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Resolution Of April 16, 2012, Of The Directorate-General Of Employment, Which Is Recorded And Published The Collective Agreement Of The Group Of Leather Goods, Leather Embossed And The Like In Madrid, Castilla - La Mancha, La Rioja, Cantabria, Burgos, ...

Original Language Title: Resolución de 16 de abril de 2012, de la Dirección General de Empleo, por la que se registra y publica el Convenio colectivo del Grupo de marroquinería, cueros repujados y similares de Madrid, Castilla-La Mancha, La Rioja, Cantabria, Burgos, Soria,...

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TEXT

Having regard to the text of the Collective Agreement of the Group of Morocco, which is reputed and similar to Madrid, Castilla-La Mancha, La Rioja, Cantabria, Burgos, Soria, Segovia, Avila, Valladolid and Palencia (Convention Code No. 99003385011981), which was signed on 20 December 2011, by one party by the business organisation ASEMAVI on behalf of the companies in the sector, and another by the trade unions CC.OO. and UGT on behalf of the workers, and compliance with the provisions of Article 90 (2) and (3) of the Law on the Status of Workers, Recast text approved by Royal Legislative Decree 1/1995 of 24 March, and Royal Decree 713/2010 of 28 May on the registration and deposit of collective agreements and agreements of work,

This Employment General Address, resolves:

First.

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

Second.

Arrange for publication in the Official State Gazette.

Madrid, April 16, 2012. -Director General of Employment, Xavier Jean Braulio Thibault Aranda.

COLLECTIVE AGREEMENT OF THE GROUP OF MOROCCAN, REPUTABLE AND SIMILAR LEATHER GOODS IN MADRID, CASTILLA-LA MANCHA, LA RIOJA, CANTABRIA, BURGOS, SORIA, SEGOVIA, VALLADOLID AND PALENCIA

CHAPTER I

General Provisions.

Section first. Purpose

character and legislation

Article 1. Object.

This Collective Agreement aims to regulate working conditions and productivity in the companies of Reputable Leather, Leather, Estucheria, Belts, Leagues and Tirants, Correas de Reloj, Garnitionía, Talabarteria and Articles of Sport, Articles of Travel and Botheria, manufacture of handbags, cordons, complementary objects, albardoneria and whips, as well as improvement of the standard of living and the increase of productivity, people who work in the sector by supplementing and improving the extremes of the conditions established in the Workers 'Statute (hereinafter' the 'E.T.') and any other similar provision currently applicable to the industries in which it is made reference.

Article 2. Character.

The working conditions laid down in it are of a minimum and, in their virtue, are void and shall not have any effect between the parties, the covenants or clauses which, individually or collectively, imply less favorable for people who work.

Article 3. Supplementary legislation.

As not provided for in this Convention, the provisions of the General Law, the E.T. and other implementing provisions shall be in accordance with the provisions of this Convention.

Section 2. Territorial, functional and personal scope

Article 4. Territorial scope.

The scope of this Collective Agreement includes the Autonomous Communities of Madrid, Castilla-La Mancha, La Rioja, Cantabria and the provinces of Burgos, Soria, Segovia, Avila, Valladolid and Palencia.

This field of application may be extended upon request by mutual agreement and the representation of workers (hereinafter the "R.T.") of such more representative and representative trade union organizations. Associations.

Business of other territorial scope, by request to the Joint Joint Commission regulated in Article 77 of this Collective Agreement.

Article 5. Functional scope.

The articles of this Convention require all undertakings engaged in the activities referred to in Article 1, with the exception of those undertakings which have their own Convention or are covered by other collective agreements. in effect.

Article 6. Total obligation.

The affected companies will be in full, except as stated in the following article of this Collective Agreement on the personal scope.

Article 7. Personal scope.

Comprises the Convention to all the working persons of the companies included in the functional field, as well as the personnel that are henceforth part of the respective templates of those, with the exceptions Referred to in Articles 1 and

of the E.T.

Section 3. Compensation, absorbability and "ad personam" guarantee

Article 8. Nature of the agreed conditions.

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

Article 9. Compensation.

The agreed conditions compensate in their entirety to those previously governed by legal imperative, jurisprudential, administrative litigation, covenant of any kind, individual contract, local customs and customs or by any other cause.

Article 10. Absorbability.

In view of the nature of the Convention, future legal provisions involving economic variation in all or some of the existing remuneration concepts or the creation of new ones will only be effective. If, overall and in addition to those in force before the Convention, they exceed the level of the Convention. Otherwise they will be considered to be absorbed by the improvements agreed in this Convention.

Article 11. "Ad personam" warranty.

Personal situations that generally exceed the pact in their content will be respected, strictly maintained "ad personam".

CHAPTER II

Effective, duration, and economic conditions.

Section first. Duration and duration

Article 12. Duration and duration.

This Convention shall enter into force on the day of its publication in the BOE, except as regards the economic conditions, which shall have effect from 1 January 2011, and its duration shall be one year, that is until 31 December 2011. December 2011.

Article 13. Complaint.

They will be competent to report the Convention by any of the parties who subscribe to it.

The complaint must be submitted at least three months in advance of the termination of the written agreement to the other party, sending the copy to the competent labour authority. As regards the time-limits for the commencement and negotiation of the agreement, the parties refer to the provisions of Article 89.2 of the Staff Regulations in force today.

Section 2. Economic conditions

Article 14. Salary tables and salary review clause.

I. Wage increase for the year 2011:

A 1.5% wage hike on the revised salary tables for 2010. With effect from 1 January of this year.

II. Wage revision clause: The salary tables will be revised in the percentage in which the actual CPI exceeds the expected annual CPI, limited in percentage to 3.8%, with the revision of the salary arrears with effect from 1 January of 2011.

III. Companies which, as users, occupy persons of ETTs, are obliged to ensure that the contract for making available guarantees that they have the same remuneration and conditions for normal business as they do in the undertaking The user corresponds to the people in the template of the same position to occupy.

Article 15. Contribution to Social Security and Taxes.

The contracting parties undertake to include in payroll and, where appropriate, to the contribution of Social Security and payment of taxes that correspond to them, in accordance with the legal regulations, of all the salary concepts that are satisfied in the companies.

Article 16. Wage regime.

Regardless of other concepts, the amount of the base salary Convention by professional categories and with minimum character is specified in the Remuneration Table of this Collective Agreement and will be collected during all the days of the year. Where the minimum inter-professional salary exceeds the base salary Convention, both in annual calculation, the new Minimum Interprofessional Wage shall become the new Base Salary Convention for all purposes, also in annual computation.

Article 17. Night work.

The hours worked during the period from ten to six in the morning, unless the salary has been established on the basis that the work is night by its nature, shall be paid It specifies at least 25% of the ordinary salary. Overtime shall be prohibited at the indicated night time, except in cases and special activities duly justified and expressly authorised by the Ministry of Labour.

Article 18. Work at home.

For the calculation of remuneration rates for work at home, only the Base Salary Convention shall be taken into account.

Article 19. Incentive of the Convention.

It is understood as an incentive to the Convention, the amount in cash that the person will receive in the event that it exceeds the production corresponding to the normal activity. This incentive for the Convention shall be collected, in the amount set out in the tables. Where undertakings do not have an incentive remuneration scheme, they shall satisfy this incentive of the Convention in full.

In those companies where the incentive system is established, it will be at the same time.

In view of the motivation of the agreed incentive, it is the wish of the negotiating parties that their establishment does not imply a decrease in the average normal production prior to the Convention.

Article 20. Advances.

The person and, with their authorization, the R.T. will be entitled to receive, without the day indicated for payment, advances on account of the work already done.

Article 21. Periodic increases for service time.

The periodic retributive increases for the service time in the company will consist, for all the groups of staff, in nine trienes of 3% each one on Salario Base Convention, in force at every moment. The calculation of the seniority of the service period as learning or aspirants shall be carried out taking as a starting point the date of entry into force of the E.T., in the wording approved by Law 8/80, of March 10, that is, March 15, 1980, and shall not involve any additional settlement of past periods.

Article 22. Extraordinary rewards.

Consist of the amount of:

Thirty days in July.

Thirty days of Christmas.

For your calculation, the amounts resulting from the basic salary concepts of the Convention in force at each time and age, where applicable, shall be computed in each professional category.

They must be received before the July 15 and December 20 dates, respectively.

Article 23. Profit participation.

Profit participation is set at 9% over the amounts that are at each time the base salary Convention, extraordinary rewards and corresponding seniority in your case.

Article 24. Absenteeism.

In order to reduce absenteeism in companies, people whose monthly presence is 95%, will receive a plus of EUR 195 per year. This plus of presence will be computable monthly and will be paid by the company on the payroll of March of the following year to which the right to obtain it has been generated. The plus of presence is not cumulative, neither month-to-month nor year-to-year.

For the computation of 95% of the plus of the presence of this article will not take into account the absences of the company derived from the following circumstances: maternity, paternity, legal strike, breastfeeding, accident of work, credit for trade union hours, absences at risk during pregnancy, and the permits of Article 54 (a), with the exception of the second degree of consanguinity or affinity in surgical interventions without hospitalization requiring home rest. The Company's Directorate and the R.T. will meet to check and study how the index of absenteeism evolves; in the Companies where R.T. does not exist, the Directorate will justify the data to the set of the template.

Article 25. Overtime.

According to the E.T., and complying with the requirements set out therein, the number of overtime may not exceed 80 hours per year; it may be agreed within each company, between the Directorate and the R.T., the value of overtime; in the absence of a pact, the same shall be paid with 75% increase in the salary which would correspond to each ordinary hour or compensate for equivalent time of rest paid increased at least in the percentage above. It shall be reported regularly and at least every three months from those made to the Business Committee or delegates and delegates of staff.

Article 26. Travel and maintenance expenses.

When, by order of the Company, the person is obliged to spend the night or to carry out maintenance costs outside the Company, they will be paid by the company, after justification thereof, and corresponding, except also justified, to those of a three-star hotel.

The return trip shall also be on behalf of the Company, in the first or second class, in the judgment of the Company.

Article 27. Tool wear.

When the company does not provide the tools, the person, upon justification, will receive from the company the reasonable expenses that it has incurred for the purchase of the same.

Article 28. Retirement Award.

The person applying for retirement before the age of 66 and carrying at least fifteen uninterrupted years of service in the company will be entitled for one time to a non-absorbable prize for other voluntary awards, to reason for:

Sixty years: 5.5 months base salary convention.

Sixty-one years: 5 months base salary Convention.

Sixty-two years: 4.5 months base salary Convention.

Sixty-three years: 4 months base salary Convention.

Sixty-four years: 3.5 months base salary Convention.

Sixty-five years: 3 months base salary Convention.

Article 29. Insurance policy.

The company will pay the sum of 5.50 euros per year at least to each person, for the subscription of an insurance policy covering the risk of death or permanent invalidity, the subscription of which will be exclusively for the person, being indispensable for the payment of the amount previously indicated to duly justify to the company the formalization of the policy.

Article 30. Salary inimplementation clause.

By agreement between the parties legitimized, the percentages of salary increases agreed in this Convention may not be enforced in whole or in part. In the event that the companies whose economic situation and prospects could be damaged as a result of such an application, affecting the possibilities of maintaining employment in the same, when the latter has a persistent decrease in its level of income to their situation and economic prospects could be negatively affected as a result of such an application, may not apply such increases.

Where an agreement exists, the supporting causes referred to in the preceding paragraph shall be presumed to exist and shall be referred to the Joint Committee.

The inapplication agreement must determine with accuracy the remuneration to be paid by the staff of the company, establishing, where appropriate and in consideration of the disappearance of the causes which determined it, a schedule of the progressive convergence towards the recovery of the wage conditions laid down in the collective agreement of a higher level than the undertaking which is applicable to it, without in any case such a failure to exceed the period of validity of the No, no more than three years ' duration. The non-implementation agreement and the scheduling of the recovery of the salary conditions may not result in the failure to comply with the obligations laid down in the Convention on the elimination of remuneration for the purposes of gender.

In case of disagreement during the consultation period, either party may submit the discrepancy to the Joint Committee of the Convention, which will have a maximum of seven days to decide, to be counted since the Discrepancy was raised. Where that agreement does not reach an agreement, the parties may use the procedures referred to in the following paragraph.

By means of inter-branch agreements at State or regional level, provided for in Article 83 of the ETTs, general and direct application procedures must be established in order to effectively address discrepancies. in the negotiation of the agreements referred to in this paragraph, including the submission of discrepancies to a voluntary and binding arbitration, in which case the arbitral award shall have the same effectiveness as the agreements in the period of consultations and only be used in accordance with the procedure and on the basis of the reasons set out in the Article 91 of the ET.

CHAPTER III

Organization of the job

Article 31. Organization of the job.

This particular subject shall be subject to the provisions of the E.T., without prejudice to the powers recognized to the Joint Commission in this Convention and the provisions of the Additional Clause of this Collective Agreement.

Article 32. Normal activity.

Normal activity may be required by the company to the entire staff.

Article 33. Agreed performance and incentive.

1. Normal performance, which corresponds to the so-called normal activity, is the minimum required performance, and the company may require it at any time, without the failure to do so or to be interpreted as leaving this right, (a)

provisions of Article 19.

2. To establish incentive, it must be based on the minimum performance required.

3. The normal performance and incentive established by the undertaking, in accordance with the studies and organisation of the work which it carries out, if it is not accepted by the persons, shall be submitted to the Joint Committee for judgment and knowledge, which shall, prior to the reports it considers relevant, the relevant report.

4. The remuneration for the minimum performance payable is determined by the base salary and the age corresponding to each case.

5. Incentives may be: Collective (section, group, etc.), or individual, as determined by the company according to the R.T.

6. When the performance of a job is not easily measurable, as is often the case with certain controls, administrative staff, auxiliary services, the storage of goods and articles, etc., and in general, all staff who (a) a monthly payment shall be made in the case of the establishment of productivity systems in the enterprise, a system of indirect valuation of workloads.

7. Once the incentive system has been established, companies will be able to review it when the amounts of work to optimal activity exceed 50% of those identified as the minimum required performance.

8. Companies may limit, proportionately reduce, even eliminate incentives on an individual basis to those who, due to lack of aptitude, attention, interest, or any other cause of a subjective nature do not obtain due performance, adversely affect the quality of the production, without prejudice to any other measures which may be applied to the case, seeking non-binding report on the business committees or staff delegates, prior to the taking of such decision.

9. The incentives may be suspended in general, by sections prior to information to the R.T., when the purposes pursued by the system are unattainable due to lack or decrease of the work in the company. In such posts, persons shall receive the remuneration corresponding to the basic salary of the Convention, plus any increases which correspond to them, by seniority.

Article 34. Obligations of the Company.

Are Company Obligations:

I. Limit up to a maximum of ten weeks the experimentation of new tariffs or new organizational systems.

II. To obtain, after the end of the probationary period, the reasoned conformity or disagreement of the persons working, which shall be expressed through the Committee of Enterprise, and if it is not constituted, by a commission composed of the following: members:

A) The delegate/s and/or the staff delegates/s.

B) Two qualified persons, one with more than ten years old in the company, the oldest if no one is ten years old, and the other one that will be less than ten years old, chosen from among the staff.

III. The Enterprise Committee or the Commission shall, where appropriate, draw up a report in accordance with the detailed arrangements for the times examined.

IV. In the event of an agreement, the agreement shall apply to the terms expressed therein.

V. In cases of disagreement and within 20 working days, to raise the technical and tariff studies to the Joint Committee of the Convention for the mandatory report, prior to the presentation to the Social Jurisdiction.

VI. In the cases of disagreement provided for in the second paragraph of this Article, the resulting differences shall be settled in accordance with the relevant resolution from the date of implementation of the system.

CHAPTER IV

Professional Classifications

Article 35. Professional classifications.

The professional classification is described in Annex I to this Collective Agreement.

Article 36. Rules on the professional classification.

The rules on professional classification are specified in Annex I to this Convention.

CHAPTER V

Hiring.

Article 37. Formalization.

The hiring of all persons according to the various legally established modalities must be done in writing.

The various procurement modalities must be effectively matched to the legally established purpose. Contracts in law fraud shall be deemed to be indefinite for all purposes.

Article 38. Medical recognition.

People aspiring to square must undergo medical recognition.

Companies may subject applicants to the practical and psychotechnical tests they consider appropriate to check their degree of preparedness.

Article 39. Test period.

The income shall be deemed provisional until the probationary period for each group of staff has been met and detailed below:

a) Managing staff and entitled: Six months.

b) Technical staff not entitled: Three months.

c) Administrative staff: Thirty days.

d) Trade personnel: Fifteen days.

e) Unqualified staff: Fourteen days.

Article 40. Concurrent activity.

It is expressly prohibited for persons falling within the scope of this Convention to carry out work or work for their own or other account, complementary to those contained in their contract, if such activities, to belong to any of those included in the functional scope of this Convention, to be in attendance or to cooperate with those who do so.

Article 41. Pluriemployment.

In view of the serious problem of the level of unemployment in the sector, both parties agree to ensure that the jobs of companies falling within the scope of this Collective Agreement are not taken into account. by people who are already simultaneously occupying other jobs in other companies.

Article 42. Ceases and notice periods.

The personnel who wish to cease in the company's service must notify the company at least in advance of the following deadlines:

a) Managing and technical staff entitled: two months

b) Non-titled and administrative technical staff: one month

c) Staff Rest: Fifteen Days

Article 43. Temporary contracts.

The conclusion of such contracts shall be made in accordance with the provisions of the Additional Provision of Law 12/2001 of 9 July and the Royal Decree-Law 10/2011 of 26 August.

In the event that temporary contracts are not renewed, the company will be compensated by the company for the amount of eight days of salary for each year of service until December 31, 2011, nine days of salary during the year 2012, ten days during 2013, eleven days during 2014 and twelve days during the year 2015.

May also be used to use the procedures for the time specified by the law, provided that it is agreed in writing and with the purpose and characteristics in it, so that the contracts in fraud of The law shall be deemed to be indefinite for all purposes.

Contracts of a fixed duration in any of its modalities, subscribed to in continuation of another already extended or having exhausted its maximum duration, of the same or different modality with respect to the law, shall also be considered in law-fraud. the same cause to cover activities of the same or equivalent category of work in the same undertaking irrespective of the entity that contracts it, the activity of which falls within the functional scope of the Convention.

Article 44. Training and Learning contracts.

The conclusion of these contracts will be carried out in accordance with the provisions of Royal Decree-Law 10/2011 of 26 August, of urgent measures for the promotion of the employment of young people, the promotion of stability in the employment and the maintenance of the programme for the retraining of persons who have exhausted their unemployment benefit.

Article 45. Contract in practice.

This type of contract should be concluded in accordance with law 35/2010 of 17 September of urgent measures for the reform of the labour market.

Article 46. Eventual contract due to circumstances of production.

It is the contract that is designed to meet circumstantial requirements of the market, accumulation of tasks or excess of orders, even in the case of the normal activity of the Company. Taking into account the characteristics and temporary circumstances of the sector's activity, these contracts may have a maximum duration of 9 months, continuous or discontinuous counting from the moment when such causes occur. within the 12-month period since the contract was made. Where the contract may be concluded for a period of less than the maximum period laid down, it may be extended by agreement of the parties, for a single time, without the total duration of the contract being allowed to exceed that duration. maximum.

Article 47. Indefinite contract on a part-time basis.

The partial-time contract of an indefinite nature is one that is expressly designed to carry out fixed and periodic works within the normal volume of the Company's activity and will be regulated by the provisions of Law 10/1994 and rules that develop it and by what is established in this article.

a) You will have a minimum annual day of 1,000 hours of effective work.

The distribution of these hours will be performed in such a way that at least for 190 days the person at the Company will be assured of discharge.

b) In the event that rules are dictated that specifically regulate this matter, it will be up to that regulation.

It will be formalized in writing with an indication of the months in which it may be high or low, based on the historical or foreseeable pace of the Company's activity.

The periodic terminations of the contract, within the annual day, will be produced by written notification of Company.

(c) Companies shall establish lists, by sections and posts, of persons affected by this mode of employment, for the purposes of determining the order of appeal of such persons for each section and place of work, which shall be formalised in writing, at least ten days in advance.

In the event that the person who works does not go to the appeal, without a fair cause, their automatic discharge will occur on the lists, the contract being extinguished for all purposes.

From the lists and the written appeal will be transferred to the R.T. in the business bosom.

d) The Company shall communicate in writing the annual conclusion of the season.

In the months that the contract indicates as a return, the Company must notify the person of the date on which it will occur or the non-incorporation if it does not have orders, in order to document the processing of the appropriate procedure.

Article 48. Contract for selected work or service.

It is the one that is designed for the realization of a work or the delivery of a determined service, with autonomy and own substantive within the activity of the Company, and whose execution, although limited in time, is in the principle of uncertain duration.

This type of contract should be concluded in accordance with law 35/2010 of 17 September of urgent measures for the reform of the labour market.

Article 49. Individual clauses in work contracts.

All clauses of a Labor Contract that go against the agreements of the Collective Agreement of Company or of the sector, or of the general legislation, shall be considered null and void for all purposes.

Article 50. Recruitment of persons with disabilities.

Companies with a workforce of more than 50 shall recruit 2% of persons with disabilities, applying this obligation in accordance with the regulatory criteria.

CHAPTER VI

Day, holidays, permissions

Article 51. Day.

The working day will be an annual count of 1,768 working hours for the years of the present Convention. The most beneficial conditions will be respected and agreed within each Company, by the Directorate and the R.T., the schedules within the limits indicated.

In the cases of technical staff, managers, intermediate managers and operators whose action starts or closes the work of the others, the daily working time may be prolonged, without prejudice to the payment of such time on an extraordinary basis.

By market circumstances, accumulation of tasks, and/or lack or excess of orders, in order to favour the competitive position in the market, or a better response to the demands of demand and the stability of employment, Companies may agree to an irregular distribution of the day during the year up to a maximum of 10 and a minimum of 6 hours a day, always respecting the rest between days, establishing as minimum limits the percentage of 5% of the This is 85 hours a year, unless otherwise agreed, in accordance with the provisions of Article 85.3 (i) of the Staff Regulations.

Article 52. Holidays.

All staff, irrespective of their status, who provide their services in undertakings falling within the scope of this Convention, shall enjoy, for a holiday, 30 calendar days uninterrupted, without prejudice to agreements or agreements which may be concluded by undertakings and the R.T. on the particular subject, provided that it takes a year running for the service of the undertaking.

Staff who take less than one year, shall enjoy the days that correspond to them in proportion to the length of stay in the same; the worker or worker who, by decision of the company, has extended his or her period On holiday, not yet taking a year in it, you will perceive the assets corresponding to the period of holiday enjoyed totally, in charge of the company. The holidays will start on Monday as long as it is not festive, and will be paid with the salary corresponding to normal activity increased in the amount obtained from averaging the production incentives accrued during the last 13 weeks (equivalent to three months).

In the event of a vacation time in the company with sick leave, or with the absence of an accident at work, the enjoyment of the same will be postponed, even if the natural year is over. When the holiday period coincides with a temporary disability arising from pregnancy, childbirth or natural lactation or with the period of suspension of the contract of employment provided for in the article. 48.4 of the E.T., it shall be entitled to enjoy the holidays on a date other than that of the temporary incapacity or the leave which, by application of the said provision, corresponds to, at the end of the period of suspension, even if the Natural year to which they correspond.

Article 53. Leave of absence for family care.

1. Persons shall be entitled to a period of leave of absence of not more than three years in order to take care of the care of each child, either by nature or by adoption or in the case of a permanent or a permanent preadoptive, to be counted from the date of birth or, where appropriate, of the judicial or administrative decision.

They will also be entitled to a period of leave of absence, lasting no more than two years, to attend to the care of a family member, to the second degree of consanguinity or affinity, which for reasons of age, accident or illness can be used by itself, and do not carry out paid activity.

The excess referred to in this paragraph constitutes an individual right of persons. However, if two or more persons of the same undertaking generate this right by the same deceased person, the undertaking may limit its simultaneous exercise for justified reasons of operation of the undertaking.

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

The period in which you remain in a situation of leave in accordance with the provisions of this Article shall be computable for the purposes of seniority and shall be entitled to assistance with vocational training courses, to whose participation you must be convened by the company, in particular on the occasion of its reinstatement. For the duration of the situation of leave of absence for the care of sons and daughters, the right to the reservation of their place of work shall be given.

2. Voluntary leave. -Staff with a seniority in the one-year-old company have the right to be granted the possibility of being on a voluntary leave of absence for a period of not less than four months and not longer than five years. This right may only be exercised by the same person again if four years have elapsed since the end of the previous leave.

Article 54. Permissions.

Persons, prior notice and justification, may be absent from work, entitled to remuneration, for any of the reasons and for the following time:

(a) Two days in the cases of birth of a child or daughter and in the cases of death, accident, serious illness, hospitalization and surgical intervention without hospitalization requiring the home rest of the spouse or a family member up to the second degree of consanguinity or affinity, and four days in case a shift to effect is necessary.

b) One day per move of the usual address.

c) One day per wedding of a child or parent

d) One day per wedding of a brother or sister but no remuneration.

e) For the time indispensable for the fulfilment of an inexcusable duty of a public and personal nature under the conditions laid down in point (D) and under the conditions laid down in the E.T.

f) If you are breastfeeding a child under nine months of age, you will be entitled to an hour of absence from work which may be divided into two fractions. This right may be replaced by a reduction of your working day in half an hour for the same purpose or the accumulation of the one-hour leave in full days following the suspension, after a fortnight's notice.

g) Who, for reasons of legal guardian, has at least 8 years of direct care or a person with a physical, mental or sensory disability who does not carry out a paid activity, shall be entitled to a reduction of the day, with the proportional reduction of the salary, between at least one eighth and a maximum of half the duration of that. It shall have the same right to care for the direct care of a family member up to the second degree of consanguinity or affinity which, for reasons of age, accident or disease, cannot be used by himself, and which does not carry out The reduction of the day referred to in this paragraph constitutes an individual right. However, if two or more persons of the same undertaking generate this same right by the same deceased person, the Directorate of the undertaking may limit its simultaneous exercise for justified reasons of operation of the undertaking.

h) Fifteen natural days paid in the case of marriage, with the possibility of extending this licence for up to five days without remuneration.

i) Persons who work shall be entitled to a paid leave day whose cause is a medical test requiring home rest at the request of the health services of the Social Security, the spouse and family up to the first degree of consanguinity.

(j) Persons shall be entitled to nine hours paid per year to attend the services of social security medicine, concerted services, and in the event that they do not collect the above and attend a medical service private, this will be the one that does not cover Social Security, provided that they are duly justified.

Persons may use the days of absence from paragraph (a) for the duration of the causative event that causes the permit, provided that it provides 48-hour notice if the event permits.

The provisions of this Article shall apply with the same limits and conditions to the duly accredited couples, in the understanding that this condition is accredited by the presentation of the certificate of the Register of Unions of Fact or, if this does not exist, by the contribution of an affidavit in which the condition of the fact of the fact of the person causing the permit is manifested accompanied by a certificate of coexistence issued by the City Council corresponding.

Article 55. License for studies.

(a) Companies that have to their service persons who carry out studies are required to grant the necessary licenses so that they can attend examinations in the calls of the relevant Centre, on the basis of the persons concerned to have the registration formalised. This is applicable for obtaining the driving licence.

(b) Where the relevant call for examination relates to the obtaining of the professional title of the activity carried out within the undertaking, the persons employed shall be entitled to the corresponding remuneration of the plus plus base salary of convention and age where applicable, during the period of duration of the license.

(c) Such rights shall be lost by those who are suspended in the middle of the subjects from which they are registered, considering that they are the result of such effects on those in which they have not been submitted for examination without cause justified. It will also result in the deprivation of these benefits not being approved by the same subject in two consecutive calls.

d) The permissions that the people who work for these concepts use cannot be discounted from the annual leave that corresponds to them.

Article 56. Suspension of the job contract with reservation of position.

1. In the course of delivery, the suspension will last for 16 weeks uninterrupted, extended by multiple birth for two more weeks for each child or daughter from the second. The period of suspension shall be distributed to the person concerned, provided that six weeks are immediately after delivery. In the event of the death of the mother, whether or not she is performing any work, the other parent may make use of the whole or, where appropriate, the remaining part of the period of suspension, counting from the date of delivery, and without the fact that the part that the mother had been able to enjoy before the birth was neglected. In the case of the death of the son or daughter, the period of suspension shall not be reduced unless, once the six weeks of compulsory rest have been completed, the mother shall request to return to her place of employment. Notwithstanding the foregoing, and without prejudice to the six weeks immediately following the compulsory rest period for the mother, in the event that both parents work, the mother, at the beginning of the maternity period, may choose to the other parent/to enjoy a certain and uninterrupted part of the post-birth rest period either simultaneously or in succession with that of the mother. The other parent may continue to make use of the period of maternity leave initially transferred, although at the time provided for the return of the mother to work, she is in a situation of temporary incapacity. In the event that the mother does not have the right to suspend her professional activity with the right to benefits in accordance with the rules governing that activity, the other parent shall be entitled to suspend her employment contract for the period which the mother has been reciprocated, which shall be compatible with the exercise of the right recognised in the following Article.

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

In cases of preterm birth due to lack of weight and in others in which the neonate requires some clinical condition, hospitalization after delivery, for a period of more than seven days, the period of suspension will be extended in as many days as the neonate is in the hospital, with a maximum of thirteen additional weeks, and in the terms in which it is regulated.

In the adoption and reception scenarios, the suspension will last for sixteen weeks uninterrupted, extended in the event of adoption or multiple reception in two weeks for each child from the second. Such suspension shall produce its effects, at the choice of the person who works, either on the basis of the judgment on which the adoption is made, or on the basis of the administrative or judicial decision of a provisional or final acceptance, without in any case the same minor being entitled to several periods of suspension. In the event that both parents work, the period of suspension shall be distributed at the option of the persons concerned who may enjoy it simultaneously or successively with uninterrupted periods and with the limits indicated.

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

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

The periods referred to in this paragraph may be enjoyed on a full-time or part-time basis, subject to agreement between the parties.

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

Working people will benefit from any improvement in working conditions that could have been accessed during the suspension of the contract in the assumptions referred to in this section.

2. Suspension of the paternity work contract.-In the case of child or daughter birth, adoption or reception, the worker shall be entitled to the suspension of the contract for 13 uninterrupted days, which may be extended in the case of delivery, multiple adoption or reception in two more days for each child or daughter, starting from the second. This suspension is independent of the shared enjoyment of maternity rest periods. In the case of delivery, the suspension corresponds exclusively to the other parent. In the case of adoption or acceptance, this right shall be for one of the parents only, at the choice of the persons concerned; however, where the rest period is fully enjoyed by one of the parents, the right of the Paternity suspension may only be exercised by the other. The person exercising this right may do so during the period from the end of the birth permit by son or daughter, provided for in law or in conventionally or from the court decision making the adoption or from the administrative or judicial decision of the host, until the end of the suspension of the regulated contract in the E.T., or immediately after the termination of such suspension.

The suspension of the contract referred to in this Article may be enjoyed on a full-time or part-time basis of a minimum of 50%, subject to agreement between the parties.

The person must report it in advance.

CHAPTER VII

Fouls and Sanctions

Article 57. Minor fouls.

They are slight faults

1. Missing a day to work without justified cause.

2. Up to three punctuality fouls in a month.

3. Leave the job or service for a short time within the working day, without permission.

4. Small neglect in the performance of work and in the preservation of machines, tools and materials.

5. Failure to observe Regulations and orders of service, as well as disobedience to command personnel; all in light matter.

6. The lack of respect in the light of the minor to the subordinates, companions or companions, command and public staff, as well as the discussion with them.

7. The lack of personal cleanliness, as well as in the Company's services and services.

8. Do not communicate to the Company the changes of address or data necessary for the Social Security and Enterprise Medicine.

Article 58. Serious fouls.

Serious faults

1. The double commission of slight lack within the period of one month.

2. The lack of two days to work during the one month period, without cause for justification.

3. The hindering, malicious omission and distortion of data, issues and facts that may affect Social Security and Enterprise Medicine.

4. Failure to comply with the general rules and those of this Collective Agreement, in the field of Safety and Hygiene at Work.

5. It will be very serious when it has consequences for people, machines, materials, installations or buildings.

6. Disobedience to command staff on work issues.

7. The voluntary decrease and low quality of work.

8. The use of time, materials, machines and useful work on issues other than the same.

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

10. The active or passive impersonation of the personality.

11. Drunkenness or non-habitual drug addiction during work.

Article 59. Very serious fouls.

Very serious faults:

1. Repeated failure within the one month period, as long as those have been sanctioned.

2. The lack of six-day work during the four-month period, without any justification.

3. More than 12 punctuality faults over a period of six months or 25 over a period of one year.

4. Falsehood, disloyalty, fraud, breach of trust, illicit competition with the Company, and theft or theft, both co-workers and colleagues, as well as the Company or third parties, during its dependence, or during the performance of work or services on behalf of the Company.

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

6. The indiscipline or disobedience to the orders of the command staff, as well as the induction to it, when special magazine gravity.

7. Direct or indirect participation in the commission of crime, qualified as such in the Penal Code.

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

9. Habitual drunkenness or drug addiction during work.

10. The abandonment of work involving serious economic injury to the Company.

11. The voluntary and continuous decrease in performance.

12. The commission of immoral acts in the premises and premises of the Company inside or outside the working day.

13. The related in the E.T., considered as just causes of dismissal.

14. To serve another competitor not being authorized; to disclose secrets of must reserve, falsify or misrepresent data or documents, the serious and public offense to the Company, managers or colleagues of work.

15. The abuse of authority by the leadership. The person who suffers it shall inform the Management of the Company, within a period not exceeding 15 calendar days, to instruct the appropriate file.

The file must be completed within one month of the date of notification of the interested party.

16. Infringements of this Collective Agreement by undertakings shall be punishable by the competent Labour Authority.

17. Sexual harassment. The person who suffers it shall immediately inform him of the address of the company or of the R.T. The opening of the contradictory file shall take place on the basis of the complaint lodged.

The assessment of the faults and the corresponding penalties imposed by the Company's Directorate shall always be subject to the competent social jurisdiction.

Article 60. Penalties.

The maximum penalties that can be imposed are as follows:

For minor lack:

Verbal admonition.

Admonishment in writing.

Suspension of employment and pay for one day.

For severe missing:

Suspension of employment and salary of two to fifteen days.

Disabling for promotion for a period of up to one year.

For very bad:

Suspension of employment and salary from fifteen to sixty days.

Disabling for a period up to five years.

Firing.

Article 61. Prescription.

As established in the E. T, minor faults will be prescribed at ten days; the serious ones within twenty days, and the very serious ones at sixty days, from the date on which the Company became aware of its commission and, in any case, within six months of having been committed.

CHAPTER VIII

Safety and Health at Work

Article 62. Safety and health at work.

1. The R.T. shall perform in the field of safety and health at work those functions for which Articles 19, 62 and 64 of the E.T. are entitled to them.

2. An annual medical examination shall be carried out for the persons who provide their services to the undertakings affected by this Collective Agreement, which shall be carried out by the medical services of the undertaking, the National Institute for Safety and Hygiene the Work or the Mutual Insurance of Occupational and Occupational Diseases of Social Security. The medical examinations carried out must be specific, in accordance with all the circumstances affecting the job.

3. Those persons who, due to their personal characteristics, due to their conditions of greater exposure to risks or due to other circumstances have greater vulnerability to it, will be monitored in a specific way given their particular situation.

The company must guarantee the delivery to individuals individually, the results of the aforementioned medical examinations.

4. Change of mutual consent: The Directorate of the Company shall notify the Prevention Delegates in writing, by examination within the Social Security Committee, at a meeting called for at least 15 days in advance, and shall justify such a meeting. representation of the change in IT management, when it occurs.

Companies, through their own services or from the Accidents Mutua, with which they have covered the risks of prevention service, provided that they are legally approved for this purpose, will carry out each year consent to a medical examination on the basis of postures and the handling of raw materials or additives which are handled in the workplace.

Prior to its execution, a relationship with the choice and follow-up of the ATEPS Mutuals will be provided to the RT.

Article 63. Workwear.

Without prejudice to personal protective clothing, companies shall provide, annually, an appropriate garment to their work class.

Article 64. Accidents at work and occupational diseases.

In cases of temporary incapacity arising from accidents at work and occupational disease, the difference between the corresponding economic benefit and 100% of the salary shall be paid to the undertaking.

Article 65. Common sickness and non-work accident.

In the cases of Temporary incapacity arising from a common illness or non-work accident which would be less than 21 days short, the companies will pay a supplement to the Social Security payments, in the case of The following shall apply in the following circumstances and amounts:

When the actual hours worked in the previous month to the bottom, computed individually, assume the theoretical hours of the same month:

98% will be paid a supplement of up to 100% of the actual salary.

97.5% will be paid a supplement of up to 90% of the actual salary.

97% will be paid a supplement of up to 80% of the actual salary.

96.5% will be paid a supplement of up to 70% of the actual salary.

For the purposes of this article, it is considered real hours those employed by the R.T., in the exercise of its representation, those of legal strike, vacations and maternity and breastfeeding. In the case of a temporary incapacity arising from a common illness or non-work accident which results in a fall of 21 days or more, the companies will pay a supplement to the Social Security payments which will reach 100% of the real salary. This supplement will be paid from the first day of the discharge to the day of discharge.

Article 66. Protection of maternity.

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

Such measures shall include, where necessary, non-performance of night work or shift work.

2. Where the adaptation of the conditions or working time is not possible, or in spite of such adaptation, the conditions of a job may have a negative effect on the health of the pregnant worker or the foetus, and certify the medical services of the National Institute of Social Security or Mutual Insurance, depending on the entity with which the undertaking has concerted the coverage of the occupational risks, with the medical report of the Social Security assist the worker, the worker must have a different job or function, and compatible with your state. The company shall determine, after consulting the R.T., the ratio of the risk-free jobs to these effects.

3. If such a change of position is not technically or objectively possible or cannot reasonably be required for justified reasons, the worker concerned may be declared to be affected by the risk of suspension of contract for the duration of the pregnancy, referred to in Article 45 (d) of the E.T., for the time necessary for the protection of their safety or health and for the duration of the failure to return to their previous post or to another post compatible with their state.

4. The provisions of this Article shall also apply during the period of lactation if the working conditions are likely to have a negative effect on the health of the son or daughter and so certify by the doctor who, under the scheme of the applicable Social Security, assist the worker in the right way.

5. Pregnant workers shall be entitled to be absent from work entitled to remuneration for the conduct of prenatal examinations and birth preparation techniques, prior notice to the employer and justification of the need for their performance. within the workday.

6. The worker shall receive the economic benefit at risk during pregnancy on the day on which the suspension of the employment contract is initiated and end on the day before the date on which the suspension of the maternity or maternity work contract is initiated. Reincorporation of the woman to her previous job or to another one compatible with her status.

7. The economic benefit shall consist of 100% of the corresponding regulatory base. For such purposes, the regulatory basis shall be equivalent to that established for the provision of I.T., derived from professional contingencies.

CHAPTER IX

Trade union rights

Section first. Representation of workers.

Article 67. Union Representation.

1. In companies or, where appropriate, in the work centres occupying more than 250 persons, whatever the kind of contract, the trade union sections which may be constituted by the persons affiliated to the Trade Unions with presence in the Committees of The company shall be represented, for all purposes, by union delegates elected by and among its affiliates in the enterprise.

2. The number of union delegates for each trade union section of the Trade Unions who have obtained 10% of the votes in the election to the Business Committee shall be determined on the following scale:

250 to 750 people: One.

From 751 to 2,000 people: Two.

From 2,001 to 5,000 people: Three.

From 5,001 onwards: Four.

Trade union sections of those Unions that have not obtained 10% of the votes will be represented by a single delegate/union member.

3. Trade union delegates, in the event that they are not part of the Business Committee, shall have the same guarantees as those legally established for the members of the business committees, as well as the following rights:

A) Having access to the same information and documentation as the company makes available to the Comité de empresa, being obliged to the trade union delegates to save professional secrecy in those matters in which legally proceed.

B) Attend meetings of the business committees and internal organs of the company in terms of safety and hygiene, with voice but no vote.

C) Be previously heard by the company to take collective measures that affect people in general and membership in particular, and especially in the dismissals and penalties of the latter.

4. The R.T. may accumulate in a person the hours for the exercise of its representative activity provided that such accumulation occurs once in the calendar year and in a single one of the representation, with the possibility of replacing it by cause justified. Trade union hours may be accumulated in one or more persons in cases of union training courses, with due justification and by communicating it to the company in advance of 15 days.

Article 68. Representation of workers.

Certain aspects of the R.T. are regulated, in the company as partial or incomplete the current regulation, committing both parts to replace in its entirety the here regulated by the legal provisions that are establish in the future on the subject.

1. Companies that occupy between 11 and 50 people, will have staff delegates, and those that occupy more than 50 people, Business Committee.

2. There may be a delegate or delegate of staff in the companies occupying six to ten persons, if the majority of the persons in the company so decide.

3. The companies shall make available to the R.T. a suitable premises in which they can carry out their representative activities.

4. The companies will make available to the R.T., a bulletin board that can be used to fix communications and information of specific job content in the company. The communications and information will always be fixed in the bulletin board with the signatures of the R.T., and must be shown in advance to the company's management.

5. The Directorate of the company must inform the R.T., the application of any type of sanction to any one of the members of the aforementioned representation of the staff. It will also bring to the attention of the R.T. the application of penalties for serious or very serious misconduct to any person in the company.

6. The Company's management will inform the R.T., in the cases of change of ownership of the company.

7. The Directorate of the company will inform the R.T., on the general evolution of the Sector, the economic march of the company in the economic exercise and the evolution of the job. Also the R.T., and the company will be able to formulate proposals that will have to be studied together.

In terms of work at home or subcontracted to other companies, it must always be carried out in accordance with the regulations in force at any time. Periodically and at least every three months, the R.T. shall be informed of the work of the company responsible for home or subcontracting, and of the existing forecasts in the field. The information will be clear and reliable.

8. The Directorate of those undertakings affected by this Convention who have applied for State aid within the framework of the plan of aid to the sector and within the scope of that plan shall provide the R.T. with the following information:

1. the production schedule and the likely evolution for the following year, breaking down the main products manufactured in the company and differentiating the productions made (Article 42 E.T.).

2. Processes of changes in the business status and business relocation performed or planned, and their industrial, commercial and employment impacts.

3. The total public aid received in the previous year under the scheme of aid to the sector.

4. Plans made or planned for the rejuvenation of the templates including replacement, training or internship contracts.

5. Bonuses for the promotion of employment as well as training plans carried out or planned with an indication of the persons to whom they are addressed.

6. Measures taken or planned in connection with technological modernisation, organisation of work, etc.

7. In those undertakings where there is a code of conduct, state the balance of their application, with the indication of the corrective measures, in the cases of non-compliance.

9. The R.T. shall, within the generic content of its powers, particularly address the monitoring of safety and health conditions at work within the undertaking.

10. The R.T. will be able to request from the company's management authorization to meet with the people who work in the company premises, outside of the working hours, to deal with issues that directly affect the working conditions within the company. of the company. The application must be submitted at least 24 hours in advance, and the Order of the Day and the maximum expected duration must be specified therein.

11. The Company Committees and the Staff Delegates will be required to cooperate with the Company's management, in relation to the performance of their representatives, in order to health, cleanliness, productivity, absenteeism and other issues in the interest of the better development of the employment relationships in the workplace and more effective compliance with the obligations of the people who work, who could be posed by the company.

12. The Union Federations are recognized as R.T.

Article 69. Contracts.

1. The company shall report to the Business Committee or staff delegates on the evolution of the templates. The business and/or staff committee shall be aware of the models of written work contracts used in the undertaking and the documents relating to the termination of the employment relationship.

2. If a law on employment contracts is enacted, it shall be deemed to be included in the text of the Convention; any variation or amendment of such law would also amend the text of the Convention.

Article 70. Trade union aspects.

Companies falling within the scope of this Convention are committed to:

I. Respect the right of all persons who work to be freely given.

II. Do not hold a person's employment on condition that they do not take a hold or give up their affiliation or union activity.

III. Persons affiliated to a Union may, at the company's level:

A) Constituted trade union sections in accordance with the provisions of the Statutes of the Union.

B) Hold meetings, after notification to the Company's Directorate, collect fees and distribute union information, outside of the working hours and without disturbing the normal business activity.

C) Receive the information sent to you by your Union.

IV. The trade union sections of the most representative trade unions and those with representation in the business committees or with staff delegates shall have the following rights:

A) In order to facilitate the dissemination of those notices which may be of interest to the members of the Union and to persons in general, the company shall make available to it a notice board to be placed in the centre and instead of ensuring proper access to the same person.

B) To collective bargaining, in the terms set out in their specific legislation.

C) To the use of a suitable premises where they can develop their activities in those companies or workplaces with more than 250 people.

V. Those who hold elective positions at the provincial, regional or state level, in the most representative trade union organizations will be entitled:

(A) The enjoyment of unpaid leave necessary for the development of the trade union functions proper to his office, with the possibility of establishing, by agreement, limitations on the enjoyment of the same in function of the needs of the production process.

(B) A compulsory surplus, with the right to reserve the job and to the calculation of seniority for the duration of the financial year of his representative office, and to be rejoined to his post within the month following that of the date of termination.

C) To assistance and access to work centres to participate in the activities of their Union or all persons, prior to communication to the company, and without the exercise of that right being able to interrupt the normal development of the production process.

VI. The R.T., who participate in the collective bargaining commissions, maintaining their relationship as an active person in any company, will be entitled to the granting of the paid leave that is necessary for the proper exercise. of their work as negotiators, provided that the company is affected by the negotiation.

Article 71. Union Share.

For the purpose of the companies to neglect the payroll of the persons who work the union fee corresponding to the compliance of Article 11 (2) of the Law on Freedom of Association, the following shall be taken into account: rules:

1. The corresponding Trade Unions will request it in writing to the companies with an indication of the persons who wish to make the discount on the payroll of the Trade Union Fee, indicating at the same time the person specifically designated by the Central to whom will be delivered monthly of the discounted shares by signing the appropriate receipt, or the current account or savings bank account in which the company will enter the corresponding amounts, giving in this Case, copy of the document accrediting of the mentioned income to the union representation in the company if it has been or to the person designated by each Trade Union Central.

2. Each person in writing shall clearly request from his/her company that the discount is made, indicating the Central or Union to which they belong and the amount of the fee and may also revoke this authorization in writing.

3. The companies are mere collection managers and are not entitled to bear any type of claim for high, low, or quota modifications.

Article 72. Email.

To facilitate the rights of information legally recognized by the R.T., and the Trade Union Sections of the most representative unions at the state level and with representation in the company, they will be able to make use of the e-mail to communicate with each other, with the management of the company and to receive information from the union. As a matter of course, the R.T., and the Trade Union Sections, will subscribe to the knowledge of the standards of use of the new technologies that are applicable in each company.

Section 2. Crisis situations

Article 73. Crisis case.

1. In the case of a case of suspension or termination of working relations based on economic or technological reasons, the undertaking shall open a period of 30 calendar days of discussion and consultations with the business committee or delegates of the personnel, to whom it shall provide the information and supporting documentation of the dossier.

2. If the file for the suspension or termination of the working relationship affects more than 30% of the persons in the undertaking, it shall account for the goods of the undertaking, except for those which constitute its normal traffic, to the Staff delegates.

3. If the work relationship suspension file affects a part of the template, the rest of the working people will not be able, as long as this situation lasts, to perform regular overtime.

Article 74. Companies in a position of formally declared employment regulation.

Both sides agree on the need to collaborate in all fields that help companies in a formally declared employment regulation to overcome this situation.

Section 3. Multiple

Article 75. Vocational training.

1. Both parties undertake to work together through the Joint Committee of the Convention to organise vocational training courses, managing grants and support from all types of official and private bodies.

In the workplace, which in accordance with the legislation in force at any time, they will be able to obtain grants and/or aids in their training plans and have more than 50 people in staff, they will constitute a Joint Training Commission, composed of R.T. and the company. Their role will be the information and monitoring of these plans.

This Commission will be responsible for promoting specific programmes that facilitate professional development in line with the objectives of the company and the training interests of the groups that need it most.

2. The training provided on a compulsory basis for the purposes required by the company's proposal, will be carried out within the working hours, and the other training, in the case of individual training, will be carried out on the basis of the agreement. established between business and person who works.

Article 76. Retirement

1. Early retirement.-Persons with 64 years of age, after written agreement with the company, will be eligible for early retirement as regulated by Royal Decree 1194/1985 of 17 July, in this case the companies included in the field of application of this Collective Agreement to replace the person who retires by another person who is entitled to any of the unemployment benefits or young claimant of the first job, by means of a contract of equal nature to the extinguished.

2. Compulsory retirement.-The persons affected by this Convention are obliged to retire at the age of 65, provided that they have sufficient contributions to access the maximum benefits of the social security system, provided that the requirements laid down in the 10th Additional Provision of Royal Decree 1/1995 of 24 March are met.

Companies assume the obligation to cover the vacancy caused by compulsory retirement through an indefinite contract within the same professional group.

CHAPTER X

Joint Commission

Article 77. Joint committee.

A Joint Commission of the Convention is hereby established as a body for interpretation, arbitration and conciliation as well as for the monitoring of the Collective Agreement. The following functions are:

1. Interpretation of the application of all clauses of the Collective Agreement.

2. Mediation in all of the problems or issues arising from the interpretation or application of the Convention.

3. Optional reconciliation in individual or collective problems.

4. To participate in the solution of conflicts arising in the case of substantial modifications of working conditions of a collective nature, provided for in art. 41.6 of the E.T. mediating between the parts ..

5. Monitoring compliance with the agreement.

6. Study of the evolution of industrial relations between the parties to the Collective Agreement.

7. How many other activities tend to the most effective practical effectiveness of the Collective Agreement.

8. Those other that are conferred on you by legal provision.

The Joint Commission will work with submission to the following Rules:

1. The Commission shall meet at the request of any of the organisations represented at the place designated as its domicile, with the parties agreeing on the day and time at which the meeting is to take place.

2. The seat of the Commission is established at the registered office of the Business Association in the street López de Hoyos, 35, 3. º, in Madrid, independently of the fact that the parties, in an extraordinary way, decide to hold the meetings in other premises previously agreed.

3. The Joint Committee will have a joint composition between business and social representation, with its total number of eight people, four representatives representing the business side and two representatives for each of them. Trade unions and UGT, which make up the social part, as signatories to the agreement.

4. The representatives to be appointed by the parties to the Commission shall be part of the Joint Commission, with the aim of ensuring that they have belonged to the Negotiating Commission of the Collective Agreement.

5. In the first Call, it will not be possible to act without the presence of all the vowels, either holders or alternates, and on a second call, the next working day, will act with those who attend, having only the vowels present.

6. The agreements and the Joint Committee of the Convention shall be adopted unanimously by the two parties, business and trade unions, represented.

7. Each of the parties represented in the Commission may appoint advisers who shall not have a vote, but shall have a voice.

8. The request for a call from the Commission shall be made by either party on the basis of the existence of applications to the Commission by undertakings or persons in the sector, addressed to any of the organisations that make up it.

9. Notwithstanding the above, this collective agreement shall be subject to the agreements referred to in Article 83.2 and 3 of the E. T. for the settlement of collective disputes arising from the application of the agreement.

Mediation procedure.

1. In those cases laid down in the Convention and where the parties to the dispute decide on a voluntary basis by common accord, the Joint Committee shall intervene directly or through persons appointed for the purpose, in order to urge the solution of their discrepancy through an agreement.

2. Proposal for mediation on a voluntary basis by the parties to the dispute, each of the representations in the Joint Committee shall designate two persons as mediators within three working days.

3. The mediation commission shall be constituted within two days. The mediation commission within seven days will hear the parties in the conflict and seek mediation by making proposals to reach an agreement.

4. The mediation process will be terminated with the result of the mediation attempt.

Arbitration procedure.

1. The parties to a dispute may voluntarily agree to agree that it shall be settled by arbitration of the joint committee or persons appointed for that purpose, the arbitration agreement shall be forwarded to the Joint Committee. who may directly assume the resolution of the conflict or entrust it to one or more persons to arbitrate.

2. Once the arbitrator or arbitrators have been appointed, the arbitrator or arbitrators shall have a period of 15 days to issue the arbitral award.

Article 78. Jurisdiction of jurisdictions.

The functions and activities of the Joint Commission shall in no case obstruct the free exercise of administrative and legal jurisdictions.

Article 79. Settlement of conflicts out of court.

Both parties adhere to the Agreement on the Autonomous Solution of Labor Conflicts V (ASAC V), signed by the most representative Trade Union and Business Organizations and published in the BOE, on February 7, 2012.

In the event that the effects of the labor conflict affect only one Autonomous Community, the parties will refer to the Extrachairy Solution Organizations of existing Labor Conflicts in each Autonomous Community.

Chapter Eleventh. -Equal treatment between women and men.

Article 80. Principle of Equality and protection against discrimination.

Companies are obliged to respect equal treatment between women and men, since this implies the absence of any direct or indirect discrimination on grounds of sex and, in particular, those arising from maternity, taking on family obligations and the civil status, guaranteeing equality in access to employment, training, promotion, working conditions, equal value work, the remuneration of which is either wage or extranalarial directly or indirectly.

Article 81. Equality Plans.

Business equality plans are an ordered set of measures taken after a diagnosis of the situation. They shall set the objectives of equality to be achieved, the strategies and practices to be adopted for their achievement, establish effective systems for monitoring and evaluation of the objectives through the equality committees to be set up in companies of more than 250; in the least template, it will be the commission for the equality of the (peer) convention that will follow up.

1. The subjects to be set out in the plans will be, from access to employment, professional classification, promotion and training, remuneration, working time arrangements to promote, in terms of equality between women and men, the conciliation procedure. work, personal and family, prevention of sexual harassment and harassment on grounds of sex.

2. The equality plans shall include the whole of a company without prejudice to the establishment of appropriate specific actions in respect of each of the work centres.

3. In those of more than 250 persons, the equality plan shall be drawn up with the participation of the R.T. and shall contain at least the subjects set out in the preceding paragraph 1

4. The social partners who are signatories to this Convention and Trade Unions ASEMAVI, FIA-UGT and FITEQA-CC.OO. understand the importance of equality in all workplaces. The law must therefore be applied in the sector as a whole, and companies of more than 100 people are recommended to negotiate equality plans, establishing positive action measures to ensure the correction of discrimination.

The follow-up to the evolution of the agreements on the EQUALITY PLANS of all companies will be carried out by the joint committee of the general agreement that will have the competences.

Article 82. Sexual harassment or because of sex.

Companies should avoid these situations and arbitrate specific procedures for their prevention, to give caution to complaints or complaints that may be made by those who have been the subject of the same. The commission for equality will act immediately. A code of good practice will be developed in companies to incorporate it into the equality plan.

The R.T., should contribute to prevent these situations by sensitizing people in front of it and by providing information to the Enterprise Directorate of the behaviors or behaviors that they have knowledge and which could lead to it.

They are considered to be discriminatory treatment on grounds of sex, which may be constitutive of serious or very serious misconduct, and may be the cause of disciplinary dismissal:

Harassment: a situation in which unwanted behavior related to the sex of a person is produced for the purpose or effect of attacking the dignity of the person and of creating an intimidating, hostile environment, demeaning, humiliating or offensive.

Sexual Harassment: a situation in which any verbal, non-verbal or non-verbal behaviour of a sexual nature occurs for the purpose or effect of attacking the dignity of a particular person when a person is created intimidating, hostile, degrading, humiliating or offensive environment.

In the event of a complaint it must be ensured that the person who is harassed does not lose his/her employment for this reason.

Article 83. Gender-based violence.

Comprehensive protection measures against gender-based violence. -These measures represent a further step in raising awareness and recognition of violence against women as a social problem, the implementation and guarantee of women's These rights are intended to reinforce the commitment to the elimination of violence, acquired by public institutions and social, employer and trade union organizations.

We consider that the collective agreement plays a fundamental role in the dissemination of the measures contained in this Law, guaranteeing the rights related to the working conditions it regulates.

Worker's law victim of violence by crediting the situation:

A reduction in the working day with a proportional decrease in salary.

To make working time more flexible.

To change the job center in the same or other locale.

Work contract suspension by worker decision.

Absences or faults of punctuality are justified (not sanctionable) as long as the physical or psychological situation arising from gender-based violence has been credited.

You may not be dismissed for any of the reasons mentioned, and if so, the dismissal shall be null and void with the right to readmission.

Article 84. Commission for interpretation and surveillance.

Within the Joint Committee of the Convention a Commission for Equality shall be set up whose powers and powers shall be:

(a) To ensure the interpretation of the convention on equality and non-discrimination.

b) To issue pre-conflict resolution report on the items in this chapter.

c) Knowledge and monitoring of equality plans in companies.

Additional clause first. Settlement of the amounts due as a result of the approval of the new Collective Agreement.

The amounts accrued and not paid for this concept will be recharged 10% after 45 days from the date of the signing of the Collective Agreement by the negotiating parties; from the same date (45 days after the date of the signing of the agreement). the signing of the Collective Agreement) the amounts due and unpaid shall also be of interest of 10% per year.

Additional clause second.

Once the Collective Agreement is in force, it is necessary to implement and articulate it at the company level. Thus, the pacts and agreements to be established between the companies and their respective R.T. will be respected, taking into account specific situations and being subject to the current legality.

Additional third clause.

The Spanish Strategy for Safety and Health at Work (ESOSH) is one of the most important points of the Social Dialogue in which, on the basis of consensus from all the parties involved, it aims to design the common framework and The Committee of the European Communities, the Committee of the European Communities, and the social partners, together with the social partners, have shared the actions in the field of prevention of occupational risks to be developed in the future by the Government, the ACs. The European Union's work on the environment and the environment, as well as improving the way it continues and progressive levels of health and safety at work.

The Strategy aims to transform the values, attitudes and behaviours of all people involved in the Prevention of Occupational Risks, including business organisations, trade unions, businesses and individuals. Given the importance of the ESOSH, it was included in the Agreement on Collective Bargaining in 2008 (ANC-2,008). Within the Agreement, the need for the creation and constitution of Specific Bodies is established in each Sectoral Convention for the implementation and promotion of preventive policies in the sectors through collective bargaining,

In this sense, and understanding the need to achieve the objectives proposed in the Strategy for the Improvement of Risk Prevention in this sector, it is agreed to set up the Joint Commission for the implementation and development of the the Spanish Strategy of Safety and Health in the convention of Moroccan center. In particular, the Commission will be responsible for the development of its objective 3, in order to strengthen the role of the social partners and the involvement of companies and the people involved in improving safety and health.

This Joint Commission will be made up of representatives from ASEMAVI as employers and the trade unions that are signatories to this convention, and made up of two persons from each organization. It will be responsible for drawing up action programmes in the sector, and for projects to be presented to the Foundation for the Prevention of Occupational Risks.

This commission will appoint the sectoral prevention agents on behalf of each of the signatory parties who will be responsible for the visits to the work centres, previously established in each programme.

ANNEX I

Professional classification of the Madrid and Centro Zona marroquineria sector

Professional Group 1.

Technical staff entitled.

Level 1.

Engineer/a licensed (titled top).

It is for persons holding positions of responsibility or management to hold the corresponding academic qualification for the unpacking of their duties.

Level 2.

Diplomacy and mid-grade technical staff and technical staff.

It is for people who hold positions of responsibility or management to have the corresponding academic qualification for the performance of their duties.

Professional Group 2.

Technical staff not entitled.

This professional group encompasses all the functions of people who plan, organize, coordinate and monitor the execution of heterogeneous tasks, with the responsibilities of ordering the work of a set of collaborators. Also the functions of the personnel who perform the tasks that without involving command, require a high level of complexity and an intellectual content. As well as those tasks that consist of establishing or developing programs or applying techniques according to general instructions. This group is divided into several professional areas:

Level 1.

Commissioned/General of manufacture. -It is the person to the orders of the technical and or factory management, with the sufficient theoretical-practical knowledge, command and experience in the field of his profession, assumes under his responsibility for steering, monitoring and compliance with how much is related to manufacturing processes, ordering the way in which the work is to be carried out.

Level 2.

In charge of a section or head of workshop. -It is who with sufficient knowledge and under the direct orders of its immediate leadership directs, organizes and controls with responsibility the work of its section as well as of the manufacturing processes by ordering the way in which the work is to be carried out. In addition, and within it, it must control the making and handling of machines, ensure discipline and safety and hygiene at work and develop the necessary teaching function.

Master cutter (guarnionero, sillero, botero). -It is the fact that having sufficient knowledge makes necessary cuts to the skins either by the elongated of the same or by union to others, in such a way that it fits the product to manufacture without any waste.

Modelist-Patronistic cartoonist. -It is the one that has sufficient knowledge to obtain one or more models that constitute the catalog of the company.

Group Head/Team. -It is who with sufficient knowledge and under the direct orders of the immediate leadership, directs, organizes and controls with responsibility the work of their group/team as well as the manufacturing processes, by ordering the way in which the work is to be carried out. It must also control the setting up and handling of machines, and develop the necessary teaching function.

In companies with more than 50 people who work will have a minimum limit of 15 and maximum of 45 people per section group.

In companies with fewer than 50 people working the limit will be between a minimum of 5 and a maximum of 25 people per section group.

Professional Group 3.

Administrative and merchant personnel.

This group encompasses a number of activities that are not specific to the trade, but are common to all companies in the sector. In general, it is the administrative and commercial activities of any company, such as the drafting of commercial correspondence, the calculation of prices in the light of offers received, receipt and processing of orders, proposals of response, accounting, merchandise review and distribution with record in books or machines to the effect of daily movement, and specialized vendors.

This group will be divided at different levels, which in turn will be divided into different professional areas.

Level 1.

They are functions that usually require initiative and reasoning by the people responsible for their execution, behaving under supervision, the responsibility of them, being able to be helped by other people. The current professional areas are as follows:

Head of Warehouse. -This person has, under his or her responsibility, all movement of material input and output, as well as the care and surveillance of records books.

Head of Purchasing and Sales. -It is the person who has the responsibility for his duties and under the orders of the business management is responsible for the acquisition of the raw materials, auxiliary products and other necessary materials, such as the sale and distribution of the product produced and by-products, and reports on market orientations and trends.

Head of Negotiating. -It is the person who at the orders of his or her immediate leadership bears the responsibility, control and direction of two or more departments or negotiated, being in charge of orienting and printing unity, distributing and directing the work among the officialdom, auxiliaries and other personnel who depend on him, contributing his initiatives.

Section Head. -This person, on the orders of the administrative or commercial management, bears the responsibility, control and direction of two or more departments or negotiated, charged with orienting and printing unit, distributing and directing the work and providing initiatives for its proper functioning.

Level 2.

These are functions that are consistent in the execution of tasks of an administrative or commercial nature, which are carried out under precise instructions but which require adequate professional knowledge and practical skills, responsibility is limited by direct and systematic supervision. The current professional areas are as follows:

Official 1. Administrative/a. -It is the person who with full initiative and responsibility performs, without employees to their orders, tasks such as box, billings and calculation, statistics, seats in books of accounts, settlement and calculation of payroll and social security, handling of computers, etc.

Secretary/a. -Person who with full initiative, responsibility and organizational capacity, develops administrative tasks, distribution and classification of correspondence, telephone attention, management of computer systems, with or without languages, depending on the address or department command.

Analyst programs.-The person who with the due knowledge is able to analyze, implement and develop computer systems and programs.

Control. -This is the person who performs quality control functions of the finished products and at the same time proceeds to their subsequent individual labeling and packaging.

Travelling. -It is the person who orders his immediate headquarters and the exclusive service of the company, whose staff he belongs to, with the necessary knowledge for the mission entrusted, be it en route of route previously indicated, in the place or in both modalities, as agreed, is responsible for the acquisition of the necessary raw materials or for the sale of the finished products or by-products, informs on the orientation of the market and, when performing These functions perform the work related to his or her main work and are entrusted to him.

Level 3.

These are functions that are consistent in the execution of tasks of an administrative or commercial nature, which are performed under precise instructions but do not require adequate professional knowledge and practical skills. responsibility is limited by direct and systematic supervision. The current professional areas are as follows:

Official 2. Administrative 2.-The person who with restricted initiative and responsibility carries out tasks such as accounting auxiliaries, file and file organization, computer science, etc.

Microinformatics technical staff-Person who, with due knowledge, is able to install and maintain computer systems and programs.

Level 4.

They are those functions that are executed under specific instructions, clearly established and with a high degree of dependency, which normally require professional knowledge of elementary character. The current professional areas are as follows:

Reception telephony. -It is the person who has as main mission the management of the electronic switchboard and other systems for internal and external communication, and can also perform administrative or reception functions that are compatible with their core work.

Receiving Warehouse. -It is the person who, under the orders of the warehouse management, receives the goods, distributes them on the shelves, prepares and dispatches orders, making the corresponding notes for registration in the books, as well as inventory collaboration.

Control Auxiliary. -It is the person who once performed the individual packaging proceeds to the packaging and collective labeling, carrying out loading and unloading tasks in that department, as well as collaborating in the control of quality.

Auxiliary administration. -It is the person who with his own initiative, being responsible for his work, performs elementary, administrative and/or commercial functions and in general, the purely mechanical and inherent to the development of those.

Pattern Auxiliary.-The person who with the basic knowledge in industrial patronage, collaborates and assists the model/employer.

Professional Group 4.

Production personnel.

This group encompasses a number of activities that are specific to the Moroccan industry. It will be divided into different levels and, in turn, in different professional categories.

Level 1.

Functions consisting of operations that are run autonomously, which usually require initiative by the persons who perform them, behaving, under supervision, the responsibility of the persons, developing and developing complete projects as instructed.

First official. -It is the person who executes any of the work of these activities always within the bosom of each company, such as handbags, wallets, pitilleras, portfolios of documents, suitcases, ----------------------------------------------------------------------in-the- manufacturing, is able to start and finish any piece, even those that for your taste and finesse in its finishing and presentation, each in its specialty and in the right time.

Skin cut from 1. -It is the person who, starting from a pattern, is able to cut with maximum perfection and take advantage of any kind of skin either by mechanical or manual means.

Chifler of 1. -It is the person who mechanically or manually downgrades with the maximum use and minimum waste all kinds of skins included the exotic ones.

Mounted first in travel articles and in document portfolios. -It is the person who perfectly knowing the manufacturing processes of these specialties, is able to start and finish with the maximum perfection, any piece, even those that because of their quality or the nobility of the materials used, suppose special taste and finesse in their finishing and presentation.

Machinist of 1. -They are the person able to sew with any of the types of machines employed in these industries any piece, in any material, with maximum perfection.

Mounted of 1. th in leather, belts. -It is the person who receives the pieces of cut or sewn own of these specialties, is able to mount them and to enlistthem even in those made with the finest skins and the More delicate materials, placing the closures, nozzles or other types of hardware with the greatest perfection.

Preparation of 1. -It is the person who once received the cut materials prepares them for later assembly with maximum perfection, any piece, even those that for their special quality or the nobility of the materials employees assume special taste and finesse in their finishing and presentation.

Level 2.

Functions consistent with the execution of operations that, even when performed under precise instructions, require adequate professional knowledge and practical skills to perform the tasks correctly, and have a notorious experience gained in all fields.

Official 2. -It is the person who executes the same works as /the office of the 1. th with sufficient correction and effectiveness, although without reaching the perfection demanded of them.

Cutter skin of 2. -They are the people who run the same jobs as the officers of 1. but without the perfection required of them.

Chifler of 2. -They are the people who run the same jobs as the office workers of 1. but without the perfection required of them.

Mounted of 2. th in travel items and in document portfolios. -They are the people who run the same jobs as the office workers of 1. but without the perfection required of them.

Machine 2. -Are the people who run the same jobs as the 1st but without the required perfection for them

Monters of 2. th in marroquineria, belts. -People who run the same jobs as officialds of 1. but without the perfection required of them.

Preparation of 2. -People who run the same jobs as the office of 1. but without the perfection required of them.

Level 3.

They are functions consistent in the execution of operations performed following a precise working method, which requires adequate professional knowledge and practical skills without requiring a proven experience acquired in all fields.

Office of 3. -It is the person who has performed and completed the learning or specialization, and having acquired an optimal level in the execution, has not yet reached the knowledge and practice indispensable for to carry out the work required by the officialdom of

.

Level 4.

This level refers to workers ' personnel, who execute operations according to concrete instructions, clearly established, with a high degree of dependency, and do not need concrete training.

Specialist. -They are the people who perform auxiliary tasks for which no learning period is necessary but a period of practice and adaptation. They are capable of carrying out the following works: embossed, cut out of linings, lined, welded, pressed, die-cut, painted and similar for their function to the aforementioned, all of them with the greatest perfection and performance.

Peonaje. -Person who operates with concrete instructions, clearly established, with a clear degree of dependence, that require preferably physical effort or attention, and that does not need specific training to perform tasks such as manual maintenance, loading and unloading and packaging and packaging activities.

Level 5.

Apprenticeships and people hired for the training of 3.er year. -Those who, under the contract that regulates their labor relations with the company, are forced to learn the trade, and the company while using their work, also requires them to teach them the skills and knowledge necessary for their complete professional training.

Apprenticeship and/or contracts for the training of 2. º and 1. years. -They are those people who, according to the contract that regulates their industrial relations with the company, are obliged to learn the trade and the company, while using their work, also requires them to teach them the skills and knowledge necessary for their complete professional training.

Professional Group 5.

Warehouse staff.

This group encompasses a number of activities that are not typical of the trade in the Moroccan industry, but which are common to all companies in the sector. In general they are of a manual nature or of surveillance, requiring little or no precision, that are executed according to concrete instructions, clearly established, that require preferably physical effort or attention and that they do not need of formation specifies except for the occasional period of adaptation.

Level 1.

Driving. -It is the person who is in possession of the necessary driving licence, has in charge the handling of the trucks, cars, vans and other vehicles registered in the name of the company. He is responsible for the vehicle at his disposal, while working with him.

Level 2.

Warehouse Auxiliary. -It is the person who, in dependence on his hierarchical superior, performs his own tasks of storage, review, control and preparation of orders and expeditions under a certain supervision.

Surveillance. -It is the person who with elementary knowledge and responsibility will take care of the accesses to the premises of the company performing custody and surveillance functions, and of telephone attention.

Cleaning staff. -Do your own maintenance and cleaning of the company's facilities.

Ordinance. -Person who with a minimum level of qualification develops tasks of distribution of mail and goods within the company and, eventually, tasks of surveillance of the facilities as well as administrative procedures of an official nature vis-à-vis public bodies and other private entities such as banks or savings banks.

Multiple Services Operator-Person operating on specific instructions, clearly established, with a clear degree of dependency, which require preferably physical effort or attention, and which does not require training specifies to perform tasks such as manual maintenance, loading and unloading, and conditioning and packaging activities.

ANNEX II

Functional Mobility

Top or bottom level jobs.

1. A person who performs functions of a higher category than those corresponding to the category or professional group which he or she has recognised for a period of more than six months for a year or eight months for two years may claim to the address the appropriate professional classification.

2. Against the refusal of the undertaking and prior report of the works committee or, where appropriate, of the staff delegates, it shall, in advance of the complaint before the competent jurisdiction, be required to bring the matter to the attention of the before the Joint Committee, which will assess and deliver an opinion.

3. Where higher-class functions are performed, but not legally or conventionally applicable, the person who works shall be entitled to the remuneration difference between the assigned category and the function that he actually performs.

4. If, for the purposes of the business activity, the company needs to assign a person to tasks corresponding to a category lower than his own, it may only do so for the necessary time, keeping the remuneration and other rights derived from his professional category and communicating it to the R.T.

promotions.

The promotion is the promotion of a person to a higher professional group or category than before, on a permanent basis.

1. The basic system of promotion is the assessment of personal training and merits, taking as a reference the following circumstances:

• Appropriate Titulation (if applicable).

• Academic assessment (if any).

• Knowledge of the job.

• Professional history.

• Performance of superior professional group functions.

• Successful superation of tests to be established.

2. In the absence of an agreement between the company and the persons working, it must be brought to the attention of the matter, prior to any complaint to the administrative or judicial authority, the fact or the discrepancy before the Joint Committee.

3. The Joint Committee is empowered to carry out the tests it deems appropriate to determine the professional competence of the person who works, his suitability and suitability for the post he claims or the origin of his suitability for the function-category assigned to you when you consider the person who works to have been incorrectly classified, finally issuing an opinion.

4. If there is no agreement within the Joint Committee, the person or persons who, at the date of the complaint, are deemed necessary for the decision of the case, shall be appointed only in cases where the persons concerned belong to the to the professional group 4th, qualified as workers ' personnel, being said binding report for the resolution adopted by the joint committee.

5. Level 4. Specialist staff will automatically move to level 3. º with official category 3 to six years of remaining at level 4. º.

ANNEX III

Professional classification of the collective bargaining agreement of Madrid and central zone

Professional Group 1.

Technical staff entitled.

Level 1. Engineering, Bachelor (upper Titled).

Level 2. Diplomacy, Middle Grade Technical Staff.

Professional Group 2.

Technical staff entitled.

Level 1. General Manager of Manufacturing.

Level 2. In-charge/Section or Workshop Head.

Level 3 (A):

Modeler, Patronistic/Projector Drawing.

Master cutter, Guarnitioner, Sillero, Botero.

Group Head/Team companies of more than 50 people.

Level 3 (B). Group Head/Team companies of less than 50 people.

Professional Group 3.

Administration/Business Personnel.

Level 1 (A). Section Command.

Level 1 (B):

Chief Negotiator.

Purchasing Head.

Sales Head.

Company Store Headquarters of more than 50 people.

Level 1 (C). Store Headquarters of companies of less than 50 people.

Level 2.

Official 1. Administration.

Secretary/a.

Travelling.

Analist-Programming.

Control.

Level 3.

Official 2. Administration.

Microcomputing technical staff.

Level 4.

A. Storeroom dependent.

B. Administrative Auxiliary.

C. Telephony/Receptionist.

C. Pattern Assistant.

C. Control Auxiliary.

Professional Group 4.

Production personnel.

Level 1. Officer 1.

Skin cut.

Chifler.

Mounting travel items and documents.

Machinist.

Mounted on Marrokinery and Bones.

Ready.

Level 2. Officer 2.

Skin cut.

Chifler.

Mounted.

Travel items and documents.

Machinist.

Mounted on Marrokinery and Bones.

Ready.

Level 3. Officialia 3. ª.

Level 4.

Specialist.

Auxiliary.

Level 5. Third-year learning.

Level 6. Learning 2. º and 1. years.

Professional Group 5.

Warehouse staff.

Level 1. Driving vehicles.

Level 2.

Store Auxiliary.

Surveillance.

Ordinance.

Cleaning staff.

Level 3. Miscellaneous service operator.

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