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Law 16/1976, 8 April, Labour Relations.

Original Language Title: Ley 16/1976, de 8 de abril, de Relaciones Laborales.

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rsonal benefits. However, to accidents at work or occupational diseases which may occur on the occasion or as a result of such benefits, the Social Security legislation corresponding to these contingencies shall apply to them, in the terms to be set by Decree.

c) The activity that is limited, pure and simply, to the performance of the position of Counselor in the companies that are the legal form of society.

d) The occasional work, carried out in the title of friendship, benevolence or good neighbourliness.

(e) Family work, unless the condition of the employees of the person who carries out the work is demonstrated. They are considered to be family members, for these purposes, provided that they live with the employer, the spouse, the descendants, the ascendants and other relatives by consanguinity or affinity up to and including the second degree, and, where appropriate, by adoption.

Third item.

One. It is special work relationships which, by bringing together the characteristics of the first article, are listed in the following sections:

a) Work at the service of the family home, in its various modalities.

b) Home work.

c) The work of persons with diminished physical or mental capacity, to the extent that they are regulated.

d) Work at sea.

e) The work in air navigation.

f) Learning in crafts.

g) The work of professional athletes.

h) The work of non-civil servants serving military establishments.

i) The work of trade representatives.

j) The work of public show artists.

k) The work of senior management or senior management of the Company not excluded by the second paragraph (c).

l) The work activities of the inmates of the penitentiary centers in their different modalities and according to their respective nature.

m) Any other professional work that is expressly declared as a special employment relationship by a law.

Article 4.

One. In the case of two or more labour standards, both state and agreed, the following circumstances apply:

a) That, appreciated as a whole, is more favorable for the worker.

b) That it does not infringe absolute necessary right precepts.

Two. The Labour Regulations or Regulations shall be applied in preference to other ministerial provisions.

Article 5.

One. The worker may not waive the rights granted to him in the labour standards, and shall be null and void any act that ignores them or limits them.

Two. Workers, through their representatives in the union collective agreements, and always by appropriate compensatory improvement, may modify the working conditions that are not established in necessary rules of law.

Section II. Child labour

Article 6.

One. The minimum age for admission to work is set at sixteen years.

Two. Workers under 18 years of age shall not be allowed to carry out night work for those activities which the Government, on a proposal from the Ministry of Labour, following the report of the Trade Union Organization, declares unhealthy, harmful, harmful or dangerous. for both their health and their moral formation.

Three. Special hours are prohibited for children under the age of 18. However, the Government, on a proposal from the Ministry of Labour, after the Trade Union Organization reports, may authorise its implementation in certain sectors of activity or territorial areas.

Four. The intervention of children under 16 years of age in public spectacles shall be authorized only in exceptional cases by the labour authority, whose permission must be recorded in writing and for certain acts, provided that they do not endanger their health physical and moral training.

Item seventh.

One. In the contract of training at work, which may be concluded only under the age of 18, the practical acquisition of the appropriate techniques for the performance of a job will be facilitated, in a system of necessary compatibility with the attendance at courses in official centres, in companies or other recognised institutions, to the effect that they complete their vocational training.

Two. The contract of training at work may be concluded from the age of 15, with the assistance of the legal representative of the child under eighteen years of age, and shall be formalised in writing. Their duration shall be fixed in the Labour Ordinance taking into account the qualifications of the minor, his age, his knowledge and professional experience, without exceeding, in any case, three years.

Three. The Ministry of Labour, following the report of the Education and Science and the Trade Union Organization, shall lay down the working conditions and the social security conditions, as well as the day corresponding to the contract of training at work, which may not exceed 24 hours per week. The appropriate remuneration shall be fixed and shall not be lower than the minimum inter-professional salary when the holder is 18 years of age.

Section lII. From work in practice, promotion and continuing vocational training

Article 8.

One. Those who are enrolled in vocational training courses of second or third grade or in the various university skies may enter into a contract of work in practice, in accordance with the terms laid down by the Ministry of Labour. of the Ministry of Education and of Science and of the Trade Union Organization, and subject to Io to be established in the Regulations or Labor Ordinance and Collective Collective Agreements, in agreement, in any case, with the following rules:

(a) The contract shall be suitable for the purpose of facilitating the professional practice of the person concerned and at the level of his studies, under the necessary compatibility with them.

(b) It shall be held exclusively with undertakings which have previously been approved as suitable for the purpose of facilitating such professional practice by the Ministry of Labour, prior to the report of Education and Science and the Organization Union.

c) It will always be agreed in writing; it will be endorsed by the corresponding Trade Union Entity and communicated to the educational center in which the student is registered. The contract shall express the working conditions and their duration, which shall not exceed 12 months in total.

(d) The person conon">Section first. Scope of application

Article first.

One. All paid employment activities which are carried out on behalf of and outside the scope of the work, except those expressly excluded in the second article, shall be considered as part of this Law and other rules governing the working relationships.

Two. Self-employed work shall not be subject to labour law, except in those aspects which are expressly provided for by law.

Article 2.

They are excluded from the scope of employment legislation:

(a) The service relationship of public servants, as well as that of staff at the service of the State, Local Corporations and Autonomous Public Entities when, under a law, such a relationship is regulated by rules administrative or statutory.

b) Mandatory peour, after reporting by the Trade Union Organization, in order to facilitate the effective placement and employment of workers over forty years of age, of those with reduced labour capacity, of those with special burdens In the case of young workers who have access to their first job, they will in each case dictate rules on the reserve of jobs and reduced-day schemes by adopting other similar measures in relation to the employment of young workers. more than twenty-five fixed workers, granting bonuses in the contribution to the security Social and organise formulas for community employment.

Two. Workers over the age of 40, those of greater seniority in the same professional category, those who are holders of large families, those of reduced labour capacity to the extent to be determined and the trade union representatives, in (a) to the other employees of the undertaking, the latter in the order of the redundancies which may be authorized by restructuring of the templates, in the form, requirements and prelations between the various groups establishing the legal or regulatory provisions applicable to them.

Section VI. Guarantees of the stability of the working relationship

Article fourteen.

The work contract is presumed to be arranged indefinitely, with no exceptions other than those indicated in the following article.

Article fifteen.

One. Fixed-term employment contracts may be concluded in the following cases:

(a) When the worker is hired for certain work or service. If the work exceeds a period of more than two years, the worker shall, at the end of the contract, be entitled to compensation which shall not be less than one month of the actual salary for each year or a fraction of more than one semester.

(b) In the case of any work, considering as such those which do not have a normal and permanent character in the undertaking, the maximum duration of the work order shall be fixed.

(c) In the case of the replacement of workers with the right to reserve the job, provided that the name of the replacement and the cause of substitution are specified in the contract, the name of the replacement is specified.

d) In the references to artistic and technical staff of the production of shows and in the related to professional sports.

e) In those other work activities which, by their singular nature, constitute temporary work and are authorized by law.

Two. Without prejudice to the general validity of the verbal provision of employment contracts, those specified in the preceding number shall be entered in writing where their duration is longer than two weeks, with the expression of their object, conditions and duration; the worker must receive a duly authorized copy. If such requirements are not met, the contract shall be presumed to be concluded for an indefinite period.

Three. The work contracts referred to in paragraphs (d) and (e) of the first paragraph of this Article may be carried over once and with a maximum of one year for a period not exceeding that fixed initially, provided that the the same circumstances that motivated him. After the time agreed initially, or its express extension, without complaint written by any of the parties, it shall be presumed to be concluded for an indefinite period from the date of its constitution. The contract will also be presumed to be in place for an indefinite period of time in the case of temporary contracts deliberately concluded in fraud of the Law.

Four. In fixed-term employment contracts, more than six months, the party to the contract making the complaint is obliged to notify the other party in writing of the termination of the contract at least 15 days in advance.

Five. In the cases referred to in paragraphs (a), (b) and (c) of number one of this Article, the undertaking shall be required to notify the worker within 15 days of the termination of the contract.

Article sixteen.

One. In the case of fixed works in the business of the undertaking, but of a discontinuous nature, workers who carry out such activity must be called upon each time to be carried out and shall have the consideration, for the purposes of employment, of fixed discontinuous jobs.

Two. The appeal, which is considered in the preceding paragraph, must be carried out by a rigorous age within each specialty, and in the event of non-compliance, the worker may request the procedure for dismissal before the Labour Magistrate, starting the period for this from the day on which knowledge of the lack of convocation was known.

Article seventeen.

One. The Labour Ordinance and, in particular, the collective labour agreements, shall lay down that, in the case of a working relationship, a probationary period may be fixed, provided that it is written in writing, that in no case may it exceed six months. for the professional group of qualified technicians, or three months for other workers, except for the unskilled, in which case the maximum duration shall be two weeks. The company and the worker are, respectively, obliged to carry out the experiences which constitute the object of the test; the situation of temporary incapacity for work authorizes the interruption of the probationary period provided that agreement is reached in writing from both parties.

Two. During the probationary period, the worker shall have the rights and obligations corresponding to his or her professional category, or to the post he carries out, as if he were a staff member, but either party may withdraw from the working relationship without such a decision from place to compensation.

Three. After the trial period without the withdrawal of the contract, the contract will have full effects, with the time of the services provided in the worker's seniority.

Article eighteen.

One. The suspension and, where appropriate, the extinction of individual working relationships based on technological or economic causes, as well as substantial changes in their content, shall require the prior authorization of the Ministry of Labour, preceded by the legal procedure that proceeds, in which the prior report of the Trade Union Organization and the Company's Jury or the Trade Union Links will always be sought when there is no Jury. At the time of application for such authorisation, or at any time during its processing, the undertaking may make a proposal for compensation for the relevant cases, in which case the employment authority may, when resolving, accept such a proposal. provided that it is superior to the maximum provided for in the Labour Procedure Act; if no compensation is fixed or the amount of the latter is under appeal, it shall be for the Labour Court to determine in accordance with that rule and the This Act.

Two. The change in ownership of the company, or in an autonomous center of the company, will not extinguish the employment relationship itself, leaving the new employer subrogated in the rights and obligations of the former. Where the change takes place by means ofhose of domestic service or work in the home, are prohibited, dedicated to job placement of all kinds.

Three. Companies are obliged to request from the employment offices the workers they need and, if they do not, to communicate those they hire directly, and they shall also notify the termination of the contract. Workers shall have the obligation to register at the employment office of their registered office when they have to apply for occupation.

Article thirteen.

One. The Ministry of Labe beginning of the day the worker has at least one of the following: Twelve-hour rest.

Two. The Government, acting on a proposal from the Ministry of Labour, following a report from the Trade Union Organization, may, in general, determine exclusions, extensions or limitations which, exceptionally, must be established on the day or week of the day of the work carried out in certain posts, occupations and activities which are qualified for their continuity, intermittency or campaign or season, or for their character as particularly harmful, distressing, dangerous or unhealthy.

Three. It shall not be taken into account for the purposes of the maximum working time, nor for the calculation of the maximum of the authorised overtime, the excess of hours worked to prevent or repair claims or other extraordinary and urgent damages, without prejudice to their compensation in accordance with the provisions on overtime.

Four. Every hour of work carried out on the ordinary working day shall be paid with an increase of at least fifty per cent on the salary which would correspond to every ordinary hour, without any personal discrimination. The number of overtime may not exceed two per day, 20 per month and one hundred and twenty per year, except as provided for in paragraph 3 of this Article.

Five. The hours worked during the period from 10 p.m. to six in the morning, unless the salary has been established on the basis that the work is night by its very nature, shall have a specific remuneration. increased by at least twenty per cent on the ordinary wage. Overtime shall be prohibited at the indicated night time, except in cases and special activities duly justified and expressly authorised by the Ministry of Labour, following the report of the Trade Union Organisation.

Six. Where the normal working day is carried out on an ongoing basis, a rest period of at least 15 minutes shall be established, without prejudice to the provisions of the Labour Ordinance or Collective Labour Conventions. This period shall be paid as work, with the exception of salary supplements of quality and quantity, and shall be counted as working time for all purposes.

Article 24.

One. The management of the Company, according to or prior to the mandatory report of the Company Jury, or, failing that, of the trade union links, may fix the working hours of continuous or party work, in turn, rigid or flexible, accommodated to the number of hours legally set for the activity, for days or for longer-duration time-counting. In any case, for implementation, the approval of the labour authority shall be required.

Two. Where the undertakings, in accordance with the specific rules laid down by the Ministry of Labour, keep their work centres uninterrupted during the 24 hours of the day, they shall always respect the maximum working day of the worker and the prohibitions laid down in the Iaboral regulations.

Three. The management of the Company, when there are proven technical, organizational or productive reasons, according to or prior to the mandatory report of the union representatives referred to in paragraph one of this article and with the approval of the working hours, may change the working hours laid down, bringing it to the attention of workers 15 days in advance. The worker, if considered to be injured by a substantial modification of that person, shall be entitled, within the month following the introduction of the new timetable, to terminate his employment contract and to receive compensation of at least 15 days ' actual salary for each year worked, up to a maximum of three months ' salary. If the worker affected by the change of schedule proves serious injury to the corresponding Labour Magistrate, the latter may set further compensation for the termination of the contract, within the limits of the Law of Procedure. Labor.

Article 25.

One. The worker shall be entitled to a minimum weekly rest day and half of uninterrupted rest which, as a general rule, shall comprise the Saturday afternoon or the morning of Monday and the full day of Sunday, with the exception of express legal provision or authorization of the Ministry of Labour, following a report by the Trade Union Organisation, which allows for another work rest regime for certain specific activities or undertakings, taking into account their needs and the interests of the parties concerned.

Two. The Government, on a proposal from the Ministry of Labor, prior to the report of the Trade Union Organization, will draw up the annual calendar of labor parties, specifying in it those declared legally at national level, and those of a local nature. The first will not exceed twelve and the second two. No party will have the character of recoverable for work effects and all will be paid.

Three. The worker, by warning of the possible advance and proper justification, may be absent or absent from the work, entitled to remuneration, for any of the reasons and for the minimum time shown below:

a) For ten calendar days in case of marriage.

(b) For two days, which may be extended up to three more, where the worker needs to move to the effect, in the case of a wife or a serious illness or death of a spouse, child, father or mother, one and another spouse, grandchildren, grandparents or siblings.

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

d) For the indispensable time, for the fulfillment of an inexcusable duty of public and personal character. When it is established in a legal, trade-union or conventional rule for a given period, it will be available for the duration of the absence and its economic compensation.

e) For the time established to enjoy general educational and vocational training rights in Ios assumptions and in the manner regulated in this Law.

Four. The working woman shall be entitled to at least one working rest period of six weeks before the birth and eight after the birth. The postnatal period shall be in any case compulsory and may be added to it at the request of the person concerned, the time not enjoyed before delivery.

You shall also be entitled to a period of not exceeding three years for each child born and alive to be counted from the date of delivery. Successive births will entitle you to a new period of leave, which, if any, will end the one you are enjoying.

The woman who is in the situation referred to in the preceding paragraph may apply for re-entry into the Company, which must be assigned to the first vacancy that occurs in the same or similar category.

Five. Workers will be entitled to a one-hour break in their work, which they can divide into two fractions, when they are destined to breast-feed their youngest child of nine months. The woman, by her will, may substitute this right for a reduction of the normal working day in half an hour for the same purpose.

Six. A worker who has a direct care of a person of less than six years or a handicapped physically or mentally, and provided that he does not carry out any other paid activity, shall be entitled to twenty-three.

One. The Labour Ordinance, and in particular the collective bargaining agreements, will set the working day, either daily, per week, for months or on an annual basis, taking into account the productivity rates and the maximum duration of the week. The ordinary work set out in this Law is forty-four hours effective weekly.

Ordinary hours of work during the week shall be distributed in such a way that no more than nine of the workers are carried out on any day, and that between the end of the day and the preceding paragraph, taking into account, among other criteria, the seriousness of the infringement, the number of workers affected, the economic size of the Company and the State benefits received by it. The infringements shall be punishable by a fine, on a proposal from the Labour Inspectorate, by the provincial delegates of the Ministry of Labour, up to a hundred thousand pesetas; by the Director-General responsible for the matter, up to five hundred thousand The Commission has been responsible for the implementation of the Treaty on European Union, and the Council of Ministers, acting on a proposal from the Council of Ministers, has adopted a proposal for a work of up to 15 million pesetas. In the event of a recurrence of the infringement, the fines may be imposed at the level of double the amount referred to. The Government may, subject to the procedures indicated, amend those powers.

Three. The Government, where circumstances of exceptional seriousness are present in the infringements, may, after a report by the Trade Union Organisation, agree to suspend the work activities for a specified period or, in the extreme, the closure of the the working centre concerned, without prejudice, in any event, to the payment of the salary or the compensation paid and to the measures which may be provided for its security. The Government may also agree to the removal and disablement of the components of its Directorate and of the Board of Directors or members of the Board of Directors responsible for those offences.

Article thirty-four.

One. Workers may be punished by the Directorate of the companies, in accordance with the graduation of faults and penalties established in the general legal provisions, in each Labor Ordinance or in the Collective Agreement that is applicable.

Two. The assessment of the faults and the corresponding penalties imposed by the company's management will always be reviewed before the Labour Court. The penalty of serious misconduct shall require written written communication to the worker and that of the very serious misconduct shall require the processing of the file or summary procedure in which the worker concerned is heard, in the terms which he or she regulates. are determined.

Three. Penalties shall not be imposed which consist of the reduction of the duration of the holiday or another minority of the rights of the worker's rest.

Four. Minor faults shall be prescribed at 10 days; the grave shall be at the age of 20 days and shall be very serious at the age of 60 days from the date on which the Company became aware of its commission, and, in any event, six months after the date of its task.

Without prejudice to the foregoing paragraph, disloyalty or breach of trust shall be prescribed within eighteen months of the commission of the fact.

Article thirty-five.

One. Where, in proceedings for dismissal, the Labour Magistrate considers that there is no fair cause for the dismissal, in the judgment in which he declares it, he shall condemn the undertaking to the readmission of the worker under the same conditions as (a) the date of the termination of the service, as well as the payment of the amount of the salary no longer received since the dismissal took place until the readmission takes place.

Two. If the cause alleged by the Company for the dismissal, if not sufficient for such sanction, merit another of lesser entity, for being constitutive of serious or minor lack, the Magistrate will determine in the sentence the sanction, adequate to the fault committed, to (a) to ensure that, where appropriate, it can be imposed by the employer, without prejudice to the undertaking to take back the undertaking and to the payment of the additional compensation, as set out in the preceding paragraph.

Three. However, in the case of a dismissal procedure, the existence of a very serious fault and the worker would have been sanctioned within the last 18 months by the date on which the dismissal procedure was adopted. the commission of two or more very serious faults, the Magistrate of Work may estimate, even if not provided for that, that there is a fair cause for the dismissal.

Four. The judgment imposing the readmission must be fulfilled by the employer on his own terms, without being able to be replaced by a cash compensation, unless the parties voluntarily agree or when the Magistrate, taking into account circumstances exceptional judgment in order to prevent normal co-existence of work, resolve to leave the readmission without effect by pointing out an economic compensation.

Such compensation shall in no case be less than six months ' salary or two monthly payments per year, without the resulting amount exceeding twelve annuities.

In the case of workers with large numbers of families, these minima shall be multiplied by a comma of five, if it is of the first category, and by two, in other cases. Workers over the age of 40 and over and over five years will be equated, respectively, to the categories indicated, and also to the disabled, according to the coefficients to be established.

FINAL PROVISIONS

First.

All legal provisions that oppose this Law shall be repealed, which shall enter into force on the day following that of its publication in the "Official State Gazette".

Second.

The Government, on a proposal from the Ministry of Labor, prior to the report of the Trade Union Organization and the opinion of the State Council, will approve, within the maximum period of one year, a recast text that will include the rules with force of law. on labor relations.

For these purposes, at least, the remaining precepts of the following labour provisions shall be recast:

Law of four of July of a thousand nine hundred and eighteen on the Day of the Commercial Dependence.

Decree-Law of fifteen of August of a thousand nine hundred and twenty-seven on Night Rest of the Working Woman.

Law of one of July of a thousand nine hundred and thirty and one on Maximum Legal Day.

Law of thirteen of July of a thousand nine hundred and forty on Sunday Rest.

Law of sixteen of October of one thousand nine hundred and forty two of Labor Regulations.

Law of ten of February of a thousand nine hundred and forty-three of Placement of Workers.

Decrees of twenty-six of January and thirty-one of March of a thousand nine hundred and forty-four by which the texts of books I and II of the Law of Labor Contract are approved.

Law of Bases on Working Conditions in the Merchant Navy of nineteen of February of a thousand nine hundred and fifty one and its articulated texts.

Decree-Law of fifteen of February of a thousand nine hundred and fifty-two on Civil and Criminal Liability for the Failure of Labor Laws in the Cases of Workers ' Cession.

Law of twenty-one of July of a thousand nine hundred and sixty-two on Trade Representatives.

Decree ofe employer has been initiated or initiated.

Section X. Disciplinary Regime

Article thirty-three.

One. The knowledge and sanction of the infringements of the labour regulations by the Companies corresponds to the competent Labour Authority, through the processing of the appropriate file.

Two. The government, on a proposal from the Ministry of Labor, and after the report of the Trade Union Organization, shall indicate by decree the faults and penalties referred to in th seventeen of August of a thousand nine hundred and seventy-three of the articulated text of the Labor Procedure.

Law of nineteen of December of one thousand nine hundred and seventy-three of the Labor Union Collective Agreements.

Decree-Law of twenty-two of March of one thousand nine hundred and seventy-five on the Organization of the Employment Services.

Decree-Law of twenty-two of May of one thousand nine hundred and seventy-five on Regularization of Collective Conflicts of Work.

Third.

It remains in its entirety Io disposed in the Law of thirty of December of a thousand nine hundred and sixty-nine Regulatory of the Production of Private Insurance.

ADDITIONAL DISPOSITION FIRST

The introduction of the age of sixteen years for admission to work will be carried out, gradually, by the Government, in coordination with the entry into force of the General Law of Education and its development in the field of training. Professional.

The practical work contract, governed by the eighth article of this Law, will enter into force when the Government has it, taking into account the circumstances of employment.

ADDITIONAL DISPOSITION SECOND

The maximum duration of the working week set out in this Law may be progressively reduced by the Government, with a general scope, at one or several times, and with an extension also of the minimum weekly rest period and of the working holidays, on a proposal of the Ministry of Labor, prior to the report of the Trade Union Organization, in accordance with the social and economic situation of the country. During the period of one year following the Government's possible agreements in this area, the companies will be able to maintain the maximum duration of the working week previously in force, but the hours that continue to work above the number new maximum which is deferred shall be paid with the character of extraordinary.

ADDITIONAL THIRD DISPOSITION

The Government, before the first year of a thousand nine hundred and seventy-seven, on a joint proposal of the Ministers of Justice and Labor, prior to the report of the Trade Union Organization, accompanied by the opinion of the National Councils of Businessmen, Workers and Technicians, will forward to the Courts a draft Law of Legal Regime and Reform of Companies that review the form of Society, to establish the participation of the staff in its management organs, in the responsibility and the benefits of it.

FOURTH ADDITIONAL DISPOSITION

The Government, on a proposal from the Ministry of Labor, prior to the report of the Trade Union Organization, will approve, within the maximum period of two years, the special provisions referred to in the third article of this Law. The indicated proposal of the Ministry of Labor will be drawn up in agreement with the Ministries of the Army, Navy and Air, in the case of paragraph g); with Justice, in the case of paragraph k), and with the General Secretariat of the Movement, in the assumption of paragraph (f); all of them of the number of that Article.

FIFTH ADDITIONAL DISPOSITION

The Ministry of Labour, with a report from the Trade Union Organization, will approve, within the same period of time indicated in the previous provision, the regulations or labor ordinances of employees of professionals who perform duties public, after consulting the ministries of which these public servants are dependent.

ADDITIONAL PROVISION SIXTH

Official staff at the service of the National Movement and the Trade Union Organization are subject to their own Statutes.

ADDITIONAL SEVENTH DISPOSITION

In consideration of the special circumstances that are present in the agricultural work of the campaign or season, it will not be applicable to the same as established in article fifteen, two of this Law.

EIGHTH ADDITIONAL DISPOSITION

The reintegrable advances on contested judgments, as laid down in the Law of 10 November of a thousand nine hundred and forty-two, will be able to reach up to fifty percent of the amount of the amount recognized in the Judgment in favour of the worker.

NINTH ADDITIONAL DISPOSITION

The resource provided for in the first issue of Article 150 and three of the Labour Procedure Act will be extended to pay claims.

ADDITIONAL TENTH DISPOSITION

The provisions of Article 30 (c) and one of this Law shall apply to workers who have been retired, with retirement allowances to be paid by their respective undertakings.

TRANSIENT DISPOSITION FIRST

While, the special rules considered in the fourth additional provision, in relation to the third article of this Law, will not be approved, will remain in force for the corresponding working relations is currently applicable to them.

However, the Government will temporarily agree to the application of certain provisions of this Law in those special industrial relations which it also points out.

SECOND TRANSIENT DISPOSITION

The provisions of Article 12, two, of this Law shall apply within the maximum period of three months from the entry into force of this Law.

Dada at the Palace of Zarzuela at eight in April of a thousand nine hundred and seventy-six.

JOHN CARLOS

The President of the Spanish Courts,

TORCUATO FERNANDEZ-MIRANDA AND HEVIA