Having regard to the text of the State Collective Agreement of Pastas, Paper and Carton (Convention Code No. 99003955011981), which was signed dated May 29, 2013, by the Spanish Association of Pasta Manufacturers, Paper and Cardboard (ASROLE), representing the companies in the sector, and the other, by the trade union organizations of FSC-CC.OO. and FITAG-UGT, representing the workers, and in accordance with the provisions of Article 90 (2) and (3) of the Law of the Workers ' Statute, Recast Text approved by Royal Legislative Decree 1/1995, of 24 March, and Royal Decree 713/2010, of 28 May, on the registration and deposit of collective agreements and agreements of work,

This Work General Address resolves:

First.

Order the registration of the said 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, 1 August 2013. -Director General of Employment, Xavier Jean Braulio Thibault Aranda.

STATE COLLECTIVE AGREEMENT FOR PASTAS, PAPER AND CARDBOARD

CHAPTER 1

Scope

Article 1.1 Functional Scope.

This Collective Agreement obliges all companies and workers belonging to the manufacturing sector of Pastas, Paper and Carton, as well as those currently governed by the present Collective Agreement and those that Agreement between the Committee of the Company or the Delegates of Personnel and the Enterprise Directorate shall adhere to it.

Article 1.2 Territorial Scope.

This Sector Collective Agreement is applicable throughout the territory of the Spanish State.

Article 1.3 Personal Scope

This Collective Agreement obliges all workers who provide their services to undertakings fulfilling the condition laid down in Article 1.1, with the exception of personnel belonging to forestry holdings. being framed in another economic sector.

The workers of professional groups 11 to 14, both inclusive

are excluded from the application of the remuneration conditions (Article 11.1).

However, they are established as minimum wage conditions in annual computation for all workers, those established in the tables of the present State Collective Agreement, except for a pact, negotiated in accordance with the provisions of the Article 83 (2) of the ET and except as provided for in Articles 84 and 41 of the ET.

Article 1.4 Vigency.

This Collective Agreement shall be valid from 1-1-2013 to 31-12-2014, extending from year to year, unless it mediates the express denunciation of the parties or mutual agreement for its review. The mutual agreement or the denunciation of any of the parts must be carried out before the last trimester of 2014. This Collective Agreement shall have retroactive effect to 1-1-2013, regardless of the date of its publication in the "BOE", except in cases where the contrary is expressly determined. However, the economic implementation of the Collective Agreement may be carried out by the undertakings after three months from the date of signature.

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

Negotiations should be initiated within one month of the date of receipt of the review complaint. The agreements adopted shall enter into force from the date of their publication in the "BOE" and the composition and functioning of the Negotiating Commission shall be determined by the negotiating parties of the present or future Collective Agreement, taking inspiration from the legislation in force. After 24 months from the end of the collective agreement without a new agreement having been agreed, it shall be forfeited.

Article 1.5 Collective bargaining structure.

The parties to this Collective Agreement undertake to monitor the conditions laid down in the terms of company agreements or collective agreements for a group of undertakings or a plurality of undertakings. companies linked for organizational or productive reasons and nominally identified, can subscribe in the functional scope of the same, in order that the working conditions and the framework of the industrial relations in the field contribute to the normal functioning of the market and the stability of employment.

This Convention has been negotiated pursuant to Article 83.2 of the Staff Regulations and articulates collective bargaining within its scope according to the following conventional levels, each of which comes to fulfill a specific function:

(a) The Sectoral Collective Agreement at State level shall be binding and mandatory, for all undertakings or workplaces, which are within the functional scope of this Convention and which do not have any regulated their working conditions by any of the assumptions referred to in paragraphs (b), (c) and (d) of this Article.

(b) the company covenants which may be established in the field of each of them, whether in relation to aspects mandated by the Collective Agreement or those other matters which are peculiar to the undertaking or centre of job.

(c) Collective agreements for a group of undertakings or a plurality of undertakings linked for organisational or productive reasons and nominally identified, where the majority of the workers concerned provide their services by An account of companies falling within the scope of this State-wide Sector Collective Agreement shall regulate matters which are themselves of the undertaking or the workplace.

(d) The collective agreements of undertakings or centres in force and registered as such before the labour authority are self-employed, except that, by agreement between the parties, the supplier of this agreement or the referral in question is certain subjects as provided for in the case, in which case they shall be subject to the agreement of the Collective Convention.

In the case that, in the field of a company affected by this Collective Agreement, any party with legitimacy in that field, expressed its willingness to initiate the formalities to establish a company agreement, follow the following procedure, without prejudice to Article 89 of the Staff Regulations.

(a) The initiative shall be communicated to the Joint Committee of the Collective Convention to the sole purpose of knowledge.

(b) For the commencement of the negotiation both parties (company and employee representation) shall agree to their conformity with the commencement of the negotiation or, where appropriate, to motivate their refusal.

c) The opening of negotiations does not imply the loss of validity of the Sectoral Collective Agreement, since this will only occur once agreement has been reached for the signing of the Convention in the company.

d) Once the agreement has been reached, the result will be communicated to the Joint Commission for information.

CHAPTER 2

Ad personam compensation, absorption and warranty

Article 2.1 Compensation and Absorption.

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

Article 2.2 Computer and Warranty "Ad Personam".

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

CHAPTER 3

Joint Committee on Interpretation and Surveillance of the Collective Agreement (CMIVC)

Article 3.1 Constitution.

The signatory parties agree to establish an interpretative Joint Commission as a body for the interpretation, monitoring and control of compliance with the agreement, which will be appointed by the Negotiating Commission of the Collective Agreement.

Article 3.2 Composition.

The Commission (CMIVC) will be composed of six representatives from the business side and six representatives of the union side, who, among them, will elect a secretary.

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

Article 3.3 Structure.

CMIVC will be unique for the entire Spanish state.

Article 3.4 Functions.

The following are specific functions of the CMIVC:

1. Interpretation of the Collective Agreement.

2. Monitoring compliance with the agreement.

3. Resolution of discrepancies which may arise in the negotiation for the non-application of the working conditions referred to in Article 82.3 of the E.T. and of the discrepancies arising in the matters in which it is empowered by law to intervening to replace the query period.

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

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

Article 3.5 Take Action Procedure.

Each party shall issue to their respective representations the issues raised in relation to the points referred to in Article 3.4.

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

Article 3.6 Ordinary Meetings.

Regardless of what is stipulated in the previous article, the CMIVC will meet in an ordinary manner every three months, seeking to accumulate the requests made.

The dates will be indicated by mutual agreement between the parties and will be sought to celebrate in the second fortnightly of the months of March, June, September and December of each year.

CHAPTER 4

Organization of the job

Article 4.1 Organization of the job.

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

CHAPTER 5

Classification of personnel by reason of their functions

Article 5.1 Classification of personnel by reason of their duties.

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

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

The jobs of the professional groups listed in Tables I, II, III and IV of Annex I are interchangeably for worker and worker.

CHAPTER 6

Hiring, revenue, promotions, resignations, and templates

A) Hiring:

-The parties to this Collective Agreement declare and note their concern for the sectors of the working population with difficulties in obtaining employment such as: underrepresented women, young unemployed youth 30 years of age, long-term unemployed, unemployed over the age of 45, and persons with disabilities. In this sense, the parties agree on the need to encourage the hiring of these groups.

-The hiring of staff will be performed using the hiring modalities in force at each moment, which must correspond effectively to the purpose, legal or conventionally established to not incur Law fraud.

-In accordance with the transitional provision of Law 63/1997, contracts concluded prior to the entry into force of this Law will continue to be governed by the legal or conventional law in force on the date of the entry into force of this Law. held.

Such contracts may be converted into indefinite contracts at maturity or before, in accordance with the rules for the promotion of stable procurement.

Article 6.1 Composition of the template.

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

Article 6.2 Admission.

The admission of staff will be carried out in accordance with the provisions in force in the field of employment, giving preference, on an equal basis, to the staff who have already provided services as eventual or interim, submit applicants for the formalities required by the Law and those laid down by the company as soon as they are not opposed to that Law.

Article 6.3 Contract Duration.

The contract of employment is presumed to be concluded for an indefinite period of time and may be concluded for fixed-term employment contracts in the circumstances or for the reasons that are determined in the legislation in force.

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

The staff of the Companies subject to this Collective Agreement shall be classified in the following manner, according to their permanence in the service of the same:

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

2. They are temporary workers, those admitted by the Company in any of the forms of temporary employment established in the legislation in force.

Article 6.5 Form of contracts.

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

Article 6.6 Warning.

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

Article 6.7 Retributions in Temporary Contracts.

Regardless of the mode of employment, the contract worker shall receive the remuneration laid down in this Collective Agreement for the job he/she carries out, with the exception of training contracts which have their specific legal or agreed remuneration.

Article 6.8 Training Contracts.

1. The remuneration applicable to such contracts shall be 70% and 80% respectively during the first and second year of the term of the contract, of the remuneration set out in Annex III

Group A.

2. In all else, the legislation will be in place.

Article 6.9 Part-time contracts.

Part-time contracts that are formalized in the sector will have the limits established in the current labor legislation.

Article 6.10 Contracts for a given duration.

A) A particular work or service contract.

They shall be held for the performance of a given work or service with autonomy and a substantive nature of the business of the undertaking and whose execution, although limited in time, is, in principle, of uncertain duration.

B) A possible contract due to circumstances of production.

The maximum period within which this type of contract can be formalized by the companies affected by this Collective Agreement shall be 18 months and the duration of the contract may not exceed 12 months. In the case of a lower term, they may be extended within the period indicated by agreement of the parties without the total duration of the contract exceeding the maximum period of 12 months.

(c) Compensation for termination of the specified duration contract.

For the termination of the contract, in the case of temporary employment, the provisions of the legislation in force shall apply, with a minimum of 10 days per year of service.

Article 6.11 Test Period.

1. The entry of staff into the company shall be deemed to be proof provided that it is written in writing.

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

Table I

4 to 14.	2 months (*).
2 and 3.	15 business days.
0 and 1.	7 business days.

(*) Except for those who have been hired on the basis of their qualifications (upper, middle or diplomatic) whose trial period will be 6 months.

Table II

Groups E to K.

1 month.
B, C, and D.	15 business days.
A.	7 business days.

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

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

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

Article 6.12 Free designation.

The jobs included in the professional groups 10 to 14 (inclusive) and the technical graduates in any case, will be of free designation of the Company. The seats in the remaining groups shall only be of entry where there is no personal undertaking which has passed the tests to occupy them, by internal promotion.

B) Ascensuses.

Article 6.13 Internal Promotion.

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

Article 6.14 Equal conditions in promotions.

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

The conditions for income and promotions shall be those that lay down the legal provisions in force on the matter and shall be entered in the preceding and following articles. For promotions, seniority shall in any case be considered as preferential merit on equal terms.

Article 6.15 Concur-opposition.

All promotions will be carried out using opposition on the basis of target systems. Professional groups 10 to 14 and Technicians Entitled under the provisions of Article 6.12 are excluded from this rule.

Staff who access a job through the indicated system of competition will acquire the rights and duties corresponding to that job.

Article 6.16 Physical Limitations.

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

The promotions and provision of vacancies in these groups will be the result of opposition among all the workers of the Company with diminished capacity for any of the reasons stated above.

Article 6.17 Composition of the Courts.

The Courts that will judge the aptitude tests, capacity exams and competitions for income and promotions will be made up of four vowels, two of them appointed by the Company's Directorate and the other two, members of the Committee of Enterprise, designated by this and of the same or greater Professional Group than those of the places to be covered.

In the event that there are no two members of the Professional Group's Committee of the same or higher, they may be designated by this one among other members of the staff.

The Presidency of the Court shall be one of the two vowels appointed by the Company, who shall, in case of need, exercise its quality vote.

The specific procedure for the performance of these tests shall be established in each work centre, in such a way as to ensure maximum objectivity in their qualification.

Article 6.18 Dimissions.

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

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

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

Article 6.19 Template composition information.

1. In the last quarter of each year, the companies will inform the staff representatives of the evolution of the workforce during the year, as well as the activities and productions developed, their distribution throughout the year and the various the procurement modalities used, together with the number of overtime hours.

2. On the basis of this, the companies will set the forecasts and targets for the following year in relation to the production and sales objectives, their expected evolution throughout the year, the market situation, the investments to be made, the technological innovations, training and promotion plans, possible projects for the rejuvenation of templates, etc. The representatives of the employees shall be informed of such forecasts and objectives.

Template balances and forecasts and their relationship to the company's activities, will be broken down by the workers by functional organic areas and divisions and professional groups, indicating also the corresponding contractual arrangements.

3. On a quarterly basis, staff representatives will be informed of the developments of the forecast forecasts, as well as of the projects for the following quarter, detailing the procurement procedures to be used.

4. Without prejudice to the promotion of existing staff on the way of promotion, companies may write down the vacancies that occur. The workers ' representatives will be informed of all this.

Article 6.20 Temporary Work Companies (ETT's).

1. The contracts for making available to ETT shall be concluded in the case of meeting temporary needs, in accordance with what is legally and conventionally established.

2. This type of contract cannot be concluded to replace striking workers in the user undertaking, carrying out activities and works which are regulated as hazardous to the safety and health of workers.

3. Undertakings shall inform the representatives of the employees of each contract for the making available and the reason for the use within 10 days of their completion.

4. The ETT workers have the right to present, through the representatives of the employees of the user undertaking, complaints in relation to the conditions of execution of their employment activity.

CHAPTER 7

Moves

Article 7.1 Transports.

Personnel transfers can be performed:

a) At the request of the data subject.

b) By mutual agreement between company and worker.

c) For service needs.

d) By permuse,

Item 7.2 Transfer to the data subject's request.

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

Article 7.3 Transfer by mutual agreement.

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

Item 7.4 Individual Transfer.

When there are proven economic, technical, organizational or productive reasons for it, and the agreement established in the previous article is not reached, the company may carry out the transfer of a worker who involve change of household address (residence) for the affected person under the following conditions:

(a) The transferred shall receive the amount of the following expenses as compensation, on justification.

• Locomotion of the person concerned and family members who live or are dependent on him economically.

• Transport of furniture and goods.

• A cash allowance equal to two real-wage monthly payments, if you are head of household, and 45 days of actual salary if you are not.

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

(b) Companies shall also be obliged to provide the transferred housing appropriate to their needs and with income equal to that which would have been satisfied until the time of the transfer, and if this is not possible, it shall pay the moved the justified difference in income.

(c) The transfer decision shall be notified by the employer to the worker as well as to his legal representatives at least 30 days before the date of their effectiveness.

Notified of the decision of the shipment, if the worker opts for the termination of the contract, will be within the provisions of the legislation in force.

Without prejudice to the effectiveness of the transfer, the worker who has not opted for the termination of the contract and is disagreeable with the business decision may challenge her to the competent jurisdiction within the time limit. established in the legislation in force.

This company may only be exercised for one time with each worker, unless otherwise agreed.

In the case of temporary displacements, the provisions of Article 40 (4) of the Staff Regulations and other provisions in force shall be in force.

Article 7.5 Collective transfer.

In the event that the Company intends to move the work centre to another location, it must comply with the procedure laid down in the legislation in force.

Article 7.6 Spouse Transfer.

When, by reason of a forced transfer in his or her work, one of the spouses or couple in fact recognized and duly accredited, changes residence, the other, if he were also a worker of the same company or group of companies, have the right to take up a job equal to or similar to that which it is carrying out.

Item 7.7 Permutas.

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

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

Item 7.8 Reentry.

In the case of workers forcibly transferred from one group to another for over-staffing, they must be integrated into the group of origin as soon as they are vacant from their professional group.

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

CHAPTER 8

Top and Bottom Professional Group Jobs

Article 8.1 Top Professional Group Jobs.

The staff included in the scope of this Collective Agreement may be assigned by the Company, if necessary, to occupy a position of a higher professional group, for a period not exceeding three months uninterrupted, receiving, while in this situation, the remuneration corresponding to the role it actually plays, reintegrating the staff to their previous post when the cause of the change ceases.

The provisions of this article will not apply in cases of replacement by military service, temporary incapacity, maternity, risk of pregnancy, risk for natural breastfeeding, holidays, licenses and surplus Concession is mandatory for the Company. In the latter cases, the replacement shall comprise as long as the circumstances which have been motivated by it, without granting the right to the consolidation of the post, but to the perception of the economic difference during the substitution.

When a worker carries out work of a higher professional group for more than three months, without attending the special cases referred to in the preceding paragraph, he shall consolidate the higher category provided that he is permitted to do so. the rules laid down for promotions under this Collective Agreement. In the event that a fitness test is required to cover the upper slot, it shall have the right to carry out such a test unless the possession of a duly accredited title is required for the performance of the test.

Article 8.2 Lower professional group jobs.

If, for the purpose of the Company, a worker is assigned to work of a lower professional group than the one assigned to it, he shall keep the salary corresponding to his professional group. This situation may not be prolonged for more than three months, and in case of extreme need, the Company, in order to keep the worker in the work of a lower professional group, shall require authorization from the Competent Jurisdiction, after report The Staff Committee or the Staff Delegates shall be required to do so.

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

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

The work of a lower professional group shall not be considered to be the work performed by the worker for the preservation and cleaning of the machinery and equipment used, to be considered as such work of his/her duties.

Item 8.3 Personal with decreased physical capacity.

Companies will try to engage staff whose capacity has decreased by age, accident, illness or other circumstances by directing them to work appropriate to their conditions, provided that they are vacant.

Your remuneration will be that corresponding to the new job.

CHAPTER 9

Day, overtime, vacation and flexibility

Item 9.1 Annual Day.

The maximum annual working day, both starting and continuing, will be 1,744 hours for each of the years of validity of the Convention.

Except the gatekeepers who enjoy house-room as well as the guards assigned the care of a limited area with house-room within it, and as long as they are not required to be monitored constant, which will be able to work up to 54 hours a week with the credit of those who exceed the maximum legal or agreed time in the form and with the limitations established in the legislation in force.

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

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

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

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

In companies where work activities are carried out by teams of workers on a shift basis and where the organisation of work so requires, it may be possible to accumulate for periods of up to four weeks on average weekly rest provided for in Article 37 (1) of the Staff Regulations, or to separate it from the corresponding full day for your enjoyment on another day of the week. In those undertakings, where the working shift worker is unable to enjoy the minimum rest period laid down in Article 34 (3) of the Staff Regulations, the same may be reduced, on the day on which the working shift worker is a minimum of seven hours, making up the difference up to the 12 established in general in the immediately following days.

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

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

Item 9.2 Christmas and New Year Fiestas.

In order for all staff subject to this Collective Agreement to be able to celebrate with their family the Christmas and New Year holidays, the Companies will cease their activities completely at 2 p.m. on the 24 and 31 December of each year, without any of the remuneration of the workers.

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

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

Article 9.3 Work under "Non Stop".

1) In order to obtain maximum productivity by means of the total use of the equipment, and given the specific characteristics of the Trash Industry the Work System is defined in Continuous of said equipment (regime "Non Stop").

2. "Non-stop" means the system of production of the workers who serve the production facilities of the factory necessary to enable the continuous operation of the factory.

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

4) The day for this work regime will be the norm established in the present Collective Agreement, determining in the Companies where it is the first time to implement this mode of work between the Directorate and the Business Committee or Personnel Delegates the rotating schedule of shifts. Given the characteristics of the productive organisation of the Sector, as set out in paragraph 3.1 of this Article, the rest of the parties established in the Fiestas Calendar or its economic compensation or in days shall be determined between the two parties. rest, provided that such parties do not coincide with the holiday period.

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

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

6) Notwithstanding the above, the conditions of day, economic, feasts, breaks, or any other more beneficial kind that the workers enjoy enjoying themselves will be respected.

Article 9.4 Extraordinary Hours.

From the first extraordinary hour and with the 80-hour ceiling, the individual worker will be able to choose between:

(a) The payment of the hours in the amounts detailed in columns C, D and E of salary tables No II and IV of Annex III.

(b) Compensation in time off at the rate of one hour for each extra hour taken, charging the Plus for Compensatory Rest detailed in column F of salary tables II and IV of Annex III.

c) Compensation in time off at the rate of one and a half hours for each extra hour, without the right to charge any additional plus.

The compensatory rest will take place within the calendar year, and in any case at four months after the worker shows his or her choice for rest. At this time without the company having provided the appropriate rest, the worker may choose the days of prior written communication with ten days in advance.

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

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

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

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

For the purposes of calculating overtime, the working day of each worker shall be recorded on a daily basis and shall be totaled in the period laid down for the payment of the remuneration, giving the worker a copy of the summary corresponding.

Both parties, under the power granted to them by the legislation in force, agree on the unique values set out in Tables II and IV of Annex III, considering all the legal surcharges laid down in these values. or to be established later.

The parties to this Collective Agreement undertake to respect Article 35 of the Workers ' Statute and other provisions in force at the time of the signing of this Collective Agreement.

Extraordinary hours between 22:00 and 06:00 hours, as well as on Sundays and holidays, shall have the value indicated in columns D and E of Tables II and IV of Annex III.

Article 9.5 Work and holiday calendars.

Companies will draw up the annual work schedule that they will publish before December 22 of the previous year.

When setting the calendar, the holiday enjoyment system will be established, which will preferably be in summer (between 21 June and 21 September), ensuring the proper functioning of the sections and departments.

The paid leave for all staff governed by this Collective Agreement shall be 30 calendar days, of which at least 24 shall be working.

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

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

When the holiday period fixed in the calendar coincides in time with a temporary disability arising from pregnancy, childbirth or natural lactation or with the period of suspension of the contract of employment provided for in the Article 48.4 and 48.bis of the ET, shall be entitled to enjoy the holidays on a date other than that of the temporary incapacity or the enjoyment of the permit which, by application of that precept, corresponds to, at the end of the period of suspension, even if the calendar year is over.

In the event that the holiday period coincides with a temporary incapacity for contingencies other than those mentioned in the previous paragraph that makes it impossible for the worker to enjoy them, in whole or in part, during the year natural to which they correspond, the worker may do so once his incapacity is completed and provided that no more than 18 months have elapsed from the end of the year in which they originated.

Article 9.6 Transfer of Parties.

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

The Company, together with the Business Committee or Staff Delegates, will determine which of the two days to move each holiday.

The parties are exempt from 1 January; May 1; December 25; and the two local lockup parties.

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

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

Article 9.7 Flexibility and irregular distribution of the day.

As provided for in Article 34.2 of the ET, prior to the application of the irregular distribution of the day, established in the working calendar, the company will convene at least three days in advance legal representation of the workers in the work centre which is the subject of this measure, and where the workers concerned do not have the same right at the start of a round of meetings with the aim of making people, collectives, concrete percentages and conditions of such irregular distribution. This distribution may alter the maximum weekly, monthly and/or daily schedules, respecting the minimum period of rest legally established, as well as the individual holidays.

If no agreement has been reached between the parties on all of the above mentioned subjects five days after the start of the previous process, they will be in compliance with the irregular distribution conditions of the (a) the date of the preceding paragraph, as laid down in Article 34.2 of the ET. Where the return or compensation of the days cannot occur within the calendar year, the agreement with the legal representation of the workers will be necessary and where there is not the same directly with the workers involved.

In any case, the existing agreements on the flexibility and/or irregular distribution of the day that exist in the companies will be respected at the entry into force of this Collective Agreement.

CHAPTER 10

Paid allowances and suspensions for family reasons

Article 10.1 Paid Permissions.

Workers, advising on possible prior and appropriate justification, may be absent or absent from work entitled to remuneration for any of the reasons and during the detailed minimum time and with the criteria Annex II-A: Summary of the paid leave of absence of this Collective Agreement.

Article 10.2 Suspensions of the employment relationship for family reasons. Excess.

Attached to Annex II-B: Summary of the suspensions of the employment relationship for family reasons in accordance with the current labour law.

In the cases of maternity and paternity leave currently regulated in Article 46.3 of the Workers ' Statute, the period for the reserve of a three-year job is extended, with the result that age.

Article 10.3 Military service.

All workers who are compulsorily or voluntarily incorporated into the Military Service (SM) and other Substitute Social Benefits (PSS) will have their job reserved for the duration of the service. The same and two additional months; computing all this time for the age effects as if they had been active in the Company.

They shall be entitled to receive in full all the extraordinary rewards laid down in this Collective Agreement.

Workers in a permit status of more than one month by Military Service or PSS shall be entitled to return to work, providing them with no-place occupation.

Those who occupy the vacancies produced by SM or PSS will return to their former positions if their contract is indefinite or will be extinguished if they are temporary tied to this circumstance.

If the fixed worker does not join his post after the completion of the SM or PSS plus his additional two months, the alternate worker will acquire the rights of the category he has occupied, computing the time he has acted. alternate as age.

CHAPTER 11

Remuneration

Item 11.1 Retributions.

A) Year 2013:

1. There will be no wage increase on the salary conditions for the year 2012.

2. The salary tables in Annex III to this Collective Agreement are set as minimum conditions for the sector.

3. The agreements or agreements made already for 2013 shall be fully respected.

4. The salary of the Collective Agreement which shall be payable for normal working time and performance, and which is set out in Tables I, II, III and IV of Annex III, is as defined in Article 11.4 of this Collective Agreement.

B) Year 2014:

1. The companies to which this Collective Agreement obliges guarantee to all staff an increase for the year 2014 on the Total Theoretical Gross Remuneration (RTTB) of each worker in the year 2013 of:

a. 0.4% if the increase in GDP at constant prices in 2013 is less than 1%.

b. 0,8% if the increase in GDP at constant prices in 2013 is greater than 1% and less than 2%.

c. 1.3% if the increase in GDP at constant prices in 2013 reaches or exceeds 2%.

2. However, the minimum conditions for the sector of the salary tables that will be made by the CMIVC are set as minimum conditions.

3. Those undertakings in which, when applying the increase referred to in paragraph 1, the resulting amount exceeds, in normal working time, the resulting salary tables for the year 2014, they shall adjust their salary receipts to those tables and calculate the surplus in separate box under the concept of 'Enterprise Wage Add-on' (CSE).

4. The remuneration that existed in 31-12-2013 in terms of quantity or quality of production will be included in the salary receipt in an independent box and will not form part of the "Enterprise Wage Supplement" (CSE). In that separate box, the remuneration shall be included in its entirety or only in the part of the latter, after the completion of the aalarial tables of this Collective Agreement.

5. The remuneration of the 'Enterprise Wage Supplement' (CSE) as defined in point 3 shall be made by dividing the annual amount between 365/366 days or 12 months in 2014, depending on whether the remuneration system is daily or monthly.

6. The agreements or agreements already made for 2014 shall be fully respected.

7. The salary Convention which shall be payable for normal working time and performance, as set out in the tables in the Annex, is defined in Article 11.4 of this Collective Agreement.

8. Salary revision clause year 2014.

According to the II AENC, the update clause applicable at the end of the financial year, which was concretized in excess of the annual rate of variation of the Spanish general CPI in December on the inflation objective of the Central Bank European (2%).

If the annual percentage change rate of the Spanish general CPI in the month of December is higher than the annual variation rate of the harmonised euro zone CPI in the same month, then the latter will be taken to calculate the excess.

If the international average price of Brent oil in the month of December is 10% higher than the average price for the month of December, to calculate the above mentioned excess, we will take as a reference the The above mentioned inflation excluding fuels and fuels in both cases.

This review clause will, in the case of application, be implemented in the consolidation and updating of the percentage on RTTB, dated 1 January 2015, without this percentage being of retroactive application to 1 January 2015. 2014.

C) Gross Theoretical Total Remuneration (RTTB).

Individual agreements made after 01/2011 will not be considered an integral part of RTTB (Total Theoretical Gross Remuneration).

D) Inapplication of the State Collective Convention.

When economic, technical, organizational or production causes are present, by agreement between the company and the representatives of the workers entitled to negotiate a Collective Agreement as provided for in the article 87.1, prior to the development of a period of consultation in accordance with Article 41.4, it may be necessary to apply the working conditions provided for in this Convention, which affect the following matters:

a) Workday.

b) Schedule and the distribution of the working time.

c) Shift work regime.

d) Pay and salary system.

e) The work and performance system.

(f) Functions, where they exceed the limits for functional mobility provided for in Article 39 of this Law.

g) Voluntary improvements to the protective action of Social Security.

In the case of no legal representation of workers in the company, they may attribute their representation to a commission designated in accordance with the provisions of Article 41.4 of the ET.

When the period of consultations is concluded by agreement, the supporting causes shall be presumed to be present, and may only be challenged before the social jurisdiction for the existence of fraud, intent, coercion or abuse of rights in its conclusion. The agreement shall determine exactly the new working conditions applicable to the undertaking and its duration, which may not be extended beyond the time when a new agreement is applicable in that undertaking. The implementation agreement shall not give rise to the failure to comply with the obligations laid down in the Convention relating to the elimination of discrimination on grounds of gender or which, where appropriate, are provided for in the Equality Plan. applicable in the company. The agreement must also be notified to the Joint Committee of the Collective Agreement.

In case of disagreement during the period of consultations either party may submit the discrepancy to the commission of the convention, which will have a maximum of seven days to decide, to count since the Discrepancy was raised. Where the intervention of the commission has not been requested or has not reached an agreement, the parties shall have recourse to the procedures laid down in the V ASAC or the corresponding autonomic procedures, including arbitration. voluntary. The agreement that could be reached must also be communicated to the Joint Committee of the Convention.

E) Inapplication of wage increase in firms in losses.

The percentage of increase in the total gross theoretical remuneration of each worker, as set out in Article 11.1, shall be negotiated in undertakings which demonstrate, objectively and reliably situations of losses sustained in the accounting years of the previous two years of each of the years of validity of the Collective Agreement. This will also take into account the forecasts for the year/s of validity of the Collective Agreement.

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

In addition, in this negotiation, which will be completed by 1 January 2014, the subsequent updating of wages should be fixed.

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

The request to adjust the salary increase to the situation of losses of the companies, will be initiated at the request of the Company's Management, within a maximum period of 30 days from the signature of the Collective Agreement or the first one of January of each year of its validity. The company shall communicate this to the Staff Delegates or Members of the Enterprise Committee and the Trade Union Sections of the Federations that are signatories to this Collective Agreement.

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

-Explanatory note to the economic, technological and productive causes of the application.

-Economic documentation that will consist of the Balance Sheet and the results account of the previous two years.

-Statement of Corporate Tax referred to in the preceding paragraph.

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

-Censor report, Account Jury, and/or audit report.

-Company reviews for the following years.

-General and specific measures you plan to take to resolve the situation (Future Plan).

From that moment, a period of thirty days of consultation and negotiation will begin between the Company's Directorate and the workers ' representatives. In this process, representatives of the Federations signatories of the Collective Agreement will necessarily have to participate directly.

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

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

For the follow-up to the Agreement, a Monitoring and Control Commission will be set up to meet at least every three months, to assess the effects of the "Plan of the Future" and to decide on the measures to be taken in this regard.

The previous regulation is related to the alleged failure to implement the annual wage increase, which will not be an obstacle for companies, during the term of the Collective Agreement, to go to the (a) pay the salary when the assumptions are given and in the terms and conditions laid down in Article 82.3 of the Workers ' Statute.

Article 11.2 Gross retributions.

All the remuneration laid down in the present Collective Agreement is gross; therefore, the amounts in respect of social security contributions and all taxes corresponding to those paid by the workers will be deducted from their remuneration.

Article 11.3 Payments.

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

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

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

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

The duly accredited bank credit will be supplied by the corresponding salary receipt.

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

Article 11.4 Integration of concepts: Salary Convention.

A wage convention is established, which is reflected in the tables in Annex III, which will be payable for normal hours and yields, and which includes the sum of: Base Salary, Plus Activity, Linear Increase 76 (240.40 Euro/year) and Plus Convention 78 (EUR 420,70/year), fixed in the salary tables of the 1978 Collective Agreement, increased in the corresponding total percentages agreed upon in the collective agreements after the same and in the present.

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

In those undertakings which have in the future established or implemented a measured work system, the Salary Convention shall be understood to pay the normal performance established in that system.

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

Article 11.5 Extraordinary Charts.

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

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

The staff entering or ceasing during the year and the temporary contracts will receive these bonuses in proportion to the time worked, the fractions of month or week according to the cases, as months or weeks complete.

Article 11.6 Antiquity.

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

The value of these three-year and five-year periods is set out in the columns in Annex III of salary tables V, for labor and employees.

The maximum limit will be two trienes and four five-year (26 years in total), however, the five-year period of consolidation since 31-12-1993, which exceeds the previous figure.

In no case will the application of these rules mean that it is worth the amounts that are being perceived for this concept.

The applicants, trainees, recadists and buttons who have entered from 1-1-78, their seniority will begin to be computed from the date of their entry. Those entered into the Company prior to that date shall count their age from 1-1-78. The services provided in the trial period and by any prospective or interim staff who may become a template in the company shall also be estimated.

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

Those who change the professional group will receive the age plus that corresponds to the table for their new group.

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

article 11.7 Nocturnity.

The worker who provides his/her services on the shift from 22:00 a.m. to 06:00 hours will receive a plus of Nocturnity whose amount for each category is indicated in column B of Tables II and IV of Annex III.

This plus will be charged per day effectively worked at night and will not be made effective, therefore, in the worker's absences, even if these absences have the character of paid leave, except as provided in paragraph (d) of Article 12.17.

Article 11.8. Plus Toxicity or Insalubrity.

The staff who provide services in jobs where toxic substances are handled or work in premises where toxic substances are removed for health, or even without working with substances, do so in sections to which they arrive at such toxic or harmful substances for health, shall receive a supplement to the post of work in the amount set out in Tables II and IV of Annex III.

Bonifiable works for toxicity or insalubity shall be determined by agreement between the Company and the Staff Committee or Delegates of Personnel, and if there is no conformity, it shall resolve the Competent Jurisdiction prior to the Business Committee or Staff Delegates, and any other staff who consider appropriate.

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

In those Companies which, at the entry into force of this Collective Agreement, have an assessment of jobs in which the toxic or unhealthy conditions have been contemplated, the corresponding table shall not have effect to this article.

Article 11.9 Compensation per day.

For workers who are on a continuous journey for a period of more than five hours uninterrupted on a normal day, a rest period of fifteen minutes is established.

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

If by the nature of your work you cannot rest the period of the fifteen minutes established, you will receive for this concept an amount equal to the fourth part of the value of the necessary extraordinary hour or structural Tables II and IV of Annex III, compensation which shall be effective per day actually worked without such rest, except where the latter is receiving higher remuneration, whichever is the weekly day, in which case it shall keep it constant and not be absorbable neither compensable nor over it any increase in time, until it turns out equal to or below the value that is reaching the fourth part of the necessary or structural extraordinary hour. Produced this fact, it will be adapted to that value.

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

Article 11.10 Benefit participation.

Within the first quarter of the year following the validity of this Collective Agreement, and in terms of profit participation, the amounts listed in Tables I and III of Annex III shall be paid.

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

Article 11.11 Diets.

If, for the needs of the service, any worker in the locality in which he/she habitually has his/her destination is to be displaced, the Company will pay him seventy-five percent (75%) of his/her daily wage agreement when he/she carries out a food outside your home and two hundred percent (200%) when you have to eat and stay out of it.

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

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

If, due to special circumstances, the expenses incurred by the posting exceed the amount of the allowances, the excess must be paid by the company on account of the expenses incurred, without in any case the time spent on travel from place to supplement because its duration exceeds legal time.

Article 11.12 Compensation offset for food.

When, by the nature of their function, the worker has to move continuously from his or her work centre, even if it is within the same locality preventing him from eating at his home, the Company, after justification, will cover him the costs of these displacements for a minimum of EUR 8,08 guaranteed, unless other conditions are laid down in their individual employment contract.

Article 11.13 Anticipates.

The worker will be entitled to receive advances on account for the work already done, without these being able to exceed ninety percent (90%) of the amount of the Wage Contract.

CHAPTER 12

Workers ' representatives

A) Business Committee.

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

Item 12.1 Periodic Information.

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

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

Article 12.2 Other information and communications.

Be informed, prior to execution by the Company:

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

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

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

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

5. To receive the basic copy of the employment contracts referred to in Article 8 (3) (a) of the Staff Regulations and the notification of extensions and complaints relating to the new contracts, within the time limit of the 10 days following the date of the taking place and the release of the documents relating to the termination of the employment relationship.

6. In writing, from the holiday chart established by the Company, which must be exposed before 22 December of the preceding year.

7. From the work schedule with a pre-execution character. Such a timetable shall be drawn up within the maximum period of 30 days following the publication of the Collective Agreement in the 'BOE'. In the event of a Collective Agreement establishing the working day before, the work schedule must be drawn up before 30 and one December if the work schedule for the work schedule has been known well in advance. the corresponding Autonomous Community.

8. On the statistics of the index of absenteeism and its causes, accidents at work and occupational diseases and its consequences, rates of accidents, income, ceases and promotions.

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

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

Article 12.3 Labor surveillance.

Exercise a surveillance task:

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

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

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

Article 12.4 Professional capacity and stealth.

1. The Committee of Enterprise is recognised as a procedural capacity, as a collegiate body to exercise administrative or judicial action in the field of its powers.

2. The members of the Enterprise Committee, and the latter as a whole, shall observe professional secrecy in all matters relating to Articles 12.1 and 12.2. 1 even after it has no longer been a member of the Enterprise Committee and in particular in all matters on which the Directorate expressly points out the reserved character.

B) Staff Delegates.

Article 12.5 Staff Delegates.

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

C) Enterprise and Personnel Delegates Committees.

Article 12.6 Productivity Report.

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

Article 12.7 Workers ' Classification.

Changes in the classification of workers may be proposed. If there is no agreement with the Company's Directorate, the Joint Committee on the subject will be resolved. In the event of disagreement in this Commission, the Competent Body or Jurisdiction shall be resolved.

Article 12.8 Prevention Delegates.

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

Staff Delegates will have the same privileges as the Prevention Delegates.

From the number of Prevention Delegates set in the art. 35 of the Law on the Prevention of Occupational Risks, the unitary representation of workers, may appoint workers to be employed by non-union representatives whose possible credit schedule will be the one that can be given by the legal representatives of the workers.

Article 12.9 Mutua A.T.

The Company's Management will notify the Prevention Delegates in writing, examining in the Committee on Safety and Health, in a meeting called for at least 15 days in advance, any changes that may be made. the choice of Mutua, as well as the decision to grant the management of the contingencies common to them, for the purpose of the issuing of the corresponding report by the Legal Representation of the Workers.

Article 12.10 Occupational Risks.

The Committee of Enterprise or Delegates of Personnel, heard by the Committee on Health and Safety or Delegate of Prevention may urge, in case of disagreement with the company, procedure before the Social Jurisdiction in request for a plus of toxicity of some job.

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

Article 12.11 Substantial modification of working conditions.

Know and report preceptively in cases of substantial modification of working conditions affecting workers, unless there is agreement with stakeholders.

Article 12.12 Employment Regulation Expedients. E.R.E.

In the case of employment regulation files, for economic or technological reasons, a prior instance of negotiation with the Company by the representatives of the workers and trade unions is established. They may be advised by their technicians and jointly study with the company the economic situation of the company when the file is motivated by economic reasons. The time limit for such a study may not exceed 20 calendar days, after which the Company is empowered to submit the Employment Regulation Expedient to the corresponding labour authority.

This period of prior instance is independent of the time limit set in the relevant legislation.

Article 12.13 Sanctions Imposition.

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

Article 12.14 Social activities.

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

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

Except for those social functions that have proper regulation such as Patronates, Housing, Economates, or others.

Article 12.15 Functional Mobility.

The Staff Committee or Delegates of Staff shall have the power to check the cases referred to in the articles of work of a higher and lower professional group, and in the event that the conditions are not respected established in the same way, they will put these facts in the knowledge of the labor authority, provided that there is disagreement with the Company's management.

Item 12.16 Schedule Modification.

In cases of modifications of existing work schedules, and of no agreement on the same with the workers concerned, it is the competence of the Committee of the Company or the Delegates of Personnel to go to the Jurisdiction Competent labour.

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

Article 12.17 Trade union guarantees.

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

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

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

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

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

-Up to 35 workers: 15 hours/month.

-From 36 to 100 workers: 20 hours/month.

-From 101 to 250 workers: 25 hours/month.

-From 251 to 500 workers: 30 hours/month.

-From 501 to 750 workers: 35 hours/month.

-More than 750 workers: 40 hours/month.

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

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

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

It will not be counted within the legal maximum of hours, the excess over the same one will occur in the designation of Delegates of Personnel or Members of Committees as components of the Negotiating Commissions of Conventions Collectives, in which they are affected, and with regard to the holding of official sessions through which such negotiations take place and when the Company in question is affected by the field of negotiation referred to.

In the case of sessions of the Joint Commission of Interpretation and Surveillance of the Collective Agreement and Technical Commissions created in this Collective Agreement, the worker will enjoy the said permit even if his company is not affected by the topics to be dealt with.

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

Article 12.18 Location of professional groups.

In the event that new machinery is installed in a company whose jobs are not classified in the current State Collective Agreement, the Company's Management, after consulting the Business Committee or Delegates of Staff shall assign the Professional Group corresponding to those posts, and shall inform the Joint Commission of Interpretation and Surveillance. In the event of disagreement on the part of the workers ' representatives, the CMIVC shall seek information from both parties and decide the Professional Group to proceed.

Article 12.19 Assemblies.

The workers ' representatives will have 12 hours a year for the holding of staff assemblies, within the working hours, without in any case disturbing the normal activity of the work processes in the continuous.

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

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

CHAPTER 13

Trade union action

A) Trade union action.

Article 13.1 Territorial Joint Commissions.

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

Article 13.2 Trade union membership.

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

Article 13.3 Union Sections.

Workers affiliated to a Union may, at the scope of the Company or work centre:

-To constitute Trade Union Sections in accordance with the provisions of the Statutes of the Union.

-Celebrate meetings, prior notification to the employer, collect fees and distribute union information, outside of the working hours and without disturbing the normal business activity.

-Receive the information sent to you by your Syndicate.

Article 13.4 Rights of the Trade Union Sections. (Boards of Announcements and Collective Bargaining).

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

-In order to facilitate the dissemination of those notices that may be of interest to the members of the Union and to the workers in general, the company will make available to them tables of advertisements that must be placed within the Workplace and where appropriate access to the same worker is guaranteed.

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

Article 13.5 Trade union charges.

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

-To the enjoyment of the unpaid permits necessary for the development of the union functions proper to his office, being able to establish, by agreement, limitations to the enjoyment of the same according to the needs of the production process.

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

Article 13.6 Permissions for negotiation.

The union representatives who participate in the Collective Agreement Negotiating Commissions, maintaining their links as workers in assets in any company, will be entitled to the granting of paid leave. necessary for the proper exercise of their work as negotiators, provided that the Company is affected by the negotiation.

Article 13.7 Trade Unions.

The Trade Unions may develop their activity in the Company with full guarantees for its effective operation.

Article 13.8 Responsible for trade union.

The Head of the Trade Union Central in the Company shall have the same trade union rights and guarantees as set out in this Collective Agreement for the members of the Business Committee or Personnel Delegates as long as the responsible, with the exception of the paid hours laid down for those by the legislation in force at any time. However, the Companies are committed during the term of this Collective Agreement to give the heads of the Trade Union Central Trade Union all the possible facilities for the performance of their trade union function.

B) Trade union delegates.

Article 13.9 Trade Union Delegates I.

In companies, or in their case, in the job centers that occupy more than 250 workers, whatever the class of their contract, the Trade Union Sections that can be constituted by the workers affiliated to the Trade Unions with presence in the Enterprise Committees, will be represented, for all intents and purposes, by Trade Union Delegates elected by and among their affiliates in the Company or in the Work Center.

Article 13.10 Trade Union Delegates II.

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

250 to 750 workers:	One.
751 to 2,000 workers:	Two.
2,001 to 5,000 workers:	Three.
From 5.001 onwards:	Four.

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

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

Article 13.11 Duties of the Trade Union Delegates.

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

2. They may attend meetings of the Business Committee, the Committee on Safety and Health and the Joint Committee on Interpretation, with a voice and without a vote.

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

4. To be heard by the Company prior to the adoption of measures of a collective nature that affect workers in general and those affiliated with their particular Union.

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

a) About layoffs and penalties that affect Union affiliates.

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

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

Article 13.12 Local union.

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

Item 13.13 CPIVCC Permissions

Trade union delegates or positions of national relevance of the plants recognized in the context of this Collective Convention, implemented nationally, shall enjoy paid leave for the sessions of the Commission Peer of Interpretation and Surveillance of the Collective Agreement and Technical Commissions created in this Collective Agreement, even if your company is not affected by the topics to be dealt with.

Article 13.14 Union quota.

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

Companies shall carry out the following actions, unless otherwise indicated for periods of one year, and shall be tacitly extended if the worker signed by the worker does not indicate otherwise.

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

Article 13.15 Semi-annual meeting.

The Trade Union Central and the National Association of Signatories are aware of the need for greater contact and mutual collaboration, in order to obtain a more real knowledge of the sector. In this sense, and as a first step, they agree to implement every six months a meeting between the Central Trade Union and the National Associations to develop this idea, with the general information being exchanged in them. interest.

Article 13.16 Anti-union conduct.

Regarding the assumptions of practices that, in the opinion of some of the parties, may qualify as anti-union, the provisions of the Laws will be in place.

Article 13.17 European Works Councils (EEC).

The trade union and employers ' organizations that are signatories to this Collective Agreement, by themselves and through their organizations and/or represented in the corresponding Companies and/or Labor Centers, will urge the creation of European Company when the circumstances provided for in Directive 94/95 of 22 September 1994, incorporated into our legal order by Law 10/97 of 24 April 1994, are given.

CHAPTER 14

Safety and health care

Article 14.1 Job Risk Prevention.

The signatory parties agree on the need to strengthen preventive actions in the field of Occupational Safety and Health. Such actions shall have a method that directs and addresses the risk in a continuous manner to analyse or otherwise control industrial accidents (accidents at work and occupational diseases).

To this effect, considering that the issues affecting occupational health and safety at work must be a priority, they will make a serious call to the Directorates of Enterprise, Health and Safety Committees, Delegates of Prevention, Works and Delegates Committees of Personnel and Workers, for the most strict compliance, monitoring and enforcement of all the current prevention and safety standards (General and Enterprise or Work Center) and the adoption of those actions organizational, training and information which are deemed necessary for a real reduction of the claims.

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

The promotion and intensification of organizational, training, and pre-ventionistic signs that allow staff to adapt to the organizational changes that the new technologies will be a priority are also a priority. can bring with you.

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

Entry into force of the "Law on the Prevention of Labor Risks" dated February 10, 1996, which incorporates Spanish legislation on prevention, safety and occupational health, the most advanced rules of Community law In the matter contained in the Directives of EEC 89/391, 94/383 and 91/383, the parties to the present Collective Agreement consider that the best protection of the workers of the Sector in the topic of Safety and Health is obtained with the Reference to the Law on the Prevention of Occupational Risks and Regulatory and Development Standards, which constitute the current legislation and which is mandatory for companies and workers in the Sector.

Article 14.2 Environment.

The parties to this Collective Agreement consider it necessary for companies to act in a responsible and environmentally friendly manner, paying attention to their defense and protection.

To this end, the whole of the pasty-paper sector must adopt a permanent, responsible and visible attitude in the field of the environment and make the effort that the industry develops in this field and its results. are properly known and valued by the Company and the relevant Administrations.

All this must be the subject of permanent and shared concern of the Directorates of the Companies and of the workers ' representatives.

CHAPTER 15

Absenteeism

Article 15.1 Complement I.T. by AT/EP.

In cases of accidents at work or occupational disease, companies shall supplement the benefits of Social Security up to one hundred per cent of the actual wage of the ordinary working person.

Article 15.2 Complement I.T. by E.A.C. (1.^er period).

In cases of IT for common sickness or non-work accident, in the first low within the calendar year, companies will supplement Social Security benefits up to one hundred per cent (100%) of the actual salary of the ordinary working day.

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

1. Depending on the rate of absenteeism, for all workers in each working centre for common sickness or accident, the following scale is established for the present Convention for the purposes of this Convention: Collective:

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

b) From 3.51 to 4.50 absenteeism, 95% of salary.

c) From 4.51 to 5,00 absenteeism, 90% of the salary.

d) From 5.01 to 6.00 of absenteeism, 85% of salary.

e) From 6.01 to 7.00 absenteeism, 80% of salary.

This index will be obtained by dividing the hours lost by common illness and accident of work by 100 between normal working hours.

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

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

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

Article 15.3 Second I.T. Period of E.A.C.

In the second low by IT in the case of a common illness or non-work accident within the calendar year, during the first seven days of the same, sixty per cent (60%) of the actual salary will be paid, except that the resulting amount The application of this percentage to the common contingency regulatory base is higher.

Article 15.4. Third and next I.T. period of E.A.C.

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

Article 15.5. I.T. complement by E.A.C. in 2. º, 3. º and following periods.

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

CHAPTER 16

Life Collective Insurance

Article 16.1 Life Insurance.

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

) Death by common disease:	15,000 euros.
b) Death by non-professional accident	15,000 euros
c) Death from occupational disease	30,000 euros
d) Death by job accident	30,000 euros
) Absolute permanent inability by common illness or non-work accident. .	15,000 euros
f) Absolute permanent inability by professional disease. .	30,000 euros
g) Absolute permanent inability by job accident. .	30,000 euros

These allowances will apply from 01-01-2005 once the policies are updated.

The payment of the premium will be made by the contribution of sixty per cent (60%) of the premium by the Company and forty per cent (40%) by the worker. Membership of this insurance will be voluntary on the part of each worker.

In case of early retirement, at the request of the retiree and agreement with the insurance institution as to the coverage of the contingencies, will be maintained in equal conditions of contribution by company and worker the insurance referred to in this Article, up to the age of 65. The contingencies to cover in this case will be:

-Death from common disease.

-Non-professional accident death

-Death from occupational disease

-Absolute permanent inability by common illness or non-work accident.

-Absolute permanent capacity for occupational disease.

Companies that currently have a collective insurance agreement may choose, by common agreement with the employees, to join the insurance provided for in this Collective Agreement or to continue with their insurance. particular.

CHAPTER 17

Child labour and vocational training

Article 17.1 Child labor.

This will be what the legislation will be in place at any time.

Article 17.2 Technological Modifications.

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

Article 17.3 Vocational Training.

The organizations that are signatories to this Collective Agreement, in all their terms, subscribe to the R.D. 395/2007 of 23 March, which regulates the occupational training subsystem for employment, as well as the development of the same, and the Organic Law of 19 June, of the Qualifications and of Vocational Training, as well as any other standard that can replace, modify or develop in the functional and territorial areas of the Convention Collective.

The organizations that are signatories to this Collective Agreement, consider the Continuing Training of the Workers as a strategic element that allows to reconcile the greater competitiveness of the companies with the formation individual and the professional development of the worker.

CHAPTER 18

Garments

Article 18.1 Working clothes. PPE.

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

The workers to whom the Company will be required to use it will be made available.

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

CHAPTER 19

Employment and Retirement Policy

Article 19.1 Employment policy.

The parties to this Collective Agreement establish as a priority objective the support of employment in the sector, the improvement of its stability and the quality of it. To this end, they propose to rejuvenate their templates under the voluntary use for companies and workers affected, in the different forms of employment and employment policies in force at each moment.

Article 19.2 Early retirement at age 64.

Early retirement requests for 64 years of compliance will be addressed in accordance with Law 27/2011 of 1 August.

Article 19.3 Early Retirement.

Those workers who decide to retire early before the age of 64 will receive the following amounts of compensation for loss of their employment rights:

-At 60 years

7,500 euros.
-At 61 years	5,000 euros
-At 62 years	4,000 euros
-At 63 years	3,500 Euros.

This obligation to pay the above compensation amounts will not apply to companies that have established Employment System Pension Plans or other alternative systems of commitments. pensions.

Companies will ensure compliance with this early retirement system up to a maximum of eight percent (8%) of their workforce. However, it is established in a retired worker early in the year in companies of up to thirteen workforce.

Article 19.4 Partial retirement program.

19.4.1 Definition. Partial Retirement is considered to be initiated after the completion of the 61 years and 1 month if the listed period is 33 years and 3 months or more, and 61 years and 2 months if the listed years are 33, in addition to the legally established requirements, at the same time with a part-time and related contract of employment or not with a contract for relief, in accordance with the provisions of Articles 166 of the LGS (RDL 1/94, 20 June); 12.6. E.T. (RDL 1/95, 24 March); 9 R.D. 1131/02 of 31 October, which regulates the Social Security of part-time contract workers and Law 27/2011 of 1 August, and other supplementary and regulatory development legislation.

This pact is applied in a transparent and homogeneous manner in the totality of the work centers considered in a global way, and according to the compositions of its templates and needs at every moment and in the the future of each of them, in such a way as to optimize in terms of effectiveness and opportunity the Program of Partial Retirees/Contract of Relay.

19.4.2 Application procedure.

Companies will compulsorily accept part-time retirement applications for workers over the age of 62, provided that the following conditions are met:

1. There is no need to write down jobs.

2. That the worker preavis twelve months in advance of the date of the intended partial retirement.

3. That the number of partial retirements does not exceed ten percent (10%) a year of the template

However, considering the special characteristics of the sector, it will be necessary to apply the partial retirement from the minimum age of the legally required workers, provided that the necessary circumstances are met, Each time they must comply with the requirements laid down by the applicable labour law at any given time.

In this case the notice will be made six months in advance and the company will have another six months to formalize the retirement. It will be agreed to reduce the formalisation period to three months as long as nine months are predicted.

This assumption will be limited to ten percent (10%) of the workforce and twenty percent (20%) of the workers in each job.

19.4.3 Working time.

(a) That the periods of work of partial retirements will be computed in a flexible manner, taking into account the seasonality, complementary needs in holiday and rest periods and other needs of the Company (vacancies by suspensions of employment contracts-I.T., maternity, paternity, pregnancy risk, breastfeeding, training and other actions), with a maximum limit of three annual periods and a notice of seven calendar days.

(b) The multi-annual day set out in the Collective Agreement on a global basis shall be considered, applicable with the irregular distribution of the day and flexibility "a posteriori".

Thus, the working time of the partial retiree, will be developed under two modalities:

1. Flexible distribution of the day according to needs and regular prorated payment throughout the period.

2. Regular distribution over the period, both time and payment.

19.4.4 Recruitment sites. That the company undertakes, unless individual agreement to the contrary, to apply it in the maximum percentage of fifty percent (50%) for the partial retiree, and consequently, that the partial work is at least fifty percent (50%).

It will also be ensured that the relay contract is signed in full time.

19.4.5 Retributions. The perceptions of part-time workers (partially retired) would be paid in the same way as other part-time workers.

19.4.6 Professional groups. For the purposes of implementing the programme, the professional groups set out in Annex I (Employees and Labour) are considered.

19.4.7 Legality. The present agreement shall be subject in any case both to its conditions of application and to its validity, to the computation of what is established at any time in the Labour Law and the Social Security in force.

CHAPTER 20

Multijobs

Article 20.1 Surveillance of illegal pluriemployment.

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

For these purposes it is necessary that the penalties provided for in the legislation in force in the cases of non-discharged workers in Social Security be applied with the utmost rigour, due to the fact that they are already discharged in another country. Company.

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

CHAPTER 21

Voluntary conflict solution procedure

Article 21.1 Out-of-court solution of conflicts.

The parties to this Collective Agreement adhere to the fifth Agreement on the Autonomous Solution of Labor Conflicts (ASAC), signed by the CEOE and CESME Employers ' organizations and the Union Confederations of UGT and CC.OO. and accordingly agree:

1. To ratify in full and without any conditions the "Agreement on the Autonomous Solution of Labor Conflicts", as well as its implementing regulation, thus linking all the workers and businessmen included in the territorial and functional scope that they represent.

2. The parties agree accordingly to be fully subject to the mediation and arbitration bodies established by the Interconfederal Mediation and Arbitration Service. (SIMA).

3. The scope of this agreement is determined by Article 1 of the State Collective Agreement of Pastas, Paper and Carton, and also affects those companies in the Industry of Pastas, Paper and Carton, with its own Collective Agreement.

4. The effective implementation of the procedures provided for in the ASAC V will take place in accordance with the provisions of the ASAC itself and on the date and form that the Trade Union and Employers ' Organizations of this Agreement will concretize.

5. In the conflicts referred to in Article 4 of the ASAC, where the dispute is dealt with in matters not covered by the Collective Convention or in the implementing acts, the party which provides for the procedure shall be addressed to the Joint Committee, the which, after its analysis, will derive directly from the procedures and rules for the out-of-court settlement of regulated conflicts in the ASAC or the Autonomous Body that correspond to the scope of the conflict.

CHAPTER 22

Disciplinary regime (annex of faults and penalties)

Article 22.1 Classification of faults.

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

Article 22.2 Fhighs mild.

They are considered minor faults:

1) Neglect, negligence errors and delays attributable to the worker, in the execution of any work, that do not cause serious disturbance in the service entrusted.

2) Do not present within 24 hours the corresponding low part when the work is missing for IT reasons.

3) Small oversights in the preservation of the material in their care that cause slight deterioration of the material.

4) The lack of cleaning of the machines or tools entrusted to them, provided that the company provides the necessary means to do so.

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

6) Discussions on matters not related to work, during the days that produce alterations in the service entrusted. If such discussions produce a notorious scandal, they may be considered as serious misconduct.

7) Changing clothing before departure time, when not expressly authorized by the Company.

8) Throw papers, rags, shells, waste, etc. out of the places intended for this purpose.

9) Make phone calls during working hours that are not related to the same as long as they are not authorized by the Company.

10) Enter the place of work in a different shift and time than the one that corresponds to it, without being authorized to do so.

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

12) Do not present to those in charge of scoring the entries and outputs of the job, or not to sign on the control clock.

13) Do not communicate with due punctuality the changes experienced in the family that may affect the compulsory social insurance, the institutions of Forecasts or Family Aid.

14) Leave clothes or effects outside the changing rooms.

15) Employing for own uses without authorization hand tools outside of the workday.

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

17) Distractions or non-work readings during the working day. If serious injury is caused, it shall be deemed to be a serious fault.

18) Mount in vehicles of the company without authorization.

19) Making inappropriate use of the communication systems made available by the Company in the usual work (computers, mobile phones, the Internet, and others) as established in the policies and regulations published and communicated to workers in the Company.

The failure to comply with the rules or policies on communications systems published and in force in the Enterprise that affect the Computer Systems and the good development of the work in the Company.

Article 22.3 Serious High.

Are considered serious faults:

1) Reincidence and/or reiteration in mild absence within three months.

2) Do not give notice of the lack of assistance to the job.

3) Fail a day to work without justified cause.

4) The malicious concealment of data to the Company that may affect the Mandatory Social Insurance, the Welfare Institutions or the Family Aid, salary or any salary supplement.

5) Neglect or neglect at work that seriously harms the good progress of the work or the quality of the product.

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

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

8) Do not warn your superior about the completion of the work or the need for material to continue working if serious harm is caused.

9) Participate in rines or games.

10) Inuse, deterioration or loss of materials, parts, machinery, tools, equipment and furniture, due to imputable recklessness to the worker.

11) The deterioration or inutilization of communications placed on the announcement boards.

12) Absent from sections or offices or leaving the premises without proper authorization. If, as a result, serious injury to the Company is caused or caused by an accident to a co-worker, it may be considered to be very serious.

13) Write or fix signs on the furniture or on the walls of the company's premises. If such signs are offensive to the Company or any of the workers of the Company, the fault shall be qualified as very serious.

14) Deception or simulation to obtain a permit.

15) Ride in vehicles of the Company to persons other than those expressly authorized by it.

16) drunkenness or drug addiction at work.

17) The recklessness at work, if there is a risk of accident to him or his companions or danger of a very serious breakdown for the facilities may be considered to be very serious.

Recklessness is presumed to exist in the following cases:

a) If engines or machines are put in place at risk of accidents.

b) If you work with clothes without dining, buttoning or holding in the places close to machines or transmissions that may engage you, it is the Company's obligation to provide appropriate clothing to the function you perform.

c) Perform jobs on high voltage pipelines without making sure the lines are disconnected.

d) Spend unnecessarily below suspended loads or stand under them.

(e) to amend or withdraw, on its own initiative and without authorisation, the protective devices and devices.

18) Enter without authorization in the prohibited premises.

19) Enter the premises of toilet intended for staff of different sex not being authorised to do so.

20) Tolerate subordinate workers who break the safety and hygiene rules at work.

21) Smoking in places where it was prohibited.

22) Employ for own uses, without authorization, machines or materials of the Company outside of their working day.

23) The refusal of the periodical recognition by the medical services of the Company.

24) Evacuate physical needs outside toilets.

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

26) Making inappropriate use of communication systems made available by the Company in the usual work (computers, mobile phones, the Internet, and others) as set out in the published policies and standards communicated to workers in the Company.

The failure to comply with the rules or policies on communications systems published and in force in the Enterprise that affect the computer systems, the good development of the work in the Enterprise and the whether a manifest injury is derived for the same.

Article 22.4 Very severe high.

They are considered very serious faults:

1) The incidence and/or reiteration of serious faults within six months.

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

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

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

5) Simulation of diseases or accidents.

6) Drive vehicles from the Company without authorization.

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

8) Disobedience to the orders of the superiors given in accordance with the laws and collective agreements in force, as well as the induction thereof.

9) Falsify data in the work control documents.

10) Voluntarily causing injury to simulate a work accident, or simulating a work accident to assert as such injuries caused by non-work accidents.

11) Usual drunkenness or drug addiction if they have a negative impact on work.

12) Violate the Company's correspondence secret.

13) To compete with the Company or to provide services in business equal to or similar to that of the Company, except for the authorization of the Company.

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

15) Abuse of authority. Where a superior made an arbitrary fact, with the detriment of a lower and transgression of a legal precept, such an act shall be deemed to be an abuse of authority, being considered to be very serious, with the appropriate file being instructed.

The worker concerned shall, in such cases, place the fact in the knowledge of the Business Committee or Personnel Delegates within a period of three days for the transfer to the Management of the Company which shall initiate the appropriate file within a maximum of 10 days from the communication of the Business Committee or Personnel Delegates.

If the Company's Address does not initiate the file in the aforementioned period, the injured party will give written account, within a period of not more than 15 days, and through the Delegate of Personnel or Committee of Enterprise to the Delegation Provincial Labour. If it is appropriate, it shall instruct the undertaking to send the records of the case, and if, prior to the relevant advice, the event is proven to be resolved as appropriate.

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

17) In the case of the disappearance of goods affecting the assets of the Company or of the employees, the company may order registration at the lockers or personal effects thereof, with the presence of a Representative of the Workers to proceed to the said registration, provided that any of them are in the Company. The refusal to pass such control will be considered to be very serious.

18) Sleep during the working day, both in and out of work, except for authorization.

19) Voluntary and continuous decline in performance or activity.

20) Origins or fights.

21) Serious faults when you mediate manifest bad faith.

22) Simulate the presence of another producer, signing or signing for him. It will incur the same fault, the signed or signed product that does not account for it from the moment it becomes aware of the fact.

23) Make inappropriate use of the communication systems made available by the Company and the usual work (computers, mobile phones, Internet, etc.) as established in the policies and regulations published and communicated to workers in the Company.

The failure to comply with the rules or policies on communications systems published and in force in the Enterprise that affect the computer systems, the good development of the work in the Enterprise and the whether a manifest injury is derived for the same and/or third parties.

Article 22.5 Punctuality High.

The delay of up to 10 minutes in addition to the job will be sanctioned with written warning, when this is not repeated 3 times in a calendar month since the first fault was committed.

Each of the following within the same period, shall be sanctioned with suspension of employment and salary of 1 day, up to and including 7. Each lack thereof, of the same type, within the same time limit, shall be considered as a minor fault.

If the delay is greater than 10 minutes and less than 30 minutes and repeated 3 times in the same time, it will be sanctioned with a two-day suspension of employment and pay.

Each missing from the same type and within the same time frame will be considered to be a serious fault.

If the delay is greater than 30 minutes and is repeated twice in the same time, it will be sanctioned with a one day salary and salary suspension.

The third such failure, within the same period, will be sanctioned with four days of suspension of employment and salary and from the fourth; each fault will be considered to be very serious and will be sanctioned as such.

Punctuality faults will have no impact on the incident and/or reiteration regime of any other fault.

Serious misconduct by this concept can only be sanctioned with suspension of employment and salary for a maximum period of 15 days.

The first very serious lack of this concept will be sanctioned after mandatory negotiation with the representatives of the workers within the sanctions foreseen for the very serious faults that are collected in the article of sanctions. In the following very serious lack this obligation of prior negotiation disappears.

Article 22.6 Sanctions.

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

For minor faults:

-Verbal assembly.

-Amonstation in writing.

-Suspension of employment and salary for one day, communicating it to the producer in writing.

For severe faults:

-Suspension of employment and salary for a maximum period of 15 days.

-Temporary disablement by no longer than three years to move to a higher category.

For very serious faults:

-Suspension of employment and salary for a period of not less than 16 days and not more than six months.

-Temporary disablement to move to a higher category for a period of not more than six years.

-Despid.

Serious and very serious misconduct penalties will be communicated to the worker in writing.

The sanctions that can be imposed are without prejudice to the passing of the blame to the Courts where the misconduct may constitute a crime or a failure or to give the authority to the Gubernativa Authority if appropriate.

Article 22.7 Prescription.

In terms of the prescription of faults, the provisions of the Legal Provisions in force will be in place.

Article 22.8 Repeal on Disciplinary Regime.

The chapters relating to faults and sanctions of the Rules of the Interior and replaced by this Annex shall be repealed.

Additional disposition first. Joint Technical Commission on Professional Groups

The signatories of the Collective Agreement undertake to work during the validity of the agreement according to the methodology established in the Joint Technical Commission, with the commitment of the parties to present, in advance of the 31 October 2014, a proposal for a new professional classification.

To do this, we will analyze the good practices resulting from the agreements that for the establishment of Professional Groups are negotiated or exist in the different companies of the sector.

The Joint Technical Commission is composed of three representatives from each of the two Central Parties to this Convention and the same number of representatives of ASROLE.

The three members of each Central signatory to this Convention will have the necessary paid leave to develop their role in this Commission.

Additional provision second. Equality Act.

The signatories of the Collective Agreement undertake to promote and promote in the Sector the implementation of the new Law of Equality.

Additional provision third. Updating of the retirement pacts.

Both parties undertake to update the articles of this Collective Agreement, as referred to in the Retirement Agreement, as soon as the legislative amendments are published and known.

ANNEX I

Defining the own jobs of each professional group

TABLE I: EMPLOYEES

Managers, managers, technicians, administrators, and deputies

A. Managers.

1) Director General: is the one who directs the general activity of the Company or Group of Companies.

2) Directors: are those who, under the orders of the Directorate-General and within the service or management unit entrusted, develop and implement the general policy of the Company, characteristics of the following charges or similar: Production Director, Technical Director, Chief Financial Officer, Administrative Director, Chief Commercial Officer, or Director of Human Resources.

Also included in this Professional Group are the Directors of Factory and Company.

3) Subdirectors: are those who assist the Directors in all their roles and assume their responsibilities in the absence of them.

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

The concrete determination of the jobs that make up the group of directors will be the responsibility of the Directorate-General of the Company, which must do so by granting the specific group corresponding to each case.

B. Technical Professionals.

These professionals are divided into the following subgroups:

1) Senior technical professional: that being in possession of a diploma issued by a Higher Technical School or College, exercises within the Company, with direct responsibility, its own functions profession.

2) Middle Technical Professional: This is the one who is in possession of a degree awarded by the Technical Schools of the Middle Grade, with direct responsibility to the Company, the functions of his profession.

3) Diplomates: are those who have Diploma issued by Teaching Centers for whose studies are not required conditions required in the Spanish Technical Schools, carry out, within the industry, technical functions for those who have been hired according to their diploma.

C. Technical Staff.

This technical staff is divided into the following subgroups:

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

That staff is divided into the following posts:

a) Head of organization: it is who with initiatives and responsibility, performs all kinds of studies of improvement of methods and times, plans and monitors the studies of the times and movements and controls them in all cases.

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

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

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

e) Aspiring organization: is who with more than 16 years works in the work of Organization, willing to start in its own functions. When you are 18 years old, you will have the organization Auxiliary category.

2) Technical office personnel: are the workers who act under the direction and supervision of their superiors, perform tasks of a technical nature to assist in the preparation and execution of all types of projects.

This staff is divided into the following positions:

(a) Head of technical office: who directs the activity of the services to study projects and to carry out all kinds of works and assemblies, as well as the improvement and/or reform of the facilities of the Company.

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

c) Delineant: it is the one who develops the simple projects, raises plans of set and detail, be of the natural or of schematics or foreprojects studied, croquization of machinery together, order of materials for consultations and Higher-value cubations and transportation, verification of resistance of parts, mechanisms or mechanical structures, prior to knowledge of the working conditions and effort to which they are subjected.

d) Technical office assistant or sock: it is the one who limits his activities to copy, by means of transparent papers of cloth or vegetable, the drawings, calcos or lithographs that others have prepared and to draw in scale simple, clear and well interpreted, copying drawings of the stamp or drawings in clean, collaborating in the works of the technical office.

3) Quality control personnel: are the workers acting under the guidance of the Head of Service or the Production Technician, monitor and verify that the product in the production process is adjusted to the specifications given by the customer or order of manufacture, carrying out for that purpose, the tests or examinations which the circumstances advise, while indicating to their superior or to the production staff the anomalies which they observe in order to be corrected and avoid, as far as possible, in any manufacturing process until the end of the product.

This staff is divided into the following positions:

a) Head of quality control: it is who with initiative and responsibility directs this section and verifies and verifies that the product in the process of manufacture or finish conforms to the specifications required by the client or established by the Address.

b) Quality controller: it is who, with initiative and responsibility, verifies whether the product in progress made or already manufactured, responds to the specific pre-fixed characteristics, detecting the anomalies that I will observe and by giving an account of the same for the production to be corrected, adapting it to the required specifications.

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

4) Laboratory personnel: are the workers who carry out research and chemical or physical analysis applied fundamentally to test, develop and improve and test all those products related to the industry and to improve and analyze optimizing manufacturing processes.

This staff is divided into the following positions:

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

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

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

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

e) Sample Tomador: is responsible for the collection and collection of samples intended for the laboratory, also taking care of the good order and cleaning of the tables and material.

5) Computer personnel: are workers who handle automatic machines that classify, select, calculate, resolve and record scientific, technical, commercial, economic, personal or other gender data, In addition, they also handle devices that serve as a complement to the data management team, such as those that transfer data from the cards to the tapes or vice versa, high speed printers, etc.

This staff is divided into the following positions:

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

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

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

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

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

6) Workplace Risk Prevention Personnel.

This staff is divided into the following positions:

(a) Head of Occupational Risk Prevention: being in possession of the title that enables him professionally, he directs the activity of the services of the Prevention of Occupational Risks, in order to promote safety, health of workers through the implementation of measures and the development of the activities necessary for the prevention of risks arising from work.

b) Technical Occupational Risk Prevention: is the one who, at the orders of the Head of Occupational Risk Prevention, develops and applies the policies and guidelines issued by the Department of the Prevention of Occupational Risks, In order to integrate the prevention of occupational risks into all the activities and decisions of the entire range of activities and decisions in the whole range of activities and decisions, it is working with the rest of the company's Sections. hierarchical and enterprise levels.

7) Environment Personnel.

This staff is divided into the following positions:

(a) Head of Environment: it is who with initiative and responsibility directs this section, verifying and verifying that the environmental conditions of the company conform to the respective implementing regulations, both with with regard to the company's own scope as with regard to the external scope of the undertaking.

b) Environment Technician: it is the one who, at the orders of the Head of the Environment, develops and implements the policies and guidelines issued by the Department of the Environment, preparing for these effects all kinds of studies and assessments necessary for the correct application of the rules in force at any time.

8) HR personnel.

HR Technician: is who at the orders of the HR Head develops and applies the policies and guidelines emanating from the Department of HR and the HR, working out all kinds of studies and assessments necessary for a correct application of the company's HR policy, and can also manage all aspects related to the payroll.

D. Commercial Personnel.

This staff is divided into the following positions:

1) Head of Sales: is the one at the front of one or several commercial sections with direct command or staff surveillance affected her and with faculties to intervene in the sales and arrange the appropriate for the good operation of the sections.

2) Sales Delegate: is the one who directs a business dependency of a Company, organizes and controls its staff, both sales and administration, in order to comply with the program of commercial activities that comes to it tax, informing their superiors of the results of their management, market situation, etc.

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

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

5) Traveller: is the person to the exclusive service of the Company that runs through pre-established routes, which serves limited geographical areas, offering items, taking notes of orders, informing customers, transmitting the received orders and taking care of their compliance.

E. Administrative Staff.

This staff is divided into the following positions:

1) Chief Administrative Officer: is responsible for the administrative management of several sections or departments, having their orders to the administrative staff who require the services.

2) Head of Administrative Section: who is in charge of directing and directing the section he/she has, as well as coordinating and distributing the work among the staff who depend on it.

3) First Administrative Officer: is the one who is in charge of a particular function, within which, he exercises initiative and has responsibility, with or without employees to his or her orders.

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

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

6) Administrative Applicant: is who, with more than 16 years, works in office, ready to start in his or her own functions. When you are 18 years old, you will have the Administrative Auxiliary category.

7) Telefonista: it is the one who takes care of the management of a telephone exchange and/or telex or telex for the communication of the different dependencies of the Company with each other and with the outside. Receive functions may be assigned to you.

F. Other intermediate controls.

1) Head of Section: in addition to posts with a category of Section Chief, there may be others with the same category covered by those who are at the orders of their superiors, who respond within the Section where they provide its services of the distribution and good execution of the works.

2) Counterstress: they are the ones who direct the Head of Section, monitor the good progress of the Section and have the necessary knowledge to, in the absence of the Chief of Staff, know how to organize the work and correct any momentary or casual difference.

The counter-stress is divided into two categories, which will be first or second according to the importance of the section or responsibility and functions entrusted to them. The counter-stresses of the manufacturing and repair section shall be of the first category.

3) Room Master:

a) First-room teachers: they are the ones who, in addition to the functions of mere surveillance of the staff of the room, carry the control of the production of the same, taking care of the expeditions and invoices with direct command on the staff assigned to such work.

b) Second room master: they are the ones performing the same functions as those in the first category except the issue of billings having direct control over enfreders and balers in addition to the responsibility of the staff room.

G. Service personnel.

This group comprises the following posts:

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

2) Service Contractor: is who at the orders of your superior, develops with initiative and responsibility services in one or more areas.

3) Store: it is in charge of receiving the materials and goods, distributing them in the premises of the warehouse, dispatching the orders, recording in the books or files the movement of each day, completing the parts of inputs and outputs. You will order the job from the dispatchers that you depend on if you have them.

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

H. Custody and control personnel.

This group comprises the following posts:

1) Conserje: it is who has under his orders, to gatekeepers, ordinances, cleaning staff, etc., taking care of the distribution of the service, and of the order, grooming and cleaning of the various dependencies of the Company.

2) Ordinance: who is in charge of the distribution of the correspondence and internal documentation of the Company, copies documents, dates and numera, recados, guides and attends to the visits and performs any other type of service related to the order and cleanup of its dependencies.

3) Portero: it is the one who takes care of the attention and surveillance of the goal and the operations of the scale, in the cases that there is no pesador, as well as the information to the public to make it to the different dependencies of the Company, taking over the phone out of office hours, when needed.

4) Pesador: it is the one who performs the weighing of the materials that enter and leave the factory, delivers the appropriate voucher and carries the general record of these operations by making the corresponding summaries.

5) Jury-Jury or Vigilante-Jury: it is the one who has entrusted the functions of security and surveillance within the premises of the Companies, subject to the legal provisions that regulate that charge in order to prevent the damages and damage which could be caused to the premises or personnel, to discover those responsible and to make them available to the competent authorities or their agents and to take over, where appropriate, the service of the goal.

6) Guarda or serene: it is who performs well by day, or at night, functions of surveillance and custody of the premises of the Company, fulfilling its duties subject to the laws that regulate the exercise of the mission it has entrusted and, where appropriate, taking charge of the goalkeeping service.

I. Cleaning and external care staff.

This group comprises the following posts:

1) Cleaner: is who is in charge of the cleaning and good order of the dependencies of the Enterprise that you are assigned to.

2) Jarmoney: it is the one who takes care of the maintenance of the ornate spaces of the factory or work center.

J. Social Services Staff.

This group comprises the following posts:

1) Social Assistant: is who under the orders of his superior assumes and provides the services of social assistance in the Company and helps to solve the difficulties of social order and personnel in which the members of the collectivity.

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

3) Kitchen assistant: who, with culinary skills, performs the operations that the chef takes care of, monitors the cleanliness and good order of the local and takes care of himself, as well as the cleaning of the covered.

4) Camarero: it's who serves in the dining room of the Company, prepares the tables by placing tablecloths, cutlery and condiments and withdraws the service that has been used.

K. Minors.

This group comprises the following posts:

1) Buttons: it is who performs functions similar to those of Ordinance. At the age of 18, you will be able to take a job appropriate to your knowledge in the light of existing vacancies.

2) Pinche: is the operator over the age of 16 and under 18 who performs the same tasks as the Peon, compatible with the requirements of his age.

TABLE II: LABOR

Group A:

-Peon: Are the 18-year-old operators whose work requires only physical effort and attention.

Group B:

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

-Uncutting assistant: It is the operator whose function is to help the driver of the descortezator in all the operations inherent in this job.

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

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

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

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

-Embossing Assistant: It is the operator whose function is to assist the waffler driver in all the operations inherent in this job.

-duplex cutter assistant: It is the operator whose function is to assist the driver and the first duplex cutter assistant in all the operations inherent in that job.

-Packaging assistant-automatic paper and cardboard box-packer: The operator whose function is to assist the packing driver-automatic paper and board-atadora in all the operations inherent in the packaging that job position.

-Painter assistant: It is the operator whose function is to help the paint driver in all the operations inherent in that job.

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

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

-Assisting wastewater plant: It is the operator whose function is to assist the wastewater plant operator in all the operations inherent in that job.

-Adjutant water treatment plant: It is the operator whose function is to help the operator plant water treatment in all the operations inherent in this job.

-bricklayer assistant: It is the operator whose function is to assist the masonry officer in all the operations inherent in this job.

-Assistant driver machine driver: It is the operator whose function is to assist the driver of these machines in all operations performed.

-Sample Tomador: (Previously defined).

-Manual Costor.

-Loader or poller helper.

-Manipulation machine sapper.

-Mermero of the tube and bag machines for sacks.

-Cardboard colgator in outdoor dryers.

Group C:

-Afiler saw: It is the operator whose function is to disassemble, sharpen and mount the saws.

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

-Help with money laundering: This is the operator whose role is to help the driver of money laundering in all the operations inherent in this job.

-Recovery boiler assistant: It is the operator whose function is to assist the recovery boiler driver in all the operations inherent in this job.

-Adjutant of colada peaks: It is the operator whose function consists in tending the peaks of casting, keeping them free from any obstruction, so that the salt flows freely. Periodically performs analysis of the concentration of green liquor from the dissolver. Lights and watches the combustion of the boot burners and the pilot flames.

-Help caustification: It is the operator whose function is to help the driver caustification in all the operations inherent in this job.

-lime oven assistant: It is the operator whose function is to assist the lime furnace conductor in all the operations inherent in this job.

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

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

-Simplex cutter assistant: It is the operator whose function is to assist the simple cutter driver in all the operations inherent in that job.

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

-Tsu handling machine helper.

-Paper and cardboard handling machine assistant.

-Packed line controller.

Group D:

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

-Descortezator driver: It is the operator whose function is to set in motion, to drive and to stop the uncortezado installation constantly monitoring its operation and maintaining the proper flow of wood of the same, preserving the installation in correct cleanup status.

-A tracer driver: It is the operator whose function is to start, drive and stop the cutting operation, constantly monitoring its operation and keeping the proper flow of wood in it and its distribution to the outlet, cleaning and changing the blades.

-Bleaching Reagent Assistant: It is the operator whose function is to assist the reactive driver in all the operations inherent in this job.

-cylindrical, pawn, pawn: It is the operator whose function is to load and treat the raw and auxiliary materials properly, in cylinders, grinds and stones transvasing the resulting product.

-Assistant 3. Machine I: The operator whose function is to assist the driver, the first and the second machine helper I in all the operations inherent in those jobs.

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

-Assistant 2. Machine II: The operator whose function is to assist the driver and the first helper of machine II in all the operations inherent in these jobs.

-Help 1. th machine III: The operator whose function is to assist the driver of machine III in all the operations inherent in that job.

-Assistant 1. Duplex Cutter: The operator whose function is to assist the duplex cutter driver in all operations inherent in that job.

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

-Packager: This is the operator whose function is to make packages.

-Embaler: It is the operator whose function is to make bullets.

-Envolver: It is the operator whose function is to make coils.

-Enfarder: It is the operator whose function is to make farts.

-Counter: This is the operator whose function is to count, classify, and group sheets of paper, cardboard, or cardboard.

-Lab Auxiliary: (Previously defined).

-1/2 m defibrator driver.

-thickeners driver.

-Carton hype machine helper.

-Semi-automatic toilet bobbin driver.

-Feeder and collector tubes and bottoms in sacks.

-Mojator, choice.

-Prensista, satinator.

-Sacator.

Group E:

-Blades: It is the operator whose function is to sharpen, recuse and adjust the blades of the different factory installations.

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

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

-bleaching driver II: The operator whose function is to serve the operation of a machine composed of less than three phases and consists in the execution and control of all the necessary operations to achieve results optimum in the bleaching of the paste by adding the corresponding bleaching chemicals.

-Refiners operator: It is the operator whose function consists in treating and purging the paste, giving it the degree of refining and according to the instructions received, and can also mix and group the appropriate raw materials and auxiliary materials. for each class of paper, cardboard or cardboard.

-Assistant Calandra I: It is the operator whose function is to assist the Calandra Driver classified with the n. I in all the operations inherent in that job.

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

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

-Assistant winder I and rewind I: It is the operator whose function is to help the driver of winder I and rewind I in all the operations inherent in that job.

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

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

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

-Defibrator driver 1 m.

-Pulper or pulper driver.

Group F:

-Wood-meter receiver: The operator whose function consists in weighing, measuring and cubing the wood (rollide and/or splinters), applying in his case coefficients of penalty. Covers or fills out the printed forms to the effect.

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

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

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

-Evaporator operator: The operator whose function consists in the execution and control of all the operations necessary to obtain a concentration of black liquor previously established between certain values, and some controls optimal condensates, maintaining weak and strong black liquor levels, executing and controlling the production of soaps from liquor foams.

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

-Simplex cutter driver: It is the operator whose function is to drive, feed and evacuate the simplex cutting machine.

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

-Officer 3. of auxiliary trades: It is the operator who, being in possession of the professional training that enables him to exercise the trade, provides his services in the mechanical, electrical, carpentry, masonry workshops electronic, control, etc. To pass to Officer 2. ª, you will have to overcome the theoretical-practical tests that the company establishes, subject to the rules laid down in this Convention.

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

-Gruista-pista-trachtorist: The operator whose function is to drive, within the scope of the factory, tractors, shovels, cranes or the like, and must carry out the necessary mechanical checks and incidents occurred during his or her work shift. You must be in possession of the driving meat of the appropriate class.

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

-A stapler driver: This is the operator whose function is the handling of a blocks stapler machine, responding to the quality of the finished product and the supply and disposal of this product.

-A plasticizer conductor: It is the operator whose function consists in the setting of the plasticizer machine, localization and the subhealing of defects in the process, conduction of the same, supply of the raw material and evacuation of the finished product.

-Cosered conductor-bag-enraptor of sacks and blocks: It is the operator whose function consists in the setting of the machine cosered-enraptor of sacks and blocks, localization and the subhealing of defects in the process, conduction of the same, supply of the raw material and evacuation of the finished product.

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

-Driver cutters corrugated cardboard: It is the operator whose function is the placement of blades and hedges by checking the measurements and performing the cuts according to the established programs.

-Press-stage driver.

-Driver plugging.

-Mandrel Welding Machine Driver: It is the operator whose function is the power of the machine or set of machines for the welding of recovered mandrels, controlling the different variables of the process and taking responsibility for all the operations inherent in it.

-Converting Assistant: It is the operator whose function is to assist the Converting Driver in all the operations inherent in this job.

Group G:

-Conductor uncut and cut section: It is the operator whose function consists in the driving and control of the march of the joint uncortezado and chopped installation, taking responsibility for the entry of wood and exit splinters.

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

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

-Caustic Driver: It is the operator whose function consists in the execution and control of all the operations necessary to supply to Digestion a high quality white liquor.

-Driver of lime kiln: The operator whose function consists in the execution and control of all the operations necessary to supply a lime production according to the needs, both in quantity and in quality.

-Assistant 2. Machine I: The operator whose function is to assist the driver and the first helper of machine I in all the operations inherent in these jobs.

-Help 1. th machine II: It is the operator whose function is to assist the driver of machine II in all the operations inherent in that job.

-Stuctor assistant: This is the operator whose function is to help the stuctor driver in all the operations inherent in his or her job.

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

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

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

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

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

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

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

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

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

-Driver semi-automatic machine for blocks: It is the operator whose function consists in the setting and driving of the semi-automatic blocks machine according to the specifications that are determined and constant observation of the same and the finishing of the materials, adjusting all the necessary precision controls.

-Help machine tubes and bags: The operator whose function is to help the driver in all the operations inherent in the job.

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

-Steering group: It is the operator whose function is the manufacture of the simple side of corrugated cardboard of any kind, according to the specifications of the production order, also taking on the point of the set up and general driving of the single-sided groups and of all the additional work required for the manufacture of corrugated cardboard.

-Cliché and troqueles prep: It is the operator whose function is the preparation of clichés and dies according to the established programming, keeping them collected, ordered and properly clean.

-Toilet winding driver II: The operator whose function is the feeding and driving of an automatic winder for tissue paper of less than 450 m. per minute. You will control the various variables in the process and take responsibility for all the operations inherent in the process.

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

-Hygienic Packaging Conductor: It is the operator whose function is the driving of a packaging machine-assembly of hygienics controlling the different variables of the process in his charge responsible for all the operations inherent in the same.

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

-Process Analyst: (previously defined).

-Colero in sack manufacturing.

Group H:

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

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

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

-Assistant 1. Machine I: The operator whose function is to assist the Machine I driver in all the operations inherent in that job.

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

-Stuctor driver: The operator whose function consists in commissioning, driving, feeding and evacuating the stuctor, out of the machine, according to the characteristics specified in the " order of manufacturing ".

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

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

-Official 2. of auxiliary trades: It is the operator who, being in possession of the professional training that enables him to exercise the trade, provides his services in the mechanical, electrical, carpentry, masonry, electronic, control, etc. To pass to Officer of 1. ª will have to overcome the theoretical-practical tests that the company establishes with subjection to the norms established in this Convention.

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

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

-Undulating Conductor: It is the operator whose function is the manufacture of the corrugated cardboard plate of any kind, according to the specifications of the production order, thus making it more expensive to set up and General driving of the equipment and how many complementary works are required for the manufacture of corrugated cardboard.

-Driver slotter (die-chelator): The operator whose function is the driving and setting of die-cutting machines of any kind, according to the specifications laid down in the manufacturing order.

-Carton machine driver.

-Group driver automatic printer machines.

-Driver machine drivers, tablecloths and toallets.

-Driver machine driver.

-Conductor facial machines.

-Automatic absorbent packer driver.

-Assistant Cogeneration Plant: It is the operator whose role is to assist the cogeneration plant operator in all the operations inherent in this job.

Group I:

-bleaching driver I: The operator whose function is to serve the operation of a machine composed of three or more phases and consists in the execution and control of all the necessary operations to achieve results optimum in the bleaching of the paste by adding the corresponding bleaching chemicals.

-Machine driver III: It is the operator whose function is to start and drive the paper, cardboard or cardboard machines, classified as Machine III, according to the characteristics specified in the "manufacturing order".

-Driver automatic machine for blocks: It is the operator whose function consists in the handling of an automatic machine of production of blocks, putting the same in function of the specifications that are determined from the product, exerting constant attention on the machine gear and the quality of the finished product, so it will introduce in the process all those suitable adjustments for this purpose.

-Driver automatic replacement of blocks: It is the operator whose function consists in the handling of an automatic machine of blocks of blocks, setting the machine for any specification that is determined and monitoring the material finish and will introduce in the process all the corrections it creates for a better production.

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

-Toilet winding driver I: The operator whose function is the feeding and driving of an automatic winder for tissue paper of speed equal to or greater than 450 m. per minute. You will control the various variables in the process and take responsibility for all the operations inherent in the process.

-Converting driver: It is the operator whose function is to drive and control the entire automatic process of transformation of paper coils into packages arranged for their expedition by cutting, counting, labeling and automatic packaging according to the measures and quantities requested in the manufacturing orders.

Group J:

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

-Driver machine II: It is the operator whose function is to start and drive the paper, cardboard or cardboard machines, classified as machine II, according to the characteristics specified in the "manufacturing order".

-Official 1. of auxiliary trades: It is the operator who, being in possession of the professional training that enables him to exercise the trade, provides his services in the mechanical, electrical, carpentry, masonry, electronics, control, etc.

-Analyst: (previously defined).

-Colour: It is the operator whose function is to apply the formula and mixes the sample colours; it performs the necessary checks and corrections until the desired tone is achieved, it deals with the packaging, labelling, registration of formula and storage of the obtained mixture, as well as the control, measurement and deviation of the colour in the dump to adjust it within the tone tolerance required by the customer; collects and recycles the spare printing inks to be used later in the manufacture of other colors and controls stock of the warehouse.

Group K:

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

-Operator plant cogeneration: The operator whose function consists in driving the installation of Cogeneration and other auxiliary equipment, executing and these effects all the necessary operations to optimize the the supply of steam to the factory and the interconnection with the external electricity network, and the auxiliary services of the work centre (drinking water, hot water, compressed air, etc.) can be in charge.

TABLE III (EMPLOYEES)

Managers, Command, Technical, Administrative, and Subalternate

Group O:

-Organization Applicant.

-Administrative Applicant.

-Buttons (16-17).

-Pinche (16-17).

Group 1:

-Cleaner.

Group 2:

-Jarmoney

-Portero.

-Ordinance.

-Kitchen Assistant.

-Camarero.

-Pesator.

-Coast Guard.

Group 3:

-Conserje.

-Telefonista.

-Dependent Economate.

-Dispatcher.

-Quality Control Auxiliary.

Group 4:

-Jury-Guard or Watcher-Jury.

-Technical Office Auxiliary or Calker.

-Administrative Auxiliary.

-Master Room 2.

Group 5:

-Drill-Writer-Verifier.

-economate cashier.

-Cook.

-Master Room 1.

-Store.

-Organization Auxiliary.

-Quality Controller.

Group 6:

-Organization Technician 2.

-Traveller.

-Administrative Officer 2. ª

-Contramaestre 2.

Group 7:

-Contramaestre 1. ª

-Administrative Officer 1. ª

-Organization Technician 1.

-Delineant.

-Operator.

-Social Wizard.

-Seller.

-HR Technician.

-Environment Technician.

-Labor Risk Prevention Technician.

Group 8:

-Chief Economist.

-Programmer.

-Projected Delineant.

-Section Chief or Charged.

Group 9:

-Head of Sales Team.

-Organization Chief.

-Head of Stores

-Administrative Section Chief.

Group 10:

-A.T.S.

-Head of Manufacturing Section.

-Head of Services.

-Head of Quality Control.

-Head of Technical Office.

-Data Processing Analyst.

-Sales Delegate.

-Head of Occupational Risk Prevention.

-Head of Environment.

Group 11:

-Head of Manufacturing.

-Head of Sales.

-Head of Maintenance.

-Head of Lab.

-Head of Informatics.

-Chief Administrative Officer.

-Company Physician.

-Chief of Staff.

Group 12:

-Chiefs Technicians.

Group 13:

-Subdirectors.

Group 14:

-Directors.

TABLE IV (Labor)

Group A:

-Peon.

Group B:

-Wood download and collection assistant.

-Adjutant helper.

-Trocker helper.

-Discontinuous remoter help.

-Help prepare pastes in paper and cardboard factories.

-Stucate kitchen assistant and size-press.

-Gaffer helper.

-Duplex Corter 2.

-Packaging assistant-automatic paper and cardboard packer.

-Painter assistant.

-Label.

-Steam boiler helper.

-Assisting wastewater plant.

-Adjutant water treatment plant.

-bricklayer helper.

-Assistant driver machine driver.

-Sample Tomador.

-Manual Costor.

-Loader or poller helper.

-Manipulation machine sactor.

-Mermero of the tube and bag machines for sacks.

-Cardboard colgator in outdoor dryers

Group C:

-Afiler saw.

-Adjutted and chopped section.

-Help bleaching.

-Recovery boiler helper.

-Colada peaks helper.

-Help caustification.

-lime oven helper.

-Calander helper II.

-Assistant winder II and rewind II.

-Simplex cutter assistant.

-Selector or chooser.

-Tsu handling machine helper.

-Paper and cardboard handling machine assistant.

-Packed line controller.

Group D:

-Conductor saw logs.

-Descortezator driver.

-Trocer driver.

-Help of bleaching reagents.

-cylindrical, pedro, pedrer.

-Help 3. Machine I

-Help felt (cat, rinconer)

-Help 2. th machine II.

-Help 1. th machine III.

-Help 1. th duplex cutter.

-Guillotinero.

-Packager.

-Embaler.

-Envolver.

-Enfarder.

-Counter.

-Lab Auxiliary.

-1/2 m defibrator driver.

-thickeners driver.

-Carton hype machine helper.

-Semi-automatic toilet bobbin driver.

-Feeder and collector tubes and bottoms in sacks.

-Mojator, choice.

-Prensista, satinator.

-Sacator.

Group E:

-Blades Pin.

-Continuous remote section help.

-Pasta washing driver.

-Bleaching driver II.

-Refiners operator.

-Calandra helper I.

-Size-press cook.

-Gaffer driver.

-Assistant winder I and rewind I.

-Cart.

-The wastewater plant operator.

-Driver machine driver.

-Defibrator driver 1 m.

-Pulper or pulper driver.

Group F:

-Wood-meter receiver.

-Purge pastes operator.

-Pasta Cutter Driver.

-Pasta packer driver.

-evaporator operator.

-Calandra driver II.

-Simple cutter driver.

-Striker driver.

-Officer 3. of auxiliary trades.

-Lubricant or greaser.

-Gruist-Peronist-Tractorist.

-Operator water treatment plant.

-The stapler driver.

-plasticizer driver.

-Cosered driver-bag-sizing and blocks.

-Mini-slotter driver.

-Corrugated cardboard cutter driver.

-Press-stage driver.

-Driver plugging.

-Mandrel Welding Machine Driver.

-Converting helper.

Group G:

-Conductor uncorked and chopped section.

-Driver-dry machine driver.

-Steam turbine driver.

-Caustification driver.

-Cal furnace driver.

-Help 2. Machine I.

-Help 1. th machine II.

-Stucator helper.

-Stucate cook and size-press.

-Winder driver II and rewind II.

-Packaging driver-automatic paper and cardboard-jammer.

-Counter-padding driver.

-Brushing driver.

-Painter driver.

-Precision guillotine driver.

-Driver of passenger cars, vans and vans.

-Adhesive Machine Driver.

-Driver semi-automatic machine driver of blocks.

-Machine helper tubes and bags for sacks.

-Engomador-paraffin driver.

-Driver group driver.

-Cliches and die preparer.

-Toilet winding driver II.

-Conductor saw hygienic rolls.

-Packaging-packaging driver for hygiene.

-Wave helper.

-Process Analyst.

-Colero in sack manufacturing.

Group H:

-Remoter driver or digesters.

-Reactive driver bleaching.

-Conductor preparation pastes in papermaking and cardboard.

-Help 1. th machine I.

-Calandra driver I.

-Stuctor driver.

-Winder driver I and rewind I.

-Duplex cutter driver.

-Officers 2. of auxiliary trades.

-Steam boiler or stove driver.

-Truck driver.

-Wave driver.

-Driver slotter (die-chelator).

-Carton machine driver.

-Group driver automatic printer machines.

-Driver machine drivers, tablecloths and toallets.

-Driver machine driver.

-Conductor facial machines.

-Automatic absorbent packer driver.

-Assistant cogeneration plant.

Group I:

-bleach driver I.

-Machine III driver.

-Driver automatic machine driver for blocks.

-Driver auto-driver replacement of blocks.

-Driver machine tubes and bags for sacks.

-Toilet bobbin driver I.

-Converting driver.

Group J:

-Recovery boiler driver.

-Machine II driver.

-Officer 1. of auxiliary trades.

-Analyst.

-Colorist.

Group K:

-Machine driver I.

-Cogeneration Plant Operator.

TABLE V: FACILITY DEFINITIONS

Machine I:

It is the paper continuous of more than 2.50 m. with a useful width and more than 100 m/min. speed. Also the continuous cardboard of more than 2.00 m. of a useful width.

Machine II:

It is the continuous paper of a useful width between 1.40 and 2.50 m. They also produce papers of less than 20 g/m2 and cardboard machines of less than 2,00 m. (continuous) width (continuous).

Machine III:

Other machines.

Bobinators and Reboinators I:

Those that have a useful width greater than 2.50 m.

Bobinators and Rewind II:

Those that have a useful width less than or equal to 2.50 m.

Calandra I:

Those with a useful width greater than 2.00 m. and with 12 or more rollers.

Calandra II:

Those that have a useful width less than or equal to 2.00 m. and with less than 12 rollers.

Toilet Winder I:

These are automatic machines with a speed greater than or equal to 450 m ./minute.

Toilet Bobinator II:

These are automatic machines with a speed of less than 450 m ./minute.

Bleaching I:

Processes composed of 3 or more phases.

Bleaching II:

Other processes with more than 3 phases.

TABLE VI: SOCIAL SECURITY QUOTE RATES

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

1

Group	Listing
Aspirants	7
Recakers-Buttons-Pinches	11
1	10
5
6
5
8	4
9	3
10
1
B, C, D, E, F, and G	9
, I, J, and K	8

Those workers who are currently listed for a higher rate than, according to the previous equalization, will continue to be quoted by it, in a personal capacity.

Workers to whom, by reason of their qualifications, correspond to a higher rate than that of the equalization table, will be quoted by that table, provided that they have been hired for their qualifications.

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

Here are several images in the original. See the official and authentic PDF document.