Having regard to the text of the Collective Agreement of the Banking Sector (Convention Code No. 99000585011981), which was signed, dated April 19, 2016, by the Spanish Banking Association (AEB), representing the undertakings in the sector and another by the Federation of Financial and Administrative Services of CC.OO. and the State Federation of UGT Services, on behalf of the workers concerned, and in accordance with the provisions of Article 90 Paragraphs 2 and 3 of the Law on the Status of Workers, Recast Text Approved by Royal Legislative Decree 2/2015 of 23 October and Royal Decree 713/2010 of 28 May on the registration and deposit of collective agreements and agreements of work,

This Employment General Address resolves:

First.

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

Second.

Arrange your publication in the "Official State Bulletin".

Madrid, June 1, 2016. -Director General of Employment, Xavier Jean Braulio Thibault Aranda.

XXIII BANKING COLLECTIVE AGREEMENT 2015/2018

CHAPTER FIRST

General provisions

Article 1. Preliminary disposition.

1. References in the following Articles to the "Convention" without further specification shall be construed as references to this Collective Agreement.

2. Where the present Convention refers to 'undertakings' without any other precision, the banking undertakings to which the Convention applies shall be understood to be in accordance with Article 2 thereof.

3. The "personal" and "workers" or "workers" expressions used in the following Articles comprise all employees and employees who serve in one of the companies covered by the scope of the present Convention.

Article 2. Scope.

This Collective Agreement regulates and will be of compulsory application to the employment relations between the Banking Companies, the Chambers of Banking Compensation and how many Companies use the denomination of the Bank being their activity the Bank's Company, and the staff with effective employment relationship on the same in January 1, 2015, or later enter.

The functions of High Direction, High Government or High Council, characteristics of the following charges or other similar are excluded: Director General, Director/a Company Manager, Deputy Director General, Inspector General, Secretary General. In any case, for exclusion it is essential that their remuneration be higher than the maximum rate laid down in this Convention.

Your territorial scope will be limited to the entire state.

The work provided by the staff employed in Spain at the service of Spanish banking companies abroad will be regulated by the contract concluded with strict submission to Spanish legislation. Such staff shall have at least the economic rights which they would be entitled to work in Spanish territory. Workers and the employer may submit their disputes to the Spanish jurisdiction.

Article 3. Previous conventions.

Replaces this Convention with the previous one, approved by the Directorate-General for Employment by Resolution of 19 April 2012 and published in the "BOE" of 5 May of the same year.

Article 4. Validity of the Convention.

The duration of this Convention shall be extended from 1 January 2015 to 31 December 2018. Its entry into force will take place on the same day as its publication in the "BOE".

The term of validity referred to in the preceding paragraph shall be tacitly extended from year to year, unless the Convention is denounced by any of the business associations or trade unions entitled to negotiate, Article 87 of the Staff Regulations. In any event, the complaint shall be made in the period from 1 October to 31 December of the year in which it ends or any of its possible extensions.

Article 5. General clause of compensation and removals.

1. The Convention compensates and absorbs any improvements made by personnel, either through other Conventions or Compliance Standards, or by unilateral decisions of the Companies.

2. The Convention shall also be absorbed by the Convention, as far as possible, the economic effects which may result from legal or administrative provisions which enter into force after the signing of the Convention. For the purposes of the absorption, the situation resulting from the application of the Convention and that resulting from the legal and administrative provisions, excluding those which are merely the approval of other provisions, shall be compared globally. Collective Agreements.

Article 6. Unit of the Convention.

The articulated of the Convention forms a unitary set. Interpretations or applications which, for the purpose of judging on individual or collective situations, shall be considered in isolation shall not be admissible.

CHAPTER SECOND

Deontology and social responsibility

Article 7. Deontology of the profession.

The exercise of banking activity, and its special relevance in economic and social development, requires the banking and business staff to be particularly active and a high level of professional and professional quality. service.

This behavior has to be characterized by a high level of quality, which is determined by both the legislation in force and by professional conduct subject to ethical principles defined as the values and norms. These are the ethical issues that need to be internalized in order to achieve, maintain and improve the level of professionalism and ethics demanded by customers and society.

Consequently, the professional conduct of the templates, in the performance of their functions, is characterized by the following guidelines:

Compliance with laws, regulations, regulations and contracts, as well as ethical values and principles, avoiding possible situations of conflict of interest with customers or third parties.

Save professional secrecy with respect to how many non-public and specially protected data or information are known in the exercise of professional activity.

To respect, in relations with the clientele and with the people who work in our environment, the person and their dignity and to do so will be particularly careful not to exercise any kind of discrimination on the grounds of birth, race, sex, religion, disability, opinion, ideological, political or religious conviction, union membership, sexual orientation, education, marital status or any other social or personal conditions or circumstances.

Work at all times with the diligence, honesty, honorability, prudence, transparency, and responsibility required by the profession, avoiding any behavior that discredits the profession.

It is for each Entity to define the method by which it will transmit to its template the ethical principles and values that must mark culture and good banking in order to promote the best professional practices.

Any instruction and/or behavior contrary to the ethical principles set forth in this article may be placed, by any person of the template, in the knowledge of the entity by expressly authorized channels. for this purpose, for the purpose of assessing whether or not they are appropriate to the good banking practices to be applied by the profession.

The Trade Unions present in the Company may also collect the doubts, requests or complaints of the staff on these topics, after an analysis of their relevance, to be able to make them their own and to transfer them to the Directorate, to through the specific channels established in each Company for the dialogue with the Legal Representation of the Workers.

In any event, the Company will establish sufficient guarantees of confidentiality and indemnity as well as protection of the identity, according to the LOPD, of the person who communicates any event or situation allegedly contrary to the principles here.

Article 8. Social responsibility and socially responsible investment.

1. Social responsibility policies are of widespread application in the financial sector, and have an impact on the social impacts of their activity on clients, employees, shareholders, investors, suppliers or local communities in which they operate. CSR memories help to explain the contributions of companies to society and to self-analyze their level of success and recognition in society.

The unions have repeatedly expressed their interest in this matter and participate in the various agencies, observatories and presentations that promote the policies of social responsibility in their various modalities.

2. Both parties, based on the voluntary nature of the implementation of CSR, agree to collaborate as widely as possible in their development:

(a) In companies where these policies are applied, in the work and processes of the elaboration of the RSE Memory, and if it is treated as an interest group of the employees, it will also be considered as representatives of the same to the Trade unions which are signatories to the Convention with the presence of workers ' representative bodies.

b) Socially responsible investment is one of the most relevant CSR aspects of the financial sector, in all its business. It is recommended in the Employment Pension Plans that the respective Control Commissions facilitate the adoption of Socially Responsible Investment criteria, as well as their monitoring and assessment.

THIRD CHAPTER

Employment

Article 9. Professionalism and quality of employment.

1. The levels of demand, competition and quality in the banking sector have an equivalent level of quality in employment. The stability and quality of employment are directly related to the strength, solidity, productivity and competitiveness of each company, as well as to the rapid adaptation in every moment to market circumstances and needs business.

The indefinite contract, the continuous training, the permanent evaluation of the activity and the recognition of the professionalism are characteristic of the employment in the banking sector. Companies will promote the development of training actions that facilitate the development of skills and competences, and the professional career, and will promote training policies throughout the professional career, as a key factor of competitiveness and innovation.

Companies will preferably use stable hiring for structural and recurring service needs coverage, limiting temporary hiring to what is strictly necessary for the assumptions assessed in the legislation for each type of contract.

2. Without prejudice to the obligations of information laid down in the laws, Articles 64.2.b and 64.5 of the Staff Regulations and Article 10.3.1 of the LOLS, the trade unions of the Member States shall be provided with the information provided for in this Article. This Convention shall provide for regular, at least quarterly, information on the evolution and prospects of employment in the Convention, and in any case where organisational changes may have an impact on employment, and may be purpose-specific channels for dialogue with that Representation.

3. The selection and recruitment of employees and employees will be carried out in accordance with the existing legislation, based on the principles of suitability and adequacy of the candidates, and ensuring a framework of equal treatment with the absence of discrimination. Where appropriate, the experience acquired by persons who have carried out scholarship or training, or temporary contracts in the Company itself, shall be assessed.

4. In the field of each Company, in the case of not being able to reach by way of direct hiring, the quota of reserve of jobs for persons with disabilities, regulated in article 42 of the General Law of the Rights of Persons with disabilities and their social inclusion, will be done through the alternative measures provided for in the legislation in force.

Article 10. Eventual contracts.

In order to promote stable employment and the possibilities of direct hiring in the sector, companies that during the calendar year maintain a weighted average of 90% of fixed employment, taking the data monthly for that weighted average, they may be eligible for the following calendar year and within the limits available by collective agreement, i.e. a maximum duration of 12 months in a period of 18 months, to the criteria laid down in the Article 15 (1) (b) of the Staff Regulations.

For such purposes, companies making use of the extension referred to in the preceding paragraph shall report at least annually on their application, providing appropriate data, to trade union representation.

Article 11. Level of access to the profession.

In order to promote stable employment and the possibilities of direct recruitment in the sector, it is enabled from the month following the entry into force of this Convention, a new Professional Level with the following features:

a) Indefinite contract.

b) Test period: six months.

c) Classification as "Access Level", within the "Banking Technicians" Single Professional Group, which is set out in the Fourth Chapter of this Convention.

d) Ascensus at Level 11, at 24 months, at most, of permanence in the Access Level.

e) Functions: Commercial and Commercial Management in Network, Administrative and Technical Offices in Central Services, with the exception of those that involve the granting of powers or direction of people.

f) Salary. The set of the perceptions of the Convention in annual computation will be the one detailed in the following table and will be paid in the same parts: twelve in the ordinary monthly and the other two as extraordinary rewards June and December half-yearly respectively.

		During 2016	During 2017	During 2018
Year	18,000.00	18.270.00	18.589.73
Second year		19,700,00	20.044.75

g) Antiquity: the time served in this Level of access computes all effects as seniority in the Company.

h) In no case, the salary of this Level will be taken as a reference on which to apply salary reduction benefits in other types of contracts that can be made in the Company.

Article 12. Criteria and procedures in reordering processes.

In the current economic context, both sides share that the defence of employment in the sector is a priority, and they are committed to work in order to maintain the greatest possible stability of jobs, promoting the negotiation of alternative measures to the extinction of contracts, considering that the best guarantee for this will be to try to improve the strength and solidity of the companies, maintaining their level of competitiveness, so that they are able to to provide value on a recurring basis and to adapt permanently to the environment, requirements of the market at any time. In this context, elements such as wage moderation and the permanent effort to adapt the templates contribute positively to this objective.

Therefore, if, during the duration of the Convention, it was necessary to deal with processes of reordering or restructuring collective-scope templates, the parties agree to promote the negotiation of the measures to be taken, on the basis of the following criteria:

In the restructuring processes that may be undertaken in the field of enterprises, the preferential use of internal flexibility measures such as, inter alia, the suspension of work contracts and surplus, the reduction of working time, functional and geographical mobility and substantial modification of working conditions.

Before proceeding to the legal procedures provided for in Articles 40, 41, 47 and 51 of the Workers ' Statute, the Companies will open a preliminary process, and limited in the time of negotiation with the representations union without the requirement of the requirements of those articles and in the understanding that sufficient and relevant information will be provided for the proper conduct of the negotiations.

Both in the integration processes and in the restructuring of Entities, both parties undertake to negotiate in good faith.

Companies will promote the training of their staff so that they can perform other functions other than those they have been doing in order to improve their employability.

The Joint Committee of the Convention will have among its powers to know in general terms the evolution of employment in all the enterprises included in the scope of this Collective Agreement.

CHAPTER FOURTH

Professional classification

Article 13. Qualification and professional motivation.

Professional development is configured as a motivating element to maintain and improve levels of excellence in the work. In order to do so, the undertakings shall reach agreements or, where appropriate, adopt practices aimed at:

To promote initiatives aimed at the dissemination of training pathways that can favor professional development, both in a vertical direction, in promotion, as a horizontal, in changing organizational areas.

Encourage the participation of the different collectives in the training plans, reserving specific actions for the less trained groups.

Promote equal opportunities through career plans oriented to the promotion, to levels or functions, of the gender with less representation and facilitating the information and participation of the union representation, both in the design as in the monitoring of training plans and itineraries.

Article 14. Professional classification.

1. With effect from 1 January 2017, a new system of professional classification will enter into force, considering a single professional group, called "Banking Technicians", with a first "Access Level" and 11 other remuneration levels. Up to that date the system of professional classification provided for in Chapter II of the XXII Collective Banking Convention shall be maintained.

2. Single Group: Banking Technicians.

2.1 For the purposes of remuneration, they shall be covered by the levels between 1 and 8, both inclusive, to whom, due to their knowledge and professional experience, they have assigned managerial, senior management, proxy or executive responsibility, coordinator or adviser, with autonomy, supervisory capacity and responsibility in accordance with the assigned tasks.

They will have to be framed in any of these Levels those people with university degrees who are hired by the Companies to perform specifically functions that legally require the qualification that credit.

2.2 The number of workers who have sufficient training to be employed by the 9-11 workers, who have been assigned to administrative, marketing, and marketing jobs, will be placed under the salary levels. a basic general or commercial telephone or management or non-compliance with the requirements specified in paragraph 2.4 applying the procedures and instructions received, under direct hierarchical supervision and with responsibility in accordance with the tasks entrusted.

2.3 In the structure of the commercial office network, the Director or Director of a bank office shall have at least salary level 6.

2.4 From 1 January 2017, staff with dedication to the specialised business management function shall have at least the salary level 8, provided that they meet the following requirements:

Count at least five years of age in the Enterprise.

With exclusive dedication, for at least two years continued, or two and a half years discontinuous within three years, to commercial, direct character, and personalized relationship with clients, requiring specialization.

With individual business management goals.

With the specific training defined in the Enterprise for this function.

It is understood by "commercial management functions that require specialization" those that have as object tasks such as the sale of banking and financial products of assets, liabilities and intermediation, the advice financial, account or other management of similar character. Such functions shall also be understood to be fulfilled if the Company so recognises.

Companies shall communicate to persons who meet these requirements, for the purposes of clarity in the computations of the required times.

Not to be considered as an interruption in the performance of the commercial function for the purposes of the periods laid down in this article, periods of absence motivated by pregnancy, maternity, paternity, breastfeeding and Leave of absence for child or family care, provided that they do not exceed one year, or 15 months for large families, or 18 months for those of a special category.

2.5 Staff assigned to 31 December 2016 in the General Services group is reclassified from 1 January 2017 within this Single Group, while maintaining the functions it has been carrying out, as follows: table:

	Level 2016	Level 2017
	9
X	10
10
SG XI	11

3. The transfer of the current remuneration levels to the new ones will be carried out according to the following table:

Level at 31-12-2016

Technician V.

Banking Technicians Level at 1-1-2017
Technician I.	1
Technician II.	2
Technician III.
4	4
5
Technician VI.	6
	7
7	7	8
Administrative IX.	9
10	Administrative XI.
11	10
	Access

Article 15. Higher Level promotion and equal pay.

1. The promotion of staff at higher remuneration shall be carried out:

1.1 By agreement between the worker or worker, and the Company.

1.2 By decision of the Company, if it involves economic improvement for the worker or the worker.

1.3 For continued performance over a given period of time, at the same Level, as follows:

a. It shall be passed to Level 10, after four effective years of service delivery at Level 11, from the month following the entry into force of the Convention.

b. It will be passed to Level 9, after six effective years of service delivery at Level 10.

2. Level promotions, except in the case of seniority, shall be consolidated within six months of access to it.

3. As a consequence of this article, the regulation on promotions by training of the extinct Administrative Group and General Services Group in force until 31 December 2016 is deleted with effect from 1 January 2017.

4. Equal pay.

4.1 Exclusively for remuneration purposes, Level 9 staff with 24 years of service in the Administrative Groups (up to 31 December 2016) and Technical (as of 1 January 2017) will be paid equally to Level 8 by the perception of the pay gap between both Levels. For these purposes, the time taken by the worker or worker to the Technical Group before 1 January 2017 shall also be computed.

Alternatively to the system provided for in the previous paragraph, the equal pay to Level 9 staff level 8 will also occur after twenty years of age in the Administrative and Technical Groups and thirty in the Company.

4.2 Staff promoted to Level 8 will not be able to perceive from the date on which they hypothetically correspond to Level 8, a lower amount than the one that could correspond to the Convention in such a situation. In the case of such a difference, the amount shall be included in the receipt of assets under the heading 'Article 15.4.2.'

Article 16. Functional mobility.

Functional mobility within the Company will have no other limitations than those required by academic or professional qualifications required to perform the work performance.

The assignment, modification and cessation of functions within the Single Professional Group is free of charge by the Company, without prejudice to the maintenance of the consolidated level salary.

Staff in the pay levels between 9 and 11 who perform duties corresponding to Levels 1 to 8 for a period of more than 6 months in one year or 8 months in two years shall have the Level remuneration for the work performed.

Employees and employees who are retired may be able to perform lower-level duties, by virtue of agreement with the Company or, failing that, by decision of the Company to maintain the corresponding salary. to its Level.

CHAPTER QUINTO

Remuneration

Article 17. Remuneration concepts.

1. Within the duration of this Convention and during the years 2015 and 2016, the remuneration scheme for staff shall be maintained with the same remuneration concepts as from 31 December 2014, as set out in the Disposition transient.

2. Without prejudice to Article 11 of this Convention with regard to the level of access to the profession, as from 1 January 2017 and during the term of the Convention, the staff remuneration scheme shall be amended and simplified. be integrated, for the staff of Levels between 1 and 11, both inclusive, by the following concepts:

a. Level Base Salary.

b. Increases by age.

c. Extraordinary rewards of June and December.

d. Profit participation.

e. Bonuses and supplementary or special allowances.

3. The remuneration concepts referred to in the preceding paragraph shall have the content and scope set out in the following Articles.

4. For the purposes of the application of the following Articles, the "pay" or "monthly allowance" is defined as part of the Base Wage and the increases in age that each worker actually receives.

Article 18. Level Base Salary.

1. The "Level Base Salary" from 1 January 2017 will integrate the following remuneration concepts of the items indicated, all of them from the XXII Collective Banking Convention, in force until 31 December 2016, to which the Transient disposition.

a. Salary (Article 13).

b. Average pay for "production stimulus" (Article 21º).

c. Plus quality of work (article 22º).

d. Transient allocation (Article 19º.2).

e. Holiday bag (article 26.VI).

f. Basic salary of the pay-per-share quarter on benefits that have been accrued in each Company as at 31 December 2014, between a minimum of four and a maximum of ten-quarters of pay (article 18).

g. Base salary of the "Productivity Improvement" pay room that will become pensionable as of January 1, 2019 (article 19.7).

The Base Salary of Level is therefore obtained from the grouping of the concepts indicated in this article, so that such modification will not entail any quantitative variation for the recipients of the same, in respect to what It would involve them separately.

2. The Level Base Salary referred to in the preceding paragraph shall be annual and shall be made effective in the case of a number of items, payable for monthly payments due in the 12 calendar months of the year, and the remaining two in the extraordinary amounts of June and December. This salary will be the figure, for the years indicated, in the following tables:

2.1 In companies with 17.25 or more payable as of December 31, 2014, as well as in the new creation and in which they are established in Spain or adhere to this Collective Agreement from its entry into force:

Level

2017			2018
Pensionable Salary 17,00 pagas	Non-Pensionable Salary 1/4 Pay	Total 17.25 pagas	Pensionable Salary 17,00 pagas	Non-Pensionable Salary 1/4 Pay	Total 17.25 pagas
		52.797.83	740,27	53,538.10	53,721, 79	753.22	54.475.01
2	45.986.53	640.10	46.626.63	46.791.29	651.31	47,442.60
3	39,272.54	541.37	39.813.91	39.959.82	550.84	40,510.66
4	37.533.68	515.80	38.049, 48	38.190.53	524.82	38.715,35
5	32.785.68	445.97	33.231.65	33.359.43	453.78	33.813, 21
6	30,854.82	417.58	31.272.40	31.394.77	424.89	31,819.66
7	29.438.29	396.75	29,835.04	29,9953.47	403.69	30.357.16
8	28.021.25	375.91	28.397.16	28.511.62	382.49	28.894.11
	9	26.080.78	347.37	26.428.15	26.537.19	353.45	26,890.64
10	23,505.07	309.50	23.814.57	23.916.41	314.91	24.231.32
11	21,420.03	278.83	21.698.86	21.794, 88	283.71	22.078.59

2.2 In companies with a number of payable payments as at 31 December 2014, between 15,75 and 17,00:

2.2.1 In Companies with 17,00 payable as of December 31, 2014:

Level

2017			2018
Pensionable Salary 16.75 pagas	Non-Pensionable Salary 1/4 Pay	Total 17,00 pagas	Pensionable Salary 16.75 pagas	Non-Pensionable Salary 1/4 Pay	Total 17,00 pagas
	52.057.56	740,27	52.797.83	52.968.57	753.22	53.721.79
2	45,346.43	640.10	45.986.53	46.139.98	651.31	46.791.29
3	38.731.17	541.37	39,272.54	39,408.97	550.84	39.959.81
4	37,017.89	515.80	37.533, 69	37,665.71	524.82	38.190.53
5	32.339.71	445.97	32,785.68	32.905.65	453.78	33.359, 43
6	30.437.24	417.58	30,854.82	30.969.89	424.89	31.394.78
7	29.041.54	396.75	29.438.29	29,549.77	403.69	29.953.46
8	27,645.34	375.91	28.021.25	28.129.13	382.49	28.511.62
	9	25.733.41	347.37	26.080.78	26.183.74	353.45	26.537.19
10	23,195.57	309.50	23,505.07	23.601.50	314.91	23.916.41
11	21.141.91	278.84	21,420,76	21.511, 90	283.72	21.795.62

2.2.2 In Companies with 16.75 Pages accrued as of December 31, 2014:

Level

2017			2018
pensionable Salary 16.50 pagas	Non-Pensionable Salary 1/4 Pay	Total 16.75 pagas	Pensionable Salary 16.50 pagas	Non-Pensionable Salary 1/4 Pay	Total 16.75
		51,317.28	740,27	52.057.55	52.215, 34	753.22	52.968.56
2	44.706.32	640.10	45,346.42	45,488.68	651.31	46.139.99
3	38.189.80	541.37	38.731.17	38.858.13	550.84	39,408.97
4	36.502.09	515.80	37.017, 89	37.140.88	524.82	37,665.70
5	31.893.73	445.97	32.339.70	32.451.87	453.78	32.905, 65
6	30,019.66	417.58	30.437.24	30,545.00	424.89	30,969.89
7	28,644.79	396.75	29.041.54	29.146.08	403.69	29.549.77
8	27,269.43	375.91	27,645.34	27,746.64	382.49	28.129.13
	9	25,386.03	347.37	25.733.40	25,830.29	353.45	26.183.74
10	22.886.08	309.50	23.195.58	23.286.59	314.91	23.601.50
11	20.863.80	278.86	21.142.65	21.228, 92	283.74	21,512.65

2.2.3 In Companies with 16.50 payable on December 31, 2014:

Level

2017			2018
pensionable Salary 16.25 pagas	Non-Pensionable Salary 1/4 Pay	Total 16.50 pagas	Pensionable Salary 16.25 pagas	Non-Pensionable Salary 1/4 Pay	Total 16.50 pagas
		50.577.01	740,27	51,317.28	51.462, 11	753.22	52.215.33
2	44.066.22	640.10	44,706.32	44.837.37	651.31	45,488.68
3	37.648.43	541.37	38.189.80	38.307.28	550.84	38.858.12
4	35.986.29	515.80	36,502.09	36.616.05	524.82	37.140.87
5	31.447.76	445.97	31.893.73	31,998.09	453.78	32.451, 87
6	29,602.08	417.58	30.019.66	30.120.11	424.89	30545.00
7	28.248.05	396.75	28.644.80	28,742.39	403.69	29.146.08
8	26.893.52	375.91	27.269.43	27.364.15	382.49	27,746.64
	9	25.038.66	347.37	25,386.03	25,476.83	353.45	25,830.28
10	22,576.58	309.50	22.886.08	22.971.68	314.91	23.286.59
11	20.585.68	278.87	20.864.55	20.945, 93	283.75	21.229.68

2.2.4 In Companies with 16.25 payable on December 31, 2014:

Level

2017			2018
Pensionable Salary 16,00 pagas	Non-Pensionable Salary 1/4 Pay	Total 16.25 pagas	Pensionable Salary 16,00 pagas	Non-Pensionable Salary 1/4 Pay	Total 16.25 pagas
		49.836.74	740,27	50.577.01	50.708, 89	753.22	51.462.11
2	43.426.11	640.10	44.066.21	44,186.06	651.31	44.837.37
3	37.107.06	541.37	37,648.43	37.756.44	550.84	38.307.28
4	35.470.49	515.80	35.986, 29	36.091.23	524.82	36.616.05
5	31.001.78	445.97	31.447.75	31.544.31	453.78	31,998.09
6	29,184.50	417.58	29.602.08	29.695.22	424.89	30.120.11
7	27.851.30	396.75	28.248.05	28.338.70	403.69	28.742.39
8	26,517.61	375.91	26.893.52	26,981.66	382.49	27.364.15
9	24,691.29	347.37	25.038.66	25,123.38	353.45	25,476.83
10	22.267.09	309.50	22,576.59	22,656.77	314.91	22.971.68
11	20,307.57	278.88	20.586.45	20.662, 95	283.76	20,946.71

2.2.5 In Companies with 16,00 payable on December 31, 2014:

Level

2017			2018
Pensionable Salary 15.75 pagas	Non-Pensionable Salary 1/4 Pay	Total 16 pagas	Pensionable Salary 15.75 pagas	Non-Pensionable Salary 1/4 Pay	Total 16
		49.096.47	740,27	49,86.74	49.955, 66	753.22	50.708.88
2	42.786.01	640.10	43.426.11	43.534.75	651.31	44.186.06
3	36.565.69	541.37	37.107.06	37.205.60	550.84	37.756.44
4	34.954.69	515.80	35.470, 49	35.566.40	524.82	36.091.22
5	30,555.81	445.97	31,001.78	31,090.53	453.78	31.544, 31
6	28.766.92	417.58	29,184.50	29.270.33	424.89	29,695,22
7	27.454.55	396.75	27.851.30	27,935.00	403.69	28.338.69
8	26.141.70	375.91	26,517.61	26,599.17	382.49	26,981.66
	9	24,343.91	347.37	24,691.28	24,769.93	353.45	25,123.38
10	21.957.59	309.50	22.267.09	22,341.85	314.91	22,656.76
11	20,029.45	278.89	20.308.34	20.379, 97	283.77	20.663.74

2.2.6 In Companies with 15.75 pages due as of December 31, 2014:

Level

2017			2018
pensionable Salary 15.50 pagas	Non-Pensionable Salary 1/4 Pay	Total 15.75 pagas	Pensionable Salary 15.50 pagas	Non-Pensionable Salary 1/4 Pay	Total 15.75
		48.356.20	740,27	49.096.47	49.202, 44	753.22	49.955.66
2	42.145.90	640.10	42.786.00	42.883.45	651.31	43.534.76
3	36.024.32	541.37	36,565.69	36.654.75	550.84	37.205.59
4	34.438.89	515.80	34.954, 69	35.041.58	524.82	35.566.40
5	30,109.83	445.97	30,555.80	30.636.75	453.78	31,090.53
6	28,349.34	417.58	28.766.92	28.845.45	424.89	29,270.34
7	27.057.80	396.75	27.454.55	27,531.31	403.69	27.935.00
8	25,765.79	375.91	26.141.70	26.216.69	382.49	26,599.18
	9	23.996.54	347.37	24,343.91	24,416.48	353.45	24,769.93
10	21.648.09	309.50	21.957.59	22.026.94	314.91	22,341.85
11	19.751.34	278.90	20.030.24	20.096, 99	283.78	20.380.77

Article 19. Extraordinary rewards of June and December.

All staff in each of the months of June and December will be entitled to extraordinary gratification.

Your amount will be equivalent to that on the date of your monthly receipt for the Base Salary of Level and age.

June's pay will be paid from January 1 to June 30 and December 1 to December 1 at December 31, the proportional share being perceived if your stay in the Company is lower than the accrual period.

Companies will, by collective agreement, be able to pay the aforementioned prorated gratuities in twelve monthly payments.

Article 20. Increases by age.

1. During the term of the Convention the remuneration according to seniority shall be determined in the form set out in Articles 21º and 22º.

2. They should not be confused with seniority and effective service time in the Company, so that the total or partial loss of the company will not lead to it, as it is an element of fact, decrease of this one.

3. Whenever the Convention refers to "increases in seniority", "tri-ages" or "perceptions by seniority", reference shall be made to the amounts written in accordance with Articles 20, 21 and 22.

Article 21. Age at the Company.

1. During the term of the Convention, a system of supplementary remuneration shall be governed by the seniority of the Company, which shall be governed by the following paragraphs.

2. The age in the Company shall be computed by full triennial of effective service to or recognized by it. Trienes, and in general service time increases, shall be deemed to be due, in any event, on the first day of the month in which they are met.

3. The amounts of the increases in seniority are shown in the following table:

Concept

2015	2016	2017	2018
each triennium.	449.24	455.00	460.00	470.00

The amount for part-time staff will be the proportional share that corresponds to your day.

The annual amount to be paid by each Company will be obtained from multiplying the amount of the twelfth part of the value of the three-year period by the total number of payments due on December 31, 2014, with the limit of 17.25 pages.

For companies whose number of pages is below 17.25 pages, the amount will be calculated according to the number of pages that were consolidated in the previous year.

This amount will be made cash on a number of items, payable for monthly payments due in the twelve calendar months of the year and the remaining two in the extraordinary rewards of June and December.

4. The proportional portion of the age corresponding to the "Productivity Improvement" pay room will become pensionable as of January 1, 2019.

Article 22. Seniority in the Technical Group.

1. In addition to the three-year period in the undertaking, the staff with levels falling between 1 and 8, inclusive, shall be charged for every three full years of effective service at the same level, three years of the annual amount shown in the next table:

2015	2016	2017-2018
		512.91	519,32	Depending on the agreements that are reached in the Study and Analysis Commission of the Convention, set in the Second Final Disposition
2	390.55	395.43
3 and 4	338.15	342.38
5	277.94	281.41
6 and 7	186.51	188.84
8	145.71	147.53

2. These trienes in terms of Levels 1 to 6, inclusive, shall only be payable for the time they have been or have the status of seizure.

3. People with Levels 1 to 6, both inclusive, who would have lost their powers will be kept the triennial of seniority in the Group of Technicians accrued to the date of the withdrawal of powers. Well understood that, in the future, no new trienes of this nature will become.

4. When a worker or a worker changes from Level 1 to 8, they will be held to the trienes they have at the Levels in which they would have been previously. Such trienes shall be the amount corresponding to the level at which the accrual occurred. If at the time of the change there is a run of a triennium fraction, it shall be computed for the accrual effects of the first three-year period corresponding to the level at which it was agreed.

5. The triennial referred to in this Article shall be met by a number of parties, payable for monthly payments due in the 12 calendar months of the year and the remaining two months in the extraordinary bonuses of June and December.

6. From 1 July 2016, the accrual of new trienes from the Group of Technicians (Levels between 1 and 8 inclusive) will be suspended for a maximum period of eighteen months, as set out in the Second Final Disposition.

For this reason, in July 2016, the Companies will pay the recipients of "Trienes of the Group of Technicians" (Levels 1 to 8, inclusive), the part due until June 30, 2016 of the current three years, whose The amount shall be included in this remuneration concept.

7. The proportional portion of the age corresponding to the "Productivity Improvement" pay room will become pensionable as of January 1, 2019.

Article 23. Profit participation.

1. A new system of participation in benefits, of a variable nature, without impact on tables and therefore non-consolidated and non-pensionable, called "Participation in benefits SAR" that will depend on the evolution of the outcome of the Activity of Exploitation, of each Company subject to this Collective Agreement of Banking (RAE-Enterprise). This indicator refers to the banking activity in Spain considering a homogeneous perimeter of comparison, according to the data recorded in the official financial reports.

The amount of this perception, if appropriate, will be based on the year-on-year variation of the RAE-Enterprise of the financial years 2016, 2017 and 2018, compared to the data of the RAE-Company of the previous year, according to the next table:

> 5% and < = 10%

	Year-on-Year Variation Enterprise RAE	Number of Quarters
1
> 10% and < =15%	2
> 15% and < =20%	3
> 20% and < =25%	4
25% and < =30%	5
> 30%	6

Exclusively for the purposes of the application of the above table, the "base salary of the pay room" means the amount shown in the table below, which should be added, if necessary, in the same proportion, the the age perception corresponding to each worker or worker.

Level

Base salary of the "pay room" accrued in 2016, payable in 2017	Base salary of the "Pay room" accrued in 2017, payable in 2018	Base salary of the "pay room" accrued in 2018, payable in 2019
1	729.33	753.22	2
	630.64	640.10	651.31
3	533.37	541.37	550.84
4	508.18	515.80	524.82
5	439.38	445.97	453.78
6	411.41	417.58	424.89
	7	390.88	396.75	403.69
8	370,35	375.91	382.49
9	342.24	347.37	353.45
10	304.92	309.50	314.91
11	275.36	279.47	284.34

The new system will apply from the year 2016, so that if the amount of the RAE-Company referred to the financial year 2016 exceeds that of the financial year 2015, in the parameters set out above, the amount that will result the application of the table will be paid in the month of April 2017 to all staff in staff at 31 December 2016 and, of course in the proportion that comes if their stay in the Company is less than one year. In successive years, during the term of this Convention, action shall be taken in the same way.

The system of participation in benefits provided for in Article 18 of the XXII Collective Agreement shall apply, as a result, only on the results of the financial year 2015.

In the event that some Company is already liquidating in 2016, 10 or more pay rooms, it will make the necessary adjustments to adapt to the new system.

2. The staff who in 2014, would have accrued a number exceeding 10-quarters of pay per share in profit (17.25 pages) will receive, from 2017, in twelfths, an "ad personam" supplement called " Participation in Benefits XXII CCB ", which shall be liable to be punishable and shall compensate and absorb only the" SAR profit participation ", cannot be compensated or absorbed by any other perception from the Collective Agreement. The amount of this supplement shall be the equivalent of the pay-rooms exceeding those 10 and up to the maximum of the 15 referred to in Article 18 of the XXII Collective Banking Convention.

The amount of this supplement so calculated, will be increased annually to the same extent as the salary table and only in the event that this amount is not sufficient to compensate and absorb in its entirety the In the same year, the Company will pay the staff in this situation, in the same year and in the concept of "Difference Participation RAE", a supplement whose value will be equal to the the difference between the two measures.

3. All the undertakings to which this Convention has been applied by 31 December 2014 and which have not reached 10 of the maximum of the 15-quarters of the payment provided for in Article 18 of the XXII Collective Banking Convention, shall consolidate a The new fourth quarter of pay, when in the previous year the year-on-year change in its RAE-Enterprise, is equal to or greater than 15%.

In the companies to which this article applies, in the year in which the consolidation of a quarter of pay corresponds to them, as a result of the year-on-year growth of the RAE-Enterprise, the RAE table will not be applicable to them. they will be obliged to pay no other non-consolidated pay. That is, it will pay and consolidate a single quarter of pay.

The consolidation of new pay-rooms shall result in the automatic application of the transitional wage table corresponding to those set out in Article 18 of this Convention.

From the year each Enterprise reaches to consolidate the 10-quarter pay, the content of paragraph 1 of this article will be passed on to them.

4. Each Company shall communicate to the Joint Commission the number of benefit pages to be paid to its staff as at 31 December 2014, pursuant to Article 18 of the XXII Collective Banking Convention.

In the course of the first half of each year, each of these companies, or of which they may subsequently be incorporated into the application of the Banking Convention, shall inform the Joint Committee of the calculations and results of the their system of participation in benefits.

Before the end of the first quarter after the end of the Convention, the Joint Commission will issue a report to the Negotiating Commission on the progress made and recommendations for the future approval of the systems provided for in this article.

Article 24. Bonuses and supplementary or special allowances.

1. For the duration of this Convention, only the supplementary or special allowances and allowances established and regulated therein shall govern, or other provisions in force not amended or expressly deleted in this Convention.

2. The so-called 'compensation of parties' deleted from which the staff members were entitled before 7 February 1958 and the person who entered after that date which he has been receiving as a more beneficial condition, determine on the basis resulting from computing 14 pages as a dividend. The splitter will be 1,700.

3. The residence allowance, in addition to the ordinary and extraordinary pages of June and December, shall also be paid on the fixed and guaranteed payments which, by any other concept, is collected by the staff.

4. The annual concierges allowance is maintained on a transitional basis for persons who have been receiving it pursuant to Article 19.5 of the XXII Collective Banking Convention.

5. Transitional plus. -In branches and agencies with operational autonomy, the staff with powers assigned in a specific way the responsibility of the administrative or operational functioning of the same will perceive a transitory plus while is at Level 8 or 7, with the annual amount shown in the following table:

Concept

Plus transient.

2015	2016	2017	2018
604.77	612.33	621,51	632.39

This amount shall be made effective by twelfths payable for expired monthly payments.

6. Plus functional multipurpose. Staff at Levels 9 to 11 will receive a plus of functional multipurpose, which will be paid in monthly instalments, with the annual amount shown in the following table:

Concept

Plus functional multipurpose.

2015	2016	2017	2018
1.181.57	1.196.34	1.214, 28	1.235.53

7. RAE-sectoral perception. The possibility of receiving an additional perception of a variable character is established, depending on the evolution of the following sectoral indicator:

Indicator: RAE (Result of the Activity of Exploitation) sectorial, communicated by Banco de España to AEB, of the banking activity in Spain, to homogeneous perimeter of comparison, in such a way that with respect to the considered in each of the exercises has to be homogeneous with the reference taken.

The amount of the aforementioned gratification, if it is to be matched, will be based on the growth of the Sectoral SAR between the financial year 2014 and the year of 2018, according to the following tables:

	2018 Sectoral SAR Increment on the 2014 Comparison Base	Increment in the Convention Wage
to or greater than 15%.	0.25%

	2018 Sectoral SAR Increment on the 2014 Comparison Base	Single Perception on the Annual Base Salary of Convention (article 18)
to or greater than 30%.	0.25%

Once the AEB is available for the data of the sectoral SAR for the financial year 2018, provided by Banco de España, it will inform the Joint Committee of the Convention, for the purpose of agreeing on the new wage tables to be applied with effects since 1 January 2019 and to inform, where appropriate, the Companies of the origin of the additional payment of the "single perception" of 0,25%. In this scenario, the credit for this "unique perception" will be done by the Companies in the first half of 2019.

Article 25. Guards.

1. The day's guards on Saturday, Sunday or the day of the holiday will be voluntary, except for those who were obliged to do so on December 31, 1995. Once the performance of guards is accepted, the commitment must be maintained for at least one year.

2. Each worker or worker will be given the time when the guards he/she will carry out, and who will always be eight hours, exceed the normal duration of the day for the rest of the staff. The right to grant an additional day of rest shall be the case where the time noted for accumulation of excess is reached by a number of hours equivalent to that of the normal day on the day when the rest is enjoyed, or on a monthly basis as overtime overtime worked. The choice between the two forms of compensation identified shall be for the worker or worker, who shall exercise it at one time for the entire duration of the Convention.

3. To those who provide day guards on Saturday, Sunday or on a holiday, the weekly compensatory rest that, according to the law, will be granted to him on a working day and, in addition, will be paid a 75 percent surcharge on the value of hours worked on those days.

Article 26. Remuneration in kind.

Within the scope of each Company, by individual agreement, part of the concepts of the Convention may be replaced by the remuneration in kind that allows the current regulations, without alteration of the annual gross amount of the salary of the Convention and within the limits in force at every moment for the perception of salary in kind. In these cases the offers of the Company will be directed to the whole of the staff, the same will be informed in advance to the union representation and the concepts will appear in payroll in detail and separate from the rest of the concepts of the Convention.

CHAPTER SIXTH

Working Time

Article 27. Day and time.

1. The maximum working day for the sector, in annual computation, will be 1,700 hours, in which the 15 minutes of compulsory rest are calculated as effective work. The maximum working day shall be met in accordance with the working hours and schedules of the staff defined in this article and the rules of general application.

2. The currently established continuing schedule is maintained, which will be as follows:

Monday to Friday: From 8 hours to 15 hours, in the duration of which are calculated as effective work the 15 minutes mandatory rest daily.

Working hours for non-holiday Saturdays from 1 January to 31 March, except on the holy Saturday when it coincides in March, and between 1 October and 31 December, at the rate of 5 ½ hours each, will be distributed annually according to the Collective Agreements reached or to be reached in each Company.

In the absence of an agreement, the Company may maintain the situation as of December 31, 2014 by application of the XXII Collective Agreement of Banking or to adhere to any of the agreements in force in the first four companies with largest census of the sector.

In this regard, the forecasts contained in the Collective Agreements of Company in force in this matter are recognized at the date of signature of this Convention.

3. Alternatively, the following match schedule is set:

Monday to Thursday: From 8 hours to 17 hours, with 1 hour pause for lunch.

Friday: From 8 hours to 15 hours, in which the 15 minutes of mandatory rest are counted as effective work.

From 23 May to 30 September: Monday to Friday: from 8 hours to 15 hours, in which the 15 minutes of compulsory rest are counted as effective work.

The match schedule will be voluntary and will be offered by each Company to whom it deems appropriate. The acceptances received may not be applied in more than 25 percent of the work centers of each Company, nor can they be applied to more than 25 percent of the staff of each bank.

At the request of the signatories of the Convention, at the request of the Trade Unions of the Convention, they will be notified of the relationship of the centers affected by the partition of schedule that is defined here and the number of persons affected in each center, as well as their modifications.

From the entry into force of the Convention to the employees and employees who perform the schedule defined at this point in work centers located in the municipalities of a census of more than 50,000 inhabitants, they will be paid for each day in which the amount of EUR 9 is actually met by the said timetable, in terms of food aid.

4. Companies may set schedules, whether continued or not, different for the management and auxiliary staff (including drivers) in the minimum necessary, and for the production staff (managers and visitors), as well as to adjust the schedule service to the public and, therefore, the minimum number of personnel required to provide it, to which other non-banking entities or establishments of the same function are to be provided.

5. Those who have special days of shorter duration than normal will keep them with the same duration as they are only if those days are less than seven hours, and they will have the right to enter the job at the same time as the rest of the staff, as the anticipated departure is considered to be the most beneficial right condition.

6. Exceptionally, on the working days which in each case integrate the calendar week in which each locality celebrates its annual annual Party, the working day shall be four hours of effective work, and when in certain localities the days of Actual celebrations do not coincide with those of the week before defined, the variations necessary to achieve this coincidence may be made, provided that the same assumes the same number of working days of reduced time as they would have been the natural week. For these variations it will always be necessary prior formal agreement of the Joint Commission. The application must be submitted within the first quarter of each year.

Article 28. Holidays.

1. The staff included in this Convention shall be entitled annually to a period of paid leave of twenty-three days in which no Saturdays, Sundays or public holidays shall be taken. Such enjoyment may be split up to three periods, the agreement between the parties being necessary for the third party.

2. The staff who uninterruptedly enjoy at least five days of their vacation outside the period from 1 April to 31 October of each year, both inclusive, may extend their holidays on an additional day.

3. A staff vacation that enters, reenters or ceases in the course of the year, will be proportional to the days worked within the year and will be enjoyed in the first two cases when the needs of the service permit.

4. The staff who serve in the Canary Islands, and who enjoy their holidays on the Peninsula, will have an extension of five calendar days in their holiday period.

For staff who are entered or who move to the Canary Islands from the entry into force of this Convention, this right shall be replaced by an allowance whose annual amount shall be as shown in the following table, shall be made effective on the payroll of the month of April of each year and shall be maintained as long as the employee remains in the Canary Islands. In the year of incorporation it shall be paid by the appropriate proportional share.

Concept

2016	2017	2018
days compensation.	250.00	250.00	260.00

Staff with current right to the additional five days of holiday may, for one time, opt for the compensation scheme of the previous paragraph which will be permanently applied while they are destined for The Canary Islands for which it is sufficient to communicate it to the Company before the end of the previous year or in any case before 31 December 2017, being applicable from the year following that of the communication.

5. The working period for the enjoyment of the holiday shall be between 1 January and 31 December, provided that the needs of the service permit and are requested in good time for the proper planning.

6. Holiday paintings.

The holiday tables must be made in such a way that, unless circumstances suggest otherwise, in each of the months of the year you will enjoy your holidays the same number of staff of the staff of each Dependency.

by dependency is defined in the present paragraph the same a Banking Office, than any of the sections in which it is organized, owing to the following terms as to the origin of making the holidays by Bank Offices or by sections:

That the services are properly covered, seeking to address the wishes of the worker or the worker.

That the extension of the template and the organization by sections of the office allow the table to be done by section, without prejudice to the coordination that must be established between all in order to the general problem of the office.

The staff affected by each holiday table should have the opportunity to meet you, because it is set on the bulletin board, or in any other way that facilitates your knowledge, at least two months in advance Date of enjoyment.

You will have a preference for the enjoyment of the holidays, saved the needs of the service, the staff with descendants in charge who need it in time of preschool and school holidays. If there is a match at this point, the preference will be given to the oldest in the Enterprise.

For these purposes, it is understood by the time of preschool and school holidays that in each case the competent authority is available for reason of territory, and by school age the one defined by the Ministry of Education and Science as legal period of pre-schooling and compulsory schooling, currently from 3 years of age to 16 years, this period can be extended up to two more years, when it is documented that this time is being used to conclude the compulsory school education cycle.

When two or more people who intend to enjoy their holidays on the same dates, within the school holiday period, will always choose the oldest one in the company, provided that those who they have children of school age and preschool, can enjoy them within the school holiday period and from among them will take precedence the older one.

In case of the same age, you will have a preferential right of older age.

When holidays are enjoyed over several periods, no preference will be given to choosing the second until you have chosen the first of the staff affected by the table. In the same way, the third will proceed in relation to the second.

The holiday period for persons assigned to Levels 1 to 8 shall be determined by mutual agreement with the Company, taking into account the needs of the service, the circumstances of the production, the fact of having descendants in school and preschool age and any other circumstances affecting the reconciliation of personal and working life. They must also be aware of their holiday period by the usual means of the Company, at least two months in advance of the date of their enjoyment.

7. Holiday break assumptions.

If during the enjoyment of the holiday the employee or the employee suffered a temporary incapacity, clinical detention, with or without surgical intervention, or serious illness, justified and notified to the Company within the period of 24 hours, shall not be counted for holiday purposes on the days of such detention or illness. In this case, the remaining days of leave shall be enjoyed when the needs of the service permit, and in any case immediately following the medical discharge if the calendar year to which it corresponds is completed.

When the holiday period fixed in the Company's holiday calendar, it coincides in time with a temporary incapacity arising from pregnancy, childbirth or natural breastfeeding or with the period of suspension of the contract of Article 48 (1) of the Treaty provides for the right to enjoy holidays on a date other than the temporary incapacity or to the enjoyment of the permit which, by application of that provision, would correspond to the end of the period of suspension, even if the calendar year to which it corresponds is completed.

Article 29. Licenses.

1. Undertakings shall, at the request of their staff, grant the following paid licences, provided that they do not exceed 15 days a year:

a) By marriage of the worker or the worker: 15 days uninterrupted.

b) By marriage of ascendants, descendants or collateral to the third degree: the day the ceremony is held.

(c) Two working days by birth of a child or child to be taken immediately thereafter and additionally one more day's license to enjoy within 30 days of the date of birth.

d) Two days for death, accident or serious illness or hospitalization of relatives up to the second degree of consanguinity or affinity. In the case of death of descendants the license will be five days. Where for such reasons it is necessary to make an offset that requires overnight stays outside its location, the license will be extended for up to two more days.

e) By death of spouse: three working days, which may be extended in two more calendar days when a displacement is required to make it necessary to stay out of the town.

(f) By move (including those within the same locality): two days, except in the case of transfer to/or from locations outside the Peninsula, in which case the licence shall be three days.

The marriage license shall not compute for the purposes of the limit referred to in the first paragraph of this paragraph.

Couples are recognized in fact the same conditions as marriage in the application of this article. For these purposes, the existence or constitution of a couple shall be credited by means of certification of the registration in any of the specific registers existing in the Autonomous Communities or the Aymunities of the place of residence or by means of public document stating the constitution of such a couple.

Article 30. Pregnancy and maternity leave.

1. Prenatal tests. Pregnant workers will have the right to be absent from work, with the right to pay for prenatal examinations and birth preparation techniques, prior notice to the Company and justification of the need for their performance. within the workday.

2. Maternity leave. Maternity leave is sixteen weeks without interruption and extendable in the case of multiple birth in two weeks more for each child or daughter from the second. Saving the six weeks after the birth, which are compulsory for the mother, this period can be distributed to the person concerned both from the temporary point of view (before or after the birth) and between the two parents, who can distribute the remaining ten weeks and enjoy them as a whole or separately.

In the event of the death of the mother, regardless of whether or not the mother will perform any work, the other parent may make use of the entire or, if appropriate, the portion of the suspension period, computed from the the date of delivery, and without any neglect of the part the mother may have been able to enjoy prior to delivery.

In the event of the death of the son or daughter, the period of suspension will not be reduced, except that, once the six weeks of compulsory rest are completed, the mother will request to return to her job.

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 of paternity.

In cases of preterm birth and in those where, for any other cause, the neonate should remain hospitalized for longer than 7 days and up to a maximum of 13 weeks, the rest may be extended further by maternity during the hospitalization period. The enjoyment of this additional period shall be for the mother or, at the option of the mother, the other parent.

Article 31. Breastfeeding permit.

1. A breastfeeding permit is a personal right, a man or a woman, which may be exercised by one of the parents, without distinction, in case both work.

2. Workers shall be entitled to an hour of absence of the breastfeeding work of a son or daughter until he or she is nine months old, who may divide into two fractions. The duration of the permit will be increased proportionally in the cases of childbirth, adoption or multiple reception. The time-frame for the enjoyment of the permit will be for the worker or worker, within their ordinary day.

3. By way of alternative such absence may be replaced by a paid leave of 15 calendar days following the maternity break.

Article 32. Paternity leave.

Suspension of the paternity work contract: in the cases of birth, adoption or acceptance, the worker or worker shall be entitled to the suspension of the contract for 13 uninterrupted days, which may be extended by two years. days more for each child or daughter, starting from the second, in the legally intended terms.

This permission is independent of whether the mother works or not and on vacation.

The worker or worker who exercises this right may do so during the period from the end of the birth permit of a legal or conventionally provided son or daughter until the end of the rest by maternity of the mother or immediately after the end of this rest. The suspension of the contract may be enjoyed on a full or partial day basis of a minimum of 50%, after agreement between the Company and the worker or worker and as determined by agreement between the Companies and the representation legal workers.

Workers and workers 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.

Article 33. Licences and allowances for the care of family members

1. Permission shall be granted for the support of health care services of children under the age of fourteen and of first-degree relatives of first degree of consanguinity and affinity who are unable to fend for themselves. In these cases, as a result of unpaid leave, hourly compensation mechanisms may be established.

2. Staff shall be entitled to a period of leave of absence of not more than three years in order to take care of each descendant, either by nature or by adoption or in the case of a permanent or a permanent one. even if they are provisional, from the date of birth or in their case, from the judicial or administrative decision.

3. It shall also be entitled to a period of leave of no more than two years in order to take care of the care of relatives up to the second degree of consanguinity or affinity, which for reasons of age, accident, illness or disability cannot be valorted by itself. and do not perform paid activity.

The period in which the staff remains in a situation of leave in accordance with the provisions of this paragraph shall be computable for the purposes of seniority and shall be entitled to assistance for vocational training courses, to which the staff Participation must be convened by the Company, especially on the occasion of reinstatement. During the first year you will be entitled to the reservation of your job. After that period the reserve shall be referred to a post of the same professional group.

In the case of a large family, the provisions of the Workers ' Statute will be available at any time (currently Article 46.3).

Article 34. Reduction of working hours.

1. The parent, adopter or welcoming of a preadoptive or permanent character, shall be entitled to a reduction of the working day, with the proportional reduction of the salary of at least half the duration of the work, for the care, during the hospitalisation and continued treatment, of the child's child affected by cancer (malignant tumours, melanomas and carcinomas), or by any other serious disease (listed in Annex RD 1148/2011 of 29 July 2011), involving an income long-term hospital and requires the need for direct, continuous and permanent care, accredited by the Public Health Service report or administrative body of the Autonomous Community concerned and, at most, until the child is 18 years of age.

2. Those who, for reasons of legal guardian, have direct care of a person of less than 12 years of age or a person with a physical, mental or sensory disability, who does not perform a paid function, shall be entitled to a reduction in the working day with the proportional reduction of the salary, between, at least one eighth and a maximum of half of the duration of the salary.

3. It shall have the same right to take care of the direct care of a family member, up to the second degree of consanguinity or affinity, which for reasons of age, accident or illness cannot be used by itself, and which does not carry out retributed.

4. The reduction of working hours referred to in this paragraph constitutes an individual right of establishment, men and women. However, if two or more persons of the same Company generate this right for the same deceased subject, their simultaneous exercise may be limited for justified reasons for the operation of the Company.

5. The time-frame and the determination of the reduction of the day will be the worker or the worker, within their ordinary day. Anyone who is in this situation must notify the Company, 15 days in advance, of the date on which it will return to its ordinary day.

6. In the case of suspension or reduction of working time by family obligations set out in this Article, access to training activities shall be facilitated.

Article 35. Other licenses.

1. Each employee and employee shall be entitled to four days of paid leave per calendar year. For new income staff, they will be proportional to the days worked within the year. These days of leave will be enjoyed, once the needs of the service are saved, on the dates agreed between the management of the Company and who should enjoy them.

2. Staff with more than two years of effective service at the Company may apply for the following unpaid leave:

From one week to one month for duly accredited family needs, including, inter alia, the adoption abroad and the submission to assisted reproduction techniques, which may be extended to six months by accident or serious illness or hospitalization of relatives up to the first degree of consanguinity or affinity. This permit may not be requested more than once every two years.

Between one and six months to complete higher or doctoral studies.

After the permit period, the check-in will take place the day after completion, in the same job position where the service was performed when the permission was started. The period of leave does not count for the purposes of seniority, it entails the temporary suspension of the contract and temporary leave in the Social Security.

CHAPTER SEVENTH

Personnel Movements

Article 36. Shipments.

The Company, other than the penalty cases, may transfer your staff whenever you consent.

In the absence of agreement and for the needs of the service, the Company may transfer, beyond the limit of the radius of action established in Article 38º of this Convention, between the most modern 5 percent in the Company and within the latter to whom it is less likely to suffer from the following criteria and order of priorities:

1. Non-disciplinary forced previous transfer.

2. Persons with disabilities or dependent medical treatment workers who cannot be delivered to the place of destination.

3. Number of descendants recognized as beneficiaries by Social Security for health care purposes.

4. Geographical proximity of the position to be covered.

However, with the same priorities as set out in the previous paragraph and in accordance with Article 40.1 of the Workers ' Statute, where the transfer requires a change of residence, the existence of reasons is required. economic, technical, organizational or production that justify it, not being sufficient to carry out the mere concurrency of "needs of the service".

In any of the assumptions, the seniority in the Company will be determining to fix the transfer in case of equality of the priorities.

Companies will favor the knowledge of vacancies that are intended to be covered under the terms of the above.

The worker or worker to whom he/she is transferred will have the preference to fill the vacancies that will occur within three years in the place where he/she would have been transferred.

The expenses for the transfer of the staff and family members, as well as the transfer of their movable property, shall be on behalf of the Company.

Companies will help staff to get housing in the square that would have been forcibly moved.

The shipments requested by the staff of the Peninsula that would have been destined for the Canary Islands, Ceuta, Melilla or abroad, remaining in them for more than five years, will be treated with absolute preference for the population of the Peninsula you want.

The Company shall notify the decision of the transfer to the affected worker or worker, as well as its legal representatives, at least 30 days in advance of its effectiveness.

They may not be moved in the terms set out in this article, without having to mediate their consent, persons in a situation of pregnancy, breastfeeding or reduction of working hours for the care of children or dependent relatives of first grade.

Article 37. Allowances and commissions for services.

1. Commission of service means the temporary posting of a worker or worker for the purpose of covering the needs of the service at the centre of work situated in a different population to that of his usual place of service, provided that the distance between the two stocks exceeds the limits laid down in Article 38. and the population to be moved does not match its usual place of residence.

2. The trips to which the service commissions will take place shall be on behalf of the Company.

3. Since the entry into force of this Convention, the daily amount of the daily allowance referred to in this Article shall be treated as a percentage increase which may be paid in the future under Article 18, and shall be at least: corresponding according to the following scale:

Diets

of your own home address:

When overnight stay at home:

From 1.1.2015	From 1.1.2016	From 1.1.2017	From 1.1.2018
	31.31	31,70	32.18	32.74
	13.72	13.89	14,10	14.35

4. If the service commissions involve the need to stay away from the usual place of residence, and for more than two months the staff will be entitled to a special one-week licence, which is exclusively usable for to visit relatives with whom they ordinarily live. The travel for these licenses will be carried out by the companies. These licences shall be independent of the statutory holidays.

5. Those who are part of the legal representation of the template may not be required to perform Service Commissions for as long as they perform their duties.

Article 38. Service coverages in the same or upcoming square.

Companies will be able to meet the needs of the existing service, making changes to the job, which will not have the consideration of transfer or geographic mobility, within a single square or a radius of 25 kilometers. to be counted from the centre of the municipality where the staff provided their services to 30 January 1996, or from where they voluntarily move, and those admitted after their intended use.

The application of the 25-kilometer radio will not imply the change between the Islands. In the event that the change is to another square other than the one that was providing its services within the radius of 25 kilometers, the companies will collaborate in the solution of the problems arising from the transport, that they can be generated as a consequence of the application of this rule.

Without prejudice to the powers of organization of the work of the Companies, these, whenever the suitability of those who request it, will take into account the voluntary requests and the circumstances of proximity home ..

Article 39. Change of job due to pregnancy.

When the work done by a pregnant woman can endanger her status, according to the optional prescription, she will have the right to be assigned a new job in the right conditions, without reduction of the salary, returning the previous position after the situation completes.

During pregnancy or breastfeeding, the worker will not be subject to changes in the job that involve another municipality. Whenever possible, and at the request of the pregnant worker, the temporary transfer to a work centre close to the address, as well as the relaxation of timetables, will be facilitated. The same measure shall apply, where possible, for the period of breastfeeding, at the request of the worker or worker.

Article 40. Surplus and revenue.

1. The worker or worker with at least one year in the Company has the right to be recognized as being on a voluntary basis for a period not less than four months, and no longer than five years.

The worker or worker, within one month of his or her application, has the right to be recognized as being on a voluntary basis. They must apply for re-entry within the last month of the duration of their situation and those who do not do so will lose all their rights.

For the purposes of the deadlines outlined above, the time of labor interruption for public office performance will be computed as an effective service.

2. These excess deposits may not be requested to provide services to another Bank, private or official, nor to any competing Entities or Companies of the Banking such as Credit Institutions, Savings Banks, Rural Banks, Financing Companies, etc. Any surplus that serves any of these Entities shall lose all of its rights in the Banking Company from which it proceeds.

3. The voluntary surplus to be reentered shall take the first vacancy of its Level which occurs in the same place where its services were to be left in excess. As long as such vacancy does not exist, it may, if it so wishes, with the salary of its consolidated level, a vacancy of a lower level in the same square, provided that the Company agrees, or is destined for another place where there is a vacancy of its Level.

4. The time of voluntary leave shall not be taken into account, but shall not be taken into account.

CHAPTER EIGHTH

Complementary capabilities

Article 41. Disease.

With effect from the date of signature of this Convention, the banking staff, in case of illness, will be entitled to receive from the Company, for eighteen months, a total monthly economic perception equal to 100 percent of the which would correspond to it by application of the Collective Agreement, as if in that period it was active. In no case shall the economic benefits provided by the Social Security and the supplement by the Company be collected, an amount exceeding the economic perception indicated above.

Article 42. Total permanent disability for the usual profession.

1. Undertakings shall satisfy workers or workers who are in a situation of permanent incapacity for their usual occupation or permanent incapacity for work, from the date on which they are declared to be one or the other. situation, an amount that, in addition to the pension that the invalid receives from the Social Security as a result of its banking activity, represents a total annual perception equal to 100 percent of the one that would correspond to the perceptions set out in the collective agreement, calculated on an annual basis, as if at that date the amount of the "productivity improvement" pay quarter of Article 18.1.g is excluded, under the conditions laid down therein and after deduction of the social security fee from the worker.

The Company will pay the amount to its charge for twelfths in each calendar month.

2. The additional amount thus determined shall not be altered as a result of the revaluations of Social Security pensions which are generally agreed upon as long as the degree of invalidity is recognised. On the other hand, if, after the recognition of a total permanent incapacity for the usual profession, there is, by revision, that of an absolute permanent incapacity for all work, the pension in charge of the Company will be reduced at the same level of increase in the benefits provided by the Social Security Office.

3. They will have equal consideration for the effects of this qualification, those over 60 years of age who are suffering from chronic disease who are prevented from attending work and who retire under the fourth transitional provision of the text. recast of the General Law of Social Security, approved by Royal Legislative Decree 8/2015 of 30 October.

4. Where the incapacity of an employee or employee of the Bank is over him as a result of violence exercised over him or her in act of service, the Company shall grant him the amount laid down in point 2 of Article 46º, with the increases The provisions on incapacity, as if they were declared to be the same at that date, shall apply to him for the time required to serve sixty-five years.

Article 43. Retirement.

1. The staff entered in the undertaking before 8 March 1980 who has the status of a mutualist and who is active on the date of entry into force of this collective agreement, from the moment he is 60 years of age and counting on 40 or more years of effective service in the profession, you may retire at your own request, perceiving the economic benefit of the Company that is indicated below.

They have the status of mutualist those employees who would have been listed in one of the Labor Mutualities of employed persons prior to January 1, 1967.

2. The staff entered in the Company before 8 March 1980 who has the status of a mutualist and who is active on the date of entry into force of this Collective Agreement, from the moment he is 60 years of age, although not has 40 years of effective service in the Company, may be retired by mutual agreement with the same, with the economic benefit in charge of this one that is indicated below.

3. For staff who have the status of a mutualist, the provision by the undertaking, which shall be met by twelfths payable for a fee due, shall be determined by applying the percentage PE of the formula set out below, on the perceptions laid down in the collective agreement, calculated on an annual basis, excluding the amount of the fourth "productivity improvement" payment of Article 18.1.g, subject to the conditions laid down therein, to the date on which the produce your retirement.

Formula:

A = 65 years: 00%.

60 to 64 years with 40 service: 95%.

60 to 64 years without 40 service: 90%.

B = 65 years: 100%.

64 years: 92%.

63 years: 84%.

62 years: 76%.

61 years: 68%.

60 years: 60%.

SNA = Nominal salary of the Convention at 31.12.87, annualized, as if at that date each employee had completed 60, 61, 62, 63, 64, or 65 years of age, counting in such salary the increases that, by application and in the amounts of the Convention in force on 31.12.87, corresponding to the maturity of trienes, as well as promotions for mere seniority, up to each of the mentioned ages.

SS = Social Security Fee from the employee at 31.12.87, annualized, calculated taking into account the rate group and the remuneration that would correspond to each of the retirement ages discussed in the preceding paragraph (SNA).

ΣBC = Sum of employee contribution bases (period 1.1.81 to 31.12.87). For these purposes, they shall be computed to determine the basis of contributions in the legally established form, the assets which theoretically would have been perceived in accordance with paragraph (SNA), calculated with the salary tables in force in each of the years reference, if such assets do not reach the price ceiling for each applicable tariff group in each case and for each of the years computed. If such remuneration exceeded the above ceilings, the existing ceilings would be calculated as a basis for the existing ceilings for each year. The bases thus determined, corresponding to the period 1.1.81 to 31.12.85, are indexed in accordance with the third, number 1, transitional provision C, in the form provided for in Article 3, point 1, rule 2, of Law 26/85 of 31 July.

PE = Percentage of economic benefit in charge of Enterprise.

4. Workers and workers admitted to the undertaking before 8 March 1980 who do not have the status of a mutualist and who are in active employment on the date of entry into force of this collective agreement may retire on request. from the moment they are 63 years of age, in which case, the provision by the Company, which will be met by the parties abondent by the expired monthly payments, will be determined by applying 90% to those who retire at 63 years, and 95% to those who retire at age 64, of the percentage PE corresponding to the age of 65 years of the previous formula, on the perceptions laid down in the collective agreement, calculated on an annual basis, excluding the amount of the "productivity improvement" pay room, to the date of the retirement of each employee. In the event that retirement at the age of 63 or 64 occurs by mutual agreement between the employee and the Company, the provision by the Company shall be determined by applying 100% of that 65-year PE percentage.

This same percentage of 100% of the 65-year-old EP will also apply in retirement cases from the age of 65 and up to 67 years of age.

5. The staff employed by the undertakings as from 8 March 1980 shall have at their retirement only the rights which the general legislation which applies to it at the time of application, with the exception of paragraph 6 of this Article. same article.

The content of the preceding paragraph shall not affect staff who change the Company and have an effective employment relationship with any of the persons falling within the scope of this Convention as at 31 December 1979.

The accreditation of this last circumstance, which will always be the responsibility of the worker or worker, will grant you the rights included in the first five numbers of this article.

6. Undertakings falling within the scope of the Convention shall be provided with a supplementary Social Welfare System of contributions defined in favour of the staff employed on the contract as from 8 March 1980, to whom the previous point, and have at least two years of seniority in the Company.

The minimum annual contribution from the Company will be 300 euros in each of the years 2015 and 2016, from 400 euros in 2017 and 450 euros from 2018.

This amount may be supplemented, by collective agreement between the Company and the majority union representation, and/or as stipulated in the specifications of the Employment Pension Plan on the scheme and/or modification of the contributions, with contributions of equal amount of Company and employee.

The social security instrument to which the contributions are made shall grant economic rights to the employees or their beneficiaries in the event of their death.

Article 44. Widower and orphanage.

a) Widess:

1. A supplementary pension is established in favour of persons in the situation of the deceased of the deceased staff in active or retirement or invalidity status as from 1969.

2. The amount of the widow's pension is complementary to that corresponding to the General Social Security Scheme, and the sum of both amounts must be equal to 50 per 100 of the base determined in the following paragraph.

3. The basis for the calculation of the widow's pension shall be the total number of perceptions of the deceased, arising from the application of the Convention, excluding the amount of the fourth "productivity improvement" payment, in accordance with Article 18.1.g established in the same and deducted the fees to his or her post of Social Security at the time of death.

In the event that the deceased person is in a retirement or invalidity situation, the monthly basis will be determined by the pension or invalidity pension that he or she receives from the Social Security, plus the the benefit of the same concept as the Company.

4. To be considered beneficiaries of this pension you will need to:

That the person in a situation of widower meets the conditions required in the General Social Security Regime. In this regard, the deceased person shall be deemed to be widowed or widowed by the person to whom the Social Security recognises the benefit of the death resulting from the death of the deceased.

However, widows or widowers who have not been 40 years of age and do not have descendants shall enjoy the benefits indicated and with the same requirements.

5. The supplementary pension for widower shall be automatically extinguished if the widow's pension is no longer received and the widow's pension is extinguished.

b) Orphanage:

1. A supplementary pension is established in the case of orphans produced from 1969, amounting to 20% or 30% (the latter percentage in the case of total orphanages) on the basis of which they will be determined in the same way as in cases of vudedad.

2. The additional orphan pension thus established shall be applied for each of the descendants who meet the requirements of the Social Security Act and supplementary provisions.

3. Where the orphan obtains a disability qualification in accordance with the provisions in force, the benefit shall be extended until recovery, irrespective of age, provided that he is unfit for work and receives the benefit of the Orphan of the relevant body of Social Security.

c) Limitation for these supplementary pensions:

The accumulation of pension supplements by widower and orphan will in no case exceed 100% of the perceptions of the deceased at the time of death resulting from the application of the Convention. if you were active as a retiree or invalid.

Article 45. Life insurance.

Coexisting with the life insurance that the Companies may have contracted and regardless of them and the agreements made under Article 48º of this Convention, a collective life insurance is established for all the Staff in active employment, for a single capital insured of 10,000 euros, whose beneficiary will be exclusively the last surviving spouse

A surviving spouse shall be deemed to be the person to whom the Social Security provides a benefit, arising from the death of the deceased (employed or employed in active employment). This person, for the purposes of this Article, shall also be regarded as a 'last surviving spouse', provided that at the time of death he maintained with him the same relationship for which the Social Security gave him the benefit of (viudad).

In the event that there are two or more beneficiaries of social security benefits arising from the death of the same deceased (employed or employed in active employment), they shall be considered to be 'last surviving spouse', only the one who at the time of death sustained the same relationship for which the social security provided him with the provision of widowage.

Article 46. Death by act of service.

1. The Company shall grant to the widowers and/or orphans of the deceased staff as a result of the injuries sustained in the act of service the quantity laid down in point 2, provided that the following are met: conditions:

(a) That the strict provision of service and the fact of death there is an undoubted link of causality or occasionality.

b) That death-causing injuries occur:

1. O by a fortuitous event due to an external physical agent, except in the case of a casualty which, by its nature or generality, is not rationally refutable to the conditions under which the service is provided, or if so, escape to the order of the humanly foreseeable.

2. º O by acts of his own, except that for his part he will mediate impropriety, recklessness or non-observance of obligations.

3. º O by acts of a third party.

2. The amount to be satisfied by the undertaking shall be that which, for all the remuneration concepts laid down in the Convention, the worker receives at the time of his death, excluding the amount of the "productivity improvement" ", of the Article 18 (1) (g), under the conditions laid down therein, deduced, where appropriate, the income which may be collected if the risk is covered by the compulsory insurance of accidents at work or by any system of insurance established or agreed by the Company. For these purposes, if the Insurance gave rise to a capital delivery, the income shall be estimated at 6 percent of the capital.

The Company will pay the amount to its charge for twelfths in each calendar month.

3. Where the death of an employee or an employee of the Bank exceeds him as a result of violence exercised over his or her person, the undertaking shall grant to the widower and/or orphans the amount set out in point 2. of this article, with the increases that would correspond to him during the time he lacked to serve the sixty-five years.

Article 47. Retirement age.

An ordinary retirement age is understood to be 67 years of age, or 65 years of age when 38 years and 6 months of contributions are credited, in accordance with the Social Security regulations. These retirement ages will be applied gradually, on the same terms as they apply in the regulations in force at every moment of Social Security.

Article 48. Referral to the Enterprise Agreements.

Within the scope of each Company, by agreement with the representation of workers, social provision systems, substitutables or supplementary systems, other than those laid down in Articles 42º, 43rd, may be regulated or established. and 44th of this Collective Agreement.

CHAPTER NINTH

Social benefits

Article 49. Advances to staff.

On a reasoned request, any worker or worker shall be entitled to be anticipated, as soon as possible, the monthly monthly payment in progress.

Article 50. Interest-free loans

1. The amount of the loans granted by the undertakings to their staff may not exceed the amount of nine monthly payments and shall be intended to cover justified financial needs. For these purposes, the following reasons shall be understood as being of particular reason:

a) Marriage.

b) Transfer out of the square.

c) Death of spouse or descendants.

d) Works in housing due to impending ruin.

e) Divorce, separation or marriage nullity.

f) Birth and adoption of sons or daughters.

g) Expenses generated to employees for situations of gender-based violence, accredited in the terms established in the Law, of which they have been victims.

The cited causes, which dispense with the test of perentorage, are not exclusive, and there may be others whose perentorage, on the other hand, must be tested.

Couples are recognized in fact the same conditions as marriage in the application of this article. For these purposes, the existence or constitution of a couple shall be credited by means of certification of the registration in any of the specific registers existing in the Autonomous Communities or the Aymunities of the place of residence or by means of public document stating the constitution of such a couple.

2. Staff shall be entitled to the granting of loans.

a) With the maximum limit of nine mensualities to address requests made for the following causes:

Works and reforms at your usual address.

Medical assistance in case of serious illness with hospital detention.

b) With the maximum limit of five mensualities to address requests made for the following causes:

Acquisition of furniture, household goods, computer equipment and household appliances.

Purchase of your own vehicle. This name includes the usually called "caravan".

Payment of your IRPF and writing, registration, VAT, and capital gains for purchase of your usual home.

Heritage Transmissions Tax.

Repair of own vehicle breakdowns, not caused by accident, and whenever it is commonly used in the service of the Company.

Health expenses and medical care related to care not requiring hospital detention or non-serious illnesses with hospital detention.

Expenses derived from graduate studies of their own or their descendants, including travel and accommodation expenses when such studies are cured outside the family residence.

The loan granted must be justified for the purpose requested.

3. A new loan of those defined in this Article shall not be entitled to a new loan as long as it is in force.

Where part of the loan granted under cover of number 2 is pending, and any of the specific causes referred to in issue 1 arise, the loan which may correspond to the new need shall be granted, with the grant, the previous balance outstanding.

4. No more than 10 percent of the total of the perceptions may be required.

5. Advances and loans referred to in this Article shall not be of interest.

6. There is no incompatibility between the advances of Article 49º and the loans of Article 50.

7. In the event of a loss to the Company, the outstanding amount of the loan shall be paid or a commercial loan shall be made with the general terms of the client for the amount outstanding.

Article 51. Housing acquisition loans.

Companies will grant loans to their staff for the usual housing acquisition.

Companies will also, preferably and under the same conditions, address the requests of those who have the right of a court or retract to acquire the housing of which they were tenants and those who were forced to be transferred, in accordance with Article 36 of the Convention.

The maximum repayment term for the same will be 20 years, with the deadline for the employee to be 67 years of age, and in no case may be higher than 100,000 euros.

The interest rate, annual and variable, applicable to these transactions, shall be the Euribor one year, or the reference value that replaces it, plus 0.15, without in any case being a negative interest rate. The Euribor of each year shall be calculated on the basis of the average value existing on the last working day of October of the previous year.

The minimum amount that the companies must allocate each year for this purpose shall be the amount resulting from multiplying the total number of staff to 31 December of the previous year by the amount of EUR 450. The envelope not consumed in the year shall not be accumulated the following year.

In case of causing a decline in the Company, they will pay the outstanding amount of the loan or will be a mortgage, with the general client conditions for the amount outstanding to write down.

Article 52. Dwellings leased for the purpose of the employment relationship.

In view of the exceptionality of the situations governed by Article 41º of the XXII Convention for these assumptions, its validity is maintained for existing cases at the date of signature of this Convention.

CHAPTER DECIMAL

Equality and reconciliation

Article 53. Reconciliation of personal, family and work life.

In compliance with the Organic Law 3/2007 for Effective Equality between Women and Men, which raises to the category of rights the different instruments of reconciliation of the personal, family and labor life of the workers and In order to encourage the balanced assumption of family responsibilities and to avoid any discrimination at work for their exercise, the companies, for their organisation, will take these circumstances into account.

Article 54. Guarantee of equal opportunities and non-discrimination between people.

1. Business relationships in companies should be presided over by non-discrimination on grounds of birth, race, sex, religion, union membership or any other personal or social condition or circumstance.

2. The rights set out in this Convention equally affect man and woman in accordance with the provisions in force at any time. No clause of this Convention may be interpreted as discriminatory in professional groups, working conditions or remuneration between workers of one sex and another.

It is considered direct discrimination based on sex the situation in which a person is found, has been or could be treated, in care of their sex, in a less favourable way than another comparable situation. Direct discrimination on grounds of sex is also considered to be an unfavourable treatment of women related to pregnancy or maternity.

It is considered indirect discrimination on grounds of sex, the situation in which a seemingly neutral provision, criterion or practice puts the person of a particular sex at a disadvantage with respect to persons of another, except that that provision, criterion or practice can be objectively justified in the light of a legitimate purpose and that the means to achieve that purpose are necessary or appropriate.

In any case, any order to discriminate directly or indirectly by reason of sex is considered to be discriminatory.

3. Companies will make efforts to achieve equal opportunities in all their policies, in particular gender equality by adopting measures aimed at preventing any kind of employment discrimination between men and women.

In the case of companies of more than 250 workers, the equality measures referred to in the preceding paragraph, must be directed to the elaboration and implementation of an equality plan, which must also be the subject of negotiation in the way in which it determines labour law, and its subsequent registration. For enterprises with less than 250 employees, it is recommended to have a set of measures with the same objectives, which should also be the subject of negotiation and agreement, if any, with the Trade Unions which are signatories to the Convention and present as a majority in the Company.

The equality plans may include, inter alia, issues of access to employment, professional classification, promotion and training, remuneration, the organisation of working time, the promotion of equality between women and men and women. men, work, personal and family reconciliation, and prevention of sexual harassment and harassment on grounds of sex.

In order to facilitate the monitoring of the application of the principle of equality between men and women, the companies will provide the union representation with the data relating to sex, seniority in the company and professional level. so that the evolution of the templates can be followed from a gender perspective.

In companies of more than 250 employees, it is recommended that the average real wage data, separated by gender and grouped by Levels, be provided to the Commission to monitor its Equality Plan. be able to analyze the causes of the differences and their evolution in the reality of their organizational structure.

4. In the Equality Plans to be agreed, on the occasion of the renewal of the existing ones, or at any time if agreed between the parties, but in any case before 31 December 2017, it will be included in those that do not have numerical objectives and temporary, appropriate to the reality and specific circumstances in each Company, in order to achieve gender parity in those Levels where imbalances may exist.

5. In the Equality Plans to be agreed, on the occasion of the renewal of the existing ones, or at any time if it is agreed between the parties, but in any case before 31 December 2017, it will be included in those that do not have a Protocol for the prevention of sexual harassment or by reason of sex.

Article 55. Prevention of sexual harassment and by reason of sex.

1. It constitutes sexual harassment of any verbal or physical behavior, of a sexual nature, that has the purpose or produces the effect of attacking the dignity of a person, in particular when creating an intimidating, degrading or offensive.

2. Sexual harassment is considered to be any behavior performed according to the sex of a person, with the purpose or effect of attacking his or her dignity and creating an intimidating, degrading or offensive environment.

The Law for Equality considers sexual harassment to be discriminatory or because of sex, in addition the condition of a right or the expectation of work to the constitutive acceptance of sexual harassment or because of sex is also an act of discrimination on grounds of sex.

3. In order to prevent such situations, the Company shall ensure that an appropriate environment is achieved at work, free from unwanted conduct of a character or sexual connotation, and shall take appropriate action, arbitrating specific procedures for their prevention.

With this same purpose, it will also be possible to establish measures to be negotiated with the representation of workers, such as the elaboration and dissemination of codes of good practice, the carrying out information campaigns or training actions.

4. Irrespective of the legal proceedings which may be brought before any administrative or judicial body, the internal and informal proceedings shall be initiated with the complaint of sexual harassment or by reason of sex before a person of the Company's management.

The complaint will lead to the immediate opening of the information file by the Company, especially aimed at finding out the facts and preventing the continued harassment of the accused, in order to articulate the measures The company is exempt from the possible liability for violation of fundamental rights.

The representation of workers shall be brought to the immediate knowledge of the situation raised, if so requested by the person concerned.

In the investigations to be carried out, no more formality will be observed than the one to give the hearing to all the interveners, practicing how many actions can be considered conducive to the clarification of the facts. occurred.

During this process-which must be substantiated within a maximum of ten days-all actuants will be kept absolutely confidential and reserved, for directly affecting the privacy and good repute of the people.

The finding of the existence of sexual harassment or because of sex in the case reported will give rise, among other measures, provided that the active subject falls within the scope of management and organization of the Company, to the imposition of a penalty.

Article 56. Protection against gender-based violence.

For the purposes of the scope of the Organic Law 1/2004 of Comprehensive Protection Measures against Gender Violence, gender-based violence is the one exercised over women by men who are or have been their spouses or who are or have been linked to them by similar relationships of affectivity, with or without coexistence.

In order for female victims of gender-based violence to be able to exercise the employment rights of the aforementioned Organic Law and this Convention, they must prove such a situation to the Company by: protection given by him/her in favour of the victim, a conviction, or exceptionally with the report of the Prosecutor's Office indicating the existence of evidence that the applicant is a victim of gender-based violence until such time as the protection order.

The female victim of gender-based violence who is forced to leave the job in the locality where she was providing her services, to make her protection effective or her right to comprehensive social assistance, have the right to take another job, to be possible with the same or similar Level of responsibility, which the Company has vacant in any other of its job centers.

In such cases, the Company shall be obliged to communicate to the worker the vacancies existing at that time or those that may be produced in the future.

The transfer or change of work centre will have an initial duration of twelve months, during which the Company will have an obligation to reserve the job previously occupied by the worker. After this period, the worker will be able to choose between the return to her previous job or the continuity in the new one. In the latter case, the said reserve obligation shall lapse.

Absences or faults of punctuality to work motivated by the physical or psychological situation arising from gender-based violence will be considered justified, when determined by the social services of care or services of health, as appropriate, without prejudice to the fact that such absences are communicated by the worker to the Company as soon as possible.

In the case of the worker who is forced to leave her job as a result of being a victim of gender-based violence, the period of suspension will have an initial duration which may not exceed 12 months, except that the proceedings of judicial protection result in the effectiveness of the victim's right of protection requiring the continuity of the suspension. In this case, the judge may extend the suspension for periods of three months, with a maximum of eighteen months.

The female victim of gender-based violence will be entitled, on the occasion of the declaration of the same and to make effective her protection or her right to comprehensive social assistance, to the reduction of the working day without Therefore, you are entitled to your salary, for a maximum period of six months, or to the reordering of the working time in the terms set out in this Collective Agreement or in accordance with the agreement between the Company and the worker concerned.

A worker's privacy will be guaranteed to be the victim of gender-based violence in the entity's internal databases to ensure their effective security.

Workers who are victims of gender-based violence, who have loans in force, will be able to suspend payments of the corresponding monthly fees for one year, in the terms and conditions that are regulated in each Company.

CHAPTER ELEVENTH

Job Health

Article 57. Prevention of occupational risks

The protection of workers 'and workers' health and safety is a basic and priority objective shared by companies and trade unions that are signatories to this Convention. In order to achieve this, it is necessary to develop preventive actions aimed at eliminating or reducing the risks at source, based on their prior identification and subsequent evaluation, taking into account the nature of the activity, and adopting where appropriate, the measures necessary for the prevention of risks arising from work.

1. The companies, together with the workers and their legal representatives specialized in the field, will seek the appropriate fulfilment of the obligations laid down in the regulations of prevention of occupational risks, as well as the promotion of an appropriate culture of prevention, including the training to be provided by the enterprises and which the employees must take, in the terms of Article 5.b of the ET and Article 19 of the LPRL.

2. The natural framework of participation and desirable consensus for preventive action is the one that is configured through the Prevention Delegates and the Health and Safety Committees. In each company, spaces for dialogue and work appropriate to their own organization will be agreed, preferably with agreements to establish a State-wide Health and Safety Committee, as a fundamental way to channel the rights of participation and consultation of legal representations of workers in all legally regulated matters.

3. The figure of Delegate/Delegate of Prevention is fundamental to implement the right of participation and consultation legally regulated. To enable them to develop their function effectively:

a) Specific training programmes will be established.

b) Your time credit will be extended, by agreement in the Company.

4. In compliance with the duty to protect the safety and health of workers at their service in all aspects related to work, the undertakings shall take the necessary measures for the identification and assessment of risks, planning of preventive activity, information, consultation, and training and participation of workers, action in cases of emergency, health surveillance, and organization of preventive activity.

5. Psychosocial risks should be the subject of identification and, where appropriate, of assessment and preventive intervention in our sector.

6. Particular emphasis will be placed on the prevention and monitoring of the health of risks arising from the usual tools of use in the banking profession, such as computer screens or the like, including the verification of design and ergonomie conditioning requirements for the job.

7. The risk of a robbery as it is a work risk present in our institutions must be prevented, and therefore included in the Prevention Plan, giving the workers the appropriate training courses. In particular, it will be facilitated, from the moment a holdup, the medical-psychological support and follow-up to all those people who are victims of the holdup.

CHAPTER TWELFTH

Trade union rights

Article 58. Of the trade union rights and guarantees of the exercise of the trade union function.

The right of workers to be freely given, as well as to exercise trade union activity, without being affected by their employment or working conditions by their affiliation or by the exercise of their duties representation of the template, is collected and covered by both the constitutional law and the labor standards in force.

On the part of companies, the principle of equal opportunities will be dealt with, avoiding any discrimination against persons who perform functions of representation of workers and workers.

In order to facilitate the compatibility between these trade union functions and those inherent in their group and professional level in the organization, below are some criteria for action applicable in the field of each Company:

1. If, at the discretion of the Company, the exercise of the trade union activity is not compatible with the development of the function entrusted, the Company may make the necessary organizational adjustments for its compatibility, prior to communication to the relevant trade union section. In the event that these measures entail change of position or function, the agreements entered into with the Trade Union Representation will be applied by the Company and the level of perceptions, including the economic supplements, derivatives of the post or function that the employee or employee has received up to that time and shall take into account the scope of representation for which he was elected.

2. In those undertakings which have variable remuneration schemes, they may be established, by mutual agreement between the undertaking and the majority union representation, the measures necessary to ensure equal treatment and equal treatment. opportunities for trade union representatives.

3. The legal representatives of the employees shall be assessed, where appropriate, without the hours devoted to their trade union activity being liable to prejudice the assessment concerned or, therefore, to the variable remuneration which may be corresponding to them derived from such assessment.

4. In order to facilitate the reversibility of the trade union function at any time when the delegate or the delegate so decides, on the part of the enterprises, it will be provided as soon as possible, its assistance to the training courses that will be necessary to facilitate professional development on equal opportunities.

Article 59. Union Action in Sectoral Scope.

The Spanish Banking Association will be able to negotiate with each of the Trade Unions, which will have sufficient legitimacy to request it, the terms of the exercise of its trade union action in the field of application of the present Convention.

Article 60. Information rights to the RLT.

By constituting the preferred path of dialogue, both in the sector and in each company, the Trade Union Sections assume the competences of information and documentation that the current legislation assigns to the Committees of Company and Delegates of Personnel, as broadly as legally possible, so that the obligations of the Company with the communication made to the person responsible for each of the State Trade Union Sections will be considered fulfilled. that they are responsible for informing their respective Delegates and Delegates in the Committees of Company.

Article 61. Training.

The union representation of the Company's training plans will be reported annually.

Workers ' representatives will have access to training and retraining both during their term of office and at the end of their term. Access to retraining courses shall also be provided to persons who are incorporated after their leave of absence or reduced working time due to family obligations.

Article 62. Union communications.

1. Companies, provided that they have an intranet as a usual tool of work and information to their employees, will make available to the union representations with presence in the Committees of Company, of a particular site, enabled for each Union, in which they can disseminate the communications which they regularly direct to their affiliates and workers in general, within their scope of representation.

These particular areas will be independent documentary management resources, public access of the template and, exclusively, consultation for the staff, with possibility of notice of novelty within the union portal itself.

The maintenance of the publications shall be the responsibility of the administrators that each Union designates to the effect and restricted access to that end.

2. In order to facilitate communication, the companies will provide a specific account of corporate mail to each of the trade union sections legally constituted (L.O.L.S.), of the trade unions that have the status of more representative at the sectoral level, if they so request.

Within the scope of each Company, the terms and conditions of the submissions relating to the postal items that are intended for the entire staff or a collective shall be determined by agreement between the Company and the trade union representation. of workers.

3. Communications, as well as emails, must have strictly working and related content directly with the exercise of the legal representation functions of the template, without it being able to be used for other purposes, and shall be subject to the same technical and, as the case may be, safeguard controls laid down by the Personal Data Protection Act, as well as all the information that is disseminated through these new technical means in business.

The content of the information on the particular site of each Union, as well as that of the e-mails, will be in line with the provisions of Article 4.2.e of the Workers ' Statute, both in respect of persons and persons. institutions.

In correspondence with this facility, in the area of the Company, the bulletin boards will be deleted, except in those work centers where the intranet is not accessible. The trade union sections, in so far as they use these systems, must reduce the volume of communications transmitted by traditional media (photocopies, paper-based notes, telephone, etc.).

Article 63. Template information.

In order to facilitate the work inherent in its function, the companies will give to the Trade Union Representation, staff information, their field of representation, in computer format, with the forecasts of the LOPD and the Article 65.2 of the E.T.

The information shall be provided on a quarterly basis, within the month following the calendar quarter that corresponds and shall contain at least the following data:

Employee/a or enrollment number, Name, Last Name, Sex, Income Date, Convention Level, Work Center, Office Key, Province, Contract Type, and Contract expiration (if temporary).

Article 64. Union Fees.

At the request of the trade unions that are signatories to this Convention, the companies of more than 250 workers included in the scope of this Convention will be deducted from the monthly payroll of their staff affiliated with these trade unions. an order of the same, the amount of the corresponding trade union fee.

The affiliate or affiliate interested in carrying out such an operation shall send to the Company's Directorate a document in which the discount order and the Union to which it belongs shall be clearly expressed. The Companies will make the deduction of the payroll fee until new order to the contrary.

Article 65. Union elections.

In the event of the promotion of elections to unit representatives of workers who are at sectoral level, agreements may be concluded between the AEB and the trade union representatives to determine, within the legal possibilities in force, the most appropriate forms of grouping of centres which may favour the general participation of workers in the electoral process, as well as the consideration of the use of electronic voting.

CHAPTER 13TH

Disciplinary regime

Article 66. Fault classification.

The Company may penalize workers and workers who fail to comply with their labor obligations, in accordance with the classification of faults as set out in this Convention, or which are comparable, and are classified as minor, severe and very serious faults.

Article 67. Minor fouls.

The following are considered minor faults:

1. Delays in entry and advances in the exit from work, unjustified and not reaching six in a month.

2. Absent from work without cause to justify it or to have permission from the immediate superior as long as it does not exceed an hour, and which does not seriously affect the service.

3. Incorrect or impolite treatment to the public or to colleagues.

4. Do not communicate to the Company with due diligence the changes of domicile, as well as variations in the family situation that may have an impact on the Social Security, Public Finance, the care action or the obligation of the Company.

5. Do not inform the superiors, in the first hours of the day, of the causes of inattendance at work, unless there are justified reasons to prevent it.

6. Negligence in the performance of work duties, where they do not cause or derive prejudice to the interests of the Company.

7. Missing work one day without justified cause.

Article 68. Serious fouls.

1. Missing work, without cause, two days in a two-month period.

2. Negligence in the performance of work duties, where it causes or leads to serious injury to the interests of the Company.

3. Delays in entry and advances in departure from work, unjustified and exceeding five in one month; or repeated over a period of three months exceeding the number of eight months, after warning to the worker; or those exceed the hours of one of their work days in a quarter.

4. Interrupt or disturb the service, without legal justification, making or allowing in the Work Center any activity outside the interest of the Company.

5. Do not communicate to the Company facts witnessed or known to cause or may cause serious injury to the interests of the Company.

6. The malicious concealment of errors of their own and of delays produced in the work causing injury to the Company.

7. The retention, without authorisation of the competent head, of documents, letters, data, reports, etc. or their application, destination or uses other than those from which they originate.

8. Record the presence of another worker or worker by using their tab, signature, control card, or by altering the input and output controls to the job.

9. The repeated or repeated reoffending or reiteration within a period of three months, where the written sanction has been mediated, except those covered by point 1 of minor faults, which shall be governed by the provisions of paragraph 3 of this paragraph.

Article 69. Very serious fouls.

1. The transgression of good contractual faith as well as the abuse of trust in the performance of work.

2. Fraud or disloyalty in the efforts entrusted or the appropriation, theft or theft of property owned by the Company, colleagues or clients. Also, the realization of these last facts about any other person within the Company's dependencies.

3. The simulation of illness or accident, as well as the performance of activities incompatible with the situation of illness or accident.

4. The breach or violation of must-reserve secrets.

5. Usual drunkenness or drug addiction if it has a negative impact on work.

6. The infringement of the Company's rules, committed for the purpose of concealing, falsifying or masking the true situation and nature of the accounting statements or the risks incurred.

7. Abuse of authority by superiors.

8. Sexual harassment and by reason of sex in the terms established in the Law and in the Collective Agreement.

9. Indiscipline or disobedience at work.

10. The continued and voluntary decline in the performance of normal or agreed work.

11. Verbal or physical offenses to the employer, or to persons working in the Company or to family members who live with them.

12. Reiteration or reoffending in serious misconduct over a period of twelve months, provided that you have brokered a written penalty.

Article 70. Sanctions regime.

It is up to the Company to impose sanctions in the terms of the provisions of this Convention. Of any sanction, except for the verbal admonition, the person concerned shall be transferred in writing, who shall acknowledge receipt or sign the notice of the communication, without this being in accordance with the facts.

Notwithstanding the provisions of this Chapter, the Company may, in accordance with the circumstances, apply to any of the penalties provided for in the case of lower-gravity types without such a reduction in the penalty implies variation in the rating of the fault.

Maximum penalties:

The maximum penalties to be imposed in each case, taking into account the seriousness of the misconduct, shall be as follows:

a) For minor faults:

1. Verbal admonition.

2. Admonition in writing.

3. Suspension of employment and salary of up to two days.

b) For severe faults:

1. Suspension of employment and salary up to twenty days.

2. Forced transfer to a population other than the usual residence of the employee or employee, for a maximum period of three years, within the same province. For these purposes, the job contract suspensions will not be computed.

3. Temporary disablement, for up to two years, to move to higher levels.

4. Temporary loss of the Level passing to the immediately lower, with its economic impact, for a maximum period of one year.

c) For very serious faults:

1. Suspension of employment and salary of up to six months.

2. Forced transfer to a population other than the usual residence of the employee or employee.

3. Definitive loss of the level with its economic impact.

4. Temporary disabling for up to four years to move to higher levels.

5. Dismissal.

Article 71. Precautionary measures.

The Company may, where necessary for a better understanding of the true scope and nature of the facts, be able to provide a precautionary order for the employment of the affected worker to be suspended for a maximum period of two months, disposition of the Company during the time of suspension.

Transitional disposition.

The parties expressly agree that, as agreed in the negotiation process with regard to the revision of the remuneration concepts and the salary tables, the companies will not be made to take back the amount with the name 'Payment on account of the Convention' was agreed on 16 December 2015 and paid on payroll of the month of February 2016 for a single amount equivalent to 0,75% of the annual salary amount (of Article 13º of the XXII Convention Collective).

During the first two years (2015 and 2016) of this Convention, the Staff Remuneration Scheme will be the one described below:

1. Remuneration concepts.

1. During the first two years (2015 and 2016) of this Convention the staff remuneration scheme shall be composed solely of the following concepts:

a) Salary.

b) Augments by age.

c) Extraordinary days of July and Christmas.

d) Participation in benefits.

e) Complementary or special assignments and assignments.

f) Stimulus to production.

g) Extraordinary hours.

h) Pluses.

2. The remuneration concepts referred to in the preceding paragraph shall have the content and scope set out in the following Articles.

3. For the purposes of the application of the following Articles, the term 'pay' or 'monthly allowance' is defined as part of the salary and the increase in seniority paid by each worker.

4. Within the scope of each Company, in agreement with the worker, part of the concepts of the Convention for the remuneration in kind that allows the current regulations, without alteration of the annual gross amount of the salary, may be replaced. of the Convention and within the limits in force at every moment for the perception of salary in kind. In these cases the offers of the Company will be directed to the whole of the staff, the same will be informed in advance to the union representation and the concepts will appear in payroll in detail and separate from the rest of the concepts of the convention.

2. Wages.

1. The salaries of staff according to their level shall be those set out in the following tables:

Group of Technicians

Level

I

From 1.1.2015	From 1.1.2016
34.575.62	35,007.81
II	29.897.23	30.270, 95
	III	25,285.68	25,601.75
IV	24.091.28	24.392.42
V	20830.05	21,090, 43
VI	19,503.79	19,747.59
VII	18.530.83	18,762.47
VIII	17.557.52	17.776, 99

Administrative Group

Level

From 1.1.2015	From 1.1.2016
IX	16.224.63	16.427.44
X	14.455.53	14.636, 22
XI	12.989.34	13.151.71

General Services Group

Level

From 1.1.2015	From 1.1.2016
IX	16.224.63	16.427.44
X	14.455.53	14.636, 22
	XI	12.989.34	13.151.71
XII (hour)	3.35	3.39

2. The salaries referred to in the preceding paragraph are annual and shall be made effective by means of instalments payable by due monthly payments.

3. Increases by age.

1. During the term of the Convention the remuneration according to seniority shall be determined in the form set out in the following three Articles.

2. They should not be confused with seniority and effective service time in the Company, so that the total or partial loss of the company will not lead to it, as it is an element of fact, decrease of this one.

3. Whenever the Convention refers to increases in seniority, "tri-ages" or "perceptions by seniority", the reference to the amounts written in accordance with Articles 15 and 16 of the XXII Collective Banking Convention shall be understood.

4. Age at the Company.

1. During the term of the Convention, a system of supplementary remuneration shall be governed by the seniority of the Company, which shall be governed by the following paragraphs.

2. The age at the Company shall be computed by full trienes of effective service to or recognized by it.

Trienes, and generally service time increases, will be considered to be defeated in any event on the first day of the month in which you comply.

3. The amounts of the increases in seniority shall be as shown in the following table:

		Cuantia at the time for each triennium
		2015	2016
Services Group, Level XII.	0.18

Personal titled with incomplete day.

		Annual Cuantia for Every Triennium
		2015	2016
224.63	224.63
of the personal.	449.24	455.00

4. The amount of the triennial shall be made cash on a number of instalments, payable for a period of up to three months, with the exception of the operators of Level XII, the monthly or daily amount of which shall be effective according to the number of hours in which the provide their services.

5. Seniority in the Technical Group.

1. In addition to the three-year period in the Company, the Technicians will receive for every three full years of effective services at the same level of their Group, three years of the annual amount shown in the following table:

Level

I

From 1.1.2015	From 1.1.2016
512.91	519.32
II	390.55	395.43
III and IV	338.15	342.38
V	277.94	281.41
VI and VII	186.51	188.84
VIII	145.71	147.53

2. These trienes in terms of Level I to VI Technicians shall be written only for the time they have been or have the status of proxies.

3. The Level I to VI Technicians who would have lost their powers will be held to the tri-ages of seniority in the Group of Technicians accrued to the date of the withdrawal of powers. Well understood that, in the future, no new trienes of this nature will accrue.

4. When a Technician changes the Level within his or her Group, they will be held to the trienes he had at the Levels that he would have previously been. Such trienes shall be the amount corresponding to the level at which the accrual occurred. If at the time of the change there is a run of a triennium fraction, it shall be computed for the accrual effects of the first three-year period corresponding to the level at which it would have passed.

The heads of staff who have been paid before 1 January 1996 will be charged in accordance with the transposition of the new scale of the levels set out in the Annex.

5. The three-year periods referred to in this Article shall be met by the parties, payable by the end of the period.

6. From 1 July 2016, the accrual of new trienes from the Group of Technicians for a maximum period of eighteen months shall be suspended, as set out in the Second Final Disposition.

To this end, in the month of July 2016, the companies will pay the recipients of " triennial of technicians. (Levels between 1 and 8) ", the part due until 30 June 2016, of the current triennium.

6. Extraordinary bonuses of July and Christmas.

All staff in each of the months of July and December will be entitled to extraordinary gratification.

Your amount shall be equivalent to that on the date of your receipt on a monthly basis for salary and seniority and, of course, the proportion that comes if your stay in the Company is less than one year.

7. Profit participation.

1. For the financial year 2015, the staff shall receive a profit share to be determined in the manner set out in the following paragraphs.

2. If 10% of the amount of the liquid dividend paid to the shareholders does not exceed the amount of a quarter of pay in the Company, also liquid, the staff will receive the equivalent of a full payment. If 10 per cent of the liquid dividend is higher than a quarter of pay and less than half pay, also liquids, the staff will receive the amount of pay and fourth, and so on this perception will be increased in the pay quarters necessary to absorb, in their case for excess, that difference.

In any case and during the years 2015 and 2016, a number of lower-paying rooms for each Company in 2014 will not be collected for this concept, nor will it be higher than 15-quarters of pay (3.75 pages).

3. The participation in the benefits of the staff of foreign banks, industrial and business banks and Banking Clearing Chambers shall be applied in the following terms:

(a) Foreign banks.-The staff will receive as many pay rooms as the staff of the commercial bank of national category that has received the most by strict application of the previous paragraph 2 (15 rooms of pay, that is, 3.75 pages).

b) Industrial and business banks, created and processed under the Law on Credit and Banking Management of 14 April 1962. The arithmetic mean of the pay-rooms which, by strict application of paragraph 2 above, have been satisfied by the commercial banks of a national category, shall be found. The number represented by that arithmetic mean, rounded up in their case by excess, shall be the number of rooms of pay that the staff of these banks will receive.

(c) Chambers of Banking Compensation. It shall be the same as that of the industrial and business banks listed in paragraph (b) above.

4. The profit share referred to in the preceding paragraphs shall be deemed to be due on 31 December 2015 and shall be effective in the amount of full pay in December 2015. The excess over that amount may correspond, in accordance with the preceding paragraphs, to be effective within the first half of the following financial year.

8. Additional or special allowances and rewards.

1. During the first two years of validity of this Convention, only supplementary or special allowances and allowances established and regulated therein shall be governed by the provisions of this Convention, or other provisions in force which are not expressly amended or abolished in force. this Convention. The transport plus is expressly absorbed.

2. Similarly during the first two years of this Convention, staff of less than three years ' age in the Staff Working Party with Level XI of the Administrative Group shall receive a transitional allowance, which shall be shall be due in the twelve calendar months of the year, and shall be paid at the time each person concerned starts to earn increases in seniority, with the annual amount shown in the following table:

Concept

2015	2016
transient allocation.	65.31	66.13

3. The so-called 'compensation of parties' deleted from which the staff members were entitled before 7 February 1958 and the person who entered after that date which he has been receiving as a more beneficial condition, determine on the basis resulting from computing 14 pages as a dividend. The splitter will be 1,700.

4. The residence allowance, in addition to the ordinary and extraordinary payments of July and December, shall also be paid on the fixed and guaranteed payments which, by any other concept, is collected by the staff.

5. Those who, at 31.12.95, will hold the category of Conserjes will have the right to housing or, in default of this, an annual allocation, which since the entry into force of this Convention will have the same treatment of percentage increase that in the future can have the remuneration of Article 12 of the XXII Collective Agreement.

Consequently, the annual allocation is the one shown in the following table:

Concept

Assignments.

2015	2016
282.03	285.56

6. Plus transitional. -In branches and agencies with operating autonomy the proxy that has specifically assigned the responsibility of the administrative or operating operation of the same will perceive a transitory plus while in Level VIII or VII, with annual amount shown in the following table:

Concept

Plus transient.

2015	2016
604.77	612.33

This amount shall be made effective by eligible parties for overdue monthly payments.

7. A quarter of pay will be paid in respect of "productivity improvement", which will not be liable to any of the effects of the pension supplements covered by this Convention. Therefore, it shall not compute for the calculation of the pension supplements referred to in Articles 42º, 43º and 44th of the Convention or, where applicable, of the replacement arrangements established. This fourth payment, which shall be annual, shall be payable from 1 January until 31 December and shall be paid in the month of August of each year or prorated in twelfths or catorceavas, at the discretion of the Company.

9. Stimulus to production.

As a stimulus to production, the staff will receive half-pay, which will be effective in the months of September of each year of the Convention.

10. Plus quality of work.

The amount of this plus, which recasts and replaces the so-called production stimulus pluses, plus special agreement for quality of work and plus assistance and punctuality, is fixed in the annual amounts that figure in the following table:

Concept

2015	2016
Plus for work quality.	2.157.39	2.184.36

Such amounts shall be made effective by two-party instalments, payable by expired monthly payments.

When the employee's working time is lower than normal, he will receive the plus in proportion to the day he/she performs, respecting any situation that is more beneficial than for the individual. to the plusses here replaced.

11. Pluses.

1. Plus functional multipurpose.

The staff of the Administrative Group will receive a plus of functional multipurpose, payable in two monthly parts, with annual amount shown in the following table:

Concept

Plus functional multipurpose.

2015	2016
1.181.57	1.196.34

Exceptionally, employees and employees having held the category of Officers or Administrative Assistants at 31.12.95 and would receive at the same date some or some of the supplements expressly deleted by The 17th Convention, in excess of the one set out in the table above, will continue to receive the excess, as a transitional supplement until its amount is fully compensated by the increases in the new plus of functional polyvalence.

2. Plus General Services.

The staff of the General Services Group will receive a plus whose annual amount, payable in monthly parts, will be as shown in the following table:

Concept

General Services Plus.

2015	2016
1.181.57	1,196,34

When the working day is lower than normal, you will receive the plus proportionally to the day you make.

12. Holiday bag.

During the first two years of this Convention, each worker or worker will receive an amount in the form of a holiday bag, the amount of which will be shown in the following table:

Concept

Holiday bag.

2015	2016
235.71	238.66

13. Difference article 10.VI.

During the first two years of validity of this Convention, personnel promoted to Level VIII shall not be able to perceive, from the date on which they hypothetically correspond to Level VIII, by application of the paragraph Article 2 (1) of Article 3 (1) 10º. of the XXII Convention, a quantity inferior to that which could correspond to it by Convention in such situation. As long as such a difference is made, the amount shall appear on the receipt of assets under the heading ' Article 10 (VI)

.

Additional disposition.

It is agreed to adapt the existing Joint Sectoral Training Commission to the tasks set out in Article 26 of Law 30/2015 of 9 September, which regulates the vocational training system for the employment in the field of employment, as well as the other current development regulations.

Final disposition first. Joint Commission.

With the same term of validity of the Convention, a Commission will be set up with the specific task of knowing and deciding on how many questions of interpretation about the provisions of the Convention will be formally submitted.

This Commission shall be composed of a maximum of 12 members, each of which shall designate a maximum of 6; at least 2 of the members appointed by each party shall have belonged to the Commission. Convention Negotiator.

Within 30 days of its establishment, the Commission shall adopt its own Rules of Procedure, in which, among other things, it shall be governed with the utmost precision, with regard to secretariat, calls and meetings.

Requested by any of the two parties of the said Commission, the Commission shall meet within the maximum period of 15 days.

It will be functions of this Joint Commission, the following:

1. Report to the Labour and/or Judicial Authority, where appropriate, on how many issues are raised about the interpretation of this Convention.

2. To exercise arbitration and mediation functions in matters submitted by the parties to their consideration.

3. Monitor compliance with the provisions of this Collective Agreement.

4. To know and decide on the issues raised in the following subjects:

a. Application and interpretation of the Collective Agreement in accordance with Article 91 of the Workers ' Statute.

b. To resolve any discrepancies arising after the period of consultation for non-application of the working conditions referred to in Article 82.3 of the Workers ' Statute, in accordance with the provisions of the legislation in force.

5. To develop functions of interpretation, management or, where appropriate, administration of the Convention during its term, in accordance with the procedure laid down in the current working regulations.

6. In addition to the functions set out above, this Joint Commission will bring its functioning into line with the legal regulations in force at any time, including the functions and powers of the Joint Committee.

7. Within the Joint Committee, the agreements shall be adopted by a majority of the members of each of the two representations, but with regard to trade union representation, the vote shall be weighted on the basis of the representativeness of each of the parties. Union at the negotiating table, the Convention. The representations present in the Commission must be kept under the duty of secrecy with regard to the information to which it has access, and the agreements will be reflected in a brief document to be signed by all the participants. Copies shall be provided to the Advisory Entities and to the Legal Representation of the Company's Workers.

8. If there were discrepancies within the Joint Committee which would prevent the adoption of agreements in matters falling within its scope of decision, both representations may, by mutual agreement, subject to mediation or arbitration the question on which they are has the discrepancy.

9. The validity of the agreements shall require the presence of all the members of the Commission.

Final disposition second. Commission of study and analysis of the Collective Convention for its adaptation to the reality of the sector.

During the term of the Convention a "Commission of Study and Analysis of the Collective Agreement for its adaptation to the reality of the sector" will be constituted, composed of the signatories of the Convention; its first task will be to draft its regulation and to establish the means, both human and material, to develop their work. The conclusions reached by this Commission will be raised to the Joint Committee on the Collective Banking Convention.

First, it will deal with the study and review of the remuneration system in the sector, its advantages and disadvantages, the impact of future regulations and the possibilities of transformation to make it more effective, transparent and right.

In this respect, in line with the recommendations and approaches of the E.B.A. to set remuneration in terms of the medium and long term linked to the economic evolution of the Company, productivity and guarantees of employment, and the The need for transparency in the development of the salary linked to objectives, both parties agree to study and, if appropriate, the possible transformation of the age of technicians into other remuneration linked to the earlier principles. statements.

Both parties set a maximum period of 18 months to reach consensus, in such a way that the payment of the concept of the seniority of technicians due to date 30 June 2016 will be carried out for the triennial and the part proportional to the current triennium, so that the new remuneration, if transformed, would be charged on the same date for the entire staff concerned.

If your transformation is not agreed, the following accrual will be performed by discounting the time that has elapsed from no-deal negotiation.

The conclusions of these studies should be raised to the Joint Committee and, where appropriate, to the Negotiating Committee of the Convention.