Having regard to the text of the sugar industry collective agreement (convention code 99000555011981), for the period 2015 -2016, which was signed, dated 30 July 2015, by the business associations General Association of Sugar Manufacturers of Spain (AGFAE) and Association of Levature Manufacturers (AFLE), representing companies in the sector, and another by the union organizations Federation of Industry and Agricultural Workers of UGT (FITAG-UGT) and the Agro-Food Federation of CC.OO., representing workers of the In accordance with Article 90 (2) and (3) of the Law on the Status of Workers, Recast Text, adopted by Royal Decree-Law 1/1995 of 24 March, and Royal Decree 713/2010 of 28 May 2010, on registration and deposit of collective labour agreements and agreements,

This Employment General Address resolves:

First.

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

Second.

Arrange for publication in the Official State Gazette.

Madrid, 14 September 2015. -Director General of Employment, Xavier Jean Braulio Thibault Aranda.

SUGAR INDUSTRY COLLECTIVE AGREEMENT 2015-2016

CHAPTER I

Agreement 1. Scope of application.

1. Territorial. -The collective bargaining agreement is state-wide.

2. Functional. -The collective agreement will be applicable in companies dedicated to:

(a) The manufacture and refining of sugar, as well as the compressed, estuched and packaged sugar when it comes to principal activities in those other centres which are not sugar factories or refineries.

b) The distillation of alcohol from molasses.

(c) Other work centres which, as at 31 December, nine hundred and ninety-three, would have been covered by this collective agreement for the sugar industries.

d) The manufacture of biofuels from agricultural products.

e) The performance of any agro-food production activities in companies covered by this collective agreement for the sugar industries as at 31 December 2012, in accordance with the principle of the unit of business, and without prejudice to the provisions of Article 84 (1) of the Law on the Status of Workers.

3. Personnel. -The collective agreement regulates labor relations among all workers and enterprises within the fields of territorial, functional and temporal application. The legal relations governed by Articles 1 and 2 of the Law on the Staff Regulations of Workers are outside the scope of application.

Agreement 2. Temporary scope.

1. Entry into force. -The collective agreement will enter into force from the day after its publication in the BOE the economic effects of the agreement will be rolled back to January 1, 2015 and in the rest will be initiated taking into account what in each case set.

2. Duration. The duration of this agreement shall be two years, counted from the date of entry into force, although different durations may be established for specific subjects. The economic effects agreed in this Convention will apply during the years 2015 and 2016.

3. Extension. -In the event that none of the parties legitimized denounce the agreement within the time limit, the collective agreement will be interpreted tacitly for a single year, without any modification of its concepts, modules and remuneration. If the non-denunciation is repeated for the third consecutive time, the collective agreement will be expired.

4. Denunciation. The complainant party shall notify in writing to the other or other parties, within the last month of validity of the agreement or of each specific matter, its purpose of renegotiating the same.

The complainant party will determine the subject matter of renegotiation and until such time a new agreement will be reached will be maintained in its own terms without modification of its concepts, modules and remuneration.

5. In addition, in the event that a future legal provision changes the essential content of the agreement, either party may denounce the collective agreement within the month following its publication in the b.o.e and renegotiate its content taking into account the subjects concerned.

6. The economic values contained in agreements 22, 24, 25, 26, 27, 29, 33, 34 and 38 and in the economic annexes shall be in force annually, except as provided for in this Convention for the years 2015 and 2016.

7. They are entitled to denounce the agreement of any of the trade unions and the business association signatories.

Agreement 3. Effects of the convention.

1. Compensation and absorption.

The agreed conditions constitute an organic whole and must be considered globally for the purposes of their application, understanding that they compensate for the improvements achieved by the staff through previous collective agreements. by legal, litigation or administrative imperative, by individual contract or by unilateral decision of the undertakings.

The future legal provisions involving economic variation in all or some of the remuneration concepts will only have practical effectiveness if, overall, they exceed the total level achieved by convention and only when they exceed the level. Otherwise, they will be considered to be absorbed by the improvements that are made.

2. Warranty clause.

In the event that there were any workers or group of workers who had recognised conditions which, as a whole, were considered to be higher than for workers of the same level, they were established in the present These conditions will be respected strictly personally and only for those who are also personally affected by it.

Agreement 4. Binding to the entire.

Both parties expressly state that the rules of this Convention are applicable only as long as each and every one of them applies.

Therefore, if the competent labor jurisdiction does not approve any rule of law and thereby, in the judgment of either party, its content is distorted, it will be declared ineffective in its entirety, and examined again by the negotiating commission. In such a case, the Convention shall not enter into force until further amendments or ratification agreements are adopted.

Agreement 5. Structure of Collective Bargaining.

5.1 This Convention requires for the entire duration of its validity to the exclusion of any other all undertakings and workers within the above areas.

Under this Convention and in accordance with Article 83.2 of the Workers ' Statute, the structure of collective bargaining in the sector is articulated at the following substantive levels of agreement:

(a) State Convention of the Sector: Its content regulates the general working conditions to be applied in the entire sector and with the validity that is established in the Convention itself.

(b) Collective Enterprise Agreements: the content to be negotiated in this bargaining unit, shall be the development or adaptation of matters in this State Convention, where it is established by reference. express. They shall also be subject to negotiation by means of collective agreements of undertakings, matters not covered by this State Convention. All this, without prejudice to the provisions of Article 84.2 of the Staff Regulations.

With the stated structure, the signatory parties consider sufficiently covered, within the statutory framework, collective bargaining in the sector.

5.2 Concurrency of Conventions.

This Convention has a priority application in each and every one of its contents, with respect to other lower-level bargaining units, without prejudice to the provisions of Article 84.2 of the Statute of the Workers.

Therefore, given the character of the exclusive rule and in the attention of its singular nature, the matters which are established in this Convention, may not be negotiated in lower bargaining units, either sectorial or company, except as set out in the preceding paragraphs.

Agreement 6. Interpretative commission of the convention.

1. A Joint Committee is established whose duties will be:

(a) Mediation, arbitration and conciliation in the individual or collective conflicts that are subject to them.

b) The interpretation and application of the agreed upon.

(c) Those set out in Articles 41.6 and 82.3 of the ET.

d) Monitoring of all agreements, including those established for Employment and Collective Bargaining (AENC).

2. Agreements adopted by the Joint Commission on matters of general interest shall be considered as part of this Collective Agreement and shall be of the same binding effectiveness. Such agreements shall be referred to the Labour Authority for registration.

3. The Commission shall be composed of 5 representatives of the trade unions and 5 representatives of the signatory business association of the Convention.

4. Operating Regulation.

A) Meetings. The Joint Commission will meet:

-For the exercise of the functions referred to in the preceding agreement, paragraphs (a), (b) and (c) when required to intervene.

-For the case of paragraph d), every three months.

[B] Convocation. The Joint Commission will be convened by any of the signatory organizations, which is sufficient for a written communication in which the points to be discussed in the Order of the Day, as well as the date of proposal.

The Joint Commission shall meet within the term that the circumstances advise according to the importance of the matter, but shall in no case exceed ten days from the requirement.

If the Joint Committee has not been satisfied, the intervention of the Joint Committee shall be deemed to be exhausted, and the person concerned may exercise any action which he considers relevant.

(C) Quorum. -Advisors.-The Commission shall be validly understood when assisting the simple majority of each representation. The parties may attend meetings in the company of advisers.

(D) Validity of the agreements. -The agreements of the Commission will in any case require the favourable vote of the majority of each representation. Minutes shall be drawn up for each meeting, to be signed by those of the Secretaries and a representative of each party.

(e) domicile. The domicile is fixed for the purposes of notifications and calls at the headquarters of the General Association of Sugar Manufacturers of Spain, at Calle Almagro, 15, C.P. 28010 of Madrid.

5. Obligation to submit to the Joint Committee. The parties are obliged to submit to the Joint Commission all matters of general interest which they raise with a prior judicial or administrative nature, without prejudice to the subsequent exercise of individual or collective rights.

CHAPTER II

Agreement 7. Organization of the job.

The management and organization of the work is faculty of the management of the company in each of its centers, within the framework imposed in the present basic general agreement and in the legal provisions in force.

The object of the organization of work is to achieve in the company an adequate level of productivity based on the optimal utilization of the human and material resources. To this end, the management of the company may study and implement the working methods which it considers appropriate, through the measurement of performance, the restructuring of the workforce or the valuation of jobs; compliance with what is legally established at any time.

In any case, the organization of work shall be carried out in accordance with the provisions of Article 17 of the E.T. on non-discrimination in industrial relations.

Agreement 8. Escalations.

The companies will formulate a staff scale every three years, classified by professional groups, category and seniority. Such steps will be brought to the attention of the staff and their legal representatives. In the event that there are complaints, they must be formulated within ten days and the company will decide. Against the decision of the undertaking, the worker may take appropriate legal action.

Agreement 9. Functional mobility.

The functional mobility of workers within the professional group may occur whenever the skills necessary for the performance of the post's own functions make it possible to develop the basic working benefits of the other post, subject to the completion, if necessary, of simple processes of training or adaptation and in accordance with the law of the workers ' statute.

Agreement 10. Geographical mobility.

1. Moves and displacements.

The transfers of workers who behave in exchange of residence and travel shall be governed by the provisions of art. 40 of the law of the status of workers, unless the companies have agreed other more favourable conditions.

2. Service Commissions.

These are the displacements which, as a result of the needs of the service or of the organization of work, may be ordered by companies to other centres of work other than their usual work, with eight days ' notice to the affected worker, except for urgent cases requiring immediate displacement.

In the event of opposition from the worker to the posting, claiming fair cause, the company may follow the procedure legally provided.

These displacements may never exceed, in normal circumstances, the duration of a campaign or three months, within the last twelve months, unless agreement between the company and the worker, and shall be communicated in advance to the business committee.

For the duration of the secondments, the posted workers shall retain their professional status and all the conditions which they have granted "ad personam", as well as any other conditions which, as a general rule, are established in the centre of destination (working arrangements, working arrangements, premiums, voluntary remuneration of a general nature, etc.).

In order to dislodge workers from the business committee or staff delegates, the prior agreement of the employees will be necessary, giving the committee the work centre or delegates knowledge of this. personnel.

You will not be able to be displaced under the age of 18 and those who are recognized, by firm resolution of the national social security institute, for some kind of permanent disability.

Companies shall pay the seconded personnel, in addition to the costs of locomotion, the allowances corresponding to the amount set out in this Convention.

As a supplement to diet, seconded personnel will be entitled to one day's paid leave for every 15 consecutive calendar days. These days of paid leave shall be cumulable with each other, but may not be enjoyed during the campaign period, and shall be deferred for subsequent enjoyment. They may also be accrued to the annual leave period.

Agreement 11. Limitation of shipments.

(A) They may not be moved from their working centre, workers ' representatives, as well as workers aged 58 years, unless they are voluntarily accepted or are engaged in a file for employment regulation, which is governed by its own rules and by its own rules.

B) Notwithstanding the above, workers at levels 15, 16 and 17 will have an obligation to accept the transfer of the work centre if the undertaking so requires for reasons of service and within the general conditions agreed in the breast of each company.

C) Companies may agree with the respective inter-centre committees, conditions other than those indicated here.

CHAPTER III

Income in the company

Agreement 12. Rule of thumb.

Companies will be able to use any of the modalities recognized by the current legislation for the hiring of workers.

For the purposes of this convention is defined as:

A) Fixed worker employed with indefinite contract at full time. Discontinuous, part-time, interim, temporary workers, temporary workers or service, as well as those linked to the undertaking for a temporary activity, are excluded from this definition.

B) Fixed worker discontinued the employee hired for an indefinite period of time to carry out the work corresponding to the sugar campaign. Workers who are employed for the work of the sugar marketing year under contract for a given service or work shall acquire the status of a permanent worker when they have been employed for the purposes of the same job for four consecutive campaigns or for different jobs during six consecutive campaigns.

C) The possible worker employed by a given employee, when the circumstances of the market, accumulation of tasks or excess orders so require, even if the normal activity of the company is concerned. Such contracts may be concluded for a maximum period of 12 months within a period of eighteen months from the date of the occurrence of such causes.

D) Worker contracted by work or service. When the worker is hired for the performance of a given work or service, with autonomy and self-sufficiency within the activity of the companies and whose execution, although limited in time, is in principle of uncertain duration. These works or service contracts shall have the duration laid down in the staff regulations.

Agreement 13. Test period.

Staff admission is considered provisional during a trial period, which will be:

-Titled: six months,

-Rest: one month.

During this period, both the worker and the company may, respectively, terminate the employment relationship without prior notice and without any of the parties being entitled to any compensation.

Agreement 14. Fixed staff discontinuous.

1. Discontinuous fixed staff will be called at the start of each sugar campaign. The call will be made as the sections or departments are in operation according to the needs of the companies. The calling order will be as follows:

a) They will be called the workers belonging to each section or department.

b) Within each section or department, the craft will be treated.

c) Within the craft the age will be taken into account in that craft.

2. The appeal shall be made by registered post with acknowledgement of receipt or by any other means ensuring that the notification has been made with sufficient guarantees. This must indicate the date of entry to the job and the address will be sent to the employee's home, the sole being responsible for informing any change of address for the submission of the said job. communication.

The contract of employment shall be extinguished when the worker, without having claimed fair cause for his or her absence communicated in a feisty manner, does not join the work before the end of three days from the date on which he or she was The addition had to occur.

3. The suspension of the contract of employment shall be caused by the cessation of the marketing year as a result of the supply of raw materials sufficient to maintain normal productive activity, motivated by adverse weather or other different that cause the reception to close. For the processing of the suspension of contracts, in terms of procedure, causes and effects, the provisions of the staff regulations and their implementing rules, as well as the provisions laid down in the employment contracts, shall be as follows.

4. The work contract will be interrupted when each campaign ends. The casualties will be processed as the sections or departments are stopped.

5. The average time between the end of a sugar campaign and the start of the next one is called the 'repair period'. In the case of firms needing to recruit unskilled labour as a result of the accumulation of factory maintenance tasks, excess orders or market circumstances, they may be able to apply for temporary employment to a particular work or service of the fixed discontinuous workers who are suitable for the job.

Agreement 15. Interim staff.

1. The recruitment of such interim staff shall be made in writing, stating the name of the worker to whom he replaces and the reasons for the replacement. The duration of this work contract will be determined by the date of incorporation of the holder to the job.

2. This staff shall be entitled to the termination of his contract for an allowance equivalent to one month of his basic salary for each year of service provided or the proportion of the time actually worked, except in the case of the purchase of the fixed condition.

Agreement 16. Promotion and promotions.

1. General principles of promotion.

The promotion of the staff affected by this standard will be based on principles of aptitude, qualifications, knowledge of the position to be covered and professional profile. Seniority shall only be taken into account for the purposes of promotion where there is equality under the above conditions.

2. Positions of free designation of the company.

Without ceasing to apply the general principles mentioned above, the free system designation of the company will be governed by the promotions to occupy positions of the structure of controls, understanding for such the current levels salary 12 and higher of professional groups b and c.

3. Posts to be covered by contest contest.

The vacancies up to the salary level 11 inclusive and also the salary level 12 of the professional group to, will be covered by the contest-opposition that will be revealed in the bulletin boards of the centers, at least with one month of anticipation of the date indicated for the tests. The notice of call shall include: post to cover, centre or area of the call, minimum requirements, date or dates of the tests and formalities to be followed by potential candidates for the submission of the application.

All fixed staff may be eligible to fill the vacancy if they are qualified to do so, without discrimination on the basis of sex or age, and without further limitations than:

(a) Where the call is limited to single-centre staff, applicants from other centres may not attend.

(b) Where the characteristics of the post to be covered require to be in possession of a legally recognised academic or professional qualification, the qualification shall be duly accredited in the application.

Tests, which may be at or outside the workplace, will consist of an examination of theoretical and practical knowledge and, where necessary, a psychotechnical examination and a personal interview with the candidate.

The examining court shall be composed of two expert persons, appointed by the management of the company, who may or may not be employed by the company, and by a person from the management of human resources who shall act as president. A representative of the staff, belonging to the business committee, may attend the tests, as an observer, when the opposition is confined to a centre, or to the inter-centre committee where the opposition concerns the staff. of several centers.

If none of the candidates to cover square will reach the minimum qualification required for the position, the contest will be declared deserted.

In any case, the company will communicate in writing to each applicant the result of its examination in terms of: "suitable, with obtaining the square called", " suitable, but without obtaining a place called for to have another candidate with more score ", and" not suitable ", without referring to the relative position of the other applicants.

If, within one year, a new vacancy occurs for the same post and at the same center, and no new contest will be called, the square to which it obtained the highest score from among the considered eligible will be awarded. obtaining of the place in the previous contest.

4. Trial period of the promoted person.

The workers who have obtained the place called by the company will spend fifteen days in their new position or function before finally acquiring the new professional category. Once this period has passed, the satisfactory result will be awarded to the appropriate category and remuneration. The decision shall be taken by the management of the undertaking, after obtaining any reports it deems necessary and after informing the workers ' representation.

Agreement 17. Medical safety and occupational health recognition.

Workers must be subject, prior to their admission, to a medical examination which will determine their suitability for the work. In the case of discontinuous or temporary fixed workers, the medical examination shall be carried out annually, and may be carried out before the beginning of each marketing year.

Companies will ensure compliance with safety and health standards in accordance with the provisions of the law on the prevention of occupational risks.

Agreement 18. Healthcare.

Health care at the level of A.T.S., must be effective, in the workplace, during the 24 hours of the day, in the period of beetroot milling, establishing for the rest of the activities the necessities that concreteness in accordance with the legislation in force.

Agreement 19. Cessation of staff.

Workers will be able to cause voluntary leave at the company without any requirement that the respect to a one-month notice period for those at levels 11 and above and 15 days for the rest. In the case of discontinuous, casual or campaign fixed workers, the period shall be three days. In the event of non-compliance with the deadline, undertakings may deduct in the settlement the amount of the salary for as many days as they have been breached.

CHAPTER IV

Professional classification

Agreement 20. Professional groups and categories.

The professional classification of the personnel affected by this convention will be framed in the following three professional groups:

Professional Group A, which covers all personnel directly related to the processes of production, storage and dispatch of products, as well as the maintenance of buildings, installations and machinery; it is the personnel named as direct labor.

Professional Group B, which covers administrative, technical and commercial personnel.

Professional Group C, which covers managerial, technical staff, and managers.

Within each professional group, the staff shall be in the categories whose enumeration, content and definition criteria are as set out in Annex I to this Convention. The difficulties encountered in carrying out a better professional classification are evident in the various workplaces, since they are not homogeneous among them, not even by companies.

The different tasks and functions that define the categories of each professional group are merely enunciative and all workers in the industry are obliged to execute the works and operations that order their in the case of a campaign or an intercampaign period within the general tasks of his or her professional group.

In order to unify criteria, and as a guideline in Annex I, the provisional tables of correspondence between categories and jobs of each of the three professional groups are collected. The jobs listed in these tables, and in particular those of the group a, are those of the campaign, since during the period of repair there are no proper posts of the process but functions of cleaning and maintenance of machinery and facilities.

The new posts or functions that will emerge in the future as a result of the technological and organizational development of the companies and in each of the job centers, will be assimilated to the categories that are most suitable for an analogy of functions and the level of knowledge and responsibilities required for their performance. The assimilation shall be carried out by the joint committee of the collective agreement or by the interagency committee of the undertakings.

To effectively hold the category, the conditions required in the definition of the category must be met, both generic and specific for each campaign and campaign period. The fixed and eventual permanent staff shall have the category corresponding to the conditions laid down in their contract for each period, in accordance with the position or duties it carries out.

People who have a higher status than the one assigned in this agreement or the professional classification presented by the companies will maintain this category while their current employment contract remains in force, although they will have to cover posts and functions in accordance with their category as they become vacant, receiving the necessary training to perform them.

CHAPTER V

Remuneration

Agreement 21. Characteristics of the remuneration.

1. General principles. The remuneration systems set out in this Convention are a substitute for the wage regime which, in law and in fact, applies to undertakings at the time of the entry into force of this Agreement.

In the total of the remuneration of each professional category, it is understood that twenty-five percent of the basic salary requires the law, at least, in the work with incentive, provided that it does not exceed the normal.

2. Structure of remuneration. During the term of this Convention, the staff remuneration scheme shall be composed of the following concepts:

a) Base salary.

b) Wage supplements.

Salary Supplements integrate them:

a) Personal supplements (seniority, titles, languages, special knowledge, fixed personal specialization, etc.).

(b) Add-ons of jobs (plus of penbears, toxic and dangerous, nocturnity, per job, for the way you perform your activity, etc.)

c) Complements for quality or quantity of work (premiums and incentives, plus of activity, plus of assistance or assiduity, plus of punctuality, overtime, etc.)

d) Extraordinary Grafications.

e) Benefits of participation in benefits.

f) Complements in kind.

g) Compensable and absorbable personal complement, which may be established by companies from the signature of this agreement.

3. Salary levels. For the purposes of remuneration, taking as a point of reference both the hierarchy of the industry and the nature or importance of each task, the posts are grouped as set out in Annex 1 to this Convention, and to which they make reference to subsequent agreements when specifying the specific amount of the remuneration, for each concept, at each level.

If there is an unclassified job, it will be assimilated to the category that performs similar jobs.

4. Annual remuneration for fixed staff. The salary of the fixed staff agreement, which includes the concepts of basic salary and agreed rewards (benefits, holidays and Christmas), will be the one in Annex 2 for each of the salary levels during the year 2015. The said salary agreement shall be paid in fifteen pages.

For the year 2016 the salary increases will be those expressed in the corresponding additional provision.

5. Remuneration of permanent, part-time, possible, interim and fixed-term fixed staff. The settlement of assets of fixed staff, in part time, possible, interim and fixed-term, shall be carried out per day worked, multiplying the number of hours worked, within the ordinary day, by the respective Hourly wage for 2015 is set out in Annex 3. For the year 2016 the salary increases will be those expressed in the corresponding additional provision. The value of each hour includes overall the amounts corresponding to the ordinary salary, Sundays, holidays and proportional parts of overtime and holidays. The only concept corresponding to the ordinary day that is not included in the table is the personal complement of seniority.

6. Rationalization of payrolls. Given the dispersion of the work centres of the companies, and in order to achieve the greatest possible efficiency in the mechanized elaboration of the payroll and payments of staff, the companies will be able to compute the remuneration concepts variables for monthly periods of maturity other than the calendar month and to practice settlement at the end of the calendar month, or to compute such concepts in the calendar month, with the settlement of such concepts on a date other than the end of the calendar month. month, and may be able to receive advances on their behalf. In any case, fixed remuneration concepts shall be computed for calendar months.

Agreement 22. Personal add-ons.

Personal allowances will be increased according to the percentages agreed in this agreement only for workers up to and including level 14. For the year 2015 and 2016 the increases in this concept will be those expressed in the corresponding additional provision.

Companies may cease to apply the revision provided for in the preceding paragraph to workers with levels 15, 16 and 17, without prejudice to the establishment of another system for updating personal supplements according to the responsibility and professional qualifications. The review of personal supplements for these levels may provide for the absorption and compensation of the increases agreed in this Convention. In no case, the application of this pact will result in a decrease in the total salary of the worker, in annual computation, corresponding to the year before the revision.

Agreement 23. Old-age add-on.

The fixed staff of staff covered by this collective agreement, as well as the permanent, part-time, eventual, interim and fixed-term fixed staff will consolidate the amount which is In addition, it has received a period of up to 31 December 2015, and has been revalued at the same amount as has been agreed in this agreement for wage increases.

Biennial 2014-2015:

Fixed staff will receive a sum of 396 euros, fixed and equal for all categories, during the years 2014 and 2015. These amounts will not be cumulative so that the amount of EUR 396 will be consolidated on 31 December 2015. These amounts shall be distributed at a rate of EUR 26,40 in 15 pages for each of the years 2014 and 2015, under the concept of seniority 2014-2015.

Fixed-term, temporary, temporary and temporary staff shall, in the case of seniority, be charged in respect of the cases in which they apply, from 1 January 2014 and on the date on which the person concerned is Workers will be able to overcome the 730 days of effective work and until 31-12-2015, computed from the fulfillment of their last biennium, the amount of 0.22 euros per hour effectively worked and equal for all the categories, that will be consolidated.

Biennial 2016-2017:

Fixed staff will receive an amount of 100 euros, fixed and equal for all categories, during the years 2016 and 2017. These amounts shall not be cumulative, so that the amount of EUR 100 shall be consolidated only on 31 December 2017. These amounts shall be distributed at a rate of EUR 6,66 in 15 pages for each of the years 2016 and 2017, under the concept of 2016-2017 age.

Fixed-term, temporary, temporary and temporary staff shall, in the case of seniority, be charged in the case of a period of time, as from 1 January 2016 and on the date on which the person concerned is Workers will be able to overcome the 730 days of effective work and until 31-12-2017, computed from the fulfillment of their last biennium, the amount of 0.057 euros per hour effectively worked and equal for all the categories, that will be consolidated.

Agreement 24. Special plus for certain painful, toxic or dangerous jobs.

Workers who perform activities qualified as distressing, toxic or dangerous will receive a plus of 0.97 euros/day during the year 2015. For the year 2016 the increases in this concept will be those expressed in the corresponding additional provision.

The qualification of a job as toxic, painful or dangerous, will correspond to the competent labor jurisdiction, which will resolve in the case of lack of agreement between the representation of the workers and the management of the companies. The system of resources will be the one that is legally established in each case.

Agreement 25. Plus de nocturidad.

The amount of the plus of Nocturnity for each level and category in the year 2015 is as shown in Annex 4. For the year 2016 the increases in this concept will be those expressed in the corresponding additional provision.

Shifts working on the night of 24 and 31 December and 5 January will see a plus of 30 euros/night.

Agreement 26. Plus on Sundays and Plus holidays.

The staff working in ordinary normal working hours during the Sunday will receive a plus of 2.17 euros per hour in 2015. For the year 2016 the increase in this concept will be the one expressed in the corresponding additional provision.

In the year 2015, staff working on public holidays will receive a plus of 2.17 euros per hour effectively worked in this circumstance. For the year 2016, the increase in this concept will be the one expressed in the corresponding additional provision. For those supplements or pluses which are already established in the companies by this concept, the option shall be given to the employees for maintaining such remuneration or for the application of the provisions of this agreement.

Agreement 27. Incentives.

For the years 2015 and 2016 the increases in this concept will be those expressed in the corresponding additional provision.

Companies will be able to study, with the collaboration of their respective committees, the possibility of reconversion of the current incentive schemes into others than through an overall appreciation of these accruals, both on the campaign and the in intercampaign, allow real determination of productivity, for the purpose of achieving its optimization.

Agreement 28. Salary supplement for the good end of the campaign or campaigns.

The usual development of the campaign or campaigns initiated during the years 2015 and 2016, regardless of the climatic or industrial problems that may occur and with a positive economic result, will entitle the workers to the the collection of a single salary supplement for a total amount of EUR 1,339,90, in proportion to the time of service delivery during the years 2015 and 2016. These amounts shall be made effective before 31 December of each of those years.

Fixed staff who perform two different campaigns in different factories in the north and south areas will receive a second good end of campaign complement in proportion to the time they are displaced.

Agreement 29. Value of overtime.

They will have the consideration of overtime for those hours of work that are done on the day agreed in this convention, within the calendar of each work center.

Such hours shall be paid either economically or by compensatory rest in accordance with the needs of the undertaking and before the next marketing year or within the following calendar year. The amount of overtime shall be that for each category set out in Annex 5 for the year 2015. For the year 2016 the increase in this concept will be the one expressed in the corresponding additional provision.

The criteria to follow for the realization will be as follows:

A) Extraordinary hours of force majeure. Such reasons shall be considered to be motivated by the need to prevent or repair claims or other similar damage or to provide for absences or changes in working shifts which cannot be covered by temporary staff and which can produce obvious and serious consequences. damage to the company itself or to third parties, as well as in the event of loss of raw materials where it is not attributable to the undertaking. These hours shall not be counted as overtime for the purposes of the statutory ceilings, the time being compulsory.

B) Extraordinary structural hours. It will be compulsory. In order to clarify the concept of extraordinary structural hours, without prejudice to their contribution for social security purposes as if they were normal overtime, unless the regulation changes, they shall be taken into account as such. required in assumptions of:

Start of the campaign and end exhaustion.

Stops during processing and startup.

Overlap in turn.

Peak periods of production or lack of raw material.

The maintenance, when its non-realization takes with it the loss or the deterioration of the production and in the assumption that its failure to realize the impossibility to repair breakdowns or to guarantee the due start of the production, own or third party.

Those that are performed on campaign holidays.

In cases where the performance of overtime is compulsory or voluntary, the undertaking shall be responsible for the choice between recovery or rest, except where the number has reached 80 hours in the case of the undertaking. year for fixed staff or their proportional share for the discontinuous fixed or other types of contract, in which rest shall be compulsory.

If you opt for the rest, you will enjoy the service, trying to satisfy the staff on the date of your enjoyment. When the overtime is compensated for, this will be an hour-by-hour plus a cash supplement of 50% of the value of the extraordinary hour.

The addresses of the companies shall inform the representation of the employees at the end of each month of the overtime worked on the same and the form of compensation ensuring a reasonable proportionality between rest and collection according to organizational and production needs.

Agreement 30. Extraordinary pagas.

Staff covered by this Convention shall, in proportion to their working time, be paid two extraordinary bonuses, one for "holidays" and one for "Christmas", which shall be paid, respectively, before the 15 July and 15 December of each year, at the rate of 30 days of base salary, seniority and other personal allowances and a profit pay, for the same amount, which shall be payable on the date on which each undertaking traditionally comes performing.

The amount of these extraordinary pagas will be paid globally with the value of each regular hour for the discontinuous, part-time, interim, eventual and fixed-term fixed staff.

Agreement 31. Additional pages.

Companies that regularly pay their fixed staff some pay more than those regulated in this agreement, not conditioned on their perception of any requirement, will maintain it in the same way.

Agreement 32. Supplies in kind.

1. The companies will provide the fixed workers with 65 kilograms of sugar per year free of charge, and any amount proportional to the previous one, according to the time worked.

2. The companies will provide 12 kilograms of annual sugar for each of the family members who live with the fixed workers and 6 kg, in the same circumstances for the discontinuous fixed workers, at the factory price and whenever the provisions do not object to this.

3. Free service of home, fuel and light. Workers who, as at 31 December 1993, have the right to enjoy these services free of charge, will maintain this remuneration in kind in a personal and individual capacity, with the companies being able to reach an agreement with the interested parties. for their replacement economic compensation.

Agreement 33. Diets.

Full diets to satisfy fixed or fixed staff discontinuous in case of displacement to any job center other than his usual and located more than 50 km, from the locality and from his home, starting from the signature of this convention, they will conform to the following scale:

Displacement

Pay Level	Daily Euros
Up to seven days inclusive	4 to 12	55.63
than seven days	4 to 12	52.48

The diets of the remaining levels will be regulated by their internal rules of procedure.

For the year 2016 the increase in this concept will be the one expressed in the corresponding additional provision with no guarantee clause.

Agreement 34. Plus away.

The distance plus, which will affect only one round trip and one return trip per day, will be paid under the conditions stipulated in the repealed order of 10 February 1958, at the rate of EUR 0,087 per kilometre or higher 500 metres of the journey to be paid, by 2015, to the staff who would have been entitled to receive it for the duration of the journey.

For the year 2016 the increase in this concept will be the one expressed in the corresponding additional provision.

For the fixing of the distance to be taken, the route or public path shorter than the limit of the hull of the population in which the working person resides, leads to the center or place of work of the shall be deducted from the initial 2 kilometres, as determined by Articles 2 and 3 of that ministerial order.

In the event that there are public means of transport compatible with the worker's schedule, the amount of the ticket, in its return value, corresponding to the journey between the worker and the worker, shall be paid to the worker. the limit of the hull of the population in which the worker resides and the population in which the centre of work is located, discounting the amount of that ticket corresponding to the two kilometres referred to in the preceding paragraph.

In any case, this matter will be subject to the existing legislation at any time.

Agreement 35. Complement in case of accident or common disease.

1. Workers who have an accident at work will receive an additional compensation for each calendar day from the undertaking up to one hundred per cent of the ordinary salary which they would have received on a regular basis, according to the level of remuneration in which are framed. This supplement shall be collected for a maximum of eighteen months and only for as long as the contract is in force and not suspended or interrupted by campaign termination or for any other cause.

2. Workers who suffer from a non-work accident or a common illness shall receive from the undertaking a supplement for each calendar day up to 100 per 100 of the ordinary salary which they would have received in ordinary hours, according to the level of the remuneration in which they are registered, from the 25 days of the date of discharge, under the following conditions:

A) Fixed workers: from day 26 of the low to day 180, both inclusive, to count from the date of the decline for the same disease.

B) Discontinuous fixed workers: they will receive such a supplement from day 26 of the date of the discharge, provided that the same occurs during the period of the campaign and only for the duration of the campaign.

The most favorable conditions that companies are currently providing will be respected.

Agreement 36. Collective life insurance.

All companies in the sector will maintain a collective life insurance for their active workers and for the period in which they remain in such a situation, with the minimum capital being insured per eighteen thousand workers. nine hundred euros (18,900,00 euros). In the implementation or modification of life insurance, the committee of intercentres or, failing that, the business committee shall be heard beforehand.

Agreement 37. Retirement.

The companies will grant an economic prize of the amount indicated in this agreement to the fixed workers who meet or have met the age of 65 years and during the term of the convention apply for their retirement to the institution the official concerned, within a period of six months from the day on which the age is reached.

The workers referred to in the preceding paragraph who do not apply for retirement within the time limit shall be deemed to give up the said economic prize and, consequently, they shall have no more rights than those granted to them by the rules in force on social security.

However, companies will be able to ask and the worker to accept the continuity of the employment relationship, without loss of that complement.

The amount of the retirement award, which is paid by the companies, to be collected by the workers covered by the first paragraph of this agreement shall be as follows:

level	Enterprise charge-in-
	Euros/month	Euros/year
4	5.63	78.82
	5	6.25	87.50
	6	8.12
8.75	122.50
8	10.94	153.16
9, 10, and 11	12.50	175.00
12	15.63	218.82
13 and 14	18.75	262.50
15	25.00	350.00
16	27.50	525.00
17	50.00	700,00

The benefit provided for in the first subparagraph shall be extended to those who, having ten years of service, are declared by the competent official entity, permanent or absolute permanent invalidity pensioners as long as they cause low in the company.

Companies will grant the aforementioned economic award to staff who obtain early retirement from the age of sixty.

However, for the duration of this agreement, those workers who retire, or those to whom they are recognized, by means of a firm resolution, permanent or total permanent incapacity by a body competent, may choose to avail themselves of the system set out in the preceding paragraphs or to receive at one time, in place of this economic award for retirement, the following amounts:

12

Levels	Euros
4 to 11	12
	13 and
12	2.755.20
15	3.676.05
	16	5.513.55
	17	7.351.05

In terms of partial retirement and relief contracts, companies will be able to go to such a mode as provided in the legislation in force.

Agreement 38. Help with the disabled.

Fixed workers with dependent children or children with disabilities will receive, exceptionally, for the duration of this agreement, for each of them, a care assistance provided to the companies consisting of EUR 1,617,85 for the year 2015, distributed in 12 monthly instalments of EUR 134.80. In order to receive this aid, it will be necessary for the workers concerned to prove to be beneficiaries of the national social security institute for that purpose.

Fixed workers with a spouse or child or children under 21 years of age who are physically handicapped living with the worker and are recognised as being disabled by the competent body by 33%, shall, exceptionally, receive period of validity of this agreement, for each one of them, a care assistance with the enterprises consisting of 1,617,85 euros for the year 2015, distributed in 12 monthly payments of 134,80 euros.

Discontinuous and eventual fixed workers will receive this aid in proportion to the time effectively worked.

The simultaneous recovery of both aid referred to the same beneficiary will be incompatible.

Agreement 39. Death of the worker.

In the event of the death of an active worker, whatever the modality of his or her hiring, the company will pay to the widow/or, children or heirs that with the convivan, the amount of two complete monthly payments. In the event that the deceased worker is a large family holder, with minor children in his or her capacity, this allowance will be raised to four monthly allowances.

The above allowances will be considered as minimum and can be offset against other higher amounts that can be granted by the companies.

Agreement 40. Minimum equipment.

Companies will provide workers with at least the following items of work:

Discontinuous fixed, at the beginning of the (non-administrative) campaign: a monkey or diver each year.

Discontinuous (administrative) fixed: hunter and pant every two years.

Fixed: two hunters and two winter pants in the first year and one hunter and one summer pants in the second year, for the north zone; and for the south zone, two hunters and two summer pants in the first year and one Winter fighter and a winter trouser for the second year.

The female staff will be provided with two gowns in the first year and one in the second. The eventual female staff will be given a gown every two years.

However, in workplaces where, by use or custom, a different equipment is granted to the designated person, the equipment shall be maintained.

Companies are required to provide their personnel with adequate safety shoes for the prevention of the accident hazards referred to in the legislation in force.

CHAPTER VI

Working Time

Agreement 41. Workday.

1. The ordinary working day of the agreed staff for this agreement, which will be considered as maximum, is 1,756 hours per year.

2. During the beet campaigns in the departments that require shift work, companies will be able to set up work systems that allow the obtaining of weekly averages of forty-two hours with the compensation for the two hours set out below. The maximum number of ordinary working hours shall not exceed nine ordinary hours.

(a) Fixed workers who during the beetroot campaign undertake forty-two hours of regular weekly working hours shall have two hours of compensatory rest in the field.

(b) Regardless of the above, for each ordinary hour of work in the field carried out above forty hours per week and up to forty-two hours, the undertakings shall grant forty-five hours. minutes of additional intercampaign rest and a cash supplement equivalent to half an hour calculated on the prices of the agreed modules for 2015 listed in Annex 6 to this Convention. For the year 2016 the increase in this concept will be the one expressed in the corresponding additional provision.

(c) The compensatory and additional rest time, reduced to eight hours, shall be enjoyed by the fixed workers, in the repair period, as paid rest. It shall be enjoyed collectively, in conjunction with bridges which may be granted or accumulated on holiday, and individually, at the request of the worker or in arrears with regard to the intended start of the marketing year or at intermediate stops, in all cases without prejudice to the needs of the service.

(d) Discontinuous and eventual fixed workers who work forty-two hours per week in a campaign shall be charged weekly for 40 ordinary hours, and subsequently have the right, for every ordinary hour worked in excess of 40 hours per week, paid rest at regular hourly wage, hour and forty-five minutes, after the end of the campaign. The companies will also pay a cash supplement equivalent to half an hour for each ordinary hour in excess of 40 hours, calculated on the prices of the agreed modules (Annex 6).

e) The parties to this Convention undertake to study and implement, where appropriate, systems of work that allow during the campaign period to carry out working days of forty years. weekly hours, provided that they are intended to generate employment, subject to the consideration of the inter-centre committee or, failing that, to the business committee.

3. Those centres of work which, owing to their activity, have to maintain a system of work usually called shifts, in the case of a refinery for a period other than that of beetroot, as well as in the packing centres, (a) the following may be drawn up in advance of communication to the representatives of the workers, working systems to meet the needs of the undertaking and to obtain weekly averages of 40 hours in the range of one year; not exceeding nine hours of effective work, establishing the shift work of the next form and distribution, irrespective of other systems of organisation of shifts expressly agreed or which could be established.

System A). Staff at 1 x 8 (1 teams) or (shift to or b).

Monday to Friday: 06 hours to 14 hours (shift to).

Monday to Friday: 14 hours to 22 hours (shift b).

Monday to Friday: 7 hours to 15 hours (shift 1).

System B). Staff at 3 x 8 (3 teams) (shifts a, b and c).

Monday to Friday: 06 hours to 14 hours (shift to).

Monday to Friday: 14 hours to 22 hours (shift b).

Monday to Friday: 22 hours to 06 hours (shift c).

System C), Personal in 4 x 8 (4 teams) (shifts a, b, and c).

Monday to Sunday: 06 hours to 14 hours (shift to).

Monday to Sunday: 14 hours to 22 hours (shift b).

Monday to Sunday: 22 hours to 06 hours (shift c).

System D). Staff at 5 x 8 (5 teams) (shifts a, b and c).

Monday to Sunday: 06 hours to 14 hours (shift to).

Monday to Sunday: 14 hours to 22 hours (shift b).

Monday to Sunday: 22 hours to 06 hours (shift c).

The timetables for the various systems of work will be drawn up by common agreement between the company and the trade union representation, guaranteeing the enjoyment of the holidays, as well as the excess of the day produced by (a) system of work in the period of the beet campaign where there is also a work system, as well as others which may occur in the development of the established systems.

Workers subject to the systems described above, with the exception of those referred to in paragraphs a and b, shall receive for each working day a plus called work system, which shall not be applicable. for the period of the beet or the manufacture of biodiesel.

The yeast factories in which there is a system of different from here agreed, will maintain the same one, being able to agree with the representation of the workers the substitution of one for another, consisting in the following quantities:

System C staff) 4 x 8 (4 teams) (shifts a, b and c) 3 € per day.

System D staff) 5 x 8 (5 equipment) (shifts a, b and c) 3 € per day.

The working Sundays and holidays that each of the teams have to perform on their usual working day, will receive the economic amounts fixed for this purpose that are included in the collective agreement.

The companies will be able to suspend the established work systems in order to adapt to the needs of the company, with a minimum of seven days in advance and 48 hours in yeast factories. production, failure to carry out this communication will pay each worker affected by the notice an economic amount consisting of 30 € each time it happens, except that the notice has not been possible for reason of force majeure.

4. The calendar accommodated to each of the indicated purposes, will be made known to the legal representatives of the workers.

5. The working day set out in the companies will be maintained as normal and the entry into force of this agreement will not be higher than the agreed one.

Agreement 42. Holidays.

The paid annual leave period shall be thirty calendar days uninterrupted for all workers.

Holiday enjoyment time will be proportional to working time during the first calendar year of entry into the company.

The holidays will be granted according to the needs of the service, in shifts or together, trying to satisfy the staff at the time of their enjoyment.

Notwithstanding the above, for organizational needs, companies may close their work centers for the time necessary for the total or partial enjoyment of the holidays in the period between the month of the month. following the end of the campaign and the month and a half before its start. In this case, workers should enjoy the holiday period in the space of time when the centre of work remains closed and the rest, if any, in an uninterrupted period, in accordance with the needs of the service. In the case of the closure of the work centre, the relevant measures shall be taken to ensure that the most relevant services are guaranteed.

In factories located in areas other than the south, the period for the enjoyment of collective holidays in the event of closure of the work centre must be between 15 June and 15 September.

In the factories of the southern zone, the holidays will continue to be enjoyed in the traditional way, although the companies will be able to agree with the respective committees the closure of the center of work for the collective enjoyment of holidays, for the period to be determined, in accordance with the specific circumstances of each institution.

In the work centers of production campaigns over five months of the year and in the central offices, the traditional rules governing the granting and enjoyment of the holidays will apply.

In the event that holiday enjoyment is affected by temporary disability processes, the right to enjoyment will be retained even if it is outside the calendar year.

Agreement 43. Maternity, paternity and adoption leave.

Workers shall be entitled to the corresponding permits which, by reason of maternity, paternity or adoption, lay down the status of workers and the specific rules applicable to them.

Agreement 44. Paid leave and reduced working time.

The worker, upon notice and justification, may be absent or absent from work entitled to remuneration for any of the reasons and for the time prescribed by law.

A) Fifteen calendar days in case of marriage.

B) In the case of death, accident or serious illness with internment in clinical or major surgical intervention of the spouse or unemancipated children, the permit shall be up to five days, being able to apply for the worker in this case, an unpaid leave for the duration of the detention.

C) Two days being the second deft by child birth. Also, two days after death, accident or serious illness, with hospitalization in clinical or major surgical intervention, hospitalization or surgical intervention without hospitalization that requires home rest of relatives up to the second degree of consaguinity or affinity. When the worker needs to make a shift, to a different location, the time limit will be four days.

In case of hospitalization, the permit may be requested for the entire duration of the event causing the present paid leave, in such a way that alternate days may be requested up to the legal maximum or at any time at the beginning of the hospitalization, being sufficient to justify the part of the admission/hospitalization issued by the health institution and in which it is specified that the permit enjoyed is included within the period of the hospitalization.

For the time indispensable within a working day to accompany first-degree relatives of consanguinity who need to be assisted in a medical consultation, provided that the need to go is duly accredited accompanied.

D) In the case of the usual home transfer, the permit will be two days.

E) For the indispensable time, for the fulfillment of an inexcusable duty of public and personal character. Where it is established in a legal or conventional rule for a given period, it shall be subject to what is available as regards the duration of the absence and its economic compensation.

When the performance of the duty referred to above involves the impossibility of providing the work due to more than 20 per 100 of the working hours in a period of three months, the company may pass the affected worker to the the situation of surplus regulated in Article 46 (1) of the staff regulations.

In the event that the worker, for the performance of the duty or the performance of the charge, receives compensation, the amount of the same salary as that which he or she has in the company will be deducted.

F) The male or female workers, who are breastfeeding for a child under nine months, shall be entitled to an hour of absence of work which may be divided into two fractions. The duration of the permit shall be increased proportionally in the case of multiple births. The woman will be able to replace her with a reduction of her half-hour or accumulate in full days, according to the plan of equality that the companies will develop. This permit constitutes an individual right of workers, men or women, but may only be exercised by one of the parents in the event that they both work.

G) Who, for reasons of legal guardian, has a direct care of less than 12 years of age or a person with a physical, mental or sensory disability who does not carry out paid activity, shall be entitled to the reduction of working time with proportional reduction of salary, as established by law. The same right shall be for the person who needs to take care of the direct care of a family member up to the second degree of consanguinity or affinity that cannot be used by himself and does not carry out paid activity.

H) The female victim of gender-based violence shall be entitled to the reduction of working time or rearrangement of working time, in accordance with the provisions of the law.

I) To perform trade union or staff representation functions in terms legally or conventionally established.

In all cases, it will be necessary to justify the fact that the reason for the absence is verified.

For the purposes of this agreement, the term "different locality" means the movement of the worker over 150 kilometers. The days of leave will always be natural, except as for the assumption of child birth, and the interpretation of the concepts "major surgical intervention" and "minor" will be done according to the need or not, respectively, of the Clinical detention in a clinical condition that is greater than or not forty-eight hours.

Permits will begin to be enjoyed from the day that the causative event occurs, computing on calendar days.

Agreement 45. Licenses for studies.

The company that has its service workers who perform studies in official teaching centers or recognized by the Ministry of Education and Science for obtaining an academic degree, in accordance with the provisions of the law (a) general education, shall grant to them, with the right to pay, the necessary permits for the time required, duly justified, for partial and final examinations.

Similarly, workers who carry out studies in the mentioned centres will be eligible for a reduction in their working day of up to a third of the same, with the equivalent wage decrease, without this being altered. No reduction in their employment rights.

Agreement 46. Unpaid leave.

Companies will grant to staff the unpaid licenses they request, provided they do not exceed twenty days a year, 10 of which must be consecutive.

Agreement 47. Excess.

1. Voluntary leave.-The worker with an age in the undertaking of at least one year shall be entitled to be granted the status of voluntary leave for a period of at least four months and not more than five years, without in any case being can produce such a situation in fixed-term contracts. In order to benefit from other voluntary leave, the worker must cover a new period of at least four years of effective service to the undertaking.

Voluntary leave shall be deemed to have always been granted without the right to receive any remuneration from the undertaking and shall not be taken into account.

The time of excess may not be used to serve in a similar company or that implies concurrency. In the event of non-compliance with this rule, it is understood that the employment contract, with all its rights, will be terminated voluntarily. The reinstatement must be requested in writing one month in advance of the date of the end of the enjoyment of the surplus and the worker will only have a preferential right to the reentry in the vacancies of equal or similar category to his or her own or are produced in the company.

In excess of periods equal to or less than the year, if the application is requested before that period of leave elapses, the reinstatement of the fixed worker shall be automatic with all the rights recognised by the initiation of the same, either in its former category or similar, if there is a vacancy, or in a position of lower category until it occurs. In the case of discontinuous fixed workers if the application is urged before the first campaign takes place, and there are no vacancies, the reinstatement will be effective in the following campaign.

In the positions of free designation of the company, the company will determine if upon re-entry, if there is a vacancy, the worker reoccupies the position that he had entrusted prior to the surplus or if he is awarded, with character definitive, a different one, respecting the economic rights in cash which it had acquired.

The request for leave must be made in writing, and must be resolved within thirty days of submission, taking into account the possibilities of the service's needs.

2. Forced leave. The management of the undertaking or centre of work shall give the force of leave to its staff, where requested by the competent authority and in writing, for the performance of a public or trade union official, and shall last all the time the duration of the period of performance of that, with immediate incorporation, warning one month in advance.

3. Leave of absence for the care of a child or family member. The excess for the care of a child or family member shall be governed by the provisions of the law.

CHAPTER VII

Faults and Sanctions Regime

Agreement 48. Minor fouls.

1. Three faults of punctuality over a period of thirty days, without any justified cause, and provided that it does not exceed, every one, two hours.

2. Lack of communication with due notice of absences to work for justified reasons, unless it is proved impossible to do so.

3. Lack of grooming and personal cleansing.

4. Lack of care and diligence at work.

5. Discussions that affect the good progress of the work.

6. Missing work one day per month without cause for justification.

7. Refusal to sign the written document certifying the receipt by the worker of the notifications sent to him by the companies.

8. Refusal to sign the control sheets or any other document or diligence that the company deems necessary for the maintenance of the discipline or control of the personnel.

Agreement 49. Serious fouls.

1. Three faults of punctuality of more than two hours each for a period of thirty days, without any justified cause.

2. Simulate the presence of another worker by using their tab, signature, or control card.

3. Change, look at or stir the closets and clothes of the companions without proper authorization.

4. Those committed against discipline at work or against respect because of their superiors or co-workers or abuses of authority.

5. The recidivism in minor faults within a semester, even if they are of different nature, but provided that they have motivated the corresponding sanction.

6. The abandonment of work without justified cause.

7. Negligence at work when it causes serious injury.

8. Consumption of alcoholic and/or narcotic beverages during work

9. Drunkenness or habitual drug dependence outside of work, provided it has an impact on their performance or work behavior.

10. Refusal to use the personal protective means provided by the company.

11. Occasional drunkenness or drug addiction at work, provided it does not cause serious risk situations for the same, persons or facilities.

12. Carry out without permission, particular jobs during the working day, as well as employment for own uses of the material or services of companies, including computer and mobile phones.

13. Non-compliance, concealment and, in general, failure to comply with the obligations laid down in Article 29 of Law 31/1995 of 8 November 1995 on the prevention of occupational risks, where such non-compliance is not a serious and imminent risk for the safety and health of persons or facilities.

14. To be punished by the competent authorities for committing serious road safety violations during the working day

15. Do not communicate to the company changes in the family situation that may affect the benefits of social security or the tax situation.

16. The concealment of errors and mistakes that cause injury to the company and the concealment of facts or faults that the worker would have witnessed.

Agreement 50. Very serious fouls.

1. More than ten non-justified punctuality offences committed over a period of six months or twenty in a year.

2. Missing work more than six days in the semester without justified cause.

3. Fraud, disloyalty and abuse of trust in the efforts entrusted to them. Indiscipline or disobedience at work, continued and voluntary decline in normal or agreed job performance.

4. Theft or theft, both to your coworkers and to the company or any other person within the premises of the same or during the act of service.

5. The repeated simulation of illness or accident.

6. Intentionally cause damage to the company's machinery, facilities or buildings.

7. To have fallen on the worker conviction of the courts of justice competent for the offence of theft, theft, fraud or embezzlement committed outside the company.

8. The ongoing and usual lack of grooming and personal cleansing that produces justified complaints from peers.

9. Drunkenness and habitual drug dependence during work if they have a negative impact on the job.

10. Engage in work involving competition with the activity of the company, if not a half-authorisation of the company.

11. Ill-treatment of a word or deed or a serious lack of respect and consideration for the bosses or their family members, as well as the companions and subordinates.

12. Abandon work in positions of responsibility.

13. Reoffending in serious faults, even if they are of different nature, provided they are committed within a year and have been sanctioned.

14. Occasional drunkenness or drug addiction at work, if it causes serious damage or situations to yourself, people or facilities.

15. Be punished by the competent authorities for committing very serious infractions or road safety offences during the work day.

16. The tolerance or cover-up of the bosses or superiors in respect of serious or very serious misconduct by the staff dependent on that person.

17. Non-compliance, concealment and, in general, failure to comply with the obligations laid down in Article 29 of Law 31/1995 of 8 November 1995 on the prevention of occupational risks, where such non-compliance is a serious and imminent risk for the safety and health of persons or facilities.

18. All conduct, in the field of work, which seriously undermines respect for privacy and dignity through offence, verbal or physical, sexual or moral harassment. If the aforementioned conduct is carried out in a hierarchical position, it will constitute an aggravating circumstance of that position.

To prevent, investigate, and punish harassment behaviors, a specific procedure will be implemented in which the confidentiality and right of individuals are guaranteed.

19. Violate the secret of correspondence or reserved documents of the company or the workers.

20. Disclose confidential company information.

21. Smoking in the company's premises.

Agreement 51.

The maximum penalties that companies can apply according to the severity and circumstance of the faults committed will be as follows:

A) minor faults: verbal admonition, written warning and suspension of employment and salary up to two days of being.

B) serious misconduct: suspension of employment and salary of up to 15 days; disablement by no longer than one year for promotion to a higher category.

C) very serious faults: suspension of employment and salary of up to two months; disablement for two years or definitely to move to another category; forced transfer to another job centre; dismissal.

For the application of the sanctions that precede the greater or lesser degree of responsibility of the one who commits the fault, its professional category and the impact of the fact on the other workers and in the company.

The faults shall be prescribed in accordance with the time limits laid down in Article 60 of the Staff Regulations Act and, where applicable, the law of the labour procedure.

CHAPTER VIII

Trade union rights

Agreement 52. Union action.

1. The trade union action in the company shall be governed by the provisions of the law and the legal provisions that develop it.

2. In the workplace which is requested to collect the trade union fee, it shall take effect regardless of the number of workers who have such a centre.

The worker interested in carrying out such an operation shall forward to the management of the undertaking a letter in which the order for the discount, the central or the union to which he belongs is clearly expressed, the amount of the fee, as well as the number of the current account or savings bank account to which the corresponding amount must be transferred. The undertakings shall carry out the following actions, unless otherwise specified, for periods of one year.

3. The situation of surplus may be requested by that worker who holds a union position of provincial relevance, at the level of the secretariat of the respective union, and at national level in any of its modalities. You will remain in such a situation as long as you are in the exercise of that position, rejoining your company if you request it within a month at the end of your performance.

4. The designation of union delegates will be carried out by companies, according to the number established in this collective agreement. Delegates shall be entitled to participate in the meetings of the interagency committees with the same powers as the rest of their members.

Agreement 53. Of the works councils.

1. Composition.-The number of members of the works councils and their variations shall be governed by the law established.

2. Duties.-Without prejudice to the rights and powers granted by law, the works councils are recognized as follows:

A) Being informed by company management:

a) Quarterly, on the general evolution of the economic sector to which the company belongs, on the evolution of the business and the situation of the production and likely evolution of the employment in the company.

b) Annually, know and have at your disposal the balance sheet, the results account, the memory and in the event that the company magazine the form of company by shares or participations, of how many documents are made known to the partners.

c) Prior to their execution by the company, on the restructurings of staff, total or partial closures, definitive or temporary, and the reductions in day; on the total or partial transfer of the business facilities and the company's vocational training plans.

d) Depending on the subject matter:

On the implementation or revision of systems of work organization and any of its possible consequences: studies of times, establishments of systems of premiums or incentives and valuation of jobs.

On the role, absorption or modification of the legal status of the company when this implies any impact affecting the volume of employment.

The employer shall provide the business committee with the model or models of contract of employment that he habitually uses, the committee being entitled to make the appropriate claims to the company and, where appropriate, to the authority competent work.

On penalties imposed for very serious misconduct and, in particular, on dismissal scenarios.

With regard to statistics on the rate of absenteeism and its causes, occupational accidents and diseases, and their consequences, the rates of accidents, the movement of income and unemployment, and the promotions.

(b) Exercise surveillance work on the following subjects:

(a) Compliance with existing labour and social security standards, in particular as regards equal opportunities in the employment policies of companies, as well as the respect of covenants, conditions or uses of company in force, making, where appropriate, the appropriate legal actions before the undertaking and the competent bodies or courts.

b) The quality of teaching and the effectiveness of teaching in the company's training and training centers.

c) The conditions of safety and hygiene in the development of work in the company.

C) To participate, as regulated in the management of social works established in the company, for the benefit of the workers or their families.

D) Collaborate with the company's management to achieve the fulfillment of how many measures they seek to maintain and increase the productivity of the company.

E) The committee of business is recognised as a procedural capacity, as a collegiate body, for the exercise of administrative or judicial action in all matters relating to its jurisdiction.

F) The members of the business committee, and as a whole, shall observe professional secrecy as regards paragraphs (a) and (c) of point (a) of this Article, even after they cease to belong to the business committee, and in special in all matters on which the address expressly points out the reserved character.

G) The committee will ensure not only that in the selection process of staff the current or agreed regulations are complied with, but also by the principles of non-discrimination, equality of sex, and the promotion of a rational policy of employment.

3. Guarantees:

A) No member of the business committee or delegate of staff may be dismissed or punished during the performance of his duties, or within the year following his termination, unless the latter occurs by revocation or resignation, and provided that the dismissal or sanction is based on the action of the worker in the legal exercise of his or her representation.

If the dismissal or any other sanction for alleged serious or very serious misconduct, obey to other causes, it must be dealt with contradictory case, in which it will be heard, apart from the interested party, the committee of company or other staff delegates, and the delegate of the union to which it belongs, in the event that it is recognised as such in the undertaking.

Possession priority of staying in the company or workplace, with respect to other workers, in the cases of suspension or extinction due to technological or economic causes.

B) They may not be discriminated against in their economic or professional promotion, because of the performance of their representation.

C) May exercise the freedom of expression within the company, in the matters of its representation, being able to publish or distribute, without disturbing the normal development of the production process, publications of employment or social interest, communicating all of this in advance to the company and exercising such tasks in accordance with the legal standard in force.

D) The credit of paid monthly hours, for members of the works councils and staff delegates, is fixed in thirty hours and may be cumulable annually by union and company in a staff delegate, member of the business committee or trade union delegate of each of the most representative trade unions, provided that the company does not reach more than 1,000 workers, up to a maximum of 2 when the number of workers in the company is between 1,000 and 2,000 workers and up to a maximum of 3 when the company rebases the 2,000 workers. The delegate of staff, member of the business committee or trade union delegate on whom the credit hours are accumulated may be relieved of their work, without prejudice to their remuneration and to the limits set out above.

The way to effect this possible annual accumulation of hours will be notified in writing to the management of the company's staff and to the director of the center or work centers affected by those workers who wish to do so. use of the recognised right, with a notice of no less than 15 days ' notice to notify the name of the person or persons on whom the cumulation falls, the number of hours to accumulate and the name or names of the transferors.

It will not be computed within the legal maximum of hours, the excess over the same one will be produced by the designation of delegates of staff or members of committees as components of negotiating commissions of collective agreements in respect of which they are affected and, as regards the holding of official sessions, through which such negotiations take place and where the undertaking concerned is affected by the field of negotiation referred to.

E) Without exceeding the legal maximum, the paid hours available to the members of staff committees or delegates may be consumed in order to provide for the assistance of such committees to training courses organised by their staff. trade unions, training institutes or other entities.

Agreement 54. Meetings of the business committee with management.

The management of the work center will meet with the business committee once a month. The convening of the meeting and the agenda of the subjects or matters to be dealt with shall be established at least one week in advance.

Agreement 55. Interagency committee.

The interagency committee, of the companies that have it, will consist of a minimum of five members and a maximum of thirteen.

In the case of significant changes in the number of workers in the company, as a result of closures or casualties in general, companies will be able to readjust the previous figure.

The interagency committees may be dissolved by decision of the half plus one of its members.

Their functions will be those recognized to the works councils in those matters that affect the generality of the job centers of each company or group.

This committee shall meet with the representatives of the company twice a year, at least, with the timing and agenda of those meetings being fixed, by mutual agreement.

Agreement 56. Anti-union practices.

Regarding the assumptions of practices that, in the opinion of some of the parties, may qualify as anti-union, the provisions of the laws will be in place.

Agreement 57. Commission of training.

A joint committee of a joint nature will be set up to be assigned the future study of the future training needs of the sector's staff.

Companies will allocate 0.5 per 100 of their gross wage bill to vocational training while the ability to plan, develop and control training plans will be the responsibility of business management.

Agreement 58. Risk prevention and occupational health commission.

A joint committee of a joint nature will be set up to be assigned to the study of future needs in the field of occupational risk prevention and occupational health of the sector.

Additional disposition first. Wage increases for 2015 and 2016.

1. Year 2015. The salary concepts established for the year 2015, which are listed in Annexes 2, 3, 4, 5 and 6 and in agreements 22, 24, 25, 26, 27, 29, 30, 33, 34 and 38 are those corresponding to the values that were established as definitive. 31-12-2014.

2. Year 2016. The parties to this Convention will meet in the last four months of 2016 to assess the progress of the sector and to establish the values of the salary concepts for 2016.

Additional provision second. Equality law.

Companies should promote positive action policies to meet equality goals and incorporate specific measures to prevent sexual harassment, sex-based harassment at work, and moral harassment. During the term of this agreement, the companies that are required by the organic law 3/2007, of March 22, will have to elaborate and implement an equality plan that will cover all the objectives set out in that law. The plan will be negotiated with the representatives of the employees of each company. Companies that do not have to come up with a plan may negotiate with workers ' representatives to implement measures that prevent all forms of discrimination.

All paid leave, reduction of the day for family reasons and leave will apply on the same terms and conditions for the couples in fact when they are recognized by the appropriate regulation. any competent body.

ANNEX I

Professional Classification of Sugar Industry

Group A. Professional professionals, industry professionals, underlings and unskilled.

Category A-4. It is the worker who carries out works whose realization requires only the contribution of his attention and physical effort, without requiring knowledge or previous practice. This operator may be assigned to any department or task, both in the campaign period and in the intercampaign, normally performing elementary and routine tasks.

This worker:

It requires no instruction, no training, no prior adaptation above basic education and the precise skills for the development of normal life.

Runs only precise, clearly established instructions with a high degree of dependency.

Use normal tools or simple appliances.

Keeps the facilities, appliances, and environment in which you work clean.

It is responsible for compliance with the Safety and Health Standards, both on a personal level and with respect to the use and facilities of its field of action, informing its immediate superior of those anomalies or defects that you cannot repair yourself.

You are responsible for compliance with quality standards in both manufacturing and maintenance operations.

Category A-5. It is the worker who, with the necessary practice and under close supervision, performs in the campaign cycle itself and in the campaign cycle, works for which a simple training is required. It can be assigned to any task according to its skills and the organizational needs of the job.

This worker:

You don't have to carry out any basic training, no advance training above the EGB certificate, but a simple training and adaptation, with a short-lived setting.

Receives simple slogans given by demonstrative or oral route.

Uses appliances and tools that can lead you to work on machines or installations that force you to have certain knowledge.

Keeps the facilities, appliances, and environment in which you work clean.

It is responsible for compliance with the Safety and Health Standards, both on a personal level and with respect to the use and facilities of its field of action, informing its immediate superior of those anomalies or defects that you cannot repair yourself.

You are responsible for compliance with quality standards in both manufacturing and maintenance operations.

Category A-6. It is the worker who, after the necessary period of practice, is responsible for the handling, care and preservation of equipment and elements during the campaign period. In the intercampaign, it carries out its own work of a trade, as well as those arising from the requirements of the factory installation.

This worker:

Has at least F.P. I certificate or equivalent training, complemented by a professional experience gained through the work.

You know how to interpret slogans and take initiatives within the framework of the rules and competencies that you are set, although your responsibility is limited by direct or systematic supervision.

Uses and attends machines and facilities, making regulations that do not present special difficulties.

Keeps the facilities, appliances, and environment in which you work clean.

It is responsible for compliance with the Safety and Health Standards, both on a personal level and with respect to the use and facilities of its field of action, informing its immediate superior of those anomalies or defects that you cannot repair yourself.

You are responsible for compliance with quality standards in both manufacturing and maintenance operations.

Category A-7. It is the worker who has knowledge of a trade that allows him to execute the different skilled jobs of that trade or similar ones, as well as, in manufacturing, to coordinate a set of different character operations applying knowledge of manufacturing and instrumental equipment in order to properly maintain the process entrusted and the facilities in charge.

This worker:

You have received a complete training of a trade, accredited by a certificate of F.P. II or have duly accredited equivalent knowledge or a sufficient practice of the various skilled jobs of the trades to the which is intended to be used, or the handling of equipment for which the use of such equipment requires.

It is responsible, in the framework of the general slogans, for the various operations that are entrusted to you.

In intercampaign, you run jobs in accordance with your level of knowledge, proceeding to make unmounts, assemblies, and simple repairs of facilities or current materials.

On the campaign trail, it may be intended for preventive and corrective maintenance of machines and installations, or be responsible for the implementation and regulation of automatic or semi-automatic installations, comprising at least one First, in order to ensure the continuity of its progress and the quality of production, respecting the general slogans of the various operations in its capacity.

Keeps the facilities, appliances, and environment in which you work clean.

It is responsible for compliance with the Safety and Health Standards, both on a personal level and with respect to the use and facilities of its scope, to inform its immediate superior of those anomalies or defects that you cannot repair yourself.

You are responsible for compliance with quality standards in both manufacturing and maintenance operations.

Category A-8. He is the worker who has a perfect knowledge of a trade and exercises it with great skill and responsibility, extending his campaign performance on a set of operations that assume greater skill and responsibility than the level of This is the case for action which has a major impact on the quality of the product concerned or on the good conservation and functioning of the facilities. It must, on its own initiative, do what is necessary to maintain the normal course of the processes and facilities at its disposal and to restore it if anomalies occur, being able to carry out a control room or control room that regulates the manufacturing process. of two first departments.

This worker:

You must possess the title of F.P. II and experience in your trade or similar, or equivalent knowledge duly accredited by practice or by having followed and approved courses of recycling in your specialty.

It is responsible, in the framework of the general slogans, for the various operations that are entrusted to you.

In intercampaign, you are responsible for jobs that need great professional qualities or a technical value that enables you to bring operations that are outside the framework of repetitive or current jobs to a good end.

In campaign, it may be intended for preventive and corrective maintenance of machines and installations, or be responsible for a computerized control room or control room that controls and regulates at least two first, or Fourth of steam production boilers with pressure of between 41 and 64 Kg/cm2 or which does not meet these pressures, the boilers at their charge usually have a total production of more than 70 Tm of steam/hour.

Keeps the facilities, appliances, and environment in which you work clean.

It is responsible for compliance with the Safety and Health Standards, both on a personal level and with respect to the use and facilities of its field of action, informing its immediate superior of those anomalies or defects that you cannot repair yourself.

You are responsible for compliance with quality standards in both manufacturing and maintenance operations.

Category A-9. It is the worker who, in response to the specifications of the previous level, is destined for a post which requires a high professional qualification and great experience and initiative, and can have a computerised control room in charge. regulates the manufacturing process of an important sector of the factory.

Their performances have a decisive influence on the good running of the factory and the quality of the main products produced.

This worker:

You have extensive and in-depth professional knowledge of a trade, accredited by an F.P. II title or equivalent training and by a long practice that provides you with this level of knowledge properly contrasted, by which possesses a very complete master's degree, being able to interpret sketches and schemes that allow you to make mounts, set to point and corrections of machines and installations.

Must take initiative in the adaptation or combination of the working methods, in the appreciation of the results obtained, as well as in the detection of anomalies and breakdowns in the process and the material, having to provide solutions to the same.

In intercampaign, you do jobs for which a very complete master's degree is required in your craft, being able to participate, plus in related jobs.

In campaign, it may be intended for preventive and corrective maintenance of machines and installations, or be responsible for a computerized control room post which regulates the process of manufacture of the beet or the (a) a quarter of sugar or a quarter of steam production boilers with pressure of more than 64 Kg/cm2 or more than 3 boilers.

Keeps the facilities, appliances, and environment in which you work clean.

It is responsible for compliance with the Safety and Health Standards, both on a personal level and with respect to the use and facilities of its field of action, informing its immediate superior of those anomalies or defects that you cannot repair yourself.

You are responsible for compliance with quality standards in both manufacturing and maintenance operations.

Category A-10. It is the worker whose function is to execute, coordinate and supervise the execution of several homogeneous tasks, being responsible, in campaign, of a preventive and corrective maintenance team of breakdowns.

This category will also have the responsibility for the process of a factory sector, either in the quarter of beet or in the sugar quarter, because the control room division is determined by the company, but which demonstrate practically that they are capable of carrying out the full sugar manufacturing process, after receiving the necessary training.

This worker:

You must hold the title of F. P II or equivalent professional training, duly accredited.

You have deep technological knowledge in your specialty and in related trades. It is sufficiently aware of the manufacturing process to assess the impact it may have, directly or indirectly, on its action on the other sectors of the factory.

In intercampaign, he performs work of his specialty that requires a great mastery and precision, being able to exercise the supervision of several teams. You must also be able to actively collaborate in related trades.

As a campaign manager, you must have the necessary initiative to intervene to quickly fix, by your own means, any problems that occur or assess to what extent you are request the intervention of your superior if the problem exceeds its scope of knowledge and responsibility. As a control room manager you need to have in-depth knowledge of the entire controlled process from the room and the correct handling of all the instrumental equipment you have in your office.

Keeps the facilities, appliances, and environment in which you work clean.

It is responsible for compliance with the Safety and Health Standards, both on a personal level and with respect to the use and facilities of its field of action, informing its immediate superior of those anomalies or defects that you cannot repair yourself.

You are responsible for compliance with quality standards in both manufacturing and maintenance operations.

Category A-11. It is the worker who meets the requirements of the previous level, performs his/her duties and responsibilities in campaign and intercampaign, and who for his/her greatest technical and practical preparation is able to collaborate by delegation in functions of the Command Intermediate the service to which it belongs and additionally replaces it in its accidental absences (I.T. holidays, permits, displacements, etc.)

The control room responsible for the entire manufacturing process (fourth beet and fourth sugar) will also have this category in the campaign when the control and responsibility are effectively theirs.

Keeps the facilities, appliances, and environment in which you work clean.

It is responsible for compliance with the Safety and Health Standards, both on a personal level and with respect to the use and facilities of its field of action, informing its immediate superior of those anomalies or defects that you cannot repair yourself.

You are responsible for compliance with quality standards in both manufacturing and maintenance operations.

Category A-12. Companies which, at the entry into force of this Convention, have intermediate controls of category C-13, may promote to this category A-12 (2. Mechanical E, 2. Electrician E, 2. º Automatisms E and 2. opposition, to a person of category A-11 of their respective service.

Your knowledge, functions, and responsibilities are the same as described for category A-11.

Keeps the facilities, appliances, and environment in which you work clean.

It is responsible for compliance with the Safety and Health Standards, both on a personal level and with respect to the use and facilities of its field of action, informing its immediate superior of those anomalies or defects that you cannot repair yourself.

You are responsible for compliance with quality standards in both manufacturing and maintenance operations.

Group B. Administrative and employees.

Category B-6. It is the worker who performs fundamentally routine character operations in any scope within the area of his or her activity.

This worker:

You must possess minimum F. P. I training or equivalent acquired through experience and an elementary knowledge of your profession.

Take simple initiatives within the operational process, using the office media at your disposal. His duties lack responsibility and he is under permanent control.

Keeps the facilities, appliances, and environment in which you work clean.

It is responsible for compliance with the Safety and Health Standards, both on a personal level and with respect to the use and facilities of its field of action, informing its immediate superior of those anomalies or defects that you cannot repair yourself.

You are responsible for compliance with quality standards in your work.

Category B-7. It is the worker who performs work for which general knowledge of his or her activity is required.

This worker:

You must have the title of F.P. II or equivalent training in your own job duties, duly accredited.

It is responsible, with respect to the general slogans, for the various jobs that you are in charge of.

You know how to take the initiatives that your employment needs within the framework of these slogans, using the office media at your disposal.

Dominates the basic computer programs required to perform tasks at this level.

Keeps the facilities, appliances, and environment in which you work clean.

It is responsible for compliance with the Safety and Health Standards, both on a personal level and with respect to the use and facilities of its field of action, informing its immediate superior of those anomalies or defects that you cannot repair yourself.

You are responsible for compliance with quality standards in your work.

Category B-8. It is the worker responsible for a set of jobs that require general knowledge and skills in the area of their activity.

This worker:

Owns an F.P. II title or equivalent training resulting from a properly accredited experience.

You have a sufficient understanding of your scope of work that enables you to place your function in a set of connected operations, having acquired a great skill and level of initiative sufficient to be able to be submitted only to a general control by their superiors.

Take initiatives within the operational process, using the office media at your disposal.

Keeps the facilities, appliances, and environment in which you work clean.

It is responsible for compliance with the Safety and Health Standards, both on a personal level and with respect to the use and facilities of its field of action, informing its immediate superior of those anomalies or defects that you cannot repair yourself.

You are responsible for compliance with quality standards in your work.

Category B-9. It is the worker who has, at least, the training and knowledge of the previous category, being able to show initiative and responsibility in the organization of his work.

This worker:

Runs jobs that require high professional qualities, acquired after obtaining an F.P. II degree or equivalent diploma, or has such an experience, duly accredited, that their knowledge can be assimilated to this level.

You must be able to show initiative in adapting or combining the forms of action, as well as in the appreciation of the results you get.

In case of finding anomalies in the exercise of their functions, you are able to choose the solutions to be applied.

You are able to participate in connected jobs with which you are entrusted.

Take initiatives within the operational process, using the office media at your disposal.

Keeps the facilities, appliances, and environment in which you work clean.

It is responsible for compliance with the Safety and Health Standards, both on a personal level and with respect to the use and facilities of its field of action, informing its immediate superior of those anomalies or defects that you cannot repair yourself.

You are responsible for compliance with quality standards in your work.

Category B-10. It is the worker who possesses a complete mastery of a profession, acquired by a solid experience, having demonstrated a high degree of initiative, having in his position a certain area within which he performs works that require, in addition to extensive general knowledge of the activity, a particular specialization in its own subjects.

This worker:

You must hold the title of F.P. II or an accredited equivalent training, and extensive knowledge in the various branches of your activity.

You can prepare the work items and gather all the reports and data to set up a complete job on a particular subject.

You know enough about the activities connected with yours, as well as the company's circuits, to appreciate the direct or indirect repercussions that your action might have on the other sectors.

You can quickly adapt to new functions of your level.

In addition to professional knowledge, you have the level of general knowledge needed to properly exercise your function.

Monitors, if any, the jobs performed by the staff who assist you in your duties.

Take initiatives within the operational process, using the office media at your disposal.

Keeps the facilities, appliances, and environment in which you work clean.

It is responsible for compliance with the Safety and Health Standards, both on a personal level and with respect to the use and facilities of its field of action, informing its immediate superior of those anomalies or defects that you cannot repair yourself.

You are responsible for compliance with quality standards in your work.

Category B-11. It is the worker who has an administrative service in charge, within which he exercises initiative and has responsibility with or without other employees to his or her orders.

This worker:

Holds the title of F.P. II, at least, or the equivalent training duly accredited.

It is capable of handling office-based media of some complexity, taking initiatives within the operational process.

You will usually perform the jobs that are required within your work team.

Keeps the facilities, appliances, and environment in which you work clean.

It is responsible for compliance with the Safety and Health Standards, both on a personal level and with respect to the use and facilities of its field of action, informing its immediate superior of those anomalies or defects that you cannot repair yourself.

You are responsible for compliance with quality standards.

Category B-12. It is the worker who normally occupies a function which involves the coordination of the work entrusted to a large and dispersed staff or different professions or functions.

This worker:

Holds the title of F.P. II as a minimum, or the equivalent training duly accredited.

You must meet the required requirements for the level immediately below, manage the office media at your disposal, and must also be able to coordinate and monitor the work of the staff you may have under your command.

Monitors the maintenance and cleaning of installations, appliances, and environment in the area of your responsibility.

Complies with and enforces existing Safety and Health Standards, as well as established quality standards; all in their area of responsibility.

Category B-13. It is the worker who normally directs other workers of different specialties or functions or assumes equivalent responsibilities, taking initiatives to improve the performance, job security and training of his or her staff. sector or its service.

This worker:

Possesses medium-grade titration or appropriately accredited equivalent training.

You must take important technical, economic, or social initiatives within the framework of the objectives set by the management.

You must meet the demands of the level immediately below and you are able to use the specialized office media at your disposal.

Monitors the maintenance and cleaning of installations, appliances, and environment in the area of your responsibility.

Complies with and enforces existing Safety and Health Standards, as well as established quality standards; all in their area of responsibility.

Group C. Technicians and Mandos:

Category C-11. It is the staff who, with a degree awarded by a technical or middle grade school, perform their duties of their profession.

This category will include the newly qualified middle-graduates who, in the direction of the Directorate, do not have sufficient experience.

Monitors the maintenance and cleaning of installations, appliances, and environment in the area of your responsibility.

Complies with and enforces existing Safety and Health Standards, as well as established quality standards; all in their area of responsibility.

Category C-12. He is the technician who, with training of average degree or equivalent duly accredited, and working on the orders and according to the instructions of a superior, exercises command over the staff in his position. He assumes initiative and responsibility in his work and is permanently in charge of the organization of both campaign and intercampaign work. He manages the office media at his disposal.

This worker:

If you are production command, you must be able to assume the head of a manufacturing shift.

Monitors the maintenance and cleaning of installations, appliances, and environment in the area of your responsibility.

Complies with and enforces existing Safety and Health Standards, as well as established quality standards; all in their area of responsibility.

Category C-13. He is the technician who, with training of average degree or equivalent accredited, and working on the orders and according to the instructions of a superior, directs and coordinates works of different specialties performed by personnel in his position, taking initiative and responsibility in their work. He manages the office media at his disposal.

If you are production command, you must be able to assume the head of a manufacturing shift.

Also included in this level are graduates of higher degree in practice or new income with no experience in their job.

Monitors the maintenance and cleaning of installations, appliances, and environment in the area of your responsibility.

Complies with and enforces existing Safety and Health Standards, as well as established quality standards; all in their area of responsibility.

Category C-14. It is the top title that you have acquired, from studies or from a professional experience, a sufficient technical qualification.

Your experience allows you to easily become familiar with manufacturing, maintenance, project, test, administration, crop, procurement, sales, or any other business issues, as well as providing solutions.

Assumes responsibility in the field of its competence, and must possess sufficient initiative in the performance of its functions, in accordance with the responsibility required.

If you are production command, assume the head of a manufacturing shift in the field.

Monitors the maintenance and cleaning of installations, appliances, and environment in the area of your responsibility.

Complies with and enforces existing Safety and Health Standards, as well as established quality standards; all in their area of responsibility.

Category C-15. He is the senior entitled who exercises functions in which he applies a great experience coupled with fundamental knowledge about a set of techniques.

Your activities are generally defined by your Director or Subdirector.

The performance of your work involves responsibilities that involve autonomy of judgment and initiative within the framework of your attributions.

If you are production command, you must assume the head of a manufacturing shift in the field.

Monitors the maintenance and cleaning of installations, appliances, and environment in the area of your responsibility.

Complies with and enforces existing Safety and Health Standards, as well as established quality standards; all in their area of responsibility.

Category C-16. This is the top-grade title that exerts with extensive experience the functions defined in the previous category and those that are assigned to it by its Director.

In its field of action: scientific, technical, commercial, administrative or management, it assumes responsibilities that require a wide autonomy of judgment and initiative, being able to perform the functions of Director when it is so requires.

Monitors the maintenance and cleaning of installations, appliances, and environment in the area of your responsibility.

Complies with and enforces existing Safety and Health Standards, as well as established quality standards; all in their area of responsibility.

Category C-17. It is responsible for the management and achievement of the objectives set by the corporate strategy of the company within its area, department, zone or factory.

Monitors the maintenance and cleaning of installations, appliances, and environment in the area of your responsibility.

Complies with and enforces existing Safety and Health Standards, as well as established quality standards; all in their area of responsibility.

Professional Classification: Mapping Box

Group A. Professional, Industry Professionals, Subalternate and Unskilled.

A-1. First year apprentices.

A-2. Apprentices second year.

3. Third year apprentices.

A-4. No qualification: Peons.

A-5.

Subalters:

Save enclosure.

Doorman.

Ordinance.

Mozo store effects.

Industry professionals:

Pen "pen" beetroot.

P.P.R. Lab Net and Gross Bascula if they are independent.

P.P.R. Lab Discount Chain

Raspa papilla Laboratorio P.P.R.

Vigilant lands.

Hydraulic discharge.

Resmelter.

Empastator.

Costor sugar bags.

Stack responsible sugar bag estimate.

Sugar bagging helper.

Sugar stuker.

Wastewater installations with simple debugging (no digester).

Loading and/or Download of: molasses, vinaza and fuel oil, provided these are their main functions.

Taking and preparing samples for laboratory analysis.

Surveillance in departments field with control in room.

Department Responsible Assistant.

A-6.

Subalters:

Telephone.

Ordinance E, if you habitually perform bureaucratic paperwork with external entities.

Effect store helper.

Industry professionals:

Beetroot receiving scale.

Rupro.

Net-to-Net (micro) Bascles in P.P.R. Lab

Beet mechanical discharge plate cabins.

Sharpen cutting blades.

Mechanical or electric truck driver and powertrain and locomotive or tractor for non-RENFE carnet manoeuvres.

Stacked crane driver or load of slingy sacks.

Heat Helper without operator card requirement.

Beach brigade manager.

General scope greaser.

Responsible for the operation and control of:

Laundry-deshöjador-beetroot clearing.

Lime Slurry Preparation.

Juice decorators.

Syrup filtration.

Low-product centrifuges.

Sugar Dryer.

Sugar Encarted Room.

Plastic Sugar Bagged in Independent Installation.

Pulp granules and/or pulp store.

Professional professionals:

3. Officers of any trade.

A-7.

Subalters:

Concierge.

Industry professionals:

Tachas Helper if not directly responsible and exclusive to any product.

Operator card-demanding Calderas helper.

Class B driver of: tourism, van, shovel, truck, bus, and locomotive or tractor with RENFE carnet (all these drivers may have category A-8 or A-9 if they are professional professionals related to the automotive and repair breakdowns that do not require a specialized workshop.)

Responsible for operation and control, whether computerised or not, of:

Cortarroots if you sharpen blades or ride them on the door-holders.

Broadcast.

Carbonation-debug.

Juice filtration.

Evaporation.

Quentin.

Centrifuges.

Paper Sugar Pockets.

Pulp dryer.

Pulling of pulp.

Lime Oven.

Boilers by definition.

Sugar silo.

Sugar store.

Wastewater installations with complex debugging (with digester).

Factory or P.P.R. lab auxiliaries

and in alcoholera: Fermentation, Distillation, Vinaza Concentrator, Alcohol Store.

Professional professionals:

2. Officers of any craft.

A-8.

Industry professionals:

Crop agent.

Beet receiver.

Low-product Cocedor with full responsibility for its complete crystallization process.

Manager of Calderas by definition.

Responsible for two first departments.

Vigilant assistant who is trained to perform any of the positions included in your work sector.

Vehicle drivers requiring class C carnet

Distiller-Alcoholer Concentrator.

Professional professionals:

Officers of 1. of any craft.

A-9.

Industry professionals:

Agricultural Capataz.

First product and also low-product Cocedor if assigned.

Manager of Calderas by definition.

Computerized control room of the quarter of beetroot or of the fourth sugar.

Alcohol distiller who is also responsible for Fermentation and Calderas.

Professional professionals:

1. E (Specialized) officers of any craft.

A-10.

Industry professionals:

Computerized control room operator of the entire process of the sugar room and the quarter of beetroot or one of only two quarters, by the distribution of the work established by the company, show It is capable of bearing each of these two rooms with warranty.

Manufacturing watchdog responsible for the entire manufacturing process, quarter of beetroot and fourth sugar, although it may only be of the quarter of beetroot or of the fourth sugar if for the great productive capacity or The complexity of the facilities is established by the company.

Professional professionals:

Chief Team Officer (Great Specialist) of any trade that is responsible for the duty maintenance team of your service (Mechanical, Electrical, Automatic).

A-11.

Industry professionals:

2.

Professional professionals:

2. Mechanics.

2. Electrician.

2. º Automatisms.

All of them have to replace the Intermediate Command of their respective services in their absences. Responsible for these services in feed mills and independent sugar alcoholics, provided that the company considers its need.

A-12.

Industry professionals:

2.

Professional professionals:

2. E Mechanics

2. Est Electrician E.

2. º E.

All of them according to the definition of this category A-12.

Group B. Administrative and Employees.

B-6.

Administrative Auxiliary of 2.

B-7.

Administrative Auxiliary of 1.

Phone 1. in Central Offices.

B-8.

Administrative Officer of 3.

Telephone 1. E in central offices with computerized centralite that carries several centers and performs other functions such as reception, fax, telex, etc.

B-9.

Administrative Officer of 3. E.

Sales Promoter.

Lab controller.

Delineant 2.

B-10.

Administrative Officer of 2.

Delineant 1. th with AUTOCAD domain and other more advanced systems.

Computer Operator.

2. organization technician, if you perform cost studies, times, and low difficulty methods.

Crop inspector whose knowledge is not comparable to those of the Agricultural Technical Engineer.

2. Technical Officer

B-11.

1. administrative officer

Designers with a domain of AUTOCAD and other advanced systems demonstrated in factory expansion projects.

Organization Technician of 1. th, if you perform cost studies, times, and medium difficulty methods.

Crop inspector with knowledge comparable to Agricultural Technical Engineer.

1. Technical Officer

Sales Inspector.

1. Computer operator if you are fully aware of all the applications in the job center.

Computer programmer.

B-12.

Head of Administration 2. ª

Designers with perfect AUTOCAD domain and other advanced systems demonstrated in factory expansion projects.

Organization Chief of 2.

2. Manager Technical Manager

Computer Programmer from 1.

Analyst Analyst.

B-13.

Head of administration for 1.

Organization Chief of 1.

1 rd Technical Manager

1. th computer programmer analyst

Group C. Technicians and Mandos.

C-11.

Titled middle grade level C.

C-12.

Titled middle grade B.

Administrator.

Head of Cultures.

Intermediate controls (Head of each of the mechanical, electrical, automotive, and counter-vehicle services).

C-13.

Titled middle grade A level

Titled top grade D level (in practices).

Administrator E.

Head Of Crops E.

E; intermediate controls.

Intermediate sugar controls with two unified services (Mechanical and Electrical, Mechanical and Automatic, Mechanical and Counterpart, Electrical and Automotive, Electrical and Counterpart, Automatisms, and Counterparts).

C-14.

Titled top grade C.

Service Manager.

C-15.

Titled top grade B.

Head of Service E.

Head of Manufacturing.

C-16.

Titled top grade A level

Head of Department at Central Offices.

Deputy Director.

C-17.

Director.

ANNEX 1 A

Professional Classification of AB Sugar Iberia S.L.U.

A) Relationship of existing jobs.

I. Manufacture of sugar. Campaign

Jobs

10

A-6

80

80

80

80

tara zone

A-6

External Manufacturing Vigilant Assistant

beet room operator

sugar

Mass Lab Auxiliary

A-6

490

490

:

520

B-7

Categ.	Cod. Tabs *
Beetroot Receipt
A-8		10
10	A-8	A-8	20
A-6	30
rubric	A-6	40
Endown Operator	50
50
50 Fixed-point table_izq"> Fixed-point Watcher	A-6	60
-of-the- beets	A-5	70
Payment Lab
A-7	90
de-assembly operation	A-4	100
A-6	110
Operary discount trays	A-6	120
Rap Operary	A-6	130
A-6	140
	140
140	A-6	150
A-6	A-6	A-6	160
beet room
Beetroot Manufacturing Watcher	A-10	170
	180	180
A-8	190
A-9	200
Operator cortarroots	A-7	210
Cortarroot blade filer
230
A-10	240
room operator	A-9	250
250	A-6	260
centrifugal operator	A-7	270
Pulp Secadero
Pulp dryer room operator	A-8	280
Granule Press Operator	290
290	A-5	A-5	310
Lab
lab shift manager	320
	320
320	C-11	330
Water Manager	C-12	340
Adjutant	A-6	350
A-6	360
A-6		A-6
Take and Preparation Operary	A-6	380
and juice lab aid	385	385
Tour
shift header
390	A-8	390	A-8	400
Electrocontrol shift header	A-10
electrocontrol	A-8	420
Engrater
Auxiliary and Common Services
shift manager	430
430	A-7	440
A-6		450	450
Cleaning and Purup Operary		460
A-6	470
room operator	A-9	480
boiler assistant	490
490
	Intercampaign
:	Production:
administrative technician	B-10	635
Contractor	C-13
Counter	A-11	520
Counter-Master Equipment Officer	A-7	530
C-13		C-13	C-13
of mechanical equipment	A-11	550
Mechanical Equipment Officer	A-7	560
C-13		C-13	C-13
second of electrocontrol equipment	A-11	580
electrocontrol equipment officer	A-7	590
C-11	C-11	600
Predictive Maintenance Auxiliary	A-7	605
Support Technician	B-10	1410
Cultures:
B-10	B-10
B-7	B-7
Technicians:
Technical Engineer	B-12	660
	Inspector	B-11	670
Lab:
C-10
680
A-6	690
690	690

II. Distillation of alcohol from molasses

Jobs

Categ.	Cod. Tabs *
Fermentation, distillation, and concentration
fermentation and distillation room operator	A-8	710
A-8	A-8	A-8	A-8
Lab
alcoholera lab technician	C-10	730
A-6	A-6	A-6
Maintenance and Calderas
Alcoholer Maintenance Coordinator	A-10	750
A-9	A-9	760
Deposits
Alcoholera storage load	A-8	770
A-5	A-5	A-5	A-5 Table_table_izq"> 772

III. Packaging and logistics

Jobs

A-7

Auxiliary and Common Services

Administrative Technician

of Effect Store

Categ.	Cod. Tabs *
Room
A-7	790
790
790
790
790	A-7	A-7	A-7	A-7	800
A-7	A-7
A-7	A-7		845
Operator in big-bags	1350
palletizing zone
End Operator	A-7	850
Lab
Packaged Lab Auxiliary	A-7	860
Maintenance
Packaged Maintenance Officer	A-9	870
shift manager	A-10	780
Silo
Silo Operator	A-8	880
product store
product store store	A-7	900
Cart	A-5	1360
A-6		1370	1370
finished product store cleanup operation	1380
Administrative Technician	B-10	910
Receiver	A-7	920
Purchasing
B-10	930
Purchasing Administrative	B-8	940
store
B-10	1040
Store Store	A-7	1050

Packaging and packaging material store.

IV. Refining of cane sugar

Jobs

1220

1220

refinery manufacturing

1240

preparing refinery samples

Categ.	Cod. Tabs *
Cane Sugar Reception
A-7	1200
1200	1200	reed	A-5	1210
Sugar room for refinery
A-9	1220
1220
Refinery	A-7	1230
A-7		1235
A-10	1390
Refinery Lab
A-6	1240	1240
1240
A-6	1250
Refinery maintenance
Refinery Mechanical Maintenance Officer	A-8	1260
A-8	1270
	1270	A-8
shift manager	1280	1280
boiler room operator	A-9	1310
A-7	A-7	A-7	Table_table_izq"> 1320

V. R & D Laboratory

Jobs

C-10

Categ.	Cod. Tabs *
1160
	1160
1160
1160
	A-8		A-8	A-8 Centro_table_body "> 1170

VI. Production Units

Jobs

1190

Categ.	Cod. Tabs *
of UP	C-13	1180
A-10		1190

VII. Structure of centres

Jobs

Project Engineer

File Manager

Categ.	Cod. Tabs *
Engineering
C-14
Project Engineer	B-11	625
B-9		630
Resource Administration
Technician	B-11	1060
Administrative	B-8	1070
Service
	Medical	C-13	1080
Diplomat College in Nursing	C-11	1085
Services
	Portero	A-6	1090
1100	A-6	1420
Service
General accounting and analytics administrative technician	B-10	1110
-party and treasury administrative technician	1120
Quality and Environment
Administrative Technician and environment	B-10	1150
and environmental administrative aid	B-7	1130
Risk Prevention
C-11	1140
Delegate	B-10	950
B-10
B-8	970
Technology Service
IT administrative technician	B-10	1430
B-8	1440
General	General
B-10
Technician entitled grade media	C-12	1450
Technical titled top grade	1460
	1460
Company	C-15 to C-17	1500

* Code tokens description jobs.

B) Professional categories established.

Group a. Trade professionals, industry professionals, underlings and unskilled.

Category a-4.

I. Manufacture of sugar.

Campaign.

-Sample Scanning Operation-Manually prepare for your transport to the ppr lab the beetroot samples taken by the rupro.

-Sample desensing operation. -Manually prepare for your treatment the beetroot samples received in the ppr lab.

Category a-5.

I. Manufacture of sugar.

Campaign.

-Beetroot Reception Perist. -Manipulate through the mechanical shovel the received beetroot to continuously feed the productive process and properly maintain its collection.

-Pulp warehouse. -Manipulate through the mechanical shovel the pulp granule produced to properly maintain its collection and carry out the loading of the expeditions.

-Cleaning and purging operations. -Maintain the facilities under proper order and cleaning conditions and perform other non-qualified auxiliary tasks for the production, such as purges and cleaning of strainers and filters.

-Operation of the discharge of fuel and load of molasses. -Perform the necessary works for the discharge of traces and fuel-oil received and load of the molasses delivered, using the specific means existing for these operations.

II. Distillation of alcohol.

-Operary of loading and unloading of alcohol. -Carry out the necessary works for the loading and unloading of alcohols, vinazas, molasses and other liquid granels of the alcoholera, using the specific means available to them operations.

III. Packaging and logistics.

-Storage Cart. -Perform the tasks of receiving, handling and storing the finished product stock, using the forklift truck and other means of the warehouse.

-Finished Product Store Cleaning Operary-Maintain finished product storage facilities under proper order and cleaning conditions and perform other non-qualified character tasks auxiliary.

IV. Refining of cane sugar.

-Cane Sugar Warehouse Perex. -Manipulate through the mechanical shovel the received sugar to continuously feed the productive process and properly maintain its collection.

Category a-6.

I. Manufacture of sugar.

Campaign.

-Beetroot receiving Pesator. -Control the entries of the beet transport vehicles and determine by weighing the weight of each delivery of beetroot received.

-Rupro Operary. -Take a sample of each received beetroot delivery by rupro, in accordance with the established regulations.

-Fixed Point Watcher. -Operate at plant the equipment of the fixed point to feed the production process continuously.

-Gross and net weigher operation. -To determine by heavy, according to the established regulations, the discount or industrially non-exploitable fraction of each sample of beetroot received.

-Discount tray operation. -Remove manually from each beetroot sample, in accordance with the established regulations, the discount or fraction of the non-industrially usable delivery.

-Raft operator. -Prepare, using the scraping machine and according to the established regulations, the papilla that will be used for the analysis of the sucrose richness of each sample of beets.

-PPR sample preparation and preparation operation. -Perform, according to the guidelines defined the first stage of the laboratory analysis established to determine the sucrose richness of each beet sample, according to the rules.

Intercampaign.

-Digestion Chain Laboratory Auxiliary. -Perform according to the defined guidelines, the first stage of the laboratory analysis established to determine the sucrose richness of each beet sample, according to the set rules.

-Polarization laboratory aid. -Perform according to the defined guidelines, the last stage of the laboratory analysis established to determine the sucrose richness of each beet sample, according to the set rules.

-Cortarroot blade pin. -Acondition the cutting blades, using machine-tools, to permanently maintain a collection under suitable conditions of use.

-Resmelter's Peralist. -Manipulate through the mechanical shovel the sugar to be reincorporated into the productive process to properly maintain its collection and feed the recasting in the amount suitable for the process.

-Water assistant. -Provide assistance to the water chemical in the development of its functions, particularly in sampling, field tasks and auxiliary tasks.

-Mass Laboratory Auxiliary. -Perform, according to the defined guidelines, the laboratory analysis established to control the development of the process and the quality of the products made in the sugar room.

-Juice lab aid. -Perform, according to the defined guidelines, the laboratory analysis established to control the development of the process and the quality of the products made in the beet room.

-Sample preparation and preparation operation. -Take, transport and prepare representative samples, according to the defined guidelines, to carry out the analyses established for the control of the development of the process and the quality of the samples. processed products, in the manufacture of sugar.

-Engrater. -Maintain lubricated equipment components that require it and perform other non-qualified auxiliary tasks for maintenance.

-Lime Kiln-Palista. -Manipulate, by means of the mechanical shovel, the calcium carbonate received to continuously feed the lime oven and properly maintain its collection, and the ones opened to perform its stacking and loading.

-Clean magnets. -Keep in suitable conditions the magnets used to separate the metallic impurities from the processed products and perform for the production other unskilled tasks of auxiliary character, as purges and cleaning of strainers and filters.

Intercampaign.

-Auxiliary of the sugar laboratory. -Provide assistance to the laboratory technician in carrying out the analysis and other necessary laboratory work during the intercampaign period.

II. Distillation of alcohol from molasses.

-Alcoholera laboratory aid. -Perform, according to the defined guidelines, the laboratory analysis established to control the development of the process and the quality of the products produced in the distillery.

III. Packaging and logistics.

-Expeditions of expeditions. -Carry out the cargo of finished product shipments in the transport vehicles, using the forklift truck and other means of the warehouse.

IV. Refining of cane sugar.

-Refinery laboratory aid. -Perform, according to the defined guidelines, the laboratory analysis established to control the development of the process and the quality of the products produced in the refinery activity.

-Operary for the taking and preparation of refinery samples. -Take, transport and prepare representative samples, according to the defined guidelines, to carry out the analyses established for the control of the development of the process and the quality of the products produced, in the refinery activity.

VI. Structure of centres.

-Portero. -Control the entrances and exits of the enclosure and provide unskilled services of auxiliary character from the point of entry to the productive center.

-Ordinance/conductor/telephone company. -Driving cars or other light vehicles and/or perform tasks of a subaltern character to respond to the needs of the company, as well as telephone attention, reception of visits, correspondence, messaging, and other tasks in accordance with the position.

Category a-7.

I. Manufacture of sugar.

Campaign.

-Loaded from the taras zone. -Monitor and coordinate in the lab of ppr the activity in the stages of reception, preparation, discount, weight and scraping of the received beetroot samples.

-Cortarroot mill operator. -Operate and field the cortarroot machines to produce a cosette according to the specifications and in the quantity demanded by the process.

-Centrifugal operator. -Operate and field the centrifugal machines to separate sugar and honey, according to the specifications and in the amount determined by the process.

-granules press operator. -Operate and field the granules presses to produce pulp granules according to the specifications and in the amount determined by the process.

-Cal and slurry furnace operator. -Operate from control room and field equipment of the lime and slurry oven, keeping the process within the set parameters, to produce the lime slurry and the carbon required for the process.

-Mass and juice laboratory aid. -Perform, according to the defined guidelines, the laboratory analysis established to control the development of the process and the quality of the products made in the sugar room and in the quarter of beetroot.

-boiler assistant. -Provide assistance to the boiler room operator in the development of their functions, particularly in field tasks and auxiliary tasks.

Intercampaign.

-Predictive Maintenance Auxiliary. -Perform diagnostic tests for predictive maintenance and provide assistance to the predictive maintenance officer in the development of their functions.

-Officer of the counter-master team. -To develop during the intercampaign period specialized works in the field of the production process, tightness, welding and calderry.

-Officer of mechanical equipment. -To develop during the intercampaign period specialized works in the field of mechanics, adjustment, assembly, welding and calderry.

-Electrocontrol equipment officer. -Develop specialized work in the field of electricity, electronics and instrumentation and control systems during the intercampaign period.

III. Packaging and logistics.

-Line processing and packaging operator of terrons. -Operate and field the line of manufacture and packaging of terrons to produce variety formats according to the specifications and in the quantity programmed.

-Packaging line operator in ppc. -Operate and field the packing line in ppc to produce variety formats according to the specifications and the scheduled quantity.

-Line operator of 20 and 50 kg. -Operate and service in field the 20-and 50-kg line of assembly to produce variety formats according to the specifications and in the scheduled quantity.

-Operator of bagging lines on paper and pet. -Operate and service in field simultaneously the bagging lines in sig paper, bagging in bosch paper and 1 kg pet packaging to produce varieties of agreement varieties. with the specifications and the scheduled quantity.

-Line operator for big-bags. -Operate and field the line of assembly in "big-bags" to produce variety formats according to the specifications and in the scheduled quantity.

-End-of-line operator. -Operate and field the equipment for the final stages of the packaging and packaging process, mainly palletized and cooled, to prepare the final product units according to the specifications and in the quantity demanded.

-Packaged laboratory aid. -Perform, according to the defined guidelines, the laboratory analysis established to control the development of the process and the quality of the products produced in the packaging activity.

-Finished Product Store Store. -Perform the tasks of receiving, delivering, handling, and storing the stocks of finished products, using the warehouse's own media.

-Vehicle receiver. -To develop, from the workplace, auxiliary tasks of an administrative nature in the processes and activities related to the logistics of the sugar, mainly in the reception and control of the entrances of transport vehicles.

-Effect Store Store-Perform the tasks of receiving, delivering, handling, and storing items of items for maintenance, using the warehouse's own media.

IV. Refining of cane sugar.

-Cane sugar receptor. -Control the entries of the cane sugar transport vehicles and determine by weighing the weight of each delivery received.

-Refinery centrifuge operator. -Operate and field the centrifugal machines to separate sugar and honey, according to the specifications and in the amount determined by the process.

-Sugar conditioning operation. -Operate and care in field the equipment of the first stages of the refining of cane sugar and perform for the production other tasks of auxiliary character.

-Refinery boiler assistant. -Provide assistance to the boiler room operator in the development of its functions, particularly in field tasks and ancillary tasks, in refinery activity.

Category a-8.

I. Manufacture of sugar.

Campaign.

-Guard technician. -Resolve the agronomic technical incidents that occur during the receipt of beets.

-Beetroot receiver. -Monitor and coordinate the process of receiving beets and feeding the production process.

-Beet quarter manufacturing watchman. -Provide assistance to the beetroot manufacturing watchman in the development of his/her duties.

-External manufacturing guard assistant. -Provide assistance to the beetroot manufacturing watchman in the development of its functions, particularly in the most remote facilities and activities of the fourth quarter. of beet.

-Pulp dryer room operator. -Operate from control room and field the pulp dryer equipment, keeping the process within the established parameters, to produce dry pulp according to the specifications and in the amount determined by the process.

-Mechanical Maintenance Officer. -Perform the mechanical equipment's own work to resolve the incidents that occur in the production process, prevent probable failures, and maintain the equipment under appropriate conditions for the campaign.

-Electrocontrol maintenance officer. -Perform the electrocontrol equipment's own work to resolve the incidents that occur in the production process, prevent probable failures, and maintain the equipment in appropriate conditions for the campaign.

II. Distillation of alcohol from molasses.

-fermentation and distillation room operator. -Operate from room, perform control analysis and field the fermentation and distillation equipment, keeping the process within the established parameters, to produce an alcohol according to the specifications and in the programmed quantity.

-Concentration room operator and boilers. -Operate from room, perform control analysis and attend to field the concentration equipment and boiler room, keeping the process within the established parameters, for generate steam and power and produce the final products.

-Encharged with the storage of alcoholera. -Operate and care in field the storage equipment of the alcoholera, maintaining its parameters within the established ranges, to perform the denaturations and to receive, to properly deliver and conserve alcohol, molasses and vinazas.

III. Packaging and logistics.

-Sugar silo operator. -Operate from control room and service in field the sugar silo equipment, maintaining environmental conditions within the established parameters, to ensile, desensil and conserve properly the sugar.

IV. Refining of cane sugar.

-A mechanical refinery maintenance officer. -Perform the mechanical equipment's own work to resolve the incidents that occur in the production process, prevent probable failures, and maintain the equipment in the process. appropriate conditions for the refinery activity.

-Refinery electrocontrol maintenance officer. -Perform electrical control equipment's own work to resolve the incidents occurring in the production process, prevent probable failures and maintain the equipment under suitable conditions for refinery activity.

V. I + d laboratory.

-Research and development laboratory aid. -Perform, according to the defined guidelines, the laboratory analysis established to control the development of the process and the quality of the products produced by the society.

Category a-9.

I. Manufacture of sugar.

Campaign.

-Beetroot room operator. -Operate from control room and field the beet room equipment, keeping the process within the set parameters, to produce a syrup according to the specifications and in the scheduled quantity.

-Sugar room operator. -Operate from control room and field the sugar room equipment, keeping the process within the set parameters, to produce a sugar according to the specifications and in the scheduled amount.

-boiler room operator. -Operate from control room and service in field the boiler room equipment, keeping the process within the established parameters, to produce water vapor and electric power required for the process.

II. Distillation of alcohol from molasses.

-Alcohol and cogeneration maintenance officer. -Operate from control room and take care of the cogeneration equipment in the field, solve the incidents produced in the production process of the alcoholera, prevent failures probable and maintain the equipment under appropriate conditions of use.

III. Packaging and logistics.

-Packaged maintenance officer. -Do the necessary work to resolve the incidents that occur in the production process, prevent probable failures and maintain the equipment under appropriate conditions for the packaging activity.

IV. Refining of cane sugar.

-Refinery room operator. -Operate from control room and field the sugar room equipment, keeping the process within the set parameters, to produce a sugar according to the specifications and in the scheduled quantity.

-Refinery boiler room operator. -Operate from control room and field the boiler room equipment, keeping the process within the parameters set, to produce water vapor and energy power required for the process.

Category a-10.

I. Manufacture of sugar.

Campaign.

-Beet quarter manufacturing monitor. -To monitor in plant the development of the production process in the beet room, to coordinate and supervise the works that are carried out in the same and to solve the incidents that are produce, by collecting the necessary participations.

-Sugar room manufacturing monitor. -To monitor in plant the development of the production process in the sugar room, to coordinate and supervise the works that are carried out in it and to solve the incidents that occur, collecting the necessary actions.

-Mechanical shift head. -Coordinate and supervise the work of the mechanical route, also participating in the work as an officer.

-Electrocontrol shift header. -Coordinate and monitor the work of the electrocontrol tour, also participating in the same as an officer.

-Head of production group. -Direct in plant the development of the production process of its group, coordinate and supervise the works that are carried out in it and solve the incidents that occur, gathering the required units in accordance with the established organisational system.

II. Distillation of alcohol from molasses.

-Alcohol maintenance coordinator. -Monitor and coordinate the maintenance activity and the activity of generating electric power and water vapor, and resolve the incidents that occur, gathering the necessary actions.

III. Packaging and logistics.

-Head of the packing shift. -Direct the productive activity during a work shift to achieve the performance of the programming, in safety conditions, optimizing the available resources and observing the standards and instructions received.

IV. Refining of cane sugar.

-Refinery manufacturing monitor. -To monitor in plant the development of the production process in the sugar room of the refinery, to coordinate and supervise the works that are carried out in the refinery and to solve the incidents that produce, gathering the necessary actions.

Category a-11.

I. Manufacture of sugar.

Intercampaign.

-Second counter. -To provide assistance to the contractor in the development of his or her duties, including administrative functions, to replace him in his absence and to perform tasks of particular complexity in the field.

-Second of mechanical equipment. -Provide assistance to the head of the mechanical equipment in the development of his functions, including administrative functions, replace him in his absence and perform special tasks in the field complexity.

-Second of electrocontrol equipment. -To provide assistance to the head of the electrocontrol team in the development of his functions, including administrative functions, to replace him in his absence and to perform in the field of special complexity.

Group b. Administrative and employees.

Category b-7.

-Administrative aid for agricultural crops. -To develop, from the workplace, auxiliary tasks of an administrative nature in the processes and activities related to agricultural management, such as purchase, supply, Beet hiring and receipts.

-Administrative aid of quality and environment. -To develop, from the workplace, auxiliary tasks of an administrative nature in the processes and activities related to the systems of management of quality and environment, as well as the management of grants and tax reliefs from the company's investments.

Category b-8.

-Administrative purchasing. -Develop, from the workplace, administrative tasks in the processes and activities related to the purchases and acquisitions, as well as to the management and control of stock of spare parts and consumables from the centres.

-Administrative staff. -To develop, from the workplace, auxiliary tasks of an administrative nature in the processes and activities related to the management of human resources, such as payroll, hiring, meetings with business and security committees, services and other houses. As well as the management of the general services and administrative processes of society.

-File manager. -To properly maintain the file composed of funds from different production centers, developing the corresponding specialized functions.

-Commercial administration. -To develop, from the workplace, administrative tasks in the processes and activities related to the sale and marketing of sugar and its derivatives, such as customer service, requests and incidents, credit management and charge control, claim for unpaid and billing monitoring.

-Computer Management. -Develop, from the workplace, tasks of an administrative nature in the processes and activities related to the development of computer systems, software, equipment and communications of the society.

Category b-9.

-Delineant. -Develop plans and other technical documentation of a technical nature, using cad tools, and assist the engineer of projects in the development of their functions, particularly in the realization of calculations and measurements.

Category b-10.

-Production administrative technician. -Develop, from the workplace, administrative tasks in the processes and activities related to the production, particularly planning and control of production.

-Effect store manager. -Address the activity of the effect store and place the required orders to permanently maintain an appropriate inventory of items for maintenance.

-IT support technician. -Perform the necessary specialized work to meet the needs of the users and maintain the computer system under suitable conditions of use, according to established norms, particularly routines, incidents, queries, and requests.

-Agricultural/agricultural administrative technician. -Develop, from the workplace, tasks of a technical and administrative nature in the processes and activities related to agricultural management, such as purchase, supply, hiring and beetroot receipts.

-Logistics administrative technician. -Develop, from the job center, technical and administrative tasks in the processes and activities related to the logistics of sugar, finished products and other products, mainly the management of transport, warehouses and expeditions.

-Administrative technician of purchases. -Develop, from the work center, tasks of a technical and administrative nature in the processes and activities concerning the purchases and acquisitions, as well as the management and control of stocks of spare parts and consumables from the centres (the underlined part is specific to the production centres).

-General accounting and analytical technical technician. -Develop, from the workplace, tasks of a technical and administrative nature in the processes and activities related to the systems of general accounting and analytics, as well as budgets, costs and insurance management of society.

-Third-party administrative technician and treasury. -Develop, from the workplace, tasks of a technical and administrative nature in the processes and activities related to the management of treasury, accounts receivable and accounts to pay, both in a more local and general way, as well as their forecasts, budgeting and the management of financial resources.

-Quality and environmental management technician. -Develop, from the workplace, technical and administrative tasks in the processes and activities related to the quality and environmental management systems, as well as the management of grants and tax reliefs from the company's investments.

-Computer technical technician. -Develop, from the workplace, tasks of a technical and administrative nature in the processes and activities related to the development of computer systems, software, equipment and communications of the company.

-Commercial administrative technician. -Develop, from the workplace, tasks of a technical and administrative nature in the processes and activities related to the sale and marketing of sugar and its derivatives, such as the customer service, order and incident, credit management and charge management, unpaid claim and billing monitoring.

-Sales Delegate. -Plan, direct, and coordinate sales and marketing operations for the area you are responsible for.

-Secretariat of management. -From the center of work organize, supervise and perform secretarial work, as well as tasks of an administrative nature, related to the management of internal and external communications, both oral as written, in their own language and/or foreign language.

Category b-11.

-Ppr lab shift head. -Monitor and coordinate the activity of the paid-for-wealth lab during a work shift, in accordance with established regulation.

-Crop inspector. -Advise growers to optimize the agricultural and industrial exploitation of beetroot.

-Project Delineer. -To elaborate plans and other technical documentation of a technical nature, using cad tools, and to assist the engineer of projects in the development of their functions, particularly in the realization of calculations and measurements.

-Staff technician. -Develop, from the workplace, tasks of a technical and administrative nature in the processes and activities related to the management of human resources, such as payroll, hiring, training, meetings with business and security committees, services and other houses. As well as the management of the general services and administrative processes of society.

Category b-12.

-Technical field engineer. -Advise growers to optimize the agricultural and industrial exploitation of beetroot and perform tasks in the agronomic field that require professional enablement.

Group C. Technical and Command

Category c-10.

-Sugar Lab Technician. -Perform, in accordance with the defined guidelines, analyses and other necessary laboratory work during the intercampaign period.

-Alcohol laboratory technician. -Coordinate and monitor the activity of the laboratory, participating in the laboratory, to verify the conformity of the process and the products with the specifications established, to detect deviations and propose the necessary measures.

-Research and development laboratory technician. -Develop, from the workplace, technical tasks to provide support to different areas of society in the process, specialized analytics, knowledge technical and research, including beet, sugar, auxiliary materials and co-products.

Category c-11.

-Technical responsible for chemicals. -Optimize the consumption of the chemicals used in the production process.

-Predictive maintenance manager. -Collaborate on the definition, monitor and coordinate predictive maintenance activity, to optimize the reliability of the equipment and the cost of its conservation.

-University graduate in nursing. -To tend, in the field of their profession, to the employees of the company in the center of work, to guarantee the protection of the workers against health problems, diseases and damages arising from the work activity.

-Administrative technician of occupational risk prevention. -Develop, from the workplace, tasks of a technical and administrative nature in the processes and activities related to the prevention of occupational risks.

Category c-12.

-Responsible water technician. -Ensure that all established provisions regarding effluents, water flows that are incorporated into the production process and remaining water flows are complied with.

-Technician entitled middle grade. -It is the technician who, with duly accredited middle grade training, develops tasks of a technical nature, directs and coordinates works of different specialties performed by personnel to his/her position, assuming initiative and responsibility.

Category c-13.

-Sugar laboratory shift manager. -Direct the laboratory activity during a work shift, participating in the laboratory, to verify the conformity of the process and the products with the specifications established, detect deviations and propose the necessary measures.

-Contramaestre. -To direct the activity of the counter-master team, as a unit responsible for maintenance and specialized work in the field of production, sealing, welding and heating.

-Head of mechanical equipment. -To direct the activity of the mechanical equipment, as a unit responsible for maintenance and specialized works in the mechanical field, adjustment, assembly, welding and calderry.

-Head of electrocontrol equipment. -Direct the activity of the electrocontrol equipment, as a unit responsible for maintenance and specialized works in the field of electricity, electronics and instrumentation systems and control.

-Head of refinery shift. -Direct the productive activity during a work shift to achieve the fulfillment of the programming, in security conditions, optimizing the available resources and observing the standards and instructions received.

-Medical. -To extend, in the field of their profession, to the employees of the company in the own center of work, to guarantee the protection of the workers against health problems, diseases and damages derived from the job activity.

-Head of production unit. -Direct the activity of the productive unit at your command, as responsible for the maintenance and specialized works of your unit, according to the established organizational system.

Category c-14.

-Head of the sugar shift. -Direct the productive activity during a work shift to achieve the fulfillment of the programming, in security conditions, optimizing the available resources and observing the standards and instructions received.

-Project engineer. -Redactar and direct the execution of engineering projects and other technical works approved for the evolution of the productive center, counting with the necessary specialized external assistance.

-Technician with a higher degree. -It is the technician who, with higher degree training duly accredited, develops tasks of a technical nature, directs and coordinates works of different specialties performed by personnel to his/her position, assuming initiative and responsibility.

Category c-15 to c-17.

They are responsible for the management and achievement of the objectives set by the corporate strategy of the company within its area, department, zone or factory. They are free designation posts whose role, functions and level will be determined for each specific position.

During the duration of this agreement, workers who currently have a higher status than that established in the new professional classification and who are immersed in a process of promotion, may be promoted to the higher category than they are showing.

C) Job description tabs.

The sheets of the jobs of AB Sugar Iberia, Sugar S.L.S. U, approved in the 2009-2010 agreement, will continue in force.

ANNEX 2

Table of wages agreement for the year 2015 for fixed workers without seniority

Salary level

4

Base salary (12 months/365 days) - Eur	Pated Charts (3 months/90 days) - Euros	Convention Salary (15 months/455 days) Eur
12.256.88	3.022, 24	15.279.12
5	12.751.13	3.144, 11	15.895.25
6	13.284.94	3.275.74	16,560.68
7	13.838.37	3,412.20	17.250.57
8	14.312.87	3.529, 20	17.842.07
9	14.826.88	3.655.94	18,482.83
10	15.607.79	3.848.50	19.456.28
11	16.388.67	4.041.04	20.429, 71
	12	17.555.00	4.328.63	21.883.63
13	19.097.02	4.708.85	23.805.87
14	20.757.57	5.118.30	25.875.87
15	22.398.45	5.522.91	27.921.36
16	25.650.50	6.324, 78	31.975.28
17	28.942.05	7.136.39	36.078.44

ANNEX 3

Ordinary time salary agreed for 2015 for discontinuous and casual fixed workers

Pay Level

Ordinary Salary/Time - Euros
4	8.71
5	9.06
6	9.44
7	9.83
8	10.17
9	10.53
10	11.08
11	11.64
12	12.47
13	13.56
14	14.74
15	15.91
16	18.21
17	20.55

ANNEX 4

Plus de nocturidad pactado para 2015 (workers fixed, fixed discontinuous and possible)

Pay Level

11.69

Plus of Nocturnity (Euros/ 8 hours)
11.25
12.21
12.68
		13.10
9	13.58
	10	14.29
11
	16.08
13	17.47
14	19.00
15	20.52
16	23.51
	17	26.51

ANNEX 5

Extraordinary time value for 2015 for (fixed, discontinuous, and eventual fixed workers)

Level	Extraordinary Time Value - Euros
4	12.22
5	12.71
6	13.24
7	13.79
8	14.26
9	14.78
10	15.55
11	16.33
12	17.50
13	19.03
14	20.69
15	22.32
16	25.56
17	28.84

Note: These values will be increased by the amount of time the time value of each worker recognized by the 1.75 coefficient is multiplied.

ANNEX 6

2015 agreed module

Pay Level

Pated Module Time - Euros
4	6.98
5	7.26
6	7.57
7	7.88
8	8.15
9	8.44
10	8.89
11	9.33
12	10.00
13	10.88
14	11.82
15	12.76
16	14.61
17	16.48