Resolution Of 8 June 2015, The Directorate General Of Employment, By Which Records And Publishes The State Framework Agreement For Companies That Organize Bingo Game.

Original Language Title: Resolución de 8 de junio de 2015, de la Dirección General de Empleo, por la que se registra y publica el Convenio colectivo marco estatal para las empresas organizadoras del juego del bingo.

Subscribe to a Global-Regulation Premium Membership Today!

Key Benefits:

Subscribe Now for only USD$20 per month, or Get a Day Pass for only USD$4.99.
Having regard to the text of the national framework agreement for companies that organize bingo game (Convention Code: 99001905011983), which was signed on 30 April 2015 of a part by the Spanish Confederation of Game (CEJ) and the Business Federation Bingo games and Azar (FEJBA) representing companies in the sector, and another by the state Federation of Services for Mobility and Consumption of UGT (SMC-UGT), the Federation of Service Workers' Commissions (Services-CC .OO) and the Confederation of USO (Union Sindical Obrera) on behalf of workers, and in accordance with Article 90, paragraphs 2 and 3 of the Law of the workers' Statute, revised text approved by Royal Decree legislative 1/1995, of March 24, and Royal Decree 713/2010, of May 28, registration and deposit agreements and collective bargaining agreements,

This solves DG Employment:

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


Having its publication in the "Official Gazette".

Madrid, 8 June 2015. The Director-General of Employment, Xavier Thibault Jean Braulio Aranda.


Article 1. signatory parties.

Signed this Collective Agreement Framework for State companies organizing bingo game, representing the business side the Spanish Confederation of Game (CEJ) and the Business Federation Bingo Games and Gaming (FEJBA) and in representation union workers, the State Federation of Services for Mobility and Consumption of UGT (SMC-UGT), the Federation of workers' Commissions Services (Services-CC.OO) and the Confederation of USO (Union Sindical Obrera), which They have sufficient legitimacy and representativeness for the negotiation and signing it.

Article 2. Legal nature.

This Collective Agreement has overal nature of the Framework Convention and also regulates specific issues, as provided for in current numbers 2 and 3 of Article 83 of the Statute of Workers; in order to regulate the bargaining structure and establish rules for resolving conflicts of competition that may occur in the lower or between different bargaining units fields and criteria reservation regarding the matters set forth herein without prejudice imperative contained in Article 84.2 of the Statute of Workers collective agreement regarding the company and its applicative priority; it also makes the regulation of working conditions.

Article 3. Personal scope.

This Collective Agreement applies to labor relations between the organizing companies and managing the Bingo Game and workers who provide services in those, to perform specific functions of the playrooms and services auxiliaries, as referred to in Article 21 of this Convention, whatever their type of contract.

Article 4. Functional scope.

Are included in the scope of this Agreement all companies dedicated to organizing bingo game in any of its forms, whether service companies or administrative authorization holders, when they explode or organize directly the activity of Bingo .

Article 5. Territorial scope.

The rules of this Convention are mandatory for all the organizing companies and managers play bingo filed in the Spanish State, both currently in operation as that may be established in the future, under the terms and conditions set out in Article 8.

Article 6. Temporary scope and denunciation.

This Agreement shall enter into force on the day following its publication in the Official Gazette, although the economic aspects of same day retroactive to January 1, 2014, and its initial duration is three years, which will end on 31 December 2016. in any case, remain in force and shall be extended under the terms established in this article.

Notwithstanding the parties reiterate their commitment to establish in this state level a conventional regulation of stable character, agree that the minimum term to denounce the agreement is three months before the end of its term, by writing the rest parts and labor authorities.

In the event that did not occur in a timely manner the termination of this Agreement, the parties agree to extend the term of all the articles of the Framework Convention from year to year, while denounced it does not occur.

Contents and provisions of this Framework Agreement shall be extended and shall remain valid and binding once denounced it occurs and until replaced by the following negotiated agreement.

During the initial term of the agreement will be incorporated into its text articulated pacts are reached as a result of continuous negotiation process agreed between representative parts of this sector state level the game of Bingo.

In the event of termination of the agreement, if the process of negotiating the new collective agreement be extended without reaching agreement for more than twelve months or for more than twelve sessions, either party may request mediation with the Mediation Service and Interconfederal arbitration (SIMA), in relation to those matters where discrepancies persist and in order to achieve agreement on them.

The course of any time limit for submitting to mediation not be necessary when requested jointly by those who have the capacity to sign the Convention overall effectiveness.

Also will be submitted to mediation within the SIMA conflicts arising during the negotiation of collective agreement involving their blockade. If the blockage occurs five months after the establishment of the negotiating table, you may request mediation, both business representation as the union involved in the relevant negotiations.

In either case, they should manifest the subjects on which substantial discrepancies and differences that have caused if any blocking negotiations arise.

Article 7. Structure of collective bargaining in the sector.

The legitimated in the scope of this agreement, parties agree that the structure of collective bargaining in the sector of Bingo is established in existing Articles 83 and 84 of the Statute of Workers.

Article 8. Rules concurrency conflict resolution between different bargaining units in the sector.

1. In accordance with the provisions of the Act, the parties consider preferential negotiation and implementation unit for the state level, the matters reserved in the following art. 9, which may be enhanced in lower levels Conventions.

2. Except for the matters described in the preceding paragraph, if competition between state Framework Convention and other lower level, they will applicative priority, with regard to the matters contained in the current Article 84 ET.

3. Lower level agreements will applicative preference over other matters not contained in art. 9 of this Convention.

4. It will be of subsidiary application the Framework Convention for those aspects not covered by collective agreements lower level. Lower in those areas where there is no applicable collective agreement, entirely apply this Convention.

Article 9 reserved and exclusive for trading at the state level materials.
The following are considered
own unique state-level materials for the sector, and therefore reserved for this bargaining unit, and which can be improved at lower levels,:

- Probationary period.

- Conventional Subrogation by a change of employer.

- Professional classification, unless the adaptation to the company, except hospitality staff providing services in bingo halls, in the terms stated in the last paragraph of this article.

- Vocational Training.

- Geographical Mobility.

- Disciplinary measures.

- Annual maximum Jornada.

It is expressly agreed that the social partners negotiate collective agreements below the State Framework Bingo area, they may agree to include catering staff within the Collective Agreement Bingo, which governed territory.

Article 10. Respect of acquired improvements.

The companies affected by this Convention shall respect the most beneficial or benefits granted to their workers conditions before or after approval thereof, considered all of them in total annual basis, without prejudice to what is stated in the following article.

Article 11. Absorption and compensation.

All conditions agreed in this Agreement are compensable in full and on a yearly basis for improvements of any kind, coming enjoying workers when they exceed the total amount of the agreement and shall be deemed absorbable from the entrance in force.


Hiring labor

Article 12. Modalities of recruitment.

Hiring workers conformed to the standards established by law applicable at all times and specifically those contained in this Collective Agreement, committing companies to the use of different contractual arrangements provided for in the Act of accordance with the purpose of each of the contracts.
Fixed-term contracts

Will be subject to the provisions of Article 15.1.b) of the Statute of Workers.

The parties agree that the maximum duration of this contract shall be twelve months in a period of eighteen months from that market circumstances or the accumulation of tasks that motivate occur. Should be concluded for a period less than twelve months, it may be extended by agreement between the parties, provided that the total duration of the contract may exceed that limit.

Regardless of the legal compensation due, if certain duration of the contract lasts more than six months and at the end it or its extension, it will be extinguished by the employer, the employee is entitled to compensation further legal day of his salary for each month, or pro rata if any, from the sixth month of work done and up to ten days.

May not use this type of contract, in the terms set forth above, companies that do not have fixed templates covered workers set out in this Framework Agreement or the number determined in the Sectoral Conventions lower level, developing the provisions of this State Framework Convention.

Agreement part-time work:

Will be subject to the provisions of Article 12 of the Statute of Workers already available to this article below.

The duration of the contractual day for these workers in no case be less than ten hours not to exceed thirty-six hours per week.

Probationary period

Article 13. Probationary period.

1. It may be concluded in writing a probation period, subject to the following time limits:

- Technical Group of game: 90 calendar days.

- Technicians Group Room: 45 calendar days.

- Rest of staff: 30 calendar days.

2. It means only that the employee or worker is subject to probation if agreed in writing.

3. The agreement is void to establish a probationary period when the worker has already performed the same functions previously in the same company, under any type of contract.

4. The temporary disability, maternity and adoption or foster care, affecting to the worker during the trial period, interrupt the computation of the same whenever agreement between the parties occur.

5. In employment contracts whose initial term agreed actual or estimated, less than six months, the trial period in his case is concluded, may not last more than 30 percent of that time, but in no case is less than 15 nor greater than the limits specified in number 1 of this article days.

6. When the employment contract is concluded for performing a particular job or service or in the case of substitute workers entitled to reserve the job (interim) and can not be estimated initial duration or this is more than six months , probationary periods that may enter are those provided in number 1 of this article.

7. In part-time contracts, they are concluded for the provision of services that are not going to make every day of the week, the trial period may not exceed twenty working days.

8. Probationary periods of employment contracts for training may not exceed 30 days duration if the duration initially agreed was six months and 45 days if it exceeds semester.

Business Subrogation
Conventional Article 14. Subrogation by a change of employer.

Given that the practice of games of chance, betting or gambling can only be made at authorized to effect Salas; subject, first, to prior authorization from the Public Administration; second, limited in time in some cases, having to companies authorized for the renewal of authorizations that authorize the opening and operation of gaming halls, meet the requirements and conditions of the Autonomous Community. Is necessary to regulate how it affects this uniqueness to employment contracts linking workers with authorized or, where appropriate, responsible for the service and the rights and obligations of the parties in each of the cases .

Article 15. Renewal of permits, licenses and authorizations.

In cases of renewal of permits, authorizations and licenses that enable the company initially authorized for the opening and operation of the Board of Game, the situation of the respective employment contracts will remain, but in no case may the worker, because of this renewal, see modified their working conditions, or lose the acquired seniority.
In the event of change of ownership in the authorization, or the company responsible for the service, subject to the provisions of the following articles of this Framework Agreement.
Article 16. Subrogation

The authorizations for the installation and operation of gambling halls are granted in accordance with the regulations issued by the Autonomous Communities to people, both natural and legal, regardless of its legal coating, with provided that in each case they meet the conditions regulations and requirements. Such authorizations are temporary or indefinite.

Where it applies Article 44 of the Workers' Statute, it will be the regime and effects of its own.

When the change in ownership does to fall within the scope of said application of Article 44 of the Statute of Workers, subrogation effects, in view of the peculiar characteristics of the activity of Bingo, come conditional on the assumptions and rules validly under this Chapter.

Article 17. Assumptions of succession or replacement business.

The business cases of succession or replacement, without limitation, are:

1. The assumptions exchange derivatives held by the lack of renewal of the authorization at the end of the same or termination of the authorization for a serious breach of the contractor as a result of an administrative or judicial decision resolving the authorization, falling the same in new contractor.

2. In the event of merger or corporate takeover in which at least one of them holds authorization for the opening and operation of gaming halls, giving rise to a new society.

3. Transmission cases arising from judicial intervention, such as a bankruptcy.

4. Restoration of approval or contract to provide services to their original holder of the authorization as a result of a court decision.

5. In cases that dealers permits and authorizations rescind contracts with the service company, but follow directly developing gaming activity, personnel Company lost Services shall automatically come under the holder of the license, recognition of all acquired rights and under the same conditions in which they were hired.

6. The subrogation provided in this Chapter shall also apply in the event that a licensee entity to come directly exploiting his license, hire or transfer the exploitation of the Board of Game to another service company.

Article 18. Formal aspects of surrogacy.

The loss of service Entity must give prior notice to the affected staff documented, the change of ownership in the provision of services. You should also notify the subrogation to the new company before it takes over the operation of the room.

Article 19. Content of protection.

In order to ensure the principle of stability in employment of workers Bingo Sector and business subrogation in labor relations staff, for whom succeeding the outgoing company in any of the cases provided in this Chapter , employees of the transferor happen to be ascribed to the transferee company or entity that will perform the service, it respecting the rights and social, economic obligations of personal and union representation to be engrossed in the transferor company and are credited documentarily .

As regards the collective agreement applicable in the new company will be governed by the provisions of this Framework Agreement and the Sectoral Conventions lower level.

Article 20. Resolution of licenses, authorizations and permits.

The denial of permits, authorizations or governmental licenses for the development of the activity, for whatever reason, non-renewal, termination of the authorization for legal compliance, etc; and, closing the room by administrative decision; without prejudice to the rights recognized in this Framework Agreement and recognized in the current legislation, it will be sufficient for companies affected by this Convention may give terminating the employment contracts with workers in charge, without further ado causes the process leading to obtaining social rights of unemployment benefits for those affected, through the application processing employment regulation, if any.

Professional classification

Article 21. General criteria
job classification and functional mobility.

Workers serving in the companies included in the scope of this Agreement are classified into Groups which are subdivided Professional Acting Professional.

By agreement between the employee and the company the content of the work done under contract work will be established, necessarily being assigned one of the professional functions set out in this Convention and being framed therefore a Professional Group .

The performance of functions under that classification defines the basic content of the work performed.

Criteria defining professional functions accommodate common rules for workers of both sexes.

Article 22. Definition of professional functions.

Chief / a Sala: It shall exercise general direction and control of the operation of the room, taking decisions on the progress of various operations in accordance with the technical standards of bingo and adjusting the pace of those into consideration crowd, cartons sold and higher or lower amount of the awards; will take care of the proper functioning of all equipment, facilities and services; will exercise the hierarchy especially the staff at the service of the room; will be responsible for the proper keeping of the separate accounts of the game as well as the possession and custody of the room itself, the precise authorizations for operation and documentation staff. Also, the Chief / a Sala shall represent the holder Entity authorization or, where appropriate, the services company that manages the game, both against the players and to the agents of authority, unless such representation is found attributed to another person and the person is present in the room.

Chief / a Mesa: will be responsible for checking balls and cardboard; maintain accounts of bingo cards sold for each game or sweepstakes; shall make the determination of the line or bingo prizes, the winners check boxes, collectively reporting all players, be responsible and custodian of the record book of minutes and take control of the "stock" of cartons per game. individually will answer as many inquiries or complaints formulated by the players and consign all and the incidents occurring in the minutes of each meeting.

Cashier / a: shall keep the lead and deliver neatly to the Sellers, indicate to the Chief / a Table the number of tickets sold and the amounts corresponding to the line and bingo prizes; will raise the money obtained from the sale of tickets, and prepare the corresponding amounts to each prize for payment.

Newscaster / a-Seller / a: Perform direct selling cartons and collection of fines, which provide with leftover cartons Cashier / a; remove them from the table, prior to the sale of new cardboard, used by players in the previous play and review the series in their workday. In his turn Newscaster / a will operate the machine when the play starts, will read aloud the ball number as the starting order; will turn off the machine at the end of the game and paid the players amounts online and bingo, counting the amount at the time of payment, to facilitate the payment of prizes during the sale of tickets for the next game and whenever the organization work permits, this task it can perform any other professional function defined in this article. When performing the work of speech will not perform the task of selling cards, but you can work on other tasks within the room.

Admission and Control: Will be responsible / to control the entry of players into the game room, checking that the card corresponds to the person presenting it, and denying entry to people who have forbidden, accounting Chief / a Sala incidents. mission will also keeping the visitors file and update.

They will be pending the proper operation of gaming machines installed on the admission service, informing and enabling players to exchange requiring it. In case of failure or incident, advise the technical service and / or Maitre.

Operator / a sportsbook: Will the / the manager / to validate the bets / clients, will launch at the beginning of the session, the betting terminal and information screens, keep the information sportsbook sent by the operator available to / clients, informing them about the doubts that may arise, require the national identity card before they proceed to place the bet, checking both the majority and the non-inclusion in the Registry of interdictions of access to the game, charged the amount of bets placed, pay those that are winning, made income deemed necessary safe to terminal and terminal to safe reporting to the Head of the Chamber, once end of the session, will deliver box and close the terminal and the information system.

The characteristics of these functions and responsibility of this position will be included in the Professional Group of technical / as room.

Shall make the daily tonnage and will fit in the box, making sure that is in full deposit will facilitate the company to perform its function. It will assist in the realization of any printed or statistics that the company considers useful.

In addition the parties agree that it is necessary to carry out the assessment of risks inherent to the job. Finally, in order to properly perform the functions of this new professional category, it must provide adequate and sufficient to workers included in that category training.

Operator / a special machine: You will have as its main function, the overall control of the correct operation of gaming machines or special game for bingo halls, whatever its name and form, installed in the admission service in the appended or complementary or own gambling hall rooms.

They will be responsible for off and on machines, and if necessary, gaming terminals and servers whenever you match the worker or the worker's shift the opening or closing of the room.

Requirement Inform players about the development of different games, integrated into machines or gaming terminals, as well as the operation of such machines and terminals. It must notify the Chief / a Sala, promptly, incidents of play, which occur during the session.
players / as the change of coins, requiring him. Where appropriate, make any credit charges on payment cards of these, and the liquidation of its remaining, at the request of the player / a.

Collaborate with the operation of equipment, facilities and services. If necessary or breakdown, it will notify the service or maintenance. Keep the chairs, tables and other elements in perfect condition, order and alignment.

Can they provide where appropriate, in the play areas of special machines, the mere delivery of drinks, snacks, pastries and cold food, already prepared and available in the local game itself, without proceed to its preparation and does not they may replace the catering service offered by the company to its customers. These tasks may be extended to other professional functions, occasionally rotating and equitable manner, always in cases of urgent organizational needs, without which may cause some distortion to the tasks of the professional function which is meant the worker / ar in their common tasks.

Chief / a Zone (Area): The / Worker / a answerable to the management, organization and general control of development of the items that have been assigned in order to ensure the highest level compliance with them, the laws and regulations as the internal operation of the room. It is also responsible for the resolution of incidents in the course of them occur. It also assumes responsibility for the distribution and allocation of employees and / os charge in the various tables.

Dealer (Croupier): The / Worker / a responsible to the head / a Area (Zone Mesa), the conduct and control equipment only or all operations of preparation and progress of the games, what these start and end of such rules or regulatory game manuals and internal operation of the gaming tables are met. Ensuring the best customer care, efficiency and safety.

Functions Area Manager (Area) and Dealer (Croupier), were developed in those bingo halls in which games Casinos no longer exclusive incorporated.

Auxiliary Services: These tasks (Administration, Valet Parking, Janitors / as, Rangers and cleaners, etc.) are not included among the techniques of Bingo and perform the functions own specialties.

The function definition above is intended to define the content of the work performed. In accountability will be at all times what thereon determine the Autonomous Regulations Bingo Game, or failing Regulations state level; in the absence of express regulation in both, it will be to the provisions hereof.

Similarly, in those where the Chief Autonomic Regulations / a of Operations / Head of Establishment, has been given the consideration of Management Personnel, this regulation will not alter this consideration for any purpose.

Article 23. Professional groups.

Professionals Groups are determined by those functions which have a homogeneous professional basis within the Organization of work.

In this regard and these purposes of Article 22 of the Statute of Workers, professional groups then established unitarily grouped professional skills, qualifications and general content of the provision, and include the Professional Functions they relate and whose tasks that define the general content of the provision are detailed in the preceding article.

By agreement between the worker and the employer or worker content of the work done under contract work will be established, as well as its comparison to one of the professional groups covered by this Framework Convention. Similarly, the worker will be assigned one of the professional categories are included in this agreement and defining the work performed.

Two professional groups that include specific functions Bingo game are established:

- Technical Group of the Game: What integrates functions Head Professional / a Sala, Chief / a Table and Cashier / a, Area Manager.

- Technicians Group Room: composed of business functions Newscaster / a-Seller / a, Admission-Control Operator / a sportsbook and operator / a of special machines, Croupier (Croupier).

Article 24 Functional mobility.

The functional mobility within the company will have no limitations other than those required by academic precise to exercise the work done and for membership to professional qualifications or professional group.

Functional mobility for performing functions, both higher and lower, not for the professional group will only be possible if there are, technical or organizational reasons for this. The employer must communicate its decision and the reasons for it to the workers' representatives.

In the case of entrustment higher than those of the professional group functions for more than six months for a year or eight for two years period, without interruption, the employee will be given preference for promotion in the event of vacancy.

Functional mobility shall be without prejudice to the dignity of workers or workers without prejudice to their training and professional promotion, to be entitled to the corresponding functions effectively perform compensation, except in the task of lower functions, in that will keep the remuneration of origin. No right shall invoke the grounds for dismissal objective of supervening ineptitude or unsuitability in cases of performing functions other than the usual as a result of functional mobility.

To that workers in the same professional group acquire the knowledge and practice necessary for the performance of all its functions, mobility in different jobs, will be held in a fair and rotation.

In matters not covered in this article will be governed by the provisions of Articles 22 and 39 of the Statute of Workers.

Article 25. Salary Structure.

The remuneration of workers shall be composed of:

I. Base salary.

It is the part of the remuneration paid to workers under their professional role, per unit of time agreed work during normal working hours of work specified in the Convention, including rest times set.

II. Wage supplements.

A) job.

They accrue under the special characteristics of the job assigned work. They not have staff or consolidated basis, so your subscription is deleted when no longer performed the functions or the conditions that gave rise to accrual disappear.

• currency devaluation.

• Plus day extension.

B) Accessories Quality and quantity of work.

They accrue by reason of gross monthly income from the Game Room will not have vested rights and, given their special characteristics may in no case be regarded as absorbable retribution.

• Plus or Premium Production Convention.

• Any others that come determined by negotiating lower level which have as their object the encouragement of the quality or quantity of work performed.

C) Personal Accessories.

Such as application titles, languages ​​or special knowledge, or any other of a similar nature resulting from the personal conditions of the worker and is not rated to be fixed base salary. It will also consider the award of permanence in the workplace. In no case will consider hedging or absorbable wage concepts.

• Age.

• Whatever come determined by the special and personal characteristics of the worker.

D) Plus Night work.

Given the special characteristics of work in the sector, all workers are entitled to this concept, the amount and under conditions to be determined in the Sectorial Convention implementing in each area 12 payments for night, including holidays.

E) complements than periodic expiration month.

All workers are entitled to three extra payments; two of them are paid semi-annually, coinciding with the days on June 20 and December 20 of each year, and the third coinciding with the start of the period of annual leave may be prorated this in 12 monthly installments.

The workers who enter or cease during the year, will receive a proportionate share of such payments.

III. Ons fringe.

Will have extra-wage perceptions, whatever their form, which does not respond to a united remuneration paid directly to work.

Possess this nature compensations:

• Transport.

• Diets.

• Compensation or supplemented.

IV. Payment in kind.

V. Where appropriate, voluntary improvements individually agreed or unilaterally by the employer.


Article 26. Training continues.

It is agreed in the field of state collective bargaining bingo game and in accordance with the provisions of Royal Decree Law 4/2015 of 22 March, Royal Decree 4/2015, the realization of a Plan Reference for Training in Employment in the sector of Bingo containing state level:

A) Determining plan objectives related to meeting the needs of the sector.

B) Establishment of the training included in the reference plan and priorities thereof.

C) Specificity of AEs.

Defining the content and the realization of these to the State Sector Joint Committee on the Game of Bingo Continuing Education is authorized.

Matters not covered by this Chapter shall be subject to the provisions of Royal Decree 395/2007 of 23 March and the orders of the Ministry of Labour and Social Affairs, and Migration, respectively, 2307/2007, of 27 July and 718/2008 of 7 March; Training Agreement for Employment of 7 February 2006 and the Sixth National Training Agreement; as well as the laws, regulations and conventional rules that may be issued in the future in this area.

In order to properly carry out the tasks of professional functions, it must provide adequate and sufficient to workers coming within the same formation.
Article 27. Joint Commission
Continuing Education Sector.

Continuity is given to the Joint Sectoral Committee on Continuing Education, established in previous agreements, as a dynamic instrument of the objectives contained in this Chapter.

The Joint Sectorial Committee on Continuing Education Sector Bingos, is composed of five representatives of trade unions (UGT SMC-two, two and one-CCOO Services for USO) and four representatives of the business organization (CEJ ) and one (FEJBA), represented at the negotiating table of this Agreement.

Decisions vote of each of the two groups, business and trade union organizations of the Commission are adopted as follows:

A) The decision of the vote within the business group will be adopted by an absolute majority of its representatives.

B) The decision of the vote within the union group shall be adopted by a majority of three-quarters of their representatives.

C) Decisions of the Commission shall be taken by agreement of the two business groups and trade unions.

The Commission shall, inter alia, the following functions:

A) To ensure compliance with this Agreement.

B) To establish the guiding criteria for the preparation of plans relating to the scope and affect exclusively training the following subjects:

- Priorities regarding vocational training initiatives for employment in the sector to develop the Bingo Game.

- Guidance regarding groups of workers targeted audiences.

- Enumeration of the centers of training delivery available. To this effect must be given to the appropriate use of the facilities existing training (own centers, public schools, private schools or associated centers, meaning those jointly promoted by relevant business and trade union organizations and participation of the various administrations public).

- Criteria to facilitate linking vocational training for employment in the sector play Bingo with the job classification system and its connection to the National System of Qualifications and Vocational Training, for the purposes of determining levels vocational training for employment in the sector and its correspondence with the certification procedures determined by the National Qualifications System.

C) To propose studies to detect training needs and the development of tools and / or applicable to vocational training for employment in the Bingo Game Sector, for the purposes of consideration in the corresponding call for methodologies Complementary and accompanying training measures.

D) Issuing a report on the Sectoral Grouped Training Plans and on Complementary and Accompanying Measures affecting more than one autonomous community in the field of the present agreement, raising them to the Tripartite Foundation for Training in use this to develop its draft resolution.

E) Move the Tripartite Foundation for Employment Training for Employment report on program contracts and complementary actions under the terms and conditions set forth in the call.

F) Address and comply with requests and requirements that may be transported by the Tripartite Foundation for Training in Employment.

G) Develop studies and research. To this end, the information available both in the Ministry of Labour and Immigration and the Ministry of Education, Social Policy and Sport, and especially the sectoral studies on Vocational Training have been developed will be taken into account.

H) adopt its rules of operation, which must conform to the provisions of this Agreement.

I) To make proposals regarding the establishment of vocational training levels for Continuing purposes of its correspondence with the certification procedures established by the National Qualifications employment.

J) Conduct an annual report of the agreement, as well as assessment of training actions in the relevant field.

K) Conducting a Reference Plan for Training in Employment in the sector Bingo Game state level that contains the determination of plan objectives related to meeting the needs of the sector, establishment of the training included in the reference plan and related priorities and the realization of applicant entities; pursuant to Royal Decree 395/2007 of 23 March.

Article 28. Individual training leave.

For the purposes specified in this Agreement, those represented at the negotiating table organizations introduce a system of individual training leave in the following terms:

1. field goal.

The training for which training can be requested permit shall:

A) not be included in the actions financed Training Plan or Grouped Company.

B) be directed to the development or adaptation of professional technical worker or worker qualifications or vocational training.

C) be recognized by an official certificate.

D) Excluded from training leave training activities that do not correspond with classroom training. However the face of those made through the distance mode is permitted.

2. Subjective scope.

Workers and salaried workers who wish to access these grants must:

A) have submitted at least one year of service in the Company.

B) Obtain appropriate authorization by the Company for the enjoyment of Individual Training Permit requested and according to the procedure laid down in Call.

Shall show the training objective and aims, implementation schedule (school hours, interruption period, duration ...), and place of delivery in the request.

3. Resolution of applications.

The company must decide within 30 days from receipt of the request submitted to it under the provisions of this Article.

In order to assess such a request, the company may take into account productive and organizational needs it, for what shall seek the views of the Legal Representation of the Workers and the enjoyment of permits does not affect significantly the performance of work on it.

Priority will be given permission to enjoy training workers and those employed workers who meet the requirements set out above have not participated in a training activity than those referred to in this article in the previous 12 months.

However collective agreements may establish the percentages of involvement of the template or categories / professional groups of the company.

In case of refusal of the request by the company, that will have to be motivated and communicated to the worker.

The company will inform the Legal Representation of the Workers of the applications received and response to them.

The training plan of the Company or, where appropriate, the Grouped, establish priorities for the purposes of the enjoyment of training leave in cases of multiple requests for such permits.

4. Financing.

Obtained authorization by the Company, the employee or worker submit to the Tripartite Foundation Application Individual Training Permit that will attest to the training objective pursued, implementation schedule and place of delivery.

5. Justification.

The worker who has enjoyed a training permit shall, at the end of it, demonstrate the degree of achievement obtained by the appropriate certification.

The use of training leave for purposes other than those listed will be considered as violation of work duty of good faith.

6. Duration of paid training leave.

The training paid leave will last a maximum of 200 hours of time, depending on the characteristics of the training performed.

7. Remuneration.

The worker who enjoy paid leave for training, as provided in this Article, during the same receive an amount equal to his salary and the contributions paid to Social Security during the corresponding period. The salary shall consist of base salary, seniority and fixed complements, depending on what contained in the corresponding Collective Agreement.

This amount, as well as the contributions paid by the worker and the company during the relevant period, be financed through the Tripartite Foundation of Continuing Education.

Geographical mobility

Article 29. Geographical mobility.

The employer may decide to transfer the employee to a different work center that requires a change of residence, provided that there are economic, technical, organizational or production reasons to justify it. The communication shall state the workplace to the worker, the reasons for the transfer and the date of effect moves.

The employee may elect to transfer, receiving compensation for expenses or the termination of his contract, receiving compensation of 20 days' salary per year of service, prorated by month periods of less than one year and a maximum of 12 months.

If the transfer is individual will be sufficient notification by the employer to the worker and their legal representatives with a minimum period of 30 days from the date of its effectiveness. As for the compensation for expenses will be governed by the agreement between the parties, paying at least the amount of locomotion of the person concerned and family who live with him and transport of furniture and other goods. And accommodation costs during the time required with a maximum of a quarter to settle in their new home.

If the transfer is collective the employer must comply with the following procedures:

- Consultation period with the legal representatives of workers and notification to the labor authority.

- Notification of transfer to the affected workers and workers' representatives with a minimum of 30 days.

The legal representatives of workers have priority to remain in the positions to which this article refers. By agreement between the parties may establish priorities residence for other workers in other groups such as workers with dependents, disabled or elderly to be determined.

If there is agreement or if the arbitration is favorable to the transfer, it will be covered first by workers who request it.

In any case, the worker or worker shall be guaranteed all the rights that had acquired, as well as any others that may be established in the future.

The worker or worker compensation expenses charged on the amount of locomotion of the person concerned and family who live or depend on it and transport of furniture, clothing, appliances, etc. And accommodation costs for the time required, with a maximum of a quarter to settle in their new home.

The worker victim of gender violence is forced to leave the job in the town where he came from providing their services for their protection or their right to comprehensive social assistance shall have a preferential right to occupy another post work, the same professional group or equivalent category which the company has vacancy in any of their workplaces. In such cases the company is obliged to inform the worker vacancies existing at that time or that may occur in the future. The transfer or change of workplace will have an initial duration of six months, during which the company will be obliged to reserve the job previously held by the worker. Over that period, the employee may elect to return to their previous job or continuity in the new. In the latter case, that obligation will decline booking.

Article 30. Transfer of workplace and temporal displacement.

For economic, technical, organizational or production, the company may make temporary movement of workers requiring that they reside in population different from their habitual residence, should pay travel expenses generated and diets corresponding.

In the case of transfer of workplace, for reasons of technical, organizational and production character, not necessarily lead, changing usual for the worker or home worker, the Company is obliged to:

1. Preceding the / the worker / ay, simultaneously with the Legal Representation of the Workers, starting a parallel consultation period of five days designed to reach an agreement that will safeguard labor and economic conditions of the center of origin for the worker or worker .

2. In the event that no agreement with the employee or worker is reached, will necessarily be the representation of workers in the center of origin of that or of the company, if there Interdepartmental Committee, which issued report within 3 days from receipt of the notification, considering the reasons given by the company to carry out the transfer and the existence of voluntary workers to cover the shipment.

3. In any case, unless voluntary agreement, will move from center to the legal representatives of the workers with force or mandate that within a year had ceased in such functions.

Likewise, neither may be transferred to those workers who remain in the electoral process, taking part of the candidates for delegate / as Personal or Business Committees.

The above safeguards shall apply to Delegates / Union as.

4. Where there are reasons of an economic, technical, organizational and production, in any case the transfer of workplace only possible, when it is established that the various work centers are part of the same company.

5. Compliance with the procedure above, not be necessary in the event that a shipment is collective as a result of the change in the location of the workplace, in which case it will be stipulated in the Statute of Workers.

RDD Article 31. Classes

Offenses committed by workers in the service of the companies affected by this Agreement is classified, depending on their importance, recidivism and intentionality, minor, serious and very serious, in accordance with what is available in following items.

Article 32 Misdemeanors.

The following are considered minor offenses:

A) Up to three lateness for a month, without any cause.

B) Failure to communicate in due time of its lack the job for cause, unless this is not done the impossible is proven.

C) Lack of personal hygiene, always produce complaints from their partners or public.

D) Failure to respond to the public and diligence correction.

E) the company not communicate any change of address.

Article 33. Serious offenses.

Shall be considered serious misconduct, the following:

A) More than three and less than seven lateness in the course of a month without just cause.

B) Missing work one day a month without any cause; unless preavise and does not cause serious damage to the company.

C) Causing or discussions with other workers or workers in the public or presence that transcends to it.

D) Simulation of illness or accident.

E) Handle within cabinets or personal belongings of their partners, without proper authorization.

F) Failure to comply with the orders and instructions of the company, or delegated personnel in the hierarchical scope thereof and regular exercise of their executive powers.

G) Abandonment of work without just cause. If it causes serious damage to the Company shall be qualified as very serious.

H) Failure to comply with the instructions of the company in terms of service, form filling done or not the parties, or printed forms required. When would seriously prejudice the company will qualify as very serious.

I) not communicate with modifications due timeliness of data dependency, which could affect the company for the purposes of withholding taxes or other business obligations.

J) Repeated over three fouls within a quarter when they have been punished.

Article 34. Very serious offenses.

They are very serious offenses the following:

A) More than seven lateness in the course of a month, without any cause.

B) miss three days of work for a month, without any cause.

C) Habitual drunkenness or drug abuse, and manipulation and sale of drugs on the premises of the company, which adversely impacting work.

D) Simulate the presence of another classmate using his card, signature or control card.

E) fraud, disloyalty and breach of trust in the mandated negotiations and in dealing with other workers or workers or any other person in the service of the company working relationship with it.

F) theft, theft or embezzlement, both the public and other workers or the company within it.

G) The repeated malingering.

H) To disappear, disable or cause damage to useful materials, tools, equipment, facilities, buildings and equipment of the company.

I) Mistreatment by word or deed, and serious lack of respect and consideration to the employer, persons delegated by him and other workers or workers and the general public.

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

K) Falsification of data items of game.

L) Repeated misconduct, within one semester, provided that he has been sanctioned.

M) The serious lack of diligence or care in the custody of funds entrusted to work for the performance of his professional duty functions, to cause loss or harm to the company. In the case of transmission of funds during replacement or change of shifts within the working day, verification will be required by the cash count.

N) Allow the entry of minors to the Bingo Hall.

The sanctions for serious misconduct are canceled for the purposes of possible recidivism six months after its imposition.

Article 35. Graduation of sanctions.

For the application of the penalties provided in the preceding article, the greater or lesser degree of responsibility is taken into account committing the foul, professional category of offender, in fact impact of other workers in the public and the company.

Article 36. Sanctions.

The penalties that companies can apply, depending on the severity and circumstances of the acts committed, heard the representation of workers, are as follows:

- Misdemeanors:

Verbal warning.

Written warning.

- Major faults:

Written warning.

Suspension without pay of one to ten days.

- Very serious offenses:

Suspension without pay from eleven to thirty days.

Disciplinary dismissal.

Article 37. Prescription.

Minor offenses shall expire after ten days, severe twenty, and very serious sixty days from the date on which the company was aware of his commission, and in any case within six months He has been committed.

Article 38. Abuses of authority by superiors.

Every worker will realize in writing, through their representatives or directly to the Management Company, acts involving abuse of authority of their immediate bosses or any fault committed by them and by their partners of work. Received the document, the Directorate will open the appropriate file, within five days and shall give its ruling within ten days.

Otherwise, the legal representatives of the workers or the individual concerned may make appropriate complaints to the Labour Authority and State or Autonomic Authorities with competence in matters of the Game.
Article 39.
harassment or harassment at work.

The peculiarities of the bingo sector, determine that on this, the relationship between individuals as a result of work not only occur between staff of the company in which service is provided, but must also relate to users the services provided, with an added and always difficult for the worker particularity of being an intermediary between the client who makes his bet, and the company for which you work that pays the prize.

This relationship and the connotations that derive from it generated on the employee or worker a special susceptibility in the working environment that is necessary to delimit avoid, insofar as possible, to generate additional stresses at work that could impact the health of the worker.

Consequently, it is necessary to prevent the workplace more tensions arise that the nature of the activity and resulting from the organization of work. So that defined harassment at work as a reprehensible and punishable conduct in the following terms:

Be understood as harassment at work, abuse of power that exercises a person or group of people to break the will of another person by a psychological violence by threatening, intimidating, harassing or abusive verbal or physical aggression; systematically and recurrent and for a long time, in order to destroy communication channels and relationship of the victim or victims with the rest of his teammates, destroy his reputation, disrupt the exercise of their duties and achieve finally that person or people end up leaving the workplace.

This behavior will be considered a very serious offense punishable under the provisions of Articles 43 and 44 of this Convention.

Maximum annual Day
Article 40. Annual Workday.

The maximum annual day will be 1,792 hours during the term of the agreement.

In the event that the employee or worker opts for the accumulation of all payable except holidays Mayday, regulated in this Collective Agreement, the annual day will be reduced to turn in 8 hours beyond the maximum annual working hours agreed for each of the years covered by this Convention.

Article 41. Workers and employees connected with contracts indefinitely in the bingo halls.

The parties aware of the need not only to maintain but to increase the stable work as a guarantee of quality in the service provided to customers in the playrooms, agree, set for all gambling halls affected by this Convention, the requirement that the minimum percentage of permanent contracts is 55% of the workforce in each work center.

Working time and leave

Article 42 weekly working hours.

An average workweek of forty hours of actual work is established.

However, given the special characteristics involved in the activity, a flexible schedule that in no case may exceed eleven hours of actual work a day or a minimum of 4 or fifty hours the cash is agreed week. Excess hours worked must be compensated within the month in which they are made, or in the following month; the defect must be offset within the next two months that have occurred. For this purpose, and the purpose of the calculation of weekly working time and compensation in comparable terms, in no case may work more than five consecutive days, unless otherwise agreed.

The companies will have a strictly labor-related book in which shall be recorded the time each worker starts and ends his day, signing each interested in the margin. the keeping of this book would not specify in those rooms that have other control system schedule.

With this article and writing flexible working hours, it meets the requirement in the existing Article 34.2 of the Statute of Workers.

Article 43. Weekly rest.

All workers covered by this agreement, will enjoy two days of continuous uninterrupted weekly rest.

The making of shifts weekly rest must ensure the same rotation for all workers, taking into account the working days and holidays and days: Fridays, Saturdays, Sundays, holidays and eve. Breaks will be organized so that each worker at least a break on Saturdays or Sundays, in a period not exceeding five weeks, except part-time workers who provide services day weekend is allowed. For the purposes of preparing the quadrants of rest and work week shall be held from Sunday to Saturday.

It can rest on any other basis of mutual agreement.

Article 44 Working calendar.

Companies established in accordance with the legal representatives of workers, a monthly work schedule which shall be stated:

• Schedules and out.

• rotating weekly breaks.

• Turns holidays.

• Days of enjoyment of payable and non-recoverable holidays.

Daily, a quadrant of lunch or dinner shifts that may not begin before three hours of the start of the day for each worker, or end more than two hours before completion, except by mutual agreement with the employee will be developed and except in rooms where the day and working hours are reduced. Such shifts are rotating.

This timetable will be discussed in the bulletin board with a minimum of 7 days before the start of each calendar month.

If service needs as necessary changes to the schedule once published, these shall be in accordance with the legal representation of workers; not possible for compelling reasons, will be communicated to legal representation as soon as possible.

Article 45. Annual leave.

The period of paid annual leave may not be replaced by financial compensation shall be thirty calendar days. These thirty days continuously enjoy, unless otherwise agreed between employer and employee. The enjoyment of the holiday or the proportionate share will be made within the calendar year in question. The company and the legal representatives of the workers developed during the month of December each year the holiday table next year, to be exposed on the bulletin board. This table will be made only once and thereafter will be for exact rotation.

During the holiday period, the worker shall receive the same remuneration as if you were working. Plus Transport and currency devaluation is not levied.

When the holiday period established in the work schedule of the company coincides in time with a situation of temporary disability suspension, or other contingency which will require hospitalization, maternity, paternity, adoption or foster care, risk during pregnancy or risk during breastfeeding, are entitled to enjoy the holidays on a different date to such periods of suspension, but finished the calendar year to which they relate, being fixed by mutual agreement another period of enjoyment, under the terms established in Article 38 of Status of workers.
enjoy the holidays in the period from June 1 to September 30 of each year, the preference is void in the case of bingo halls coast, where its sales increased production of the annual period .
Article 46. Parties

The holidays payable and nonrecoverable of each calendar year will work effectively may be offset through mutual agreement any the following ways:

A) When all accumulate holidays except on 1 May, they will enjoy 18 calendar days.

B) enjoy in other than the festival in question on the dates agreed by the company and the worker days.

C) Compensate the hours for these days, by altering the daily work by the method of inputs / outputs, which according to the staffing requirements at each precise moment, input delay time to work or will advance the departure time.

D) any other arrangements By mutual agreement the company agreed in writing and the worker.

If not compensated for such holidays as provided in the preceding paragraphs, they shall be remunerated as overtime in accordance with the amounts that apply in each year.

Article 47. Paid leave.

1. Fifteen days marriage of the worker.

2. Four days for childbirth or death of children / as, spouse or person with which it coexists.

3. Two days due to death, accident or serious illness or hospitalization, including both natural birth and caesarean and outpatient surgery that requires rest at home, relatives to the second degree of consanguinity or affinity. When, therefore, the worker or workers need to make some movement, the permit shall be five days.
Six days
death of relatives to the second degree of consanguinity or affinity when the movement should be performed outside the Spanish territory, is combinable with his weekly rest.

4. By the time required to fulfill a duty of public and personal time.

5. A day moving home.

6. For the indispensable time concurrency tests.

7. For the indispensable for prenatal examinations and birth preparation techniques to be made within the time workday.

8. One day of paid leave for marriage of parents and children.

9. Absences or lateness of the working motivated by the physical or mental effects of gender violence shall be considered justified and paid, when so determined social care services or health services, notwithstanding that such absences are communicated by the worker to the company.

10. In cases of premature birth of children or who, for whatever reason, to remain hospitalized after childbirth, the mother or father are entitled to time off work for an hour. They will also have the right to reduce their working day up to two hours with a proportional reduction in salary.

11. For the indispensable to attend medical consultation and psychological treatment in case of situations of violence, if they determine social care services or health services and time.

Any rights provisions benefit, protection or help the worker or worker because of her marriage, by this Convention shall also apply to the employee or another person working together in a relationship similar to marriage affectivity independently of sexual orientation, according to the directive of the autonomous or state legislation to that effect, after contribution of the relevant certificate under the terms established in the First Additional Provision of this Convention, and provided you have a year of seniority in the company.
Article 48.
unpaid leave.

In addition to the legally established licensing, workers can enjoy a permit, but unpaid, up to 30 days a year, divided by a maximum of two non periods of less than seven days for personal or family reasons inexcusable character are officially recognized exams for or because of insufficient qualifications, by gravity or extension assumptions entitling paid leave referred to in paragraphs 2 and 3 of the previous article.

The request of the worker or workers must be made in writing and these companies granted unpaid leave whenever there is just cause.

In case of death of spouse or partner of the worker or workers, leaving orphan a child under fourteen, the worker or worker shall be entitled to special unpaid leave. This leave of absence must be justified and will have a maximum of sixty calendar days from the fourth or sixth day, as appropriate, of death and must be requested from the employer by the recipient using the corresponding written, in which the date should appear reinstatement to his job, which will be automatic.

Article 49. Pauses and reduced working hours for breastfeeding.

The workers and workers breastfeeding a child under nine months are entitled to one hour off work paid. This paid absence can enjoy a choice of the worker or the worker prior notification to the company address in advance, according to the following options:

1. Divided into two fractions at the beginning or end of the day or shift any of the same if working under a split shift.

2. Accumulate the total hours of leave resulting from the above reduction and enjoy uninterrupted and then maternity leave, so that an additional 3 weeks to 16 weeks of maternity or that apply in cases of multiple births enjoy.

The permit for nursing care of children may be granted to the father, if so decided in the family unit. The same procedure will be followed in the case of adoption of children under nine months.

Times concreteness and determining the period of enjoyment of breastfeeding leave correspond to the worker or the worker, within their normal working hours. The worker must give prior notice to the employer fifteen days before the date it back to her ordinary day.

Article 50. Work Fest: May Day.

On 1 May Day holiday is considered non-work activity, for all purposes, as the International Labor Day. However the companies and the legal representatives of the workers may establish other holiday, non-work activity replacing the 1st day of May.

In no case can be agreed the opening of the courtroom through financial compensation.

Article 51. Dinner and / or lunch.

All workers who perform a continuous working day less than 8 hours per day are entitled to a minimum daily rest of 30 minutes for lunch or dinner, no computable as effective working time. However, those companies who come to enjoy more time off for this need or are considered effective working time they retain.

The company will make a 40% discount on the price at all times be paid by the customer at lunch and dinner staff in the premises of the company, except offers and promotions which will pay the full amount thereof, if you opt for them.

Wage and fringe Concepts
Article 52. Overtime.

During the term of this Agreement, the performance of overtime on a permanent basis is prohibited. However, if force majeure needs were essential to perform overtime, they are preferably offset by equivalent free time.




Technical Group Game


Technical Group Room


Rest of Personal


For the implementation of the agreement in the preceding paragraph, the undertakings concerned by this Convention shall be required to provide monthly to the Committee or Staff Delegates way, the nominal information on the number of overtime hours worked, specifying the causes.

The realization of overtime, as required by Article 35.5 of the Statute of Workers, day to day will be recorded, and total annually, providing a copy of the annual summary to the worker in the relevant part.
Article 53. Salary

During the term of this Agreement the basic salary for all functions and Professional Groups, whatever the category of the Chamber for providing services, is fixed at the following amounts:




Annual Base Salary


Monthly Base Salary


Workers and fixed discontinuous workers and part-time work, receive their salary in proportion to the hours actually worked.
Article 54.
currency devaluation.

The companies paid cashiers / as and Sellers / as-Broadcasters / as well as the bosses / Mesa as when performing functions Cashiers / as, and staff Admission, Operators / as sports betting and Operators / as of special machines and who is assigned by the company to facilitate change of gaming machines, a plus currency devaluation, by the following amounts:




Annual amount


Monthly amount


This Plus will be levied for eleven months a year, being excluded the enjoyment of annual leave. Workers and permanent workers discontinuous receive this Plus work in proportion to the days worked.

Article 55. Plus day extension.

In order to financially compensate workers for performing work outside of normal business, such as closing cash, collection room, review boards and series, or other as required hours, the companies paid to such workers an extra day extension, by the following amounts:




Technical Group Game


Technical Group Room


Rest of Personal


This plus the charge, in any case, the workers, to guarantee accrued 1,000 euros minimum wage.

Article 56 of the Convention Plus.

The agreement plus regulated in the previous State Framework Convention is replaced by this agreement plus consolidated receive personnel who are providing services prior to November 4, 2008. The determination of consolidated agreement plus they receive workers and workers in 2008, it will be in amount considering the perceived average during 2007. the perceived average shall be determined on all amounts received in respect of plus agreement in 2007, divided by the number of months of service during that 2007
Plus consolidated
This agreement may not be absorbing or compensation, increasing the amount for successive years in the same percentage as established in the State Framework Convention on base salary.

Companies proceed to terminate employment contracts of workers plus earners consolidated Convention, except for disciplinary classified as resulting from or dismissals for objective reasons, whether due within the next twelve months to hire another worker or worker, or convert a temporary or fixed-term contract shall be required to pay the new employee or contract worker, or the worker who sees turned his contract undefined, the same plus consolidated agreement received by the worker who died his contract.

Article 57. Plus nocturnality.

The companies paid to all workers who carry out part of their day after 22 hours, the amount of 81.73 euros per month for 2014 and the concept of night shift, twelve pay, including vacation .
Article 58.
extraordinary bonuses.

All workers will receive three extraordinary perks that companies paid as follows:

1. On 20 December each year.

2. At the time of start, each worker annual leave. This may apportion paid during the twelve months of the year.

3. Before June 20 of each year.

The amount of each of these pay is set at the following amounts, which ons "ad personam" (replacement of antiquity) will be added.




Extraordinary pay


Workers and fixed discontinuous workers and part-time receive these bonuses in proportion to the hours actually worked, you can abonárselas included in the monthly statements of accrued assets.

Article 59. Plus transport.

As compensation for travel expenses and transportation within the city, as well as from home to the workplace and back, a plus distance and transport in the amount of 541.09 euros per year is set or 49.19 euros per month for 2014, which workers receive monthly, or proportion of working days in cases of fixed discontinuous work. This Plus will be levied for eleven monthly installments, being excluded the month of annual vacation. The cleaning staff charged on this concept the amount of 0.74 euros for each day of actual work in 2014.

Article 60. Workwear.

Every year, companies will provide at least all its workers two full uniforms, as well as utensils and accessories, provided that they are required to use.

It also supplied all the garments in which the company set certain conditions regarding your model or color.

Article 61. Payment of wages.

Payment of wages shall be made through the payroll deposit for each worker or worker, by bank or savings banks. If this is not possible with this system heels nominative be used, irrespective of the timely delivery of the payslip every working man and woman.

Complementary social forecast
Article 62. Temporary disability.

The company will pay any differences that may exist between perceptions Temporary Disability and 100 of the base 100 the previous month. This difference may be paid from 16º day low and up to six months, unless:

A) The rate of absenteeism in the undertaking would be more than 3 per 100, in which case the supplement is paid from the day of the 21st floor and up to six months.

B) The rate of absenteeism in the undertaking would be above 5 100: right only will the subsidy for temporary disability legally valid.

In case of temporary disability due to accident or has required surgery inpatient 100% will be paid from the first day and up to six months.

In cases of temporary disability due to accident or occupational disease, 100% will be paid from the first day and up to twelve months.

Article 63. Risk during pregnancy and motherhood.

In cases of low risk during pregnancy, before the certified by competent Medical Services Public Health Service that workplace conditions may adversely affect the health of the pregnant worker or the fetus situation and not possible adaptation to another job to avoid such a risk, be charged from the first day of the low and until the time of delivery, 100 100 of the base the previous month.

In the case of maternity perception 100 100 of the base of the previous month is guaranteed.

Article 64. Support for marriage or domestic partnership.

Staff with more than two years of seniority who marries or start an affectionate and stable relationship under the terms provided in the First Additional Provision of this Convention, and continue serving in the company, is entitled to receive as prize marriage, a bonus equivalent to thirty days base salary and add 'ad personam'.

Article 65. Sectoral Plan pensions.

During the term of the previous Convention and was constituted, under the provisions of the Law Regulating Plans and Pension Funds, approved by Royal Legislative Decree 1/2002 of 29 November, and its implementing regulations development and concordant, the current plan Sector Pension joint promotion, in which the promoters of the plan are the companies affected by this Convention and unitholders workers thereof, through a mandatory minimum monthly contribution companies affected by the Convention to a pension plan in amount of 0.28% of pensionable salary of each employee or worker and month, and where appropriate, individualized amounts necessary to achieve the target performance.

The Joint Commission of this Framework Agreement is empowered to establish the extraordinary contributions necessary to ensure the rights ongoing consolidation workers close to retirement age.

In the fields below this Framework Agreement which had replaced the obligation to pay the so-called "retirement bonus" by other formulas established in negotiating such agreements, the provisions of this Article shall not apply unless the corresponding level the negotiating parties decide to adhere to the provisions herein.

The contributions made by the company may be recovered by the employee or worker, if unemployed, and registration in employment offices for at least 6 months.

Article 66. Promotion Committee sectoral pension plan.

The Promotion Committee shall consist of equal numbers of ten members, five corresponding business representation and the remaining five to the signatory union representatives of this Framework Agreement.

The union representation of the Promotion Committee shall be appointed by the trade unions by the criterion of their representation in the sector, considering the number of staff delegates and members of works councils elected in the workplaces and businesses from the sector.

The Promoter Commission will take whatever steps are necessary to formalize the Plan, appoint the managers and depositories of it and ultimately develop and implement it.

The Plan Control Commission shall be established according to the same rules of parity and representation provided for the Promotion Committee. The Monitoring Committee of the Plan shall provide itself with a regulation taking its decisions by majority of each of the two representations, business and labor.

The formalization of the Pension Plan will replace the definitive commitment retirement bonus.

Article 67. Provision for disability or death.

If as a result of accident or disease, a situation of permanent disability if it resulted from the degree of Total Disability for their habitual profession or Absolute Permanent Disability for all types of work, the company will pay the worker the amount of 18,000 euros in the event of severe disability the amount is set at 25,000 euros.

If as a result of accident or occupational disease befalling her death, compensation will be 15,000 euros will have right to receive this amount beneficiaries thereof or failing spouse or dependents.

The obligations in this article does not directly reach those companies that have covered these risks underwritten policies with an insurance company, in which case they assume the corresponding responsibilities.

To cover these benefits, companies will sign an insurance policy which may adhere to all companies that wish.

Notwithstanding the provisions of Article 6 of this Agreement, the update of this provision shall enter into force three months of the publication of this Convention in the "Official Gazette".

Article 68. Support for death.

The company paid to the spouse or partner of their workers or workers who die, or failing that their sons or daughters under age 18 or disabled, or parents under their dependency, one month's salary plus complement Convention 'ad personam', in aid by death.

Leave of absence, extinctions, suspensions and vacancies

Article 69. Leave of absence.

The right to leave the workers affected by this Convention with more than one year of service of the company.

I. Voluntary leave of absence:

A) For a minimum of 4 months and a maximum of five years.

B) The surplus may not work in another company of the same activity. If infringes this prohibition shall be cause for termination of their employment relationship.

C) The employee or worker a month before the expiry of the leave shall communicate reliably to the company his intention to return to its function or equivalent function.

II. Special leave of absence:

1. For a maximum period of three years, when the following assumptions are credited:

A) To attend to the care of each child, whether it be by nature, such as adoption or foster care in cases of permanent or pre-adoptive, counting from the date of birth or, where applicable, administrative court decision.

B) To attend to the care of a spouse, person with whom it coexists or relative within the second degree of consanguinity or affinity, who for reasons of age, accident or disease can not care for himself, and does not perform activity paid. The minimum period of leave in this case is three months.

C) From personal treatment of alcoholism or drug addict under medical supervision. The minimum period of leave in this case is one year.

2. The worker or worker when the reasons that caused the exceedance shall communicate in writing to the company reinstated to the job, computing the period of leave for the purposes of seniority in the cases expressly provided by law.

3. These situations leave only counted for purposes of seniority when so established by law, remaining meanwhile suspended the work contract in accordance with the legally established.

4. The leave of absence is incompatible with another employment or professional activity.

On leave of a worker, whether voluntary or forced, the company will be forced, in case of replacement, to do so by interinaje contract for the duration of the leave.

Article 70. Temporary closure.

The delay in the procedures for renewal of the authorization for the opening and operation of the Board of Game, the lack of municipal permits to any place or any other governmental license and closure gubernatorial default under the provided for in the regulations governing the development and operation of the playrooms of chance, betting or gambling in each of the Autonomous Communities, will bring the company authorization holder or, where appropriate, the company that provides the service, obligation to pay in full an amount equal to the salary of the Convention to workers who not have been discharged in Social Security on the actual day of his job incorporating not take enough time quote and not they could benefit from the Unemployment Insurance.

In any case, companies in temporary closure, made all efforts leading to achieve the benefits of the unemployment benefit of their staff, processed, where appropriate, the corresponding file temporary employment regulation.

Article 71. Vacancies and promotions.

When a vacancy occurs, will be made aware of the legal representation of workers, which will ensure that the selection process attend objective criteria, namely, merit, training and seniority. In case of equally qualified candidates it will take into account the age.

If not found among the hopefuls trained worker or workers, the company may fill such vacancy turning to outsourcing to it.

Article 72. Withdrawals.

Workers or workers who wish to leave voluntarily to the service of the company will be obliged to inform put it in writing, return receipt requested, within fifteen days. Failure by the employee or worker of the obligation to give prior notice given in advance will entitle the company to deduct from its settlement the amount of a day's pay for each day of delay in the notice.

Likewise the company will be obliged to give prior notice and with the same conditions as those set for the worker. Made the notice shall be obliged, seven days before causing low worker to deliver to this settlement and the settlement for verification, which will be paid on the last day of work. Failure to comply with this obligation shall entail the right of the worker or workers to be compensated with the salary of one day for each day of delay in the payment of the liquidation, the limit on the number of days notice.

Safety and Health at Work

Article 73. Safety and health at work.

Business organizations and trade unions represented at the negotiating table of this Agreement, aware that the protection of workers against occupational risks requires action in the company that goes beyond the mere formal compliance with a set of duties and corporate bonds and, even more, the simple correction retrospectively and expressed risk situations, are committed to the development and compliance with current regulations regarding occupational health and safety in all companies concerned by this Convention.

This purpose are basic elements in preventing risks, integration of prevention right from the time of corporate project itself, the realization of the prevention plan, the initial assessment of the risks inherent to work and periodic updating and the continuous improvement of living conditions by planning package of preventive action appropriate to the nature of the risks identified. This, together with the information and training of workers adapted to the peculiarities of each work, the characteristics of people in it develop their work performed and the specific activity engaged and active participation workers to detect and prevent occupational risks.
Article 74. Sectoral Commission
safety and health.

Also, in order to encourage the participation of employers and workers, through the most representative employers and labor organizations in the planning, programming, organization and management control related to improvement of working conditions and protecting the safety and health of workers at work the creation of a sectoral committee on safety and health at work remembers whose composition will be equal and adopt its own rules of procedure, assuming the responsibilities and powers of consultation and participation in matters relating to occupational health policy in the sector for delegates of Prevention and Health and Safety Committees referred to in Chapter V, articles 36 to 39 of the Law on Prevention of Occupational Risks.

The Commission will meet quarterly and whenever requested by some parties may call technicians as advisers Prevention issues are addressed.

Will have as competencies:

Promote the study of working conditions in the sector.

Formulation of sectoral prevention plans.
agreements on this matter to be regulated in collective bargaining in the sector.

Evaluation and monitoring of enforcement.

Promotion of Occupational Safety and Health businesses.

Promote training campaigns on risk prevention.

Issue reports at the request of the parties about issues arising from the correct and appropriate treatment of Safety and Health sector.

All those who can take the application by the Law on Prevention of Occupational Risks.

Adapt plans and preventive policy changes and recommendations and strategies National Institute of Safety and Health at Work and the Institutes of the corresponding Autonomous Community.

Article 75. Health surveillance.

The company will guarantee workers their service regular monitoring of their health status, depending on the risks inherent in the work, under the terms provided in Article 22 of the Law on Prevention of Occupational Risks.

Medical examinations will be specific to the risk factors to which the worker is exposed, the protocols used for this health surveillance of workers to develop the occupational physician prevention service to manage health surveillance of the company.

The frequency of these examinations shall be prescribed medical protocols prevention service, based on risk assessment.

The confidentiality of all information related to the health of the worker or workers and the right to privacy and dignity of the worker or worker will respect be guaranteed, not being able to use this data for discriminatory purposes.

Article 76. Foundation for the Prevention of Occupational Hazards.

Business organizations and trade unions represented at the negotiating table of this Convention undertake to promote and encourage the Foundation for the prevention of occupational risks in the sector in the Bingo game in order to restore basic criteria for integrating preventive activity in companies Bingo game, updated for this key sector risks and adapting to the current reality of the Bingo game, proposing preventive measures, establishing common to industry best practices, promoting greater participation of workers in preventive action and campaigning in order to inform and disclose the risks, and good practice measures to improve the safety and health of all workers.

For this purpose, and the work done by the foundation among others are identified as major risk factors, risks and preventive measures the following relationship to be taken into account as a working basis, to more detailed future studies :

Risk factors.

• Night work.

• Repetitive movements.

• Static postures, prolonged standing, carpeting.

• workload, constant attention, monotonous work.

• Dealing with the client.

• artificial lighting.

• Ventilation, air conditioning (heat discomfort).


• Anxiety, stress and mental load.

• Fatigue, irritability, drowsiness and difficulty concentrating.

• Decreased job satisfaction and poor performance.

• Pain in neck, neck, lower back discomfort.

• Discomfort, thigh and groin pain from the sale of cartons.

• musculoskeletal disorders.

• Circulatory problems.

• eyestrain.

• Hoarseness.

• Falls on the same level.

Corrective Preventive Measures.

• Perform and update the Risk Assessment on specific jobs.

• Conduct specific studies or assessments of psychosocial risks.

• Establish protocols mobbing and Settlement interpersonal conflicts.

• Train and inform workers about the risks of his job.

• Train workers in emergencies and conduct drills.

• Customer training and troubleshooting.

• Try to adapt lighting and light intensity to the activity carried out.

• Adapt termoambientales physical activity parameters.

• Rotating jobs and tasks.

• Avoid static positions.

• Provide short and frequent breaks.

• Adapt the 'workplace to the worker, "not the worker to the job.

• Perform proper maintenance of the Chamber (Ventilation, air conditioning, lighting, signage, detection equipment and fire protection electrical system)

• Encourage communication and participation of workers in all matters relating to the prevention of occupational hazards.

• To promote worker motivation for the task at hand.

Trade union rights

Article 77. Trade union rights of workers.

All representatives of workers entitled to:

- Disseminate publications and notices in trade union at the company premises, between the workers and outside working hours.

- Fix all communications and advertisements in trade union on boards that purpose should be established and provided by the employer, within company premises and in places to ensure adequate access to them all workers, trying to avoid its location in the premises of public access.

- To collect union dues of members, as well as any other contributions for union purposes outside working hours.

The workers who are elected to union office Sectoral level (regional, provincial, ...) may request trade union leave for the time being mandatory for the enterprise authorization and reserve your position work, under the terms established in the Organic Law on Freedom of Association.

Article 78. Rights of committees and delegates / staff ace.

Company Committees and Delegates / as personnel, in addition to the powers set out in the Statute of Workers are entitled to:

- Convene meetings of workers of the company, after notifying the employer, in the workplace and outside working hours.

- Have a balance of twenty monthly hours of paid leave to address issues related to employment of their constituents prior notice to the employer and subsequent justification. This balance may be extended by five hours to attending workshops and trade union congresses.

- Have up to eight days of unpaid leave per year for trade union activities outside the company prior notice to the employer with a minimum of seventy-two hours and subsequent justification.

- Should be communicated to other staff dismissal, if it occurs, to be resolved in any case, by the Labour Court, and in the event of declared inadmissible the company must readmit him.

- Delegates / as personal or company Committee members prior written agreement with the management of the company, can earn union hours entitled in the manner they see fit.

Article 79. Union Sections.

Trade Unions Sections may be, in accordance with the Organic Law on Freedom of Association. In companies with more than twenty workers who have a 50% affiliate or affiliates, the Union Section represent trade union interests of its members and affiliates to the company address having a delegate / a Trade Union, which should enjoy the rights and guarantees established for Delegates / as staff and members of the committees, except in regard to reserves of hours.

Article 80. Pinboard.

Site must be visible to the workers a bulletin board which must bear the working calendar, holiday workers, official calendar of holidays, template-echelon personnel and proof of payment of tax Performance of individuals; in addition to all the information they deem of interest the unions, works councils or delegates / as Personal.

Article 81. Nullity of acts or agreements.

Shall be null and void any act or conducive to agreement:

- Adjust the employment of a worker affiliation or not to any union.

- Bouncing, punish or dismiss a worker because of their union membership or activity.

Article 82. Collection of union dues.

In order to facilitate the work in the collection of union dues, companies commit to discount them directly from the payroll worker who requests it in writing, then entering them in the account that is indicated by the Labor union.

Administration and monitoring of the Convention

Article 83. Composition of the Joint Commission.

The Joint Commission shall be composed of two parts, one on behalf of the Business Association and another on behalf of the signatory trade union confederations or Convention represented at the negotiating table. Each party shall be composed of six representatives, all of them belonging to the Negotiating Committee.

Both parties may be assisted by two assessors with voice but no vote. The agreements require the Commission, in any case, the favorable vote of 60% of each of the two representations. For the validity of its meetings prior citation will require those responsible for coordinating each of the parties. Made this requirement, with prudent advance, the Commission shall be validly held with the attendance at the meeting of four members of the business representation and two for each of the union, signed the Convention.

The domicile of the social part is fixed at:

State Federation of Services for Mobility and Consumer Affairs of the General Union of Workers (UGT SMC):

Avda. America 25, 4th-8th floor.

28002 Madrid.

Services State Federation of Workers' Commissions (CCOO-Services.):

C / Ramirez de Arellano 19, 5th floor.

28043 Madrid.

Confederation of Workers' Trade Union (USO):

C / Principe de Vergara 13, 7th Floor.

28001 Madrid.

The homes of the business side are fixed at:

Spanish Confederation of Employers Game (CEJ):

C / Hermosilla, 57, 5th D.

28001 Madrid.

Business Federation Bingo Games and Gaming (FEJBA):

C / Emilio Vargas No. 18, 3rd F.

28043 Madrid.;

Article 84. Functions of the Joint Commission.

- Interpretation of all the provisions of this Agreement.

- Implementation of the agreement and compliance monitoring.

- Monitoring of those agreements whose development should occur in time and during the entire period of the agreement.

- Mediation, arbitration and conciliation, in case of conflict between employer and employee, in the course of collective action, at the request of one of its organs may be requested immediate meeting of the Commission for the purpose of bringing his mediation, interpreting I agreed and offer arbitration.

- Develop and propose to the Public Administration modifications and updates that are convenient to Regulation bingo game for better implementation and more exact match with the social reality of each moment.

- Adopt new agreements to develop agreed in this Agreement, if the circumstances so require.

- It will be the repository of a copy of the insurance policy under this Convention. The signing of the Agreement and thereafter annually will know the economic update of the policy and the changes in their conditions, if any.

- When in the application of insoluble agreed by the Joint Commission discrepancies arise, it may refer the collective and individual conflicts, if so determines to mediation or arbitration ASAC.

In the event of disagreement during the consultation period for the non-application of the provisions of this agreement, as provided in Article 82.3 of ET, the discrepancy shall be subject to the joint committee which shall have a maximum period of seven days to decide. In the case of persistent dispute the parties shall submit the same to the mediation process, and if voluntary arbitration before the service Interconfederal Mediation and Arbitration (SIMA).
relevant agreements, the Commission may delegate tasks of implementation, monitoring and Territorial arbitration commissions that can create lower level.

Conflict Resolution and Cooperation
Article 85.
autonomous settlement of labor disputes.

The parties agree to their total and unconditional adherence to the V national agreement Autonomous Labour Dispute Settlement (ASAC V); subjecting entirely to the organs of mediation, arbitration and, where applicable, established by the Interconfederal Service Mediation and Arbitration (SIMA).

In the lower sectoral areas, the negotiating parties may expressly adhere to or alternative systems extrajudicial settlement of labor disputes established in the area of ​​the Autonomous Communities; without prejudice to which this State and by sector Framework Convention adheres to all the systems in place in these areas and signed by business associations and the most representative unions. A conflict affecting more than one Autonomous Community, they shall apply the court system state level labor disputes Interconfederal Service of Mediation and Arbitration.

The Joint Commission may designate in each case the composition of the body corresponding mediation, subject to the rules and procedures set out in ASAC V, acting within the own Interconfederal Service Mediation and Arbitration (SIMA).
Article 86. State Observatory
labor sector bingos (OB).

The parties or represented at the negotiating table of the Framework Convention taking into account the considerations and recommendations contained in successive Interconfederal for Collective Bargaining Agreements, signed by the Spanish Confederation of Business Organizations (CEOE), the Spanish Confederation of Small and Medium enterprises (CEPYME), the Trade Union Confederation of workers' Commissions (CCOO) and the General Union of workers (UGT), on the need to deepen the instruments fostering cooperation between companies and workers, specifically in the field state sector through the promotion of observatories, held in the state field observatory labor sector Bingos (OB).

The maintenance of state labor sector Observatory Bingos allow joint analysis by union representatives and business representation in matters such as the position of companies in the market, the administrative regulation of gambling activity by the State and the Autonomous Communities, technological development, environmental issues, employment, training needs and those parties will consider at all times relevant to the labor sector Bingos.

Social agents in the state sector employment Observatory Bingos consider this instrument via a joint participation and dialogue with the public administration, both the State and the Autonomous Communities, in defense of the interests of the labor sector Bingos as a whole, as well as to society, ensuring the dignity and recognition of the activity of the bingo game, developed responsibly, and recreational services and entertainment that generates jobs and wealth, in contrast to the scourge posed to the industry activity illegal gambling.

The State Observatory Bingos labor sector will be composed of equal numbers signatory organizations of this Framework Agreement, with the following members:

Two members by the State Federation of Services for Mobility and Consumer UGT.

Two members by the Federation of Service Workers' Commissions (CCOO Services).

A member of the Federation of Services Union Sindical Obrera-USE.

Three members by the Spanish Confederation of the Game.

Two members by the Business Federation Games Bingo and Gaming.

The Observatory take its initiatives by consensus and shall take its decisions unanimously.

Article 87. Equality Commission in the state sector level of the Bingo Game Sector.

Within the Joint Commission an Equality Commission, composed of ten members is constituted, the undersigned business organization appointing five members; and the two signatories or represented at the negotiating table of the Framework Agreement Bingos, majoritarian two members each one of them, designating the remaining minority union member unions; ensuring a balanced and equal representation of women and men.

The Equality Commission undertake, and specifically exercise the powers of the Joint Committee on matters related to equality of women and men in the workplace.

The Equality Commission conducted monitoring of the implementation of equality measures provided for in this chapter, as well as that may be in the lower-level collective agreements and equality plans in companies in the gaming sector Bingo. For this purpose he may request information on the negotiating parties of the agreements referred and businesses regarding their equality plans.

Within the Equality Commission may propose new measures on equal treatment and opportunities for women and men, for inclusion by the Negotiating Committee, where applicable, the content of the Framework Convention State Sector Bingo Game.

The Equality Commission shall obtain from the government building measures to promote the voluntary adoption of equality plans, especially targeting small and medium enterprises bingo game sector under Article 49 of the Organic Law for the effective equality of women and men.

First additional provision. Cohabiting.

The same rights are recognized, including those relating to paid leave, the Convention provides for spouses in marriage, people, regardless of their sexual orientation, who live together with affective and stable partner, on justification of these ends by certification of registration in the corresponding official register of partnerships. This certification may be replaced in those populations where there is no official record, by affidavit or municipal certificate of cohabitation.

Second additional provision. Replacing the old concept complement 'ad personam'.

The parties to this Agreement agreed to delete personal seniority supplement, enshrined in Article 36 of the current collective bargaining agreement until 31 December 1999.

Workers at December 31, 1997, perceive the seniority supplement provided for under the system of collective rule applicable for 1995/96, be substituted for that of compensation supplement 'ad personam' salary nature and nonabsorbable character, not compensable.

1. The worker by day December 31, 1997 was entitled to receive seniority supplement, ie two or more years in the business, consolidate that amount, prorated day of excess that may result from full months.
Consequently it
calculating the supplement "ad personam, it will be as follows:

Ollie # Months Age (31/12797)

× 3% × Base Salary 1997


2. The supplement may be increased in subsequent years, the same percentage per annum, which is agreed for the wage increase each year. Not being applicable for new hires permanent staff.

3. This supplement will accrue to workers who were entitled to it, together with the Base Salary in bonuses, as had been receiving the concept of 'age' before.

4. The complement system 'ad personam', replaces the concept of plus Seniority or any other that may have originated in the years in the company, in the workplace, while in the service or any other of a similar nature , so that set the supplement, no pluses may agree derived from the above concepts, or increases over the same bear, different from the update itself is agreed as a wage increase.

Third additional provision. Commission to adapt the job classification system.

The parties agree to establish a working group with representation from the negotiating table and / or the parties to the framework agreement and participation of technical experts and they determine which will aim to identify new games developed by companies in the sector, and the influence that they can produce in determining the functions of occupational categories and the job classification system.

Fourth additional provision. Non-application of the Convention.

In the cases specified in the legislation it may be disapplied the agreement, under the terms regulated in the Statute of Workers.

Fifth additional provision. pay rise:

2014 tables are established; 2015, an increase of 0.5% over 2014 tables will occur; and 2016, will increase by 0.50%, the tables 2015 and annexed correspond to the years 2014, 2015 and 2016.

Sixth additional provision.

The Joint Commission will meet during the first half of 2016 to analyze the economic circumstances of the sector during 2015 and 2016 elapsed time, in order to eventually update the salary tables 2016, under the terms to be agreed by the signatory organizations of this collective agreement.

Tables wage



Base salary (art. 53):

- Annual amount

12.642,07 €

- Monthly amount

842.80 €

Extraordinary Gratification (art. 58)

842.80 €

Plus Transport (art. 59):

- Annual amount

541.09 €

- Monthly amount (11 months)

49.19 €

- Personal cleaning (per day of actual work)

0.74 €

Currency devaluation (art. 54):

- Annual amount

187.29 €

- Monthly amount (November 11 months)

17.03 €

OVERTIME (Art. 52):

- Technical / as Game

13.38 €

- Technical / as Sala

11.34 €

- Other Personal

9.40 €

Plus Extension of Time (art. 54):

- Technical Gaming Group

35.81 €

- Technical Group of the Chamber

33.90 €

- Other Personal

€ 28.75

Plus Nocturnidad (art. 56)

0.00 €

- Monthly (12 months)

81.73 €

Complement "ad personam" (disp. Adic 2nd)

Amount 2013

Plus consolidated Convention (art. 56)

Amount 2013



Base salary (art. 53):

- Annual amount

12.705,28 €

- Monthly amount

847.01 €

Extraordinary Gratification (art. 58)

847.01 €

Plus Transport (art. 59):

- Annual amount

543.80 €

- Monthly amount (11 months)

49.44 €

- Personal cleaning (per day of actual work)

0.74 €

Currency devaluation (art. 54):

- Annual amount

188.23 €

- Monthly amount (November 11 months)

17.12 €

OVERTIME (Art. 52):

- Technical / as Game

13.45 €

- Technical / as Sala

€ 11.40

- Other Personal

9.45 €

Plus Extension of Time (art. 54):

- Technical Gaming Group

35.99 €

- Technical Group of the Chamber

34.07 €

- Other Personal

28.89 €

Plus Nocturnidad (art. 56)

0.00 €

- Monthly (12 months)

82.14 €

Complement "ad personam" (disp. Adic 2nd)

Amount 2014 increased 0.5%

Plus consolidated Convention (art. 56)

Amount 2014 increased 0.5%



Base salary (art. 53):

- Annual amount

12.768,81 €

- Monthly amount

851.25 €

Extraordinary Gratification (art. 58)

851.25 €

Plus Transport (art. 59):

- Annual amount

546.51 €

- Monthly amount (11 months)

49.68 €

- Personal cleaning (per day of actual work)

0.75 €

Currency devaluation (art. 54):

- Annual amount

189.17 €

- Monthly amount (November 11 months)

17.20 €

OVERTIME (Art. 52):

- Technical / as Game

13.51 €

- Technical / as Sala

11.45 €

- Other Personal

9.49 €

Plus Extension of Time (art. 54):

- Technical Gaming Group

36.17 €

- Technical Group of the Chamber

34.24 €

- Other Personal

29.04 €

Plus Nocturnidad (art. 56)

0.00 €

- Monthly (12 months)

82.55 €

Complement "ad personam" (disp. Adic 2nd)

Increased amount 0.5% 2015

Plus consolidated Convention (art. 56)

2015 Increased amount 0.5%

Related Laws