Having regard to the text of the State Collective Agreement for the hosting companies of the bingo game (Convention Code No. 99001905011983) which was signed with the date of January 17, 2013, by the Spanish Confederation of Gaming (CEJ), representing the companies of the sector, and, of another, by the State Federation of Trade Workers, Hosteleria-Turismo and the General Workers 'Union (CHTJ-UGT), the State Federation of Trade, Hostels and Tourism of Workers' Commissions (FECOH-CC.OO.) and the Union Workers ' Union (USO), representing the workers, and in accordance with the provisions In Article 90 (2) and (3) of the Law on the Staff Regulations, recast approved by Royal Decree Legislative 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 Employment General Address resolves:

First.

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

Second.

Arrange your publication in the "Official State Bulletin".

Madrid, 25 February 2013. -Director General of Employment, Xavier Jean Braulio Thibault Aranda.

STATE FRAMEWORK CONVENTION FOR BINGO GAME ORGANIZING COMPANIES

2011-2013

TITLE FIRST

Article 1. Signatory parties.

Subscribe this Collective State Framework Convention for the hosting companies of the Bingo Game, representing the business side of the Spanish Confederation of the Game (CEJ) and, on behalf of the workers, the State Federation of Trade Workers, Hostels-Tourism and Gaming of the General Workers 'Union (CHTJ-UGT), the State Federation of Trade, Hostels and Tourism of Workers' Commissions (FECOHT-CCOO.) and the Confederation of USE (Workers ' Union Union), which have legitimacy and representativeness sufficient for the negotiation and signature of the same.

Article 2. Legal nature.

This Collective Convention of General Effectiveness is of a nature of the Framework Convention and also regulates specific matters, as provided for in the existing numbers 2 and 3 of Article 83 of the Staff Regulations; to regulate the trading structure and to lay down the rules for resolving conflicts of competition which may occur in the lower areas or between the different trading units, and the reserve criteria in relation to matters which are enuncian, without prejudice to the imperative laid down in Article 84.2 of the Staff Regulations Workers in relation to the collective agreement of a company and its application priority; also establishing the regulation of working conditions.

Article 3. Personal scope.

This collective agreement applies to industrial relations between the companies organizing the Bingo game and the workers who provide their services in those, for the performance of the functions specific to the operating rooms and ancillary services, as referred to in Article 21 of this Convention, irrespective of the form of the contract.

Article 4. Functional scope.

All companies engaged in the organization of the game of bingo in any of its modalities are included in the scope of this Convention, whether they are services companies or holders of governmental license, when they directly exploit or organize the activity of the bingo.

Article 5. Territorial scope.

The rules of this Convention are mandatory for all the companies organizing the game of bingo based in the Spanish State, both those currently in operation and those that could be established in Spain. a future, in the terms and conditions set out in Article 8.

Article 6. Temporary scope and complaint.

This Convention will enter into force on the day following its publication in the Official Gazette of the State, although the economic aspects of it will be rolled back to 1 January 2011, and its duration will be 3 years, so it will end on 31 December 2013. In any event, it shall remain in force and shall be extended in accordance with the terms laid down in this Article.

Without prejudice to the fact that the parties reiterate their commitment to establish a stable, conventional regulation in this area, they agree that the minimum time limit for reporting the agreement will be three months before the end of the year. its validity, by written communication addressed to the other parties and to the labour authority.

For the event that the denunciation of this Convention does not occur in time and forms, the signatory parties agree to extend the validity of the whole of the provisions of the Framework Convention of the Year in the year, as long as the denunciation of the same.

The contents and clauses of this Framework Convention shall be extended and shall remain in force and shall be binding once the complaint has been filed and until replaced by the following negotiated agreement.

Article 7. Structure of collective bargaining of the sector.

The parties legitimized in the scope of this agreement agree that the structure of collective bargaining in the bingo sector is that established in the current articles 83 and 84 of the Statute of the Workers.

Article 8. Concurrency dispute settlement rules between the different industry bargaining units.

1. In accordance with the provisions of the law, the signatory parties, consider the preferred unit of negotiation and application for the state sphere, the subjects reserved in the following Article 9, which may be improved in agreements of fields lower.

2. Except for the matters described in the preceding paragraph, in the event of competition between the State Framework Convention and others at a lower level, they shall have priority application as regards the matters contained in the current Article 84 ET.

3. Lower-level agreements shall have a preference for the remainder of the matters not contained in Article 9 of this Convention.

4. The Framework Convention, for those aspects not covered by the collective agreements at lower level, will be a subsidiary application. In those areas where there is no collective agreement of application, the present Convention shall apply in full.

Article 9. Reserved and exclusive subjects for negotiation at the State level.

They are considered to be their own and exclusive of the state-wide scope for the sector, and consequently, reserved for this bargaining unit, and which may be improved in lower areas, the following:

-Test Period.

-Conventional subrogation for employer change.

-Professional classification, except adaptation to the company.

-Professional Training.

-Geographic mobility.

-Disciplinary regime.

-Maximum annual day.

Article 10. Respect for acquired improvements.

The companies affected by this Convention shall respect the most beneficial conditions or advantages granted to their workers, before or after the approval of the Convention, considered all of them in total computation annual, without prejudice to the provisions set out in the following Article.

Article 11. Absorption and compensation.

All the conditions agreed in this Convention are compensable in full and in annual computation for the improvements, of any kind, that the workers enjoy enjoying, when they exceed the total amount of the convention and shall be considered absorbable from the entry into force of the Convention.

TITLE SECOND

CHAPTER FIRST

Test Period

Article 12. Test period.

1. A test period may be written in writing, subject to the following limits of duration:

-Group of Game Technicians: 90 calendar days.

-Room Technicians Group: 45 calendar days.

-Staff Rest: 30 calendar days

2. Only the worker or worker shall be deemed to be subject to the probationary period if it is written in writing.

3. The agreement establishing a probationary period shall be null and void where the worker or worker has already performed the same duties in the same undertaking, in any form of recruitment.

4. Situations of temporary incapacity, maternity and adoption or accommodation, which affect the worker or worker during the probationary period, shall interrupt the computation of the worker or worker whenever agreement is reached between the parties.

5. In the case of contracts of employment of which the initial duration agreed, certain or estimated, is less than six months, the period of proof to be made shall not be longer than 30 per 100 of that duration, without in any case being less than 15 calendar days or more than the limits laid down in paragraph 1 of this Article.

6. Where the employment contract is concluded for the performance of a particular work or service or in the case of the replacement of workers with the right to reserve the job (interaninity) and cannot be estimated to have its initial duration or to be more than six months, the test periods to be arranged are those specified in the number 1 of this Article.

7. In contracts concluded on a part-time basis, where they are concluded for the provision of services which are not to be carried out every day of the week, the probationary period shall not exceed 20 working days.

8. The periods of proof of work contracts for training may not exceed 30 days if the duration initially agreed is six months and 45 days if it is longer than the semester.

CHAPTER SECOND

Business Subrogation

Article 13. Conventional surrogacy for employer change.

Given that the practice of the games of luck, send or chance can only be carried out in Salas authorized to the effect; subject, first, to the prior authorization of the corresponding public administration and, second place, occasionally limited in time, with the entities authorised for the renewal of the authorisations which empower the opening and operation of the gaming rooms, meet the requirements and conditions required by the Community Corresponding autonomic. It is necessary to regulate in what way this singularity affects the employment contracts that bind the workers to the authorized entity or, where appropriate, responsible for the service and, the rights and obligations of the parties in each of the assumptions.

Article 14. Renewal of permissions, authorizations, and licenses.

In cases where the renewal of permits, authorizations and governmental licenses, which empower the entity authorized initially for the opening and functioning of the game room, will take place, the situation will be maintained. existing contracts of employment, without in any case the worker, on the occasion of this renewal, seeing their working conditions modified, nor losing the age acquired.

In the cases of change of ownership in the authorisation, or of the undertaking responsible for the service, the following Articles of this Framework Convention shall be provided for.

Article 15. Business Subrogation.

The authorisations for the installation and operation of the gaming rooms are granted, in accordance with the provisions laid down by the Autonomous Communities for persons, natural or legal, regardless of their coating (a) legal, provided that in each case they meet the conditions and requirements laid down in regulation. Such authorisations may be temporary or indefinite.

When Article 44 of the Workers ' Statute applies, the regime and its own effects will be on the regime.

When the change of ownership does not fall within the scope of Article 44 of the Staff Regulations, the subrogatory effects, in the light of the peculiar characteristics of the activity of the bingo, shall be conditioned to the assumptions and rules validly provided for in this Chapter.

Article 16. Business replacement or succession assumptions.

Business replacement or succession assumptions, without exhaustive character, are as follows:

1. The alleged change of ownership resulting from the lack of renewal of the authorisation at the end of the authorisation or the termination of the authorisation for serious infringement of the undertaking awarded as a result of an administrative decision or the court that resolves the authorization, recusing it in new adjudicataria.

2. In the case of merger or business absorption in which at least one of them is authorised for the opening and operation of gaming rooms, they shall give rise to a new company.

3. Cases of transmission arising from a judicial intervention, such as a competition from creditors.

4. Return of the authorisation or contract for the provision of services to its original authorisation holder as a result of a court decision.

5. In the cases where the licensees of the permits, authorizations or governmental licenses terminate the contracts entered into with the service company, but continue to develop directly the activity of the game, the staff of the The following shall be automatically passed on to the holder of the licence, with the recognition of all the rights acquired and under the same conditions under which they were hired.

6. The subrogation provided for in this Chapter shall also apply to the assumption that a licence holder who is directly exploiting his licence, contracts or transfers the holding of the game room to another service undertaking.

Article 17. Formal aspects of the subrogation.

The ceasing entity in the service must provide documentation to the affected staff, the change of ownership in the provision of services. You must also notify the subrogation to the new company before it takes over the operation of the room.

Article 18. Content of the protection.

In order to guarantee the principle of stability in the employment of the workers of the Bingo Sector and the business subrogation in the labor relations of the staff, by whom it happens to the outgoing company in any of the assumptions provided for in this Chapter, the employees of the transferring undertaking shall pass on to the transferee or entity which is to perform the service, in compliance with the economic rights and obligations, social, trade union and personal representation to be enjoyed in the transferor and to be accredited document.

With regard to the collective agreement of application in the new company, the provisions of this Framework Convention and the sectoral agreements at the lower level will be provided.

Article 19. License resolution, authorizations, and permissions.

The refusal of permits, authorizations or governmental licenses for the development of the activity, for whatever reason, not renewal, termination of the authorization for legal non-compliance, etc.; as well as, the closing of the (a) room by administrative decision; without prejudice to the rights recognised by this Framework Convention and those recognised in the legislation in force, it shall be sufficient to enable the undertakings concerned by this Convention to give (a) the working contracts with the workers in his or her position, without any further formalities than the conduct of the (a) to obtain the social benefits for unemployment benefits for those concerned, through the processing of the employment regulation file, where appropriate.

THIRD CHAPTER

Professional classification

Article 20. General criteria for professional classification and functional mobility.

Workers who serve in companies falling within the scope of this Convention are classified into Professional Groups which are subdivided into Professional Functions.

By agreement between the worker and the company, the content of the work supply subject to the contract of employment will be established, necessarily being assigned one of the professional functions of those established in the present Convention and thus being framed in a Professional Group.

The performance of the functions derived from the aforementioned classification defines the basic content of the labor supply.

The criteria for defining the Professional Functions are accommodated by common rules for workers of one and another sex.

Article 21. Definition of professional functions.

Head of Room: Will exercise the direction and general control of the operation of the room, taking decisions regarding the progress of the various operations according to the technical rules of the bingo and adapting the rhythm of the those in consideration for the influx of public, cartons sold and greater or less prize money; it will take care of the proper functioning of all the apparatuses, facilities and services; it will exercise the hierarchy above all the personnel to the service of the room; it will be responsible for the correct conduct of the specific accounting of the game, thus as the holding and custody of the room itself, of the precise authorizations for its operation and of the documentation relating to the staff. In addition, the Head of the Board shall have the representation of the holder of the authorisation or, where appropriate, of the service undertaking which manages the game, both in relation to the players and to the agents of the authority, unless such representation is attributed to another person and is present in the room.

Head of Table: It will be responsible for checking the balls and cartons; it will carry the accounting of the cartons sold for each play or draw; it will make the determination of the prizes of line or bingo, will check the Awarded cartons, collectively informing the players of all this, will be responsible and custodian of the record book of record and will carry the control of the "stock" of cards per game. You will answer individually how many requests for information or complaints will be made by the players and will record all of them, as well as the incidents that occur, in the minutes of each session.

Cashier: You will have the cartons in your possession and will deliver them in order to the Sellers, the number of cartons sold, as well as the amounts corresponding to the line and bingo prizes, will be shown to the Head of the Board; the money obtained from the sale of cartons, and will prepare the corresponding amounts for each prize for their subscription.

Broadcaster/a-Vendedor/a: It will make the direct sale of the cartons and the collection of its amount, which it will deliver together with the leftover cartons to the Cajero/; it will remove from the table, before the sale of the new cartons, the used by the players in the previous play and will review the series within their workday. In his/her turn of broadcaster/to put the machine into operation when the play starts, read aloud the number of the ball according to the order of departure; turn off the machine at the end of the game and pay the players the line and bingo amounts, counting the amount at the time of the payment, to facilitate the payment of the prizes during the sale of cartons of the next item and whenever the organization of the work permits, this task will be able to carry out any other function professional defined in this article. When you do the locution work you will not perform the task of selling cartons, although you will be able to collaborate on other tasks within the room.

Admission and Control: The manager will be responsible for controlling the entry of players in the game room, checking that the card corresponds to the person who presents it, and denying the entry to the persons who were prohibited, giving account to the Chief of the Incident Room. It will also have the mission of keeping the visitor file and updating it.

Sports betting operator: It will be in charge/in order to validate the bets of the customers, it will launch at the beginning of the session, the betting terminal, as well as the information screens, will keep the information of Sports betting sent by the operator at the disposal of the clients, informing them about the doubts that may arise, will require the National Identity Document before they proceed to place the bet, checking both the majority of age, such as non-inclusion in the Register of Access to the game, will charge the the amount of the bets placed, shall pay those awarded, shall make the income which it deems necessary from a safe to terminal and from terminal to safe informing the Head of Room, and, after the end of the session, will deliver box and close the terminal and the information system.

By the characteristics of these functions and the responsibility of this position will be included in the Professional Group of room technicians.

You will perform the daily tonnage and square the box, verifying that the deposit that the company will make available to you for the performance of its function is in its integrity. It will collaborate in the realization of any form or statistics that the company considers useful.

The parties also agree that it is necessary to carry out the risk assessment inherent in the job. Finally, for the purpose of properly developing the functions of this new professional category, adequate and sufficient training must be provided to the workers in that category.

Operator/Special Machines: You will have as the main function, the general control of the correct operation of the special recreational or gaming machines for bingo halls, whatever their denomination and form, installed in the intake service, in the attached or complementary rooms or in the game room itself.

They will be responsible for the power off and on of the machines, and if any, gaming terminals and servers whenever the worker or worker is matched by the opening or closing of the room.

You will inform the players about the development of the different games, integrated in the machines or gaming terminals, as well as the operation of these machines and terminals. It shall communicate to the Head of Room, in a timely manner, the incidents of play, which occur during the session.

It will make it easier for players to change the fractional currency, which they require. If applicable, you will carry out the credit charges on the payment cards of these, as well as the settlement of your remaining, at the request of the player.

It will collaborate in the proper functioning of appliances, installations and services. In case of need or breakdown, warn the service or maintenance service. Keep the chairs, tables and other items in perfect condition, order and alignment.

May provide, in the case of special machines, the mere delivery of drinks, snacks, bolleria and cold food, already prepared and available in the living room, without them being drawn up and unable to replace the hospitality service offered by the company to its customers. These tasks may be extended to other professional functions, occasionally on a rotating and equitable basis, always in cases of urgent organisational needs, and without any distortion of the tasks of the professional function. which is intended for the worker/ar in his/her usual duties.

Finally, for the purpose of properly developing the tasks of this new Professional Function, adequate and sufficient training must be provided to the workers in the category.

The definition of functions that you have in place is intended to delimit the content of the work benefit. The assumption of responsibility will be at every moment to be determined by the Autonomous Regulations of the Bingo Game, or in the absence of the State Scope Regulation; in the absence of explicit regulation in both, it will be here willing.

Similarly, in those Autonomic Regulations where the Chief of Staff/Head of Establishment has been given the consideration of Directing Personnel, this regulation shall not modify such consideration to any effect.

Auxiliary Services: These tasks (Administration, Parking, Porters, Watchers and Cleaning Personnel, etc.), are not included in the techniques of the Bingo and will carry out the functions of their specialties, without that is required for them to be a game credential or a governmental permission.

Article 22. Professional Groups.

The Professional Groups are determined by those functions that present a homogeneous professional basis within the organization of the work.

In this sense and within the meaning of Article 22 of the Workers ' Statute, the professional groups which are then set up, together with the professional skills, qualifications and general content of the benefit, and include the Professional Functions that are related and whose tasks, which define the overall content of the benefit, are detailed in the previous article.

By agreement between the worker or the worker and the employer, the content of the work supply subject to the contract of employment will be established, as well as its equivalent to one of the professional groups provided for in the present Framework Convention. In the same way, the worker will be assigned one of the professional categories that are included in this agreement and that delimit the labor supply.

Two Professional Groups are established that encompass the specific functions of the bingo game:

-Group of Game Technicians: It integrates the Professional Functions of Head/a of Room, Head/a of Mesa and Cajero/a.

-Room Technicians Group: integrated by the Professional Functions of broadcaster/-Vendedor/a, Admission-Control, Operator/to sports betting and Operator/to special machines.

Article 23. Functional mobility.

Functional mobility within the enterprise will have no other limitations than those required by academic or professional qualifications required to perform the work and membership of the professional group.

Functional mobility for performing functions, both higher and lower, not for the professional group will only be possible if they exist, technical or organisational reasons to justify it. The employer must communicate his/her decision and the reasons for it to the employees ' representatives.

In the case of duties exceeding those of the professional group for a period of more than six months for a year or eight for two years, the worker shall, in an uninterrupted manner, be given preference for promotion, in the case of Occur vacant.

Functional mobility shall be carried out without prejudice to the dignity of the worker or worker and without prejudice to his or her training and professional promotion, having the right to pay corresponding to the duties effectively perform, except in the case of the discharge of lower duties, where the remuneration of origin is maintained. It shall not be possible to invoke the causes of dismissal for the objective of excessive ineptitude or lack of adaptation in the case of performance of functions other than usual as a result of functional mobility.

With the aim of ensuring that workers in the same professional group acquire the necessary knowledge and practice for the performance of all their functions, mobility in the various jobs will be carried out in a way equitable and rotating.

The provisions of Articles 22 and 39 of the Staff Regulations shall not be included in this Article.

Article 24. Wage structure.

Workers 'and workers' pay will be integrated by:

I. Base Salary.

It is the part of the fixed remuneration paid to the workers under their professional function, per unit of time of the work agreed during the ordinary working day fixed in the Convention, including the established rest times.

II. Salary supplements.

a) Job Position.

They will become due under the special characteristics of the assigned job. They shall not be of a personal or consolidable character and shall therefore be abolished when the functions are no longer carried out or the conditions which gave rise to their accrual are removed.

• Currency Quebranto.

• Plus day prolongation.

b) Quality and Work Quantity Add-ons.

The gross monthly income earned by the Gaming Room shall not be consolidated and, given its special characteristics, it shall in no case be considered as remuneration. absorbable.

• Plus Convention or Production Prima.

• Other than those that are determined by the lower-scope negotiation that have as their object the incentive of the quality or quantity of the labor supply.

c) Personal supplements.

Such as the application of titles, languages or special knowledge, or any other of a similar nature that derives from the personal conditions of the worker and which has not been valued when the basic salary is fixed. You will also have this consideration of the stay at the work centre. In no case shall they have the character of compensable or absorbable salary concepts.

• Antiquity.

• Cuestas that are determined by the special and personal characteristics of the worker.

d) Plus night work.

Given the special characteristics of the work in the sector, all workers will be entitled to receive this concept, the amount and the conditions under which it is determined in the application in each scope 12 pages per night, including holidays.

e) Periodic expiration supplements higher than month.

All workers will be entitled to three extraordinary pages; two of them will be paid semi-annually, coinciding with the 20 June and 20 December of each year, and the third coinciding with the start The annual holiday period may be prorated in 12 monthly instalments.

Workers who enter or cease during the year will receive the proportional share of such payments.

III. Extranalarial add-ons.

They will have an extrasalarial character, whatever their form, that does not respond to a remuneration united directly with the work done.

These are the trade-offs for:

• Transport.

• Diets.

• Compensation or compensation.

IV. Remuneration in kind.

V. Where appropriate, voluntary improvements individually agreed or unilaterally granted by the employer.

CHAPTER FOURTH

Professional training

Article 25. Continuing training.

It is agreed in the scope of the collective collective bargaining of the Bingo Game and in accordance with the provisions of Royal Decree 395/2007 of March 23, the implementation of a Reference Plan for Vocational Training in Employment in the State-wide Hostels sector that contains:

a) Determining the objectives of the plan for meeting the needs of the sector.

b) Establishment of the training actions included in the reference plan and priorities thereof.

c) The implementation of the applicant entities.

The definition of the contents and the concreteness of these to the State Sectoral Commission of the Game of the Bingo of Continuing Training is empowered.

As referred to in this Chapter, the provisions of Royal Decree 395/2007 of 23 March 2007 and the orders of the Ministry of Labour and Social Affairs, and Immigration, respectively, 2307/2007, of 27 March 2007, will be July, and 718/2008, of 7 March; the Agreement on Vocational Training for Employment of 7 February 2006 and the Sixth National Training Agreement; as well as the legal, regulatory and conventional rules which may be dictated in the future material.

Article 26. Sectoral Joint Committee on Continuing Training.

The Joint Committee on Continuing Training, set up in previous agreements, is given continuity as a tool to stimulate the objectives contained in this chapter.

The Joint Committee on Continuing Training in the Bingos Sector is composed of five representatives of the trade union organizations (two by CHTJ-UGT, two by FECOHT-CCOO and one by USO) and five representatives of the business organisation (CEJ), represented at the negotiating table of this agreement.

The decisions of the vote of each of the two groups of organizations, business and trade unions of the Commission will be adopted as follows:

(a) The decision of the vote within the business group shall be taken by an absolute majority of its representatives.

(b) The decision of the vote within the trade union group shall be taken by a majority of three-quarters of its representatives.

(c) Commission decisions shall be taken by agreement of the two groups of employers ' and trade union organisations.

The Commission will have, among others, the following functions:

a) Vellar for compliance with this agreement.

b) Establish the indicative criteria for the preparation of the training plans corresponding to their scope and which will affect exclusively the following subjects:

-Priorities with respect to vocational training initiatives for employment to be developed in the Bingo Game sector.

-Guidance on the collective of workers to whom the actions are addressed.

-Numbering of the available training delivery centers. To this end, account must be taken of the proper use of existing training centres (own centres, public centres, private centres or associated centres, which are understood by those who are jointly promoted by the corresponding business and trade union organisations and with the participation of the various public administrations.)

-Criteria to facilitate the linkage of vocational training for employment in the Bingo Game sector with the professional classification system and its connection with the National System of Qualifications and Training Professional, for the purposes of determining the levels of vocational training for the employment of the sector and its correspondence with the modalities of certification to be determined by the National System of Qualifications.

c) Propose the studies of detection of training needs and the development of tools and/or methodologies applicable to professional training for employment in the Bingo Game Sector, for the purpose of consideration of the corresponding call for Complementary and Accompanying Measures to Training.

(d) Report on the Grouped Sectoral Training Plans, as well as on Complementary and Accompanying Measures affecting more than one Autonomous Community, in the field of the present agreement, raising them to the Tripartite Foundation for Training in Employment which is drawing up its motion for a resolution.

e) Moving to the Tripartite Foundation for Employment Training for Employment report on the contracts programme and complementary actions within the deadlines and conditions set out in the relevant call.

f) Understanding and complying with requests and requirements that may be transferred to you by the Tripartite Foundation for Training for Employment.

g) Develop studies and research. To this end, account will be taken of the information available both in the Ministry of Labour and Immigration and in the Ministry of Education, Social Policy and Sport, and in particular the sectoral studies on vocational training. could be made.

h) Approve its operating regulations, which must be in line with the provisions of this Agreement.

(i) Formulating proposals in relation to the establishment of vocational training levels for continuous employment for the purposes of their correspondence with the forms of certification to be determined by the National System of Qualifications

j) Make an annual report on the implementation of the agreement, as well as the evaluation of the training actions developed in its field.

k) The implementation of a Reference Plan for Vocational Training in Employment in the State-wide Bingo Gaming sector, which contains the determination of the objectives of the plan of reference to the satisfaction of the the needs of the sector, the establishment of the training actions included in the reference plan and priorities of the sector and the implementation of the applicant entities; in accordance with the provisions of Royal Decree 395/2007 of 23 March.

Article 27. Individual training permissions.

For the purposes of this agreement, the organisations represented at the negotiating table shall establish a system of individual training permits in the following terms:

1. Objective scope.

The training actions for which training permission may be requested should:

a) Not included in the funded Actions of the Company's Training Plan or Group.

(b) Be directed to the development or adaptation of the professional or working professional technical qualifications or to their vocational training.

c) Be recognized by an official title.

(d) training actions which do not correspond to the training of the person concerned are excluded from the training permit. However, the in-person portion of the performed by the distance mode shall be supported.

2. Subjective scope.

Employees and workers who wish to access these aids will have to:

a) Haber presented at least one year of service in the company.

b) Get the appropriate authorization from the company for the enjoyment of the Individual Training Permit requested and according to the procedure set out in the call.

This application will include the training objective which it pursues, the timetable for implementation (time, period of interruption, duration ...), and place of delivery.

3. Resolution of requests.

The company must resolve within 30 days, upon receipt of the application submitted to it, in accordance with the provisions of this article.

In order to assess such a request, the company may take into account the productive and organizational needs of the company, in order to obtain the opinion of the legal representation of the workers, as well as the Enjoyment of the permissions does not significantly affect the performance of the work on the same.

They will be given priority to enjoy the training permit, those employed and employed workers who, in compliance with the requirements set out above, have not participated in a training action of those referred to in this Article within the preceding period of 12 months.

However, collective agreements may provide for the corresponding percentages of affectation of the workforce or of the professional categories/groups of the company.

In the event of a refusal of the application by the company, the application must be motivated and communicated to the worker or worker.

The company will inform the legal representation of the workers of the applications received and their response to them.

The Company's Training Plan or, if applicable, the Group, will set priorities for the enjoyment of training permits in the event of the concurrence of requests for such permits.

4. Funding.

Obtained the corresponding authorization by the company, the worker or worker will present to the Tripartite Foundation the application for Individual Training Permit in which the training objective will be stated chase, run calendar, and place of impartition.

5. Justification.

The worker or worker who has enjoyed a training permit must, at the end of the training permit, credit the degree of exploitation obtained through the corresponding certification.

The use of the training permit for purposes other than those identified shall be deemed to be an infringement of the duty of good faith.

6. Duration of paid leave of training.

The paid leave of training will have a maximum duration of 200 hours, depending on the characteristics of the training action to be performed.

7. Remuneration.

The worker or worker who enjoys a paid leave of training, as provided for in this Article, shall receive during the same period a quantity equal to that of his salary as well as the contributions payable to the Social security during the relevant period. The salary will be constituted by the base salary, seniority and fixed allowances, depending on what is collected in the corresponding collective agreement.

This amount, as well as the contributions paid by the worker and the company during the corresponding period, will be financed through the Tripartite Continuing Training Foundation.

CHAPTER QUINTO

Geographic Mobility

Article 28. Geographical mobility.

The employer may decide to transfer the worker to a different working centre requiring a change of residence, provided that there are economic, technical, organisational or production reasons to justify it. The communication shall express the working centre to which the worker is transferred, the reasons for the transfer and the date of effect.

The worker may choose between the shipment, perceiving compensation for expenses, or the termination of his contract, receiving compensation of 20 days of salary per year of service, prorating for months the periods of time less than one year and with a maximum of 12 monthly allowances.

If the transfer is individual, the employer's notification to the worker will be sufficient, as well as to his legal representatives with a minimum period of 30 days to the date of their effectiveness. As regards the compensation for expenditure, it shall be agreed between the parties, paying at least the amount of the interest of the person concerned and family members who live with him and the transport of furniture and other goods. As well as accommodation expenses for the time required, with a maximum of one quarter, until installed at your new address.

If the transfer is collective, the employer must comply with the following procedures:

-Period of consultation with legal representatives of workers and notification to the employment authority.

-Notification of transfer to affected workers and workers ' representatives at least 30 days in advance.

The legal representatives of workers shall have priority to remain in the posts referred to in this Article. By means of a pact between parties, priority may be given to staying in favour of other workers from other groups such as workers with family burdens, persons with disabilities or the elderly to be determined.

If agreement exists or if the arbitration is favorable to the transfer, it will be first covered by the workers who so request.

In any case, the worker or worker will be guaranteed all the rights acquired, as well as any other rights that may be established in the future.

The worker or worker shall receive compensation for expenses, the amount of the interest of the person concerned and family members who live or depend on him and those for the transport of furniture, clothing, goods, etc. As well as accommodation expenses for the time required, with a maximum of one quarter, until installed at your new address.

The female victim of gender-based violence who is forced to leave the job in the locality where she was providing her services, to make her protection effective or her right to comprehensive social assistance, have the right to take another job, of the same professional group or equivalent category, of the undertaking having a vacancy in any other of its centres of work. In such cases the undertaking shall be obliged to inform the worker of the vacancies existing at that time or those which may be produced in the future. The transfer or change of the working centre will have an initial duration of six months, during which the company will have an obligation to reserve the job previously occupied by the worker. After that period, the worker will be able to choose between the return to her previous job, or the continuity in the new one. In the latter case, the said reserve obligation shall lapse.

Article 29. Job center move and temporary offset.

For economic, technical, organizational or production reasons, the company may make temporary displacements of its employees who require that they reside in a population other than that of their usual domicile, pay the travel costs incurred and the corresponding allowances.

In the case of the transfer of the work centre, for reasons of a technical, organizational and production nature, which does not necessarily entail, change of habitual domicile for the worker or worker, the Company will be obliged to:

1. Prior communication to the worker and, at the same time, the legal representation of workers, a period of five-day consultations aimed at reaching an agreement to safeguard the working conditions and the economic centre of provenance for the worker or worker.

2. In the event that the worker or worker is not reached, it will necessarily be the representation of the workers in the centre of origin of the worker or the company, if there is an Inter-Centre Committee, which issues a report within three days of receipt of the notification, taking into account the reasons given by the undertaking to carry out the transfer and the existence or non-existence of voluntary workers to cover the shipment.

3. In no case, unless a voluntary agreement is reached, it may be transferred from the centre to the legal representatives of the workers with a mandate in force or those who have ceased such duties within a period of one year.

Also, it will not be possible to transfer to those workers who are in the electoral process, take part of the candidacies of the Personnel or the Enterprise Committees.

The above safeguards will apply to Trade Union Delegates.

4. Where there are economic, technical, organisational and production reasons, in any case only the transfer of the work centre is possible, where it is established that the different work centres are part of the same undertaking.

5. Compliance with the above procedure will not be necessary if the transfer is collective as a result of the change in the location of the work centre, in which case the provisions of the Staff Regulations will apply. Workers.

CHAPTER SIXTH

Disciplinary regime

Article 30. Fault classes.

(a) Misconduct committed by workers and workers at the service of undertakings affected by this Convention shall be classified, in the light of their importance, recidivism and intentionality, in light, serious and very serious, of compliance with what is available in the following articles.

Article 31. Minor fouls.

The following are considered minor faults:

a) Up to three punctuality faults for one month, without any justified cause.

(b) The failure to communicate with due notice of the lack of the job for justified reasons, unless it is proved impossible to do so.

c) Lack of personal grooming, as long as you produce complaints from your colleagues or colleagues or public.

d) Not attend to the public with due diligence and correction.

e) Do not communicate any change of address to the company.

Article 32. Serious fouls.

They will have serious fault consideration, the following:

a) More than three and less than seven punctuality faults over the course of a month without cause.

b) False to work one day a month without any justified cause; unless it previses and does not cause serious injury to the company.

c) To cause or hold discussions with other workers in the presence of the public or to transfer to the public.

d) The simulation of illness or accident.

e) Manipulate within the closets or personal belongings of your companions or companions, without proper authorization.

(f) Failure to comply with the orders and instructions of the undertaking, or delegated personnel in the hierarchical field of the undertaking and in the regular exercise of its powers.

g) Abandonment of work without justified cause. If you cause serious injury to the Company, it will qualify as very serious.

h) Failure to comply with the company's instructions on service, how to do so or not to fill in the required parts, forms or forms. When causing serious injury to the company it will qualify as a very serious fault.

i) Failure to communicate with due time the modifications of the data of the family members in charge, which may affect the company for tax purposes or other business obligations.

j) The recidivism in more than three faults, within a quarter, when they have been sanctioned.

Article 33. Very serious fouls.

The following are very serious faults:

a) More than seven faults in punctuality over the course of a month, without any justified cause.

b) False three days to work for a month, without any justified cause.

c) The drunkenness or consumption of drugs during work hours and the manipulation and sale of drugs in the premises of the company.

d) Simulate the presence of another partner or partner using their tab, signature, or control card.

e) Fraud, disloyalty and breach of trust in the efforts entrusted to them, as well as in dealing with other workers or workers or anyone else in the service of the company in relation to work with the company.

f) Theft, theft or embezzlement, both to the public and to other workers or to the company, within it.

g) The repeated simulation of disease.

h) Make it disappear, disable or cause damage to useful materials, tools, appliances, installations, buildings, and companies.

i) Malos dealings with word or deed, and serious lack of respect and consideration for the employer, persons delegated by it, as well as other workers or workers and the general public.

j) Any conduct or conduct, in the field of work, which is related to the respect of the privacy and dignity of women or men by means of sexual, physical or verbal offence. If such conduct or behavior is carried out by prevalding a position of hierarchical position, it will constitute an aggravating circumstance of that position.

k) The data distortion of the game items.

l) The recidivism in serious misconduct, within a quarter, provided that it has been subject to sanction.

m) The serious lack of diligence or care in the custody of funds that have been entrusted to the work for the performance of the functions proper to their work, causing loss or damage to the company. In the case of a transfer of funds on the occasion of replacement or change of shifts within the working day, verification shall be necessary by means of the cash tonnage.

n) Allow minors to enter the Bingo Room.

Article 34. Graduation of penalties.

For the application of the penalties provided for in the previous article, account shall be taken of the greater or lesser degree of responsibility of the person committing the offence, professional category of the offender, and the impact of the event on the other workers, in the public and in the company.

Article 35. Penalties.

The penalties that companies may apply, depending on the seriousness and circumstance of the facts committed, or the representation of workers, will be as follows:

-Mild Fhighs:

Verbal admonition.

Admonishment in writing.

-Severe high-ups:

Admonishment in writing.

Suspension of employment and salary from one to ten days.

-Very severe high-ups:

Suspension of employment and salary from eleven to thirty days.

Disciplinary dismissal

Article 36. Prescription.

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

Article 37. Abuse of authority by superiors.

Every worker may give written account, through his representatives or directly to the Management of the Company, of the acts that assume abuse of authority of his or her immediate bosses or of any anomalies committed by them and by your colleagues or colleagues. In receipt of the letter, the Directorate shall open the appropriate file within five days and shall decide as appropriate within 10 days.

If not, the legal representatives of the workers or the interested party may make appropriate complaints to the labor authority and state or regional authorities with powers in the Game subjects.

Article 38. Harassment or harassment at work.

The specific particularities of the Bingo Sector, determine that in this, the relationship between individuals as a result of the work not only occurs among the staff of the company in which the service is provided, but also they must relate to the users of the services they provide, with an added particularity and always difficult for the worker, to be an intermediary between the client, who carries out his or her bet, and the company for which he works award.

This relationship and the connotations that arise from it generate in the worker or worker a special susceptibility in the working environment that is necessary to delimit, as far as possible, that generates tensions additional work which may have a negative impact on the health of the worker or worker.

Consequently, it is necessary to prevent the occurrence of more tensions in the workplace than the activity itself and those arising from the organization of work. Thus, harassment is defined at work as a reproachable and punishable conduct in the following terms:

It will be understood as harassment at work any abuse of power by a person or group of persons to bend the will of another person, through psychological violence through threatening verbal or physical aggression, bullying, abusive or harassing; in a systematic and recurrent manner and for an extended period of time, in order to destroy the channels of communication and relation of the victim or victims with the rest of their companions, destroy their reputation, Disturb the exercise of their work and finally achieve that person or persons end up leaving the workplace.

This conduct shall be deemed to be a very serious non-compliance as provided for in Articles 43 and 44 of this Convention.

CHAPTER SEVENTH

Annual maximum day

Article 39. Annual working day.

The maximum annual day will be 1,792 hours, during the duration of the Convention.

In the event that the worker or worker opts for the accumulation of all the public holidays with the exception of the first of May, regulated in the present Collective Agreement, the annual working day will be reduced to 8 (h) hours for the maximum annual calendar day for each of the years of validity of this Convention.

THIRD TITLE

Article 40. Workers and workers linked to contracts for indefinite time in the Bingo Rooms.

The conscious parts of the need not only to maintain but to increase the steady work as a guarantee of quality in the service that is provided to the clients in the Game Rooms, they agree, to establish for all the rooms of (a) the minimum percentage of contracts defined in this Convention shall be 55% of the establishment plan for each centre of work.

CHAPTER FIRST

Working time and permissions

Article 41. Weekly working day.

An average weekly day of forty hours of effective work is established.

However, given the special characteristics of the activity, a flexible schedule is agreed which, in no case, will be able to exceed the eleven hours of effective work per day, nor a minimum of 4 or fifty working hours cash a week. The excess of hours worked shall be compensated within the month in which the excess hours worked or, failing that, within the following month. For these purposes, and for the purpose of calculating the weekly working day and its compensation in homogeneous terms, no more than five consecutive days may be worked, unless otherwise agreed.

Companies will have a book of a strictly labor nature, in which it will be stated the hour in which each worker starts and ends his/her day, signing each person interested in the margin. It will not be necessary to take this book in those rooms that have another time control system.

With this article and the flexible working time, the requirement contained in the current article 34.2 of the Workers ' Statute is met.

Article 42. Weekly rest.

All workers affected by this agreement, regardless of whether their day is full or part time, will enjoy two days of continuous and uninterrupted weekly rest.

The preparation of weekly rest shifts should guarantee the same rotation for all workers, taking into account working days and holidays, as well as the days: Fridays, Saturdays, Sundays, holidays and eve. Breaks shall be organised in such a way as to allow each worker at least one rest on Saturdays or Sundays, within a period of no more than five weeks, except for part-time contract workers who provide their services on the days of end of week. For the purposes of drawing up the rest and work quadrants, the weeks may be considered from Sunday to Saturday.

You can rest under any other mode of mutual agreement.

Article 43. Work schedule.

Companies will agree with the workers ' legal representatives, a monthly work schedule where they will be stated:

• Input and output Horarios.

• A meal or dinner that may not begin before three hours of the start of the day of each worker, or end more than two hours before its completion, except in the rooms in which the working day and hours are reduced.

• rotating weekly breaks.

• Holiday Turnos.

• Days of enjoyment of the payable and non-recoverable parties

This calendar will be displayed on the bulletin board at least 7 days before the start of each calendar month.

If, for the needs of the service, changes are necessary in the calendar once published, they will be made in accordance with the legal representation of the workers; if not possible for the reasons of the perentoras, it will be communicated to the legal representation as soon as possible.

Article 44. Annual leave.

The period of paid annual leave not to be replaced by economic compensation shall be 30 calendar days. These thirty days shall be uninterruptedly enjoyed, unless otherwise agreed between the undertaking and the worker. The enjoyment of the holiday or the proportional share which corresponds to it shall be carried out within the calendar year concerned. During the month of December each year, the company and the legal representatives of the employees will draw up the holiday table for the following year, which must be displayed on the bulletin board. This table will be drawn up for one time and then will be for exact rotation.

During the holiday period, the worker will receive the same remuneration as if he were working, except for the Transport Plus and the Currency Quebranto.

When the holiday period fixed in the business calendar of the company coincides in time with a situation of suspension for temporary incapacity, or of another contingency requiring hospitalization, maternity, paternity, adoption or acceptance, risk during pregnancy or risk during natural lactation, you will be entitled to enjoy the holidays on a date other than those periods of suspension, even if the calendar year is over, mutual agreement another period of enjoyment, in the terms laid down in Article 38 of the Staff Regulations.

Preferably the holidays will be enjoyed in the period from June 1 to September 30 of each year, the preference is cancelled in the case of the bingo halls of coast, where it is their greatest production of sales of the annual period.

Article 45. Paid parties.

Payable and non-recoverable holidays of each calendar year that are effectively worked may be compensated, through mutual agreement, in any of the following ways:

a) When all holidays are accumulated except May 1, 18 calendar days will be enjoyed.

b) Enjoy them on days other than those of the holiday in question on the dates that suit the company and the worker.

(c) Comthink the hours corresponding to those days, by altering the daily working day by the method of inputs/outputs, by which according to the needs of the staff at each precise moment, delay the time of input to the job or advance the output time.

d) By any other means than by mutual agreement agreed in writing by the company and the worker.

If such holidays are not compensated in the manner provided for in the preceding paragraphs, they shall be paid as overtime in accordance with the amounts that they provide in each year.

Article 46. Paid leave.

1. Fifteen days per worker or worker's marriage.

2. Four days by birth of children or death of children, spouse or person with whom they are living.

3. Two days of death, accident or serious illness or hospitalization, including both natural and cesarean delivery, as well as the surgical intervention without hospitalization requiring home rest, from relatives to the second degree of consanguinity or affinity. When the worker or worker needs to make some displacement, the permit will be five days.

Six days for the death of relatives up to a second degree of consaguinity or affinity when the displacement is due to be carried out outside the Spanish territory, is cumulative to its weekly rest.

4. For the time indispensable for the fulfilment of a duty of public and personal nature.

5. One day per transfer from the usual address.

6. For the time required for exam concurrence.

7. For the time required for the completion of prenatal tests and preparation techniques to be carried out within the working day.

8. A day of paid leave for marriage of parents and children

9. The absence or lack of punctuality of the worker, motivated by the physical or psychological situation arising from gender-based violence, shall be considered as justified and remunerated, where the social services of care or the social services are determined health services, without prejudice to the fact that such absences are communicated by the worker to the undertaking.

10. In cases of birth of premature children or who, for any reason, must remain hospitalized after delivery, the mother or father shall be entitled to leave the work for an hour. They will also have the right to reduce their working hours to a maximum of two hours with a proportional reduction in salary.

11. For the time required to attend medical consultation or psychological treatment in the event of situations of gender-based violence, if so determined by the social services of health care or services.

Any right to the benefit, protection or assistance of the worker or worker by reason of his or her marriage relationship shall also apply to the worker or worker attached to another person in a the relationship of affectivity analogous to the conjugal irrespective of their sexual orientation, in accordance with the provisions of the autonomous or state legislation to the effect, after contributing the corresponding certification in the terms established in the the first provision of this Convention, provided that it has one year of seniority in the company.

Article 47. Unpaid leave.

In addition to legally established licenses, workers will be able to enjoy a permit, without the right to pay, up to 30 days per year, divided, at most, in two periods not less than 7 days per year. personal or family reasons of an inexcusable nature such as: examinations for officially recognised qualifications or for reasons of inadequacy, for the seriousness or extension of the cases giving entitlement to paid leave referred to in paragraphs 2 and 3 of the previous Article.

The worker or worker's request must be made in writing and the companies will grant these unpaid leave whenever there is justified cause.

In the event of the death of a spouse or a partner in fact of the worker or worker, a child under the age of fourteen shall be orphaned, such worker or worker shall be entitled to unpaid special leave. Such leave shall be justified and shall be of a maximum duration of 60 calendar days from the fourth or sixth day, as the case may be, of the death and shall be requested from the employer by the beneficiary by means of the corresponding letter, in which the date of reinstatement to your job must appear, which will be automatic.

Article 48. Pauses and reduction of working hours.

Workers and workers, who are breastfeeding for a child under the age of nine months, will be entitled to a paid time of absence from work. This paid absence may be enjoyed at the choice of the worker or worker prior to communication to the Directorate of the undertaking in good time, in accordance with the following options:

1. Divided into two fractions at the beginning or end of the day or one of the shifts of the day if working on a working day basis.

2. Accumulate the total number of hours of leave resulting from the previous reduction and enjoy them uninterrupted and after the maternity break, so that an additional 3 weeks are enjoyed at 16 weeks of maternity or those which correspond to the multiple delivery assumptions.

Such permission for infant care may be granted to the parent, provided that it is decided in the family unit. The same procedure will be followed for the adoption of children under nine months of age.

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

Article 49. Work Party: May Day.

May 1 is considered as a holiday of non-activity, for all purposes, because it is the International Labor Day. However, companies and legal representatives of workers will be able to set up another holiday, not to work as a substitute for May 1.

In no case shall the opening of the Chamber be agreed upon by any economic compensation.

Article 50. Dinner and/or food.

All workers who perform a continuous day equal to or greater than 8 hours per day, will be entitled to a minimum daily rest of 30 minutes to eat or dine, not computable as effective working time. However, in those companies that are enjoying a longer period of rest for this menester or have the consideration of effective working time, they will retain it.

The company will make a 40% discount on the price that the customer must pay at each time at the staff's meals and dinners at the company's premises, except for offers and promotions in which he will pay the full amount of the same, if you opt for these.

CHAPTER SECOND

Salary and Extrasalarial Concepts

Article 51. Overtime.

During the term of this Convention, the conduct of overtime with permanent character is prohibited. However, if the need for force majeure is essential for overtime, the overtime must be compensated for with equivalent free time.

	Year 2011 - Euros
Game Technical Group	13.28
Technical Group	11.25
Rest	9.35

For the implementation of the agreement in the preceding paragraph, the companies affected by this Convention shall be obliged to provide the Committee or Delegates of Personnel monthly, the nominal information on the number of extraordinary hours, specifying their causes.

The performance of overtime, as provided for in Article 35.5 of the Staff Regulations, shall be recorded on a daily basis, and shall be aggregated annually, with a copy of the annual summary to the worker in the corresponding.

Article 52. Base salary.

During the term of this Convention the base salary for all the Professional Functions and Groups, whatever the category of the Room for which they provide their services, is fixed in the following amounts:

	Year 2011 - Euros
Annual Base Salary	12.547.48
Base Salary	836.52

Fixed and part-time workers will receive their salary in proportion to the hours actually worked.

Article 53. Currency break.

Companies will pay to the Ceasers and Sellers/-Locutores/as, as well as to the Bureau Heads, when they perform functions of Ceasos, and the staff of Admissions, Sports Betting Operators and Operators special and to whom it is assigned by the company to facilitate the change of the recreational machines, a plus of the coin, for the following amounts:

	Year 2011 - Euros
Annual Amount	185.89
Amount	16.90

This plus will be collected for eleven months a year, being excluded from the annual holiday. Workers and permanent workers will receive this plus on a pro rata basis for the working days.

Article 54. Plus day prolongation.

In order to compensate workers financially for the performance of jobs outside of normal hours, such as box closure, room pick up, card and series review, or other The following amounts shall be paid by the undertakings to which the employees are paid by the following:

	Year 2011 - Euros
Game Technical Group	35.54
Technical Group	33.65
Rest	28.54

This plus will be collected, in any case, by the workers, in order to guarantee the 1,000 euros of minimum wage earned.

Article 55. Plus Convention.

The plus agreement regulated in the previous State Framework Convention is replaced by this plus consolidated convention that will be collected by the staff who are providing their services before 4 November 2008. The determination of the plus of the consolidated convention to be collected by the workers in the year 2008, will correspond to the amount considered the average perceived during the year 2007. The perceived mean will be determined by taking all the amounts perceived in terms of plus agreement during 2007, divided among the number of months of service delivery during the year 2007.

This consolidated plus convention may not be subject to absorption or compensation, increasing in its amount for successive years by the same percentage as set out in the State Framework Convention on Wage base.

Companies which are to terminate contracts of workers of workers of the most consolidated convention, except those of a disciplinary nature which are qualified as being from or dismissals for objective reasons, which come within 12 months of hiring another worker or worker, or to convert a temporary or fixed-term contract, to pay the new worker or contract worker, or to the worker who sees converted his contract into indefinite, the same plus consolidated convention as there would be perceived by the worker or worker who extinguished his contract.

Article 56. Plus de nocturidad.

Companies will pay all workers who are part of their journey after 22 hours, the amount of 81.12 euros per month for the year 2011 and the concept of nocturnity, in twelve pages, including holidays.

Article 57. Extraordinary rewards.

All workers will receive three extraordinary bonuses, which will be paid by companies as follows:

1. On the 20th of December of each year.

2. At the time of starting, every worker, their annual leave. This payment may be prorated during the 12 months of the year.

3. Before the 20th of June of each year.

The amount of each of these pages is set in the following amounts, which will be added to the "ad personam" (Antiquity substitutes) add-ons.

	Year 2011 - Euros
Extraordinary Pay	836.52

Fixed and part-time workers will receive these bonuses on a pro rata basis for the hours actually worked, and may be paid included in the monthly settlement of assets. accruals.

Article 58. Plus transport.

As compensation for travel expenses and means of transport within the locality, as well as from home to work centres and their return, a plus of distance and transport is set at 537.05 Annual or EUR 48.82 per month for the year 2011, to be collected by workers on a monthly basis, or on a pro rata basis for working days in the case of discontinuous work. This Plus will be collected for 11 monthly payments, excluding the month of annual leave. The cleaning staff will receive the amount of EUR 0.73 for each working day in 2011 for this concept.

Article 59. Workwear.

Annually, companies shall supply at least all of their workers with two complete uniforms, as well as utensils and accessories, provided that they are required to be used.

You will also supply all items of apparel in which the company establishes specific conditions regarding its model or color.

Article 60. How to pay the salary.

The payment of wages will be made, through the direct debit of each worker or worker, by Bank or Savings Banks. In the event of not being possible through this system, nominative heels will be employed, regardless of the timely delivery of the salary sheet to each worker and worker.

THIRD CHAPTER

Supplementary Social Forecast

Article 61. Temporary incapacity.

The company will pay for any differences that may exist between the Temporary Incapacity and 100 per 100 of the previous month's regulatory base. This possible difference shall be paid from the 16 th day down and up to a maximum of six months, except that:

(a) The labour absenteeism rate in the enterprise is higher than 3 per 100, in which case the supplement shall be paid from 21. day of the discharge and up to a maximum of six months.

(b) The labour absenteeism rate in the enterprise is higher than 5 per 100: only the legally valid temporary disability allowance will be eligible.

In the event of a temporary incapacity arising from an accident or requiring surgical intervention with hospitalisation, 100% shall be paid from the first day and up to a maximum of six months.

In the case of Temporary Incapacity as a result of an occupational accident or occupational disease, 100% shall be paid from day one and up to a maximum of 12 months.

Article 62. Risk during pregnancy and maternity.

In cases of low risk during pregnancy, in the face of the situation certified by the Medical Services of the Public Health Service competent that the conditions of the job may have a negative impact on health of the pregnant worker or the fetus and it is not possible to adapt to another job which avoids such a risk, will be collected from the first day of the discharge and until the moment of delivery, a supplement in charge of the company up to 100% 100 from the previous month's regulatory base.

In the maternity leave assumptions, 100 per 100 of the regulatory basis of the previous month is guaranteed.

Article 63. Aid by marriage or couple in fact.

Staff with more than two years of seniority in the company who contract or initiate an affective and stable relationship in the terms provided for in the first provision of this Convention, and continue to provide their services in the company, will be entitled to receive, as a marriage prize, a reward equivalent to thirty days of base salary and add-on "ad personam".

Article 64. Sectoral pension scheme.

During the validity of the previous Convention, it has already been constituted, under the provisions of the Law on the Regulation of Pension Plans and Funds, approved by Royal Decree of Law 1/2002 of 29 November, and of its development and concordant regulations, the current Sectoral Pension Plan for joint promotion, in which the promoters of the plan are the companies affected by this Convention and the members of the workers of the same, a minimum and compulsory monthly contribution from the companies affected by the Convention to a Plan of Pensions, in the amount of 0.28% of the pensionable salary of each worker or worker and month, as well as the individual amounts necessary to achieve the objective benefit.

The Joint Committee of the present Framework Convention will be empowered to establish the necessary extraordinary contributions to ensure the ongoing rights of workers ' consolidation with ages close to retirement.

In the areas of negotiation below this Framework Convention that would have replaced the obligation to pay the so-called "retirement awards" by other formulas established in those conventions, the provisions of the This Article shall not apply, unless the negotiating parties decide to adhere to the provisions of this text at the relevant level.

The contributions made by the company may be recovered by the worker or worker, in case of unemployment, and registration in the employment offices for a minimum of 6 months

Article 65. Commission Promoter of the sectoral pension scheme.

The Promoter Commission will consist of ten members, five to the business representation and the remaining five to the trade union representations of the present Framework Convention.

The trade union representation of the Promoter Commission will be appointed by the trade union organizations on the basis of their representation in the sector, considering the number of delegates of staff and members of committees of The company is chosen in the workplace and in the companies in the sector.

The Promoter Commission will proceed to take all necessary steps to formalize the Plan, to designate the managing and depository entities of the Plan and to develop and to apply the same.

The Control Commission of the Plan will be constituted under the same rules of parity and representation foreseen for the Promoter Commission. The Monitoring Committee of the Plan will be given a regulation by adopting its decisions by a majority of each of the two representations, business and trade unions.

The formalisation of the Pension Plan will result in the final replacement of the retirement award commitment.

Article 66. Invalidity or death benefit.

If as a result of an occupational accident or occupational disease, a situation of Permanent Invalidity in the degree of Total Incapacity will be derived for your usual profession or Absolute Permanent Incapacity for all types of work, the company will pay the worker the amount of 18,000 euros In the case of Great Validity the amount is fixed at 25,000 euros.

If, as a result of an accident at work or occupational disease, death is over, the compensation shall be EUR 15,000 and shall be entitled to the receipt of this amount by the beneficiaries of the same or in the absence of the spouse or rightholders.

The obligations set forth in this article will not directly reach those companies that have covered these risks by policies subscribed with an Insurance Company, in which case they will assume these liabilities. corresponding.

To cover these benefits, companies will sign an insurance policy to which all companies that want to join will be able to join.

Notwithstanding the provisions of Article 6 of this Convention, the updating of this benefit shall enter into force three months after the publication of this Convention in the "Official Gazette of the State".

Article 67. Death help.

The company will pay to the spouse or partner in fact of its workers who die, or in their absence to their children or daughters under 18 years of age or disabled, or parents under their dependency, one month of salary of more "ad personam", in concept of death aid.

CHAPTER FOURTH

Excess, extinctions, suspensions, and vacancies

Article 68. Excess.

The right to leave for workers affected by this Convention to be paid more than one year of service of the company is recognised.

I. Voluntary leave:

a) For a minimum period of 4 months and a maximum of five years.

b) The surplus will not be able to work in another company of the same activity. If you violate this prohibition it will be a cause of your working relationship.

(c) The worker or worker with one month's notice at the end of the leave shall be required to provide the undertaking with a clear statement of his intention to return to his or her equivalent function or function.

II. Special excess:

1. For a maximum period of three years, when the following assumptions are established:

(a) To care for the care of each child, either by nature or by adoption, or in the circumstances of a permanent or preadoptive reception, from the date of birth or, where appropriate, of the resolution administrative judicial.

b) To care for the care of the spouse, a person with whom he or she becomes a family member, to the second degree of consanguinity or affinity, which for reasons of age, accident or illness cannot be used by itself, and does not perform paid activity. The minimum time limit for this assumption is three months.

c) By personal treatment of drug addiction or alcoholism under medical surveillance. The minimum time limit for this assumption is one year.

2. The worker or worker when the causes of the leave are stopped must inform the company in writing of his reinstatement to the job, the period of leave for work-age effects in the cases being computed. expressly referred to in law.

3. These situations of excess shall only be computed for the purposes of seniority where it is established by law, while the contract of work suspended in accordance with the law established.

4. The excess is incompatible with other work or professional activity.

In the case of a worker or worker's leave of absence, whether voluntary or forced, the company will be obliged, in the case of substitution, to do so by means of an interinage contract for the duration of the leave.

Article 69. Temporary closure.

The delay in the procedures for renewal of the authorization for the opening and functioning of the game room, the lack of municipal permits to take place or any other governmental permission, as well as the closure (a) a declaration of compliance with the rules governing the development and operation of the gambling rooms, or to send or chance in each of the Autonomous Communities, shall be for the undertaking of the holding company; authorization or, where appropriate, the undertaking of the service, the obligation to pay an amount in full equal to the salary of the Convention to workers who, because they have not been discharged in the Social Security on the day of their effective incorporation into their job, will not be able to carry enough time to quote and not be able to Benefit from Unemployment Insurance.

In any event, the companies in temporary closure, will carry out all the steps leading to the benefits of the unemployment benefit of the staff in their position, processing, if necessary, the corresponding temporary employment regulation file.

Article 70. Vacancies and promotions.

When a vacancy occurs, it will be brought to the attention of the legal representation of the workers, which will ensure that the selection process meets objective criteria, in particular merit, training and seniority. In the event of equal training among applicants, seniority shall be taken into account.

If you do not find the trained worker or worker, the company will be able to fill the vacancy by going to the job.

Article 71. Ceses.

Workers who wish to cease voluntarily at the service of the company will be obliged to inform the company in writing, with acknowledgement of receipt, with a period of 15 days. Failure by the worker or worker of the obligation to pre-notify the undertaking in advance shall entitle the undertaking to deduct from its liquidation the amount of one day's salary for each day of delay in the notice.

Similarly, the company will be obliged to prevent the worker or worker with the same prior notice and conditions. The advance notice shall be made, seven days before the worker is discharged to deliver to the latter the liquidation and the finiquito for its verification, which shall be paid on the last day of work. Failure to comply with this obligation shall entail the right of the worker or worker to be compensated with the amount of the salary of one day for each day of delay in the payment of the settlement, with the limit of the number of days of notice.

CHAPTER QUINTO

Safety and Health at Work

Article 72. Safety and health at work.

The business organisation and trade union organisations represented at the negotiating table of this Convention, aware that the protection of workers from occupational risks requires action in the enterprise which overflows the mere formal fulfilment of a set of business duties and obligations and, more so, of the simple ex-post correction of already manifested risk situations. The planning of prevention from the very moment of the business project, the initial assessment of the risks inherent to the work and its periodic update through a set of preventive action measures appropriate to the The nature of the risks identified is a basic element in the prevention of occupational risks. All this, together with the information and training of workers, aimed at a better understanding of the risks arising from the work as well as the way to prevent and avoid them, in a way adapted to the peculiarities of each (a) the work centre, the characteristics of the persons involved in the work, and the specific activity they carry out.

They are committed to the development and enforcement of the current regulations regarding Safety and Health at all companies affected by this Convention, in accordance with Article 2.2 of the Law 31/1995, 8 of November.

Article 73. Safety and health sector commission.

In order to encourage the participation of employers and workers, through the most representative employers 'and employers' organizations, in the planning, programming, organization and management of management In order to improve the working conditions and the protection of the safety and health of workers at work, the establishment of a sectoral committee on health and safety at work, the composition of which will be equal to and adopt its own rules of internal functioning, taking into account the powers and powers of consultation and participation in matters related to the Health policy in the Sector for Delegates and Delegates of Prevention and Committees of Safety and Health, referred to in Chapter V, Articles 36 to 39, of the Law of Prevention of Occupational Risks.

The Commission will meet on a quarterly basis and whenever requested by some of the parties and may call on Prevention Technicians as advisors to the subject matter.

You will have the skills:

-Promote the study of working conditions in the sector.

-Formulating prevention sectorial plans.

-Follow up on the agreements in this area that are regulated in the collective bargaining of the sector.

-Evaluation and monitoring of regulatory application.

-Promoting health and safety in businesses.

-Drive training campaigns on risk prevention.

-Issue reports at the request of the parties to the issues that raise the right and proper treatment of health and safety in the sector.

-All those who can assume enforcement by the Labor Risk Prevention Act.

-Develop Goal 3 of the Spanish Security and Health Strategy (2007-2012).

Article 74. Health surveillance.

The company will guarantee workers and workers at their service the periodic monitoring of their health status, according to the risks inherent in the work, in the terms provided for in Article 22 of the Law of Prevention. of Labor Risks.

Medical examinations shall be specific to the risk factors to which the worker is exposed, using the health surveillance protocols of the workers to be drawn up by the Ministry of Health and Consumption.

The periodicity of these recognitions shall be at least annually.

The confidentiality of all information related to the health of the worker or worker will be guaranteed and the right to privacy and dignity of the worker or worker will be respected, and this data cannot be used. for discriminatory purposes.

CHAPTER SIXTH

Trade union rights

Article 75. Trade union rights of workers.

All workers ' representatives will be entitled to:

-Spread union-based publications and notices at the company's premises, between workers and workers, and out of business hours.

-To fix all types of communications and union announcements in the boards that to this effect must be established and provided by the employer, within the premises of the company and in places that guarantee an adequate access to the same for all workers, seeking to avoid their location in public access dependencies.

-To collect union contributions from affiliates, as well as any other contributions for union purposes, outside of working hours.

Workers who are elected to carry out trade union positions at sectoral level (regional, provincial, ...) may apply for union leave for the necessary time, with the company being required to the granting and the reservation of their job, in the terms established in the Organic Law on Freedom of Association.

Article 76. Rights of the business committees and staff delegates.

Company Committees and Staff Delegates, in addition to the competencies established in the Workers ' Statute, shall be entitled to:

-Convocation assemblies of the workers of the company, after notification to the employer, in the job centers and outside the working day.

-Dispose of a balance of twenty hours a month of paid leave to attend to the employment issues of its represented prior notification to the employer and subsequent justification. This balance may be extended by five hours for training and union meetings.

-Dispose up to eight days of unpaid leave per year for the exercise of union activities outside the company after notification to the employer with a minimum of seventy-two hours and subsequent justification.

-That the rest of the staff be informed of their dismissal, if any, to be resolved, in any case, by the Social Court, and if the company is declared inadmissible, it must be readmitted.

-The delegates of staff or members of the Business Committee, after written agreement with the company's management, will be able to accumulate the trade union hours to which they are entitled in the way they create fit.

Article 77. Union Sections.

Trade Unions will be able to constitute Trade Union Sections, in accordance with the provisions of the Organic Law on Freedom of Association. In companies with more than twenty workers who have 50% members or affiliates, the Trade Union Section will represent the union interests of its affiliates and affiliates with the company's management. Delegate/to Trade Union, which shall enjoy the rights and guarantees laid down for the staff members and members of the business committees, except in respect of reservations of hours.

Article 78. Bulletin board.

It should be in a visible place for workers and workers a board of announcements in which the work schedule, workers 'and workers' holidays, official holiday calendar, plant-scale of workers should be included. personal and supporting payment of the Tax on the Performance of the Physical Persons; in addition to all the information that is of interest to the Trade Union Sections, Company Committees or Staff Delegates.

Article 79. Nullity of acts or covenants.

Any act or covenant conducive to: shall be null and void:

-Conditioning the employment of a worker to their affiliation or not to any union.

-Disclaim, sanction or terminate a worker by reason of their membership or union activity.

Article 80. Collection of union fees.

In order to facilitate the work on the collection of trade union fees, the companies undertake to discount them directly from the payroll of the worker or worker who requests it in writing, and then enter them in the account to be indicated to you by the Union.

TITLE FOURTH

Administration and monitoring of the Convention

Article 81. Composition of the Joint Committee.

The Joint Commission will be composed of two parties, one representing the Business Association and one representing the Central Trade Union's signatories to the Convention or with representation at the negotiating table. Each party will be composed of six representatives, all of whom are members of the Negotiating Commission.

Both sides will be able to be assisted by two voice advisers but without a vote. In any event, the Commission's agreements shall require the favourable vote of 60% of each of the two representations. The validity of their meetings shall require the prior summons to the coordinating officers of each of the parties. This requirement, in good time, will be made available to the Commission with the assistance of the four members of the business representation and two for each of the trade unions, which are signatories to the Convention.

The address of the social part is fixed at:

State Federation of Trade, Hostels-Tourism and Gaming of the General Workers ' Union (CHTJ-UGT):

Avenida de América, 25, 4. ª planta.

28002 Madrid.

juego@chtjugt.net

State Federation of Trade, Hotels and Tourism of CC.OO.

(FECOHT-CC. OO.):

Crystal Square Martos, 4, 3. th floor.

28015 Madrid.

fecoht@fecoht.ccoo.es

Confederation of the Workers ' Union Union (USO):

Calle Príncipe de Vergara, 13, 7. th floor.

28001 Madrid.

servicios@servicios.uso.es

The home of the economic party is fixed at:

Spanish Confederation of Game Entrepreneurs (CEJ):

Lagasca Street, 18, 1. º

28006 Madrid.

cejbingo@cejbingo.org

Article 82. Functions of the Joint Committee.

-Interpretation of all clauses of this Convention.

-Application of the agreed upon and monitoring of compliance.

-Follow up on those agreements whose development should occur in time and for the entire duration of the agreements.

-Mediation, arbitration and conciliation, in the event of a conflict between an undertaking and a worker, in the event of collective conflict, at the request of one of its organs, the immediate meeting of this Commission may be requested for the purposes of interpose their mediation, interpret what has been agreed and offer their arbitration.

-To elaborate and propose to the Administration the modifications and updates that are convenient to the Regulation of the Game of the Bingo for its best application and more exact agreement with the social reality of each time.

-Adopt new agreements that develop the agreement in this Convention, if circumstances so require.

-You will deposit a copy of the insurance policy provided for in this Convention. The economic update of the policy and the changes in its conditions, if any, shall be known to the signature of the Convention and thereafter on an annual basis.

-When in the application of the agreement, discrepancies are not soluble by the Joint Commission, the Joint Commission may refer the collective and individual conflicts, if it so determines to the mediation or arbitration of the V ASAC.

-In the event of disagreement during the period of consultations for the implementation of the provisions of this Convention, under the conditions laid down in Article 82.3 of the Staff Regulations, the discrepancy shall be submitted to the the Joint Committee shall have a maximum period of seven days in which to decide. If the dispute persists, the parties must submit the same to the mediation process, and in their case of voluntary arbitration, to the Interconfederal Mediation and Arbitration Service (SIMA) and the terms established by the V ASAC.

By means of relevant agreements, this Commission may delegate application, arbitration and oversight functions to lower-level Territorial Commissions that it can create.

TITLE FIFTH

Article 83. Autonomous solution of labor conflicts.

The parties agree to their full and unconditional adherence to the 5th Inter-Confederal Agreement on the Autonomous Settlement of Labor Conflicts (ASAC V); they are subject to the full support of the mediation bodies, and in their case arbitration, established by the Interfederal Mediation and Arbitration Service (SIMA).

In the lower sectorial areas, the negotiating parties may expressly adhere to the out-of-court or alternative systems for the settlement of labour disputes established in the field of the Autonomous Communities; (a) the extent to which the sector adheres to all the systems envisaged in these areas and which are signed by the employers ' associations and the most representative trade unions, by means of this Convention. Conflicts affecting more than one Autonomous Community shall apply to them the out-of-court system of state-wide labour disputes of the Interconfederal Mediation and Arbitration Service.

The Joint Commission may in each case designate the composition of the relevant mediation body, subject to the rules and procedures laid down in the ASAC V, acting within the Interconfederal Service of Mediation and Arbitration (SIMA).

Article 84. State Observatory of the bingos (OB) labor sector.

The parties signed or represented at the negotiating table of the Framework Convention taking into account the considerations and recommendations contained in the successive Interconfederal Agreements for Collective Bargaining, signed by the Spanish Confederation of Business Organisations (CEOE), the Spanish Confederation of Small and Medium-sized Enterprises (CESME), the Trade Union Confederation of Workers 'Commissions (CC.OO.) and the General Workers' Union (UGT), on the need to to deepen the instruments which promote cooperation between enterprises and workers, specifically in the sector of the state sector through the impulse of observatories, maintain in their field of the State Observatory of the bingos (OB) labor sector.

The maintenance of the state observatory of the bingos labor sector will allow the joint analysis, by the union representations and the business representation, in matters such as the position of the companies in the market, the administrative regulation of the activity of the game by the State and the Autonomous Communities, the technological development, the environmental questions, the employment, the training needs and those that the parts considering at every moment of interest for the bingos labor sector.

The social agents present at the State Observatory of the Bingos labor sector consider this instrument a joint way of participation and dialogue with the Public Administration, both in the State and in the Autonomous Communities, in defense of the interests of the bingos labor sector as a whole, as well as the society, seeking the dignity and recognition of the activity of the bingo game, developed in a responsible manner, as leisure and leisure service that generates employment and wealth, in contrast to the lacra that it assumes for the sector illegal gambling activity.

The State Observatory of the bingos sector shall be composed of the organizations that are signatories to this Framework Convention, with the following members:

Two members by the State Federation of Trade Workers, Hostels-Tourism and Game of the General Union of Workers-UGT.

Two members by the State Federation of Trade, Hostels and Tourism of Workers ' Commissions-FECOHT-CC.OO.

A member of the Service Federation of the Workers Union-USO.

Five members for the Spanish Confederation of the Game.

The Observatory will adopt its initiatives by consensus and will take its agreements unanimously.

Article 85. Equality Commission in the State Sector Sector of the Bingo Game Sector.

Within the Joint Committee, a 10-member Equality Commission is set up to appoint the business organisation which has five members; and the two trade union organisations which are signatories or represented in the the negotiating table of the Framework Agreement of Bingos, majority two members each, designating the remaining minority union a member; seeking a balanced and equal composition of women and men.

The Equality Commission will specifically assume and exercise the powers of the Joint Commission on matters relating to the equality of women and men in the field of work.

The Equality Commission will monitor the implementation of the equality measures provided for in this Chapter, as well as those in the lower-level collective agreements and the plans for equality. equality in companies in the game of bingo. To this end, it may obtain information from the negotiating parties to the agreements referred to above, as well as to the undertakings in respect of their equality plans.

Within the Equality Commission, new measures on equal treatment and opportunities for women and men may be proposed for inclusion by the Negotiating Commission, where appropriate, to the content of the Convention. State Framework of the Bingo Game Sector.

The Equality Commission will seek from the public authorities the incentive measures to encourage the voluntary adoption of equality plans, especially aimed at small and medium-sized enterprises in the game of bingo, provided for in Article 49 of the Organic Law for the effective equality of women and men.

Additional disposition first. Pairs in fact.

The same rights are recognised, including those relating to paid leave, which the Convention provides for spouses in marriage, persons, irrespective of their sexual orientation, who live in union with The invention relates to a method for the use of the same in the form of a method for the use of the same. Such certification may be replaced, in those populations where there is no official registration, by notarial act or municipal co-existence certification.

Additional provision second. Replacing the old-age concept with "ad personam".

The parties to this Convention agreed to abolish the personal complement of seniority, as set out in Article 36 of the Collective Agreement in force until 31 December 1999.

Employees who, on 31 December 1997, receive the supplement of seniority in accordance with the system provided for in the collective standard applicable for 1995/1996, will be replaced by an 'ad' supplement personam ", of a non-absorbable, non-absorbable, non-compensable nature.

1. The worker who, by 31 December 1997, was entitled to receive a supplement of seniority, that is, two or more years of stay in the company, will consolidate that amount, pro rata the days of excess which could result for months. complete.

Consequently the calculation of the "ad personam" add-on, will be done as follows:

N. Months Old (31/12797)

X	3%	X	Base Salary 1997
				24

2. This supplement will be increased in the following years, in the same percentage of annual percentage, to be agreed for each year's wage increase. Not being applicable for new hires of fixed staff.

3. This supplement will be earned, for workers who are entitled to it, together with the Base Salary in the extraordinary pagas, as the concept of "Antiquity" had previously been perceived.

4. The "ad personam" complement system replaces the concept of "plus of Antiquity" or "any other" that may have origin in the years of stay in the company, in the job, time in the service provision or any other of Similarly, in such a way as to fix such a supplement, no plusses arising from the above concepts can be agreed, nor will increases be made on the same, different from those of the update itself which is agreed as an increase salary.

Additional provision third. Commission for the adequacy of the professional classification system.

The parties undertake to set up a working group, representing the negotiating table and/or the parties to the framework agreement and the participation of the technicians and experts whom they will determine, which will have the the identification of the new games developed by the companies in the sector, and the influence they may have on the determination of the functions of the professional categories and the professional classification system.

Additional provision fourth. Application of the Convention.

In the cases referred to in the legislation in force, the convention may be applied, in the terms regulated in the Staff Regulations.

Additional provision fifth. Pay rise.

The economic increase for the year 2012 will be 0.5% and for 2013 of 0.25% according to the salary tables that are annexed that correspond to the years 2011, 2012 and 2013.

ANNEX

Pay tables

-Room Technicians

33.65

-Personal Rest

	Concepts	2011 - Euros
Base Salary (art.52):
-Annual Amount	12.547, 78
-Monthly Amount	836.52
Gratification (art. 57)	836.52
Plus (art. 58):
-Annual Amount	537.05
-Monthly amount (11 months)	48.82
-Personal cleaning (by effective work day)
Quebranto (art. 53):
-Annual Amount	185.89
-Monthly Amount (11 months)	16.90
Extraordinary Hours (art. 51):
-Game Technicians	13.28
11.25
-Services Auxiliaries	9.35
Plus of Day Prolongation (art. 54):
-Table Technicians	35.54
33.65
28.54
Plus of Nocturnity (art. 56):
-Monthly (12 months)	81.12
"ad personam" (disp. 2.)	Cuantia 2010
Plus consolidated convention (art. 55)	Cuantia 2010

-Room Technicians

	Concepts	2012 - Euros
Base Salary (art. 52):
-Annual Amount	12.610.52
-Monthly Amount	840.70
840.70
Plus (art. 58):
-Annual Amount	539.74
-Monthly amount (11 months)	49.07
-Personal cleaning (by effective work day)
Quebranto (art. 53):
-Annual Amount	186.82
-Monthly Amount (11 months)	16.98
Extraordinary Hours (art. 51):
-Game Technicians	13.35
11.31
-Services Auxiliaries	9.38
Plus of Day Prolongation (art. 54):
-Table Technicians	35.72
33.82
-Personal Rest	28.68
Plus of Nocturnity (art. 56):
-Monthly (12 months)	81,53
"ad personam" (disp. 2. ª.)	Increased 2011 Cuantia by 0.5%
Plus consolidated convention (art. 55)	Cuantia 2011 increased by 0.5%

842.80

-Room Technicians

	Concepts	2013 - Euros
Base Salary (art. 52):
-Annual Amount	12.642.07
-Monthly Amount	842.80
	Plus (art. 58):
-Annual Amount	541.09
-Monthly amount (11 months)	49.19
-Personal cleaning (by effective work day)
Quebranto (art. 53):
-Annual Amount	187.29
-Monthly Amount (11 months)	17.03
Extraordinary Hours (art. 51):
-Game Technicians	13.38
11.34
-Services Auxiliaries	9.40
Plus of Day Prolongation (art. 54):
-Table Technicians	35.81
33.90
-Personal Rest	28.75
Plus of Nocturnity (art. 56):
-Monthly (12 months)	81.73
"ad personam" (disp. 3.)	Increased 2012 Cuantia by 0.25%
Plus consolidated convention (art.53).	Cuantia 2012 increased by 0.25%