Having regard to the text of the collective agreement of the poultry and other livestock sector (Convention Code No 99002415011982), which was signed, dated 25 June 2012, by the ASEPRHU business organisations and APPE, on behalf of the undertakings in the sector, of the other, by the trade union organisations CC.OO and UGT, on behalf of the employees, and in accordance with the provisions of Article 90 (2) and (3) of the Law on the Statute of the Workers, Recast Text approved by the Royal Legislative Decree 1/1995, March 24, and at the 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, November 26, 2012. -Director General of Employment, Xavier Jean Braulio Thibault Aranda.

COLLECTIVE AGREEMENT FOR POULTRY FARMS AND OTHER ANIMALS

CHAPTER I

General provisions

Article 1. Object.

The Collective Agreement aims to regulate working and employment conditions and to maintain a framework of harmonious relations between companies and workers.

This Convention is based on equal rights and obligations without discrimination on grounds of sex, religion, colour, race, political or trade union ideology with the exception of the female sex of the rights inherent in maternity.

Article 2. Territorial scope.

The provisions of this Convention shall apply throughout the territory of the Spanish State.

Article 3. Functional scope.

Companies that develop the following activities shall be governed by this Convention:

1. Those that are dedicated to reproduction through the use of incubators, themselves or others, that sell newborn chicks, whatever their capacity.

2. Breeding farms which are engaged in the breeding and exploitation of defined breeds or breeds and whose production of eggs for hatching chicks and breeding parents are intended to supply and populate the facilities of other farms or rural poultry holdings.

3. Those engaged in the sale of fertile eggs to be incubated by the use of agents or any other ordinary commercial event.

4. The industrial incubation rooms which are used for the purchase of fertile eggs and for sale, either on a fee or on behalf basis, of the chicks born in their premises.

5. Holdings in ships or premises intended for the production, classification and processing of eggs or rearing of chickens.

6. Holdings engaged in breeding, breeding, breeding and fattening of livestock of any species, provided that they are not governed by another Collective Agreement. The allusions made in this Convention to birds must be interpreted with a comprehensive understanding of the exploitation of any type of animal.

Article 4. Personal scope.

The provisions of this Convention shall be subject to the provisions of this Convention all workers who provide their services to undertakings whose activities are covered by those described in the functional field with the sole exception of staff. In the absence of any other information, the Commission may, in the absence of any other information, be required by the Commission to take the necessary measures to ensure that the conditions for the application of the contract are not met. trade.

Article 5. Convention concurrency structure and rules.

Structure of Collective Bargaining in the Sector of Poultry Farms and other animals.

By virtue of this agreement and in accordance with Article 83.2 of the Workers ' Statute, the structure of collective bargaining in the poultry and other animals sector is articulated at the following levels: Convention nouns:

(a) State Convention on Poultry Farms and Other Animals: Its content regulates the general working conditions to be applied throughout the sector and with the validity of the Convention itself.

(b) Corporate Collective Agreements: The content to be negotiated in this bargaining unit shall be on the development or adaptation of matters of this State Convention, where it is established by reference. express. They shall also be subject to negotiation by means of collective agreements of undertakings, matters not covered by this State Sector Convention.

All above without prejudice to the provisions of Article 84.2 of the Workers ' Statute.

With the stated structure, the signatory parties consider sufficiently covered, within the statutory framework, collective bargaining in the poultry and other animal farms sector.

Concurrency rules:

This Convention has a priority application in each and every one of its contents with respect to other lower-level trading units, without prejudice to the provisions of Article 84.2 of the current Statute of the Workers.

Consequently, given the nature of the exclusive rule and in the interests of its singular nature, the matters which are established in this Convention may not be negotiated in lower trading units, either sectorial or company, except as set out in the preceding paragraphs.

Article 6. Temporary scope.

The Convention shall enter into force with effect from 1 January 2011, irrespective of the date of its publication in the "Official Gazette of the State", its duration being three years and for the period from this date and 31 December 2013.

Form and conditions of denunciation of the Convention:

This Convention shall be extended for periods of one year, provided that it does not mediate the timely denunciation, with a minimum of one month in advance. The representation making the complaint shall be communicated to the other party in writing and by way of evidence, in detail in the communication of the legitimation which it holds, the areas of the Convention and the matters covered by it. negotiation. The communication must be carried out simultaneously with the act of the complaint. From this communication, a copy, for the purposes of registration, shall be sent to the corresponding labour authority.

Maximum time for start of negotiation:

Once the Convention has been denounced, within two months of the communication, the Negotiating Commission will be set up. The receiving party of the communication shall respond to the proposal for negotiation and both parties shall establish a timetable or a negotiating plan, with the start of the negotiation within a maximum of one month from the date of the establishment of the Commission. Negotiating body of this Convention.

Maximum time for negotiation:

The maximum period for negotiation will be determined according to the duration of the validity of the previous agreement. This period shall be 12 months when the validity of the previous year has been two or more years, from the date of the end of the previous agreement.

Exhausted the maximum period for negotiation, the parties will be able to voluntarily adhere to the procedures of the Interconfederal Mediation and Arbitration Service (SIMA), in order to effectively solve the existing discrepancies. after the end of the maximum negotiation period without reaching an agreement.

The collective agreement will enter into force on the date of its signature regardless of its publication in the "Official State Gazette". Notwithstanding the above, their economic effects shall be rolled back to 1 January 2011. Companies shall be obliged to pay the salary differences within three months of the signing of this agreement.

However, regardless of the time spent in the negotiation of the agreement without reaching an agreement, the parties expressly agree that the entire content of this agreement shall remain valid and applicable. until the signature of a new convention to replace it is reached.

Article 7. More beneficial conditions.

The improvements agreed upon in this Convention as a whole and in annual computation are without prejudice to those in Conventions, clauses or situations currently implemented in the various nationalities, regions and provinces, involve more beneficial conditions in respect of agreed pacts, which will be in the interest of those workers who are enjoying them and in workplaces and enterprises which are also recognised as such.

The remuneration provided for in this Convention shall compensate for any other existing at the time of entry into force of this Convention, whatever the nature or origin of its existence.

The legal provisions involving an economic variation in all or any of the existing remuneration concepts or which involve the creation of new ones will only have practical effectiveness in terms of those considered in their entirety and in annual accounts exceed the total level of the latter, and should be understood, otherwise, absorbed by the improvements agreed upon.

CHAPTER II

Organization of the job

Article 8. Substantial changes to working conditions.

1. The management of the undertaking, where there are proven economic, technical, organisational or production reasons, may agree to substantial changes in working conditions. They shall be considered to have substantial modifications to the conditions of work, including those affecting the following matters:

a) Workday.

b) Schedule.

c) Shift work regime.

d) Remuneration systems.

e) The work and performance system.

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

It will be understood that the causes referred to in this article are met when the adoption of the proposed measures contributes to improving the situation of the company through a more adequate organization of its resources, than (i) favour its competitive position on the market or a better response to the demands of demand.

2. Substantial changes to working conditions may be of an individual or collective nature.

It is considered an individual character to modify those working conditions that are enjoyed by individual jobs.

It is considered as a collective nature to modify those conditions recognized to workers by virtue of collective agreement or agreement or enjoyed by them under a unilateral decision of the employer of effects collectives. The modification of the conditions laid down in the collective agreements covered by Title III of the Staff Regulations may be produced only by agreement between the undertaking and the representatives of the employees and the referred to in paragraphs (b), (c), (d) and (e) of the previous paragraph.

By way of derogation from the foregoing paragraph, no collective character shall be considered for the purposes of paragraph 4 of this Article, the functional and working time modifications which may be affect, within a period of 90 days, a number of workers less than:

a) 10 workers, in companies that occupy less than 100 workers.

b) 10 per 100 of the number of workers in the company in those who occupy between one hundred and three hundred workers.

c) 30 workers, in companies occupying 300 or more workers.

3. The decision of a substantial change of working conditions of an individual character must be notified by the employer to the worker concerned and his legal representatives at least 30 days before the date of his/her effectiveness.

In the cases provided for in paragraphs (a), (b) and (c) of paragraph 1 of this Article, and without prejudice to the provisions of Article 50 (1) of the Staff Regulations, if the worker is injured by the Substantial modification will be entitled to terminate your contract and to receive compensation of twenty days ' salary per year of service pro-rata for months for periods of less than one year and for a maximum of nine months.

Without prejudice to the enforceability of the modification within the time limit of effectiveness cited above, the worker who has not opted for the termination of his contract will be displeased with the business decision. challenge it to the competent jurisdiction. The judgment shall state the justified or unjustified amendment and, in the latter case, shall recognise the right of the worker to be replaced in his earlier conditions.

When in order to circumvent the forecasts contained in the following paragraph of this article, the company will make substantial changes to the working conditions in successive periods of ninety days in number less than the thresholds referred to in the last subparagraph of paragraph 2, without any new causes justifying such action, such new amendments shall be considered to have been made in law fraud and shall be declared null and void.

4. The decision of a substantial modification of working conditions of a collective nature shall be preceded by a period of consultation with the legal representatives of the workers of a duration of not less than 15 days. Such a period of consultation shall relate to the reasons for the business decision and the possibility of avoiding or reducing its effects, as well as the measures necessary to mitigate its consequences for the workers concerned.

During the consultation period, the parties must negotiate in good faith, with a view to reaching an agreement.

Such an agreement shall require the agreement of the majority of the members of the Committee or the Committees of Enterprise, of the Staff Delegates where appropriate, or of trade union representations, if any, which, as a whole, represent the majority of those.

After the end of the consultation period, the employer shall notify the employees of his decision on the amendment, which shall take effect after the deadline referred to in paragraph 3 of this Article.

Against the decisions referred to in this paragraph, it may be claimed in collective conflict, without prejudice to the individual action provided for in paragraph 3 of this Article. The interposition of the conflict will paralyse the processing of individual actions initiated until their resolution.

The agreement with the legal representatives of the workers in the period of consultation shall be without prejudice to the right of the workers concerned to exercise the option provided for in the second subparagraph of paragraph 3 of this Article. Article.

What is established in this article will be without prejudice to a higher-ranking law.

CHAPTER III

Working arrangements, working time, overtime and holidays

Article 9. Workday.

The working day agreed during the term of this Convention shall be one thousand seven hundred and eighty hours.

A day of departure shall mean an uninterrupted rest of at least one hour, in the case of continuous working hours, a rest period of not less than 15 minutes shall be established. The previously planned on-day rest period shall be considered as effective working time when, by individual or collective agreement between employers and workers, this is established or established.

Due to the perishable nature of the raw material and the product, it will be the private faculty of the company the organization in the centers of work in the most convenient days, establishing to such effects the schedules and shifts of work. Both schedules and shifts as well as the modification of the schedules shall be negotiated and agreed with the Business Committee or Staff Delegates such modification.

Article 10. Presence control.

The hours indicated in the working hours as the beginning of the day must be in a position to carry out the effective work, that is, with clothes, tools and other useful, and in the job, in the same way proceed at the end of the day.

It is understood that the time taken to collect and clean the tools is considered effective for these purposes.

Article 11. Extended working hours, overtime.

In the face of the serious situation of existing unemployment and in order to promote job creation, both parties agree on the desirability of reducing overtime in accordance with the following criteria:

1. Usual overtime: Reduction.

2. Overtime by force majeure: Given the special characteristics of the poultry activity, when problems of a pathological or preventive type of exceptional gravity occur, the working day will be prolonged until the tasks are completed. cited in the case of excess of working hours, which shall be paid as overtime.

3. Extraordinary hours required for unforeseen orders or peak periods of production, unforeseen absences, forecast of claims and other structural circumstances arising from the nature of the work concerned. All of this, provided that it is not possible to meet those needs for temporary or part-time hiring provided for by the Law.

From the performance of overtime motivated by force majeure and those provided for in point 3, they shall be reported on a monthly basis by the management of the company to the Staff Committee or Delegate.

Not to be taken into account, for the purposes of the maximum duration of the ordinary working day or for the calculation of the maximum number of authorized overtime, the excess of those worked to prevent or repair claims or other extraordinary and urgent damage, without prejudice to your credit as if it were overtime.

The number of overtime may not exceed two per day, fifteen per month and eighty per year, except as provided for in numbers 1, 2 and 3 of this Article.

Worker and company, by common agreement, in each specific case, may compensate for overtime the extraordinary hours realized, at the rate of two ordinary hours for each one of the extraordinary realized, by days average or complete. The breaks from the present must be brought to the attention of the company, at least 15 days in advance of its enjoyment.

Except compensatory rest, the remuneration of the extraordinary hour shall be calculated according to the following formula:

Base Salary + Personal Add-on	x 165%
Annual

Agreements agreed prior to the validity of this Convention shall be respected between undertakings and workers in excess of the minimum remuneration established here.

The personal supplement included in the above formula is the countervailing of the seniority of Article 21 of this Convention.

Article 12. Journey time.

Given the perishable nature of the matter transported, transport-related personnel will be able to extend the working day in certain cases, up to fifty hours a week while ensuring the necessary time for meals, that of the usual rest.

Given, equally, the difficulty of determining the hours actually worked outside the workplace, the day will be negotiated in each case.

The duration of the journey of transport personnel shall be compensated by agreement between the parties, by means of incentives and overtime, to be arranged in each case, depending on the kilometres travelled, category of vehicle, hours spread, birds and products distributed and other concepts, being able to use as modules one of them, several or all. These incentives, where they exist, will cover the amount of overtime.

Article 13. Exception of Sunday rest.

Companies within the functional scope of this agreement are excluded from the current legislation on Sunday rest.

However, the workers will enjoy 26 Sundays of rest per year and will be obliged to work on the remaining 26 Sundays, not being able to carry out work on more than three consecutive Sundays. This rule does not apply in cases where a different rotation is agreed between the parties.

Article 14. Holidays.

All staff affected by this Convention will enjoy a period of leave consisting of twenty-six working days per year. On Saturdays other than officially public holidays, they shall be understood to be working, although in fact, no work has been carried out in those days.

Staff entering the course of the year will be entitled to the proportional portion of the vacation according to the number of months worked, and the fraction of the vacation is calculated as a complete month.

The holiday period may not be replaced by economic compensation or accumulated from one year to the next, unless the holiday period laid down in the company's calendar coincides in time with a temporary incapacity. arising from pregnancy, childbirth or natural breast-feeding or with the period of suspension of the maternity contract and in these cases the right to enjoy the holiday on a different date, even if the calendar year is over.

All workers, with the exception of contract workers to replace absences on holiday, will have the right to enjoy twelve days of consecutive holidays in the period from 1 June to the September 30. The rest of the annual holidays will be distributed from Easter to the end of the Christmas holidays, except for the pact to the contrary between the workers and the company.

The holiday distribution table must be made in accordance with the needs of the service and at least two months before its start. The oldest will have preference over the most modern in case of discrepancies over the period of enjoyment, but once the oldest one has made use of his right, the next year, he will yield his primacy to that which followed him in antiquity, proceeding on a rotating basis on the following holidays. In any case the differences over the enjoyment of the holidays will be solved by the Courts of the Social.

The company will pay the outstanding monthly payment at the beginning of the payment.

CHAPTER IV

Exceed and licenses

Article 15. Excess.

Two classes are recognized, voluntary and forced.

None of these classes entitle the surplus to the service.

Voluntary leave may be requested by all workers who have at least one year at the service of the undertaking, provided that they are not engaged in any other work or self-employment or other activities of the same sector.

Requests for excess will be resolved within the month following your submission, and will be addressed within the demonstrable needs of the service.

Voluntary leave shall be granted for a period of not less than four months and not more than five years. To no effect shall the time of the same be computed. In order to benefit from another voluntary leave the worker must fulfil a new period of at least four years of effective service in the undertaking.

The right to reentry in the company will be lost if the deadline by which the excess was granted is not requested.

The re-entry will take place when the first vacancy in its category occurs.

Enforced leave will be granted in the following cases:

1. Appointment of a public office to be done either by decree or elective.

2. Exercise of selective charges in the trade unions, in the Social Security or agency of the Administration, which for their dedication to the same, make the assistance to the job impossible.

3. From the day following the last day in which he has been granted temporary incapacity and for the duration of the provisional invalidity.

4. Compulsory military service or voluntary service to anticipate compliance with the minimum duration of the service, and two more months to be counted from the date of licensing.

The reinstatement of the fixed worker from a forced surplus will determine the automatic termination of the interim worker who would have been hired to replace him, but the latter must be notified at least 15 days in advance and will enjoy preference for income in the company. The reinstatement shall take place within 15 days of the request.

Article 16. Licenses.

By warning of possible prior notice and proper justification for all personnel covered by this Convention, you will be entitled to receive paid leave in the following cases:

a) For the time of fifteen calendar days in case of marriage.

(b) For three days, which may be extended by one more day for every 100 kilometres of distance if the worker is required to move outside his residence and with a limit of five days, in the case of a wife's birth or serious illness or death of spouse, child, parents of one or other spouse, grandchildren, grandparents, siblings, whether they are consanguineos or related. For the above purposes, in any case, it shall be understood as a serious illness that requires hospitalization or surgical intervention.

c) For one day by moving from your usual address.

d) For the time indispensable for the fulfillment of an inexcusable duty of public and personal character. Where a legal or conventional standard is set out, a given period shall be the same as the duration of the absence and its economic compensation.

For the time established to enjoy general educational rights and professional training in the cases and in the regulated form in the legislation in force. Where compliance with the duty referred to above involves the impossibility of providing the work due to more than 20 per 100 of the working hours over a period of three months, the undertaking may pass on to the worker concerned with the situation of (a) the excess regulated in Article 46 (1) of the Staff Regulations.

In the event that the worker, by virtue of the duty or performance of the job, receives compensation, the amount of the same salary shall be deducted from the salary to which he was entitled in the company.

e) One day to attend the marriage of parents, children or siblings. For the purposes of this Convention, marital and family situations shall be considered, even if there is no canonical or civil marriage, those situations of a proven stable nature.

f) Two hours a month to accompany the wife, or the couple in fact duly registered in the Register corresponding to the medical examinations during the time of pregnancy, with the obligation on the part of the worker for the validity of such permission to submit to the company the corresponding optional supporting part of the cause of this license.

g) For the time indispensable for the carrying out of prenatal examinations and preparation techniques, when it is necessary to carry out the work day, the corresponding part must be presented to the company optional justification for the cause of this license.

(h) Workers, who are breastfeeding for a child under nine months of age, will be entitled to an hour of absence from work, which may be divided into two fractions. The duration of the permit will be increased proportionally in multiple birth cases. This permit constitutes an individual right of workers, men or women, but may only be exercised by one of the parents in case both work. The worker or worker, by his or her will, may substitute this right for a reduction of his/her working day in half an hour for the same purpose or accumulate in full days in the terms agreed with the company.

i) In cases of births of premature infants or who, for any reason, must remain hospitalized after delivery, the mother or father shall be entitled to leave work for an hour. They shall also be entitled to reduce their working time to a maximum of two hours, with a proportional reduction in salary.

(j) Who for reasons of legal guardian is aged for less than eight years or a person with a physical or sensory disability, who does not carry out a paid activity, shall be entitled to a reduction in the working day Also within this daily, with the proportional reduction of the salary between at least one eighth and a maximum of half of the duration of the one, it will have the same right who will need to take care of the direct care of a family member, up to the second degree of consanguinity or affinity, which for reasons of age, accident or disease cannot to be self-employed, and not to carry out paid activity. The reduction of the day referred to in this paragraph constitutes an individual right of workers, men or women. However, if two or more employees of the same undertaking generate this right by the same deceased person, the employer may limit his or her simultaneous exercise for justified reasons of operation of the undertaking.

k) The female victim of gender-based violence will be entitled, to make effective her protection or her right to comprehensive social assistance, to the reduction of the working day with a proportional reduction of her salary or to the reordering of the working time, through the adaptation of the schedule, the application of the flexible schedule or other forms of work time management that are used in the company.

CHAPTER V

Safety and health care

Article 17. Safety and occupational health.

A) Safety and hygiene: In all matters relating to occupational safety and health, the companies affected by this Convention shall apply the provisions of the Law 31/1995 on the Prevention of Occupational Risks and Regulations development, as well as the other Regulations of special application to the specific activity of the company. In any case, the presence of pregnant workers in toxic and dangerous jobs will be avoided.

1) The employer shall apply the measures which make up the duty of protection to the worker, in accordance with the principles of preventive action.

2) The worker is obliged to observe in his work the laws and regulations of safety and hygiene.

In the inspection and control of such measures which are enforced by the employer, the worker has the right to participate by means of his legal representatives in the workplace, if he does not have organs or specialised centres competent in the field under the legislation in force.

3) The employer is obliged to provide theoretical, practical, sufficient and adequate training in the field of safety and hygiene for workers who are engaged, or when they also work or have to apply a new job. (a) technical assistance which may cause serious risks to the worker himself or to his colleagues or third parties, either with his own services or with the intervention of the official services concerned. The worker is obliged to follow these lessons and to do the training when they are held within the working day or in other hours, but with the discount on those of the time spent on them.

4) The internal organs of the company responsible for security and, failing that, the legal representatives of the workers in the workplace, who appreciate a serious and serious probability of accident by the Failure to comply with the applicable legislation in this field shall require the employer in writing to take appropriate measures to remove the risk status; if the request is not addressed within four days, they shall be addressed to the competent authority; if the circumstances alleged are to be assessed, by means of a reasoned resolution; require the employer to take appropriate security measures, or to suspend his activities in the area or place of work or the hazardous material. You may also order, with precise technical reports, the immediate cessation of work if an accident is estimated to be serious.

5) If the risk of an accident is imminent, the cessation of the activities may be agreed upon by decision of the competent authorities of the undertaking in the field of safety or by seventy-five percent of the representatives workers in companies with discontinuous processes and all the same in those whose processes are continuous; such an agreement will be communicated immediately to the company and to the labor authority, which in twenty-four hours will cancel or ratify the agreed standstill.

B) Hygiene services: Workplaces will have sufficient and easily accessible drinking water. Any circumstance which makes it possible for drinking water to be contaminated shall be avoided. Water sources shall indicate whether the water source is suitable for consumption or not, provided that there can be doubts about it.

The working places will have, in the vicinity of the working and changing rooms, local toilet with mirrors, wash basins with hot and cold running water and in addition they must be provided with soap and towels.

Hot and cold water showers will be available in the changing rooms, when dirty, polluting or sweating work is usually done.

Locker rooms and lockers must be separated by sex, between men and women, with the necessary time being granted to companies so that they can undertake the necessary modifications to this effect.

The dimensions of the changing rooms, the rooms of the toilet, as well as the respective endowments of seats, lockers or lockers, hangmen, sinks, showers and toilets, must allow the use of these equipment and facilities without difficulties or inconvenience to the operators of the companies, the following rules shall be observed:

The number of toilets will be one for every 25 workers.

The number of mirrors will be one for every 25 workers.

The number of toilets will be one per 25 workers.

C) Medical Recognition: Workers affected by this Convention shall have the right and duty to a comprehensive and sufficient general medical review at least once a year. When handling or using corrosive, infectious, irritant, pulvigous or toxic substances, which in particular endanger the health or life of workers, recognition shall be carried out with the frequency required by each case and, at least two a year.

Companies will provide the means necessary for these reviews to be carried out, ensuring that they are carried out within the working day.

Both negotiating parties agree to establish a Joint Labor Health Commission.

Article 18. Garments and work equipment.

The companies will deliver to production staff two complete sets of working garments, composed of mono, shirt, cap or headscarf, suitable footwear and apron in incubation room, as well as warm garment for the workers who have to enter for reasons of work in cold rooms that remain in temperature as advised, and in the work centers in the provinces that the winter temperatures need. The delivery of garments will be made in October.

In any case, workers will respond to the misuse of the garments and tools that are given to them.

CHAPTER VI

Remuneration

Article 19. Remuneration concepts.

The remuneration of the staff covered by this Convention shall be composed of the basic salary and the allowances detailed and corresponding to the normal working day referred to in Article 9.

The add-ons alluded to are:

Staff: Set in the art. 21.

From job: Nocturnity and Penosity.

Periodic Expiration: Extraordinary pages.

Extraordinary hours, if any.

Article 20. Base salary.

The base salary of the personnel affected by this Convention is the one specified in the tables in Annex VI for each of the categories.

Article 21. Personal Add-on.

The "personal complement", consolidated by the workers at December 31, 2010, which brings its cause of the old complement of seniority, will experience the same increases as the base salary agreed upon in the Convention Collective. Such personal complement shall not be compensable or absorbable.

Article 22. Complement of Nocturnity.

The Nocturnity supplement during the term of this Convention shall be 25 per 100 of the base salary.

They shall be entitled to the receipt of the said supplement, those workers who work more than four hours of their journey in the period from twenty-two to six hours.

Those workers who perform less than four hours in night time will receive the complement of Nocturnity in proportion to the time worked.

It is excluded from the receipt of the expressed supplement, the nursery and monitoring staff who perform their function during the night and those hired expressly for night work, as well as recoveries. corresponding.

Article 23. Periodic expiration supplements higher than month.

Three extraordinary pagas are established for an amount each of thirty days of base salary and personal supplement for the disappearance of the antiquity, which will be collected, respectively, within the last ten In June, before 22 December and within the first half of March of the following year for which the financial year corresponds. Companies will be able to agree with workers ' legal representatives to prorate the March pay by twelve monthly instalments.

The staff who enter or cease in the company during the year will be paid the rewards in reason of the service time, computing the fractions of the month as complements. This same rule applies to campaign workers, casual or interim workers.

Staff with reduced working hours or working for hours will receive the gratification in proportion to the time worked.

Workers in a situation of sick leave, accident or leave shall receive the extraordinary rewards in the part that corresponds to them as if they were active for these purposes, provided that the conditions.

In extraordinary bonuses, the proportion of the non-unjustified assistance will not be due.

Article 24. Payment of assets.

The payment of the assets shall be made in accordance with the provisions of the Law. The payment of the salary sheet shall be compulsory at the time of payment.

However, and for exceptional reasons, the salary sheet for the payment made, may be delivered to the worker within 15 days of payment.

In companies with less than 50 employees, provided that there is agreement with the Staff Committee or the Staff Delegate, if applicable, the payment will be made by cheque, nominative heel or bank transfer, but in the latter Case, current account or worker's notebook credit, will occur at the usual date of payment.

CHAPTER VII

Hiring, Revenue, Ascensuses, and Months

Article 25. Recruitment.

The representatives of the workers and entrepreneurs, who are signatories to this Convention, understand the need to continue to deepen the regulation of hiring within the sector, adapting it to the reality of the the activity that is provided and intended to contribute to the competitiveness of enterprises and to the improvement of employment through the reduction of temporality and the rotation in it.

This is why companies in the sector will limit temporary employment in their work centres, so from 1 January 2011, temporary contracts will not be higher than 25% of the workforce. This percentage of 25% will not affect newly created companies for the first three years from the date of their registration as employers in Social Security, as well as the hiring of all the companies of the sector for the replacement of workers in temporary incapacity and holidays, and in the case of start-up or extension of new lines or production processes to their consolidation with a maximum of three years.

Nor will this percentage be applicable to companies which, in the previous year, have exceeded 10% of absenteeism, and the enjoyment of annual leave, the absence of work accidents, the enjoyment of annual leave is not considered to be an absenteeism. paid leave and the period of maternity leave, as well as the credit union hours of the legal representatives of the employees.

The recruitment of staff referred to in Article 4 of this Convention shall be made in writing and all matters relating to the types of contracts, duration, suspension and termination of contracts shall be governed by the provisions of the legislation in force at any time, with the following particularities:

A) Training contracts.

a) Practices work contract:

May be held for all categories included in the professional groups, as shown in Annex VI.

The duration of this contract may not be less than 6 months or exceed 2 years. If the contract has been concluded for a period of less than 2 years, the parties may agree to extend the contract, not being the duration of the contract for a period of less than 6 months or exceeding the total duration of the contract for 2 years.

The remuneration of the worker shall be 70% and 80% during the first and second year of the term of the contract, respectively, of the salary fixed for a worker who performs the same or equivalent job.

b) Contract for training and learning.

May be held for all categories included in the professional groups, as reflected in Annex VI.

The minimum duration of this contract will be 6 months and the maximum duration of 2 years. In the case of hiring less than 2 years, extensions may be agreed for minimum periods of 6 months without exceeding 2 years.

The worker's remuneration will be 75% for the first year, and 85% for the second year of the contract, respectively, for the salary set in this agreement for a worker who performs the job or job work subject to the contract, in proportion to the effective working time.

B) Fixed duration contracts.

So agree:

a) Contract for the given work or service:

Contracts of this nature may be arranged when the worker is to perform any of the jobs that are determined below:

-Construction, extension, rehabilitation of works in general.

-Assembly, commissioning, and repair of:

-Machinery and equipment.

-Transport elements.

-Activities related to organizational, industrial, commercial, administrative and service processes, such as:

-Centralization of tasks dispersed in other job centers.

-New production line.

-Quality control.

-Research and development.

-New product or service.

-Market studies and surveys.

-Advertising.

-Opening new markets or distribution zones.

-Implementation, modification or replacement of computer, accounting, administrative and personnel management and human resources systems.

-Other activities, which by analogy, are comparable to the above.

b) eventual contract due to market circumstances, accumulation of tasks or excess orders:

The use of this type of contract must be of a causal nature, with the definition of criteria and conditions for its eventual use.

The maximum duration of these contracts will be 12 months, within a period of 18 months, counted from the time these causes occur. If they are designed for less than 12 months, they may be extended by agreement of the parties, but without exceeding the sum of the contracted periods, the 12 months, and shall be carried out within the period of 18 months of the maximum limit.

On completion, fixed-term or temporary contracts, including training contracts, and in order to facilitate stable placement, may be converted into employment contracts for the promotion of employment. Undefined in the current regulations.

Article 26. Test period.

New income personnel will be provisional during a variable test period whenever written, depending on the nature of the work to be performed, according to the following scales:

Graduates: Six months.

Unqualified staff: One month.

Rest of staff: Three months.

The temporary disability situation will interrupt the test period, if it is agreed.

During the periods indicated, both the worker and the company may withdraw from the test or terminate the contract without prior notice or right to compensation.

The worker shall enjoy, during the probationary period, the remuneration corresponding to the professional category of the work in which he has been classified. The test period shall be computed for the purpose of seniority.

Exceeded the test period the worker will become dependent on the company with the appropriate category in each case.

Article 27. Promotions.

All company personnel will have, on an equal basis and with the exceptions that are then noted, a right of preference to fill existing vacancies in any of the professional groups of the company.

The promotions will be carried out according to the rules expressed in the following articles:

Technical personnel: vacancies of technical personnel shall be freely covered by the titles corresponding to the professional competence and the means of organization and command specified by those appointed to cover the post. vacant.

Administrative staff: Administrative staff vacancies will be covered according to the following rules:

(a) The vacancies of the first administrative heads shall be filled by the staff of the undertaking or employed by it, freely designated by it.

(b) The remaining vacancies of administrative staff shall be provided by seniority, after examination of aptitude, among those belonging to the lower immediate category. The post of Cajero, which will be freely covered by the company, is excepted.

Commercial Personnel: Commercial personnel vacancies will be covered according to the following rules:

a) The vacancies of Heads of Purchasing or Sales and of Delegate or Agents of Purchasing or Sales will be provided freely by the company.

b) The vacancies of Repartidors and Helpers will be covered in the same way as those of the workers ' staff.

Helpers will be able to ascend to a higher category, if the three years of stay in the category demonstrate the training and knowledge necessary for this.

Deputy Staff: The Conserje will be freely appointed by the company among the Porters. The seats of the latter category shall preferably be provided within the undertaking between their employees who have suffered accidents or incapacity and are not entitled to a subsidy. The remaining staff of this category will be free to choose the company among the staff who apply for the vacancies, and if there are no applications, among the staff outside the company.

Workers ' Staff: The vacancies of this group will be covered by seniority within each specialty, among the staff of the immediate lower category and whenever the one to whom it corresponds is declared fit in the test eminently practice to be submitted to him. In the absence of suitable personnel, they will be covered with personnel outside the company.

When the places to be covered correspond to an aptitude test, the companies will announce, in their respective job centers, a notice of no less than two months from the date of the test. The vacancies or posts to be filled, the dates on which the exercises are to be carried out, the programme to be carried out, the conditions required for the purpose of the exercise, the form of their conclusion, the merits, the diplomas, diplomas or other requirements which they deem to be preferential, in order to accredit the professional capacity of the persons concerned. All the above mentioned ends, except for vacancies and the date of the tests may be included, as a general rule in the Company's Rules of Procedure.

Qualifying Courts: The Courts that will judge the contest or aptitude test, for income and promotions, will be presided over by the person who appoints the Company's Directorate and will be part of the same two Vowels, on behalf of staff, who shall have the same or higher professional status as those corresponding to the places to be covered.

Article 28. Ceses.

Workers who voluntarily cease at the service of companies will be obliged to bring them to the attention of the companies, fulfilling at least the following periods of notice:

Technical, administrative, and commercial personnel: One month.

Subalternate and Workers ' Staff: Eight days.

Otherwise, you will lose as a penalty one day of salary for each day of delay in the notice of liquidation that is practiced or as far as it reaches this.

Article 29. Functional and geographical mobility.

In functional and geographical mobility, the provisions of Articles 39 and 40 of the Staff Regulations, but workers resident in different locations belonging to the same company, will be available. they will be able to arrange their jobs.

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, to have the undertaking vacant in any other of its workplaces.

In such cases, the company will be obliged to communicate to the worker the vacancies existing at the time or those that could be produced in the future.

The transfer or change of work 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.

CHAPTER VIII

Professional Classification System

Article 30. Management of the Professional Classification.

All companies are obliged to make the templates of their fixed staff by pointing out the total number of their employees, which includes each professional category with separation and specification by groups and subgroups.

Within the initial and successive template, companies may write down the vacancies that occur, without prejudice to the promotion of the existing staff by the access path: It shall be made at least every two years and shall not be the situation and rights acquired by each of the employees who are part of the company.

In the administrative staff templates the first, second, and auxiliary officers will each save the ratio 20, 30, and 50 per 100, respectively.

In workers ' staff templates the number of helpers shall be no more than 60 per 100 of the total.

All undertakings shall, on a single or working basis, provide for the steps of their staff in which at least the following information shall be provided for each of the fixed workers:

a) Name and last name.

b) Date of birth.

c) Date of entry into the company.

d) The professional category to which you are attached.

e) Date of appointment and promotion to this category.

f) The date of the next increase by the age complement.

g) Order number.

The order of each worker in the scales will be determined by the date of discharge in the respective professional category within the group or subgroup concerned. In the case of equality, the age of the undertaking shall be decided, and if it is the same, the worker's oldest age.

Annually the companies will publish the steps for the knowledge of the personnel who will have a period of thirty days, from that publication, to claim before the company on the situation that in the same one has assigned. If the complaint is rejected, the complaint may be filed within 15 days before the Working Jurisdiction.

If the company does not reply within sixty days to the claim of the worker referred to in the previous paragraph, it is understood that it accesses the request made.

Article 31. Definition of professional groups and categories:

Professional Group A) Technical Staff:

1. Technical graduates above. They are those who hold an official professional title, of a university character, or of a Higher Technical School, perform in the undertakings their own functions and are paid exclusively or preferably by means of a salary or a lump sum and without being subject, therefore, to the usual scale of fees in their respective profession when they are contracted by the company in line with its professional title.

2. Technical graduates Media. They are those who hold an official professional title of average grade in the companies ' own functions and are paid exclusively or preferably by salary or on a flat-rate basis, and without any subsequent subjection, to the scale of the habitual fees of their respective profession, being hired by the industries because of their professional title.

3. Diplomatic Technicians. They are those who, possessing a diploma issued by Institutes or other Bodies, carry out, within the industry, specific functions for which they have been hired under their diploma.

4. Non-qualified technicians. This category includes technical personnel who, without the need for official title, because they do not require the work they perform and are not legally necessary, are dedicated to the performance of their special knowledge functions.

Within this category will be included:

4.1 Charged: They are the ones with sufficient professional capacity and the orders of the employer or the technician, with command on the workers ' personnel direct and monitor the works, being responsible for the form of their execution and the discipline of the personnel concerned.

4.2 Laboratory auxiliaries: They are those in the laboratory who perform functions lacking technical responsibility, helping their superiors in jobs that can have a quick check and always under their supervision.

Professional Group B) Employees:

1. Administrative employees.

1.1 Head of First: It is the employees who have the responsibility and direction of one or more administrative sections, printing them unit, directing and distributing the work.

1.2 Heads of the second: They are the employees with or not of limited power which, if any, carry out works of higher category than the Officers, being in charge of orienting or giving unity to the the section or dependency they direct, as well as to distribute the jobs among the staff who are dependent on it.

1.3 First Officers: They are the employees who are in charge of a given service, within which they exercise initiative and have responsibility-with or without other employees to their orders-and which perform in particular some of the the following functions: Cash and payments, without signature or bond; statistics; transcription in current account books, daily, major and corresponding; writing and correspondence with own initiative and other analogues.

Computer Programmers in computer science jobs will be included in this category in classic electronic computer mechanization equipment.

1.4 Second Officers: These are the employees who, with the initiative, carry out certain functions of accounting, box and interveners, transcription of auxiliary books, correspondence, organization of files or files, invoice writing, social insurance, files and other similar work. Taquimecanographs shall be included in this category.

Classic and Verificator Machine Operators as well as Perforists will be included in this category.

1.5 Auxiliary: These are those employees over the age of eighteen who dedicate themselves, within the offices, to administrative elementary operations and, in general, to the purely mechanical ones, inherent in the work of those. In this category, the Mechanographers of both sexes are understood. They may also perform other functions not strictly bureaucratic, such as weighing, scoring weights and checking stocks.

The Telefonistas will be included in this professional category, as well as those employees who carry out elementary and ancillary work related to the computers or classic machines of mechanization.

2. Commercial Employees.

2.1 Sales or sales managers: These are the employees who, with or without the company's vehicle, travel through the areas or regions indicated to them, in order to control, monitor and encourage the commercial management of Corredores, Repartidores and other agents or representatives, as well as visiting clients, promoting purchases or sales, managing delinquent transactions or any other mission that is directly assigned to them related to the sale and distribution of the company's products. Where he remains in the job, he may be employed in statistical tasks, various checks or similar work. This category will have the assimilation of the Chief Administrative Officer.

2.2 Delegates or Agents of Purchasing or Sales: They are the employees who with practical knowledge in the matter, initiative and responsibility carry out the purchases or sales that are entrusted to them. They shall be treated as First Administrative Officer.

2.3 Repartidores: It is the workers who have as the main function to perform the distributions and deliveries of products to the customers of the company, they take note of the orders that they make and take charge of the collection and the settlement of the spot sales which are entrusted to them. Carry out the loading and unloading of the vehicle assigned to you, being able to be the driver of the vehicle, in which case it will take care of its conservation, cleanliness and good presentation. When your work does not absorb the full day, it may be used for other tasks in the company. They shall be treated as a first official of several.

2.4 Repartidor Assistants: They are the ones that the Repartidor's orders help the same in their role. Where their work does not absorb the full day, they may be used for other appropriate tasks within the undertaking. They will be assimilated to the workers ' staff.

Professional Group C) Subalterns:

1. Concierge: They are the ones in charge of the surveillance and discipline of personnel performing subaltern functions.

2. Store: They are the subaltern responsible for dispatching orders in the warehouses, receiving the goods and distributing them conveniently so that they do not experience demerit in their storage and are easily placed, as well as register in the books or tokens the movement that took place during the day and decree the supplies.

3. Warehouse Mozos: They are the ones who, at the orders of the Warehouse, help this one in the functions proper to his office.

4. Collectors: It is the junior underlings who have as usual occupation the realization of collections and payments, outside the center of work for account and order of the company.

5. Pesadores or Basculeros: They are the operators who have as their sole mission regret and record in the books or parts corresponding to the operations that have occurred during the day in the heavy ones that have been entrusted to them.

6. Guards or Night Watchers: They are the ones who have as their sole mission functions of order and surveillance, lacking the title of Vigilante jury of industry and commerce, taking care, mainly, the access to the farm of the strange staff to the same.

7. Goalkeepers: They are the ones who receive instructions from their superiors to take care of the accesses to the factory or offices, they perform functions of custody and surveillance.

8. Cleaning staff: They are the workers in charge of the services of grooming in general and the cleaning and care of the premises of use for office.

Group D) Personal Workers:

1. Officer: It is the operator that at the orders of the businessman or of the Encharged performs any of the functions within its section.

2. Specialist: It is the operator who at the orders of a superior performs certain operations within his or her section, which can be incubation, upbringing, care, food, drink, selection with a certain degree of specialization.

3. Assistant: In this category, the operators who at the orders of their superior perform functions for which physical effort is mainly required, namely: Loading and unloading transports, weighing, conservation and cleaning of the premises and the tooling.

2. Of miscellaneous trades.

2.1 Office of the Office: These workers are considered to be those workers who, after an apprenticeship, carry out works of a classical trade such as Mechanics, Electricians, Masons, Carpenters, Plumbers, Hojalateros, etc. These professionals are defined as follows:

2.1.1 First Officers: They are the ones who possess one of the classical trades practice or apply them with such a degree of perfection that not only allows them to carry out general works of the same, but also those who assume special pawn and delicacy.

2.1.2 Second Officers: These are those without the required specialization for the perfect jobs, they execute the corresponding to a certain trade with sufficient correction and effectiveness.

2.2 Help: They are the ones who are executed by an Officer for the operations they are assigned by each of them in their specialty.

3. Transport.

3.1 Vehicle drivers: They are the ones driving the vehicles of the company, taking care of their care and entertainment, collaborating and directing the loading and unloading of the same.

3.2 Vehicle Drivers: They are the workers who at the orders of the driver of the vehicle, execute operations that entrust them with regard to the care and entertainment, as well as in the realization of the loading and unloading of the vehicle.

CHAPTER IX

Trade union action

Article 32. Business Committee.

a) General functions:

1. Represent all company workers to the same.

2. It will have legal capacity for collective bargaining within the same company.

3. The assembly of workers may be convened after communication to the employer and subsequent acknowledgement of receipt with forty-eight hours in advance guaranteeing order, the non-disturbance of the production process and the absence of persons outside the company that do not have authority to it.

4. They will be able to exercise freedom of expression within the companies in the matters of their representation, being able to publish or distribute, without disturbing the normal development of the production process, those publications of work interest. or social, communicating all of this in advance to the company and exercising such tasks in accordance with the legal standard in force.

b) Labor relations:

1. You will be informed or will be able to collaborate on issues related to:

Training and promotion of staff.

Wages.

Awards and penalties.

Accidents at work.

Professional diseases.

Permissions.

Faults.

Social works.

Absenteeism.

c) Safety and occupational health: It will collaborate in carrying out the accident prevention plan that is drawn up as a result of the reports emerging from the Committee on Safety and Health and/or the Staff Delegate.

d) Organization of Work: Vigil strict compliance with legal regulations in matters related to:

Schedule and working time (as referred to in Article 9 of this Convention).

Distribution and holiday control.

Prolongation of the day (as referred to in Article 11 of this Convention).

Holiday calendar (bridges, party changes).

General classification.

Category change.

e) Personal: You will be informed by the company of the evolution of the template (casualties, transfers, additions, etc.).

f) Production and market: You will be informed by the company of:

Labor productivity level.

General production march.

Market Outlook.

The information in all these paragraphs will be given by the company to the Committee with a minimum quarterly frequency.

Article 33. Union guarantees.

The companies affected by this Collective Agreement will respect the following guarantees:

(a) They shall have a credit of monthly paid hours each of the members of the Staff Committee or Delegates in each working centre for the exercise of their representation functions according to the following scale:

Companies up to 100 workers, fifteen hours a month.

Companies from 101 to 250 workers, twenty hours a month.

Companies of 251 up to 500 workers, thirty hours per month.

501 companies up to 750 workers, thirty-five hours a month.

Companies of 751 workers going forward, forty hours a month.

The Prevention Delegate will have the same hours as the other staff delegates who form the Committee according to the number of workers they represent.

The components of the Committees of Enterprise or Delegates of Personnel members of a trade union plant may yield the aforementioned hours in order to be accumulated in favor of one of their colleagues of central and committee, referring to the month in progress and by warning at least ten working days in advance of the Company's management.

Likewise, union representatives will be able to accumulate the credit of paid monthly hours, by quarters, by advising and supporting the company's management, ten days in advance, the attendance of training courses organised by trade unions, training institutes and other bodies, as well as other trade union activities.

The excess over the same will not be computed within the legal maximum of hours due to the designation of the Staff Delegates or members of the Business Committee as components of the Negotiating Commissions of the Collective agreements in which they are affected and as regards the holding of official sessions through which such negotiations take place and where the undertaking concerned is affected by the field of negotiation referred to.

(b) Companies will respect the right of all workers to be freely stated, they will admit that workers affiliated to a trade union can hold meetings, collect quotas and distribute union information outside the hours of work and without disturbing the normal activity of the undertakings; they may not subject the employment of a worker to the condition that he does not take hold or give up his membership or trade union activity. The trade unions may send information to all undertakings in which they have sufficient and appreciable membership, in order for it to be distributed outside the working hours and without, in any event, the exercise of such a practice. interrupt the development of the process. In the workplace, there will be bulletin boards in which the duly established trade unions may insert communications, to which effect they will direct copies of the same prior to the address or ownership of the centre.

In those job centres with a workforce exceeding 100 workers and when the trade unions or central banks have obtained 10 per 100 of the votes in the choice of the Enterprise Committee, the representation of the union or central will be held by a Delegate. The trade union which claims to have the right to be represented by personal ownership in any undertaking must prove it to the union in a feisty manner, recognizing that the latter, acting as a delegate, must be satisfied with all the effects.

The Trade Union Delegate must be an active worker of the respective company and chosen by and among its members in the company. It shall preferably be a member of the Enterprise Committee.

c) Functions of Trade Union Delegates:

1. Represent and defend the interests of the union to whom it represents and of the members of the union in the company and serve as an instrument of communication between its trade union centre or trade union and the management of the respective companies.

2. You will be able to attend the meetings of the Business Committee, the Committee on Safety and Health and the Joint Committees for interpreting with a voice but without a vote.

3. They shall have access to the same information and documentation as the company must make available to the Committee of Enterprise, in accordance with the provisions of the Law, being obliged to keep professional secrecy in the matters in which they are legally proceed. They will hold the same guarantees and rights as recognized by the Law and Collective Agreements to the members of the Enterprise Committees.

4. They will be heard by the company in the treatment of those problems of a collective nature that affect the workers in general and the members of the union.

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

About layoffs and penalties that affect union members.

In terms of template restructurings, employment regulations, workers ' movement, when magazine collective or general work, and especially project or business action that may affect substantially to the interests of the workers.

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

6. They will be able to collect fees from their affiliates, distribute union propaganda and hold meetings with them, all outside of effective working hours.

7. In order to facilitate the dissemination of those notices which may be of interest to the members of the union and to the workers in general, the company will make available to the union a notice board to be established within the of the undertaking and instead of ensuring, as far as possible, adequate access to it by all workers.

8. In the case of meetings, both parties, as regards the procedure, will adjust their conduct to the current legal regulations.

9. In those institutions where this is materially feasible and where a staff of more than 100 employees is held, the Directorate of the Company shall facilitate the use of a premises in order to enable the representative of the trade union to carry out the functions and tasks that correspond to you.

10. Delegates will have their tasks to perform the functions that they are of their own.

11. Union quota: The worker concerned in which the amount of the union fee is deducted from the monthly payroll shall send to the Management of the undertaking a letter in which the discount order, the central or the trade union shall be clearly expressed. which belongs, the amount of the fee as well as the number of the savings bank account or book to which the corresponding amount must be transferred. The undertakings shall carry out the following actions, unless otherwise specified, for periods of one year.

The Company's Management will deliver copy of the transfer to the union representation in the company, if any.

12. Excess: You may apply for the status of excess that worker who holds a union position of provincial relevance at the level of the secretariat of the respective union, and national in any of its modalities. You will remain in such a situation as long as you are in the exercise of that position, returning to your company, if you request, within one month at the end of your performance.

13. Participation of the negotiations of Collective Agreements with the Trade Union Delegates or national offices of national relevance in the nationally established power stations, and participating in the Collective Agreements Negotiating Committees, maintaining their (a) to be linked as an active worker of a company, they will be granted paid leave for them in order to facilitate their work as negotiators and during the course of the above negotiation, provided that the company is affected for the negotiation in question.

CHAPTER X

Multiple Provisions

Article 34. Obligations of employees.

Workers, in consideration of the concerted economic and labour conditions, undertake to:

Provide your job with normal, correct performance.

Take care of birds, facilities, tools, tools, and garments, made available to you.

Use of individual and collective means of protection in accident prevention.

Respect mediation and jurisdictional procedures in individual and collective claims.

Comply with the regulations set out in Annex 3 to this Convention to reduce labor absenteeism.

Article 35. Penalties.

It is up to companies to impose sanctions according to the legal regulations in force at any time.

The penalty of the faults shall not require more formal requirement than to communicate it in writing to the worker, stating the facts that motivate it and the date of its effects, taking into account in any case the provisions of paragraph a) Article 68 and Article 60 of the Staff Regulations.

Article 36. Joint Commission.

A Joint Commission, composed of eight members, will be set up, of which four will correspond to trade union organisations and four to business organisations, whose roles and responsibilities will be the following:

1. Knowledge and resolution of how many issues of application and interpretation of the Convention are subject to it.

2. Knowledge and resolution of discrepancies after the end of the consultation period in terms of substantial modification of working conditions or non-application of the wage regime of the Convention, if required for this purpose.

3. Intervention in cases of substantial modification of working conditions or non-application of the wage regime of the Convention, where there is no legal representation of workers in the company and so required for this.

4. Monitoring of all the agreements adopted in the Convention.

5. To issue a resolution, on the consultations referred to in relation to the activity of a particular sub-sector or undertaking and whether they are linked or not, to the functional scope of this Convention.

To ensure the speed and effectiveness of the same and the safeguarding of the rights affected, the following procedures and deadlines for action by the Joint Committee are established.

The corresponding information, communication and/or request for intervention of the Joint Commission will be sent in writing and for the purpose of notifications and calls to the headquarters of the Association of APPE, in the street Diego de León, No. 33 in Madrid.

Received such information, communication and/or request for action addressed to the Joint Committee, it shall be forwarded to the other signatory organisations of the Convention within a period of not more than two days, proposal of dates for your treatment. However, a maximum period of intervention by the Joint Commission of 15 working days has been established since the request for action was received.

If, once the Joint Committee has been convened, the discrepancies within that committee have been maintained or the said term has been completed, the Joint Committee has not met, the parties shall be subject to the non-judicial systems of corresponding conflict resolution.

Article 37. Accession to the 5th Agreement on the Autonomous Solution of Labour Conflicts.

In compliance with the provisions of the Fifth ASAC and on the basis of the provisions of Article 92.1 of the Workers ' Statute, the signatory parties to this Convention agree to adhere in full and without any conditions. the ASAC, as well as its implementing Regulation, linking accordingly to the totality of the workers and companies included in the territorial and functional areas they represent.

Article 38. Early retirement and partial retirement with a replacement contract.

A) Early retirement: In accordance with what is established by Royal Decree 1194/1985 of 17 July, and for the case of workers with sixty-four years of age belonging to all categories of work In order to qualify for retirement with 100 per 100 of the rights, the undertakings included in this Convention are obliged to replace each worker who opts for retirement by another worker who is entitled to any of the benefits unemployment or young claimant of first employment, by means of a contract of the same nature to be extinguished.

Employees of the Technical, Administrative and Commercial group who wish to benefit from the early retirement referred to in this paragraph must apply to the company after the age of sixty-four years. The company will, within 15 days, accept or not accept the proposal for early retirement. If it is accepted, the employment of another worker who is entitled to any of the unemployment benefits or young claimant of first employment shall be employed, by contract of the same nature as the extinguished, that is, fixed campaign, or fixed duration.

In one and the other, the application of the work performance by the new contract, may be carried out by the company, in the workplace other than the one in which the retired worker paid for his services.

B) Partial retirement and relief contract:

Workers meeting the requirements set out in Article 166.2 of the General Law on Social Security, Article 12 (6) and (7) of the Workers ' Statute and the R.D. 1131/2002 may agree with the company access partial retirement in the following terms:

The worker concerned will have to request it in writing to the Company's Directorate at least 6 months in advance of the date of entry into the partial retirement situation. Workers with qualifications and specialised qualifications must apply for a year in advance.

With respect to applications that meet the above requirements, the Company's Management will decide whether or not to access such a request and if the partial retirement petition is accessed by another low-income worker. the replacement contract temporary mode.

With regard to the recruitment of relievist, the company's management will determine the totality of the hiring conditions respecting the provisions of Article 12.7 of the Workers ' Statute.

The reduction in working hours and pay may be 85 per 100 when the contract of relief is completed with an indefinite duration, unless the company and the worker agree on a lower percentage.

As for the workday to be performed by the retired worker, it will be mutually agreed and the schedule to be performed will be determined, adjusting to the following:

The day will be the business of the company and, therefore, it will not be possible to fix intermittent or isolated working days, except pact between the company and the partially retired worker.

In any case, the partially retired worker will be assigned functions in accordance with his or her professional category and experience.

Since the commitments under this clause have been adopted under the current rules contained in Article 166.2 of the General Law on Social Security, Article 12 (6) and (7) of the Statute of the European Communities. Workers and RD 1131/2002, in the face of any modification of the above rules, the parties undertake to renegotiate this clause by assessing the new conditions that can be legally established.

Article 38a. Forced retirement.

Workers who meet the ordinary retirement age laid down in the Social Security regulations, and who at least have the minimum contribution period covered by the minimum rate of contribution, which allows them to apply a percentage of 80% of the base (a) the amount of the pension, as well as the rest of the requirements laid down by the legislation to have pension rights in the form of a contributory pension, must be reduced in the company by retirement. If the above mentioned percentage were legally modified, it would automatically be referred to where the new legal provision was established.

In this respect and in order to maintain the policy of stability in employment, when a worker retires compulsorily on the basis of the provisions of this article, the company will transform a temporary contract into a contract indefinite. The objective criteria will be agreed in the company, in default of pact with the legal representation of the workers, it will be the one that has greater seniority in the professional category to cover.

Article 39. Decreased capacity.

Subject to the current legal regulations, and in what is not opposed, all those workers who, by accident at work or occupational disease with reduction of their physical or intellectual faculties, suffer a (a) the Commission shall, in accordance with the conditions laid down in this decision, take the necessary steps to ensure that the conditions are met. In these cases, the salary to be paid to the worker in his new situation shall be that assigned to the professional category in question, in any case respecting the salary that he has been enjoying before the incapacity has occurred and the increases seniority to be calculated on the new salary basis.

CHAPTER XI

Equal opportunities

Article 40. Equal opportunities.

In accordance with the provisions of Law 3/2007 for the effective equality of men and women, companies falling within the scope of this Convention will be obliged to respect equal treatment and equal opportunities. the work area and, for this purpose, will take the measures aimed at preventing any kind of employment discrimination between men and women, measures which will negotiate and, if necessary, agree with the workers ' representatives, in the form that be determined in the labour law.

In the case of companies with more than 250 employees, companies will be obliged to negotiate, develop and implement equality plans. These plans will be used in an ordered set of measures, adopted after a diagnosis of the situation, aimed at achieving equality of treatment and opportunities between men and women in the enterprise and eliminating the discrimination on grounds of sex. These equality plans will contain, inter alia, the following subjects: access to employment, professional classification, promotion and training, remuneration, working time, work, personal and family reconciliation, and prevention of harassment on the basis of sex. The plans will also set out the concrete objectives to be achieved as well as the monitoring and evaluation systems for them.

CHAPTER XII

Environmental protection

Article 41. Environment.

The parties to this Convention consider it necessary for companies to act in a responsible and respectful manner with the Environment, and for this purpose companies will put in place effective objectives, programmes and environmental management, promoting the reduction of energy consumption, water consumption and the consumption of paper and other consumable goods, as well as the selective collection of waste, increasing the awareness of workers.

CHAPTER XIII

Final Provisions

Article 42. Indivisibility of the Convention.

The agreed conditions form an indivisible whole so that the application of one or more rules cannot be intended, with the rest of the rest, but that all the effects must be applied and observed in their entirety.

If, in whole or in part, any article of this Convention is declared null and void by the competent labour authority, the Joint Commission shall remedy the deficiencies observed, and if there is no agreement, conduct a new negotiation.

Article 43. Compensation in the event of death or invalidity due to accident.

1. Irrespective of the compulsory social security allowances which the undertaking provides, the undertaking shall, by means of a cover-up policy with an insurance undertaking, guarantee its employees or, where appropriate, their heirs and the assumptions that are specified, the following indemnities:

Total or total permanent or permanent invalidity of the worker arising from a non-work accident: The company shall pay to the heirs of the worker or, failing that, to the person who has designated the worker, the amount of € 20,000 in the year 2011 and 35,000 € in the years 2012 and 2013.

Death or permanent invalidity total or absolute of the worker resulting from an accident at work: The company shall pay the heirs or, in the absence thereof, the person who has designated it, the amount of 30,000 € in the year 2011 and 45,000 € in the years 2012 and 2013.

2. For the purposes of paragraph 1 of this Article:

2.1 For total permanent invalidity the incapacity to disable the worker permanently to perform all or the fundamental tasks of his/her usual profession even if he/she can dedicate himself to a different one.

2.2 For absolute permanent invalidity, the inability to disable the worker permanently for any profession or profession.

3. The company is required to submit to the Company's Committee of Company or Delegate of photocopy of the policy and the receipts of payment of the premium.

The companies affected by this Convention will complete the provisions of this provision by subscribing to the corresponding policy to the particular insurance company, forcing them to formalize them.

Article 44. Planned economic increase for 2011, 2012 and 2013.

The base salary and other remuneration concepts in the period from 1 January to 31 December 2011 will be increased by 1%.

The base salary and other remuneration concepts in the period from 1 January to 31 December 2012 will be increased by 0.8%.

The base salary and other remuneration concepts in the period from 1 January to 31 December 2013 will be increased by 0.7%.

During the duration of this Collective Agreement, no wage revision clause will be operated.

Article 45. Final disposition.

The rules laid down by general law shall apply to everything not provided for or regulated in this Convention.

The Collective Agreement published in the "Official Gazette of the State" number 302, of 16 December 2008, is hereby repealed.

Single additional disposition. Specific Joint Committee on the management and updating of the professional classification system.

Within a period not exceeding one month since the publication of this Collective Agreement in the Official Gazette of the State, a Joint Commission will be set up to order and update the current legislation in accordance with current legislation. professional classification system.

ANNEX I

1. Companies in a deficit or loss situation: The percentages of wage increases laid down in this Convention will not be necessary or required for those companies that credit, objectively and reliably, deficit situations or losses held in the accounting years of this Convention.

In addition, circumstances such as the insufficient level of production and sales will be taken into account and the data resulting from the accounting of their companies, their balance sheets and their income accounts will be taken into account.

In the event of a discrepancy in the valuation of such data, reports from Auditors or Accounts of Accounts may be used, taking into account the circumstances and the size of the companies.

Depending on the procurement unit in which they are included, the companies that allege these circumstances must present to the workers ' representation the precise documentation (balance sheets, accounts, etc.). results and, where appropriate, report by Auditors or Accounts of Accounts), which justifies a differentiated wage treatment.

The legal representatives of the workers are obliged to treat and maintain in the largest reserve the information received and the data to which they have had access as a result of what was established in the preceding paragraphs, (i) observing, therefore, in respect of all this, professional secrecy.

In any case, it should be understood that the provisions set out in the preceding paragraphs only affect the concept of wages and the companies affected by the content of the rest of the Convention are obliged to do so.

Companies must express their desire to make use of this right within thirty working days, from the date following the publication of the Convention in the "Official Gazette of the State", provided that such period does not A higher-ranking legal provision is contravened.

2. Amount of the allowance: The staff who, for reasons of work, move out of the usual place of work, shall be paid, on the basis of the costs incurred, the following amounts:

For breakfast: 3.56 euros.

For food: 11.85 euros.

For dinner: 11.85 euros.

For overnight stays of 26.07 euros.

3. Job supplement: To the staff who have to carry out exceptionally painful, toxic or dangerous work and for the time spent in such work, they will be paid as long as these conditions are maintained, a supplement of work equivalent to 25 per 100 of your base salary.

In the rules of procedure of the internal system, the works that meet these conditions will be included, which must be considered as such as cleaning and spraying with toxic chemical agents, provided there are no protections. appropriate.

4. Temporary incapacity: In the event of incapacity for work and starting from day 14 in this situation, the company must pay each worker the supplement corresponding to the provision of the Social Security to cover 100 per 100 of the salary indicated in the table in Annex I to this Convention. Plus the personal complement.

5. Currency: El Cajero, the Auxiliary of Caja and those who regularly carry out recovery operations, will receive in the concept of currency bankruptcy, the amounts of 23.63 euros, the first and 16.90 euros the last two.

6. Work on holidays: Staff working on Sundays or holidays even when you enjoy compensatory rest between the week, you will receive a plus of 50 per 100 of your salary, guaranteeing that, at least, it will be 14 euros.

ANNEX II

Rules to be followed in the absence of the work center

1. General rules:

a) Any absence must be known before.

b) Your request must be in writing.

c) The reason for the absence of documentation should be justified.

2. Specific cases:

2.1 Punctuality High: Lost time to cost. Entry to work will be allowed up to one and a half hours after the start of the day. Up to this authorized time limit will be expected to be met half an hour for incorporation into the job.

Regardless of what is established here, the legislation in force will apply.

2.2 Medical visits: In the case of exits to the insurance doctor, the company will pay up to three hours when the visit coincides with the work schedule. For your credit it will be mandatory for the flyer to be signed and dated by the Doctor. In any case, account shall be taken of the hours of consultation, transport difficulties and other circumstances which may substantially change the time limits set.

The rest of the absence hours will be deducted at cost or recovered.

2.3

a) A national identity document. It shall be paid only in the case of renewal and once every five years, with the exception of loss, theft, etc., duly justified. It is considered that any person should be provided with a national identity card upon entry into the company.

b) Citation of Courts. The summons shall be justified in the absence of the right to receive remuneration for the time lost. Only when the cause is imputable to the worker, the absence will be qualified as a particular permit.

2.4 Particular Permissions: Discounted at cost price.

2.5 Unlow diseases: Three days per year will be paid. When an employee is exhausted, the three days will remain in the obligation to justify these absences, so that the absence of the absence is not justified. Exhausted the three days will be deducted at cost.

In order to be considered a disease, the justification presented must say without doubt the impossibility of working that day. The justification for having attended a consultation or a similar one shall be rejected.

In terms of the obligation to notify you must be made before you spend half an hour of the start of the day.

2.6 Unjustified Fhighs: It will be deducted at cost.

Note: Working day cost calculation formula:

Days paid: 455.

Days worked: 365 − 52 Sundays − 14 parties − 26 vacation days = 273.

Social Security Cost: 40 per 100.

Worked day cost: 455/273 * 1.40 * salary B = 2.34 B.

ANNEX III

Workers ' default, faults and penalties

Faults:

1.1 All misconduct committed by a worker will be classified, taking into account its importance and importance, in light, severe and very serious.

1.2 Constitute minor faults:

1.2.1 One to three faults of punctuality in attendance at work (up to thirty minutes of delay), without due justification and committed within the one month period.

1.2.2 Do not take the appropriate leave in due time when the work is missing for justified reasons, unless it is proved impossible to have done so.

1.2.3 Abandon without justified cause of service, even if for a short time.

1.2.4 Do not attend to the public with due diligence and correction.

1.2.5 Do not communicate your changes of residence or address to the company.

1.2.6 False to work one day per month, unless there is cause to justify it.

1.2.7 Smoking at the workplace and/or at the company premises.

1.3 Constitute serious faults:

1.3.1 More than three non-justified, punctuality in attendance at work (up to thirty minutes of delay), committed within a period of thirty days. When the faults were committed in order to relieve another worker the commission of two faults of punctuality will suffice to be qualified as serious.

1.3.2 False two days to work within a period of thirty days without cause to justify it.

1.3.3 Deliver to games, whatever they are, being of service.

1.3.4 The simulation of diseases or accidents.

1.3.5 Simulate the presence of another worker, signing or signing for it.

1.3.6 Refusal or desidia on work that affects the good running of the service.

1.3.7 Disobedience to their superiors in any matter relating to their own service in the category and functions corresponding to the worker, taking into account the provisions of Article 8 of this Convention.

1.3.8 The recklessness in act of service. If the worker's safety and occupational health rules are not complied with, his or her companions or danger of damage or fire in the premises or goods may be considered to be very serious.

1.3.9 Without the appropriate permission, private works during the day as well as use for own uses of the company.

1.3.10 The state of drunkenness at work.

1.3.11 The recidivism in a slight lack, except in the case of the relative to the punctuality even if they are of different nature, committed in the same trimester and having mediated written admonition.

1.4 Very serious faults:

1.4.1 More than 10 non-justified errors of punctuality in attendance at work (up to thirty minutes of delay), committed over a period of six months, or 20 faults, committed for one year.

1.4.2 Fraud in the management and theft or theft, either to the company or to his or her co-workers or to any other person within the premises of the centre of work or during service, in any event place.

1.4.3 Make it disappear, disable or cause damage in the first areas, such as tools, machinery, appliances, installations, buildings, articles or documents of the company.

1.4.4 Violate the secret of the company's reserved correspondence or documents.

1.4.5 Reveal to foreign elements to the company required reserve data.

1.4.6 Bad work or lack of respect and consideration to your superiors, colleagues or deputies, provided they do not constitute causes of disciplinary dismissal.

1.4.7 Causing serious accidents by negligence or inexcusable recklessness.

1.4.8 Abandon work in positions of responsibility.

1.4.9 Voluntary, continuous and proven decline in the normal performance of your work.

1.4.10 Originating frequent and unjustified squabbles and pendences with your coworkers.

1.4.11 The recidivism in serious misconduct committed within the same semester and even if it is of different nature.

1.4.12 The conviction for theft, theft or embezzlement committed outside the company or for any other kind of facts that may imply for this distrust with respect to its author, and, in any case, the duration of six months, issued by the Courts of Justice.

1.4.13 The moral harassment of the worker, understanding as such the practice of work consisting of repetitive and degrading acts and behaviors performed against the worker by his superiors, companions, or some and others they are against the dignity, physical or moral health of the affected person

1.4.14 Sexual harassment is understood as such any verbal or physical behavior, of a sexual nature, that has the purpose or produces the effect of attacking the dignity of a person, in particular when creating a Intimidating, degrading or offensive environment, developed in the field of organization and management of a company, or in relation to or as a consequence of a working relationship.

1.4.15 Smoking in the job, when they accumulate over a three-month period, three minor faults of course.

Sanctions:

The maximum penalties that may be imposed on workers who incur the faults specified in the preceding paragraph of this Article shall be the following:

For minor faults: Amonstation in writing. Suspension of employment and salary up to two days.

For serious faults: Suspension of employment and salary of three to fifteen days.

For very serious faults: Suspension of employment and salary of fifteen to sixty days. Disciplinary dismissal in cases where the absence involves contractual non-compliance.

ANNEX IV

Continuing professional training for workers

The parties to the Convention agree to encourage and encourage the continuing training of workers in the sector.

1. General considerations: The signatories agree that one of the causes of the poor situation in the labour market derives from the shift away from vocational training in relation to the real needs of labour and the labour market. Lack of continuous occupational training for the updating and adaptation of the active workers to the new characteristics of the tasks of the companies of the sector.

Professional training is considered by the signatory parties as one more important instrument, of significant validity, which helps to achieve the necessary connection between workers ' qualifications and the requirements of the labour market. And in a broader perspective, it is a dynamic element that accompanies long-term industrial development, allows the production of higher quality products that favors the competitiveness of Spanish companies in the sector and in the field and makes possible the integral social promotion of the worker, promoting the diversification and deepening of their knowledge and skills in a permanent way.

For these purposes, the signatory parties consider it necessary:

To carry out, by itself or through specialized entities, studies of a prospective nature with respect to future qualifications and, where appropriate, of labour needs in the sector.

Develop and promote the effective implementation of Article 22 of the Workers ' Statute, Article 16 (g) of this Convention, as well as the international conventions signed by Spain concerning the right to training continues, providing the time needed for training.

Propose and execute training actions in their various modalities and levels, either in the companies or in the training centers that in the future can be constituted, as through national or international programs developed by competent bodies.

Collaborate, according to the possibilities themselves, or through specialized entities, in the diagnosis and design of specific training programs in companies, taking into account the specific specifications and needs, as well as the generic or individual characteristics of the workers concerned.

Coordinate and follow the development of student training courses that are received by businesses.

Continuously assess all actions undertaken, in order to review the guidelines, promote new activities and update the definition of the objectives of vocational training.

2. Continuing Training Plan: In the light of previous general considerations, the parties affected by the Convention agree to establish a Professional Training Plan in the sector, which has as its basic objectives:

Recycling of workers on the asset.

Access of young people, through these training actions, to a specific training within the framework of the FIP Plan and other possibilities to be created by the institutions to the signatory parties themselves.

The signatory parties will propose, together with the different administrations, the collaboration of the announced objectives.

3. Joint Committee on Continuing Training: Under the previous agreement and for the purpose of its development, a Joint Committee on Continuing Training is set up, the composition of which will be as specified in Article 34 of this Convention for the Joint interpretative committee of the Convention which may be assisted by advisers, both the Administration and the signatory parties, experts in vocational training.

Among these members will be chosen those who will do the functions of President and Secretary, charges that will not be remunerated.

The functions of the aforementioned Training Commission will be as follows:

Previous design of advisors, plan and manage industry professional training.

Grant to the parties that make up the Commission, the courses granted by the Administration.

Propose the premises and monitors for the courses.

Draw up the selection criteria for course participants.

Ensure the smooth functioning and compliance with the requirements of the courses granted.

All those related to courses awarded to this Commission for vocational training.

The meetings of this Commission shall be held as many times as determined by the President, on his own initiative or at the request of any of its components, with an order of the day in accordance with the functions of the Commission.

The agreements will have to be adopted by the simple majority.

As a consequence of the granting of courses by the Administration and the granting that the Commission makes to each signatory institution, the expenses incurred will have to be those that the course has granted, without claiming the No major budget increases for the elderly.

If one of the signatory parties to the Training Commission leaves the same during the course of petition, grant, award and delivery of the courses, all rights of any kind shall be understood as renunciation, passing these to the rest of the signers.

ANNEX V

Practices and training contracts

	Practices Contracts	Training Contracts
Technicians:
Headlines	YES	NO
Media Titled	YES
Untitled and	NO
	:
of First	YES
Chief of Second	YES
Officer	YES
Officer		NO
	NO
Subalterns:
Storage	NO
Vigilant	NO
				NO
:	NO	Commercial:
		YES
		NO
Repartidor	NO
:
YES		YES
Specialist	NO
	NO

ANNEX VI

Final Tables Aviculture Farms and other animals 2011

Update 1% s/base salary 2010

Administrative Auxiliary

Portero

4.36

Food

	Base Salary Month	Annual Base
Technicians
Titled	1.542.64	23.139.60
Media Titled	1.381.87	20.728.05
Untitled and Diplomats	1.149.68	17.245.20
	Administrative
	1.149.68	1.149.68	Chief of Second
of Second	1.079.75	16.196.25
Officer	1.013.91	15.208.65
	956.66	956.66	14,349.90
912.81	13.692.15
Subalterns
912.81	912.81
			Watcher	912.81	13.692,15
912.81	13.692, 15
Conserje	912.81	13.692.15
Staff (day)	30,34	13.804.70
4.36
		33.50	15.242.50
	31.93	14.528.15
Rematches	30,41	13.836.55
	Workers
Charge	36.81	16.748.55
Poultry Officer	32.97	15.001.35
Specialist	31.44	14.305.20
Poultry	30,55	13.900,25
First	33.50	15.242.50
Officer	32.24	14.669.20
	Driver	33.50	15.242.50
	Diets
			3.74
	12.53
		12.53
		27.58
Quebranto currency
Cajero		24.98
Aux. Box		17.87

Final Tables Aviculture Farms and other animals 2012

Update 0.8% s/base salary 2011

Chief

Subalternate

Specialist

Poultry Helper

	Base Salary Month	Annual Base
Technicians
Titled	1.554.98	23.324.70
Media graduates	1.392.92	20.893.80
Untitled and Diplomats	1.158.87	17.383.05
	Administrative
	1.158.87	17.383.05
Chief of Second
1.088.38	16.325.70
Officer	1,022.02	15.330.30
Second	964.31	14.464.65
Administrative Auxiliary	920.11	13.801.65
store	920.11	13.801.65
	Watcher	920,11	13.801, 65
Port	920,11	13.801.65
Concierge	920,11	13.801, 65
30,58		13.913.90	13.913.90
4.39	4.39
	33.76	15.360.80
32.18	32.18
	Rematches	30,65	13.945.75
	Enloaded	37.10	16.880.50
Poultry Officer	33.23	15.119, 65
31.69	14,418.95
30,79	14.009, 45
First Officer	33.76	15.360, 80
Official Second	32.49	14.782.95
	33.76	15.360.80
Diets
Breakfast		3.76
Food		12.63
		12.63
		27.80
Quebranth currency
Cajero		25.17
Aux. Box		18.01

Final Tables Aviculture Farms and other animals 2013

Update 0.7% s/base salary 2012

Subalternate

Port

Specialist

Official Second

	Base Salary Month	Annual Base
Technicians
Titled	1.565.86	23,487.90
Media graduates	1.402.67	21,040.05
Untitled and Diplomats	1.166.98	17.504.70
	Administrative
	1.166.98	1.166.98	17,504.70
Head of Second	1,095.99	16.439.85
Officer	1,029.17	15.437.55
Second	971.06	14.565.90
Administrative Auxiliary	926.55	13.898.25
store	926.55	13.898.25
	Watcher	926.55	13.898, 25
926.55	13.898.25
Concierge	926.55	13.898, 25
Cleaning Staff (day)	30,79	14,009.45
4.42
	4.42
	33.99	15.465.45
32.40	32.40
	Rematches	30,86	14.041.30
	Enloaded	37.35	16.994.25
Poultry Officer	33.46	15.224, 30
31.91	14.519.05
	Poultry Helper	31.00	14.105.00
Multiple
First Officer	33.99	15.465, 45
32.71	14.883.05
	33.99	15.465.45
Diets
Breakfast		3.78
Food		12.71
		12.71
Sleep		27.99
Quebranth currency
Cajero		25.34
Aux. Box		18.13