Art. 9. Subsidiary Rules.

In any case not covered by this Convention, and in the alternative, the provisions of the Staff Regulations and other applicable and applicable labour laws shall be applicable at any time.

CHAPTER II

Organization of the job

Art. 10. Authority of the Directorate.

The organization of the work in each of its centers, dependencies, and business units, is the faculty of the management of the same, according to the legal and conventionally provided.

Art. 11. Geographical mobility: transfers and travel.

1. In the case of transfers to work centers other than the same company that require a change of residence, it will be stipulated in the art. 40 of the Workers ' Statute with the exception of compensation, in the event that the employee chooses to terminate his or her relationship within the legally prescribed period, which shall be 30 days per year of service with a maximum of 12 monthly payments.

The transfer decision must be notified in writing by the employer to the worker, as well as to his legal representatives, at least thirty days before the date of their effectiveness.

The transferred worker shall be entitled to an economic compensation for expenses, which shall include those caused by his or her transfer and that of his or her family with which he/she lives and effectively travels with him.

Likewise, the worker who is to be transferred under the terms of the indicated art. 40 of the Workers ' Statute, shall be entitled to a paid leave of four working days before or after the weekly rest, to enjoy prior to the enforceability of the measure, to the object of carrying out the steps relevant to the search for residence in that locality where you will develop your activities.

2. In cases where the posting of workers of a temporary nature occurs, the provisions of Article 1 shall be laid down. 40.6 of the Staff Regulations.

As for the allowances to be paid for the displacements, their amount is determined in the Annex to the Economic Conditions.

Art. 12. Variability in the place of service delivery.

The management of the company, for organizational, technical or productive issues, may change its workers from the workplace and move them to a different location based in the same locality or in adjacent municipalities.

The workers transferred from the centre shall, where appropriate, keep the previously fixed holiday at that of origin provided that the organisational and productive needs of the centre of destination so permit.

In those cities where there is a metropolitan area of influence, the place of supply of workers ' services may vary within the limits of that area.

The company will communicate to the workers transferred such variation of the center, following the criteria indicated and the voluntary transfer of employees included within the same professional group:

-If the change of center is due to the purely conjunctural needs of another center, the worker will be moved by the necessary time to cover this need, without any need to predict it in advance.

-Case that the change of center provided for in this article is final, the worker will be prewarned at least 4 days in advance.

Except for accredited organizational and productive needs arising from unanticipated or similar unanticipated, the posted worker will not be able to become again for a period of 4 months, unless he is to return to your home centre or on a voluntary basis.

Workers ' representatives will be given priority to return to their home centres, when there is any vacancy in them. Similarly, those workers who have their direct family care up to the 2nd degree, both by consanguinity or affinity, with medically accredited serious illnesses or with some type of disability that do not perform, in both cases, paid activity, they will also have priority to return to their home centres when there is any vacancy in these centres.

In those cases where the constituency is strictly limited to the workplace and not to the province, the representatives of the workers elected in the said centres will not be able to be transferred to others without their express consent.

Art. 13. Minimum performance payable to the delivery man.

In view of the special characteristics that are present in the activity of the Repartidor, among them, those of a contractual nature, because a large majority of them have contracts with partial time, performance Minimum required is fixed in the execution of 3 addresses per hour within the working day agreed in this convention.

Companies must deliver monthly to each delivery person, proof of their addresses or trips duly stamped and signed by those responsible for each establishment.

The "address" means the service that elapses from its origin in the establishment to the address of the customer or point of destination, returning once the delivery of the products has taken place.

It is called "multidirection" to the service that passes from its origin in the establishment to the different delivery points, returning to the center of work after the last of those. For the purpose of recovery, all deliveries made in each of the addresses or places of destination shall be taken into account, irrespective of the quantity of products requested and transported to each of them.

In those workplaces whose distribution area exceeds the usual sector (housing, rural areas, industrial estates or the like), the minimum performance required for a deliveryman, when the displacement This means a journey of not less than 30 minutes, it shall be two directions.

Repres involving a large displacement must be evenly distributed among the set of the center's delivery men, so that they are not awarded continuously and exclusively to the same dealer.

Art. 14. Failure to apply the working conditions covered by this Collective Agreement.

In order to contribute to the maintenance of employment, it may be possible to proceed, by agreement between the parties and in accordance with the procedure laid down in this Article and in the 82.3 of the Staff Regulations, to the Application of regulated working conditions to the same.

The subject matter of possible application, as well as the causes justifying it, shall be those laid down in Article 82.3 of the Staff Regulations.

The procedure will be initiated by the Management of the Company, who will communicate in writing the beginning of the period of consultation with the workhave an individual implementation, which, as a whole, implies more beneficial conditions than those agreed in this Convention, must be respected in their entirety.

Art. 7. Indivisibility of the Convention.

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

In the event that the labor jurisdiction declares contrary to the legal provisions at the time of the signing of the Convention, this agreement will be void in its entirety, both parties being committed to renegotiating it again.

Art. 8. Advertising.

The companies affected by this Convention will be exposed in their work centers, and in a visible place, a copy of the same for the due knowledge of the workers.

ice, with periods of less than one year being extended for months.

Art. 19. Contract of Interinity.

1. The contract of interinity is the one concluded to replace workers of the company with the right to reserve the job. The possibility of formalising such contracts is expressly included to replace workers who enjoy their corresponding holiday periods. No worker may be employed by means of a contract of interinity, replacing another or other employees who enjoy his or her holiday periods, for a period exceeding four months within the calendar year.

The contract must include both the name/s of the replaced/s and the cause that enables the formalization of that relationship.

2. In the same way, the interinity contract can be arranged to temporarily cover a job during the selection or promotion process for its final coverage. In the latter case, the duration of the contract shall be that of the duration of the contract, without it being more than three months.

Art. 20. Partial Time Contract.

1. The contract of employment shall be deemed to be part-time, where the provision of services has been agreed for a number of hours per day, week, month or year of the maximum annual working day laid down in Article 3. 26 of this Collective Agreement.

2. The part-time contract may be concluded for an indefinite period or for a fixed duration in the cases where the use of this mode of employment is legally permitted, except in the contract for training and training. learning.

Without prejudice to the above paragraph, the part-time contract shall be deemed to be concluded for an indefinite period of time when it is intended to carry out fixed and periodic work within the normal volume of activity of the companies.

3. The contract, which must be formalised in writing in the official models established for this purpose, shall include the number of ordinary working hours per day, week, month or year of contracts and their distribution.

4. Part-time workers shall not be allowed to perform overtime, except in the cases referred to in Article 1. 35.3 of the Staff Regulations. In the event of regulatory modification during the term of this agreement, the legal provisions will be available.

5. Additional hours shall be considered as additional hours, the possibility of which has been agreed upon, in addition to the ordinary hours agreed in the part-time contract, in accordance with the legal arrangements set out in the following paragraphs.

The supplementary hours pact, which must be formalised in writing and in the existing official model, may be agreed upon at the time of the conclusion of the contract on a part-time basis or after the itself. In any event, it shall constitute a specific agreement on the contract.

The number of additional hours feasible to formalize in those part-time contracts, as legally established, may not exceed 45 per 100 of the ordinary hours covered by the contract. In any event, the sum of the ordinary hours and the additional hours may not exceed the maximum annual working day indicated in the first paragraph of this article.

Workers must be aware of the day and time of the completion of the additional hours with a seven-day notice.

The additional hours actually paid will be paid as ordinary hours, in order to be used for the purposes of social security contributions and periods of absence and the regulatory basis for the benefits. To this end, the number and remuneration of the additional hours made must be collected on the individual receipt of wages and on the social security contribution documents.

The workers who have signed an agreement of supplementary hours may, in consideration of their family responsibilities, be included in the 37.6 E.T., or by accredited training or study needs officers, to exclude up to a maximum of 2 months per year the completion of additional hours, prewarning at a time of 15 days and provided that these months do not coincide with those of the most activity of the center.

Similarly, the supplementary hours pact may be rendered without effect by the worker's resignation, by notice to the company at least 15 working days in advance, once a year has been completed since the beginning of the year. formalization, provided there are any of these circumstances:

-Attention to family responsibilities provided for in art. 37.6 E.T.

-For training needs and official studies, crediting the time incompatibility.

-For incompatibility with another part-time contract.

In terms of the distribution of the part-time working day, it will be in the art. 27 of this Convention.

In all the unanticipated will be the provisions of the art. 12 of the Recast Text of the Law of the Workers ' Statute and concordant regulations.

Art. 21. Contracts for Training and Learning.

This contractual mode will have as its object the professional qualification of workers in a scheme of alternance of work activity paid in a company with training activity received in the framework of the vocational training for employment or the education system. It will be exclusively to use this contractual modality with employees assigned to the professional categories included in Group II of the Area of Offices and in Group III of the Area of Production and Stores

The minimum duration of this contract shall be one year and the maximum of three years, and may be extended for periods of six months until such time limit is reached. If the maximum duration is expired, the worker may not be rehired under the same or different conditions for the same or different undertaking unless the training inherent in the new contract is intended to obtain a different qualification. professional.

The time spent on theoretical training should be alternated with those of effective work over the duration of the contract.

With regard to the remuneration of those employees hired through this figure, the same will be equal to the salary of the professional category that is occupied, in attention to the tasks to be carried out by the contract in training.

With respect to what is not included in this article, it will be applicable to the regulated regulations in this respect.

Art. 22. Internship Contracts.

The traineeship contract may be formalised with those who are in possession of a university degree or vocational training of a medium or higher degree, or officially recognised as equivalent, or certificate of professionalism, which they enable for the professional exercise, within five years immediately following the completion of the relevant studies, or of the seven years when the contract is designed with a worker disabled. Exclusively, this contractual modality will be used with employees assigned to the professional categories included in Group I of the Area of Offices and in Group I of the Production and Stores Area.

The minimum duratiin a period of eighteen months.

2. When formalizing these contracts, it must be clearly specified what the cause or object is that justifies its formalization.

3. When these contracts are concluded for a duration of less than the maximum period, they may be extended once, without the total duration of the contract exceeding the maximum limit indicated.

4. At the end of the contract, the worker shall be entitled to receive an economic compensation equivalent to 12 days ' salary per year of servd the following issues shall be taken into account:

3.1 Workers will have the right to professional promotion and training at work and, in particular, to the enjoyment of permits, preferences in the choice of shifts and the adaptation of the working day in terms of work. provided for in art. 23.1 of the Staff Regulations.

3.2 The schedule of the managing teams shall be drawn up on a monthly basis and shall be published in the relevant bulletin boards of the work centres at least two weeks in advance of their entry into force.

3.3 For part-time contract workers the duration of the working shifts to which they are assigned may not be less than two hours.

3.4 Work schedules and shifts will be made available to the legal representatives of the workers in each of the job centers for the purposes of their information, control and verification by those.

Art. 27. Partial working day and flexibility of the same.

In the light of the special characteristics and particularities of the activity contained in this Convention, the development of the formalized relations on a part-time basis will be carried out under the current legal regulations. in this respect, as for the following particularities:

-The computation of the irregular distribution of the day will take as a module the quarter.

The specific setting of the schedules of those employed part-time workers will be made at the latest on Wednesday of the previous week, exposing themselves to the bulletin board of the work centre and respecting the legal limits in this respect.

Art. 28. Overtime.

In the case of the realization by some overtime worker, they will be compensated for equivalent times of paid rest. Such compensation shall be made, in accordance with the form or type of contract, in full days, on a quarterly basis.

However, as noted above, companies will be able to choose to pay back the extra hours made on the basis of the current labour regulations.

Extraordinary hours not considered as force majeure, those that should be performed to address unforeseen orders, peak periods of production, unforeseen absences, shift changes, and any other circumstances arising from the nature of the activity in question.

Art. 29. Weekly rest.

Workers to whom this Convention applies shall be entitled to a weekly rest period of two days. The planning for the enjoyment of these days will be done from Monday to Sunday, both inclusive, and will be organized, if necessary, in rotating shifts within the same professional group. This break may be cumulative for periods of up to 14 days per decision of the undertaking.

The previous weekly rest planning, for workers with a working day distributed throughout all the days of the week, will be carried out in each working center guaranteeing within the calendar month the enjoyment by the worker either on a Saturday or a Sunday.

Regardless of the general criterion developed in the preceding paragraphs, within the companies, any other system may be negotiated between the management of the companies and the legal representation of the employees. weekly rest that is best suited to your own organisation, while strictly respecting the minimum requirements laid down for the purpose of the Workers ' Statute.

Art. 30. Holidays.

The period of unpaid annual leave of absence for economic compensation shall be thirty-one calendar days, enjoying in proportion to the days worked during the year.

The computation will be carried out for calendar years, that is, from January 1 to December 31 of the current year.

Companies, excluding periods of higher productivity, will establish, together with workers ' representatives, holiday shifts. Your enjoyment will be in turn throughout the year and the worker must be aware of his or her holiday period with at least two months ' notice at the beginning.

The remuneration of the workers ' holiday shall be calculated on the basis of the average salary received by the employee in the previous six calendar months, including the proportional share of the extraordinary payments, and excluding (a) the costs of the vehicle itself, which may be levied by the delivery men specifically and other non-wage concepts.

If during the holiday period there is an official non-working day, which does not coincide with your usual weekly rest, these days will be compensated for with other supplementary dates, whose dates of enjoyment will be agreed with the Company.

Art. 31. Legally established rest days.

Without prejudice and respecting the distribution of the day set forth in art. 26.1 of this Convention, given the special characteristics of the activity governing this Convention and the rotation established for the weekly rest throughout the days of the week of the contract workers to lend their services during such days, these days, they will not usually enjoy those on the corresponding dates. Therefore, if one of the weekly rest days coincides with a non-working day, that day shall be counted as such, not discontinuing the total of the same. The same rule will act in the event that the holiday period includes any of these days.

The days of rest legally established and those days of holidays not enjoyed in the corresponding calendar year due to organizational reasons, will be obligatory during the first trimester of the next exercise on the dates agreed by the affected employee and the address of the centre.

CHAPTER V

Professional Classification

Art. 32. Professional Groups.

Workers providing services in companies falling within the scope of this Convention are subject to the Professional Groups set out in the second paragraph of this Article:

1. Professional framing factors:

In the classification of workers falling within the scope of this Convention and in their membership of a particular Professional Group, the following factors have been weighted:

a) Autonomy, understood as the greatest or least hierarchical dependency in the performance of executed functions.

b) Training, conceived as the basic knowledge necessary to be able to fulfil the agreed work performance, the continuous training received, the experience gained and the difficulty in acquiring the complete baggage training and experiences.

c) The initiative, referred to as the greatest or least follow-up or subject to guidelines, guidelines or standards in the execution of the functions.

d) The command, configured as the faculty of supervision and management of tasks, as well as the capacity to interpellate the functions performed by the group of workers on which it is exercised and the number of members of the same.

e) The responsibility, appreciated in terms of the greater or lesser autonomy in the execution of the functions, the leved in the year concerned. work schedule at each company.

Thus, each company, informing previously and with the agreement of the representatives of the workers, in attention to its characteristics, will establish such distribution of the day, as long as the annual maximum day is not exceeded agreed in this collective agreement and respect both the legally established rest periods and the daily maximum day, which will not be able to exceed nine hours of effective work.

3. However, all of the above shall be respected an your general knowledge of the establishment, you will master the technique of using the telephone along with the customer's attention, as well as the elaboration of "pizzas" or other pre-cooked foods for those cases. (s) where their collaboration in this field is necessary.

-Establishment Subcharge:

Its functions will be to help, in its broadest sense, the manager of establishment, taking responsibility for all its actions, the quality of the products and to take care especially of the optimal operation of the center.

It will be the most responsible of the center in the absence of the manager, assuming, therefore, all its functions and obligations, which are stipulated in the definition of its category. Where the figure of the centre-keeper is vacant and where the sub-officer takes full responsibility for the duties and responsibilities of that person, he shall, during the period of the vacancy, receive the salary. established in the Convention for the said establishment.

-Head of Team of Obrador:

It is the employee who performs in a qualified, autonomous and responsible manner the control and supervision functions of the assigned persons team. Thus, it will develop process control and monitoring along with the mass dropper and the administrative tasks of the worker.

-Head of Store:

It is the worker who, organizing and planning the tasks of his area, establishes the necessities of goods and materials according to the demands of the production and the establishments of the company. Likewise, it will receive the goods that arrive to the warehouse, controlling and planning their stocks, all in coordination with the area of offices and with the production and shops, as well as control and will carry out the precept monitoring of warehouse staff and processes.

You will monitor inventories as well as your account.

You will also distribute the work among the staff to your orders.

Group II:

-Personal who performs qualified jobs under precise specifications and with a degree of autonomy, but who need adequate professional knowledge and practical skills for their proper execution.

Professional categories of reference included in Group II:

-Delivery Officer:

It is the employee who, fundamentally, is responsible for making and personally conditioning the precooked products that are expensed in the work center. For the performance of the task, it must master the different products and varieties of products as well as the art of its presentation.

You will have to get a good return on the goods delivered to you for processing, as well as take control of stocks of raw materials at all times. As responsible for the final product, you will control the optimal operation of the establishment by delegation of the Encharged.

It will also dominate the technique of using the telephone and the attention to clients, for those cases where their collaboration in these functions is necessary.

-Official Obrador:

It is the worker who is in charge of the work of kneading and preparing the dough, paste and/or other products, also taking care of the good functioning and the state of the machinery in charge, carrying out its cleaning by If you are performing your helpers and collaborators.

-Mechanical Officer:

It is the worker who is in charge of the maintenance and care of the vehicles of the company, watching at all times for its proper functioning and perfect condition, carrying out the same or through its helpers all the relevant controls and tests in this respect.

-Store Officer:

It is the worker who performs, fundamentally, the management and reception of the goods and materials under the supervision of the Chief of Store, controlling the expiration dates of the products and their quality and quantity.

Contributes to the establishment of the needs of goods and materials according to the demands of the different areas of the company. It also stores and distributes the goods and materials received.

Group III:

-In this professional group we will find both the staff who serve at home the products requested by the clients, charging them their amount, taking charge of it and liquidating it to their superiors (a) corresponding, such as those performing auxiliary and support tasks under specific instructions, in stores, warehouses, workers and the like.

Reference Professional Categories included in Group III:

-Repartidor:

It is the employee who serves at home the products requested by the clients, charging them their amount, taking charge of it and liquidating it to the respective manager or chief.

Complementary and in the absence of supporting activities, it may be intended for auxiliary tasks both inside and outside the workplace.

Basic rules of action:

-The worker must complete, personally and scrupulously the documentation that the companies implement for the control of the services to be carried out, basic for the correct billing and control of these.

-The worker is obliged to use the work equipment and/or uniform provided to him, and must be used exclusively with the advertising and identification flags decided by the company, not being able to show no other. The worker shall be liable to the undertaking for the loss or deterioration of such work equipment and/or uniform.

-You must drive the vehicle with the utmost prudence, in full compliance with traffic legislation and other internal rules.

-You are expressly obliged to secure with lock the bike each time you park to make deliveries or when you park it in the vicinity of the work centre.

-It will bring the delivery without delay by always choosing the fastest, easiest and most secure routes so that the product reaches the customer in the shortest possible time and in the best conditions of quality and consumption.

-You must immediately and telephonically account for any anomalies produced during the performance of your work, as well as any breakdown or accident suffered by the vehicle used.

-In the event that it is verified that the damage, accident, fine or theft of the vehicle is derived from dolo, negligence or reckless recklessness of the delivery man, it may be passed on to him the expenses which derived.

Deliveryman Obligations:

-Always have or maintain your vehicle or the assigned vehicle at any time, in perfect conditions of use and presence, both materials and administrative.

-You must take both the driving and D.N.I. permits and the vehicle documentation.

-You will know urban street street and other traffic management circumstances.

-Circulara wearing the helmet, which must be properly them properly uniformed and demanding the necessary cleanliness and cleanliness.

Your capabilities include managing the production, commercial, delivery, and administration warehouse.

Within the administrative tasks, you will be personally responsible for the economic and monetary cadres of the workplace. Thus, any type of accounting deviation must be documented.

You must also always comply with those operating rules that emanate from your hierarchical superiors in the company. In keeping withsalary tables and, as from 1 January 2018, with a value equivalent to 25% of that amount.

During the year 2016 the payment of the plus of nocturnity will be maintained in the terms that result in application of the art. 37 of the previous collective agreement.

Art. 38. Plus of responsibility:

Workers assigned to the reference categories of managers and sub-managers (Professional Group I of the Production and Shop Area), as well as all those employees who perform functions corresponding to the referred to as "management teams", both in stores and in warehouses, shall receive during the time of such performance, due to their special dedication and responsibility, which implies, inter alia, the opening and closing of establishments, the control and supervision of the staff in charge, the coordination and management of activities, and other Similar tasks, the sum set out in the Annex to the economic conditions for each of the twelve months of the year, not being such a sum or compensable or absorbable and being revalorizable with the wage increases agreed upon. This sum will appear on the payroll of each of the indicated twelve calendar months under the name "Plus of liability".

The amount indicated in the preceding paragraph of this Article replaces any other economic compensation that the employee may receive in respect of the accrual of the working hours to which the reference is made and the reference art. 37, in such a way that only the "Plus of Liability" will be payable and will be effectively paid for with the absolute exclusion of the above mentioned economic compensation for work in the night time.

Those workers who come in receipt of "Plus de Nocturidad" a fixed amount higher than that established for the "Plus of Liability" will continue to perceive this difference as a condition of "ad personam" character not compensable or absorbable and revalorizable with the wage increases that are agreed.

Art. 39. Plus Management.

In those sporadic cases where the employees assigned to the professional category of reference of Officers Delivery (Professional Group II of the Area of Production and Shop), for organizational needs of the centers of The Commission will be able to take the necessary measures to ensure that the Commission is able to take the necessary measures to ensure that it does not have the right to take the necessary measures. amount is set out in the Annex to the Economic Conditions.

Art. 40. Remuneration for currency bankruptcy.

Companies will have to pay their delivery companies, given the possibility that they will suffer some kind of currency bankruptcy, the amount indicated in the Economic Conditions for Delivery, which is actually carried out and checked. This quantity shall be in the form of an extranalarial supplement.

Art. 41. Transport help.

Companies will have to pay all their employees, regardless of the contractual mode subscribed by them or their working time, with the exception of the delivery men who already receive other types of aid, or pay allowances for distribution in the light of the nature of the work they carry out, the full amount set out in the Annex to the Economic Conditions of this Convention.

The amount to be paid in the form of aid for transport will be effective provided that alternative formulas replacing the provisions laid down in this Article have not been negotiated with the legal representation of workers. In this respect, it is established in this respect by the special negotiating body of this Convention at its meeting on 2 March 2001 and in which the said possibility was expressly established in the light of the idiosyncrasies of the sector, its evolution and the uses of companies. If an agreement is reached in this respect, it shall be forwarded to the Joint Committee of the Convention for its knowledge and registration.

If no agreement has been reached or reached in this respect, the companies will be obliged to pay the so-called transport aid in the amount indicated.

The transport aid, if actually paid, will have the character of an extrasalarial supplement.

Art. 42. Uniformity.

Companies will provide their workers with the right uniformity to perform their duties twice a year. In this way, they will receive the amount stipulated in the Annex of Economic Conditions for the cleaning of the same, as long as there is no suitable machinery in the working centre to carry out such a cleaning. This shall not apply to staff in the Office Area. If the company takes care of the cleaning, it must not assume the referenced amounts. Such economic delivery, if any, will be of a simple redress and will therefore not be in the form of a wage.

Companies that proceed to demand uniformity from their employees should provide them with such uniformity for the development of their tasks in order to focus on their specific activities and adapt them to their particularities and peculiarities. own.

Similarly, it will be possible, if requested by the employees, the use of short pants-type bermuda-for the performance of cupping tasks. Such a pledge would be provided by the worker himself and should meet the minimum requirements for businesses.

The companies will provide a helmet for each of the workers assigned to the distribution and whenever they do so on the motorcycles of the company. At the end of the employment relationship, the company must be returned to the company, which must be in good condition, except for the normal wear and tear that has been used, for the purposes of prior to the corresponding use. cleaning and, if appropriate, suitability, can be used by another partner. The hulls provided by the company must remain in the relevant working centre when services are not provided not being permitted for use for any particular purpose. Each worker will be responsible for the good maintenance and use of the delivered helmet. In the case of the delivery of their own motorcycle, the delivery men must carry out their duties by providing the appropriate approved hull.

Art. 43. Accident insurance.

The companies will arrange an insurance policy, individual or collective, that covers, in favor of the workers, the perception of 25,000 € (TWENTY-FIVE THOUSAND EUROS), for themselves or their beneficiaries, covering the risks of death by accident, or permanent invalidity to the extent of absolute production produced exclusively during the provision of work or in accidents at work produced "in itinere". The increase in the amount of the policy indicated, in relation to the amount developed in the previous collective agreement, shall take effect on 1 January 2017.

Annually a copy of the same shall be provided to the Intercenters Committee, where it has been constituted or, where appropriate, to the legal representation of the workers of the center.

Art. 44. Own vehicle expenses.

1. In those cases where the dealer is a holder or holder of a vehicle, in the centres where the commercial policy of the undertaking so determines, he ge of the 5 per 100 applicable on the dealer's hourly base salary.

Art. 37. Plus de nocturidad.

Hours worked during the night period, in particular from 22.00 to 06.00 hours, shall be paid in the amounts set for each professional category in the salary tables included in the Annex to the Conditions Economic of the Collective Agreement.

However, from 1 January 2017, the night hours between 22 and 24 hours shall be paid in amounts equal to 15% of the amount shown in the tables indicated in the must maintain the same in good conditions of use. Likewise, the delivery man must be at every moment, legally enabled for his/her driving.

The failure to comply with these requirements truncates the essential element for the start and continuation of the employment relationship since it has its cause precisely, in the service of the company not only of the worker but also of the vehicle indispensable for the performance of the work.

Expenses of any kind relating to the vehicle, purchase, amortization, maintenance, insurance, fuel, repairs, hull, or others, when the one is owned by the delivery man, will be for the account of the same, to whom the company, in compensation, shall pay the costs referred to in this Article.

2. As a result, the delivery man commits to:

Replace or repair the aforementioned vehicle in the event of a failure, when this is its property, in the terms stipulated in Article 53 of this Convention.

Communicate to your company, in writing, your own vehicle changes. The new one must be similar to the one described in the work contract.

3. Where the above circumstances are met, the delivery person shall, in respect of the performance of his duties, receive the amounts provided for in the Annex to the Economic Conditions for the purpose of carrying out his duties. These amounts are understood to be minimum.

In the situation of "multidirection" the provisions of Article 13 of this Convention will be in place.

The subscriber's own vehicle expenses will not be of a salary character as a simple compensation for the expenses necessary for the performance of the work, so they will not be listed for Social Security.

CHAPTER VII

Permissions, suspension and termination of contract

Art. 45. Paid leave.

1. Without prejudice to the grounds relating to the Article. 37 of the Staff Regulations, the worker shall be entitled to leave for the following

:

a) Fifteen calendar days in case of marriage or in case of union in fact. In the latter case, the worker or worker must provide the relevant co-existence certificate issued for the purpose by the relevant city council or body.

b) By birth of a child or by death, accident or serious illness or hospitalization or surgical intervention without hospitalization requiring the home rest of relatives up to a second degree of consanguinity or affinity, three, four or five calendar days, depending on the fact that the permit is justified to occur within the same province (three days), in the border provinces (four days), in the rest of Spain or abroad (five days).

A serious illness shall mean a disease which is determined as such by the corresponding physician specialised in the relevant medical part or which generates the obligation of the family to be held in detention. Question in hospital centre a minimum of twenty-four hours.

In the event that due to the circumstances relating to the above mentioned assumptions, the worker will need to add some more day to the established ones, the company would be obliged to facilitate those days, and the worker must retrieve the same in the way the company tells you.

c) Weddings of children, siblings, parents: A natural day.

d) One day per year per transfer of the usual address, prior notice with a minimum of one week's notice. The removal of the worker must justify the transfer.

e) For the time needed to go to the specialist doctor.

(f) For the time required for the conduct of prenatal examinations and preparation techniques and, in the case of adoption, it is intended for adoption or acceptance, for the provision of services to information and preparation and for the performance of the prescriptive psychological and social reports prior to the declaration of suitability, always, in all cases, which must take place within the working day.

g) For the precise hours to ensure concurrency to final examinations of the workers, when these studies are of official or academic character. In such cases, they shall provide the administrative justification for their application.

h) For the time indispensable for the fulfillment of an inexcusable duty of public and personal character. Where compliance with the duty referred to above involves the impossibility of the provision of the work due, in more than 20% of the working hours of a period of three months, the undertaking may pass the undertaking to the worker concerned (a) leave of absence as provided for in Article 46 (1) of the Staff Regulations.

i) Processing of permits for adoption and acceptance with the limit of one day.

2. The worker must prove to the company the fact and other circumstances that give rise to the enjoyment of the licence.

3. The reasons giving rise to the permit shall be communicated in writing to the chief concerned in advance. Except in cases of urgency, where the worker must communicate the fact to his undertaking as soon as possible, without prejudice to his subsequent justification.

4. Licences shall be issued on the dates on which the facts on which they are based are made. However, in the case of hospitalization or surgical intervention without hospitalization requiring house rest as referred to in point (b) of paragraph 1, the licence may be enjoyed, at the choice of the worker, in days or not as long as the causative event lasts.

5. In the event that different causes of the license are overlapping, only those that have a greater number of days of enjoyment will be granted.

6. Licences shall be paid on the basis of the actual salary, excluding expenses for locomotion or other charges.

7. All the permits developed, both the expressly collected in this Collective Agreement and those developed in the art. 37 of the Staff Regulations, will also be applicable and liable to be requested in the case of a couple in fact duly registered to the effect in the corresponding official registers, with the particularities described for the paragraph 1 (a) of this Article.

8. For the training of employees assigned to the professional reference category of managers and sub-managers (Professional Group I of the Production and Shop Area), the companies will dedicate five monthly paid hours within the working day. during the first ten months of the contract or the promotion, which may be accumulated by the company in the periods it deems appropriate in attention to organizational or productive needs of the same. Employees assigned to the professional reference categories of delivery men and assistants and assistants during the first two months of the contract shall enjoy the same permit.

Art. 46. -Maternity, paternity, adoption and welcome.

1. In the case of childbirth, the suspension of the employment relationship with a job reserve will last 16 weeks, which will be enjoyed uninterrupted, and will be extended in the case of multiple births in two weeks for each child. from the second. The suspension period shall be distributed at the option of the person concerned, provided that 6 weeks are immediately after delivery.

In the event of the death of the mother, regardless of whether or not she will perform any work, the parent may make use of the entire or, if appropriate, the portion of the suspension period, which has been computed from the date of the stay. The birth of the mother and the mother would have been able to enjoy the birth of the mother. In the case of thethe relevant police station.

From the time of the vehicle's lack and until its new contribution or, if not produced, up to a maximum of two months, the company will be obliged to provide the worker with a vehicle owned by it, or offer the dealer, and he is to accept it, another job within his own professional group.

After the period of two months without the delivery of the delivery of his own vehicle, the contract of employment of the employee will be suspended for a maximum period of one year, with the delivery of the delivery, during this period, an effective reserve of his job, thus being able to return to his provision of services at the precise moment in which he has a vehicle in conditions to develop the object of his service delivery. After the mandatory reserve period of the job, the delivery person shall only have a preferential right to reinstatement.

During the period of contractual suspension, the obligation on the part of the company to pay and to pay for the employee in question will cease.

All the deadlines set out in the above paragraphs are maximum, so the deliveryman must be reintegrated into the job as soon as he has the vehicle in state of use.

CHAPTER VIII

Security and Health

The Law 31/1995 of 8 November, Prevention of Occupational Risks, represents a significant step forward with regard to the previous situation in the field of occupational health, the Negotiating Commission of this Convention convinced that the mere The existence of this new legal framework of general scope with the rank of Law, constitutes a positive element, that it allows to develop a general policy in the field of the occupational health, is committed to that the attention of the Health and Prevention of Risks in the work is a priority on any other aspect of the development of the labour market.

In this context, it is also up to each worker to ensure, through compliance with the prevention measures that are adopted in each case, for their own safety and health at work and for those who are may affect your professional activity, with appropriate use of the machinery, means and protective equipment.

By virtue of all this will apply all the legal provisions in force in force in respect of the safety and health in the work, according to the criteria of application and assessment that determine the competent bodies. With regard to the provisions of this paragraph, the parties to the present collective agreement consider it appropriate to stress and to recall that in the plans for the prevention of occupational risks to be developed in the companies expressly they will be regulated individual protective equipment (PPE, s) to be made available to their employees on the basis of the activities and tasks they carry out.

For an effective and real achievement of the objectives pursued by both the aforementioned Law and its implementing rules, as well as to achieve greater health protection and prevention of occupational risks In companies in the sector, it is considered necessary to constitute a Sectoral Joint Committee on Safety and Health, so willing to use and develop this Law, both parties establish:

Art. 54. Constitution of the Sectoral Committee on Occupational Safety and Health.

1. Pursuant to Article 83 (3) of the Workers ' Statute and Article 35.4, second paragraph of Law 31/1995, of 8 November, the signatory parties agree to the formation of a Sectoral Commission.

2. This committee shall be composed of representatives of the companies and trade unions which are signatories to the Convention and shall comprise 4 members for each of the parties.

This commission will appoint a President and a Secretary of the Joint Committee on Safety and Health of Industry for the first year of validity, in successive years it will be recused in each of the parts.

They will also appoint a Standing Committee of the Joint Committee on Safety and Health in the four-member sector, two for each of the parties.

3. The components of this Joint Committee on Safety and Health in the field of products and products cooked for home delivery shall be subject to the provisions of Article 65 (2) of the Staff Regulations in respect of This is the case for professional secrecy due to, and/or information to be accessed as a result of the performance of the functions, faculties and competencies, which the Law on the Prevention of Occupational Risks to the Prevention of of occupational hazards, safety and health committees or any other form of representation which authorizes the same Law in the Art. 35.4 second paragraph.

4. The Joint Committee on Safety and Health of the Sector shall be a collegiate body, and there shall therefore be no individual competence in favour of any of the members of the Sector, except those which exceptionally and for reasons sufficiently (a) justified in the Commission's Rules of Procedure.

5. Approve the Rules of Procedure of the Joint Committee on Safety and Health at the Convention of Cooked Product Makers for Sale to Domicile.

6. The members of this Joint Committee on Safety and Health in the field of Cooked Products for Sale to the Home, will be able to freely access the companies in the sector, giving them sufficient notice, except in cases of extreme urgency arising from accidents at work, to check the compliance and development of the Law on the Prevention of Occupational Risks, as well as to deal with or understand everything related to Safety and Health.

7. Empower union advisors to move this Agreement to the National Safety and Health Commission at Work for timely purposes.

8. The parties to this Agreement, before making any complaint or complaint, undertake to submit it in advance to the plenary of the Joint Committee on Safety and Health in the field, in order to enable it to be resolved within the same.

Art. 55. Harassment at work: Protocol of action.

1. Sexual Harassment: This is understood as the situation in which any verbal, non-verbal or non-verbal behavior with a sexual nature is produced for the purpose or effect of attacking the dignity of the person, and of creating a hostile, degrading, humiliating or offensive environment.

2. "Harassment by reason of sex": Such a situation is understood to be the one in which a behavior occurs, performed according to the sex of a person with the purpose or the effect of attacking the dignity of the person, and of creating an intimidating, hostile, degrading, humiliating or offensive environment.

3. Moral Harassment: The situation of continued harassment suffered by a worker-worker on whom psychological violence is carried out is understood as such.

4. Discriminatory Acts: Both sexual harassment and harassment on grounds of sex are set up as discriminatory acts, the same object being the subject of an express prohibition. They shall also have regard to discriminatory acts, to which the present procedure applies, any conduct carried out by reason of racial or ethnic origin, rel without there being any business obligation to offer alternative work.

Art. 53. Other assumptions of suspension of the work contract.

In the event that the dealer will provide his own vehicle for the distribution, in the case of lack thereof, for any cause, except for theft or subtraction of the same, it will have a period of ten days to repair it and to put it Again in operation at the eleventh day. Theft or subtraction shall be credited by the contribution to the company of the original of the complaint made at during the service.

12. Do not make use, during working hours, of the uniform and supplements provided by the company, except for justified reasons.

13. Omit, without justified cause, the installation on the vehicle of the passenger compartment for the deposit of goods.

Art. 60. Serious fouls.

1. Two failures to assist the work without justified cause within forty-five days.

2. Two to five punctuality faults within one month or more than fifteen minutes.

3. The commission of three or more minor faults other than punctuality and assistance, within ninety days.

4. Failure to comply with the orders and instructions of the employer or delegated staff in the regular exercise of his/her powers of management. If there is a manifest breach of the work, or if serious and notorious damage to the undertaking or co-workers is caused, it shall be deemed to be very serious.

5. Simulate the presence of another employee at work, signing or signing by him.

6. Surrender to any time lost games or activities, whatever they are, being of service.

7. Important neglect in the preservation or cleaning of the genera or articles and materials of the corresponding establishment, or of the company.

8. The negligence in the work that seriously affects the good march of the same.

9. Do not deliver to the company, within the period legally granted to the worker, of the parts of discharge, discharge or confirmation of temporary incapacity. In the event that the delay exceeds the legally established deadline for submission to the competent official body or body, it would be qualified as very serious.

10. Employ for own use or consumption, products, goods and garments of the company.

11. The lack of grooming that is of such a nature to produce justified complaints from colleagues or the public.

12. The lack of respect for colleagues, including the commanders and subordinates, and the general public.

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

14. Go to work in a state of drunkenness or under the effects of narcotic drugs during the working day.

15. Do not deliver as soon as possible to the management of the company, any notification or document either official or of importance to it.

16. Failure to comply with obligations under the Safety and Health at Work standards, food handling or other administrative measures which are applicable to the work being carried out and in particular all those relating to protection and prevention of occupational risks.

17. Skip the conclusion of a previously accepted service by claiming the end of the workday.

18. Reject the realization of an ordinary service without any justified cause.

19. Loss, loss or deterioration of the goods attributable to the worker.

20. The non-observance of Law 28/2005 of 26 December of Sanitary Measures against Smoking and in particular the non-compliance with the express prohibition of smoking in the workplace.

21. Do not go to appointments prescribed by the medical services of the Mutua when the worker is in a situation of medical discharge from any contingency.

22. Delay the performance of a service entrusted by the faking of damage or accident, loss of goods, theft of the vehicle or any other non-existent inconvenience.

23. Do not deliver-at one time-the company, (without cause of force majeure that prevents it) the customer billing albarans. If the purpose of this was found to be due to an attempted theft or fraud on part or all of the invoicing, it may be considered to be very serious.

24. Do not communicate to the company any traffic violations committed, accidents and injuries to third parties arising from them.

25. Not to observe the necessary safety measures to avoid the subtraction of the tools used for the development of the work activity provided by the company, as well as the goods being transported.

Art. 61. Very serious fouls.

In addition to those considered as causes of disciplinary dismissal, as set out in Article 54.2 of the Recast Text of the Workers ' Statute, the following are established:

1. Three or more failures to assist the work without justified cause within forty-five days.

2. More than five faults of punctuality within thirty days, except in case of force majeure.

3. Recidivism in serious misconduct other than punctuality and attendance in a period of one hundred and eighty days.

4. Fraud, theft or theft, both to your colleagues and to the company or to any person, carried out within the premises of the same and/or during the working day.

5. The simulation of sickness or accident alleged by the worker not to attend the work, being understood as such when a worker in a situation of temporary incapacity carries out work of any kind for his or her own or other person, as well as any other manipulation, deception or inconsequential personal conduct leading to a prolongation of the situation on the ground.

6. Ill-treatment of words or work, abuse of authority or serious lack of respect and consideration of the employer, persons delegated by it, as well as other workers and the general public.

7. Abandon work in positions of responsibility with serious risk to persons and property.

8. Make it disappear, disable or cause damage to materials, tools, tools, appliances, installations, buildings, equipment and documents of the company and specifically in vehicles.

9. Violate the secret of the correspondence or reserved documents of the company.

10. Reveal to company foreign elements, required reservation data.

11. Cause or cause squabbles and pendences with other workers.

12. Counterfeit or fraudulent inventory, albarans and other business traffic documents.

13. Any non-compliance with the general knowledge procedure internal manuals.

14. The incorrect handling and use of the items with which the products will be cooked to the public.

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

16. The repeated decrease in performance at work.

17. Recklessness during work involving the risk of an accident to himself, to his colleagues, or to third persons or danger of damage to the facilities.

10. To omit in an order of service the essential data or signatures of conformity or to present it to the administrative services of the company in such a state of disrepair that is uncollectible or indecipherable, because it cannot be determined in the same to the client applicant, the amount of any of the data and the lack of delivery of the delivery to the customer.

11. The lack of toilet of the worker and/or material usedclass="parrafo">18. Distort the service delivery by imitating signatures of the clients or recipients or liquidating in the same amounts different from those of the service performed.

19. Failure to deliver to the company-on two or more occasions within 120 days-the customer billing albarans, with no force majeure to prevent it.

20. Loss by theft or theft of the assigned vehicle provided that it is derived from the negligence or recklessness of the Repartidor.

21. Do not make use or misuse of the protective helmet while driving the vehicle.

22. The commission of traffic violations in general that can cause damage or injury to people, to the employee or to things, as well as to damage the image of the company and the sector.

23. Do not perform the corresponding settlement to the end of the working day or not to deliver the full amount of the collection.

24. Carrying out actions that cause damage or damage to the mopeds or vehicles owned by the company.

Art. 62. Penalties.

The maximum penalties that may be imposed in each case, depending on the graduation of the misconduct, will be as follows:

1. For minor faults: Monestations in writing, and suspension of employment and pay of one to three days.

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

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

Very serious faults will be enforced at most six months after their imposition, with the three-month period for the serious and two for the minor ones. Failure to do so will prescribe compliance.

In any case, the faults will be prescribed at 10, 20 and 60 days depending on whether their rating is mild, severe or very serious, respectively, since the company was aware of them or within 6 months of having been committed.

CHAPTER X

Interpretation of the Convention and Conflict Resolution

Art. 63. Joint Commission.

A Joint Joint Commission is hereby established which shall understand all matters relating to the interpretation of the rules contained in this Convention.

1. The Joint Commission will be made up of four members representing the trade unions and four other members representing employers. A number of alternate members, appointed for each of the above mentioned representations, shall also be chosen.

2. Both parties may be assisted by the advisers they deem appropriate in accordance with the matters to be dealt with, with a voice but without a vote.

3. The Commission shall be domiciled at the following address:

-General Workers Union (U.G.T.).

State Federation of Mobility and Consumer Services (SMC-UGT).

Avda. of America No 25, 4. º

28002 Madrid.

-Workers ' Commissions (CC.OO.).

State Federation of Services.

Ramirez de Arellano, 19.

28043 Madrid.

-Spanish Association of Meals Prepared for Sale to Home (PRODELIVERY).

C/ Mallorca No 286, entlo. 2. ª

08037 Barcelona.

4. The Commission shall elect from among its members a President and a Secretary, who shall be alternately in each of the representations.

5. The meetings held by the Commission shall include the minutes of the decisions taken and shall be signed by all the members attending the meetings.

6. In order for an agreement to exist, a favourable vote of 60 per 100 shall be required at least for each of the representations.

7. The Commission shall formally become the signature of this Convention with a functioning Regulation.

Art. 64. Functions of the Joint Committee.

a) Interpretation of this Convention in its broadest sense.

b) Application of the agreed upon and monitoring of compliance.

c) Follow up on those agreements whose development must occur in time and for the entire duration of the agreements.

d) Mediation, arbitration and conciliation, in the event of a conflict between a company and a worker or workers, in the event of collective conflict. At the request of one of its organs, the immediate meeting of thisll have the right to distribute information or union propaganda, they will be able to collect the corresponding union dues, they will convene and will hold assembly of a labor and union character outside of the regular working hours.

CHAPTER XII

Effective equality between men and women

Art. 70. Equal opportunities. General Principles.

The organizations that are signatories to this Convention will ensure that the fundamental right to equal treatment and opportunities in companies is real and effective. The following general sectoral objectives are therefore agreed:

(a) Establish guidelines for the elaboration, structure and procedure of the equality plans of the companies obliged to do so, as well as establish guidelines for the adoption of equality measures in the companies of less than 150 employees.

(b) The sectoral commission for equality and non-discrimination shall be constituted and shall confer upon it the powers referred to in Article 75 of this Convention for the purpose of the development of effective work in the field of equal treatment and opportunities at work.

Art. 71. Equality plans.

In accordance with the provisions of the Organic Law 3/2007, companies with more than 150 employees, have one or more work centers, will have to adopt an equality plan containing measures aimed at avoiding any type of employment discrimination between women and men.

With regard to equality plans and situation diagnoses, in accordance with Article 5 of Organic Law 3/2007, a difference of treatment based on a characteristic shall not constitute discrimination in access to employment. In the case of sex when, due to the nature of the specific occupational activities or the context in which they are carried out, such a characteristic constitutes an essential and determining professional requirement, provided that the objective is legitimate and the requirement provided.

Art. 72. Concept of equality plans.

The plans for equality of enterprises are a set of measures, adopted after a diagnosis of the situation, aimed at achieving equality of treatment and opportunities among women and men in the enterprise. eliminate discrimination on grounds of sex.

The equality plans will set the concrete objectives of equality to be achieved, the strategies and practices to be adopted for their achievement, as well as the establishment of effective systems for monitoring and evaluating the objectives. fixed.

Art. 73. Situation diagnosis.

Prior to the setting of the objectives of equality, companies will make a diagnosis of the situation which will be aimed at obtaining data disaggregated by gender in relation to working conditions, and with special reference matters such as access to employment, training, classification and professional promotion, the conditions of remuneration and the organisation of working time, the reconciliation of work, family and personal life, etc. All for the purposes of finding, if any, the existence of situations of unequal treatment or opportunities between men and women lacking objective and reasonable justification, or situations of discrimination on grounds of sex, assume the need to set those objectives.

The companies will give written account to the employees ' representatives, and they can issue the corresponding report if they consider it appropriate.

Art. 74. Objectives of the equality plans.

There should be positive action measures where there has been a finding of situations of inequality between women and men lacking objective justification, as well as in the establishment of general measures for the effective implementation of the principle of equal treatment and non-discrimination.

Such objectives, which shall include strategies and practices for their achievement, shall preferably be aimed at the areas of access to employment, training, classification and professional promotion, remuneration and working conditions, reconciliation of family life, etc.

Art. 75. The competence of companies and workers ' representatives in the drawing up of equality plans.

It will be up to the company to perform the situation diagnosis. The documentation to be provided for such diagnosis shall be made available for the purpose of informing the employees ' representatives.

Once the diagnosis of the situation has been made, the companies will have to negotiate with the workers ' representatives the corresponding plan of equality, without prejudging the outcome of the negotiations since, both the the content of the plan as the measures to be taken, will always depend on the previous diagnosis and on the fact that there have been situations of unequal treatment in the company.

Once the equality plan has been implemented in the company, the workers ' representatives will be informed on an annual basis about their evolution, with the latter being able to issue a report if they consider it appropriate.

The deadline for the development and implementation of the equality plan in the companies will coincide with the validity of this agreement. By virtue of this, all those undertakings must have completed their equality plan by the end of this Convention.

Art. 76. Commission for equal opportunities and non-discrimination.

In the quarter following the publication of this agreement, the "commission for equal opportunities and non-discrimination" will be set up, made up of the business representation and trade unions. convention.

For the proper performance of their tasks, the commission shall be provided with an internal operating rules.

The following will be functions of this commission:

1. Ensure that both women and men enjoy equal opportunities in terms of employment, training, promotion and development of work.

2. To ensure that women have equal equality as men in all aspects of pay, so that equal work, work of equal value, and conditions always have equal pay.

3. Ensure that women, on equal terms, have the same opportunities as men in cases of promotions and roles of greater responsibility.

4. Follow up on the evolution of the equality plans agreed in the companies in the sector.

5. Possibility of drawing up technical opinions on aspects related to equal treatment and opportunities between women and men at work at the request of the Joint Committee.

6. It may draw up, if appropriate, a specific study on equal opportunities in the sector and, in particular, an assessment of the employment situation and employment situation of women, to be carried out through the sectoral survey of women. the application of the convention and for which it will be necessary for the data to be presented in the latter disaggregated by gender.

Economic Conditions Attachment

Economic conditions for the duration of this collectiv>

Both representations recognize the Trade Union Sections as representative of the union expression of workers within the society.

In this way, workers affiliated to the trade unions with a presence in the works councils will be able to constitute Trade Union Sections, with the guarantees and rights established in the art. 10 of the L.O.L.S., in those companies or, where appropriate, in the job centers that occupy 175 or more workers, whatever the class of their contract.

The trade union sections wie agreement:

a) Salary tables:

For the year 2016 and with retroactive effect from 1 January, the salary tables and other economic concepts for that financial year shall be increased by a percentage of 1% as set out in this Annex.

For the year 2017, with effect from 1 January, the salary tables and other economic concepts for that financial year shall be increased by a percentage of 0,6% as set out in this Annex.

For the year 2018, with effect from 1 January, the salaryh>

Plus responsibility

Annual

Group I:

Administrative Officer of 2.

5.6159

0.9786

0.2457

0.6330

*

13.422.0155

5,8571

1.0207

Centro_table_body"> 0.2563

0.6602

*

13.998.3971

Titled Middle Grade.

6,0384

1.0523

0.2642

0.6806

*

14.431,7893

Titled.

7.1857

1,2522

0.3144

0.8099

17.173.7003

Director.

7.1857

1,2522

0.3144

*

Group II:

Auxiliary.

3,9253

0.6840

0.1717

0.4424

0.6809

0.0000

9.381,4089

Administrative Officer 2.

5,1324

0.8944

0.2245

0.5785

0.8903

0.0000

12.266,3955

Administrative Officer

5.2532

0.9154

0.2298

0.5921

0.9113

0.0000

12.555, 1745

(b) Diets: EUR 28,6571 per day, in accordance with Article 11 of the Convention.

(c) Working clothes: 5,2151 euro/month.

d) Own Vehicle Expenses:

-EUR 0.3992 per address in populations of more than 500,000 inhabitants and in recognised metropolitan areas.

-EUR 0.3652 per address in populations of more than 250,000 inhabitants and less than 500,000.

-EUR 0.2888 per address in populations of less than 250,000 inhabitants.

e) Remuneration for currency bankruptcy: EUR 0,1360 per delivery actually carried out and checked.

f) Transport Aid: EUR 104,3341/month for 11 months.

g) Management Plus: EUR 37,1761 per month, in the case of a management work carried out during the whole month, or the proportional share of that amount, depending on the hours or days during which the management tasks have been carried out; dedicated to such menesters.

h) Plus time Repartidor: 0 ,2666.euros hour. (Base time salary for calculating this Plus: EUR 5,3314) (EUR 39,8921 per month).

i) Kilometers: 0.2491 euros/kilometer.

Year 2017

Production and Store Area Pay Table

I:

		Base Salary	P. P. P Extras	Legal Break	P. P. Holidays	Night Time	Plus responsibility	Annual Salary
Up	6,4181	1,1184	0.2808	0.7234	*	46.5225	15.339.0668
Establishment Subcharge	5.5805	0.9725	0.2441	0.6290	*	46.5225	13.337.2165
5.5805		0.9725	0.2441	0.9725	0.6290	*	46.5225	13.337.2165
Manager	9.575,3495

Office Area Pay Table

		Base Salary	P. P. P Extras	Legal Break	P. P. Holidays	Night Time 5.5805	0.2441		0.6290	*	46.5225	13.337.2165
Group II:
Delivery Officer	5,1632	0.8997	0.2259	0.5820	0.8957	0.0000	12.339,9939
Administrative Officer	5,2848	0.9209	0.2312	0.5957	0.9167	0.0000	12.630.5055

(b) Diets: EUR 28,8291 per day, in accordance with Article 11 of the Convention.

(c) Working clothes: 5,2464 euro/month.

d) Own Vehicle Expenses:

-EUR 0,4016 per address in populations of more than 500,000 inhabitants and in recognised metropolitan areas.

-EUR 0.3674 per address in populations of more than 250,000 inhabitants and less than 500,000.

-EUR 0,2906 per address in populations of less than 250,000 inhabitants.

e) Remuneration for currency bankruptcy: EUR 0,1368 per delivery actually carried out and checked.

f) Transport Aid: EUR 104,9602/month for 11 months.

g) Management Plus: EUR 37,3991 per month, in the case of a management work carried out throughout the month, or the proportional share of that amount depending on the hours or days during which the management tasks have been carried out; dedicated to such menesters.

h) Plus time Repartidor: 0 ,2682.euros hour. (Base time salary for the calculation of this Plus: EUR 5,3634) (EUR 40,1314 per month).

i) Kilometers: 0.2506 euros/kilometer.

Year 2018

Production and Store Area Pay Table

Group I:

		Base Salary	P. P. P Extras	Legal Break	P. P. Holidays	Night Time	Plus responsibility	Reference Annual salary
Enloaded from Establishment.	6,4566	1,1251	0.2825	0.7278	*	46.8016	15.431.1012
Subcharge.	5.6139	0.9783	0.2456	*		46.8016	13,417,2398
Head of Team Obrador.	5.6139	0.9783	0.2456	0.6328	*	46.8016	13,417,2398
of Store.	5.6139	0.9783	0.2456	0.6328		46.8016	13,417,2398
Group II:
Delivery.	5,1061	0.8898	0.2234	0.5755	0.8858		12.203,4467
5.1061		0.8898	0.2234	0.5755	0.8858		12.203,4467
Mechanical Officer.	5,1061	0.8898	0.2234	0.5755	0.8858		12.203,4467
Store.	5,1061	0.8898	0.2234	0.5755	0.8858		12.203,4467
Group III:
Repartidor.	4,0547	0.7066	0.1774	0.4570				9.690.5984
Auxiliary	4,0547	0.7066	0.1774	0.4570				9.690.5984	Auxiliary.	3.9488	0.6881	0.1728	0.4451	0.6850	0.0000	9.437.6973
Administrative Officer 2.<>
4,0547		0.7066	0.1774	0.4570	0.7034		9.690.5984
Helper Delivery/Cook Helper.	4,0547	0.7066	0.1774	0.4570	0.7034		9.690.5984
Assistant.	4,0547	0.7066	0.1774	0.4570	0.7034		9.690.5984
.	4,0547	0.7066	0.1774	0.4570				9.690.5984
Store Mozo.	4,0547	0.7066	0.1774	0.4570	0.7034		9.690.5984

Office Area Pay Table

9,494,3235

Centro_table_body " > 12.414.0339

		Base Salary	P. P. P Extras	Legal Break	P. P. Holidays	Night Time	Plus responsibility	Annual
Group I:
Administrative Manager of 2.	5,6835	0.9904	0.2487	0.6406	*		13.583.5629
Chief 1.	5.9276	1.0330	0.2593			*	* Centro_table_body " > 14.166, 8818
Titled Middle Grade.	6.1111	1.0649	0.2674	0.6888	*		14.605,4903
Titled.	7.2722	1,2673	0.3182	0.8197			17.380.4030
.	7.2722	1,2673	0.3182					*
Group II:
Auxiliary.	3.9725	0.6923	0.1738	0.6891	0.6891
2.	5.1942	0.9051	0.2272	0.9010	0.9010
Administrative Officer of 1.	5,3165	0.2326		0.5993	0.9222	0.9265		12.706.2886

(b) Diets: EUR 29,0020 per day, in accordance with Article 11 of the Convention.

c) Working clothes: 5,2778 euros/month.

d) Own Vehicle Expenses:

-EUR 0,4040 per address in populations of more than 500,000 inhabitants and in recognised metropolitan areas.

-EUR 0.3696 per address in populations of more than 250,000 inhabitants and less than 500,000.

-EUR 0,2923 per address in populations of less than 250,000 inhabitants.

e) Remuneration for currency bankruptcy: EUR 0,1376 per delivery actually carried out and checked.

f) Transport Aid: EUR 105,5899/month for 11 months.

g) Management Plus: EUR 37,6235 per month, in the event of a management work being carried out throughout the month, or the proportional share of that amount depending on the hours or days during that period dedicated to such menesters.

h) Plus time Repartidor: 0 ,2698.euros hour. (Base time salary for the calculation of this Plus: EUR 5,3956) (EUR 40,3722 per month).

i) Kilometers: 0.2521 euros/kilometer.

Additional disposition first. Company motorcycles.

The parties to the present Convention, aware of the need to homogenise the sector, basically and primarily as regards the form and content of the delivery of the delivery services, understand how It is of the utmost importance that companies, in a progressive manner, offer to those companies the possibility of developing their own tasks with motorcycles whose ownership or ownership is held by the companies, in the cases where they are not on the day of signing of this Collective Agreement.

Therefore, it is expressly stated that in order for the companies in the sector to strengthen the measure mentioned in the previous paragraph, those entities which, by 1 January 2014, would not have complied with the In the above paragraphs, in other words, keep in their templates delivery of their own motorbikes, they must comply with the following:

1. The accident insurance developed under Article 43 of this Convention, whi