Having regard to the text of the state collective agreement for the tanning, belt and industrial hides and skins industries for fur skins 2016-2018 (convention code n ° 99001465011981), which was signed on 1 June 2016, on the one hand by the Spanish Curtid Association (ACEXPIEL) on behalf of companies in the sector, and on the other by the trade unions Workers 'Commissions, Industry, and the General Workers' Union FICA-UGT representing the workers, and in accordance with the provisions of Article 90 (2) and (3) of the Staff Regulations Act of the Workers, Recast Text approved by Royal Legislative Decree 2/2015, of 23 October-BOE of 24-, and in 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 Committee.

Second.

Arrange for publication in the Official State Gazette.

Madrid, July 19, 2016. -Director General of Employment, Xavier Jean Braulio Thibault Aranda.

STATE COLLECTIVE AGREEMENT FOR THE TANNING INDUSTRIES, INDUSTRIAL BELTS AND HIDES AND SKINS FOR FUR 2016-2018

CHAPTER I

General rules

Article 1. Determination of the parties.

These are parties to the present agreement, the trade unions of the Workers of Industry and the General Workers ' Union FICA UGT and representing the companies of the sector, the Spanish Curtid Association (ACEPXPEL) they all have the legitimacy to negotiate established in Article 82.2 and 3 of the E.T. and mutually recognizing the aforementioned legitimation.

Article 2. Territorial scope.

This Convention is of mandatory application throughout the territory of the Spanish State.

Article 3. Functional scope.

The Convention obliges all tanning industries, industrial belts and hides and skins for fur skins.

The functional scope of this convention also includes:

• To companies that assume the organization and direction of curtition through third parties.

• To the raw hides and skins of the slaughterhouse (which they store and subsequently sell, to wholesalers or to some tanning manufacturer)

Article 4. Personal scope.

The present working conditions will affect all staff employed in the companies included in the above areas, regardless of their country of origin and/or residence except those who are in charge of advisers in companies which are in the form of a company or a senior management company.

Article 5. Duration.

This Collective Agreement shall enter into force on the date of its signature, and shall remain in force until 31 December 2018.

Article 6. Complaint and extension.

Any of the signatory parties may denounce this Convention at least one month before the date of termination of the validity or any of its extensions. The complaint shall be in accordance with the laws in force at any time.

Within the maximum period of one month from the end of the term of the agreement, the negotiating commission shall be established.

This collective agreement shall be valid until 31 December 2018. The parties will have two years to negotiate the next, during which time the agreement will remain in force. After this period, the negotiating parties will submit their discrepancies to the mediation system, if no agreement will be submitted to an arbitration, regulated in the V ASAC. During the period up to the end of the final mediation or award, the text of the agreement shall also be maintained.

Article 7. Compensation.

They will not be compensable:

a) Holiday longer than those agreed in this Convention.

b) Working day less than that established in this Convention.

c) Plus transport compensation and diets.

(d) Special conditions concerning accidents, sickness and maternity in excess of those agreed upon, considered as personal.

e) Supplementary retirement schemes that may be established by businesses.

f) Uses and customs of each area, locality and company.

Article 8. "ad personam" warranty.

Personal situations that exceed the pact in its global content and in annual computation will be respected, strictly maintained "ad personam".

CHAPTER II

Article 9. Joint Commission.

For the interpretation, monitoring and mediation of this Convention, a Joint Commission shall be set up to be composed of two persons from UGT, two from CC.OO, and four from the Spanish Confederation of ACXPIEL Curtidores, and their corresponding alternates, appointed from among those who formed the Negotiating Committee of the Convention.

Members of the Joint Committee may be incorporated into the subjects to be dealt with by both representations, with a voice but without a vote.

The questions raised with the Joint Committee will be dealt with through the trade unions and the employers ' body, with the following names being designated as the Commission's address:

-ACXPIEL: Calle Valencia 359 3. º 2. ª E08009 Barcelona.

-FICA UGT: Avenida América, 25, 2. ª 28002. Madrid.

-Industry CCOO: Ramírez de Arellano, 19, sixth floor, 28043 Madrid.

The scope of the Joint Commission's action will be the same as the Convention, being able to meet anywhere in the Spanish State, as well as to appoint commissions or papers to act in areas, geographical areas and to intervene in specific cases.

The Joint Commission will have the following specific functions:

-From those issues which, at the request of a party and being of general interest, are derived from the application of the Convention and the interpretation of its clauses.

-Of the functions of reconciliation, mediation and arbitration when the parties concerned, by common agreement, so request.

-Pronouncement in the discrepancies that are submitted to it by any of the parties in relation to the inapplication in the company of the working conditions provided for in this convention, as provided for in paragraph 3 of the Article 82 of the Staff Regulations where they have not reached agreement during the period of consultation.

-Approve the regulations that are necessary for proper operation.

-How many other functions apply to you in application of the current convention or laws.

On an ordinary basis and in order to deal with the consultations referred to in the previous paragraph, the Joint Committee shall meet once a quarter or when the volume of the consultations which have been recorded so advises. In relation to those functions for which specific deadlines will be established, it will be legally or conventionally disposed on them. The minutes of the meetings of the Joint Committee in plenary or by committee or delegated presentation shall be drawn up in accordance with the agreements obtained and the positions, if any, of each of the representations. In the event of any discrepancy, either party shall resort to the out-of-court dispute settlement procedures established by the State-wide interbranch agreements provided for in Article 83 of the Treaty.

If any issue raised outside such an entity which is specified by the parties concerned will be specified or clarified by the parties concerned, the Commission shall, within seven days, give them to the Commission or to the Commission or (i) a delegation which will move to the place of the problem and, after analysing the views of both parties, will issue by a majority the resolution it deems appropriate, to which the parties must submit, without prejudice to the administrative or litigation that they may exercise.

Within the Joint Committee of the Convention a Commission for Equality shall be constituted whose powers and powers shall be:

-Velar over the interpretation of the convention on equality and non-discrimination.

-Issue pre-conflict resolution report.

-Knowledge and monitoring of equality plans in companies in the sector.

-Annual report of the objectives marked on equality.

Article 10. Guarantee by the Joint Committee.

The people who make up the Joint Commission will be counted the hours spent in meetings of the same as if they were actually worked.

CHAPTER III

Article 11. Out-of-court settlement of labor disputes.

1. Accession to the Agreement on Extractive Solutions of Labour Conflicts (V ASAC).

The signatory parties agree to adhere to the out-of-court settlement of labor disputes, V ASAC subscribed by the most representative business and trade union organizations.

2. Application of conditions agreed in Collective Agreement.

Companies in which some of the causes of inapplication provided for in Article 82.3 of the ET are satisfied may proceed to the inapplication of the working conditions provided for in this Convention in accordance with the provisions of the Mentioned article.

CHAPTER IV

Organization of the job

Article 12. Competence and content.

The practical organization of work, as provided for in this Convention, corresponds to the management of the company, which will carry it out through the regular exercise of its powers of management and control of the work in a coordinated manner with the company's work prevention service, which will advise the management on the preventive activities to be carried out for the proper protection of health and safety.

Without the authority that corresponds to the company or its legal representatives, the union representation will be heard in everything related to the organization and rationalization of the work.

The organization of the work includes the points listed below, in a non-exhaustive way, but merely enunciative:

1. The requirement for normal activity and, consequently, the minimum performance established.

2. The award of the machines or the task necessary for the development of the activity.

3. The fixing of the permissible waste and quality rates throughout the manufacturing process.

4. Vigilance about the care and cleanliness of the machinery, which will be done within the working day.

5. The mobility and redistribution of personnel, in accordance with the needs of the organization and the production, respecting the salary for all the concepts achieved, without prejudice to their professional training and the necessary period of adaptation which, at most, will be six months.

In cases of individual move from one job to another, the following will be taken into account:

(a) During the adaptation period, where necessary, the professional salary plus the incentives that you may continue to receive in your previous job will be respected.

(b) During the three-month period, from the date of the end of the adjustment period, where applicable, the rates/ratios of incentives in their place of provenance shall be respected where such tariffs are applicable. are superior to those who are in your new position.

6. To carry out during the period of the work organization the modifications in the methods of the same, rates, distribution of the staff, change of functions and variations in the machines and the materials that facilitate the comparative study with reference situations or the technical study concerned.

If, during the trial period, higher than normal activities are obtained, they will be paid in accordance with the rates established during the trial period, and the total amounts to be charged for this concept must be regularised. time approved for rates.

In the event that the rates are not definitively established, the higher activity will be paid proportionally to what exceeds normal activity.

7. The adaptation of the workloads, yields and rates to the new conditions resulting from the change of operating methods, manufacturing processes, change of materials, machines or technical conditions of the same.

Article 13. Definitions.

The organization of the work will take into account the following principles and definitions:

Normal activity at work is one that develops an average person, aware of their responsibility, with a constant and reasonable effort, without excessive physical and mental fatigue, with effective protection in the field of security and health, without the encouragement of a remuneration for incentive and under a competent direction.

This activity is the one that in the various and most common measurement systems corresponds to the 60, 75, and 100 indices.

Optimal activity is the maximum that can be developed by an average person, without prejudice to their professional life and health.

Corresponds to the previous measurement systems with the indexes 80, 100, and 133.

Normal performance is the amount of work that a person performs in a normal activity time.

Optimal performance is the amount of work that a person performs in an optimal activity time.

Normal time is spent by a person in a given operation to normal activity, without including recovery time.

Limited work is the one in which the person cannot develop the optimal activity throughout his/her time. The limitation may be due to the work of the machine, to the fact of working as a team or to the conditions of the operating method. For remuneration purposes, people's waiting times due to any of the above limitations will be paid as if normal activity is worked.

In the limited work, the optimum production will be obtained considering that the minimum production time is the machine time increased to the amount of machine work stop performed in optimal activity. The interference of machines or equipment shall be calculated in the appropriate cases.

Article 14. Implementation of Work Systems.

The initiative for the establishment of systems of organization or control of production, as well as incentive of the work, corresponds to the company and will be able to refer to its totality, to certain sections, or centers or places of work, or to work units or stages of production process.

When the partial implementation of a measured time work system increases workloads in another section or above normal performance, it will be mandatory for the latter to be applied to the system.

Article 15. Procedure for the implementation of work systems.

In the establishment and revisions of the work organization system, as well as the incentive system for measured times, the report of the Staff Committee or Delegates will be required, in accordance with what is set below:

a) The company may at any time carry out the corresponding studies for the determination of times, using any of the techniques that exist to the effect. In order to carry out these studies, no prior processing will be required, although the Company Committee will be informed of the subject matter, without this being mandatory for the company in terms of its application.

Once the studies have been completed, and if they are to be used to modify the working conditions or remuneration of the staff, the affected will be informed at least one week in advance of the probationary period; request the presence of the Staff Delegates or the Business Committee. The new studies shall be subject to experimentation for a maximum period of 10 weeks.

b) Finished the trial period, the company will provide the Business Committee or Staff Delegates with the reasoned study of the same.

In the event of no business committee, or staff delegates, it will be made easier for union federations to designate the affected persons

Within a maximum of fifteen days from receipt, union representation assisted by your union federation, will show your agreement or disagreement with the system in place.

c) In case of conformity or silence in this respect, the following day the approved system shall enter into force.

(d) In the event of disagreement, the reports from both parties shall be forwarded to the Joint Committee of the Convention, in order to decide whether the correct procedure for the implementation of the system has been observed.

e) In the event of disagreement with the resolution of the Joint Committee, Article 41 of the Treaty shall be subject to the provisions of Article 41 of the Treaty, without prejudice to the fact that the parties to the mutual agreement may be subject to the arbitration procedure laid down in that Article. Article 11 of this Convention.

In the application of a system of incentives to production, account must be taken, among other factors, of the following:

a) The required period of adaptation to the work method.

b) The implementation by the method company.

c) The perfect division into elementary sequences of the jobs to be timed.

d) The definition of the level of quality required at work and corresponding to the subsequent demand.

e) The number of hours actually worked per week will necessarily be taken into account.

In the review or implementation of new incentive schemes and during the trial period, the company will have to guarantee to its staff the average of the incentives they would have obtained in the previous 90 days of work. Normal working day.

During the probationary period, the person may not be punished for not reaching the required minimum, when the causes are alien to the same or imputable to the system itself.

Article 16. Performance agreed.

1. The normal performance that corresponds to the so-called normal activity is the minimum required performance, and the company may determine it at any time, without the failure to do so or to be interpreted as leaving this right.

2. The remuneration for normal performance is determined by the salary of this Convention.

3. To establish incentives, it must be based on normal performance. In those enterprises where a system of incentives is in place, they will be absorbed by the salary of this Convention to the extent that it corresponds to normal performance, which is the minimum required by the Convention.

4. Incentives may be collective (by section, chain, groups, etc.), or individual, as determined by the company.

5. Where a job is difficult to measure, a percentage of indirect valuation is required for the application of this incentive to such staff, provided that their activity is higher than usual, consistent with the the result provided of the incentives equivalent to their professional category.

6. Companies that have an incentive system in place may review it when the amounts of work to activity exceed 40 per 100 of those indicated for normal performance.

7. Companies may limit, or reduce proportionally and even abolish incentives, on an individual basis, for lack of aptitude or interest and attention, objectively demonstrated, to be detrimental to production or to fail to fulfil their obligations in respect of risk prevention, without prejudice to measures that may be applicable to the case.

8. Incentives may be suspended in general, by sections or on an individual basis where the realities pursued by the system cannot be achieved as a result of the absence or reduction of work in the undertaking, or when proceed to repair or reform of the facilities.

In such assumptions, the remuneration corresponding to normal performance plus the increases in seniority will be collected.

Article 17. Review.

The review of times and yields should be performed in the following cases:

a) By reform of industrial or administrative methods or procedures, in each case.

(b) When the calculation or measurement was in a manifest and undoubted manner.

(c) When the returns obtained by the person exceed repeatedly of the 140 or their equivalents on other scales.

d) In the event that the above assumptions are not given, by agreement between company and unitary representation.

In the event that a qualified person has several tasks of different trades and is not able to measure his or her work in any of them, the remuneration for the post shall be the responsibility of the post. of top-category work.

CHAPTER V

Hiring and employment

Article 18. Recruitment.

In terms of employment and employment contracts, it will be up to the legal provisions and conventional rules of greater rank if there are to be a general and a special nature, as well as the provisions of this directive. convention, with the interrelation that for such standards establishes article 3 of the ET.

In compliance with the obligations laid down in Article 8 of the ET for any contractual mode, the contract of employment must be made in writing by stating at least the place of employment, professional level and salary, which will be the one established in the Convention, as well as the notification of these contracts to the union representation, so that those made in fraud of law will be considered indefinite to all intents and purposes.

Article 19. Test periods.

A probationary period may be arranged in writing, in which case the person's entry shall be deemed provisional until he has complied with it; this period shall in no case exceed the following periods of time:

1. For the management staff: 6 months.

2. For group 1 staff: 2 months.

3. For staff assigned to groups 2.3 and 4: 1 month.

4. For group 5 staff: 15 days.

The probationary period is fully enforceable provided that it is written in writing, unless the companies decide to give up all or part of it, either by stating in writing in the contract of employment or by giving up the same in writing during its course.

During the trial period, both the company and the contracted person may unilaterally withdraw from the contract of employment without notice or right to compensation.

The trial period will be computable for the purposes of seniority and during the same period it will have the same rights and obligations as the rest of the company's template.

Article 20. Volunteers cease.

Persons who wish to cause a voluntary decline in the company's service will be required to communicate it to the company, in writing, and with the following notice periods:

(a) Personal address and technical tasks: two months.

b) Administrative staff: thirty days.

c) Staff Rest: Fifteen days.

Failure to comply with the notice periods indicated will result in a penalty equivalent to the days of delay of the communication, and the company may discount the delay of the accruals to be paid as a result of its low concept of finiquito.

Article 21. Decreased capacity.

Companies will engage staff whose capacity has decreased by age or other circumstances, before retirement, by directing them to work appropriate to their conditions. A preference shall be given to persons unable to work as a result of an accident at work or a professional illness which is liable to be paid to the undertaking. In order to put people with disabilities, they will have the preferences set out in their specific regulations and the companies of more than 50 people hired will have to reserve at least 2 per 100 of their staff.

In a manner compatible with the legal provisions, the companies will provide the places of goal, concierge, surveillance, etc., with persons who by default physical, illness or advanced age cannot continue to perform their trade with normal performance and provided that they are not entitled to allowance, pension or own means of subsistence.

The coupled staff will receive the salary according to the category they perform.

Article 22. Transfer of work or machinery centre.

In the event of a transfer of the machinery or work centre to another locality requiring change of residence, including individual mobility cases, the company will bring it to the attention of the RLT and the persons concerned with a at least one month in advance, indicating the conditions of such transfer, and ensuring all rights acquired by the persons concerned.

Staff will have the right to choose between the shipment by perceiving a compensation for expenses, or the extinction of their contract by receiving a compensation of 20 days of salary per year of service, with a maximum of 12 monthly allowances.

The RLT during the 15-day consultation period may raise objections, and/or proposals, to avoid or reduce its effects as well as the measures necessary to mitigate its consequences.

In such cases, the company and the RLT may at any time agree to the replacement of the period of consultation referred to in Article 40.2 of the Statute by the application of the mediation or arbitration proceedings (SIMA).

The intervention as interlocutors to the management of the company in the consultation procedure will correspond to the trade union sections when they agree, provided that they add up the majority of the people of the company or among delegates or delegates of staff.

In the case of the absence of the RLT in the company, the provisions of Article 41.4 of the ET will be available.

Article 23. Eventual contract due to circumstances of production.

These are the contracts which aim to meet the market's circumstantial requirements, the accumulation of tasks or orders, new or extraordinary work in excess of the normal business activity, even if the usual activity of the same.

Taking into account the characteristics and temporary circumstances in the sector's activity and in accordance with the provisions of the legislation in force, the contracts to be concluded for these reasons, which cannot be covered by fixed staff of the discontinuous template or fixed, may have a maximum duration of 12 months, continuous or alternate, within a period of 18 months. Only a single extension will be possible if the initial contract does not reach the maximum expected duration.

During the period of 18 months indicated in the preceding paragraph, no more than one contract of this mode can be performed for the same job in which a contract has already been made for this mode exhausted the maximum duration provided for in this article.

This contractual mode shall be entitled to the compensation provided for any contract, in proportion to the duration of the contract, provided that the duration of the contract does not exceed 6 months. If you exceed those 6 months the compensation at the end of the contract will be 12 days of salary per year of service and from the first month of the contract.

Article 24. Contract by specific work or service.

These are those contracts whose object is the realization of a particular work or service, with autonomy and its own substance within the activity of the company not directly related to the productive area of the same and whose execution, although limited in time, is in principle of uncertain duration.

Companies will inform the union representation of the causes and object of these contracts in advance when they affect the production area of the company.

The contract shall be sufficiently identified for the work or service subject to the procurement and shall be entitled to the compensation provided for in the legislation in force.

Article 25. Fijo-discontinuous contract.

Given the particularity of the sector by having a seasonal or cyclical activity, the parties agree to establish the regulation of job contracts of a fij-discontinuous character according to the following characteristics:

It will be considered fijo-discontinuous that which is contracted to perform fixed and periodic works within the volume and normal activity of work in the company, during periods of activity with uncertain start and duration.

When it comes to discontinuous work that is repeated on certain dates, the regulation of the part-time contract concluded for an indefinite period of time will apply.

It is set as the maximum limit of the annual day of this type of contracts 90 percent of the ordinary day for continuous fixed fixed in agreement for each calendar year.

The provision of services for the discontinuous fixed assets will be based on the production needs of the companies, and the month of the foreseeable start and end of each period or seasonal cycle of the contract should be fixed in the contract. production.

The company, within the foreseeable month of the start of the campaign fixed in contract, must pre-notify or call the persons in need at least 15 days in advance. Once the service delivery has started and the business as a function of its productive needs requires more people, they must be called at least 3 days in advance.

If a person is called to provide his/her services and does not go to work or duly justify such absence in advance of the date of incorporation into the work, he/she will automatically cause a voluntary leave of absence contract of employment with the company. If the person concerned is providing services in another undertaking and justifies that circumstance in good time and in good time, a new period of notice shall be granted to him for the purpose of extinguishing or suspending his relationship with the other undertaking. company complying with the relevant notice periods, and without prejudice to the company being able to call the following on the call list. If it does not occur after the new notice period, it will automatically cause voluntary leave to terminate its employment contract for all intents and purposes.

The staff will be called in the order and the form determined in this article, being able, in case of non-compliance, to claim in procedure of dismissal before the competent jurisdiction, beginning the deadline for from the moment when they were aware of the lack of convocation.

The order of call of the contracted persons under this contractual modality will be performed according to the productive needs of the company according to the seniority in the hiring and by productive sections of the the company itself, producing the eesc in reverse as it goes down the productive activity for which they were hired. Copies of the lists or order of appeal shall be sent to the trade union representatives.

Section headquarters and/or managers may have a prior call of at least one week.

Discontinuous fixed contracts that exceed their maximum day for 2 consecutive or 4 alternate campaigns will become continuous fixed. In any case, the vacancies which occur among the staff of the full-time fixed staff shall be covered by a preferential basis by fij-discontinuous staff of the same or similar professional group and fitness.

The remuneration of discontinuous fixed assets will be effectively worked per hour, including the proportional share of extra pay and benefits, weekly rest, holidays and holidays, in relation to the annual salary of the continuous fixed of the respective group and professional level.

As long as all fixed-discontinuous contracts are not being serviced, the company will not be able to hire any personnel from the same section and specialty.

Any that are contracted for 2 consecutive campaigns or 4 alternate campaigns for periods longer than 6 months will be subject to the condition of discontinuous fixings. This measure shall apply from the date of entry into force of this Convention, without taking into account pre-existing periods of temporary employment prior to the entry into force of the Convention.

The legislation governing part-time contracts and discontinuous fixed contracts will be applicable as not provided for in this article.

Article 26. Part-time contract.

The contract of employment shall be deemed to be part-time when the provision of services has been agreed for a number of hours per day, week, month or year of the day of full-time work comparable.

Part-time contracts may be of indefinite duration or determined in cases where this mode of employment is legally permitted, except in contracts for training.

It is set as a limit of 90 percent of the ordinary working day fixed in the Collective Agreement for each year of its full time, including the additional hours.

The contract must be completed in writing and the number of ordinary hours of work per day, week or year contracted and its distribution in an indicative manner must be included in the contract.

Part-time contract staff shall have the same rights and equal treatment in employment relationships, except in the case of limitations arising from the nature and duration of their contract.

By agreement between the company and the trade union representatives therein, and in accordance with the provisions of Article 12 (5) of the Treaty, the number of additional hours provided for in that provision may be extended by 30% per year. (i) to increase the number of hours spent in the first half of the year, and to increase the number of hours spent in the first half of the year to the next six months. The implementation of the extension of the number of additional hours as the modification of the module to be taken into account for the distribution of such regulated hours in this paragraph shall be the subject of a covenant with the person engaged.

Article 27. Replacement and partial retirement contracts.

Taking into account the characteristics of the sector and the process of renewal of templates that occur in companies, it may be of interest to use the relay contracts. To this end, during the period of validity of this Convention, the undersigned organisations shall disclose among the undertakings concerned the characteristics of this type of contract in order to facilitate their use in those undertakings in which they are (a) the circumstances in which the contract may be concluded may be carried out, provided that there is mutual agreement between the undertaking and the worker. The company agreements in which specific commitments have been made on this subject will be respected in their entirety. The contract of relief shall be governed by its formalities and requirements, in accordance with the provisions of the legislation in force. However, by mutual agreement between a company and a retired worker, the accumulation of the latter's working time may be agreed upon at a given time of year. In accordance with Article 12 (7) (d) of the Staff Regulations, the job of the relievist may be the same as that of the employed person. In any event, there shall be a correspondence between the bases of quotation of the two, as provided for in Article 166.2 (e) of the General Law on Social Security.

Article 28. Temporary work companies.

Making contracts available with temporary work companies will only be used to cover occasional and exceptional productive needs of companies due to accumulation of tasks, excess orders, pre-selection or interinity, without the use of this mode of recruitment to fill vacancies which would have occurred in the last 12 months by unfair dismissal or termination of a fixed-term contract, and also not for completion of particularly dangerous activities or work.

The user company will assume the labor and social security responsibilities imposed on it by law in this type of contract, making the persons hired under this modality their work under the same conditions as the user's own company.

In order to be able to use this type of hiring, the companies will have to have exhausted the possibilities of hiring through the modalities of discontinuous fixed, eventual and work or service, leaving limited to one month if there is no agreement with the trade union representation; in the event of an agreement, the parties shall determine the maximum duration of such contracts, in accordance with the laws in force.

CHAPTER VI

Economic Conditions

Article 29. Salary (1).

1. The salary tables for 2016, with effect from January 1, 2016, will be those that will be increased by 1 per 100, to the tables of 2015.

2. The salary tables for 2017, with effect from 1 January 20147, will be the ones that will be increased by 1.2 per 100 to the 2016 tables.

3. The salary tables for 2018, with effect from January 1, 2018, will be those that result from increasing a 1.3 per 100 to the 2017 tables.

4. The salary tables for the years 2017 and 2018 shall be carried out on the revised tables of the previous year, if such revision is carried out.

Pay Review Clause: The salary tables will be revised in the percentage in which the actual CPI (corresponding to 31 December of the previous year), exceeds the agreed increase and limited the relative percentage to 1.8% for each of the years of the convention, the revision of salary arrears with effect from 1 January of each year shall be paid.

The salary tables will be applied in the month following your review and approval by the Joint Commission.

Article 30. Payment of arrears.

The economic conditions of this agreement shall enter into force from the fifteen days of its signature.

The salary arrears of this agreement shall be paid within the month following the entry into force of this agreement, with the additional contribution corresponding to the Social Security being made by the undertaking, at the latest following that of its publication in the BOE.

Article 31. Advances.

The period of time referred to in the regular and regular remuneration shall not exceed one month.

The person, and with his authorization his legal representatives, shall be entitled to receive, without the day indicated for payment, advances on account of the work already done.

Article 32. Incentives.

For those companies that have been rationalized or that during the term of this Convention implement any system of rationalization of the work, the incentive curve will come defined, for the normal performance, for the salary of the Convention.

The salary for normal activity is the remuneration for normal performance.

For the purposes of remuneration and as long as normal business is not determined, this will be the one for which at any time it is being considered as such.

Article 33. Overtime.

Every hour of work performed on the ordinary working day shall be paid with an increase of at least one forty per cent on the salary that would correspond to each ordinary hour, without any personal discrimination.

However, the increase of forty per cent may be modified by common agreement between company and union representation, with individual agreements on this subject being null and void. The number of overtime may not exceed eighty per year.

Equally, overtime may be compensated with paid time off, in the same percentage that is paid, respecting the business covenants to the effect.

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

Article 34. Benefits Pay.

The monthly payment called "Benefits" (9% of the salary, extraordinary bonuses and "ad personam" supplement-replacement of the age), becomes an individual complement for the people who came from the date of signature of this Convention.

This ad personam special add-on will not be absorbable or compensable and will be increased by the same percentage that applies to the table salary.

Article 35. Extraordinary Pages of July and Christmas.

The extraordinary bonuses of July and Christmas will consist of each one of them in the payment of a monthly payment except for the weekly collection staff that will be of 30.417 of the salary of the convention and complement "ad personam" replacement of age when applicable.

The first instalment will be paid during the first half of July and the second in the first half of December.

Article 36. "ad personam" consolidated add-ons.

Consolidated amounts as an "ad personam" guarantee, both the replacement of seniority, and the name of the nomenclator will be increased in this agreement and in the successive percentages that will increase wages of the same, establishing that these quantities are not compensable or absorbable.

Article 37. Night work.

The hours worked during the period from ten to six in the morning, unless the salary has been established on the basis that the work is night by its nature, shall be paid This is a specific increase in the salary of the Convention by 25%. The most beneficial conditions that people have in this respect will be respected.

Extraordinary hours are prohibited in the night, except in duly justified cases and special activities.

Article 38. Plus transport.

Companies that have established their work center more than 2 kilometers from the population and do not have their own means of transportation for their staff, will pay each person with their own home address. municipality a plus of 3 euro cents a day per kilometre.

Article 39. Diets.

When, by order of the company, the personnel are obliged to stay overnight or to carry out maintenance costs outside the company, they will be paid by the company, upon justification of the same and corresponding to those of a hotel of three stars, except also justified exception.

The return trip will also be on behalf of the company, in the first or second class, in the judgment of the company.

CHAPTER VII

Workday

Article 40. Day.

The annual calendar day during the term of this agreement will be 1772 hours of work, safeguarding in any case the lower days that could exist in the companies.

Still considering as work on Saturday, it is agreed that the usual day established in this Convention will be carried out from Monday to Friday, with the exceptions fixed in the matter of the annual planning of the day. However, persons hired in the year 2000 and those who are recruited from the signing of this Convention may be on a regular day from Tuesday to Saturday. This same day shall apply to temporary contracts which become indefinite, irrespective of the date of subscription thereof, and those which may be made as discontinuous fixed in accordance with the provisions of the this Convention.

In those sections where the proper functioning of production permits, companies and affected personnel are recommended to negotiate the possibility of a flexible or sliding day, with a daily margin of average time.

Article 41. Irregular Distribution of the Annual Day.

Companies and trade union representatives may agree to a work schedule in which the irregular distribution of the day set out in the Convention is contemplated throughout the year, without exceeding the maximum annual hours (i) effective measures, even if the minimum of 40 hours per week and nine per day are exceeded up to a maximum of 10 hours, in any case the minimum legal breaks between days and weeks and the provisions of Article 48 should be observed; annual leave.

People, in the terms legally provided, will have the right to adapt the duration and distribution of the day individually to make the right to the reconciliation of personal, family and work life effective.

In case of discrepancy, the parties agree to submit to the mediation of the S. I. M. A Foundation through the instruments that the Foundation has for this purpose.

Article 42. Day of free disposition.

During the term of the Convention, companies shall authorize and, consequently, persons shall enjoy, without the need for justification and in the form and conditions to be said, a day of unpaid and non-recoverable absence. This day shall be paid in accordance with the salary tables of this Convention.

This absence will be granted upon request 15 days in advance, safeguarding in all cases the interests of the organization of the work and the production needs of each section or department and without the number of concurrent absences exceeds a number of people that disturbs the normality of the production process.

The said permit day will be granted in proportion to the days in which it stays high in the company template within the calendar year, so that to enjoy all the hours of the day it will be necessary to be in high in the company throughout the calendar year. In those cases whose employment contract establishes an annual shorter working day than that laid down in the Convention, the day of free provision shall be paid in proportion to the working day.

In any case, the permit day will be enjoyed within the calendar year.

Article 43. Flexibility.

Companies for productive reasons, may modify the work schedule with a 5-day notice and respecting the number of hours agreed, performing more or less hours with a maximum of nine hours a day; this may be exceeded limit of nine hours per day, up to a maximum of ten, if agreed with union representation. When the day is extended, in application of this Article, the day shall be carried out with the surcharge provided for in Annex I for each of the hours exceeding eight per day.

Together with the notice, the company will reason the productive causes that motivate the flexibility of the day, being able to request the union representation the documentation referred to in article 64.1 ET, having to deliver the Company within the maximum period of 72 hours.

When the application of the flexibility begins with the use of the hours of more, that is, taking place hours of more on the usual day, the companies will only have 90 hours of the total of the previewed ones for the flexibility, unless otherwise agreed.

If the company initially uses the flexibility of the day to do hours of less, that is, to reduce the usual day, it will be able to make use of up to 177 hours (ten percent of the annual day).

The flexible working day may not be applicable to staff who are limited to their presence in the company, for reasons of workplace safety, health, child care, pregnancy or nursing periods.

The recovery of the hours not worked shall be effected within the maximum period of one year from the beginning of each period. Also, the compensation or reduction of working hours for the hours worked of excess in application of the first paragraph of this article will be carried out as follows: those made in the first half of the year will be reduced in the second semester and Those made in this second half of the year will be reduced in the first half of the following year.

The contract staff who, when they cease to provide their services, have accumulated hours in their favour over and above those agreed upon in the Convention, shall be paid as overtime.

In the case of temporary incapacity losses occurring during the periods of change of day, the compensation shall be made for days actually worked and in the presence of the company.

This flexibility can be applied to the company as a whole or by sections, ensuring that the above flexibility limits cannot be exceeded.

In order to avoid as far as possible the application of this article in terms of the flexibility of the day and that the same will affect the smallest possible number of the staff, the companies will agree, with prior and obligatory character for the persons concerned, the functional mobility of the same departments or sections concerned to other posts and sections for as long as it is necessary, it being understood that such mobility is always carried out within the meaning of Article 39 of the E. T, as long as it is possible and permit the fitness of the affected collective.

For the duration of the application of the reduction of the day covered by this Article, companies may not make temporary contracts, make available contracts with temporary work companies, or renew the contracts to be completed during that period. Likewise, no extra hours can be done, except for cases of force majeure.

Article 44. Bag of hours.

The work schedule must be agreed before 31 January of each year.

The company may reserve the 177 hours laid down in the fourth paragraph of Article 43, 40 hours, referred to as a stock exchange, for the purpose of distributing them on five Saturdays during the year, within the annual working day cash, not being able to work more than two Saturdays per month.

The working hours on these Saturdays will be no more than 14 hours, with the exception of those companies that have fixed shifts, in which case the working time can be extended until 17 hours. These hours worked on Saturday will have a surcharge of 25 per cent up to 14 hours and 50 per cent for those working between 14 and 17 hours, such additional surcharge or compensation is understood in time off, except in otherwise, in the case of remuneration on the salary tables set out in the Convention. The surcharge in Annex II shall not apply on the stock exchange. The hours of compensation in fixed shift undertakings may be applied, i.e. compensation, on the same Saturday.

The days to be compensated for on Saturdays worked must be agreed by mutual agreement between company and union representation and in default preferably will be fixed at Easter, Christmas or other parties to be determined, except Individual pact to the contrary with the affected persons and safeguarding, in any case, the productive needs of the company.

In no case will the simultaneous use of the hours bag and the flexibility of the day regulated in Article 43 be compatible.

Article 45. Weekend shifts, "Weekend."

The implementation of this type of conference will be based on aspects of technological or organizational nature and must create job creation. For its implementation, prior communication to the union representation will be necessary at least 15 days in advance and the need for the implementation of the measure will be reasoned.

Its implementation can only be done by means of new hires, and the monthly salary will be equal to 30,417 times the salary day, in accordance with the annexed tables. Being your daily maximum day of 12 hours.

1. The staff assigned to the fourth and/or fifth shifts, whose work is carried out only on Saturdays, Sundays, holidays, holidays and a few weekly working days, will have a maximum annual working day of one thousand five four (1,584) throughout the duration of the Convention. Such hours will be of presence.

2. In companies that are currently carrying out such a work system, the maximum duration of the day, including breaks, will be the one that they are currently carrying out. Those undertakings, in the event that they have an annual working day higher than that referred to in the preceding subparagraph, may choose to continue to do so, provided that the excess of hours is economically offset, or that the excess in the period of six months.

3. The lower days which are applied or which have been agreed in the undertakings shall be respected, without prejudice to those which, in the future, may be agreed or contracted, provided that they do not exceed the maximum annual calculation.

4. The regulation or reduction of working time provided for in this Article is applicable only to the work system defined in paragraph 1. The other systems or shifts of work other than that, including the uninterrupted ones, shall be in accordance with the provisions of the relevant Articles of this Convention.

Article 46. Goalkeeping and surveillance work.

Are excluded from the working day of this Convention, the work of goalkeeping and surveillance with house in the company, provided that they are not required a constant vigilance, in which case their journey may be extended to twelve daily hours, entitled to a four-hour rest, including the one corresponding to the meal, which will enjoy each working day and within the hours of its service, determining the form of enjoyment of the same according to the company. They will also enjoy a minimum rest between days of twelve hours.

As for persons carrying out the task of goalkeeping, guard and house-less surveillance, who are assigned only functions of their professional category, the General Day of the Convention shall apply to them. other general provisions.

Article 47. Work schedules.

The determination of the working hours corresponds to the management of the company, which must establish them coordinating those of the respective services for the most efficient performance; being the private faculty of the company organize shifts and relays and change those when you think it is necessary and convenient. However, where the introduction of new timetables, or the modification of the previous timetables, involves a substantial modification of the working conditions, the provisions of Article 41 of the E.

Article 48. Holidays.

The holidays are established in thirty-one calendar days. Of these thirty-one days, twenty-one calendar days will be made uninterruptedly, the remaining ones, which will include only two public holidays, will be enjoyed by common agreement between companies and the union representation or, in its absence, the week of Christmas or the Holy Week. However, the parties may agree to a period of uninterrupted enjoyment of up to twenty-eight calendar days. The enjoyment of the twenty-one consecutive days shall be initiated on Monday, unless it is a public holiday, in which case the following working day shall be started, without prejudice to the fact that, for the productive needs of the company, the enjoyment can be brought forward or delayed A small percentage of the workforce, without this being able to lead to a decrease in working days on holiday. In any case, the scheduling of the holidays will be carried out by mutual agreement between the company and the Delegates of Staff or Committees of Company, two months before the date of enjoyment. The holidays will be paid with the salary corresponding to the normal activity, plus incentives. The price of the incentives will be obtained from averaging the euros obtained by this concept and the hours actually worked during the last thirteen weeks.

When the period of maternity leave, temporary incapacity for pregnancy, childbirth or natural lactation coincides in whole or in part with the holiday period, the enjoyment of both rights in full shall be guaranteed, by mutual agreement between the company and the person concerned, even if the calendar year is over.

In the event that the holiday period coincides with an I. T. for contingencies other than those mentioned in the previous paragraph that make it impossible to enjoy them, in whole or in part, during the calendar year to which it corresponds, may do so once their incapacity is completed and provided that no more than 18 months have elapsed from the end of the year in which they originated. In the case of accidents at work if they coincide in whole or in part with the holiday period, the enjoyment of the same or the matching party shall be guaranteed, with the agreement between the undertaking and the person concerned being mutually agreed even if there is finished the calendar year, and in any case within a maximum of 6 months from the date of discharge.

The amount of the holiday, even if not enjoyed, is included in the pay of the discontinuous fixed.

CHAPTER VIII

Licenses, Permissions, and Exceed

Article 49. Permissions.

Staff may be absent from work entitled to receive the remuneration established for normal activity solely for any of the reasons and during the following periods of time, as long as possible and with justification:

1. For two days, which may be extended up to one more, when a displacement is needed outside the locality where it resides and up to three more if the displacement is outside the province of residence, in the cases of birth of children, serious illness or hospitalization and surgical intervention without hospitalization, which requires home rest, or the death of relatives up to a second degree of consanguinity or affinity. The degrees of consanguinity or affinity shall be governed in accordance with the table set out in Annex II to the Convention.

2. For one day by moving from your usual address.

3. By wedding of first-degree relatives of consanguinity a paid day, and in case of second-degree relatives consanguine a day of absence without giving back.

4. For the time indispensable for the fulfilment of an inexcusable public duty, duly justified, in accordance with the provisions in force.

5. If a child is breastfeeding less than nine months, she shall be entitled to one 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 right may be replaced by a reduction in the working time in half an hour for the same purpose or to accumulate in full days of change in agreement with the employer. This permit may be enjoyed by either the mother or the father in case both work.

6. Fifteen calendar days in case of marriage, being able to opt for an extension of up to five days of this license without retribution.

7. They shall have the consideration of marriage for the purposes of the enjoyment of permits, in fact that they can be credited as such, with the corresponding justifications.

8. One day paid and 15 natural without giving back for the completion of adoption or national reception procedures.

9. In cases of international adoption or acceptance, the permit may not exceed 30 calendar days, not paid.

10. Persons shall be entitled to 16 hours paid per year for the use of medical visits (be they specialists or general medicine).

These hours will not be cumulable to those who are enjoying themselves and have been agreed upon for the same reason in agreements or agreements of company, in any case the most beneficial condition for the people who work. The 16 hours laid down may be used for the support of health care services of children under 12 years of age and of first-degree persons of consanguinity or affinity who present a real need for such services. accompanying on grounds of age, accidents or diseases which make them unable to fend for themselves and are therefore not in a position to attend medical visits alone.

11. When the travel is carried out outside the Spanish territory, the permits will be four days without pay.

12. The use of paid leave may be carried out for the duration of the causative event, and may be taken on alternate days.

The concept of displacement that appears in some paragraphs of this article should be interpreted in a case-like manner and with criteria of reasonableness that value the concurrent elements.

Article 50. License for studies.

(a) Companies that have their service to carry out studies shall be obliged to grant the same the necessary licences to enable them to participate in the calls of the relevant centre, but prior to the justification of the persons concerned to have the registration formalised. This is applicable for obtaining the driving licence.

(b) Where the relevant call for examination relates to obtaining the professional title of the business carried out in the undertaking, the right to the corresponding remuneration of the basic salary shall be entitled age, if any, during the duration of the license.

(c) The permits obtained by these concepts may not be discounted from the annual leave corresponding to them.

Article 51. Professional training permit for employment.

In accordance with the provisions of Article 23.3 of the ET, workers with at least one year's seniority in the undertaking shall be entitled to a paid leave of 20 hours per year of vocational training to the employment, linked to the business of the company, accumulative for a period of up to 5 years.

Article 52. Suspension with job booking.

1. In the course of delivery, the suspension will last for sixteen weeks uninterrupted, extended by multiple births for two more weeks for each child or daughter from the second. The period of suspension shall be distributed to the person concerned, provided that six weeks are immediately after delivery. In the event of the death of the mother, regardless of whether or not she has worked, the other parent may make use of the whole or, where appropriate, the remaining part of the suspension period, counting from the date of delivery, and without the fact that the part that the mother had been able to enjoy before the birth was neglected. In the event of the death of the son or daughter, the period of suspension shall not be reduced unless, once the 6 weeks of compulsory rest have been completed, the mother shall request to return to her place of work.

notwithstanding the foregoing, and without prejudice to the 6 weeks immediately following the compulsory birth of rest for the mother, in the event that both parents work, the mother, at the beginning of the maternity period, may opt for the other parent to enjoy a particular and uninterrupted part of the post-birth rest period either simultaneously or in succession with that of the mother. The other parent may continue to make use of the period of maternity leave initially transferred, although at the time provided for the return of the mother to work, the mother is in a situation of temporary incapacity.

In the event that the mother does not have the right to suspend her professional activity entitled to benefits in accordance with the rules governing that activity, the other parent shall have the right to suspend her employment contract. for the period which would have been for the mother, which shall be compatible with the exercise of the right recognised in the following Article.

In cases of preterm birth and in those in whom, for any other cause, the neonate must remain hospitalized after delivery, the period of suspension may be computed, at the request of the mother, or in the absence thereof, of the another parent, as of the date of discharge. It is excluded from that calculation the 6 weeks after the birth, the mandatory suspension of the mother's contract.

In cases of preterm birth with a lack of weight and those in which the neonate requires, for some clinical condition, hospitalization after delivery, for a period of more than 7 days, the period of suspension is will extend in as many days as the neonate is in the hospital, with a maximum of 13 additional weeks, and in the terms in which it is regulated.

In the adoption and reception scenarios, the suspension will last for 16 weeks uninterrupted, extended in the event of adoption or multiple reception in two weeks for each child from the second. Such suspension shall produce its effects, at the choice of the person who works, either on the basis of the judgment on which the adoption is made, or on the basis of the administrative or judicial decision of a provisional or final acceptance, without in any case the same minor being entitled to several periods of suspension.

In the event that both parents work, the suspension period will be distributed to the interested parties who will be able to enjoy it simultaneously or successively, always with periods uninterrupted and with the limits indicated.

In cases of simultaneous enjoyment of rest periods, the sum of the rest periods shall not exceed the 16 weeks provided for in the preceding paragraphs, or those corresponding to childbirth, adoption or acceptance. multiple.

In the case of disability of the son or daughter or minors adopted or accepted, the suspension of the contract referred to in this paragraph shall be for an additional duration of two weeks. In case both parents work this additional period, they will be distributed to the interested parties, who will be able to enjoy it simultaneously or successively and always on an uninterrupted basis.

The periods referred to in this paragraph may be enjoyed on a full-time or part-time basis, subject to agreement between the employers and the workers concerned, on the terms which they regulate determine.

In cases of international adoption, where the prior movement of the parents to the country of origin of the adoptee is necessary, the period of suspension, provided for in each case in this paragraph, may be initiated. up to four weeks before the resolution for which the adoption is constituted.

Working people will benefit from any improvement in working conditions to which they may have been entitled during the suspension of the contract in the cases referred to in this paragraph.

2. Suspension of the paternity contract. In the case of the birth of a child or daughter, adoption or acceptance, both pre-adopted and permanent or simple, in accordance with the civil code or the civil laws of the autonomous communities that regulate it, provided that its duration is not lower a year, even if these are provisional, of children up to six years of age or under age who are over six years of age in the case of disabled children or due to circumstances of foreign origin, have special difficulties in their integration social and family the person who works will be entitled to the suspension of the contract for 13 days uninterrupted. This period will be extended in the course of delivery, adoption or multiple acceptance in two more days for each child and daughter from the second.

In the case of delivery, the suspension corresponds exclusively to the other parent. In the case of adoption or acceptance, this right shall be the responsibility of only one of the parents, at the choice of the persons concerned, however, where the period of rest (art. 48.4) is fully enjoyed by one of the parents, the right of the paternity suspension may only be exercised by the other.

3. By decision of the worker who is forced to leave her job as a result of being a victim of gender-based violence.

The suspension of the contract may be enjoyed on a full-time basis or on a part-time basis of a minimum of 50% after agreement between employer and employee.

Article 53. Excess.

1. Staff with an age in the one-year-old firm are entitled to be recognised as being on a voluntary basis for a period of no less than four months and no longer than five years. This right may only be exercised by the same person again if four years have elapsed since the end of the previous leave.

2. Only a preferential right to reentry in vacancies of equal or similar professional group that would have been or would be produced in the company will be retained.

3. Leave for care of sons and daughters. A period of leave of absence of not more than three years shall be entitled to care for the care of each child, whether by nature or by adoption, or in the case of a permanent and pre-adopted accommodation, to be counted from the date of birth or in the case of a judicial or administrative decision. Successive children shall be entitled to a new period of leave of absence, which shall, where appropriate, end the period of their enjoyment.

4. Leave of absence for the care of family members: They shall also be entitled to a period of leave of absence, of not more than two years, which may be enjoyed in a divided manner, to take care of the care of a family member, up to the second degree of consanguinity or affinity, which for reasons of age, accident or disease or disability cannot be used by itself, and does not carry out paid activity. Where a new deceased person is entitled to a new period of leave, the start of the period shall end to the period where, where appropriate, he/she is enjoying himself.

During the entire period of leave, as set out in paragraphs 3 and 4, you will be entitled to the reservation of your job and the time of your enjoyment to be computed for the purposes of seniority, you will be entitled to the assistance to vocational training courses, which must be convened by the company, in particular on the occasion of reinstatement.

The leave of absence referred to in paragraphs 3 and 4 is an individual right of men or women. However, if two or more persons of the same undertaking generate this right by the same deceased person, the management of the undertaking may limit its simultaneous exercise for justified reasons for its operation.

Article 54. Reduction of working time for family reasons.

Who, for reasons of legal guardian, has a direct care of a child under 12 years of age or a person with a physical, mental or sensory disability, who does not carry out a paid activity, shall be entitled to a reduction of the daily working day, with the proportional decrease of the salary between, at least one eighth and a maximum of half of the duration of that.

It will have the same right that requires the direct care of a family member, until the second degree of consanguinity or affinity, that for reasons and age, accident or illness cannot be used by himself, and that he does not perform paid activity.

The reduction of the day referred to in this paragraph constitutes an individual right of men, or women. However, if two or more persons of the same undertaking generate this right by the same deceased person, the Directorate of the undertaking may limit its simultaneous exercise for justified reasons for its operation.

Workers who have the consideration of victims of gender-based violence will have the right to make their protection or their right to comprehensive social assistance effective, to the reduction of the working day with decrease proportional to the salary or rearrangement of the working time, through the adaptation of the timetable, the application of the flexible timetable or the forms of organisation of the working time that they use in the enterprise.

CHAPTER IX

Article 55. Workwear.

The company will deliver to each person a monkey or work item per year, or two, if the first is justified.

Article 56. Insurance policy.

The company will pay the sum of 20 euros to each person of the same for the subscription of individual insurance policies that cover the risk of death or permanent invalidity due to accident of work, whose subscription will be the exclusive account of the persons employed in the company, being indispensable for the payment of the quantity before indicated the duly justified the formalization of the policy. The union representation is empowered to collaborate in the subscription of the policies mentioned above, so that they can be collective.

Article 57. Work accidents.

Companies will pay staff who have suffered an accident at work within the facilities of their job centres 100 per 100 of their salary, during the years 2016 and 2017 the injured person will require hospitalization of more than 2 days, and for the duration of the temporary disability process.

From 2018, 100% of your salary will be paid from the first day of the discharge and while the temporary disability process lasts.

Article 58. Loyalty award.

Companies will pay staff with ten or more years of age who, having the age that is then expressed, cause low in the company, by their will, the following amounts:

Year 2016:

-At 60 years old: 1886.81 €.

-At 61 years old: 1493.91 €.

-At 62 years old: € 721.86.

-At 63 years old: € 636.31.

-At 64 years old: € 538.88.

-At 65 years old: € 453.39.

Year 2017:

-At 60 years old: 1909.45 €.

-At 61 years old: € 1511.84.

-At 62 years old: € 730.52.

-At 63 years old: 643.95 €.

-At 64 years old: € 545.34.

-At 65 years old: € 458.83.

Year 2018:

-At 60 years old: 1934.28 €.

-At 61 years old: € 1531.49.

-At 62 years old: € 740.02.

-At 63 years old: 652.32 €.

-At 64 years old: € 552.43.

-At 65 years old: € 464.79.

Those companies that have already established similar economic compensation will apply the most beneficial compensation.

After two months after having met the above ages without being caused low in the company, the right to the prize will be lost by going to the lower prize.

CHAPTER X

Disciplinary regime-faults and sanctions

Article 59. Mild.

They are minor faults:

1. Missing a day to work without justified cause.

2. Up to three punctuality fouls in a month.

3. Leave the job or service for a short time within the working day, without permission.

4. Small neglect in the performance of work and in the preservation of machines, tools and materials.

5. The non-observance of the Regulations and orders of service, as well as the disobedience to the controls; all in light matter.

6. The lack of respect in the light of the subordinates, colleagues, controls and the public.

7. The lack of personal cleanliness, as well as in the company's dependencies, services and tools.

8. Do not communicate to the company the changes of domicile or data necessary for Social Security and company medicine.

Article 60. Severe.

Serious faults:

1. The double commission of slight lack within the period of one month.

2. The lack of two days to work during the one month period, without cause for justification.

3. The hindering, malicious omission and distortion of data, issues and facts that can affect Social Security and company medicine.

4. Failure to comply with the general rules, those of this Convention or those of the company in matters of occupational safety and health. It will be very serious when it has consequences for people, machines, materials, installations or buildings.

5. Disobedience to the controls on work issues.

6. The voluntary decrease and low quality of work.

7. The use of time, materials, machines and useful work in matters other than the same.

8. The injury to individuals or to the company itself.

9. The active or passive impersonation of the personality.

10. Drunkenness during work.

Article 61. Very serious.

Very serious faults:

1. Repeated failure within the one month period, as long as those have been sanctioned.

2. The lack of six-day work during the four-month period, without any justification.

3. More than 12 punctuality faults over a period of six months or 25 over a period of one year.

4. Falsehood, disloyalty, fraud, breach of trust, illicit competition with the company and theft or theft, both co-workers and the company or third parties, within the premises of the same, or during the work performance or services on behalf of the company.

5. The removal, inuse, causing damage or malicious modifications in the first materials, products, tools, tools, machines, appliances, installations, buildings, articles and documents of the company.

6. The indiscipline or disobedience to the orders, as well as the induction to the same, when magazine a special gravity.

7. Direct or indirect participation in the commission of criminal offence as such in the Criminal Code.

8. The falsehood in the circumstances of accidents at work, the simulation of diseases and the malicious prolongation, feigned, in its healing.

9. Habitual drunkenness or drug addiction if they have a negative impact on work.

10. The abandonment of work involving serious economic injury to the company.

11. The voluntary and continuous decrease in performance.

12. Ill-treatment of words or work, abuse of authority or a serious lack of respect and consideration for people in headquarters or their relatives, as well as the rest who work in the company.

13. All those entered as such in Article 54 of the ET, considered as fair grounds for dismissal.

14. Transfer to another competitor, not being authorized to disclose secrets or data of required reservation, falsifying or misrepresenting data or documents, the serious and publicly offending the company, the Directorate or the persons of its environment.

15. The abuse of authority by the head of the company, whoever practices it.

16. Infringements of this Convention by undertakings shall be sanctioned by the competent labour authority.

Article 62. Penalties.

The maximum penalties that can be imposed are as follows:

For minor lack:

-Verbal assembly.

-Amonstation in writing.

-Suspension of employment and pay for one day.

For severe missing:

-Suspension of employment and salary of two to fifteen days.

-Disable for promotion for a period of up to one year.

For very bad:

-Suspension of employment and salary from fifteen to sixty days.

-Disablement for promotion for a period up to five years.

-Despid.

Article 63. Review of the faults and penalties.

The assessment of the faults and the corresponding penalties imposed by the management of the company will always be reviewed in the competent jurisdiction. The penalty of serious and very serious misconduct will always require written communication, stating the date and facts that motivate it.

No sanctions may be imposed that consist of the reduction of the duration of the holiday or another minoration of the rights to rest or fine to have.

In the event that the sanction is imposed on someone from the Trade Union Representation, it will be mandatory to open a contradictory file, in the case of serious or very serious misconduct, in which the person apart from the person The trade union representation must be heard.

Article 64. Prescription.

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

CHAPTER XI

Safety and health care

Article 65. Safety and health at work.

The protection of health is a basic and priority objective of the signatory parties and considers that to achieve this, the establishment and planning of preventive action in the workplace and in the (a) companies having at last the disposal or reduction of risks at source, on the basis of their assessment, taking the necessary measures, both in the correction of the existing situation and in the technical and organisational development of the undertaking in question; adapt the work to the person and protect their health.

In all those that affect safety and health, the Law 31/1995 of 8 November, of Prevention of Labor Risks, its regulatory standards of development and other concordant regulations, will apply. The provisions of a working nature contained in that law, as well as the rules governing their development, have the character of the minimum right to be unavailable, and as far as is expressly not provided for in this Chapter, they shall be full application.

In the event that the regulations cited were objective of modification by subsequent provisions, the parties to the present agreement undertake to adapt the content of this article.

People have the right to effective protection in terms of safety and health at work, which implies the existence of the company's relative duty to protect against occupational risks, and the consequent the obligation of persons to obey orders which in the field of safety and occupational health are received from the undertaking.

The achievement of this right of protection will be sought through the adoption by the company of the necessary measures in the field of risk assessment, information, consultation, participation and training, action in cases of emergency and imminent serious risk, health surveillance and the organization of a preventive service.

For these purposes, both parties agree to address the application of the above paragraph in line with the following general criteria and statements.

1. General Principles of Preventive Action:

The preventive action will be inspired by the following principles:

Avoid and combat risks at source.

Evaluate those that cannot be avoided, taking into account the evolution of the technique.

Replace what is dangerous with what is less or less.

To bring collective prevention to the individual, using individual protective equipment when it is not possible to avoid risks by acting on their causes.

Plan Prevention.

Adapt the work to the person, especially as far as the conception of the jobs is concerned.

2. Prevention delegates:

In the work centers of the scope of this Convention, the Prevention Delegates shall be appointed in accordance with the following criteria:

a) In the work centers of up to 30 of the staff in which there is a Delegate/a Personnel, this will assume the condition of the Delegate/Prevention.

(b) In the workplace with a number of between 31 and 49 staff, from among the Staff Delegates, a delegated prevention person shall be appointed.

c) In the job centers with 50 or more of the template, the persons delegated to the Prevention according to the following scale shall be designated:

-50 to 100: 2 Prevention.

-101 to 500: 3 Prevention.

-501 to 1,000: 4 Prevention.

-1,001 to 2,000: 5 Prevention.

-2,001 to 3,000: 6 Prevention.

-3,001 to 4,000: 7 Prevention.

-4.001 onwards: 8 Deleg. Prevention.

2.1 Prevention Delegates will be chosen by and among the union representation.

2.2 With regard to its powers and powers, as well as everything related to guarantees and professional secrecy, it will be provided for in Articles 36 and 37 of Law 31/1995.

2.3 It will be applicable to the Delegates of Prevention as provided for in Article 37 of Law 31/1995, as representatives. They may use trade union hours for the development of their activity as such.

Notwithstanding the foregoing, it shall be considered, in any event, as effective working time, without imputation to the credit schedule, corresponding to the meetings of the Committee on Safety and Health and to any other convened by the undertaking in the field of risk prevention, as well as that for the visits provided for in points (a) and (c) of Article 36 of Law 31/1995 of 8 November 1995.

Likewise, and without prejudice to the provisions of the law in this respect, they will have a maximum of 40 hours each year each year to attend courses on the Prevention of Labor Risks by public or private bodies. competent in the field, the assistance to be accredited.

3. Health and Safety Committees.

3.1 A Safety and Health Committee shall be set up in all businesses or workplaces with 50 or more. The Committee shall be formed, as provided for in Article 38 of the aforementioned law, by the Prevention Delegates, on the one hand, and by the management of the company and/or their representatives in number equal to that of the other.

Participate with voice but no vote in the meetings of the Committee on Safety and Health: union delegates, persons with technical knowledge of prevention in the company (not included in the composition of the Committee of Safety and Health), in the same way, with special qualifications or information on specific issues to be discussed, qualified personnel for prevention outside the company, provided that they are requested by one of the representations in the same. The meeting shall be quarterly, and/or whenever requested by any of the representations therein. The Committee shall adopt its own rules of operation.

Companies that have two or more work centers equipped with the Safety and Health Committee may agree with the staff to set up an Inter-Center Committee on Safety and Health with the functions assigned to it by the agreement.

The management of the company will provide the necessary means for the normal functioning of the Safety and Health Committee.

As regards the powers and powers of the Committee, the provisions of Article 39 of the Law on the Prevention of Occupational Risks shall apply.

3.2 The company, in order to comply with the duty of protection established by the law of reference, shall take appropriate measures to ensure that the persons receive all the necessary information in relation to the referred to in Article 18 (1), and the following

3.3 The signatories to this agreement will consider the feasibility of using the Safety and Health Foundation provided for in the additional 5 of the LPRL for the development of their activities.

4. Prevention Planning.

In order to comply with the general principle of prevention, and without prejudice to the provisions of Law 31/1995, of 8 November, of the Prevention of Labor Risks and other clauses of this Convention, both parties agree that prevention planning will be addressed in the companies in its scope, proceeding as follows:

4.1 A General Plan of Prevention will be developed with the following contents:

Organization of prevention. Dedicated resources, location in the organization of the company and general principles.

Implementing rules for the supervision and maintenance of work equipment and facilities, as well as working methods and risk assessment.

Safety and prevention systems and emergency plan in the event of a serious accident.

4.2 The company, with the advice and support of its prevention services, must carry out:

The design, implementation and coordination of preventive action plans and programs.

The assessment of risk factors that may affect health and safety.

The planning of preventive action, with the determination of priorities in the adoption of appropriate preventive measures and the monitoring of their effectiveness.

Information and training for people.

The delivery of first aid and emergency plans.

5. Health Surveillance.

5.1 The company shall ensure that persons at their service are regularly monitored for their health in the light of the risks inherent in the terms provided for in Article 22 of the Law on the Prevention of Occupational Risks.

5.2 The information collected as a result of this surveillance, as provided for in the law, will always respect the right to privacy and dignity of the person, and the confidentiality of all information related to his or her health status. In the event that this obligation is demonstrated to be non-compliant, the Committee on Safety and Health shall be entitled to request the immediate cessation of the responsible person, reserving the right to take appropriate legal action.

5.3 The medical examinations to be carried out must be specific, in line with the raw materials or additives that are handled in each job. These surveys shall be of a maximum annual frequency or be determined by regulation.

5.4 Those people and groups who, due to their personal characteristics, their conditions of greater exposure to risks or other circumstances have greater vulnerability to it, the health surveillance will be done particular.

6. Protection particularly sensitive to certain risks.

The protection of persons who, due to their personal conditions, biological status, are particularly sensitive to the risks arising from work, will be guaranteed in a specific manner, taking the preventive and protection that is necessary.

Your special sensitivity will be taken into account when you are assigned a job position, so you cannot assign them to those that perform special risks.

7. Chemicals.

In relation to chemical substances and preparations will be the legislation applicable in this field, that is, Royal Decree 363/1995, of 10-3-95, by which the Regulation on the notification, packaging and labelling of dangerous substances, as well as Royal Decree 1078/1993 of 2-7-1993, which adopted the Regulation on the classification, packaging and labelling of dangerous preparations.

Likewise, companies will give to the union representation or prevention delegates the relationship of the chemicals used in the company, this relationship must be accompanied by the corresponding product safety tab. In the same way, it will be ensured that all the staff receive the information and training corresponding to the chemicals they handle and may cause risks in their job. The safety sheet must be available and visible in the workplace at the disposal of any person.

In companies in the sector using solvents or other products containing benzene, the legislation in force in this field will be in place.

Article 66. Protection of maternity and breastfeeding.

1. The assessment of the risks referred to in Article 16 of Law 31/95 of 8 November shall include the determination of the nature, degree and duration of the exposure of female workers in pregnancy, recent birth and Natural lactation to agents, procedures or working conditions which may have a negative impact on the health of workers or the unborn child, in any activity likely to present a specific risk. If the results of the assessment reveal a risk to safety and health or a possible impact on the pregnancy or lactation of the workers, the management of the undertaking shall take the necessary measures to prevent the In the case of women in the labour market, it is not possible to take account of the situation in the labour market. Such measures shall include, where necessary, non-performance of night work or shift work.

2. Where the adaptation of working conditions or working time is not possible or, in spite of such adaptation, the conditions of a job may have a negative impact on the health of the pregnant worker or the foetus, and if so certify the medical services of the National Institute of Social Security or Mutuals, according to the Entity with which the company has concerted the coverage of the professional risks, with the report of the doctor of the National Service the health of the worker, the worker must have a job or different function and compatible with its status. The company will have to determine, after consulting with RLT, the relation of the jobs free of risks to these effects. The change of position or function shall be carried out in accordance with the rules and criteria applied in the cases of functional mobility and shall have effects until the moment when the health status of the worker permits their reinstatement to the previous position.

In the event that, even applying the rules mentioned in the preceding paragraph, there is no work or compatible function, the worker may be assigned to a position not corresponding to her group or category. equivalent, although it shall retain the right to the set of remuneration of its place of origin.

3. If such a change of position is not technically or objectively possible, or cannot reasonably be required for justified reasons, the worker concerned may be declared to have passed on to the situation of suspension of the contract for risk during the pregnancy, as referred to in Article 45.1 (e) of the ET, during the period necessary for the protection of their safety or health and as long as the inability to return to their previous post or to another post compatible with their condition persists.

4. The provisions of this Article shall also apply during the period of natural lactation, if the working conditions are likely to have a negative effect on the health of the woman, the child and the health of the child. Doctors of the National Institute of Social Security or of the Mutuas, depending on the entity with which the company has concerted the coverage of the professional risks, with the medical report of the National Health Service to attend empower the worker, the son or daughter. It may also declare the worker's pass to the situation of suspension of contract for risk during the breastfeeding of children under nine months of age.

5. Pregnant workers will have the right to be absent from work, with the right to pay, to carry out prenatal tests and to prepare for delivery, after warning the company and justification of the need for its performance. within the workday.

6. During the period of suspension of the contract of maternity work, risk during pregnancy, risk during natural lactation, diseases caused by pregnancy, childbirth or natural lactation, adoption, acceptance and paternity, will be null Dismissal of any of the causes of discrimination prohibited in the Constitution or in the Law, or if they occur with violation of fundamental rights and public freedoms of the worker.

Article 67. Environment.

The parties to this Convention consider it necessary for companies and staff to act responsibly and in a manner which respects the environment, paying great attention to their defence and protection in accordance with the interests and Society's concern.

To these effects, the whole of the tanning sector must adopt a permanent, responsible and visible attitude in the field of the environment and, at the same time, make the effort that the industry is developing in this area. field, and the field, as well as its results, are known and appropriately valued by the relevant society and administrations.

Companies will inform the union representation of the actions they take on environmental issues.

In this sense, each trade union organization that has the most representative status at the state level will be able to designate in the job centers where it has a presence in the unitary organs of representation of the workers. an Environment Delegate from among the representatives of the business committee or staff delegates, whose duties and powers are:

1. Collaborate with the Company's Management in improving environmental action.

2. Promote and promote the cooperation of workers in the enforcement of environmental regulations.

3. To carry out monitoring work on compliance with environmental regulations, as well as on the environmental policies and objectives that the company establishes.

4. Propose to the company the adoption of measures aimed at reducing environmental risks and improving environmental management.

5. Collaborate in the design and development of training actions in matters related to the environmental obligations of the company.

The designation of these Environmental Delegates will be done by Act signed by the corresponding Trade Union Organizations, who must notify the company.

Companies will designate the same number of people as delegates from social representation.

Article 68. Sectoral Committee on Occupational Safety and Health.

The Sectoral Committee on Safety and Health at Work for the Curtid Industry shall be constituted for the duration of this Convention, its composition having a joint character between the trade unions which are signatories to the Convention and the business representation, the number will be four people for business representation and four for union representation. The powers and functions of this sectoral committee shall be similar to those laid down in the Law on the Prevention of Occupational Risks to the Safety and Health Committees, and their representatives shall have the same powers and guarantees as in Articles 36 and 37 of that law.

Among their powers, the parties to this Convention establish that they shall examine the feasibility of the establishment and establishment of the Foundation for Safety and Health at Work as provided for in Article 5 of the Convention. LPR, intervening in any aspect related to occupational safety and health in the sector.

CHAPTER XII

Trade union rights

Article 69. Organs of Trade Union Representation.

Persons shall exercise the basic right of participation in the undertaking, in the cases and in the manner established, through its representation bodies regulated in this Chapter.

Such union representation will be informed by the company of:

-In the last quarter of each year, companies will report on the evolution of the template during the year and the various hiring and subcontracting modalities used, together with the extraordinary hours performed.

-The company, upon application of the legal representation of the employees, will submit to these the complete list of the existing staff at 31 December with indication for each worker of the Professional Group, day, contract mode and contract termination date on the assumption of not being indefinite.

-The company will deliver within 10 days the basic copy of the contracts, from those who provide services through ETTs.

-Sanctions that are imposed for serious and very serious misconduct, as well as those that constitute suspensions of employment and salary.

-Annually, preferably during the first quarter of the year, of the analysis of the production carried out, of the evolution of the hiring and modalities used, as well as of the subcontracting and ETTs, used during the year and forecasts for the same.

-In those companies where there is a code of conduct, they shall state the balance of their application, indicating the corrective measures, in the cases of non-compliance.

The companies subject to this agreement, whose activity is covered by this agreement, whether industrial, logistic or commercial, the scope of application of the above points will be that of the company and the various information shall be carried out by work centres.

Article 70. Definition.

For the purposes of this Convention, and without prejudice to the functions and guarantees that the current legislation gives to unitary and union representations, it is understood by "representatives of the workers or representatives". trade unions ", staff delegates, works councils, trade union sections and trade union delegates, within the meaning of Article 65 of the Convention itself, or the federations of the trade unions which are signatories to this Convention and their organisations the same scope of the undertaking or group of undertakings concerned, in the event that it does not exist legal representation in the company.

Article 71. Accumulation of hours.

In the matter of the accumulation of hours of the persons of the Committee of Enterprise and Delegates and delegates of Personnel in one or more of its components, the following rules shall be taken into account:

This accumulation of hours may be carried out with the available hours each month or by the totality of the available hours each year and, within the month or year respectively, prior to communication to the company with 15 calendar days in advance, in the case of monthly accumulation, and one month in the case of annual accumulation.

The total annual trade union credit hours for all persons belonging to a single trade union centre may be accumulated, thereby creating a stock exchange of hours per year, with one or more of the same credit being granted. persons from the relevant trade union centre who is a legal representative, giving the undertaking a month in advance and fixing the criteria for such cumulation and the use of the hours, as well as any other issue related to the same.

In cases where the accumulation is attributed to persons whose substitution in the absence offers difficulties or is not possible, a prior agreement with the company should be established.

People who accumulate hours are not excused from justifying the use of the same.

Delegates and delegates of staff or persons of the Business Committee up to 100 of the staff shall have a credit of sixteen monthly paid hours for the exercise of their representation functions, in accordance with the provided for in Article 68 of

E.T.

Article 72. Trade union sections.

Persons affiliated to a trade union may constitute trade union or labour centre sections, in accordance with the statutes of their trade union, which shall serve as channels of communication, dialogue and, where appropriate, negotiation, in accordance with the content of Title IV of the Organic Law on Freedom of Association.

Companies will provide a bulletin board so that the union sections can disseminate those notices that interest their affiliates and the rest of the template.

The trade union sections of the most representative trade unions and those with representation in the Enterprise Committee or with the delegates and delegates of staff will have the right to collective bargaining, in the the terms set out in their specific legislation, and the use of an appropriate premises where they can carry out their activities. The right to local enjoyment will be granted in companies or workplaces with more than 250.

In companies, and, or job centers that occupy more than 250 employees, union sections may be formed by persons affiliated to the Trade Unions with presence in the Enterprise Committees, these will be represented all effects by the delegates and union delegates chosen by and among the affiliated persons in the company or workplace.

The number of union delegates and delegates for each trade union section of the trade unions, which has obtained 10% of the votes in the election to the Business Committee, shall be as follows:

-250 to 750 in template, one.

-From 751 to 2,000 in template, two.

-From 2,001 to 5,000 in template, three.

-From 5,001 to template, four.

Trade union sections of those unions that have not obtained 10 per 100 of the votes will be represented by a single delegate/union member.

Either by agreement, or by collective bargaining, the number of trade union representatives established on the previous scale may be expanded and refer to the company's workforce or workplace.

Trade union delegates, in the event that they are not part of the Business Committee, will have the same guarantees as those legally established for the Company's Committees, as well as the following rights to the could be set by collective agreement:

(a) Access to the same information and documentation as the company makes available to the Enterprise Committee, with the obligation to save professional secrecy for the materials that are legally applicable.

b) Voice and non-voting assistance to the meetings of the Business and Safety and Occupational Health Committees in the field of occupational safety and health.

c) Be heard by the company prior to the adoption of measures of a collective nature that affect in general and the affiliated persons of its trade union in particular, and especially in the dismissals and sanctions of the latter.

The Trade Union Sections will be able to meet prior notice to the company, collect fees and distribute union information outside the working hours and without disturbing the normal business of the company, as well as receiving the information referred to them by the union.

Article 73. Surplus and licensing.

The person on leave of absence from a union office of provincial, regional, national or state relevance, when the performance of the charge is terminated which the motive, shall be entitled to be incorporated into his post, after not more than one month of such cese.

Persons with union charges will have the right to enjoy permits and licenses in accordance with current legislation.

Article 74. Convention negotiation hours.

The hours spent in the negotiation of the agreement and in the joint committee by the persons who make up the negotiating commission and the joint committee shall not be counted for the purposes of the maximum limit of hours laid down in the Article 71 of the Convention, in conjunction with Article 68 of the Treaty, if they hold office in works councils, or are delegates of staff. If they do not meet this quality, the hours of negotiation will be considered as being justified for the fulfillment of a public duty. In one case or another, such hours shall be paid as actually worked.

CHAPTER XIII

Training

Article 75. Vocational Training for Employment.

In view of the fact that vocational training is one of the strategic axes to ensure the future of the Spanish tanning industry, as well as the improvement of the employment and career opportunities, staff, economic and social of the people working in it, both sides agree to stimulate the realization of joint actions of promotion and development of the formation.

The organizations that are signatories to this Convention consider the Vocational Training for Employment as the strategic element that makes it possible to reconcile the greater competitiveness and productivity of companies, with providing working and working knowledge and practices appropriate to the professional skills required in the framework of a lifelong learning process.

Therefore, they express their willingness to take advantage of and to develop to the maximum the legal regulations in force at each moment adjusting the forecasts of such regulations to the singularities of the Industry of the Curtid. The companies will promote the participation of the workers who do not have official certifications, so that the training actions programmed by the Companies will keep close relationship with the National Catalogue of Qualifications National and its corresponding modular catalogue.

Article 76. Of the training actions in the company.

In general, companies will be able to organize training actions free of charge, in terms and in accordance with the procedure laid down in the law in force at any time, aimed at the acquisition and improvement of the professional skills and qualifications as well as the promotion and professional development of workers and the improvement of the competitiveness of enterprises.

The principle of equal treatment and opportunities will be guaranteed in the incorporation of workers with greater difficulty of access to the training of workers. In this context, training actions will be able to include positive actions with regard to access to the training of workers belonging to certain groups (among other young people, immigrants, disabled, low-skilled workers). workers on temporary contracts, victims of gender-based violence and over 45 years of age.

In any case, the companies will study any proposal that, presented by the RLT, will have as their object the elaboration of an Enterprise Plan.

Article 77. Individual Training Permit.

Persons affected by this Convention may apply for individual training permits in the terms agreed in the professional training system for employment regulated by Royal Decree 395/2007 of 23 March 2007. and Order TAS/230 7/2007 of 27 July 2007 regulating the financing of training actions in enterprises, including individual training permits or rules which may be replaced by such permits in the future.

On the part of the companies, all means will be put in place to enable those who request it to access this form of subsidised individual leave.

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

Not included in the enterprise training plan or program contract.

Be directed to the development or adaptation of professional technical qualifications and/or their personal training.

Being recognised by an official qualification or official accreditation, including those of professional qualifications and certificates of professionalism, as well as any other evidence of competence for the exercise of an occupation or trade.

Training actions that do not correspond to in-person training are excluded from the training permit.

However, the in-person portion of the performed by the distance mode will be supported.

In accordance with Article 12.3 of Royal Decree 395/2007 of 23 March, these permits may be used for access to the processes of recognition, evaluation and accreditation of the skills acquired through work experience or other non-formal or informal learning.

The permit duration will not exceed 200 hours per year.

The management of the company may take into account, when assessing the application of the training permit, the organizational and/or productive needs of the company, for which it will seek the opinion of the RLT, as well as the enjoyment of The permissions do not significantly affect the performance of the job on the same.

Article 78. Sectoral Joint Committee on Training.

According to the provisions of Royal Decree-Law 4/2015 of 23 March, a joint sectoral training committee will be set up, which will have the following functions:

(a) Know the professional training for employment that takes place in the sector.

b) Set the guiding criteria and the general priorities of the sectoral training offer addressed to workers.

c) Participate in and collaborate in sectoral activities, studies or research and make proposals in relation to the national system of qualifications and vocational training and national reference centres corresponding to the sector.

d) Develop an annual memory on training in the sector.

e) Cuestuas others that are attributed to them by the development regulations of this Royal Decree.

f) All those functions detailed in Article 28 of the Royal Decree-Law.

Article 79. Joint Training Commission.

Companies will facilitate the representation of the RLT in the definition, information and monitoring of training plans.

To this end, in companies submitting Enterprise Training Plans, which have 100 or more persons, by agreement between the RLT and the Company's Directorate, a Joint Training Commission may be set up. Members shall be appointed from between RLT and the Company and acting in the framework of the functions and rights they hold as such.

Article 80. Training of workers with fixed-term contracts.

In application of the provisions of Article 15.7, third paragraph of the ET, in each company employing persons with fixed-term contracts, the participation of persons in the vocational training plans of the the company in order to improve its skills and promote its career progression and mobility.

Article 81. Training courses.

Professionalism certificates are the official accreditation instrument for professional qualifications in the National Catalogue of Professional Qualifications. These certificates accredit the set of professional competencies that enable the development of an activity. The companies will promote the participation of the workers who do not have official certifications, so that the training actions programmed by the companies will keep close relationship with the National Catalogue of Qualifications National and its corresponding modular catalogue.

Companies and organisations that are signatories to the Convention will be able to organise training and training courses for staff free of charge, with the aim of professional promotion and training. They will also be able to organise specific vocational training programmes for women and the retraining of technical staff.

A Joint Training Committee will be set up, consisting of a minimum of four people from the trade unions and many from the employers ' organisations, which will aim to draw up training plans. (a) professional and establish the criteria to be applied in the contents of the training actions that are to be granted to the quota bonuses, in accordance with the provisions of Royal Decree 395/2007 intended to bring the knowledge into line with the (i) vocational training, and to facilitate vocational training, in order to enable the the qualification of the workforce, according to the national catalogue of professional qualifications.

It will be the role of this Joint Committee, in addition to those laid down by Royal Decree 395/2007, which regulates the occupational training subsystem for employment, as follows:

(a) To carry out studies of a projective nature with regard to the needs of labour in the sector and their corresponding qualifications by means of specialised entities.

b) Propose and implement training actions in their various modalities and levels, either with programmes that may be taught in the enterprise training centres or in the future, such as through the national or international programmes developed by competent bodies.

c) To collaborate, according to the possibilities themselves or through specialized entities, with the diagnosis and design of specific training programs in companies, taking into account specific specifications and needs, as well as as the generic or individual characteristics of the affected persons.

d) Coordinate and follow the development of training courses that are received by companies within the framework of agreements signed at sectoral or company level.

e) To continuously evaluate all the actions undertaken to review the guidelines, promote new activities and update the definition of the objectives of vocational training.

(f) To establish an agreement with the Ministry or the Autonomous Department concerned to enable the access of persons who study vocational training to the best practices in the field in the best possible conditions companies.

CHAPTER XIV

Article 82. Equal treatment between men and women.

Companies are obliged to respect equal treatment and opportunities in the field of employment, and, for this purpose, must take measures to prevent any type of discrimination between women and men, measures to be negotiated, and where appropriate agreed, with the Trade Union Representation.

The equality measures should be directed to the elaboration and implementation of an equality plan with the contents that will have to be negotiated and that are collected by the Organic Law 3/2007, of March 22, for the effective equality of women and men.

The sector currently has no companies with templates in excess of 250 people. Although companies do not reach that number, they will have to implement measures to eliminate and correct the discrimination that is detected in each workplace, these will be agreed with the union representation in the months following the signing of the this convention.

Agreements should contain positive actions in:

• Hiring, training, and promotion.

• Equal pay for sex (art. 28 of the ET).

• Elimination of direct and indirect discrimination on the basis of sex.

• Reconciliation of family, work and personal life.

• Removing sexist language in texts and images.

Annually the monitoring and evaluation of the content on equality will be carried out.

The Joint Committee of the State Convention shall provide the information required by any of the parties of each company that requests it.

Article 83. Gender-based violence.

In accordance with the provisions of the Organic Law 1/2004 of 28 December, of measures of comprehensive protection against gender-based violence, and in particular Article 21 and the seventh provision of that legal text, the worker victim of gender-based violence will be entitled to make her protection effective:

• To reorder work time.

• Day reduction.

• Temporary suspension of the contract, with unemployment benefit.

• Center transfer if necessary.

• Absence from work or lack of punctuality motivated by the physical or psychological situation.

The dismissals of victims of violence for the exercise of these rights will be void.

Article 84. Prevention in front of the Harassment.

The objective of this article is to define the different types of acbears that can be given in the work environment.

Moral harassment.-Any conduct, verbal or written with practices or behaviors performed in a systematic or recurrent manner within a working relationship that directly or indirectly leads to an impairment or attack against the the dignity of the person, to whom he tries to subject emotionally or psychologically in a violent or hostile manner and which seeks to cancel his capacity, professional promotion or his stay in the job, adversely affecting the working environment.

Sexual Harassment. -Sexual harassment constitutes any verbal or physical behavior of a sexual nature that has the purpose or produces the effect of harming the dignity of a person, in particular when creating an environment bullying, degrading or offensive.

Harassment by reason of sex. -It constitutes sexual harassment of any behavior performed according to the sex of a person, with the purpose or effect of attacking his dignity and creating an intimidating environment, degrading or offensive.

The company will ensure that the person who is harassed can continue in their job under the same conditions if that is their will.

The management of each workplace will guarantee the working conditions to avoid all kinds of harassment and to arbitrate specific procedures for their prevention and to give caution to the complaints or complaints that they can formulate. who have been the subject of the same.

First transient disposition. Overtime compensation.

During the duration of the present Convention, and understanding that it is a short-term clause and in view of the serious situation of existing unemployment and with the aim of promoting a social solidarity policy that favours the creation of employment, the limitation of the usual overtime hours is agreed, thus maintaining the criterion set out in previous agreements.

In addition, in order to maintain the objective of employment and international experience in this field, the parties to this agreement consider it positive to point out to companies and personnel the possibility of compensating for overtime for an equivalent period of rest, instead of being paid monetarily.

For the purposes of Law 54/99 on social security contributions, they shall be understood as overtime arising from force majeure: Those who are required to make good claims or other damages extraordinary and urgent, as well as in case of risk of loss of raw materials.

Also in relation to the objective of stimulating job creation through the reduction of overtime, the parties have agreed on the importance of strict compliance with Article 35 ET, the non-compliance with this article. Article 58 ET shall be deemed to be in serious absence for the purposes of Article 58 ET

Second transient disposition. Discount of union dues.

The collection of union fees by direct discount to the payroll of the affiliated person will be made at the request of the same or your union; in this case, the union must provide the prior conformity.

To perform the discount operation you will need to provide the company with information about the amount of the fee and the bank account or savings book to which the corresponding amount will be transferred.

The company will send a copy of the transfer to the corresponding trade union address, which will be communicated to you when the request is made.

Transitional provision third. Industrial Observatory.

The organizations that are signatories to this collective agreement, in order to carry out a correct and effective monitoring of development at both the sector and the economic level, agree to the creation of a permanent industrial observatory. in which the signatory parties are present.

The trade union and business representatives of the sector agree to the creation of a joint commission of four persons two for the business representation and two for the trade union, whose mission will be to articulate the procedure for the development of the above. This commission will take decisions by consensus.

Transitional disposition fourth. Sinister study.

The protection of the health of people working in the tanned is a basic and priority objective, for which the undersigned organizations Workers of Industry, General Union of Workers FICA AND ACEXFUR, agree to request a study at the State level during the duration of this Convention on the existing disaster in the sector, which is sufficiently broad to deal with, the causes of accidents, types of accidents, the duration of accidents, (i) prevention systems, accidents "in itinere", action in the event of accidents, etc.

The report will serve the undersigned organizations as a basis for the negotiation of the next agreement on the aforementioned issue.

First disposition first.

The rules of this Convention which refer to legal texts or provisions shall be automatically adapted in the light of any legislative or regulatory amendment that may occur.

Final disposition second.

As soon as it is not provided for in this Convention, the legal regulations in force at any time, in any case, are applicable to the provisions of Article 3 of the Workers ' Statute.

ANNEX I

Pay tables

2016 nomenclator salary tables

Convention increase: 1%

Group 0.

Group 4-Level II operatives.

group nomenclator	Salary day salary	Salary month tablename	Complemento nomenclator
	2.637, 14
Group 1.		2.109.54
Group 2.		1.798.93
Group 3-Level I.		1.393.25
Group 3-Level II.	40.14	1.220.76
Group 4-Level I employees.		1.314.85
Group 4-Level I operatives (*).	36.74	1.117.53
Group 4 -Level II employees.		1.076.97	6.58
35.41
5.	34.54	1.050, 77

(1) Complement exclusively for the Classification job position of 1.

(2) Add-in exclusively for the no-language phone job position.

(*) Complement exclusively for the job position of head: 10%.

Euros/time
	Group 0.	No add-in
Group I.	2.49
Group II.	1.87
Group III-Level I.
Group III-Level II.
Group IV-Level I Employees.
Group IV-Level I Operaries.
Group IV-Level II Employees.
Group IV-Level II Operaries.
Group V.

2017 nomenclator salary tables

Convention increase: 1.2%

Group 0.

Group 4-Level II operatives.

group nomenclator	Salary day salary	Salary month tablename	Complemento nomenclator
	2,668, 79
Group 1.		2,134.85
Group 2.		1,820,52
Group 3-Level I.		1.409.97
Group 3-Level II.	40.62	1.235.41
Group 4-Level I employees.		1.330.63
Group 4-Level I operatives (*).	37.18	1.130.95
Group 4 -Level II employees.		1.089.90	6.65
35.84
5.	34.96	1.06, 38

(1) Complement exclusively for the Classification job position of 1.

(2) Add-in exclusively for the no-language phone job position.

(*) Complement exclusively for the job position of head: 10%.

Group IV-Level I Employees.

Euros/time
	Group 0.	No add-in
Group I.	2.52
Group II.	1.89
Group III-Level I.
Group III-Level II.	1,32
Group IV-Level I Operaries.
Group IV-Level II Employees.
Group IV-Level II Operaries.
Group V.

2018 nomenclator salary tables

Convention increase: 1.3%

Group 0.

group nomenclator	Salary day salary	Salary month tablename	Complemento nomenclator
	2.703, 48
Group 1.		2.162.60
Group 2.		1.844.19
Group 3-Level I.		1.428.30
Group 3-Level II.	41.15	1.251.47
Group 4-Level I employees.		1.347.92
Group 4-Level I operatives (*).	37.67	1,145.65
Group 4 -Level II employees.		1.104.07	6.74
Group 4-Level II operatives.	36.30	1.104, 14
Group 5.	35.41	1.077, 21

(1) Complement exclusively for the Classification job position of 1.

(2) Add-in exclusively for the no-language phone job position.

(*) Complement exclusively for the job position of head: 10%.

Euros/time
	Group 0.	No add-in
Group I.	2.56
Group II.	1.92
Group III-Level I.	1.53
Group III-Level II.	1,34
Group IV-Level I Employees.	1.48
IV-Level II Group IV-Table Employees.
Group IV-Level II Operaries.
Group V.

ANNEX II

Degrees of Consanguity and Affinity

ANNEX III

Annex for companies located in Catalonia

CHAPTER I

General rules

Territorial and functional scope

Article 1. Territorial scope.

As a complement to the State-wide Collective Convention of Curtids, which governs at any time, this Annex is signed, which is mandatory for all the activities mentioned in the following article and are interlocked in Catalonia.

It will also apply to work centres established in Catalonia, even if the companies concerned have their registered office in other parts of Spain not affected by this Annex, as well as to the centres of work moved from other provinces.

Article 2. Functional scope.

The Annex obliges all companies within the functional scope of the State Collective Agreement of the sector and in the territorial scope provided for in the previous article.

Article 3. Newly created companies.

This Annex shall require newly established companies to be included in their territorial and functional areas.

Effective, duration, and extended

Article 4. Effective.

This Annex shall enter into force on the day of its signature.

Article 5. Duration.

This annex is stipulated for an indefinite period.

Ad personam compensation, absorption, and warranties

Article 6. Guarantee "ad personam" Igualada and Comarca.

The people who work in Igualada and Comarca will receive 10.82 euros a month as guarantee "ad personam" for all the staff who at date 16/2/81 were high in the companies or in a situation treated as high, not suffering in the future increased.

If between company and staff there is agreement at the regional or company level, this amount of 10.82 euros will be incorporated into the incentive systems, formed a single concept; in this case, the following will be given the the same treatment as for incentives in future collective agreements. This quantity applies exclusively to the following categories:

Qualifier of 1, Qualifier Of 2. ª, Team Chief, Officer of 1, Officer of 2., Specialist Peon, Peon, and Assistant of Charge.

Qualifier of 1, Qualifier Of 2. ª, Team Chief, Officer of 1, Officer of 2., Specialist Peon, Peon, and Assistant of Charge.

Article 7. Compensation and absorption.

Given the complementary nature of the present covenant, nothing in the agreement can be absorbed or compensated.

CHAPTER II

Economic Conditions

Article 8. Economic conditions.

The staff who were part of the companies ' templates on 29 May 1987 will continue to receive the amounts listed in Annexes 1-A and 2-A of the Covenant on the basis of the "ad personam" guarantee indefinitely. Catalonia published in the Official Journal of the Generalitat n ° 1056, dated 17-10-1988, not perceiving it therefore the staff entered after this date. The concept provided for in tables 1-A and 2-A 'guarantee ad personam' by category indicates that each worker will receive the frozen plus of the category he holds at any time, changing that plus when he changes category, whether or not he is more than at least, being frozen in the future, that is, without any increase.

The workers who hold the categories of Director General of Manufacturing, Commercial Director, Administrative Director and Apisimides, the 1. Qualifier, The Head Of Team Capataz and the staff of the storage and storage companies collection of hides and skins shall be collected in the quantities listed in Table C of this Annex, which shall be increased from 1 January 2002 and in the future by the percentages on the salary tables, agreed in the Collective Agreement of State-wide scope of the tanned sector.

Article 9. Incentives and other salary supplements.

Incentives, job valuations, activity and compensation schemes, and other wage supplements, with the exception of those provided for in Article 6, will have the same increase and under the same conditions as those which are agreed in the State Convention of the sector and will not necessarily have to reach the extent to which the Convention refers.

Article 10. The holidays.

Even the weekly holidays with the salary corresponding to the normal activity will be paid more incentives. The price of the incentives will be obtained from averaging the euros obtained by this concept and the hours actually worked during the last 13 weeks.

CHAPTER III

Social Conditions

Article 11. Loyalty award.

The persons with a minimum age of ten years at the service of the company, having the age that is subsequently expressed, cause low in the company by their will, they will receive a complementary prize to the previewed one in the Sector State Convention, according to the following scale:

Year 2016:

-At 60 years old: € 792.38.

-At 61 years old: € 764.19.

-At 62 years old: 690.24 €.

-At 63 years old: € 626.86.

-At 64 years old: 588.12 €.

-At 65 years old: € 584.59.

Year 2017:

-At 60 years old: € 797.14.

-At 61 years old: € 768.78.

-At 62 years old: € 694.39.

-At 63 years old: € 630.62.

-At 64 years old: 591.64 €.

-At 65 years old: € 588.10.

Year 2018:

-At 60 years old: 802.32 €.

-At 61 years old: € 773.77.

-At 62 years old: € 698.90.

-At 63 years old: 634.72 €.

-At 64 years old: 595.49 €.

-At 65 years old: 591.92 €.

As of January 1, 2019 and successively in future years, such amounts will be increased by 50 percent of the increases that are to be agreed upon in the State Convention.

Article 12. Life insurance.

The companies will pay compensation to the widowed and rightholders of the workers who die of an accident at work, the amount of 6,200 euros.

By natural death or non-work accident and total and absolute incapacity for all work, the amount of 3,100 euros.

People will be low as beneficiaries when they reach the age of 65, as well as when they leave the company. To this end, undertakings may use the amounts provided for in Article 53 of this Convention.

As of January 1, 2019 and successively in future years, such amounts will be increased by 50 percent of the increases that are to be agreed upon in the State Convention.

Category definition:

A) General Manager of Manufacturing, Commercial or Administrative and assimilated, shall collect the corresponding remuneration shown in Table C.

B) Head of Sector, shall collect the remuneration for the Technical Engineer, ATS and Social Undergraduate, in the State Sector Convention.

C) Practical or Technical titled in training, is the technical not entitled, whose fundamental basis is the experience and whose responsibility is superior to that of the manager or head of section without having the responsibility of a chief of sector, charging the remuneration for the head of purchases, sales and negotiated in the State Convention the sector.

D) Laborante, is the one without own initiative, being responsible for its work, performs elementary functions of laboratory, and in general the purely mechanical and inherent to the development of those. It shall charge the remuneration corresponding to the administrative aid in the State Convention of the sector.

E) Classifier of 1. It is the one that with full knowledge and responsibility of its function develops it well in its three phases (raw, in process of manufacture and finishes) or in more than one phase in all its extension, will charge the corresponding remuneration shown in Table C.

F) Classifier of 2. It is the one that with knowledge and restricted responsibility of its function, performs it in some of its phases, will collect the remuneration corresponding to the Officer of First of the State Convention of the field.

G) Head of Equipment and Capataz, will collect the corresponding remuneration shown in Table C.

H) Classifier 1. of the corresponding personnel of storage and collection of skins. You will be charged the corresponding remuneration shown in Table C.

I) Classifier 2., a decker of Cueros and Conductor of Car and Truck, of the corresponding personnel of storage and collection of skins. You will be charged the corresponding remuneration shown in Table C.

J) Classifier, Buyer, Recolector of Pieles, will collect the corresponding remuneration shown in Table C.