Read the untranslated law here: http://www.boe.es/buscar/doc.php?id=BOE-A-2015-11054
Having regard to the text of the collective agreement for national industries nougat and marzipan (code No. 99005165011981 agreement), which was signed on July 1, 2015, on the one hand by the Spanish Association of Manufacturers of nougat and marzipan and the Association of Manufacturers of nougat, chocolates Derivatives and Valencia representing companies in the sector, and one in the Federation Agrifood CCOO and the Federation of Industry and Agricultural UGT Workers on behalf of workers, and in accordance with Article 90, paragraphs 2 and 3 of the Law of the Workers' Statute, revised text approved by Royal Decree 1/1995 of 24 March and Royal Decree 713/2010, of May 28, registration and deposit agreements and collective bargaining agreements,
This solves DG Employment:
registration of that collective agreement in the register of collective agreements and working arrangements with operation through electronic means of this Management Centre, with notice to the Bargaining Committee.
Having its publication in the "Official Gazette".
Madrid, September 30, 2015.-The Director General of Employment, Xavier Thibault Jean Braulio Aranda.
COLLECTIVE AGREEMENT FOR NATIONAL INDUSTRIES nougat and marzipan
Article 1. Territorial scope.
The Collective Agreement shall apply throughout the national territory.
Article 2. Functional scope.
The provisions of this Collective Agreement shall govern labor relations in all companies and work centers whose principal activity is the manufacture of nougat and marzipan. With respect for the principle of unity of enterprise, the Convention shall extend to the complementary or related activities.
Article 3. Personal scope.
The Collective Agreement shall apply to workers employed providing services in companies mentioned in the previous article. It shall not apply to excluded personnel or employment relationship which is subject to employment of the special status by virtue of the provisions of the laws of a general nature.
Article 4. Temporal scope.
The collective agreement will run from 01/01/2015 until 12/31/2015 and will enter into force following its publication in the "Official Gazette".
The economic effects are retroactive to 01/01/2015, proceeding to pay the new wages in the first payroll, once within 30 days from the signing of the Convention and the corresponding arrears from 1.1.2015 is they made effective within the following three months of signing. In the other subjects the application of the Convention will be from the signature.
Article 5. Reporting and extension.
Either party may terminate the Agreement within the last month of their term, both for termination and for review, starting trading on the maximum period of one month from the end of their term.
If not mediate the express denunciation, it shall be extended on its own terms from year to year without, except those that are imposed by legislation modification.
Notwithstanding the foregoing
economic values prevailing on the last year of the collective agreement (31 December 2015) shall apply until they are replaced by the agreement on the new agreement.
Article 6. Effects.
This Convention obliges parties as law among its signatories and natural or legal persons in whose name the contract is concluded, prevailing over any other norm that is not absolutely necessary right, without prejudice to the provisions of Article 84.2 and Article 84.3 of the Statute of Workers. The same binding force will Annexes
The conditions agreed form an indivisible whole so you can not claim the application of one or more of the provisions, forgetting the rest, but for all purposes shall be applied and observed in its entirety.
In the event that the authority or jurisdiction, in exercise of the powers that are proper and not approved or resolved to leave without any effect of the provisions of this Agreement, the parties to this Agreement shall meet within the the following ten firmness of the resolution, in order to solve the problem posed business days. In the absence of agreement at that meeting, anywhere legitimated within a maximum period of thirty working days from the date of finality of the decision in question, attend the mediation services of SIMA and persist discrepancies and disagreement in the same act, the parties may voluntarily submit the decision to arbitration through the Fifth Autonomous Agreement on Dispute Resolution.
The established remuneration may be offset or absorption, according to the conditions regulated in the Workers' Statute, with all existing at the time of entry into force of the Convention, whatever the nature and origin of the same except compensation, supplies and services of the Social Security Scheme delegated payment.
May only be modified the conditions agreed in this Agreement when new, established by provisions of a general or conventional application must, exceed those here together and agreed on a yearly basis. Otherwise, it shall remain the Convention on its own terms without any of its concepts, modules and remuneration modification.
Agreed conditions in individual contracts awarded in a personal capacity between employer and employee, effective approval of this Agreement and that, globally, exceeding the same annualization together and be respected.
Article 7. Concurrence of agreements.
This Convention obliges all the time duration, excluding any other, to all companies and workers, within the abovementioned areas, without prejudice to the provisions of Article 84.2 of the ET.
Article 8. Interpretation of the Convention.
1. A Joint Committee, whose functions shall be established:
A) The mediation, arbitration and conciliation in individual or collective disputes that may be submitted.
B) The interpretation and application of the agreement. And
C) Monitoring of all agreements.
2. The agreements it reaches the Joint Commission on matters of general interest, be considered part of this Collective Agreement and will have the same binding effectiveness. Such agreements shall be sent to the labor authority for registration.
3. The Commission shall consist of five representatives of the trade union confederations signatory and five representatives of the signatory business associations, to be appointed from among the members of the Commission of the Convention deliberating.
4. Regulation of operation.
A) Reuniones.-The Joint Commission shall meet:
For the exercise of the functions indicated in paragraph 1 a) and b), when its intervention is required.
In the case of paragraph 1 c), every four months.
B) Convocatorias.-The Joint Commission shall be convened by the Secretariat of the Commission when it is in writing and requested his intervention. The call was made by letter in which points are expressed to be discussed in the agenda.
The Commission shall meet within the term that circumstances depending on the importance of the issue, but in no case exceed fifteen days from the date of the request by the person concerned from the call.
If I met this term the Commission would not have met, means exhausted the intervention of the Joint Commission, the interested party may bring an action it deems appropriate.
C) Exclusiones.-In the event that any of the queries affect any member of the Commission or the company they represent or they are party, shall not appear at the meeting the Joint Commission and therefore not participate either in the debates or decision making. The representative or representatives affected may be replaced by alternates.
D) Quorum-Asesores.-The Commission shall be constituted when attend the same half plus one of the members of each of the representations.
The parties may attend meetings accompanied by a maximum of two advisers.
E) Validity of the agreements. The resolutions of the Commission in any case require the affirmative vote of sixty percent of each of the two representations.
Of each meeting minutes shall be signed by the person acting as secretaries and a representative of each party will rise.
F) Domicilio.-For the purposes of notifications and calls, the Joint Commission will be hosted alternately in the domicile of the Agrifood UGT Federation of State, located on Avenida de America, 25 State Federation Agrifood DC. OO., located in the Plaza de Cristino Martos, 4 or in the National Association of Manufacturers of nougat and marzipan, located 08037 Barcelona, c / Mallorca, 286 and that of the Manufacturers Association of Halva, Derivatives and Chocolates of Valencia, located at 03100 Jijona (Alicante), Font del Moratell street, s / n.
5. Mandatory submission to the Joint Commission.
The parties undertake to submit to the Joint Committee on all matters of general interest provided that it results from the interpretation of the rules of the collective agreement, which arise in advance any measure pressure or judicial or administrative without prejudice to the subsequent exercise of individual or collective rights.
Article 9. Organization of work.
Technical and practical organization of the work corresponds to the management of the Company, who may establish such systems organization, rationalization and modernization deems appropriate, and any structure of the sessions or departments of companies, being able to move your staff within the different sections or departments, provided it is in accordance with the laws on the subject. The worker is obliged to perform the work agreed under the direction of the employer or his delegate.
Without detracting faculty that corresponds to the address of the Company or its representatives, committees or Staff Delegates shall be informed of substantial changes that occur in the organizational system.
Article 10. Performance Systems.
In accordance with the existing rules on the matter, in industries subject to this collective agreement, with the agreement of the Works Council, can I set the task work or systems production premium, so that the minimum activity required in normal performance or appropriate compensation that the worker has indicated in Convention according to their professional status. Incentives may be collective (equipment, chains, etc.) or individual, as circumstances warrant work.
Established the incentive system, the yields obtained above normal, will be paid by a premium on wages of perception. The amount of this premium shall be proportional to the increase of the yield obtained.
Companies, following a mandatory report of the Company, may limit, scale down or even eliminate the incentives individually to all those workers who through lack of fitness, attention, interest or any cause of subjective nature not obtain the due performance or jeopardize the quantity or quality of production, without prejudice to other measures that could be applied to the case.
The incentives may be suspended generally by sections or workers, where the objectives pursued by the system are unachievable, lack or reduction of work in the company, carried out trials of new tasks or proceed to repair or reform the installations. In such cases workers receive remuneration corresponding to the minimum required performance over seniority increases.
Article 11. Basis of productivity, definitions, normal activity.
Productividad.-Base is the operator developing a means normal working hours, without the stimulus of incentive remuneration, under competent direction. This can easily keep pace day after day, without excessive physical and mental fatigue, and is characterized by performing a constant and reasoned effort. In the commonly known systems, it corresponds to 60 points Bedaux, 75 Create and 100 National Productivity Commission or equivalent.
Activity óptima.-is the maximum authorized operator can develop a means without loss of professional life, working eight hours a day; in the above systems Bedaux corresponds to 80 points, 100 points and 140 points Creates National Productivity Commission.
Performance normal.-is corresponding to the amount of work that a worker performs an hour of normal activity.
óptimo.-Is corresponding to the amount of work that an operator performs an optimum activity time.
Remuneración.-The remuneration for optimal performance, which will represent a normal and correct performance industrious worker proportional to this performance increase may not be less than 33 percent of base salary compensation on when the worker develop optimal activity according to the commonly known systems (80 points Bedaux, 100 and 140 Creates National Productivity Commission or equivalent).
Performance pactado.-performance is normal corresponds to the so-called normal activity and is the minimum required performance and the company may determine and demand it at any time without the demand it not mean abdication of law.
Remuneración.-Remuneration in the minimum required performance is determined by the amounts in the table of figure salaries as wages of perception.
In case of discrepancies on determining the minimum required and optimum performance as well as on the choice of incentive system, the parties (company and workers) to legally established procedure for the determination of this minimum is submitted.
While the discrepant question is processed, the company will apply its proposal and workers receive their wages under the minimum performance established by the Company, subject to the settlement of disputes that might arise.
Article 12. Classification and recruitment.
1. Professional groups. Professional groups and their functions are listed in the relevant Annex.
2. Procurement. Recruitment procedures will be as extensive as those established by law or by the customs of the sector. Uniquely, the light of the provisions in force today, the following methods are developed:
2.1 Training contracts
contract for training and learning. Contract for training and learning. The contract for training and learning may conclude with workers over sixteen and under twenty-five, unless the current regulations allow the conclusion to a different age.
Not take into account the age limit when it entered into with persons with disabilities or in the case of collective expressly set out in the current legislation so provides.
The training contract shall cover the practical and theoretical training of the hired worker. The hired worker shall not be available to any college degree or vocational training or higher level, or officially recognized as equivalent, related job titles to play.
The minimum duration of this contract is six months and maximum of three years. In the course of less than three years they may agree contracts are extensions for minimum six-month periods not exceeding three years. The trial period must be agreed in writing and may in no case exceed one month.
The remuneration of the worker will be 60, 70 or 80 percent during the first, second or third year, respectively, the wage set in this Agreement for a worker holding the office or position under contract.
The maximum number of workers for training for workplace that companies can hire shall not exceed the following scale:
Up to 10 workers, 25 percent of the workforce.
11 to 50 workers, 20 percent of the workforce.
From 51 to 250 workers, 12 percent of the workforce.
From 251 to 500 workers, 8 percent of the workforce.
More than 500 workers, 6% of the workforce.
Notwithstanding that all other requirements are met to carry out such contracts: The existence in the very professional staff of office to take charge of tutoring.
The disabled workers hired for training will not be counted for the purposes of the limits referred to in this article.
Theoretical training. 25 percent of the total of the day will be devoted to theoretical training, this time can be increased for each particular company. The regime alternation or concentration of time devoted to theoretical training, based on the actual work will be established in each company depending on their particular circumstances. In the employment contract shall specify the hours and days devoted to training, and the training center, if any, in charge of the theoretical teaching.
Therefore are repealed categories and corresponding salary tables for administrative staff Aspiring Aspiring and finishing, packaging and packaging set out in previous collective agreements for industries nougat and marzipan.
2.1.2 Contract work in practice. Contracts work experience may be held with workers belonging to professional groups or categories listed in the relevant Annex.
The duration of this contract shall not be less than six months nor exceed two years. If the contract had been concluded for less than two years time, the parties may agree to three extensions without exceeding the total contract duration of two years.
The worker's pay is 60 percent or 80 percent during the first or second year of the contract, respectively, the wage set in this Agreement for employees who perform the same or equivalent job.
2.2 Fixed-term contracts:
2.2.1 Contract for the execution of a work or service. They may agree contracts of this nature when the worker is to perform some of the work or tasks defined below:
A) Construction, expansion, rehabilitation and repair works in general.
B) Installation, commissioning and repair of:
Machinery and equipment.
C) Activities related to organizational, industrial, commercial, administrative and service processes, such as:
Centralization of scattered
tasks in other workplaces.
New production line.
Research and new product development or service.
Market studies and surveys.
Opening new markets or distribution areas.
D) Implementation, modification or replacement of computer, accounting, administrative and personnel management and human resources systems:
E) Business activities arising from supply contracts have been agreed by the company with public administrations through commercial, administrative or contest contract.
F) Other activities which by analogy are equivalent to the above.
When the contract is to launch a new product, make a new service or open new markets or distribution areas, will have a maximum duration of two years. If after two years the activity had been consolidated, the worker hired by any of these causes is entitled to transform their indefinite contract.
2.2.2 Contract for market circumstances, accumulation of tasks or excess orders.
The maximum duration of these contracts shall be twelve months within a period of eighteen months from the time the cause that motivates occur. If concluded for less than twelve months, they may be extended by agreement of the parties, but not exceeding the sum of the contracted period twelve months and made within the period of eighteen months maximum.
contract for permanent seasonal jobs.
188.8.131.52 will be considered to contract for permanent seasonal workers who entered into to perform work intermittently or cyclic within the normal volume of business activity, which is not repeated on certain dates and does not require the provision of services during every day throughout the year have the status of working in general, developed the days of service in one or more periods of seasonal activity, with the nature of his contract established in the art. 15.8 of the Statute of Workers.
184.108.40.206 Access to discontinuous fixity occur by any of the following modes:
A) Workers hired under this type of contract.
B) The temporary worker to take attending to work uninterruptedly in the same company for three years having contributed two hundred seventy days in these three years, acquire the status of permanent seasonal worker rights and guarantees that the law requires for same.
C) Any or campaign workers, from January 1, 2003, serving in two successive years and demonstrating, at least 160 trading days in the company during the indicated periods of time and then be rehired acquire the status of permanent seasonal worker, with the rights and guarantees that the law requires for them.
Llamamiento.-The discontinuous permanent staff will be called in the order and manner set out below:
A) Discontinuous permanent workers must be called each time you start the annual campaign of manufacture.
B) The call staff will gradually depending on the needs required at all times the workload to develop and must be made within each specialty in order of rank and seniority.
Workers exceptionally and organizational needs of the productive activity of the company, performing work senior, regardless of perceiving the remuneration corresponding to said top category, keep your order number old for its call lists specialty and category of origin.
If the exceptional situation, to which the preceding paragraph, the consideration acquired habitual and permanent shall apply the provisions of the Convention regarding promotions.
Workers in accordance with the procedures under the Convention and the Statute of Workers ascend to a higher category shall be entitled to reserve their order of seniority number for calling in the previous specialty and standard, object not to prejudice the promotion of discontinuous fixed in companies, receiving in each case the wages payable to the work actually performed.
C) The appeal shall be made by the media and the notice that are customary in each territory and the worker who did not respond positively to this appeal within eight days of made it, lose the rights which until then it had generated, even when incorporated after the company.
D) the application of the preceding paragraph is excepted workers who were missing the call for duly justified cases before the employer in a timely manner: common sickness, maternity or accident.
E) The suspension of fixed discontinuous contract will occur in every workplace, gradually or completely, in reverse order to the inclusion in the call and meeting the needs of lower production.
F) shall draw up a census of permanent seasonal workers by specialty, rank and seniority, which will be discussed in the bulletin board to facilitate knowledge workers.
G) Work activity of permanent seasonal worker will be interrupted until further appeal.
2.3 Preferencias.-also discontinuous permanent staff will have preference to fill the vacancies of permanent staff who are covered by companies.
2.4 Equal treatment and proportionality.
Fixed discontinuous and contracted temporarily or for a certain time workers have the same rights as workers with contracts of indefinite duration, subject to the specific characteristics of each of the contractual arrangements regarding suspension and termination of the contract of those expressly provided by law concerning training contracts and the integration contract. Such rights are recognized proportionally, depending on the time worked, as they are economic in content or appropriate in view of their nature.
2.5 All contracts will be carried out under the principle of equal treatment between men and women and non-discrimination treatment in employment, economic and occupation.
Income and separations
Article 13. Probationary period.
1. Revenue staff will be provisional for a period variable test, provided that it be concluded in writing, depending on the nature of the work to be performed, according to the following scale:
Technical Staff: six months.
Rest of staff: two months.
Contracts in practice: two months for workers hold high school degree and one month for workers in possession of medium-level of.
Training contracts: one month.
The temporary disability, maternity, adoption or foster care interrupted the trial period, unless otherwise agreed.
2. The probation worker shall be obliged to perform professional, psycho-medical examinations and the company deems appropriate tests.
During the periods indicated, both the worker and the company may abandon the test or proceed to terminate the contract, without notice or right to compensation.
3. The worker will be paid during the trial period with the salary corresponding to the professional category in which has been classified. The trial period will be computed for purposes of seniority.
Exceeded the probationary period, the employee will become part of the staff of the company with the appropriate category in each case, with the character of fixed or determined by the time agreed, in accordance with existing legal provisions.
Article 14. Termination.
The employment contract shall terminate in accordance with the provisions of the Act.
Article 15. Settlement.
Personnel who leaves the company given a liquidation of all emoluments that correspond with the appropriate details, so you can know exactly the nature and amount of the various concepts. The signing of such liquidation will take effect as of the detailed amounts received and does not mean conformity therewith, except as expressed only. A proposal affected in the ceremony of liquidation may be a legal representative of workers, if any worker.
Workers who voluntarily stop service companies, will be obliged to make it known to them meeting the following minimum notice periods:
Technical and Administrative Staff: 1 month.
Subordinate Workers and Staff: 8 days.
Failure to comply
worker said forewarning, may not receive the settlement dismissal or resignation until the date the Company made the next payment to the majority of its staff, also demanding compensation in an amount equivalent to the amount of his daily wage multiplied by as many days as missing to cover the period of notice.
Day, breaks and holidays
Article 17. Workday.
The annual effective working hours will be 1770 hours, both starting time and for the continued, be distributed each company in the most convenient way to the needs of the campaign. The limits of this distribution will be marked by respect for a maximum of nine hours and 36 hours of regular weekly rest undisturbed.
Working time is calculated so that both the beginning and the end of the workday, the worker is on the job.
Article 18. Extension of the day.
The company may in extraordinary circumstances that occur because of damage at the facilities, unpredictable delays because of supply of raw materials or other by force majeure, order the continuation of the day, by subscribing as overtime which beyond ordinary day.
Workers whose action starts or closes the others, should expand their journey by the time strictly necessary to do so, or anticipate the entry or exit, alternatively, at the option of the company.
Staff long-distance transport is subject to specific legal regime in force for the same.
This overtime shall be paid in accordance with Article 29 and relevant Annex of the Convention. The realization of the same members of the Committee or Staff Delegates will be informed, where appropriate.
Article 19. Vacations.
Annual leave will last 30 days, equivalent to 22 working days, and enjoy the time of year, by agreement, establish the Company's management and employees, excluding holiday period as the time campaign of each company.
By agreement between the employer and the legal representatives of workers may set holiday periods for all staff either in shifts organized on either the total suspension of work activities, without exception those of maintenance, repair and the like.
The holiday period it can be fractionated by agreement of the parties.
Holidays are taken in proportion to the time actually worked, either permanent staff, temporary, permanent seasonal, campaign or contracted for some time. Those who enter or cease the year, will be entitled to a proportionate share based on the number of months worked, calculating this twelfths and computed as a full month fraction than fifteen days.
When the holiday period established in the holiday calendar of the company to which the previous paragraph refers coincides in time with a temporary disability resulting from pregnancy, childbirth or breastfeeding or with the period of suspension of the contract work provided for in Article 48.4 and 48.bis of this Act shall be entitled to enjoy holidays different from the temporary disability or of leave that application of that provision would correspond date, at the end of the period suspension, but finished the calendar year to which they relate.
In the event that the holiday period coincides with a temporary disability than those indicated in the previous paragraph that prevents the worker enjoy whole or in part, during the calendar year corresponding contingencies, the worker may do it once their inability to complete and provided they have not been more than eighteen months from the end of the year in which they originate.
However, in the event that the relevant legislation amended the provisions of the preceding two paragraphs, the parties will adapt the text to the provisions of ET at all times.
The holidays will be paid according to the amount set out in the Annex to this Agreement, plus the corresponding thirty days old. The resulting amount will be made effective by companies immediately before the start of the same business day, to be suspended or to terminate the contract in cases of intermittent, casual or temporary, permanent workers respectively.
Licenses and exceedances
Licensing, exceedances and reconciliation of personal, family and professional life the rules set out in the Equality Act Statute of workers and other laws that are applicable in these matters shall apply.
Article 20. Licenses.
The worker, upon written request, may be absent from work with the right to compensation in cases which are listed below and for the duration indicated:
A) Eighteen calendar days in case of marriage, but when the worker carries in the company less than a year only enjoy the proportional part to that period for the difference between the provisions of this Convention and ET | ||
B) Three calendar days in case of birth of a child or serious illness or death of a spouse, child or parent of either spouse, grandchildren, grandparents or siblings; if the worker had need to travel outside his residence, the period is increased by the time required for such displacement and a maximum of four calendar days in total (persistence and displacement).
C) A day moving home.
D) essential to the fulfillment of an inexcusable duty of public and personal time.
Absences from work for medical consultation visit to Social Security, for the time spent in this and prior permission of the Company, shall be considered excused absences, if properly credited, but not payable permissions.
E) To perform union or staff representative functions and in the terms of the agreement provided that, subject to appropriate notice, permission of the company and the subsequent justification of time used.
The licenses paragraph b) refers to be granted in the act, notwithstanding subsequent justification, the day of his return to work. The severity of the disease will be demonstrated by proof of hospitalization or express the opinion of a doctor. A very serious illness only entitled to one permit a year.
The days of the licenses will always be natural and uninterrupted, the fact that motivates permission within days of it being always.
These licenses will be paid the salary of the agreement tables longest.
F) / the workers / is breastfeeding a child under nine months are entitled to one hour off work, which can be divided into two fractions. The right holder, by his will, may replace this right by a reduction of their day half an hour for the same purpose. This permit can be enjoyed by one of the progenitories if they both work. Every eight working days may accumulate in a day of complete enjoyment. The duration of the permit shall be increased proportionately in cases of multiple births.
Workers to be submitted for examination, due to be enrolled in a government because of study or career, the company requested permission to be granted by Serles the necessary time and up to 10 days year. This permit will be rewarded with more seniority salary Convention, duly justifying assistance thereto and in ordinary or extraordinary meeting have passed at least half of the subjects reason for the exams.
Excluded from these licensing exams driver or the worker must suffer for joining undertaking other than that in which it serves.
Personnel carrying a minimum of two years of service in a company, may request leave without pay for a period not less than 15 days nor more than 60, and will be granted within one month, provided that permit service needs and adequately justify the reasons for his request.
During the duration of the license, the company may extend down the affected worker in Social Security.
No worker may request new license until two years after the enjoyment of the last that was granted.
The company granted furloughs for driving tests, provided it is out of season.
Article 23. Seniority licenses.
Will not be discounted any effect time spent on licenses regulated in this chapter, except to employees who have applied three or more furloughs or total add more than six months. In such cases it must be deducted every time effects resulting from adding the various licenses you enjoyed.
Article 24. Leave of absence.
The exceedances can be voluntary or mandatory.
Voluntaria.-may apply for leave on workers aforementioned companies with the same seniority, of at least one year.
Are indispensable conditions for granting the following:
A) written request stating the reasons.
B) Formal commitment that during the period of leave, the employee will not devote the same activity of the company which has granted or self-employed or employed, whose failure will cause termination of the employment relationship, with loss of the right obtained.
Leave requests will be resolved within the month following its presentation, they will be addressed within service needs.
Time leave may not be less than four months nor more than five years.
The surplus worker retains the preferential right to re-entry into vacancies same or similar category who has or is produced in the company, for which purpose must apply within the period from thirty to sixty calendar days prior to the completion of the exceedance understood otherwise waiving their employment relationship.
Forzosa.-The forced leave the worker who granted the following circumstances:
A) Have been chosen for the performance of public office, the state level, Nationality, Regional, Provincial or Municipal, through elections, for all or each of the areas general.
B) When to these same charges he were appointed under official appointment, approved by the Council of Ministers or competent organs of the State, nationality, region, province or municipality and published in the corresponding "Official Gazettes" or by appropriate administrative decision .
Workers who wish to exercise the right to leave and covered in this section shall carry out the same procedures outlined for the leave.
between 30 and 60 calendar days prior to the end of the period of leave period the employee must notify the company, irrefutably, his willingness to return well understood that not do it this way and within the term waiver means that right, thus losing the benefit of reinstatement by termination of the employment relationship.
In all cases referred exceedance and while they last until the surplus is not reinstated to the job, is not entitled or to perceive salary or the time elapsed in such a situation compute for any purpose, except Legal otherwise expressly provided.
Article 25. Remuneration.
The remuneration of workers is generally established in the annexed salary table, salary accrue in proportion to the time worked.
Article 26. Age.
Contract workers with indefinite full-time service companies are entitled to a maximum of ten year periods because of age in 2013, nine in 2014 and eight trienios trienios from 2015. The amount of each triennium shall be as shown in the general table wages.
This add-old will be paid in twelve monthly installments and natural ninety days of extraordinary bonus provided the base salary is due.
bear this supplement during the occupation period and to compute a three-year period should be provided uninterrupted services, albeit in different campaigns for eighteen months. The second and successive three-year periods shall be calculated in the same way. Campaign workers who were receiving the seniority supplement in its previous status of permanent workers campaign, will continue to receive.
The temporary workers and part-time contracts have the same rights as fixed and fixed intermittent workers proportionally depending on the time worked
Article 27. Plus nocturnality.
Staff working between 22 pm and 6 am shall receive for each hour worked in this time of night shift a plus in the amount fixed for each category in the wage Annex.
The Nocturnidad Plus will keep the amount of 2010 during the term of the agreement, without any increase ".
I perceive are excluded from this plus nursery staff and surveillance perform their role during the night or those specifically hired to work a night shift.
Article 28. Overtime.
Given the serious situation existing unemployment and in order to promote employment, both parties agree to the desirability of reducing to the absolute minimum overtime in accordance with the following criteria:
A) the usual overtime shall be deleted.
B) Overtime required for the repair of accidents or other extraordinary or urgent damage, as well as cases of risk of loss of raw materials, delay in the supply of raw materials for reasons of transport and completion of tasks storage and loading and unloading of perishable goods, will be a must realization.
C) Overtime having their cause in orders or production peak period, unforeseen absences, shift changes, maintenance or other circumstances of a structural nature, shall be freely accepted by the worker and shall not exceed eighty per year. When possible, temporary contracts or part-time endeavor, under the general provisions.
The Management and the Works Council ensure compliance with these standards.
The Management Company will report monthly to the council, to the Delegates of Personnel or Stewards on the number of overtime hours worked, specifying the causes and, if applicable distribution sections. Also, based on this information and the above criteria, the company and the legal representatives of workers, determine the character and nature of overtime.
Overtime (1.75 on the value of the ordinary hour) will be paid to the values listed for each category in the relevant Annex, unless the system of compensatory rest hours of 1.75 applies for each ordinary extraordinary.
keep the amount of 2010 during the term of the agreement, without any increase.
Article 29. Complement campaign for the territory of Alicante.
1. Additional Provision Two of the National Collective Agreement of 1992, maintained the abolition of 'snap year', having been incorporated into the wages of workers, except in the territory of the province of Alicante, where not having been able to incorporate into their all the basic salary of campaign staff, was paid for days actually worked during the campaign period which starts on September 10 and ends on December 10, in line with local custom and production.
2. The so-called "add-on campaign" had only the right to receive those workers in the province of Alicante, that gathering such condition, were serving in companies located in that territory, before the abolition by the Collective Agreement.
However, the reality has been that many companies have extended this right to receive the "complement campaign" in the above conditions, to campaign workers who have acquired that status after the suppression agreement.
3. Therefore, and in order to regulate and normalize this situation, it is agreed:
campaign workers in the territory of the province of Alicante, have such a condition and were receiving the "complement campaign" in 2002, they are recognized on an individual basis, as more beneficial condition in a personal capacity the still receive the "complement campaign" by actually worked days, from September 10 to December 10, according to local custom and production needs in the daily amount shown in the table below.
3.2 All other workers (fixed, permanent seasonal, seasonal or campaign), in the province of Alicante, initiate the provision of services or acquire such condition, from January 1, 2003, no They entitled to receive the "complement campaign" being deleted and incorporated the same salary.
3.3 This add-on is not compensable or absorbable and will have the same annual percentage increases than experience the Collective Agreement wage
Article 30. bonuses.
1. June extra pay. Workers accrue in proportion to the time worked between January 1 and June 30, extra pay to be paid in the second fortnight of June, consisting of the amount of one month or 30 days of base salary, in accordance with the provisions for each class and annexes territory in salary plus seniority for thirty days.
2. December extra pay. Workers accrue in proportion to the time worked between 1 July and 31 December, extra pay to be paid in the second half of December, before 22, consisting of the amount of one month or thirty days of base salary, according to the provisions for each class and annexes territory in salary plus seniority for thirty days.
3. Benefits paid extra. Employees will accumulate in proportion to the time worked between 1 January and 31 December, extra pay to be paid in two fractions, the first in March and the second in September of the following year, consisting of the amount of one month or thirty days of base salary, according to the provisions for each class and annexes territory in salary plus seniority for thirty days.
Fouls and penalties
Article 31. Fouls.
Faults are considered acts or omissions involving violation or disregard of the duties of any kind imposed by the laws in force, and in particular by this Convention.
Also they are considered offenses breaches of any rule or regulation issued by each company in particular within its peculiar characteristics.
The faults are classified, in view of their importance, significance and malice, minor, serious and very serious.
Article 32. Classification of minor offenses.
The following are considered minor offenses:
1. One to three lateness, for a period of thirty calendar days without just cause.
2. Failure to notify within 24 hours the corresponding first low temporary disability or reason when absent from work for justified reasons, unless that failure to do so is proved.
3. The abandonment of work without just cause for a short time.
4. The incidental lack of cleanliness or cleanliness.
5. Discuss matters strange to work.
Article 33. Classification of serious misconduct.
Serious offenses are the following:
1. Four to six unexcused absences punctuality in a period of thirty calendar days.
2. Fouls one or two days of work over a period of 30 calendar days without justification.
3. Not communicate with due punctuality experienced family changes that may affect Social Security benefits.
4. Simulate the presence of another worker using his signature, token or card control.
5. Not meet the quality standards they have set him on the job at hand.
6. Recklessness in action involving serious risk of accident or breakdown on the premises. It can be considered a very serious offense to exist malice.
7. Without permit perform particular jobs in the work or work centers and tools used to use own company, both inside and outside the workrooms.
8. Smoking and eating in the workplace as well as meet specific health and safety standards in the food business (hats, gloves, ...).
9. Concealment of facts or offenses that the worker had seen where this causes serious damage, and not immediately warn their bosses importance any anomaly observed in the facility.
Article 34. Classification of very serious offenses.
They are very serious offenses the following:
1. Indiscipline or disobedience at work.
2. Failure to meet voluntarily and repeatedly average yields. These effects are considered average performance in each work that at all times and continuously come getting in monthly average worker, group of workers or equipment to perform the same or similar work in each section of the department, individually considering all those who make it up.
3. Meeting with packages or wrappers work, refusing to account for the content or backtesting when the personnel in charge of this mission is sought.
4. Carelessness of importance in the conservation of materials and machines when such neglect danger to coworkers or damage arising for the company.
5. More than six unexcused tardies in a period of thirty calendar days; more than fifteen lateness not justified in a period of 180 calendar days, and more than twenty unexcused tardies in a period of one year.
6. Three days off work without good cause for a period of thirty days, or two days time immediately before or after a holiday, or on a holiday with obligation to work.
7. The transgression of contractual good faith and breach of trust in the performance of work.
8. Disappear, disable, destroy or cause damage intentionally raw materials, manufactured parts, works, equipment, tools, machinery, facilities, buildings, equipment, company departments, etc.
9. The continuous and usual lack of hygiene and cleanliness.
10. Habitual drunkenness and drug addiction if adversely affects the work.
11. Not observe professional secrecy.
12. Engage in activities that involve competition to the company.
13. Verbal or physical the employer or persons working in the company or relatives living with them offenses.
14. Abuse of authority by superiors.
15. Mobbing, defined as the consistent work practice acts and repetitive and degrading behaviors performed against the worker by his superiors, peers, or each other, and which are against the dignity, physical or moral health of the person person affected.
16. Sexual harassment, defined as any verbal or behavioral physical, sexual in nature, which has the purpose or effect of violating the dignity of a person, in particular when creating an intimidating, degrading or offensive environment is created, developed in the field of organization and management of a company, or in connection with or as a result of a working relationship. If such conduct or behavior will be held taking advantage of a hierarchical position will be an aggravating circumstance.
Article 35. Sanctions.
Necessary sanctions imposed in each case, for misconduct are as follows:
1. For minor offenses:
A) Verbal warning.
B) Reprimand in writing.
C) Suspension of employment and salary of a day.
2. For serious offenses:
A) Suspension of employment and salary up to 15 days.
B) Disqualification for a period not exceeding three years for promotion to a higher category.
3. For very serious offenses:
A) Suspension without pay for up to two months.
B) Disqualification for a period not exceeding 5 years for promotion to a higher category.
Article 36. Execution of sanctions.
All sanctions will be executive since issued without prejudice to the right that corresponds to sanctioned claim to the employment tribunal within twenty working days of the date that the sanction be notified.
Article 37. Procedure.
The Directorate of the company or person delegated the power to award prizes or impose sanctions. The employer shall inform the works council or staff delegates, if any, the imposition of serious or very serious offenses.
Not be necessary to instruct record in cases of minor offenses. Nor instruction records for the imposition of sanctions for serious or very serious offenses will be necessary. In any case, notification thereof shall be made in writing, which is the fact that the ball and the nature of the penalty imposed, except verbal warning will be detailed.
If in order to clarify the facts, the company decided to open proceedings for the imposition of sanctions, shall be entitled to submit a list of rebuttals and practice tests are appropriate to propose and, according to the instructor, must concluded in no later than one month from the opening of the proceedings.
Article 38. Prescription.
For workers, minor offenses shall lapse after ten days; Serious twenty days and very serious, within sixty days from the date the company was aware of his commission, and in any case within six months of having committed.
Article 39. Sanctions workers' representatives.
For sanctions to workers who hold union office or representation of workers, it will be as provided by law.
The company will provide its employees the following work clothes, the duration of which is as follows: two pants, two jackets and two caps each year; two aprons and two cloths every six months, and proper footwear appropriate for production staff. These items may not be used for work outside the company.
Article 41. Accessories.
Workers will receive from the company the following accessories:
1. In cases of common disease, with more than twenty days duration, from the day twenty and up to the maximum twenty-four weeks of decline, the company will pay the sick employee a supplement for each day of a 20 percent wage base plus seniority for, according to the tables of this Convention.
2. When the disability resulting from accidents at work and be more than eight days, from the ninth day and up to six months from the floor, the company paid the injured worker a supplement for every day dropped from 20 100 base salary plus seniority for, according to the tables of this Convention.
3. Companies may fail to pay the supplements set out in paragraphs 1 and 2 above, provided that the worker refuses to be subjected to review by the physician designated by the company or not be found at home, regardless of responsibility I could deduct.
4. The duration of the benefits provided in the preceding paragraphs in the case of campaign workers or any, shall be limited to the duration of his contract.
Article 42. Collective Life Insurance.
The companies affected by this Agreement hire collective insurance for all workers governed by the same amount to cover the € 23,000 from 1 January 2009 for the following contingencies: death resulting from accident, traffic accident death and total or absolute permanent disability resulting from occupational accidents or traffic.
For any fixed discontinuous or previously qualified as campaign workers, companies will have to hire such term insurance policy up to fifteen days since the incorporation of the worker to his job occurs and its duration will be the campaign or employment contract, that is, only the time spent in high worker.
Article 43. Economic promotion.
In accordance with the provisions of Article 25 of the Statute of Workers regime following economic promotion is agreed:
The worker whose age is between 60 years of age and even before the age of 64, if they leave the Company, shall be entitled to compensation for fidelity, in accordance with the following scale:
over fifteen years old: at sixty: 1162.83 euros, at 61, 930.24 euros, at 62, 620.15 euros, at 63 euros and 542.65 64, 387.60 euros.
Personal less than fifteen years old: his sixties, 697.69 euros, at 61, 542.65 euros, at 62, 387.89 euros at 63, 271.31 euros and 64, 193,80 euros
Staff holding the status of permanent campaign and seek early retirement and according to seniority leading the company will be entitled to the following cash prizes.
over 20 uninterrupted campaigns; at 60 697.69 euros, at 61, 542.65 euros, at 62, 387.89 euros at 63, 271.31 euros and 64, 193,80 euros
Personal less than 20 campaigns; at 60, 387.60 euros, at 61, 294.59 euros, at 62, 193,80 euros, at 63, 147.29 euros and 64, 108.52 euros.
Article 44. Accumulation of union hours.
The credit union hours, established by law, it may be accumulated on a yearly basis for one or more legal representatives of workers and union delegates members of a trade union confederation, either in the field or center company, after notifying the direction of it.
First additional provision.
Also discontinuous permanent staff will have preference to fill the vacancies of permanent staff who are covered by companies.
Second additional provision. union dues.
At the request of members of the trade union confederations workers, companies deducted the monthly payroll of workers the amount of the union dues.
The worker interested in conducting such an operation shall send to the Management Company, a letter, which shall be clearly expressed order discount, the Trade Union Confederation to which he belongs, the amount of the fee and the number of current account or savings account, which must be transferred the full amount.
The companies made the above drawdowns, unless otherwise indicated, the interested party.
The company address transfer deliver a copy to union representation in the company, if any.
Third additional provision. Adherence to ASAC.
The parties to this collective agreement agree to adhere fully and without conditions the V Autonomous Agreement on Labour Dispute Settlement (court system) or regulation replacing it and, where appropriate, the implementing regulation, linking, therefore, to all workers and companies included in the territorial and functional areas they represent.
Fourth additional provision. Inapplicability by companies working conditions in the Collective Agreement.
When the causes provided for in Art. 82.3 of the Statute of Workers, companies may disapply working conditions provided for in the collective agreement affecting the specific matters indicated in that article.
1. Document procedures for non-application:
A. Prior to the non-application basis, the Company shall:
A. Develop a consultation period under the terms established in the art. 41.4 of the Statute.
B. In the event of absence of legal representation of workers in the company, these may give a proxy to a Commission appointed under the provisions of art. 41.4 of the Statute.
C. The Company shall also notify the Joint Committee on the Convention its intention not to apply the same, specifying the materials intended disapply; the motivating causes and duration of the measures proposed which shall not extend beyond the time when a new agreement in the company applicable.
B. The outcome of the consultation period:
A. When the consultation period ends with agreement: it is subject to the provisions of art. 82. 3 para 6 of the Statute of workers.
The record of agreement, will have to compulsorily record, exactly the new conditions applicable to the Company and its duration which shall not extend beyond the time when a new agreement in the company applicable.
B. When the consultation period ends without agreement: the parties shall submit disagreements to that provided for in article 8 of the Convention Joint Commission, which shall have a maximum period of 7 days to decide, counting from the discrepancy would have been raised.
Additional provision one. Salary increases.
2015. The salary tables of this Agreement in effect on the current date (31.12.2014) will increase by 0.75% with effect from 1 January 2015, taking the character of definitive, as set out in the relevant Annex.
In addition, from January 1, 2015, the professional levels belonging to Group staff Professional finishing, packaging and packaging agreement will have the same salary that their professional levels belonging to the Professional Group production personnel.
Second Supplementary Provision. Joint Commission for the Prevention of Occupational Hazards.
The parties will form a Joint Commission for the Prevention of Occupational Risks will assume functions to study the adequacy of current regulations on the prevention of occupational risks to the specialties of the sector and if necessary to incorporate the text of the agreement.
Additional Provision Three. Joint Commission for Equal Opportunity and Nondiscrimination.
The parties will form a Joint Commission for Equal Opportunity and Non-Discrimination, setting the content of their work, as well as the internal rules of operation and schedule meetings.
Additional provisions for Alicante
In order to comply with certain conditions in the territory of Alicante, the parties agree to maintain an exceptional basis and Alicante the following:
1. Illness or accident.
In case of sick leave or work accident Company will pay from day low in each case the need for economic perception together with the general scheme of Social Security and Accident Insurance complement the worker perceive their total real wages.
The duration of the benefits mentioned in the preceding paragraph in case of campaign workers or any, it shall be limited to the duration of his contract.
2. continuous working day.
For all staff of companies of Alicante, continued day will begin on March 1 and end on August 31, notwithstanding that the time may be modified by agreement between employers and workers or by administrative authorization.
Will be respected the most beneficial conditions that workers come enjoying Alicante on working hours.
The following additional conditions are maintained in Alicante:
A) The license granted in case of death of parents, politicians, parents, grandparents, children, grandchildren, spouse and siblings, will be extended to five days in case of displacement, the worker must justify it.
B) The license granted in case of serious illness of parents, grandparents, children and spouses will be extended to five days in the case of having to make a shift.
C) shall be granted a natural day of leave in case of marriage of children, siblings, grandchildren and political brothers.
D) license is granted for the period necessary in cases assistance GP consulting the Social Security or individuals, resulting justification in each case.
1. Profesional.-ranking staff providing service in the company will be classified taking into account the functions performed in the following groups, which will be defined in Annexes I and II.
VI. Production personnel and auxiliary services.
VII. Personal finishing, packaging and packaging.
2. Definition of professional categories.
Single level. Director of areas: who is directing the functions of the three areas of the company being under the direct orders of the CEO, runs.
Level I. Technical higher education: is the one who holds the academic title, plays the specific functions of their qualifications, under the direct orders of a senior officer.
Level II. Technical intermediate level: is the one who holds the academic title, plays the specific functions of their qualifications, under the orders of a senior officer.
General Manager: who is under the immediate orders of the corresponding manager, coordinates and controls the various sections, developing relevant plans, programs and activities, ordering the execution of the work.
Technical organization first: who is under the immediate orders of the corresponding manager, carries out timings and time studies of all kinds, study methods improvements saturation any number of equipment operators and economic estimates, clothing standards and labor rates of medium difficulty.
Technical Data Processing first: who is under the orders of corresponding studies the complex management processes defined by analysts, preparing detailed flowcharts treatment, draws up programs in the programming language that is indicated, manufactures test kits , hones programs and notebooks full load of them.
Level III. Second organization technician: This is who under the immediate orders of the corresponding manager, performs corresponding auxiliary work timings and time studies of all kinds.
Technical data processing second: who is under the orders of corresponding management, making processes studies in basic machines, creating panels or perforated to program those basic machines cards and are responsible for handling central and peripheral of an electrical computer to achieve proper exploration.
Level IV. Teacher: It's who coming from lower grades, has the manufacturing expertise in their respective phases, with its mission to understand and interpret formulas and product analysis, facilitating data costs for labor, raw materials, advances and budgets, specifying in detail the processing cycles. It must have its own initiative and artistic sense, if any, for good submitting articles to develop deep knowledge of the machines used, be liable to the company of any anomaly, both in machinery and production.
Section Head: who is accredited with technical and practical knowledge, directs the work of section managers and officers, upon instructions from his immediate superior, and is responsible for the form and ordered that their discipline.
Head of workshop: who is under the immediate orders of corresponding officer, by delegation takes the address of the workshop, and knows how to execute, raise and prepare all work in the same are made.
Level V. Section Manager: who is accredited with technical and practical knowledge, directs the work of official instructions from his immediate superior and is responsible for the form and ordered that their discipline.
Level I. Head of Administration: The employee who orders who heads the administrative operations of the company, works with autonomy within the role assigned to the department or ordering governing the work of personnel serving in the same.
Level II. Administrative officer first. It is the employee with a given charge service, initiative and limited liability, with or without other employees under his command, run any of the following tasks, functions of collection and payment, depending directly from a head of administration, developing their work as an assistant or assistant it without signature or bail, invoices and calculating them, whenever responsible for this mission, calculating statistics, transcription books of current accounts, journals, ledgers, writing correspondence with its own initiative, liquidations and calculating payrolls, wages and similar operations. the stenographers with a foreign language are included in this category.
Level III. Administrative Officer Second: The employee with restricted initiative and subordination to a chief or first officer, if any, which performs auxiliary auxiliary operations and accounting thereof, organizing files and files, correspondence without initiative and other work Similar. This category without any foreign language shorthand typists are included.
Level IV. Administrative Assistant: The senior employee of 18 years without own initiative dedicated office within the basic administrative operations and, in general, to purely mechanical work inherent in those. This category telephonists and typists are integrated.
Level V. Applicants: who is with aged from intake to 18 years, while working instructed in peculiar administrative office functions.
Level I. Sales Manager: who is being in front of the central section of the company's sales, and the immediate orders of corresponding manager, directs and gives unity to the work of the entire staff integrated in its section.
Level II. Sales Manager: It's who has the primary functions, schedule routes Reps and vendor personnel inspect the markets, visit the deposits, if any, and personally travel routes when you are ordered or deemed necessary, controlling work of the officials in charge.
Level III. Salesman: who is the exclusive service of the company is tasked with traveling in a premeditated route for products, display the sample, take note of orders, report on them and care are met.
Level I. Warehouseman: It is who is in charge of dispatch orders in warehouses, receive and distribute the goods on the shelves, books recording material in the movement that occurred during the day.
Level II. Janitor or watchman: It's who according to the instructions received from their superiors, take care of the entrances to the company, performing functions of custody and surveillance.
Level III. Cleaning staff: who is serving the company is dedicated to cleaning up local manufacturing, warehouse, offices and services, etc.
Level IV. Storekeeper; It is the largest worker of 18 who is in charge in store manual or mechanical work, and helps measuring, weighing and transfer of goods.
VI. Production Staff:
Official Level I.
first: who is learning with having made due and proper performance perfection, running with initiative and responsibility, all or some of the same tasks associated with productivity and correct results, knowing the machines, tools and tools that it is responsible to take care of its normal efficiency, lubrication and maintenance, notifying his superiors notice and any damage that may decrease production. In this category you are applied the following positions:
A) Boilermaker, with license Headquarters Industry.
B) Toaster, head of the section of roasting.
C) Melero, head of the section of honeys.
D) Arrematador of Boixets.
E) Coverer fruit or Glaze.
G) dragee drums Manipulator
H) Fabricator of marzipan, yolks, etc.
Level II. Second Officer: will integrate this category who, without reaching the perfection required for officers first, before performing the tasks defined with sufficient accuracy and efficiency. In this category you are applied the following positions:
A) Boilermaker without license Headquarters Industry.
B) cutter hard nougat.
C) cutter marzipan.
D) soft nougat cutter.
E) Pesador hard nougat.
F) Pesador soft nougat.
G) Manipulator mills, refiners and turmix.
H) Toaster yolk nougat.
I) brewer, peeler.
Level III. Assistant Coach who helps in carrying out the tasks entrusted to officers first and second, being able to supply them in case of absence, during their employment status in the category. This category will apply the jobs of assistants, as its name suggests, as defined for the offices of second.
Auxiliary personnel trades:
Official Level I. First: It's who possessed one of the classic trades, practiced and applied with a degree of perfection that not only allows you to perform general work it, but performs other involving special effort and delicacy. This category will occupy the following jobs:
A) Truck Drivers.
B) Carpenters specialists.
C) Mechanical specialists.
D) Electrical specialists.
E) Impresores specialists.
F) Bricklayers specialists.
Level II. Second Officer: who is without specialization required of an officer first, executes the job for a given enough properly and efficiently. In this category are applicable the following positions:
A) Drivers of vans.
B) forklift drivers.
Level III. Assistants: who helps in carrying out the tasks entrusted to officers first and second, being able to supply them in case of absence during their employment status category, provided that the work done not need the authorization of any given official permission. This category will apply assistants positions as indicated by its name, as defined for officers second.
Level IV. Peon: Is 18 years older worker responsible for carrying out work for the realization of which predominantly requires the contribution of physical effort.
VII. Personal finishing, packaging and packaging:
Level I. Official first: who is learning having made due and proper performance perfection, running with initiative and responsibility, all or some of the same tasks associated with productivity and correct results, knowing the machines, and tools that it is responsible to take care of its normal efficiency, lubrication and maintenance, notifying his superiors, and notice any damage that may decrease production. In this category you are applied the following positions:
A) Machinists wrapping, bagging and cartoning nougat, in all types.
B) make grajeados packages of Machinists and others.
C) Conformers and closers cakes, breads Cadiz and figurines.
E) Manufacturer of lots of all kinds.
F) Shaper cakes frame.
G) wrapper, bagger and manual estuchador nougat of all kinds.
H) wrapping, manual bagger and estuchador cakes, fruits and figurines.
Level II. Second Officer: This is who performs the same tasks assigned to the first officer yield or lower degree of specialization it, and cleaning of equipment, utensils and packaging intended for production. This category will correspond the following jobs:
A) Machinists wrapping, bagging and cartoning nougat, in all types.
B) make grajeados packages of Machinists and others.
C) Conformers and closers cakes, breads Cadiz and figurines.
E) Manufacturer of lots of all kinds.
F) Shaper cakes frame.
G) wrapper, bagger and manual estuchador nougat of all kinds.
H) wrapping, manual bagger and estuchador cakes, fruits and figurines.
I) Chooser manual almonds, dragees, pine nuts, hazelnuts, etc.
J) Shaper polvorones, stuffed almonds, etc.
Level III. Assistant Coach who helps in carrying out the tasks entrusted to officers first and second, being able to supply these in cases of emergency, during their employment status in this category. In this category you are applying the following jobs:
B) Editor boxes of all kinds.
C) Packer pill box.
D) Loader and evacuators machines and vacuum bagging nougat.
E) Chargers and outfeed cartoning machines nougat.
F) Other similar work.
Level IV. Apprentices: who is with aged from intake to 18 years, while working instructed in particular production functions, auxiliary or packaging, finishing and packaging trades.
Teacher or foreman
TECHNICAL OFFICE OF ORGANIZATION
Heads of first and second
Technical organization first and second
TECHNICAL DATA PROCESSING
Head of data processing
Chief Exp. Prog. Computer
administrative head first
administrative head of second
First Officer administrative
Administrative officer second
Promoter advertising or publicity
PERSONAL FINISHING, PACKAGING AND PACKAGING
PERSONAL ASSISTANTS TRADES
Concierge, collector-basculero, security guard, weigher, Vigilant Guardian, ordinance and goalkeeper
Note. Workers hired trainees receive their remuneration in accordance with the provisions of Article 220.127.116.11. of this Collective Agreement, but in any case his remuneration during the first and second year of the contract (60 and 80 percent respectively of the wage set in this Agreement for employees who perform the same or equivalent job) , may be less than the minimum wage in force at all times.
Final Table 2015
S. Monthly basis
Three years old
Euros / day
Euro / h.
Euro / h.
Teacher or Head of Workshop
Organization Technical Office:
Heads of 1st and 2nd
Technical Organisation 1st and 2nd
Technical Data Processing:
Head data processing
Chief Exp. Prog. Computer
Chief Administrative Officer 1st
Chief Administrative Officer 2nd
Administrative Officer 1st
Administrative Officer 2nd
Prop promoter or Advertising
S. Base daily
Antig. triennium amount
Euros / day
Euro / h.
Euro / h.
Personal Finishing, Packaging and Packaging:
Personal Assistants Crafts:
Concierge, Collector-Basculero, sworn Guarda, Pesador, Vigilant Guardian, Order Entry and
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