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Resolution Of 12 February 2016 Of The Directorate-General Of Employment, Which Is Recorded And Published The Collective Agreement Framework For Financial Establishments Of Credit For The Period 2015-2016.

Original Language Title: Resolución de 12 de febrero de 2016, de la Dirección General de Empleo, por la que se registra y publica el Convenio colectivo marco para los establecimientos financieros de crédito para el periodo 2015-2016.

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acilitate the management of human resources in enterprises, as well as the professional development of staff, considering that the two actions must be taken into account. positive correspondence.

3. The staff of the staff of the undertakings falling within the scope of this Convention shall be classified in accordance with the professional activities and responsibilities and the rules laid down in this system of professional classification, according to which those must be defined.

4. In general, the staff of the staff shall carry out the work of their professional group, as well as additional tasks and/or auxiliary tasks which integrate the entire process of which they are a part.

5. Where the functions of two or more professional groups are normally carried out under the conditions laid down in this Convention, the classification shall be carried out in accordance with the most relevant functions to which, within the activity, is spent more time, without prejudice to the provisions of paragraph 4 above.

6. The contract of employment shall agree between the two parties on the content of the labour supply which is the subject of the contract and their correspondence with the present system of professional classification.

7. The system of professional classification requires the full collaboration of active policies of formation and dynamic processes in the promotion, which will entail a greater amplitude in the professional expectations. All this with the aim of consolidating and increasing the professionalization and development of the human factor in the companies of the sector, in the interest of a permanent improvement of the internal quality and the delivery of the service.

8. The staff affected by this collective agreement shall be composed of the following professional groups:

Group I: Address and Head.

Group II: Mands and Specialist Technicians.

Group III: Technical and Administrative.

Each of these professional groups is in turn divided into A-to-C level of responsibility.

The classification of professional groups or levels referred to in this article is merely enunciative, without it being the obligation to have all the scales provided, and if necessary, to create new ones with assignment (a) certain functions, provided that they do not identify with the posts and definitions provided for in this Convention.

The questions, differences or claims regarding the correct classification or professional integration in this system of ordination, must be submitted to the joint committee, without prejudice to other actions that correspond to interested parties.

Article 8. Definition of professional groups.

The definition of each professional group is as follows:

Group I: Address and Head.

With broad guidelines, they assume global goals in the field of their business, and take responsibility for them.

Transform these global goals into concrete team objectives, thus creating the general rules needed to achieve the proposed goals.

It is the main feature of people belonging to this group their ability to plan, organize, and lead.

People included in this group need the highest degree of autonomy over the scope of work that has been entrusted to them.

Such a performance translates into the realization of tasks related to research, study, analysis, advice, planning, evaluation and forecasting or other of the same nature, or of organization and control of the processes work to be carried out and, where appropriate, of the staff members to carry out, as well as their motivation, integration and training.

Those included within this professional group need a theoretical and practical knowledge acquired through the formation of the highest level and/or a dilated experience.

Group II: Mandos and specialized technicians.

With broad guidelines, they take concrete team goals and take responsibility for them.

Transform the concrete objectives of equipment into individual tasks, with the creation of rules and procedures for these tasks, in line with the general rules and procedures of your team, controlling and coordinating, in a way next, the activities and results of a work team.

It is the main feature of people belonging to this group their ability to organize and coordinate.

The persons included in this group need a large degree of autonomy in the team entrusted to them, as well as to proceed with the resolution of technical or practical problems of their field of action. They should follow these rules, guidelines or routine procedures for the use of the company.

Who are included within this professional group need knowledge, not purely theoretical, acquired through work experience and/or a broad learning process.

This group includes those people who are entrusted with tasks in very complex administrative and/or technical processes, requiring highly specialized skills and/or complex learning processes.

Group III: Technical and Administrative.

With specific guidelines, they develop the tasks assigned to you and take responsibility for them. Following established procedures, they seek the right solution to each situation. Where the situation is unusual, they shall have recourse to the responsible command.

It is the main characteristic of people belonging to this group, their dedication and specialization in concrete tasks.

Those included in this group need some degree of autonomy in the development of the tasks of their business.

People included in this group need appropriate general knowledge as well as precise instructions on the performance of the tasks entrusted to them.

Within this group will also be all those people of the template whose main task is executed with high degrees of dependency and whose tasks consist of basic, simple, repetitive instrumental operations, mechanical or automatic, supporting or complementary, or requiring knowledge, skill and skill in the use of simple equipment or machines.

Article 9. Definition of professional levels.

1. The definition of the professional levels is as follows:

Level c: People assigned to this level will perform the tasks of less complexity within their professional group. You will need regular monitoring and coordination by the team manager.

Level b: Persons assigned to this level will perform with autonomy the tasks of moderate complexity kers ' Statute, it will be understood that the validity of its normative content is maintained.

CHAPTER II

From Staff

Article 7. Classification of staff.

1. For the purposes of this Convention, a system of professional classification means the legal arrangement whereby, on a technical and organisational basis, the inclusion of the staff of each undertaking in a general framework is envisaged. establishes the different work tasks for areas of responsibility in the companies affected by this Convention. Such legal order is translated into the delimitation of the different knowledge, criteria, tasks and functions in which the provision is structured, while serving both the economic performance and the other effects of the contract. job.

2. This system of professional classification is intended to fand/or responsibility within their professional group. You will need occasional monitoring and coordination by the team manager.

Level a: People assigned to this level will carry out the tasks of greater complexity and/or responsibility within their professional group. The degree of understanding of their tasks enables them to guide them according to their objectives. You will need occasional coordination from the team manager.

2. Those persons who within the company are taken over by the company, and as long as the powers are in force and effectively make use of such a proxy for the development of their functions, will be equated with the level immediately. above, if any, within your professional group.

Article 10. Income and probationary period.

The admission of staff shall be subject to the legally arranged placement, considering provisional during a probationary period, which may not exceed that indicated on the following scale:

a) Staff entitled: 6 months.

b) Rest of staff: 2 months.

During this period, both the company and the contracted person may, respectively, proceed to the resolution of the contract or desist from the test, without prior notice and without any of the parties being entitled to compensation. In any event, the contract person shall receive the remuneration for the work carried out during the trial period. After the trial period, the admission shall be formalised, with the contract person, for the purposes of seniority and periodic increases, given the time spent in the said period.

It is possible for companies to give up this period in admission and also reduce the maximum duration that for the same one is pointed out in their case.

Any income shall be deemed to be a probationary period, the computation of which shall be suspended in the event of the suspension of the contract for any of the reasons provided for in Article 45 of the Workers ' Statute or provision which replace.

Article 11. Training, promotion and promotion.

1. The staff of Group III, level c, with six years of age at this professional level, may be promoted to group III, level b; likewise, those of Group III, level b, with six years of seniority at this professional level, may be promoted to group III, Level A, where both cases are necessary to provide evidence of the assistance and improvement of training courses which are inherent in the appropriate knowledge for access to the new professional level. It shall be counted as assistance and improvement of a course, in those cases where the company makes it impossible to attend the course or the course does not occur, in which case the ascent will occur in order to the seniority referred to above. It shall be the responsibility of the Joint Committee to determine on the suitability of the courses, the results of the evaluations or the impossibility of attendance or lack of courses, in terms of the requirements for the promotion regulated in this Article.

2. The staff assigned to group III, levels c and b, who have not been promoted by virtue of the application of the provisions of previous collective agreements, shall, until 1995, have taken into account the half of their seniority in their current professional category, to the effects of the calculation of the six-year-old period as provided for in the preceding paragraph, so that every two years of actual age in the category shall be counted as one for the purposes of crediting the requirement referred to above.

The rest of the staff will start to compute the necessary six years of seniority at the corresponding professional level from the year 1995 or from their entry into the company.

Article 12. Refresh templates.

In order to stimulate the recruitment of new staff, the parties to this Convention have an impact on the recommendation that, as a result of the retirement of staff, which is recommended to be on the legally fixed date, the periods of insurance having been completed in order to be entitled to the corresponding pension-is replaced by the one who retires with new staff recruitment.

CHAPTER III

Pay Policy

Article. 13. Salary tables.

The minimum guaranteed wages, payable on an annual gross basis per day of work, for each of the levels set out in this Convention are, for the year 2015, the following:

Groups-Levels-Euros:

I. Address and Head:

A: € 31,883.19.

B: € 30,980.82.

C: € 29,267.57.

II. Specialised Controls and Technicians:

A: € 27,758.54.

B: € 26,249.47.

C: € 24,394.99.

III. Technical and Administrative:

A: € 20,600,52.

B: € 18,145.84.

C: € 15,297.86.

The individual conditions that could be enjoyed as a more beneficial condition in relation to the integration of the former professional categories into the new groups and levels set out in this Collective Agreement strictly respect "ad personam".

Within the scope of each undertaking, by agreement with the person employed, part of their overall remuneration may be substituted for all the concepts laid down in the Convention for the remuneration in kind that allows for the in force at any time, in respect of its limit and concepts, and without alteration of the gross annual amount of such remuneration. In these cases, the offers of the company will be directed to the entire staff of the same, the legal representation of the workers will be informed in advance and the concepts will appear in payroll in a detailed and separate way from the rest of salary concepts.

Article 14. Age.

The seniority supplement for all persons affected by this Collective Agreement shall consist of trienes.

Trienes will be computed on the basis of the time served in the company, starting to become an accrual from January 1 of the year in which the triennium is fulfilled.

The bonus for years of age is an integral part of the salary, being computed for the payment of overtime.

Each of the three-year periods to be collected on an annual basis, that is, distributed in the number of pages that the company makes effective over a year, will be paid according to the following table:

Group-Levels-Euros:

I. Address and Head Office.

A: € 681.94.

B: € 681.94.

C: € 670.52.

II. Specialised Controls and Technicians:

A: € 635.16.

B: € 599.80.

C: € 558.23.

III. Technical and Administrative:

A: € 489.72.

B: € 431.35.

C: € 371.41.

Article 15. Extraordinary pagas.

The companies affected by this Collective Agreement shall distribute the annual gross salaries fixed in the number of annual pages to be agreed with the legal representation of the workers, if any, or with the interested persons.

In default, annual salaries will be distributed in fourteen monthly payments, twelve of which coincide with the calendar months of the year and two extraordinary months of the first and second half of the year, which will be paid hthalmologic recognition, hearing and hearing function. osteomcular system, for whom you request it.

Article 28. Social Security.

In case of temporary incapacity both representations agree to establish a supplement to the economic benefits of the Social Security or the Insurance of Accidents of Work, in the following amount:

(a) In the case of temporary incapacity for common sickness or non-employment accident, benefits shall be supplemented by up to 95% of the fixed salary in the first 20 days of such leave and in proportion to the working day of the affected person.

(b) Benefits up to 95% of the fixed salary and in proportion to the working day of the person concerned shall be supplemented by temporary incapacity for sickness or non-employment of more than 20 days '

.

(c) For temporary incapacity for work accident, occupational disease or hospitalization, benefits up to 100% of the fixed salary and in proportion to the working day of the person concerned shall be supplemented.

Such percentages have been set taking into account the Social Security benefits in force in 2015.

Article 29. Interest-free loans.

1. Staff who are at least two years old in the undertaking shall be entitled to cover their own needs, the expenditure of which shall be credited, to loans without interest, consisting of at most an amount equal to 60% of a annuity of the salary indicated for his group and professional level in the tables set out in Article 13 of this Collective Agreement, and in proportion to his/her working day.

2. Such loans shall be reintegrated into the undertaking in the quota requested by the person concerned with a maximum repayment period of 60 monthly payments.

3. Exceptionally, the staff with a loan in force may, for justified reasons, renew any of the amounts requested, provided that at least 75% of the depreciation period initially envisaged for the loan has elapsed. (a) loan in force or a repayment of 75% of the loan granted. In order to do this, we will cancel, with the granting of the new amount, the main slope of the previous one.

Article 30. Help for studies.

1. Companies, depending on the human and professional development of their staff, will grant them, to carry out studies of subjects directly related to this sector of activity and with their best and most training and training for their promotion within the enterprise, in officially recognised centres:

(a) 80% of the tuition fees or fees of the educational establishments, as well as the amount of the books, up to the maximum of the amount equal to one sixth of the annual salary fixed for their professional level in the Article 13 of this Collective Agreement.

b) Facilitate and harmonize, provided that the organization of the work permits, the working hours with those of class and study.

In the event that such studies are provided in public and private institutions, the above mentioned obligations of the company will not extend beyond those of the corresponding public center.

2. The right to such aid shall be lost in the following year if it does not approve more than 50% of the subjects, subjects or credits in which it was registered.

3. Paid leave shall be granted for the time required for the conduct of examinations necessary for the achievement of a diploma.

Article 31. Plus transport.

In order to contribute to the costs of transport of personnel, a plus of transport of 3.48 euros per day of work is established. Such plus shall be no longer received by the person engaged on Sundays, holidays, holidays and days of inattendance at work for any other reason justified or unjustified.

Article 32. Departures and diets.

1. If, for the purposes of the service, a person contracted from the locality in which he/she habitually has his/her destination is displaced, the company shall pay him/her in respect of expenses, in addition to the costs of locomotion, a diet of:

a) One meal out: 24.42 euros.

b) Two meals out: 39.11 euros.

(c) Pernoctar is: The company shall establish a system of credit of justified hotel expenses (room with bath or shower) or housing, applicable to such staff.

2. When the person who is hired cannot return to eat at his or her home, the company works different from the usual ones, even if it is within his/her locality, he/she will be entitled to the diet for food.

3. Where the displacement lasts for more than 60 days uninterrupted, the amount of the allowance shall be reduced by 50 per 100.

4. Undertakings may also set up a system of expenditure to be justified, both for catering and for hotels, in place of the allowances provided for in this Article.

Article 33. Locomotion expenses.

When travel or travel originated by the company's needs, the staff will use their private car, which will be paid at a rate of € 0.31 per kilometre.

Article 34. Childcare assistance.

The company will pay the amount of 320.00 euros a year, which will be extended by 11 monthly payments, for each son or daughter under the age of 3 years, provided that the age of the person in the company is more than one year. In the event that both spouses work in the company, that aid would only be perceived by one of them. This childcare facility may be replaced by tickets-day care.

In the event that the cash aid is received, the person who is hired and the beneficiary must justify the use of the aid by way of justification of the costs incurred by that concept.

Article 35. Eventual contract due to market or production circumstances, accumulation of tasks or excess orders.

The maximum duration of these contracts which are formalised by the undertakings to which this Convention is affected may be 12 months within a period of 18 months. In the case of a lower term, such time limit may be extended for once by agreement between the parties, without the total duration of the contract exceeding that maximum period.

Extinguished the contract for the expiry of the agreed time, provided that the total duration of the contract has been more than six months, the person contracted shall be entitled to compensation equal to the proportion of twelve days per year worked.

CHAPTER VI

Disciplinary regime

Article 36. Fouls.

Contracted persons may be sanctioned by the management of the companies in accordance with the graduation of faults and penalties as set out in the following paragraphs. Any misconduct by staff in staff shall be classified, taking into account their importance, significance and intention in light, serious or very serious.

They will be considered minor faults:

1. Three faults of punctuality during the month of mental burden) or regulations that replace.

This frequency shall not exceed two years, except for the initial assessment of the health of the staff by the incorporation into the work, or after the assignment of specific tasks with new health risks, and the evaluation of the health of persons who resume work after a prolonged absence due to health reasons.

Health surveillance measures will include analytics, blood and urine, and electrocardiogram from 40 years of age or when there is a family history of risk, and opommittee shall be established:

Headlines:

ASNEF/AELR/AEF: Four members designated by them.

CC. OO.: Two members appointed by CC.OO-Services.

U. G. T.: Two members appointed by the FeS-U.G.T.

Substitutes:

ASNEF/AELR/AEF: Four members designated by them.

CC. OO.: Two members appointed by CC.OO-Services.

UGT: Two members designated by the FeS-UGT.

2. The call for a call by either party of the committee shall be convened within a maximum of 15 days. Such a call must be made through the professional association or the trade unions.

3. The role of this joint committee will be:

(a) Compulsory intervention in the cases of non-application provided for in Article 82.3 of the Workers ' Statute by mediating between the parties and, in the event of a breach of mediation, by the corresponding Arbitration procedure.

b) To monitor compliance with the provisions of this Collective Agreement.

c) Know and decide on the issues that are raised in the field of functional, personal and territorial scope of this collective agreement; promotion and promotion, suitability of courses and their evaluations, assistance and (i) the improvement of training courses, the inability to provide assistance to them and the absence of training courses, and hence the age required for the promotion, and changes in the legal representation of workers in the the company, as well as the resolution of the discrepancies raised by the application of the professional classification established in the professional groups covered by this Convention.

d) Know and decide on the issues raised in the field of safety and health at work, in accordance with the provisions of the second provision.

e) In addition to the functions previously established, this sectoral joint committee will adapt, at the time of its constitution, its rules of operation to the legal regulations in force at every moment, including the functions and powers which such legislation would establish.

4. The Joint Committee may also be convened during the years 2015 and 2016, for which each of the signatory Unions and members of the Joint Committee shall enjoy a credit of 60 hours per year.

5. Within the Joint Committee, the agreements shall be adopted unanimously, or, failing that, by a simple majority, and shall be reflected in a summary report to be signed by all the participants at the meeting.

6. For the validity of the agreements, the presence of more than 50% of the vowels shall be required for each part.

Additional provision second. Health and safety sectoral joint committee.

1. For all those questions arising from the application of this Collective Agreement in the field of health surveillance and safety at work, the following joint committee is hereby established:

Headlines:

ASNEF/AELR/AEF: Four members designated by them.

CC. OO.: Two members per CC.OO-Services.

UGT: Two members designated by the FeS-UGT.

Substitutes:

ASNEF/AELR/AEF: Four members designated by them.

CC. OO.: Two members appointed by CC.OO-Services.

UGT: Two members designated by the FeS-UGT.

2. The call for a call by either party of the committee shall be convened within a maximum of 15 days. Such a call must be made through the association of employers or the trade unions.

3. The role of this joint committee will be:

a) Represent the sector of Financial Institutions of Credit, Factoring, Leasing and Renting, before the Foundation for the prevention of occupational risks, being its valid interlocutor, and, consequently, promoting concrete actions and projects for the sector in which areas fall within its competence.

With such a character, collaborate with the foundation in the follow-up of the implementation of approved initiatives, as well as ask for the insertion of the peculiarities and needs of the sector of reference, within its objectives general plan and the general plan to be set up.

(b) To ensure compliance with the provisions of Article 25 of this Convention and, where appropriate, to refer to the Joint Committee for the interpretation of any questions arising from the application and interpretation of the Articles referred to the safety and health at work, accompanied, if appropriate, by the relevant report.

4. Within the Joint Committee, the agreements shall be adopted unanimously, or, failing that, by a simple majority, and shall be reflected in a summary report to be signed by all the participants at the meeting.

5. For the validity of the agreements, the presence of more than 50% of the vowels shall be required for each part.

Additional provision third. Equal sectoral joint committee.

1. The Commission is set up for equal opportunities with the same joint composition as those outlined above for other sectoral joint committees.

2. The purpose of this commission will be to monitor the compliance and development of legal measures and those provided for in this Convention to promote the principle of equality and non-discrimination, as well as to know about the complaints that may be caused by non-compliances.

3. To this end, the commission shall meet at the request of either party and at least once a year.

Additional provision fourth. Holidays.

The holidays provided for in Article 19 (1) of this Collective Agreement come from the inclusion of the two days of paid leave for own affairs granted under Article 15 (5) of the 2002 Collective Agreement.

Additional provision fifth. Salary update and productivity clause.

The economic amounts set out in Articles 13, 31, 32 and 33 shall be increased by 1,2% with effect from 1 January 2016.

The provisions of this clause shall not apply to the table contained in Article 14 or to other figures in the Collective Agreement.

Taking into account the final accounting result after tax, the companies will pay, where appropriate, a pay in the first half of 2016 and 2017, once that result has been verified in both the 2015 fiscal year and 2016 respectively, applying the following percentages on the tables of Article 13 of the Convention:

Losses: 0%.

Benefits: 0.5%.

Benefits higher than previous year: 0.75%.

Benefits higher than previous year in double digits percent: 1%.

Previous concepts, amounts, and percentages are not cumulative.

Additional provision sixth. Out-of-court settlement of labor disputes.

The signatory parties to this Collective Agreement agren the same, maintaining their links as staff of the workforce in some enterprise, will be entitled to the the granting of the paid leave necessary for the proper exercise of their work as negotiators, provided that the undertaking is affected by the negotiation.

Additional disposition first. Sectoral Joint Committee for the interpretation and implementation of the Convention.

1. For all those questions arising from the application of this Collective Convention and applicable and applicable law, the following joint ce to establish voluntary procedures for the settlement of collective conflicts, in relation to the interpretation and application of the agreement and its adequacy to the the circumstances in which the work is carried out and carried out in the undertaking; in relation to any discrepancies which may exist, where appropriate, after the maximum period of negotiation without reaching an agreement; any discrepancies which may arise. arise in the negotiation for the substantial modification and the inapplicable in the company working conditions laid down in this Convention, in accordance with the provisions of Article 41.6 of the Staff Regulations, as well as the discrepancies within the Joint Committees and the conflicts of concurrency between different agreements, assuming the contents of the Agreement on out-of-court settlement of labor disputes (ASAC) in force at any time, which, for these purposes, is given here in full reproduced as an integral part of this Collective Agreement.

For these purposes, the procedures and bodies established in the autonomous communities will be in order for their competence.

Prior to the exercise of the right to strike it will be necessary to exhaust the voluntary dispute settlement procedures provided for in this provision.

Additional provision seventh. Exclusion conditions.

The salary tables set out in this Collective Agreement shall not be necessary or required for undertakings whose situation and prospects may be damaged as a result of the wage regime. established in this Collective Agreement, affecting the possibilities of maintaining employment.

Companies that are in this situation will bring it to the attention of the Joint Committee, who will resolve the information provided.

The procedure provided for in Article 82.3 of the Workers ' Statute will be followed by the possibility of attending the Joint Committee.

The communication must be made in writing and the following documents shall be included:

Companies that allege such circumstances must present the precise documentation (balance sheets, results accounts and, where appropriate, auditors 'or auditors' report) to the unitary and union representation. justify a differentiated wage treatment. In addition, the presentation of an explanatory memorandum of the economic reasons for the application shall be required, in which the economic and financial situation of the undertaking and the affectation to the maintenance of employment shall be recorded.

They will also explain the general measures that they have provided for the viability of the company and the maintenance of employment.

The supporting documentation of the cause causing the application of the application must also be attached.

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

In this sense, in those of less than twenty-five persons hired, and depending on the economic costs involved, the report of the auditors or the sworn auditors of the accounts will be replaced by the documentation that results precise within the above paragraphs, in order to demonstrate the situation of losses.

Finally, for the alleged discrepancy between the parties in respect of the above and in advance of any claim, the parties to the Convention assume the contents of the Settlement Agreement. (ASAC) in force at any time, which, for these purposes, is hereby fully reproduced as an integral part of this Collective Agreement.

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.

Additional disposition octave. From employment.

Aware of the special economic situation currently experienced, the parties understand that the defense of employment in the sector is a priority, so they are committed to work in order to try to maintain possible stability of employment.

To this end, with any template readjustment, they adopt the following commitments:

1. Companies, before using the legal channels that are legally planned, will meet with the representation of workers to address, through dialogue, possible solutions in order to minimize the impact on employment measures to be taken.

2. Possible agreements to be reached in the event of adjustments will be used to use the vegetative paths and proposals of a voluntary nature to try not to resort to objective cases or dismissals for organizational reasons.

3. In the event of disciplinary dismissals, the parties reaffirm themselves in the will that they only be made to modify or eradicate irregular behavior. The staff concerned shall therefore be informed in writing of the minor, serious or very serious misconduct and shall be given a copy of the representation of the workers.

4. The companies undertake to use the training routes to their staff in order to be able to carry out another task other than that for which they were hired, by agreement between the two parties. The union representation will be consulted on the implementation of these training policies, which will serve to promote the transition to new functions.

5. It will be the responsibility of the Joint Committee to know, in general terms, the development of employment in enterprises in the field of application of this Collective Agreement.

Additional provision ninth. Regulatory reference.

The application of this Framework Collective Agreement will be in accordance with the applicable legislation applicable at any time, with special consideration being given to the Organic Law 3/2007 for the effective equality of women and men for all The Law of the Prevention of Occupational Risks (modified and updated by Law 54/2003 on the reform of the regulatory framework for the prevention of occupational risks) for all aspects related to the surveillance and maintenance of the of the health of the templates, as well as, in respect of interest-free loans, the parties will have to comply with the conditions and formalities on responsible credit provided for in the current rules and in the provisions on contracts for consumer credit and sustainable economy.