[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:es-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002Fdraft-principles-on-the-right-to-disconnect-telefonica-and-uni-global-union-28-january-2019":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":63,"content_type_view":64,"extra_breadcrumbs":65,"body":67,"body_blocks":78,"related_pages":82},2847,"convenios-colectivos","Convenios colectivos",null,"","\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos","collective_agreements.collectiveagreementoverview","es_ES","2025-08-08T17:47:04.385920+00:00","2026-04-02T11:07:14.053883+00:00","\u002Fcms\u002Fpages\u002F2847\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"España","es-es",{"title":20,"slug":21},"Trabajo en España","trabajo-en-espana",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002F","index, follow","website","summary_large_image","2025-08-08T19:47:04.385920+02:00","2026-04-02T13:07:14.207228+02:00",{"cba":32,"clauses":43,"details":61,"translations":62},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"draft-principles-on-the-right-to-disconnect-telefonica-and-uni-global-union-28-january-2019","83c31042-65c0-11ee-8f01-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fspain\u002Fdraft-principles-on-the-right-to-disconnect-telefonica-and-uni-global-union-28-january-2019\u002Fdraft-principles-on-the-right-to-disconnect-telefonica-and-uni-global-union-28-january-2019\u002F","Draft Principles on the Right to Disconnect Telefonica and UNI Global Union 28 January 2019","ESP Telefónica España \u002F Movistar - 2019","Spain - ESP Telefónica España \u002F Movistar - 2019","ESP Telefónica España \u002F Movistar - 2019 - Actividades informáticas",{"name":41,"data":42},"Telefonica_Right to Digital Disconnection_EN.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>Telefonica_Right to Digital Disconnection_EN\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Draft Principles on the Right to Disconnect Annex to the Global Agreement\nbetween Telefonica and UNI Global Union 28 January 2019\u003C\u002Fh1>\n\n\u003Ch1>Preamble to the annex on the global agreement between Telefonica and UNI\nGlobal Union:\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-newtech_aiam\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-newtech_topics\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMTRAD4_1\">\u003Cp>In 2018 Telefonica and the trade unions representing its employees in Spain,\nUGT and Comisiones Obreras, signed a national agreement recognising the digital\nrevolution and the processes of automation and globalisation that have given\nrise to a phenomenon where people are permanently connected. This is affecting\nall spheres of human activity and has also led to far-reaching changes in\nlabour relations.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Digitalisation has revealed new facets regarding labour relations and\nworking conditions and has led to new models of organisation that have an\nimpact on forms of work, the manner in which talent is managed and on\nproduction models. Former notions, such as the place where the work is\nperformed and the number of working hours, are being replaced by a more dynamic\nreality that has a direct impact on the lives and families of workers.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-remote_work_requirements\">\u003Cp>The rapid development of new technologies has made it possible for workers\nto achieve a high degree of flexibility and autonomy. This means that work can\nbe done at any time and at any place where the worker might happen to be,\nprovided that there is access to an internet connection. The effect of this has\nbeen to blur the lines between working time and leisure time. In one sense,\ndigitalisation offers us a great opportunity to develop new forms of work that\nare adapted to the needs of each individual, thereby creating a better\nwork-life balance. However, it is also not surprising that this dynamism also\nintroduces a series of risks which need to be addressed when it comes to\ndefining and measuring the effective working day.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Unless we are able to make a clear distinction between working and leisure\ntime, the phenomenon of workplace flexibility could create a confusion between\nworking and professional life, with overexposure to technology having serious\nnegative consequences on workers’ quality of life.\u003C\u002Fp>\n\n\u003Cp>In order to address the need for a clear delimitation between working and\nnon-working hours for Telefonica workers, the parties have signed a national\nagreement with a commitment to extend it to all countries, operations and\njurisdictions where Telefonica carries out its activities. This shall be done\nby means of the present annex to the Global Agreement that is currently in\nforce at the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Principles on the Right to Disconnect Applicable to Telefonica’s Global\nOperations\u003C\u002Fh2>\n\n\u003Cp>Telefonica and UNI Global Union undertake to respect the following\nprinciples with regard to digitalisation and connectivity, its impact on labour\nrelations and the work-life balance:\u003C\u002Fp>\n\n\u003Cp>We will remain open to discuss new forms that will improve the work life\nbalance of employees. It is for this reason that we believe that advances in\ndigital technologies should not make that balance more difficult to achieve. As\na result, respecting workers’ leisure time, special leave and vacation\nperiods must be recognised as a worker’s right and become an objective\nstrategy for the company.\u003C\u002Fp>\n\n\u003Cp>The right to disconnect will be extended to all countries, operations and\njurisdictions where Telefonica carries out its activities.\u003C\u002Fp>\n\n\u003Cp>Telefonica and UNI Global Union will give priority to collective bargaining\nand negotiations with the trade unions and workers’ representatives,\nrecognising them as the most effective way to ensure the full implementation of\nthe principles established in this agreement.\u003C\u002Fp>\n\n\u003Cp>Telefonica undertakes to promote awareness-raising actions at all levels of\nthe company on the correct use of technologies. The objective is to ensure that\nsuch technologies are intelligently managed and that they contribute to raising\nthe competitiveness and good functioning of the company. Hence the importance\nof having an opportunity such as this to take the lead in framing such\nregulations, particularly as it will increasingly affect businesses throughout\nthe world.\u003C\u002Fp>\n\n\u003Cp>Telefonica also undertakes to take specific measures, depending on the\ncompany’s operational circumstances and needs in the different countries in\nwhich it operates, to ensure that once the working day is over, workers’\nright to leisure time is respected. In so doing, the company recognises the\nright for employees to disconnect and sees this as fundamental to achieving a\nbetter organisation of working time in the interests of respecting workers’\nprivate and family life, and in the final analysis, their quality of life and\nhealth.\u003C\u002Fp>\n\n\u003Cp>In order to determine which measures are most suited to protecting\nworkers’ leisure time at the end of the working day, the company will\ncooperate with workers’ local representatives who will be involved in the\ncollective bargaining discussions. Conditions will be agreed stipulating when\nworkers will be allowed to switch off their digital tools, ensuring flexibility\nand productivity, and also ensuring that no one will have to fear disciplinary\naction or a negative performance evaluation resulting from that disconnection.\nThese measures shall be reviewed on a regular basis and be adapted to new\ncircumstances that may emerge in the future resulting from legislation or\nnational or local collective agreements.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes_newtech\">\u003Cp>Telefonica will, throughout the territories in which it operates, carry out\nawareness-raising as well as training for management staff and employees in\norder to inform them of the risks, challenges and good practices associated\nwith the use of digital instruments. These measures shall be reviewed on a\nregular basis and be adapted to new circumstances that may emerge in the future\nresulting from legislation or national or local collective agreements.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>At the same time, both Telefonica and UNI Global Union undertake to step up\ntheir efforts to take maximum advantage of new technologies in order to promote\ndifferent forms of work organisation involving greater flexibility and\ndiversity. By the same token, we shall rely on the latest tools to improve\ntraining, communication, and freedom of expression for all workers and to\nensure that basic or tedious tasks can be carried out speedily and\nefficiently.\u003C\u002Fp>\n\n\u003Cp>The objective of all that is set out above is to promote a working\nenvironment that is both motivating and inclusive, and in which technological\nprogress does not act as an obstacle, but rather as help for workers who can\nuse their talents in order to meet the company’s goals and build their future\ntogether.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed by\u003C\u002Fp>\n\n\u003Cp>UGT \u003Cspan style=\"color:#ffffff\">**********************************\u003C\u002Fspan>Comisiones\nObreras\u003C\u002Fp>\n\n\u003Cp>UNI Global Union\u003Cspan style=\"color:#ffffff\">********************\u003C\u002Fspan>\nTelefonica\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"remote_work_requirements":44,"CBA_MEMTRAD4_1":48,"trainingprogrammes_newtech":52,"newtech_aiam":56,"newtech_topics":59},{"bindId":45,"name":46,"text":47},"remote_work_requirements","The rapid development of new technologie","The rapid development of new technologies has made it possible for workers\nto achieve a high degree of flexibility and autonomy. This means that work can\nbe done at any time and at any place where the worker might happen to be,\nprovided that there is access to an internet connection. The effect of this has\nbeen to blur the lines between working time and leisure time. In one sense,\ndigitalisation offers us a great opportunity to develop new forms of work that\nare adapted to the needs of each individual, thereby creating a better\nwork-life balance. However, it is also not surprising that this dynamism also\nintroduces a series of risks which need to be addressed when it comes to\ndefining and measuring the effective working day.",{"bindId":49,"name":50,"text":51},"CBA_MEMTRAD4_1","In 2018 Telefonica and the trade unions ","In 2018 Telefonica and the trade unions representing its employees in Spain,\nUGT and Comisiones Obreras, signed a national agreement recognising the digital\nrevolution and the processes of automation and globalisation that have given\nrise to a phenomenon where people are permanently connected. This is affecting\nall spheres of human activity and has also led to far-reaching changes in\nlabour relations.",{"bindId":53,"name":54,"text":55},"trainingprogrammes_newtech","Telefonica will, throughout the territor","Telefonica will, throughout the territories in which it operates, carry out\nawareness-raising as well as training for management staff and employees in\norder to inform them of the risks, challenges and good practices associated\nwith the use of digital instruments. These measures shall be reviewed on a\nregular basis and be adapted to new circumstances that may emerge in the future\nresulting from legislation or national or local collective agreements.",{"bindId":57,"name":50,"text":58},"newtech_aiam","In 2018 Telefonica and the trade unions representing its employees in Spain,\nUGT and Comisiones Obreras, signed a national agreement recognising the digital\nrevolution and the processes of automation and globalisation that have given\nrise to a phenomenon where people are permanently connected. This is affecting\nall spheres of human activity and has also led to far-reaching changes in\nlabour relations.\n\nDigitalisation has revealed new facets regarding labour relations and\nworking conditions and has led to new models of organisation that have an\nimpact on forms of work, the manner in which talent is managed and on\nproduction models. Former notions, such as the place where the work is\nperformed and the number of working hours, are being replaced by a more dynamic\nreality that has a direct impact on the lives and families of workers.\n\nThe rapid development of new technologies has made it possible for workers\nto achieve a high degree of flexibility and autonomy. This means that work can\nbe done at any time and at any place where the worker might happen to be,\nprovided that there is access to an internet connection. The effect of this has\nbeen to blur the lines between working time and leisure time. In one sense,\ndigitalisation offers us a great opportunity to develop new forms of work that\nare adapted to the needs of each individual, thereby creating a better\nwork-life balance. However, it is also not surprising that this dynamism also\nintroduces a series of risks which need to be addressed when it comes to\ndefining and measuring the effective working day.\n\nUnless we are able to make a clear distinction between working and leisure\ntime, the phenomenon of workplace flexibility could create a confusion between\nworking and professional life, with overexposure to technology having serious\nnegative consequences on workers’ quality of life.\n\nIn order to address the need for a clear delimitation between working and\nnon-working hours for Telefonica workers, the parties have signed a national\nagreement with a commitment to extend it to all countries, operations and\njurisdictions where Telefonica carries out its activities. This shall be done\nby means of the present annex to the Global Agreement that is currently in\nforce at the company.\n\n\n\nPrinciples on the Right to Disconnect Applicable to Telefonica’s Global\nOperations\n\nTelefonica and UNI Global Union undertake to respect the following\nprinciples with regard to digitalisation and connectivity, its impact on labour\nrelations and the work-life balance:\n\nWe will remain open to discuss new forms that will improve the work life\nbalance of employees. It is for this reason that we believe that advances in\ndigital technologies should not make that balance more difficult to achieve. As\na result, respecting workers’ leisure time, special leave and vacation\nperiods must be recognised as a worker’s right and become an objective\nstrategy for the company.\n\nThe right to disconnect will be extended to all countries, operations and\njurisdictions where Telefonica carries out its activities.\n\nTelefonica and UNI Global Union will give priority to collective bargaining\nand negotiations with the trade unions and workers’ representatives,\nrecognising them as the most effective way to ensure the full implementation of\nthe principles established in this agreement.\n\nTelefonica undertakes to promote awareness-raising actions at all levels of\nthe company on the correct use of technologies. The objective is to ensure that\nsuch technologies are intelligently managed and that they contribute to raising\nthe competitiveness and good functioning of the company. Hence the importance\nof having an opportunity such as this to take the lead in framing such\nregulations, particularly as it will increasingly affect businesses throughout\nthe world.\n\nTelefonica also undertakes to take specific measures, depending on the\ncompany’s operational circumstances and needs in the different countries in\nwhich it operates, to ensure that once the working day is over, workers’\nright to leisure time is respected. In so doing, the company recognises the\nright for employees to disconnect and sees this as fundamental to achieving a\nbetter organisation of working time in the interests of respecting workers’\nprivate and family life, and in the final analysis, their quality of life and\nhealth.\n\nIn order to determine which measures are most suited to protecting\nworkers’ leisure time at the end of the working day, the company will\ncooperate with workers’ local representatives who will be involved in the\ncollective bargaining discussions. Conditions will be agreed stipulating when\nworkers will be allowed to switch off their digital tools, ensuring flexibility\nand productivity, and also ensuring that no one will have to fear disciplinary\naction or a negative performance evaluation resulting from that disconnection.\nThese measures shall be reviewed on a regular basis and be adapted to new\ncircumstances that may emerge in the future resulting from legislation or\nnational or local collective agreements.\n\nTelefonica will, throughout the territories in which it operates, carry out\nawareness-raising as well as training for management staff and employees in\norder to inform them of the risks, challenges and good practices associated\nwith the use of digital instruments. These measures shall be reviewed on a\nregular basis and be adapted to new circumstances that may emerge in the future\nresulting from legislation or national or local collective agreements.\n\nAt the same time, both Telefonica and UNI Global Union undertake to step up\ntheir efforts to take maximum advantage of new technologies in order to promote\ndifferent forms of work organisation involving greater flexibility and\ndiversity. By the same token, we shall rely on the latest tools to improve\ntraining, communication, and freedom of expression for all workers and to\nensure that basic or tedious tasks can be carried out speedily and\nefficiently.\n\nThe objective of all that is set out above is to promote a working\nenvironment that is both motivating and inclusive, and in which technological\nprogress does not act as an obstacle, but rather as help for workers who can\nuse their talents in order to meet the company’s goals and build their future\ntogether.",{"bindId":60,"name":50,"text":58},"newtech_topics","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ESP Telefónica España \u002F Movistar - 2019\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2019-01-28\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">Fecha de término: → No especificado\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Nombre de la industria: → Actividades informáticas\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Nombre de la industria: → Otros servicios relacionados con las tecnologías de la información y la informática  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Sector público o privado: → En el sector privado\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluido por:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Nombre de la compañía: → \n                        Telefónica España \u002F Movistar\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Nombres de las asociaciones: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Nombres de los sindicatos: → \n\n                \n                    \n                    \u003Cspan>\n                        UGT - Unión General de Trabajadores, CCOO - Confederación Sindical de Comisiones Obreras\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SEGURIDAD SOCIAL Y PENSIONES\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">El empleador contribuye al fondo de pensión del trabajador: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">El empleador contribuye al fondo para discapacidad del trabajador: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">El empleador contribuye al fondo de desempleo del trabajador: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">CAPACITACIÓN\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Programas de capacitación: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Aprendizajes: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">El empleador contribuye al fondo para capacitación del trabajador: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">ENFERMEDAD E INCAPACIDAD\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Disposiciones relativas a volver al trabajo después de larga enfermedad, por ejemplo, tratamiento para el cáncer → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Licencia pagada por menstruación → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Indemnización en caso de incapacidad por accidente de trabajo: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SALUD Y SEGURIDAD Y ASISTENCIA MÉDICA\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Asistencia médica acordada: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Asistencia médica para familiares acordada: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribución acordada para seguro médico: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Contribución acordada para seguro médico de familiares: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Política de salud y seguridad acordada: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Capacitación en salud y seguridad acordada: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Vestuario protector facilitado → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Chequeo médico regular o anual o visitas proporcionadas por el empleador → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Seguimiento de los riesgos musculo-esqueléticos de las estaciones de trabajo, riego profesional y\u002Fo relación entre trebajo y salud → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Apoyo para funeral: → No\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ACUERDOS SOBRE FAMILIA Y TRABAJO\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Estabilidad laboral tras la licencia de maternidad: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibición de discriminación relacionada con la maternidad → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibición de obligar a las embarazadas o trabajadoras en lactancia materna para desarrollar trabajos peligrosos o poco saludables → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Evaluación de riesgos sobre salud y seguridad de las embarazdas o madres con lactancia → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Posibilidad de alternativas al trabajo peligroso o no saludable para las enbarazadas o trabajadoras en lactancia → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Tiempo libre para exámenes médicos prenatales: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibición de la detección del embarazo antes de la regularización de los trabajadores no estándar: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibición de la detección del embarazo antes de la promoción: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilidades para lactancia: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Cuidados infantiles proporcionados por el empleador: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Cuidados infantiles subsidiados por el empleador: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Subsidio para la educación de los hijos: → No\u003C\u002Fdiv>\n   \n            \n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">TEMAS DE IGUALDAD DE GENERO\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Igual salario para igual valor: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Cláusulas de discriminación en el trabajo: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Igualdad de oportunidades para la promoción de las mujeres: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Igualdad de oportunidades de formación y reciclaje para las mujeres: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Dirigente sindical de igualdad de género en el lugar de trabajo? → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Cláusulas sobre acoso sexual en el trabajo: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Cláusulas sobre violencia en el trabajo: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Permiso especial para trabajadoras\u002Fes sujetas o violencia doméstica o de la pareja: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Apoyo a mujeres trabajadoras con discapacidades: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Monitoreo de la igualdad de género → No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">CONTRATOS DE TRABAJO\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Trabajadores a tiempo parcial excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Disposiciones sobre trabajadores temporales: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Aprendices excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Ftrabajos para estudiantes excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">HORAS DE TRABAJO, HORARIOS Y DIAS FESTIVOS\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Disposiciones sobre horarios de trabajo flexible: → Sí\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">SALARIOS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Salarios determinados por medio de escalas de pago: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Ajuste por aumento de costo de vida: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Vales de alimenos:\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Prestaciones alimentarias proporcionadas: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Asistencia legal gratuita: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[66],{"title":37,"slug":33},[68],{"type":69,"data":70},"call_to_action_body_block",{"title":71,"description":72,"variant":73,"link":74},"Compare los convenios colectivos","Compara los artículos de los Convenios Colectivos de España entre los diferentes sectores, temas y países.","dark",{"title":71,"url":75,"description":71,"rel":76,"type":77},"\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002Fcompare-los-convenios-colectivos","follow","internal",[79],{"type":69,"data":80},{"title":71,"description":72,"variant":73,"link":81},{"title":71,"url":75,"description":71,"rel":76,"type":77},[]]