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.

Read the untranslated law here: http://www.boe.es/buscar/doc.php?id=BOE-A-2015-7947

Seen the text of the collective state of graphic arts, handled paper, handled carton, editorials and auxiliary industries (Convention number 99000355011982 code), which was signed with date may 26, 2015, in part, by FEIGRAF, AFCO and Guild of publishers, business organisations on behalf of companies in the sector, and another, by trade unions FES-UGT and FSC-CC. OO., on behalf of workers, and in accordance with the provisions of article 90, paragraphs 2 and 3, of the law of the Statute of workers, consolidated text approved by Royal Legislative Decree 1/1995, of 24 March, and in Royal Decree 713/2010, 28 of may, on registration and deposit agreements and collective labour agreements , This Directorate-General of employment meets: first.

Order the registration of the collective agreement cited in the corresponding register of conventions and collective work agreements with operation through electronic means of this Center Directors, with notice to the Negotiating Committee.

Second.

Have your publication in the «Official Gazette».

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

COLLECTIVE agreement State Arts graphic, paper handled, handled carton, publishers and industries auxiliary 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 area.

Within the scope set out in article 1(1), the implementation of the Convention will be mandatory for all companies, bodies or institutions, public or private, and for the same workers, when those engaged in the activities of graphic arts and its auxiliary, handling of paper and cardboard, and publishing industries.

(A) it refers to graphic arts and auxiliary industries, in general, which engaged, together or separately, the activities of prepress, printing and postpress, by any procedure or system, on paper, cardboard, fabric, plastic, films, optical or magnetic or computer support (CD-ROM, floppy...), or any other matter, all kinds of characters, drawings, or images in general, in one or more colors. Merely illustrative and not limitative, the following activities shall be included in this functional area: to) the composition and photogravure of texts, either manual, mechanical, digital, photo idea or any other system or procedure similar, existing at present or which may exist in the future.

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

(c) engraving of texts or images for any system or procedure existing at present or which may exist in the future: manual (artistic or artisan), gravure, engraving, graphic design, desktop publishing, etc.

(d) the printing of texts or images for any system or procedure existing at present or which may exist in the future: typography, offset, gravure, lithography, screen printing, pad printing, flexography, intaglio, relief, Xerography, digital printing, printing by laser, etc.

(e) binding, manual or mechanized, in any of its forms: Paperback, hardcover, cloth, plastic, pasta, etc.

(f) the ancillary or complementary industries such as: esterotipia, galvanotipia and electroplating, made of rubber and rubber manufacture of rollers, vulcanized, etc.

Equally, and since the implementation of the Convention is mandatory in all functions or activities (total or partial) referred to in its scope functional and/or personal and within the territorial by the established, this Convention is applicable inexcusable in any productive unit in which there are printing machines, Duplicators, small offset, multicopistas, copiers, and any other machine to produce printed , etc., regardless of its location and the use to which it is intended.

((B) Manipulados industries means: to) the handling of paper of all kinds, such as: school, stationery, envelopes, bags, cigarette paper material rubberized papers, wallpapers and for decoration, etc.

(b) the handling of carton of all kinds, printed or not, such as: cardboard, corrugated cardboard, cardboard and other auxiliary materials, as well as the manufacturing of packaging and other processed and complex of the above materials.

((C) is understood by business publishers: to) which, with or without graphic workshops, engage in the edition of books, booklets, fascicles, «comics», and magazines, periodic or not. Excludes companies that published only and without graphic workshops, publications of periodic, daily or non-daily occurrence of general information, news or specialized, considered publishers of press.

(b) the editors of disks and other media.

(c) the publishers of music and printers of magnetic strips.

(D) covered in this functional area companies of graphic arts that balance the production of printed or manipulated, of all kinds, with the printing of periodicals, general information, news or specialized; as well as which print periodicals exclusively religious, techniques and professional.

They are excluded from the functional scope of this Convention only workshops of graphic arts, belonging to the publishers of daily periodicals of general information, news or specialized, dedicated exclusively to printing their own publications published by them.

(E) are also included companies, workshops and printing, graphic arts State, rebuild, regional, provincial and municipal schools, the Union, corporations or institutions charitable or religious and prison, in the case that their products are sold or paid order, staff does not have the status of public official and perform any of the activities related to the functional scope of this Convention.

Also, these rules will force to the companies of new installation included in those areas territorial and functional.

Article 1.3 personal.

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

They are excluded: to) senior management, high government or High Council charges excluded in the valuation of jobs in this agreement.

(b) the technical staff who are may be given to any particular service, no continuity in the work nor subject to the day, not listed in the template of the company for being civil or commercial contract.

(c) subject to business relationship, commercial agents, and representatives of trade subject to special employment relationship.

All workers who provide their services on the machines of companies or production units referred to in the previous article are specifically included in the scope of the present collective agreement.

Article 1(4) accession to the Convention.

They may adhere to this Convention all businesses and workers whose activities, yet still prevalent in the functional scope in article 1.2, so agreed expressly.

Article 1.5 conventions of lower areas.

The negotiation of conventions in areas lower than this, including company, only can carry out when, by joint agreement of the entitled parties, is thus determined.

In any case, the receiving part of the proposed agreement may refuse to the initiation of negotiations, not in the case of revising an already expired agreement of the same scope.

This Convention will have the character of subsidiary rule for the sectors concerned, prevail in matters not provided for in the conventions of lower level, with preferential character of the general rules.

Accordingly, conventions of lower level must, necessarily, settle it in the following areas: «article 7.3, in terms of the structure and nature of the various components of economic benefits to affected workers, can be collected even though these amounts may be negotiated.

Article 8.1, that there should be a maximum annual quantification of the workday, notwithstanding that this is determined, in addition, in accordance with other periods (weekly, daily, etc.).

Article 8.4, on regulation of the regime of holidays, even if its duration and period to be negotiable.

Article 8.6, on cancellations due to illness or accident, and may vary the amount of complementary by the company economic benefits.»

Also, it may not conventions sector lower, with the exception of agreements or enterprise agreements or work centers, negotiate the following matters, contained in the Convention: article 1.2 functional area.

Article 1.3 personal.

'Article 6.1, on the classification of staff, jobs and wage levels of each professional level.'

The signatory parties acquire the commitment not to promote new ways of collective bargaining within the functional scope of this agreement.

Chapter 2 entry into force, duration and extension


Article 2.1 validity.

Exceptions expressly contained therein, relating to specific subjects, the Convention will have effect from on January 1, 2014.

Article 2.2 duration.

The term of this agreement is set at 3 years from before this date of entry into force, i.e., from January 1, 2014, until December 31, 2016.

The collective agreement shall be extended from year to year in the event that does not mediate express denunciation of any of the parties.

Means the extended Convention in its content a maximum of 18 months from its complaint. The complaint must be performed within the last three months of the entry into force or extension underway.

There is an obligation to constitute the negotiating table within the month following the date on which the complaint is produced."

Article 2.3 of the bargaining proposal.

Business or trade union representation, which makes the complaint and intends to negotiate a new agreement that will replace the current, must accompany your notice of proposed denunciation of the point or points to negotiate, expressing: to) duration of the new agreement.

(b) specific subjects to negotiate.

(c) annual economic impact of the conditions that have character or economic impact.

(d) personal and functional scope in its case, of the Convention which is intended to negotiate.

(e) composition draft of the negotiating Commission, with expression of the number of members of each of the representations.

(f) evidence, supporting documentation meet the necessary legitimacy to negotiate an agreement required by article 87.2, 3 and 4 of the Statute of workers.

(g) if deemed desirable, or not, that negotiations have a President and, where appropriate, proposed, in tern, person suitable for such a function.

Chapter 3 compensation, guarantees and absorbilidad article 3.1 as a whole.

The conditions stipulated in this agreement form an organic whole indivisible and, for the purposes of its practical application, they will be considered globally.

Article 3.2 compensation.

Agreed conditions are compensated in its entirety with the above live, by improving agreed or unilaterally granted by the company (voluntarily improvement of wages or salaries, using raw or variable bonuses, perks and voluntary benefits or by equivalent or analogous concepts), imperative legal, jurisprudential, litigation or administrative, collective labour agreement, Covenant of any kind, individual contract, uses and local customs local or regional, or by any other cause.

Article 3.3 exclusions.

They are considered to be excluded from global compensation, established in article 3(2), the following concepts: 1. compensation in cash of the labour Treasurer, established by general and binding legal provision.

2. the contribution of Social security schemes by exceeding the agreed bases.

3. the working day less in duration, than that provided for by the law.

4. the salary by performance superior to the normal obey productivity methods implemented by the companies, in accordance with article 5(6).

Article 3.4 removals.

Given the nature of the agreement, future legal provisions, involving economic variation in all or any of the retributive concepts, will only have practical if, globally considered and added to the existing prior to the Convention, they exceed the total level of this.

Otherwise shall be considered absorbed by the agreed improvements.

Article 3.5 personal guarantee.

Is respect them situations personal that, with character global, exceed of the Convention, maintaining is strictly «ad personam» which come implanted by provisions legal or custom inveterate when, examined in its set, are more beneficial for the worker.

In any case, they will be respected, with personal, the more favorable day, the intensive and longer vacations.

Chapter 4 Joint Commission article 4.1 Constitution and functions.

1. within a maximum period of one month, counting from the signing of the present agreement, will create a joint mixed Committee, made up of representatives of business organisations and trade unions signatories of the Convention.

2 the functions of the Joint Committee shall be as follows: to) authentic interpretation of the Convention.

b) definition and assessment of jobs, which is you endowed with a method of valuation which is exclusive to this Commission.

(c) conciliation of collective disputes, regardless of the conciliation before the SMAC or other competent bodies.

(d) update of the standards in the Convention.

(e) control and monitoring of the provisions of article 8.7 on overtime.

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

(g) you will know and, if necessary, resolve discrepancies that have emerged during the consultation period corresponding to the non-application specific working conditions provided for in the applicable collective agreement legally provided in-house.

(h) ensure that discrimination does not occur and promote the realization of direct and indirect measures of positive action.

(i) how many other activities aimed at the practical effectiveness of the Convention.

(j) all those issues relating to the sectors affected by the agreement that, by mutual agreement, are subject to him by the parties.

3. the Joint Committee will intervene mandatorily in all the functions laid down in point 2 above, leaving safe freedom of parties for, exhausted East pending, the authority or jurisdiction to attend.

(4 when the Joint Committee has intervene in knowledge and resolution of collective disputes provided for in subparagraph (c)) and the discrepancies that emerged during the consultation period corresponding to the non-application of working conditions provided for in the applicable collective agreement referred to in g), both from paragraph 2 of this article, for reasons of urgency shall be constituted in restricted Joint Committee According to the composition indicated in section 4.2.2.

Article 4.2 procedure.

4.2.1 composition and operation of the plenary of the Commission.

1. the Joint Committee shall be composed by: nine vowels as maximum, for each part, which can vary from a meeting to another. The parties may be accompanied by advisers, in a maximum number of six by each of them, and, for each meeting, elect from among its members a moderator.

Two Secretaries, one by each party, which shall take note of and rise Act, jointly, at least from the agreements adopted.

A permanent secretariat, responsible for the administrative functions of a body of this nature.

2 the Joint Committee will meet: to) when so agreed it by both parties (extraordinary meeting).

(b) two times each quarter, on a regular basis.

The Secretariat of the same shall conduct calls for the Joint Commission. The call will take place in writing, stating the place, date and hour of the meeting, as well as the order of the day. They will be sent to members with seven days notice.

First call, shall be deemed validly constituted the Joint Commission, when present 2/3 of all members of each of both representations are.

In second call, which will be half an hour later, just with the assistance of half plus one of the members of each of both representations.

3. agreements shall be adopted jointly between the two representations, and will not be effective until the approval of the Act showing.

In case of not reaching an agreement, both parties, if they so agree, can undergo arbitration, conciliation or mediation before the SMAC or other competent body, for which purpose will be sent him reports that the parties consider appropriate, along with the minutes of the meeting. The decision of the mentioned agencies will be binding, except in the case that both parties reach an agreement later or simultaneous, in which case will prevail on that, which will be null and void. Went to said arbitration, obtained compromise in conciliation or mediation before the SMAC or other body or gotten agreement bargaining, these will be fulfilled in their own terms and may not be ignored their compliance or exercising, by any of the parties, conflicting, lockout or strike, aimed at non-observance, modification or cancellation action.

When both parties deem appropriate and thus agree, specific work committees, will be created to address specific and default issues. These committees shall draw up the papers, which will be then presented to the Joint Commission, and which will not be binding, but it will be merely advisory.

4. the Permanent Secretariat will be domiciled in the same mixed Commission. The functions of the Secretariat are as follows: to) summon the parties seven days in advance.

(b) give input and distribute to the members of the Committee queries.

(c) keep a record of the agreed minutes and deliver certifications of their agreements.

(d) how many other tasks be entrusted, by agreement of the Joint Committee, for its best performance.

4.2.2 composition and functioning of the Commission in restricted action.


1 where restricted operation of the Joint Commission shall be composed of: four vowels as maximum, for each part, which can vary from a meeting to another, must be adequately represented all the organisations that signed the Convention.

The parties may be accompanied by advisers, in maximum number of two for each one of them and, for each meeting, elect from among its members a moderator.

A Secretary, who shall take note of discussions and raise up Act, at the end of each meeting.

2. in accordance with the absolute preference to the handling of collective disputes gives the regulatory law of the Social jurisdiction, when the Joint Commission should intervene in form restricted knowledge and resolution of collective disputes, as well as discrepancies arising during the period of consultation concerning the non-application of working conditions provided for in the applicable collective agreement , will meet in the shortest time possible and always giving response within seven days of the receipt at the Secretariat of the notice of initiation of conflicts, registered with the competent authority or submission of brief reporting discrepancies arising from the non-application of the agreement.

The Permanent Secretariat shall conduct calls for this Commission.

The adoption of agreements will require the agreement of both parties.

If no agreement is reached, each representation may deliver its opinion, its discretion in this regard.

The results of these meetings will move, urgently, to the parties involved.

The proceedings will move to the full for his knowledge.

Article 4.3 consultation with the Joint Commission.

Those companies not adhering to any of the associations integrated in FEIGRAF, AFCO or the Federation of publishers guilds of Spain (business organizations signatories of the Convention) that wish to formulate a query or need the intervention of the Joint Commission, should, at the same time to formulate your query or request the intervention of the Commission, send the amount of 150 euros by inquiry carried out, to contribute to the costs incurred.

All them consultations, carried out by workers and companies, must perform is in them printed standard that, in each moment, approve the Commission mixed; pending preferably before it, those consultations, through the organisations that signed the Convention.

Article 4.4 home.

The Joint Commission will be domiciled in Madrid, calle Rufino González number 23 bis, 2ª planta, Madrid 28037, but you can meet anywhere else, prior agreement of the parties.

Article 4.5. Agreement on autonomous settlement of labour disputes (ASAC).

The signatory parties of the present Convention are attached to the agreement on solution autonomous labour conflicts (ASAC), published in the «Official Gazette» of date February 23, 2012, according to the signed on February 7, 2012.

For the purposes provided for in article 5 of the agreement, the Joint Commission's interpretation of this Convention is integrated in the Interconfederal mediation and arbitration service with competence and circumstances that apply in each case.

Chapter 5 article 5.1 rating definitions.

5.1.1 normal activity: which develops an operator half, trained and familiar with his work, conscious of its responsibility, under a competent direction, without excessive physical and mental fatigue, but without special production stimulation is normal activity. This activity is, in most common and different measurement systems, to 100 or 60 indices.

5.1.2 optimal activity: is the maximum that can develop an operator means, well trained and knowledgeable about their work, without detriment of his professional life, in normal working.

Optimal activity is in the order of 40 or 33% above the normal, and the indicated measuring systems corresponds to the 140 u 80 indexes.

5.1.3 normal performance: is the amount of work that a worker in an hour, when working at normal activity.

5.1.4 quantity of work in normal activity: which performs an operator means, in normal activity, including recovery time.

5.1.5 time machine: is the one who uses a machine to produce a task unit, under certain technical conditions.

5.1.6 work free: is the work in which the operator is not limited in his activity by any circumstances external to it (machine, equipment, etc.), can develop optimal activity at all times.

5.1.7 limited work: is the work in which the operator can not develop optimal activity during all working hours.

The limitation may be due to the work of the machine, to the fact of working in team or to the conditions of the operating method.

For purposes of remuneration, limited working times shall be paid as if they work in normal activity.

In limited work, the optimal production is obtained by taking into account that the minimum production time is machine time increased with the amount of work, stop machine, with optimal activity. In appropriate cases, the interference of machinery or equipment will be calculated.

Article 5.2 enforceability and remuneration of the normal performance.

The normal performance is the receivable and the company may determine it, on any occasion, without that not doing so at the time of application of the Convention means or could be construed as relinquish this right, he may avail himself, when deemed appropriate, with the same conditions and guarantees laid down in article 5.9.

To establish incentives should split the normal performance.

The remuneration of the performance normal is corresponds with the salary base and the accessories that legal or conventionally come.

Article 5.3 indirect valuation system.

When the performance of a job is hardly measurable, an indirect system of assessment, in accordance with the legal representation of workers can be established.

Article 5.4 amount of work.

Work amounts determined for each task will take into account all the variables that intervene in it (change of power and output, breakage, cleaning, travel, interference, etc.).

Article 5.5 modification.

The established amounts of work may be modified, when the method of operation is changed or there is a manifest error of calculation or transcription, with the guarantees laid down in article 5.9.

Article 5.6 systems rationalization.

They remain in force streamlining systems established on the basis of a premium proportional to the activity points Bedaux or Gh.

Activities and performance, between activity and normal performance and optimal activity and performance, shall be premium.

Companies that establish a system of incentive or piecework, in points Bedaux or Gh, may review it when perceptions exceed 40% of the indicated in this agreement for the normal performance.

Article 5.7 of the work organization.

The practical organization of work and the identification of groups, cycles, sectors or departments, as well as the classification of services that may be suitable, are exclusive Faculty of the company.

Technical progress, due to organization and productivity, better professional training or most suitable team of tooling systems, should assume an improvement in working conditions and remuneration, in fair correspondence to the benefit that yield to the prosperity of enterprises.

Article 5.8 faculties of the direction of the company.

The faculties of the direction of the company are: 1. directing the production process, in the most appropriate way to promote the well-being and better training of workers, as well as the fairer distribution of the benefits of this process.

2. promote, stimulate and maintain collaboration with their workers, as unavoidable necessity of social peace and the prosperity of the whole of the personal factors of production.

3. organise the production and improve and dignify the labour relations.

4. respect and enforce personal templates, fixed in accordance with what has this Convention.

5. to promote and respect the professional classification of employees, by providing them with training and social and human promotion.

6. the requirement of normal yields, defined in the present Convention.

7. the allocation of the number of machines or the necessary task for the saturation of the worker to normal performance.

8. the fixing of admissible quality or waste levels and the establishment of sanctions, for the case of non-compliance.

9 require surveillance, cleaning and care of the entrusted machine, within the responsibility attributed to the professional level in question, provided that you have taken into account in the determination of the amounts of work and performance.

10. the mobility and redeployment of the company, according to the needs of the Organization and production. In any case, be respected the personal situation, granting the necessary period of adaptation.

11. the implementation of an incentive pay system. If it only applied to one or more sections or jobs, also have incentive which experience an increase in their workload higher than normal as a result of the aforementioned application.


12 carry out, during the period of the Organization of work and on a provisional basis, changes in working methods, standards of valuation, distribution of staff, change of functions and technical variations of machines and materials, that facilitate the comparative study with reference situations or the technical study concerned. The worker shall keep, during the test, for the immediate three months prior to the same middle perceptions.

13. the maintenance of the Organization's work, in cases of non-conformity of the workers, expressed through their legal representatives, waiting for interpretation and report of the Joint Committee of the Convention and, where appropriate, of the decision of the competent authority.

The company may proceed to the reduction of its workforce, in the cases provided for and subject to the procedure established legislation.

Article 5.9 obligations of the company.

They are obligations of the company: 1. establishing working systems so that they can be carried out by the workers in normal working.

2 inform the legal representation of workers, with a minimum of twenty days in advance, the purpose of changing the Organization of work, valuation rules or systems of remuneration, contributing, therefore study the data that form the basis for the proposed amendment.

3. limit, up to the maximum of ten weeks, the experimentation of new regulations or systems, referred to in the preceding paragraph.

4 collect, completed the trial period, compliance or reasoned disagreement of the legal representation of the workers.

5. in cases of non-conformity, it shall apply as provided for in the legislation in force.

6 be available to workers and, in particular, their legal representatives, the tasks assigned to each job as well as the corresponding valuation rules.

7 establish and write, clearly and understandably, the formula for the calculation of salaries and incentives.

8 the obligations outlined in the previous numbers, in the case of review of valuation rules or operative methods that may involve modifications of them.

The companies that currently have established properly formalized incentive systems will not have to follow the above procedure, except in relation to changing values, but shall give account to the legal representation of the workers.

Article 5.10 rights of workers.

1 obtain, in compensation for their role in the production process, adequate pay for dignified livelihoods, in normal working and using a normal performance in their work.

2 cooperate with their initiatives to the prosperity of the company.

3 be consulted, through their legal representatives, in a decision on the Organization of work, changes in production systems, ratings, and professional levels.

4. in addition to the rights and guarantees granted by the general legislation in force, are powers of the legal representatives of the workers know the tasks assigned to the positions of labour and the valuation of the same and, in the event of disagreement, formulate relevant complaints to the competent authority.

Article 5.11 organization services.

In order to establish the proper hierarchy in the different production orders, companies will seek to organise its services in such a way that the heads of any level are required to transmit the guidance instructions and suggestions from the staff, through hierarchical, specifically regulated, so never be misused its content and purpose, without prejudice to the functions that labour and relationship, corresponding to the legal representatives of the workers.

Chapter 6 of the staff article 6.0 General provisions.

The professional classification system shall apply to all staff that develops its activity in the fields of application provided for in the articles 1.2 and 1.3 of the present Convention, and will be classified according to the agreed professional activities and definitions that are set to the same.

From the entry into force of the present system of professional classification, all the companies included in the functional scope of the Convention will be required to the application of it in conditions that are established and, therefore, to classify its staff on the basis of the criteria contained in the classification system. Likewise, staff who provide their services in these companies, prior to the entry into force of the system, shall, obligatorily, be framed in one of the levels and their corresponding wage, which are contained in the same based on the implementation document contained in the transitional provision second, except as provided in the same.

Groups and professional levels recorded are merely guidance and does not presuppose obligation to have covered all the places listed, if the needs and of the undertaking do not require it.

However, from the moment where there is a worker performing specific functions of a certain professional level, the company shall be paid, at least with the remuneration that sets this collective agreement for that level or any provision having strength of force.

They are merely informative, the various tasks assigned to each professional level, because every worker of the company is forced to do many jobs and operations ordered her superiors, within the general role of their professional competence, including the cleaning of work items that use, Dante, in an emergency, perform other tasks.

Article 6.1 classifications.

6.1.1 classification according to the permanence: in accordance with the provisions of article 15 of the Statute of workers, the staff affected by the present Convention is classified into fixed and temporary.

It is fixed that engages itself expressly for an indefinite time and staff that acquires such a condition by imperative legal.

It is the contracted temporary staff by time, in accordance with any of the existing contractual arrangements at any time, such as: to) when hire the worker to carry out work or specific service.

(b) when the circumstances of the market, accumulation of tasks or orders excessive so so require, whilst being the normal activity of the company.

(c) in the case of replace workers entitled to reserve job, provided that in the contract of employment specifying the name of the substitute and the cause of the replacement.

Also will be considered personal temporary those hired under cover of the decrees of the employment promotion measures.

6.1.2 classification system.

6.1.2.1 structure.

The classification system referred to in the Convention is divided into areas, groups, and professional levels. This structure is the result of adapting the provisions contained in article 22.1 of the Statute of workers, thus, through collective bargaining, a classification system specifically suited to the needs of graphic.

6.1.2.2 professional area.

Professional area means the area of activity of the sector defined by the set of technologies aimed at the same objective of production, the same: common, prepress, publishing, printing, binding and transformation and manipulated.

Common area: is the space of the sector whose activities are cross-cutting to any area of the productive sector of the Convention.

Editorial area: is the space of the sector whose activities are related to editing and publishing in any medium of paper and cardboard, simple or processed, analog or digital.

Prepress area: is the space of the sector whose activity is related to the various prepress processes.

Printing area: is the space of the sector whose activity is related to the different printing processes by any system.

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

Area transformation and manipulated: is the space of the sector whose activity is related to different manufacturing processes of complex and processed, manipulated, for cardboard and paper.

6.1.2.3 professional group.


The set of features with own speciality, is understood by professional group such as the use of a particular technology or common element, integrated in each professional area; professional groups set out below: common Area: group managers, technicians and middle management; administrative group; commercial group; Group warehouse and expeditions; group transportation; Group maintenance and facilities; General Services group. Editorial area: publishing group. Prepress area: Group technical prepress and prepress mechanical group. Print area: print group offset, digital print, flexo printing, silkscreen, intaglio printing printing group, analog reprography group, group recorded media, group other printing systems. Area binding: binding industrial group, group craft bookbinding. Transformation area and handled: Group transformation, handling of paper and other major materials/trades, manipulated group of paper and other auxiliary materials/trades, manipulated group of carton and other major materials/trades, manipulated group of carton and other auxiliary materials/crafts group.

6.1.2.4. professional level.

To determine the professional level contained in each group you attend the delivery of services effectively, and in combination, the effective domain of functions and technology characteristic of the professional group, both to different degrees of responsibility, dependency and autonomy.

Technology means the set of instruments and industrial procedures used in each of the groups established in this Convention.

Responsibility means the degree of autonomy of action of the role holder, the level of influence on the results and the relevance of the management of the human, technical and productive resources.

Initiative means the degree of functional restraint in carrying out the tasks or functions performed.

Autonomy means hierarchical dependence in the performance of tasks or functions that take place.

6.1.2.5. training: Excludes former professional classification system workers hired under contract for training.

6.1.3 classification according to the function.

Staff providing services in the sector of the manipulated manipulated of paper, publishing, graphic arts of cardboard and ancillary industries, within the scope of the present collective agreement, is to be classified, taking into account the level of responsibility and functions that perform, in the following groups and levels that make up each professional area.

Professional area: Commons.

Group managers, technicians and middle management: brings the benefits of a technical nature common to all the different activities framed within the functional scope of the Convention. Indication can be considered the following:-management of resources human, economic, financial, environmental, prevention of occupational risks, etc.;

-organizational tasks such as studies and methodologies of work, implementation of time and improvements of methods;

-programming, organisation, implementation and maintenance of computer systems and networks, within the company;

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

-quality control of materials and products, monitoring and evaluation in different phases of manufacturing, analysis and tests, etc.;

-scheduling and organization of labour within manufacture workshops.

Levels.

Steering: it is the worker who is in charge of the management and leadership of a company or business, responding, well before the partners, well before the owners, as the case may be.

Graduated University: it's the worker who, possessing a university degree, or teaching University technique, plays his work within the company pursuant to the degree required for being the same necessary for its work.

Entitled University environment: is the worker who, possessing a degree officially recognized as of medium grade, plays his work within the company pursuant to the degree required to be necessary for the work it.

Workshop Manager: is the worker who, with functions of control and coordination of the different productive workshops framed within this Convention, is in charge of the entire output of the workshop.

Chief Technical Officer: is the worker which, within the activities listed in the professional group of technicians, directs and coordinates workers who are in charge, depending on the direct way to the direction of the company.

Qualified technician / head of section: 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.

Technical specialist: is the worker carrying out tasks requiring specialization, knowing the activities to carry out, under the subordination and coordination to other higher categories.

Technical Assistant: is the worker who develops simple tasks of the professional group with total dependence of the instructions given by their superiors.

Administrative group: brings common benefits of administrative activities that shape the functional scope of the Convention.

Levels.

Administrative Manager: is the worker, with full responsibility, which addresses one or more sections or departments and depends on the direction, management or administration of the company. By way of indication, develops functions of type administrative and procedural in the company, as well as those relating to regulations and legislation related to their work.

Qualified administrative officer: is the worker who carries out administrative work of great complexity and assumes responsibility for tasks in charge. Orientative correspond to this level who are responsible for accounting exercises the company, preparation of complex statistics, budgeting, purchase of raw materials as well as other services whose merit, significance, initiative and responsibility have analogy with those cited.

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

Administrative Assistant: is the worker who, without special initiative, carried out operations in support of management within the company. In addition, framed in this professional level workers whose primary activity is to meet the telephone communications of the company, pay attention to the public at receptions, as well as other similar services.

Trade group: grouping those benefits to perform business functions, encompassing different activities are framed in the functional scope of the Convention.

Levels.

Commercial Manager: is the worker that performs business tasks with certain autonomy to make budgets and making offers. It is responsible for pick up orders, inform customers and transmit the orders received, in addition to providing after-sales services to production workshops.

Commercial: It's the worker who performs the same functions as the commercial Manager, but lacks the skills to establish commercial criteria in providing products; You can also engage in administrative functions related to the commercial activity.

Group warehouse and expeditions: brings those benefits in storage and shipment, as well as the distribution and supply, within the company, raw materials and other products.

Levels.

Store Manager: is the worker who manages and is responsible for the operations of storage and forwarding within the company, having under its dependence to operators that perform this task.

Storekeeper: It is the employee who performs the functions of its professional group knowing all the tasks that are developed and that are designated by the head of warehouse. Also managed the store and they can be responsible and direct small stores.

Forklift driver: is the worker which, as usual, can be used for the functions of storage, delivery, distribution and supply of raw material in the workshop, mechanical traction vehicles specific for such purposes.

Store helper: is the worker responsible for performing simple, auxiliary type in the store.

Group transportation: brings together the benefits in the transport of goods, sharing and distribution among the different activities framed within the functional scope of the Convention.

Levels.

HGV driver: is the employee who is responsible for the transport of goods from the company, using vehicles that require the possession of C1 or higher licence for them.

Driver: You are the worker who runs the transport of goods from the company, using light vehicles whose driving licences were not those mentioned to the previous level, making loading and unloading them.


Group maintenance and facilities: includes those benefits in maintenance, repair, mounting and conservation of installations and machinery company.

Levels.

Maintenance Manager: it's the worker who manages and is responsible for the planning and execution of the maintenance and installation of machinery and facilities, having under its dependence to operators that also perform this task.

Specialist maintenance: is the employee who performs the functions of its speciality, knowing all the tasks that develop, and which are designated by the head of maintenance, except that in the case of a small company, which shall be responsible.

Maintenance operator: is the worker exercised by one or several functions of your professional group, but without the responsibility and knowledge required for the maintenance specialist.

General Services Group: grouping those supplies of services of auxiliary character within the Organization of the company and which are common to the different activities of the functional scope of the Convention, such as, by way of indication, Concierge, doorman, Ordinance, personnel of cleaning, cooking, etc. Also fit the performance of auxiliary tasks within different areas of production and in any section of the company, linked to the offices of this Convention.

Levels.

Auxiliary services: is the worker who develops any of the functions of cleaning, Concierge, doorman, Ordinance, as well as others by analogy assimilated to them.

Auxiliary workshop: is the worker who, without specific preparation for trades which includes this agreement, performs tasks that require to run a certain training and special attention, both closely linked to the own trades included in the functional area, and can provide services either in any of the sections of the company; can not you can order handling, proper said, machines.

Professional area: publishers publishing group: grouping of the publishing industry benefits.

Levels.

Editor: It is the worker who writes, manages, prepares, and program publishing projects that have been entrusted in your area of specialty, according to established criteria and under the direct supervision of his superior.

You must have the academic level and enough experience to get a product possessing the technical characteristics specified for publication and tailored to the particular demands of the market.

Editor: It is the worker who, with academic degree or without it, writes, under the supervision of the company which is occupationally, linked articles for all kinds of publications.

Publishing Diagrammer: it is the worker who, with good cultural and artistic, preparation and dominating the various techniques of drawing, with know how and extensive of the different means employed in the edition of books, prepress, printing and binding systems used in graphic arts and techniques, is able to conceive and carry out, in full, original projects for the conversion of an original in an editorial product.

Cartographer: Is the worker specialist able to conceive and carry out, in its entirety, projects and original drawings of maps, plans, charts and diagrams in all phases: information, design, engraving and works with films.

Illustrator: It is the worker who, with artistic training enough for the choice of the material of illustration well knowing the sources of origin of the same and with full responsibility for its preservation, cataloging, inputs and outputs, determines, in contact or not with the author of the text, once read the original, photographs, engravings, drawings, etc., that should illustrate the work.

Librarian: It is the worker who, in possession of the corresponding professional title, or even without title, but with extensive cultural training, caring for the cataloguing and management of archives and libraries, stays informed of the precise bibliographical news and recommends, where appropriate, and manages the acquisition of books and magazines suitable for the good development of editorial tasks.

Technical publishing: is the worker / to performs the tasks necessary, according to them indications of a top, to resolve them works assigned in accordance with them features technical and requirement of deadlines marked.

Editorial assistant: is the worker carrying out ancillary activities related with the edition of the book to the editor orders, such as collaborate in the editing process, correspondence, create catalogs and receive manuscripts.

Publishing technical assistant: is the worker which develops auxiliary and basic tasks of a technical nature within a unit of preparation.

Professional area: prepress Group technical prepress: groups of prepress capabilities employing technologies and computer procedures. Indication is encuadrarían in this group the following features: composition of texts, capture and treatment of images, film or multimedia, graphic design, treatment of sound and video, as well as similar ones.

Levels.

Team leader/Manager of line: is the qualified officer who manages, directs, and supervises the work of his team officials. Also exercise, among others and indication, control functions and orientation with respect to the application to the effective work of your equipment, systems of quality, prevention of occupational hazards, machinery maintenance, supervision of training, environmental measures, etc.; In short, is that his team is carried out according to the conditions stated.

Officer qualified technical prepress: it is the worker who completely dominates the technology of prepress technique, interpreting the parameters of the team leader, or who are designated by the employer, and run any of the functions of his job with full responsibility.

Official technical prepress specialist: is the worker without fully mastering the technical prepress technology, running the instructions received from the team leader, or who are designated by the employer, and runs with full responsibility of their job functions.

Prepress Technical Officer: is the worker who, knowing part of technical prepress technology, executes the instructions received from the staff of high professional standard, without full autonomy.

Mechanical prepress group: grouping of prepress capabilities using manual and mechanical techniques for their development. Indication: Assembly and retouching of movies, isolation plates, screens, screenprinting, dies and moulds.

Levels.

Team leader/Manager of line: is the qualified officer who manages, directs, and supervises the work of his team officials. Also exercise, among others and indication, control functions and orientation with respect to the application to the effective work of your equipment, systems of quality, prevention of occupational hazards, machinery maintenance, supervision of training, environmental measures, etc.; In short, is that his team is carried out according to the conditions stated.

Officer qualified mechanical prepress: it is the worker who completely dominates the technology of prepress mechanical, interpreting the parameters of the team leader, or who are designated by the employer, and run any of the functions of his job with full responsibility.

Official mechanical prepress specialist: is the worker without completely dominating mechanical prepress technology, running the instructions received from the team leader, or who are designated by the employer, and runs with full responsibility of their job functions.

Mechanical pre-press officer: is the worker who, knowing part of the mechanical prepress technology, executes the instructions received from the staff of high professional standard, without full autonomy.

Professional area: print offset printing: brings benefits whose main activity is printing by the offset system.

Levels.

Team leader/Manager of line: is the qualified officer who manages, directs, and supervises the work of his team officials. Also exercise, among others and indication, control functions and orientation with respect to the application to the effective work of your equipment, systems of quality, prevention of occupational hazards, machinery maintenance, supervision of training, environmental measures, etc.; In short, is that his team is carried out according to the conditions stated.

Official qualified offset: it is the worker who fully masters the technology of offset printing, interpreting the parameters of Team Manager, or who the employer designate, and run any of the functions of his job with full responsibility.

Official specialist offset: it is the worker who, without completely dominate the technology of offset printing, runs the instructions received from the team leader, or who are designated by the employer, and runs with full responsibility of their job functions.


Official offset: is the worker who, knowing part of offset printing technology, executes the instructions received from the staff of high professional standard, without full autonomy.

Digital printing group: group benefits whose main activity is printing using digital printing systems.

Levels.

Team leader/Manager of line: is the qualified officer who manages, directs, and supervises the work of his team officials. Also exercise, among others and indication, control functions and orientation with respect to the application to the effective work of your equipment, systems of quality, prevention of occupational hazards, machinery maintenance, supervision of training, environmental measures, etc.; In short, is that his team is carried out according to the conditions stated.

Official qualified digital printing: it's the worker who fully masters the technology of digital printing, interpreting the parameters of the team leader, or who are designated by the employer, and run any of the functions of his job with full responsibility.

Official specialist digital printing: it's the worker who, without fully mastering digital printing technology, runs the instructions received from the team leader, or who are designated by the employer, and runs with full responsibility of their job functions.

Digital printing officer: is the worker who, knowing part of digital printing technology, executes the instructions received from the staff of high professional standard, without full autonomy.

Flexography group: group benefits whose main activity is printing using flexography systems.

Levels.

Team leader/Manager of line: is the qualified officer who manages, directs, and supervises the work of his team officials. Also will exercise, among others and to title indicative, functions of control and orientation, with regard to the application to the work effective of its team, of them systems of quality, prevention of risks labour, maintenance of machinery, guardianship of training, measures environmental, etc.; In short, is that his team is carried out according to the conditions stated.

Official qualified flexography: it is the worker who completely dominates the technology of flexographic printing, interpreting the parameters of Team Manager, or who the employer designate, and run any of the functions of his job with full responsibility.

Official specialist flexography: is the worker which, without fully mastering the flexographic printing technology, runs the instructions received from the team leader, or who are designated by the employer, and runs with full responsibility of their job functions.

Officer of flexography: is the worker who, knowing part of flexographic printing technology, executes the instructions received from the staff of high professional standard, without full autonomy.

Screen printing group: group benefits whose main activity is the print using screen printing systems.

Levels.

Team leader/Manager of line: is the qualified officer who manages, directs, and supervises the work of his team officials. Also exercise, among others and indication, control functions and orientation with respect to the application to the effective work of your equipment, systems of quality, prevention of occupational hazards, machinery maintenance, supervision of training, environmental measures, etc.; In short, is that his team is carried out according to the conditions stated.

Officer qualified screen printing: it's the worker who fully masters the technology of screen-printing, interpreting the parameters of Team Manager, or who the employer designate, and run any of the functions of his job with full responsibility.

Official specialist screen printing: it's the worker who, without fully mastering the technology of screen-printing, runs the instructions received from the team leader, or who are designated by the employer, and runs with full responsibility of their job functions.

Screen printing officer: is the worker who, knowing part of the technology of screen-printing, executes the instructions received from the staff of high professional standard, without full autonomy.

Group gravure: brings benefits whose main activity is printing using gravure systems.

Levels.

Team leader/Manager of line: is the qualified officer who manages, directs, and supervises the work of his team officials. Also exercise, among others and indication, control functions and orientation with respect to the application to the effective work of your equipment, systems of quality, prevention of occupational hazards, machinery maintenance, supervision of training, environmental measures, etc.; In short, is that his team is carried out according to the conditions stated.

Officer qualified gravure: it is the worker who fully masters the technology of gravure printing, interpreting the parameters of Team Manager, or who the employer designate, and run any of the functions of his job with full responsibility.

Official gravure specialist: it is the worker who, without completely dominating the gravure printing technology, executes the instructions received from the team leader, or who are designated by the employer, and runs with full responsibility of their job functions.

Officer of intaglio printing: is the worker who, knowing part of gravure printing technology, executes the instructions received from the staff of high professional standard, without full autonomy.

Analog reprography group: group benefits whose main activity is printing using non-digital copying systems.

Levels.

Officer qualified analog reprography: is the worker who completely dominates printing technology through analog reprography, run any of the functions of his job with full responsibility.

Officer of analog reprography: is the worker who, knowing part of the printing technology through analog reprography, executes the instructions received from the staff of high professional standard, without full autonomy.

Group stands engravings: brings benefits whose main activity is printing and recording in other media (tapes, videos, cd, dvd, sound).

Levels.

Officer qualified of recorded media: it is the worker who completely dominates the technology of printing and recording in other media, run with full responsibility any of the functions of his job.

Officer of recorded media: is the worker who, knowing part of the technology of printing and recording in other media, runs the instructions received from the staff of high professional standard, without full autonomy.

Group other printing systems. It brings benefits whose main activity is printing by any printing or reproducing existing system not included within the professional groups collected within the professional field of printing, reproduction prints.

Levels.

Officer qualified in other systems: is the worker who completely dominates the technology used in other printing systems and run with full responsibility any of the functions of his job.

Official specialist of other systems: it is the worker who, without fully mastering the technology used in other printing systems, executes the instructions received from who are designated by the employer, and runs with full responsibility of their job functions.

Other systems officer: it is the worker who, knowing part of the technology used in other printing systems and executes the instructions received from the staff of high professional standard, without full autonomy.

Professional area: binding group industrial bookbinding: brings the benefits of mechanized binding (binding lines or individual machines in the different processes) and in any of its forms.

Levels.

Team leader/Manager of line: is the qualified officer who manages, directs, and supervises the work of his team officials. Also exercise, among others and indication, control functions and orientation with respect to the application to the effective work of your equipment, systems of quality, prevention of occupational hazards, machinery maintenance, supervision of training, environmental measures, etc.; In short, is that his team is carried out according to the conditions stated.

Officer qualified industrial binding: it is the worker who completely dominates the technology used in the gutter industry, interpreting the parameters of the team leader, or who are designated by the employer, and run any of the functions of his job with full responsibility.


Official specialist bookbinding industry: it's the worker who, without fully mastering the technology used in industrial binding, runs the instructions received from the team leader, or who are designated by the employer, and runs with full responsibility of their job functions.

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

Group craft bookbinding: brings the benefits of craft and manual binding in any of its forms.

Levels.

Officer qualified craft bookbinding: it is the worker who fully masters the technology employed in craft bookbinding, and run any of the functions of his job with full responsibility.

Official specialist craft bookbinding: is the worker which, without fully mastering the technology employed in craft bookbinding, runs the instructions received from who the entrepreneur designe, and executed with full responsibility of their job functions.

Craft bookbinding officer: is the worker who, knowing part of the technology used in craft bookbinding, executes the instructions received from the staff of high professional standard, without full autonomy.

Professional area: transformation and manipulated group transformation: brings benefits that are generated or produced materials simple or compound of various raw materials for a subsequent printing or any kind of manipulation (extrusion, fabrication of complex, laminates and other similar processes).

Levels.

Head of team / responsible of line: is the official qualified that manages, directs and oversees the work of the official of his team. Also exercise, among others and indication, control functions and orientation with respect to the application to the effective work of your equipment, systems of quality, prevention of occupational hazards, machinery maintenance, supervision of training, environmental measures, etc.; In short, is that his team is carried out according to the conditions stated.

Officer qualified transformation: it is the worker who completely dominates the technology used in processing, interpreting the parameters of Team Manager, or who the employer designate, and run any of the functions of his job with full responsibility.

Official transformation specialist: it is the worker who, without fully mastering the technology used in the transformation, runs the instructions received from the team leader, or who are designated by the employer, and runs with full responsibility of their job functions.

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

Manipulated group of paper and other materials. main offices: brings benefits that require a high degree of specialization in handling major processes; they perform multiple operations, use lines or individual machines that manufacture materials (manufacture of envelopes and notebooks and bags and bags of paper, plastic or other materials and analogs).

Levels.

Team leader/Manager of line: is the qualified officer who manages, directs, and supervises the work of his team officials. Also exercise, among others and indication, control functions and orientation with respect to the application to the effective work of your equipment, systems of quality, prevention of occupational hazards, machinery maintenance, supervision of training, environmental measures, etc.; In short, is that his team is carried out according to the conditions stated.

Officer qualified handling of paper and other materials main offices: is the worker that completely dominates the technology used in the main offices of handling paper and other materials, interpreting the parameters of Team Manager, or who the employer designate, and run any of the functions of his job with full responsibility.

Official specialist manipulated main offices of paper and other materials: is the worker, without fully mastering the technology used in the main offices of handling of paper and other materials, runs the instructions received from the team leader, or who are designated by the employer, and runs with full responsibility of their job functions.

Officer of main trades of handling of paper and other materials: is the worker who, knowing part of the technology used in the main offices of handling paper and other materials, runs the instructions received from the staff of high professional standard, without full autonomy.

Manipulated group of paper and other materials, auxiliary offices: brings benefits that, because it is purely mechanical work, do not require a deep knowledge of the craft or machine, limited to the realization of a single operation.

Levels.

Officer qualified auxiliary offices of handling of paper and other materials: is the worker which completely dominates the technology used in the auxiliary offices of handling of paper and other materials, carries out any of the functions of his job with full responsibility.

Official trades assistants handling of paper and other materials: is the worker who, knowing part of the technology used in the auxiliary offices in handling of paper and other materials, runs the instructions received from the staff of high professional standard, without full autonomy.

Manipulated group of carton, major trades. Brings benefits that require a high degree of specialization in manufacturing processes and handled carton (carton corrugated, finish line, other manufacturing).

Levels.

Team leader/Manager of line: is the qualified officer who manages, directs, and supervises the work of his team officials. Also exercise, among others and indication, control functions and orientation with respect to the application to the effective work of your equipment, systems of quality, prevention of occupational hazards, machinery maintenance, supervision of training, environmental measures, etc.; In short, is that his team is carried out according to the conditions stated.

Officer qualified main offices of manipulated of carton: it is the worker who completely dominates the technology used in the main offices of manipulated of carton, interpreting the parameters of Team Manager, or who the employer designate, and run any of the functions of his job with full responsibility.

Official main trades specialist of manipulated cardboard: is the worker which, without fully mastering the technology used in the main of manipulated cardboard crafts, runs the instructions received from the team leader, or who are designated by the employer, and runs with full responsibility of their job functions.

Officer of main trades of manipulated of carton: is the worker who, knowing part of the technology employed the main trades of manipulated of cardboard, executed the instructions received from the staff of high professional standard, without full autonomy.

Carton, auxiliary offices handled group: group benefits which, because it is purely mechanical work, do not require a deep knowledge of the craft or machine, limited to the realization of a single operation.

Levels.

Officer qualified auxiliary offices of manipulated of carton: it is the worker who completely dominates the technology used in the auxiliary offices of manipulated of carton, interpreting the parameters of Team Manager, or who the employer designate, and run any of the functions of his job with full responsibility.

Official trades assistants handled carton: is the worker who, knowing part of the technology used in the auxiliary offices in handling of cardboard, executed the instructions received from the staff of high professional standard, without full autonomy.




Common area.





 






Technical professional group.





 






Professional levels.





 






Directing: Entitled University grade superior/director general 1 University degree grade medium 3 head 4 qualified technician/workshop / section 5-technical specialist 10 15 technical assistant chief administrative professional group: administrative 4 official qualified administrative 6 official administrative specialist 11 Assistant Chief Administrative






16 commercial professional group: 9 commercial Manager commercial 11 professional group warehouse and expeditions: Chief warehouse 10 13 storekeeper driver forklift 15 aides of warehouse 19 professional group transports: 13 15 driver heavy vehicle driver professional group maintenance and facilities: Chief maintenance 9 maintenance 10 operator specialist maintenance 13






Professional Group General Services: auxiliary Workshop 19 auxiliary services 19 Area professional publishers publishing professional group: Editor 3 4 editor/Diagrammer cartographer 4 Illustrator 5 librarian/documentalist 5 technical publishing 6 Assistant publishing 8 auxiliary technical publishing 11 Area professional prepress professional group technical prepress: team leader/Manager of line





7. official qualified 9 official specialist technical prepress pre-press technical 12 official technical prepress 15 professional group mechanical prepress: team leader/Manager of line 11 official qualified mechanical prepress 12 official specialist mechanical 15 official 18 professional Areal mechanical prepress pre-press printing professional group offset printing: team leader/Manager of line 7 official qualified printing offset 8 official specialist offset printing





11 official printing offset 14 professional group digital printing: team leader/Manager of line 8 officer qualified 9 official specialist digital printing digital printing 11 official digital printing 15 professional group flexo: team leader/Manager of line 8 official qualified 10 official specialist flexo flexography 12 official flexography 15 professional group screen printing: team leader/Manager of 11 qualified official screen printing line





13 official specialist sergrafia 15 official screen 18 professional group gravure: team leader/Manager of line 6 official qualified gravure 7 official specialist 10 officer 13 professional group gravure gravure analog reprography: official qualified analog reprography 13 official analog reprography 18 professional group stands engravings: qualified officer stands prints 13 official recorded media 18 professional group other printing systems: official qualified other 13 official specialist printing systems other systems of 15 official printing other printing 17 Professional Area systems binding professional group craft bookbinding: official qualified 13 official specialist craft bookbinding bookbinding craft 15 official craft bookbinding 18 professional group industrial bookbinding: team leader/Manager of line 11 official qualified industrial bookbinding 13 official specialist bookbinding 15 official industrial binding 18 professional Area industrial transformation and manipulated professional group transformation: team leader/Manager of line 9 officer qualified processing 10 official processed 12 specialist processed 16 Officer manipulated professional group of paper and other materials. Main offices: team leader/Manager of line 10 officer qualified Outbound Whse. Paper craft main 12 official specialist Outbound Whse. Paper crafts main 14 official Outbound Whse. Paper crafts main 17 manipulated professional group of paper and other materials. Auxiliary trades: official qualified Outbound Whse. Paper crafts auxiliary 15 official Outbound Whse. Paper crafts auxiliary 18 manipulated professional group of carton. Main offices: team leader/Manager of line 10 officer qualified handled carton crafts main 12 official manipulated specialist carton crafts main 15 manipulated official carton crafts main 17 manipulated professional group of carton. Auxiliary trades: official qualified handled carton auxiliary offices 17 official manipulated carton auxiliary trades 18 article 6.2 equality and non-discrimination.

Among the companies, workers may not be discriminated for reasons of ideology, religion, race, sex, political or trade union affiliation, etc.

Respected the principle of equal access to all jobs in the company, both for men and for women, without any discrimination.

When there is a call to cover job, will be total sex condition abstraction, looking only at the professional ability required.

Article 6.3 special situations.

6.3.1 gestation.

In the event of risk during pregnancy it will be as provided in paragraphs 2 and 3 of article 26 of the law 31/1995 of 8 November, de Prevención de Riesgos Laborales.

The right to the adaptations arising from paragraph will not mean harm to the interested professional and salary level, nor will not generate the need or obligation to create a new job.

In case of swap, it company, ears them representatives of them workers, shall appoint the person that mandatory is affected, who, by the character of provisional and duration of the situation, is unexpended to your previous since, when the pregnant cause low in the work.

The assumptions of these adaptations will not give place, in any case, to the consolidation of the workers affected in the jobs temporarily occupied, although the interim situation exceeds three months.

6.3.2. diminished capacity.


Companies shall endeavour to connect staff with diminished capacity, having its origin in any occupational disease, accident at work or physical wear and tear, as a result of a long life to the service of the company, assigning him to work suited to their conditions.

To be placed in this situation, preference will be the workers who receive subsidies or lower than the current national minimum wage Board. The order for the benefit, provided for in the preceding paragraph, shall be determined by seniority in the company, and in case of equality, by the greatest number of children under age or incapacitated for work.

Article 6.4 income, periods of test, job training and work practices, promotions, resignations and retirements.

6.4.1 income.

That the applicant has reached the age of sixteen years is required to join the company.

The admission of staff will take place in accordance with the provisions in force relating to placement, and must undergo medical examination and other formalities required would-be.

The company may refer applicants to the theoretical, practical and psychometric tests deemed appropriate, to check their degree of readiness.

It will be considered as merit for admission studies certificate issued by the National School of graphic arts, or any other similar school official.

6.4.2. test.

Recruitment of staff will be considered provisional for a trial period which, in any case, exceed that is designated on the following scale: qualified senior technicians and media: 6 months.

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

The rest of the staff: 1 month.

During this period, both the worker and the employer may, respectively, desist from testing or proceed with the dismissal without notice, without which none of the parties have this right to compensation.

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

Once the referred period, worker will appear on the template of the company, and time which had served on probation will be computed it for purposes of periodic increases by service time.

The trial period, that is made mention, is not mandatory and the company may therefore proceed to the admission of staff with total or partial renunciation of their use.

6.4.3. job training and work practices: 6.4.3.1 contract for training and learning.

The contract for training and learning purpose shall be the professional qualifications of workers in regime of alternation of work paid at a company with training activities in the framework of the system of vocational training for employment or education system.

You can celebrate with workers over the age of 16 and less than 25 years lacking professional qualifications recognized by the system of vocational training for employment or education required to enter into a contract in practice. Workers who pursue vocational training of the educational system be eligible to this contractual modality. The contract for training and learning will be implemented with less than 30 years, until the unemployment rate in our country will fall below 15 per 100, pursuant to the transitional provision the law 3/2012, on 6 July 9th.

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

If the contract for the formation had arranged for a duration less than the maximum possible, the parties may agree to extend this time up to two times, while the total duration of the contract does not exceed the maximum period established in the preceding paragraph. The duration of any extensions of the contract may not be less than six months.

Compensation: Pay, excluded from any relationship with the wage structure provided for in Chapter 7 of the Convention, will be, only, specified at the following scale, calculated based on the salary minimum interprofessional (S.M.I.) existing in every moment: contract for the formation of 1st year: 85% of the S.M.I.

Contract for the formation of 2nd year: 95% of the S.M.I.

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

The percentage of the national minimum wage mentioned in the previous paragraph are understood to be referred to the maximum working set out in the following paragraph. When the parties agree a longer theoretical training, the salary may be reduced proportionally.

The time of effective work, which shall be compatible with the time devoted to training activities, shall not exceed the 75 by 100, during the first year, or the 85 per 100, during the second and third year, the maximum working set out in the collective agreement.

Theoretical training requirement shall be deemed fulfilled when worker accredits, by means of certification of competent public administration, who has completed a course of occupational vocational training appropriate to the office or workstation object of the contract. In this case, the remuneration of the worker will increase proportionally to the time not devoted to theoretical training.

Extinction: Once completed the training period has been agreed, the contract shall terminate by expiration of time agreed, handing over the certificate employer stating the duration of the theoretical training and gained practical training level.

If, after the expiry of the contract for the formation by expiry of the agreed time, the worker will continue providing services in company without solution of continuity, his contract will become indefinite and antiquity will be calculated from the beginning of the provision of services.

If the training period has completed three years and once finished third, and without solution of continuity, to continue providing services in the company in jobs corresponding to the trade or specialty for which has been formed, the worker will be assigned, however, professional level officer and the wage established in the Convention for the played position , with effect from the day following the completion of the third year of training.

6.4.3.2 contract practices.

Contracts of employment practices are governed by general legislation at all times.

Notwithstanding the previous paragraph, their remuneration will be: 70% the first year, and 85% the second wage set in the Convention for a worker who performs the same or equivalent job.

6.4.3.3. Organization of workshops.

Companies can organize courses of professional training, personnel, or send their workers to workplaces prepared for this purpose.

Workers must collaborate with measures which take companies, and these shall inform the legal representatives of the staff on the content and development of the same, and may present suggestions deemed interesting for the better fulfilment of the purposes proposed.

6.4.3.4. continuous training.

The signatory parties aware of the crucial importance of vocational training, in its various forms, manifest their will, in their respective fields, promote and encourage any measures they deem conducive to that end. So you can reach agreements which apply and which are required by the regulations in force at any time.

6.4.4 promotions: 1. them promotions to cover vacant or enlargements of template, except them cases that is listed in them last paragraphs of the present article, is take to out prior test of fitness theoretical and practical, in which is will appreciate all them circumstances inherent to the since is has of cover between the personal of the specialty and, in its defect, between the of specialties related.

2. in the case of equality in the score, which measures the ability of the applicants, decide the more seniority in the company.

3. the Court that judge entrance will be designated by the company and chaired by a representative of the same. Necessarily form part of the Court two workers, top level, designated by the legal representatives of the workers.

4 will be provided by appointees of the company, preferably among staff of the same, the jobs corresponding to the following groups and levels: to) entitled technical staff.

((b) the administrative heads c) heads of workshop.

(d) the heads of section/technicians qualified.

(e) the heads of crew/leaders of line.

(f) the commercial staff.

5. the vacancies that occur in the Group General Services will be covered, preferably personal operator of the company which, for reasons of age, illness, accident or similar causes, have physical ability decreased, with the exception of that for the performance of its function required to be in possession of all their physical facultadades. In this point, the company, with intervention of them representatives legal of them workers, will determine, in each occasion, the origin of cover them vacancies of this group with the personal right.

6.4.5 cease.

It worker that want cesar voluntarily in the service of the company will come obliged to put it in knowledge of the same, by written, fulfilling them following deadlines of notice:


(a) technical, administrative and commercial: 1 month.

(b) other personnel: 15 days.

(c) General and vocational training services: 7 days.

Failure to comply with, worker, the obligation of notice indicated in advance will entitle the company to deduct the amount of the salary of a day for each day of delay in the notice of the liquidation of the same.

The company, designated in advance, having received the notice indicated, shall be bound, at the end of the term, to pay the worker the corresponding liquidation. The breach of this obligation by the company will be rigged the worker's right to be compensated, with the amount of the salary of a day for each day of delay in the payment of the settlement, with a limit of the number of days of notice.

6.4.6 partial retirement.

Workers who meet the legal requirements will have access to the location of partial retirement, provided that mediate an agreement between the parties; such an agreement may collect an irregular distribution of all of the hours to be carried out annually. Workers in this situation will receive his wages calculated proportionately to the agreed working hours.

Article 6.5 any circumstances of production contracts.

Duration and extensions: any circumstances of production contracts may not be more than twelve months in a period of eighteen. Arrange for a duration less than the maximum possible, it may be extended by agreement of the parties, by only once, while the total duration of the contract does not exceed twelve months.

Compensation: If contract its expiry of the agreed time, and complaint from the company, the worker will receive financial compensation equivalent to 12 days pay per year of service, in proportion to the time worked, not proceeding this compensation in other cases of extinction.

In matters not provided for above shall apply as provided in article 15 b) of the Statute of workers and Royal Decree 2720 / 1998, 18 December, force, under whose protection is set the previous regulation; being understood that, if this was amended by laws or subsequent provisions, this article must adapt to the new rules.

Article 6.6 transfers.

The transfers or changes in 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 person concerned.

(b) by agreement between company and worker.

(c) for service needs.

(d) by barter.

It refers to functional mobility, the change in functions of the workers within the company, within the Group of technical, administrative, subordinates and workers of belonging.

It refers to geographical mobility, transfer or change of the worker to a different town center.

6.6.1. geographical or functional changes at the request of the worker.

When change, whether functional or geographic, occurs at the request of the interested party, upon acceptance of the company, this wage alter, warned previously in writing, in accordance with which corresponds to the new job, being compulsory such modification if such salary is higher than the post's source, not having moved right to indemnity for the costs that it originates a change.

6.6.2. geographical or functional changes by agreement between the company and the worker - when change, whether functional or geographic, takes place by mutual agreement between the company and the employee, it will be to the conditions agreed in writing between the parties, which will never be lower than the minimum established in this agreement.

(6.6.3 mobility geographical or functional needs of service: a) General rules: when work needs justify it and is not arrived at agreement between both parties, may the company make change, provided that ensured the transferred all the rights that were acquired, as well as any others that may apply to you.

In cases of change of one Department to another, within the same company, which occurs as a result of downsizing in one of them, will be respected, on equal terms, to the oldest in the Group and professionally relevant.

For changes or transfers within the same professional level, involving some improvement or benefit for the transferred worker, preference will be given those of greater age at the level in question, provided that there is equality of technical training for the performance of the post that you want to cover, without prejudice to provisions of article on promotions.

(b) mobility geographical needs of the service: in the case of geographical mobility, the Faculty of transfer that is granted to enterprises by labour requirements, can only be executed with the staff who bring to their services less than a decade, and just for once with each of the workers, and must exercise it the company, on equal terms , according to reverse to the old order.

This limitation does not affect entitled technical staff.

In cases of forced geographic relocation, previous legal procedures established, the worker will receive, prior justification, the amount of the following expenses: those of locomotion of the person concerned and family members that live or the dependent economically; transportation of furniture, clothing and furnishings; and compensation in cash, equivalent to sixty or thirty days of real wages that come and receiving at the time of the transfer, according to whether or not family dependants.

In case of transfer of a population to another, necessarily involving change of residence, the company provide worker housing adequate to their needs, in the place to which he was transferred, and with income equal to which has been satisfying until the time of the transfer and, if this is not possible, pay the worker the justified difference in income.

In the event that the company intends to move the center of work to another location, it must comply with the procedure laid down in the rules governing in each moment and in General, the matter of policy of employment and, in any case, shall be bound to communicate it to staff a year in advance, whenever possible, who is entitled to that you should be paid the expenses arising , which is why families coexisting with it, including those for transport of goods and, in addition, receiving a bonus equivalent to two or one month's salary, according to whether or not family dependants.

In this notice, the company must detail the following points: to) place where plans to relocate the work center.

(b) possibility or not of housing in the new location and conditions of your lease or property.

(c) the worker concerned will have a maximum period of two months to accept or objections to the proposed transfer.

In the event that the company did not do the announced move, if a worker has made cost justified for this purpose, it will be compensated for damages incurred, corresponding to hear individual disputes, which may arise, to the jurisdiction of labour due to such.

It is prescindirá of the period of notice, in cases of force majeure.

(c) functional mobility for reasons of service: upper-level jobs. The company, if necessary, may allocate workers to upper-level jobs, returning them to his former position when ceases the cause that gave rise to the change.

This change may not be lasting more than three months of uninterrupted, except for the cases of replacement for military service, sickness, pregnancy, accident of work and licensing, and leaves of absence, in which case, the situation will be extended while exist circumstances which have prompted it.

When a worker doing higher level for more than three months, no attend the special cases referred to in the preceding paragraph, it will consolidate the top level, whenever there is shift of rising to those of appointees of the company and unless possession of titles or special knowledge duly attested by evidence of sufficiency was required for the performance of the same in which case work shift have only economic significance.

The square occupied by this system will affect cited rising time by appointees of the company. The remuneration of these staff, as when it plays top level work, will be that corresponding to the same.

Lower-level jobs. By justified need for the company, you can allocate a worker to work of lower-level professional to which it is affiliated, preserving the remuneration corresponding to your level.

Except for rare cases, which will be reported to the legal representatives of the workers, this situation may not be extended for more than two months period, in order not to jeopardize his professional training.

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

If the change of destination, for the performance of lower-level jobs, had its origin in the worker's request, is assigned to this remuneration corresponding to the work actually done.


Works to destajo, with raw or incentives. Workers paid overtime, bonuses or incentives involving perception of wage supplements for quantity or quality, may not be assigned to other jobs of different regime, except when mediasen force majeure or required by the technical demands of the production. In any case, this change will have provisional nature and may only last as long the exceptional circumstances that led to it, not being able companies to hire new staff, to work piece and with premium, in the work that previously such workers coped without allow these to be reinstated to their former jobs.

6.6.4 swap.

Workers with destination in the same locality or in different localities belonging to the same company and professional group may conclude the swap of their respective posts, subject to what one decides, in each case, taking into account the needs of the service, the ability of the permutantes for the new destination and other circumstances that must be considered.

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

Article 6.7 diets and displacements.

If, for needs of the service, you move a worker outside the town in usually have their destination, the company be returned 75 per 100 of your salary of Convention, when making a meal out of his home, and 140 by 100, when you have to eat and spend the night outside the.

When the worker can not return to eat at his home, by entrusting the company works different from the usual even if it is within your local area, will be entitled to payment of the diet by food if, because of special circumstances, the costs incurred on the occasion of the displacement exceed the amount of the diet, the excess must be paid by the company , prior recognition of those and justification, by the worker, expenditures made, without which, in any case, the time spent in travel place to supplement any, because their duration exceed the legal day. The company will determine the conditions and means of locomotion that must be used, in each case.

Transport costs shall be borne by the company.

Movements of commercial staff are governed by the conditions stipulated in his contract.

Chapter 7 remuneration article 7.1 General provisions.

Remuneration of staff, which are affected by this agreement, shall be constituted by the base salary and bonuses in the same, and correspond to the day referred to in article 8(1).

The payment of wages shall be made monthly. Companies may vary in accordance with the Works Council or staff delegates, established payment periods, within ever month, deciding the competent jurisdiction in the event of disagreement. All companies affected by the present Convention, will be obliged to deliver to its workers, at the time of the payment, a copy of the receipt of wages, on which are indicated all the concepts that establish legislation that worker may know at all times quantities in concept of salary, amounts that are taxed at the Treasury and which listed Social Security.

Article 7.2 advances.

The workers shall be entitled to advance payments to account for up to 90 per 100 of the amount of the wage corresponding to the work already done.

This right will be effective at the time of completing your application.

Article 7.3 remuneration.

7.3.1 base salary.

Years 2014, 2015 and 2016.

During the period from January 1, 2014 to December 31, 2016, the current wage tables will be pick-ups in annex I.

The wage in force from June 1, 2015 is the resulting in a 0.6 per 100 the salary increase effective as of January 1, 2014.

The salary from January 1, 2016 is the resulting increase a 0.8 per 100 wage from 1 June 2015.

Those workers who are receiving salary complement "former category", with guaranteed ad personam, originating in the change of system of professional classification that took place in 2009, will continue perceiving it with consideration equivalent to the wage base for all purposes, while that the worker is not also a professional and salary level whose base salary exceeds the sum of the wage base and complement "former category" who had been receiving.

7.3.2 linear complement to the Convention.

It is an amount equal to all wage levels, which accrue for time actually worked, with the consideration of salary exceeding the month periodic expiration complement.

Although its chargeable event is annual, this add-on will be satisfied in the manner and time which, by common agreement, be adopted in each company, leaving safe individual option worker and even the possibility of that annual amount is perceived in two or more fertilizers throughout the year.

Workers hired under the modality of contract of employment practices, will perceive linear complement provided for in General, according to the percentages indicated in article 6.4.3.2 of this Convention.

Years 2014, 2015 and 2016.

During the period comprised between the 1 of January of 2014 and the 31 of mayo of 2015, the amount of this complement linear will be of 4.257,21 euros annual.

Between the 1 of June of 2015 and the 31 of December of 2015, this complement will increase in a 0.6 by 100, being fixed in 4.282,75 euros annual.

During the period comprised between the 1 of January of 2016 and the 31 of December of 2016, this complement is incremenrtara in a 0.8 by 100, being fixed in 4.317,02 euros annual.

7.3.3 bonuses extraordinary.

The gratification of June, corresponding to the first half of the year, and that of Christmas, corresponding to the second, are governed in the amount and payment by the following standards: to) the amount of each pay will be the equivalent to thirty days of base salary, most complement ex category, where appropriate (dividing the wage annual basis between the days of the year and multiplying by 30 days) including seniority.

(b) staff who cease or enter the year paid these extra payments in proportion to the time worked in the corresponding to each pay half, computing fractions as full months.

(c) be levied: that of June, in the last two weeks of the semester to which it corresponds, and Christmas, between 15 and 24 December.

7.3.4. participation in benefit pay.

Concept of sharing benefits, to each worker, will you be paid equivalent to thirty-four days of wage base (dividing the wage annual basis between the days of the year and multiplying by thirty-four) and, where appropriate, of antiquity and complement "former category". The delivery of this amount shall be made, except by agreement between the parties, the month of March of the year following the of their accrual.

7.3.5 complement of antiquity.

The workers covered by this agreement will enjoy, as a personal complement of antiquity, of an increase in newspaper by the time of services provided to the company, consisting of two triennia and successive five-year periods.

Module for the calculation and payment of the personal complement of antiquity will be the last wage base perceived by worker, most complement former category where appropriate, serving this module not only for calculating the triennia or five new maturity, but also for that of the already perceived. The amount of the personal complement of antiquity will be 3 by 100 for each three-year period and 3 by 100 for each five-year period.

The starting date of the computation of seniority will be the income of the worker in the company. Be estimated also, probation services and the casual or interim staff who happens to occupy plaza in the staff of the company. With respect to periods of service rendered as an apprentice, only will be, for the purposes of seniority, the committed subsequent to the entry into force of the Statute of workers, i.e., on March 15, 1980. Therefore, are computed for the purposes of seniority not learning periods hired under the protection of the legislation in force prior to that date. The amount of each three-year period or each five-year period will begin to accrue from the 1st day of the month following the enforcement of.

The worker who definitively in the company and, subsequently, enter again in the same, is only entitled to will be computed the old from the date of this new income, lose all seniority rights previously obtained.

7.3.6 complement of toxicity or poor health.


Sets the snap-in the amount of 20 per 100 of the wage Base, further complement ex category, where appropriate, in favour of workers who provide their services in workplaces where toxic substances are handled or working in premises where shed toxic or harmful vapours to health, be entitled to equal perception workers affected by this Convention to even without working with toxic substances, do so in sections that become dust or fumes emitted by those. Subsidized toxicity or unhealthy work shall be determined by agreement between the company and the legal representatives of the workers, in the period of two months from the request of these and there is no compliance, will solve the competent authority.

Cease payment of this plug-in at the time attesting to the competent authority, by the company, taken the necessary measures so that the work is carried out under normal conditions of health and hygiene.

7.3.7 night supplement.

A complement of night of the 25 sets per 100 of base salary, most complement ex category in your case, for workers that continuously or periodically, to provide their services in shifts between 22 o'clock and 6 o'clock; not this supplement shall be paid on those activities in which only work at night time.

7.3.8 derogating wage increases.

With independence and without prejudice of the content of the article 82.3 of the Statute of them workers, those companies whose stability economic could verse damaged as consequence of the application of the regime wage agreed, must follow the procedure and conditions provided for in this article for its not application.

For this purpose, are considered the following reasons: situations of deficit or losses, objectively and thoroughly accredited maintained in the two accounting fiscal years immediately preceding the year of reference, taking into account the forecasts for the current year.

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

The procedure to be followed is as follows: the application of non-implementation of the Convention, for the reasons mentioned above, wage increases will occur at the request of the direction of the company, within a maximum period of 30 days from the publication of the agreement or the agreement of the Joint Committee (in the case of the second year) in the Official Gazette , and communicate in writing to the legal representatives of workers or all the workers if there are no representatives, and, mandatorily for the validity of the measure, the Joint Commission's interpretation of this Convention, providing the following documentation: Declaration of the tax of societies of the two fiscal years immediately preceding the year of reference.

Economic documentation filed with the commercial register (balance sheet and income statement of the two fiscal years immediately preceding the reference year).

In the case of individual entrepreneurs, sufficient documentation that accredits the situations identified above (E.g.: statements of the value added tax for the decline in sales; ratio of workers in the last two given years of high Social Security, etc.).

Explanatory memorandum of the economic, technological or production causes giving rise to the request.

General and specific measures having planned to take to address the situation (future plan), and also forecasts for the adjustment to the salary regime of the Convention.

The company forecasts for the current year and the next.

Since that time, will begin a period of up to 30 days of consultation and negotiation between the undertaking and the legal representatives of workers or, in their absence, the workers.

If you finish this negotiation agreement, transfer thereof, by way of mandatory and prior, to the Joint Commission of the Convention should be. Such agreement shall contain the adaptation to the salary regime agreed in the Convention and the payment of wage differences left perceive by workers, where appropriate.

If there is no agreement, either party can go to the Joint Commission of the Convention.

The legal representatives of the workers and the members of the Joint Committee of this Convention, are required to treat and maintain the largest reserve in the received information and data that have had access as a result of the provisions of the preceding paragraphs, noting, therefore, with respect to this, professional secrecy.

Notwithstanding the content of this article, companies, also go to the procedure laid down in this article, can make use of the possibilities which gives them the article 82.3 of the Statute of workers, at the time that the circumstances in the described.

Article 7.4 consideration of salary.

It will be considered monthly salary which perceives the staff that quote to the Social Security in groups 1, 2, 3, 4, 5 and 7.

It will be considered daily wage which perceives staff that quote to Social Security in any of the groups not mentioned in the preceding paragraph.

In any case the modification of the period of salary accrual (daily to monthly or vice versa) will alter the amount of the annual perception that the worker had accredited.

Chapter 8 working day, time and article 8(1) rest day.

8.1.1 annual workday.

On January 1, 2014, the annual Conference will be 1.768 hours of effective work, on game day, both, continuing day.

In the development of the previous point will be taken into account the following: a) companies came doing a number of annual hours of work less than that provided for in the preceding paragraph, keep you as the most beneficial condition.

(b) inside of the number of annual hours mentioned, periods of rest (sandwiches) or other interruptions existing on the date of entry into force of this article means not included.

However, these remain, in their case, always without consideration of time of work, its duration may vary by agreement between enterprise and workers.

(c) the absences to work, regulated in article 8.5 of the agreement or by law, shall be considered as effective working time.

(8.1.2 exceptions to normal working regime: to) staff working on night shift, whose day will be forty hours a week of work, keeping the rest periods, if any, provided that the time of presence reaches the designated number of hours.

(b) technicians and workers, whose action starts up or closes the work, whose day be extended for the time strictly necessary. Excess time worked on normal hours shall be paid as overtime.

(8.1.3 working time: to) effective: effective working time will be calculated so that, both at the beginning and at the end of the day or periods in which this is to split, the workers are in work and dedicated to him.

(b) irregular schedule depending on the time of year: companies, respecting the number of working hours of the year, may agree through legal representation of workers, or workers if did not exist this representation, schedule more suited to their production needs, and must compensate for excesses or defects in working hours that may occur with the corresponding equivalent time.

In the absence of agreement, the company may distribute irregularly the ordinary working day up to a maximum of 10 per 100 of the annual Conference established in the Convention. Such distribution shall comply, in any case, the minimum periods of daily and weekly rest under the law and the worker must know with at least 5 days notice the date and time of work resulting from that.

(c) extension of day for unscheduled circumstances: when a company there is an overload of special, unscheduled needs work, can the same direction establish a schedule longer, with twenty-four hours notice, without exceeding the 10 hours per day and 50 hours per week, respecting, in any case, the legally established minimum and uninterrupted between days rest period reducing the working week at off-peak times or accumulating too much in full days, provided that the designated number of hours per year are met. In any case, the exceptional character of this section can generate any kind of day permanently differentiated in terms of their weekly computation.


The excesses of weekly sessions, produced by the application of this section, shall not exceed the continuous period of four weeks on each occasion that occurs. Except by agreement between the parties, their compensation in rest time will take place in the 3 months immediately following its realization. After a period of extension of weekly working time provided for in this paragraph, shall not apply to workers affected by this exceptional measure a new extension until it has not elapsed at least the same or greater time frame of ordinary day, the duration of the extension, unless otherwise agreed.

This extension of day is always compensated time off and never through economic perceptions.

Prior justification enough of the existence and importance of the alleged cause, excepted from it here agreed: 1) who pursue regular studies to obtain an academic degree or vocational education officially recognized, during the necessary time to attend these classes.

2) who have normal family obligations, personal and inescapable.

3) those who work at night time between 22 o'clock and 6 o'clock on the following day.

(4) these excesses of day, may not be used by companies to modify or delete already established work shifts.

(d) modification of the schedule.

When by unanticipated and short-term needs of work, the company will need to modify the days of work established in the work schedule and it affect considered days in the calendar, how holidays or non-working, a day's work may establish the same direction during these days, communicating with two previous working days a: affected workers, employees and representatives to the Joint Commission of the Convention under the terms provided in the number 7 of this section. Communication should include those affected the proposed days, the day to perform and the compensatory rest conditions.

To carry out the provisions of this paragraph will take into account the following: 1) the day amendments proposed only may affect a same worker only once a month. The schema of them days that not have the character of day normal in the company not may be superior to 8 hours.

(2) cannot be used for this purpose the night periods between 22 o'clock and 6 o'clock on the following day. The minimum periods of rest of 12 hours between sessions will always be respected.

(3) these modifications of day affect children under 18 years of age.

4) shall take into account the personal situations of workers laid down in the numbers 1, 2 and 4 (c)) of this article.

(5) the hours during the mentioned days be always compensated in time of rest and never through economic perceptions.

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

(6) every hour worked in the days that have the character of normal working in the company they will compensate for 1 hour and 30 minutes of rest.

((7) in order that the Joint Committee make a permanent follow-up of the correct application of the provisions of this subparagraph (d)), companies that will use shall communicate it to the Commission.

(8) the Joint Commission will also study and assessment of the implementation and effectiveness of the provisions of this section, and must agree, where appropriate, maintenance or rectification in the conditions that were agreed upon.

(9) these modifications of day may not affect Christmas, new year, Reyes, on May 1, local official parties, nor to the weekend prior to the start of the holidays of the workers affected when they began on Monday.

Article 8.2 hours.

Businesses, with the report of the legal representatives of the workers, will elaborate corresponding staff working hours, being private Faculty of the company organize shifts and relay and change those whenever it deems necessary or desirable, without more limitations than the set in this agreement and the legal.

Article 8.3 recovery of non-regulatory holidays or days not worked.

How to perform the recovery of the work of these days or holidays is established, by common agreement between the companies and workers, in each case.

Article 8.4 holiday.

The regime of paid annual holiday of the staff shall be thirty calendar days.

The holiday will be awarded, preferably, in the months of June to September, both inclusive, and will be awarded in accordance with the needs of the service.

Efforts are made to please staff regarding the time of enjoyment, giving preference, within the Group and professional level, the oldest in the company, without prejudice to legal provisions of higher rank.

Annual leave you will enjoy within the calendar year to which they relate and may not offset in cash, in whole or in part.

When the holiday period fixed in the company vacation calendar to which refers the previous paragraph coincides in time with a temporary disability arising out of pregnancy, childbirth or breastfeeding or the period of suspension of the contract of employment provided for in article 48.4 and 48.bis of the workers ' Statute are entitled to enjoy holidays on a date other than the temporary incapacity or the enjoyment of the permission for implementation of this obligation paid you, at the end of the period of suspension, although finished the calendar year to which they relate.

In the event that the holiday period coincides with a temporary disability for contingencies other than those set forth in the preceding paragraph which hinders the worker to enjoy them, total or partially, during the calendar year to which correspond, the worker may do so once end their inability and always that not after more than eighteen months from the end of the year in which have been originated.

In the event of a disagreement over the date of enjoyment, will solve the Labour Court. Workers, who had not completed an effective year in the staff of the company, on the date specified for enjoyment of the holiday are entitled to a number of proportional days at the time of services.

In the event of closure of the Centre's work, holiday, the management of the company shall appoint staff that has execute works required, work of enterprise, entertainment, etc., making particularly with those interested the most convenient way of his annual vacation during that period.

The switchboard of holiday will be on display in advance of two months, at a minimum, on the boards of ads for the knowledge of the staff.

Staff entitled to holidays, termination of the course of the year, is entitled to the proportional part of the holiday, according to the number of months worked, computing in the same fraction as a full month.

In the event of death of the worker, the amount corresponding to the proportional part of the vacation will satisfy their dependants.

Article 8.5 absences.

8.5.1. absence with a right to remuneration. Time limits and reasons.

Staff subject to this Agreement shall be entitled to the following paid absences, with the necessary justification, if any: a) fifteen calendar days, in the case of marriage.

(b) two serious days in cases of accident or illness, hospitalization or surgery without hospitalization requiring rest home, or in the case of birth of a child or death of relatives up to the second degree of consanguinity or affinity. When for this reason, the worker need to make a move to the effect, the period shall be four days. The disease is considered as serious only when it is thus deemed by optional physician. It shall also be the time necessary for cases of registration in the Civil Register of the birth of a child, as well as record the death of the father or the mother, provided that they live with the worker and the registry not had could be performed because the above two days absence coincided with non working days for these purposes , and therefore only, in the event that compliance with the obligation of registration in the Civil Register, the following in the worker and credits have not been legally possible complete it within the previously planned two-day period.

(c) in the case of birth of son or daughter, or surgical intervention of father, mother, spouse or children, general within two days of the previous paragraph may be extended up to three more days, whenever any of these relatives, living with the worker, precisare special attention and did not have someone to take care of him. In any case, the extension of this period will earn at the 4-day scheduled for the course of displacement.

(d) when, by reason of illness, worker required assistance to medical office of Social Security, in coincident with the of their workday hours, companies shall be granted, without loss of remuneration, the necessary permission for the necessary time to the effect, time must be justified with the corresponding wheel endorsed by the optional.

(e) a day for shuttle's usual address.


(f) by the time necessary to enroll in an institution official or recognized school, provided that the representation of the worker is essential to the effect, as well as to attend calls for examination of such centres.

(g) a day by fathers, sons and brothers wedding.

(h) by the time necessary for the fulfilment of an inexcusable duty of public and personal character.

(i) by the time necessary for the realization of prenatal tests and techniques of preparation for delivery to be made within the working day.

8.5.2. accumulation of hours of lactation. This right to absence from work (one hour) will build up in full-time then of the suspension of the contract for maternity leave. The accumulation of this permission will be communicated to the company at the beginning of the period of rest by maternity.

8.5.3. special licenses.

(In circumstances extraordinary, duly accredited, the licenses provided for in the letters b) and (c)) of the previous paragraph, will be awarded by the precise time, agreeing the conditions for their granting, can remember the non-perception of assets and even the special licence, for the purposes of seniority, time discount when exceed those in its entirety from one month in the calendar year.

8.5.4. date of enjoyment.

Licences regulated by this article will enjoy on the date in which occurs the situation arising from them, regardless of its coincidence or not a holiday or non-working period.

Article 8.6 cancellations due to illness or accident.

In situations of temporary incapacity by common disease, worker paid an add up to 100 percent of their salary while hospitalized continuously in a hospital by medical indication between the fifth and twentieth of temporary incapacity. The supplement shall be charged only in this period and duration of hospitalization, the documentary justification for it being necessary.

Workers in a situation of temporary disability by accident at work or occupational disease shall receive, at the enterprise, from the fifth day of low expense, the difference between the economic benefits from Social security or entity insurance and 100% of the contribution base of the month prior to the low.

The complement set up to one hundred per cent of the contribution base of the month prior to the low supplement by companies, for cases of accident at work or occupational diseases, shall be effective, in each case, until definitive discharge from the process of temporary disability.

He present complement is stipulates on the base of them conditions legal force in each time, with regard to IT by accident of work, in the well understood that any modification normative rear will involve his fitness in order to not comporte greater cost economic to them companies.

Article 8.7 overtime.

The parties agree on positive considering the effects that may result from a solidarity social policy conducive to the reduction to a minimum of overtime.

Means overtime exceeding the agreed annual day or the weekly distribution which, at any time, the company, without prejudice to provisions of article 8.1.3, paragraph c), of this Convention and, in any case, that exceeded ten daily; your subscription and realisation shall be within the limits referred to in article 35 of the Statute of workers, being able to replace them or compensate them for an equivalent time of rest, rather than be paid monetarily.

They are set in this agreement, to force major and regular hours, the following: to) force majeure: are those that are performed to prevent or remedy accidents or other damage extraordinary and urgent, as well as in case of risk of loss of raw materials.

(b) ordinary: are the rest of overtime not specified above.

The completion of overtime is forbidden in the period from ten in the evening and six o'clock in the morning. The completion of overtime be recorded, every day, and they will total weekly, delivering copy of the weekly summary to the worker in the corresponding part.

So both parties, company and workers eligible for provisions of the regulations, at any time, on Social security contributions, they shall notify monthly the labour authorities force majeure overtime performed by workers.

The Joint Commission competition will be control and monitoring of the provisions of this article. In the case of anomalies in the realization of overtime, the Joint Committee may request the timely information of the undertaking concerned.

Chapter 9 sabbaticals article 9(1) voluntary leaves of absence.

9.1.1. common unpaid.

Workers with at least one antiquity in the company of a year, have the right to recognition of the possibility of placed on unpaid leave, for a period not less than four months and not more than five years. This law only may be exercised again by the same worker if four years have passed since the end of the previous leave.

The request for leave of absence, which must be made in writing, and shall be favourably resolved by the company, within a maximum period of one month from the date of the application.

Over worker entitled to reentry, with preference over any other non-company worker, in new hiring of staff with Group and level equal or similar to yours.

If new procurement not applicable to group and level, but to the bottom, the surplus can choose between occupy this square, with the wage she assigned, not re-enter and retained its preferential right to re-entry in position of its group and professional level.

Application for re-entry must be, within the period of leave, at least one month from the date when complete.

When such a request is not formulare or its formulation be effected outside the deadline, it will be null and void the preferential right of the surplus worker to reentry.

(9.1.2 special voluntary leaves of absence: to) workers shall be entitled to a period of leave of not more than three years to cater for the care for each child, both when it is by nature, as for adoption or in cases of foster care, both permanent and pre-adoptive, although these are provisional, counting from the date of birth or in their case from the judicial or administrative decision.

(b) workers shall be entitled to a period of leave of not more than two years to cater for the care of a relative up to the second degree of consanguinity or affinity, who for reasons of age, accident or illness, could not fend for itself and not carry out paid activity.

(c) the workers, what ever your seniority in the company, shall be entitled to leave situation, for a maximum period of three years, to devote himself to attend to a family member, in the first degree of consanguinity or affinity, which had been declared disabled, in need of permanent care, or in a situation of severe disability, Social Security.

Completed periods of leaves of absence referred to in the preceding paragraphs, the worker surplus, on reentry request made a month in advance, automatically reincorporarán to the job they performed when requesting the leave of absence.

The use of these situations of leave of absence, with a purpose other than which motivated its granting, will determine the loss of the right to re-entry.

They shall apply to the regulated sabbaticals in this section the conditions laid down in the second and sixth paragraphs of the preceding paragraph, specifying the decisive reason for the request.

In not contemplated in this article, it is the provisions of article 46 of the Statute of workers.

Article 9(2) forced leave of absence.

This leave, which entitle the subject to the post of labour and the computation of the antiquity of the surplus, will be granted the designation or election to public office, which hinders attendance at work, or by the choice for elective office of higher level of enterprise, requiring full dedication, in the most representative trade union organizations.

Exceedance situation shall be extended by the time that lasts the exercise of office, and must return to his post within a maximum period of 30 calendar days of your retirement, except in cases in which, by legal, their reinstatement is impossible.

Chapter 10 awards, fouls and penalties article 10.1 awards.

10.1.1 Overview.

In order to reward behavior, performance and hard work and outstanding qualities of personnel, stimulating it, at the same time, so that it exceeds in the fulfilment of its obligations, companies, heard the legal representatives of the workers, shall establish the corresponding Awards, which will be awarded individually or by groups.

For the greater and best service of the justice and the maximum efficiency of what is aims to, is will seek ponder them circumstances of the case, so no act that it deserves can stay without award nor is grant to who truly not is creditor of it.


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

It will be the granting of awards possible for awardees satisfaction and stimulation of staff greater advertising and solemnity.

All retrieved award shall be recorded in the personal file of the person concerned, and scored, in the proportion to be determined, for the rise.

10.1.2 reasons.

They are designated as worthy of the award the following: heroics, meritorious acts, spirit of service, spirit of loyalty and desire for professional improvement: 1. are considered heroic acts that, with serious risk of his life or personal integrity, performs a worker, in order to avoid an accident or reduce its proportions, defend the company goods or similar purposes.

2. be estimated meritorious acts those whose implementation does not require serious exhibition of the life and personal integrity, but a desire to manifest extraordinary, above the regulated duties, to avoid or overcome an abnormality in the interests of the service.

3. in the cases referred to in paragraphs 1 and 2, you will be considered, circumstance that increases the merit of the Act, not be service worker or not be obliged to intervene, as well as the remarkable lack of adequate means and inferiority that was found or any other similar cause.

4 is the spirit of service to perform this one, not so form and current, but with total surrender of all the faculties of the worker, subordinating to your comfort and even their interests, unless required by anyone or anything.

5. the spirit of faithfulness is credited for services continued to the company for twenty-five years, without any interruption, nor even for unpaid leave or leave without pay exceeding two months, and without unfavourable notes, of a very serious nature, on the record.

6 professional self-improving ' means the performance of those workers who, instead of fulfilling its mission of way form and current, feel pressed to improve their theoretical and practical training, to be most useful in their work, or reach higher levels.

7. irrespective of the previously designated, awards for performances may be in specific cases, such as prevention of accidents at work, quickly on the urgent provision of relief, conservation and good treatment of material and equipment of work, and the right relationship with your flatmates, as likewise the introduction of improvements to increase productivity or economy of the company.

10.1.3 awards.

The following awards are established: 1. cash rewards.

2 scholarships or training or study trips.

3 increase in holidays, up to twice that properly correspond to the interested party, without loss of their salaries.

4 honorary diplomas.

5 laudatory letters.

6. cancellation of unfavourable notes of your personal record.

7. proposals to the competent bodies for the granting of rewards.

10.1.4 grant.

Prizes will be awarded, regardless of the number, when heroic or meritorious acts concerned, and will consist of cash rewards, increased vacation, Honorary diplomas and laudatory letters.

The spirit of service may be rewarded through cash prizes, increased vacation, Honorary diplomas, or laudatory letters, and can grant, without limitation of number, all those who meet the requirements established or, in number, to those who are the best.

The spirit of loyalty will reward by giving cash rewards to those who comply with the number of years required, under the conditions laid down. Them rewards by eagerness of overcoming may consist in scholarships or travel of study and awards in metal, and is awarded to all which meet the conditions set. In any case, may be granted the honorary diplomas and laudatory letters alone or with any other of the established rewards.

Article 10.2 faults.

10.2.1 Overview.

All lack committed by a worker shall be classified, according to their importance, significance or intended, in slight, serious or very serious. The enumeration of the different types of faults, within each of the listed groups listed in the following sections, is merely declarative and does not imply that they may not exist others, which will be graded according to the analogy that store with those.

10.2.2 minor misconduct.

The following minor misconduct are considered: 1. the lack of punctuality, up to three in a month in assistance to work with delay exceeding five minutes and less than thirty at the time of entry.

2. do not take timely corresponding downward, when there is work to reason, unless it is proven the impossibility of completing it.

3. the abandonment of the service, without established cause, even if it is for a short time; If, as consequence of it, is subject to any consideration of the company originates or were cause of accident to his fellow working, this lack will be held as serious or very serious, as the case may be.

4. small oversights in the conservation of material.

5. lack of cleanliness and personal hygiene.

6. do not attend the public with due diligence and the correction.

7. do not communicate the company changes of residence or domicile.

8. the discussions on matters extraneous to the work, within the premises of the company. Such discussions occur on account of notorious scandal, they may be considered as very serious or serious misdemeanors.

9 miss work one day a month, without just cause.

10.2.3. serious misconduct.

The following serious misconduct shall be considered: 1. more than three fouls, not justified, of punctuality to work, for a period of thirty days.

2 absence, without just cause, for two days, during a period of thirty days.

3. do not communicate, with due timeliness, the changes experienced in the family, which may affect social security or welfare institutions. Maliciously bypass the communication of these data is considered very serious.

4. surrender to games or distractions on hours of service.

5. the simulation of disease or accident.

6. the disobedience to his superiors in the field of service. If it involved a manifest breach of discipline or it is stemmed noticeable detriment to the company can be considered as very serious.

7 to simulate the presence of another worker, recruiting, answering or signed by him.

8. the negligence or carelessness at work that affects the smooth running of the service.

9. the reckless act of service. If it implied risk of accident for the worker or colleagues or danger of breakdown for facilities can be considered as very serious.

10 jobs, without appropriate permission, particular during the working day, as well as tools of the company for own applications.

11. the breach or violation of secrets of booking obliged, without causing serious damage to the company.

12. those derived from the causes provided for in paragraphs 3 and 8 of the previous article.

13. the recidivism in minor misconduct (including punctuality), even if they are of a different nature, within a quarter, having mediated written notice.

10.2.4. very serious offences.

They will qualify as very serious offences as follows: 1. unjustified absences punctuality at more than 10 times during a period of six consecutive months or 20 for twelve months.

2. the truancy of assistance work in numbers of three or more within a period of two consecutive months.

3. The indiscipline, disobedience or negligence at work revealed serious and notoriously bad form for the company.

4. the offences verbal or physical, including sexual, for the employer or persons working in the company or family members who live with them.

5. the violation of contractual good faith, fraud, disloyalty, the breach of confidence, unfair competition and those other behaviors that violate clearly established the principle of loyalty to the company.

6. the continued and voluntary decrease in the performance of the agreed or ordinary work established.

7. theft, robbery and embezzlement involving the company, its interests or the fellow workers; also, any other kind of events that can cause that distrust founded with regard to its author.

The cover-up and complicity are deemed equivalent when such conduct or circumstances are sufficiently accredited.

8 cause quarrels or serious quarrels with colleagues.

9. absences and job abandonment unjustifiably, always that one outside responsibility, or she causes serious damage to the production process, deterioration in risk to people or things.

10. habitual drunkenness and drug addiction, which have always negatively effect at work.

11. the recidivism in serious, whatever its kind and nature, provided that is committed within a period of six months from the first.

12. the accredited behavior that produces sexual harassment towards any employee or worker of the company. If that is proved to be exercised any retaliation against the person complainant in sexual harassment, shall be considered an aggravating factor for the determination of the sanction to impose or, where appropriate, the imposition of a new penalty in line with such conduct.

10.2.5. abuse of authority.


Abuse of authority, by the bosses, will be always considered very serious. The worker concerned will put you immediately in knowledge of the direction of the company, through the hierarchical channel, who will order the immediate statement of record.

10.2.6. deprivation of liberty.

Failure to work resulting from the deprivation of liberty of the worker, ordered by administrative or judicial authority, if this is later acquitted of the charges that had been imputed to him is not unjustified or the procedure supersedes.

Article 10.3 sanctions.

10.3.1 sanctions to those workers.

It corresponds to the company the power to impose sanctions. All sanctions, except the verbal reprimand, will be transfer in writing to the party concerned, who shall acknowledge receipt or sign the service of communication. It will also inform the legal representatives of the workers.

10.3.2. graduation of sanctions.

The sanctions which will be imposed in each case, according to the fouls committed, shall be as follows: for minor misconduct: verbal reprimand, reprimand and/or suspension of employment and salary up to two days, giving the worker.

For serious misconduct: Suspension of employment and salary of three to fifteen days.

Temporary disqualification, for period of up to two years, to move to higher professional levels.

By very serious misdemeanours: Suspension of employment and salary of sixteen to ninety days.

Temporary disqualification, for period of up to four years, to move to higher professional levels.

Dismissal.

The sanctions that may be imposed on the working agenda is understood without prejudice to pass blame both to the courts when the committed fact may constitute crime or lack, or report to the governmental authorities, if necessary.

10.3.3 processing.

The imposition of the sanctions previously established, shall be taken into account the following rules: corresponds to the head of the company or individual to which delegates the power to impose sanctions for minor, serious or very serious misconduct.

Be observed, in any event, the legal provisions which are applicable.

10.3.4 prescription.

Failures will be prescribed in the terms and in the circumstances provided for in the labour legislation of a general nature.

Chapter 11 safety and occupational health article 11.1 occupational health.

Companies and workers affected by this Agreement shall comply with the provisions contained in the regulations on security and occupational health and, in particular, the law 31/1995 of 8 November, of prevention of occupational risks, and its development provisions.

The proceedings of the Committee on safety and health at work, provided for in article 15 of this Convention, the relevant purposes shall be taken into account.

Whenever in the workplace inspections are carried out by the occupational safety and health service, their results shall be communicated by the Directorate of the company to the legal representatives of the workers and the Committee on safety and health, where appropriate.

Article 11.2 medical examination.

The management of the company will manage to the mutual of accidents of work, the competent administration, associations, entities and companies legally authorized agencies, the realization of an annual medical examination of resulting copy will be delivered to each worker.

Workers who perform their functions permanently with toxic products and those whose work to develop requires permanent attention to computers and display terminals, will undergo them medical check-ups every six months according to specific standards of occupational health in these jobs. The results of these reviews will be copy to the worker concerned.

The address of the company suit carrying out surveys 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 provided for in every moment by the general legislation. Delegates of personnel and enterprise committees will be informed by the management of the company's issues a: to) collective bargaining.

(b) work systems.

(c) occupational health.

(d) professional classification.

(e) mobility of staff.

(f) crisis records.

(g) sanctions and dismissals.

12.1.2 credit hours.

Shall be granted to the legal representatives of the workers in the enterprise license paid, for the time necessary for the exercise of their functions of representation, in the form and conditions laid down in the Statute of workers, more five hours, provided mediate timely and previous call and subsequent justification, where appropriate.

Without prejudice to the provisions of the preceding paragraph, it agrees in the present collective agreement that in workplaces with more than 100 workers fixed template may accumulate the hours of the members of the Works Council, in one or more of them, by transfer of hours of other members belonging to the same Union.

For the exercise of the functions of collective representation in the company, the transfer of credit hours can reach up to a limit of 60 per 100 available monthly by the other members of the Committee.

So all the above take effect, the transfer of hours must be notified to the company in the month prior to their use, by writing signed by assignor and assignee, and Union membership, number of assigned hours, month that correspond and activity that motivates the assignment.

In no case may transfer is them hours not used in a month to them following, or individual or collectively, or the accumulation of hours in the assignee shall exceed the amount of eighty hours monthly.

Them members, designated by them Central Union for them functions of representation collective in the Commission negotiating of this Convention, Commission mixed, Commission of update, Commission of training, Commission of equality, Observatory of the absenteeism Commission of safety and health of the same or Commission joint sectoral of training continuous (FORCEM) to level State, will benefit of the credit of hours necessary for the proper performance of such activity. Without prejudice to the provisions of the first paragraph of this article with respect to the required justification for the time spent in the performance of these functions, where appropriate, the accreditation of the above functions will be forwarded to the company affected by the Permanent Secretariat of the Convention or relevant Committee.

Article 12.2 Union rights.

12.2.1 General principles.

Trade union rights shall be governed by the provisions of the organic law 11/1985, of 2 August on freedom of Association.

(12.2.2 trade union activity: to) credit hours, set out in paragraph 12.1.2, may be also used for the assistance of legal representatives of workers to courses of training or other Union activities, organized by representative trade unions, the timely call and further justification for assistance, issued both by the provincial secretaries of trade unions referred or territorial equivalent , in your case.

(b) the companies admitted that workers affiliated to a trade union may charge fees and distribute Union information out of effective working hours, without disturbing the normal activity of the company.

They can, also, these workers to celebrate assemblies outside working hours.

(c) the legally constituted trade unions may insert communications on bulletin boards that might be of interest to members of the Trade Union and the workers of the Center, giving notice thereof to the management of the company.

12.2.3 shop stewards.

In enterprises or workplaces, with more than 250 employees staff, trade union sections, which may be constituted by workers belonging to trade unions present in company committees, shall have the right to their representation in the workplace to be held by a steward. The delegate, who should be working in the company's asset and appointed in accordance with the statutes of the Trade Union or Trade Union who represent, will have recognized the following functions: 1. raise fees and distributing Trade Union information outside the working hours and without disturbing the normal occupational activity of the company.

2 represent and defend the interests of the Union who represents and affiliates at the same in the workplace, and serve as a communication tool between the Trade Union or Trade Union Confederation and the direction of the company.

3 attend the meetings of the works Committee of the workplace, health and safety Committee and Joint Committee's interpretation, if any, with voice and vote.

4. having access to the same information and documentation that the company puts at the disposal of the Enterprise Committee, respecting the guarantees recognized by the law to the members of the Works Council, and being obliged to keep professional secrecy in all matters in which legally proceed.

5 you will be informed and heard by the company management in the treatment of those collective problems affecting, in general, the workers of their workplace and, in particular, to members of his Union working on the UMC.


The steward fit their tasks to the realization of Trade Union functions which are her own, adjusting, in any case, its conduct to the current legal regulations.

Trade Union sections of the most representative trade unions are entitled to the use of a suitable premises, in which to develop its activities, in those undertakings or workplaces with more than 250 workers.

12.2.4. trade union dues.

In workplaces, to request in writing by each of the affiliate stations or unions workers legally constituted, companies deduct, in the monthly payroll of such workers, the amount of the corresponding trade union dues.

The payment of the amount raised by the company will be effective, months overdue, the corresponding Union, by transfer to your bank account.

Companies shall carry out the above-mentioned drawdown, unless otherwise indicated, for periods of one year.

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

Article 12.3 Assembly of workers.

Workers in a company or work center have the right to gather in Assembly, which may be convened by staff delegates works Committee or work center or by a number of workers not less than the 33 per 100 of the template. The Assembly will be chaired, in any case, by the Committee or by the staff delegates who will together, be responsible for normal development, as well as the presence in the Assembly of persons not belonging to the company. Only issues contained previously included in the agenda may be therein.

The President of the Assembly shall inform the management of the company the call and the names of persons not belonging to the company that they will attend the Assembly and agreed measures to avoid disturbances in the normal labour activity with this. When by any circumstance not can meet is simultaneously all the template, without prejudice or alterations in the normal development of the production, the different meetings partial that have of celebrate is is considered as a single and dated in the day of the first.

Chapter 13 several article 13.1 work clothes.

The companies shall provide to the personal of production garments of work appropriate to each specialty, because of two uniform or joint complete each year. Also be given work clothes appropriate to the technical and administrative staff who request it, at a rate of three sets every two years, giving two of them in the first and one in the second.

Article 13.2 underground.

The Joint Commission, in execution of its function of monitoring compliance with the Convention, will proceed to carry out actions necessary to combat industrial secrecy, and both parties will work together, at all times, to the more effective development of what is available in this article.

Article 13.3 assignment or transfer of company.

The company linked by this agreement, jurisdictionally or in fact continued the business of another, will take care of your staff.

You will be avoided as far as possible keep duplicity in working conditions in establishments which really form a single company.

In the event that the acquirer intends to establish their own working conditions for all their places of work, report of the legal representatives of the workers it previously collected.

Article 13.4 works to distance.

Work must be done mainly in the workplace, and, therefore, all companies must have a fixed workforce suitable to your needs.

However, companies which, having covered their templates and for very specific reasons, give jobs away from habitual or continuous form, pay them in the same way and amounts established for workers in their professional activity carrying them inside the workshops. In addition, affected workers shall receive free of charge from companies all materials such as glues or adhesives and annexes, which were essential for the work.

The companies, to be able to carry out works to distance, must be completed all the paperwork and other formalities required by the regulations in force at any time. In all cases, the workers carrying out this work shall enjoy the same rights as the staff of the company and will be affiliated to the Social Security.

It will be mandatory and compulsory by the company to bring to the attention of the legal representatives of the workers intended to perform or carry out work to distance.

Chapter 14 available end article 14.1 applications of general legislation.

The not planned or regulated by this Convention shall apply on the subject rules and general provisions laid down by law in every moment.

Chapter 15 additional clauses article 15. Working committees.

Commission mixed interpretation and monitoring of the Convention. - has the structure and functions contained in the articles of this Convention.

Update Committee of the Convention. - Signatory representations of the Convention agree the creation, the day of the signing of the collective agreement, of a Commission that studied modifications and adaptations that have been introduced in the collective agreement, in order to adjust it to the current regulations. This Committee will conclude its work on the date in which constitute the negotiating Commission of the next collective agreement, moment in which you will be given transfer to it of the agreements reached, in his case.

Committee on training. - during the first month following the signing of the agreement will be the establishment of this Commission. During the term of the agreement, this Commission will consider possible arrangements for the correct development of the training, studying the possible modifications in the text of the Convention, in order to bring into line it with the current legal regulations.

Commission health labor. - during the first month following the signing of the agreement will be the establishment of this Commission. During the term of the agreement, the Commission will examine any modifications that can be made to the text of the Convention, in order to bring into line it with the current legal regulations.

Observatory of tracking absenteeism. - During the first month following the signing of the agreement will be the establishment of this Observatory. During the term of the agreement is responsible for gathering information on rates of absenteeism and its causes, studying the possible modifications in the text of the Convention to reduce rates.

Commission for equality. - during the first month following the signing of the agreement will be the establishment of this Commission. During the term of the agreement, the Commission will examine any modifications that can be made to the text of the Convention to promote equal opportunities, in order to bring into line it with the current legal regulations.

Chapter 16 the Joint Commission's interpretation and monitoring of the agreement first transitory provision will harmonize general legislation affecting on domestic labour relations.

Second transitional provision.

On January 1, 2009 it entered into force the new professional classification system.

Due to the collective implications that had and has the new professional structure, as well as its complexity, was prepared a document mandatory for transposition of a classification system to another. Once the transposition in the bosom of each company, this document guide will lack any validity or effectiveness, but in the case that some company had not applied it on that date, is not exempted from your application or from the new system, having provided that use the referral box of transposition, requesting the Joint Commission all this regardless of the date in which the transposition becomes effective.

The parties agree on the need to maintain the present professional classification system updated in time, either to define those non-existent jobs today, how to adapt it to different technological and regulatory changes that may occur in the future.

Annex I wage tables 2014-2015 - 2016 table pay from 1 January 2014 until May 31, 2015 level wage base pay salary summer pay Christmas pay benefits complement linear Total gross year 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 table pay from 1 June 2015 until 31 December 2015 level wage base pay salary summer pay Christmas pay benefits complement linear Total gross year






1 21.908,94 1.800,73 1.800,73 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 table pay from January 1, 2016 until December 31, 2016, level of salary salary base pay summer pay Christmas pay benefits complement linear Total gross year 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 25.679,84 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 11.325,24 930,85 930,85 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





817,59





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