Having regard to the text of the 18th Collective Banking Convention (Convention code number 9900585), which was signed on 22 October 1999, by the Spanish Banking Association, on behalf of the companies of the This is the case, and the other, by the CC. OO.

and UGT, on behalf of the workers, and in accordance with the provisions of Article 90 (2) and (3) of the Royal Decree of Law 1/1995 of 24 March, approving the recast of the Law of the Statute of the Workers, and in Royal Decree 1040/1981, of 22 May, on the registration and deposit of Collective Labour Conventions,

This Work General Address resolves:

First. -Order the registration of the aforementioned Collective Agreement in the corresponding Register of this management center, with notification to the Negotiating Commission.

Second. -Dispose your publication in the "Official State Bulletin".

Madrid, November 5, 1999. -Director General, Soledad Cordova Garrido.

XVIII BANKING COLLECTIVE AGREEMENT

CHAPTER I

General provisions

Article 1. Preliminary provision.

1. References in the following Articles to the "Convention", without further specifications, 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 is concerned should be understood to be in accordance with Article 2 thereof.

3. The "personal" and "workers" expressions used in the following Articles comprise all the employees included in the groups referred to in Article 7 of the Convention, except in the context of the articles referred to therein only to some or some of these groups.

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 banking company and the staff with effective employment links on 1 January 1999, or which it subsequently enters.

High-address, high-government, or high-Council functions are excluded, characteristics of the following charges or similar:

Director General, Director or Company Manager, Subdirector General, Inspector General, Secretary-General. In any event, exclusion is required in an essential way for the remuneration to be higher than the maximum rate laid down in this Convention.

Its territorial scope will be limited to the entire state.

The work provided by Spanish workers employed in Spain at the service of Spanish banking companies abroad will be regulated by the contract concluded with strict submission to Spanish legislation.

This worker will have at least the economic rights that would correspond to working in Spanish territory.

The worker 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 Work, by Resolution of 6 February 1996, and published in the "Official State Gazette" on 27 February of the same year.

Article 4. Validity of the Convention.

The duration of this Convention shall be extended from 1 January 1999 to 31 December 2002. Its entry into force will take place on the same day as its publication in the "Official State Gazette".

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 must be made in the period from 1 October to 31 December of the year in which its validity 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 rules of obligation, or by unilateral decisions of companies.

2. They 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 absorption, the situation resulting from the application of the Convention and the situation resulting from the legal and administrative provisions, excluding those which are merely the approval of others, 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 II

Professional classification

Article 7. Professional groups.

1. Technicians. -They are the ones who for their knowledge and professional experience have assigned functions, directives, proxies or executive responsibility, coordinator or adviser, with autonomy, capacity for supervision and responsibility in accordance with the assigned functions.

The university graduates who are hired to perform specifically the services that are entitled to their degree are expressly incorporated into this group.

The assignment, modification and cessation of functions within the group of Technicians is of free designation by the company, without prejudice to the maintenance of the salary of the consolidated level.

For the purpose of remuneration, they are distributed at levels I to VIII.

The Director of a bank office will have at least level VI.

2. Administrative. -They are those workers who, possessing sufficient training, have attributed the carrying out of banking-administrative or managerial jobs-, applying the procedures and instructions received, under direct supervision hierarchical and with responsibility for the tasks entrusted to it.

The tasks attributed in the XVI Convention to the categories of administrative and telephone officers and officers, as well as telephone marketing, are expressly incorporated in this group.

For the purpose of remuneration, they are distributed at levels IX to XI.

3. General Services. -It is integrated by those who perform services and non-specifically banking, such as concierge, surveillance, conservation, cleaning and any other of similar nature.

For the purposes of remuneration, they are distributed at levels IX to XII. Level XII will be reserved for cleaning staff.

Article 8. Top-group jobs.

Workers who perform duties of a higher professional group for a period of six months in one year, or eight months in two years, shall become members of the new professional group, with the remuneration level corresponding to the job.

Article 9. 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 and the membership of the professional group.

The technicians to whom the powers are withdrawn will be able to perform the functions of the administrative group, by virtue of agreement with the company or, failing that, by decision of that, with a limit of three years, maintaining their membership of the professional group as well as the salary corresponding to their level.

Article 10. Promotions.

The promotion of staff to higher level and/or group will occur according to the following ways:

I. By agreement between the worker and the company.

II. By age, by computing the time served in each group and level as follows:

1. In the Administrative group, the level X for six years at the XI level, and the same level X for level IX, will be passed.

Exclusively, for remuneration purposes, level IX staff with twenty-four years of service in the Administrative group will be assigned to level VIII on a salary basis by means of the difference in salary between the two levels.

2. In the general services group, it will be passed from level XI to X and from this to IX after providing services six years in each of the first ones.

III. By training, as follows:

1. At least 10 per 100 of the Administrative Group template will be reserved for employees who wish to ascend to level IX by training, and another 10 per 100 of the employees at the XI level of the group for those who wish to ascend to the Level X by training.

In the percentages of levels IX and X by training they will not be computed to those who reach such levels by seniority, so that once the deadline has been met the employees for training will produce vacant in their (a) a percentage of the percentage, if they always retain the rights which they have recognised for that condition.

Annually, the company will publish in each working center the corresponding census of workers of the same closed at December 31.

In addition, you will publish the calculations referred to in the two preceding paragraphs at the company level when you make the appropriate call. This must be carried out within the first half of the year following the closure of the census, taking effect on 1 January of the said six-month period, even if the time limit for completion is exceeded.

The employees of the Administrative and General Services groups who have an age of at least two years in the Administrative Group and four in the General Services group will be able to participate in these promotions.

When a worker in the General Services group with level IX accesses the X level of the Administrative group, the salary of the group will be kept on a temporary basis. The difference between the two wages shall be reduced as new and in the amount of triennial accruals and the worker shall receive the salary of the level at which he has been promoted from the time when the amount of the For the purposes of Article 3 (1) of the basic Directive, the following shall be added:

2. The companies are obliged to call annually a number of promotions to the level VIII of the Technical Group equivalent to 20 per 100 of the employees incorporated within the year to the above mentioned level.

The administrative staff of level IX and X with four years of age in the group will be able to participate in these promotions.

Companies will be able to carry out the calls that they deem appropriate up to a maximum of four a year.

If the percentage indicated has not been called at 31 December of each year, during the first half of the following year, the necessary calls will be made, with the promotion of the promotions on 1 January of the same semester.

3. The courts, appointed in the manner laid down in Article 11 of this Convention, shall make the selection and testing referred to in the following paragraph.

4. The selection of those who wish to ascend and the training tests will be done by taking care to avoid memoristic and practical efforts that may be useless, to reconcile the theoretical and practical aspects that are of interest in the programs, the which must be made known with due anticipation, and to ensure the maximum success for the choice of those who deserve it for their spirit of work and service.

5. The companies, taking advantage of the vacancies that will be produced, will try to assign to the employees promoted by training to jobs in which they can exercise the capacity that they have accredited.

IV. By decision of the company within the professional group, if it involves improvement for the worker.

V. The level promotions, except in the case of seniority and training, will be consolidated within six months of having accessed it.

VI. Staff promoted to level VIII may not, from the date on which they hypothetically correspond to level VIII, be charged for the application of the second subparagraph of paragraph II.1 of this Article, which is less than that which may be (a) the Convention in such a situation. As long as there is such a difference, the amount shall be shown on the receipt of assets under the concept ' Article 10 (VI)

.

Article 11. Courts of Examinations.

The company will appoint the Court to judge the training exams, in which the unions will be represented.

This representation will necessarily fall on an employee of the company chosen by the most representative trade unions, with the capacity of the workers ' representative and who has at least the level of the call.

All members of the Courts will be equal in their powers and duties.

CHAPTER III

Remuneration

Article 12. Remuneration concepts.

1. For the duration of this Convention, the staff remuneration scheme shall consist solely of the following concepts:

a) Salary.

b) Augments by age.

c) Extraordinary Gratitude of July and Christmas.

d) Participation in benefits.

e) Gratification and supplementary or special 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 laid down in the following Articles.

3. For the purposes of applying the following Articles, the term 'pay' or 'monthly allowance' is defined as part of the salary and increases in seniority which each worker actually receives.

Article 13. Wages.

1. The salaries of staff according to their level shall be as shown in the following tables:

Technical Group

(VIEW PAGE 41060 IMAGE)

From 1-1-1999 From 1-1-2000 From 1-1-2001 From 1-1-2002 Level Pesetas Euros Pesetas Eur Pesetas Eur Pesetas

I 4,179,866 25,121,50 4,263,463 25,623,93 4,348,732 26,136,41 4,435,707 26,659,14 II 3,614,291 21.722,33 3,686,577 22,156,77 3,760,309 22,599,91 3,835,515 23,051,91 III 3,056,799 18,371,73 3,117,935 18,739,17 3,180,294 19.113.95 3,243,900 19,496,23 IV 2,912,409 17,503,93 2,970,657 17,854,01 3,030,070 18,211.09 3.090,671 18,575,31 V 2,518,157 15,134,43 2,568,520 15,437,12 2,619,890 15,745,86 2,672,288 16,060,77 VI 2,357,823 14,170,80 2,404,979 14,454,21 2,453,079 14,743,30 2.502.141 15.038.17 VII 2.240.204 13.463.90 2.285.008 13.733.17 2.330.708 14.007.84 2.377.322 14.287.99 VIII 2.122,536 12.756.70 2.164.987 13.011.83 2.208.287 13.272.07 2.252.453 13.537.52

Administrative Group

(VIEW PAGE 41061 IMAGE)

From 1-1-1999 From 1-1-2000 From 1-1-2001 From 1-1-2002 Level Pesetas Euros Pesetas Eur Pesetas Eur Pesetas

IX 1,961,403 11,788,27 2,000,631 12,024,03 2,040,644 12,264,52 2,081,457 12,509,81 X 1,747,535 10,502,90 1,782,486 10,712,96 1,818,136 10,927,22 1,854,499 11,145,76 XI 1,570,288 9,437,62 1,601,694 9,626,37 1,633,728 9,818.90 1.666.403 10.015.28

General Services Group

(VIEW PAGE 41061 IMAGE)

From 1-1-1999 From 1-1-2000 From 1-1-2001 From 1-1-2002 Level Pesetas Euros Pesetas Eur Pesetas Eur Pesetas

IX 1,961.403.00 11,788.27 2.000.631.00 12.024.03 2.040.644.00 12.264.52 2.081.457.00 12.509.81 X 1.747.535.00 10.502.90 1.782.486.00 10.712.96 1.818.136.00 10.927.22 1.854.499.00 11.145.76 XI 1.570.288.00 9.437.62 1.601.694.00 9.626.37 1,633,728.00 9.818.90 1.666.403.00 10.015.28 XII (hour) 405.18 2.44 413.29 2.48 421.55 2.53 429.98 2.58

2. The salaries referred to in the preceding paragraph are annual and shall be paid by the parties payable by the end of the payment period.

Article 14. Increases by seniority.

1. During the term of the Convention the remuneration according to seniority shall be determined in the form laid down 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 carry with it, since 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 due in accordance with Articles 15 and 16.

Article 15. Seniority in the company.

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

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

Trienes, and in general increases for service time, will be considered to be defeated, in any case, on the first day of the month in which they are satisfied.

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

Amount at the hour for each triennium

(VIEW PAGE 41061 IMAGE)

From 1-1-1999 From 1-1-2000 From 1-1-2001 From 1-1-2002 Level Pesetas Euros Pesetas Eur Pesetas Eur Pesetas

General Services Group.

Level XII.............. 21.49 0.13 21.92 0.13 22.36 0.13 22.81 0.14

Annual amount for each three-year period

(VIEW PAGE 41061 IMAGE)

From 1-1-1999 From 1-1-2000 From 1-1-2001 From 1-1-2002 Level Pesetas Euros Pesetas Eur Pesetas Eur Pesetas

Staff entitled with incomplete day.......... 27.156 163.21 27.699 166.48 28.253 169.81 28,819 173.20 Staff........................ 54,311 326,41 55,397 332,94 56,505 339,60 57,635 346,39

4. The amount of the trienes shall be made cash on the basis of a number of instalments, payable for a period of time, other than those for operators of level XII, the monthly or daily amount of which shall be effective on the basis of the number of hours in which the provide their services.

Article 16. Seniority in the Technical Group.

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

(VIEW PAGE 41062 IMAGE)

From 1-1-1999 From 1-1-2000 From 1-1-2001 From 1-1-2002 Level Pesetas Euros Pesetas Eur Pesetas Eur Pesetas

I 62,005 372,66 63,245 380,11 64,510 387,71 65,801 395,47 II 47,214 283,76 48,158 289,43 49,121 295,22 50,103 301.13 III and IV 40,879 245,69 41,697 250,60 42,531 255,61 43,381 260,73 V 33,601 201,94 34,273 205,98 34,958 210,10 35,657 214,30 VI and VII 22,547 135,51 22,998 138,22 23,458 140,98 23,927 143,80 VIII 17,616 105,87 17,968 107,99 18,327 110,15 18,694 112,35

2. These trienes in respect of Technicians from levels I to VI shall be paid only for the time when they have been held or have the status of proxies.

3. The Technical Level I to VI which would have lost their powers will be retained for the triages of seniority in the Technical Group accrued until the date of the withdrawal of powers; well understood that, henceforth, they will not bear new trienes of this nature.

4. When a technician changes the level within his/her group, they will be held to the trienes he/she had at the levels that he would have been before. 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 purposes of accrual 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 levels set out in the Annex.

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

Article 17. 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 will be equivalent to the amount of your monthly salary and seniority, and, of course, the proportion that comes if your stay in the company is less than one year.

Article 18. Profit participation.

1. During the term of the Convention, the staff shall receive a profit share to be determined in the manner set out in the following paragraphs.

2. If 10 per 100 of the amount of the liquid dividend paid to the shareholders does not exceed in the company the amount of a quarter of pay, also liquid, the staff will receive the equivalent of a full pay. If the 10 per 100 of the liquid dividend is greater than a quarter of pay and less than half pay, also liquids, the staff will receive the amount of pay and the fourth, and so on this perception will increase in the necessary rooms to absorb, if any, that difference.

In any event, and for the duration of this Convention, no more than 15 rooms of pay (3.75 pages) will be paid for each company in 1998.

3. The participation in the benefits of the staff of the foreign banks, industrial and business banks and the Chambers of Banking Compensation 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 from the strict application of paragraph 2 above.

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

(c) Banking Clearing Chambers: It shall have the same regulation as that of the industrial and business banks referred to in paragraph (b) above.

4. The profit contribution referred to in the preceding paragraphs shall be deemed to be due on 31 December of each year, and shall be effective in the amount of full pay in December 1999, 2000, 2001 and 2002. 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.

Article 19. Additional or special allowances and rewards.

1. During the period of validity 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. The transport plus is expressly absorbed.

2. Staff who are less than three years old in the template of companies with level XI of the Administrative Group shall receive a transitional allowance, which shall be payable for monthly payments in the 12 calendar months of the year. to be charged at the time each person concerned starts to earn increases in seniority, with the annual amount shown in the following table:

From 1-1-1999 From 1-1-2000 From 1-1-2001 From 1-1-2002 Concept Pesetas Eur Pesetas Euros Pesetas Euros Eur Pesetas

Transitional allocation ....................... 7,897 47.46 8,055 48.41 8,216 49,38 8,380 50.36

3. The so-called "compensation" of parties removed from which the staff is entitled to be integrated prior to 7 February 1958, and the one after that date which has been perceived as a more beneficial condition, determine on the basis resulting from computing 14 pages as a dividend. From the entry into force of the Convention the divisor will be 1,728 until 31 December 1999; 1,704 from 1 January 2000; 1,702 from 1 January 2001, and 1,700 from 1 January 2002.

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

5. The banking staff, during the normal period of military service or in the case of mobilisation, which has a minimum service time of two years, shall be paid 60 per 100 of their salary, special wages and salaries, except in the case of the of employees who, like Alferez de Complemento, were in a period of practice in the regiment, perceiving the salary corresponding to their military category, in which case they will only be entitled to the differences that there may be between the accruals military and those that correspond to this article.

Staff who join ranks to serve the military service without the minimum age of two years established in the preceding paragraph shall be entitled to the economic perceptions regulated in this paragraph, from the time when the company is two years old in the company, if this circumstance occurs during the stay in the data subject.

Whenever your military obligations allow you to go to the office daily and work, at least, for a hundred hours a month, as well as in the case of general mobilization in case of war, you will be entitled to full pay.

When you do not reach the 100-hour limit, you will be entitled to the proportional perception of the remaining 40 per 100 depending on the hours actually worked.

The time spent in the military service will be computed for seniority and pay increases.

If during the performance of the military service you obtain a license or permit, you must reintegrate into your post after the first fifteen days.

If you do not do so, you will lose the rights set forth in this article.

The company, for its part, will provide the appropriate facilities so that the staff can work outside the normal schedule even within the limits set by this Convention.

If the Bank has branch in the population to which the employee is destined, it will be sought to be assigned to it, provided that it can make the duties compatible with the Homeland and with the company.

Staff who anticipate or extend the military service will not enjoy the rights recognized in this article during the time of excess of normal military service.

Married workers or unmarried persons with first-degree relatives in their care who have the consideration of their beneficiaries in Social Security, during the service of the military service, shall be entitled to receive 100% of the for 100 of his holding, if for the same reason they could not do some hour of work or complete the hundred marked.

To the staff who are performing the social service replacement of the military service, in accordance with the provisions of Law 48/1984, it will be applicable to him as established in this section and concordant provisions of the This Convention, so it will enjoy the remuneration that corresponds to it, at most, for as long as it would have been due to remain in ranks, as it corresponded to it in the Army of the Earth, in the Air or in the Navy.

The staff who will be in the situation referred to in this article are obliged to dedicate to their company all the hours they have until they reach the established time.

6. Those who, by 31 December 1995, will hold the category of Conserjes will have the right to housing or, in the absence thereof, an annual allocation, which since the entry into force of this Convention will have the same treatment of percentage increase as in the the future may be paid for in Article 12 of the Convention.

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

(VIEW PAGE 41063 IMAGE)

From 1-1-1999 From 1-1-2000 From 1-1-2001 From 1-1-2002 Concept Pesetas Eur Pesetas Euros Pesetas Euros Eur Pesetas

Concierge Assignment ......................... 34,095 204,91 34,776 209.01 35.472 213,19 36,181 217.45

7. Plus transitional. -In the 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 Levels VIII or VII with annual amounts shown in the table below:

(VIEW PAGE 41063 IMAGE)

From 1-1-1999 to 31-12-2000

Euro Concept Pesetas

Transitional Plus ............. 70,000 420,71

This amount shall be made effective by the parties payable by due monthly payments.

Article 20. Overtime.

1. Aware of the serious situation of existing unemployment and with the aim of encouraging the creation of employment, they agree to reduce overtime, according to the following criteria, to the minimum necessary:

a) Regular overtime: Progressive reduction.

b) Extraordinary hours that are required by the need to repair claims or other extraordinary and urgent damages: Realization.

(c) Extraordinary hours required for peak periods of production, unforeseen absences, shift changes and other structural circumstances arising from the nature of the activity concerned: Maintenance, provided that the use of the various forms of temporary or partial procurement provided for by the Law does not apply.

2. The number of overtime may not exceed, at any time, the number laid down by the statutory provisions, except those worked to prevent or repair claims or other extraordinary and urgent damages.

3. The provision of overtime work shall be voluntary.

4. The overtime shall be recorded day by day in an individual book or similar system visada by the respective Head. Such a book or similar document shall be available to the worker, or in his possession, when his characteristics permit.

5. The Company's Directorate shall report quarterly and in writing to the Enterprise Committee, Staff Delegates and Trade Unions on the number of overtime hours, specifying the causes and, where applicable, the distribution by sections. In addition, on the basis of this information and the above criteria, the company and the legal representatives of the employees will determine the nature and nature of the overtime.

6. For the purposes of this Convention, for the determination of the value of the extraordinary hour, a standard value shall be set for the ordinary hour, calculated as the dividend equal to 17,25 pages [for these purposes is understood by Article 12 (b) of the basic salary plus increases in seniority, concepts (a) and (b). Since the entry into force of the Convention, the divider will be the figure of 1,728 until 31 December 1999; 1,704 as of 1 January 2000; 1,702 since 1 January 2001, and 1,700 since 1 January 2002.

For the calculation of the divider corresponding to the lower-than-normal staff, the previous divider will be reduced according to the shorter duration of the day.

An increase of 75 per 100 will be applied to the value thus established.

Article 21. 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.

The staff who provide replacement military or social service, as defined in Article 19.5, shall receive the above average pay provided that they carry out the number of hours necessary to reach the day referred to in Article 19. If it does not reach it, it shall be payable in the appropriate proportion.

Article 22. Plus quality of work.

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

(VIEW PAGE 41064 IMAGE)

From 1-1-1999 From 1-1-2000 From 1-1-2001 From 1-1-2002 Concept Pesetas Eur Pesetas Euros Pesetas Euros Eur Pesetas

Plus for work quality .................. 260,809 1,567,49 266,025 1,598,84 271,346 1,630,82 276,773 1,663,44

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.

The staff providing replacement military or social service according to the terms of Article 19.5 shall be responsible for this plus, even if their attendance is made on a different schedule than normal, provided that the number of hours necessary to achieve the day referred to in Article 19.

In case of failure to reach it, it will become due in the corresponding proportion.

Article 23. 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 has been accepted, the commitment must be maintained for at least one year.

2. Each employee shall be given the time when the guards he/she carries out, and who shall always be eight hours, exceed the normal working time for other workers. The employee shall have the right to be granted an additional day of rest when the time recorded is reached, by accumulation of excess, a number of hours equivalent to that of the normal day on the day when he enjoys rest, or monthly the excess of time worked is paid as overtime. The choice between the two forms of compensation identified shall be the responsibility of the worker, who shall exercise it at one time for the entire duration of the Convention.

3. The weekly compensatory rest, which, according to the law, will be granted on a working day and, in addition, will be paid a surcharge of 75 per 100 on the value of the hours worked in those days.

Article 24. 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:

(VIEW PAGE 41064 IMAGE)

From 1-1-1999 From 1-1-2000 From 1-1-2001 From 1-1-2002 Concept Pesetas Eur Pesetas Euros Pesetas Euros Eur Pesetas

Plus functional multipurpose........... 126,000 757.28 132,000 793.34 138,000 829.40 144,000 865.46

Exceptionally, employees who have held the category of Administrative Officers or Auxiliary at 31 December 1995 and receive at the same date some or some of the supplements expressly deleted by the XVII Convention, in excess of the one set out in the table above, will continue to receive the excess as a transitional plemento until its amount is totally compensated by the increases of the new plus of functional polyvalence.

2. Plus general services.-The staff of the General Services group shall receive a plus whose annual amount, payable in monthly parts, shall be as shown in the following table:

(VIEW PAGE 41064 IMAGE)

From 1-1-1999 From 1-1-2000 From 1-1-2001 From 1-1-2002 Concept Pesetas Eur Pesetas Euros Pesetas Euros Eur Pesetas

Plus General Services............. 36,000 216.36 72,000 432.73 108,000 649.09 144,000 865.46

When the employee's working time is lower than normal, he will receive the plus proportionally to the day he/she performs.

CHAPTER IV

Day, vacation, and licenses

Article 25. Day and time.

1. The maximum working day for the sector, in annual computation, will be one thousand seven hundred and twenty-eight hours until 31 December 1999; one thousand seven hundred and four since 1 January 2000; one thousand seven hundred two since 1 January 2001, and one thousand seven. Seven hundred since 1 January 2002; in which the 15 minutes of compulsory rest are calculated as an effective working day. The maximum working day will be fulfilled according to the working hours and schedules of the staff defined in this article and the regulations of general application.

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

Monday to Friday: Eight to fifteen hours, in which the fifteen minutes of compulsory rest are calculated as effective work.

Saturdays: Eight to thirteen thirty hours, in which the fifteen minutes of compulsory rest are calculated as effective work.

From 1 January to 31 December 1999: Bookkeeping of the four working Saturdays immediately preceding 1 June.

As of 1 January 2000: Bookstore on Saturdays from 1 April to 30 September each year.

3. Alternatively, the following match schedule is set:

Monday to Thursday: Eight to seventeen hours, with an hour's lunch break.

Friday: Eight to fifteen hours, in which the fifteen minutes of compulsory rest are calculated as effective work.

From May 23 to September 30:

Monday to Friday: Eight to fifteen hours, in which the fifteen minutes of compulsory rest are calculated as effective work.

Every Saturday of the year.

The match schedule will be voluntary and will be offered by each company to the employees it deems appropriate. The acceptances received may not be applied in more than 25 per 100 of the work centres of each company, nor shall it be more than 25 per 100 of the employees of each Bank.

The Spanish Banking Association (AEB) will communicate to the trade unions which are signatories to the Convention the centres affected by the timetable partition defined here, and the nominal relations of the employees affected in each centre, the new timetables are being implemented, as well as their modifications.

To employees who perform the schedule defined at this point in work centers located in municipalities of more than 50,000 inhabitants, they will be paid for each day in which they effectively meet the said schedule, in terms of food aid, the amount shown in the table below:

(VIEW PAGE 41065 IMAGE)

From Convention Signature Date to 31-12-2002Concept

Eur pesetas

Food aid......................... 1,000 6.01

4. Companies may set schedules, whether continued or not, different for the management and auxiliary staff (including the drivers) in the minimum required, and for the production staff (Managers and Visitors), as well as adjusting the schedule (a) public service and, therefore, the minimum number of staff required to provide it, to which other non-banking institutions of the same function have other entities or establishments.

Subsystems the shift system applicable to mechanized services.

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

6. Exceptionally, on the working days, which in each case integrate the calendar week in which each locality celebrates its largest annual holiday, 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 may be made the variations necessary to achieve this coincidence, provided that the same assumes the same number of working days of hourly reduction that would have been the natural week. For these variations it will always be necessary prior formal agreement of the Joint Commission.

7. A non-working day of the Holy Saturday for undertakings falling within the scope of this Convention is hereby declared.

Article 26. Holidays.

I. The staff included in this Convention shall be entitled annually to a period of paid leave of 30 calendar days. This enjoyment may be split up to three periods, the agreement between the parties being necessary for the third party. Those of the personnel who enter, re-enter or cease in the course of the year even for military service, will be proportional to the days worked within the year and will be enjoyed in the first two cases when they permit the needs of the service.

The staff who serve on the Canary Islands and who enjoy their holidays on the Peninsula will have a five-day natural extension in their holiday period.

II. Period of enjoyment of holidays. -The working period for the enjoyment of the holidays will be the one from March 1 to November 30, both inclusive, of each year. However, the personnel who request it, whenever the service needs allow, will be able to take their vacation in the remaining days of the year.

The holidays will not start on a public holiday, or on your day before, except for the request of the interested party.

III. Holiday paintings.-The holiday tables must be made so that, unless circumstances suggest otherwise, in each of the months of March to November, the same number of staff members of the template for each dependency, excluding the staff of the Technical group.

By dependency is defined in the present paragraph the same a bank office as any of the sections in which it is organized, owing to the following terms as to the provenance of making the picture holidays by bank offices or by sections:

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

That the extension of the template and the organization by sections of the office allow the table to be carried out 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 should have the opportunity to meet them, because it will be fixed in the bulletin board or in any other way that will facilitate their knowledge, at least two months in advance of the date. of enjoyment.

You will have a preference for the enjoyment of the holidays, saved the needs of the service, the staff with children in charge who need it in time of 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 age of 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 compulsory schooling. This period can be extended up to two more years when it is documented that this time is being used for the student to complete the compulsory school teaching cycle.

When two or more workers who intend to enjoy their holidays on the same dates, within the school holiday period, will always choose the oldest in the company, provided that the workers children of school age can enjoy them within the school holiday period and, of the latter, will have a preference for older children.

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

Workers who enjoy their holidays in various periods will have no preference to choose the second until they have chosen the first of the staff affected by the table. In the same way, the third will be carried out in relation to the second.

The preference criteria will operate within each of the following two groups:

First group: Administrative.

Second Group: General Services.

The staff vacation of each of the indicated groups will be independent of those of the other.

IV. Holiday interruption assumptions. -If during the holiday enjoyment the employee suffered clinical detention, with or without surgical intervention, or serious illness justified to the satisfaction of the company and notified to it within the period 24 hours, shall not be counted for holiday purposes on days which have lasted such detention or illness. In this case, the days of holiday will be enjoyed when the needs of the service permit.

V. During the period of validity of the Convention, each worker shall at the beginning of his/her annual holiday receive an amount in the form of a holiday bag, which shall have the same treatment as a percentage increase which in the future may have the remuneration of Article 12, the amount of which shall be as follows:

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From 1-1-1999 From 1-1-2000 From 1-1-2001 From 1-1-2002 Period of holiday enjoyment Eur Pesetas Eur Pesetas Euros Eur Pesetas Euros

Months of June, July, August or September. 17,809 107.04 18,166 109.18 18,529 111.36 18,899 113.59 Months of March, April, May or October... 28,495 171.26 29.065 174.68 29.646 178.18 30.239 181.74 Rest of the months......................................... 49,863 299.68 50,860 305.68 51,878 311.79 52,915 318.03

The amount of the bag will be satisfied in proportion to the days of each period set in the table above in which the holiday is enjoyed.

Article 27. Licenses.

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

a) By marriage of the worker himself: Fifteen days uninterrupted.

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

c) By baptism and first communion of descendants: Half a day, corresponding to the day in which the ceremony is celebrated.

d) By birth of children: Two days.

e) By death of spouse: Three days.

f) For severe illness or death of relatives up to a second degree of consanguinity or affinity: Two days.

g) 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.

In the cases referred to in points (d), (e) and (f), where for such reasons the worker has to make an offset which requires him to stay outside his/her locality, the licence shall be extended for up to two more days.

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

2. The working woman, in the course of delivery, will be entitled to a period of work rest of sixteen weeks uninterrupted, extended by multiple births up to eighteen weeks. The period of suspension shall be distributed to the person concerned, provided that six weeks are immediately after the birth, and may make use of the father for the care of the child in the event of the death of the mother.

However, in the event that the mother and father work, that, at the beginning of the period of maternity leave, may choose to have the father enjoy up to four of the last weeks of suspension, always who are uninterrupted and at the end of the said period, unless at the time of their effectiveness the incorporation into the work of the mother poses a risk to their health.

In the case of adoption, if the adopted child is less than nine months, the suspension will last for a maximum of sixteen weeks, counted from the court decision making the adoption. If the adopted child is under five years of age and older than nine months, the suspension shall last for a maximum of six weeks. In the event that the father and the mother work, only one of them will be able to exercise this right.

3. The workers, who are breastfeeding a child under nine months, will be entitled to one hour of absence from work, which they can divide into two fractions, being able to use one at the beginning and the other at the end of the day. This permit may be enjoyed either by the mother or by the father in case both work.

4. Those who, for reasons of legal guardian, have their direct care for a period of less than six years shall be entitled to a reduction in the working day with the proportional reduction of the salary, between at least one third and a maximum of half of the duration of that. In the case of a legal guardian of physical or mental decline recognised as such by social security which does not carry out paid activity, the reduction in the working day may be extended by a minimum of one hour and a maximum of half of that time.

This right may only be exercised by one of the spouses.

5. Each employee shall be entitled in 1999 to two days of paid leave, which shall be four days from 1 January 2000, per calendar 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 the employee to enjoy them.

CHAPTER V

Personnel Movements

Article 28. Transfers.

The company, apart from the penalty cases, will be able to transfer its staff whenever they consent.

In the absence of agreement, and for the needs of the service, the undertaking may transfer, beyond the limit of the radius of action set out in Article 30 of this Convention, within each of the professional groups, between 5 per 100 more modern in the enterprise and, within this, to the one who suffers the least damage according to the following criteria and order of priorities:

1. Former forced non-disciplinary transfer.

2. Disabled persons or workers dependent on medical treatment who cannot be taught in the place of destination.

3. Number of children recognised as beneficiaries by Social Security for health care purposes.

4. Geographical proximity of the position to be covered.

In any of the assumptions the seniority in the company will be decisive in order to fix the transfer in case of equality in the priorities.

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

The worker who is transferred for service needs will have the preference to fill the vacancies of his professional group, which within three years will occur in the place where he would have been transferred.

The expenses of the employee and family members who with the convivan, as well as the transfer of movable property of the worker, will be on behalf of the company.

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

The transfers 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 will notify the decision of the transfer to the worker, as well as its legal representatives, at least thirty days before the date of its effectiveness.

Article 29. Allowances and commissions for services.

1. The trips to which the commissions will take place will be on behalf of the company.

2. Since the entry into force of this Convention, the daily allowance for the allowance referred to in this Article shall be treated as a percentage increase which may be paid in the future for the purposes of Article 12, and shall be at least: corresponding according to the following scale:

(VIEW PAGE 41066 IMAGE)

From 1 January 1999 From 1 January 2000 From 1 January 2001 From 1 January 2002 Year-1 January 2002 Eur Pesetas Eur Pesetas Eur Pesetas Eur pesetas Euros

Technical Group ................................. 3,784 22.74 3,860 23,20 3,937 23,66 4,016 24,14 Rest of staff ............................. 3,138 18,86 3,200 19,23 3,264 19,62 3,330 20,01 When staying at home. 1,569 9.43 1,601 9.62 1,633 9.81 1,665 10.01

3. In case the service commissions are extended for more than two months, the staff will be entitled to a special one-week licence, exclusively usable to visit family members with whom they ordinarily live. The travel for these licences will be carried out by the companies. These licences shall be independent of the statutory holidays.

4. Workers ' legal representatives may not be required to perform service commissions for the duration of their duties.

Article 30. Vacancies in the same square or nearby.

Companies will be able to fill the existing vacancies, making changes in the job, which will not be considered as a transfer or geographical mobility, within a single square or a radius of 25 kilometers from the centre of the municipality where the workers provide their services to the signing of the Convention (30 January 1996), or from where they are voluntarily transferred, and those entered after they are posted.

The application of the 25-kilometer radius 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 can be generated as a consequence of the application of this rule.

Without prejudice to the powers of organisation of the work of the companies, these, provided that the suitability of the applicants are met, will take into account the voluntary requests and the circumstances of the home proximity of the worker.

Article 31. Change of job due to pregnancy.

When the work carried out by an Encyclical woman can endanger the pregnancy, 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 post after the end of the situation.

Article 32. Surplus and revenue.

1. Voluntary leave shall be granted to staff with more than two years of effective service at the undertaking, for a minimum period of six months and a maximum of five years.

The worker, within one month of his or her application, has the right to be recognized as being on a voluntary basis.

Surpluses will have to apply for re-entry in the last month of the duration of their situation, and those who do not will lose all their rights.

For the purposes of the deadlines set out above, the time of labor interruption for the provision of military service, replacement social benefit and/or public office performance shall be counted as an effective service.

2. These excess payments may not be requested to provide services to another Bank, private or official, or to competing banks such as credit institutions, savings banks, rural banks, financing companies, etc. Any surplus which provides service to any of those institutions shall lose all of its rights in the banking undertaking from which it comes.

3. The voluntary surplus to be reentered shall take the first vacancy of its level in the same place where its services were paid when it was left in surplus. As long as such vacancy does not exist, it may, if it so wishes, be occupied with the salary of its consolidated level, a lower level vacancy on the same square, provided that the undertaking agrees, or is destined for another place where the vacancy of its seat is vacant. same level.

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

Article 33. Interim staff.

Acting staff is understood to be employed to replace workers with the right to reserve the job, provided that the name of the replacement and the cause of the job is specified in the employment contract. substitution.

Interim staff may not remain in such a situation for longer than three years, with periods served on an intermittent basis over the course of six consecutive years.

Acting staff serving in the same banking company for three years shall be entitled to a restricted examination to be included in the firm's template on a fixed basis, if it exceeds it.

CHAPTER VI

Complementary capabilities

Article 34. Disease.

The banking staff, in case of illness, will be entitled to receive from the company, for one year, a total monthly economic perception equal to 100 per 100 of which would correspond to him as if in that period he was active, by application of the Collective Agreement, without prejudice to Article 41. In no case shall the economic benefits which the Social Security and the supplement provided by the undertaking be granted, an amount exceeding the economic perception indicated above.

The staff itself will be entitled to receive from the company during the second year 75 per 100, and during the third year 50 per 100, of the economic perception indicated above, with the same limitations of the previous paragraph in relationship with these percentages.

Article 35. Total permanent incapacity for the usual profession.

1. Undertakings shall satisfy workers who are in a situation of permanent incapacity for their usual occupation or permanent permanent incapacity for any occupation, from the date on which they are declared to be in one or another which, in addition to the pension which the invalid receives from the Social Security as a result of his/her banking activity, gives him a total annual perception equal to 100 per 100 of which he would correspond as if on that date he was active, application of the Convention, including family aid, and after deduction of the Social Security quota by the worker.

The company will pay the amount to its charge for each part of the 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 undertaking will be reduced at the same level as the provision of benefits in respect of social security.

3. They shall have equal consideration for the purposes of this qualification for those over 60 years of age who are suffering from chronic illness which prevents them from attending work and who retire under the third transitional provision of the Articles of the Law on Social Security, adopted by Royal Legislative Decree 1/1994 of 20 June.

4. Where the incapacity of a bank employee exceeds him as a result of violence against him, the undertaking shall grant him the amount laid down in Article 38 (2), with the increases which he or she is required to pay. The provisions on incapacity, as if they were declared to be the same at that date, shall apply for the time required to serve sixty-five years.

Article 36. Retirement.

1. The staff entered in the undertaking before 8 March 1980 and who are active on the date of entry into force of this Collective Agreement may be retired at their own request or by decision of the undertaking, from the time when the 60 and five years of age, with the economic performance in charge of the company that is indicated below.

2. Staff entered in the undertaking before 8 March 1980 and who are in active employment on the date of entry into force of this Collective Agreement, from the moment they are sixty years of age and have 40 or more years of age effective service in the profession, you can retire at your request, perceiving the economic benefit of the company that is indicated below.

3. The staff entered in the undertaking before 8 March 1980 and who are active on the date of entry into force of this Collective Agreement, from the moment they are sixty years of age, even if they do not have 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.

4. The provision by the undertaking, which shall be met in accordance with the conditions laid down in the Convention, shall be determined by applying the percentage PE of the formula set out below on the perceptions laid down in the Convention. Collective, calculated on an annual basis to the date of the retirement of each employee.

Formula:

(VIEW PAGE 41068 IMAGE)

A = Sixty-five years: 100 per 100.

A = Sixty-sixty-four years, with forty years of service:

95 per 100.

A = Sixty-sixty-four years, without forty years of service:

90 per 100.

B = Sixty-five years: 100 per 100.

B = Sixty-four years: 92 per 100.

B = Sixty-three years: 84 per 100.

B = Sixty-two years: 76 per 100.

B = Sixty-one years: 68 per 100.

B = Sixty years: 60 per 100.

SNA = Nominal salary of the Convention at 31 December 1987, annualised, as if at that date each employee was completed sixty, sixty-one, sixty-two, sixty-three, sixty-three, sixty-four or sixty-five years of age, taking into account the increases which, by application and in the amounts of the Convention in force on 31 December 1987, would correspond to it, both due to the maturity of the three-year period, and to the increase in age, up to each of the ages mentioned.

SS = Social Security Fee to be paid by the employee at 31 December 1987, annualised, calculated taking into account the contribution rate group and the remuneration that would correspond to each of the retirement ages discussed in the preceding paragraph (SNA).

SBC = Sum of employee contribution bases (period 1 January 1981 to 31 December 1987). For these purposes, they shall be computed to determine the basis of contributions in the legally established form of the assets which theoretically would have been perceived in accordance with the SNA paragraph, calculated with the salary tables in force in each of the 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 January 1981 to 31 December 1985, are indexed in accordance with the third transitional provision, number 1, point C, in the form provided for in Article 3 (1), Rule 2 of Law 26/1985 of 31 July.

PE = Percentage of economic benefit in charge of enterprise.

(SEE IMAGE PAGE 41068) = The maximum applicable value of this expression will be 2,631,300 (187.950 x 14), corresponding to the Social Security retirement benefit cap.

5. Exceptionally, staff entered in the undertaking before 8 March 1980, who is active at the time of the entry into force of this Convention and who are 50 and four or more years of age on 19 May 1988, shall continue to be the scheme of supplementary retirement benefits laid down in the Collective Agreement concluded on 26 March 1984, instead of the one set out in point 4 above.

6. The staff employed by the companies as from 8 March 1980 will be entitled to their retirement only if they are entitled to the general legislation applicable to them at the time.

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

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

Article 37. Vudedad and orphanage.

a) Widess:

1. A supplementary pension is established in favour of the widowers of workers who have died-in active or in retirement-as of 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, deducted from the contributions to his Social Security charge, at the time of death, arising from the application of the Convention, including family assistance.

In the event that the deceased is in a retirement situation, the monthly basis will be determined by the retirement pension that he or she will receive from the Social Security plus, if applicable, the benefit that for the same concept (i) the company.

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

That the widower meets the conditions required in the General Social Security Regime.

However, the widowers who have not been forty years old and do not have children will enjoy the benefits indicated and with the same requirements.

5. The supplementary pension shall be automatically extinguished if the widow's pension is no longer received and the widow's pension which is the subject of the social security scheme is extinguished.

b) Orphanage:

1. A supplementary pension is hereby established in the case of orphans produced from 1969, which shall be 20 or 30 per 100 (the latter percentage in the case of total orphan's) on the basis of which they will be determined in the same way as in the cases of vudedad.

2. The supplementary pension pension thus established shall be applied for each of the children meeting the requirements of the Social Security Act and supplementary provisions.

3. Where the orphan is qualified as a mentally handicapped person, in accordance with the provisions in force, the benefit shall be extended until recovery, irrespective of age.

(c) Limitation for such supplementary pensions: The accumulation of pension supplements by widower and orphan may in no case exceed 100 per 100 of the perceptions of the deceased at the time of death arising from the application of the Convention, whether he was active or retired.

Article 38. Death by act of service.

1. The undertaking shall grant to the widowers and/or orphans of the worker who dies as a result of the injuries sustained by the quantity laid down in point 2, provided that the following are met in death: conditions:

(a) That between 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 disaster which, by its nature or generality, is not rationally referenced to the conditions under which the service is provided, or if so, escape to the order of the humanly foreseeable.

2. No or by acts of his or her own victim, except that for his part he will mediate impropriety, recklessness or non-observance of obligations.

3. 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, 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 insurance system which is established or concluded by the undertaking. For these purposes, if the insurance would result in a capital delivery, the income shall be estimated at 6 per 100 of the capital.

The company will pay the amount to its charge for each part of the calendar month.

3. Where the death of an employee in the banking system exceeds him as a result of violence against him, the undertaking shall grant to the widowers and/or orphans of the deceased worker the amount established at the point 2 of this Article, with the increases which would correspond to him during the time he lacked to serve the sixty-five years.

CHAPTER VII

Social benefits

Article 39. Advances and loans to staff.

1. Upon reasoned request, any worker shall have the right to be expected, as soon as possible, for the monthly monthly payment.

2. The amount of the loans granted to their employees by undertakings 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:

Marriage.

Move away from the square.

Death of spouse or children.

Works in housing in reason of impending ruin.

Divorce, separation or marriage annulment.

Birth and adoption of children.

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

3. The employee shall be entitled to the granting of loans, with the maximum limit of five monthly payments, in order to meet requests made for the following reasons:

Acquisition of furniture, household goods and household appliances.

Works and reforms at the employee's usual address.

Vehicle purchase on behalf of the employee. This name includes the usually called "caravan".

Medical assistance and hospital detention.

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

Tax On Heritage Transmissions.

Repair of vehicle breakdowns in the name of the employee, not caused by accident, and whenever the service is normally used for the company.

The employee will have to justify that the loan granted has been used for the requested purpose.

4. No new loan shall be granted for those defined in this Article as long as it is in force.

Where part of the loan granted under cover of number 3 is pending, and any of the specific causes referred to in issue 2 arise, the loan which may correspond to the new need shall be granted, with the concession, the previous balance outstanding.

5. No more than 10 per 100 of the total of the perceptions may be required.

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

7. There is no incompatibility between the advances in point 1 and the loans in points 2 and 3 above.

Article 40. Housing.

1. Companies which, in accordance with the provisions in force, have rented housing to their employees, the employment relationship being the determining factor of the lease, will not promote the eviction of the tenants by permanent and final cessation of the employment relationship in the following cases:

(a) In the case of death of the worker while living the widower without contracting new nuptials.

(b) In the same case referred to in the preceding paragraph if there is no widower, but if children under age, for a period of three years or until the children reach the age of majority, if this occurs before the deadline.

(c) In the case of retirement, as long as the retiree lives, provided that he has no other employment or employment relationship, and once deceased, while living the widower without contracting new nuptials.

2. The provisions of the preceding paragraph shall not apply in the case of housing whose occupation by the workers is more responsive than to the employment status of the workers concerned (the case of Conserjes and Directivos).

3. Undertakings, having regard to the exceptional and urgent nature of the situations referred to in this paragraph, shall comply with requests for loans for the purchase of dwellings which may be made by workers who have to vacate their homes. (a) that they are tenants, provided that this is due to causes 1.a and 2.a with the exception of the extension laid down in Article 62 of the current Urban Leases Law. They shall also preferably address the requests of those who have the right to seek or retract the housing for which they are tenants and those who are forced to be moved, in accordance with Article 28 of the Collective Agreement.

The maximum repayment term for loans will be fifteen years, and in no case will they be higher than 7,500,000 pesetas. The interest rate, annual and variable, applicable to these transactions, from 1 January 2000, will be the Mibor to one year, or the reference value to replace it, plus 0.25. The Mibor 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.

In loans of more than 200 000 pesetas, the minimum term for repayment shall be six years.

From 1 January 2000, the existing appropriations will be updated as set out in this Convention.

4. For the acquisition of first dwelling, or change from the one for the sale of the former, the companies will grant loans under the same conditions of amount, depreciation and interest indicated, allocating to it each year the amount in pesetas resulting from multiply the number of workers constituting the template as at 31 December of the year preceding the date of the request for each of the amounts listed in the table below:

(VIEW PAGE 41069 IMAGE)

From 1-1-2000 to 31-12-2002 Concept Eur Pesetas

Annual envelope per employee................. 43,873 263.68

If the grants of these loans do not total the calculated figure, the difference will not be accumulated for the following year.

5. In the above cases, workers, in the event of causing a decline in the company, will pay the outstanding amount of the loan or will be a mortgage, with the general client conditions for the amount outstanding.

Article 41. Absenteeism.

The signatories recognize the serious problem that for our society implies absenteeism and understand that its reduction implies both an increase in the presence of the worker in the job, and the correct organization In the case of occupational medicine and social security, together with adequate safety, hygiene and working conditions, in order to ensure effective protection of the physical and mental health of workers.

Consequently, agree:

1. By way of derogation from Article 34 of this Convention, in the absence of work on the grounds of sickness, staff shall cease to be paid:

In the first three days of absence, 20 per 100 of the daily wage.

From the fourth to the tenth day, both inclusive, 10 per 100 of the said remuneration.

2. Where the disease situation lasts for more than 15 uninterrupted days, full remuneration shall be payable from the first day of absence.

3. In relation to the content of the first paragraph of this Article, it is understood by daily remuneration that part of the perceptions which normally correspond to the worker concerned in the month in which the absence occurs, with the exception of the of quality of work.

4. Of the situations of illness mentioned, the absences originated by: Hospitalization, surgical intervention, maternity rest are excluded.

5. With the amounts left to be paid for the absences referred to in point 1 of this Article, a fund shall be set up for each calendar year in each undertaking which shall be used to supplement the perceptions of the sick workers during the period second and third years of illness, in such a way that its remuneration reaches the totality of which it would be in active position.

With the excess, if any, a death allowance would be met, which would be the quotient of dividing the total amount of such excess among the number of employees who, belonging to the active workforce, had passed away in the the same calendar year as it is computed, with a maximum limit for the deceased of 250,000 pesetas. This allowance, with the exception of the express designation of each employee, shall be paid by the spouse, in his absence, by his/her children, in the absence of one and others, by his/her parents, and in the absence of all of the above, who are their legal heirs.

If once satisfied all the subsidies produced in the calendar year would not have exhausted the total amount to be distributed, the remnant would accumulate from year to year.

After the first year of validity of the Convention, the Joint Interpretive Commission may study and decide on other different applications for this fund.

Article 42. School aid.

It is recommended that companies that do not have it today, study and establish some system of scholarships or school aid for the children of their workers.

CHAPTER VIII

Multiple Provisions

Article 43. Revenue.

Employee income will be made in accordance with current legislation.

In order to facilitate greater transparency and information in the staff selection processes in the income in which the collective test is carried out in a systematic and standardized manner over the course of a year, the Companies will provide the union representation with the following information: professional profile required, contents of the different selection tests and objectives of the same.

The union representation of its results will also be reported.

Article 44. Productivity.

The parties to this Convention share and assume concern to improve the productivity of the sector.

Article 45. Training.

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

Article 46. Uniforms.

The garments of uniformed general services personnel will be funded by companies, which will determine everything related to their use and conservation.

1. Such staff shall have the right to be provided annually with two pairs of shoes.

2. The fabric of the uniforms that will be given annually to the uniformed personnel, alternating the winter with the summer, will be suitable to the climate of the respective square. The choice of the textile and footwear genre shall be made after the hearing of the representatives of the staff.

CHAPTER IX

Disciplinary regime

Article 47. Classification of fouls.

The company may sanction workers who fail to meet their employment obligations, in accordance with the fault rating established in this Convention, or which are comparable, with minor faults being classified, serious and very serious.

Article 48. Minor fouls.

The following are considered minor faults:

1. The delays in the entry and the advances in the exit of the unjustified work and that do not reach six in a month.

2. The absence of work without cause to justify it or to have permission from the immediate superior, provided that it does not exceed one hour and does not seriously affect the service.

3. The incorrect or impolite treatment of the public or the coworkers.

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, care action or regime the company's obligation.

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. No Negate in the performance of the duties of the company, when they do not cause or derive prejudice to the interests of the company.

7. Faltar to work one day without justified cause.

Article 49. Serious fouls.

1. False to work, without justified cause, two days in a period of two months.

2. The negligence in the performance of work duties, when it causes or leads to serious injury to the interests of the company.

3. The delays in entry and advances in the exit from unjustified work 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 that the sum of those exceeds the hours of one of their working days in a quarter.

4. º Interrupt or disturb the service, without legal justification, performing or allowing in the workplace any activity outside the interest of the company.

5. º Do not communicate to the company facts witnessed or known that cause or could cause serious injury to the interests of the company.

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

7. The retention, without the authorization of the competent head, of documents, letters, data, reports, etc., or their application, destination or uses other than those that they are coming from.

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

9. The recidivism or reiteration in a minor lack, within a period of three months, when a written sanction has been mediated, except those regulated in point 1 of minor faults, which shall be governed by the provisions of paragraph 3 of this Article. Paragraph 1.

Article 50. Very serious fouls.

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

2. The 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 bankruptcy or violation of secret reserve.

5. The usual drunkenness or drug addiction, if it has a negative impact on the job.

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. The abuse of authority by the superiors.

8. Sexual Harassment, in the terms established in the Law.

9. Indiscipline or disobedience at work.

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

11. Verbal or physical offences 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 given a written sanction.

Article 51. 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.

However, as set out in this Chapter, the company may, in accordance with the circumstances, apply to the faults any of the penalties provided for for lower-gravity types, without such a reduction in the sanction implies variation in the qualification of the fault.

Maximum penalties.-The maximum penalties that may be imposed in each case, taking into account the seriousness of the misconduct, shall be as follows:

a) For minor faults:

1. Verbal Assembly.

2. Amonstation in writing.

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

b) For severe faults:

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

2. Forcible transfer to a population other than the usual residence of the employee, for a maximum period of three years, within the same province. For these purposes, the suspension of the employment contract shall not be taken into account.

3. No temporary disablement, for up to two years, to move to higher levels.

4. The temporary loss of the level, passing to the immediate lower, even if it involves a change of group, 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. Forcible transfer to a population other than that of the employee's habitual residence.

3. The definitive loss of the level or group, with its economic impact.

4. º Temporary disablement, for up to four years, to move to higher levels.

5.

Article 52. Precautionary measures.

The company, where necessary for a better understanding of the true scope and nature of the facts, may be able to give a cautious decision to suspend the employment of the affected worker for a maximum period of two months, disposition of the company during the time of suspension.

Additional clause first.

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.

Additional clause second.

At the request of the plants or trade unions which subscribe to this Convention, the undertakings of more than 250 workers falling within its scope shall be deducted from the monthly payroll of their employees affiliated to the said Convention. (a) the amount of the corresponding trade-union quota, and the amount of the trade union quota.

The worker interested in carrying out such an operation shall forward to the Management of the undertaking a document in which the discount order, the central or the union to which it belongs, the amount of the fee, shall be clearly expressed. as the number of the savings bank account or bank account to which that amount must be transferred. The undertakings shall carry out the following measures, unless otherwise specified, for periods of one year.

The Company's management will submit a copy of the transfer to the union representation in the company, if any.

Additional clause third.

The parties to this Convention, in the face of the increasing implementation of computer technology, whose correct use favours both productivity and, even, the comfort of work, manifest their intention of that these techniques do not lead to the contrary effects of the intended use of poor use. In this respect, particular attention shall be paid to the safety and hygiene aspects which the technical specifications may offer, including ophthalmology.

Additional clause fourth.

The signatory parties assume and adhere to the full content of the National Agreement on Continuing Training of 19 December 1996, stating that it will develop its effects in the functional area of this Collective Agreement.

It is agreed to constitute the Sectoral Joint Commission with the functions set out in that agreement.

Additional clause fifth.

Employees who hold the category of Head of 5.a A at 31 December 1995 will continue to become triennial of seniority in the Technical Group even if they do not have powers, with a limit of two trienes as of 1 January 1995. 1997, except that, after 1 January 1996, they were received or promoted at a level, which would determine the application of the general rule of Article 16.2.

Additional clause sixth.

Within the scope of each undertaking, by agreement with the representation of workers, social provision, replacement or supplementary systems, other than those laid down in Articles 35, 36 and 36, may be regulated or established. 37 of this Collective Agreement.

Final disposition first.

With the same term of validity of the Convention, a Commission shall be constituted with the specific task of knowing and deciding on how many questions of interpretation as to the provisions of the Convention are formally submitted to it.

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

Within 30 days of its establishment, the Commission will adopt its own Rules of Procedure, in which, among other things, it will regulate with the utmost precision everything concerning the secretariat, calls and meetings.

Final disposition second.

During the term of the Convention, a Committee of the Days and Horarios will be set up, made up of the signatories of the Convention; its first task will be to draft its regulations and establish the means, both

humans as materials, to develop their work. The conclusions reached by this Commission will be raised to the negotiating committee of the Collective Banking Convention.

ANNEX

Transposition of the headship trienes due before 1 January 1996 at the new level of levels

(VIEW PAGE 41072 IMAGE)

Situation Year 1995 New Situation--Level Head Trienes

Head of 1. I Head of 2. II Head of 3. III-IV Head of 4. VI-VII Head of 5. VI-VII Head of 6. VIII