Key Benefits:
2. Within the establishments referred to in the above article, the following operations may be carried out:
Collection and Transport: It is the manual or mechanical operation, whether selective or not, which collects the waste and secondary raw materials listed above, by means of an appropriate vehicle, from the origin where they are generated to the destination where they will be performed, for incorporation into the later defined processes.
Classification and Load: It is the manual or mechanical operation by which the elements, materials or parts which are susceptible to direct application are separated and the remaining elements, according to the respective materials, are grouped in the groups of wastes or products to be the subject of successive classifications for placing on the market. In this operation, materials are separated by reason of their nature, separating the impurities and extraneous matter which they contain and according to their dimensions and possibilities for direct use, at the same time as they are unmount the composite parts.
This process also includes the primary classification of the waste and/or secondary raw materials mixed revolts, either from the collection or the travelling or door-to-door purchase, consisting of the The process will separate the materials directly usable and group the remaining wastes according to their nature (alpargatas, jute, paper old paper and cardboard, textiles, rubber, plastics, wood, cotton rags, cloths and wool, silk rags, borrazos, tarpaulins and cordels, gums, shoes, glass, bones, antlers, iron, metals, etc.), with object of ceding them to the classifiers who have to manipulate and treat them conveniently.
Weight: This is the operation by which the weight of the goods is checked and recorded at the time of entry and exit from the warehouse.
Wrapped, Pressed, Packed Or Packaged: It is the operation, aided by mechanical, hydraulic or manual presses, which aims to reduce the volume of the products obtained, by means of which farts or bullets are formed or packaged, (b) (b) (b) (b) (b) (b) (b) (b), (b), (b) It is the operation which tends to reduce the volume of the products obtained and to have them in the form of bullets or packages by means of the action of mechanical, hydraulic or manual presses, revisiting them or not of spillages and other wrappers and holding them with strips, ropes or wires.
Bullet Marking: This is the operation that aims to individualize bullets or packets by means of external signals.
Cleaning: It is the mechanical or manual operation carried out with hammer, cut or any other mechanical or manual means by which it separates or cleans the various elements that cannot be separated.
Rags Cleaning: It is the mechanical operation that aims to remove the earth, dust, improper, etc. That the rags may contain, in order to make them fit for further uses.
Crushed: It is the operation carried out with manual or mechanical blade, by which the dimensions of the pieces are reduced to the size required by the use of the materials or by the official dispositions.
Troceo: It is the operation carried out with mallo, scissors or manual or mechanical blade, with pear, blow, shear press, mill or Fragmentators by which the dimensions of the pieces are reduced to the size required by the consumers of material, by the use of them or by official provisions.
Sale: They are the marketing operations of the waste and products obtained.
Waste Management: It is the collection, storage, transportation, recovery operations, including the monitoring of these operations, including the actions performed as a dealer or agent.
Energy recovery: It is the energy production operations from waste for marketing.
Article 4. The structure of Collective and Concurrency negotiation.
1. This Collective Agreement pursuant to Article 83.2 of the Staff Regulations articulates the structure of collective bargaining in the area of Recovery and Recycling of Waste and Secondary Raw Materials in the Next levels:
(a) State Collective Agreement on Recovery and Recycling of Waste and Secondary Raw Materials:
Its content regulates the general working conditions to be applied across the sector and with the validity that the Convention itself establishes.
Its provisions are of a minimum of right, without prejudice to the provisions of Article 84 of the Staff Regulations.
b) Lower territorial (regional and provincial) collective agreements:
They aim to develop the subjects of each field of negotiation as well as to apply the contents of this Convention in each Autonomous Province or Community.
2. The collective agreements of undertakings, groups of undertakings or a plurality of undertakings linked for organizational or productive reasons and nominally identified, are subject in full to the provisions contained in this Convention. collective and, where appropriate, those that are regulated in the lower (autonomous or provincial) areas, without prejudice to the provisions of Article 84 of the Royal Decree-Legislative 1/1995 of 24 March, for which the recast of the Law of the Staff Regulations.
3. This collective agreement is intended to regulate working conditions, for all companies and their employees, including in the sector of the recovery and recycling of waste and secondary raw materials. The content set out in this Convention will apply to all companies and workers in this sector.
In case of concurrency of this agreement with the company agreements, it will be in accordance with article 84.2 of the Staff Regulations.
In the other areas not listed in Article 84.2, this collective agreement shall have priority application under the provisions of Article 83.2 unless it is subject to improvement in the lower areas.
Article 5. Validity and denunciation.
This Convention shall enter into force on 1 January 2016, irrespective of the date of its publication in the Official Gazette of the State, and shall remain in force until 31 December 2018, and shall be extended in full until the designated negotiating body agrees to replace it with another Convention of the same nature.
It shall be deemed to be tacitly extended in all its terms, unless any complaint made by any of the parties at least one month prior to the end of its initial term or any of its extensions.
The notice of denunciation shall be made by written communication to the other party, in which those aspects of the agreement that are and grouping the remaining wastes according to their nature. In such establishments, the usable materials are separated, subdividing them into classes within each quality of materials, according to their state, nature and, in case, their colour, until the formation of consignments that meet the conditions of homogeneity required either by the classifiers who have to handle and treat them conveniently, or by the consumer industries of those elements which do not require further classifications or manipulations.
i) Civic Promotion: It is the industries, agents or waste managers that develop waste auxiliary activities such as the observance and monitoring of the selective waste containers.
Article 3. º Enumeration and definition of the operations performed.
1. The list below is merely an enunciative and does not imply the obligation to co-exist separately i for effective equality between men and women, companies are obliged to respect equal treatment and opportunity in the field of employment and, for this purpose, they must take measures to prevent any form of discrimination between women and men, measures which must be negotiated and, if appropriate, agreed with the legal representatives of workers in the form to be determined in the labour law.
In the case of companies of more than 250 employees, the equality measures referred to in the previous paragraph should be directed to the elaboration and implementation of an equality plan, with the scope and content established in the the law, which must also be the subject of negotiations in the form to be determined in the employment law.
The elaboration and implementation of equality plans will be voluntary for other companies, recommending their application in companies of more than 150 workers, after consulting the legal representation of workers and workers.
The equality plans of companies are an ordered set of measures taken after a diagnosis of the situation, aimed at achieving in the enterprise of equal treatment and opportunities between women and men and to eliminate discrimination on grounds of sex. The equality plans shall set the concrete objectives of equality to be achieved, the strategies and practices to be adopted for their achievement, as well as the establishment of effective systems for monitoring and evaluating the objectives set.
In order to achieve the objectives set, the equality plans may include, inter alia, issues of access to employment, professional classification, promotion and training, remuneration, organisation of working time to promote, in terms of equality between women and men, work, personal and family reconciliation, and prevention of sexual harassment and harassment on grounds of sex.
Equality plans shall include the whole of a company, without prejudice to the establishment of appropriate special actions in respect of certain workplaces.
d) Measures to prevent sexual harassment, work and harassment on grounds of sex.
The organic law for effective equality between women and men, taking a step beyond what is stipulated by the status of workers and the law on the prevention of occupational risks, establishes in Article 48 the need for companies to promote working conditions that prevent sexual harassment, work and harassment on grounds of sex, as well as the arbitration of specific procedures for their prevention and to give caution to complaints or complaints that they may formulate who have been the subject of the same.
Article 12. º Wages and Remuneration.
The wages and salaries of all the classes set out in this Convention are of a minimum nature.
For the year 2016, a salary increase of 0.50% is established for all the remuneration concepts, retroactively and with the payment of the corresponding arrears since January 1, 2016.
For the year 2017, a salary increase of 1.00% is set, in all the remuneration concepts.
For the year 2018, a salary increase of 1.00% is set, in all remuneration concepts.
It is agreed that the agreed increase is fixed, however if the increase in GDP at constant prices for the year 2018 will exceed 5%, the percentage of the wage increase for that period will increase by 0.01%.
In order to carry out the above revisions, the parties will meet to update the terms of the agreement that will be paid back to 1 January of each year and with the payment of the corresponding backlogs.
Article 13. Base Salaries.
The basic salaries to be used during the term of this agreement are as set out in Annex II.
Article 14. º Add-ons.
a) Personal complement: A personal complement is established for all categories in concept of age consisting of:
• 5 per 100 on the base salary when the five years of effective service are met in the company.
• 10 per 100 on the base salary when the ten years of effective service in the company is met.
• 15 per 100 total on the base salary when the fifteen years of effective service in the company is met.
• A 20 per 100 total on the base salary when the twenty years of effective service in the company is met.
This is estimated to be 20 per 100 as an age limit for all categories from twenty years of age in the company, respecting the improvements previously obtained, up to the date of signing of this agreement.
b) Regular maturity supplement per month: Three extraordinary pagas consisting of one month's base salary plus each one, payable in the first half of July, last week of the month of December and in the month of March each year.
c) Transport plus supplement: A plus transport supplement is established for all professional categories per day effectively worked or fraction of the same as:
From January 1, 2016 to December 31, 2016: 2.29 euros.
From January 1, 2017 to December 31, 2017: 2.31 euros.
From 1 January 2018 to 31 December 2018: EUR 2.33.
Article 15. Family Help:
Family aid is established for all salary categories per month and dependent child between 0 to 16 years, inclusive, at the following amount:
From January 1, 2016 to December 31, 2016: 15.01 euros.
From January 1, 2017 to December 31, 2017: 15.16 euros.
From January 1, 2018 to December 31, 2018: 15.31 euros.
Article 16. Work Day.
The working day will be one thousand seven hundred and eighty hours a year.
Article 17. Paid Holidays.
All staff affected by this agreement will be entitled to a holiday period, not substitutable for economic compensation, of thirty-one calendar days uninterrupted per year. Such holidays shall be enjoyed during the months of July to September, inclusive, unless agreement between the undertaking and the worker.
The right-to-holiday staff who will cease in the course of the year will be entitled to the proportional share of holidays.
Article 18. Permissions, Excessences, Suspensions, and Position Changes:
1. Permissions.
The worker, prior notice and justification, may be absent from work entitled to remuneration for any of the reasons and for the following time:
a) Fifteen calendar days in case of marriage.
b) Three days for the birth or adoption of child, when the worker needs to make a shift to the effect, the time limit will be five days.
(c) Two days in the event of death, serious accident or illness, hospitalization or surgical intervention without hospitalization requiring household rest until the second degree of consanguinity or affinity. Where the worker is required to make a posting to the effect, the time limit shall be th equal conditions between women and men, as well as putting in place positive or other action measures needed to correct possible situations of discrimination.
The employer is obliged to pay for the provision of equal value work the same remuneration, directly or indirectly, and whatever the nature of the same, wage or extra salary, without any Any discrimination on grounds of sex in any of the elements or conditions of that person shall occur.
c) Equality plans.
According to law 3/2007, or accepted, the suspension of the contract referred to in this paragraph shall be for an additional period of two weeks. In case both parents work, this additional period will be distributed to the interested parties, who will be able to enjoy it simultaneously or successively and always on an uninterrupted basis.
Maternity periods may be enjoyed on a full-time or part-time basis, subject to agreement between the employers and the workers concerned, on the terms which they are determined to determine.
4. Change of post by risk in case of pregnancy and right of return to post.
The risk assessment shall include the determination of the nature, degree and duration of the exposure of women workers in a situation of pregnancy or recent birth, to agents, procedures or conditions of work which may have a negative impact on the health of workers or the unborn child, in any activity likely to present a specific risk. if there is a risk to safety and health or a possible impact on pregnancy and breast-feeding, the employer shall take the necessary measures to avoid exposure to that risk, through an adaptation of the conditions or the working time of the affected worker.
Workers in a situation of pregnancy or recent birth will have the right to perform a different job or function and compatible with their state when working conditions, agents or procedures can influence negatively in their health, that of the fetus or breast-feeding. the change of job or function, prior to the certificate of the doctor or optional social security officer, to be justified, shall be carried out, if possible, in accordance with the rules applied in the case of functional mobility and it will have effects until the worker's health allows her to be reinstated to the post or previous function. the employer shall determine, after consultation with the prevention delegates, the relationship of the risk-free jobs to these effects.
Such measures shall include, where necessary, the non-performance of night work or shift work.
If there is no working position or compatible function the worker may be assigned to a position not corresponding to her group or equivalent category, but shall retain the right to the set of remuneration of her source.
All this will also apply to the breastfeeding period.
In the event that no job or function is compatible with the worker's status, the worker will move to a situation of suspension of the contract of employment entitled to an economic benefit by risk during pregnancy in the amount laid down in the applicable legislation.
In the event of risk during pregnancy, the suspension of the contract will end on the day the suspension of the birth contract begins or the worker's inability to return to her/her position above or another compatible with its status.
Article 19. Bajas.
a) Low as a result of an accident at work.
Companies will pay workers who find themselves low as a result of work accidents the difference between social security perceptions up to 100 per 100 net of salary concepts, with an annual ceiling of one hundred and twenty days per year.
b) Low as a consequence of illness with hospitalization.
Companies will pay workers who find themselves low as a result of illness with hospitalization the difference between social security perceptions until they reach 100 per 100 net of the concepts salary, with a maximum annual ceiling of sixty days per year or seventy-five uninterrupted.
c) Low as a consequence of common disease.
Companies will pay workers who find themselves low as a result of common illness the difference between social security perceptions until they reach 75 per 100 of the fixed wage concepts, from the 4. day to 20, this supplement will be performed exclusively for the first sick leave of the year.
Article 20. Retirement.
With regard to retirement or partial early retirement, it will be established in the legislation in force at any time.
Article 21. º Workings.
Companies will supply workers for their work of three complete work uniforms per year, including footwear, so that they are suitable for each activity, supplying in case of pregnancy of suitable garments to their The workers of the management, technical and administrative staff groups are exempted from this right.
The aforementioned work uniforms will be delivered by April 30 (two outfitting) and September 30 (one equipment) each year.
Article 22. Safety and Health at Work.
General principles.
It is the parties ' commitment, in compliance with the provisions of law 31/1995 of 10 November, to prevent occupational risks, to encourage the necessary measures to establish an adequate level of protection for the health of workers in the face of the risks arising from working conditions and this in the framework of a coherent, coordinated and effective policy to prevent those risks.
All this presupposes a right of protection for workers in the face of the risks of work and the employer's duty to provide effective protection for workers in the face of such risks. protection is given in the field of enterprise, in a series of rights of information, training, health surveillance, consultation and participation of workers, among others.
Principle of preventive action:
The employer shall apply the measures that make up the general duty of prevention provided for in the previous Article, in accordance with the following general principles:
a) Avoid and combat risks at source.
b) Evaluate the risks that cannot be avoided.
c) Replace the dangerous with little or no danger, using individual protective equipment only when it is not possible to avoid risks by acting on their causes.
d) Adopt measures that put collective protection before the individual.
e) Plan prevention, prevention management must be inexcusably part of the company's goals.
Assessment of risks: preventive action in the company will be planned by the employer based on the mandatory initial risk assessment which will be carried out on a specific basis, taking into account the nature of the activity and possible special risks.
To this end, companies, based on information obtained on organization, characteristics and complexity of work, the materials or substances used, the protection equipment existing in the company and on the state of health of workers, shall determine the hazardous elements and identify workers exposed to risks, assessing those risks which cannot be eliminated, controlled or reduced, for such assessment, the undertaking it must take into account the information received from the workers themselves or their employees representatives, as well as the specific rules, if any.
The assessment and its results should be documented, in particular in respect of each job either on the basis of the administrative or judicial decision of the host, or on the basis of the judicial decision making the adoption. If the mother and father work, the period of suspension will be distributed to the interested parties, who will be able to enjoy it simultaneously or in succession, always with periods uninterrupted and with the limits indicated, in the cases of At the same time, the sum of rest periods shall not exceed 16 weeks or those corresponding in the case of multiple births. In the case of disability of the child or of the child adopted ion of appropriate preventive measures and the monitoring of their effectiveness.
-The information and training of workers.
-The provision of first aid and emergency plans.
-The monitoring of the health of workers in relation to the risks arising from work.
In cases of accidents at work or occupational disease, all measures that are necessary to avoid repetition of the same damage shall be taken as soon as possible (study of the causes of each accident). work). Each of the delegates to the prevention of damage caused in the event of a major accident shall be informed.
Article 23. Action in defense and environmental protection.
The parties to this agreement consider it necessary for companies to act in a responsible and environmentally friendly manner, paying great attention to their defense and protection in accordance with interests and concerns. of the society.
To this end the sector must adopt a permanent, responsible and visible attitude in the field of the environment and, at the same time, make the effort that the industry is developing in this field, and the one that takes place in the future, as well as its results, are known and appropriately valued by the relevant society and administrations.
Article 24. º Displacements.
Special perceptions are established for personnel who are subjected to displacements for work purposes, consisting of:
(a) In cases of displacements involving the overnight stay outside the address and location of the worker, a daily allowance of € 46.14 in 2016, € 46.60 in 2017 and € 47.06 in 2018.
b) In cases of travel by private vehicle, per kilometre travelled from EUR 0.26 in 2016, EUR 0.26 in 2017 and EUR 0.27 in 2018.
c) If, for the purposes of the company, any worker is required to perform the half-day meal outside his home, he will be paid as a mean diet 11.79 euros in 2016, 11.90 euros in 2017 and 12.01 euros in 2018.
Article 25. Trade union representatives.
The workers who are elected to hold positions in the representation and government bodies in their respective trade unions, who demand full dedication, will be able to apply for the surplus, being compulsory for the company. their concession for the duration of the abovementioned situations. the worker must be reinstated within a maximum of one month, being the mandatory reinstatement for the undertaking.
Article 26. º Credit schedule of the employees and the representatives of the workers within the company.
Workers ' representatives will enjoy the guarantees established at any time by the current legislation.
The representatives of the workers shall have a monthly credit schedule paid by each of the members of the committee or delegate of staff at each working centre for the exercise of their duties. representation, according to the following scale: delegates of staff or members of the business committee:
1. º Up to 250 workers 32 hours a month.
2. º of two hundred and fifty-one to five hundred workers, 45 hours.
3. º of five hundred one to seven hundred and fifty workers, 45 hours.
4. º of seven hundred and fifty-one in forward 45 hours.
According to both parties agree that the monthly credit hours that the members of the committee or staff delegates will enjoy may be accumulated at the request of the members, in whole or in part, in one or more of its members.
Article 27. Bulletin Board.
In order to facilitate the dissemination of those notices which may be of interest to trade union members and workers in general, the company shall make available to it a notice board to be placed in the work centre and where appropriate access to the same worker is ensured.
Article 28. º Right of Meeting.
Companies shall respect the right of assembly in assembly to the workers of the same, such meetings shall in any case be outside the working hours and may take place within the premises of the undertaking at the request of the of the business committee or staff delegate.
Article 29. Union Sections.
Trade union sections may be established in companies in accordance with the provisions of the organic law on trade union freedom.
Article 30. º Personal Guarantees.
The most beneficial personal conditions that are considered to exceed the agreed upon in this agreement will be respected, in the sense that the workers who before the validity of this agreement will come In the case of an overall remuneration higher than that established here, they shall not be reduced in their total remuneration in their respective undertakings as a result of the entry into force of this Convention.
Item 31.
This Convention supersedes any other convention as to why the undertakings defined in Articles 1 and 2. of this Convention are governed.
Article 32. º
In any case not provided for in this collective agreement, the parties shall be governed by the provisions of the laws in force in each case.
Article 33. No application and substantial modification of working conditions.
A) Not applicable.
1. This collective agreement obliges all employers and employees within their scope of application. Notwithstanding the foregoing, by agreement between the undertaking and the legal representation of the workers, as provided for in Article 87 (1), the conditions of employment may be applied, after a period of consultation has been carried out, agreed here when economic, technical, organisational or production causes are present, in accordance with Article 82.3 ET and affecting the following matters:
a) Workday.
b) Time and distribution of working time.
c) Shift work regime.
d) Pay and salary system.
e) The work and performance system.
(f) Functions, where they exceed the limits for functional mobility provided for in Article 39 of the Staff Regulations.
g) Voluntary improvements to the protective action of Social Security.
2. The period of consultation with the legal representation of workers shall be for a maximum of 15 days and shall cover the grounds which, where appropriate, shall justify the agreement to the application of the working conditions agreed in this Convention. and new applicable working conditions.
3. The minimum content of the agreement is set to the time limit and the conditions to be applied, which may in no case exceed the duration of this collective agreement.
The agreement reached must be notified to the Joint Commission of this Convention.
4. In the absence of legal representation of the workers in the undertaking, they may ntion of occupational risks, prevention services, among other functions, will provide the company with the advice and support that it requires the types of risks involved in it and in terms of:
-The design, implementation and coordination of preventive action plans and programs.
-The assessment of risk factors that may affect the safety and health of workers in the terms provided for in Article 16 of the law on the prevention of occupational risks.
-The determination of priorities in the adopt o">Extraordinary hours are considered those hours of work that are performed on the maximum duration of the daily working day.
Such hours at the choice of the worker, may be compensated on rest or by means of his credit, which in no case may be less than the result of the sum of the amounts, also annual, which the convention establishes for each post work on basic salary, plus hygiene, and seniority, between the annual hours agreed in the agreement.
Article 38. Night Work.
It is considered night work to be considered for this situation in article 36 of the status of the workers, considering this work done between 10 and six in the morning.
Night work will have specific remuneration to be determined by agreement between the representation of the workers and the company, and in the event that it does not exist, by agreement between the parties and in the event that it does not exist Agreement between the parties, this agreement marks the remuneration corresponding to 15% on the basic salary, taking into account the hours worked in that time.
They are excepted from this consideration, taking into account the fact that the work is night by its nature or the compensation of this work has been agreed upon for breaks.
Article 39. Disciplinary Regime.
39.1 Fault and penalty regime.
Workers may be penalized by the management of companies under labor defaults, in accordance with the graduation of faults and penalties that are set forth in the following articles.
The enumeration of the different types of faults is merely enunciative and does not imply that there can be no others, which will be qualified according to the analogy they keep with those.
39.2 Graduation of faults.
Faults committed by workers will be classified according to their importance and concurrent circumstances in mild, severe and very serious.
39.2.1 Mild Fhighs.
The following are considered minor faults:
a) Up to three punctuality faults in a month without justified cause.
b) False to work one day per month, without cause.
c) Not to communicate, with prior character, the absence to work, unless it is impossible to do so.
(d) Abandonment of the job, without cause or reason, even for a short time, provided that such abandonment was not detrimental to the development of the productive activity of the company or cause of damage or accidents to the persons, in which it may be regarded as serious or very serious.
e) Negate in the development of the work entrusted and in the preservation of the material, as long as it does not cause injury to the company or the people.
f) Do not communicate to the company any variation of its situation that has an impact on the work, such as the change of its habitual residence.
g) Lack of grooming or personal cleansing.
h) The discussions, both of the workers and their superiors, provided that this occurs on the occasion or occasion of the work.
(i) Failure to comply with the rules on the prevention of occupational risks, which do not pose a serious risk to the worker, or to his or her colleagues or third parties.
j) Find yourself in the job center, without authorization, outside of the workday, provided there is no justified cause.
k) The concealment of any event or fault that the worker has witnessed and which could cause injury to the company, to his or her colleagues or to third parties; including any anomaly, fault or accident that he/she observes on the premises, machinery or premises.
l) The use of enterprise-owned computer media (e-mail, intranet, Internet, computers, scanners, network folders, photocopiers, among others) for particular purposes other than those related with the content of the work provision, within the working day, unless appropriate authorization is provided.
39.2.2 Severe High.
The following are serious faults:
a) More than three punctuality faults in a month, without justified cause
b) False two days to work for a month, without reason to justify it.
c) Serious disrespect, or discussions that led to scandals or riots.
d) Failure to comply with the rules on the prevention of occupational risks, where they pose a serious risk to the worker, his or her colleagues or third parties, as well as the non-use of the means of safety provided by the company.
e) Disobedience to the superiors in any matter of work, provided that the order does not imply a vexatious condition for the worker or risk to the life or health, both of him and of other workers.
f) Any alteration or falsification of personal, occupational or health data relating to the worker himself or his colleagues.
g) Perform, without the appropriate permission, particular jobs in the job center, as well as use for own uses of the company tools, both inside and outside the work premises, unless you have the appropriate authority.
h) The abuse of authority of the controls towards the set of workers.
i) Introducing or facilitating access to the workplace to unauthorized persons.
j) Simulate the presence of another worker, signing or signing for him.
k) Two minor faults in the use of the company's proprietary information (email, intranet, Internet, computers, scanners, network folders, photocopiers, among others) for particular purposes and different from those related to the content of the work provision, within their working day, unless appropriate authorization is provided.
l) Consumption of alcoholic beverages or any substance or stupefaciente that has a negative or dangerous effect on the job.
m) The recidivism of three minor faults, within the same quarter, when there has been a written sanction of the company.
39.2.3 Very severe high-ups.
The following are considered to be very serious:
(a) More than ten non-justified punctuality, committed in the period of three months or twenty, for six months.
b) False to work three days in a month, without cause or reason to justify it.
(c) Fraud, disloyalty or abuse of trust in the work, management or activity entrusted; theft and theft, both to colleagues and to the company or to any person in the workplace or outside the workplace. during the development of their work activity.
d) Make it disappear, disable, destroy or cause damage with bad faith in, tools, machines, installations, buildings, appliances, appliances, documents, books or vehicles of the company or the workplace.
e) Harassment of work, be it sexual, by reason of sex, moral or psychological.
f) Provide reserved data for the job center or cd by the improved improvements.
As an exception to the general rule above, and with effect from 1 January 2017, the age of an employee from that date shall not be compensated or absorbed.
Article 36. ° Neutral Gender.
In the text of the convention, men have been used as a generic to encompass workers, without this being the ignorance of existing gender differences, to the effect of not doing a writing. too complex.
Article 37. Extraordinary Hours:
Driver/Specialist: is that worker who, having been hired to drive a vehicle, will be able to develop other specialist work when the needs of the company so require.
A specialist: is a specialist who handles electric, diesel or gas self-propelled equipment (forklifts, bulls, shovels or mechanical handrails) in a regular manner.
Mechanic/specialist: is the trained worker/a to exercise the functions of a specialist and in addition the specific maintenance and repair of the machinery of the company.
Specialist machine: It is the operator, which, in order to maintain and maintain, manages and controls fixed machinery (shear press, fragmentary press and compact presses), as well as the handling cranes, Both fixed and mobile, with octopus or electromagnet, being able to develop other specialist works how the needs of the company require it.
Specialist Blower: It is the worker who handles a torch and its accessories with theoretical training and/or proper practice, cutting metal parts and structures for recovery, or to facilitate its scrapping or transport observing the necessary preventive measures, being able to develop other specialist work when the needs of the company so require.
Specialist: are the workers, over the age of eighteen, who have the capacity and knowledge of sufficient material to carry out specific work of their trade, without prejudice to other work common, with direct responsibility for its implementation. Those workers who handle the craft's own machines will have this classification.
Pawn: is the worker, over eighteen years old, who executes tasks consisting exclusively of the contribution of his physical effort, without another condition to pay due attention and the will to carry out that which is ordered.
Apprentice: is the worker, under eighteen years old and older than sixteen, who performs functions similar to those of the pawn, compatible with his age.
Subalternate Personal Professional Group:
Controller: It is the worker who, according to company orders, can perform one or more of the following tasks:
• Information or control in the access of the company's premises.
• The care and custody of the keys, opening and closing of doors.
• Help in people or vehicles access.
• Receiving and checking tasks for visitors and entries, documents or meats, and guidance for visitors.
• Traffic control in reserved areas or restricted circulation within the facilities.
• Check and control the status and operation of boilers, goods and facilities in general, to ensure their conservation and maintenance.
Ordinance: It is the worker who performs office subaltern jobs without having to carry out liability jobs.
Cleaning: as your name indicates is the staff who apply their activity to the toilet of the industrial or office premises.
ANNEX 2
Pay tables 2016
| Monthly Base Salary | Plus Monthly Hygiene | Total Monthly | Annual Total | |||
|---|---|---|---|---|---|---|
|
Group Address | ||||||
| Manager/Manager | 1.343, 45 | 201.52 | 1.544.97 | 22.569.99 | ||
| Director/area or department | 1.209.37 | 181.41 | 1.390, 78 | 20.317.47 | ||
|
Group |
| 1.236.37 | 185.46 | 1.421.83 | 20.771.07 | |
|
1.209.37 | 181.41 | 1,209.37 |
1.390.78 | 20.317.47 | ||
|
Group Administration | ||||||
| Head/To First | 1.058.21 | 158.73 |
1.216.94 | 17.777.91 | ||
|
| 908.38 | 136.26 | 1.044.64 |
15.260.81 | ||
| Official/second | 839.21 | 125.88 | 965.09 | 14.098.71 | ||
| Administrative Auxiliary | 779.24 | 116.89 | 896.13 | 13.091.28 | ||
|
Applicant/a | 573.05 | 85.96 | 659.01 | 9.627.27 | ||
| Production Personal Professional Group | ||||||
|
Enloaded/to general | 1.058, 21 | 158.73 | 1.216.94 | 17.777.91 | ||
| Load/a | 963.14 | 144.47 | 1.107.61 | 16.180.74 | ||
|
Officer: They are those operatives who carry out qualified work of their specialty that require a specific skill and professional knowledge of the subject, acquired by a long practice or by methodical learning, equivalent to the degree of officialdom in vocational training centres. He will perform his specialty's own functions with spirit of initiative and responsibility, being able to have his orders or specialists. Driver/a of 1: This is a worker who has been hired to drive a category c, d, and/or have the class="cuerpo_tabla_izq">/a |
857.15 | 128.57 | 985.72 | 14,400,09 | ||
|
/a from 1. | 908.41 | 136.26 | 1.044.67 | 15.261.27 | ||
|
857.15 | 128.57 | 985.72 |
14.40,09 | |||
|
Driver/a-specialist | 857.15 | 128.57 | 985.72 | 14,40,09 | ||
|
mechanic/a-specialist | 857.15 | 128.57 | 985.72 |
14,40,09 | ||
|
Sopletist-specialist | 857.15 | 128.57 | 985.72 | 14,400,09 | ||
|
Specialist machine | 859.73 | 128.96 | 988.69 | 14.443.47 | ||
|
802.57 | 120,39 | 922.96 | 13.483, 23 | |||
| Peon/a | 779.24 | 116.89 |
896.13 | 13.091.28 | ||
|
648.27 | 97.24 | 745.50 | 10.890, 86 | |||
|
Subalternate Personal Professional Group | ||||||
| 801.79 | 801.79 | 801.79 | 922.06 |
13.470.06 | ||
|
Cleanup |
779.24 | 116.89 | 896.13 | 13.091.28 |
Note: All previously established amounts refer to Euros.
The monthly total is referred to the ordinary pages. The annual total includes the ordinary and the extraordinary payments.
The hygiene plus i 7.91
940.60
13,740.93
Cleanup
794.90
119.24
914.14
13.354.38
Note: All previously established amounts refer to Euros.
The monthly total is referred to thentro">
Group Address
Manager/Manager
1.370, 45
205.57
1.576.02
23.023.59
Director/area or department
1.233.67
185.05
1.418, 72
20.725.65
Group
1.261.22
189.18
1.450.40
21.188.46
1.233.67
185.05
185.05
1,418.72
20.725.65
Group Administration
Chief/first
1.079.48
161.92
1.241.40
18.135.24
926.63
138.99
1,065,62
15.567.33
Official/second
856.08
128.41
984.49
14.382.12
Administrative Auxiliary
794.90
119.24
914.14
13.354.38
Applicant/a
584.57
87.69
672.26
9.820.83
Production Personal Professional Group
Enloaded/to general
1.079, 48
161.92
1.241.40
18.135.24
Load/a
982.50
147.37
1,129.87
16,505.91
/a
874.38
131.16
1,005.54
14.689.62
/a from 1.
926.66
139.00
1,065.66
15.567.90
874.38
131,16
1,005.54
131,16
14.689.62
Driver/a-specialist
874.38
131,16
1,005.54
14,689.62
Mechanical/a-specialist
874.38
131.16
1,005.54
14.689.62
874.38
131,16
1,005.54
14.689.62
machine
877.01
131,55
1,008.56
14,733.75
Specialist
818.71
122.81
941,52
13.754.37
Peon/a
794.90
119.24
914.14
13.354.38
Apprentice/a
661.30
99.20
760.50
11.109.90
Subalternate Personal Professional Group
817.91
817.91
81>
13.604.79
Cleanup
787.03
118.05
905.08
13.222.05
Note: All previously established amounts refer to Euros.
The monthly total is referred to the ordinary pages. The annual total includes the ordinary and the extraordinary e ordinary pages. The annual total includes the ordinary and the extraordinary payments.
The hygiene plus is calculated as 15% of the base salary.
