Resolution Of 14 July 2015, The Directorate General Of Employment, By Which Register And Publishes The State Collective Agreement For The Metalgráfica Industry And Manufacture Of Metal Containers.

Original Language Title: Resolución de 14 de julio de 2015, de la Dirección General de Empleo, por la que se registra y publica el Convenio colectivo estatal de la industria metalgráfica y de fabricación de envases metálicos.

Read the untranslated law here: http://www.boe.es/buscar/doc.php?id=BOE-A-2015-9026

Having regard to the text of the State Collective Agreement of the Metalgráfica industry and manufacture of metal packaging (agreement code no. 99003445011982), which was signed on 22 June 2015, on the one hand by the Spanish Metalgráfica Association (AME) representing companies in the sector, and, secondly, by the Federation of Industry of CCOO and MCA-UGT Federation of Industry, on behalf of the workers, and in accordance with Article 90, paragraphs 2 and 3 of the Law of the Workers' Statute, approved by the Consolidated Spanish Royal Legislative Decree 1/1995, 24 March and Royal Decree 713/2010 of 28 May on the registration and deposit of agreements and collective bargaining agreements.

This solves DG Employment:

First.
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registration of that collective agreement in the register of collective agreements and working arrangements with operation through electronic means of this Management Centre, with notice to the Bargaining Committee.

Second.

Having its publication in the "Official Gazette".

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

COLLECTIVE AGREEMENT STATE OF THE INDUSTRY AND MANUFACTURING Metalgráfica metal packaging
CHAPTER
I


General Clauses
Article 1. Scope and Structure of collective bargaining in the sector.

1.1 Areas of application.

1. Functional. This collective agreement was signed in part by the Spanish Metalgráfica Association (AME) and the Federation of Industry of CCOO and MCA-UGT Federation of Industry, applies to companies engaged in the Metalgráfica activity manufacture of containers, tubes for aerosol caps, plugs, caps and other metal seals, for decoration, painting and stamping of metal plates and any other related activities with the aforementioned.

To this end products made of sheet metal (tin, black or chrome plate, brass, aluminum, lead, tin or any other similar laminated product, y) of a thickness not exceeding 0.50 mm are considered only (unless it is tubes aerosols in which there is no limitation of thickness) and the mixed composition when incorporated somehow, metal components.

2. Personal. Shall be governed by this Convention all workers providing remunerated employed within companies listed in the previous paragraph, with the exclusions set forth in the Workers' Statute services.

3. Territorial. This Agreement shall apply throughout the Spanish territory.

1.2 Structure of collective bargaining in the sector.

This collective agreement in accordance with the provisions in Articles 83.2 and 84.4 of ET, articulates the collective bargaining in the sector Metalgráfica Industry through the next negotiating structure:

A) State level: This state collective agreement.

B) regional scope: The currently existing Collective Agreement for Industry Metalgráfica Catalonia, and any others that could be established at regional level in the future.

C) Scope of business or employment.

Exclusive competence matters are reserved for the state level of negotiation, those established under the provisions of Article 84.4 ET.

The assumptions of concurrency between levels Conventions mentioned negotiation shall be resolved by applying the following rules:

A) is preferred bargaining unit the state level, so that all contentious competition between this and the lower areas will be resolved subject to agreed material contained in this collective agreement, and the provisions of the legislation.

B) The State Collective Agreement complements the contents of lower-level agreements, and is also right extension in all matters not expressly provided therein. "

Article 2. Term of the Agreement.

This Agreement shall enter into force the day of signature and will last for two years, ie from 1 January 2015 until 31 December 2016.

Arrears that have been generated since January 1, 2015 will be paid before July 31, 2015.

The Convention shall be terminated by either party with three months in advance regarding the date of maturity. However, its provisions shall continue until the entry into force of replacing him.

Both sides agree to start negotiating a new Convention a once denounced, as far in advance of the completion of their term.


In the event of disagreement, during the negotiation, both parties seek mediation, following the procedures established for the settlement of disputes, for the agreement to occur within the provisions of the legislation.

Article 3. Extra Rules.

For all matters not provided for in this Agreement shall be governed as expressly provided in the general labor legislation.

Also, the materials that the Statute refers to the sectoral level, including in this Convention shall apply to lower-level agreements.

Article 4. Rights acquired.

Collective more beneficial conditions shall be respected and "ad personam" existing, provided that, as a whole and on a yearly basis, are higher than those established in this Convention.

Article 5. Absorption and compensation.

In its economic aspects, the conditions agreed in this Agreement are compensable and absorbable calculated annually, with which previously were subject to voluntary enhancements provided by the company, although it will be in this area, respect of the professional hierarchy, as established in the second transitional provision.

Article 6. Organization of work.

1. General rule: The organization of work under the provisions of this Convention and the legislation in force, the entrepreneur who carried out through the regulator exercising its powers of economic and technical organization, management and control of work and necessary to carry out the relevant work activities orders.

The legal representatives of the workers involved in the way in this Agreement is determined advisory, guidance and proposals, and ensure that in the exercise of those powers existing legislation does not conflict.

2. Implementation of scientific systems work: The initiative of establishment of new organizational or production control and incentive of work, corresponding to the company and may cover a whole or certain sections, centers or homogeneous units that will not break the whole production unit.

The mechanism of implementation of the system will be about the provisions of Article 41 of the Statute of Workers which will also apply to amendments that may be required.

3. For the purposes of implementation of scientific work systems set out in section 2 above shall apply:

Normal Yield: The corresponding to the amount of work that an operator carried out under normal conditions, in return for a wage, measurable in any of the commonly accepted and mandatory systems achieve under normal conditions.

Optimal Performance: The corresponding to the amount of work that a worker performs under normal conditions and that means an increase of 33 per 100 on normal performance. Achieving this performance will not be compulsory for the worker.

Usual yield: The corresponding to the average performance achieved by the employee during the previous three months. The average yield is required to reach the worker, provided they do not vary the methods, conditions or work items.

4. In the systems under previous No. 2 remuneration superior performance to normal it will be agreed between the company and representation of workers, having to correspond in any case and character minimum with 33 100 Wage Agreement for each level, with optimum performance.

5. Other incentives: In companies that work piecework or premium, and these are not calculated using a scientific system of planned in number 2 above, shall be made by mutual agreement between the parties the pricing per unit of labor, may, to that effect, workers seek assistance from staff representatives or works council. In the absence of agreement between the company and the workers concerned, the Joint Commission shall hear and decide the question, if any, being followed the procedures provided for the implementation of a certain system of work organization.


6. Companies currently work with systems unmeasured work and wish to implement scientific systems of time measurement, ensure all workers affected in the case of implementation of new systems, at least, and as a guarantee "ad personam" the daily average of the amounts received in the last three months, provided it achieves similar level of production to that obtained by the above system, individually calculated, team, section, etc., as appropriate; the guarantee shall be reduced by the proportion that is diminished the aforementioned production level, unless the causes of decline are unrelated to the worker and attributable to the newly implemented system itself.

7. Incentives indirect production: Companies should establish a system of remuneration incentive indirect labor, as had been established for direct labor, if this fact determines that the indirect labor had to make a number of work than normal activity. The remuneration shall be based on the average activity obtained by the team, factory section or in each case. In the absence of agreement between the company and the workers concerned, the Joint Commission shall hear and decide the question, if any, being followed the procedures provided for the implementation of a certain system of work organization.

8. Transitional Standard: Companies that have established on the date of entry into force of this Agreement a given work system, and implementation of appropriate incentives, will keep on its own terms and conditions, except to introduce those modifications that are necessary to comply with the safety and occupational health provided in this Agreement.
CHAPTER II

Professional classification


Article 7. General criteria.

1. The job classification is established according to the criteria of Article 22 of the Statute of Workers; ie professional skills, qualifications and general content of the service, including in each group different levels with different tasks. With this system the old classification based on professional categories is replaced, taking these as one of the references of integration.

2. The classification is made into functional groups and professional levels interpretation and application of objective criteria and general tasks and basic functions develop more representative workers.

3. In the case of concurrency in a job of basic tasks corresponding to different levels, classification shall be as established by the Statute of Workers. This classification criterion will not lead to exclude in the jobs of each level performing additional tasks that are basic for positions classified at lower levels, always take into account that no rights are impaired: the dignity, effective occupation, training and retraining and employment promotion.

4. The structure of professional framework of the State Collective Agreement for Industry and Manufacturing Metalgráfica Metal Packaging consists of three groups (technicians, employees and workers) that are subdivided, in turn, in levels. Therefore, each position shall be assigned to a group, and at a certain level.

5. The framing of each job to the respective group and corresponding level will be carried out taking into account factors: knowledge, initiative, autonomy, experience, responsibility, command and complexity. All these factors appear as conditions for membership of a group and certain level.

6. Within the general principles of professional classification, in each company, according to their own systems of organization, there may be groups and levels that are deemed appropriate or necessary, depending on their size and activity and can, therefore, vary your denomination and increase or decrease their number.

7. All workers will be assigned to a particular group and level. Both circumstances define their position in the organizational structure of each company.

Article 8 - Description of the factors that define membership in a group and level.

The factors listed below are crucial and therefore define the membership of each of these to a group and level.


A. Knowledge. Whose valuation factor should be taken into account in addition to the basic training needed to fulfill the task properly, the degree of knowledge and experience acquired, and the difficulty in acquiring such knowledge or experience.

This factor can be divided into two sub-factors:

A) Training. This subfactor, considered the minimum initial level of theoretical knowledge must possess a person of average ability, to get to perform satisfactorily the functions of the job after a period of adaptation. This subfactor should also consider the needs of specific and complementary expertise.

B) Experience. This sub-factor, determines the period of time required for a person of average ability, and having the training specified above, acquire the necessary skill and practice to do the job, obtaining a sufficient quantity and quality performance.

B. Initiative. This factor values ​​required the occupant of a job to act more or less independently in making determinations, plan, analyze or choose among several alternatives capacity, the greater or lesser degree of dependence on guidelines or standards for the implementation of considering its functions.

C. Autonomy. This factor measures the greater or lesser degree of hierarchical dependence which is subject to the occupant of a job in the performance of their duties, and the degree of supervision to which they are subject tasks.

D. Responsibility. Factor whose valuation should take into account both the degree of responsibility of action role holder (regarding the tools or machines used to perform its tasks regarding the product obtained from the development of its activity, regarding the safety of those in their working environment, with respect to the data used in the performance of their tasks, for errors that may result from performing their tasks, regarding relationships officially and on behalf of the company has to take ), as the degree of influence on the results and significance of the consequences of management.

E. I send. This factor measures the ability to coordinate, instruct and direct the work of others.

For evaluation should be considered:

The degree of supervision and management tasks.

The ability of interaction.

Nature of collective charge.

Number of persons on which the control is exercised.

F. Complexity. Factor whose value will depend on the degree of difficulty of the tasks, as well as the greater or lesser degree of integration of other factors in the task entrusted or since. Just as the space and conditions in which to develop job tasks entrusted.

For evaluation should be considered:

A) Difficulty at work: This subfactor measures required the occupant of a job to meet correlative or simultaneously more or fewer tasks, integrated with each other to a greater or lesser degree, without loss of efficacy capacity, or to be effective in a number of workstations in the production unit.

B) Special Abilities: This sub-factor determines the skills required for certain jobs, such as physical load, manual dexterity, etc., and often during the workday.

C) environmental and working conditions: arduousness assesses conditions and / or structural danger of a job. That is, which of them remains after application to eliminate all regulations and therefore can be considered inherent to put corrective measures.

Article 9. Understanding Groups:

The description of the three groups is:

Group I: Managers and Technicians. Belongs to this group recruited staff to perform managerial, other than the employment of senior management and staff, being in possession of advanced degrees, half a degree, diploma of vocational education or lack of title, has a preparation accredited by the continued practice develops technical tasks in the areas of organization, research, development and innovation (R + D + i), laboratories, quality management systems and environment, prevention and occupational health.


Group II: Employees. It is the staff for their knowledge and / or experience made, in general offices or factory, administrative, commercial, organizational, computer, laboratory and, in general, the specific positions of office, which allow report management of the economic and accounting activity, coordinating productive work or perform ancillary tasks care for people behave.

Group III: Operatives. It is the staff for their knowledge and / or experience running production-related, either directly operations, acting in the production process, or maintenance, transport or other auxiliary operations, and can perform, in turn, supervisory functions or coordination.

Item 10. Description of levels.

The description of the different levels is as follows:

Level 1:

General Criteria: Included in this level to people who have direct responsibility in the management of one or more functional areas of the company, or perform technical tasks of the highest complexity and qualification. They make decisions or participate in its development, as well as the definition of specific objectives. They perform their duties with a high degree of autonomy, initiative and responsibility and perform management positions.

Education: University degree or equivalent knowledge recognized by the company, complemented by specific studies or extensive professional experience consolidated in the exercise of its function.

Examples: At this level include, without limitation, certain activities that, by analogy, are equivalent to the following, depending on the size of the company:

1. The development planning, general approaches to the effective use of human resources and material aspects, guidance and control of the activities of the organization under the program established or adopted policy.

2. Responsibility for the development of tasks, processes and systems. Maintenance and establishment of structures and support and development of industrial, financial or commercial policy.

3. Tasks of technical management of high complexity and heterogeneity, with high level of autonomy and initiative in its field, acting for research, quality control, definition of industrial processes, administration, legal employment and tax advice, purchasing, human resources, staff, etc.

4. Supervision and technical management of a process or section of the whole thereof, or a group of services or the whole thereof.

5. Coordination, supervision, management and / or work address or heterogeneous set of activities within an area, service or department.

6. Responsibility and direction of the operation of the computer system and / or local networks of computer services, on the set of data processing services.

7. Tasks overall direction of the commercial management of the company.

8. technical tasks of high complexity and versatility, with the highest level of autonomy and initiative in their field, may involve advice on key business decisions.

9. consistent functions to plan, organize and monitor an area, service or department of a medium-sized company or small-scale enterprises, with responsibility for the results of it.

Level 2:

General Criteria: Included in this level jobs with high demands on the factors of autonomy, initiative and responsibility. They perform complex technical tasks, with defined overall goals, or have a high intellectual or human interaction content. Also those directly responsible for the integration, coordination and monitoring tasks, performed by a group of employees in one functional area or control over them.

Education: University degree or equivalent knowledge matched by the company, complete with extensive experience in the professional sector.

Tasks: At this level include, without limitation, certain activities that, by analogy, are equivalent to the following:

1. Coordination tasks, supervision, management and / or address of homogeneous work or set of activities within an area, department or service subject to the direct supervision of a person of higher level (quality, management, consulting legal employment and tax, purchasing, human resources, occupational health area, staff, etc.)

2. Management tasks of the commercial management of the company, with responsibility for a broad market segment or specific geographical sector.


3. technical tasks of high complexity and versatility, with a degree of initiative in its field, developed under the supervision of a person of higher level, may involve advice on key business decisions (research, definition of industrial processes, etc. || |
4 I training prior to the occupation of a higher-level preparatory tasks

5 Functions involving the responsibility for managing, coordinating and supervising the execution of heterogeneous tasks of production, marketing,... maintenance, administration, services, etc., or any group thereof, when the smaller company such groups advise

level 3:.

general Criteria: included in this level people who, with or without command responsibility, perform tasks with a high content of intellectual activity and human interaction, within a framework of precise instructions of technical complexity, with autonomy in the process. They perform functions that involve the integration, coordination and supervision of homogeneous tasks performed by a group of collaborators.

Training: Comparable to training cycle or higher level (CFGM or CFGS) or equivalent knowledge recognized by the company and / or training in the workplace or knowledge acquired in the performance of the profession.

Tasks: At this level include, without limitation, certain activities that, by analogy, are equivalent to the following:

1. complex technical tasks of all kinds of projects, including R & D + i, reproductions or details under the direction of a higher command, ordering, monitoring and directing the practical implementation thereof, may lead assemblies, lifting topographic maps, etc.

2. Exercise direct control in front of a group of workers within a geographically limited intermediate stage or area in a line of the production process, or assembly, coordinating and controlling the operations inherent in the production process of the corresponding phase, performing control installation and materials used.

3. Tasks under the supervision of technical, administrative, responsible laboratory organization, purchasing management and provisioning of complex goods.

4. Activities involving responsibility for an entire shift or a production unit, which must be seconded by one or more lower level supervisors.

5. technical tasks of business management with responsibility for a defined geographical area and / or a specific range of products.

6. administrative technical or organizational tasks consist responsibility for preventive or corrective maintenance of robotic systems, involving extensive integrated knowledge of electronics, hydraulics and pneumatic logic, leading the responsibility of early intervention in the production process and can have staff on position.

7. -Tasks Management techniques and monitoring in the area of ​​accounting, consisting collect items supplied by assistants, make statements, balance sheets, costs, cash allowances and similar work based on the accounting and budgets of the company plan.

8. - Technical Area Tasks safety and health of the company, performed under the supervision of a manager or senior technician.

Level 4:

General Criteria: Included in this level those who perform work autonomously execution of some complexity, usually requiring initiative and thinking, behaving, under supervision, the responsibility for them, and can be hierarchical command.

Training: Comparable to Baccalaureate Intermediate Training Course (CFGM) or equivalent knowledge recognized by the company and / or training in the workplace or knowledge acquired in the performance of the profession.

Tasks: At this level include, without limitation, those activities that, by analogy, are equivalent to the following:

1. Tasks that involve the exercise of direct drive to the front of a set of operators trade or production processes main facilities (printing, electronics, troquelaje and tooling, assembly, welding, electricity, etc.).

2. Tasks involving the responsibility of a shift or a production unit to be seconded by one or more workers the lower group.


3. Tasks consist of preventive or corrective maintenance of robotic systems involving large integrated knowledge of electronics, hydraulics and pneumatic logic, leading the responsibility of early intervention in the production process and can have their staff.

4. Tasks that involve the full responsibility for the planning, supervision, training, commissioning and operating machines, processes and production lines lithography more than two colors, offset, silkscreen, gravure, flexo, letterpress and printing in general, He is able to have their staff.

5. Automatic control tasks choosing the right program, introducing precise variations in production facilities, centralized or not, taking control through appropriate means (terminals, microcomputers, etc.).

6. Supervisory tasks, personnel and his final work, according to general rules received an immediate command higher such as: all kinds of parts, machines, structures, materials and spare parts, both during the production process and after completion, based on planes , tolerances, composition, appearance and use standards high degree of decision on acceptance, as well as administrative and laboratory tasks.

7. Delineation project tasks, surveying set and detail, based on information received and making the necessary while providing the required solutions scores.

8. Translation tasks and personal care communications with highly confidential, and sufficient command of at least two foreign languages, and the use of specific programs.

9. Sales tasks and marketing of products, with autonomy in negotiating subject to supervision.

10. Task coordination and management of sales and marketing of products that require a certain autonomy for the definition of prices, credit terms, delivery, etc.

11. Logistics planning, coordination and management of purchasing and procurement, with autonomy for the practical implementation of these tasks.

12. Coordination tasks of accounting, billing and management in general, with autonomy for the practical implementation of these tasks and can have their staff.

13. Customer tasks in quality, providing "in situ" proposed solutions to incidents that may arise, and based on the documentation and production quality data prepared by quality staff classified at lower levels.

Level 5:

General Criteria: Included in this level persons who perform technical, administrative or operational jobs, skilled in their specialty, which require professional skills and knowledge acquired by an intense and established practice, through a methodical learning. These tasks are performed under control dependence or more qualified professionals within the framework of each company, usually with a high degree of supervision but with certain professional knowledge, with an intermediate adjustment period may have their staff.

Training: Comparable to medium-grade training cycle (CFGM) or equivalent knowledge recognized by the company and / or training in the workplace or knowledge acquired in the performance of the profession.

Tasks: At this level include, without limitation, those activities that, by analogy, are equivalent to the following:

1. consistent technical tasks in contributing to the development of a project that writes a senior technician, applying standardization, making detailed calculations, based on data provided by a senior technician.

2. Tasks of developing and updating of technical documentation, monitoring of procedures for preventive and corrective maintenance, analysis of technical and production aspects for continuous improvement, based on the information provided by a senior technician.

3. Delineation project tasks, surveying set and detail, based on information received and making the necessary while providing the required solutions scores.

4. Tasks consisting in preparing, commissioning and operating machines, processes and production lines to two-color lithography, offset, silkscreen, gravure, flexo, letterpress and printing in general, can have their staff.


5. Tasks varnished heads, when responsibility for varnishing or glazing on tin, aluminum or other materials and to make the reservation as well as extensive knowledge of the varnishing process that allow control of this process is taken.

6. consistent quality control tasks in the production process and product traceability ensuring documented, integrating information and developing agreed quality certificates if any, may have their staff.

7. Tasks consist of preventive or corrective maintenance of robotic systems involving large integrated knowledge of electronics, hydraulics and pneumatic logic, leading the responsibility of early intervention in the production process, usually acting under the supervision of a top-level operator.

8. Management Tasks sales and marketing of products that do not require a different technical specialization of the show itself, price reporting and credit terms and delivery, order processing, etc.

9. Management Tasks purchasing and procurement, under the supervision of persons on the upper level.

10. Tasks of accounting, billing and administrative coordination in general, under the supervision of persons on the upper level.

11. Retoucher tasks photographer, editor-insolador, machinists, etc., with sufficient training to prepare and operate a production machine, with extensive knowledge in handling computers, programs, image processing, vector, graphic design, testing chemical test or manual processes and testing procedures manual press with offset.

12. Tasks of certain complexity of maintenance and repair as well as preparation of operations involving conventional machines self-monitoring product made

13. consistent tasks in accounting for materials general store or each one of the general stores, which serve the entire factory, being responsible for dispatching orders therein, receiving the goods and manage their distribution in the various departments stores, and record in the books the movement of material that has been during the day, drawing up and submitting to the corresponding relations offices.

14. Truck driving tasks exceeding 3,500 kg load, currently requiring driving license class C

15. consistent tasks in coordinating lower-level staff.

Level 6:

General Criteria: Included in this level those people who perform work within their specialty, requiring a professional skill and knowledge, acquired by experience, through a methodical learning. People with initiative and subordination to people from other higher levels, perform administrative, operational or specialized support operations. Persons performing functions involving the integration and coordination of tasks homogeneous and can have their staff.

Training: Comparable, medium-grade training cycle (CFGM) or equivalent knowledge recognized by the company and / or training in the workplace or knowledge acquired in the performance of the profession through an apprenticeship.

Tasks: At this level include, without limitation, those activities that, by analogy, are equivalent to the following:

1. The task of driving cars or vans with carrying capacity of up to 3,500 kg, now requiring driving license class B.

2. consistent tasks in the organization of materials the general store or each one of the general stores, which serve the entire factory, preparing and dispatching orders them, receiving goods, distributing them in the various departments of the stores, and recording the movement of material during the day.

3. General administration tasks in any department of the company, under the supervision of a person of higher level.

4. Driving trucks 7 or more tons and conducting suspended in vacuum, lifting, loading, hauling, etc. (Bridge cranes, gantry cranes, etc.).

5. Specialized assistance tasks mechanics, electricians, electronics, lithographers, offset, screen printing, varnishing head ... etc., as well as those made during the period of training or learning, requiring supervision of a senior professional.


6. Control tasks performing production quality inspections and classifications with corresponding equipment, deciding on rejection based on fixed rules, by any means reflecting the results of their inspection.

Level 7:

General Criteria: Tasks that run with a high degree of dependence, clearly established, with specific instructions. They may require physical exertion preferably with little training or basic knowledge and occasionally may need a period of adaptation.

Training: secondary education comparable to training and knowledge acquired in the performance of their profession.

Tasks: At this level include, without limitation, those activities that, by analogy, are equivalent to the following:

1. basic administrative tasks in any department or company, typing, filing, registration, telephone or similar attention, based on specific orders from a superior.

2. Driving forklifts less than 7 tons.

3. Verification tasks in the areas of quality and production involving the visual check and / or by direct measurement patterns established (gauge, gauges, etc.), quality of components and simple elements in assembly processes and finishing sets or subsets, scoring or indicating their suitability or not these patterns.

4. -Tasks That require basic mechanical or electrical knowledge for maintenance in production of a line or group of machines, acting under specific instructions and supervision of a top-level operator.

5. Tasks that require regulation, tuning and management: tables, machines, automatic panel indicators and not always under the supervision and responsibility of a superior.

6. Tasks requiring professional knowledge of basic character as maintenance or monitoring motors, or determinative of a manufacturing process.

Level 8:

General Criteria: Included in this level people that perform tasks that are executed according to specific instructions, clearly established, with a high degree of dependency, preferably requiring physical effort and / or care and who need no training specific or experience, except for a minimum period of adaptation.

Education: Compulsory Secondary Education (ESO) or school attendance certificate or equivalent.

Tasks: At this level include, without limitation, those activities that, by analogy, are equivalent to the following:

1. manual tasks.

2. elementary tasks with simple machines, defined as those that do not require specific training and skills, including basic visual inspection of the product.

3. Loading and unloading tasks, manual or using simple mechanical elements.

4. Tasks supply of materials in the production process.

5. Perform tasks consist of running errands, errands, manual transport, carry or pick up mail.

6. Type manual tasks involving the use and disposal of raw materials processed or semi-processed and the necessary tooling in any production process.

7. Management tasks, distribution of goods and genres with no risk in moving them.

Article 11 Functional mobility.

It may be carried out functional mobility in the field of professional groups, with the limit of suitability and fitness requirements necessary for the performance of the tasks assigned to the worker; it is understood that such requirements exist between workers of levels 7 and 8. In cases of functional mobility will be guaranteed workers their professional and economic rights.

By mutual agreement: He will be agreed between both parties, report to the representation of workers.

By decreasing the physical or mental capacity of the worker:


1. In all cases it was necessary to make staff mobility, because of the diminished worker and had its origin in some occupational disease, natural physical wear on the company, accident or any other disease capacity provided this does not prevent you develop another job, the Directorate coupled to these personnel to more suitable position, being able to choose the worker between receiving the salary and the premium for the new job, or salary and bonus last, in the latter case, the premium collected shall be the average obtained in the pre-shift job year and be reviewed annually increasing by the same percentage as the set for his former salary grade.

2. prerendering of information workers.
CHAPTER III

Working time


Article 12. Workday.

The day will be 1,752 hours of actual work on a yearly basis in each of the years of the Convention in continuous day and departure. Be respected in any case, the most beneficial consolidated conditions will remain a purely personal capacity.

Fixing the work schedule and work schedules will power to the management of the company, once known the calendar year, agreed with workers' representatives box schedule and the timetable. In case of disagreement, each party shall appoint a mediator in order to reach an agreement. If it is not consiguiese in within seven days, the company decision is enforceable from the eighth day since the start of mediation.

For objective reasons of production, duly accredited, increased orders, change in delivery dates or any other circumstances of a similar nature, companies will have a bag time up to seventy-two hours from the annual calculation established, subject to the following requirements:

Advance notice in advance 5 days to the legal representatives of the workers and those affected. In the event not have been foreseen in the annual calendar periods of time flexibility, how to bring it into effect will be agreed with workers' representatives.

Case there are discrepancies between council and the management of the same, as to the reasons for carrying out the time flexibility, be appointed by each of the parties with a mediator, who will try to reach a binding agreement in following his appointment two days, it will be twenty four hours after the company had communicated the notice. In case of disagreement of the mediators, the decision of the company shall be enforceable after the end of the notice period of five days.

The limits of the working day will be at least six hours and a maximum of ten, with respect for the breaks between sessions and weekly.

Compensation with rest must take place within the calendar year, either full day or reduced working hours, in advance of the end of it. As for workers whose employment contract does not cover the full working days, the rest will be regularized compensation before the end of the contract.

Mediators to which reference has been made in the preceding paragraphs be members of the Joint Committee or appointed by it.

Companies can extend up to eight hours on the seventy-two established, provided that the workers who are applied, do not exceed the maximum limit established overtime.

Company Any agreement to alter the agreement in this Convention shall be communicated to the Joint Commission in order to verify their compliance with current regulations.

Article 13. Overtime.

Are considered overtime exceeding the normal working day, according to the distribution expected effect.

Up to half of overtime worked may be offset by an equal number of rest hours within its completion four months. Uncompensated overtime with rest, be paid in the amount set out in Annex I.

The provision of overtime work is voluntary by the employee; however, these must be carrying to prevent accidents or damage, emergency repairs, and shift Hanover.


Overtime compensated by rest, as well as those made to prevent or repair damage claims or extraordinary or urgent repairs, will not be counted towards the limit of eighty hours per year, legally permitted.

Article 14. Vacations.
Workers enjoy
thirty calendar days a year, and of which at least twenty, will be uninterrupted between 20 June and 15 September, the company must prepare a timetable prior to March 31, prior report of trade union representatives and causes except from the production and work organization prevents it. The distribution of this holiday will be made by agreement between the company and its staff.
They
be respected, their personal capacity, higher existing vacation periods.

When the holiday period established in the schedule to effect set overlap in time with a temporary disability resulting from pregnancy, childbirth or breastfeeding, or the period of suspension of employment contract for delivery provided for in Article 48.4 of the Statute of Workers, are entitled to enjoy holidays different from the temporary disability or of leave for childbirth envisaged in that Article 48.4 of the Statute of Workers, at the end of the suspension period date, but it finished the calendar year to which they relate.

In the event that the holiday period in their home match with a temporary disability than those indicated in the previous paragraph that prevents the worker wholly or partially enjoy during the calendar year corresponding contingencies, the worker may do so once the inability to complete and provided they have not been more than eighteen months from the end of the year in which they originate.

Holidays will be broken down if no accident or common illness, in the latter case minimum duration of eight days. Same interrupt will occur if the employee marries within the holiday period, whenever you communicate prior to the start of your holiday. The days not enjoyed by these causes be taken off, in period of low production, according to the company, within the calendar year.

Workers at the given date to enjoy annual leave had not completed an effective year in the company, they will enjoy a number of days proportional to length of service. In the event of a closure in the workplace have been established without the worker is given an effective occupation, it will receive all of the corresponding assets.

The remuneration of vacation days will correspond to the average real wage prior to its start three months, normal working hours, comprising: level salary, bonuses and accrued bonuses.

Those workers who retire at age 65, and have a minimum length of service of three years, will be entitled to enjoy additional paid additional vacation, in addition to which they are entitled, three monthly installments. If the company and the worker does not agree on the date of enjoyment thereof, they will be paid to the worker before the termination of the employment relationship.

Article 15. Permits.

Workers, warning well in advance, will be entitled to receive compensation in real wages or agreed, for the following reasons permissions:

1. Three calendar days in case of death of spouse, parents, children, siblings or grandparents in degree of consanguinity or affinity, and two calendar days in case of death of grandchildren, in degree of consanguinity or affinity. When that occasion, the worker has to travel for this purpose, the term will be 4 calendar days.

For this purpose, it is considered that there should be an offset when the distance, counted from the place of residence of the applicant, is equal to or greater than 400 kilometers round trip.

2. In case of accident or serious illness, hospitalization including natural childbirth or surgery, including outpatient ambulatory surgery that needs rest at home, you can enjoy the following paid leave:

Three days should first-degree kin: spouse, parents and children by consanguinity or affinity.

Two calendar days when such contingencies affecting second-degree relatives: brothers, grandparents or grandchildren by blood or marriage.


For this purpose it is considered serious accident or illness when required, at least two days of hospitalization. The supporting documents you provide, presuppose the consent of the family. Also, the company, in compliance with the provisions of Law 15/1999 Data Protection, will not retain any document or copy of the risk, stating the justification to permit reliable way internal control purposes, and keeping always appropriate confidentiality.

It is understood hospitalization, for all purposes set out in this Convention (permissions, etc.) in a hospital center with different medical tests being performed character.

In case of hospitalization and throughout this, the worker may enjoy the days off on different days to cause and following fact, but in any case this involves increased enjoy working days of leave.

When that occasion, the worker has to travel for this purpose, the term will be 4 calendar days. You can expand these days, without pay, for the duration of the illness or hospitalization.

For this purpose, it is considered that there should be an offset when the distance, counted from the place of residence of the applicant, is equal to or greater than 400 kilometers round trip.

3. Two business days for the birth of a child, without take into account the day of the event in question. When that occasion, the worker has to travel for this purpose, the term will be 4 calendar days.

For this purpose, it is considered that there should be an offset when the distance, counted from the place of residence of the applicant, is equal to or greater than 400 kilometers round trip.

4. A calendar day in case of marriage of parents, children or siblings; in both cases of consanguinity or affinity.

5. Fifteen calendar days in case of marriage or registration of incorporation duly accredited partner of fact.

The permit enrollment of partner, you can only enjoy once every 5 years, except in case of death of one of the components of the joint.

6. A day for moving house.

7. By the time required to fulfill an inexcusable duty of public and personal time.

When compliance with the aforementioned duty implies the impossibility of performance of work due in more than 20 100 working hours over a period of three months, the company will move to the affected regulated leave of absence worker paragraph 1 of Article 46 of the Statute of Workers.

In the event that the worker, or performance of duty office, receives compensation, the amount of the wage he was entitled in the company will be deducted.

8. By the time necessary assistance in cases of medical advice of specialists from Social Security.

9. Visit to the Doctor of General Medicine Social Security, with the limit of four half-days in the year.

10. The worker may leave the doctor to accompany children under 12 years of age, or physical or mental disabled children of any age, justifying time, name and signature of the doctor visited.

11. For the time necessary to carry out administrative procedures of adoption or foster care. For this purpose, it is subject to the provisions of Articles 45, 48 and 48a of the Statute of Workers, although if permission does not exceed daylong, will be paid in any case.

12. Pregnant workers have the essential for prenatal examinations and birth preparation techniques to be made within the time workday.

The remuneration of permits framed in this article will be effective upon appropriate justification.

To those cohabiting either the same or different sex, duly registered in the corresponding register, or failing that, in the public document accrediting, they recognize the same rights, permits and retribuidas licenses to legally married couples.

Article 16. Leave of absence.

1. Leave to charge sindical.-workers elected to positions of responsibility in their union, and must devote himself entirely to the performance of their duties, may voluntarily request leave for the duration of the situation, after which it will be incorporated into their jobs as long as requested within one month from the date referred have ceased charges.


2. Exceedance voluntaria.-worker with a minimum of one year in the company, is entitled to unpaid leave for a period not less than 4 months nor more than five years. A worker who has enjoyed such leave may not apply again until four years after his return to work, exhausted it.

3. Leave to address the care of children or familiares.-Workers are entitled to a leave of no more than 3 years in order to care for each child, so when either by natural or adopted, or in cases of refuge, both permanent and pre-adoptive, even if they are provisional as of the date of birth or, where appropriate, judicial or administrative decision. Also be entitled to a period of leave duration not exceeding 2 years, workers for care of a relative within the second degree of consanguinity or affinity, who for reasons of age, accident or disease can not care for himself, and not gainfully employed.

The leave of absence referred to in this section, whose duration can be enjoyed fractionally is an individual right of workers, men and women, however, if two or more employees of the same company this right for the same person, the employer may limit the simultaneous exercise for reasons justified operation of the company.

When a new subject would cause entitled to a new period of leave, the start of it will end that, if necessary, will come to enjoy.

The period in which the worker is on leave of absence referred to in this section shall be computable for seniority and the employee is entitled to assistance to vocational training courses, whose participation shall be convened by the entrepreneur, especially during reinstatement. During the first year you will have the right to keep your job. After this period the reservation will be referred to a job in the same professional group or equivalent level.
CHAPTER IV

Economic conditions


Article 17. Wage increases. Level salaries.

For the years 2015 and 2016 are set, in general, wages are determined for each level in the tables attached to all items, as Annex No. 1 to this Convention.

For the preparation of these tables, they have taken into account the following increments:

Year 2015: Increase of 0.8% on 2014. Tables

Year 2016: Increase of 1.3% on 2015. tables
Article 18 Review
wage.

The increases referred to in this agreement shall be subject to the following wage revision clause: If the sum of wage increases in 2015 and 2016 is less than the sum of the inflation in both years, 80% of the difference will be applied as the basis for calculating the salary tables of 2017.

Article 19. Complement "Ex professional category."

When the agreement implementing the current job classification system, published in the "Official Gazette" of July 21, 2008, was created in that year the "Supplement former professional category 'concept with the following regulation:

A) Those workers that immediately prior to the entry into force of that agreement day, they collect by ancient concepts of basic salary, plus time and attendance, profit sharing and bonus supplement a salary higher agreement to professional level established for the remaining attached, they keep the difference as a supplement job, called complement "former professional category" not being this or not absorbable compensable.

B) The supplement will be revalued annually in the same increase as stated in the agreement. This add as representing a wage guarantee for those workers whose wages were higher than category level, will not be payable to those new workers.

C) Also this add individual salary level for all purposes be deemed a title, and will be included for calculating overtime pay.
Article 20.
extraordinary bonuses.

All staff receive a special bonus in each of the months of June (before 30) and December (before 22), for an amount of one month's salary level of the salary tables of the agreement, plus the specific supplement and complement former professional category, if necessary.


Article 21. Diets and use of own vehicle.

In the case of displacement of the employed of the company, it will pay that in full diet concept and concept of average diet, the amount established in the salary tables. The perception of the diet may be changed by agreement between employer and worker compensation expenditure made.

The use of own vehicle for servicing company offset by the payment per kilometer of the amount established in the salary tables.

Article 22. Attendance and punctuality.

As a result of the disappearance of plus attendance and punctuality, the amount of which has been integrated into the salary level, and to avoid increased absenteeism that may arise from this integration, companies will proceed to deduct time not worked in proportion to the remuneration and annual day, deducted the corresponding holiday pay. Companies also apply weekly deductions equivalent to the above plus, listed in the table attached to this agreement, according to the following procedure:

This deduction shall not apply to persons attending to work on time every day of the week.

When a lack of punctuality or attendance at work, in the course of one week occurs, the weekly deduction referred to in the table below shall apply.

This deduction will apply in the month, as often as may be repeated the lateness and attendance, with a limit of once a week, regardless of the disciplinary consequences that repetition could entail.

Notwithstanding the provisions above, the deduction does not apply in the following cases, namely:

A) When the worker is absent to fulfill functions in trade union representative in charge.

B) During the days when the worker is absent on leave because of death of parents, spouse, children, siblings, grandparents and grandchildren. This right shall be eligible cohabiting duly accredited in the relevant Register.

C) During the statutory holiday periods.

D) During motivated by delivery of the wife or surgery of family members covered by paragraph b permission.

E) When the employee is absent because of judicial or governmental subpoenas or to attend official studies exam, even mandatory, to obtain driving licenses and to obtain or renew national identity.

F) During the days worked in the week that caused low or high because of the labor accident.

All these assumptions must be sufficiently justified.

Exception, not counted for this purpose the first unexcused tardiness in the month.

Article 23. Night work.

The remuneration of the work of this nature, enshrined in Article 36 of the Statute of Workers, for each level will be reflected in the salary table annexed to this Convention.

Article 24. Clause inapplicability of working conditions.

When a company decides to request the non-application of working conditions in the relevant field, shall follow the procedure provided for in Article 82.3 of the Statute of Workers.

Regarding procedures for effectively resolve discrepancies that may arise for the non-application of the working conditions referred to in Article 82.3 of the Statute of Workers refers shall also apply between the parties to the forecasts made in the arts. 64 and 65 of this Convention.
Article 25. Award
bonding.

The companies paid in respect of loyalty bonus, workers included within the functional scope of the agreement as of December 31, 2014, corresponding to 1.8 monthly amount of salary level at 25 years of seniority in the company. 2.2 also monthly wage level shall be collected at turn 30, 35, 40, 45 and 50 years old in the company.

These monthly payments equivalent to the amount laid down in Article 20 concerning extraordinary bonuses.

Workers hired after December 31, 2014, will not generate the right to receive this award.
CHAPTER V

Social improvement


Article 26. Aid for studies.


Be paid monthly to each worker the amount per child of school age, between 3 and 16 years established in the salary tables. This aid shall be paid from that meet the 3 years until the end of the course the student turns 16.

Article 27. Support for the disabled.

Workers, whatever their seniority, having declared disabled children by the competent authority, collected by businesses aid for each disabled child in the amount stated in the salary tables. This aid shall be granted only when the worker is entitled to the allowance for disabled children established in the rules of current Social Security.

Article 28. Temporary disability.

In case of accident or occupational disease, complement the company from day low the corresponding provision of the Social Security, reaching 100 100 real wage of the worker.

In the event of common illness or non-work-related accident, the supplement referred to in the preceding paragraph under the following conditions shall be paid: Inpatient, from the fourth day of action until medical discharge; without hospitalization, from the twelfth day of action until medical discharge, with a limit of six months.

The companies guarantee payment of 50% of the daily base during the first three days of the first down common illness or non-occupational accidents each year.

It is understood hospitalization, for all purposes set out in this Convention (permissions, etc.) performed in a hospital center with different medical tests being performed character.

Article 29. Support for disability and death.

The companies affected by this Agreement sign a collective insurance policy, covering the following contingencies:

Death, serious disability or total disability for any reason: 8,341 euros to the intended beneficiary.

Death, serious disability or total disability by accident: 16,373 euros to the intended beneficiary.

Total disability for any reason: 5.350 euros to the intended beneficiary.

Total disability by accident: 10.500 euros to the intended beneficiary.

Partial disability due to accident: 6,500 euros to the intended beneficiary.

For the purpose of this article is meant as beneficiaries in this order, the worker, the person designated by the employee or failing their successors.
CHAPTER VI

Hiring


Article 30. Temporary and Special Procurement.

The company shall inform the representatives of the workers, of the reasons motivating temporary contracts, as well as on part-time contracts, in practice, at home and for those of which resulting in bonus share Social Security. Likewise, they will be informed the works council or, where appropriate, staff representatives the number of contracts of temporary or special character and its features, reporting hereinafter the extensions that such contracts arise and new established. The works council or staff delegates know the nature and development of vocational training contracts verifying the effectiveness and quality of it, putting, likewise, expresses its judgment on individuals mentioned above. The representatives of the workers will be aware of any census workers.

Both sides agree that the conversion of temporary contracts into permanent ones that occur in the sector may benefit from the benefits established in the legislation.
Article 31.
eventual contract.

The Contract for production circumstances, provided for in Article 15.1.b) of the Workers' Statute, it may be concluded for a maximum duration of 12 months over a period of 18 months.
Article 32.
discontinuous fixed contract.

Is the so defined by law, and which corresponds to the performance of cyclical and periodic tasks, discontinuous character within the normal volume of business activity.

The discontinuous fixed contract in the scope of this Agreement shall be governed by the following specifications:

A) Time: The maximum annual working hours will be established in this Collective Agreement.


B) Call: Discontinuous permanent workers will be called to work when there is actual work for each of them. The appeal will be made in order of seniority within each group and level. Antiquity to the call will have its corresponding level of expertise.

Cessation at work, will be performed in reverse order to the appeal, and in any case, once their annual working hours agreed, even though its appeal is not in order will cease in the company.

C) With respect to the provisions in Article 12 of this Convention on flexible working hours, shall apply to workers under a fixed-discontinuous, also applying to them the provisions regarding the limits of hours, breaks and compensation.

In matters not covered in this article shall apply the law.

Article 33. Training contracts.

1. Workers with experience contract governed by Article 11.1 of the Statute of Workers receive remuneration equivalent to the remuneration set in this Agreement for workers who perform the same or equivalent job.

2. Workers with training contract regulated in Article 11.2 of the Statute of Workers receive the remuneration fixed in the salary tables of this Agreement for workers with this type of contract. These workers should never work on chain, except that occasionally required for training needs, or measured time. For other conditions shall be governed by the provisions of the legislation contained in Law 3/2012 of 6 July and in Royal Decree 1529/2012, of November 8.

Article 34. Contract relief.

The relief contract will be signed only after agreement by the parties authorized to do so under the conditions and requirements established in the regulations.

For groups referred to in Article 8 of Royal Decree Law 5/2013, of March 15, will remain applicable the provisions of the previous agreement, as follows: "During the term of the agreement (until 31 December 2016 ) workers are relievers will be hired full time and for an indefinite time when the worker workforce who replaces access partial retirement from 60 years and a maximum 85% reduction in working hours, carryforwards in the time of the event causing at least 6 years of seniority and 30 years of contributions. "

In the other cases covered by the legislation, the relief worker in the company remain indefinitely at the end of the period of relief when even depreciated their jobs, vacancies exist in the company of the same professional level and qualification.

The information on all vacancies generated in all professional groups, it will be provided to the council, as established in Article 64 of the Statute of Workers. In case of disagreement on the existence and management of these vacancies the matter to the Joint Commission will be submitted.

Article 35. Probationary period.

In employment contracts may be agreed, in writing, a trial period, which in no case shall exceed:

1. Levels 7 and 8: 15 business days.

2. Levels 5 and 6: one month.

3. Levels 3 and 4: two months.

4. Levels 1 and 2: six months.

5. Engaged in practices to serve on levels 8, 7, 6, 5 and 4: one month.

6. Engaged in practices to provide services at levels 3, 2 and 1: two months.

Article 36. Withdrawals and advance notice.

1. The dismissal of workers termination shall be communicated in writing to the worker with a minimum of 15 calendar days, unless contracts or substitution and subject to the written notification. Nevertheless, notwithstanding the written notice of termination, the company may replace this forewarning by compensation equivalent to the corresponding to the days of notice missing amount.

2. Similarly, workers who wish to leave voluntarily in the service of the company shall be obliged to inform in writing this with a minimum of 15 calendar days. Companies may deduct compensation equivalent to the corresponding to the days of notice missing amount.

Article 37. Retirement.


Retirement, in its various forms, is governed by the provisions of existing legislation; however, it does not contradict the legislation and particularly in accordance with the provisions of Article 34 of this Agreement, for all the groups referred to in Article 8 in the article RDL 5/2013 of 15 March, during the term of this agreement will continue the partial retirement and early retirement, the text of the previous agreement quoted below:

1. partial retirement.

Under Article 166.2 of the Social Security Act and Article 12.6 of the Statute of Workers, both parties understood that this mechanism favors generational change, as well as adequate training for new recruits, the subjective right is recognized company to request partial retirement and reduced working hours, legally provided at all times, when the requirements are met.

The exercise of this right, once expressed the agreement of both parties (employer-employee), it shall be governed by the terms set forth in Law 40/2007 of 4 December.

People who wish to retire partially must notify at least two months in advance, committing the company to turn to act with the utmost diligence to make the necessary arrangements.

The percentage of the day that should perform the partially retired worker, may accumulate continuously in full days, provided that this accumulation benefit of the practical training of relief workers. You can also accumulate working time in full days, when by the special circumstances of the sector providing services at peak production periods, facilitate generational change. However, the Company fractionate monthly payments and contributions for the aforementioned percentage of the day, throughout the duration of part-time contract. The salary and accrued will be affected only by the annual revaluation is agreed in the collective agreement, depending on the day agreed in the contract part time.

2. Early retirement.

Companies and workers may agree, early retirement at age 64 -The worker who meets sixty-four years during the term of this Agreement and intends to take early retirement, established by Royal Decree 1194/85 of 17 of July, request in writing. The company, in the period following receipt of the request thirty days, decide the acceptance or rejection of the requested retirement. If not accepted it shall inform the Joint Committee giving the reasons for the purposes of simple knowledge. If accepted and benefit the company to the benefits established shall be obliged to hire another worker who is registered as unemployed in the relevant employment office.

The application of the provision of work due to new contract, may be made by the company at the center of other work that in which the retired worker was serving.

3. Compulsory retirement.

Also to facilitate the necessary generational change, retirement of staff affected by the Convention, will be forced to turn 65 years of age, provided that the legal provisions regulating this matter so permit and conditions and with the requirements of the same, except that no right is credited to contributory retirement pension in the system of Social Security, in which case the employment relationship may continue only until the time they are given the minimum requirements for entitlement thereto.
CHAPTER VII

Code of Conduct


Article 38. General criteria on the code of conduct.

1. Companies may punish professional misconduct acts or omissions guilty of workers occurring during or as a result of the employment relationship and involving a contractual breach of their job duties, and in accordance with the graduation of the offenses established in the following articles.

2. The sanction of offenses require written notice to the employee, stating the date and the facts that motivated; in any case, in case of serious misconduct the worker will be heard prior to the sanction and assumption of very serious misconduct contradictory file is processed.

When the offense relates to sexual harassment, prosecution, processing and resolution of events will be conducted in accordance with the provisions of the protocol provided for in Article 63 of this Convention.


3. The company will realize the legal representatives of workers of any sanction for serious or very serious offense imposed.

4. Imposed the sanction, temporary compliance with it may delay until sixty days after the date of its imposition.

5. Every offense committed by workers is classified, in view of their importance or intention, mild, severe or very severe.

Article 39 Misdemeanors.

The following are considered minor offenses:

A. Lateness not justified at the entrance or exit of work up to three times in a one month period

B. The unjustified absence from one day to work in the period of one month.

C. Failure to notify in advance, or, if applicable, within 24 hours, the absence from work, unless the impossibility of having been able to be proved.

D. The abandonment of the service or job without just cause.

E. Mild damage to the conservation or maintenance of equipment and material work which it was responsible.

F. Neglect or lack of correctness in dealing with customers or suppliers of the company.

G. Not inform the company changes residence or domicile, where these can cause some conflict or injury to fellow workers or the company.

H. Not communicate with due punctuality experienced changes in the worker's family / to have an impact on social security or tax authorities.

I. All those offenses involving breach of regulations, orders or commands of a superior in the regular course of their duties, which do not involve harm to the company or risks to people and things.

J. Failure to attend theoretical training courses or practice within the normal working hours without proper justification.

K. Discuss with peers / as, with customers or suppliers within the working day.

L. Drunkenness or drug consumption unusual at work.

Article 40. Serious offenses.

The following are considered serious offenses:

A. Lateness not justified at the entrance or exit of work in more than three times in a period of one month.

B. The unexcused absence to work two to four days during the period of one month. Suffice one misses work when it affected the relay of a partner / herself or if as a result of the absence prejudice to any consideration to the company ocasionase.

C. Malicious misrepresentation, or omission of data that have tax incidence or Social Security.

D. Surrendering games or distractions of any kind during the workday repeatedly and causing thereby injury to workforce development.

E. Abandonment of service or job without just cause, whether as a result prejudice any consideration to the company would cause.

F. Disobeying orders or commands of people who depend organically in the regular course of their duties.

G. The lack of hygiene and cleanliness to produce justified complaints from coworkers and always previously had mediated the timely warning from the company.

H. Impersonate another worker / a, altering records and controls input or output to work.

I. Negligence or carelessness at work affecting the smooth running of the same, provided they do not seriously harm people or things arising.

J. The provision without prior consent of the company's private work during working hours and employment for their own or other tooling, tools, machinery or vehicles of the company, uses even outside working hours.

K. Recidivism in the commission of misdemeanor albeit of a different nature, within a quarter and having mediated penalty.

L. The unusual drunkenness or drug use, if a negative impact on work or constitute damage or danger in the level of protection of the safety and health of workers at work.

M. Environmental sexual harassment that manifests itself in verbal or physical offenses, lack of respect for privacy and dignity of persons, without prejudice to Article 41 n.

Article 41. Very serious offenses.

The following are considered serious offenses:

A. Lateness not justified at the entrance or exit of work in more than ten times during the period of six months, or more than twenty in a year.


B. The absence from work for three consecutive days or five alternate in a period of one month.

C. Fraud, disloyalty or breach of trust in the mandated negotiations and the theft or robbery, both peers / as working as the company or any other person within the company premises or during work elsewhere .

D. Simulation of illness or accident. Employment will be presumed infringement, when being in low worker / a by any of the aforementioned causes, perform work of any kind for themselves or for others. Also it will be considered a very serious offense any manipulation made to extend downward by accident or illness.

E. The abandonment of service or job without cause justified even for a short time, if as a result thereof significant damage to the company or co-workers, would endanger safety or cause of accident was it ocasionase.

F. The breach or violation of confidentiality must secrets of the company.

G. Conducting activities involving unfair competition to the company.

H. Voluntary and continuous decline in performance of the normal or agreed working.

I. Maltreatment of word or deed, lack of respect and consideration for their superiors or relatives of these, and their companions / as employees, suppliers and customers of the company.

J. Recidivism of serious misconduct, albeit of a different nature, provided that the offenses are committed in the period of two months and has mediated penalty.

K. Disobeying orders or commands of his superiors in any field of work, if it involved noticeable damage to the company or its partners / as work, unless they are due to abuse of authority. Will be considered abuse of authority, acts performed by directors, managers or middle managers, with manifest and deliberate infringement of the legal precepts, and injury to the worker / a.

L. Negligence or carelessness at work affecting the smooth running of it, if it is serious harm to the company, people or things arising.

M. Any behavior or conduct in the workplace, which violates the right to privacy and dignity of the woman or man by the offense, physical or verbal, sexual. If such conduct or behavior is carried out taking advantage of their hierarchical position, will be an aggravating circumstance.

N. Sexual harassment, as well as by racial or ethnic origin, religion or belief, disability, age or sexual orientation or gender, the employer or people working in the company.

Article 42. Offences concerning risk prevention.

Breaches by employees of their obligations under Article 29 of the Law on Prevention of Occupational Risks, may be punished as a misdemeanor.

When the breach derivasen serious damage to the company, damage to facilities or machines, or could arise or accidents with serious consequences for people, were derived may be sanctioned as serious misconduct.

When risk of accident involving serious consequences for people, or give rise to it, will be punished as very serious.

Article 43. Sanctions.

The maximum penalties that may be imposed by the commission of offenses mentioned are:

A. For minor offenses: Reprimand in writing.

B. For serious offenses:

Written warning.

Suspension without pay from two to twenty days.

C. For very serious offenses:

Written warning.

Suspension of employment and salary twenty-one to sixty days.

Dismissal.

Article 44. Prescription.

Depending on your graduation, failures prescribe the following days:

Misdemeanors: Ten days.

Major faults: Twenty days.

Very serious offenses: Sixty days.

The prescription of the faults identified will start counting from the date the company was aware of his commission and, in any case, within six months of having committed.
CHAPTER VIII

Trade union rights

Article 45. Trade union rights
general.

The following are established:

A) companies respect the right of all workers to freely organize a particular union; They can hold meetings, collect dues and distribute trade union information, all outside working hours without disturbing the normal activity of the company or disrupt the development of the production process.


Communication between the various committees will be provided in those companies with several workplaces, within the limits of availability of monthly hours specified in paragraph e) of Article 68 of the Statute of Workers.

B) In workplaces with more than 100 workers staff, there will be boards available to the unions and the Committee or Staff Delegates. In any case, companies will noticeboard or similar form of communication available to workers' representatives. Any communication that is stipulated or bulletin board inserted into previously be addressed by copy, to address workplace.

C) A union representatives involved in the negotiating commissions of collective agreements, maintaining its relationship as active workers of a company, they will be granted paid by companies in order to facilitate their work as negotiators during the course permits of the above negotiations, provided that the company is affected by the negotiations in question.

D) No action discriminate union temporary workers, while in the exercise of their trade union rights is not the temporary nature of their contracts disfigure. They may elect representatives whatever the form of temporary contracts, as stated in Article 72 of the Statute of Workers.

Article 46 Sections and union representatives.

1. union sections: Trade union sections of the most representative unions with representation on the works council or shall be granted Staff Delegates shall have the following rights:

A) In order to facilitate the dissemination of those notices that may interest to union members and workers in general, the company will make available a bulletin board that should be in the workplace and instead where ensure adequate access to the workers.

B) A collective bargaining, under the terms established in the specific legislation.

C) The use of suitable premises in which to develop their activities in companies or workplaces with more than 250 workers.

2. union delegates: In companies or, where appropriate, in workplaces employing more than 250 workers, whatever the type of contract, the unions that may be established by workers affiliated unions present in the company committees will be represented, for all purposes, by union delegates elected from among its members in the company or in the workplace.

The number of union delegates from each union section of the unions who have obtained 10 100 votes in the election of members of the council, it shall be determined according to the following scale:

250 to 750 workers: One
.
From 751 to 2000 workers: Two.

From 2001 to 5000 workers: Three.

From 5001 onwards: Four.

The union sections of those unions who have not obtained 10 100 votes in the election of the same will be represented by a single union delegate.

In accordance with the provisions above, the union legally constituted communicated in writing to the company address the person or persons who exercise the functions proper to trade union delegate.

Article 47. Functions of trade union delegates.

Stewards have the following functions:

1) represent and defend the interests of the union he represents, and the members thereof in the company as well as serve as an instrument of communication between the central or unions and the management of the respective companies.

2) Attend meetings of the Councils and of the internal organs of the company on safety and hygiene, with voice but no vote.

3) have access to the same information and documentation that the company must make available to the council, in accordance with regulated through the Law, being bound by professional secrecy in matters where legally appropriate . They possess the same guarantees and recognized by the law, collective agreements, etc., to the Works Councils rights.

4) shall be heard by the company in the treatment of those collective character issues affecting workers in general and union members.

5) They shall also informed and consulted by the company in advance:

A) About the dismissals and sanctions affecting union members.


B) In terms of workforce restructuring, employment regulations, transfer of workers when collective magazine or general work center and all proposals or corporate action that may substantially affect the interests of workers character.

C) The establishment or revision of systems of work organization and any of its possible consequences.

6) Regarding meetings, in terms of procedure is concerned, both parties will adjust their behavior to the current legislation.

7) The union delegate, for the purpose of the accumulation of union hours, will be considered a member of the Works Council. In this sense, only you entitled to accumulate those hours on those members of the works council belonging to the same trade union federation.

8) may collect fees to their members, spread propaganda and union meetings with them, all out of actual hours of work.

Article 48. Union Dues.

At the request of members of the central or unions that hold the representation that this section refers to workers, companies deducted the monthly payroll of workers the amount of the union dues. The worker interested in conducting such an operation, sent to the company address a written statement which shall be clearly expressed order discount, the central or union to which he belongs, the amount of the fee, and the number of current account or savings account to which must be transferred the full amount. The companies made the above drawdowns, unless otherwise stated, for periods of one year. The company address transfer deliver a copy to union representation in the company, if any.

Article 49. Functions of the Works Council and staff representatives.

Without prejudice to the rights and powers granted by the law, it recognizes the Works Councils and staff representatives the following functions:

A) To be informed by the management of the company:

1. Quarterly on the general development of the economic sector to which the company belongs, on the evolution of business and the situation of production and sales of the company, on its production program and probable development of employment in the company.

2. Annually, learn and have available, the Balance Sheet, Income Statement, the Annual Report and, in the event that the company take the form of joint stock company or shares of such documents are disclosed to members.

3. Prior to its execution by the company on restructuring template, full or partial, definitive or temporary closures and reduced working hours, the total or partial transfer of business facilities character and plans of Vocational Training Company .

4. Depending on the matter in question:

On the implementation or revision of systems of work organization and any of its possible consequences, time studies, establishing systems of bonuses or incentives and job assessment.

About the merger, takeover or change of the legal "status" of the company where this would any incident that affects the volume of employment.
Knowing
models written employment contract to be used, as well as documents relating to the termination of the employment relationship. This will extend to contracts with temporary employment agencies, on making available.

On sanctions imposed for very serious offenses and, in particular, in cases of dismissal.

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

B) Exert monitoring work on the following subjects:

1. Compliance with existing standards on labor and social security issues and respect for covenants, conditions or enterprise applications into force, formulating, if necessary, appropriate legal action against the company and relevant agencies or courts.

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

3. Participate as it is determined by regulation, in the management of social projects established in the company for the benefit of workers or their families.

4. Collaborate with management of the company to achieve compliance few measures to maintain and increase productivity in the company.


5. It recognizes the works council as a body procedural capacity to exercise administrative or judicial bodies in all matters relating to actions within its competence.

6. The members of the council, and the latter as a whole, observe professional secrecy in all matters relating to the numbers 1, 2, 3 and 4 of paragraph 1 of Article 64 of the Statute of Workers, even after ceasing to belong to the Committee Company and, in particular, in all matters on which the Directorate expressly stated the reserved character.

7. The Committee shall ensure that not only processes the agreed recruitment standards are met, but also by the principles of non-discrimination, gender equality and promoting rational employment policy.

8. They shall ensure that working conditions comply with health and safety regulations established in the legislation and the regulations for that purpose are determined in this Agreement.

Article 50. Guarantees.

Company Committees or staff delegates shall have the following guarantees:

1. No member of the council or staff representative may be dismissed or suspended during the course of their duties or within one year after its termination, unless it occurs by revocation or resignation, and if the dismissal or sanction based in the performance of the worker in the exercise of their legal representation. If the dismissal or any other sanction for alleged serious misconduct obey other causes must be dealt contradictory file in which will be heard, apart from the person concerned, the Works Council or other staff delegates and the delegate of the union to which he belongs, in the Hallam assumption that recognized as such in the company.

In the event of dismissal of legal representatives of workers, the option always correspond to them, being forced reinstatement if the employee opts for it.

Priority will possess spent in the company or workplace, for other workers, in cases of suspension or termination for technical or economic reasons.

2. They may not be discriminated against in their economic or professional promotion, for cause or reason of the performance of their representation.

3. They may exercise freedom of expression within the company's own representation materials may publish or distribute without disturbing the normal development of the productive process, those publications work or social interest, communicating all prior to the company and exercising such tasks according to current legislation to that effect.

4. Credit will have paid monthly hours that the law determines.

It may be at the enterprise level, accumulate the hours of the various members of the Committee and staff representatives, in one or more of its components, without exceeding the total maximum determined by law, may be relieved or removed from the work without prejudice to their remuneration. This fact must be communicated to the company.

Also not counted within the legal maximum hours, the excess over it occurs on the occasion of the appointment of Staff Delegates or members of committees as components of negotiating commissions of collective agreements which are affected and therefore it refers to holding formal meetings through which it will take such negotiations, as the company in question is affected by the scope of negotiation referred.

5. Without exceeding the legal maximum, they may be consumed the paid available to committee members or the staff hours in order to provide assistance to them to training courses organized by their unions, training institutions or other entities.

Article 51. Assemblies.

Workers a workplace have the right to meet in Assembly to be convened and presided in any case by the works council or staff representatives jointly; of the call and the agenda, it will previously transfer to the company address.

The meeting place will be the workplace and will take place outside working hours.

The employer shall provide suitable premises if the workplace is eligible for it.

The employer may deny local to the Assembly if not by workers fulfills the above provisions, if they had been less than two months since the last meeting, and in the event of legal closure of the company.


Briefings on collective agreements that apply to them, are not affected by the limitation of two months referred to in the preceding paragraph.
CHAPTER IX

Safety and health


Article 52. Occupational safety and health.

I. Of duty to the effective protection of the safety and health of the / as workers / as, he / businessman / take whatever measures are necessary: ​​risk assessment, information, training, health monitoring, participation and consultation with the / delegates / as prevention.

The / the employer / to develop a permanent action to combat the risks in accordance with the principles laid down in the rules of occupational hazards and occupational safety and health.
Meanwhile
/ as workers / as individually considered are required, upon sufficient and adequate information and theoretical and practical training, which referred to in paragraph IV, to comply with the instructions received on Security and Occupational health. They will be assessed in particular those relating to the use of media and personal protective clothing.

II. In the workplaces of fewer than 50 workers / as template, you will elect a / a Delegate / a Prevention among / delegates / as personnel; in others it will apply the provisions of Law 31/1995 of Occupational Health and Safety, and other applicable laws at all times.

In those whose workforce is less than 50 workers / as, a Committee on Occupational Safety and Health will be established.

The / delegates / Prevention as have the guarantees established in the current Law 31/1995 of Occupational Health and Safety, and other provisions in force in the field.

Will not be charged on the credit hours that Article 50 of this Convention refers to the relevant meetings of the Committee on Safety and Health and any other meetings convened by the employer in prevention time, as well as intended for visits provided for in points a) and c) of number two of Article 36 of Law 31/1995 of the Law on Prevention of Occupational Risks.

In addition, the Prevention Representatives shall have the necessary permits paid for attending training courses on Occupational Safety and Health to be convened by the agencies or official institutions in the matter (art. 37.2 of the Act 31/1995) or the services of the signatory trade unions of this Convention in matters as may be authorized by the competent authorities. The enjoyment of such permits must be authorized by the company. In case of refusal it may be increased recourse to the Joint Convention Joint Commission which will decide the effect.

III. The Committee on Occupational Safety and Health, previously convened in accordance with the provisions of Article 38 of Law 31/1995 on Occupational Health and Safety, it will meet quarterly in ordinary session and also when so requested by a majority of its all members or staff representation on the Committee.

For these purposes, and to exercise its powers of proposal to take other specific joint agreements where appropriate, shall be deemed to those designated by the / the employer / members always and exclusively have a number of votes equal to the representatives appointed by the staff.

Of each meeting of the Committee on Occupational Safety and Health the corresponding record, a copy of which will be delivered to each of the / delegates / as the Union Sections Company referred to in Article 46 will extend of this Agreement.

IV. In application of the Law on Prevention of Occupational Hazards all companies are required to each worker / to receive theoretical training and sufficient and appropriate practice in prevention, both at the time of their engagement, whatever the type or duration of this, as when changes occur in their function or new technologies or changes in work teams are introduced.

The training may take by themselves or with external services concertándola approved media. The legal representation of staff must be informed of the formation processes of the company to develop in accordance with the provisions of this section.

V. The Committee on Occupational Safety and Health along with the Prevention Services, shall have the powers and responsibilities conferred on the laws in force at all times.


VI. The main company establish the necessary measures for the coordination of activities related to the prevention of occupational hazards, with contractors or service, to ensure staff these the same safety than their workers / as.

The bodies responsible for preventing the parent company will, in this matter, the powers established in the measures provided for coordination of prevention activities.

Article 53. Health surveillance.

The companies guarantee to workers at their service, regular monitoring of their health status according to the risks inherent in the work done (incorporating health information Risk Assessments and Prevention Plans).

This medical monitoring shall be conducted with a minimum frequency established in the different protocols by / as specialists Health Services own or contracted Prevention.

To this end, the company shall inform the Prevention Representatives and the Committee on Safety and Health Prevention Service through which the health monitoring will be performed. In case you opt for External Prevention Service will deliver both the Prevention Representatives and the Committee on Occupational Safety and Health information on the techniques of the concert features.

The said health monitoring will be conducted using specific protocols derived from risk assessments or criteria of health authorities.

The remaining tests health surveillance should be voluntary, except in cases of risk to third parties. The information will be given to each worker individually / to respecting confidentiality (unless authorized). This monitoring shall be ensured after the return to work or to a new job and after a prolonged absence for health reasons.

The employer shall ensure workers to service regular monitoring of their health status based on the risks inherent in the work.

This monitoring may be performed only when the worker consents. This voluntary only be excepted, the cases in which the conduct of surveys is essential to assess the effects of working conditions on the health of workers or see if the health worker may constitute a danger to himself, for other workers or other persons related to the company or when it is established in a legal provision regarding the protection of specific risks and particularly dangerous activities.

In any case, you should opt for performing such examinations or tests that cause as little inconvenience to the worker and proportionate to the risk.

The measures of surveillance and control of the health of workers be carried out while respecting the right to privacy and dignity of the individual workers and the confidentiality of all information related to their health. Notwithstanding the above, he / entrepreneur / a and the persons or bodies with responsibilities in prevention, be informed of the findings resulting from the surveys regarding fitness / a worker / a for job performance work or the need to introduce or improve measures for protection and prevention, so that they can properly perform their functions in prevention.

Medical examinations will be conducted in working time.

Health tests carried out in accordance with the provisions of the Regulations for Prevention Services.
Article 54. Personal
with diminished capacity.

1. In cases where it was necessary to carry out staff mobility because of the diminished worker and had its origin in any occupational disease or accident, provided it does not prevent you from developing another work capacity, the Directorate engage this staff at the most appropriate position, being able to choose the worker between receiving the salary and the premium for the new job, or salary and bonus last, in the latter case, the premium collected shall be the average obtained in before the change of job year and will be reviewed annually increasing by the same percentage as the set for your old salary.


2. When the decreased ability to have its origin in natural physical wear on the company or any other disease, provided it does not prevent you from developing other work, the Directorate dock if possible this staff to the most suitable position, assigning the worker, without any options, salary and bonus for the new job.

3. In any case it shall inform the employee representation.
Article 55.
pregnant woman.

Every pregnant woman after a report from doctor or specialist company or external Prevention Service, if it did not exist, and when the worker or the company request, if desarrollase drudgery, or dangerous to your state, provisionally will change your job to another more comfortable, if any, risk to their status, retaining the right to return to their original position and level.

In this case, the company address, after hearing the council or Delegate / Staff to appoint the person who necessarily must fill the position vacated by the pregnant, and that the provisional character of the situation, will join his former position when the pregnant woman is reinstated to her job home.
Both
pregnant worker and the worker / a affected / a for change, they receive the remuneration for the position they occupy at all times.
CHAPTER X


Principle of equality and non-discrimination

Article 56. Formalizing.

The signatories of the Convention, aware of their responsibility in shaping a framework of labor relations to ensure the practical effectiveness of the principle of equality and non-discrimination enshrined in Articles 14 of the Spanish Constitution and 4.2c) and 17.1 of the Statute of Workers, they want to place on record in this text of his will to influence -by means rules, even- in overcoming the negative conditions that are at the base of support attitudes of segregation, intolerance or contempt, and are sexist, racist, xenophobic, religious, ideological, cultural or social court.

Article 57. Principle of equal treatment and opportunities.

Women and men are equal in dignity and rights and duties. The principle of equal treatment between women and men means the absence of any discrimination, direct or indirect, on grounds of sex, and especially the maternal, the assumption of family obligations and marital status.

By regulating in this chapter it contributes to realizing the right to equal treatment and opportunities between women and men in the state sector metalgráfico workplace, particularly through the elimination of discrimination women, whatever their circumstances or conditions, in accordance with the provisions of the Organic Law 3/2007.

Article 58. Non-discrimination in labor relations.

The principle of equal treatment and opportunities for women and men, applicable in the workplace of metalgráfico sector, guarantee, under the terms provided in the applicable regulations, access to employment, vocational training, career advancement, in working conditions, including remuneration and dismissal, and membership and participation in trade union and business organizations.

The measures for the effective implementation of the principle of equal treatment and non-discrimination in working conditions between women and men, including affirmative action, are as follows:

1. Access to empleo.-No one shall be discriminated against on grounds of sex in access to work. Job offers must be made, in any case, both men and women, can not be excluded, directly or indirectly, to any worker or worker on account of their sex.

Tests recruiters that made the company may not establish any difference or advantage related to the sex of those who aspire to the selection. The labor contract can not be determined in view of the condition of the sex of the worker or workers, except the actual establishment of positive action measures for the under-represented sex may be established in the field of business.

2. Profesional.-classification The job classification system, established under this agreement, is based on common criteria for workers of both sexes and established excluding discrimination on grounds of sex.


3. Promotion profesional.-In terms of career advancement and promotion will be promoted, overcoming the deficit of women (or less represented gender) in the event that any, by introducing positive measures established in the legislation in each moment.

4. Training profesional.-In the training companies to access their staff with absolute respect for the principle of equal treatment and opportunities between women and men is guaranteed. For this purpose may establish quotas, reserves or other benefits in favor of sex workers underrepresented in the field to which those actions are directed training.

5. Retribución.-For the same work or for work to which equal value is attributed discrimination, direct or indirect will be eliminated based on sex, in all the aspects and conditions of remuneration. Collective agreements metalgráfico industry, whatever its scope, in setting salary levels, salary tables and determination of any wage or extra-wage complement, in particular ensure the application of the principle of equal pay on grounds of sex, especially watching the exclusion of indirect discrimination. The designations gender neutral groups and professional levels set out in Chapter II of this Convention governing the job classification system must be reproduced by collective agreements lower level, where appropriate, in setting their salary levels and salary tables.

6. Other conditions of work.- In determining the rest of the working conditions, including those related to the termination of the employment contract, may not take into account the sex of the worker or workers affected, unless it has been established as an express measure positive action to facilitate the hiring or continued employment of workers or workers whose sex be less represented and provided that it is reasonable and proportionate.

7. Protection against discriminatory harassment based on sex and to the harassment sexual.-will not be tolerated in companies metalgráfico sector the situation where an unwanted behavior occurs, related to the sex of a person, with the purpose or effect of violating the dignity of the person and of creating an intimidating, hostile, degrading, humiliating or offensive environment. Nor is the situation in which any verbal behavior occurs be tolerated, non-verbal or physical conduct of a sexual nature with the purpose or effect of violating the dignity of a person, in particular when creating an intimidating, hostile, degrading environment is created , humiliating or offensive.

Article 59. Equality plans and other measures to promote equality.

1. Companies in the sector are obliged to respect equal treatment and opportunities in the workplace and, to this end, shall take measures to avoid any kind of employment discrimination between men and women, measures to be negotiated, and where appropriate agree with the unitary labor union representation and, where appropriate, with the scope and content provided in this chapter.

2. In the case of companies metalgráfico sector over two hundred fifty employees, the equality measures referred to in the preceding paragraph should be addressed to the negotiated development and implementation of an equality plan, with reference in scope and content established in this chapter.

3. The development and implementation of equality plans will be voluntary for other companies, after consulting the bodies unitary and union representation.

4. Equality plans businesses are an ordered set of measures, taken after a diagnosis of the situation, aimed at achieving in the company equal treatment and opportunities for women and men and eliminate discrimination on grounds of sex.

5. Equality plans will determine the specific objectives to achieve equality, strategies and practices to be adopted to achieve them, and the establishment of effective monitoring and evaluation of the objectives set.

6. To achieve the objectives, equality plans shall address, among others, matters of access to employment, professional classification, promotion and training, remuneration, organization of working time, reconciling personal, family and work life, and prevention of sexual harassment and harassment on grounds of sex.


7. Equality plans include the entire company, without prejudice to the establishment of appropriate special actions for certain workplaces.

8. In any case, access to the unit and union representation or, failing that, the workers themselves interested, information on the content of equality plans and achieve its objectives is guaranteed.

Article 60. Diagnosis of the situation.

Before setting equality objectives be achieved if any, companies will conduct a diagnosis of the situation by obtaining sex-disaggregated data in relation to working conditions and with particular reference to matters such such as access to employment, training, job classification, remuneration and working time management conditions, and reconciliation of personal, family and work life. All this in order to ascertain if any, the existence of situations of unequal treatment or opportunities for men and women without an objective and reasonable, or situations of discrimination justification on grounds of sex involving the need to set such targets.

From all this, companies will notice in writing to the unit labor representation and, where appropriate, of association, such representations may issue the report if deemed appropriate.

The situation analysis should provide data disaggregated by sex. model is attached in Appendix II

They must also diagnosed criteria and information or communication channels used in the selection process, training and promotion, the methods used for the description of professional profiles and jobs, language and content of jobs and application forms to participate in the selection process, training and promotion.

In Appendix II of this chapter a template diagnostic situation is incorporated in the company's effective equality of women and men in order to provide a reference for the work of data collection to carry out the appropriate diagnosis and assessment of the situation of equality, which can be used by companies in the sector.

Article 61. Objectives of equality plans.

Once the diagnosis of situation specific objectives may be set to achieve it based on the data obtained and which may include the establishment of affirmative action measures such as those outlined in this chapter on those issues in which there confirmed the existence of situations of inequality between women and men lacking objective justification, as well as the establishment of general measures for the effective implementation of the principle of equal treatment and non-discrimination.

These objectives, which include strategies and practices to achieve them, they will preferentially allocated to the areas of access to employment, classification, promotion and training, remuneration conditions and working time arrangements to favor, in terms of equality women and men personal, family and work-life balance, and prevention of sexual harassment and harassment on grounds of sex, and among others the following may be established:

A) To promote recruitment and promotion processes that avoid equal vertical and horizontal segregation, consisting of maintenance, if any, situations of labor and professional activity distributed by gender, or occupation to a greater extent positions of responsibility by men over women, and avoid the use of sexist language. This is being made to ensure procedures transparent selection for entry into the company through the drafting and dissemination non-discriminatory job offers and the establishment of objective evidence and appropriate to the requirements of the position offered, exclusively related to the assessment of skills and individual capacities.

B) To promote the inclusion of women in positions involving control or responsibility.

C) Establish specific programs for the selection and promotion of women in positions where they are underrepresented.

D) Review the impact of the various forms of contracting modalities in the group of workers with regard to workers and take corrective measures if greater impact on them, forms of contracts used.


E) Ensure equal access of men and women to training company both internally and externally, in order to ensure the continued employment of women, developing their educational level and their adaptability to the requirements of employment demand.

F) specific to women in training courses for positions that have traditionally been occupied by men Information.

G) Carrying out specific courses on equal opportunities.

H) Review ons that make up the salary to ensure they are not locking discrimination on women workers.

I) promote processes and set deadlines for correcting any existing wage gap between men and women.

J) Getting more and better reconciliation of personal, family and work life of men and women through awareness campaigns, distribution of permits, existing legal exceedances or other measures.

K) Establish measures to detect and correct potential risks to the health of workers, especially pregnant women, as well as action against possible cases of moral, sexual and gender harassment.

Article 62. Preparation and monitoring of equality plans.

Once the diagnosis of situation, metal decorating companies affected by this chapter shall negotiate, with unit labor representation and, where appropriate, union representation, the corresponding equality plan under the principle of good faith.

Once implemented equality plan, the company will inform the unitary and union representation annually on its evolution, the latter can issue a report if they so deem it appropriate.

Companies have a period of twelve months from the publication of the agreement in the "Official Gazette", for purposes of applying the provisions of the preceding Articles for drawing up the first plan of equality.

The equality plan will last for four years, after which it will proceed to review the content of the equality plan, applying the provisions of this chapter.
Article 63.
specific measures to prevent sexual harassment and harassment on grounds of sex at work and action protocol measures.

1. Introduction.- Businesses should encourage working conditions that prevent sexual harassment and harassment based on sex and arbitrate specific procedures for prevention and to channel complaints or claims that may make those who have undergone the same.

For this purpose they may establish measures to be negotiated with the unit labor representation and, where appropriate, with the union, such as the development and dissemination of codes of good practice, information campaigns or training activities representation .

Both the unitary representation and union should help to prevent sexual harassment and harassment on grounds of sex at work by sensitizing workers from the same, informing the company of any conduct or behaviors on which they are aware and that could propitiate.

2. DEFINITION.-Article 7 of the Organic Law 3/2007 of 22 March for the effective equality of women and men, defines sexual harassment as any behavior, verbal or physical, of a sexual nature that has the purpose or produce the effect of violating the dignity of a person, in particular when creating an intimidating, degrading or offensive environment and harassment create gender as any behavior depending on the sex of a person, with the purpose or effect of violating their dignity and creating an intimidating, degrading or offensive environment.

3. Adoption of a code of conducta.-Notwithstanding the provisions of this article, as a preventive measure in situations of sexual harassment and harassment on grounds of sex adoption by companies in the sector is proposed, with necessary modifications, of the 'code of conduct on measures to combat sexual harassment "prepared by the Commission of the European Communities, pursuant to the recommendation of the Committee, 1992/131 / EEC of 27 November, on the protection of the dignity of women and men at work, I appended to this chapter.

The purpose of the code of conduct, to be disseminated within companies, is to provide them and their staff practical guidance on the protection of women and men at work, and establish clear procedures and recommendations and accurate to prevent sexual harassment and harassment based on sex.


4. Action Protocol of the metal decorating companies in cases of sexual harassment and harassment based on Sex.-The principles on which the protocol is based are the efficiency and effectiveness of procedures, as well as the speed and confidentiality formalities.

A) Procedure informal.-Considering that in most cases what is intended is simply the cessation unwanted behavior, first, and as an informal process, the ability to follow an informal procedure will be assessed, under which the person concerned himself clearly explain to the person who shows unwanted behavior, such conduct is unwelcome, that is offensive or uncomfortable, and interferes with their work, in order to cease the same.

This unofficial procedure may be carried out if the person concerned so decides and, at its election, by a representative of workers in the company, both the unitary body and, where appropriate, the association, by the immediate superior, or by an official of the personnel department of the company.

This procedure may be appropriate for cases of untargeted but environmental mobbing, in which what is affected is the work environment, creating an offensive working environment, humiliating, intimidating or hostile.

B) Procedure formal.-In cases in which, because it is a direct harassment by the circumstances, or the informal procedure have been attempted without success, it is not appropriate, a formal procedure will start.

1. The formal procedure will begin with the presentation of a letter, which shall include the list of incidents, as detailed as possible, prepared by the person concerned is the subject of sexual harassment.

The person who will target the written will, according to choice, a responsible personnel department, or a person of the company. Also, if so decided by the employee or worker, a copy shall be transferred to the unit and union representation in the company.

2. The presentation of the letter will lead to the immediate opening of an information package, aimed at ascertaining the facts, giving hearing process to all participants, including unitary representations and, where appropriate, union if the person concerned is not opposed and practiced few measures deemed necessary to ascertain the veracity of the events.

3. During the pendency of such proceedings those involved will make it possible, if they so wish, the change in the workplace, wherever this is possible, until a decision is taken.

4. The participation of all the performers, including possible witnesses and if the individual or union staff representatives shall observe the confidentiality of the proceedings, by directly affect the privacy, dignity and integrity of people. It will be observed due respect to both the person who has filed the complaint as the person subject to it.

5. The finding of sexual harassment or gender will result in the imposition of the sanctions provided for in the code of conduct of this Convention.

6. When the finding of facts is not possible, and therefore not taken disciplinary action in any event the complainant was represaliará, on the contrary, be monitored with special attention the situation to ensure that harassment does not occur. Also, whenever this is possible, work organization preventing continuous contact of those affected will be sought.

However, if the conduct of sexual harassment or gender harassment assume or imply its evidence, notoriety or seriousness, a direct attack or immediately to the dignity of women or men, the company will take disciplinary action it may consider appropriate, without resorting to this procedure.
APPENDIX I


Code of conduct on sexual harassment and harassment on grounds of sex for companies in the sector Metalgráfico

I. The company expresses its concern and commitment to preventing and solving cases of sexual harassment and harassment on grounds of sex, and for that purpose expresses its hope that all staff are treated with dignity, not allowing or tolerating sexual harassment or harassment on grounds of sex at work.


II. Constitutes sexual harassment the situation where any form of unwanted verbal, non-verbal or physical conduct of a sexual nature with the purpose or effect of violating the dignity of a person, in particular when creating an intimidating, hostile environment is created, degrading, humiliating or offensive. It is understood by gender harassment is any behavior depending on the sex of a person, with the purpose or effect of violating their dignity and creating an intimidating, degrading or offensive environment.

III. All people have a responsibility to help create a work environment in which dignity. Meanwhile, people in charge of each department must ensure that sexual harassment or harassment does not occur on grounds of sex in the areas under their responsibility.

IV. All staff have the right to lodge a complaint if sexual harassment or harassment occurs on grounds of sex; These complaints will be treated seriously, promptly and confidentially. These must contain a description of the incidents and should be addressed, at the choice of the person concerned, a responsible personnel department or person of the company, under the terms established in Chapter X of the State Collective Agreement the Metalgráfica Industry.

V. Article 41 of the said agreement provides that can be considered to very serious offense punishable with suspension without pay from 21 to 60 days or with disciplinary dismissal, "any behavior or conduct in the workplace, which violates respect for privacy and dignity of the woman or the man by the offense, physical or verbal, sexual. If such conduct or behavior is carried out taking advantage of a hierarchical position will be an aggravating circumstance of it. "

In cases where a person incurs in conduct constituting sexual harassment or harassment on grounds of sex shall be punished under the precept has stated.
APPENDIX II


Template situation diagnosis between women and men in the metal decorating companies

This template shall be established by workplace as well as on a global basis for the whole company.
Here
multiple images appear in the original. See the official and authentic PDF document.
CHAPTER XI

Joint Commission


Article 64. Joint Joint Commission.

A Joint Joint Commission composed of five representatives of workers and five employers, elected by the first signatories of the Convention unions and the latter by the AME is created; It will be chaired by the person designated by the Commission by agreement of both parties, although it may act without the President, if so agreed. The parties may be assisted by advisers, with a maximum of two each.

1) shall be made of the joint committee

A) As a primary function, interpreting the provisions of the Convention, and the development of all issues arising from its application, as well as information and advice on the initiative of the party concerned on the implementation of the same, acting in arbitration the controversial issues this order will plateen, which made within one month; also, at the request of one of the parties, shall appoint arbitrator to decide about the question.

B) a functional division of their duties shall be established by specialized committees, remembering the establishment of specific working groups with mixed character at zonal level in certain cases, to inform the joint committee in order to take the appropriate decision.

C) special attention to compliance with current legislation on prevention of occupational risks be provided, carrying out relevant studies in order to practical application of that legislation to metalgráfico sector. Work will be carried out in the term of this Agreement.

2) Procedure action:

Claims to the Joint Commission may be made by the Company, the works council, unions and legally constituted with members affected by the collective agreement, by any of the signatory unions.

The Commission shall meet as soon as possible, without exceeding the period of seven days established for the resolution of discrepancies presented in consultation processes in cases of non-application of working conditions, and one month from the receipt of the complaint in all other cases.


The Joint Commission, following the conference, must issue a report with its decision within three (3) business days from the latter. This period may be extended if so agreed by both parties, in the event that the scope of the claimed subject requires further study. This resolution shall be forwarded by the Secretaries to the claimant the next business day that is taken, and shall be binding on the parties, whether it was taken unanimously.

In the event that no agreement within the Joint Committee is reached, it will not be binding, and consider that the resolution violates his rights, he may take the actions it deems appropriate, prior exhaustion of court settlement procedure conflict referred to in Article 65 of this Convention.

The parties agree to the submission of discrepancies produced within it to extrajudicial dispute resolution systems established by agreements state level.
CHAPTER XII



Alternative dispute resolution
Article 65. Accession of metalgráfico sector and manufacturing of metal packaging to the agreement on court settlement of labor disputes.

The parties agree to their total and unconditional adherence to V Autonomous Agreement on settlement of labor disputes, entirely subject to such mediation and arbitration bodies established by the Interconfederal Service Mediation and Arbitration (SIMA).

First additional provision. Training and retraining.

The parties adhere to the Tripartite Agreements on Continuing Education have been signed by CEOE, CEPYME, UGT, CCOO and the Government, as well as those who subscribe in the future.

Also independent of that contained in Article 1 (functional area), for training purposes and as long as there were no specific sectoral foundation, the parties adhere to the programming of the Metal Foundation for Training , Qualification and Employment.

Second additional provision. specific complement (ex old).

The workers assigned to this Convention continue to receive 'ad personam' specific complement (ex old) that had already been paid, plus any, annually in the percentage that both parties agree. This supplement shall be charged in 14 payments of the Convention.

As an illustration, this supplement was created with reference to the professional category and seniority of workers to December 1995. This situation remains unchanged since 31, except for the revaluation effect of the amount as indicated in above.

The amounts of the specific complement (ex-old) received by each worker, increased, according tables 2008, by 20%.

During the term of this Agreement, this concept will be updated as agreed in Articles 17 and 18.

Tables follow, calculated with the above criteria, as Annex 5.

First transitional provision. exceptionally toxic, hazardous and arduous work.

Percentages of the pluses provided for in Article 60 of the Labour Ordinance repealed from 1 December 1971 the Metalgráfica Industry, in the manner set out therein shall apply so long as it does not reach a agreement on its amendment by the negotiating Committee of the Convention, which is committed to negotiation and adaptation.

Second transitional provision. Framework Agreement on implementation of job classification.

Given the recent implementation of the new job classification, it is understood as an integral part of this Convention implementing the agreement on job classification dated May 6, 2008, published in the "Official Gazette" of July 21 2008. However, for convenience, the section on compensation, absorption, acquired rights and guarantee 'ad personam' of that agreement is reproduced below:

1. On compensation, absorption and acquired rights it will be as provided in the following sections:

A) the right to minimum charge equivalent to that for identical tasks previously received the worker is guaranteed, while the same conditions are maintained. This will be extended to those workers who saw their employment contract terminated for reasons not attributable to him, are again contracted.


B) The excess workers could individually receive on a yearly basis, in respect of amounts due legal or conventionally in all respects, be charged with the same character with which they come accrue.

Also workers who prior to the implementation of this agreement, perceive bonuses or supplements of any kind and amount derived from their jobs, or those workers that in the future they promoted these jobs are entitled to maintain and / or receive bonuses or supplements mentioned in the same or similar manner and all this otherwise not established in the Collective Bargaining Pact Company.

C) Future legislation to bring with them an economic change in any or all of the existing remuneration concepts, or involving creation of new ones, only they have practical effect as, those considered as a whole, exceed the level of compensation today, it being understood, otherwise absorbed by the improvements agreed in this agreement.

D) The fact of grouping different categories at one level does not imply that existing remuneration complementary concepts prior to the new classification be extrapolated to other people at that level members (p. Eg .: personal accessories, quality or amount of work, ....). However, when these supplements are not associated with a specific function or task, their current recipients will keep 'ad personam'.

Third transitory provision. Joint Committee on professional classification.

Under the Agreement on implementation of job classification dated May 6, 2008, published in the "Official Gazette" of July 21, 2008, a specific Joint Commission on occupational classification is created to ensure the implementation, interpretation, arbitration, conciliation and surveillance system of this agreement new job classification based on professional levels and functional groups.

Any conflict and / or dispute that may arise between the company and the legal representation of workers in the implementation of the professional hierarchy, in the first instance shall be submitted to the Joint Commission.

The Joint Commission should resolve the consultation within a period not exceeding 30 days from the date on which the Commission becomes aware of it; assuming no reply is received within the prescribed period, shall be deemed completed this procedure, the parties may, from that time, go to the instances they deem appropriate.

This Joint Commission shall consist of a maximum of 8 members, between employers and workers and advisers as the parties deem necessary. Minutes of the resolutions taken in the same rise.

The Joint Commission on professional classification shall meet as often as necessary in order to verify the implementation of the new system of professional standards.

For reporting purposes the Joint Commission on Professional Classification, you are domiciled at: Calle Principe de Vergara, 74th, 5th floor, Madrid, giving to the parties.

Fourth transitional provision. Manual valuation of jobs.

Both sides agree that the Joint Commission used as a tool to assist in the resolution of queries made as a result of tasks not initially provided for in this occupational classification, valuation manual jobs is annexed 2. attached as Annex 3 model questionnaire for the definition of the job and as Annex 4 an analysis model for use within the Commission (leaves job requirements).

Fifth transitional provision. Table of equivalences.

As a guideline table of equivalence between the old professional levels and professional categories is attached.

Here a picture appears in the original. See the official and authentic PDF document.

Sixth transitional provision. Referrals to the former Labour Ordinance Metalgráfica Industry.

Referrals collective agreements that lower level still being made to the provisions of the former Labour Ordinance Metalgráfica be deemed to be made in relation to matters negotiated here, the provisions of this Convention.



ANNEX 1


Here
multiple images appear in the original. See the official and authentic PDF document.
ANNEX 2


Manual valuation of jobs

1. Introduction.


This manual is intended to evaluate the different jobs framed in the professional levels of the signatory companies to the State Collective Agreement of the Metalgráfica industry and manufacturing of metal packaging.

It is based on the valuation system known from discontinued scales, recognized by the International Labour Office in Geneva, and is suitable for use bear in mind the following considerations:

1st must have made descriptions in detail each of the tasks to assess.

2nd To assess properly, please note that the job and not the person who occupies it is valued.

3.º During all sessions valuation must maintain a single evaluation criterion. For it must be noted that for assigning a degree in any assessment factor is not essential that the task is valued fits all the definitions of the same, but together give an idea of ​​the level that helps the award of a degree in doubt.

4th When a degree of any assessment factor no express reference to a particular concept becomes, is supposed to keep it expressed relative thereto in earlier grades.

5th If a factor in assessing the doubt persists between the award between two consecutive grades, exceptionally, and provided it is shown as absolutely justified, may be assigned an intermediate degree.

2. Index factors.

This manual include 6 general factors and 12 sub-factors, and for each job are to be assessed a total of 3 general factors and 8 sub-factors.
General factors
:

A. Knowledge.

B. Initiative.

C. Autonomy.

D. Responsibilities.

E. I send.

F. Complexity.
SUBFACTORS
:
Knowledge
:

A.1 Basic training.
Knowledge of languages ​​
A.2.

A.3.a Experience.

A.3.b Learning.
Accountability
:
About
D.1.a confidential data.

D.1.B About the team.

D.2.A On Errors.
About
D.2.b material handling / process work.

D.3.a About contacts with others.

D.3.b About safety of others.

Complexity:

F.1 Difficulty work.

F.2 Working conditions.

As can be seen in the list above, the general factors of knowledge and responsibilities are fractionated into several sub-factors, and these, in turn, designated with numbers A.2, D.1, D .2, and D.3 unfold, they are identified with the letter for job positions generally known as indirect costs (administration, technical, commercial, etc.), and those that are marked with the letter b for posts direct production work. It may be the case you are valuing a position of framed work among those defined as "direct" and consider it would be better value for the same certain factors identified with the letter A (for positions "indirect"), or vice versa. In this case, titrate the two factors of the same number (and letter b), and include in the assessment of that position that it is worth greater degree.

Factor A: Knowledge.

Sub-Factor A.1. Basic formation.

Definition: This factor measures the initial level of theoretical knowledge must have a person of average ability to successfully perform the duties of the job is valued.
Grade 1
:

A. Always do the same work, simple and repetitive.

B. Specific minimum theoretical knowledge.
Examples
:

Read and write letters and numbers.

Read and record values ​​of indicators of control devices.

Understand and interpret the symbols of visual or auditory information devices.

Carry out strict verbal orders.

Express themselves verbally using a common vocabulary.

Perform loading and unloading operations.

Grade 2:

A. Perform more than one job, but all simple and repetitive.

B. theoretical knowledge at the level of general culture.
Examples
:

Able to interpret simple documents or written, simple basic instructions.

Small notes on cards, tokens or similar.

Complete printed numerical card types.

Add and subtract. Number or do simple counts.
Run
work hauling materials or products, using simple transport elements (handcarts, forklifts, etc.).

Grade 3:

A. The task is to use more than one procedure simple work or handle several elementary facilities.


B. Level knowledge or the like Compulsory Secondary Education.
Examples
:

Interpret written language written with work or regular expressions.

Report on the work, using appropriate vocabulary (very limited number of words or expressions number).

Do basic calculations with decimals.

Driving and regulating installation simple operation with few variables in the process (drills, trucks, etc.).

Limited Management typewriters, calculators, copiers, etc.

Interpret simple drawings (up to 3 views in general).

Grade 4:

A. The task is to use a somewhat complex procedure work or handle a normal installation.

B. High level knowledge Compulsory Education or the like, more complementary specialization courses for the job.

C. Monitoring jobs valued at the lower levels of this factor.
Examples
:

Driving forklifts within the grounds of the company.
Write reports
work done, incidents thereof, etc., using a limited vocabulary without spelling precautions.

Normal use of the rule of three and simple formulas; calculating percentages, fractions and proportions.

Control devices Reading, interpreting his instructions.

Interpret exploded views or technical data sheets and simple sets.
Typing
simple written or enter data into the computer via the keyboard.

Grade 5:

A. Perform one job, that being relatively complex, requires certain specific theoretical knowledge in their execution.

B. Actuate facility simple operation with few variables in the process.

C. Level knowledge Baccalaureate Intermediate Level Vocational Training or equivalent.

D. Monitoring jobs valued at the lower levels of this factor.
Examples
:

Interpret written relatively complicated, written with language or regular expressions work.
Write
internal documents, interpreting the instructions given to it.

Monitor the progress of electric motors, pumps, compressors, boilers or similar adjusting their controls without calculation.

Notions of mathematics applied to technical work.
Management
calculating machines in various operations.
Typing
usual written or use a program on your computer that requires specific training to learn to use it.
Interpretation
sketch of facilities or normal wiring diagrams.
Grade 6
:

A. Perform various works, which being relatively complex, require certain specific theoretical knowledge in their execution.

B. Driving several facilities or equipment that do not require large accuracies.

C. Level knowledge Intermediate Vocational Training or the like, more specialized courses.

D. Monitoring jobs valued at the lower levels of this factor.
Examples
:
Write
simple and routine for customers or suppliers (orders, acknowledgments, etc.) according to instructions given by a higher correspondence.

Using tables and forms.

Interpretation of drawings of complicated cutting (sets, installations, complicated wiring diagrams).
Using computer media type
spreadsheet, database, graphics, etc., in all its possibilities.

Check, measure or control, deciding on further acceptances or rejections.

Grade 7:

A. Jobs that require mastery of a specialty, in which tasks commonly known as "own initiative" should be performed.

B. Level knowledge Vocational Higher Grade or similar.

C. Monitoring jobs valued at the lower levels of this factor.
Examples
:
Knowledge
characteristic use of materials.
Sketching
parts, elements of installations, wiring diagrams, etc.

Take measurements of dimensions, alignments, squareness, etc., in mechanisms or structures.

Performing simple calculations.

Write reports, writings and correspondence, with brief comments, explanations or own reasoning, and a good level of spelling.

Interpret with language written texts or regular expressions, but they may be strange to those normally used for work.
Management
calculating machines or basic scientific or financial software.
Grade 8
:


A. Jobs that require theoretical / practical knowledge in a profession sufficient for the development of all tasks assigned to it, with the logical limitations of lack of experience or additional knowledge.

B. Level knowledge Higher Level Vocational Training, specialization courses or more general, or the like.

C. Monitoring jobs valued at the lower levels of this factor.
Examples
:
Running
exploded drawings, diagrams of installations, projections.

Project plan distributions, simple elements of facilities, etc.

Mathematical skills that allow you to run autonomously and following established processes, a series of operations of determination and data analysis.

Interpret complex texts, written in language or common, a peculiar expressions than their own specialty.
Writing
very diversified correspondence, which requires extensive information, either from their own knowledge, and by summary indications of a superior.

Mechanical drawing.

Grade 9:

A. Tasks that require both theoretical and practical knowledge of a profession, can perform any task assigned to it, solving all the problems that may arise.

B. Knowledge level university degree or similar degree average.

C. Monitoring jobs valued at the lower levels of this factor.

D. extensive knowledge of drawing and industrial design.
Examples
:
Writing
complex texts, which require extensive knowledge of the language and the profession itself.

Calculation of strength of materials, structures, mechanisms, etc.

Grade 10:

A. Perform jobs that require deep expertise in a professional field that includes various interrelated areas that establish or modify operational sequences to achieve the objectives set for the job itself.

B. Knowledge level university degree medium or the like, more specialized courses or university degree higher grade.

C. Monitoring jobs valued at the lower levels of this factor.
Examples
:
Writing
very complex texts that require extensive knowledge of the language and the profession itself.

Clothing and report writing for publication in national and international journals.

Implementation of systems research and analysis following known procedures.

Sub-Factor A.2. Knowledge of languages.

Definition: This sub-factor measures the knowledge of foreign languages ​​that are needed to perform the functions of the job.

Assignment:

Grade 1. The use of any foreign language is not necessary.

Grade 2. Knowledge of a foreign language

Grade 3. Mastery of a foreign language or knowledge of more than one.

Grade 4. Mastery of a foreign language and knowledge of another or others.

Grade 5. Domain of more than one foreign language.

Note:

It is understood by knowledge of one language, possess sufficient knowledge to maintain a simple or interpret simple texts conversation.

It is understood by mastering a language, possess sufficient knowledge to have a conversation with complete ease, as well as to read and write correctly and comprehensively.

Sub-Factor A.3.a. Experience.

Definition: This sub-factor determines the period of time required for a person of average ability and possessing the training specified above, acquire the skill and practice necessary to perform the job, obtaining a sufficient performance in quality and quantity.

Assignment:

Grade 1: Less than a month of experience.

Grade 2: Up to three months of experience.

Grade 3: Up to nine months experience.

Grade 4: Up to eighteen months of experience.

Grade 5: Up to three years of experience.

Grade 6: More than three years experience.

Sub-Factor A.3.b. Learning.

Definition: This sub-factor measures the time required for an orderly plan by training, can perform specific functions or tasks assigned by the Company to the job correctly, by a person possessing average capacity training subfactor valued at basic training.

Assignment:

Grade 1: Jobs that require a maximum period of orderly learning and continuous weeklong.


Grade 2: Preparation acquired for a period of orderly learning and continuing up to two weeks.

Grade 3: Preparation acquired for a period of orderly learning and continuing up to four weeks.

Grade 4: Preparation acquired for a period of orderly learning and continuing up to eight weeks.

Grade 5: Preparation acquired for a period of orderly learning and continuous up to 12 weeks.

Grade 6: Preparation acquired for a period of orderly learning and continuous over 12 weeks.

Factor B: Initiative.

Definition: This factor values ​​required the occupant of a job to work with more or less independence in making determinations, plan, analyze or choose among several alternatives capacity, considering the greater or lesser degree of dependence on guidelines or rules for the execution of their duties.

Assignment:
Grade 1
:

A. simple or routine repetitive tasks.

B. Acting according to verbal instructions or accurate and specific written.

C. Works whose initiative takes direct command of the occupant of the job.

D. Tasks that require virtually no make determinations or planning to be all provisions carefully.

Grade 2:

A. Perform simple varied work within their specialty.

B. Working with detailed instructions that require the use of certain capacity of discernment.

C. Determine when a simple job is satisfactorily completed.

Grade 3:

A. Perform work of any complexity within their specialty.

B. Working without instructions, in a normal initiative known work.

C. Determine when normal work is satisfactorily completed.

Grade 4:

A. Planning the execution of a complicated or unusual work, which is available only in the general method.

B. Make decisions that require considerable initiative on known works.

C. Plan before launch, complex operations that they have not yet established procedure.

Grade 5:

A. Work independently to achieve results of general application.

B. Organize complex and non-repetitive tasks.

C. Make determinations about new situations of complex tasks that require a high degree of initiative.

Factor C. Autonomy.

Definition: This factor measures the greater or lesser degree of hierarchical dependence which is subject to the occupant of a job in the performance of their functions, depending simultaneously more than a superior.

Assignment:
Grade 1
:

A. Job subject to close supervision.

B. Job on the orders of a single superior, through whom all work orders are received.

Grade 2:

A. Job that receives a final supervision to ensure proper execution of work.

B. Job on the orders of a single superior, but requests must be addressed sporadically others.

Grade 3:

A. Job that receives occasional supervision, conducted randomly at the discretion of the supervisor, or expressly requested by the occupant of the job.

B. Since working with orders from one superior, they must be addressed requests of others thereby occupying about half of their workday.

Grade 4:

A. The tasks of this job do not receive supervision. Its occupant is fully responsible for them, on which should take wide resolutions.

Grade 5:

A. Job position in which the occupant acts completely autonomously when planning their tasks, in order to obtain the same requirements.

Factor D. Responsibilities.

Sub-Factor D.1.a. Responsibility for confidential data.

Definition: This sub-factor measures the responsibility required of the occupant of a job not to divulge information on data you know because of their task. It is to consider the type of information known and economic prejudice or conflict both internal and external that its release may cause the Company.

The type of damage that can cause, are classified as follows:

Hardly serious damage. When the disclosure of information involves:

An economic loss of small amounts or very little importance to the progress of the Company.

A conflict of similar characteristics.

Less severe damage. When the disclosure of information involves:

An economic loss, recoverable immediately subsequent corrective actions.


A conflict of similar characteristics.

Serious damage. When the disclosure of information involves:

A major economic loss but can recover over time.

A conflict of similar characteristics.

Very serious damage. When the disclosure of information involves:

An economic loss (monetary, contracts, inability to obtain grants, etc.), which influence the future activities of the Company.

A conflict of similar characteristics.

Assignment:

Grade 1 has not authorized any confidential information.

Grade 2. have occasional access to confidential information whose disclosure could cause serious damage poorly.

Grade 3. It is frequently accessed or normally works with confidential information, the disclosure of which would cause less serious damage to the Company.

Grade 4. have occasional access to confidential information whose disclosure could cause serious damage to the Company.
Grade 5.
normally works with confidential information whose disclosure would cause serious safely damage to the Company.

Sub-Factor D.1.b. Responsibility for the team.

Definition: This sub-factor measures the responsibility assumed by the occupant of the job to prevent damage that could cause machines, tools and facilities used to perform the job.

When the occupant of a job acting for installation or repair of machinery or equipment used in other jobs, the result of his action must be assessed in the subfactor D.2.b, responsibility for handling materials / process work.

Assignment:

Grade 1. By using elements of the manual type, impairments are normal wear and tear, and easily replenishable.

Grade 2. Operate simple, such as auxiliary machinery mechanical elements; the use thereof in good or bad condition can be quickly observable and remediable deficiencies.

Grade 3. Perform work with machinery, equipment and basic facilities, which depends on proper installation or driving your good condition. It can be normalized use with a major expense.
Grade 4. Run
work through special machines or equipment designated complexity or operational accuracy of whose incorrect driving serious harm to its conservation and use emerge.

Grade 5. Operating with highly complex facilities that require special care, or large accuracies required, or because of their high value. Misuse produces heavy expenses to normalize their tuning.

Sub-Factor D.2.a. Responsibility for errors.

Definition: This factor involves the obligation of the occupant of a job to put all your attention and discernment not to make mistakes in their work.

Assignment:

Grade 1. Errors can be easily discovered and its correction is easy and involves little loss.

Grade 2. Most tasks are subject to checks or are reviewed in subsequent checks by those responsible for the work area. Errors can cause loss of time or difficulties checks.

Grade 3. If errors are found, can affect other areas of work, resulting in loss of time. Overall are discovered when they have already produced some losses.
Grade 4.
difficult bugs that can cause delays, loss of information, experiences, materials, facilities, termination of contracts with companies or entities, denial of grants, etc.

Grade 5. Errors can cause serious delays or lack of vital materials. Errors in research leading to wasted investment, serious data loss involving repetition of experiences. They can also cause loss of prestige, significant penalties for the company, or financial losses that directly affect the continuity of its activities.

Sub-Factor D.2.b. Responsibility for material handling / process work.

Definition: This sub-factor measures the responsibility of the occupant of the job on the handling of materials or products handled, considering the required care to avoid a qualitative or quantitative reduction of work results and impact that poor performance can have on their business.

Assignment:
Grade 1
:


A. Direct material handling. For example: loading and unloading, storage materials, power facilities, internal transport of parts or mechanism.

B. The results of work not directly involved in the global march of the activity and do not produce alterations in it.

Grade 2:

A. Operations of handling or processing of parts, materials or normal mechanisms, low cost.

B. The operations performed may cause slight alterations in the course of the activity. Such alterations are considered normal from the very fact of doing work.

Grade 3:

A. In his speech may be deficiencies in the work process or the advancement of higher than those considered normal activity.

B. Operations of handling or processing of parts, materials or fragile or delicate mechanisms, low cost.

Grade 4:

A. The quantity and required quality, their performance should be especially careful; otherwise they could derive substantial losses due to errors in the work processes or significant delays in the progress of the activity.

B. Operations of handling or processing of parts, materials or normal mechanisms, high cost.

Grade 5:

A. Both great precision work as the high cost of the tasks that have intervention, the action must be highly careful, otherwise the progress of the activity is severely impaired.

B. Operations of handling or processing of parts, materials or fragile or delicate mechanisms, high cost.

Sub-Factor D.3.a. Responsibility for contacts with others.

Definition: This factor includes the ability that a job requires the occupant to effectively maintain relations officially and on behalf of the Company must assume both with people in the organization itself and with the same people outside .

Assignment:
Grade 1
:

A. Jobs in which the occupant is only in contact with their bosses and colleagues of his section.

B. The occupant the job can be responsible for contacts with people from other working groups, areas, departments, etc.

Grade 2:

A. The occupant of the job should be responsible for contacts with people from other working groups, areas, departments, etc.

B. The occupant of the job must have routine contact with people outside the company (receiving visits, phone calls processing, document delivery, etc.).

Grade 3:

A. The occupant of the job may be responsible contacts with people outside the company. The contacts that originate commitment to the Company, are subject to review.

Grade 4:

A. The occupant of the job should be responsible for contacts with people outside the company. The contacts that originate commitment to the Company, are subject to review.

Grade 5:

A. frequent or regular contacts, unsupervised, with people from other centers of the Company or external entities, which require considerable tact and knowledge. The aim of these contacts may be getting resources or obtain contracts.

Sub-Factor D.3.b. Responsibility for safety of others.

Definition: This factor measures the obligation to prevent damage or accidents because of the performance of a task could result to other people who are supposed respect the established safety rules. It is also assumed that all safety devices whose operation is not responsible for the incumbent, working properly.

Assignment:
Grade 1
:

A. For isolated posts or nonhazardous work.

B. It is totally impossible for others to suffer damage due to inadvertence occupant of the post.

C. Direct control on posts isolated or non-hazardous work.

Grade 2:

A. For jobs in which they must act with ordinary care to avoid accidents to others who are within the area of ​​their activity.

B. The occupant of the job is responsible for acting with normal care staff who depend on it directly, to avoid any accidents that may be caused to themselves or others who are within the area of ​​their activity.

Grade 3:

A. safety rules issued for the workplace must be observed in order to avoid accidents to others.


B. The occupant of the job is responsible for observing safety rules issued for the occupants of the jobs on which exercises direct control, to avoid accidents that may be caused to themselves or others who are within the area of ​​their activity.

Grade 4:

A. constant care must be maintained to avoid accidents to others by the very dangerous job.

B. The occupant of the job is responsible for maintaining constant care personnel who depend on it directly, to avoid accidents that may be caused to themselves or others who are within the area of ​​their activity.

Grade 5:

A. The safety of others depends solely on the occupant of the job act, monitor or be effective in making his subordinates work properly, all to avoid accidents to others. His negligence in any of these tasks may cause fatal accidents to others, even on a collective basis.

Factor E. Command.

Definition: This factor evaluates the responsibility to organize, teach and direct the work of subordinates or collaborators of the occupant of the job, thereby obtaining a good overall performance and a good working environment.

We have to consider the personality and preparation necessary to achieve the desired results, the form and frequency of contacts and if these are intended to give or receive information.

Assignment:
Grade 1
:

A. The occupant is responsible only for their own work.

Grade 2:

A. Situations delegate command or operational supervision.

B. Follow the course of work of a team of people, providing them with information or ideas for achieving a goal.

C. Instruct or direct the work of one or two people.

Grade 3:

A. Responsibility to instruct, coordinate and direct the work of 3 people.

Grade 4:

A. Responsibility to instruct, coordinate and direct the work of up to 10 people.

B. Responsible for coordinating the work of control staff grade 3 of this factor.

Grade 5:

A. Responsibility to instruct, coordinate and direct the work of up to 25 people.

B. Responsible for coordinating the work of control staff grade 4 of this factor.
Grade 6
:

A. Responsibility to instruct, coordinate and direct the work of 50 people.

B. Responsible for coordinating the work of control staff grade 5 of this factor.

Grade 7:

A. Responsibility to instruct, coordinate and direct the work of more than 50 people.

B. Responsible for coordinating the work of control staff grade 6 of this factor.
Grade 8
:

A. Responsible for coordinating the work of control staff grade 7 of this factor.

Factor F: Complexity.

Sub-Factor F.1. Difficulty of the work.

Definition: This subfactor measures required the occupant of a job to meet correlative or simultaneously more or fewer tasks, integrated with each other to a greater or lesser degree, without loss of effectiveness or to be effective in capacity a number of workstations in the production unit.

Assignment:
Grade 1
:

A. Do one simple task without interruptions of any kind.

B. Need to master the task of a single workstation of the production unit.

Grade 2:

A. Make one difficult task without interruptions of any kind.

B. The job comprises up to three easy tasks, performed consecutively and without interruption.

C. Need to master the task of at least two workstations, and have a basic knowledge of at least one other.

Grade 3:

A. Make up three difficult tasks, performed consecutively and without interruption.

B. Workplace comprises up to three easy tasks that require some interruptions to address interference.

C. Need to master the task of a minimum of three workstations, and have a basic knowledge of at least one other.

Grade 4:

A. The job comprises four to six easy tasks, performed consecutively and without interruption.

B. The job includes three difficult tasks that require frequent interruptions to address interference.

C. Need to master the task of a minimum of four workstations, and have a basic knowledge of at least one other.

Grade 5:

A. The job comprises four to six difficult tasks, performed consecutively and without interruption.


B. The job comprises four to six easy tasks requiring frequent interruptions to address interference.

C. Need to master the task of a minimum of five workstations, and have a basic knowledge of at least one other.
Grade 6
:

A. The job includes more than six easy tasks performed consecutively and without interruption.

B. The job comprises four to six difficult tasks that require frequent interruptions to address interference.

C. Need to master the task of a minimum of six workstations, and have a basic knowledge of at least one other.

Grade 7:

A. The job comprises more than six easy tasks that require frequent interruptions to address interference.

B. The job includes over six difficult tasks, performed consecutively and without interruption.

C. Need to master the task of a minimum of seven workstations, and have a basic knowledge of at least one other.
Grade 8
:

A. The job includes over six difficult tasks that require frequent interruptions to address interference.

B. Need to master the task of more than seven workstations of the production unit.

Sub-Factor F.2. Working conditions.

Definition: This sub-factor values ​​conditions (total 13) of drudgery and / or structural danger of a job. That is, which of them remains after application to eliminate all regulations and therefore can be considered inherent to put corrective measures. In addition, it is necessary to be present in the same regularly and not occasionally or sporadically.

Criteria:

A. Work environment.

Near radiant heat (ovens, etc.) or intense cold.

Harmful particles in suspension and / or vapors.

Poor lighting conditions by technical requirements.

Open or semi-open.

Than 80 dB and / or vibration noise.

B. Security.

Steeplejacking.

Handling corrosive liquids or molten metals.

Medium and high voltage.
Near
hot spots.

Circular vehicles on public roads.

C. physical / mental burden.

Permanent management (over 60% of the time) loads and / or greater than 10 kilograms efforts.

Painful positions for more than 15% of the day, such as squatting, kneeling, squatting, lying, etc.

Mental or psychological fatigue resulting from routine work such as entering data into a computer for more than 60% of the day.

Assignment:

Grade 1: The job does not require work with any of the conditions of drudgery and / or structural danger of the above listed.

Grade 2: The job requires working with one of the conditions of drudgery and / or structural danger of the above listed.

Grade 3: The job requires working with two of the conditions of drudgery and / or structural danger of the above listed.

Grade 4: The job requires working with three of the conditions of drudgery and / or structural danger of the above listed.

Grade 5: The job requires working with more than three conditions drudgery and / or structural danger of the above listed.

COLLECTIVE AGREEMENT FOR INDUSTRY Metalgráfica
Rating

jobs
Score Limits professional levels




level






Score limits





8





Up to 140 points






7





Of 140.1 to 188






6





Of 188.1 to 236






5





Of 236.1 to 284






4





Of 284.1 to 332






3





Of 332.1 to 380






2





Of 380.1 to 428






1





Over 428





Here a picture appears in the original. See the official and authentic PDF document.
ANNEX 3

Here
multiple images appear in the original. See the official and authentic PDF document.
ANNEX 4


Here
multiple images appear in the original. See the official and authentic PDF document.
ANNEX 5


Here a picture appears in the original. See the official and authentic PDF document.