Having regard to the text of the State Framework Convention for the organization of the game of Bingo (Convention Code No. 9901905), which was signed on 30 July 2008 by the Spanish Confederation of Gaming (CEJ) in representation of the companies in the sector and of the other by the Trade Union Organisations CHTJ-UGT and FECOHT-CC.OO on behalf of the employees of the sector and in accordance with the provisions of Article 90 (2) and (3) of the Royal Legislative Decree 1/1995, of 24 March, approving the recast of the Law on the Statute of the European Workers and Royal Decree 1040/1981, of 22 May, on the registration and deposit of Collective Labour Conventions, This Directorate-General for Work, resolves:

First. -Order the registration of the aforementioned Collective Agreement in the corresponding Register of this Steering Center, with notification to the Negotiating Commission.

Second. -Dispose your publication in the Official State Gazette.

Madrid, October 21, 2008. -Director General of Labor, José Luis Villar Rodríguez.

STATE FRAMEWORK CONVENTION FOR BINGO GAME ORGANIZING COMPANIES

Preamble

This Collective Agreement of State Sectoral Sector continues to have in the first place the nature of a framework agreement and in this sense, as has been done in this collective bargaining unit, establishes the structure of collective bargaining in the sector, setting the rules for the resolution of conflicts of competition between conventions of different scope and the principles of complementarity of the various contracting units, establishing the areas which are reserved for the State sector and which cannot be object of negotiation in lower areas, under the provisions of Article 83.2 of the Staff Regulations. This Convention also contains, as was also the case with its background in this unit of collective bargaining, the regulation of concrete matters, as provided for in Article 83.3 of the Workers ' Statute. Some of these matters are reserved for the state sector of collective bargaining of this Convention, so that they cannot be negotiated in the rest of the lower areas. On the other hand, other specific subjects, which are also regulated in this State Sector Procurement Unit and which are contained in this Convention, may be subject to negotiation in the lower areas, with the aim of The content of this regulation is developed in the lower-level agreements. The other areas of collective bargaining which are not covered by this Convention may be freely negotiated in the lower areas which are articulated. The subject of collective bargaining is grouped in three large blocks:

Matters reserved for the present state sector, which are applicable in any case and which cannot be negotiated in other lower areas.

Matters negotiated in the present state sector and contained in this Convention that are not reserved for it, so that they can be developed and improved in the lower areas, and that they will be also applicable in the case of a lack of regulation in the lower areas. Matters not contained in this Convention, resulting in the regulations agreed in the lower areas.

Without prejudice to the above, the signatory parties undertake to integrate into the content of the Framework Convention, during its initial term, those matters and chapters which the Negotiating Commission may agree to. in the field of equal treatment and opportunities between women and men and in the adequacy of the system of professional classification, prepared by the Committees governed by the corresponding additional provisions.

TITLE I

General provisions

Chapter First

Signatory parties and legal nature of the framework agreement

Article 1. Signatory parties.

Subscribe this Collective State Framework Convention for the hosting companies of the Bingo Game, representing the business side of the Spanish Confederation of the Game (CEJ) and, on behalf of the workers, the State Federation of Trade Workers, Hostels-Tourism and Gaming of the General Workers 'Union (CHTJ-UGT), the State Federation of Trade, Hostels and Tourism of Workers' Commissions (FECOHT-CCOO.), which have Sufficient legitimacy and representativeness for the negotiation and signature of the same.

Article 2. Legal nature.

This Collective Convention of General Effectiveness is of the nature of the Framework Convention and also regulates specific matters, as provided for in Article 83 (2) and (3) of the Staff Regulations; the structure of the business and the establishment of rules for resolving disputes of competition, which may occur in the lower areas or between the different trading units, and the reserve criteria in relation to the matters referred to; also establishing the regulation of working conditions.

Chapter Two

Scope and extension of the framework agreement

Article 3. Personal scope.

This Collective Agreement is applicable to industrial relations between the companies organizing the Bingo game and the workers who provide their services in those for the performance of the functions. specific to the Chambers of Gaming and ancillary services, as referred to in Article 21 of this Convention, whatever the form of the contract.

Article 4. Functional scope.

All companies engaged in the organization of the game of bingo in any of its modalities are included in the scope of this Convention, whether they are services companies or holders of governmental license, when they directly exploit or organise the activity of the Bingo.

Article 5. Territorial scope.

The rules of this Convention are mandatory for all the companies organizing the game of bingo, located in the Spanish State, both those currently in operation and those that could be established in the future, in the terms and conditions laid down in Article 8 (3).

Article 6. Temporary scope and denunciation of the framework agreement.

This Convention will enter into force on the day following its publication in the Official Gazette of the State, although its economic aspects will be rolled back to 1 January 2008, and its duration will be two years, will end on 31 December 2009. In any event, it shall remain in force and shall be extended in accordance with the terms laid down in this Article.

Without prejudice to the fact that the parties reiterate their commitment to establish a stable, conventional regulation in this area, they agree to the possibility of denunciation by any of the parties to the agreement. quarter of its validity, by written communication addressed to the rest of the parties and to the Labor Authority. In order to ensure that the denunciation of this Convention does not occur in time and forms, the signatory parties agree to extend the validity of the whole of the Framework Convention of the Year in the year, until such time as the denunciation of the Framework Convention is produced. In general, the contents and clauses of this Framework Convention shall be extended and shall remain valid and binding once the complaint has been filed. All the normative content of the Convention will be automatically extended once the conventional standard has been denounced until the signature of the Framework Convention replacing it. In this way, if the Convention is denounced in time and form, both the content derived from its nature of the Framework Convention, in particular the provisions on the structure of collect allowance to the statutory one day of your salary per month worked, or pro rata in your case, from the sixth month of your work allowance and up to a maximum of ten days. They may not use this contractual mode, in the terms set out above, for undertakings which do not have the fixed-worker templates laid down in this Framework Convention or the number to be determined in the Conventions. Sector of lower scope, in development of the provisions of the present State Framework Convention

V. Contract of Interinity:

To replace workers with the right to reserve their jobs in the cases provided for in Article 15.1.c) of the Workers ' Statute. The replacement of the worker or worker may also be the subject of this contract during the three weeks of the period of breastfeeding provided for in this Framework Convention.

The contract will specify the name of the replaced person and the cause of the replacement. The temporary worker or worker shall remain in the undertaking if he does not return to his post, for any reason, of the replaced worker; in any case, the right of professional promotion of the rest of the template.

VI. Training Contract:

Contract for training: They aim at the acquisition of theoretical and practical training necessary for the proper performance of the job positions in the Professional Group of Room Technicians. Well understood that it will only be possible to celebrate with workers over 18 and under 21 years old; in line with the regulations applicable to the Rooms of Bingo. 1. According to the nature of this contract, it is estimated that the prevailing functions established in this Framework Convention and included in the Group of Game Technicians are not liable to be framed in this contractual figure, for the necessary practical experience to be accumulated by the identified categories.

2. The duration of this contract may not be less than 6 months, not more than 1 year. 3. Companies may only contract under this modality the number of workers provided for in Article 7 of Royal Decree 488/1998 of 27 March 1998. 4. The remuneration shall be as agreed in the Collective Agreement of application in the territorial area in question for the categories included in the Group of Room Technicians, in proportion to the day actually performed. 5. The time spent on theoretical training must be alternated with those of effective work, in such a way that the overall time corresponding to that training may not be less than 15 per 100 of the annual working day provided for in the Collective Agreement.

Practices Contract:

Since the training requirements for the Professional Categories set out in this Convention do not involve the acquisition of university degrees or vocational training of a medium or higher degree, nor are there any qualifications officially recognised as equivalent, which they provide for the professional exercise; the parties understand that there is no use of this contractual mode in the Bingo Sector.

VII. Replacement contract:

The parties to the State Framework Convention consider that the rejuvenation of employment templates, with profit for companies and their competitive position in the market, and for workers who do not deserve their own Social security rights improve their working conditions at the end of their professional career, as a fundamental instrument the promotion of partial retirement and the contract of relief, in the terms regulated in this article of the Article 12 (6) of the Staff Regulations and Article 166 of the Staff Regulations. 1 and 2, of the General Law of Social Security.

The company and the worker will be able to agree to the reduction of the day and the salary by a minimum of 25% and a maximum of 75%, in order to allow the worker to access the early partial retirement in the previewed terms in Article 166 (2) of the General Law on Social Security. To this end, the undertaking must simultaneously conclude a replacement contract in order to replace the working day left vacant by the partially retired worker. If the replacement contract is completed on a full-time basis and with an indefinite duration, the reduction of the working day and the salary may be 85%, instead of 75%. The replacement contract must be concluded with a worker who is unemployed or who has concluded a contract with the company for a fixed term. The professional group of the relievist worker must be the same as the replacement worker who partially retires.

VIII. Chaining of temporary contracts of the same worker or worker.

By application of the provisions of Article 15 (5) of the Workers ' Statute, a worker who, within a period of 30 months, would have been employed for a period of more than 24 months, with or without a continuity solution, for the the same professional group, by means of two or more temporary contracts, will acquire the status of fixed worker in the company.

Chapter Two

Test Period

Article 13. Test period.

1. A trial period may be entered in writing, subject to the following limits of duration: Group of Game Technicians: 60 calendar days.

Room Technicians Group: 30 calendar days. Rest of staff: 15 calendar days.

2. Only the worker or worker shall be deemed to be subject to the probationary period if it is written in writing.

3. The agreement establishing a probationary period shall be null and void where the worker or worker has already performed the same duties in the same undertaking, in any form of recruitment. 4. The situations of temporary incapacity, maternity and adoption or acceptance, which affect the worker or worker during the probationary period, shall interrupt the calculation of the worker or worker whenever agreement is reached between the parties. 5. In employment contracts for which the initial duration agreed, certain or estimated, is less than six months, the period of proof to be made shall not be longer than 30% of that duration, without any the case is less than 15 calendar days and no longer than the limits laid down in Article 1 of this Article. 6. Where the contract of employment is concluded for the performance of a particular work or service or in the case of the replacement of workers with the right to reserve the place of work (inter-inity), and the initial duration of the work or service cannot be estimated For more than six months, the test periods to be agreed are those specified in the number 1 of this Article. 7. In contracts concluded on a part-time basis, when they are concluded for the provision of services which are not to be carried out every day of the week, the probationary period shall not exceed 20 working days. 8. The periods of proof of work contracts for training may not exceed 30 days if the duration initially agreed is six months and 45 days if it is longer than the semester.

Third Chapter

Conventional subrogation for entrepreneur change

Given that the practice of the games of luck, send or chance can only be carried out in Salas authorized ton months, counted since the circumstances of the market or the accumulation of tasks that motivate it. If it is concluded for a period of less than 12 months, it may be extended, for one time, by agreement between the parties, without the total duration of the contract being allowed to exceed that limit. Irrespective of the legal compensation applicable, if the duration of the contract is extended for more than six months and, at the end of the contract or its extension, the same is extinguished by the employer's will, the worker shall be entitled to an additionalafo">Article 19. License resolution, authorizations, and permissions.

The refusal of permits, authorizations or governmental licenses for the development of the activity, for whatever reason, not renewal, termination of the authorization for legal non-compliance, etc.; as well as, the closing of the (a) room by administrative decision; without prejudice to the rights recognised by this Framework Convention and those recognised in the legislation in force, it shall be sufficient to enable the undertakings concerned by this Convention to give (a) the working contracts with the workers in his or her position, without any further formalities than the conduct of the (a) to obtain the social benefits for unemployment benefit for the persons concerned, through the processing of the employment regulation file, if appropriate.

Chapter Fourth

Professional classification and functional mobility

Article 20. General criteria.

Workers who serve in companies falling within the scope of this Convention are classified in Professional Categories and Professional Groups.

By agreement between the worker and the company, the content of the work supply subject to the contract of employment will be established, necessarily being assigned one of the Professional Categories of those established in the present Convention and thus being framed in a Professional Group. The performance of the functions derived from the aforementioned classification defines the basic content of the labour supply. The definition criteria of the Professional Categories are accommodated to common rules for the workers of one and another sex.

Article 21. Definition of categories.

Head of Room: Will exercise the direction and general control of the operation of the room, taking decisions regarding the progress of the various operations according to the technical rules of the bingo and adapting the rhythm of the those in consideration for the influx of public, cartons sold and greater or less prize money; it will take care of the proper functioning of all the apparatuses, facilities and services; it will exercise the hierarchy above all the personnel to the service of the room; it will be responsible for the correct conduct of the specific accounting of the game, thus as the holding and custody of the room itself, of the precise authorizations for its operation and of the documentation relating to the staff. In addition, the Head of the Board shall have the representation of the Entity holder of the authorization or, where applicable, of the Service Company that manages the game, as well as to the players and to the Agents of the Authority, unless such representation is attributed to another person and is present in the room.

Head of Table: It will be responsible for checking the balls and cartons; it will carry the accounting of the cartons sold for each play or draw; it will make the determination of the prizes of line or bingo, will check the Awarded cartons, collectively informing the players of all this, will be responsible and custodian of the record book of record and will carry the control of the "stock" of cards per game. You will answer individually how many requests for information or complaints will be made by the players, as well as the incidents that occur, in the minutes of each session. Cashier: You will have the cartons in your possession and you will hand them in order to the Sellers, tell the Chief of the Bureau the number of cartons sold, as well as the amounts corresponding to the online prizes and bingo; collect the money obtained in the sale of cartons, and prepare the corresponding amounts for each prize for their subscription. Announcer/-Vendor/a: It will make the direct sale of the cartons and the collection of their amount, which will be delivered together with the leftover cartons to the Cajero/; it will remove from the table, before the sale of the new cartons, those used by the players in the previous play and will review the series within their workday. In his/her turn of broadcaster/to put the machine into operation when the play starts, read aloud the number of the ball according to the order of departure; turn off the machine at the end of the game and pay the players the line and bingo amounts, counting their amount at the time of the payment, to facilitate the payment of prizes during the sale of cartons of the following item and whenever the work organization permits, this task may be carried out by any other category professional defined in this article. When you do the locution work you will not perform the function of selling cartons, although you will be able to collaborate in other functions within the room. Admission and Control: It will be the manager/to control the entry of players in the game room, checking that the card corresponds to the person who presents it, and denying the entry to the persons who were prohibited, giving the account to the Chief Room of the incidents. It will also have the mission of keeping the visitor file and updating it. The definition of categories above is intended to delimit the content of the labour supply. The assumption of responsibility will be at every moment to be determined by the Autonomous Regulations of the Bingo Game, or in the absence of the State Scope Regulation; in the absence of explicit regulation in both, it will be here arranged. Similarly, in those Autonomous Regulations where the Chief of Staff/Head of Establishment has been given the consideration of Directing Personnel, this regulation shall not modify that consideration to any effect. Auxiliary Services: These categories (Administration, Parking, Keepers and Cleaning Personnel, etc.), are not included in the techniques of the Bingo and will perform the functions of their specialties, without required game credential or gubernative permission.

Article 22. Professional groups.

The Professional Groups are determined by those Categories that present a homogeneous professional basis within the Organization of the Work.

In this sense and within the meaning of Article 22 of the Workers ' Statute, the professional groups which are then set up, together with the professional skills, qualifications and general content of the benefit, and include the professional categories that are related and whose functions, which define the general content of the benefit, are detailed in the previous article. By agreement between the worker and the employer, the content of the labour supply covered by the contract of employment shall be established, as well as its equivalent to one of the professional groups provided for in this Convention. In the same way, the worker will be assigned one of the Professional Categories which is covered by this agreement and which delimits the labour supply. Two Professional Groups are set up to cover the specific categories of the Bingo game:

Group of Game Technicians: That integrates the Professional Categories of Head/a of Room, Head/a of Mesa and Cajero/a.

Group of Room Technicians: integrated by the Professional Categories of broadcaster/-Vendedor/a and Admission-Control.

Article 23. Functional mobility.

1. Functo the transferee or entity which is to perform the service, in compliance with the economic rights and obligations, social, trade union and personal representation to be enjoyed in the transferor and to be accredited (a)

The incoming company will be subrogated to workers ' rights and obligations. With regard to the Collective Implementation Convention in the new enterprise, the provisions of this Framework Convention and the lower-level Sectoral Conventions shall be in accordance with the provisions of this Convention.

The Commission will have, among others, the following functions:

a) Vellar for compliance with this Agreement.

b) Establish the indicative criteria for the preparation of the training plans corresponding to their scope and which will affect exclusively the following subjects:

Priorities with regard to vocational training initiatives for employment to be developed in the Bingo Game sector.

Guidance on the collective of workers to whom the actions are addressed. List of available centres for the delivery of training. To this end, account must be taken of the proper use of existing training centres (own centres, public centres, private centres or associated centres, which are understood by those who are jointly promoted by the (a) corresponding business and trade union organisations and with the participation of the various public administrations). Criteria to facilitate the linking of vocational training for employment in the Bingo game sector with the system of professional classification and its connection with the National System of Qualifications and Vocational Training to determine the levels of vocational training for the employment of the sector and its correspondence with the modalities of certification to be determined by the National Qualifications System.

c) Propose the studies of detection of training needs and the development of tools and/or methodologies applicable to professional training for employment in the Bingo Game Sector, for the purpose of consideration of the corresponding call for Complementary and Accompanying Measures to Training.

(d) Report on the Grouped Sectoral Training Plans, as well as on Complementary and Accompanying Measures affecting more than one Autonomous Community, in the field of the present agreement, raising them to the Tripartite Foundation for Training in Employment which is drawing up its motion for a resolution. (e) Transfer to the Tripartite Foundation for Employment Training for Employment report on the contracts programme and complementary actions within the time limits and conditions set out in the relevant call. (f) To extend and comply with requests and requirements that may be transferred to it by the Tripartite Foundation for Training for Employment. (g) Develop studies and research. To this end, account will be taken of the information available both in the Ministry of Labour and Immigration and in the Ministry of Education, Social Policy and Sport, and in particular the sectoral studies on vocational training. could be produced. (h) Approve its operating rules, which shall be in line with the provisions of this Agreement. (i) Formulating proposals in relation to the establishment of vocational training levels for continuing employment for the purposes of their correspondence with the forms of certification to be determined by the National Qualifications System. (j) to carry out an annual report on the implementation of the agreement and to evaluate the training actions in its field. (k) The implementation of a Reference Plan for Vocational Training in Employment in the State-wide Bingo Gaming sector containing the determination of the objectives of the plan for the satisfaction of the sector's needs, the establishment of the training actions included in the reference plan and priorities of the actions and the implementation of the applicant entities; in accordance with the provisions of Royal Decree 395/2007 of 23 March 2007.

Article 27. Individual training permits.

For the purposes of this Agreement, the organizations represented at the negotiating table shall establish a system of individual training permits in the following terms: 1. Objective area. The training actions for which the training permit may be requested must: (a) Not be included in the actions funded under the Company's Training Plan or Group.

b) be directed towards the development or adaptation of the professional or working professional qualifications of the worker or his professional training. (c) be recognised by an official qualification. (d) training actions which do not correspond to face-to-face training are excluded from the training permit. However, the in-person part of the carried out by means of distance shall be permitted.

2. Subjective scope.

Employees who wish to access these aids must: (a) Have submitted at least one year of service to the Company.

b) Obtain the corresponding authorization from the Company for the enjoyment of the Individual Training Permit requested and according to the procedure established in Convocation. This application shall include the training objective which it pursues, the timetable for implementation (time, period of interruption, duration.), and place of delivery.

3. Resolution of applications.

The company must resolve within 30 days, upon receipt of the application submitted to it, in accordance with the provisions of this article.

In order to assess such an application, the company may take into account the productive and organizational needs of the company, for which it will seek the opinion of the Legal Representation of Workers and Workers, as well as the The enjoyment of the permits does not significantly affect the performance of the work in the same. They shall be given priority to enjoy the training permit, those employed and employed workers who, in compliance with the conditions laid down above, have not participated in a training action referred to in this Article in the Previous period of 12 months. However, the collective agreements may provide for the corresponding percentages of affectation of the staff or of the professional categories/groups of the company. In the event of a refusal of the undertaking by the undertaking, the application shall be motivated and shall be communicated to the worker or worker. The company will inform the Legal Representation of the Workers and Workers of the applications received and their response to them. The Company's Training Plan or, if applicable, the Group, shall set priorities for the enjoyment of training permits in the event of the concurrence of requests for such permits.

4. Financing.

Obtained the corresponding authorization by the Company, the worker or worker will present to the Tripartite Foundation the application for Individual Training Permit in which the training objective will be stated pursues, execution calendar, and place of impartition.

5. Justification.

The worker or worker who has enjoyed a training permit must, at the end of the training permit, credit the degree of exploitation obtained through the corresponding certification.

The use of the training permit for purposes other than those indicated shall be deemed to be an infringement of the duty of good faith.

6. Duration of the paid leave of training.

The paid leave of training will have a maximum duration of 200 hours, depending on the characteristics of the acti of the trade unions. Business organisation (CEJ), represented at the negotiating table of this Agreement. The decisions of the vote of each of the two groups of organisations, business and trade unions, of the Commission shall be adopted as follows:

(a) The decision of the vote within the business group shall be taken by an absolute majority of its representatives.

b) The decision of the vote within the trade union group shall be taken by a majority of three quarters of its representatives. (c) The decisions of thArticle 33. Very serious fouls.

These are very serious errors: (a) More than seven errors of punctuality over the course of a month, without there being any justified cause.

b) False three days to work for a month, without any justified cause. c) The drunkenness or consumption of drugs, although occasional, during the working hours. d) Simulate the presence of another partner or partner using their token, signature or control card. (e) fraud, disloyalty and breach of trust in the arrangements entrusted to it, as well as in dealing with other workers or workers or any other person in the service of the undertaking in relation to work with the undertaking. f) The theft, theft or embezzlement, both to the public and to the other workers or to the company, within it. It is included in this section to distort data, both during the development of the items and at the end of the data, if such untruths are malicious to achieve any benefit. g) The repeated simulation of disease. (h) Make the company disappear, disable or cause damage to the company's materials, tools, tools, appliances, installations, buildings and goods. (i) Malos dealings in words or work, and a serious lack of respect and consideration for the employer, persons delegated by the employer, as well as other workers or workers and the general public. (j) Any conduct or conduct in the field of work which is relevant to the privacy and dignity of women or men by means of sexual, physical or verbal offence. If such conduct or behaviour is carried out by means of a hierarchical position, it shall constitute an aggravating circumstance. (k) Reoffending in serious misconduct within a quarter, provided that it has been the subject of a penalty.

Article 34. Graduation of sanctions.

For the application of the penalties provided for in the previous article, account shall be taken of the greater or lesser degree of responsibility of the person committing the offence, professional category of the offender, and the impact of the event on the other workers, in the public and in the company.

Article 35. Sanctions.

The sanctions that companies can apply, according to the gravity and circumstance of the facts committed, or the representation of the workers, will be the following: Mild high: Verbal assembly.

Admonition in writing.

Severe Faults:

Admonition in writing.

Suspension of employment and salary from one to ten days.

Fatal faults:

Suspension of employment and salary of eleven to thirty days.

Disciplinary dismissal for the reasons referred to in paragraphs (c), (e), (f), (g), (h), (i) and (j), in any other case, it shall be specified that the worker is a repeat offender.

Article 36. Prescription.

The minor faults will be prescribed at ten days, the serious ones at twenty, and the very serious ones at sixty days from the date on which the company became aware of its commission, and in any case six months after the task.

Article 37. Abuse of authority by superiors.

Every worker may give written account, through his representatives or directly to the Management of the Company, of the acts that assume abuse of authority of his or her immediate bosses or of any anomalies committed by them and by your colleagues or colleagues. In receipt of the letter, the Directorate-General shall open the appropriate file within five days and shall decide as appropriate within 10 days.

If not, the legal representatives of the workers or the interested party may make appropriate complaints to the Labor Authority and State or Autonomous Authorities with powers in Game subjects.

Article 38. Harassment or harassment at work.

The particularities of the Bingo sector, determine that in this, the relationship between individuals as a result of the work does not only occur among the staff of the company in which the service is provided, but also they must relate to the users of the services they provide, with an added particularity and always difficult for the worker, to be intermediary between the client, who carries out his bet, and the company for which he works that pays the prize.

This relationship and the connotations that arise from it generate in the worker or worker a special susceptibility in the working environment that is necessary to delimit, as far as possible, that generates tensions additional work which may have a negative impact on the health of the worker or worker. As a result, it is necessary to prevent more tensions occurring in the workplace than the activity itself and those arising from the organisation of work. Thus, harassment is defined at work as a reproachable and punishable conduct in the following terms:

It will be understood as harassment at work any abuse of power exercised by a person or group of persons to bend the will of another person, through extreme psychological violence through verbal or physical aggression. threatening, intimidating, abusive or harassing; in a systematic and recurrent manner and for an extended period of time, in order to destroy the channels of communication and relation of the victim or victims with the rest of their companions, destroy their reputation, disturb the exercise of their work and finally achieve that person or persons end up leaving the workplace.

This conduct shall be deemed to be a very serious penalty in accordance with the provisions of Articles 43 and 44 of this Convention.

TITLE III

The minimum required right content

Chapter First

Employment

Article 39. Workers linked to contracts for indefinite time in the bingo halls.

The conscious parts of the need not only to maintain but to increase the steady work as a guarantee of quality in the service that is provided to the clients in the Game Rooms, they agree, to establish for all the The game affected by this Convention, a minimum and compulsory number of permanent workers, that is to say, linked to the company by an indefinite employment contract, according to the capacity of the players of the Chamber in the following terms:

Rooms forum

Number of fixed workers in rooms whose opening hours are 13 hours or
to 100 players.	4 Workers:	Game Technicians 2. Room Technicians 2.
From 102 to 250 players.	6 Workers:	Game Techassified as very serious. (h) Failure to comply with the company's instructions on service, how to do so or not to fill in the required parts, forms or forms. When causing serious injury to the company it will be qualified as a very serious fault. (i) Failure to communicate with due time the modifications of the data of the family members in charge, which may affect the company for the purpose of withholding tax or other business obligations. (j) The recidivism in more than three faults, within a quarter, when these have been sanctioned. nicians 2. Room Technicians 4.
From 251 to 400 players.	10 Workers:	Game 3 Technicians. Room 7
401 to 700 players.	14 Workers:	Game 3 Technicians. Room 11 technicians
More than 700 players.	23 Workers:	Game 5 Technicians. 18 Games Technicians

In the Game Rooms whose opening hours are greater than 13 hours, the number of fixed workers with an indefinite character set out in the table above will be increased proportionally to the increase in the time of Opening of the Chamber with respect to the opening hours "type", established in 13 hours. Thus, the calculation of the number of fixed workers according to the Chamber's capacity will be the result of the following calculation:

Number of fixed workers for rooms over 13 hours of opening.

Room opening time.	Number of fixed workers set in the table above for the category of the Room in question

No. of fixed workers for rooms of more than 13 hours of opening equal to the ratio between the opening time of the room multiplied by the number of fixed workers established in the table above for the Category of the Chamber in question, divided by 13.

The increase of workers resulting from the application of the above calculation with respect to the general table will be met with workers from the Professional Categories surveyed in the Group of Room Technicians. The physical presence in the room of the whole assembly shall not be required as a whole and on an ongoing basis throughout the opening hours of the Chamber to the public, except in those Autonomous Communities or Provinces where they are regulated at a level regulatory, regulatory or conventional.

Article 40. Temporary work enterprises (ETTs).

The procurement through these companies will be in accordance with the following criteria or requirements: 1. Only making contracts available between a temporary work company and a user undertaking, organizer of the Bingo game, in the same cases and under the same conditions and conditions in which the user company, organizer of the game of bingo, could conclude a contract of fixed duration, in accordance with the provisions of the Staff Regulations and in this Collective Agreement.

2. Only the services of Temporary Work Companies that apply to their workers the Sectoral Collective Agreement of State-wide Business of Temporary Work, in force at each moment, may be contracted in the sector of Bingo. 3. No contracts may be concluded for the replacement of striking workers in the user undertaking, in order to carry out the activities and works which, due to their special danger to safety or health, are determined (a) in the case of a person who has been employed in the course of his or her work, or where the employer has paid for the employment of the employer in the twelve months immediately prior to the contract; (c) of the Staff Regulations, except in cases of force majeure, or where in the 18 (a) months prior to such recruitment, the said posts would have been covered for a period of more than 12 months, on a continuous or discontinuous basis, by workers or workers made available to them by undertakings of temporary work. 4. Workers hired to be transferred to user undertakings, organizers of the game of bingo, shall be entitled, during the periods of service provision therein, to receive, at least, the total remuneration, that is to say all salary perceptions, including the plus agreement, extranalarial or amounts obtained on the occasion of the work, that a worker or worker of the user company, organizer of the game of bingo, will realize work. 5. Without prejudice to the provisions of the Staff Regulations, where the contract has been concluded for a given time, the worker shall also be entitled to receive an economic allowance at the end of the contract a provision equivalent to the proportional share of the amount which would be paid twelve days ' salary for each year of service. 6. The representatives of the workers of the organizing company of the game of bingo will have attributed the representation of the workers of the temporary work company in mission. 7. The user undertaking, organizer of the game of bingo, must inform the representatives of the workers about each contract of making available, by delivery of copy of the same, and reason of use, within the three days following your celebration. In the same period, they must give them a basic copy of the contract of the worker made available to him, which must have been provided by the temporary work undertaking. 8. Prior to the commencement of the provision of services, the organizer of the bingo game must inform the worker or worker about the risks arising from his or her job, as well as the protective and preventive measures against the same. 9. As not provided for in the preceding paragraphs, the provisions of Law 14/1999, of 1. June, governing temporary work enterprises, as amended by Law 29/1999 of 16 July, and regulatory regulations that develop it, will be in accordance with the provisions of Law 14/1999.

Chapter Two

Working Time

Article 41. Annual working day.

The maximum annual day will be 1,792 hours, during the duration of the Convention.

In the event that the worker or worker opts for the accumulation of all the Festivity payable with the exception of the first of May, regulated in the present Collective Agreement, the annual day will be reduced in turn in 8 (a) hours in respect of the maximum annual calendar day for each of the years of validity of this Convention.

Article 42. Weekly working day.

The maximum weekly working day of forty hours of effective work is established.

However, given the special characteristics that exist in the activity, a flexible schedule is agreed, which in no case will be able to exceed nine hours of effective work per day or forty-five hours of effective work the week, the hours worked in excess must be compensated for in a week, with rest in the following week and, in any case, regularizing within the month the excess of the day that could be realized. For these purposes, and for the purpose of calculating the weekly working day and its compensation in homogeneous terms, no more than five consecutive days may be worked. Companies will have a book of a strictly working nature, in which it will be stated the time when each worker starts and ends his/her day, signing each person interested in the margin. It will not be necessary to take this book in those rooms that have another system of control of the time.

Article 43. Weekly rest.

All workers affected by this agreement, regardless of whether their day is full or part time, will enjoy two days of weekly rest and uninterrupted rest.

The preparation of weekly rest shifts should guarantee the rotativity for all workers and during all the days of the week, except in those rooms where with reduced working time two full days will be closed. consecutive. In the rooms where the effective opening is less than fifty-four hours a week, in order to ensure the rotation of the weekly rest, the impossibility of working more than five consecutive days shall not be applicable.

Article 44. Work schedule.

The companies will establish according to the legal representatives of the workers, a monthly work schedule where they will be stated: Hourly and outgoing.

Meal or dinner shifts that may not begin before three hours of the start of the day of each worker, or end more than two hours before their completion, except in the rooms in which the working day and hours are reduced. Rotating weekly breaks. Holiday shifts. Days of enjoyment of the Payable And Non-recoverable Holidays. This calendar will be displayed on the bulletin board at least 7 days before the start of each calendar month.

If, for the needs of the service, changes are necessary in the calendar once published, they will be made in accordance with the legal representation of the workers; if not possible for the reasons of the perentoras, it will be communicated to the legal representation as soon as possible.

Article 45. Annual leave.

The period of paid annual leave not to be replaced by economic compensation shall be 30 calendar days. These thirty days shall be uninterruptedly enjoyed, unless otherwise agreed between the undertaking and the worker. The enjoyment of the holiday or the proportional share which corresponds to it shall be carried out within the calendar year concerned. During the month of December each year, the company and the legal representatives of the workers will draw up the holiday chart for the following year, which must be displayed on the bulletin board. This table will be drawn up for one time and then will be for exact rotation.

During the holiday period, the worker will receive the same remuneration as if he were working, except for the Plus for Transport and the Quebranto de Moneda. Where the holiday period laid down in the business calendar of the undertaking coincides in time with a situation of suspension for temporary incapacity, resulting from an accident at work, or from another contingency requiring hospitalisation, maternity, paternity, adoption or reception, risk during pregnancy or risk during natural lactation, you will be entitled to enjoy the holiday on a different date from such periods of suspension, even if the calendar year is over correspond. The period from 1 June to 30 September of each year will preferably be enjoyed in the period from 1 June to 30 September.

Article 46. Paid parties.

The payable holidays of each calendar year shall be offset in one of the following two forms: (a) When all holidays are accumulated except on 1 May, 18 calendar days shall be enjoyed.

b) By any other means of mutual agreement agreed in writing by the company and the worker.

The company will collect from its workers, through its legal representatives, written expression of the chosen option, within the first fifteen days of the month of December of each year, with the purpose of plan the next year's work.

The option will be collected within 15 days after the completion of the test period.

Article 47. Paid leave.

Any worker affected by this Convention shall be entitled to paid leave for the calendar days set out below, provided that it is provided in advance and is properly justified: 1. 15 days by marriage of the worker or worker.

2. Four days by birth of children or death of children, spouse or person with whom they are living. 3. Two days for death, accident or serious illness or hospitalization or surgical intervention without hospitalization that requires home rest, relatives up to the second degree of consanguinity or affinity. When, for this reason, the worker or worker needs to make some movement, the permit will be five days. Six days after the death of relatives up to a second degree of consaguinity or affinity when the displacement is due to be carried out outside the Spanish territory, it is cumulative to its weekly rest. 4. For the time indispensable for the fulfilment of a duty of public and personal nature. 5. One day per transfer from the usual address. 6. For the time required for exam attendance. 7. For the time necessary for the carrying out of prenatal examinations and preparation techniques to be carried out within the working day. 8. A day of paid leave for marriage of parents and children. 9. The absence or lack of punctuality of the worker motivated by the physical or psychological situation arising from gender-based violence shall be considered as justified and remunerated, when the social services of care are determined or health services, without prejudice to the fact that such absences are communicated by the worker to the undertaking. 10. In cases of birth of premature children or who, for any reason, must remain hospitalized after delivery, the mother or father shall have the right to be absent from work for an hour. They will also have the right to reduce their working hours to a maximum of two hours with a proportional reduction in salary. 11. For the time required to attend medical consultation or psychological treatment in the event of situations of gender-based violence, if this is determined by the social services of health care or services.

Any right to the benefit, protection or assistance of the worker or worker by reason of his or her marriage relationship shall also apply to the worker or worker attached to another person in a the relationship of affectivity analogous to the conjugal irrespective of their sexual orientation, in accordance with the provisions of the autonomous or state legislation to the effect, after contributing the corresponding certification in the terms established in the Additional provision First of this Convention, provided that it has one year of seniority in the company.

Article 48. Unpaid leave.

In addition to legally established licenses, workers will be able to enjoy a permit, without the right to pay, up to 30 days per year, divided, at most, in two periods not less than 7 days per year. personal or family reasons of an inexcusable nature such as: examinations for officially recognised qualifications or for reasons of inadequacy, for the seriousness or extension of the cases giving entitlement to paid leave referred to in paragraphs 2 and 3 of the previous Article.

The worker or worker's request must be made in writing and the companies will grant these unpaid leave whenever there is justified cause. In the event of the death of a worker or a spouse, a child under the age of 14, the worker or worker shall be entitled to a special unpaid leave. Such leave shall be justified and shall be of a maximum duration of 60 calendar days from the fourth or sixth day, as the case may be, of the death and shall be requested from the employer by the beneficiary by means of the in writing, in which the date of reinstatement to your post, which will be automatic, must appear.

Article 49. Pauses and reduction of working hours.

Workers, who are breastfeeding for a child u07, divided among the number of months of service delivery during the year 2007.

This consolidated plus convention cannot be absorbed or offset, increasing in its amount for successive years by the same percentage as established in the State Framework Convention for the basic salary. Undertakings which are to terminate indefinite contracts of employment of workers who are recipients of the consolidated convention, other than those of a disciplinary nature who are qualified as being from or laid down for objective reasons, within 12 months of the hiring of another worker or worker, or of a temporary or fixed-term contract, to be paid to the new employed or employed worker, or to the worker who is converted its contract in indefinite, the same plus consolidated convention as it would have perceived worker or worker who extinguished his contract.

Article 57. Plus de nocturidad.

Companies will pay all workers who are part of their working day after 22 hours, the amount of 77,10 euros per month for the year 2008, for the concept of nocturnity, in twelve pages, including the holidays.

Article 58. Extraordinary rewards.

All workers will receive three extraordinary bonuses, which will be paid by the companies as follows: 1. On the 20th of December of each year.

2. At the time of starting, every worker, their annual leave. This payment may be extended for the 12 months of the year. 3. Before the 20th of June of each year.

The amount of each of these pages is fixed in the following amounts, to which the "ad personam" supplements will be added.

2008

Euros
Pay.	795

Fixed and part-time workers will receive these bonuses on a pro rata basis for the hours actually worked, and may be paid included in the monthly settlement of assets. accruals.

Article 59. Plus transport.

As compensation for travel expenses and means of transport within the locality, as well as from the domicile to the work centres and their return, a plus of distance and transport is established in the amount of 510,40 Annual or EUR 46.4 per month for the year 2008, to be collected by workers on a monthly basis, or on a pro rata basis for working days in the case of fixed working hours. This Plus will be collected for 11 monthly payments, excluding the month of annual leave. The cleaning staff will receive the amount of EUR 0.69 for each working day in the year 2008.

Article 60. Workwear.

Annually, companies shall supply at least all their workers with two complete uniforms, as well as utensils and accessories, provided that they are required to be used.

You will also supply all items of clothing in which the company establishes specific conditions regarding its model or color.

Article 61. Form of payment of the salary.

The payment of wages will be made, through the direct debit of each worker or worker, by Bank or Savings Banks. In the event of not being possible through this system, nominative heels will be used, regardless of the timely delivery of the salary sheet to each worker and worker.

Chapter Fourth

Supplementary Social Forecast

Article 62. Temporary incapacity.

The company will pay for any differences that may exist between the Temporary Incapacity and 100 per 100 of the previous month's regulatory base. This possible difference shall be paid from the 16 th day down and up to a maximum of six months, unless the rate of labour absenteeism in the undertaking is greater than 4 per 100, in which case the supplement up to 100 per 100 of the base It shall be paid from 21. on the day of the discharge and up to a maximum of six months.

In the event of a temporary incapacity arising from an accident or requiring surgical intervention with hospitalisation, 100% will be paid from the first day and up to a maximum of six months. In the case of temporary incapacity as a result of an occupational accident or occupational disease, 100% shall be paid from the first day and up to a maximum of 12 months.

Article 63. Risk during pregnancy and maternity.

In cases of low risk during pregnancy, in the face of the situation certified by the Medical Services of the Public Health Service competent that the conditions of the job may have a negative impact on health of the pregnant worker or the fetus and it is not possible to adapt to another job which avoids such a risk, will be collected from the first day of the discharge and until the moment of delivery, a supplement in charge of the company up to 100% 100 from the previous month's regulatory base.

In the case of maternity leave, 100 per 100 of the regulatory base of the previous month is guaranteed.

Article 64. Aid by marriage or couple in fact.

Staff with more than two years of seniority in the company who contract or initiate an affective and stable relationship in the terms provided for in the Additional Provision of this Convention, and continue to provide their services in the company, will be entitled to receive, as a marriage prize, a reward equivalent to thirty days of base salary and add-on "ad personam".

Article 65. Sectoral pension scheme.

During the validity of the previous Convention, it has already been constituted, under the provisions of the Law on the Regulation of Pension Plans and Funds, approved by Royal Decree of Law 1/2002 of 29 November, and of its development and concordant regulations, the current Sectoral Pension Plan for joint promotion, in which the promoters of the plan are the companies affected by this Convention and the members of the workers of the same, a minimum and compulsory monthly contribution from the companies affected by the Convention to a Plan of Pensions, in the amount of 0.28% of the pensionable salary of each worker or worker and month, as well as the individual amounts necessary to achieve the objective benefit.

The Joint Committee of the present Framework Convention will be empowered to establish the necessary extraordinary contributions to ensure the ongoing rights of workers to be consolidated with ages close to retirement. In the areas of negotiation less than this Framework Convention which have replaced the obligation to pay the so-called "retirement awards" by other formulae laid down in those conventions, the provisions of this Article shall not be except that the negotiating parties decide to adhere to the provisions of this text at the relevant level.

Article 66. Invalidity or death benefit

If as a result of aass="parrafo">The plus agreement regulated in the previous State Framework Convention is replaced by this plus consolidated convention which will be collected by the staff who are providing their services prior to the date of publication of the present Convention. The determination of the plus of the consolidated convention to be collected by the workers in the year 2008, will correspond to the amount considered the average perceived during the year 2007. The perceived mean will be determined by taking all the amounts perceived in terms of plus agreement during 20mount of 100 per 100 of the corresponding regulatory base. In these cases, in application of the forecast contained in the letter a/of the current Additional Provision Tenth of the Workers ' Statute, this measure is linked to objectives consistent with employment policy in the sector in such a way that the The vacancy caused by forced retirement must be covered by the hiring of a new worker or by the conversion of a temporary contract into an indefinite contract.

Chapter Eighth

Job Health

Article 74. Safety and health at work.

The business organisation and trade union organisations represented at the negotiating table of this Convention, aware that the protection of workers from occupational risks requires action in the enterprise which overflows the mere formal fulfilment of a set of business duties and obligations and, more so, of the simple ex-post correction of already manifested risk situations. The planning of prevention from the very moment of the business project, the initial assessment of the risks inherent to the work and its periodic update through a set of preventive action measures appropriate to the The nature of the risks identified is a basic element in the prevention of occupational risks. All this, together with the information and training of workers, aimed at a better understanding of the risks arising from the work as well as the way to prevent and avoid them, in a way adapted to the peculiarities of each The work centre, the characteristics of the people involved in the work, and the specific activity they carry out.

They are committed to the development and enforcement of the current regulations regarding Safety and Health at all companies affected by this Convention, in accordance with Article 2.2 of the Law 31/1995, 8 of November.

Article 75. Sectoral safety and health commission.

In order to encourage the participation of employers and workers, through the most representative employers 'and employers' organizations, in the planning, programming, organization and management of management In order to improve the working conditions and the protection of the safety and health of workers at work, the establishment of a sectoral committee on health and safety at work, the composition of which will be equal to and adopt its own rules of internal functioning, taking into account the powers and powers of consultation and participation in matters related to the Health policy in the Sector for Delegates and Delegates of Prevention and Committees of Safety and Health, referred to in Chapter V, Articles 36 to 39, of the Law of Prevention of Occupational risks.

The Commission will meet on a quarterly basis and whenever requested by some of the parties, it may call on the Prevention Technicians as advisors to the matters dealt with. You will have the skills:

Promote the study of working conditions in the sector.

Formulation of sectoral prevention plans. Monitoring of the agreements in this field that are regulated in the collective bargaining of the sector. Evaluation and monitoring of the implementation of the legislation. Promotion of Safety and Health in Business. Promote training campaigns on Risk Prevention. To issue reports at the request of the parties to the issues raised by the right and proper treatment of Health and Safety in the sector. All those who can take on enforcement by the Labor Risk Prevention Act. Develop Goal 3 of the Spanish Strategy for Health and Safety (2007-2012).

Article 76. Health surveillance.

The company will guarantee workers and workers at their service the periodic monitoring of their health status, according to the risks inherent in the work, in the terms provided for in Article 22 of the Law of Prevention. Labour risks.

Medical examinations shall be specific to the risk factors to which the worker is exposed, using the health surveillance protocols of the workers to be drawn up by the Ministry of Health and Consumption. The periodicity of these awards shall be at least annually. The confidentiality of any information related to the health of the worker or worker shall be guaranteed and the right to privacy and dignity of the worker or worker shall be respected, and this data cannot be used for purposes Discrimination.

Chapter Ninth

Trade union rights

Article 77. Union rights of workers and workers.

All workers ' representatives will have the right to: disseminate trade union publications and notices at the company's premises, between workers and workers, and out of business hours.

To fix all types of communications and trade union announcements in the boards which for this purpose must be established and provided by the employer, within the premises of the company and in places that guarantee adequate access to the same of all the workers, trying to avoid its location in dependencies of access to the public. Collect union contributions from affiliates, as well as any other type of contributions for union purposes, outside of working hours. Workers who are elected to carry out trade union positions at sectoral level (regional, provincial, ...) will be able to apply for union leave for the necessary time, with the company being obliged to grant them and the reservation of their job, in the terms established in the Organic Law of Freedom of Association.

Article 78. Rights of works councils and staff delegates.

The business committees and the staff delegates, in addition to the powers laid down in the Workers ' Statute, will be entitled to: Convocation assemblies of the workers of the company, prior to notification to the employer, in the workplace and outside the working day.

Dispose of a balance of twenty hours a month's paid leave to address the employment issues of your represented prior notification to the employer and subsequent justification. This balance may be extended by five hours for assistance to training courses and congresses. Have up to eight days of unpaid leave per year for the exercise of trade union activities outside the company after notification to the employer with a minimum of seventy-two hours and subsequent justification. That the rest of the staff be informed of their dismissal, if any, to be resolved, in any case, by the Social Court, and if the company is declared inadmissible, it must be readmitted. The delegates of staff or members of the business committee, after written agreement with the company's management, will be able to accumulate the trade union hours to which they are entitled in the way they create fit.

Article 79. Trade union sections.

Trade Unions will be able to constitute Trade Union Sections, in accordance with the provisions of the Organic Law on Freedom of Association. In companies with more than twenty workers who have 50% members or affiliates, the Trade Union Section will represent the union interests of its affiliates and affiliates with the company's management. Delegate/to Trade Union, which shall enjoy the rights and guarantees laiyear, by another worker or worker who is registered as unemployed in the relevant Employment Office.

Article 73. Forced retirement.

Taking into account the circumstances and conditions of the labour supply in the Bingo sector and as a measure of employment promotion the extinction of the employment relationship by the forced retirement of workers is established workers who meet all the requirements to be eligible for the retirement pension of the public social security system by the age of sixty-five years, in the apulse of observatories, maintain the constitution in their field of the State Observatory of the Bingos (OB) labor sector.

The constitution and maintenance of the State Observatory of the Bingos labor sector will allow the joint analysis, by the trade union representatives and the business representation, in matters such as the position of In the case of firms on the market, the administrative regulation of the State and the Autonomous Communities, technological development, environmental issues, employment, training needs and those which are the subject of the The parties are considering each moment of interest for the employment sector of Bingos. The social agents present at the State Observatory of the Bingos sector consider this instrument a joint way of participation and dialogue with the Public Administration, both the State and the Autonomous Communities, in defence of the interests of the Bingos sector as a whole, as well as the society, seeking the dignity and recognition of the activity of the bingo game, developed in a responsible manner, as a leisure and leisure service that generates employment and wealth, in contrast to the scourge that the activity of the game entails for the sector illegal. The State Observatory of the Bingos employment sector shall be composed of the organisations which are signatories to this Framework Convention, with the following members:

Two members by the State Federation of Trade Workers, Hostels-Tourism and Gaming of the General Union of Workers-UGT.

Two members by the State Federation of Trade, Hostels and Tourism of Workers ' Commissions-FECOHT-CC.OO. A member of the Federation of Services of the Union Workers Union-USO. Five members for the Spanish Confederation of the Game.

The Observatory will adopt its initiatives by consensus and will take its agreements unanimously.

Additional Provision Third. Replacing the old-age concept with "ad personam".

The parties to this Convention have agreed to abolish the personal complement of seniority, as set out in Article 36 of the Collective Agreement in force until 31 December 1999.

Employees who, on 31 December 1997, receive the supplement of seniority in accordance with the system provided for in the collective standard applicable for 1995/96, shall be replaced by a supplement ' ad personam ", of a non-absorbable, non-absorbable and non-absorbable nature.

1. The worker who, by 31 December 1997, was entitled to receive a supplement of seniority, that is, two or more years of stay in the company, will consolidate that amount, pro rata the days of excess which could result for months. whole.

Consequently, the calculation of the "ad personam" add-on will be done as follows:

N. months old (31/12/97), divided by 24 and multiplied by 3% and by base salary 1997.

2. This supplement will be increased in the following years, in the same percentage of annual percentage, to be agreed for each year's wage increase. Not being applicable for new hires of fixed staff. 3. This supplement will become due, for the workers who were entitled to it, together with the Base Salary in the Extraordinary Pages, as the concept of "Antiquity" had previously been perceived. 4. The "ad personam" complement system replaces the concept of "plus of Antiquity" or any other that may have origin in the years of stay in the company, in the job, time in the service provision or any other of Similarly, in such a way as to fix such a supplement, it will not be possible to agree to the use of the above concepts, nor will any increases be made to the same, different from those of the update which is agreed as a salary increase.

Additional Provision Fourth. Commission of equality in the sector of the sector of the game of the game of the bingo.

Within the Joint Committee, a 10-member Equality Commission is set up to appoint the business organisation which has five members; and the two trade union organisations which are signatories or represented in the the negotiating table of the Framework Agreement of Bingos, two members each, designating the remaining minority union a member; seeking a balanced and equal composition of women and men.

The Equality Commission will specifically assume and exercise the powers of the Joint Commission on matters relating to the equality of women and men in the field of work. The Equality Commission shall monitor the implementation of the equality measures provided for in this Chapter, as well as those in the lower-level collective agreements and the plans for equality in undertakings. of the game of the Bingo game. To this end, it may obtain information from the negotiating parties to the agreements referred to above, as well as to the undertakings in respect of their equality plans. Within the Equality Commission, new measures on equal treatment and equal opportunities for women and men may be proposed for inclusion by the Negotiating Commission, where appropriate, to the content of the State Framework Convention. Sector of the Bingo Game. The Equality Commission will seek to promote the voluntary adoption of equality plans by the public authorities, in particular for small and medium-sized enterprises in the Bingo Game sector, which are set up in the Article 49 of the Organic Law for the effective equality of women and men.

Additional Provision Fifth. Sectoral pension scheme.

The Promoter Commission will be composed of ten members, corresponding to five to the business representation and the remaining five to the union representations that are signatories to this Framework Convention.

The trade union representation of the Promoter Commission will be appointed by the trade union organizations on the basis of their representation in the sector, considering the number of delegates of staff and members of committees of (a) the company chosen in the workplace and in the companies in the sector. The Promoter Commission will proceed to take all necessary steps to formalize the Plan, to designate the managing and depository entities of the Plan and to develop and implement the same. The Control Committee of the Plan shall be constituted in accordance with the same rules of parity and representation as foreseen for the Promoter Commission. The Monitoring Committee of the Plan will be given a regulation by adopting its decisions by a majority of each of the two representations, business and trade unions. The formalisation of the Pension Plan will result in the final replacement of the retirement award commitment.

additional Provision Sixth. Commission for the adequacy of the professional classification system.

The parties commit themselves to constitute in the present year 2008 a working group, with representation of the negotiating table and/or of the signatories of the framework agreement and participation of the technicians and experts that these determine, which will be the subject of the identification of the new games developed by the companies in the sector, and the influence which they can produce in the determination of the functions of the professional categories and in the system of professioing table of the Framework Convention taking into account the considerations and recommendations contained in the successive Interconfederal Agreements for Collective Bargaining, signed by the Spanish Confederation of Business Organisations (CEOE), the Spanish Confederation of Small and Medium-sized Enterprises (CESME), the Trade Union Confederation of Workers 'Commissions (CC.OO.) and the General Workers' Union (UGT), on the need to to deepen the instruments which promote cooperation between enterprises and workers, specifically in the state sector through the imnal classification.

TRANSIENT PROVISIONS

Transient Arrangement First. Wage increase.

1. The economic increase for the year 2008 is 4.18% for all the economic items of the Convention, including the tables of the consolidated plus convention.

However, in the event that the actual CPI at 31 December 2008 is more than 4,18%, the revision of all salary and extranalarial items shall be carried out for the difference that occurs above of 4,18%, the resulting amount being paid in the first half of February 2009. 2. The wage increase for the year 2009 shall be 4,18% in all economic items, including the tables of the consolidated plus convention. However, if the actual CPI as at 31 December 2009 is more than 4,18%, the revision of all salary and extranalarial items shall be carried out for the difference which occurs above 4,18%, the resulting amount is paid in the first half of February 2010.

Transient Disposition Second. Implementation of the collective bargaining structure in the sector.

The willingness of the negotiating parties is for the present Framework Convention to be applied in its entirety and with the effects that are foreseen in the Title First. Furthermore, the desire to reorder the lower areas expressed in the above Title must have a practical effect from the date of publication of this Framework Convention.

Consequently, the undersigned organizations agree that the provisions contained in the Collective Agreements of a lower level than the State, which are in force at the date of publication of this Convention, will automatically lapse to the This is the first time that the regulation contained in this Framework Convention has been applied, and that the negotiation of those referred to in the present Convention will necessarily be adapted. Framework Convention, in the concrete terms provided for in Chapter II of the Title First. If during the development of the collective bargaining process of the Collective Agreements of lower level than the state, there were discrepancies or controversies that assume the impossibility of reaching agreements for the adaptation of the conditions Economic and monetary union shall be subject to the provisions of Article 1 (1) of Regulation (EC) No 6A2020 of the European Parliament and of the Council of the European Parliament and of the Council of the European Parliament and of the Council of the European Parliament and of the Council [1]. as a specific organ in the Interconfederal Mediation and Arbitration Service (SIMA), as provides for Article 5.2 of the Agreement on Extractive Conflicts of Conflict (ASEC), in which alternatives for the integration of the conflict will be considered. When the mediation process referred to is exhausted without agreement, the dispute will necessarily be settled by an arbitration procedure before the court of competent conflicts that will culminate in the court's decision. an award of mandatory compliance for the parties.

Transient Disposition Third.

In a gradual but non-homogeneous way, in some Autonomous Communities, special or exclusive award machines are being implemented for bingo halls, this means in practice the performance of functions that are not In addition to the willingness of the parties expressed in the sixth provision to bring the functions of the professional categories and their system of employment into line with the provisions of Article 21 of the Convention, inter alia, Article 21 of the Convention professional classification. Therefore, until the identification of the new games and their influence, the parties agree, they agree to incorporate transiently into the Group of Room Technicians, the following function: -They will be the special game machines, whatever it is its location, making it easier for players to change the fractional currency they require and the payment of prizes.

Transient Disposition Fourth.

With regard to the economic conditions which are set out in Chapter III of Title III of this Framework Convention, taking into account the circumstances in which the sector is going through, and the Disparity of non-homogeneous conditions existing between the present framework convention and the provincial convention of Valencia, agree to leave in suspense for the province of Valencia the established in the transitional provision fourth of the framework convention State for the companies organizing the Bingo Game signed with date of October 22, 2003 (BOE of 11-12-2003), as long as the homogenization of the aspects relating to the effective annual day, the plus convention and other more favorable conditions included in the provincial convention of Valencia, in relation to the present State framework convention.

ANNEX 1

Economic concepts

1. Wage structure

I. Base salary II. Salary Add-
Ad personam (disp. 3.)	Only for those who at December 31, 1997 were old.
Plus consolidated convention (art. 56).	Only for those who were hired at the convention publication date
Prolongation of Day (art. 55).
Quebranto (art. 54).	They are entitled to this plus: Cables. Venderes-Lockers. Bureau chiefs when performing cashier functions. Admission when change in recreational machines. It charges 11 months a year
Nocturnity (art. 57).	Only for those who do part of their day after 22:00.
and Quality Add-ons.	Any add-on determined by lower-scope negotiation that is intended to incentivize the quality or quantity of work capability
-ons personal.	Any add-on that is determined by the special and personal characteristics of the worker
III. Extrasalarial
Plus Transport (art. 59).	They are entitled to this plus all workers are charged 11 months per year
Diets.	-
or Allowances.
		. Remuneration in kind V. Voluntary improvements individually agreed or unilaterally granted by the

2. Wages 2008

A. With effect from January 1, 2008, these are the amounts to be applied on payroll:

Amount (11 eleven months)

	Concepts	2008
Salary (art. 53).
Amount	11,925.07 €
Amount	Personal cleaning (per day of effective work)	0.69 €
Quebranto (art. 54).
Amount	€ 176.67
16.06 €
Game Technicians	€ 12.62
Technicians	10.69 €
Services Auxiliaries	8.89 €
Plus of Day Prolongation (art. 55).
Table Technicians	33.78 €
	31.98 €
Rest	27.13 €
Plus of Nocturnity (art. 57).
(12 months)	77.10 €
Personam Add-on (disp.adic 3.).
for those who are entitled to charge it	Increased 2007 Cuantia by 4.18%.
		Only for those entitled to charge it	Sumatoria plus convention 2007 N. months of delivery during 2007 + 4.18%

B. If, in January 2009, it is in contrast, that the final real CPI of 2008 exceeds 4%, the difference between the amounts reflected in the table and the amount resulting from applying to those amounts the difference between 4% and the actual CPI should be found. Final of 2008. The result should be paid in arrears in the first half of February 2009.

3. Salaries 2009. A. The 2009 salary tables will be the result of applying an increase of 4.18%, to the 2008 amounts once applied the eventual difference between 4% and the final real CPI of 2008.

B. If, in January 2010, it is in contrast, that the definitive actual CPI for 2009 exceeds 4%, the difference between the amounts reflected in the table and the amount resulting from applying the difference between 4% and the actual CPI should be found. The result should be paid in arrears in the first half of February 2009.