Machine Translation of "Resolution Of 3 July 2015, Of The Directorate-General Of Employment, That Is Recorded And Published The Collective State..." (Spain)

Resolution Of 3 July 2015, Of The Directorate-General Of Employment, That Is Recorded And Published The Collective State Of Graphic Arts, Handled Paper, Handled Carton, Editorials And Auxiliary Industries.

Original Language Title: Resolución de 3 de julio de 2015, de la Dirección General de Empleo, por la que se registra y publica el Convenio colectivo estatal de artes gráficas, manipulados de papel, manipulados de cartón, editoriales e industrias auxiliares.

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TEXT

Having regard to the text of the state collective agreement on graphic arts, paper handling, cardboard handling, publishing houses and ancillary industries (convention code number 99000355011982), which was signed on 26 May 2015, on the one hand, by the business organisations FEIGRAF, AFCO and Gremio de Editores, on behalf of the companies in the sector, and on the other, by the FES-UGT and FSC-CC.OO. trade unions, representing workers, and in accordance with the Article 90 (2) and (3) of the Law on the Staff Regulations of the European Communities recast approved by Royal Legislative Decree 1/1995 of 24 March, and Royal Decree 713/2010 of 28 May on the registration and deposit of collective agreements and agreements of work,

This Employment General Address resolves:

First.

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

Second.

Arrange your publication in the "Official State Bulletin".

Madrid, 3 July 2015. -Director General of Employment, Xavier Jean Braulio Thibault Aranda.

STATE COLLECTIVE AGREEMENT OF GRAPHIC ARTS, PAPER MANIPULATED, CARDBOARD, EDITORIAL AND ANCILLARY INDUSTRIES 2014-2015 -2016

CHAPTER 1

Extension

Article 1.1 Territorial scope.

This Convention is of mandatory application throughout the territory of the Spanish State.

Article 1.2 Functional scope.

Within the scope set out in Article 1.1, the application of the Convention shall be compulsory for all undertakings, entities or institutions, public or private, and for workers thereof, when those undertakings are engaged in The activities of Graphic Arts and its Auxiliary Industries, Paper and Carton and Editorials.

A) It is understood by Industries of Graphic and Auxiliary Arts, in general, that they are dedicated, together or separately, to preprint, printing or post-pressure activities, by any procedure or system, on paper, cardboard, fabric, plastic, film, optical or magnetic or computer media (CD-Rom, floppy ...), or any other material, of all kinds of characters, drawings or images in general, in one or more colors. For the purposes of illustrative and non-limiting, the following activities shall be understood to include the following activities:

a) The composition and photoengraving of texts, whether manual, mechanical, digital, photocomposition or any other similar system or procedure, currently existing or that may exist in the future.

(b) The reproduction of texts or images by any of the different systems or procedures existing at present or that may exist in the future: manual (drawing), photographic, photomechanical, electronic, computer, digital, etc., on any sensitive material, including recorded computer media.

c) The engraving of texts or images by any existing system or procedure that currently exists or which may exist in the future: manual (artistic or artisan), photoengraving, electronic recording, graphic design, autoediting, etc.

d) Printing of texts or images by any existing system or procedure that is currently or may exist in the future: typography, offset, huecogravure, lithography, screen printing, tampography, flexography, calcography, relief, xerography, digital printing, laser printing, etc.

e) The binding, manual or mechanized, in any of its forms: rustic, cartone, fabric, plastic, paste, etc.

(f) The ancillary or complementary industries, such as: sterotypia, galvananotipy and electroplating, made of rubber and rubber, manufacture of rollers, vulcanized, etc.

Likewise, and since the application of this Convention is mandatory in all functions or activities (total or partial) contemplated in its functional and/or personal scope and within the territorial by the This Convention is of inexcusable application in any productive unit where printing machines, duplicators, small offset, multicoprinks, copiers, and any other machine for producing printed matter, etc., exist. regardless of their location and their intended use.

B) Is understood by Manipulated Industries:

(a) The paper-handling of all kinds, such as: school and office supplies, envelopes, bags, smoking paper, engombed papers, painted papers and for decoration, etc.

(b) Cartboards of all kinds, whether printed or not, such as: cardboard, corrugated cardboard, cardboard and other auxiliary materials, as well as the manufacture of packaging, packaging and other processed and complex antededies.

C) Is understood by Editorial Companies:

(a) Those that, with or without graphic workshops, are dedicated to the editing of books, brochures, fasciculties, "comics", and magazines, periodicals or not. Companies are excluded which, only and without graphic workshops, publish publications of periodic, daily or non-daily occurrence, of general information, current or specialized, considered as publishing companies of the press.

(b) Record publishers and other audiovisual media.

c) Music editors and magnetic stripe printers.

D) In this functional area, those companies of Graphic Arts that combine the production of printed or manipulated, of every order, with the printing of periodicals, of general information, current or specialized, as well as those that print exclusively religious, technical and professional publications.

Only the workshops of Graphic Arts, belonging to the publishing companies of daily periodicals of general information, current or specialized, are excluded from the functional scope of this Convention. exclusively for the printing of their own publications edited by them.

E) Also included are companies, workshops and printing works, schools of state, state, autonomous, provincial and municipal arts, union, corporate or charitable or religious institutions and penitentiary, in the event that their products are for sale or paid in charge, the staff of which do not have the status of a public official and carry out any of the activities related to the functional scope of this Convention.

In addition, these rules will force new installation companies to be included in the territorial and functional areas.

Article 1.3 Personal Scope.

The Convention includes all staff employed in the companies mentioned in the previous article.

They are excluded:

a) High-address, senior-government or high-council positions excluded in the valuation of jobs in this Convention.

(b) The technical staff to whom a particular service is entrusted, without continuity in the work or subjection to the day, which is not included in the template of the company because it is its civil or commercial procurement.

(c) Commercial agents, subject to a commercial relationship, and trade representatives subject to special employment relationships.

All workers who provide their services on the machines of the companies or production units referred to in the previous Article shall be particularly included in the scope of this Collective Agreement.

Article 1.4 Accession to the Convention.

Companies and workers whose activities are not yet prevalent in the functional area referred to in Article 1.2 may be adhered to this Convention as expressly agreed.

Item 1.5 Lower Scope Conventions.

The negotiation of lower-than-east-level agreements, including those of an enterprise, can only be carried out when, by joint agreement of the legitimate parties, it is determined.

In any case, the receiving party of the proposed Convention may refuse the initiation of negotiations, when it is not a question of revising an already expired Convention of the same scope.

This Convention shall have the character of a general subsidiary rule for the sectors concerned, prevailing, as not provided for in the lower-level Conventions, on a preferential basis with regard to general rules.

Consequently, the lower-scope Conventions must, necessarily, be accommodated in the following subjects:

" Article 7.3, in terms of the structure and nature of the various components of the economic remuneration that may be paid by the workers concerned, even if the amounts of such remuneration may be negotiated.

Article 8.1, in that there must be a maximum annual quantification of the working day, without prejudice to the fact that it is determined, in addition, according to other periods (weekly, daily, etc.)

Article 8.4, on the regulation of the holiday regime, even when its duration and period of enjoyment are negotiable.

Article 8.6, on sick leave or accident, with the amount of complementary economic benefits in charge of the company being varied. "

In addition, no lower-level Conventions, except for agreements or agreements of undertakings or workplaces, may negotiate the following matters, contained in this Convention:

Article 1.2 Functional scope.

Article 1.3 Personal Scope.

"Article 6.1 on the classification of personnel, definition of jobs and salary levels for each professional level."

The signatory parties acquire a commitment not to promote new collective bargaining paths within the functional scope of this Convention.

CHAPTER 2

Effective, duration, and extended

Article 2.1 Vigency.

Except for the exceptions expressly contained therein, concerning specific matters, this Convention shall have effect from 1 January 2014.

Article 2.2 Duration.

The duration of this Convention is set at 3 years from the previous date of entry into force, i.e. from January 1, 2014 to December 31, 2016.

The Collective Agreement will be extended from year to year in the event that it does not mediate the express denunciation of either party.

The convention shall be deemed to have been extended for a maximum of 18 months from its denunciation. The complaint must be made within the last three months of the current term or extension.

There is an obligation to set up the negotiating table within the month following the date of the complaint. "

Article 2.3 Of the negotiation proposal.

The trade union or business representation that formulates the complaint and intends to negotiate a new Convention, replacing the then current one, must accompany its written denunciation of the point or points to be negotiated, expressing:

(a) Deadline for the new Convention.

b) Concrete materials to be negotiated.

(d) Personal and functional scope, where appropriate, of the Convention to be negotiated.

e) Draft composition of the Negotiating Commission, with the expression of the number of members of each of the representations.

(f) Fehaciente documentation, accreditative of gathering the necessary legitimization to negotiate a Convention required by Article 87.2, 3 and 4 of the Staff Regulations.

g) Whether or not it is deemed appropriate for the negotiations to have a President and, where appropriate, a proposal, in terna, of the person indicated for such a function.

CHAPTER 3

Compensation, guarantees and absorbability

Article 3.1 Globality.

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

Article 3.2 Compensation.

The agreed conditions are compensable in their entirety with those that previously rigian, for improvement agreed or unilaterally granted by the company (through voluntary improvement of wages or salaries, by means of premiums or plusses). variables, bonuses and voluntary benefits or through equivalent or similar concepts), legal imperative, case law, litigation or administrative, Collective Labour Convention, covenant of any kind, individual contract, uses and local, regional or regional customs, or any other cause.

Article 3.3 Exclusions.

The following concepts shall be considered to be excluded from the overall compensation set out in Article 3.2:

1. The cash compensation of the labour economy, established by a general and compulsory legal provision.

2. The contribution of social security schemes to higher than agreed terms.

3. The lower working day, in its duration, than that established by the Law.

4. Higher-than-normal performance wage perceptions that are due to productivity methods implemented by companies, in accordance with the provisions of Article 5.6.

Article 3.4 Abstrations.

In view of the nature of the Convention, future legal provisions, involving economic variation in all or any of the terms of remuneration, will only be effective if, overall, they are considered and In addition to those in force prior to the Convention, they exceed the total level of the Convention.

Otherwise they will be considered to be absorbed by the agreed improvements.

Article 3.5 Personal Warranty.

The personal situations which, on a global basis, exceed the Convention shall be respected, shall be strictly maintained 'ad personam', which are established by legal or customary provisions when examined in their together, they are more beneficial for the worker.

In any case, they will be respected, with a personal character, the most favorable day, the intensive and the longest holidays.

CHAPTER 4

Mixed Committee

Article 4.1 Constitution and functions.

1. Within a maximum of one month from the date of signature of this Convention, a Joint Joint Committee shall be set up, consisting of representatives of the Business Organisations and Trade Unions which are signatories to the Convention.

2. The functions of the Joint Committee shall be as follows:

a) Authentic interpretation of the Convention.

b) Definition and valuation of jobs, for which it is given a method of valuation whose use is exclusive to this Commission.

c) Reconciliation of Collective Conflicts, regardless of the reconciliation to the SMAC or other Competent Bodies.

d) Updating the Convention's rules.

e) Control and surveillance as set out in Article 8.7 on overtime.

(f) Prior mandatory knowledge and, where appropriate, resolution of the issues referred to in Article 8.1.3.d.

g) Conocera and, where appropriate, resolve any discrepancies arising during the period of consultation relating to the implementation of the conditions of employment laid down in the Collective Agreement applicable to the undertaking in question the terms legally provided for.

h) To ensure that there are no discrimination situations and to encourage direct and indirect positive action.

i) How many other activities tend to the practical effectiveness of the Convention.

j) All matters concerning the sectors affected by the Convention which, by mutual agreement, are subject to the parties.

3. The Joint Committee shall be required to intervene in all the functions set out in point 2 above, leaving the parties ' freedom to be exhausted, to the competent authority or jurisdiction.

4. Where the Joint Committee is to intervene in the knowledge and resolution of the Collective Conflicts referred to in paragraph c) and in the discrepancies arising during the period of consultations relating to the application of the conditions of work provided for in the applicable collective agreement referred to in point (g), both of which is referred to in point (2) of this Article, for reasons of urgency shall be set up as a restricted Joint Committee, in accordance with the composition referred to in paragraph 4.2.2.

Article 4.2 Procedure.

4.2.1 Composition and functioning of the full Commission.

1. The Joint Committee shall be composed of:

Top nine vowels, for each part, which may vary from one meeting to another. The parties may be accompanied by advisers, at a maximum number of six for each, and shall, for each meeting, elect a moderator from among its members.

Two Secretaries, one for each party, who shall take note of the treaty and shall act jointly at least on the agreements adopted.

A permanent secretariat, which is responsible for the administrative functions of an organ of this nature.

2. The Joint Committee shall meet:

a) When both parties agree (extraordinary meeting).

b) Twice every quarter, with ordinary character.

The meetings of the Joint Commission will be held by the Secretariat of the Joint Committee. The call will be made in writing, with the place, date and time of the meeting, as well as the Order of the Day. They will be sent to members seven days in advance.

In the first call, the Joint Commission shall be considered validly constituted, when the 2/3 of all the members of each of the two representations are present.

On the second call, which will occur half an hour later, the assistance of half of the members of each of the two representations will suffice.

3. The agreements shall be adopted jointly, between the two representations, and shall not be effective until the approval of the minutes in which they are recorded.

If an agreement is not reached, both parties, if they so agree together, may submit to arbitration, conciliation or mediation to the SMAC or other competent body, to which the reports referred to in this agreement shall be forwarded to them. parties consider appropriate, together with the minutes of the meeting. The decision of the said bodies shall be binding, except in the case where the two parties reach a subsequent or simultaneous agreement, in which case the latter shall prevail, which shall be null and void. The arbitration, obtained through conciliation or mediation before the SMAC or another Body or obtained agreement interparties, shall be fulfilled in its own terms and shall not be ignored its compliance or to be exercised, by any of both parties, conflicting action, lockout or strike action, aiming at their non-observance, modification or cancellation.

When both parties consider it appropriate and so agree, specific Work Commissions will be created to address specific and predetermined topics. These Commissions will draw up the papers, which will then be presented to the Joint Committee, and which will not be binding, but will be of a rather consultative nature.

4. The Permanent Secretariat shall have its registered office in the Joint Committee. The functions of the Secretariat shall be as follows:

a) Call the parties seven days in advance.

b) Give input and distribute to the members of the Commission the consultations received.

c) Take a record of the approved minutes and release certifications from their agreements.

d) How many other tasks are entrusted to you, by agreement of the Joint Commission, for its best operation.

4.2.2 Composition and functioning of the commission in restricted action.

1. Where the Joint Commission operates in a restricted manner, it shall consist of:

Four vowels, for each part, which may vary from one meeting to another, with all the organizations signing up to the Convention being duly represented.

The parties may be accompanied by advisors, at a maximum number of two for each of them and, for each meeting, they shall elect from among their members a moderator.

A Secretary, who will take note of the treaty and will take up the minutes, at the end of each meeting.

2. By virtue of the absolute preference given to the processing of collective conflicts, the Regulatory Law of the Social Jurisdiction is granted, when the Joint Commission is required to intervene in the knowledge and resolution of the Conflicts. Collectives, as well as on the discrepancies arising during the period of consultations corresponding to the inapplication of working conditions provided for in the applicable collective agreement, will meet in the shortest possible time and always giving a reply within seven days of the receipt of the letter of Conflict initiation, registered with the competent authority or submission of the written report on the discrepancies arising from the application of the applicable convention.

This Commission's calls will be made by the Permanent Secretariat.

Adopting agreements will require the compliance of both parties.

If no agreement is reached, each representation will be able to deliver its opinion, according to its opinion.

The results of these meetings will be urgently transferred to the parties involved.

The minutes will be moved to the full for your knowledge.

Article 4.3 Consultations to the Joint Commission.

Those companies do not adhere to any of the Associations integrated in FEIGRAF, AFCO or in the Federation of Editors of Spain Editors (business organizations signatories of the Convention) who wish to formulate consultation or need the intervention of the Joint Committee, shall, at the same time as they formulate their consultation or request the intervention of the Commission, send the amount of EUR 150, per consultation carried out, to contribute to the costs incurred.

All the consultations, carried out by workers and companies, must be carried out in the standard forms which the Joint Committee approves at any time; it shall preferably be dealt with by means of such consultations. the organisations which have signed the Convention.

Article 4.4 Address.

The Joint Committee will have its registered office in Madrid, Calle Rufino González number 23a, 2nd floor, 28037 Madrid, but it will be able to meet anywhere else, with the agreement of the parties.

Article 4.5. Agreement on the Autonomous Solution of Labor Conflicts (ASAC).

The parties to this agreement are attached to the Agreement on the Autonomous Solution of Labor Conflicts (ASAC), published in the "Official State Gazette" dated 23 February 2012, according to the minutes signed on 7 February 2012. February 2012.

For the purposes set out in Article 5 of the said Agreement, the Joint Commission of Interpretation of this Convention is integrated into the Interconfederal Mediation and Arbitration Service with the jurisdiction and circumstances of each Case proceed.

CHAPTER 5

Job Regime

Article 5.1 Definitions.

5.1.1 Normal activity: Normal activity is the one that develops a medium operator, trained and knowledgeable about his work, aware of his responsibility, under a competent direction, without excessive physical and mental fatigue, but without special stimulus in production. This activity is the one that, in the different and most common measurement systems, corresponds to the 100 or 60 indices.

5.1.2 Optimal activity: It is the maximum that can develop a medium operator, well trained and knowledgeable about his work, without detriment to his professional life, in normal day.

The optimal activity is in the order of 40 or 33% on the normal, and in the indicated measurement systems it corresponds to the indices 140 or 80.

5.1.3 Normal performance: It is the amount of work that an operator performs in one hour, when they work in normal activity.

5.1.4 Amount of work in normal activity: It is the one that performs an average operator, in normal activity, including the recovery time.

5.1.5 Machine time: It is the one that employs a machine to produce a task unit, under certain technical conditions.

5.1.6 Free work: It is the work in which the operator is not limited in his activity by any circumstance external to him (machine, equipment, etc.), being able to develop the optimal activity for all the time.

5.1.7 Limited Work: It is the job in which the operator cannot develop the optimal activity throughout the working time.

The limitation may be due to the machine's work, to work as a team, or to operating method conditions.

For remuneration purposes, limited work times will be paid as if normal activity is worked.

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

Article 5.2 Requirements and remuneration for normal performance.

Normal performance is the required performance and the Company may determine it, on any occasion, without failure to do so at the time of application of the Convention, and may not be construed as leaving this right, which may be to make use of the same conditions and guarantees as provided for in Article 5.9.

To set the incentives must be partitioned from normal performance.

Remuneration for normal performance corresponds to the base salary and the add-ons that are legally or conventionally sourced.

Article 5.3 Indirect valuation system.

When the performance of a job is difficult to measure, an indirect system of valuation can be established, according to the legal representation of the workers.

Article 5.4 Amount of work.

The amounts of work determined for each task will take into account all the variables involved (change of power and output, breaks, cleaning, displacements, interferences, etc.).

Article 5.5 Modification.

The established work quantities may be modified, when the operating method is changed or there is a manifest error of calculation or transcription, with the guarantees set out in Article 5.9.

Article 5.6 Rationalization systems.

The rationalisation systems established on the basis of a premium proportional to the activity in Bedaux or Gh points will remain in force.

Activities and yields, comprised of normal activity and performance and optimal performance, will be the object of premium.

Companies that establish an incentive or destage system, in Bedaux or Gh points, may review it when perceptions exceed 40% of those identified in this Convention for normal performance.

Article 5.7 Organization of the job.

The practical organization of work and the determination of groups, cycles, sectors or departments, as well as the classification of services that are deemed appropriate, are the exclusive faculty of the Company.

Technical progress, due to systems of organization and productivity, better vocational training or more appropriate equipment, must be an improvement in working conditions and remuneration, in fair correspondence to the benefit of the prosperity of the enterprises.

Article 5.8 Faculties of the Company's Address.

Are the faculties of the Enterprise Address:

1. Lead the productive process, in the most appropriate way to promote the well-being and the best professional training of the workers, as well as the more just distribution of the benefits of this process.

2. To promote, stimulate and maintain collaboration with its workers, as an essential need for social peace and the prosperity of all personal productive factors.

3. Organize production and improve and dignify labor relations.

4. Respect and enforce the staffing templates, as set out in accordance with the provisions of this Convention.

5. Promote and respect the professional classification of their workers, facilitating their training and social and human promotion.

6. The requirement for normal returns as defined in this Convention.

7. The allocation of the number of machines or the task required for the worker's saturation to normal performance.

8. The fixing of the qualifying quality or waste indices and the imposition of penalties, in the event of their non-compliance.

9. To require the supervision, cleaning and care of the machine entrusted, within the responsibility assigned to the professional level concerned, provided that it has been taken into account in the determination of the quantities of work and performance.

10. The mobility and redistribution of the staff of the Company, according to the needs of the organization and the production. In any case, the personal situation shall be respected, with the necessary period of adaptation being granted.

11. The implementation of a remuneration system with incentive. If only one or more of the sections or posts are applied, it shall also be an incentive for those who, as a result of the application, to experience an increase in their workload above normal.

12. To carry out, during the period of the work organisation and on a provisional basis, the changes in working methods, rules of assessment, staff distribution, change of functions and technical variations of the machinery and materials, which facilitate the comparative study with reference situations or the technical study concerned. The worker shall keep, during the test, the average perceptions corresponding to the immediate three months preceding the test.

13. The maintenance of the organization of work, in cases of disconformity of workers, expressed through its legal representatives, pending the interpretation and report of the Joint Committee of the Convention and, where appropriate, of the resolution of the competent authority.

The Company may proceed to the reduction of its template, in the cases provided for and subject to the procedure laid down in the legislation in force.

Article 5.9 Company Obligations.

Are Company Obligations:

1. Set up the work systems so that they can be performed by workers on a regular basis.

2. To bring to the attention of the legal representation of workers, with a minimum of twenty days in advance, the purpose of modifying the organization of the work, standards of valuation or systems of remuneration, contributing, for this, study with the data that will serve as the basis for the proposed modification.

3. Limit, up to a maximum of ten weeks, the experimentation of new standards or systems, as referred to in the previous paragraph.

4. To collect, complete the probationary period, the conformity or reasoned disagreement of the legal representation of the workers.

5. In cases of non-compliance, this will be provided for in the legislation in force.

6. To have at the disposal of the workers and, in particular, their legal representatives, the tasks assigned to each job, as well as the corresponding valuation rules.

7. Establish and write, in a clear and understandable way, the formula for the calculation of salaries and incentives.

8. Comply with the obligations set out in the previous numbers, in cases of revision of valuation standards or operating methods which may involve modifications of the same.

Companies that currently have properly formalised incentive schemes will not have to follow the previous procedure, except as regards the modification of securities, but they will have to give the legal representation of workers.

Article 5.10 Workers ' rights.

1. Obtain, in compensation for their intervention in the production process, a sufficient remuneration for the dignified subsistence, in normal working hours and through a normal performance in their tasks.

2. Cooperate with your initiatives to the prosperity of the company.

3. To be consulted, through their legal representatives, in any decision regarding the organization of the work, changes of production systems, classifications and professional levels.

4. In addition to the rights and guarantees provided by the general legislation in force, the legal representatives of the employees are empowered to know the tasks assigned to them and the assessment of the tasks and, in the case of disconformity, to make the relevant claims to the competent authority.

Article 5.11 Organization of services.

In order to establish the proper hierarchy in the various production orders, companies will endeavour to organize their services so that the heads of any level are obliged to transmit the instructions of the Management and suggestions of staff, by hierarchical line, specifically regulated, in order to ensure that their content and purpose are never distorted, without prejudice to the functions which, in the field of employment and relationship, correspond to the legal representatives of workers.

CHAPTER 6

From Staff

Article 6.0 General provisions.

The system of professional classification shall apply to all personnel who carry out their activities in the fields of application provided for in Articles 1.2 and 1.3 of this Convention, and shall be classified according to the agreed professional activities and the definitions set out therein.

As from the entry into force of this system of professional classification, all undertakings within the functional scope of the Convention shall be obliged to apply it under the conditions laid down and, by (a) to classify its personnel on the basis of the criteria contained in the classification system. In addition, the staff providing their services in these enterprises, prior to the entry into force of the system, will have to be bound by one of the professional levels and their corresponding wage, which is contained in the the same on the basis of the transfer document contained in the second transitional provision, except as provided for in the transitional provision.

The professional groups and levels entered are merely enunciative and do not assume the obligation to have covers all the places listed, if the needs and volume of the company do not require it.

However, as soon as there is a worker in the Company who performs the specific functions of a particular professional level, it will be paid at least with the remuneration for that level. fixed this Collective Agreement or any provision that has the force of binding.

It is merely informative the different tasks assigned to each professional level, since every worker of the Company is obliged to execute as many works and operations order the superiors, within the general task of his professional competence, including the cleaning of the work items he uses, and in case of emergency, he must perform other tasks.

Article 6.1 Classifications.

6.1.1 Classification according to permanence:

In accordance with Article 15 of the Workers ' Statute, the staff affected by this Convention are classified as fixed and temporary.

It is fixed staff who are expressly hired for indefinite time and who acquire such a condition by legal imperative.

It is temporary staff hired for a given time, in accordance with any of the contractual modalities in force at any time, such as:

a) When the worker is hired for the given work or service.

b) When market circumstances, accumulation of tasks or excess orders so require, even in the case of normal business activity.

(c) In the case of replacement of workers with the right to reserve the job, provided that the contract of employment specifies the name of the replacement and the cause of the replacement.

They will also have the consideration of temporary staff hired under the Decrees of Employment Promotion Measures.

6.1.2 Classification System.

6.1.2.1 Structure.

The classification system referred to in this Convention is structured in areas, groups and professional levels. This structure is the result of adapting the forecasts contained in Article 22.1 of the Workers ' Statute, thus obtaining, through collective bargaining, a system of classification specifically suited to the needs of the graphic sector.

6.1.2.2 Professional area.

The area of activity of the sector delimited by the set of technologies directed to the same production objective is understood by professional area, being the same: common, preprint, editorial, printing, binding and transformation and manipulated.

Common Area: is the space of the sector whose activities are transversal to any area of the productive sector of the convention.

Editorial area: is the area of the sector whose activities are related to publishing and editorial production on any paper and cardboard, simple or transformed, analog or digital.

Preprint area: This is the area of the industry whose activity is related to different preprint processes.

Print area: This is the area of the industry whose activity is related to different printing processes by any system.

Binding Area: is the space of the sector whose activity is related to the different binding processes.

Transform and manipulated area: is the space of the sector whose activity is related to the different processes of manufacturing of transformed and complex, handled cardboard and paper.

6.1.2.3 Professional Group.

It is understood by professional group the set of benefits with its own specialty, such as the use of a certain technology or common element, integrated in each professional area; the groups are listed below Professionals: Common area: management group, technical and intermediate managers; administrative group; trade group; warehouse group and expeditions; transport group; maintenance and facilities group; general services group. Editorial area: editorial group. Preprint area: Technical preprint group and mechanical preprint group. Print area: offset printing group, digital print group, flexographic printing group, screen printing group, huecogravure printing group, analog reprographic group, group recorded media, group other systems printing. Binding area: industrial binding group, artisanal binding group. Area of transformation and manipulation: group transformation, group of paper and other main materials/trades, group of paper and other materials/auxiliary trades, group of cardboard and other materials/trades main, group of cardboard and other auxiliary materials/trades.

6.1.2.4 Professional level.

In order to determine the professional level contained in each group, the provision of effective services, and in combination, both the effective domain of the professional group's own functions and technology, and the different degrees of responsibility, dependency and autonomy.

Technology is understood to be the set of industrial instruments and procedures used in each of the groups set out in this Convention.

The degree of autonomy of action of the function holder, the level of influence on the results and the relevance of the management on human, technical and productive resources is understood by responsibility.

The degree of functional subjection in the performance of the tasks or functions developed is understood by initiative.

Autonomy is understood to be the degree of hierarchical dependency in the performance of the tasks or functions that are developed.

6.1.2.5 Job Training:

Workers hired under contract mode for training are excluded from the previous professional classification system.

6.1.3 Classification by function.

The staff providing their services in the field of graphic arts, publishing, paper handling, cardboard and ancillary industries, within the scope of this collective agreement, will be classify, taking into account the level of responsibility and the functions it performs, in the following groups and levels that configure each professional area.

Professional area: Common.

Steering Group, Technical and Intermediate Management: Group of the technical services common to all the different activities within the functional scope of the Convention. The following can be considered as an orientation:

-management of human, economic, financial, environmental, occupational risk prevention, etc.;

-organizational tasks such as work methodologies and studies, time deployment, and method improvements;

-programming, organizing, implementing and maintaining computer systems and networks within the enterprise;

-management and implementation of national and international certifications and standards;

-quality control of materials and products, monitoring and evaluation of the same in the different stages of manufacture, analysis and testing, etc.;

-task planning and organization of work within manufacturing workshops.

Levels.

Directing: is the worker who takes care of the management and management of a company or business, responding, either to the partners, or to the owners, as the case may be.

Entitled university student: is the worker who, having a university degree, or technical university teaching, performs his or her work within the company by virtue of the required degree for being the same necessary for the work done.

Entitled middle university: is the worker who, possessing an officially recognized degree as a middle grade, performs his or her work within the company by virtue of the required degree for being the same as necessary for the work developed.

Head of Workshop: is the worker who, with the functions of command and coordination of the different productive workshops framed within this Convention, is at the forefront of all the production of the workshop.

Technical Chief: is the worker who, within the activities collected in the professional group of technicians, directs and coordinates the workers who are in charge, depending directly on the management of the company.

Qualified Technician/Section Head: It is the worker who performs complex tasks of this professional group that require a high degree of specialization, knowing perfectly the activities to perform and performing them with full autonomy.

Specialist technician: It is the worker who performs tasks that require specialization, knowing the activities to be performed, under the subordination and coordination to other higher categories.

Technical Assistant: It is the worker who develops simple tasks of the professional group with full dependence on the instructions given by his superiors.

Administrative Group: Group common administrative character capabilities in activities that configure the functional scope of the Convention.

Levels.

Administrative Chief: It is the worker, with complete responsibility, who directs one or more sections or departments and depends on the Management, Management or Administration of the company. As a guide, he develops administrative and procedural functions in the company, as well as the regulations and legislation related to his work.

Administrative qualified officer: It is the worker who performs administrative work of great complexity and assumes responsibility for the tasks in his office. For guidance, these are those responsible for the company's accounting years, making complex statistics, making budgets, buying raw materials, as well as other services, the merit of which, importance, initiative and responsibility have an analogy with those mentioned.

Administrative Specialist Officer: It is the worker who, under the subordination to other higher categories, develops administrative functions with responsibility, but to a lesser degree than that required of a qualified officer.

Administrative Assistant: It is the worker who, without special initiative, performs auxiliary administration operations within the company. Workers whose main activity is to take care of the company's telephone communications, to pay attention to the public at receptions, as well as other similar services, shall also be covered at this professional level.

Commercial Group: Group services consisting of performing commercial functions, covering the various activities within the scope of the Convention.

Levels.

Commercial Manager: It is the worker who performs commercial tasks with some autonomy to make budgets and make offers. It is responsible for collecting orders, informing customers and transmitting to production workshops the orders received, as well as providing after-sales services.

Commercial: It is the worker who performs the same functions as the commercial manager, but lacks the skills to establish business criteria when offering products; it can also be dedicated to functions administrative related to the business activity.

Warehouse and expeditions group: Group services consisting of storage and expedition, as well as distribution and supply, within the company, of raw materials and other products.

Levels.

Head of Warehouse: Is the employee who directs and is responsible for the storage and dispatch operations within the company, having under its dependency the operatives who perform this task.

Store: It is the worker who executes the functions of his professional group knowing all the tasks that are developed and that are designated by the Chief of Store. They also manage the warehouse and can be responsible and run small stores.

Driver of forklift trucks: It is the worker that, in a normal way, can use for the own functions of storage, expedition, distribution and supply of raw materials in the workshop, vehicles of specific mechanical traction for such purposes.

Warehouse Helper: Is the worker who performs simple, auxiliary-type tasks in the warehouse.

Transport Group: Group services consisting of the transport of goods, distribution and distribution within the various activities within the functional scope of the Convention.

Levels.

Heavy vehicle driver: It is the worker who is in charge of the transport of goods of the company, employing for them vehicles that require the possession of driving licence C1 or higher.

Driver: It is the worker who executes the transport of goods of the company, using for it light vehicles whose driving licences were not the same for the previous level, carrying out the loading and unloading of same.

Maintenance and facilities group: Group services consisting of the maintenance, repair, assembly and maintenance of the company's facilities and machinery.

Levels.

Chief Maintenance Officer: He is the employee and is responsible for the planning and execution of the maintenance and installation of machinery and facilities, having under his dependency the operators who also perform this task.

Maintenance Specialist: It is the worker who performs the functions of his or her specialty, knowing all the tasks they perform, and who are designated by the maintenance manager, except in the case of a company small, where you can be responsible.

Maintenance Operator: It is the worker who exercises one or more functions of his or her professional group, but without the responsibility and knowledge required for the maintenance specialist.

Group General Services: Group services of auxiliary services within the organization of the company and which are common to the different activities of the functional scope of the Convention, as they may be, Guidance, concierge, doorman, ordinance, cleaning staff, kitchen, etc. The provision of ancillary tasks within the different production areas and in any section of the company, linked to the trades of this Convention, is also covered.

Levels.

Service Auxiliary: It is the worker who develops any of the functions of the concierge, cleaning, ordinance, doorman, as well as others by analogy assimilated to them.

Workshop Auxiliary: It is the worker who, without specific preparation for the trades that comprises this Convention, performs tasks that require for his execution a certain training and special attention, both In addition to the own trades included in the functional area, services may be provided without distinction in any of the sections of the company; it may not be handled by the handling, proper, of machinery.

Professional area: editorials

Editorial Group: Group the services of the publishing sector.

Levels.

Editor: It is the worker who writes, manages, elaborates and schedules the editorial projects that have been commissioned in his area of specialty, following the established criteria and under the direct supervision of his/her higher.

You must have the academic level and experience sufficient to achieve a product that meets the technical characteristics specified for publication and appropriate to the particular requirements of the market.

Editor: It is the worker who, with academic degree or without him, writes, under the supervision of the company to which he is working, articles for all kinds of publications.

Editorial Diagramador: It is the worker who, endowed with good cultural and artistic preparation, and mastering the various techniques of drawing, with practical and extensive knowledge of the different means employed in the edition of books, printing and printing techniques and systems used in graphic arts, is capable of conceiving and performing, in its entirety, original projects for the conversion of an original into an editorial product.

Cartographer: is the specialized worker capable of conceiving and carrying out, in its totality, original plans and drawings of maps, plans, graphs and diagrams in all its phases: information, project, engraving and works with filmes.

Illustrator: It is the worker who, with sufficient artistic training for the choice of the material of illustration, knowing well the sources of origin of the same and with full responsibility in its conservation, cataloging, registration of entries and exits, determines, in contact or not with the author of the text, after reading the original, the photographs, engravings, drawings, etc., that must illustrate the work.

Documentarian/Librarian: It is the worker who, in possession of the corresponding professional title, or even untitled, but endowed with a wide cultural formation, takes care of the cataloging and ordering of archives and libraries, is kept informed of the precise bibliographic news and recommends, if necessary, and manages the acquisition of books and journals appropriate for the good development of the editorial tasks.

Editorial Technician: It is the worker who performs the necessary tasks, according to the indications of a superior, to solve the assigned works according to the technical characteristics and requirement of marked deadlines.

Editorial Assistant: It is the worker who performs auxiliary activities related to editing the book to the editor's orders, such as collaborating in the editing process, keeping correspondence, drawing up catalogues, and receive manuscripts.

Editorial Technical Assistant: It is the worker who develops auxiliary and basic technical type tasks within a realization unit.

Professional area: preprint

Technical preprint group: Group the preprint area's own capabilities that employ IT technologies and procedures. In this group, the following benefits would be used for this group: composition of texts, capture and treatment of images, filming or multimedia, graphic design, sound and video treatment, as well as other similar ones.

Levels.

Head of Team/Line Manager: He is the qualified officer who manages, directs and supervises the work of his team officers. It shall also exercise, inter alia, guidance, control and guidance functions, with regard to the application to the effective work of its staff, of quality systems, prevention of occupational risks, maintenance of machinery, protection of training, environmental measures, etc.; in short, it is responsible for the work of your team to be carried out on the basis of the above conditions.

Qualified technical preprint officer: is the worker who completely dominates the technology of the technical preprint, interpreting the parameters of the Team Chief, or of whom the entrepreneur designates, and executes with full responsibility for any of the functions of your job.

Specialist technical preprint officer: is the worker/a who without completely mastering the technology of the technical preprint, executes the instructions received from the Team Chief, or from whom the entrepreneur designates, and executes with full responsibility the functions of your job.

Technical prepress officer: It is the worker who, knowing part of the technology of the technical preprint, executes the instructions received from the staff of higher professional level, without full autonomy.

Mechanical preprint group: Group the preprint area's own capabilities using manual and mechanical technical development. For guidance purposes: film assembly and retouching, irons, screen printing, die-making and moulds.

Levels.

Qualified mechanical preprint officer: is the worker who completely dominates the technology of mechanical preprint, interpreting the parameters of the Team Chief, or of whom the entrepreneur designates, and executes with full responsibility for any of the functions of your job.

Specialist mechanical preprint officer: is the worker/a who without completely mastering the technology of the mechanical preprint, executes the instructions received from the Head of Team, or from whom the entrepreneur designates, and executes with full responsibility the functions of your job.

Mechanical preprint officer: It is the worker who, knowing part of the technology of mechanical preprint, executes the instructions received from the staff of higher professional level, without full autonomy.

Professional area: printing

offset printing group: Group the capabilities whose main activity is offset by offset system.

Levels.

Offset qualified officer: is the worker who completely dominates offset printing technology, interpreting the parameters of the Team Manager, or who the entrepreneur designates, and executes with full responsibility any of the functions proper to your job.

Offset Specialist Officer: is the worker who, without completely mastering offset printing technology, executes the instructions received from the Team Chief, or from whom the entrepreneur designates, and executes with responsibility full of the functions of your job.

Offset Officer: It is the worker who, knowing part of the offset printing technology, executes the instructions received from the highest professional staff, without full autonomy.

Digital Printing Group: Group capabilities whose main activity is printing using digital printing systems.

Levels.

Qualified digital printing officer: is the worker who completely dominates the digital printing technology, interpreting the parameters of the team leader, or who the entrepreneur designates, and executes with responsibility full of the functions of your job.

Specialist digital printing officer: is the worker who, without completely mastering the digital printing technology, executes the instructions received from the Head of Team, or from whom the entrepreneur designates, and executes with full responsibility for the duties of your job.

Digital Printing Officer: It is the worker who, knowing part of the digital printing technology, executes the instructions received from the highest professional staff, without full autonomy.

Group flexography: Group the capabilities whose main activity is printing using flexography systems.

Levels.

Qualified flexography officer: is the worker who completely dominates flexographic printing technology, interpreting the parameters of the Team Leader, or who the entrepreneur designates, and executes with responsibility full of the functions of your job.

Specialist flexographic officer: is the worker who, without completely mastering the technology of flexographic printing, executes the instructions received from the Head of Team, or from whom the entrepreneur designates, and executes with full responsibility for the duties of your job.

Flexography Officer: It is the worker who, knowing part of the flexographic printing technology, executes the instructions received from the staff of higher professional level, without full autonomy.

Group screen: Group of services whose main activity is printing using screen printing systems.

Levels.

Skilled screen printing officer: is the worker who completely dominates the screen printing technology, interpreting the parameters of the Head of Team, or of whom the entrepreneur designates, and executes with responsibility full of the functions of your job.

Specialist screen printing officer: is the worker who, without completely mastering the screen printing technology, executes the instructions received from the Head of Team, or from whom the employer designates, and executes with full responsibility for the duties of your job.

screen printing officer: It is the worker who, knowing part of the screen printing technology, executes the instructions received from the staff of higher professional level, without full autonomy.

Huecogravure Group: Group the capabilities whose main activity is printing using engraving systems.

Levels.

Qualified holoengraving officer: is the worker who completely dominates the printing technology of hologravure, interpreting the parameters of the team leader, or of whom the entrepreneur designates, and executes with full responsibility for any of the functions of your job.

A specialist in the case of an engraving: is the worker who, without completely mastering the printing technology of the engraving, executes the instructions received from the Head of Team, or from whom the entrepreneur designates, and executes with full responsibility for the duties of your job.

Huecograving Officer: It is the worker who, knowing part of the printing technology of hologravure, executes the instructions received from the staff of higher professional level, without full autonomy.

Analog reprographic group: Groups the capabilities whose main activity is printing using non-digital reprographic systems.

Levels.

Qualified analogue reprographics officer: is the worker who completely dominates the printing technology through analogue reprographics, executes with full responsibility any of the functions of his or her own job.

Analog reprographic officer: It is the worker who, knowing part of the printing technology through analogue reprographics, executes the instructions received from the staff of higher professional level, without full autonomy.

Written Media Group: Groups the capabilities whose main activity is printing and writing to other media (tapes, videos, cd, dvd, sound).

Levels.

Skilled media officer: is the worker who completely dominates the printing and recording technology on other media, executes with full responsibility any of the functions of his or her position job.

Written Media Officer: It is the worker who, knowing part of the printing and recording technology on other media, executes the instructions received from the highest professional staff, without full autonomy.

Group other printing systems. It brings together the services whose main activity is the impression by any existing printing or reproduction system not included within the professional groups collected within the professional area of printing, reproduction or recorded.

Levels.

Skilled officer of other systems: is the worker who completely dominates the technology used in other printing systems and executes with full responsibility any of the functions of his or her post job.

Specialist in other systems: is the worker who, without completely mastering the technology used in other printing systems, executes the instructions received from whom the entrepreneur designates, and executes with full responsibility for the duties of your job.

Official of other systems: It is the worker who, knowing part of the technology used in other printing systems and executes the instructions received from the staff of higher professional level, without full autonomy.

Professional area: binding

Industrial binding group: Group the capabilities of the mechanized binding (binding lines or individual machines in the different processes) and in any of its forms.

Levels.

Qualified industrial binding officer: is the worker who completely dominates the technology used in the industrial binding, interpreting the parameters of the Head of Equipment, or of whom the employer designates, and carries out with full responsibility any of the functions of his or her job.

Industrial binding specialist: is the worker who, without completely mastering the technology used in the industrial binding, executes the instructions received from the Head of Team, or from whom the The employer designates, and executes with full responsibility, the functions of his or her job.

Industrial binding officer: It is the worker who, knowing part of the technology used in the industrial binding, executes the instructions received from the staff of higher professional level, without full autonomy.

Craft binding group: Group the capabilities of the handcrafted and manual binding in any of its forms.

Levels.

Skilled labour-binding officer: is the worker who completely dominates the technology used in the handcrafted binding, and executes with full responsibility any of the functions of his or her post

Specialist craft binding officer: is the worker who, without completely mastering the technology used in the handcrafted binding, executes the instructions received from whom the employer designates, and executes with full responsibility for the duties of your job.

Artisanal binding officer: It is the worker who, knowing part of the technology used in the handcrafted binding, executes the instructions received from the staff of higher professional level, without full autonomy.

Professional area: Transformation and manipulated

Transformation Group: Group the capabilities by which simple or composite materials are generated or made of various raw materials for a subsequent printing or any type of manipulation (extrusion processes, Manufacture of complexes, laminates and similar).

Levels.

Qualified transformation officer: is the worker who completely dominates the technology used in the transformation, interpreting the parameters of the team leader, or of whom the entrepreneur designates, and executes with full responsibility for any of the functions of your job.

Specialist transformation officer: is the worker who, without completely mastering the technology used in the transformation, executes the instructions received from the Team Chief, or from whom the entrepreneur designates, and executes with full responsibility for the duties of your job.

Transformation Officer: It is the worker who, knowing part of the technology used in the transformation, executes the instructions received from the staff of higher professional level, without full autonomy.

Group paper and other materials. Main trades: Group services which require a high degree of specialisation in major handling processes; perform multiple operations, use individual lines or machines that manufacture materials (envelope making and libretas, paper bags and bags, plastic or other materials and analogues).

Levels.

Skilled officer of principal trades of paper and other materials: is the worker who completely dominates the technology used in the main trades of paper and other materials, interpreting the parameters of the Head of Team, or of whom the employer designates, and carries out with full responsibility any of the duties of his or her job.

Specialist specialist trades paper and other materials: it is the worker who, without completely mastering the technology used in the main trades of paper and other materials, executes the instructions received from the Head of Team, or from whom the employer designates, and carries out the duties of his/her job with full responsibility.

Official of the main trades of paper and other materials: It is the worker who, knowing part of the technology used in the main trades of paper and other materials, executes the instructions received from staff of higher professional level, without full autonomy.

Manipulated paper and other materials, auxiliary trades: Group benefits which, because they are purely mechanical works, do not require a thorough knowledge of the trade or the machine, limiting them to the performing a single operation.

Levels.

Skilled officer of auxiliary trades of paper and other materials: it is the worker who completely dominates the technology used in the auxiliary trades of paper and other materials, executes with full responsibility for any of the functions of your job.

Official of auxiliary trades of paper and other materials: It is the worker who, knowing part of the technology used in the auxiliary trades of paper and other materials, executes the instructions received from staff of higher professional level, without full autonomy.

Cardboard group, main trades. It groups benefits that require a high degree of specialisation in the manufacture and handling of cardboard (manufacturing of corrugated cardboard, finishing line, other analogues).

Levels.

Skilled officer of the main board of cardboard doctores: is the worker who completely dominates the technology used in the main trades of cardboard, interpreting the parameters of the Head of Team, or of whom the employer designates, and executes with full responsibility any of the functions of his or her job.

Specialist specialist in cardboard handling trades: it is the worker who, without completely mastering the technology used in the main trades of cardboard handling, executes the instructions received from the Head of Team, or of whom the employer designates, and carries out with full responsibility the duties of his/her job.

Official of the main trades of cardboard: It is the worker who, knowing part of the technology employed in the main trades of cardboard, executes the instructions received from the staff of greater professional level, without full autonomy.

Manipulated group of cardboard, auxiliary trades: Group the benefits which, because they are purely mechanical works, do not require a thorough knowledge of the trade or the machine, limiting them to the realization of a single operation.

Levels.

Skilled officer of auxiliary cardboard trades: is the worker who completely dominates the technology used in the auxiliary trades of cardboard, interpreting the parameters of the Head of Team, or of whom the employer designates, and executes with full responsibility any of the functions of his or her job.

Cardboard handling officer: It is the worker who, knowing part of the technology used in the auxiliary trades of cardboard, executes the instructions received from the staff of the professional level, without full autonomy.

Librarian/documentarian

Editorial Assistant

technical preprint

qualified mechanical preprint

Flexography Specialist Officer

Written Media Officer

Auxiliary trades:

Area.
Professional Group.
levels.

Zant_table_to_izq"> Higher-grade college/general manager	1
-grade university holder
4	4
	5

15	15
Professional Group:
Manager
Qualified Officer	6
Specialist Officer	11
16
Commercial Professional Group
Manager	9
Commercial	11
warehouse and expeditions group:
warehouse manager	10
Store	13
truck driver	15
Warehouse Assistant	19
Group professional transports:
vehicle driver	13
Driver	15
Professional Group Maintenance and Facilities:
Chief Maintenance
Specialist	10
	Operary maintenance	13
group general services:
Workshop Auxiliary	19
19
Publishing Professional Area
Editorial Professional Group:
Editor	3
Redactor/diagrant
4
	Illustrator	Cartoon

	6


8
Technical Auxiliary	11
Area professional Preprint
Professional Preprint Group:
Manager/Team Manager
9

12
Technical Preprint	15
preprint group:
11

12
15
Mechanical Preprint Officer	15	15	15	18
print professional
Group offset printing:

7
	7	7	7
11
offset printing	14
Group professional digital print:
of Team/Line Manager	8
digital printing officer	9
print specialist	11
Officer digital	15
flexography group:

8
8	8	8

Flexography Officer	15
Group screen printing:
Manager/Head Officer	11
Skilled screen printing officer	13
Sergraphy Specialist Officer	15
printing officer
team/line manager	6
	7

Displayed official	13
Analog reprographic professional group:
	reprographic officer analog	13
Analog Reprographic Officer	18
Professional Group Written Media Group:
Qualified Media Qualified Media

Group Other Print Systems:
Qualified Officer Other Print Systems	13
Specialist other printing systems	15
Print Systems Officer	17
binding area
Professional Binding Group:
Handcrafted Binding Officer	13
binding officer craft	15
Handcrafted binding officer	18
Professional Group Binding Group:
Manager/Team Manager
binding officer industry	13
binding specialist	15
Industrial binding officer	18
area transformation and manipulated
	Group transformation:
Manager/Team Manager	9
Qualified transformed officer	10
Transformed specialist officer
Processed Officer	16
group of paper and other materials. Main Trades:
of Team/Line Manager	10
Manip qualified officer. Pppal craft paper	12
Manip specialist officer. Ppal Trades	14
Manip Officer. Paper trades	17
group of paper and other materials. Auxiliary Trades:
skilled officer. Auxiliary trades paper	15
Manip officer. Auxiliary trades paper	18
group of cardboard. Main Trades:
of Team/Line Manager	10
Qualified Officer Handled Cardboard trades	12
Handled Cardboard ppales	15
17
Group Handled Cardboard
qualified officer handled auxiliary boards	17
official doctored auxiliary trades	18

Article 6.2 Equality and non-discrimination.

Within companies, workers will not be discriminated against for issues of ideology, religion, race, political or union affiliation, sex, etc.

The principle of equal access to all jobs in the enterprise will be respected, both for men and women, without any discrimination.

When a call is made to cover a job, the total abstraction of the sex condition will be made, based only on the professional capacity required.

Article 6.3 Special situations.

6.3.1 Gestation.

In the case of risk during pregnancy, the provisions of Article 26 (2) and (3) of Law 31/1995 of 8 November on the Prevention of Occupational Risks will be included.

The right to adaptations arising from the preceding paragraph shall not be detrimental to the professional and salary level of the person concerned, nor shall it generate the need or obligation to create a new job.

In the case of permuse, the company, the employees ' representatives, will designate the person who is compulsorily affected, who, due to the nature of the situation and duration of the situation, will be rejoined to his previous position, when the pregnant causes low work.

The assumptions of these adaptations will not, in any case, result in the consolidation of the workers affected in the provisionally occupied jobs, even if the situation of interinity exceeds three months.

6.3.2 Diminished capacity.

Companies will seek to engage staff with diminished capacity, who have their origin in a professional illness, accident at work or natural physical wear, as a result of a long life at the service of the company, directing you to jobs that are appropriate to your conditions.

In order to be placed in this situation, workers who receive subsidies or lower pension will have preference for the current minimum interprofessional salary. The order for the benefit, as set out in the preceding paragraph, shall be determined by seniority in the undertaking and, in the case of equality, by the greatest number of children under age or unfit for work.

Article 6.4 Income, test periods, job training and work in practices, promotions, cesses and retirements.

6.4.1 Revenue.

To enter the company it is mandatory that the aspirant has fulfilled the age of sixteen years.

The admission of staff shall be carried out in accordance with the provisions in force in the field of placement and shall be submitted to applicants for medical examination and other formalities.

The company may subject applicants to the theoretical, practical and psychotechnical tests that they deem appropriate to check their degree of preparation.

It will be considered as merit for the admission of the certificate of studies issued by the National School of Graphic Arts or any other similar School of official character.

6.4.2 Test.

Staff hiring shall be considered provisional during a trial period which, in no case, may exceed that which is indicated on the following scale:

Top and middle technical graduates: 6 months.

Officers, other technical, commercial and administrative personnel: 2 months.

Rest of staff: 1 month.

During this period, both the worker and the employer may, respectively, desist from the test or proceed to dismissal without notice, without any of the parties being entitled to compensation.

In any case, the worker shall be entitled to the remuneration, during the probationary period, corresponding to the professional level of the work entrusted.

After the deadline, the worker will be listed in the company template, and the time served in the trial period will be computed for the periodic increases for service time.

The probationary period, which is mentioned, is not mandatory and the company may accordingly proceed to the admission of staff with full or partial waiver of their use.

6.4.3 Job training and practical work:

6.4.3.1 Contract for training and learning.

The contract for training and apprenticeship will aim at the vocational qualification of workers on the basis of alternance of paid employment in a company with training activity received at the end of the year. the framework of the vocational training system for employment or the education system.

It may be concluded with workers aged 16 and under 25 who lack professional qualifications recognised by the vocational training system for employment or the education system required to establish a Contract in practice. Workers who are trained in the vocational training system may be eligible for this contract. The contract for training and learning may be carried out under the age of 30, until the unemployment rate in our country is below 15 per 100, as provided for in the transitional provision 9 of Law 3/2012, 6 of July.

Contract Duration and Extensions: The duration of the contract may not be less than six months or exceed three years.

If the training contract has been concluded for a duration of less than the maximum possible duration, the parties may agree to extend it up to twice, without the total duration of the contract exceeding the maximum duration. set out in the previous paragraph. The duration of the extensions of the contract may not be less than six months.

Remuneration: Remuneration, excluded from any relationship with the salary structure provided for in Chapter 7 of the Convention, shall be, only, that fixed at the following scale, calculated on the basis of the Minimum Interprofessional Wage (S.M.I.) in force at any time:

Contract for the training of 1.er year: 85% of the S.M.I.

Contract for 2.o Year Training: 95% of S.M.I.

Contract for the formation of 3.er year: 120% of the S.M.I.

The percentages of the Minimum Interprofessional Wage referred to in the previous paragraph are understood as referring to the maximum day provided for in the following paragraph. Where the parties agree to a longer theoretical training time, the salary may be reduced proportionately.

Effective working time, which must be compatible with the time spent on training activities, may not exceed 75 per 100, during the first year, or 85 per 100, during the second and third year of the day Maximum provided for in the Collective Agreement.

The theoretical training requirement shall be understood when the worker accredits, by means of certification by the competent Public Administration, that he has completed an occupational vocational training course appropriate to the trade or job object of the contract. In this case, the remuneration of the worker shall be increased in proportion to the time not devoted to theoretical training.

Extinction: Once the agreed training period is completed, the contract will be extinguished for the expiry of the agreed time, giving the certified employer the duration of the theoretical training and the level of acquired practical training.

If, after the termination of the contract for the expiration of the agreed time, the worker will continue to provide services in the company without a continuity solution, his contract will be transformed into an indefinite period and will be computed the age from the start of service delivery.

If the training period has been completed for three years and after the end of the third, and without a continuity solution, continue to provide services in the company in the job corresponding to the trade or specialty for the the worker shall be assigned at least the professional level of officer and the salary established in the Convention for the post, with effect from the day following the completion of the third year of training.

6.4.3.2 Contract in practice.

Practical work contracts will be governed by the general regulations in force at any time.

By way of derogation from the preceding paragraph, your remuneration shall be:

70% the first year, and 85% the second, of the salary set in the Convention for a worker who performs the same or equivalent job.

6.4.3.3 Organization of Courses.

Companies will be able to organise vocational training courses, by specialised staff, or to send their workers to the Centres prepared for this purpose.

The workers must collaborate with the measures taken by the companies, and they will inform the legal representatives of the staff about the content and development of the same, being able to present the suggestions they consider interesting for the best fulfillment of the proposed purposes.

6.4.3.4 Training continues.

The parties which are aware of the crucial importance of vocational training, in their various forms, express their willingness, in their respective fields, to encourage and encourage the measures they consider to be conducive to that end. To this end, the agreements that come and that are required by the current regulations can be reached.

6.4.4 Ascensuses:

1. Promotions to fill vacancies or template extensions, except for the cases listed in the last paragraphs of this Article, shall be carried out after proof of theoretical-practical aptitude, in which all circumstances shall be assessed. inherent in the position to be covered between the staff of the specialty and, failing that, among the related specialties.

2. In case of equality in the score, which measures the capacity of the aspirants, it will decide the greatest seniority in the company.

3. The Court which has to judge the access tests shall be appointed by the undertaking and shall be chaired by a representative of the undertaking. They will necessarily be part of the Court two workers, of higher level, appointed by the legal representatives of the workers.

4. The company, preferably among its staff, shall be provided with free designation of the positions corresponding to the following groups and levels:

a) The technical staff entitled.

b) Administrative Chiefs

c) Workshop Chiefs.

d) The Section Chiefs/Qualified Technicians.

e) The Team Chiefs/Line Responsables.

f) Commercial personnel.

5. Vacancies in the general services group shall, preferably, be covered by the operating staff from the undertaking itself which, for reasons of age, sickness, accident or similar causes, has its physical capacity reduced, with the sole exception of those who for the performance of their function require to be in possession of all their physical powers. At this point, the company, with the intervention of the legal representatives of the workers, will determine, on each occasion, the origin of the vacancies of this group with the appropriate personnel.

6.4.5 Months.

The worker who wishes to voluntarily cease in the service of the company will be obliged to put it in knowledge of it, in writing, in compliance with the following periods of notice:

a) Technical, administrative and commercial: 1 month.

b) Rest of staff: 15 days.

c) General services and in job training: 7 days.

The worker's failure to comply with the prior notice will entitle the company to discount the amount of the salary of one day for each day of delay in the company. warning.

Having received the company, with the indicated advance notice, the indicated notice, will be obliged, at the end of the period, to pay the worker the corresponding liquidation. Failure to comply with this obligation by the undertaking shall entail the right of the worker to be compensated, with the amount of the salary of one day, for each day of delay in the payment of the settlement, with the limit of the number of days warning.

6.4.6 Partial retirement.

Workers who meet the legally required requirements will be able to access the partial retirement situation, provided that an agreement is reached between the parties; such an agreement may include an irregular distribution of the entire of the hours to be performed annually. Workers in this situation will receive their calculated salary in proportion to the agreed working day.

Article 6.5 Possible contracts due to circumstances of production.

Duration and Extensions: Any contracts for production circumstances may not be longer than 12 months in a period of 18 months. If the duration of the contract is less than the maximum possible, it may be extended by agreement of the parties, for a single time, without the total duration of the contract exceeding twelve months.

Compensation: If the contract is extinguished due to the expiration of the agreed time, and upon denunciation of the company, the worker will receive an economic compensation equivalent to twelve days of his salary per year of service, in proportion of the time worked, not taking this compensation in the other cases of extinction.

The provisions of Article 15 (b) of the Workers ' Statute and Royal Decree 2720/1998 of 18 December 1998, in force, under which the previous regulation is established, are not foreseen. that, if it is amended by laws or subsequent provisions, this article must be adapted to the new rules.

Article 6.6 Transports.

Transfers or changes of function or position may be exclusively geographical or functional, or participate in the characteristics of both types of mobility, and may take place:

a) At the request of the data subject.

b) By agreement between company and worker.

c) For service needs.

d) By permuse.

It is understood by functional mobility, the change of functions of the workers within the company, within the group of technicians, administrative, subaltern and workers of belonging.

It is understood by geographical mobility, transfer or change of the worker to a work centre in different locations.

6.6.1 Geographical or functional changes at the worker's request.

When the change, whether functional or geographical, occurs at the request of the person concerned, upon acceptance by the company, the company may modify the salary, warning it in advance in writing, according to the one that corresponds to the new job, being compulsory such a change if the salary is higher than that of the place of origin, not having the transferred right to compensation for the expenses incurred by the change.

6.6.2 Geographical or functional changes by agreement between the company and the worker. -When the change, whether functional or geographical, is carried out by mutual agreement between the company and the worker, the agreed conditions will be met in writing between the two parties, which shall never be lower than the minima laid down in this Convention.

6.6.3 Geographic or functional mobility for service needs:

a) General rules:

When the needs of the work justify it and no agreement is reached between the two parties, the company may make the change, provided that it guarantees to the transferred all the rights it has acquired, as well as any others that may correspond to you.

In cases of change from one department to another, within the same company, which is carried out as a result of a reduction of the template in one of them, the oldest in the group and level will be respected, on equal terms corresponding professional.

For changes or transfers, within the same professional level, which entail some improvement or benefit for the transferred worker, they will be preferred for the older workers at the level in question, provided it exists equal technical training for the performance of the position to be covered, subject to the provisions of the article on promotions.

b) Geographic mobility for service needs:

In cases of geographical mobility, the transfer power granted to companies for work needs can only be executed with the staff who take up to their service for less than ten years, and only for once with each of the workers, and shall be exercised by the undertaking on an equal footing, in the reverse order of seniority.

This limitation does not affect the technical staff entitled.

In cases of forced geographical transfer, prior to the legal formalities established, the worker shall, upon justification, receive the amount of the following expenses:

Those of the person concerned and family members who, with his or her life, are economically dependent; the transport of furniture, clothing and goods; and a cash allowance, equivalent to sixty or thirty days of the salary actual that you are receiving at the time of the shipment, whether or not you have family members in your office.

In case of transfer from one population to another, which necessarily implies a change of residence, the company will provide the worker with adequate housing for his needs, in the place to which he is transferred, and with income equal to that which has been satisfied until the time of the transfer and, if this is not possible, the justified income difference shall be paid to the worker.

In the event that the company intends to move the work centre to another locality, it must comply with the procedure laid down in the rules governing, at any time and in general, the policy area of the employment and, in any event, will be obliged to inform the staff of the staff with a year in advance, whenever possible, who will be entitled to the expenses incurred, for that reason, to the family members who live with it, including the corresponding to the transport of goods and, in addition, a reward equivalent to two or more month of pay, whether or not you have family members in your office.

In that warning, the company must detail the following ends:

a) Place where you plan to move the work center.

b) Possibility or non-housing in the new location and conditions of your rental or property.

(c) The affected worker shall have a maximum period of two months to accept or raise objections to the proposed transfer.

In the event that the company does not make the announced shipment, if any worker has made justified expenses for this purpose, it will be compensated for the damages caused, corresponding to the knowledge of the conflicts individual, which for such cause might occur, to the Work jurisdiction.

The notice period will be ignored, in cases of force majeure.

c) Functional mobility for service reasons:

Top-level jobs. The company, if necessary, will be able to direct workers to higher level jobs, reintegrating them into their old position when the cause of the change ceases.

This change may not be longer than three months uninterrupted, except for cases of replacement by military service, sickness, pregnancy, accident at work and leave and leave, in which case the situation is prolong as long as the circumstances that have motivated it remain.

When a worker carries out work at a higher level for more than three months, without attending the special cases referred to in the previous paragraph, he shall consolidate the higher level, provided that there is a shift to the higher level. the free designation of the company and except that for the performance of the company the possession of certificates or special knowledge duly accredited by proof of sufficiency is required, in which cases the change of work will have transcendence exclusively economic.

The plaza occupied by this system will have an impact on the company's appointment of promotion. The remuneration of this staff, as soon as it performs higher level work, will be the same.

Lower-level jobs. As a result of the justified need of the undertaking, a worker may be assigned to work of a lower professional level than the one assigned to it, while retaining the remuneration corresponding to his level.

Except very exceptional cases, of which the legal representatives of the workers are informed, this situation cannot be prolonged for longer than two months, in order not to impair their professional training.

Also, avoid companies to reiterate the realization of these lower-level jobs to the same worker.

If the change of destination, for the performance of lower-level jobs, has its origin on the worker's request, the remuneration corresponding to the work actually performed shall be assigned to it.

Weaning jobs, with premiums or incentives. Workers who are remunerated for use with premiums or incentives which involve the collection of salary supplements by quantity or quality may not be attached to other work of different arrangements, except where they measure causes of force majeure or technical requirements of production so require. In any event, this change will be provisional and may only last for as long as the exceptional circumstances that prompted it, not being able to hire new staff, to work for the weaning and the premium, in the work in which These workers were previously occupied without these workers being reintegrated into their previous jobs.

6.6.4 Permuse.

Workers with a destination in the same locality or in different locations belonging to the same company and professional group may arrange the permuse of their respective posts, subject to whatever they decide, in each case, taking into account the needs of the service, the ability of the permutants for the new destination and other circumstances to be considered.

In addition to the voluntary swaps referred to in the previous paragraph, there may be cases of compulsory swaps, as provided for in Article 6.3.1.

Article 6.7 Diets and offsets.

If, for the needs of the service, a worker is to be displaced outside the locality in which he/she habitually has his/her destination, the company will pay him 75 per 100 of his/her salary of the Convention, when he/she carries out a meal out of his/her domicile, and 140 per 100, when you have to eat and stay out of it.

When the worker is unable to return to eat at his or her home, by entrusting the company with jobs other than the usual ones, even if it is within his/her locality, he/she will be entitled to the diet for food.

If, due to special circumstances, the expenses incurred due to the displacement exceed the amount of the diet, the excess must be paid by the company, after recognition of those and justification, by the worker, of the expenses incurred, without, in any case, the time spent in the trips of place to supplement any, because its duration exceeds the legal day. The company shall determine the conditions and means of locomotion to be used in each case.

Locomotion expenses will be on behalf of the company.

Commercial personnel displacements will be governed by the conditions stipulated in your contract of employment.

CHAPTER 7

Remuneration

Article 7.1 General provisions.

The remuneration of the staff, to which this Convention applies, shall be made up of the basic salary and the allowances thereof, and correspond to the day referred to in Article 8.1.

The salary payment will be made monthly. Undertakings may vary, in accordance with the Staff Committee or Delegates, the periods of payment established, without exceeding the month, by deciding the competent jurisdiction in the event of disagreement. All undertakings affected by this Convention shall be obliged to give their workers, at the time of payment, a copy of the salary receipt, in which they shall contain all the concepts laid down in the legislation in force for the purpose of the worker knows at all times the amounts he or she perceives as a salary, the amounts that are paid to the Public Finance and those listed in Social Security.

Article 7.2 Anticipates.

The worker shall be entitled to receive advances on account of up to 90 per 100 of the amount of the salary corresponding to the work already done.

That right will be effective at the time your request is formalized.

Article 7.3 Attributes.

7.3.1 Base Salary.

Years 2014, 2015 and 2016.

For the period from 1 January 2014 to 31 December 2016, the salary tables in force shall be as set out in Annex I.

The current salary as of June 1, 2015 is the one resulting from an increase of 0.6 per 100 in the salary in force since 1 January 2014.

The salary from January 1, 2016 is the one resulting from an increase of 0.8 per 100 in the salary in force since 1 June 2015.

Those workers who are perceiving the "ex-category" salary supplement, with guarantee ad personam, with origin in the change of professional classification system that took place in 2009, will continue to perceive it with the consideration equivalent to the base salary for all purposes, while the worker does not have a professional and salary level whose base salary exceeds the sum of the base salary and the supplement "ex category" that he was receiving.

7.3.2 Linear Convention Complement.

It is an equal amount for all salary levels, which will be earned for time effectively worked, taking the periodic maturity salary supplement consideration higher than the month.

Although your accrual is annual, this supplement will be satisfied in the form and time that, by common agreement, is adopted in each company, leaving to the individual option of the worker and even the possibility that its annual amount is perceived in two or more fertilizers over the course of the year.

Workers hired under the practice contract mode shall receive the intended linear complement in general, in accordance with the percentages set out in Article 6.4.3.2 of this Convention.

Years 2014, 2015 and 2016.

For the period from 1 January 2014 to 31 May 2015, the amount of this linear supplement shall be EUR 4,257,21 per year.

Between 1 June 2015 and 31 December 2015, this supplement shall be increased by 0,6 per 100 and shall be fixed at EUR 4,282,75 per year.

For the period from 1 January 2016 to 31 December 2016, this supplement shall be increased by 0,8 per 100 and shall be fixed at EUR 4,317,02 per year.

7.3.3 Extraordinary Grafications.

The bonus of June, corresponding to the first half of the year, and the one for Christmas, corresponding to the second one, are governed by the amount and payment by the following rules:

(a) The amount of each payment shall be the equivalent of thirty days of base salary plus the supplement ex-category, if applicable (by dividing the annual base salary between the calendar days of the year and multiplying by thirty days), including age.

b) The staff who cease or enter during the year will receive these extraordinary payments in proportion to the time worked in the semester corresponding to each pay, with the fractions of months being computed as complete.

c) They will be collected: the one in June, in the last fortnight of the semester to which it corresponds, and the one of Christmas, between 15 and 24 December.

7.3.4 Benefit-sharing Paga.

In terms of profit participation, each worker will be paid the equivalent of thirty-four days of base salary (dividing the annual base salary between the calendar days of the year and multiplying by thirty and (4) and, where applicable, seniority and supplement "ex category". The delivery of this quantity shall be effected, unless agreed between the parties, in March of the year following that of its accrual.

7.3.5 Aging Add-on.

The workers covered by this Convention will enjoy, as a personal complement of seniority, a periodic increase for the time of services provided to the same company, consisting of two triennial and five-year periods. successive.

The module for the calculation and credit of the personal complement of seniority will be the last base salary received by the worker, plus the supplement ex category in his case, serving said module not only for the calculation of the The European Year of the European Year of the European Year of the European The amount of the personal complement of seniority shall be 3 per 100 for each three-year period and 3 per 100 for each five-year period.

The start date of the age count will be that of the worker's income in the company. In addition, the services provided in the trial period and those of the prospective or interim staff that will be placed in the company's staff will be estimated. With regard to the periods of service provided as an apprentice, they shall only be taken into account for the purposes of seniority after the entry into force of the Staff Regulations, that is to say on 15 March 1980. Therefore, the periods of learning contracted under the legislation in force prior to that date are not computed for the purpose of seniority. The amount of each three-year period or five-year period shall begin to become payable from day 1 of the month following that of its compliance.

The worker who definitively ceases in the company and subsequently enters again in the company will only have the right to be counted the age from the date of this new income, losing all the rights of age previously obtained.

7.3.6 Complement of toxicity or insalubity.

This supplement is set out in the amount of 20 per 100 of the Base Salary, plus ex-category ex-category, if applicable, in favour of workers who provide their services in posts where toxic substances are handled or work in premises where toxic or harmful vapours are released for health, with workers affected by this Convention being entitled to the same perception, which, even if they do not work with toxic substances, do so in sections to which the vapours or dust that they give away. The work on bonifiable toxicity or insalubity shall be determined by agreement between the undertaking and the legal representatives of the employees within two months of the date of the application and, in the absence of conformity, the competent authority.

Cesara the payment of this supplement at the time when the company is accredited to the competent authority that the necessary measures have been taken to ensure that the work is carried out under normal conditions of health and safety. hygiene.

7.3.7 Nocturnity Add-on.

An additional 25 per 100 basis of the base salary, plus ex-category ex-category where appropriate, is established for workers who, on a continuous or regular basis, provide their services in shifts between the 22 and 6 hours; this supplement shall not be paid in those activities in which only the night work is carried out.

7.3.8 Inapplication wage increases.

independently and without prejudice to the content of Article 82.3 of the Workers ' Statute, companies whose economic stability may be damaged as a result of the implementation of the agreed wage regime, they shall follow the procedure and conditions laid down in this Article for non-application.

To this effect, the following are considered as supporting causes:

Deficit or loss situations, objectively and reliably accredited in the two accounting years immediately preceding the reference year, taking into account the current year's forecasts.

It will be circumstances to assess the insufficient level of production and sales, the loss of significant customers, the lack of liquidity, the volume of insolvent customers and the membership of a group of companies.

The procedure to follow is as follows:

The application for non-application of the salary increases of the Convention, for the reasons mentioned above, will be initiated at the request of the Company's Management, within a maximum period of 30 days from the publication of the Convention or of the agreement of the Joint Commission (in the case of the second year of validity) in the Official Gazette of the State, having to communicate in writing to the legal representatives of the workers or the totality of the workers if they do not exist representatives, and, precept for the validity of the measure, to the Joint Commission of Interpretation of the Convention, providing the following documentation:

Company Tax Statement of the two exercises immediately preceding the reference year.

Economic documentation filed with the Commercial Registry (Balance sheet and results of the two exercises immediately preceding the reference year).

In the case of individual entrepreneurs, sufficient documentation to accredit the situations mentioned above (V. gr.: Statements of the Tax on Value Added to know the decrease in sales; relation of workers of the last two years discharged from the Social Security, etc.).

Explanatory memory of the economic, technological, or productive causes that motivate the request.

General and specific measures to be taken to address the situation (future plan), and also the forecasts for adaptation to the wage regime of the Convention.

Company forecasts for the current year and the following year.

From that time, a period of up to 30 days of consultation and negotiation will be initiated between the company and the legal representatives of the workers or, failing that, the workers.

In the event of the end of the negotiation with agreement, the Joint Commission of the Convention should be transferred, with a mandatory and prior character, to the Joint Committee. Such an agreement shall contain the adjustment to the wage regime agreed in the Convention and the payment of the wage differences which the workers may have received, if any.

If no agreement exists, either party may refer to the Joint Committee of the Convention.

The legal representatives of the workers and the members of the Joint Committee of this Convention are obliged to treat and maintain in the largest reserve the information received and the data they have had access to. as a result of the provisions of the preceding paragraphs, thus observing, in respect of all this, professional secrecy.

Without prejudice to the content of this Article, companies may, in addition to the procedure provided for in this Article, make use of the possibilities conferred on them by Article 82.3 of the Staff Regulations, in the time when the circumstances in which they are described are present.

Article 7.4 Salary consideration.

You will have the monthly salary consideration that is perceived by the staff that you are referring to Social Security by groups 1, 2, 3, 4, 5, and 7.

You will have the consideration of a daily wage that is perceived by the staff that you are referring to Social Security in any of the groups not mentioned in the previous paragraph.

In no case will the modification of the salary accrual period (from daily to monthly or vice versa) alter the amount of the annual perception that the worker has accredited.

CHAPTER 8

Working day, schedule and rest

Article 8.1 Day.

8.1.1 Annual work day.

From January 1, 2014, the annual day will be 1,768 hours of effective work, both on-day and on-day.

The development of the previous point will take into account the following:

(a) Companies that have been carrying out an annual number of hours of effective work less than that set out in the previous paragraph, will maintain it as a more beneficial condition.

(b) Within the number of annual hours referred to above, the periods of rest (snacks) or other interruptions existing at the date of entry into force of this Article shall not be understood.

However, these will remain, if any, always without the consideration of effective working time, and their duration per pact between company and workers can be varied.

(c) Absences to work, governed by Article 8.5 of this Convention or by law, shall be deemed to be effective working time.

8.1.2 Exceptions to normal day regime:

(a) Staff working in the night shift, whose working day shall be 40 hours of working hours, keeping periods of rest, if any, provided that the time of presence reaches the number of hours indicated.

(b) The technicians and operators, whose action starts or closes the work, the day of which can be extended for the strictly precise time. Over time worked on the normal day will be paid as overtime.

8.1.3 Working time:

(a) Effective work: The effective working time shall be computed in such a way that, both at the beginning and at the end of the day or the periods in which it is divided, the worker is in his or her job and dedicated to the.

(b) Irregular time at the time of the year: Companies, while respecting the number of working hours of the year, may agree through the legal representation of workers, or workers if they do not exist. representation, the most appropriate time for your productive needs, and the excess or defects of working hours that can be produced with the corresponding equivalent time must be compensated.

In default, the company may distribute the ordinary working day in an irregular manner up to a maximum of 10 per 100 of the annual working day set out in the agreement. Such distribution must in any event respect the minimum daily and weekly rest periods provided for in the law and the worker must be aware of a minimum of 5 days ' notice on the day and time of work resulting from that day.

c) Prolongation of working hours due to unscheduled circumstances: When an extraordinary work overload occurs in a company, due to unscheduled needs, the Directorate of the company may set a schedule more extended, with twenty-four hours of notice, without exceeding 10 hours per day and 50 hours per week, respecting, in any case, the minimum and uninterrupted rest period between days legally established, reducing the weekly working day in periods of less activity or accumulating excess in whole days, provided that the number of annual hours indicated. In no case, the exceptional character of this paragraph may generate a permanently differentiated type of day, in terms of its weekly computation.

The excesses of weekly days, produced by the application of this paragraph, will not be able to exceed the continuous period of four weeks on each occasion. Unless agreement is reached between the parties, their compensation in time of rest shall take place within three months immediately following their completion. After a period of extension of the weekly working day provided for in this paragraph, workers affected by this exceptional measure shall not be subject to a further extension until at least the same or higher period of ordinary working time, which the duration of such extension, unless otherwise agreed.

This prolongation of the day will always be compensated in time of rest and never through economic perceptions.

Sufficient justification for the existence and importance of the alleged cause, except as agreed here:

1) Those who regularly study for the purpose of obtaining an officially recognized academic or professional qualification during the time required to attend these classes.

2) Those who have customary, personal and unavoidable family obligations.

3) Those who work in the night between 22 and 6 hours the following day.

4) These excesses of the day cannot be used by companies to modify or eliminate work shifts already established.

d) Modifying the set calendar.

When for unforeseen and short-term needs of work, the company will need to modify the working days already established in the work schedule and this will affect days considered, in that calendar, as holidays or not (a) working hours may be set up by the Directorate for the same working day, communicating with two working days prior to: the workers concerned, the workers ' representatives and the Joint Committee of the Convention in the terms provided for in paragraph 7 of this paragraph. The communication shall include the persons concerned, the days proposed, the day to be carried out and the conditions of the compensatory rest.

To do what is provided for in this section, you will consider the following:

1) The proposed changes of day may only affect the same worker once a month. The schedule of days which do not have the normal working time in the undertaking may not exceed 8 hours.

2) Night periods between 22 and 6 hours the following day may not be used for this purpose. The minimum rest periods of 12 hours between days shall always be respected.

3) They will not affect these changes of time to those under the age of 18.

4. The personal situations of the workers provided for in numbers 1, 2 and 4 (c) of this Article shall be taken into account.

5) Hours made during those days shall always be compensated for in time of rest and never by economic perceptions.

Except agreement between the parties, this compensation will take place in the same month or the next two immediately.

6) Every hour worked in days that do not have the normal working time in the company will be compensated for 1 hour and 30 minutes of rest.

7) In order to ensure that the Joint Commission keeps track of the correct application of the provisions of this paragraph, the companies that are to use it must communicate it to the Commission.

8) The Joint Commission shall also carry out a study and assessment of the implementation and effectiveness of the provisions of this paragraph, and shall, where appropriate, agree to maintain or rectify the conditions under which they are agreed.

9) These changes of day may not affect the Christmas, New Year, Kings, May 1, local official parties, or the weekend prior to the start of the holiday of the affected workers when They started on Monday.

Article 8.2 Schedule.

The companies, with the report of the legal representatives of the workers, will elaborate the corresponding working hours of their staff, being the private faculty of the company to organize the shifts and relays and to change those where it is deemed necessary and appropriate, without further limitations than the legal and legal constraints laid down in this Convention.

Article 8.3 Recovery of non-regulatory parties or unworked days.

The way to recover the work of those days or parties will be established, by common agreement, between the companies and the workers, in each case.

Article 8.4 Holidays.

The paid annual leave scheme for staff will be thirty calendar days.

Holidays will be granted, preferably, in the months of June to September, both inclusive, and will be granted in accordance with the needs of the service.

It will be sought to please the staff as to the time of their enjoyment, giving preference, within the group and professional level, to the oldest in the company, without prejudice to the established legal provisions of rank higher.

Annual holidays shall be enjoyed within the calendar year to which they correspond and may not be offset in cash, in whole or in part.

When the holiday period laid down in the holiday calendar of the undertaking referred to in the preceding paragraph coincides in time with a temporary incapacity arising from pregnancy, childbirth or natural lactation or with the period of suspension of the contract of work provided for in Article 48.4 and 48.bis of the Workers ' Statute, it shall be entitled to enjoy the holidays on a date other than that of the temporary incapacity or the enjoyment of the permit which, by application of the said provision, corresponds to, at the end of the period of suspension, even if the calendar year is over.

In the event that the holiday period coincides with a temporary incapacity for contingencies other than those mentioned in the previous paragraph that makes it impossible for the worker to enjoy them, in whole or in part, during the year natural to which they correspond, the worker may do so once his incapacity is completed and provided that no more than 18 months have elapsed from the end of the year in which they originated.

In case of disagreement on the date of enjoyment, the Court of the Social will decide. Workers, who on the date determined for the enjoyment of the vacation would not have completed an effective year in the company's workforce, will be entitled to a number of days proportional to the time of service provided.

In the event of the closure of the work centre, for holidays, the Directorate of the company will designate the staff who during this period will have to carry out necessary works, works of business, entertainment, etc. particularly with stakeholders the most convenient way of their annual vacation.

The holiday distribution table will be displayed at least two months in advance on the ad boards for the staff's knowledge.

Staff with a right to vacation, who will cease in the course of the year, will be entitled to the proportional portion of the vacation, according to the number of months worked, and the fraction of the vacation is completed as a whole month.

In the event of the death of the worker, the amount corresponding to that proportional portion of the vacation shall be met by his or her rightholders.

Article 8.5 Absence justified.

8.5.1 Absence with right to pay. Deadlines and reasons.

All personnel subject to this Convention shall be entitled to the following paid absences, with the necessary justification, if any:

a) Fifteen calendar days, in case of marriage.

b) Two days in cases of serious accident or illness, hospitalization or surgical intervention without hospitalization requiring home rest, or in cases of child birth or death of relatives until second degree of consanguinity or affinity. Where, for that reason, the worker needs to make a posting to the effect, the time limit shall be four days. The disease will be considered as serious only when it is ruled by medical doctor. It shall also be granted, the time indispensable for the cases of registration in the Civil Registry of the birth of a child, as well as the registration of the death of the child, of the father or the mother, provided that they live with the worker and that registration has not been could be carried out because the two-day absence would coincide with non-working days for these purposes, and this, only, in the event that the completion of the obligation to register in the Civil Registry, will recur in the worker and accredit not having been legally possible to complete it within the previously planned two-day period.

(c) In the case of birth of a child or daughter, or surgical intervention of the father, mother, spouse or children, the general period of two days of the preceding paragraph may be extended for up to three days, provided that one of these relatives, living with the worker, I will need special attention and have no other person to take care of. In no case, the extension of this period may be cumulated to the 4-day period foreseen for the posting.

(d) When, for reasons of illness, the worker requires assistance to the health office of the Social Security, in hours coinciding with those of his working day, the companies will grant, without loss of remuneration, the necessary for the precise time to the effect, the time with the corresponding flier must be justified by the optional one.

e) One day per usual home move.

(f) For the time required to enrol in an official or recognized educational establishment, provided that the person's personation is essential to the effect, as well as to attend the calls for examinations of such centers.

g) One day per wedding of parents, children and siblings.

h) For the time indispensable for the fulfilment of an inexcusable public and personal duty.

i) For the time indispensable for the conduct of prenatal tests and preparation techniques to be carried out within the working day.

8.5.2 Accumulation of lactation hours. This right of absence from work (one hour) may be accumulated in full days following the suspension of the maternity contract. The accumulation of this permit shall be communicated to the undertaking at the beginning of the maternity leave period.

8.5.3 Extraordinary licenses.

In exceptional circumstances, duly accredited, the licences provided for in points (b) and (c) of the preceding paragraph shall be granted for the time specified, the conditions of their concession being agreed upon, the no perception of hares and even the discount of extraordinary time of licence, for the purposes of seniority, where those exceed in their entirety of one month within the calendar year.

8.5.4 Date of enjoyment.

The licenses regulated in this article will be enjoyed on the date the situation arises, regardless of whether it is a coincidence or not with a public holiday or non-work period.

Article 8.6 Basis for sickness or accident.

In situations of temporary incapacity for common illness, the worker shall receive a supplement up to one hundred per cent of his salary when he is hospitalized on a continuous basis in a hospital for indication between the fifth and twentieth days of the temporary incapacity. The supplement will be collected only during this period and while the hospitalization lasts, the documentary justification of the same being necessary.

Workers in temporary incapacity by accident at work or occupational disease will receive, from the undertaking, from the fifth day of absence, the difference between the economic benefits of the Social Security or Insurance Entity and one hundred per cent of the previous month's listing basis.

The supplement established up to one hundred per cent of the contribution base of the month preceding the reduction to be supplemented by the companies, in the case of accidents at work or occupational diseases, shall be valid, in each case, until the permanent discharge of the temporary disability process.

This supplement is provided on the basis of the legal conditions in force at any time, in respect of IT for an accident at work, in the understanding that any subsequent regulatory modification will imply its suitability so that it does not cost businesses any greater cost.

Article 8.7 Extraordinary Hours.

The signatories agree to consider positive the effects that may result from a social policy of solidarity leading to the reduction to the minimum of overtime.

It is understood by overtime that they exceed the agreed annual day or the weekly distribution that, at any time, the company carries out, without prejudice to the provisions of Article 8.1.3 (c) of this Convention and, in any case, those exceeding 10 days; their payment and completion shall be effected within the limits laid down in Article 35 of the Staff Regulations, and may replace or compensate them for an equivalent period of rest, in place to be paid monetarily.

The following are established in this Convention, as hours of force majeure and ordinary:

(a) Force majeure: are those that are performed to prevent or repair claims or other extraordinary and urgent damages, as well as in the event of a risk of loss of raw materials.

b) Ordinaries: These are the remainder of the overtime not specified above.

It is prohibited to hold extraordinary hours in the period from ten to six in the morning. The performance of overtime will be recorded, day by day, and will be totaled weekly, giving a copy of the weekly summary to the worker at the appropriate part.

In order for both parties, companies and employees to be eligible for the provisions in force at any time on social security contributions, they shall notify the working authority on a monthly basis. extraordinary force majeure performed by the workers.

It will be the responsibility of the Joint Commission to monitor and monitor what is established in this article. In the case of anomalies in the performance of overtime, the Joint Commission may collect the appropriate information from the undertaking concerned.

CHAPTER 9

Exceed

Article 9.1 Voluntary Excedences.

9.1.1 Common Voluntary Excedence.

Workers with at least one year's seniority in the company have the right to be granted the possibility of being on a voluntary basis, for a period of not less than four months and not longer than five years. This right may only be exercised by the same worker again if four years have elapsed since the end of the previous leave.

The request for leave, to be made in writing, and will be resolved favourably by the company, within a maximum of one month, from the date of the application.

The surplus worker will be entitled to re-entry, with preference to any other worker outside the company, in the new hires of staff with group and level equal to or similar to his.

If the new hiring does not correspond to the group and level of its own, but to the lower, the surplus will be able to choose to occupy this place, with the salary assigned to it, or not to re-enter and to retain its preferential right to the re-entry in position of your group and professional level.

The reentry application must be made within the period of leave of absence, at least one month before the end of the month.

Where such a request is not made or its formulation shall be made outside the time limit, the right of the worker to the re-entry shall be null and void.

9.1.2 Special Voluntary Excedences:

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

(b) They shall be entitled to a period of leave of absence of not more than two years for workers to care for the care of a family member up to the second degree of consanguinity or affinity, for reasons of age, accident or disease, cannot be used by itself and does not carry out paid activity.

(c) Workers, irrespective of their seniority in the undertaking, shall have the right to move on to leave for a maximum period of three years in order to be able to attend a family member in the first degree of consanguinity or affinity, which would have been declared disabled, in need of permanent care, or in a situation of great invalidity, by Social Security.

Terminated the periods of leave referred to in the preceding paragraphs, the surplus workers, upon request for reentry made one month in advance, will automatically be reinstated to the job which performed when applying for excess.

The use of these situations of excess, with a different purpose to which they are granted, will determine the loss of the right to re-entry.

The conditions set out in the second and sixth paragraphs of the previous paragraph shall apply to the excess regulated in this paragraph, specifying the determining motive for the request.

The provisions of Article 46 of the Workers ' Statute shall not apply to the provisions of this Article.

Article 9.2 Forced Excess.

This surplus, which will entitle the reserve of the job and the calculation of the seniority of the surplus, will be granted by the designation or election for public office, which makes it impossible to attend the work, or by the choice for elective office at the top of the enterprise, requiring full dedication, in the most representative trade union organisations.

The situation of surplus shall be prolonged for the duration of the financial year of the charge, and shall be re-entered into his/her post within the maximum period of 30 calendar days following that of his/her termination, except in cases where, Legal imperative, its reinstatement is made impossible.

CHAPTER 10

Awards, fouls and penalties

Article 10.1 Awards.

10.1.1 Generalities.

In order to reward the conduct, the performance and the laboriousness and outstanding qualities of the staff, stimulating it, at the same time, to be overcome in the fulfilment of its obligations, the companies, ears the legal representatives of the workers, will establish the corresponding prizes, which will be awarded individually or by groups.

For the greater and better service of justice and the maximum effectiveness of what is intended, it will be sought to weigh the circumstances of the case, so that no act that deserves it can be left without prize or given to is not truly a creditor of it.

The procedure, the amount of the awards or other circumstances will be those cited in the following articles of this chapter.

The award of prizes will be given the greatest possible publicity and solemnity, to the satisfaction of the awardees and encouragement of the staff.

Any prize obtained shall be entered in the personal file of the data subject and shall, in the proportion to be established, score for the promotion.

10.1.2 Motives.

These are worthy of the following award: Heroic acts, meritorious acts, spirit of service, spirit of fidelity and desire for professional improvement:

1. It is considered to be heroic acts which, with a serious risk of their life or personal integrity, carry out a worker, in order to avoid an accident or to reduce their proportions, to defend the goods of the company or for similar purposes.

2. Meritorious acts shall be estimated to be carried out not requiring serious exposure of life or personal integrity, but an extraordinary manifest will, above the regulated duties, in order to avoid or overcome an abnormality in the good of the service.

3. In the cases referred to in paragraphs 1 and 2, it shall be deemed, as a circumstance which increases the merit of the act, that the service worker is not to be found or not to be obliged to intervene, as well as the notable lack of adequate means and the inferiority in which is found or any other such cause.

4. It consists of the spirit of service in performing this, not in form and current mode, but with total surrender of all the faculties of the worker, making it their comfort and even their particular interests, without anyone or anything demanding it.

5. The spirit of fidelity is credited for the continued services to the company for twenty-five years, without any interruption, even for voluntary leave or unpaid leave of more than two months, and without any unfavourable, very important severe, in the case.

6. The aim of professional improvement is the action of those workers who, instead of fulfilling their mission in a form and current form, feel that they are in need of improving their theoretical and practical training, in order to be more useful in their work or reach higher levels.

7. Regardless of the above, awards may be established for actions in specific cases, such as accident prevention, speed in the urgent delivery of safety, preservation and good treatment of the material and working tools, as well as the correct relationship with other colleagues, as well as the introduction of improvements to increase the productivity or economy of the company.

10.1.3 Awards.

The following awards are set:

1. Cash rewards.

2. Scholarships or trips for improvement or study.

3. Holiday increase, up to twice as many as those that are regulated by the person concerned, without any reduction in their emoluments.

4. Honorary diplomas.

5. Laudatory letters.

6. Cancellation of the unfavorable notes from your personal file.

7. Proposals to the Competent Bodies for the granting of rewards.

10.1.4 Grant.

Awards shall be awarded, without limitation of number, when of heroic or meritorious acts, and shall consist of cash rewards, holiday increases, honorific diplomas, or laudatory letters.

The spirit of service may be rewarded by cash prizes, holiday increases, honorific diplomas or laudatory letters, and may be granted, without limitation of number, to all those who meet the conditions establish or, in a given number, those who are the best.

The spirit of fidelity will be rewarded by granting cash rewards to those who meet the number of years required, under the conditions laid down. The rewards for exceeding the limit may consist of scholarships or study trips and cash prizes, and shall be awarded to all those who fulfil the conditions laid down. In any case, honorary diplomas and award-winning letters may be awarded on their own or with any other of the rewards established.

Article 10.2 Fhighs.

10.2.1 Generalities.

Any failure committed by a worker shall be classified, taking into account its importance, transcendence or intention, in light, severe or very serious. The enumeration of the different types of faults, within each of the indicated groups listed in the following headings, is merely enunciative and does not imply that there can be no others, which will be qualified according to the analogy that save with those.

10.2.2 Mild Fhighs.

The following are considered minor faults:

1. The lack of punctuality, up to three in one month, in the attendance at work, with a delay of more than five minutes and less than thirty in the time of entry.

2. Do not take the appropriate leave in due time, when the work is not justified, unless it is proved impossible to do so.

3. The abandonment of the service, without cause, even if it is for a short time; if, as a result of the same, there is damage of some consideration to the company or it is cause of accident to his co-workers, this fault may be considered to be serious or very serious, depending on the case.

4. Small neglects in the preservation of material.

5. Lack of grooming and personal cleansing.

6. Do not attend to the public with due diligence and correction.

7. Do not communicate to the company changes of residence or domicile.

8. Discussions on foreign affairs to work, within the company's dependencies. If such discussions lead to a notorious scandal, they may be considered as serious or very serious misconduct.

9. Missing work one day per month, without cause for justification.

10.2.3 Serious high-ups.

The following are serious faults:

1. More than three faults, not justified, of punctuality to work, over a period of thirty days.

2. Absence, without justified cause, for two days, for a period of thirty days.

3. Do not communicate, with due punctuality, the changes experienced in the family, which may affect social security or institutions of foresight. Mischievously omitting the communication of this data will be considered to be very serious.

4. Surrender to games or distractions in hours of service.

5. The simulation of illness or accident.

6. Disobedience to his superiors in the matter of service. If a manifest breach of the discipline or of the discipline is involved, the company may be considered to be considered to be very serious.

7. Simulate the presence of another worker, by signing, answering, or signing by.

8. Neglect or neglect at work that affects the good running of the service.

9. The recklessness in act of service. If there is a risk of accident to the worker or to his colleagues or danger of damage to the facilities, it may be considered to be very serious.

10. Perform, without the appropriate permission, particular jobs during the working day, as well as employing company tools for own uses.

11. The breach or violation of the obligation of the reserve, without serious injury to the company.

12. Those arising from the causes referred to in paragraphs 3 and 8 of the previous Article.

13. The recidivism in minor faults (including punctuality), even if they are of different nature, within a quarter, having mediated written notification.

10.2.4 Very severe high-ups.

The following are qualified as very serious faults:

1. Unjustified errors of punctuality more than 10 times over a period of six consecutive months or 20 for twelve months.

2. Unjustified absences of work attendance in numbers of three or more over a period of two consecutive months.

3. Indiscipline, disobedience or negligence in the work evidenced in a serious and notoriously harmful way for the company.

4. Verbal or physical offences, including those of a sexual nature, to the employer or to persons working in the undertaking or to family members living with them.

5. The transgression of good contractual faith, fraud, disloyalty, breach of trust, unfair competition, and other behaviors that strongly attack the principle of loyalty to the company.

6. Continued and voluntary decline in the performance of established or established work.

7. Theft, theft and embezzlement that affect the company, its interests or fellow workers; likewise, any other kind of facts that may result in that mistrust founded on its author.

The cover-up and complicity will be equated when such conduct or circumstances are sufficiently accredited.

8. Cause severe scuffles or pendences with colleagues.

9. Absences and abandonment of the job unjustifiably, provided that it is out of responsibility, will cause serious harm to the production process, deterioration in things or risk to people.

10. Habitual drunkenness and drug addiction, provided they have a negative impact on the job.

11. The recidivism in a serious fault, whatever its class and nature, whenever it is committed within a period of six months from the first.

12. The accredited conduct that produces sexual harassment towards any worker or worker of the company. In the event that any retaliation against the person complaining of sexual harassment is proven to be exercised, it shall be considered as an aggravating factor for the determination of the sanction to be imposed or, where appropriate, the imposition of a new penalty in consonance with such conduct.

10.2.5 Abuse of authority.

The abuse of authority, by the bosses, will always be considered to be very serious. The affected worker shall immediately inform the management of the undertaking, through the hierarchical course, who shall order the immediate file instruction.

10.2.6 Freedom of Freedom.

It is not considered unjustified to lack the work that leads to deprivation of freedom of the worker, ordered by a governmental or judicial authority, if he is subsequently acquitted of the charges that have been imputed to him or Terminate the procedure.

Article 10.3 Sanctions.

10.3.1 Sanctions on workers.

It is up to the company to impose sanctions. Of any sanction, except for verbal admonition, the person concerned shall be transferred in writing, who shall acknowledge receipt or sign the notice of the communication. The legal representatives of the employees shall also be informed.

10.3.2 Graduation of sanctions.

The sanctions that will be imposed in each case, according to the faults committed, will be as follows:

For minor faults: Verbal, written warning or suspension of employment and salary for up to two days, communicate it to the worker.

For serious faults: Suspension of employment and pay of three to fifteen days.

Temporary disablement, for up to two years, to move to higher professional levels.

For very serious faults: Suspension of employment and salary from sixteen to ninety days.

Temporary disablement, for up to four years, to move to higher professional levels.

Firing.

The penalties that may be imposed on the work order are without prejudice to pass the blame to the courts when the act committed may constitute a crime or a fault, or to give an account to the governmental authorities, if comes.

10.3.3 Fulfillment.

For the imposition of the sanctions that are previously established, the following rules will be taken into account:

It is for the Head of the company or person to delegate the power to impose penalties for minor, serious or very serious faults.

The legal provisions that apply will be observed, in any case.

10.3.4 Prescription.

Faults will be prescribed within the time limits and in the circumstances provided for in the current legislation of a general nature.

CHAPTER 11

Safety and health care

Article 11.1 Occupational Health.

Companies and workers affected by this Convention will comply with the provisions of the current regulations on occupational safety and health and, in particular, those of Law 31/1995 of 8 November, of Prevention of Occupational hazards, and their development provisions.

The actions of the Committee on Safety and Health at Work, as provided for in Article 15 of this Convention, shall be taken into account for appropriate purposes.

Whenever inspections are carried out by the safety and hygiene service at the workplace, the results of the inspections will be communicated by the company's management to the legal representatives of the workers and to the Security and Health, if any.

Article 11.2 Medical Recognition.

The management of the company will manage to the Mutual Working Accidents, competent administration agencies, associations, entities and legally authorized companies, the realization of an annual medical recognition of The result will be delivered to each worker.

To workers who perform their functions permanently with toxic products and those whose work to develop demands permanent attention to computer terminals or display screens, they will be subjected to semi-annual medical checks in accordance with the specific rules on occupational health in these places of work. The results of these reviews will be delivered to the affected worker.

The company management will adapt the recognition to the needs of the service.

CHAPTER 12

Representative activity and trade union rights

Article 12.1 Representative activity.

12.1.1 Guarantees.

The legal representatives of the workers will enjoy the guarantees established at any time by the general legislation. The Staff Delegates and the Enterprise Committees shall be informed by the Management of the company of matters relating to:

a) Collective bargaining.

b) Work systems.

c) Occupational health.

d) Professional classification.

e) Mobility of staff.

f) Crisis expedients.

g) Sanctions and dismissals.

12.1.2 Hours Credit.

The legal representatives of the employees in the company shall be granted paid leave, for the time necessary for the exercise of their representation functions, in the form and conditions laid down in the Staff Regulations. of the Workers, plus five hours, provided that the timely and subsequent call and subsequent justification are measured, if appropriate.

Without prejudice to the provisions of the preceding paragraph, it is agreed in this Collective Agreement that the working centres with a staff of more than 100 fixed workers may accumulate the hours of the members of the Committee of Company, in one or more of them, by the assignment of hours of other members belonging to the same union.

For the exercise of collective representation functions within the enterprise, the transfer of the credit hours may be up to a limit of 60 per 100 of those available on a monthly basis by the other members of the Committee.

In order for all of the above to take effect, the transfer of hours must be notified to the company in the month before its use, by means of a letter signed by transferor and transferee, and union of membership, number of hours transferred, month to which they correspond and activity that motivates the cession.

In no case may the hours not used in one month be transferred to the following, neither individually nor collectively, nor the accumulation of hours in the transferee shall exceed the amount of eighty monthly hours.

The members, appointed by the trade unions for the functions of collective representation in the Negotiating Commission of this Convention, Joint Committee, Commission of Update, Commission of Training, Commission of Equality, Observatory of the Absentismo Commission of Safety and Health of the same or Joint Committee of Continuing Training (FORCEM) at the state level, will have the credit of hours necessary for the adequate performance of such activity. Without prejudice to the first paragraph of this Article in respect of the necessary justification for the time spent in the performance of those tasks, where appropriate, the accreditation of the above functions shall be forwarded to the undertaking concerned by the Permanent Secretariat of the Convention or the Commission concerned.

Article 12.2 Trade union rights.

12.2.1 General principles.

Trade union rights will be governed by the provisions of the Organic Law 11/1985 of 2 August of Freedom of Association.

12.2.2 Trade union activity:

(a) The credit of hours, as set out in paragraph 12.1.2, may also be used for the assistance of legal representatives of workers to training courses or other similar union activities, organized by the representative trade unions of the sector, subject to the appropriate call and subsequent justification for assistance, issued by the provincial secretaries of the trade unions or other equivalent territorial body, where appropriate.

b) Companies will admit that workers affiliated to a union may charge fees and distribute union information outside of the effective working hours, without disrupting the normal business of the company.

Such workers can also hold assemblies outside of working hours.

(c) The legally constituted trade unions may insert communications into the notice boards which may be of interest to the union members and to the employees of the centre, giving prior knowledge of them to the Company address.

12.2.3 Trade union delegates.

In companies or workplaces, with a staff of more than 250 employees, the trade union sections, which can be constituted by workers affiliated to the trade unions with a presence in Enterprise Committees, will be entitled to that their representation in the workplace is held by a trade union delegate. This Delegate, who must be an active worker of the company and designated in accordance with the Statutes of the trade union or trade union to whom he represents, shall have the following functions recognized:

1. Collect fees and distribute union information outside of business hours and without disrupting the business's normal business activity.

2. Represent and defend the interests of the union to whom it represents and those affiliated to it in the workplace, and serve as an instrument of communication between the union or the trade union and the management of the company.

3. Attend meetings of the Business Committee of the Work Centre, Committee on Safety and Health and the Joint Interpretation Committee, if any, with a voice and vote.

4. Have access to the same information and documentation as the company makes available to the Committee of Enterprise, respecting the same guarantees recognized by the law to the members of the Committee of Enterprise, and being obliged to keep professional in all the materials in which it is legally applicable.

5. It will be informed and heard by the management of the company in the treatment of those problems of a collective nature that affect, in general, the workers of its centre of work and, in particular, the members of its trade union such a centre.

The union delegate will have his duties to perform the union functions that are his own, adjusting, in any case, his conduct to the current legal regulations.

Trade union sections of the most representative trade unions will be entitled to the use of a suitable premises, in which they can carry out their activities, in those companies or workplaces with more than 250 employees. workers.

12.2.4 Union quota.

In the workplace, at the request made in writing by each of the workers affiliated to the legally constituted headquarters or unions, the companies will discount the monthly payroll of the workers, the amount of the corresponding union fee.

The payment of the amount collected by the company will be made effective, for months due, to the corresponding union, by means of transfer to your bank account.

Companies shall carry out the following actions, unless otherwise specified, for periods of one year.

The worker may, at any time, cancel the granted authorization in writing.

Article 12.3 Assembly of workers.

Workers in a company or workplace have the right to meet in an assembly, which may be convened by the Staff Delegates, the Business Committee or the working centre, or by a number of workers not less than 33 per 100 of the template. The assembly shall be chaired, in any case, by the Committee of Enterprise or by the Delegates of the Staff jointly, who shall be responsible for their normal development, as well as for the presence in the assembly of persons not belonging to the company. Only cases which have previously been included on the agenda may be dealt with in this case.

The Presidency of the assembly will communicate to the management of the company the call and the names of the persons not belonging to the company that will attend the assembly and will agree with this the necessary measures to avoid disturbances in normal work activity. Where all the staff, without prejudice or alterations in the normal development of production, cannot meet at the same time at the same time, the various partial meetings to be held shall be considered as one and dated on the day of the first.

CHAPTER 13

Multiple

Article 13.1 Work Prendas.

Companies will provide the production staff with appropriate work items for each specialty, at the rate of two uniform or complete sets each year. Suitable work items will also be provided to the technical and administrative staff who request it, at the rate of three sets every two years, delivering two of them in the first and one in the second.

Article 13.2 Clalness.

The Joint Committee, in execution of its role of monitoring compliance with this Convention, shall carry out any action necessary to combat the industrial underground, and both contracting parties collaborate, at all times, to the most effective development of the availability of this article.

Article 13.3 Cession or Business Transfer.

The company bound by this Convention, which will either be held in the jurisdiction or in fact continue the business of another, will take care of its staff.

It will be avoided as far as possible to maintain duplicity in working conditions in establishments that really form a single company.

In the event that the acquiring company intends to establish a single working conditions for all its workplaces, it will seek to inform the workers ' legal representatives in advance.

Article 13.4 Remote Jobs.

All work must be done primarily in the workplace, and therefore all companies must have a fixed staffing template appropriate to their needs.

However, companies which, having their templates covered and for very specific reasons, will be able to carry out remote work in a regular or continuous manner, will have to pay them in the same way and amounts established for the employees of their professional activity who perform them within the workshops. In addition, the workers concerned will have to receive free of charge from the companies all the materials, such as glues or glues and attachments, which are indispensable for the work.

Companies, in order to be able to carry out remote work, must complete the administrative formalities and other formalities required by the current regulations. In all cases, workers who carry out these works will enjoy the same rights as those of the company's staff and will be affiliated with Social Security.

It will be mandatory and mandatory for the company to bring to the attention of the legal representatives of the workers the purpose of carrying out or carrying out remote work.

CHAPTER 14

Final disposition

Article 14.1 Applications of general legislation.

The rules and general provisions laid down by the legislation in force at any time shall apply to the matters not provided for or governed by this Convention.

CHAPTER 15

Additional clauses

Article 15. Work commissions.

Joint Committee on Interpretation and Surveillance of the Convention. -It has the structure and functions that are contained in the articles of this Convention.

Committee on the Updating of the Convention.-The signatories to the Convention agree to the creation, on the date of the signing of the Collective Agreement, of a commission to study the modifications and adaptations to be introduced. in the collective agreement, in order to bring it into line with the current regulations. This commission will complete its work on the date of the creation of the Negotiating Commission of the next Collective Agreement, at which time it will be transferred to the same of the agreements reached, if any.

Training Commission.-During the first month following the signing of the Convention, this Commission will be set up. During the term of the Convention, this Commission will study the possible arrangements for the proper development of the training, studying the possible modifications in the text of the Convention, in order to harmonize it with the current legal regulations.

Labor Health Commission. -During the first month following the signing of the Convention, this Commission will be established. During the term of the Convention, this Commission shall examine any amendments to be made to the text of the Convention in order to align it with the existing legal rules.

Observatory for the Monitoring of Absenteeism. -During the first month following the signing of the Convention, this observatory will be established. During the term of the Convention, it will be responsible for collecting information on absenteeism rates and their causes, studying possible modifications to the text of the Convention to reduce the indices.

Equality Commission.-During the first month following the signing of the Convention, this Commission will be set up. During the term of the Convention, this Commission will consider any amendments to be made to the text of the Convention to promote equal opportunities, in order to harmonise it with the existing legal regulations.

CHAPTER 16

First transient disposition

The Joint Committee on Interpretation and Surveillance of the Convention will harmonise the general legislation on the family's relations with regard to industrial relations.

Second transient disposition.

The new professional classification system came into force on 1 January 2009.

Due to the collective implications of the new professional structure, as well as its complexity, a document was made of obliging the transposition of a classification system to another. Once the transposition has been carried out within each company, this guide document will lack any validity and effectiveness, but in the event that any company has not applied it on that date, it is not exempt from its application or from the new system, always having to use the above table, request it to the Joint Commission, all regardless of the date on which the transfer is effective.

The signatory parties agree on the need to maintain the present system of professional classification up to date, either to define those jobs that do not exist today, how to adapt it to the different technological and regulatory changes that may occur in the future.

ANNEX I

Salary Tables 2014-2015 -2016

SALARY TABLE FROM 1 JANUARY 2014 TO 31 MAY 2015

Level	Base Salary	Summer Paga	Paga Christmas	Benefits Paga	Linear Add-on	Gross Total
1	21.778.27	1.789, 99	1.789.99	2.028.66	4.257.21	31.644, 12
2	17.310.94	1.422.82	1.422, 82	1,612.53	4.257, 21	26.026.32
3	16.752.53	1.376, 92	1.376.92	1.560.51	4.257.21	25.324.09
	4	15.635, 68	1.285.12	1.285.12	1.456.47	4.257, 21	23,919.60
5	14.518.86	1.193, 33	1.193.33	1.352, 44	4.257.21	22.515.17
6	13.402.02	1.101.54	1.101.54	1.248.41	4.257, 21	21.110.72
7	12,843.61	1,055,64	1,055,64	1.196, 39	4.257.21	20.408.49
8	12.285, 18	1,009.74	1.009, 74	1.144.37	4.257.21	19.706.24
9	11.726.77	963.84	963.84	1,092, 36	4.257.21	19,004.02
10	11.168.35	917.95	917.95	1,040.34	4.257.21	18.301.80
11	10.609.93	872.05	872.05	988.32	4.257.21	17.599.56
12	10.051.52	826.15	826.15	936.31	4.257, 21	16.897.34
13	9,493.09	780.25	780.25	884.29	4.257.21	16.195.09
	14	9.102, 21	748.13	748.13	847.88	4.257, 21	15.703.56
15	8.655.47	711.41	711.41	806.26	4.257.21	15.141.76
16	8.208, 73	674.69	674.69	764.65	4.257, 21	14.579.97
17	7.817.85	642.56	642.56	728.24	4.257.21	14.088.42
18	7.482, 80	615.02	615.02	697.03	4.257.21	13.667.08
19	7.147.74	587.49	587.49	665.82	4.257, 21	13.245.75

SALARY TABLE FROM JUNE 1, 2015 TO DECEMBER 31, 2015

Level	Base Salary	Summer Paga	Paga Christmas	Benefits Paga	Linear Add-on	Gross Total
1	21.908.94	1.800, 73	1.80,73	2.040.83	4.282.75	31,833, 98
2	17.414.81	1.431.36	1.431, 36	1,622.21	4.282, 75	26.182.48
3	16.853.05	1.385, 18	1.385.18	1.569.87	4.282.75	25.476.03
	4	15.729, 49	1.292.83	1.292.83	1.465.21	4.282, 75	24.063.12
5	14.605.97	1.200, 49	1,200,49	1.360.55	4.282.75	22.650.26
6	13.482, 43	1.108.15	1.108.15	1.255.90	4.282, 75	21.237.38
7	12,920,67	1.061.97	1.061.97	1.203.57	4.282.75	20.530.94
8	12.358, 89	1,015.80	1.015, 80	1.151.24	4.282.75	19.824.48
9	11.797.13	969.62	969.62	1.098, 91	4.282.75	19.118.04
10	11.235.36	923.46	923.46	1.046.58	4.282.75	18.411.61
11	10.673.59	877.28	877.28	994.25	4,282.75	17.705, 16
12	10.111.83	831.11	831.11	941.93	4.282, 75	16,998.72
13	9.550.05	784.93	784.93	889.60	4.282.75	16.292, 26
	14	9.156, 82	752.62	752.62	852.97	4.282, 75	15.797.78
15	8.707.40	715.68	715,68	811.10	4.282.75	15.232.61
16	8.257, 98	678.74	678.74	769.24	4.282, 75	14.667.45
17	7.864.76	646.42	646.42	732.61	4.282.75	14,172.95
18	7.527, 70	618.71	618.71	701.21	4.282.75	13,749,08
19	7.190.63	591.01	591.01	669.81	4.282, 75	13.325.22

SALARY TABLE FROM 1 JANUARY 2016 TO 31 DECEMBER 2016

Level	Base Salary	Summer Paga	Paga Christmas	Benefits Paga	Linear Add-on	Gross Total
1	22.084.21	1,815, 14	1,815.14	2.057.16	4.317.02	32,088, 66
2	17.554.12	1.442.81	1.442, 81	1,635.18	4.317.02	26.391.94
3	16.987.87	1.396, 26	1.396.26	1.582.43	4.317.02	25,69, 84
	4	15.855, 33	1.303.17	1.303.17	1.476.93	4.317.02	24,255,62
5	14.722.82	1.210.09	1.210.09	1.371, 44	4.317.02	22.831.46
6	13.590, 29	1.117.01	1.117.01	1.265.95	4.317.02	21.407.28
7	13.024.04	1.070.47	1.070.47	1.213, 20	4.317.02	20.695.19
8	12.457, 76	1.023.92	1.023, 92	1.160.45	4.317.02	19,983.07
9	11.891.51	977.38	977.38	1.107, 71	4.317.02	29.270, 99
10	11.3224	930.85	930.85	1.054.95	4.317.02	18.558.90
11	10.758.98	884.30	884.30	1.002.20	4.317.02	17.846, 80
	12	10.192.72	837.76	837.76	949.46	4.317.02	17.134.71
13	9.626.45	791,21	791,21	896.71	4.317.02	16.422, 60
	14	9.230.08	758.64	758.64	859.79	4.317.02	15,924.16
15	8.777.06	721.40	721.40	4.317.02		15.354.47
	16	8.324.05	684.17	684.17	775.39	4.317.02	14.784.79
17	7.927.68	651.59	651.59	738.47	4.317.02	14.286.33
18	7.587, 92	623.66	623.66	706.82	4.317.02	13.859.08
19	7.248.15	595.74	595.74	675.17	4.317.02	13.431.83

Resolution Of 3 July 2015, Of The Directorate-General Of Employment, That Is Recorded And Published The Collective State Of Graphic Arts, Handled Paper, Handled Carton, Editorials And Auxiliary Industries.

Original Language Title: Resolución de 3 de julio de 2015, de la Dirección General de Empleo, por la que se registra y publica el Convenio colectivo estatal de artes gráficas, manipulados de papel, manipulados de cartón, editoriales e industrias auxiliares.

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