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Resolution Of August 7, 2015, Of The Directorate-General Of Employment, Which Is Recorded And Published The General Collective Agreement For The Textile Industry And Clothing.

Original Language Title: Resolución de 7 de agosto de 2015, de la Dirección General de Empleo, por la que se registra y publica el Convenio colectivo general de trabajo de la industria textil y de la confección.

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TEXT

Having regard to the text of the general collective labour agreement of the textile and clothing industry (code of convention n ° 99004975011981), which was signed on 30 July 2015, on the one hand by the associations, federations and business confederations that constitute the Spanish Intertextile Council (Industrial Textile Association of the Algodonero Process, National Federation of the Textile Industry Lanera, National Federation of Finishes, Stampers and Textile Tenders and Sedera Textile Federation, entities that are Confederate in TEXFOR, and the Association of Textile Entrepreneurs of the Valencian Community -ATEVAL-); the Spanish Grouping of the Gender of Punto and the National Group of Medias Manufacturers; the Spanish Federation of Employers of the Garment; the National Association of Employers Employers of the Textile Industry of Polyolefins and Hard Fibres (SUPPORTIDE) and the National Union of Carpet and Moquettes Manufacturers representing companies in the sector, and of the other by the trade unions CC.OO. -Industry and FITAG-UGT in representation of workers and in accordance with the provisions of Article 90 (1) 2 and 3, of the Law of the Workers ' Statute, Recast Text approved by Royal Legislative Decree 1/1995, of March 24, and in Royal Decree 713/2010, of May 28, on the registration and deposit of collective agreements and agreements of work,

This Employment General Address resolves:

First.

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

Second.

Arrange your publication in the "Official State Bulletin".

Madrid, 7 August 2015. -Director General of Employment, Xavier Jean Braulio Thibault Aranda.

GENERAL COLLECTIVE LABOUR AGREEMENT OF THE TEXTILE AND CLOTHING INDUSTRY

CHAPTER I

General provisions

Section 1. Application Ambites

Article 1. Territorial scope.

This Convention is applicable throughout the territory of the Spanish State, without other limitations than those contained in this article.

Both sides, in order to promote the cohesion of the sector and to avoid any dispersion that could hinder subsequent collective agreements at the state level, are committed during its term, not to negotiate and to oppose, if necessary, to the deliberation and conclusion of lower territorial work collective agreements for the same activities that are regulated here, without prejudice to the provisions of Article 84.2 of the ET.

In the case that in the field of a company affected by this collective agreement, the individuals entitled to negotiate an agreement of company will agree to establish their own bargaining unit, they will have to communicate, for The Commission will be informed of this decision, as well as the outcome of the negotiations. During the negotiation process, the sectoral collective agreement will continue to apply.

In any case, the organizations that have signed this agreement make a recommendation to all parties, in the sense of urging them not to create new areas of negotiation in the company, considering that the content of the collective agreement provides an appropriate framework for the ordering of industrial relations in the sector.

Article 2. Functional scope.

This Convention, in accordance with the terms of Article 1, requires all undertakings engaged in the activities of the textile and clothing industry and detailed in the functional scope of the Annexes to this Convention. sectorial.

The functional scope of this Convention also includes:

• To companies that assume the organization and direction of transformation through third-party textile products in order to convert them into a new textile product.

• To the companies created by those included in the first paragraph of this article for the development of their own and exclusive logistics, when this agreement is agreed between the representation of the worker-workers (RT) and the addresses of companies.

• To companies within the scope of the provincial collective agreement for the manufacturers and importers wholesale of handbags, hats and similar articles of vegetable fibres and fabric of the province of Alicante, which have expressly requested their accession to the present by means of the act of 16 March 2015.

The Convention will require newly installed companies to be included in their territorial and functional areas.

Article 3. Personal scope.

Comprises all the staff of the companies included in the territorial and functional areas, without any exceptions other than the persons covered by the scope of Royal Decree 1382/1985, of August 1

Section 2

Article 4. Duration and duration.

The Convention shall enter into force on the date of its signature, i.e. 30 July 2015 and shall remain in force until 31 December 2017, without prejudice to the provisions of certain matters.

Article 5. Retroactivity.

The minimum intertextile salary and salary tables for 2015 will be rolled back to January 1, 2015.

Article 6. Resolution or revision.

The complaint proposing the resolution or revision of the Convention shall be communicated to the other party at least two months before the date of termination of the validity or any of its extensions. The complaint shall be in accordance with the laws in force at any time.

Within a period of one month from the end of the term of the Convention, the special negotiating body shall be set up.

Once the Convention has been denounced, it will remain in force during the negotiation process. The maximum period for the negotiation of the new Convention will be one year. After this period, the negotiating parties will submit their discrepancies to the mediation system, prior to the arbitration system, regulated in the V ASAC. During the period up to the end of the final mediation or award, it shall also remain in force.

In any case the negotiating parties may, by mutual agreement, and before the end of the maximum period established for the negotiation of the Convention, anticipate the request for arbitration. This shall be binding in order to resolve any differences which may exist for the final agreement of the collective agreement.

Section 3. Compensation and Absorption

Article 7. Binding to the entire.

The agreed conditions form an indivisible organic whole and, for the purposes of their practical application, will be considered globally.

Article 8. Compensation and absorption.

Compensation: The conditions set out in this Convention, as a whole, are compensable in accordance with the current legal provisions.

They shall be considered to be excluded from the compensation set out in the preceding paragraph, the subjects listed in the following table for the sub-sectorial annexes which are included in the table:

Matter

special conditions concerning accidents, disease and maternity in excess of the agreed upon, considered as personal in liquid quantity.

three-day or a day and a half perception that, in compensation for deleted parties, the staff that has the monthly character is enjoying. Such perception shall be maintained in a personal and liquid amount.

Subsector

The longest-running holiday than those agreed in this Convention.

I, III, IV, V, VI, VII, VIII, IX, X

incentives and premiums.

I, X.

production premiums that are paid to the incentive schemes, provided that they are premiums which are payable on the basis of measured activity, will only be compensable and absorbable in the part where their value exceeds 40 per 100 of the salary for normal activity, base salary plus the supplement to the Convention, if any.

III, IV, V, VI, VII, VIII, IX.

The workday less than the legal one that corresponds.

I, III, VI, VII, VIII, IX, X.

the statutory extraordinary rewards and seniority whose amount, at the time of entry into force of the Convention, is higher than the one agreed upon.

III, IV, V, VI, VII, VIII, IX.

-regulatory extraordinary bonuses agreed in Conventions will be frozen in the liquid amount paid in 1983.

IX

III, IV, VI, VII, VIII, IX, X.

The transport compensation Plus, if any

I, IV, VII, VIII, X.

The total normal working day, when is more favorable, estimated at the annual count of all work shifts.

VI

Also excluded from compensation, for any other concept, are the remuneration increases which result from applying to the salary tables of the Convention and the Intertextile Minimum Wage the percentages indicated in the article. 52, except in the quantities which may have been paid on account of such increases in each of the years of validity of the Convention.

Absorption: In view of the nature of the Convention, future legal provisions involving variation in all or some of the agreed concepts will only be effective if, overall, considered and added to existing ones. Before the Convention, they exceed the total level of the Convention. Otherwise, they shall be considered to be absorbed by the improvements agreed upon, including the fixing of inter-branch salaries, the comparison being carried out on a global and annual basis.

Section 4. Joint Commission

Article 9. Joint committee.

A) Functions. The Joint Committee of this Convention is hereby established to understand the matters set out in the law and, specifically, the following:

(a) of those issues which, at the request of a party and of general interest, are derived from the application of the Convention and the interpretation of its clauses.

(b) The functions of reconciliation, mediation and arbitration where the parties concerned, by common agreement, so request.

(c) Pronouncement in the discrepancies which may be submitted to it by any of the parties regarding the application of the working conditions provided for in this Convention, as provided for in paragraph 3 of this Agreement. Article 82 of the Staff Regulations where the workers have not reached an agreement during the period of consultation.

d) Approve the regulations that are necessary for proper operation.

e) How many other functions correspond to the agreement or laws in force.

B) Composition and operation.

1. The Joint Committee shall be composed of 16 members, 8 for business representation and 8 for trade union members who are signatories to the Convention.

2. The questions to be raised by the Joint Committee shall be dealt with through the trade unions and the employers ' organisations, with the purpose of designating them as the Commission's address:

• Intertextile Council Spanish: C/ Sant Quirze, 30. 08201 Sabadell. Barcelona.

• Fedecon and Genero de Punto, C/ Alvarez de Baena, 7. 28006 Madrid.

• FITAG-UGT: C/ Avenida América, 25, 2. ª 28002 Madrid.

• CC.OO-Industry: C/ Ramirez de Arellano, 19, 6. th floor. 28043 Madrid.

3. The Joint Committee will be managed by its secretariat, which will have as its main functions the registration of the consultations, the requirement of information to any of the interested parties, the transfer of information to all the members of the CP, the drafting, safekeeping and publicity of the minutes of their sessions, the certification of their agreements and, in general, all administrative formalities and any order implied by the functions of the Commission or all those who his members charge him. The Secretariat of the Joint Committee shall keep a record book of all documents entering its field and shall keep the physical archives for a period of five years.

4. On an ordinary basis and in order to deal with the consultations referred to in paragraph 1 (a) of this Article, the Joint Committee shall meet once a quarter or when the volume of the consultations which have been recorded in its secretariat shall take place. I advised. In relation to those functions for which specific deadlines are established, it will be legally or conventionally disposed about them.

5. The agreements must be reached by unanimity, otherwise the consultation with the expression "without agreement" will be resolved, without any demonstrations or pronouncements. In both cases, the parties concerned will be given a transfer and knowledge of their delivery within the maximum period of seven days after the joint Commission session took place.

6. In the opinion of the Joint Committee referred to in paragraph 1 (c) of this Article, where no agreement is reached, the power of the parties to use the procedures provided for in this Article shall be explicitly laid down. V Agreement on the Autonomous Solution of Labour Conflicts (ASAC), signed in Madrid on 7 February 2012 or those of the same nature as have been signed at the level of the Autonomous Community, in the terms and scope of Article 82, paragraph 3 of the Staff Regulations.

CHAPTER II

Organization of the job

Article 10. Powers of the management of the company.

The organization of the work, subject to these rules, is the exclusive faculty of the management of the company, which will be responsible for its use, giving knowledge of it to the Legal Representation of the Workers-Workers (R.L. T), in the terms established in the law and in the articles of this Convention.

Article 11.

The organization of the job comprises the following rules:

1. The requirement of the activity and, consequently, of the established performance.

2. The award of the number of machines or the task required for full activity.

3. The fixing of the permissible waste and quality rates throughout the manufacturing process.

4. The supervision, attention and cleaning of the machinery entrusted to it, provided that it has been taken into account in the determination of the amounts of work and activity.

5. The mobility and redistribution of personnel, according to the needs of the organization and the production. In any event, the remuneration achieved shall be respected and the necessary adjustment period shall be granted.

6. The requirement of normal business to the entire staff of the Company.

7. The fixing of the formula for the calculation of the remuneration in a clear and simple way so that it can be easily understood.

8. The application of a remuneration system by incentive. If it applies only to one or more sections, it will also be enjoyed by others who, as a consequence, experience an increase above the normal activity of their workload per person-hour.

9. The implementation of the modifications in the working methods, rates, staff distribution, change of functions and technical variation of the machines and equipment to facilitate the technical study concerned.

10. The adaptation of the workloads, yields and rates to the new conditions resulting from the change of the operative method, manufacturing process, change of matter, machines or technical conditions of the same.

11. The questions raised between employers and staff in respect of the organisation of work may be raised by the corresponding R.L.T. to the competent authority or labour jurisdiction when they affect the professional qualification, the remuneration or the amount or quality of work reasonably required, which shall be determined by the time limits and through the formalities which are legally applicable.

Article 12. Procedure for implantation or modification.

I. The procedure for the implementation or modification of the systems of work organisation shall be as follows:

1. Notify RT, at least 15 days in advance, of the purpose of implementing or replacing the organisation of work and its content by making a copy of the study carried out in which the specification of the the operating method and the proposed tariffs. This communication shall take effect on all those directly or indirectly affected by it.

2. Limit the experimentation of new tariffs or new organizational systems to the maximum of ten weeks.

3. To obtain, after the period of proof, the conformity or the reasoned and written disagreement of the RT of the company, which must be manifest within 15 days, after which, the lack of presentation of the written document will be understood as compliance.

4. Within 10 days of receipt of the reasoned statement or of the tacit conformity provided for in the preceding paragraph, and in accordance with the powers provided for in Article 11, the undertaking shall communicate its decision to the undertaking in writing. union representation.

5. The persons concerned may appeal to the competent jurisdiction against the decision of the undertaking.

6. To expose in the workplaces the specification of the tasks assigned to each job and of the approved tariffs.

7. In the event of disconformity in the application of the provisions of this paragraph I shall be subject to the provisions of Article 41 of the Staff Regulations (ET)

II. In the case of modifications, simply partial, within the general system of the organization of the work, that do not mean a basic alteration of the same, like those of change of usual models and simple change of rates not based on general system alterations, changes in novelty weaving, modification of operating methods, etc., the following procedure will be followed:

1. The operative method assigned to the job as well as the tariffs shall be made available to the representatives of the RT.

2. Prior notification to RT will not be required.

3. The test or adaptation period shall be at most three weeks.

4. After the amendment, the amendment shall be deemed to be correct if, within six days, nothing is objecting to it or to the persons concerned.

In case of disagreement, you will notify or notify, reasoned and jointly the company management and union representation. This, within six days, will deliver your report to the company in writing.

5. Within a further six days, the company will decide on the modification.

6. The persons concerned may appeal against it to the competent jurisdiction.

III. The time limits specified for days in this Article shall be construed as working days.

Article 13.

It shall be retained during the test periods, as referred to in the previous Article, the average perceptions corresponding to the 12 weeks preceding them, and if they obtain higher than normal activities, they shall be paid according to the tariffs to be established, the total of the amounts to be charged for that concept shall be adjusted once the tariffs have been approved. In the event that the tariffs do not come to be definitively established, the higher activity shall be paid, in proportion to what exceeds normal activity.

Article 14. Review of incentives.

Companies that have an incentive system in place, whether or not they are measured or used, will be able to review it:

a) When average perceptions subject to the same rate exceed 40 per 100 of those reported in each case for normal activity.

b) When the established work quantities do not correspond to the agreed activities.

c) When manifest errors occurred in the calculation or change in the working methods.

In any case, the requirements set out in Annexes I, II, III, IV, V and VIII shall prevail.

Article 15. Definitions.

The organization of the work will take into account the following principles and definitions:

1. Normal activity in his work is that which develops a person aware of his responsibility, with a constant and reasonable effort, under a competent direction, without excessive physical and mental fatigue, but without the encouragement of a remuneration for incentive.

This activity is the one in the different measurement systems that corresponds to the 100, 75, or 60 indices.

2. Optimal activity is the maximum that a person of normal performance can develop without prejudice to professional life, during a daily full-time day.

It corresponds to the previous measurement systems at the index 140, 100, or 80.

3. The amount of work to normal activity is performed by a normal performance person developing such activity, including recovery time.

4. The amount of work to the optimal activity is the one performed by a normal performance person by developing such an activity, including the recovery time.

5. Normal performance is the amount of work that is done to normal activity in one hour.

6. Optimal performance is the amount of work that is performed at an optimal activity in one hour.

7. Machine time running is the one that employs a machine to produce a task unit under certain technical conditions.

8. Normal time is the one that is invested in a particular operation to normal activity without including the recovery time.

9. Free work is the one in which you can develop the optimal activity all the time.

The optimal production in the free job is the one that corresponds to the optimal performance.

10. Limited work is the one where you cannot develop the optimal activity throughout your time.

The limitation may be due to the machine's work, to the fact of working as a team, or to the conditions of the operative method. For remuneration purposes, waiting times due to any of the above limitations will be paid as if normal activity is being worked.

In the limited work, the optimum production will be obtained considering that the minimum production time is the machine time running increased in the amount of work to machine stop performed to optimal activity. The interference of machines or equipment shall be calculated in the appropriate cases.

Article 16. Geographical mobility.

When the company intends to move to another location in a work centre, or some section of it, including individual mobility cases, which involve change of residence, it will bring it to the attention of the persons concerned and RT, one month in advance of the date on which it is intended to take effect, indicating the conditions of such transfer. Within that period, the persons concerned may choose to transfer by receiving compensation for expenditure or the termination of their contract by receiving compensation of 20 days ' salary per year of service, with a maximum of 12 days. mensualities.

The cases of evident and proven force majeure, destruction of the work and launch center as a result of judicial or administrative resolution are excepted from the notice period.

Article 17. Mobility and work of higher or lower professional groups.

1. The reference regulatory framework for this subject is provided by Articles 22 and 39 of the ET.

2. Mobility between different professional groups, as well as the assignment of functions not related to the Professional Group, shall be governed by the provisions of Article 39 of the ET with the following specifications:

(a) The assignment of functions superior to those of the Professional Group of belonging to cover the absence (or, in their case, the reduction of working time) of another person in a situation of Temporary Incapacity, leave of absence (voluntary or (a) by the care of family members (Article 42 of the Convention), maternity, deprivation of liberty without a conviction or alleged suspension of contract, shall not result in the consolidation of the higher professional group, even if the expected legal or conventional time-frames.

(b) Where training and adaptation periods are necessary, it may not be possible to obtain, during such periods, yields lower than those required, unless the voluntary nature of the periods is determined performance. It is understood that there is a willingness to do so if the performance is not progressively improved during the adaptation period to achieve the normal performance at the end of that period.

Article 18. Shift changes.

In the event that absences to work reach 7 per 100 of the workforce's direct production staff, the company will be able to decide with objective criteria and apply the rotation formulas of each company, change of shift when needed, for the time that such an index of absences, prior to communication to the interested party and to the RT, with an advance of eight hours, respecting the minimum legal rest between day and day, and without that Decrease in remuneration.

For the determination of the absence-to-work index, the RT hours credit will not be computed.

Information on the evolution of absenteeism will be provided to RT monthly.

Such shift changes will not have the legal consideration of substantial modifications to working conditions.

CHAPTER III

Starting and developing the employment relationship

Section 1. Contracting

Article 19. Recruitment.

In terms of employment contracts, the legal provisions on the matter will be dealt with with the particularities that are set out below for the contractual typologies that are cited.

The legislative changes that occur during the term of this agreement that may collide with the provisions of this article shall have the priority to apply to it, being incorporated in it. is automatically regulated here.

A) Temporary hiring of a given duration.

At the end of a fixed-term contract, if possible due to circumstances of the market or of a given work or service, you will be paid for the expiration of the agreed term, an indemnity equivalent to 12 days of salary for year of service, calculated in proportion to the duration of the contract.

1. Eventual contract due to market circumstances. The contract shall have a maximum duration of 12 months, consecutive or alternate, in a period of 18 months from the date of its commencement, with a single extension within this period, so that they shall have the consideration of indefinite exceed that maximum duration.

A contract with the same company is understood to be concluded with another company of the same group of companies whose contractual cause is the same and for activities of the same professional group or equivalent function.

2. Contract of work or service determined. The duration of the contract shall be that of the time required for the performance of the work or service, its maximum duration being 3 years, extended to 12 months more by agreement between the parties.

3. Replacement and partial retirement contracts. Taking into account the characteristics of the sector and the processes of renewal of the templates that occur in the companies, it may be of interest to use the relief contracts. To this end, during the period of validity of this Convention, the undersigned organisations shall disclose among the undertakings concerned the characteristics of this type of contract in order to facilitate their use.

The replacement contract is associated with the partial retirement of a person in the company and is therefore a flexible contract modality, which combines a number of advantages, both for companies and for individuals. affected.

Companies allow them to carry out the renewal of templates through the partial replacement of people close to the retirement age, by others, either temporary or already contracted in the company or new income unemployed. At the same time, people close to the retirement age allow them to access it in a partial way and at the same time employment is encouraged.

The contract may be concluded on a full-time or part-time basis. In order for the worker to be entitled to partial retirement, in accordance with Article 166 (2) of the General Law on Social Security and other relevant provisions, he must agree with his employer on a reduction in the (a) a minimum of 25 per 100 and a maximum of 50%, and the undertaking must simultaneously conclude a replacement contract in order to replace the working day left vacant by the partially retired worker. The replacement contract may also be concluded in order to replace workers who retire partially after the age laid down in Article 161.1 (a) and in the transitional provision of the General Law of the European Union. Social Security.

The reduction in working time and salary may be 75 per 100 when the contract of relief is made full time and with an indefinite duration, provided that the worker meets the requirements set out in the article. 166.2.c) of the General Law of Social Security.

The job of the reliever person may be the same as that of the replaced or a similar one (tasks of the same professional group). In cases where, due to the specific requirements of the work carried out by the partial retiree, the job to be carried out by the reliever cannot be the same or a similar job as that of the partial retiree, there must be a correspondence between the bases of quotation of the two, in the terms provided for in Article 166.2 of the General Law of Social Security. Any legislative amendment in relation to this contractual mode which occurs during the term of this Convention shall be automatically understood to be incorporated in this Regulation.

B) Part-time contract.

Part-time contracts may be of a given or indefinite duration. The maximum percentage of additional hours for ordinary hours may not exceed 40%. In any event, the sum of the ordinary hours and the additional hours may not exceed the legal limit for part-time work as defined in Article 1 (1). 12 of the E.T.

C) Fixed contract discontinuous.

For those cases where such a modality may be applied, for work that is not repeated on certain dates, the existence of such a contractual regime shall be promoted as a measure intended to promote employment in certain sub-sectors where this contractual modality may be better received. Thus, as provided for in Article 15.8 of the Workers ' Statute, it is agreed that such contractual arrangements will be particularly applicable as a measure to promote employment and a formula for reducing the eventuality in the sector.

D) Hiring through temporary work companies.

Making contracts concluded with temporary work companies will only be used to cover occasional activities, accumulation of work by excess of orders, pre-selection or interinity.

This modality may not be used to cover vacancies that have occurred in the last 12 months in a job due to the improper dismissal or amortization of the job to be covered, or also not to carry out particularly hazardous activities and work.

For these people they will govern the same working conditions as for those of the user companies, having guaranteed the salaries that in the user company are paid to the staff who perform the same or equivalent function, except for those supplements of a strictly personal nature and those not linked to the activity carried out. The user undertaking assumes the responsibility imposed by the law in relation to the performance of the obligations of the temporary work companies.

E) Remote work.

The company in which a part of its direct production, or that of the companies with which it is wholly or partially subcontracted from its activities, is developed through remote work, expressly assumes the full compliance with the obligations laid down in Article 13 of the ET, in particular in relation to the written contract (in which the place of the labour supply and the salary will consist, which at least will be the one which the convention points out for the corresponding professional level), as well as the notification of these contracts to RT.

Article 20. Outsourcing of activities.

In the case of subcontracting of industrial activities corresponding to the activity of the main company itself, it will be as follows, as well as the general legislation applicable to such an assumption.

When the subcontracted activity is developed in the workplace itself, the company assumes a joint and several liability with the subcontractor company in relation to the performance of the working conditions. (wages, working conditions and health and safety) laid down in this Convention. In this case, the company also assumes the express responsibility of coordinating the risk prevention activities set out in Article 24 of the Law on the Prevention of Occupational Risks, also examining with the representatives of the the development of this obligation.

When the activity referred to in the first paragraph is not developed in the sub-contractor's own work centre, but in that of the subcontractor company, the former is obliged to ensure that the second correctly apply the provisions of this section, giving account of this function to RT.

Article 21. Monitoring of recruitment.

21.1 In the enterprise.

Annually, preferably in the first quarter of the year, an analysis of the production carried out and the evolution of the procurement will be carried out during the following year, with the various modalities of hiring used, as well as the subcontracting of activities and temporary work enterprises used, with the RT. The forecasts for the following year will be examined in the same way.

For the correct application of Article 8.3.a) of the ET to the procurement scheme provided for in this agreement, the companies will deliver regularly, within 10 days of their formalisation, the basic copies of the contracts. in all its modalities and in the contracts for making available, as well as information on the subcontracting assumptions.

The main company's RT is expressly recognized as the guardianship of the rights of persons working in sub-contractors and temporary work companies working in the same workplace.

21.2 In the sector.

Within the framework of the Industrial Observatory and its location in the Ministry of Industry, a Joint State Employment Commission is hereby established with representation of the trade union and employer organizations which are signatories to the Convention for to coordinate studies relating to the labour and industrial census in the sector, as well as to develop guidance and possible mediation in relation to the application of the procurement criteria in its various modalities.

This Joint Committee may delegate to decentralised committees of the same composition and functions in lower-level territorial units and to present sufficient homogeneity in the opinion of the Joint Employment Committee. State-wide.

Article 22. Non-discrimination.

The principle of non-discrimination set out in Article 17 of the ET will apply to both staff on an indefinite contract and to staff on a fixed-term contract.

Article 23. Test period.

The income shall be deemed provisional until the test period described below has been completed:

1. Six months for the staff of groups D, E, F and G.

2. One month for groups A, B, and C staff

Companies will demonstrate to the staff again the scope and content of the test period.

Article 24.

The trial period is fully enforceable, unless the company decides to give up all or part of it, the decision of which shall be communicated in writing.

During the trial period, both the company and the contracted person may unilaterally withdraw from the employment contract without notice or compensation.

The probationary period shall be computable for the purposes of seniority and, during the period, the same rights and obligations shall be identical as the rest of the staff.

Article 25. Notice of cessation.

The personnel who wish to cease in the company's service must notify you in writing with the following advance notice:

c) Staff of groups D, E, F, and G: One month.

d) Rest of staff: Fifteen days.

Non-compliance with the obligation to pre-notify you in advance will entitle the company to discount the amount of one day's salary for each day of delay in the notice.

Article 26. Settlement by cessation.

When the company is low, the amount of overtime and holiday allowances will be paid in proportion to the time worked since the corresponding gratification was paid or the Vacation time.

Section 2. Time of Work

Article 27. Day.

1. Working day: The ordinary working day, in turn, will be of forty hours a week of work that, in no case, will exceed the thousand seven hundred and ninety-nine for 2015; thousand seven hundred and ninety-seven for 2016 and one thousand seven hundred Ninety-five for 2017, annual working hours.

2. Continuous day.

(a) All sectors except the Garment: When working on a continuous day of more than six hours a day, 15 minutes of rest shall be understood, with the day of presence, in computation Annual, one thousand eight hundred and eighteen hours, representing a minimum of one thousand seven hundred and sixty-two hours of actual work.

In the case of children under 18 years of age, the rest period shall be at least thirty minutes of rest, of which fifteen minutes shall be considered as an effective day, and shall be established provided that the duration of the continuous day exceeds four and a half hours.

(b) Clothing Industry: The ordinary working day, on a continuous basis, for the garment industry, will be one thousand eight hundred and eighteen hours per year of presence, although at least the actual working time is not In no case shall it be less than one thousand seven hundred and sixty-two hours per year.

Within the concept of a continuous day of one thousand eight hundred and eighteen hours of presence, the time of rest of 15 minutes shall be understood.

In order to guarantee the annual minimum of one thousand seven hundred and sixty two hours of real work, in those companies where the rest is superior, it may be chosen, either to decrease the rest to fifteen minutes existing, or to increase the total annual hours of presence agreed in this Convention.

In the case of children under 18 years of age, the rest period shall be at least thirty minutes of rest, of which fifteen minutes shall be considered as an effective day, and shall be established provided that the duration of the continuous day exceeds four and a half hours.

c) Continued rest:

c.1 If the conveniences of the work so advise, the rest periods may be organized by means of relays in such a way that the productive process is not interrupted, the people are being replaced, without this implying increased working time, increased economic perception, and no greater responsibility than the legally enforceable maximum, in accordance with the rules governing the scientific organisation of work.

c.2 When technical requirements of the production process make it impossible to interrupt the work, to effect the rest, with report of the RT, this time will be paid with the corresponding surcharge to the hours extraordinary.

3. Night time: The night work will be one thousand seven hundred and forty-six hours (1,746) of effective work, in annual computation, without any time of rest in those days. Firms will not be able to demand more hours of presence than they would have been in 1983; in the event of a discrepancy the intervention of the Joint Committee will be requested in advance of the approach of the matter to the competent authority.

4. With regard to the days referred to in the preceding paragraphs and without prejudice to the provisions of the Convention in general or in the Annexes, in particular, where the special distribution of the calendar of work make it necessary to exceed 40 hours per week due to recovery agreed to enable the release of Saturdays, in order to distribute the day from Monday to Friday, when one or two shifts are worked, to reach the full annual meeting. In these cases, the daily working time shall not exceed nine hours.

5. In any case, the lower days that have been agreed or applied in the companies will be respected. In cases where there is an express agreement that makes the day subject to the Convention, it will be agreed upon.

6. Between the undertaking and the RT, when the timetable is agreed, an irregular distribution of the day may be established during the year, without exceeding the maximum annual hours laid down in this Convention, even if they exceed 40 hours per week and nine hours per year. daily, up to a maximum of ten hours a day, respecting in any case the minimum legal breaks between days and weeks.

7. Working time and reconciliation of family life: In order to make progress in the reconciliation of family and work life, in single-shift enterprises, provided that the organization of work permits and by common agreement between the company and the R.L.T. will be able to set the day on a continuous basis.

Article. 28. Irregular distribution of the day.

General Rule:

Addressed by the increasing unpredictability of the markets that misfit the desired balance of supply and demand and the effects of the total liberalisation of the sector, the companies affected by this Convention and during its period of The Commission may, after agreement between its Directorate and the RT, apply a system of flexibility in the management of its working time only limited by the total annual hours agreed in the present text, or those at the level of the undertaking such a limit, as well as the minimum rest between days and the statutory maximum of 10 hours per day and fifty weekly.

In the absence of agreement to apply the general rule, one of the two alternative procedures may be used:

Alternative procedures:

Procedure A).

1. The number of weeks of modifiable hours will be, at most, seventeen a year, continuous or discontinuous and their determination will be made by the company prewarning and reasoning to the RT the needs of flexibility, reflecting this (a) communication in the minutes of the meeting with the same to that effect, five days in advance, with the limits of the total annual hours provided for in the Convention, or those at the level of the company improving this limit, with the minimum rest between days and Maximum 10 hours per day and 50 per week.

2. With regard to the regularisation of the seventeen possible weeks referred to in the preceding paragraph, the parties, by common agreement, shall establish the weeks of the day in which the day shall be less than or greater than 40 hours per week. Such regularisation may be carried out without the need for a period of 17 weeks.

3. In the absence of agreement between the parties on regularisation, the applicable arrangements shall be as follows:

(a) When the day was first extended, the hours of excess would be accumulated to rest on full days, and the company could limit them to a minimum of one day per week.

(b) When the day is first reduced, such reduction shall be made for a full day. The additional compensation day shall be decided by the undertaking subject to the limitations set out in point 1 above.

The compensatory breaks or the extension of the day referred to in paragraphs (a) and (b) shall apply within three months of the extension or reduction of the day and before 31 December, but such limitations will not be applicable when they are prevented by proven technical, productive or organizational reasons.

4. The remuneration of the hour worked, which corresponds to the salary for normal activity, according to Article 61 of the Convention, plus the seniority, if any.

5. In companies where one or two shifts are employed, the distribution of the day exceeding 40 hours per week shall be carried out in such a way as to enable the release of Saturdays.

Companies whose work regime is 3 or more shifts, to be able to apply the flexibility provided for in this article, must, necessarily enable Saturdays. Such a rating will respond in all cases, to the needs of the company, and the Directorate of the company must, in advance, communicate and reason the measure within the time limit provided for in this article, to the RT. In the case of the application of the flexibility on Saturdays, persons shall have an additional compensation of 15% in time of rest or in remuneration for each hour worked exceeding 40 hours per week, in accordance with the terms laid down in the paragraph 4 of this article.

Procedure B).

1. The company will be able to distribute irregularly, throughout the year, 10% of the hours of the effective day that at each moment the agreement regulates. The company will prewarn five days in advance of this need and will justifiably justify to the RT the causes of productive and/or organizational character that motivate it, reflecting this communication in the minutes of the meeting realized to this effect.

2. As a result of this planning, more than nine hours a day may be worked without exceeding ten hours.

In companies where one or two shifts are worked, the distribution of the day that exceeds 40 hours a week will be performed in such a way as to enable the release of the Saturdays. For those who work in two shifts, the Saturdays may be enabled by agreement between the company and the RT. If you are working three shifts or more, in order to be able to apply the flexibility provided for in this section, you will need to enable Saturdays. Each of the hours taken on Saturday shall be compensated by one and a half rest.

3. All the hours spent during the ordination in more will form an individual bag of available time and you will be able to enjoy this bag for personal and/or family needs always in full days, fixing by agreement between the parts. In the event of disagreement, the following form will be taken: 50% will be determined by the employer, according to the organizational or productive needs and will be predicted with five days; the rest, by decision of the person concerned, prewarning with 10 days in advance, and with the following channels: (a) may not accumulate for bridges or holidays; (b) may not be used in times of increase of working time in the section or department of the person concerned; (c) not in periods of productive intensity, according to the joint criterion of (d) or when the matching of individual workers ' use on the same date is the major disorder of the production process of their section or department. The refusals to the requests made shall be communicated to the RT.

4. Where the excess working day is worked in the last quarter of the year, it may be passed on 31 December for compensation not exceeding the following 4 months, provided that in that calendar year it does not exceed the annual working day set out in convention.

5. The company's management will communicate to the RT the individual available time bags and their use.

6. For periods of time in which the irregular distribution of the day laid down in this paragraph is practised, overtime shall not be allowed in the sections or departments of the undertaking to which it is concerned.

The flexibility scheme provided for in this Article shall not be the subject of the annual calendar, without prejudice to the arrangements for working time and its distribution which may be agreed upon in the negotiation of such arrangements. calendar.

Article 29. Prolongation of the day.

In the case of technical and managerial personnel, intermediate and operational persons, whose action is implemented or closes the work of others, the day may be prolonged for strictly precise time. The extended working time shall not be computed for the purposes of overtime limits, even if they are paid as such.

Article 30.

People who are in charge of the office who enjoy house-room and those who are responsible for monitoring that are assigned the care of a limited area, with room-room within it, and whenever they are not required to constant vigilance, shall be governed by day by the provisions of Royal Decree 1561/1995 or legislation to replace it.

Article 31. Uninterrupted work.

1. Where a company proposes the establishment of a continuous (uninterrupted) and/or fourth shift work system, and/or fifth shift, which requires the collective modification of the working shifts which have already been carried out, persons of the undertaking, may be made, with acceptance of RT, and, failing that, shall be within the meaning of Article 41 of the ET, with the following requirements being met by the company:

a) That report-memory that justifies the change of work regime be present.

b) That it means full use of machinery that meets modern technology conditions.

c) That represents an increase in the template or that, if any, avoids the loss of jobs, and

(d) To be established, taking into account and valuing, in each case, the concurrent circumstances (type of company and work regime) some kind of compensation of an economic nature and in the matter of working time for the affected persons. Such compensation shall be maintained only for the duration of this work scheme.

2. In the event that the implementation of such a work system is carried out with new recruitment staff, the above number will not be applicable, and the legislation in force will be in place.

Article 32. Regulation of special shifts called "week end" or fourth and fifth shifts.

1. Persons assigned to the fourth and/or fifth shifts, whose work is carried out only on Saturdays, Sundays, holidays, holidays and a few weekly working days, will have a maximum annual working day of one thousand five four (1584) hours. Such hours will be of presence.

2. In companies that are currently carrying out such a work system, the maximum duration of daily working hours, including breaks, will be the one that they are currently carrying out. Those undertakings, in the event that they have an annual working day higher than that referred to in the preceding subparagraph, may choose to continue to do so, provided that the excess of hours is economically offset, or that the excess in the period of six months.

3. The lower days which are applied or which have been agreed in the undertakings shall be respected, without prejudice to those which, in the future, may be agreed or contracted, provided that they do not exceed the maximum set, in annual calculation.

4. The regulation or reduction of working time provided for in this Article is, only, applicable to the system of work defined in paragraph 1. The other systems or shifts of work other than that, including the uninterrupted ones, shall comply with the provisions laid down in Articles 27, 28, 29 and other concordant provisions of this Convention.

Article 33. Night work.

Night work shall not be considered to be carried out by night, goal or surveillance personnel who have been specifically engaged to provide services exclusively during the night period.

Article 34. Schedule.

It is the power of the companies to set the schedule of their staff, coordinating it in the various services for the most efficient performance, being able to organize the shifts and relays and to change those when it deems necessary or convenient, without more limitations than those set by the law.

Article 35. Overtime (regime).

To address the convenience of minimizing overtime, the following criteria apply:

a) The usual overtime is deleted.

(b) The overtime required for the need to repair claims, extraordinary and urgent damages, as well as the risk of loss of raw materials, shall be carried out.

(c) Shall be maintained, with the exception of the possibility of temporary or partial hiring of legally established personnel, the extraordinary hours necessary to take care of orders, to cover peak periods of production, unforeseen absences, shift changes or other structural circumstances arising from the nature of the activity concerned.

d) The management of the company shall regularly inform the business committee, delegates and delegates of staff and delegates and trade union delegates of the number of extraordinary hours, specifying the causes and, in its case, the distribution by sections. In addition, on the basis of this information and the above criteria, the company and the RLT will determine the nature and nature of the overtime.

Article 36. Paid absences.

1. During the period of validity of this Convention, undertakings shall authorise and, consequently, persons shall enjoy without justification and in the form and conditions which shall be said two days of unpaid and non-recoverable absence. The remuneration shall be equivalent to normal activity.

Such absences will be granted upon request of the person eight days in advance, safeguarding in all cases, the interests of the organization of the work and the production needs of each section or department and Without the number of concurrent absences exceeding a number of people, such that it disturbs the normality of the production process.

Companies will be able to regulate absences collectively by agreeing with RT how to perform them that best suits the interests of the parties.

In any case, absences will be enjoyed within the calendar year.

2. Such absences shall be granted in proportion to the time taken during the year, in those cases whose employment contract provides for a shorter annual working day than that laid down in the Convention.

3. Reference absences shall not be taken into account for the purposes of determining the rate of absenteeism for the calculation and perception of profit participation.

Article 37. Holiday (regime).

On a general basis, the annual holiday period shall be 30 calendar days, of which twenty-one days shall be uninterruptedly enjoyed, unless a different distribution is agreed for the needs of the undertaking (21 days) in the negotiation of the calendar with the legal representation of the workers. The fixing of the holiday periods shall be made by mutual agreement between the parties concerned, within the first three months of the year, together with the working calendar. The period of continued natural days will begin on Monday, unless otherwise agreed.

For the calculation of the vacation days of the staff hired during the year will be taken as the initial date of your income. If it is later than the same, you cannot enjoy them until the following year.

When the period of maternity leave coincides in whole or in part with the holiday period, the enjoyment of both rights will be guaranteed in full, with the implementation of mutual agreement between the company and the affected person, at the end of the suspension period, being able to enjoy even if the calendar year is over.

In undertakings falling within the functional scope of Annex VI, the period of 21 calendar days, referred to in the first paragraph of this Article, shall be carried out in summer, without prejudice to the agreements or agreements which it provides for the individual may adopt the companies with his/her staff.

Section 3. Contract Suspension

Article 38. Suspension with job reservation.

In compliance with the provisions of Article 48 (4) of the ET:

" In the course of delivery, the suspension will last for sixteen weeks uninterrupted, expandable in the case of multiple delivery in two weeks more for each child from the second. The period of suspension shall be distributed to the person concerned, provided that six weeks are immediately after delivery. In the event of the death of the mother, regardless of whether or not she is carrying out any work, the other parent may make use of the whole or, where appropriate, the remaining part of the suspension period, computed from the date of delivery, and without that the party which the mother had been able to enjoy before the birth was neglected. In the case of the child's death, the period of suspension shall not be reduced unless, after the end of the six-week compulsory rest period, the mother is required to return to her job.

However, and without prejudice to the six weeks immediately following the mandatory rest period for the mother, in the event that both parents work, the mother, at the beginning of the rest period, maternity, may choose to have the other parent enjoy a certain and uninterrupted part of the post-birth rest period either simultaneously or in succession with that of the mother. The other parent may continue to make use of the period of maternity leave initially transferred, although at the time provided for the return of the mother to work, the mother is in a situation of temporary incapacity.

In the event that the mother does not have the right to suspend her professional activity entitled to benefits in accordance with the rules governing that activity, the other parent shall have the right to suspend her employment contract. for the period which would have been for the mother, which shall be compatible with the exercise of the right recognised in the following Article.

In cases of preterm birth and in those where, for any other cause, the neonate must remain hospitalized after delivery, the period of suspension may be computed, at the mother's request, or in the absence thereof, from the other parent, from the date of discharge. It is excluded from that calculation the six weeks after the birth, the compulsory suspension of the mother's contract.

In cases of preterm birth with a lack of weight and those other in which the neonate requires, for some clinical condition, hospitalization after delivery, for a period of more than seven days, the period of suspension is will extend in as many days as the born is hospitalized, with a maximum of thirteen additional weeks, and in the terms in which it is regulated.

In the case of adoption and acceptance, in accordance with Article 45.1 (d) of the ET, the suspension shall be for an uninterrupted period of 16 weeks, which may be extended in the case of multiple adoption or acceptance in two weeks for each child from the second. Such suspension shall produce its effects, at the choice of the person either on the basis of the judgment on which the adoption is constituted, or on the basis of the administrative or judicial decision of a provisional or final acceptance, without No case of the same minor may be entitled to several periods of suspension.

In case both parents work, the suspension period will be distributed to the interested parties, who will be able to enjoy it simultaneously or successively, always with periods uninterrupted and with the limits indicated.

In cases of simultaneous enjoyment of rest periods, the sum of the rest periods shall not exceed the sixteen weeks provided for in the preceding paragraphs or those corresponding to childbirth, adoption or acceptance. multiple.

In the case of disability of the child or of the child adopted or received, the suspension of the contract referred to in this paragraph shall be for an additional duration of two weeks. In case both parents work, this additional period will be distributed to the interested parties, who will be able to enjoy it simultaneously or successively and always on an uninterrupted basis.

The periods referred to in this paragraph may be enjoyed on a full-time or part-time basis, subject to agreement between the employers and the workers concerned, on the terms which they regulate determine.

In cases of international adoption, where the prior movement of the parents to the country of origin of the adoptee is necessary, the period of suspension, provided for in each case in this paragraph, may be initiated. up to four weeks before the resolution for which the adoption is constituted.

The workers will benefit from any improvement in the working conditions to which they could have been entitled during the suspension of the contract in the cases referred to in this paragraph, as well as those provided for in the the following paragraph and in Article 48a. '

In compliance with the provisions of Article 48 (5) of the ET:

" In the event of risk during pregnancy or risk during natural lactation, in the terms provided for in art. 26 of the Law 31/1995 on the Prevention of Occupational Risks, the suspension of the contract will end on the day the suspension of the birth contract is initiated, or the infant is nine months, respectively, or, in both cases, when it disappears. the inability of the worker to return to her previous position or to another compatible with her state. "

Article 39. Suspension of the paternity work contract.

In compliance with the provisions of Article 48a of the ET:

" In the cases of child birth, adoption or acceptance in accordance with Article 45.1 (d) of this Law, the worker shall be entitled to the suspension of the contract for thirteen uninterrupted days, extensible in the case of of birth, adoption or multiple acceptance in two more days for each child from the second

In the case of delivery, the suspension corresponds exclusively to the other parent. In the case of adoption or acceptance, this right shall be for one of the parents only, at the choice of the persons concerned; however, where the period of rest provided for in Article 48.4 is fully enjoyed by one of the parents, parents, the right to a paternity suspension may only be exercised by the other.

The worker exercising this right may do so during the period from the end of the child's birth permit, provided for in law or conventionally, or from the judicial decision making up the child's birth certificate. the adoption or from the administrative or judicial decision of a reception until the end of the suspension of the contract as referred to in Article 48.4 or immediately after the termination of that suspension.

The suspension of the contract referred to in this Article may be enjoyed on a full-time basis or on a part-time basis of a minimum of 50 per 100, subject to agreement between the employer and the worker, and determine regulentarily.

The worker must inform the employer, in good time, of the exercise of this right in the terms established, where appropriate, in the collective agreements. "

Article 40. Voluntary leave.

Voluntary leave may be requested in the terms laid down in Article 46 (2) of the ET.

Article 41. Union leave.

Those who hold elective office at the provincial, regional or state level in the most representative trade union organizations shall have the right to be forced to leave with the right to reserve the job and to count on their seniority for the duration of the exercise of his or her representative office, and must be re-entered into his/her post within the month following the date of termination.

Article 42. Leave of absence for family care.

In compliance with the provisions of Article 46 (3) of the ET.:

" Workers shall be entitled to a period of leave of absence of not more than three years in order to take care of the care of each child, whether by nature or by adoption or in the case of a child. permanent as a pre-adoption, even if these are provisional, from the date of birth or, where appropriate, from the judicial or administrative decision.

They will also be entitled to a period of leave of absence, lasting no more than two years, unless a longer duration is established by collective bargaining, workers to care for the care of a relative until the second degree of consanguinity or affinity, which for reasons of age, accident, disease or disability cannot be used by itself, and does not carry out paid activity.

The excess referred to in this paragraph, the period of which may be enjoyed in a split form, constitutes an individual right of workers, men or women. However, if two or more employees of the same undertaking generate this right by the same deceased person, the employer may limit his or her simultaneous exercise for justified reasons of operation of the undertaking.

When a new deceased person is entitled to a new period of leave, the start of the period shall end to the one who, where appropriate, has been enjoying himself.

The period in which the worker remains in a situation of leave in accordance with the provisions of this Article shall be computable for the purposes of seniority and the worker shall be entitled to attend vocational training courses, whose participation must be convened by the employer, in particular on the occasion of his/her reinstatement. During the first year you will be entitled to the reservation of your job. After that period, the reserve shall be referred to a post of the same professional group or equivalent category.

However, where the worker is part of a family which is officially recognised as a large family, the reserve of his/her job shall be extended to a maximum of 15 months in the case of a large family of general category, and up to a maximum of 18 months in the case of a special category. "

Article 43. Supplement to the Temporary Incapacity arising from an accident at work.

The company shall supplement the legal provision corresponding to the temporary incapacity for work accident, including the 'in itinere', up to 100% of the gross salary due in the previous month and in an equivalent manner and proportional to the days in IT situation.

This improvement will not affect the periodic salary concepts of maturity higher than the month and will be affected by the applicable tax and social security taxes at any time.

The maximum subscription period for this add-on is twelve months.

Article 44. Permissions.

1. The person, prior notice and justification, may be absent from work for any of the reasons and for the time that, in each case, is expressed:

a) By birth of son or daughter, two days with retribution. When a shift to the effect is required to do so, the deadline will be four days.

b) By death of spouse, and first-degree relatives of consanguinity or affinity and brothers or sisters, three days with retribution. If a posting is required, the person shall have an option to have one day more paid or two more unpaid.

c) For the death of second-degree relatives of consanguinity or affinity, two days with retribution. When a shift to the effect is required to do so, the deadline will be four days.

d) For the death of third-degree relatives of consanguinity, one day with retribution.

e) By death of a person living in the family home, one day without pay.

f) By accident or serious illness, hospitalization or surgical intervention without hospitalization that requires house rest until second degree of consanguinity or affinity, two days with pay. When a shift to the effect is needed, the time limit will be four days. The enjoyment of the permit for hospitalization may be carried out during the period of the stay.

g) By surgical intervention or injury with fractures, of the spouse, parents, children, siblings and political parents, one paid day and two without giving back.

h) By marriage, fifteen calendar days with retribution.

i) By usual home transfer, a paid day.

j) By wedding of a child, one day with retribution; in the case of a brother's wedding, one day without retribution.

k) For the time indispensable for the performance of an inexcusable public and personal duty with the conditions laid down in point (d) of Article 37 (3) of the ET.

2. The paid leave referred to in this Article shall be paid in real wages, in other words, in the same form and amount as one day worked.

3. Persons shall be entitled to an unpaid leave of 15 calendar days for the completion of adoption or acceptance procedures.

In cases of international adoption or acceptance, they may apply for voluntary leave, with the reserve of the job, for the necessary time and, in no case, more than two months in order to achieve the good end of the operation.

4. The provisions of this Article (1), (b), (c), (f) and (g) shall apply with the same limits and conditions to duly accredited couples, where such conditions are established by the presentation of the certificate of the Record of Unions of Fact or, if this does not exist, by the contribution of an affidavit in which the condition of the couple in fact of the fact of the person causing the permit is manifested accompanied by a certification of coexistence issued by the Corresponding city hall.

To access such permits, the accreditations of the couples in fact must prove a minimum age of one year.

5. The concept of "posting" in some paragraphs of this Article should be interpreted in a case-like manner and with criteria of reasonableness, which value the concurrent elements.

Article 45.

In compliance with the provisions of Article 37 (4), (4), (5), (6) and (7) of the ET.:

" 4. In the case of child birth, adoption or acceptance in accordance with Article 45.1 (d) of this Law, for the breastfeeding of the child until the child is nine months old, workers shall be entitled to an hour of absence from work, which may be divide into two fractions. The duration of the permit shall be increased proportionally in the cases of birth, adoption or multiple acceptance.

Who exercises this right, by its will, may replace it with a reduction of its working day in half an hour for the same purpose or accumulate in full days in the terms foreseen in the collective bargaining or in the the agreement to be reached with the employer, respecting, where appropriate, what is established in that case.

This permit constitutes an individual right of workers, men or women, but may only be exercised by one parent in case both work.

4 bis. In the case of births of premature infants or who, for any reason, must remain hospitalized after delivery, the mother or father shall be entitled to leave the work for an hour. They will also have the right to reduce their working hours to a maximum of two hours, with a proportional reduction in salary. For the enjoyment of this permit you will be as provided for in paragraph 6 of this article.

5. Those who, for reasons of legal guardian, have a direct care of a person of less than 12 years or a person with physical, mental or sensory disabilities, who do not carry out a paid activity, shall be entitled to a reduction in the working day, with the proportional reduction of the salary between at least one eighth and a maximum of half the duration of that.

It will have the same right to care for the direct care of a family member, up to the second degree of consanguinity or affinity, that for reasons of age, accident or illness cannot be used by himself, and that not perform paid activity.

The parent, adopter or welcoming of a preadoptive or permanent character, will be entitled to a reduction of the working day, with the proportional reduction of the salary of at least half the duration of the work, for the care, during hospitalization and continued treatment, of the child's child affected by cancer (malignant tumors, melanomas, and carcinomas), or any other serious illness, involving long-term hospital admission and requiring the need for their direct, continuous and permanent care, accredited by the Public Health Service or administrative body of the Autonomous Community concerned and, at most, until the child is 18 years old. By collective agreement, the conditions and assumptions in which this reduction of the day can be accumulated in full days may be established.

The reductions in working hours referred to in this paragraph constitute an individual right of workers, men or women. However, if two or more employees of the same undertaking generate this right by the same deceased person, the employer may limit his or her simultaneous exercise for justified reasons of operation of the undertaking.

6. The time-frame and the determination of the period of enjoyment of the breastfeeding permit and the reduction of working hours, as provided for in paragraphs 4 and 5 of this article, shall correspond to the worker, within his ordinary day. However, collective agreements may lay down criteria for the time-frame for the reduction of working hours referred to in paragraph 5, in the light of the rights of reconciliation of the worker's personal, family and working life, and the productive and organizational needs of the enterprises. The worker, except in force majeure, shall be required to provide the employer with a period of time of 15 days or to determine in the applicable collective agreement, specifying the date on which he or she shall initiate and terminate the breastfeeding permit or the reduction of the day.

The discrepancies between the employer and the worker regarding the time and the determination of the periods of enjoyment provided for in paragraphs 4 and 5 of this article will be resolved by the social jurisdiction through of the procedure laid down in Article 139 of Law 36/2011 of 10 October, regulating social jurisdiction.

7. Workers who have the consideration of victims of gender-based violence or victims of terrorism will be entitled to make effective their protection or their right to comprehensive social assistance, to the reduction of the working day with a proportional reduction in the salary or rearrangement of working time, through the adaptation of the timetable, the application of the flexible timetable or other forms of organisation of working time to be used in the enterprise.

These rights may be exercised in the terms that for these specific cases are laid down in collective agreements or agreements between the company and the employees ' representatives, or in accordance with the agreement between the company and the workers concerned. Failing this, the realization of these rights shall be the responsibility of the latter, the rules laid down in the previous paragraph being applicable, including those relating to the resolution of discrepancies. "

Article 46. Credit for hours medical consultation.

1. Persons shall be entitled to 20 hours paid per year to attend the visit of the GP or the medical practitioner or a medical practitioner, provided that he is duly justified and cannot to be carried out outside the working hours, with respect to existing agreements on the subject in companies which improve the quality of the work.

2. Of the 20 hours laid down in the preceding paragraph, up to a maximum of 10 hours per year, paid, may be used for the support of the health care services of children under 12 years of age and of the first degree of consanguinity that they cannot fend for themselves. If the use of a possible excess over these ten hours is necessary, the permit, which as it is an unpaid leave, will be granted, will be able to negotiate with the company hourly compensation mechanisms.

3. For companies that have established business medical services, a second annual medical review is established, when the person requests it.

Article 47. License for studies.

1. The working person will be entitled:

(a) In the enjoyment of the necessary permits to attend examinations, as well as a preference to choose work shift, if such is the regime established in the company, when curse regularly studies to obtain a academic or professional qualifications.

(b) The adaptation of the ordinary working day for the attendance of vocational training courses or the granting of the appropriate training or vocational training leave with the reserve of the job.

c) To the training required for their adaptation to the modifications operated in the job. The same shall be borne by the undertaking, without prejudice to the possibility of obtaining the appropriations for training to this end. The time spent on training shall in any case be considered as effective working time.

2. In accordance with the provisions of Article 23, point 3 of the Staff Regulations:

" Workers with at least one year's seniority in the company are entitled to a paid leave of 20 hours per year of vocational training for employment, linked to the activity of the undertaking, which can be accumulated by a period of up to five years. The right shall be deemed to be fulfilled in any event where the worker is able to carry out training activities aimed at obtaining vocational training for employment within the framework of a training plan developed by a business initiative or committed by collective bargaining. Without prejudice to the foregoing, it shall not be possible to understand in the right referred to in this paragraph the training which the undertaking is required to provide in accordance with other laws. In the absence of a collective agreement, the definition of the mode of enjoyment of the permit shall be determined by mutual agreement between the worker and the employer. "

Article 48.

In case of justified illness, with notice to the company, the person will receive 50 per 100 of his/her salary, without this benefit exceeding four days each year.

This benefit will be absorbed with any other that can be recognized and that represents the payment of these four days.

Article 49. Seasonal activities.

1. Companies engaged in the modalities of serial fine tailoring, fine-serie modisteria, gabardines and raincoats, rain garments, umbrellas, and those dedicated to the clothing of swimwear, in the case of a lack of typical orders in certain periods of the year in such arrangements, and provided that this leads to a manifest decline in production, they may partially suspend their work activities for two periods at most whose total duration may not exceed, in no case, of sixty calendar days a year.

Each period may only affect those who on the date of commencement of the suspension will take a minimum of twelve months of uninterrupted services to the company.

2. The suspension of the legal-employment relationship, provided for in paragraph 1 of this Article, shall be governed by the procedure laid down by the legislation in force at any time and Articles 4 of Annex IV and 2 of Annex IX, to promote the opening of the file in good time so that the work authority can be resolved before the expected date of suspension.

CHAPTER IV

Economic Conditions

Article 50. Systems of remuneration.

Pay systems may be:

a) On time.

b) With incentive.

A "on time" system is understood to be the one in which a salary is perceived based on the normal activity in the form set out in the following article.

An "incentive" system is understood to be the one in which an economic consideration is perceived according to its performance or activity.

Article 51. Normal activity salary.

The salary for the normal activity is the remuneration for the normal performance in each case and job and is the one in the tables of each of the annexes to the collective agreement.

Article 52. Salary tables.

1. The remuneration is those set out in the Annex to each sub-sector. The sum of the basic salary, supplement to the Convention, where appropriate and in addition to the staff, shall serve as the basis for the calculation of the seniority, the extraordinary regulations and the Paga of the Convention and the Plus No Absentismo or any other the concept of the salary for normal activity, without prejudice to the provisions of this subject in the various sub-sectoral annexes.

2. With effect 1.1.2015, the wage tables and the intertextile minimum wage for the year 2014 will increase by 0.5%, for the first half and 0.7% for the second half. For 2016, the increase will be 0.9% on the salary tables for the second half of 2015. For 2017, the increase will be 1.3% over 2016 salary tables. The calculation of the salary tables for the years 2016 and 2017 shall be carried out on the revised tables of the previous year, if such revision is carried out.

Pay review. At the end of each calendar year of the agreement, the CPI review will be carried out. This will be used as a benchmark for the lower CPI among those certifying the INE and the annual variation rate of the harmonised Euro Zone CPI for each of the years. The revision rate shall be fixed in the difference between the CPI used and the 2% (inflation target of the European Central Bank). If the international average price of oil from Brend in the month of December is more than 10% at the average price of the previous December, the above mentioned inflation indicators shall be taken as a reference for the calculation of the excess. excluding both fuels and fuels, without the resulting percentage being higher than 0,5%, the maximum rate to be applied in the review, in any case. The salary review shall be retroactive from 1 January of the respective years.

For the purposes of complying with the above paragraph, the parties are called upon to establish the percentage of review for 2015 within 15 days of the publication of the indices. mentioned.

3. All undertakings affected by this collective agreement shall be required to make effective the arrears resulting from the application of the Salarial Tables 2015 of each and every Annexes, with effect from 1 January, before 30 of 30 September. The payment after that date shall bear the legal interest of the money until 20 days after the publication of the Convention in the Official Gazette of the State. After these 20 days, ten percent of the annual default surcharge shall be paid, in accordance with the current legislation, provided that the calculation is later than 30 September.

Article 53. Minimum intertextile salary.

1. The minimum inter-textile salary, for 2015, will be 26.55 € per day and 807.56 € per month, for the first half and 26.60 € per day and 809.08 € per month, for the second half.

2. The amount of the minimum inter-textile salary shall apply only to those coefficients of the salary tables which do not meet the said amount. To this end, the sum of the basic salary and the supplement to the agreement, if any, shall be added to the amount necessary to achieve the amount corresponding to that minimum wage. The amount of this minimum intertextile salary replaces that of the salary and that of any supplement, when this is the case in the respective salary tables of the annexes; in the Annex to Carpets (number X) is understood " Pay and salary supplement revisions ".

3. The resulting amount shall be calculated as the age, the overtime, the Paga of the Convention, the Plus No Absenteeism, the overtime and the night work.

4. The Intertextile Minimum Wage here is established without prejudice to the priority application of the provisions laid down in the agreements of undertakings, in accordance with the provisions of Article 84.2.a) of the Staff Regulations. Submission to the above standard shall be taken into account in the interpretation and application of Articles 5, 8 and 55 of this Convention.

Article 54. Remuneration of the contract for training and learning.

The remuneration of the training and apprenticeship contract will be 90 per 100 of the minimum intertextile salary during the first and second year of the contract, in proportion to the time actually worked. Such remuneration may not be lower than the minimum inter-professional salary, in proportion to the working time.

Article 55. Annual salary.

The annual remuneration for the agreed working day shall be the sum of the salaries contained in the salary tables and, where applicable, the minimum intertextile salary for the whole calendar year, and the (a) pay of seniority, extraordinary bonuses, Paga of the Convention and Plus of Non-absenteeism, in the amount corresponding to it; the remuneration of all the breaks established, both weekly and interweekly, public holidays or rest on a continuous day.

Article 56. Incentive pay schemes.

Incentive pay systems will conform to the following modes:

a) Measure activity.

b) Unmeasured activity.

The remuneration system of "Measure activity" shall be in accordance with Articles 10 to 15, inclusive of this Collective Agreement.

The "Non-Measure Activity" retributive system may adopt the forms of "premiums" or "unweaning".

Article 57. Wage guarantees.

1. The wages fixed in this collective agreement, as well as the minimum inter-textile salary, cannot be reduced by reason of not reaching the minimum activities required in the measured work. The management of the company may compensate for the production of the normal activity within all the working days of the week.

2. In the case of a work to be used for non-measured activity, it shall be deemed to be well established where the 65 per 100 of the staff subject to the same tariff reaches perceptions equal to that of the normal activity and 25 per 100 of the staff exceeds such perceptions, at least 25 per 100, in the manufacture, knitted or crocheted, artificial fibres, various fibres, esparto, hemp manual and the production of cotton and flax fibre, and 15 per 100 in the other activities.

These percentages will be verified for twelve-week periods.

Article 58.

In the garment industry, dress and headgear, the minimum task and work limit in the remote work will not be less than that which represents the amount of forty-eight days per semester for each person.

Article 59. Equal pay on grounds of sex.

The company is obliged to pay for the provision of a job of equal value, equal pay, salary or extrasalarial either directly or indirectly, without any discrimination due to sex in any of the its elements or conditions.

Article 60. Age.

1. The periodic remuneration increases for the company shall consist of five five-year periods of 3 per 100 of the salary for normal activity, for all staff groups and shall be calculated independently of the group changes. professional.

2. The computation of the same shall be initiated, for all staff, from the first day of their entry into the Company.

Article 61. Convention Pay.

For the concept of the Paga Convention will be paid a 6 per 100 of the salary for normal activity, increased with the seniority, the amount of which will be made effective during the month of January of each year, although the companies will be able to establish their payment in shorter periods of time.

Companies within the functional scope of Annex I and IX will pay 10% and 7% respectively for this concept.

Article 61a. Plus de No Absentismo.

1. For this reason, companies will pay a 4.4 per 100 on the salary for normal activity, increased with seniority, in the cases that the rate of absences to work, whatever the cause of them, does not reach 8 per 100 in none of the months of each calendar semester, of the effective workforce of workers and auxiliary staff of the work centre. This payment shall be made in the first half of the months of January and July of each year in the first half of January. This additional percentage shall not be taken into account for the calculation of the remuneration of the extraordinary hour.

In any case it will be agreed in the corresponding annex.

For the purposes of the calculation of absenteeism, the permits referred to in Articles 45.4 and 89 of this Convention shall not be taken into account in any and all of the Annexes.

2. In the basis for the calculation of the amount of Plus No Absenteeism the extraordinary bonuses are computed.

3. The provisions of this Article do not affect the undertakings in the functional area of Annex I, Recovery Fibers

Article 62. Extraordinary rewards.

Two extraordinary bonuses will be paid, the first of them in the course of the month of June and, at most, within the first week of July; and the second, in the month of December and before the 22nd of the month. month, the amount for the non-monthly staff will be 30 days and for the monthly one will be of a monthly fee for each of them. For the companies listed in Annex X, they shall be paid before 31 July and before 22 December.

The basis of calculation for such bonuses shall be the salary for normal activity, increased with seniority, except for companies within the functional scope of the Textile Industry, Recovery Fibers and Water of the same (Annex I), which will be calculated on 30 days of the base salary, seniority and the Paga of the convention, except that the latter will be paid in different periods. In the case of undertakings belonging to Annex X, Carpet, the basis for the calculation of extraordinary rewards shall be the concepts laid down in Article 8 of that Annex.

The amount of the extraordinary bonuses, will be proportional to the time effectively worked during the year immediately before the date of payment of each gratification. For the companies listed in Annex X it will be proportional to the time worked, taking as the basis for the first pay from 1 January to 30 June and from 1 July to 31 December for the second of the year concerned.

Article 63. Plus de nocturidad.

The hours worked during the period between the twenty-two hours and the six hours will be paid with a surcharge of 28 percent on the agreed salary plus seniority.

Article 64. Overtime (remuneration).

The overtime will be paid with a 75 percent surcharge, unless otherwise agreed.

The basis for calculating the value of the extraordinary time will be calculated according to the following formula:

VHE=

(DA + DEPE) x CPC x CA x RHE x SC

HAP

VHE: Extraordinary Time Value.

DA: Number of days in the Year. They will be 365 in non-leap years and 366 in the leap for workers with daily pay. For workers with monthly pay, it will be 12 months.

DEPE: Number of equivalent days, of Extraordinary Pays.

CPC: Convention Pays Coefficient Its value varies according to the annexes to the convention. For example, in the general case it is 1.06 (corresponding to 6%, or 1 + 0.06%) in the case of the Garment on 1.07.

CA: Coefficient of seniority, which corresponds to the product between the number of five years in the company and the percentage fixed by the collective agreement (general part) or the corresponding annexes in which the company is incarnated. The result will be added to the unit (Example, if 3% is applied in the age prize, the CA would be no more than five years x 0.03 and the result would be added to the unit).

RHE: Recargo on overtime, which sets the Labor Standards or the Collective Agreement itself, currently 75% of which corresponds to 1.75%.

SC: Salary Convention, this will be determined in the salary tables of each annex, for each level (daily or monthly)

PAH: Annual hours of presence, agreed upon in the company or in default in the collective agreement itself.

Article 65. Holiday pay.

The remuneration for the holiday period will be that which is actually perceived in normal working hours, including, where appropriate, the average of the incentives received over the last 12 weeks effectively. worked, within twelve months prior to the date of their commencement.

Article 66. Diets and displacements.

When you move temporarily from the locality on a company-by-order basis, the company will pay you, in addition to your normal remuneration, travel expenses and corresponding allowances.

CHAPTER V

Non-wage benefits

Article 67. Insurance policy.

Companies must agree with the insurance institution of their choice a policy in favour of their workforce, under which they are assured that, in the event of death or permanent invalidity in their grades of In the case of accidents at work, they will receive compensation of nine thousand euros. In the event of death, persons may designate the beneficiary of such compensation; failing that, it shall be the case legally.

Within the second half of this year, a policy model will be studied to ensure that other accidents that are not just work are guaranteed.

Article 68. Workwear.

Companies will provide work clothes to their staff, at the rate of three garments every two years, delivering two in the first year and one in the second year.

Each company should set specific rules on the use, washing and policing of garments, as well as reference to model, flags, anagrams, etc.

CHAPTER VI

Trade union rights

Article 69.

Companies will respect the right to be freely stated; they will admit that affiliates and affiliates of a union can hold meetings, collect fees and distribute union information outside of hours of work and without disturbing the normal business of the undertakings; they shall not be able to hold employment on the condition that they do not take hold or give up their trade union membership, nor shall they dismiss or otherwise harm them because of their affiliation or trade union activity.

Item 70.

The trade unions may send information to all companies in which they have sufficient and appreciable membership, in order for it to be distributed outside the working hours, and without, in any event, the exercise of such a practice could disrupt the development of the production process. In the case of workplaces with a staff of more than 100 working-workers, there shall be bulletin boards in which the trade unions, duly established, may insert communications, to which they shall direct copies thereof. previously, to the Center's Address or Entitlement.

Article 71.

In accordance with the provisions of the Organic Law 11/1985 of 2 August, in companies or, where appropriate, in the workplace whose staff is more than 2 workers, whatever the class of their contract, they may be constitute trade union sections by members-affiliated to the trade unions with presence in the works councils.

The number of union delegates per union section of the trade unions, who have obtained 10 percent of the votes in the election to the Enterprise Committee, will be as follows:

From 250 to 750 working-workers: 1.

From 751 to 2,000 working-workers: 2.

From 2,001 to 5,000 worker-workers: 3.

From 5.001 onwards: 4.

Trade union sections of those Unions that have not obtained 10 percent of the votes will be represented by a single Delegate or Trade Union Delegate.

The Trade Union Delegate or Delegate shall be elected by and among the persons affiliated to the union who provide their services in the respective company or workplace.

In companies or, where appropriate, in the workplace whose establishment is more than 200 employees and less than 250, a Trade Union Delegate may be chosen on the same terms and conditions as those regulated in this Article, with the exception of the right to trade union credit hours, which must make use of the existing hours on the annual credit exchange of the members of the Business Committee of its own trade union.

Article 72.

Will be the functions of the Delegates or Trade Union Delegates:

1. Represent and defend the interests of the union to whom it represents, and of the persons affiliated to it in the company, and serve as an instrument of communication between their union center or union and the direction of the respective companies.

2. They may attend meetings of the Business Committee, Safety and Health Committees and Joint Committees of Interpretation with a voice and without a vote.

3. They shall have access to the same information and documentation as the undertaking must make available to the Comité de empresa, in accordance with the provisions of the Law, being obliged to keep professional secrecy in the matters in which they are lawfully proceed. It shall hold the same guarantees and rights as recognised by the Law and this Collective Agreement to the members of the Company's Committees.

4. They will be heard, in advance, by the company, in the treatment of those problems of a collective nature that affect the staff in general and their affiliation in particular.

5. They shall also be informed and heard by the undertaking on the basis of:

1) About layoffs and penalties affecting union members.

2) In the case of restructurings of staff, regulations on employment, transfer, when magazine is collective, or of the general working centre, and in particular any project or business action likely to affect substantially the interests of the persons.

3) The implementation or review of work organization systems and any possible consequences.

6. They will be able to raise fees for membership, spread union propaganda and hold meetings with them, all outside of effective working hours.

7. In order to facilitate the dissemination of those notices which may be of interest to their affiliation and to persons in general, the company shall make available to the trade union, the representative of which is the delegate, a board of notices which must be established within the undertaking and in a place where it is ensured as far as possible, an appropriate access to it by all.

8. In the case of meetings, both parties, as regards the procedure, will adjust their conduct to the current legal regulations.

9. In those institutions where this is materially feasible, and in which they hold a staff of more than 250, the Directorate of Enterprise shall facilitate the use of a premises, in order for the delegate or representative of the trade union to carry out the functions or tasks that correspond to you.

10. Delegates or delegates will have their tasks to perform the trade union functions that they are of their own.

Article 73. Union quota.

At the request of the persons affiliated to the central or trade unions holding the representation referred to in this paragraph, the companies will discount the amount of the corresponding union fee on the monthly payroll. The person concerned in carrying out such an operation shall forward to the Management of the undertaking a letter in which the discount order, the central or trade union to which it belongs, the amount of the quota, and the number of the current account or savings bank account to which the corresponding amount is to be transferred. The undertakings shall carry out the following actions, unless otherwise specified, for periods of one year.

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

Article 74. Participation in the collective agreements negotiations.

The trade union representation that participates in the negotiating commission and joint commission of the collective agreement, maintaining their relationship as an active staff in some company, will be entitled to the granting of the permits (a) remuneration that is necessary for the proper exercise of their work as negotiators, provided that the undertaking is affected by the negotiation.

Article 75. From the Enterprise Committees.

Without prejudice to the rights and powers granted by law, the Committees are recognized as follows:

A) Being informed by the Company Address:

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 sales of the entity, on its production and evolution program likely employment in the company.

b) Annually, to know and to have at its disposal the Balance, the Account of results, the Memory and, in the case that the company magazine the form of society by actions or participations, of how many documents are to be made known to the partners.

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

d) Depending on the subject matter:

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

2. On the merger, absorption or modification of the legal status of an undertaking, where this would entail any impact on the volume of employment.

3. The Management Board shall provide the Business Committee with the model or models of contract of employment which it habitually uses, the Committee being entitled to make appropriate complaints to the undertaking and, where appropriate, the competent labour authority.

4. Of the penalties imposed for serious and very serious misconduct and, in particular, in cases of dismissal, immediately after being notified to the person concerned.

5. With regard to statistics on the index of absenteeism and its causes, accidents at work and occupational diseases and its consequences, the rates of accidents, the movement of income and cesses, and promotions.

(b) Exercise surveillance work on the following subjects:

a. Compliance with existing labour and social security standards, as well as with respect to the agreements, conditions or uses of undertakings in force, making, where appropriate, appropriate legal action before the undertaking and the bodies or competent courts.

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

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

d. To participate, as a regulation is determined, in the management of social works established in the company for the benefit of the workforce or their family members.

e. Collaborate with the company's management to achieve the fulfillment of how many measures are needed to maintain and increase the productivity of the company.

f. The Committee of Business is recognised as a procedural capacity, as a collegiate body, to exercise administrative or judicial action in all matters relating to its jurisdiction.

g. The persons who make up the Comité de empresa, 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 Comité de empresa, and in particular in all matters on which the Directorate expressly points out its reserved character.

h. The Committee will ensure not only that the rules in force or agreed upon are complied with in the selection process, but also by the principles of non-discrimination, gender equality and the promotion of a rational employment policy.

i. To provide, in the companies of more than 50 workers and with charge to them, a board of announcements.

Article 76. Companies of more than 80 workers.

1. In undertakings of more than 80 workers, in the last quarter of each year or in the first quarter of the following year, the management of the employees shall meet with the RT, as defined in Article 89 of the Convention, in writing, unless they are justifies the impossibility of doing so in such a way, the information available, to analyze:

• The production schedule and probable evolution for the next year broken down by the main product groups manufactured in the company or marketed by the company and differentiating the productions made in the company company of the subcontracted.

• In those companies where the Code of Conduct exists, state the balance of its application, with indication of the corrective measures, in the cases of non-compliance.

• Processes of concentration, internationalization and business relocation realized or anticipated and their industrial, commercial, or employment repercussions.

• On the evolution of the workforce throughout the year, as well as the different bonuses to the promotion of employment.

• Plans made and planned for the rejuvenation of the templates, including relay, training and internship contracts.

• Investments made in the previous year (or in the year ended), as well as the origin and nature of financing for such purposes, private or public.

• Other measures taken and planned with these same objectives (technological modernisation and in the organisation of work, market, R & D + i, etc.).

• Vocational training and retraining, with an indication of the training plans carried out and planned, with an indication of the persons to whom they are addressed.

By the management of the company, together with the RT, procedures will be established for the verification of the information, when this is deemed necessary.

Of the reported balance sheet meetings and forecasts, the consensus conclusions will be established.

2. Information shall be provided to the RLT at the start of any insolvency proceedings.

3. Information shall be provided to the RLT in relation to the choice and monitoring of the ATEPSS Mutuals, and justification for such representation of the change in IT management, when it occurs.

Article 77.

1. In companies subject to this Convention, with more than one working centre whose activity is covered by this convention, whether industrial, logistic or commercial, the scope of the above points will be the business of the company. globally and the various information will be carried out by job centres.

In such cases, such information will be transferred to RT, as defined in the terms of Article 79 of this Convention. In the absence of union delegates or delegates, the State Federations which are signatories to the Convention, with representation in the Company's Enterprise Committees or Committees, may appoint their representatives.

2. Transnational business centres of work:

In the case that the Spanish job centers are a transnational company, it will be direct application of all the above when the parent company is Spanish, it is understood that the information indicated will refer to the company as a whole, as well as its centers in Spain.

In the case that the parent company is in another country, the RLT may propose that together with the information referred to the Spanish center or production or marketing centers, it may be presented, in addition, that of the transnational company as a whole and at the meetings indicated by the European Trade Union Federation and the International Federation, if they consider it appropriate.

Article 78. Guarantees.

1) No person from the business or delegation committee 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 performance of the legal exercise of its representation. If the dismissal or any other penalty for alleged serious or very serious misconduct is to be followed by other causes, the case shall be dealt with in a contradictory manner, in which the person concerned, the RLT, and the delegate or delegate of the the union to which it belongs, in the event that it is recognized as such in the company.

They will have priority of staying in the company or working center with respect to others in the cases of suspension or extinction due to technological or economic causes.

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

3) They may exercise the freedom of expression within the company in the matters of their 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, previously, to the company and exercising such tasks in accordance with the legal standard in force.

4) They will provide the credit of paid monthly hours that the Law determines.

At the enterprise level the credit of paid hours corresponding to the persons who make up the Committees, delegates or delegates of staff and delegates or trade union delegates shall be cumulative for an annual period, in one or more of its components, after notification to the undertaking by the trade union organisations in whose applications they have been submitted or on behalf of which they act in a trade union. Delegates or delegates of prevention may also make use of the hours credit exchange if the corresponding trade union organisation so decides.

The trade union or, on its behalf, the relevant trade union section, shall notify the company on a quarterly basis of the estimate of the use of this time by the persons who make up the Committee, delegates or delegates of staff, delegates or trade union delegates and delegates or delegates of prevention.

Those who accumulate hours are not excused from justifying the use of the same.

5) Without exceeding the legal maximum, the paid hours available to the persons who make up the Committees or Delegates or Delegates of Personnel may be consumed, in order to provide for the assistance to training courses organized by their trade unions, training institutions or other entities.

6) Trade union delegates or delegates, in the event that they are not part of the Enterprise Committee, will have the same guarantees as those legally established for the Enterprise Committees.

Article 79. Representation of workers and workers.

For the purposes of this Convention, and without prejudice to the functions and guarantees that the current legislation gives to unitary and union representations, it is understood by "representatives of workers" to the delegates-delegates of staff, business committees, trade union and trade union delegates or delegates, within the meaning of Article 71 of the Convention itself, or the undersigned Federations of the most representative trade unions and their organisations the scope of the undertaking or group of undertakings in question, duly accredited by the Organization of the Autonomous Community, or, where appropriate, the State Federation.

CHAPTER VII

Disciplinary regime

Section 1

Article 80. Mild.

They are minor faults:

1. Missing a day to work.

2. Up to three punctuality fouls in a month.

3. Leave the job or service for a short time during the workday.

4. The little ones neglected in the realization of the work and the preservation of the machines, tools and materials.

5. The non-observance of the regulations and orders of service, as well as the disobedience to the controls; all in light matter.

6. The lack of respect, in mild matter, to the subordinate, companion, and public, as well as the discussion with them.

7. The lack of cleanliness and personal hygiene, as well as the company's dependencies, services and supplies.

8. Do not communicate to the company the changes of domicile or data necessary for Social Security, and company medicine.

Article 81. Severe.

Serious faults:

1. The double commission of slight lack, within a period of one month, except those of punctuality.

2. The lack of two days to work during the one month period.

3. The granting, malicious omission and distortion of data, issues and facts that may affect social security and enterprise medicine.

4. Failure to comply with the general legal rules, those of this Convention or of the Company Regulation, in the field of Safety at Work. It will be very serious when it has consequences for people, machines, materials, installations or buildings.

5. Disobedience to the controls on work issues.

6. The voluntary decrease of the usual activity or defects in the quality fixed, due to negligence.

7. The use of time, materials, machines and useful work in matters other than the same.

8. The insults offered against persons or institutions of all kinds.

9. The active or passive impersonation of the personality.

10. The inebriation not usual during work.

Article 82. Very serious.

Very serious faults:

1. Repeated failure within the one month period, provided that the month has been sanctioned.

2. The lack of six days to work, over a four-month period.

3. More than twelve punctuality faults over a period of six months, or twenty-five in a one-year period.

4. Falsehood, disloyalty, fraud, breach of trust, illicit competition with the company and theft or theft, both co-workers and the company or third parties within the premises of the same or during the performance of works or services on behalf of the company.

5. The removal, inuse, causing damage or malicious modifications in the first materials, products, tools, tools, machines, appliances, installations, buildings, articles and documents of the company.

6. The indiscipline or disobedience to the Rules of Procedure of the Company or to the orders of the controls, as well as the induction to it when special magazine gravity.

7. Direct or indirect participation in the commission of criminal offence as such in the Criminal Code.

8. The falsehood in the circumstances of accidents at work, the simulation of illness or accident and the malicious or feigned prolongation in its healing.

9. The usual drunkenness if it impacts negatively on the job.

10. The abandonment of work in positions of responsibility.

11. Abuse of authority.

12. The voluntary and continuous decrease in performance.

13. The commission of immoral acts in the premises and premises of the company, inside and outside the working day.

14. All those recorded in Article 54.2 of the ET, considered as fair grounds for dismissal.

Section 2. Sanctions

Article 83.

The maximum penalties that can be imposed are as follows:

For minor lack: Verbal assembly; written warning; suspension of employment and salary up to two days.

For serious misconduct: Suspension of employment and pay from three to fifteen days; disablement for promotion over the one-year period.

For very serious lack: Suspension of employment and salary of fifteen to sixty days; disablement for promotion for a period of up to five years; dismissal.

Article 84. Prescription.

Faults shall be prescribed by the time limit which, at any time, lays down the applicable legislation.

Article 85.

Without prejudice to those other cases where dismissal without compensation is appropriate, in accordance with the legislation in force, the company may agree to it, without having to impose any other penalty, in the cases below details:

a) False ten days to work in the six-month period.

b) False to punctuality eight times in one month, fourteen in three months or twenty in six months.

c) Indiscipline or disobedience when it causes serious damages to the company, to the workers, to the normality of the performance of the company and whenever it occurs in public form and with scandal.

d) The voluntary decrease in normal performance at work for three weeks in a row or six alternate weeks over a period of six months.

e) The usual drunkenness if it impacts negatively on the job.

f) The occurrence of repeated rines or pendences with the workmates, only once when there are injuries, damage to the facilities or a noticeable interruption in the work.

g) Infidelity to the company for moving to provide services to another competitor by prohibiting it; disclosing secret or obligated data; falsifying or misrepresenting data or documents; serious and publicly offending the company or its management staff.

h) The simulation of illness or accident at work.

CHAPTER VIII

Safety and health care

Article 86. Development Framework.

The protection of health is a basic and priority objective of the signatory parties and considers that to achieve this, the establishment and planning of preventive action in the workplace and in the (a) undertakings which at last have the elimination or reduction of the risks at their origin, on the basis of their assessment, taking the necessary measures, both in the correction of the existing situation and in the technical and organisational development of the undertaking concerned; adapt the work to the person and protect their health.

In all matters concerning the prevention of health and safety, the provisions contained in Law 31/1995 of 8 November of the Prevention of Occupational Risks and Concordant Regulations, which constitute minimum and unavailable right-of-law rules.

Article 87. The preventive action in the company.

The preventive action in companies in the scope of this Convention will be inspired by the following principles:

• Avoid and combat risks at source.

• Evaluate those that cannot be avoided.

• Replace as much as possible the dangerous so you enter little or no danger.

• Individual protective equipment must be used when risks cannot be avoided or cannot be sufficiently limited by technical means of collective protection or by means of measures, methods or procedures organization of the job.

• Adopt measures that put collective protection before the individual.

• Plan prevention.

• Adapting the work to the individual, in particular with regard to the ergonomic design of the jobs, and the organization of the work.

Article 88. Medical recognition.

Companies through their own services or from the Accidents Mutual (with which they have covered the risks of prevention services), or with those others with whom they freely hire such services, provided they are legally approved for this purpose, shall carry out each year to the person who gives his consent a medical examination on the basis of the positions and handling of raw materials or additives which are handled in the workplace.

All in accordance with Article 22 of Law 31/1995 of 8 November.

Article 89. Protection of maternity and breastfeeding.

1. The assessment of the risks referred to in Article 16 of Law 31/95 of 8 November shall include the determination of the nature, degree and duration of the exposure of female workers in pregnancy, recent birth and Natural lactation to agents, procedures or working conditions which may have a negative impact on the health of workers or the unborn child, in any activity likely to present a specific risk. If the results of the assessment reveal a risk to safety and health or a possible impact on the pregnancy or lactation of the workers, the management of the undertaking shall take the necessary measures to prevent the exposure to such risk, through an adaptation of the working conditions or working time of the affected worker. Such measures shall include, where necessary, non-performance of night work or shift work.

2. Where the adaptation of the conditions or working time is not possible or, in spite of such adaptation, the conditions of a job may have a negative impact on the health of the pregnant worker or the foetus, and certify the medical services of the National Institute of Social Security or Mutuals, according to the Entity with which the company has concerted the coverage of the professional risks, with the report of the doctor of the National Service of The health of the worker, the worker, must have a job or a job different and compatible with their state. The company will have to determine, after consulting the R.T., the list of jobs that are exempt from risks for these purposes. The change of position or function shall be carried out in accordance with the rules and criteria applied in the cases of functional mobility and shall have effect until the moment when the health status of the worker permits her reinstatement to the previous position.

In the event that, even applying the rules mentioned in the preceding paragraph, there is no work or compatible function, the worker may be assigned to a position not corresponding to her group or category. equivalent, although it shall retain the right to the set of remuneration of its place of origin.

3. If such a change of position is not technically or objectively possible, or cannot reasonably be required for justified reasons, the worker concerned may be declared to have passed on to the situation of suspension of the contract for risk during the pregnancy, as referred to in Article 45.1. (d) of the ET, during the period necessary for the protection of his or her health or health, and as long as the inability to return to his or her previous post or to another post compatible with his/her condition persists.

4. The provisions of numbers 1 and 2 of this Article shall also apply during the period of natural lactation, if the working conditions are likely to have a negative effect on the health of the woman, the child and the health of the child. Medical services of the National Institute of Social Security or of the Mutuas, depending on the entity with which the company has concerted the coverage of the professional risks, with the report of the doctor of the National Health Service who attends empower the worker, the son or daughter. It may also declare the worker's pass to the situation of suspension of contract for risk during the breastfeeding of children under nine months of age.

5. Pregnant workers will have the right to be absent from work, with the right to pay, to carry out prenatal tests and to prepare for delivery, after warning the company and justification of the need for its performance. within the workday.

6. During the period of suspension of the contract of maternity work, risk during pregnancy, risk during natural lactation, diseases caused by pregnancy, childbirth or natural lactation, adoption, acceptance and paternity, will be null Dismissal of any of the causes of discrimination prohibited in the Constitution or the Law, or the violation of fundamental rights and public freedoms of the worker.

Article 90. Handling of chemicals.

The suppliers of the chemicals will supply the products that can be handled in certain jobs properly labelled in accordance with the existing legislation on classification, packaging and labelling of hazardous substances as long as the product specification of the product.

The company shall make available to workers at the workplace and the prevention delegates the technical sheets of the products used.

In no case shall mixtures of chemicals that are not properly studied be made and the resulting product technical information and corresponding labelling is known.

CHAPTER IX

Training

Article 91.

In view of the fact that vocational training is one of the strategic axes for securing the future of the Spanish textile and clothing industries, as well as the improvement of employment and promotion opportunities The two sides agree to encourage joint actions to promote and develop training in the textile and clothing sectors.

two sides agree to encourage the development of training in the textile and clothing sectors.

Article 92.

The organisations which are signatories to this collective agreement adhere to the sub-system of vocational training for employment regulated by the RDL 4/2015 of 22 March and RD 395/2007 of 23 March and RD 1224/2009 of 17 May 2007. July, in the parts of these that have not been repealed, in recognition of the skills acquired by the work experience, adjusting the forecasts of such regulations to the singularities of the textile-clothing industry.

Article 93.

Professionalism certificates are the official accreditation instrument for professional qualifications in the National Catalogue of Professional Qualifications. These certificates accredit the set of professional competencies that enable the development of an activity. The companies will promote the participation of the workers who do not have official certifications, so that the training actions programmed by the companies will keep close relationship with the National Catalogue of Qualifications National and its corresponding modular catalogue.

Article 94. Joint Training Commission.

Companies will facilitate the participation of RLT in the definition, information and monitoring of training plans.

To this end, in companies submitting Enterprise Training Plans, which have 100 or more persons, by agreement between the RLT and the Company's Directorate, a Joint Training Commission may be set up. Member States shall be appointed from among the RLT and the Company and acting in the framework of the functions and rights they hold as such.

Article 95. Training of workers with fixed-term contracts.

In application of what is set in art. 15.7, third paragraph of the ET, in each undertaking employing persons with fixed-term contracts, the participation of persons in continuing training activities in the enterprise will be specified.

Article 96. Of the training actions in the company.

The training actions within the company, within the framework of the strategic objectives of the companies, will promote the participation of the least qualified persons, as well as the respect of the principle of equal opportunities between all persons, who shall be accommodated in systems ensuring the absence of direct or indirect discrimination between workers of one sex or another.

In any case, the companies will study any proposal that, presented by the RLT, will have as their object the elaboration of an Enterprise Plan.

Article 97. Individual Training Permit.

Persons affected by this Convention may apply for individual training permits in the terms agreed in the professional training system for employment regulated by Royal Decree 395/2007 of 23 March 2007. Order TAS/2307/2007 of 27 July 2007, which regulates the financing of training actions in enterprises, including individual training permits, or rules which may be replaced in the future.

On the part of the companies, all means will be put in place for those who request it to be able to access this form of subsidized individual permit.

The training actions for which Training permission may be requested should:

• Not included in the company training plan or program contract.

• Be directed to the development or adaptation of professional technical qualifications and/or their personal training.

• Being recognized by an official qualification or official accreditation, including those of professional qualifications and certificates of professionalism, as well as any other evidence of competence for the exercise of an occupation or trade.

• Training actions that do not correspond to in-person training are excluded from the training permit.

However, the presential portion of the performed by the distance mode will be supported.

Also, in accordance with art. 12.3 of Royal Decree 395/2007 of 23 March, these permits may be used for access to the processes of recognition, assessment and accreditation of skills acquired through work experience or other learning formal and informal.

The permit duration will not exceed 200 hours per year.

The management of the company may take into account, when assessing the application of the training permit, the organizational and/or productive needs of the company, for which it will seek the opinion of the RLT, as well as the Enjoyment of the permissions does not significantly affect the performance of the work on the same.

Article 98. Sectoral Joint Committee on Training.

In accordance with the provisions of Royal Decree-Law 4/2015 of 23 March, a joint sectoral training committee will be set up, which will have the following functions:

a. To know the vocational training for employment that is carried out in the sector.

b. To set the guiding criteria and the general priorities of the sectoral training offer for workers.

c. To participate in and collaborate in activities, studies or research of a sectoral nature and to make proposals in relation to the national system of qualifications and vocational training and the national reference centers corresponding to the sector.

d. Draw up an annual report on training in the sector.

e. Any other that are attributed to them by the development regulations of this Royal Decree.

f. All those functions detailed in Article 28 of the aforementioned Royal Decree-Law

CHAPTER X

Equality policies

Article 99. Sexual harassment and harassment on grounds of sex.

Without prejudice to the provisions of the Penal Code, sexual harassment constitutes any behavior, verbal or physical, of a sexual nature that has the purpose or produces the effect of violating the dignity of a person, When creating an intimidating, degrading or offensive environment.

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

Sexual harassment and harassment on grounds of sex shall be considered in any case to be discriminatory.

The person who is harassed will be the only person entitled to litigation on sexual harassment and for sex. In such cases it shall be for the defendant to prove the absence of discrimination in the measures taken and their proportionality.

The conditioning of a right or expectation of the right to accept a situation of sexual harassment or harassment on grounds of sex shall also be deemed to be an act of discrimination on grounds of sex.

Companies should promote working conditions that prevent sexual harassment and by reason of sex and arbitrate specific procedures for their prevention and to give caution to complaints or complaints that they may formulate. who have been the subject of the same.

To this end, measures can be put in place to be negotiated with RT, such as the development and dissemination of codes of good practice, the conduct of information campaigns or training actions.

Article 100. Comprehensive Protection against Gender Violence.

In accordance with the provisions of the Organic Law 1/2004 of 28 December, of measures of comprehensive protection against gender-based violence, and in particular Article 21 and the seventh provision of that legal text, the female victim of gender-based violence will be entitled, to make her protection effective:

• The reduction of the working day with a proportional decrease in salary.

• The rearrangement of working time, through the adaptation of time, to the application of flexible hours or other forms of work time management that are used in the company, to the decision of the interested party.

• If you are forced to leave the job in the locality where you were providing your services, to make your protection effective or your right to comprehensive social assistance, you will have the right to take another job work, of the same professional group or equivalent salary level as the undertaking has a vacancy in any other of its job centres. The company will communicate to the worker affected by the gender violence the vacancies existing at the time or those that could be produced in the future. The transfer or the change of the working centre will have an initial duration of six months, during which the company will have an obligation to reserve the job previously occupied by the worker. After this period, the worker will be able to choose between the return to her previous job or the continuity in the new one. In the latter case, the said reserve obligation shall lapse.

• Suspend your contract when you are forced to leave your job. The period of suspension shall have an initial duration which shall not exceed six months, unless the proceedings of judicial protection have resulted in the effectiveness of the victim's right of protection requiring the continuity of the suspension. In this case, the judge may extend the suspension for periods of three months, with a maximum of eighteen months. These periods of suspension with the reserve of the job, referred to in the art. 48.6 of the ET shall be considered as an effective contribution period for the purposes of the corresponding Social Security benefits, by retirement, permanent incapacity, death or survival, maternity and unemployment.

• Extinction of the work contract.

• Not to compute as non-attendance, absences or faults of punctuality motivated by the physical or psychological situation derived from gender-based violence accredited by the social service of health care or services, as applicable.

The dismissal of victims of violence for the exercise of the aforementioned rights will be void.

The situations of violence that give rise to the recognition of the rights regulated in this chapter will be credited with the protection order in favor of the victim. Exceptionally, it shall be the title of accreditation of this situation, the report of the Ministry of Public Prosecutor's Office indicating the existence of indications that the applicant is a victim of gender-based violence until the protection order is issued.

The rights regulated in this article are a non-literal transposition of the LO 1/2004 and the partial modifications that were made to certain articles of the Workers ' Statute. In that sense, their interpretation and scope will not differ from the legal norms of which they refer.

Article 101. Equality between women and men.

The organizations that have signed the agreement, combining the principles of freedom and contractual autonomy with the promotion of equality between women and men, understand it is necessary to make an effort in the textile-clothing sector, Considering this a committed and advanced sector in equality policies, and paying special attention to the reconciliation of family and work personal life, to foster greater responsibility for the assumption of family obligations between women and men to achieve real and effective equality.

In accordance with the provisions of the Organic Law 3/2007, companies are obliged to respect equal treatment and opportunities in the field of employment, and with this purpose they must adopt measures aimed at avoiding any type of employment discrimination between women and men, agreeing with the RT equality plans in all companies that have templates of more than 250 people.

During the duration of this agreement, in order to develop the Law of Equality, equality plans will be negotiated with the RT on those companies whose workforce is more than 100 workers and with a percentage less than 50% representation of women.

In the event that the companies do not have their own means of processing, the Commission on Sectoral Equality will establish the mechanisms for obtaining the aid and the formalities necessary to prepare the aid. plans.

To negotiate the Equality Plans, a joint committee will be set up between representatives of the company's management and the RLT, which will be responsible for its negotiation, implementation and monitoring.

CHAPTER XI

Textile-clothing industrial observatory

Article 102.

The trade union and business representatives of the sector, respecting the respective autonomy and responsibility, believe in the need to advance the instruments of social dialogue and dialogue in the fields of the sector, promoting the effective work of the Industrial Observatory of the Collective Agreement established in 1996 as well as the forms and contents of industrial relations in its enterprises and workplaces.

For the effective implementation and development of these principles, the following paragraphs are concretized, in addition to what has already been foreseen in the joint text of this collective agreement and the specific objectives and agreements of this observatory.

The trade union and business organisations which are signatories to the collective agreement will develop a system of information and study within the framework of the industrial observatory of the collective agreement in relation to with:

1. Cyclical development.

The Industrial Observatory will follow up the main indicators of the sector and its sub-sectors, in order to provide a permanent basis for an updated map of the macroeconomic framework and to proceed with the synthesis of the the various international areas.

In the field of the observatory, the subject matter of this permanent monitoring and the periods of its regular updating will be defined.

2. Structural situation.

An annual sectoral and sub-sectoral balance sheet of information relating to:

• Productive activity.

• Productive structure, processes of internationalization, decentralization and productive relocation, industrial networks of subsidiaries and suppliers in Spain and the world.

• Special attention to the productive structure in which the SMEs of our country are integrated.

• Industrial restructuring processes produced or foreseeable and their productive and employment consequences.

• Imports and exports.

• Employment, broken down by: a) professional groups and gender, and b) various contractual arrangements. Future trends and needs.

• Labor costs and pay levels.

• Vocational training of senior management and qualified staff as well as other templates with monitoring of identified needs and developed projects.

• Evolution and trends in technology, design and consumption, at national and international level.

• Industry initiatives of R & D + i, means and results.

• Public initiatives to support the development of the textile and clothing industry.

• Sectoral and sub-sectoral competitiveness and productivity and their relationship with issues arising from the sector itself or more generally. As a training policy, fiscal policy and infrastructure and rules and measures that affect international trade.

• Health and occupational safety. Indices and causes of absenteeism, occupational diseases.

• Environmental issues, detected problems and initiatives

• Development of Corporate Social Responsibility initiatives, Codes of Conduct, implementation and monitoring.

With reference to all these issues, and to those that are decided in the observatory itself, the means and forms for dissemination within and outside the sector will be established, as well as the appropriate joint initiatives of the The Observatory itself, or of the business and trade union organizations that make up the Observatory, in relation to the Public Administrations or other national and international entities.

3. In companies of less than 80 workers.

In the territorial and/or sectorial areas defined in the Industrial Observatory of the Collective Agreement, the overall monitoring of companies of less than eighty workers, together with the business and trade union representations, in order to the industrial and economic progress of the same.

4. Joint committee on mediation and monitoring.

The Industrial Observatory of the Collective Agreement will appoint a Joint Commission of 4 persons, two for the business representation and two for the trade union, whose mission will be to articulate the procedure for the development of the (i) This Commission will take decisions by consensus.

5. This Joint Committee, Bipartite, will also issue those reports and resolutions implementing the support plan for the textile and clothing sector (Agreement of 13 June 2006 between the Ministry of Labour and Social Affairs, the Ministry of Labour and Social Affairs). Industry, Tourism and Trade, the Spanish Intertextile Council and the trade unions CCOO-INDUSTRIA and FITAG-UGT) and its development regulations, are attributed to it.

Transitional disposition.

The signatories consider that the process initiated with the change of Nomenclator in 1998 with a new system of professional classification and its economic correspondence, must be terminated, and with it practically all of the regulation contained in this same DT Second, in the text in force until the 2008-2010 agreement.

Despite the above, those sectors that would not have completed the transit phase towards the final remuneration, will be able to continue to apply the regulated regime in the previous DT Second (convention 2008-2010) to their total completion, applying the annual increase of 1% in order to achieve the envisaged reference. Also, the discrepancies or doubts of sub-sectoral nature and the individual or collective questions that may arise in relation to the replacement of the previous system of professional categories and jobs by the new system of the Nomenclator, they shall be subject to the Joint Committee, in an advisory capacity and always prior to their approach to any other jurisdiction or jurisdiction.

Additional disposition first.

The Spanish Government, based on the proposal of the National Commission on Health and Safety at Work, approved the Spanish Strategy on Safety and Health at Work. Agreement ratified by all the social partners, and included by their importance in the Agreement on Collective Bargaining (ANC-2008).

Within the ANC-2008 in terms of the application and promotion of preventive policies in the sectors through collective bargaining, it establishes the creation and constitution of specific organs in each of them, in order to develop action programmes for enterprises in the sector.

In this sense and understanding the need to achieve the objectives proposed in the Strategy for the Improvement of the Prevention of Risks in our sector, the specific organ for the application and development of the Objective 3 of the agreement on the Spanish security and health strategy.

This body has a joint position with representatives of employers and trade unions and assumes all the powers set out in the Strategy and Development Provisions and is responsible for drawing up the action programmes in the sector, in projects submitted to the Foundation for the Prevention of Occupational Risks.

This body will produce an annual report with the activities and development of each project to the Joint Commission for analysis and ratification.

The functions of this specific organ are assumed by the industrial observatory of the collective agreement, which will designate in each call to the sectoral prevention agents in representation of each of the parts signers.

Additional provision second. Transformation of fixed contracts into discontinuous fixed-contracts.

In the sectors of this agreement that have a marked seasonality of their production cycle, as is the case of the Garment and Gender of Punto, and in their companies that go through difficulties, and as a possible alternative less (a) to the collective extinction of contracts for economic, technical, organizational or productive causes which are intended to be carried out, the eventual transformation of indefinite contracts into fixed-discontinuous contracts will be prioritized as a mechanism for to prevent the destruction of jobs. Such processing shall be agreed between the Company and the RLT, subject to the submission and acceptance of the workers concerned.

In the event that the conditions of the company that have resulted in the transformation measure are exceeded or within two years from the same, the company and the RLT will assess the concurrent circumstances and the eventuality of maintain the measure or accommodate it, in whole or in part, to the prior situation.

Additional provision third. Adherence to the ASAC.

The signatory parties adhere to the 5th Agreement on the Autonomous Solution of Labour Conflicts (ASAC) signed by the union organizations UGT and CCOO and the business organizations CEOE and CESME on 7 February 2012 (BOE de February 23, 2012).

In the event that the effects of the labour conflict affect exclusively an Autonomous Community, the parties shall refer to the out-of-court settlement bodies of labour disputes, which exist in each Autonomous Community.

Work centres located in an autonomous Community and within the scope of this national sectoral convention, and the resolution of the conflict may have consequences for the enterprise and the institutions. They will be able to submit to the Interfederal Mediation and Arbitration Service (SIMA).

Additional provision fourth.

Code of Conduct: The undersigned organisations of this Convention, whose European representations also signed in September 1997, a protocol which constitutes a Code of Conduct to be observed in order to achieve a The international competition industry based on respect for human rights, within the framework of fair and open trade at global level, ratifies those contents and explicitly expresses their agreement to work, subject to the guidelines setting out the following ILO Conventions:

• Conventions 29 and 105 on the prohibition of forced labour.

• Conventions 87 and 98 on freedom of association and right to collective bargaining.

• Convention 138 on child labour prohibition.

• Convention 111 on non-discrimination in employment.

The commitment reaches the promotion and dissemination of this good practice, encouraging its implementation at all levels.

Additional provision fifth.

Age. A specific, joint committee will be set up between the signatory parties, which will carry out the study of the concept of seniority, the economic effect of its present values on the sectoral wage bill and possible alternatives for its replacement. through the compensation mechanisms that are deemed to be most appropriate. The work of this committee should serve as a basis for the negotiation of this subject in the next agreement.

Additional provision sixth. Professional classification.

The Professional Groups and Categories of staff within the scope of this Convention are those contained in the Nomenclator of the various subsectors, published in the BOE No 211 of 3 September 1998, forming part of the of the definitions and additions published in the various sub-sectoral annexes, from that year to the present day.

First disposition first.

The rules of this Convention which refer to legal texts or provisions shall be automatically adapted in the light of any legislative or regulatory amendment that may occur.

Unavailable rules of law that are contained in the legal provisions that are published during the term of this agreement, will be adapted to your text, when they come into collision with some of the regulations of this one. To this end, the Joint Commission shall meet at the request of either party to make the necessary amendments and to promote its registration and mandatory publication.

Final disposition second.

As soon as it is not provided for in this Convention, the legal regulations in force at any time, in any case, are applicable to the provisions of the third article of the Workers ' Statute.

ANNEX I

Textile Industry, Recovery Fibers and Water Ramo Industry

Article 1. Functional scope.

This Annex, in addition to the provisions of Article 2 of the general part, obliges companies and their personnel to be integrated in the Textile Sector for Recovery. The companies concerned will be in total and exclusive form, comprising all their activities, both preparation and spinning, tidying, dyeing and finishing and their related, preparatory, complementary and auxiliary activities.

It also compels the Carpets and carpets located geographically in the following locations:

a) Alicante, Alcoy, Alcocer de Planes, Alcolecha, Banères de Mariola, Benasau, Benejama, Benifallim, Benilloba, Beniarrés, Biar, Cela de Núñez, Cocentaina, Gayanes, Muro de Alcoy and Villena.

b) Valencia, Agulrent, Albaida, Adzeneta de Albaida, Alcudia de Crespo, Anna, Ayelo de Malferit, Bocairent, Canals, La Cañada, Montaverner, Ontinyent and Sagunto.

c) Castellon and Forcall.

This Annex will also apply to them if the companies of these localities or of any other move to a different one or establish in different populations of the provinces of Alicante, Valencia or Castellón, dependencies, branches, agencies, offices, etc.

The Water Ramo companies located in the above mentioned localities, which manufacture exclusively for the account of third parties, will apply the rules contained in the Agreement of the Joint Commission of 30 March 1994, which interprets the one that was previously Article 12 of this same Annex.

Article 2. Incentives.

When 50 per 100 of a company's template perceives some plus, work to destage, stops or any other incentive pay system, the rest of the people who work on it, whatever their rating professional, you will receive an incentive in the amount fixed in the table that relates to the end of this annex, which will be paid per working day, from Monday to Saturday.

In addition, the companies will pay such incentives at the amount fixed in the table, to the entire staff of the staff when they have not established any system of work measured or uncovered.

Without detriment to your liquid amount, the amount of the collection of these incentives will not be taken into account for the age calculation, the Paga of the Convention, the extra pay or any other salary supplement.

The incentives or premiums not included in the preceding paragraphs shall be increased by the percentage value, terms and conditions of application set out in Article 52 (2), (3), (4), (5) and (6) of the text of the general part of this Convention, in the understanding that for each of the years of its validity, the increase will be limited to the liquid amount of those incentives that represent up to 40 per 100 on the base salaries of the days of In the case of companies in which the incentives represent amounts higher than 40%, the 100.

The increase indicated does not guarantee or assume, in any case, the payment of a certain incentive, but that it will be paid in relation to the activity that in each case is obtained.

Article 3. Workwear.

Companies will provide their staff with garments made up of three every two years, with the exception of the Water Ramo staff, who will receive two garments per year.

Article 4. Death or invalidity insurance.

Companies falling within the scope of this Annex shall, on an individual basis, establish in favour of the staff of their staff accident insurance on grounds of permanent and total death or invalidity, in the case of of their employment function, in the amount and time limits specified in this agreement.

Recovery Fibers 2015

Category

Top Titled.

Encarg. Keep.

Encarg. Warehouse.

Prog. Anal. Inform.

to

to

Director Human Resources.

Sec. /Deleg. or Zone.

1.er semester

2. º semester

day

Inc. euro

Salary day

Inc. euro

Production

Prod.

27.00

6.13

27.06

6.14

Espec. Prepa.

27.26

6.19

27.31

6.20

Espec. Hilat.

27.26

6.19

27.31

6.20

Espec. Weaved.

27.26

6.19

27.31

6.20

Espec. Conf. and Finished.

27.26

6.19

27.31

6.20

Espec. 1st Prep. and Hilature.

27.79

6.28

27.84

6.29

Of. Prep. and Hilature.

28.29

6.39

28.35

6.40

Of. Tej. and Finished.

29.06

6.54

29.12

6.56

Of. Perch. and Ahab.

28.54

6.43

28.60

6.44

Of. Flokado.

28.29

6.39

28.35

6.40

Ofic. Specialized A.

29.06

6.54

29.12

6.56

Ofic. Specialized B.

28.78

6.48

28.84

6.50

Technical Assistant.

28.54

6.43

28.60

6.44

Charged.

32.90

7.29

32.97

7.30

33.30

33.36

33.36

33.36

33.36

Table_table_izq"> 7.35

Production Manager.

34.95

7.70

35.02

7.71

41.09

8.84

41.18

8.86

41.09

8.84

41.18

8.86

Maintenance and General

.

27.00

6.13

27.06

6.14

Watcher/doorman.

27.26

6.19

27.31

6.20

Of. 2.a General Services.

29.06

6.54

29.12

6.56

Driver 1.to

30,09

6.74

6.76

6.76

Of . 1.a General Services.

30,60

6.83

30,66

6.85

32.90

7.29

32.97

7.30

Store

Aux. Warehouse.

27.00

6.13

27.06

6.14

Esp. Warehouse.

27.52

6.25

27.57

6.26

Store.

29.06

6.54

29.12

6.56

32.90

7.29

32.97

7.30

Administration and

Aux. Adminis.

27.00

6.13

27.06

6.14

Of. 2.a Adminis.

28.81

6.48

28.87

6.50

Op. Computing.

28.78

6.48

28.84

6.50

Of. Adminis. 1.

28.78

7.02

28.84

7.04

Progam. Report.

31.68

7.02

31.74

7.04

Chief Secc. Adminis.

31.68

7.51

31.74

7.52

34.11

7.51

34.18

7.52

Resp. Training.

34.11

7.51

34.18

7.52

Chief Informatics.

37.82

8.22

37.89

8.24

37.82

8.22

37.89

8.24

Chief Financial Officer.

41.09

8.84

41.18

8.86

41.09

8.84

41.18

8.86

41.09

8.84

41.18

8.86

The_table_izq"> Sales Officer.

29.06

6.54

29.12

6.56

Sales.

30,09

6.74

6.76

6.76

33.30

7.34

33.36

7.35

Model.

33.30

7.34

33.36

7.35

Sales Manager.

37.00

8.05

37.08

8.07

41.09

8.84

41.18

8.86

Director.

41.09

8.84

41.18

8.86

ANNEX II

Cotton Fiber Obtaining Industries and Subproduct Aprovings

CHAPTER I

General provisions

Article 1. Functional scope.

This Annex requires all undertakings within the scope of application of Article 2 of the general part to be engaged in the production of cotton fibres and the use of by-products or this activity. together with others, based on the following industry definition:

The Industry for obtaining cotton fibres and the use of subproducts, includes the whole process aimed at the production of the cotton fibre, from the seed distribution phase to the growers, dissemination, advice, inspection and control of the methods of cultivation, and receipt of the raw cotton, until the industrial transformation of the raw cotton, consisting of the separation of the fibre from the seed and the production of by-products from the latter.

They shall also apply to undertakings or sections thereof falling within the scope of the Convention which include, within their manufacturing cycle, the industrialisation of the cotton seed either in the form of extraction or obtaining other products derived from the seed.

CHAPTER II

Working Conditions

Article 2.

The definitions and assessment of the following jobs are established:

Sharpening: This is the task performed by an eighteen-year-old person who sharpened the discs, mounts and dismounts the disk axes and engages them in the machine.

Article 3.

Every person who is hired eventually by season or campaign, or for a given time, who works in the company nine months in a row or alternate within a period of twelve months, will become part of the staff's staff. fixed.

Persons who are elected as Personal Delegates, and who have the consideration of discontinuous fixed assets, included in the corresponding scale, will have a preferential right, only and exclusively during the desmotation campaign. of cotton, to be incorporated at the beginning of the same and to cease to be completed, always taking into consideration the job that they occupy. This right may not be exercised in such a way as to exceed the time set in the preceding paragraph to access the template fixed condition.

The duration of the command will be legally established at each time for the fixed template representatives. "

Article 4.

Companies that have an incentive remuneration system in place may adjust normal activity to the definitions contained in Article 15 of the General Convention, even if the average perceptions do not exceed 40%. 100 of those identified by the Convention for normal activity, all in order to ensure that the actual activities correspond with the scientifically correct ones to normal performance.

Article 5.

Companies, and whenever they do not have a three-shift work system in place, when setting the work schedule, they will have to contemplate an intensive day of seven hours a day, from Monday to Friday, from the day 1 March until the 15th of September, developing in the period from 1 January to 28 February, and between 15 September and 31 December, the remainder of the annual day agreed in this Convention.

CHAPTER III

Economic Conditions

Article 6.

For monthly staff the salary amount will be calculated by dividing by 12 the amount of 365 days of salary.

Article 6.

The following staff will be considered monthly:

a) Administrative staff.

b) Business Personnel.

c) Managing staff.

d) Technical personnel.

Article 7. Plus de No Absentismo

Where the collective rate of absenteeism reaches or exceeds 8 per 100, within the meaning of Article 61a of the general part, the 4,4 per 100 provided for in the article to which the index is expressed shall be paid on an individual basis. the absence of the work does not exceed 4 per 100 of the monthly personal count, the amount of which is paid by the end of the day, with the exception of the part corresponding to the statutory extra payments to be paid semi-annually in proportion to their the amount and the months in which the Plus of Non-Absentismo has become established.

When the collective calculation of absenteeism provided for in that Article 61a of the general part does not reach 8 per 100 of absence in any of the months of the semester, the payment of the non-perceived difference shall be applied and, in each individual case, corresponds.

Such a perception will follow the conditions set out in the general part of the agreement, to be calculated on the wages to normal activity, increased with the seniority prize, as well as not to be computed for the calculation of the overtime.

For the calculation of absences to work, no consideration shall be given to the remuneration permits as determined in paragraphs (a), (b), (c), (e), (g), (h) and (k) of Article 44 of the general part.

Article 8.

It will not be necessary for companies in this sector to try to establish a four-or five-shift work regime, the requirement that this involves the integral use of machinery that meets technology conditions. Article 31 (1) (b) of the general part of the general part of the European

.

Cotton Fibre Obtention Industry and 2015 Subproduct Obtention

Auxiliary

Administrative Help.

.

Electrician

Commercial Officer

Group

Jobs

1.er semester salary semester €

2. semester daily salary €

A. Auxiliary.

Production Auxiliary.

26.56

26.62

Administration Assistant.

Auxiliary.

.

Ordinance.

Fregador.

Barrebar.

Peon.

B. Specialists.

Machine Watcher.

28.50

28.56

Press Watcher.

Press Watcher

Keeper Watchdog

Specialist.

Help Lab.

.

Rector.

Receptionist.

Watcher or Serene

Saves Jury.

C. Officialias.

Production Trades.

31.96

32.02

Second Administration Office

Operator-Operator.

Second.

Maintenance Office.

Sales office.

office.

Officer.

Personal Assistant.

Personal Assistant.

Recruitment Assistant.

Distribution Assistant.

Cart

Second.

Machinist

/First Calderer.

Fogonero.

/First Albile

Carpall or Second/First.

Electrician Second.

Crop Capataz

Factoría Capataz.

Tractorist.

of Turno.

D. Specialist Technician.

First Administrative Officer

36.17

36.24

programmer/Analyst Aplic. Computer

Maintenance Officer.

Organization.

of Staff for Second.

Officer

First Electrician.

First Mechanics

Electronic First.

.

Cultivation Capataz

Technician First.

E. Prof. not titled and Team Jefures.

Factorily loaded.

41.03

41.12

Chief of Administration.

Chief of Administration.

Computer Systems Analyst.

Section Encharge

of Delegation or Zone.

Office Charge

Head of Quality.

Chargé

of First

Chief of Administration of the Second.

Chief of First Staff.

of Hiring

Manager.

F. Prof. Middle Grade. Department Headquarters.

Head of Factoría.

43.84

43.93

Perit.

Chief Computer Officer.

Manager.

Lab Manager.

of Distribution.

Director of Pymes.

G. Directors.

Technical Director.

56.63

56.74

Director of Human Resources

Administrator.

Director Commercial in Large Enterprises.

ANNEX III

Algodonero Process Textile Industry

CHAPTER I

General provisions

Article 1. Functional scope.

This Annex requires all undertakings in the cotton subsector, which comprises the industry engaged in the processing of natural, artificial or synthetic fibres, of a maximum of 60 mm in length, in yarn, fabric and guatas.

The affected companies will be in total and exclusive form, understanding all the activities of spinning, dyeing, dyeing and finishing, with their related, preparatory, complementary and auxiliary.

CHAPTER II

Working Conditions

Article 2. Work to be highlighted.

In the incentive systems consisting of the work to be used, it will be established in the art. 57.2 of the general part. The remuneration and other conditions of the Convention shall be compensable and absorbable, provided that the percentages laid down in Article 1 are respected. 57.2 of the general part, which, in the case of a work to be used, is considered to be well established when the 65 per 100 of the staff subject to the same rate reaches perceptions equal to those of the activity normal and 25 per 100 of the staff exceed those perceptions by at least 15 per 100. These percentages shall be verified at the intervals provided for in Article 1. 57.2 cited.

Article 3. Normal activity review.

Companies that have an incentive payment system in place will be able to adjust the normal activity to the definitions contained in Art. 15 of the general part, even if the measures do not exceed 40 percent. 100 of those identified in the Convention for normal activity, all in order to ensure that the actual activities correspond with the scientifically correct ones to normal performance.

Article 4. Monthly.

All categories of the current Nomenclator will be considered monthly, except those in the Professional Groups A, B, and C of the Production, Warehouse and Maintenance-General Services Areas.

Article 5. Plus de No Absentismo.

On the assumption that the collective index of absenteeism reaches or exceeds 8 per 100, within the meaning of the article. 61 bis of the general part, shall be paid individually the 4.4 per 100, provided for in the expressed article, to whom the rate of absences to the work does not exceed 3 per 100 in their monthly personal computer, paying their amount by monthly (a) in respect of the amount of the amount of the sum of the amount of the sum of the amount of the sum of the total amount of the sum of the amount of the sum of the amount of the sum. For the purposes of calculating the percentages of absenteeism, the paid leave provided for in paragraphs (a), (b), (c), (g), (h) and (k) of the Article shall not be calculated. 44 of the General Convention and those with the cause of accident at work or common disease, provided that in both cases hospitalization or surgical intervention occurs.

When the count of absenteeism provided for in that article does not reach 8 per 100 of absences in any of the months of the semester, the payment of the non-perceived differences shall be made and, in each individual case, corresponds.

Additional disposition first. Category Assimilation (Nomenclator).

The definitions and framing in the professional groups of the categories of Carrethillero and Conductor of the Second, of the Area of Maintenance and General Services, will be those contained in the previous wording of the provision First, from 2001 to the last convention of 2014, in this same sub-sectorial annex.

Cotton 2015

Finished Specialist.

Finished Officer.

Computer Operator.

D

D

46.84

Theoretical

Category

First semester

Second semester

Monthly

Journal

Production

Auxiliary.

26.54

807.43

26.59

809.03

B

Hilature Specialist.

26.67

811.41

26.73

813.02

26.67

811.41

26.73

813.02

26.67

811.41

26.73

813.02

C

Row Officer.

27.90

848.11

27.95

849.80

Texting Officer.

27.90

848.11

27.95

849.80

.

29.85

907.92

29.91

909.72

31.27

90.74

31.33

952.63

29.85

907.92

29.91

909.72

D

Stamp specialist technician.

35.49

1.079, 93

35.56

1.082.08

Contractor.

38.34

1.166.10

38.42

1,168,42

E

section loaded.

39.74

1.209.14

39.82

1.211.54

Told Technician.

39.74

1.209.14

39.82

1.211.54

F

Head of Manufacturing (Butler).

46.84

1,424.51

46.94

1,427.34

G

Technical Director.

53.93

1,639.83

54.04

1.643.09

Administration and Computer

B

Specialist administering.

27.29

829.77

27.34

831.42

C

Administrative Officer.

34.08

1.036, 88

34.15

1.038, 94

34.08

1.036.88

34.15

1.038.94

E

Section Head administrative.

41.87

1.273, 73

41.95

1.276.26

Programmer-Analyst computer.

39.74

1.209.14

39.82

1.211.54

Manager.

41.87

1.273.73

41.95

1.276.26

F

Chief Computer Officer.

48.25

1.467.56

48.35

1.470.48

Chief of staff.

48.25

1,467.56

48.35

1.470.48

G

Chief Financial Officer.

53.93

1,639.83

54.04

1.643.09

Director of human resources.

53.93

1.639, 83

54.04

1.643.09

Area

B

Specialist store.

26.67

811.41

26.73

813.02

C

Warehouse Officer.

27.90

848.11

27.95

849.80

D

Warehouse loaded.

35.49

1.079.93

35.56

1.082.08

and general services

A

Service Auxiliary general.

26.54

807.43

26.59

809.03

B

General services specialist.

26.67

811.41

26.73

813.02

Watcher or doorman.

26.54

807.43

26.59

809.03

C

Second driver.

31.27

950.74

31.33

952.63

Services Officer.

32.66

993.79

32.73

995.77

32.66

32.66

32.66

993.79

32.73

995.77

34.08

1.036.88

34.15

1.038, 94

maintenance.

35.49

1.079.93

35.56

1.082.08

E

Enloaded maintenance section.

39.74

1.209, 14

39.82

C

C

C

31.94

972.00

32.00

973.93

sales.

35.49

1.079.93

35.56

1.082.08

E

Section Chief, Zone Delegate.

43.97

1.338, 37

44.06

1.341.03

Model.

41.15

1.252.21

41.24

1.254.70

F

Head of Sales.

46.84

1,424.51

46.94

1,427.34

46.84

1,424.51

46.94

1,427.34

G

Commercial Director.

53.93

1,639.83

54.04

1.643.09

Research and development

B

Lab assistant.

27.29

829.77

27.34

831.59

C

Lab Officer.

29.85

907.92

29.91

909.72

D

Organization Technician.

35.49

1.079, 93

35.56

1.082.08

E

Technical office manager.

39.74

1.209.14

39.82

1.211.54

of quality.

41.87

1.273.73

41.95

1.276.26

Designer.

41.87

1.273.73

41.95

1.276.26

F

Lab Manager.

49.66

1.510.63

49.76

1.513.63

48.25

1.467.56

48.35

1.470, 48

ANNEX IV

Point, Calcsiery and Medias Gender Industry Subsector

CHAPTER I

General provisions

Article 1. Functional scope.

This sub-sector annex obliges all the companies included in the definition of industrial activities of the Nomenclator of the Gender of Punto, Calcsiery and Medias Sector, as well as those included in the art. 2. the Convention.

The companies concerned will be fully and comprehensively involved in the activities of winding, weaving, clothing, finishing, sizing and water, with their related, preparatory, complementary and auxiliary activities, even if they are carried out in different job centers.

It will also apply to companies making use of, in the majority form, wave and collection mesh fabrics, and warp mesh fabrics.

CHAPTER II

Working Conditions

Section 1.

Article 2.

In incentive systems, consisting of the work to be used, the remuneration and other conditions of the Convention shall be compensable and absorbable as long as the percentages laid down in Article 57 are respected. 2 of the general part, which, in the case of non-measure work, shall be deemed to be well established where 65% of the staff subject to the same rate of charge are equal to those of the normal activity and the 25 per 100 of the staff exceeds those perceptions, at least by 25 per 100. These percentages shall be verified at the intervals provided for in Article 57 of the Convention.

Article 3.

Companies that have an incentive remuneration system in place may adjust normal activity to the definitions contained in Article 15 of the General Convention, even if the average perceptions of the workers do not exceed 40 per 100 of those identified in the Convention for normal activity, in order to ensure that the actual activities correspond to the scientifically correct ones to normal performance.

Article 4.

Season work. Companies engaged in the production or manufacture of seasonal or novelty items, whatever their industrial process (textiles, clothing, and finishing and finishing) may suspend their work activities at any time of the year. for a maximum period of 60 days per year, suspension which may be carried out on a continuous or discontinuous basis. For such purposes, the company shall expressly state its agreement with that suspension, in the case or files which are dealt with by the labour authority, in which case the undertaking shall supplement the unemployment benefit up to a maximum of maximum of 25 per 100.

CHAPTER III

Economic Conditions

Section 1. Pay Regulation

Article 5.

For monthly staff, the salary amount will be calculated by dividing the amount of three hundred and sixty-five days of daily wage for twelve months. The fixing of the daily wage for such staff shall be determined by dividing by thirty the amount of the salary fixed in the salary tables irrespective of the number of days of each month.

Section 2. Pay Add-ons

Article 6. Consideration of monthly staff.

The following staff will be considered monthly:

(a) The professional category with such remuneration in the Wage Table.

b) The one that was being considered as such in each company.

Article 7. Plus de No Absentismo.

Where the collective rate of absenteeism reaches or exceeds 8 per 100, within the meaning of Article 61a of the general part, the 4 ' 4 per 100 provided for in the said Article shall be paid on an individual basis. workers whose personal index of absences to work does not exceed 3 per 100 within the calendar month, making this payment on a monthly basis, with the exception of the part corresponding to the extraordinary regulations, which shall be paid semi-annually in proportion to the amount of the same and the months in which the accrued said Plus of No Absentism. To these effects and as a single exception to the principle that absences, whatever the cause, will be computed as absenteeism, the accident at work or the disease is excluded when there has been surgical intervention with (a) the payment of the fees paid in respect of points (a), (b), (c), (d), (g), (h), (k) and (4) of the Article. 44 of the General Convention; and the paid absences of art. 36 of that Convention, in accordance with number 3 of the Convention.

When the collective calculation of absenteeism provided for in that Article 61a does not reach 8 per 100 of absences in any of the months of the semester, the payment of the non-perceived differences shall be made and, in each case individual, correspond.

Additional disposition.

It is agreed that the social party's application for recognition of the professional category of clothing office should be considered as long as such recognition does not entail an increase in costs for companies.

Point, Calcsiery, and Medias Gender Sector

2015 (first half)

Group

Professional Category

Euros/day or month

area (I) manufacturing

A

1. Auxiliary

26.55

2. Operator

26.55

B

3. Tailoring Specialist

26.82

4. Sock knitting specialist

27.08

5. Middle weaver specialist

27.08

6. G.p.internal/exterior knitting specialist

27.61

7. Mid-clothing specialist

26.55

C

8. Official clothing

28.83

9. Middle weaver officer and socks

29.47

10. Foreign gp official.

28.83

11. Official finishes, sizing, dyes and prints

28.83

D

12. Weaving Technician

36.44

13. Technical tailoring

36.44

E

14. Section Manager

39.90

F

15. Butler

1,427.20

G

16. Production Manager

1,639.90

production area (II)

B

17. Warehouse Specialist

26.55

C

18. Warehouse Officer

27.61

D

19. Warehouse Manager

37.86

and IT area

A

20. Administration Auxiliary

807.43

B

21. Administration Specialist

807.43

C

22. 2nd Administration Officer

1,023.62

23. Computer operator

979.12

D

24. 1st Administration Officer

1.151.64

25. Programmer-analyst computing applications

1.151.64

E

26. Chief administration

1.279.08

27. Computer systems analyst

1.279.08

F

28. Chief Computer Officer

1,427.20

29. Financial Director

1,639.90

30. Human resources director

1.555.22

and services area general

A

31. Auxiliary

26.55

B

32. Vigilante-doorman

26.55

C

33. Second

28.83

34. General Services Maintenance Officer

31.50

D

35. Driver 1ª

34.35

36. Qualified Officer Maintenance

35.67

37. Maintainer Section Maintenance

39.90

Area

C

38. Sales Officer

979.12

D

39. Sales Technician

1.213.36

E

40. Head delegation or zone

1.213.36

F

41. Chief Sales

1,427.20

G

42. Commercial director

1,639.90

and development

B

43. Lab Helper

26.55

C

44. Lab Officer

28.83

D

45. Organization Technician

35.67

E

46. Technical Office Manager

39.90

47. Quality Manager

39.90

48. Designer

42.06

F

49. Chief Lab

42.06

50. Theorist

48.29

2015 (second half)

Group

Professional Category

Euros/day or month

area (I) manufacturing

A

1. Auxiliary

26.60

2. Operator

26.60

B

3. Tailoring Specialist

26.88

4. Sock knitting specialist

27.14

5. Middle weaver specialist

27.14

6. Inner/outer g.p. knitting specialist

27.66

7. Mid-clothing specialist

26.60

C

8. Official clothing

28.89

9. Middle weaver officer and socks

29.53

10. Foreign gp official.

28.89

11. Official finishes, sizing, dyes and prints

28.89

D

12. Weaving Technician

36.51

13. Technical tailoring

36.51

E

14. Section Manager

39.98

F

15. Butler

1.430.04

G

16. Production Manager

1.643.16

production area (II)

B

17. Warehouse Specialist

26.60

C

18. Warehouse Officer

27.66

D

19. Warehouse Manager

37.93

and IT area

A

20. Administration Auxiliary

809.03

B

21. Administration Specialist

809.03

C

22. 2nd Administration Officer

1,025.66

23. Computer operator

981.07

D

24. 1st Administration Officer

1.153.93

25. Programmer-analyst computing applications

1.153.93

E

26. Chief administration

1.281.63

27. Computer systems analyst

1.281.63

F

28. Chief Computer Officer

1.430.04

29. Financial Director

1.643.16

30. Human resources director

1.558.31

and services area general

A

31. Auxiliary

26.60

B

32. Vigilante-doorman

26.60

C

33. Second

28.89

34. General Services Maintenance Officer

31.56

D

35. Driver 1.

34.42

36. Qualified Officer Maintenance

35.74

37. Maintainer Section Maintenance

39.98

Area

C

38. Sales Officer

981.07

D

39. Sales Technician

1.215.77

E

40. Head delegation or zone

1.215.77

F

41. Chief Sales

1.430.04

G

42. Commercial director

1.643.16

and development

B

43. Lab Helper

26.60

C

44. Lab Officer

28.89

D

45. Organization Technician

35.74

E

46. Technical office manager

39.98

47. Head of Quality

39.98

48. Designer

42.14

F

49. Chief Lab

42.14

50. Theorist

48.39

ANNEX V

Textile Industry of the Lanero Process

CHAPTER I

General provisions

Article 1. Functional scope.

This Annex requires undertakings within the scope of this Annex and whose activities are covered by Annexes V (textile wool), VII (textile packaging), VIII (mechanical and manual manufacture). Carpets and tapestries) XVIII (bouquet of water), XIX (manufacture of berets), of the repealed Textile Work Ordinance, as well as the manufacture of wool blankets and mules of mixing, formerly regulated by the Order of 20 November 1946 and in all case to those whose activities range from the initial industrial treatment of wool fibre until its transformation into yarn and/or fabric finished by mixing with other fibers in the most diverse proportions and compositions.

Also included are the companies with activities of the lanero process that incorporate, from the preparation of spinning, any other type of fibers that, without mixing with wool, have a length equal to or greater than the 60 mm.

It also includes, in any case, the companies that assume the organization and management of the transformation through third parties of the textile products obtained by the processes indicated above in order to convert them in a new textile product.

Those companies that are still required by the agreement pursuant to the foregoing paragraph are excluded, exclusively engaged in the activities of water industries for the account of third parties, except those located in the municipal term of Bejar that remain within the scope of this annex.

The companies concerned will be fully and omnicomprensiva of the activities of spinning, weaving, dyeing, learning and finishing with all the related, preparatory, complementary and auxiliary steps, even if they are carried out in different job centers.

CHAPTER II

Working Conditions

Article 2. Incentive systems.

Companies that have an incentive remuneration system in place may adjust the normal activity to the definitions contained in Article 15 of this collective agreement of the textile and clothing industry. (a) the production of the products in question, even if the average perceptions do not exceed 40 per 100 of those mentioned in the agreement for normal activity, all in order to ensure that the actual activities correspond to the scientifically correct ones with normal performance.

CHAPTER III

Economic Conditions

Article 3. Plus de No Absentismo.

Where the collective index of absenteeism reaches or exceeds 8 per 100 within the meaning of Article 61a of the general part, it shall be paid on an individual basis, the 4,4 per 100 provided for in the said article, workers whose percentage of absences to work does not exceed 4 per 100 of their contracted hours during each of the calendar months of the year, their amount being paid for due monthly payments, with the exception of the corresponding to the extraordinary statutory bonuses, which shall be paid semi-annually in proportion of the amounts of the same and the months in which the Plus of Non-Absenteeism has become established. This remuneration shall not compute for the calculation of the extraordinary hour.

When the collective calculation of absenteeism provided for in that Article 61a does not reach 8 per 100 of absence in any of the months of the semester, the payment of the non-perceived differences shall be made and, in each case individual, appropriate.

They shall not count as absenteeism, for the purposes of the perception of 4.4 per 100, justified absences with the right to pay as provided for in the current general collective labour agreement of the textile and clothing industry. Nor shall they be computed as absenteeism, accident at work or disease when they have produced surgical intervention with internment.

Lanero Process 2015

To

D

To

C1

Category

First Half

Second

Production

G

Production Director

1.550.76

1.553, 84

Month

Top Titler

1.476, 64

1.479.58

Month

F

1.365.27

1.365.27

Table_table_der" >1.367, 99

Month

E

Medium-grade Titled

1.235, 48

1.237.94

Month

1.199,39

1.199,39

Table_table_der" >1.201, 77

Month

Section loaded

1.179, 89

1.182.24

Month

D

1.087.10

1,087,10

Table_table_der" >1.089, 26

Month

C2

Charge and Counter Assistant

995.76

997.75

Month

C1

31.43

31.43

Day

Day

Sorter

Day

30,88

30,95

Day

30,34

30,34

30,34

30,40

Day

Store

Day

30,34

30,40

Day

30,34

30,34

30,34

30,40

Day

Conditioning Officer

29.63

29.69

Day

B

28.40

28.40

Day

Row Specialist

28.40

28.46

Day

28.40

28.40

28.40

Day

Water Specialist

28.40

28.46

Day

28.40

28.40

Day

Help

Auxiliary

Day

27.85

27.90

Day

Area and general services

G

Top

1.476.64

1,479.58

Month

F

Head of Traffic and Store

1.252.64

1.255.13

1.252.64

1.255.13

Month

Maintenance Manager

E

Medium-grade Titled

1.235.48

1.237.94

Generalservices-table_to_izq"> General Services

1.179.89

1.182.24

Month

D

Warehouse Manager

1,068.62

1.070.74

Month

C2

Maintenance and general services officer

33.92

33.99

Day

C1

Helper Officer

31.43

31.49

Day

B

28.40

28.46

Day

Day

Telefonista

28.40

28.46

Auxiliary

27.85

27.90

Day

administration and

G

Chief Financial Officer

1.550.76

1.553.84

Month

Managing Director

1.550.76

1.553.84

Director Human Resources

1.550.76

1.553.84

Month

1.476.64

1.479.58

F

F

1.252.65

1.255, 14

Month

Chief Computer Officer

1.252.64

1.255.13

E

Administrative Technician

1.235.48

1.237.94

Month

Computer Technician

1.235.48

1.237.94

Second Administrative Technician

1.124.27

1.126.51

Month

C2

Administrative Officer

1,050.07

1,052.16

Administrative Assistant Officer

901.72

903.51

Month

B

Specialist

28.40

28.46

Auxiliary

27.85

Day

Business Area

G

Commercial Director

1.550.76

1.553, 84

Month

Top Headlines

1.476, 64

1.479.58

F

F

1.365.27

1.367, 99

Month

E

Sales Technician

1.179, 89

1.182.24

Store Manager

1,068.62

1.070, 74

Month

C2

Sales Officer

1.050.07

1,052.16

B

28.40

B

Day

Help

Auxiliary

Day

27.85

27.90

Day

and development

G

Top Headlines

1.476.64

1.479.58

Month

F

Chief Product Development

1.402.92

1.405.71

Month

Lab manager

1.252.64

1.255.13

Month

Quality control chief

1.252.64

1.255, 13

Month

E

Told Technician

1.199, 39

1.201,77

Month

D

Product Development Technician

1.105.96

1.108, 16

Month

C2

Lab Officer

965.59

967.52

Month

Quality control

965.59

967.52

Month

Helper Officer

30,34

30,40

Day

B

28.40

28.40

Specialist

Day

Help

Auxiliary

Day

27.85

27.90

Day

ANNEX VI

Textile Auxiliary Industries (Water Ramo)

Article 1. Functional scope.

This Annex requires all the companies included in the definition of industrial activities of Nomenclator of the Subsector of the Auxiliary Industries of the Textile (Water Ramo), which includes the Textile Industry that has for the purpose of giving textile materials, at any stage of production, the appearance, characteristics, specifications and presentation of the products, including, inter alia, the following operations: Wash, Scrub, Mercerize, Learn, Tent, blanch, affixing, foamizzing, bending, coating and previous, complementary and finished, of any of the various textile fibres, whether or not they are animal, chemical, vegetable or other extraction, without distinction to their various processing states and, therefore, in branch or floca, yarn, woven or woven, deal with third-party point-of-account genera.

The affected companies will be in total, understanding not only of their specific activities of the Water Ramo, but also the related, preparatory, complementary and auxiliary activities of that main activity.

Only the Water Ramo Companies located in the municipality of Bejar (Salamanca), which are included in the functional scope of Annex V; and those attached to the production cycle of carpet manufacturing, will be excluded. located in the province of Alicante.

Article 2. Monthly staff.

All categories will be considered "monthly", except those in the "A" and "B" Professional Groups in the different areas.

The amount of the remuneration for such monthly staff shall be calculated at the rate of 365 days per year and divided by twelve days.

Article 5.

In all the subsections of the Water Ramo if the conveniences of the work advise, it can be carried out to the hours of the meals, remaining some people during the same without increase of the day, that they will eat when your companions or companions return.

The relays in question will enjoy a plus of 0.40 € per day. "ad personam" shall be respected the most beneficial conditions which certain undertakings may have in particular.

Article 6. Plus de No Absentismo.

(a) Companies will pay monthly, for this purpose, a 6.4 per 100 on the salary for normal activity increased with seniority, in the assumptions that the indices of absence to work, whatever the cause of they do not reach 8 per 100 in the course of the calendar month, from the effective workforce of their staff.

If this additional remuneration has not been paid for having reached that rate, the payment of that percentage, and in a personal capacity, shall be guaranteed for each person whose absences at work during that month accumulate a number of hours. not more than 4 per 100 of the contracted.

Such credits will be effective in the month following your accrual. This additional percentage shall not be taken into account for the calculation of the remuneration of the extraordinary hour.

(b) On the basis of the calculation of the amount of the Plus of Non-Absengism set out in the preceding paragraph, the extraordinary rewards shall be calculated by means of their remuneration in proportion to the monthly basis of calculation. to the latter.

(d) In the case of Temporary Incapacity, the Plus of Non-Absentism, as set out in paragraph (a) above, shall be calculated on the basis of the compensation actually received, except where it is derived from an accident at work imputed the amount of such participation in the calculation of the benefit.

It shall not be construed as absences to work, for the purposes of remuneration, for the justified absences of those who hold a trade union position or those with the right to pay as described in Articles 44 to 46 of the general part of the Convention and corresponding articles of Royal Decree-Law 1/1995 (ET).

Article 7. Digital Machine Stamp

The Digital Machine Stamper category is created that falls within the Production Area Group D.

Water bouquet 2015

Production Area

Categories

First Half

day

Salary month

A

Auxiliary

29.85

907.64

B

Specialist

34.48

1.048.79

Official

1.143.26

D

Technical helpers

1.238.55

Spamper

1.238.55

Master Stamper

1.357.17

Contractor

1.357.17

E

colorist

1,499.70

Enloaded

F

F

production

1.711.97

G

1.947.28

Top Headlines

1.947.28

Maintenance and General Services

Categories

€ Day

Month €

A

Auxiliary general services

29.85

907.64

34.48

1.048.79

Trades Specialists auxs.

36.03

1,096.28

Specialist

36.03

1,096,28

C

Second driver

1.166.31

Official second servs. grales.

1.190.74

D

First driver

1.282.99

first servs. grales.

1.332, 17

E

Encharged secc. maintenance

1.474.43

F

Chief maintenance

1.711.97

G

Titled higher

1.947.28

Administration and Computing

Operator

Programmer-analyst informat.

Chief Administration

Categories

€ Day

Month €

B

Administrative Auxiliary

34.48

1.048, 79

C

1.166.31

1.166.31

D

Centro_table_body " >1.402, 74

1.402.74

E

Administrative section chief

1.544, 15

Training Manager

1.544.15

1.544.15

F

Chief Information Officer

1.758.08

1.758.08

1.758.08

G

Director financial

1.947, 28

HR Director

1.947.28

Titled

1.947.28

Commercial

Categories

€ Day

Month €

C

Sales Officer

1.190, 74

D

Technician sales

1.282.99

E

1,499.70

Model

Model

Model

1,499.70

F

Head of Sales

1.711.97

1.711.97

G

G

Commercial Director

1.947.28

Titled

1.947.28

I + D

Chief Lab

Chief Quality Control

Categories

€ Day

Month €

A

Auxiliary

29.85

907.64

B

Specialist

34.48

1.048.79

C

Official helper

1.143.26

Officer

1.143.26

1.143.26

D

D

Official

Product development technician

1.282.99

E

Dyerer Technician

1,499.70

F

Product development manager

1,711.97

1.711, 97

1.711.97

G

Top Titled

1,947.28

ANNEX VII

Miscellaneous fiber textile industry

CHAPTER I

General provisions

Article 1. Functional scope.

Forces all companies engaged in the following activities, industrial of spinning, crooked, "braided", woven and cordelleria of linen, jute, sisal, abaca, hemp, spato, coconut and substitutes, includes the manufacture of Felts and mats in which some or all of the fibres referred to above are used, as well as the polyolefins and other synthetic fibres.

CHAPTER II

Working Conditions

Article 2. Special Conditions

The summer time of the administrative staff, the compensation for the death of the worker and the aid for the study of children of the worker, will be maintained in the conditions and terms agreed in the agreement collective, in each case in force prior to the present, as long as they are more beneficial for the

CHAPTER III

Economic Conditions

Article 3.

The following staff will have monthly consideration:

Administrative staff.

Business Personnel.

Managing and technical staff.

Article 4. Plus de No Absentismo.

Where the collective rate of absenteeism reaches or exceeds 8 per 100 in accordance with the provisions of Article 61a of the general part, the 4,4 per 100 provided for in the statement shall be paid on an individual basis. an article, to persons whose rate of absences to work does not exceed 3 per 100 in their monthly personal computer. For this purpose, the remuneration provided for in Article 44 (a), (b), (c), (g), (h), (k) and (k) of the general part and those which have the cause of accident at work or common sickness shall not be taken into account as absences. cases, hospitalization or surgical intervention.

The payment of the amount of 4,4 per 100 shall be made cash by means of payment due to the exception of the part corresponding to the extraordinary and statutory bonuses which shall be paid semi-annually in proportion to the amount of the same and the months that the Plus of Non-Absenism has become.

Where the collective rate of absenteeism provided for in Article 61a is not more than 8 per 100 absent in any of the months of the six-month period, the non-perceived differences shall be paid and, in each case, individual case, may correspond.

The higher percentages of the Plus of Non-Absentismo, understood globally, agreed upon in the provincial collective agreement, in force prior to the present, will be maintained, which will be more beneficial for the workers of their scope.

Diverse Fibers 2015

Group

Category

Position

2015

1.er

2.

g

Director Production.

Director Production.

62.68 €/day

1.906.77 €/month

62.81 €/day

1,910.56 €/month

Chief Financial Officer.

Director Human Resources

Director commercial.

f

Headquarters

Superiors.

Chief Operating/Technical Production.

60.67 €/day

1.845.61 €/month

60.79 €/day

1.849.29 €/month

administering.

Chief Computer Officer.

Personal Officer.

Manager.

Technician.

Chief Lab.

Theoretical.

Chiefs

Technical

Section

Section Manager.

51.27 €/day

1.559, 29 €/month

51.37 €/day

1.562.39 €/month

administrative.

Programmer computer.

Responsible training

, delegation, or zone chief

Encharged maintenance section.

Responsible office manager.

Chief of Quality

Designer.

d

Team

Chiefs.

Contractor/shift responsible.

44.01 €/day

1.338.87 €/month

44.10 €/day

1.341.54 €/month

administrative officer.

Programmer.

Technician.

Charge.

first.

Maintenance Officer.

Technician.

1

Officers

Production.

Production Officer.

32.50 €/day

988.46 €/month

32.57 €/day

990.42 €/month

2

Other

Officers.

Second Officer administrative.

39.79 €/day

1.210.19 €/month

39.87 €/day

1.212, 60 €/month

Computer Operator.

Officer.

Warehouse Officer.

second.

General Services Officer.

Second Maintenance.

Officer.

b **

Specialists.

Production Specialist.

30.66 €/day

932.90 €/month

30.72 €/day

934.76 €/month

Specialist preparation and spinning.

Finish Specialist.

Garment Specialist.

Cordeleria Specialist.

Auxiliary.

Warehouse Specialist.

Keeper Watcher.

Assistant.

a

Auxiliary.

Production Auxiliary.

26.55 €/day

807.43 €/month

26.60 €/day

809.03 €/month

Auxiliary general services.

** Remarks:

All the jobs included in the Professional Group B in the production area that currently receive the name of the Official will continue with the same name, without any alteration of the Group.

ANNEX VIII

Sedera Textile Industry

CHAPTER I

General provisions

Article 1. Functional scope.

This Annex requires all undertakings engaged in the activities described in Article 2. of the general part of this Convention and those covered by the definition of industrial activities of the Silk subsector nomenclator.

The affected companies will be in total understanding of the activities of spinning, twisting, tidying, dyeing and finishing, with their related, preparatory, complementary and auxiliary activities.

CHAPTER II

Working Conditions

Article 2. Incentive remuneration system.

Companies that have an incentive remuneration system in place will be able to adjust the normal activity to the definitions contained in Article 15 of the general part of the agreement, even if the average perceptions are not exceed 40 per 100 of those indicated in this for normal activity, all in order to ensure that the actual activities correspond with the scientifically correct ones to normal performance.

Article 3. Continuous (uninterrupted) work.

In the crooked and textured undertakings of synthetic and/or artificial fibres, requirement (b) of Article 31 (1) of the general part shall be understood to be fulfilled by the fact that they are only sections of torcer grinders and false torsion machines, without any other requirement, for being of uninterrupted technical process.

CHAPTER III

Economic Conditions

Article 4. Monthly staff.

The following staff will be considered monthly:

(a) The professional category with such remuneration in the salary table.

b) The one that was being considered as such in each company.

Article 5. Plus de No Absentismo

Where the collective rate of absenteeism reaches or exceeds 8% in accordance with the provisions of Article 61a of the general part, the 4 ' 4% provided for in the Article shall be paid, on an individual basis, to the persons whose rate of absence from work does not exceed 3% in their personal monthly calculation; for these purposes, the paid leave provided for in paragraphs (a), (b), (c), (g), (h), (k) and (4) of that convention shall not be taken into account as absences; collective and those that have as a cause accident of work or common illness, provided that, in both cases, produce hospitalization or surgical intervention.

The payment of the amount of 4 ' 4% shall be made cash by means of payment due to the exception of the part corresponding to the extraordinary statutory allowances which shall be paid semi-annually in proportion to the amount of the and for the months that the Plus of Non-Absenism has become.

Where the collective rate of absenteeism provided for in Article 61a is not more than 8% absent in any of the months of the six months, the payment of the non-perceived differences shall be made and in each case individual, they may correspond.

Additional disposition first. Category Assimilation (Nomenclator).

The definitions and framing in the professional groups of the categories of Auxiliary (Group A) and Assistant of the Contractor (Group C), of the Production Area, will be those contained in the Subsectoral Annex of the Textile Industry Sedenera, in its final part with the title "Nomenclator-Seda sector", in the General Collective Agreement of the Textile and Clothing Industry of 2014, published in the BOE No. 126, of 24 May.

Sedera Textile Industry 2015

Administration and computing area

Category

First semester

month/euro

Second semester

month/

B

Administrative Auxiliary

847.35

849.03

C

Administrative second officer

1.095.14

1.0997, 32

Computer Operator

1.095.14

1,097.32

D

1.243.81

1.246.28

Computer Programmer

1.243.81

1.246.28

E

Chief administrative section

1.392, 44

1.395.21

Computer Analyst Programmer

1,318.10

1.320.72

Responsible training

1.392.44

1.395.21

F

Chief of Administration

1,615,45

1.618, 66

Computer Manager

1,615,45

1.618, 66

Chief personal

1,615.45

1,618.66

G

Director financial

1.813.64

1.817.25

Human Resource Manager

1.813.64

1.817, 25

Business Area

Category

First semester

month/euro

Second semester

month/

C

Sales Officer

1.169, 45

1.171.78

D

Sales Technician

1,318.10

1.320, 72

E

Section, delegation, or zone

1.466.78

1.469.70

Model

1.367.66

1.370.39

F

1.565.89

1.569.01

Commercial Technician

1.565.89

1.569.01

G

Commercial Director

1.813.64

1.817.25

Warehouse Area

Category

First semester

day/euro

Second semester

day/euro

B

Warehouse Specialist

27.04

27.10

C

Warehouse Officer

31.93

31.99

D

Enloaded warehouse

38.45

38.53

General maintenance and services area

Category

First semester

day/euro

Second semester

day/euro

A

Auxiliary general services

26.55

26.60

B

27.04

C

33.56

33.62

35.16

35.23

Second Maintenance Officer

35.16

35.23

D

First driver

36.81

36.89

First Maintenance Officer

38.45

38.53

E

Enloaded section maintenance

43.33

43.41

Production Area

30.30

31.93

Category

First semester

day/euro

Second semester

day/euro

A

Auxiliary

26.55

26.60

Operating Auxiliary Machines

26.55

26.60

R.A. Auxiliary

26.55

26.60

B

Specialist preparing tissues

27.04

27.10

27.85

27.90

Extrusion specialist

27.04

27.10

Cinetheria Specialist

27.04

27.10

Tape Urdidor and Tape Cutter

28.67

28.73

28.67

28.67

28.67

Network twisting specialist

27.85

27.90

28.67

28.73

R.A. Specialist

27.85

27.90

C

Prepare Officer

32.74

32.81

Texting Officer

33.40

33.46

Cinetheria Officer

31.11

31.18

Manual handrail model officer

31.93

31.99

30.30

30.36

30.30

Fundidor and Needle Plumber tulles and blondes

33.56

33.62

31.93

31.99

R.A. Officer

31.11

31,18

counter-master assistant

33.40

33.46

D

Contractor

40.09

40.17

Tulista

35.99

36.06

35.16

35.23

R.A. Stamp

36.81

36.89

Contractor

40.09

40.17

E

Section load

43.33

43.41

44.17

44.26

44.17

Encharged R.A.

43.33

43.41

R.A. lab chief

45.78

45.87

F

Butler

53.12

53.23

R.A. Production Manager

1,714.56

1,717.97

G

Technical Director

1.813.64

1.817.25

R.A. Technical Director

1.813.64

1.817.25

Top Titled R.A.

1.813.64

1.817.25

Research and development area

E

Category

First semester

month/euro

Second semester

month/

B

Lab assistant

945.54

947.43

C

Lab Officer

1.169.45

1.171.78

D

Organization Technician

1.218.99

1.221, 42

Enloaded office

1.392.44

1.395.21

1.392.44

1.395.21

Designer

1.392.44

1.395, 21

F

Lab Manager

1,615,45

1,618.66

Theoretical

1,615,45

1.618, 66

ANNEX IX

Garment Industry

Article 1. Functional scope.

This Annex affects the following companies:

(a) Those dedicated to the garment industry in series or custom-made, dressed and touched and accessories (gorry, headgear, embroidery, gloves and artificial flowers).

(b) Those engaged in the manufacture, manufacture of rabbit hair and the manufacture of felt.

c) Paraguayan industries.

(d) Companies engaged in the manufacture of knitted garments, without making the fabric.

e) Companies dedicated to composting-arrangements of all types of garments.

f) It applies also to companies or sections of them that include such activities within their manufacturing cycle.

g) applies to companies engaged in the manufacture of industrial garments called: economic or mantecaire (such as aprons, monkeys, pumps and other similar garments).

h) It shall also apply to companies engaged in the manufacture and import of handbags, hats and other plant fibre and fabric supplements.

Article 2. Seasonal work.

Companies engaged in the production or manufacture of seasonal or novelty items, whatever their industrial process, will be able to suspend at any time of the year their work activities during a period such as maximum of 60 days per year, suspension which may be carried out on a continuous or discontinuous basis. For such purposes, RT within the undertaking shall expressly state its agreement with that suspension in the file or files which are dealt with by the labour authority, in which case the undertaking shall supplement the unemployment benefit up to a ceiling. maximum of 20 per 100.

The suspension may affect all or part of the template.

Article 3. Plus of non-absenteeism.

The percentage conditional on absenteeism laid down in Article 61a of the general agreement for this sector shall be paid by reason of 3 per 100 of the salary for normal activity, increased with seniority, to workers whose individual work attendance rate is based on 93 per 100 of the monthly working hours, the amount of which is paid by due allowance.

In this case, no monthly working hours will be considered for the permits granted under paragraphs (a), (b), (c), (g), (h) and (k) of Article 44 of the General Convention.

The percentage set out in the preceding paragraph shall also apply to the amount of the two extraordinary payments.

However, the provinces that have established special conditions and percentages during 1,983, in respect of this payment, will maintain each other, calculated for this in the manner set out in the paragraphs above.

For the province of Barcelona the same percentages, form of calculation and conditions have already been established.

Article 4. Death.

In the event of death, the company will pay the spouse, children or family members in charge of one month's salary. The same criterion applies to single persons with family members in their care.

Additional disposition first.

As this Annex applies to the Province of Ciudad Real, the most beneficial conditions laid down in the Provincial Convention of 1,981 will be maintained. This clause will not apply to the case that the same parties that signed the Provincial Collective Agreement in 1,981 agree on a new one, of the same scope, that will replace it.

Pay table for the garment industry with application from 1-01-2015

Professional

Group

C1

Daily Retribution revised 0.5%

euros

Revised Monthly Remuneration to 0.5%

euros

G

Address

49.85

1.516.27

F

Top Jacks

46.37

1,410.42

E

Dpto ./Tec Jacks. Superiors

40.84

1.242.22

D

36.73

36.73

C1

1/Specialised Trades

33.26

1.011, 66

C1

2/Specialised Trades

31.17

948.09

C2

1/Trades

29.82

907.03

C2

2/Trades

28.43

864.75

B

Specialists

27.79

845.28

A

26.55

26.55

Term_table_der"> 807.56

2015 salary calculation:

The monthly salary is calculated by multiplying the daily wage by 365 and dividing by 12.

Pay table for the garment industry with application from 1-07-2015

C1

Group

Daily Retribution revised to 0.7%

euros

Monthly Remuneration reviewed at 0.7%

euros

G

Address

49.95

1.519.31

F

Top Jacks

46.46

1.413.16

E

Dpto ./Tec Headquarters. Superiors

40.92

1.244.65

D

36.81

36.81

C1

1/Specialised Trades

33.32

1.013, 48

C1

2/Specialised Trades

31.23

949.91

C2

1/Trades

29.88

908.85

C2

2/Trades

28.49

866.57

B

Specialists

27.84

846.80

A

26.60

26.60

Term_table_der"> 809.08

2015 salary calculation:

The monthly salary is calculated by multiplying the daily wage by 365 and dividing by 12.

ANNEX X

Carpet, Tapestry, and Moquettes manufacturing industries

Article 1. Functional scope.

This Convention obliges all undertakings engaged in the manufacture of carpets, tapestries and carpets, spines and other hard fibres and the auxiliary industries of those undertakings, with the exception of those currently governed by the Annexes of wool (Annex V), Water Ramo (Annex VI) and recovery fibres (Annex I).

Article 2. Loss of time not attributable to staff.

The loss of time for independent cause to the will of the person (machine breakdown, waiting for material, cloths, thread, for change of measure or break of shuttle, etc), will be paid to those who work incentive and has remained in the factory according to the salary agreed upon in the Convention and prior notice to the Encharged or Encharged of the Section.

Article 3. Eventual staff.

It will be contracted according to the regulations established in the legislation in force at any time.

If an eventual contract has not been exceeded for the 3-month period, you will be compensated with 10% of the remuneration received during the term of the contract and with 7% of those perceptions when the time occupied is greater than 3 months, without exceeding seven months.

Article 4. Time to adapt by machine change.

As regards the time of adjustment of the weaver or weaver by machine change, the table set out in the Annex to the Convention shall be as set out in the table.

Article 5. Workday.

The general part of the Convention will be available for Textiles activities, except where there are machines working three shifts in which the night shift will take a day of thirty-five real hours of work and thirty-six and a quarter of presence a week.

Article 6. Licenses.

It will not lead to loss of pay, the assists during the working day to clinics and social security offices, provided that these do not have established consultation schedules that will allow them to attend your working day.

Article 7. Wage increase.

The increases set out in Article 52 of the general part will operate exclusively for 2015, 2016 and 2017 on all remuneration concepts, so they will not be considered absorbable in their application.

Article 8. Salary table.

The remuneration for each job position shall be that set out in the salary table in this Annex.

Of the four remuneration concepts listed, the Base Salary will be collected for all the days of the year, including extraordinary rewards and will serve as a basis for the calculation of all remuneration concepts, including incentives.

The salary supplement will be collected for all the days of the year, including extraordinary bonuses, and will account for all the less incentive effects for the incentives.

The incentive gap plus will be charged for each working day and will not impact any other remuneration concept, with the exception of holidays. This plus shall be collected only in cases where no incentive incentive for measure or a measure or premium, the amount of which, for the first half of the year 2015 of EUR 2,88, is established for the second half of that year. exercise of 2.89 euros while for the years 2016 and 2017 of 2.92 and 2.96 respectively.

The revision of the Convention shall be collected for all the days of the year, including extraordinary holidays and rewards, and shall not count for seniority, Convention Pay, Plus of Non-Absentism, Incentive or any other concept retributive.

Article 9. Age.

In order to reward temporary continuity in the provision of services in an Enterprise, the concept of seniority is regulated as follows:

1. The periodic salary increases for the Company's service time will consist of six five-year five-year salary increases for normal activity, for all groups of staff.

2. The computation of the same shall be initiated for all staff from the first day of their entry into the Company.

3. They will be calculated independently of the category changes, not computing the service time in the Apprentice and Aspirant. For the recruitment of personnel taking place from 1 January 1984, if this work time has already been taken into account, in the categories of Apprentice and Aspirant.

Article 10. Absenteeism.

Companies, for this purpose, will also pay a percentage that will be subject to the following scale:

• If you do not exceed 8 per 100 absenteeism, you will receive 4.40%.

• If you do not exceed 5 per 100 absenteeism, you will receive 5.40%.

• If you do not exceed 4 per 100 absenteeism, 6.40% will be collected.

• If you do not exceed 3 per 100 absenteeism, 7.40% will be collected.

These percentages will be calculated on the base salary column, increased with seniority. The computation will be done for periods and the payment will be made semi-annually in the first half of January and July of each year

This percentage will not be taken into account for the calculation of overtime pay.

The bases that have been applied up to date will be taken into account for the computation, and the concepts to include as absenteeism those that had previously been applied, with exclusion of hours Delegates, accidents serious and leave by marriage.

Article 11. Tools and tools.

Useful and ancillary work tools that are necessary for the execution of work must be provided by the Companies.

Benefits and care benefits

Article 12. Help from studies.

At the beginning of each school year, the companies will provide those who credit to have children and/or daughters in "Primary Education" as well as "First and Second of Mandatory Secondary Teaching" books of official texts, provided that have achieved in the previous course the minimum qualification in each and every subject of "Progresses Adequately", "Approved" or "Sufficient" according to the nomenclature of the corresponding academic year. This aid shall be maintained as long as the books are not subsidised by official bodies.

Article 13. Vocational Training.

Persons under 18 years of age who are enrolled in the school of vocational training of the locality, and who so credit to the companies, will obtain from the same the necessary permits or in their case the adaptation of the working day to be able to attend courses scheduled by the aforementioned School.

The time of assistance to the same, if made in the working day, will be paid at the rate of your wages, except for the lack of incentive, bonuses, weaning or incentives, coming the same ones to justify to the Company the assistance to the School of Vocational Training.

Article 14. Retirement.

When the retirement condition is acquired, the company must pay the immediate special bonus to its full retirement without pro-rata or discount.

Additional clause first.

The loss of time due to the lack of driving force in the Company originated from the company, will be paid to the person affected according to the salary agreed in the Convention. Where interruptions to work for such causes exceed one hour during the day, the time spent in excess of the first hour shall be recovered and recovery shall be effected on a mutually agreed date by the Company and legal representation of workers.

Additional clause second.

The remuneration of two days of absence in the general part of the subject of the day, for this annex, means that the "normal activity" is the salary of the tables.

Carpet pay table 2015

First semester

Groups

profession-

nales

EUR

Auxiliary.

Auxiliary.

Auxiliary.

Auxiliary.

Auxiliary.

rowspan="4">

B Euro

Salt. Base

Comp. Salt.

Revi-

sions

Production

Maintenance

and Serv. Grales.

Administration

and Informatics

Commercial

Design Area

and R + D

0,90

7.64

Auxiliary

0,90

Auxiliary.

Auxiliary.

Auxiliary.

Auxiliary

22.22

0.90

7.99

Esp. Preparing.

Watcher and doorman.

Administrative.

Specialist.

Esp. Finishes.

Esp. Com.Miscellaneous.

Esp. Warehouse.

Esp. Hilature.

C euros

26.05

8.69

Of. Hilature.

Of. Maintenance.

Of. Administrative.

Of. Sales.

Official.

Of. Dyes.

Of. Serv. Grales.

Of. Computer.

Of. Tejeduria.

Of. Finishes.

Of. Aux. Encarg.

D EUR

31.49

9.34

Team Boss.

Tec. Maintenance.

Tec. Administrative.

 

Charged.

Enc. Warehouse.

Program. Computer.

33.93

9.57

Head Factory.

Chief Administrative Manager.

Administrative Manager.

Designer

Encarg. Gener.

Program. Analyst.

Chief Lab.

45.71

11.31

Sales Manager.

 

Chief Informatics Officer.

G

51.21

11.96

Dir. Production.

Dir. Financial.

Dir. Commercial.

Dir. Administration.

 

Dir. Rec. Humans.

Annex: Art. 8. -salary Table -- > Plus Lack Incentives = 2.88 euros.

Second Half

Groups

Profession-

nales

EUR

Auxiliary.

Auxiliary.

Auxiliary.

Auxiliary.

Auxiliary.

rowspan="4">

B Euro

Salt. Base

Comp. Salt.

Revi-

sions

Production

Maintenance

and Serv.Grales.

Administration

and Informatics

Commercial

Design Area

and R + D

0.91

7.65

Auxiliary.

Auxiliary.

Auxiliary.

Auxiliary.

Auxiliary.

Auxiliary

22.26

0.91

8.01

Esp. Preparing.

Watcher and doorman.

Administrative.

Specialist.

Esp. Finishes.

Esp. Com. Miscellaneous.

Esp. Warehouse.

Sp.Hilature.

C euros

26.10

8.71

Of. Hilature.

Of. Maintenance.

Of. Administrative.

Of. Sales.

Official.

Of. Dyes.

Of. Serv.Grales.

Of. Computer.

Of. Tejeduria.

Of. Finishes.

Of. Aux. Encarg.

D EUR

31.55

9.36

Team Boss.

Tec.Maintenance.

Tec. Administrative.

 

Charged.

Enc.Store.

Program. Computer.

34.00

9.59

Head Factory.

Chief Administrative Manager.

Administrative Manager.

Designer

Encarg. Gener.

Program. Analyst.

Chief Lab.

45.80

11.33

Sales Manager.

 

Chief Informatics Officer.

G

51.32

11.98

Dir. Production.

Dir. Financial.

Dir. Commercial.

Dir. Administration.

 

Dir. Rec. Humans.

Annex: Art. 8. -salary Table -- > Plus Lack Incentives = 2.89 euros.