[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002Fconvenio-colectivo-clauger-refrigeracion-iberia-sa-2023":3,"menu:\u002Fes-es:":265,"sites:htmlblocks":434,"footer:root":1873,"cite-subsites":1971,"subsites":5534,"cite-footer:root":6011,"suggested:root":6050},{"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":245,"content_type_view":246,"extra_breadcrumbs":247,"body":249,"body_blocks":260,"related_pages":264},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":243,"translations":244},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"convenio-colectivo-clauger-refrigeracion-iberia-sa-2023","656f1d8a-1869-11f1-b8b3-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fspain\u002Fconvenio-colectivo-clauger-refrigeracion-iberia-sa-2023\u002Fconvenio-colectivo-clauger-refrigeracion-iberia-sa-2023\u002F","CONVENIO COLECTIVO Clauger Refrigeración Iberia, SA 2023","CONVENIO COLECTIVO Clauger Refrigeración Iberia, SA 2023 - 2023","Spain - CONVENIO COLECTIVO Clauger Refrigeración Iberia, SA 2023 - 2023","CONVENIO COLECTIVO Clauger Refrigeración Iberia, SA 2023 - 2023 - Construcción, asesoramiento técnico",{"name":41,"data":42},"Convenio colectivo de la empresa Clauger Refrigeración Iberia, SA, 2023.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>Convenio colectivo de la empresa Clauger Refrigeración Iberia, SA,\n 2023\u003C\u002Ftitle>\n \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>III. OTRAS DISPOSICIONES\u003C\u002Fh1>\n\n\u003Ch1>MINISTERIO DE TRABAJO Y ECONOMÍA SOCIAL \u003C\u002Fh1>\n\n\u003Ch1>CONVENIO COLECTIVO Clauger Refrigeración Iberia, SA\u003C\u002Fh1>\n\n\u003Ch1>20 de agosto de 2024\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>17574\u003C\u002Fstrong> Resolución de 20 de agosto de 2024, de la Dirección\nGeneral de Trabajo, por la que se registra y publica el Convenio colectivo de\nClauger Refrigeración Iberia, SA\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MNCOMPA_1\">\u003Cp>Visto el texto del Convenio colectivo de la empresa Clauger Refrigeración\nIberia, SA, (Código de convenio n.° 90103492012019), que fue suscrito en\nfecha 31 de julio de 2023, de una parte, por los designados por la Dirección\nde la empresa, en representación de la misma, y, de otra, por los delegados de\npersonal en representación de los trabajadores afectados, y que ha sido\nfinalmente subsanado mediante Acta aportada el 18 de julio de 2024, y de\nconformidad con lo dispuesto en el artículo 90, apartados 2 y 3, de la Ley del\nEstatuto de los Trabajadores, texto refundido aprobado por el Real Decreto\nLegislativo 2\u002F2015, de 23 de octubre (BOE de 24 de octubre), y en el Real\nDecreto 713\u002F2010, de 28 de mayo, sobre registro y depósito de convenios\ncolectivos, acuerdos colectivos de trabajo y planes de igualdad,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Esta Dirección General de Trabajo resuelve:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Primero.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>Ordenar la inscripción del mencionado convenio colectivo en el\ncorrespondiente Registro de convenios colectivos, acuerdos colectivos de\ntrabajo y planes de igualdad con funcionamiento a través de medios\nelectrónicos de este Centro Directivo, con notificación a la Comisión\nNegociadora.\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Segundo.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Disponer su publicación en el «Boletín Oficial del Estado».\u003C\u002Fp>\n\n\u003Cp>Madrid, 20 de agosto de 2024.-La Directora General de Trabajo, María Nieves\nGonzález García.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CAPÍTULO I\u003C\u002Fh2>\n\n\u003Ch2>Ámbito de aplicación, vigencia, absorción y compensación\u003C\u002Fh2>\n\n\u003Ch3>Artículo 1. Ámbito de aplicación.\u003C\u002Fh3>\n\n\u003Cp>Las normas contenidas en el presente convenio colectivo serán de\naplicación a todos los trabajadores de los centros de trabajo de Clauger\nRefrigeración Iberia, SA (en adelante, Glauger) en España. Y obliga tanto a\nGlauger como a los empleados\u002Fas que forman parte de la plantilla de los centros\nde trabajo antes de su entrada en vigor o durante la vigencia del mismo. \u003C\u002Fp>\n\n\u003Ch3>Artículo 2. Vigencia.\u003C\u002Fh3>\n\n\u003Cp>La vigencia de este convenio, es de un año se iniciará a partir del día\nel 1 de enero del 2023 hasta el día 31 de diciembre del 2023.\u003C\u002Fp>\n\n\u003Cp>El presente convenio se considerará prorrogado tácitamente por periodos\nanuales, a menos que por cualquiera de las partes se denuncie con antelación\nde tres meses, como mínimo a la fecha de expiración del convenio o de\ncualquiera de sus prórrogas.\u003C\u002Fp>\n\n\u003Ch3>Artículo 3. Absorción y compensación.\u003C\u002Fh3>\n\n\u003Cp>El establecimiento de condiciones económicas o laborales por normas legales\ntanto presentes como futuras, sean de general ó particular aplicación, sólo\ntendrán eficacia si consideradas globalmente en cómputo anual, resultan\nsuperiores a las pactadas en el presente convenio colectivo.\u003C\u002Fp>\n\n\u003Cp>Se respetarán las situaciones personales que con carácter global y en\ncómputo anual excedan de las condiciones pactadas en el presente convenio,\nmanteniéndose estrictamente con carácter individual.\u003C\u002Fp>\n\n\u003Ch2>CAPITULO II\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">\u003Ch2>Clasificación profesional\u003C\u002Fh2>\n\n\u003Cp>Se establece una nueva tabla de categorías profesional y salariales según\nse establece en disposición adicional tercera.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2>CAPITULO III\u003C\u002Fh2>\n\n\u003Ch2>Jornada laboral, horario, horas extras y vacaciones\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>Artículo 4. Jornada Laboral.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspyear\">\u003Cp>a.La jornada anual en horas efectivas será de 1754 horas para 2023.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">b.Jornada semanal. Será de cuarenta horas de trabajo efectivo de lunes a\nviernes, Se ajustará según los calendarios laborales.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cp>c.Jornada diaria: ocho horas lo normal, máximo nueve horas al día en caso\nexcepcional.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d.Para el técnico de campo existe la flexibilidad horaria entre las 7:00 y\n18:00 h, para realizar jornada de ocho horas, siempre que el cliente lo\nprecise.\u003C\u002Fp>\n\n\u003Cp>e.Trabajo en sábado o festivo. Las partes comprometen la disponibilidad de\nun mínimo de dos trabajadores\u002Fas de forma rotativa. Dicha disponibilidad\ndeberá preavisarse con una antelación mínima de una semana para trabajos\nprogramados y de dos días para averías. Estas horas serán abonadas según\nconvenio.\u003C\u002Fp>\n\n\u003Cp>El trabajador\u002Fa podrá solicitar la alteración puntual de su turno de\nrotación en sábado o festivo, solicitándolo como mínimo con una semana de\nantelación, en caso de concurrencia de un compromiso particular de naturaleza\nexcepcional, solicitud que la empresa hará todo lo posible por atender siempre\nque se garantice el servicio.\u003C\u002Fp>\n\n\u003Ch3>Artículo 5. Horario.\u003C\u002Fh3>\n\n\u003Cp>a.El horario para toda la empresa estará comprendido entre las 7 h y las 18\nh.\u003C\u002Fp>\n\n\u003Cp>b.En el mes de agosto, Semana Santa, víspera de festivo, viernes y entre el\n21 de diciembre y el 6 de enero se hará jornada continuada en las oficinas\ncentrales (Madrid y Vigo) y en las oficinas de Delegación. Dicho horario\nestará comprendido entre las 7 y las 15:30 h, según convenga en cada centro\nde trabajo.\u003C\u002Fp>\n\n\u003Cp>Entre el 15 de junio y el 15 de septiembre, en las oficinas centrales\ntambién se hará la jornada continuada, pero asegurando en cada departamento\nal menos una persona (en el horario normal de su centro de trabajo) para dar\nsoporte a los clientes. El horario estará comprendido entre las 7:30 y las\n15:45 horas, según convenga en cada centro de trabajo.\u003C\u002Fp>\n\n\u003Cp>En todos los casos deberá ajustarse el calendario asegurando la\nrealización de la jornada anual pactada y, en todo caso, sin perjuicio de la\nnecesaria atención a los clientes.\u003C\u002Fp>\n\n\u003Cp>Asimismo, entre 15 de junio y 15 de septiembre, para todas las delegaciones\ny SAT, existirá la posibilidad de realizar la jornada continuada siempre que\nlas necesidades de los clientes así lo permitan.\u003C\u002Fp>\n\n\u003Cp>c.Tiempo de desplazamiento: cada Delegación determinará el tiempo de\ndesplazamiento al cliente. Se respetará el principio en virtud del cual el\nempleado\u002Fa, que disponga de vehículo facilitado por la empresa, deberá acudir\ndirectamente a prestar servicios donde el cliente lo requiera, iniciando el\ntrabajo en tal localización en su horario habitual, cuando tal desplazamiento\nsuponga el mismo tiempo, o menos, del que hubiera sido necesario para acudir a\nsu centro de trabajo habitual.\u003C\u002Fp>\n\n\u003Cp>Se realizarán mapas de tiempo por zonas, de conformidad entre delegados de\nempresa y representantes de los trabajadores.\u003C\u002Fp>\n\n\u003Cp>El tiempo de desplazamiento que exceda del arriba citado (cuando suponga el\nmismo o menos tiempo del necesario para acudir al centro de trabajo) tendrá la\nconsideración de tiempo de trabajo efectivo.\u003C\u002Fp>\n\n\u003Cp>Durante la vigencia del convenio se adaptará entre las partes este punto\nsiempre buscando el mejor servicio al cliente y sin menoscabo a los\ntrabajadores\u002Fas.\u003C\u002Fp>\n\n\u003Cp>d.Los horarios de trabajo en los distintos centros y dptos. que integran la\nempresa se harán de común acuerdo entre los representantes de los\ntrabajadores\u002Fas y empresa. Cada Delegación presentará, a principios de año y\nserá adjuntado a este convenio, el calendario anual de la provincia a la que\npertenezca.\u003C\u002Fp>\n\n\u003Cp>Las horas sobrantes. Se disfrutarán previo acuerdo entre trabajador\u002Fa y la\nempresa. \u003C\u002Fp>\n\n\u003Ch3>Artículo 6. Festivos.\u003C\u002Fh3>\n\n\u003Cp>Las jornadas de trabajo correspondientes a los días 24 y 31 de diciembre\ntendrán para todos los centros, la consideración de festivos durante la\nvigencia de este convenio.\u003C\u002Fp>\n\n\u003Cp>Durante el periodo de vigencia del presente convenio colectivo, se\nobservarán en el centro de trabajo, las fiestas establecidas en el calendario\nlaboral vigente en cada localidad.\u003C\u002Fp>\n\n\u003Ch3>Artículo 7. Vacaciones.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>Los trabajadores\u002Fas afectados por este convenio, tendrán de vacaciones\nanuales retribuidas, veintitrés días laborales.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Para preparar el calendario de vacaciones los trabajadores\u002Fas tendrán que\npresentar sus solicitudes de preferencia antes del 31 de marzo. La empresa\njunto con las solicitudes recibidas y la carga de trabajo confeccionará el\ncalendario vacacional significando ello al menos la presencia del 60% de la\nplantilla, tanto directa como indirecta, en cada centro de trabajo y lo\nnotificará antes del 1 de junio. En los supuestos en que en dicha fecha no se\nnotificase los periodos vacacionales, se considerará que las peticiones\nsolicitadas han sido aceptadas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">Cuando el periodo de vacaciones fijado en el calendario de vacaciones de la\nempresa coincida en el tiempo con una incapacidad temporal derivada del\nembarazo, el parto o la lactancia natural o con el periodo de suspensión del\ncontrato de trabajo previsto en los apartados 4, 5 y 7 del artículo 48 del\nE.T. se tendrá derecho a disfrutar las vacaciones en fecha distinta a la de la\nincapacidad temporal o a la del disfrute del permiso que por aplicación de\ndicho precepto le correspondiera, al finalizar el periodo de suspensión,\naunque haya terminado el año natural a que correspondan. En el supuesto de que\nel periodo de vacaciones coincida con una incapacidad temporal por\ncontingencias distintas a las señaladas en el párrafo anterior que\nimposibilite al trabajador disfrutarlas, total o parcialmente, durante el año\nnatural a que corresponden, el trabajador podrá hacerlo una vez finalice su\nincapacidad y siempre que no hayan transcurrido más de dieciocho meses a\npartir del final del año en que se hayan originado».\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Los trabajadores\u002Fas podrán disfrutar de un mínimo de quince días\nlaborables ininterrumpidos de vacaciones entre el 15 de junio y el 15 de\nseptiembre, salvo pacto en contrario entre empresa y trabajador\u002Fa.\u003C\u002Fp>\n\n\u003Ch3>Artículo 8. Horas extraordinarias.\u003C\u002Fh3>\n\n\u003Cp>Con objeto de fomentar una política social solidaria que favorezca la\ncreación de empleo, se acuerda:\u003C\u002Fp>\n\n\u003Cp>a)Horas extraordinarias habituales: Supresión.\u003C\u002Fp>\n\n\u003Cp>b)Horas extraordinarias de fuerza mayor que vengan exigidas por la necesidad\nde prevenir o reparar siniestros y otros análogos, cuya no realización\nproduzca evidentes y graves perjuicios a la propia empresa o a terceros, así\ncomo en caso de riesgo de pérdida de materias primas: Realización.\u003C\u002Fp>\n\n\u003Cp>La Dirección de la empresa informará mensualmente a los representantes\nlegales de los trabajadores\u002Fas sobre el número de horas extraordinarias\ntrabajadas, cualquiera que sea su forma de compensación, entregando a tal\nefecto copia de los resumes de las horas realizadas. Asimismo, en función de\nesta información y los criterios señalados anteriormente, la empresa y los\nrepresentantes legales de los trabajadores\u002Fas, determinarán el carácter y\nnaturaleza de las horas extraordinarias.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cp>En las horas extraordinarias solo se podrán realizar un máximo de ochenta\nhoras por trabajador\u002Fa al año.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Se complementa el artículo de horas extraordinarias con, articulo 23 del\npresente convenio, donde se establece el importe de las mismas.\u003C\u002Fp>\n\n\u003Ch2>CAPITULO IV\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2>Régimen de retribuciones\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-WAGES_determined\">\u003Ch3>Artículo 9. Remuneraciones.\u003C\u002Fh3>\n\n\u003Cp>Las remuneraciones contenidas en el presente convenio tendrán el carácter\nde mínimas y se devengarán por el trabajo prestado y a jornada normal.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Artículo 10. Pago de nóminas.\u003C\u002Fh3>\n\n\u003Cp>El pago de nóminas se realizará de forma mensual. No obstante, el personal\npodrá solicitar con la debida antelación anticipos a cuenta de sus haberes\ndevengados.\u003C\u002Fp>\n\n\u003Cp>En cuanto a la forma de pago, se estará a lo dispuesto en el Estatuto de\nlos Trabajadores.\u003C\u002Fp>\n\n\u003Cp>Para todo el personal, se consideran las mensualidades de treinta días.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>Artículo 11. Antigüedad.\u003C\u002Fh3>\n\n\u003Cp>Los quinquenios que se tengan reconocidos y los que se reconozcan en el\nfuturo, serán retribuidos según tabla salarial adjunta. Serán devengados en\nel mes correspondiente al cumplimiento del mismo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>La fecha inicial para su determinación será la de ingreso en la empresa.\nSe computará a efectos de antigüedad el tiempo prestado dentro de la empresa\na título de trabajo en prácticas y para la formación, siempre que al\ntérmino de uno u otro tipo de contratos el trabajador\u002Fa continua se en la\nempresa. \u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>Artículo 12. Gratificaciones extraordinarias.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>El personal afectado por este convenio percibirá las pagas extraordinarias\ncorrespondientes a los meses de junio y Navidad en la cuantía de carácter\nsemestral, cada una de ellas, de treinta días.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Estas gratificaciones serán abonadas completas a todos los trabajadores\u002Fas\nque hayan estado en situación de IT en el semestre anterior.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>Artículo 13. Gastos mínimos de locomoción.\u003C\u002Fh3>\n\n\u003Cp>Queda absorbido por las nuevas tablas salariales.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Artículo 14. Plus novena hora.\u003C\u002Fh3>\n\n\u003Cp>Se elimina el citado plus.\u003C\u002Fp>\n\n\u003Ch3>Artículo 15. Plus kilometraje.\u003C\u002Fh3>\n\n\u003Cp>Los trabajadores\u002Fas que por necesidades de la empresa tengan que utilizar su\nvehículo propio para viajes o desplazamientos del centro de trabajo, además\nde las correspondientes dietas en caso de corresponderles, percibirán como\ngastos de locomoción la cantidad de 0,408 euros.\u003C\u002Fp>\n\n\u003Ch3>Artículo 16. Plus por trabajos especiales.\u003C\u002Fh3>\n\n\u003Cp>Se considera trabajadores especiales los realizados en refinerías y\nquímicas.\u003C\u002Fp>\n\n\u003Cp>Plus diario: 11,69 euros\u002Fdía.\u003C\u002Fp>\n\n\u003Ch3>Artículo 17. Plus desplazamiento.\u003C\u002Fh3>\n\n\u003Cp>Cuando el trabajador\u002Fa se tenga que desplazar para realizar un trabajo a una\nlocalidad que se encuentre entre 140 y 250 km desde la delegación referenciada\nen el artículo 1 (incluido ida y vuelta), podrá optar por dormir en la\nlocalidad más cercana con la dieta de pernocta o por el plus de\ndesplazamiento; pero siempre tendrá la potestad el coordinador de no permitir\nel plus de desplazamiento si se supera en doce horas su jornada más el\ndesplazamiento.\u003C\u002Fp>\n\n\u003Cp>El plus desplazamiento tiene el valor de 73,66 euros día\u002Fbruto más la\ndieta sin pernocta (varios más dieta comida) y los gastos de locomoción\n(combustible y peaje), teniendo que comenzar el trabajo en su horario\nhabitual.\u003C\u002Fp>\n\n\u003Ch3>Artículo 18. Plus flexibilidad horario\u002Fcambio de jornada.\u003C\u002Fh3>\n\n\u003Cp>Si el cliente precisa cambiar el horario establecido para los técnicos de\ncampo, jornada entre las 7:00 y las 18:00 h, saliéndose una hora de dicha\nfranja horario, se pagarán 53,04 euros (como si fuera cambio de jornada),\nsalvo que se trate de horas extraordinarias.\u003C\u002Fp>\n\n\u003Ch3>Artículo 19. Trabajos realizados en periodos nocturnos.\u003C\u002Fh3>\n\n\u003Cp>En los supuestos en que los trabajadores realizaran su trabajo en periodo\nextraordinario y nocturno, esto es, el comprendido entre las 22:00 horas y las\n06:00 horas, dichas horas se abonarán de conformidad con lo establecido en el\nartículo 23 del presente convenio colectivo.\u003C\u002Fp>\n\n\u003Ch3>Artículo 20. Plus trabajo continuado.\u003C\u002Fh3>\n\n\u003Cp>Este plus aplica en España y Portugal.\u003C\u002Fp>\n\n\u003Cp>Si por fuerza mayor la jornada, tanto en días de diario como fin de semana\no festivos, si excediese de doce horas se abonará un plus de trabajo\ncontinuado de 32,48 euros.\u003C\u002Fp>\n\n\u003Cp>Deberá ser autorizado previamente por el Responsable de la Delegación o\nCoordinador.\u003C\u002Fp>\n\n\u003Ch3>Artículo 21. Plus embarque.\u003C\u002Fh3>\n\n\u003Cp>Se establece el plus de embarque por valor de 76,48 euros que se abonará a\naquellos trabajadores\u002Fas que realicen su trabajo a bordo de un buque teniendo\nque pernoctar, en aguas de España y circundantes a la península.\u003C\u002Fp>\n\n\u003Ch3>Artículo 22. Plus servicio 24 horas.\u003C\u002Fh3>\n\n\u003Cp>Se considera servicio 24 horas al servicio prestado a los clientes fuera de\nla jornada laboral, según calendario de cada delegación.\u003C\u002Fp>\n\n\u003Cp>Este servicio se prestará por los técnicos de campo regulándose:\u003C\u002Fp>\n\n\u003Cp>a.Semana completa de siete días por trabajador.\u003C\u002Fp>\n\n\u003Cp>b.Un trabajador\u002Fa por cada delegación, dando servicio a todo el territorio\nque abarque la delegación.\u003C\u002Fp>\n\n\u003Cp>c.En caso de necesitar una decisión técnica o de máxima urgencia, el\ntrabajador\u002Fa llamará a su delegación.\u003C\u002Fp>\n\n\u003Cp>d.Posibilidad de cambio de turno entre compañeros\u002Fas, por motivos\npersonales. Si no hay acuerdo entre compañeros\u002Fas y es por causa justificada,\nel responsable o los responsables de SAT buscarán una solución y designarán\nel servicio de guardia. Como última solución será el anterior al que ha\nrealizado la última guardia. El técnico que no pueda realizar la guardia\ntendrá que devolver la guardia al que se la ha hecho.\u003C\u002Fp>\n\n\u003Cp>e.Una vez terminado el último trabajo de servicio 24 horas, el trabajador\u002Fa\nse incorporará después de doce horas de descanso, completando la jornada\nhasta el final del horario ordinario.\u003C\u002Fp>\n\n\u003Cp>f.No se estará obligado a realizar dos turnos seguidos salvo cambios\nvoluntarios de acuerdo con el punto d.\u003C\u002Fp>\n\n\u003Cp>g.Se atenderá a todos los clientes que lo solicite.\u003C\u002Fp>\n\n\u003Cp>h.La recepción de un aviso será atendida de inmediato, pudiendo personarse\nen la instalación antes de dos horas para instalaciones ubicadas en polígonos\nadyacentes al área metropolitana de la delegación del técnico en\nservicio.\u003C\u002Fp>\n\n\u003Cp>i.La solicitud de un servicio implica forzosamente la presencia física del\ntrabajador\u002Fa en la instalación, no pudiendo realizarse asistencias\ntelefónicas.\u003C\u002Fp>\n\n\u003Cp>j.El tiempo mínimo facturado será de 1 hora.\u003C\u002Fp>\n\n\u003Cp>k.Confeccionar un calendario lo más real posible con las semanas y los\nnombres de las personas que van a realizarlo; para poder valorar pros\u002Fcontras\nque puedan surgir del mismo (vacaciones, viajes, desplazamientos, etc...). Dado\nque los viajes de trabajo no están planificados desde enero, se podrá cambiar\npor necesidades de trabajo un máximo de tres veces por persona y año la\nplanificación individual del servicio 24 horas.\u003C\u002Fp>\n\n\u003Cp>Para cambiar la planificación se aplicará el punto d.\u003C\u002Fp>\n\n\u003Cp>Este calendario deberá estar confeccionado en el primer mes del año, los\nresponsables del dpto. lo entregarán antes del 15 de enero, recibirán las\nobservaciones antes del 21 de enero y sale el calendario definitivo antes del\n31 de enero, incluyendo el enero del año siguiente y una semana de febrero y\nserá respetada, para que cada persona observe la semana que le corresponde, o\npoder cambiarla con antelación como se refleja en el punto d.\u003C\u002Fp>\n\n\u003Cp>El calendario de guardias no debe interferir con el de las vacaciones y se\npodrá optar por lo propuesto en el punto d.\u003C\u002Fp>\n\n\u003Cp>Se tratará de forma especial los turnos, para no repetir (Navidad, Año\nNuevo, Reyes y Semana Santa).\u003C\u002Fp>\n\n\u003Cp>l.Plus de disponibilidad. \u003C\u002Fp>\n\n\u003Cp>m.Plus de disponibilidad día de Navidad, Año Nuevo, Reyes y Viernes Santo\nLas semanas que tengan festivos serán abonadas cantidad adicional por día\nfestivo en concepto de plus, quedando excluidos de este punto los días 24 y 31\nde diciembre.\u003C\u002Fp>\n\n\u003Cp>n.La empresa desviará las llamadas al teléfono corporativo del\ntrabajador\u002Fa que tenga que realizar este servicio.\u003C\u002Fp>\n\n\u003Cp>o.Precio hora del trabajador\u002Fa.\u003C\u002Fp>\n\n\u003Cp>p.Las horas realizadas serán pagadas al mes siguiente.\u003C\u002Fp>\n\n\u003Cp>q.Las horas de las llamadas recibidas en servicio 24 horas serán las\nrecibidas fuera del horario de la jornada laboral.\u003C\u002Fp>\n\n\u003Cp>r.Llegada la hora ordinaria de entrada (horario de entrada de su\ndelegación), se deberá relevar al trabajador\u002Fa que esté realizando el\nservicio de 24 horas, de no ser así, se seguirá contabilizando como 24 horas\ny pagándose a su precio correspondiente. Si se da esta situación deberá\navisar al responsable media hora antes de la entrada para que pueda gestionar\nel cambio.\u003C\u002Fp>\n\n\u003Cp>s.Para contabilizar el horario, el punto de referencia será el momento de\nla recepción del aviso.\u003C\u002Fp>\n\n\u003Cp>t.El trabajador\u002Fa del servicio de guardia no realizará horas extras y\nvolverá a la delegación para salir en hora. No se realizarán trabajos\nconcertados de fines de semana.\u003C\u002Fp>\n\n\u003Cp>u.En el supuesto de que el trabajador\u002Fa que le tocase realizar este servicio\nse encontrase enfermo\u002Fa y le diesen la baja laboral esa misma semana, el mismo\ndía se asignará a otro trabajador\u002Fa según el punto d, pudiendo encontrarse\nfuera de su delegación. Esto sólo puede ocurrir durante la primera semana de\nla baja laboral.\u003C\u002Fp>\n\n\u003Cp>v.Sólo los trabajadores mayores de 58 años o con limitaciones médicas\npodrán solicitar de manera voluntaria la exclusión de este servicio. En caso\nde solicitarlo deberán comunicarlo antes de finalizar el año natural para\npoder confeccionar los calendarios. En el supuesto de incorporaciones durante\nel año en curso el coordinador será el que le indique cuando se incorpora al\nservicio.\u003C\u002Fp>\n\n\u003Cp>w.En el caso de que algún otro trabajador\u002Fa, cubriese algún aviso del\nservicio 24 horas sin pertenecer a dicho equipo, cobrará las horas de trabajo\nrealizado al precio indicado.\u003C\u002Fp>\n\n\u003Cp>Los importes por los conceptos anteriores, según tabla artículo 26.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>Artículo 23. Horas extraordinarias.\u003C\u002Fh3>\n\n\u003Cp>La realización de horas extraordinarias y su coordinación dependerán\nsiempre del responsable de departamento.\u003C\u002Fp>\n\n\u003Cp>La prestación de trabajo en horas extraordinarias será voluntaria, salvo\nfuerza mayor.\u003C\u002Fp>\n\n\u003Cp>El tiempo de trabajo se computará de modo que tanto al comienzo como al\nfinal de la jornada diaria, el trabajador\u002Fa se encuentra en su puesto de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>Las horas extraordinarias quedan establecidas en las siguientes\ncuantías:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"162\">\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"162\">\u003Cp>Oficial\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>Euros\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"162\">\u003Cp>H. Extra Ord.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>22,45\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"162\">\u003Cp>Horas Sábado.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>32,22\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"162\">\u003Cp>Horas Festivas.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>43,32\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"162\">\u003Cp>Nocturna.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>24,69\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"162\">\u003Cp>Nocturna Sábado.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>35,45\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"162\">\u003Cp>Nocturna Festiva.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>47,65\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"162\">\u003Cp>Viaje Extranjero.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>18,43\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"162\">\u003Cp>Hora extra servicio 24 horas.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>50,90\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceamount1_general\">\u003C\u002Fdiv>\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd colspan=\"2\" width=\"201\">\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\u003Ctd colspan=\"2\" width=\"201\">\u003Cp>Especialista Euros\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"162\">\u003Cp>H. extra ord.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>15,01\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\u003Ctd width=\"39\">\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"162\">\u003Cp>Horas sábado.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>21,65\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"162\">\u003Cp>Horas festivas.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>28,45\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"162\">\u003Cp>Nocturna.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>16,50\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"162\">\u003Cp>Nocturna sábado.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>23,82\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"162\">\u003Cp>Nocturna festiva.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>31,29\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"162\">\u003Cp>Viaje extranjero.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>18,43\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"162\">\u003Cp>Hora extra servicio 24 horas.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"39\">\u003Cp>50,90\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"39\">\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Entendiéndose por horas nocturnas:\u003C\u002Fp>\n\n\u003Cp>Nocturna: Las realizadas de lunes a viernes entre las 00 horas hasta 6:00 h\ny entre las 22 h y las 24 h.\u003C\u002Fp>\n\n\u003Cp>Nocturna sábado: Las realizadas en sábado entre las 00 horas hasta 6:00 h\ny entre las 22 h y las 24 h.\u003C\u002Fp>\n\n\u003Cp>Nocturna festiva: Las realizas en domingos y festivos entre las 00 horas\nhasta 6:00 h y entre las 22 h y las 24 h.\u003C\u002Fp>\n\n\u003Cp>A petición del trabajador se podrá compensar mediante tiempo de descanso\nde las horas extraordinarias realizadas (con independencia de su retribución),\nen su caso, se realizará en tiempo equivalente, incrementado en la siguiente\nproporción:\u003C\u002Fp>\n\n\u003Cp>25%, para las horas de trabajo realizadas entre las 17:00 y 22:00 horas y\nentre las 06:00 y 08:00 horas.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>50%, para las horas de trabajo realizadas entre las 22:00 y 06:00 horas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">75 %, para las horas de trabajo realizadas en sábado, domingo o festivo.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En el supuesto de que la hora extraordinaria se realice durante el horario\nnocturno de un sábado, domingo o festivo, el incremento del tiempo equivalente\nde descanso será del 75%.\u003C\u002Fp>\n\n\u003Ch3>Artículo 24. Licencias.\u003C\u002Fh3>\n\n\u003Cp>El trabajador\u002Fa, previo aviso y justificación, tendrá derecho a permisos,\ncon derecho a remuneración durante el tiempo y los supuestos siguientes:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>a)Dieciséis días naturales de caso de matrimonio o registro de pareja de\nhecho.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Tres días por el fallecimiento del cónyuge, pareja de hecho o parientes\nhasta el segundo grado de consanguinidad o afinidad.\u003C\u002Fp>\n\n\u003Cp>c)Cinco días naturales en el supuesto de fallecimiento de padres ó padres\npolíticos. Pero nunca será menos de dos días hábiles.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>d)Siete días naturales en el supuesto de fallecimiento de cónyuge o\nhijos\u002Fas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e)Un día natural en caso de fallecimiento de parientes hasta tercer y\ncuarto grado de consanguinidad y afinidad y dos días naturales más en caso de\nestar a más de 300 km.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>f)Cinco días por accidente o enfermedad graves, hospitalización o\nintervención quirúrgica sin hospitalización que precise reposo domiciliario\ndel cónyuge, pareja de hecho o parientes hasta el segundo grado por\nconsanguineidad o afinidad, incluido el familiar consanguíneo de la pareja de\nhecho, así como de cualquier otra persona distinta de las anteriores, que\nconviva con la persona trabajadora en el mismo domicilio y que requiera el\ncuidado efectivo de aquella.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>g)El tiempo necesario para asistir a consulta médica, de especialistas o\ngeneral, de la Seguridad Social, debiendo presentar el trabajador\u002Fa al\nresponsable el volante justificativo.\u003C\u002Fp>\n\n\u003Cp>h)Se tendrá además una bolsa de ocho horas al año para acompañar a\nfamiliares a revisiones médicas, debiendo presentar justificante, también se\npodrá hacer uso de estas horas para permisos de cualquier índole (medicina\nprivada, colegio, bancos.) pero siempre presentando justificante.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">i)La regulación del permiso de lactancia y todo lo que dicho permiso lleve\naparejado, se ajustará en todo caso a lo establecido por la normativa legal\nvigente en cada momento.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>j)Un día por traslado del domicilio habitual presentando documento que lo\njustifique.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-administrativedays\">k)Por el tiempo indispensable, para el cumplimiento de un deber inexcusable\nde carácter público y personal. Cuando conste en una Norma legal o\nconvencional, un periodo determinado, se estará a lo que ésta disponga en\ncuanto a duración de la ausencia y a su compensación económica.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>l)Un día natural en caso de matrimonio de hijos\u002Fas, nietos\u002Fas y\nhermanos\u002Fas, hermanos\u002Fas políticos.\u003C\u002Fp>\n\n\u003Cp>m)En los supuestos c) y g) si el trabajador\u002Fa necesitase hacer un\ndesplazamiento fuera de la provincia, se le concederán dos días naturales\nmás.\u003C\u002Fp>\n\n\u003Cp>En caso de necesidad, previo aviso y justificación la empresa deberá\nconceder un permiso «sin retribuir» hasta un periodo de un mes por razón de\ndesplazamiento en caso de enfermedad grave de parientes, hasta segundo grado de\nconsanguinidad o afinidad.\u003C\u002Fp>\n\n\u003Cp>Se entiende por grados de consanguinidad y afinidad:\u003C\u002Fp>\n\n\u003Cp>Parientes de primer grado: Padre\u002Fmadre, padrastro\u002Fmadrastra suegro\u002Fa,\nhijo\u002Fa, hijastro\u002Fa, yerno\u002Fnuera.\u003C\u002Fp>\n\n\u003Cp>Parientes de segundo grado: Abuelo\u002Fa, nieto\u002Fa, hermano\u002Fa, cuñado\u002Fa.\u003C\u002Fp>\n\n\u003Cp>Parientes de tercer grado: Biznieto\u002Fa, sobrino\u002Fa, tío\u002Fa, bisabuelo\u002Fa.\u003C\u002Fp>\n\n\u003Cp>Parientes de cuarto grado: Primos\u002Fas.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3>Artículo 25. Incremento salarial.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetxt\">\u003Cp>El incremento salarial para el año 2023 se establece en el 0%.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CAPITULO V\u003C\u002Fh2>\n\n\u003Ch2>Desplazamientos y dietas\u003C\u002Fh2>\n\n\u003Ch3>Artículo 26. Salidas y viajes.\u003C\u002Fh3>\n\n\u003Cp>Para el personal que no vea compensados los gastos íntegramente a través\ndel sistema contrarrembolso, se aplicará el siguiente sistema de dietas y\nmedias dietas:\u003C\u002Fp>\n\n\u003Cp>a. Desplazamientos dentro de la Península Ibérica (España y Portugal):\u003C\u002Fp>\n\n\u003Cp>El personal que por necesidades y orden de la empresa tenga que efectuar\ndesplazamientos dentro de la Península Ibérica, a localidades distintas de\naquella donde se ubica su centro de trabajo, percibirá, en los casos que\ncorresponda, las siguientes cuantías compensatorias:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>1.Media dieta: 19 euros.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.Dieta completa (hotel directamente gestionado y abonado por la empresa):\n51,65 euros.\u003C\u002Fp>\n\n\u003Cp>3.Dieta completa-contrarrembolso (hotel directamente gestionado y abonado\npor la persona trabajadora, y previa presentación del oportuno ticket y\u002Fo\nfactura justificativa acompañada de la descripción del motivo por el que se\nincurre en dicho gasto): 100 euros.\u003C\u002Fp>\n\n\u003Cp>4.Varios: 3,93 euros.\u003C\u002Fp>\n\n\u003Cp>La media dieta se percibirá cuando la persona trabajadora, por horario\nfijado en calendario laboral y encontrándose desplazada en su centro de\ntrabajo tenga que realizar la comida en el lugar donde se encuentre prestando\nservicios, esto no aplica a jornadas de trabajo continuas.\u003C\u002Fp>\n\n\u003Cp>De igual modo, se percibirá media dieta cuando la persona trabajadora, a\nlas 21:00 h, se encuentre desplazado de su centro de trabajo, y en\nconsecuencia, tenga que realizar la cena en el lugar en el que se encuentre\nprestando servicios.\u003C\u002Fp>\n\n\u003Cp>Se devengará media dieta cuando la persona trabajadora tenga que realizar\nla comida o la cena, fuera de su centro de trabajo, pero pueda regresar para\nrealizar la pernocta a su domicilio habitual. De igual modo, la persona\ntrabajadora devengará el derecho a percibir dos medias dietas (y no dieta\ncompleta) cuando con ocasión del desplazamiento, tenga que realizar la comida\ny la cena fuera de su centro de trabajo, pero pueda regresar para realizar la\npernocta a su domicilio habitual.\u003C\u002Fp>\n\n\u003Cp>Se devengará la dieta completa cuando el desplazamiento obligue a la\npersona trabajadora a realizar la pernocta fuera de su domicilio habitual.\u003C\u002Fp>\n\n\u003Cp>Se considerará que la persona trabajadora debe realizar la pernocta fuera\nde su domicilio habitual, cuando la hora prevista de llegada a su domicilio\nhabitual (teniendo en cuenta hora de finalización de los trabajos y distancia\npor recorrer) no le permita cumplir con el descanso mínimo de doce horas,\nantes del inicio de los trabajos en la jornada siguiente.\u003C\u002Fp>\n\n\u003Cp>Cuando la persona trabajadora tenga que realizar la pernocta fuera de su\ndomicilio habitual -por los motivos anteriores-, devengará dieta completa el\ndía de salida, y cuantos días completos esté fuera de su residencia\nhabitual. En lo que refiere al día de llegada, la compensación quedará\nlimitada a la media dieta cuando la persona trabajadora pernocte en su\ndomicilio y sólo tenga que realizar la comida fuera de su centro de trabajo o\nresidencia habitual. Si pese a no realizar la pernocta fuera de su domicilio\nhabitual, hubiera de efectuar las dos comidas principales en las franjas\nhorarias establecidas, la persona trabajadora percibirá dos medias dietas.\u003C\u002Fp>\n\n\u003Cp>Estas dietas reemplazan al resto de conceptos de manutención que venían\npercibiendo tanto el personal de la antigua Clauger Ibérica como los de\nClauger Refrigeración Iberia\u003C\u002Fp>\n\n\u003Cp>Viajes:\u003C\u002Fp>\n\n\u003Cp>Cuando se viaja por cuenta de la empresa se tendrá derecho a percibir horas\nde viaje de tipo ordinario, por lo que comprende la jornada de trabajo y de\ntipo extraordinario hasta la 22 horas.\u003C\u002Fp>\n\n\u003Cp>Cuando se viaje al extranjero, en un medio de transporte diferente al coche\nde trabajo, a partir de las 22 h, y hasta las 7 h del día siguiente, se\npercibirán 18,43 euros, hora de viaje.\u003C\u002Fp>\n\n\u003Cp>Si por necesidades de trabajo fuese necesario el viajar en domingos,\nfestivos o sábados, las horas de viaje se consideran como trabajadas hasta las\n22 horas, en estos casos se abonarán como festivas o sábados.\u003C\u002Fp>\n\n\u003Cp>En el caso de embarque la empresa garantizará el pago mínimo de seis horas\nfestivas para los sábados, domingos y festivos.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd colspan=\"3\" width=\"681\">\u003Cp style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003Cstrong>Dietas\n 2023 - Indicar importes en declaración semanal\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd colspan=\"3\" width=\"681\">\u003Cp>España y Portugal - Sin pernocta\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"197\">\u003Cp>Media Dieta Completa (Comida o cena).\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"47\">\u003Cp>19,00 €\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"436\">\u003Cp>Hora comida 14:00 - En taller se puede ordenar hacer\n jornada continua y no corresponde. Hora cena 21:00.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"197\">\u003Cp>Varios.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"47\">\u003Cp>3,59 €\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"436\">\u003Cp>Se percibirá cuando se realice desplazamiento y no\n perciban por tal concepto dieta, media dieta ni plus desplazamiento (8\n h fuera del centro de trabajo o menos si se hacen 90 km (I+V).\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd colspan=\"3\" width=\"681\">\u003Cp>España y Portugal - Pernoctar fuera de\n casa\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"197\">\u003Cp>Dieta completa.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"47\">\u003Cp>51,64 €\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"436\">\u003Cp>Incluye hotel por la empresa.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"197\">\u003Cp>Comida.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"47\">\u003Cp>100,00 €\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"436\">\u003Cp>El hotel por parte del empleado, presentando\n ticket.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"197\">\u003Cp>Hotel.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"47\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"436\">\u003Cp>Factura - 2 estrellas, habitación individual o\n autorización expresa delegación.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd colspan=\"3\" width=\"681\">\u003Cp>Desplazamientos Europa excepto Portugal\n (por día de estancia)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"197\">\u003Cp>Desayuno.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"47\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"436\">\u003Cp>Con justificante (días estancia, no días de\n viaje).\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"197\">\u003Cp>Comida.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"47\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"436\">\u003Cp>Con justificante (días estancia, no días de\n viaje).\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"197\">\u003Cp>Cena.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"47\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"436\">\u003Cp>Con justificante (días estancia, no días de\n viaje).\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"197\">\u003Cp>Gratificación extranjero Europa excep. Portugal.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"47\">\u003Cp>33,98 €\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"436\">\u003Cp>Por día de estancia (no días de viaje).\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd colspan=\"3\" width=\"681\">\u003Cp>Desplazamientos extranjero fuera Europa\n (por día de estancia)\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"197\">\u003Cp>Desayuno.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"47\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"436\">\u003Cp>Con justificante (días estancia, no días de\n viaje).\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"197\">\u003Cp>Comida.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"47\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"436\">\u003Cp>Con justificante (días estancia, no días de\n viaje).\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"197\">\u003Cp>Cena.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"47\">\u003Cp>-\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"436\">\u003Cp>Con justificante (días estancia, no días de\n viaje).\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"197\">\u003Cp>Gratificación extranjero fuera Europa.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"47\">\u003Cp>112,84 €\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"436\">\u003Cp>Por día de estancia (no días de viaje).\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd colspan=\"3\" width=\"681\">\u003Cp>Embarque aguas España y Portugal\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"197\">\u003Cp>Plus embarque.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"47\">\u003Cp>76,48 €\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"436\">\u003Cp>Pernocta en buque en aguas España y Portugal (Se\n incluye en nómina).\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd colspan=\"3\" width=\"681\">\u003Cp>Embarque extranjero excepto Portugal\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"197\">\u003Cp>Gratificación extranjero.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"47\">\u003Cp>112,83 €\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"436\">\u003Cp>Por día de estancia (no días de viaje).\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"337\">\u003Cp>\u003Cstrong>Pluses 2023 - Indicar cantidad en declaración\n semanal\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>\u003Cstrong>Euros\u003C\u002Fstrong>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"337\">\u003Cp>Plus disponibilidad (guardia semanal).\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>328,46\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"337\">\u003Cp>Plus disponibilidad día festivo.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>58,47\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"337\">\u003Cp>Plus disponibilidad Navidad\u002FAño Nuevo\u002FReyes\u002FViernes\n Santo.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>175,39\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"337\">\u003Cp>Plus nuclear\u002Frefinería.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>11,70\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"337\">\u003Cp>Plus nuclear parada\u002Frecarga.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>29,23\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"337\">\u003Cp>Plus desplazamiento (España y Portugal).\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>73,67\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"337\">\u003Cp>Plus embarque (España y Portugal).\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>76,48\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"337\">\u003Cp>Trabajo continuado (trabajos vaciado y urgencia).\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>32,48\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"337\">\u003Cp>Plus cambio jornada.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>53,04\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Artículo 27. Descansos por desplazamientos.\u003C\u002Fh3>\n\n\u003Cp>Cada empleado\u002Fa por cada mes ininterrumpido de estancia fuera del centro de\ntrabajo, podrá optar previamente a su desplazamiento, de común acuerdo con el\nresponsable de departamento a:\u003C\u002Fp>\n\n\u003Cp>1)En desplazamientos, en península, Islas Canarias y Baleares, por tiempo\nsuperior a un mes, se tiene derecho por cada mes completo, a un día laborable\na disfrutar en la obra ó en su domicilio, aprovechando los viernes en la ida o\nlos lunes en la vuelta. El trabajador\u002Fa que opte por disfrutarlo en su\ndomicilio, tendrá derecho al abono de dicho viaje.\u003C\u002Fp>\n\n\u003Cp>2)En los desplazamientos por obras en España y Portugal, se tendrá derecho\na un viaje de ida y vuelta el fín de semana, cada quince días, saliendo el\nviernes y regresando el lunes. Las horas de viaje ocupadas dentro de la jornada\nlaboral, se compensarán dentro de la jornada semanal.\u003C\u002Fp>\n\n\u003Cp>3)Desplazamiento al extranjero: por cada mes completo desplazado, se tiene\nderecho a un día laborable y si el desplazamiento supera los quince días del\nmes siguiente dará derecho a percibir el día correspondiente al mes\ncompleto.\u003C\u002Fp>\n\n\u003Cp>4)Se tendrá derecho a un día de descanso cuando se viaje en avión y el\ntrayecto sea de más de diez horas o más de cuatro horas de cambio de franja\nhoraria.\u003C\u002Fp>\n\n\u003Cp>Artículo 28. Día festivo en el centro de trabajo durante un desplazamiento\na otro lugar.\u003C\u002Fp>\n\n\u003Cp>Si un trabajador\u002Fa se encuentra desplazado por motivo de trabajo en una\nlocalidad en la que no es festivo, ese día lo trabaja, lo cobra como horas\nextras festivas o el trabajador\u002Fa podrá cambiarlo de forma voluntaria.\u003C\u002Fp>\n\n\u003Ch2>CAPITULO VI\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch2>Acción social\u003C\u002Fh2>\n\n\u003Ch3>Artículo 29. Plus varios oficinas.\u003C\u002Fh3>\n\n\u003Cp>Queda absorbido por las nuevas tablas salariales.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Ch3>Artículo 30. Incapacidad temporal.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>Por la prestación de incapacidad temporal, cualquiera que fuera la causa,\nserá abonado el «cien por cien» del salario desde el primer día de baja.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch3>Artículo 31. Seguro colectivo.\u003C\u002Fh3>\n\n\u003Cp>La empresa mantendrá una póliza colectiva de accidentes laborales a su\ncargo, establecido para todo el personal de la plantilla que cubran las\nsiguientes indemnizaciones.\u003C\u002Fp>\n\n\u003Cp>Muerte (por accidente laboral): 30.000 euros.\u003C\u002Fp>\n\n\u003Cp>Incapacidad permanente total: 40.000 euros.\u003C\u002Fp>\n\n\u003Cp>Incapacidad permanente absoluta: 60.000 euros.\u003C\u002Fp>\n\n\u003Cp>Gran invalidez: 80.000 euros.\u003C\u002Fp>\n\n\u003Cp>El trabajador\u002Fa facilitará el nombre del beneficiario\u002Fa o\nbeneficiarios\u002Fas.\u003C\u002Fp>\n\n\u003Cp>Para el personal de nuevo ingreso, la póliza de seguros establecida en el\npresente artículo deberá concertarse en el plazo de un mes a partir de la\ncontratación del trabajador.\u003C\u002Fp>\n\n\u003Cp>Una copia de la póliza se insertará en el tablón de anuncios de los\ncentros de trabajo de la empresa. \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>Artículo 32. Fondo social.\u003C\u002Fh3>\n\n\u003Cp>El importe para el año 2023, saldrá de multiplicar 165,03 euros por el\nnúmero de personas en la empresa al 31 de agosto de 2023.\u003C\u002Fp>\n\n\u003Cp>Los euros, servirán como base para los años siguientes, aumentando esta\ncantidad con el porcentaje del incremento salarial aplicado.\u003C\u002Fp>\n\n\u003Cp>En el caso de que la empresa haya acabado con pérdidas se reducirá la\ncantidad a abonar en proporción a las pérdidas obtenidas, pero nunca podrá\nser inferior a 120 euros por persona.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Artículo 33. Reconocimiento años de antigüedad.\u003C\u002Fh3>\n\n\u003Cp>La empresa obsequiará a todo trabajador que tenga una antigüedad en la\nempresa de veinticinco y\u002Fo cuarenta años, con una bonificación equivalente a\nuna mensualidad más un obsequio (con valor aproximado de 600 euros) y a los\ntrabajadores que cumplan doce años y medio de antigüedad en la empresa\nrecibirán una bonificación equivalente a media mensualidad más un obsequio\nrepresentativo de la Compañía.\u003C\u002Fp>\n\n\u003Ch2>CAPÍTULO VII\u003C\u002Fh2>\n\n\u003Ch2>Iniciación y extinción de la relación laboral\u003C\u002Fh2>\n\n\u003Ch3>Artículo 34. Incorporación.\u003C\u002Fh3>\n\n\u003Cp>La contratación de trabajadores\u002Fas se realizará con la legislación\nvigente.\u003C\u002Fp>\n\n\u003Cp>La empresa comunicará, a los representantes legales de los trabajadores\u002Fas,\nel o los puestos de trabajo que piensa cubrir.\u003C\u002Fp>\n\n\u003Cp>Las nuevas contrataciones se notificarán a los representantes de los\ntrabajadores\u002Fas. \u003C\u002Fp>\n\n\u003Ch3>Artículo 35. Pluriempleo.\u003C\u002Fh3>\n\n\u003Cp>La empresa, no podrá contratar, en régimen de pluriempleo o jornada\nreducida a aquellos trabajadores\u002Fas que dispongan de otra ocupación retribuida\npor jornada completa y no a tiempo parcial.\u003C\u002Fp>\n\n\u003Ch3>Artículo 36. Contratos de trabajo de duración determinada por\ncircunstancias del mercado, Acumulación tareas o exceso de pedidos.\u003C\u002Fh3>\n\n\u003Cp>El contrato de duración determinada por circunstancias del mercado,\nacumulación de tareas o excesos de pedidos, se regulará según el artículo\n20 del Convenio Estatal del Metal (CEM).\u003C\u002Fp>\n\n\u003Ch3>Artículo 37. Excedencias.\u003C\u002Fh3>\n\n\u003Cp>Todo trabajador\u002Fa tendrá derecho al reconocimiento de una excedencia tal\ncomo está recogido en el artículo 46 del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Ch3>Artículo 38. Jubilación parcial.\u003C\u002Fh3>\n\n\u003Cp>Cualquier trabajador podrá solicitar a la empresa el acceso a la\njubilación parcial a través de contrato relevo. La empresa tendrá la\nobligación de concederla siempre y cuando el trabajador cumpla con los\nrequisitos legales exigidos por la ley en cada momento. Sin embargo la empresa\npodrá denegar al trabajador esta opción de jubilación en caso de que existan\npolíticas en la Compañía de congelación de contratación o de disminución\nde la plantilla, debiendo haber sido estas comunicadas previamente al Comité\nde Empresa. \u003C\u002Fp>\n\n\u003Ch3>Artículo 39. Jubilación ordinaria.\u003C\u002Fh3>\n\n\u003Cp>Una vez alcanzada la edad ordinaria de jubilación, de conformidad con lo\ndispuesto en la actual normativa de la Seguridad Social, el trabajador deberá\ncomunicarlo a la empresa, para su tramitación, cumpliendo con lo dispuesto en\nla normativa legal vigente.\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Artículo 40. Extinción del contrato.\u003C\u002Fh3>\n\n\u003Cp>Son causas de extinción del contrato de trabajo las enumeradas en el\nartículo 49 del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>Serán causas de despido disciplinario las determinadas en el artículo 54\ndel citado texto. Cuando un trabajador\u002Fa incurra en una o en varias causas de\nlas comprendidas en las disposiciones citadas anteriormente, la Dirección de\nla empresa le notificará su despido mediante escrito en que se le indiquen los\nhechos por los que se le sanciona y la causa o causas de despido en que ha\nincurrido, así como el día en que surtirá efecto.\u003C\u002Fp>\n\n\u003Cp>El trabajador\u002Fa firmará un duplicado de esta notificación y si se negara,\nse extenderá una diligencia de entrega, firmando dos testigos en defecto de\naquel. Los representantes de los trabajadores\u002Fas de la empresa serán\ninformados de la falta cometida y previamente de la extinción laboral\nimpuesta, al objeto de que manifiesten lo que crean conveniente, sin que el\nparecer de éstos vincule a la empresa.\u003C\u002Fp>\n\n\u003Ch3>Artículo 41. Extinción del contrato por voluntad del trabajador o\ntrabajadora.\u003C\u002Fh3>\n\n\u003Cp>El Trabajador\u002Fa que cese voluntariamente deberá preavisar a la empresa por\nescrito con al menos un mes de antelación para que la empresa pueda\nreorganizar la plantilla. Se respetará el tiempo de preaviso en los casos\ndonde sea mayor a un mes y se haya estipulado en el contrato laboral.\u003C\u002Fp>\n\n\u003Cp>El incumplimiento de la obligación de preaviso facultará a la empresa a\ndescontar de los salarios adeudados o de la liquidación que proceda por la\nresolución contractual el importe del salario correspondiente a los días de\npreaviso omitidos.\u003C\u002Fp>\n\n\u003Ch3>Artículo 42. Contratos eventuales. Indemnización por cese.\u003C\u002Fh3>\n\n\u003Cp>Se establece una indemnización de «dos días» por mes trabajado, para\ntodos los contratos eventuales, que venzan a partir de la firma del presente\nconvenio.\u003C\u002Fp>\n\n\u003Ch3>Artículo 43. Recibo finiquito.\u003C\u002Fh3>\n\n\u003Cp>En el caso de baja en la empresa, el trabajador\u002Fa recibirá copia del\nfiniquito, siempre que sea posible se le entregará dicho finiquito con cinco\ndías de antelación al cese.\u003C\u002Fp>\n\n\u003Cp>En los finiquitos que tengan lugar por finalización o rescisión de\ncontrato u otras causas, se hará constar que el trabajador\u002Fa no perderá el\nderecho a cobrar lo que la se tenga que pagar a los trabajadores\u002Fas en concepto\nde revisiones, atrasos o cualquier otro tipo de variación en la retribución,\nque corresponda en el tiempo que el trabajador que firme el finiquito prestó\nsus servicios.\u003C\u002Fp>\n\n\u003Cp>El trabajador\u002Fa podrá solicitar la presencia de un representante legal de\nlos trabajadores\u002Fas en el momento de proceder a la firma del recibo del\nfiniquito, haciéndose constar en el mismo el hecho de su firma en presencia de\nun representante legal de los trabajadores\u002Fas, a bien que el trabajador\u002Fa no ha\nhecho uso de esta posibilidad. Si el empresario impidiese la presencia del\nrepresentante en el momento de la firma, el trabajador\u002Fa podrá hacerlo constar\nen el propio recibo, a los efectos oportunos.\u003C\u002Fp>\n\n\u003Ch2>CAPITULO VIII\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>Seguridad, higiene y vestuario\u003C\u002Fh2>\n\n\u003Ch3>Artículo 44. Salud laboral.\u003C\u002Fh3>\n\n\u003Cp>La empresa y los Representantes de los Trabajadores\u002Fas que suscriben este\nacuerdo, desarrollarán las acciones y medidas de seguridad y salud laboral,\nque sean necesarias para lograr unas condiciones de trabajo, donde la salud del\ntrabajador\u002Fa no se vean afectadas por las mismas.\u003C\u002Fp>\n\n\u003Cp>Los planteamientos de estas acciones y medidas deberán estar encaminadas a\nlograr una mejora de la calidad de vida y medio ambiente de trabajo,\ndesarrollando objetivos de promoción y defensa de la salud, mejora de las\ncondiciones de trabajo, potenciación de las técnicas preventivas como medio\npara la eliminación de los riesgos en su origen.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Artículo 45. Capacidad disminuida.\u003C\u002Fh3>\n\n\u003Cp>Todos aquellos trabajadores\u002Fas que por accidente de trabajo, enfermedad\nprofesional o enfermedad común de larga duración, con reducción de sus\nfacultades físicas o intelectuales, sufran una capacidad disminuida, tendrán\npreferencia para ocupar puestos más aptos en relación a sus condiciones que\nexistan en la empresa, siempre que tengan aptitud o idoneidad para el nuevo\npuesto.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Ch3>Artículo 46. Reconocimiento médico.\u003C\u002Fh3>\n\n\u003Cp>La empresa solicitará al Servicio de Prevención Ajeno (SPA) la\nrealización por los mismos de una revisión médica, de carácter voluntario,\npara todos los trabajadores, adecuada a los riesgos de sus puestos de trabajo y\ncomo mínimo será una vez al año.\u003C\u002Fp>\n\n\u003Cp>Conforme acordado con el CSS en la última reunión, será obligatorio el\nreconocimiento médico, para los perfiles:\u003C\u002Fp>\n\n\u003Cp>Personal de oficinas con visita instalaciones.\u003C\u002Fp>\n\n\u003Cp>Personal de almacén.\u003C\u002Fp>\n\n\u003Cp>Ingeniero\u002FIngeniero proyectos\u002FTécnico\neléctrico\u002Fautomatización\u002Fmecánico.\u003C\u002Fp>\n\n\u003Cp>Técnico frigorista\u002FSupervisor\u002FCoordinador\u002FTécnico de taller\u002FTécnico de\napoyo.\u003C\u002Fp>\n\n\u003Cp>Perfiles que están recogidos en artículo 22 de la Ley 31\u002F1995 de\nPrevención de riesgos laborales.\u003C\u002Fp>\n\n\u003Cp>El tiempo empleado en el reconocimiento será abonado por la empresa.\u003C\u002Fp>\n\n\u003Cp>A partir de los 45 años o cuando se precise, se realizará un\nelectrocardiograma al personal que así lo solicite.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>Artículo 47. Prendas de trabajo.\u003C\u002Fh3>\n\n\u003Cp>La empresa dotará a su personal de las adecuadas prendas de trabajo. Así\ncomo su limpieza en una lavandería en los casos que se requiere por razones de\nseguridad.\u003C\u002Fp>\n\n\u003Cp>El personal de montaje y taller, así como todo el que lo precise,\npercibirá cada año dos equipos completos y si fuera necesario, previa\njustificación, le será proporcionado las prendas que se requieran. Se\nentregará dentro de los dos primeros meses de cada año natural.\u003C\u002Fp>\n\n\u003Cp>En relación con el calzado, la empresa dotará al trabajador\u002Fa de un par de\nbotas de seguridad como mínimo, que le protejan de los riesgos que su\nactividad puede provocar, y siempre que tal actividad requiera prendas de\nprotección.\u003C\u002Fp>\n\n\u003Cp>Al trabajador\u002Fa que realice su labor con gafas graduadas y siempre que por\nsu trabajo tenga que utilizar protección visual, la empresa tendrá que\nproporcionarle unas gafas de protección graduadas. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Artículo 48. Lavado de ropa.\u003C\u002Fh3>\n\n\u003Cp>En los desplazamientos, la empresa abonará el lavado de un buzo semanal,\nprevia presentación de justificante.\u003C\u002Fp>\n\n\u003Cp>En el caso de estar fuera más de dos semanas, la empresa abonará el lavado\nde la ropa.\u003C\u002Fp>\n\n\u003Cp>Cuando el trabajo se realice en Refinerías, la empresa abonará el lavado\nde ropa.\u003C\u002Fp>\n\n\u003Ch2>CAPÍTULO IX\u003C\u002Fh2>\n\n\u003Ch2>Derechos sindicales\u003C\u002Fh2>\n\n\u003Ch3>Artículo 49. Comité Intercentros.\u003C\u002Fh3>\n\n\u003Cp>Se crearán las bases para la futura aplicación del Tratado de Maastricht\nen lo referente a la Constitución de Comités Internacionales de Trabajadores\nen Empresas las cuales tengan Centros de trabajo en Países de Europa. Las\nnormas serán las aplicadas en la Ley 10\u002F1997 de 24 de abril de 1997 sobre\nderechos de información y consulta a los trabajadores en las empresas y grupos\nde empresas de dimensión comunitaria.\u003C\u002Fp>\n\n\u003Ch3>Artículo 50. Derechos y garantías.\u003C\u002Fh3>\n\n\u003Cp>Los miembros de los Comités de Empresa gozarán de las garantías y\nderechos establecidos en el artículo 68 del Estatuto de los Trabajadores, que\nse ejercitarán con los siguientes criterios.\u003C\u002Fp>\n\n\u003Cp>Cada uno de los miembros del Comité de Empresa o delegado personal\ndispondrá de un crédito mensual de acuerdo con la ley, para el ejercicio de\nsus funciones de representación.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">Se podrán acordar la acumulación a favor de uno o varios de sus\ncomponentes del crédito horario indicado en el apartado anterior, siempre y\ncuando sean del mismo sindicato.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Cuando para asistir a las reuniones de los Comités Intercentro o ejercer\nlas funciones propias de su cargo, sus miembros hayan de desplazarse fuera de\nla localidad de su residencia, tendrán derecho a que se les abonen los gastos\nde viaje y las indemnizaciones por gastos de alojamiento y manutención en la\ncuantía y condiciones establecidas en el vigente convenio.\u003C\u002Fp>\n\n\u003Cp>Participarán los representantes de los trabajadores en la comisión\nnegociadora del convenio colectivo. Para la firma de cualquier acuerdo que\nafecte a los trabajadores de Glauger se requerirá en todo caso, el voto\nfavorable de los representantes de los trabajadores.\u003C\u002Fp>\n\n\u003Cp>Recibirá información sobre la marcha general de la contratación\nperspectivas del mercado en cuanto a pedidos, inversiones acordadas en cuanto\nrepercutan en la situación de empleo, etc., emitir informes en expedientes\ndisciplinarios con propuestas de despido.\u003C\u002Fp>\n\n\u003Ch2>CAPÍTULO X\u003C\u002Fh2>\n\n\u003Ch2>Faltas y sanciones\u003C\u002Fh2>\n\n\u003Ch3>Artículo 51. Código de conducta laboral.\u003C\u002Fh3>\n\n\u003Cp>La empresa podrá sancionar, como falta laboral, las acciones u omisiones\nculpables de los trabajadores\u002Fas que se produzcan con ocasión o como\nconsecuencia de la relación laboral y que supongan un incumplimiento\ncontractual de sus deberes laborales y de acuerdo con la graduación de las\nfaltas que se establece en los artículos siguiente.\u003C\u002Fp>\n\n\u003Cp>La sanción de las faltas requerirá comunicación por escrito al\ntrabajador\u002Fa, haciendo constar la fecha y los hechos que la motivaron. \u003C\u002Fp>\n\n\u003Cp>La empresa dará cuenta a os representantes legales de los trabajadores\u002Fas\nde toda sanción impuesta por falta grave y muy grave que se imponga.\u003C\u002Fp>\n\n\u003Cp>Impuesta la sanción, el cumplimiento temporal de la misma se podrá dilatar\nhasta sesenta días después de la fecha de su imposición.\u003C\u002Fp>\n\n\u003Cp>Toda falta cometida por los trabajadores\u002Fas se clasificará en atención a\nsu trascendencia o intención en: leve, grave o muy grave.\u003C\u002Fp>\n\n\u003Cp>Faltas leves:\u003C\u002Fp>\n\n\u003Cp>Se consideran faltas leves las siguientes:\u003C\u002Fp>\n\n\u003Cp>a)La impuntualidad no justificada en la entrada o salida del trabajo de\nhasta 3 ocasiones en un periodo de un mes.\u003C\u002Fp>\n\n\u003Cp>b) La inasistencia injustificada de un día de trabajo en el periodo de un\nmes.\u003C\u002Fp>\n\n\u003Cp>c) No notificar con carácter previo, en su caso, dentro de las veinticuatro\nhoras siguientes, la inasistencia al trabajo, salvo que pruebe la imposibilidad\nde haberlo podido hacer.\u003C\u002Fp>\n\n\u003Cp>d)El abandono del servicio o del puesto de trabajo sin causa justificada por\nperiodos breves de tiempo, si como consecuencia de ello, se ocasionase\nperjuicio de alguna consideración en las personas o en las cosas.\u003C\u002Fp>\n\n\u003Cp>e)Los deterioros leves en la conservación o en el mantenimiento de los\nequipos y material de trabajo de los que se fuera responsable.\u003C\u002Fp>\n\n\u003Cp>f)La desatención o falta de corrección en el trato con los clientes o\nproveedores de la empresa.\u003C\u002Fp>\n\n\u003Cp>g)No comunicar a la empresa los cambios de residencia o domicilio, siempre\nque estos puedan ocasionar algún tipo de conflicto o perjuicio a sus\ncompañeros o a la empresa.\u003C\u002Fp>\n\n\u003Cp>h) No comunicar con la puntualidad debida los cambios experimentados en la\nfamilia del trabajador\u002Fa que tengan incidencias en la Seguridad Social o en la\nAdministración Tributaria.\u003C\u002Fp>\n\n\u003Cp>i)Todas aquellas faltas que supongan incumplimiento de prescripciones,\nórdenes o mandatos de un superior en el ejercicio de regular sus funciones,\nque no comporten perjuicios o riesgos para las personas o las cosas.\u003C\u002Fp>\n\n\u003Cp>j)La inasistencia a los cursos de formación teórica o práctica, dentro de\nla jornada ordinaria de trabajo, sin la debida justificación.\u003C\u002Fp>\n\n\u003Cp>k)Discutir con los compañeros\u002Fas, con los clientes o proveedores dentro de\nla jornada de trabajo.\u003C\u002Fp>\n\n\u003Cp>l)La embriaguez o consumo de drogas no habituales en el trabajo.\u003C\u002Fp>\n\n\u003Cp>Faltas graves.\u003C\u002Fp>\n\n\u003Cp>Se considerarán faltas graves las siguientes:\u003C\u002Fp>\n\n\u003Cp>a)La impuntualidad no justificada en la entrada o en la salida del trabajo\nen más de tres ocasiones en el periodo de un mes.\u003C\u002Fp>\n\n\u003Cp>b)La inasistencia no justificada al trabajo de dos a cuatro días, durante\nel periodo de un mes. Bastará una sola falta al trabajo cuando esta afectara\nal relevo de un compañero\u002Fa o si como consecuencia de la inasistencia se\nocasionase perjuicio de alguna consideración a la empresa.\u003C\u002Fp>\n\n\u003Cp>c)El falseamiento u omisión maliciosa de los datos que tuvieran incidencia\ntributaria o en la Seguridad Social.\u003C\u002Fp>\n\n\u003Cp>d)Entregarse a juegos o distracciones de cualquier índole durante la\njornada de trabajo de manera reiterada y causando, con ello, un perjuicio al\ndesarrollo laboral.\u003C\u002Fp>\n\n\u003Cp>e)La desobediencia a las órdenes o mandatos de las personas de quienes se\ndepende orgánicamente en el ejercicio regular de sus funciones, siempre que\nello ocasione o tenga una trascendencia grave para las personas o las cosas.\u003C\u002Fp>\n\n\u003Cp>f)La falta de aseo y limpieza personal que produzca quejas justificadas de\nlos compañeros\u002Fas de trabajo y siempre que previamente hubieran mediado la\noportuna advertencia por parte de la empresa.\u003C\u002Fp>\n\n\u003Cp>g)Suplantar a otro trabajador\u002Fa, alterando los registros y controles de\nentrada o salida del trabajo.\u003C\u002Fp>\n\n\u003Cp>h)La negligencia o desidia en el trabajo que afecte a la buena marcha del\nmismo, siempre que de ello no se derive perjuicio grave para las personas o las\ncosas.\u003C\u002Fp>\n\n\u003Cp>i)La realización sin previo consentimiento de la empresa de trabajos\nparticulares, durante la jornada de trabajo, así como el empleo para usos\npropios o ajenos de los útiles, herramientas, maquinaria o vehículos de la\nempresa, incluso fuera de la jornada de trabajo.\u003C\u002Fp>\n\n\u003Cp>j)La reincidencia en la comisión de falta leve (excluida la falta de\npuntualidad) aunque sea de distinta naturaleza, dentro de un trimestre y\nhabiendo mediado sanción.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">k)Cualquier atentado contra la libertad sexual de los trabajadores\u002Fas que se\nmanifiesten en ofensas verbales o físicas, faltas de respeto a la intimidad o\nla dignidad de las personas.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>l)La embriaguez o consumo de drogas no habituales, si repercute\nnegativamente en el trabajo o constituyen un perjuicio o peligro en el nivel de\nprotección de la seguridad y salud de los trabajadores\u002Fas en el trabajo.\u003C\u002Fp>\n\n\u003Cp>Faltas muy graves.\u003C\u002Fp>\n\n\u003Cp>Se considerarán faltas muy graves las siguientes:\u003C\u002Fp>\n\n\u003Cp>a)La impuntualidad no justificada en la entrada o la salida del trabajo en\nmás de diez ocasiones durante el periodo de seis meses, o bien más de veinte\nen un año.\u003C\u002Fp>\n\n\u003Cp>b)La inasistencia al trabajo durante tres días consecutivos o cinco\nalternos en un periodo de un mes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">c)El fraude, deslealtad o abuso de confianza en las gestiones encomendadas y\nel hurto o robo, tanto a sus compañeros\u002Fas de trabajo, como a la empresa o a\ncualquier otra persona dentro de las dependencias de la empresa, o durante el\ntrabajo en cualquier otro lugar.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d)La simulación de enfermedad o accidente. Se entenderá que existe\ninfracción laboral, cuando encontrándose en baja el trabajador\u002Fa por\ncualquiera de las causas señaladas, realice trabajos de cualquier índole por\ncuenta propio o ajena. También tendrá la consideración de falta muy grave\ntoda manipulación efectuada para prolongar la baja por accidente o\nenfermedad.\u003C\u002Fp>\n\n\u003Cp>Sanciones.\u003C\u002Fp>\n\n\u003Cp>Las sanciones máximas que podrán imponerse por la comisión de las faltas\nseñaladas son las siguientes:\u003C\u002Fp>\n\n\u003Cp>a)Por faltas leves: amonestación por escrito.\u003C\u002Fp>\n\n\u003Cp>b)Por faltas graves:\u003C\u002Fp>\n\n\u003Cp>Amonestación por escrito.\u003C\u002Fp>\n\n\u003Cp>Suspensión de empleo y sueldo de dos a veinte días.\u003C\u002Fp>\n\n\u003Cp>c)Por faltas muy graves:\u003C\u002Fp>\n\n\u003Cp>Amonestación por escrito.\u003C\u002Fp>\n\n\u003Cp>Suspensión de empleo y sueldo de veintiuno a sesenta días.\u003C\u002Fp>\n\n\u003Cp>Despido. \u003C\u002Fp>\n\n\u003Cp>Prescripción.\u003C\u002Fp>\n\n\u003Cp>Dependiendo de su graduación, las faltas prescriben a los siguientes\ndías:\u003C\u002Fp>\n\n\u003Cp>Faltas leves: diez días.\u003C\u002Fp>\n\n\u003Cp>Faltas graves: veinte días.\u003C\u002Fp>\n\n\u003Cp>Faltas muy graves: sesenta días.\u003C\u002Fp>\n\n\u003Cp>La prescripción de las faltas señaladas empezara a contar a partir de la\nfecha en que la empresa tuvo conocimiento de su comisión y, en todo caso, a\nlos seis meses de haberse cometido.\u003C\u002Fp>\n\n\u003Ch3>Artículo 52. Abuso de autoridad.\u003C\u002Fh3>\n\n\u003Cp>Las empresas considerarán como faltas muy graves y sancionarán en\nconsecuencia, los abusos de autoridad que se pudieran cometer por sus\ndirectivos\u002Fas o mandos intermedios o jefes.\u003C\u002Fp>\n\n\u003Cp>Se considerará abuso de autoridad siempre que un superior cometa un hecho\narbitrario, con infracción manifiesta y deliberada de un precepto legal y con\nperjuicio notorio para su inferior. En este caso, el trabajador\u002Fa perjudicado\u002Fa\nlo pondrá en conocimiento del Comité de Empresa o delegados\u002Fas del personal,\npara que este trámite la queja ante la Dirección de la empresa. Si la\nresolución de ésta no satisficiera al agraviado\u002Fa, éste o sus representantes\nlegales lo pondrán en conocimiento de la comisión paritaria de vigilancia,\nsegún el artículo 53 del presente convenio.\u003C\u002Fp>\n\n\u003Ch2>CAPITULO XI\u003C\u002Fh2>\n\n\u003Ch2>Formación profesional\u003C\u002Fh2>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch3>Artículo 53. Formación profesional.\u003C\u002Fh3>\n\n\u003Cp>La formación en la actual situación es una herramienta imprescindible para\nel reciclaje de los trabajadores\u002Fas, así como la adecuación de las empresas a\nlas nuevas exigencias tecnológicas y de mercado.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>Por ello la empresa, conforme a las necesidades de adecuación de los\ntrabajadores\u002Fas para una mejora del desempeño de sus funciones realizará los\ncursos de formación adecuados, tanto teóricos como prácticos, así como\notros cursos de formación referidos al mantenimiento y perfeccionamiento de\nlos niveles formativos ya ostentados por los trabajadores, elaborando\nanualmente un Plan de Formación del que informará a los representantes de los\ntrabajadores\u002Fas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>A tal efecto, en sus presupuestos anuales, la empresa efectuará una\nasignación presupuestaria destinada tanto a la formación derivada\ndirectamente de las previsiones de implantación o modificación de los\nsistemas de organización en el trabajo, como a la de mantenimiento y\nperfeccionamiento de los niveles de formación de los trabajadores.\u003C\u002Fp>\n\n\u003Cp>Se establecerán unos planes de Formación Profesional y el número de\ntrabajadores\u002Fas que participarán en cada uno de ellos, de acuerdo con las\nnecesidades tecnológicas y de formación en cada puesto de trabajo, elaborando\nun calendario, con fechas de desarrollo de dichos planes. Los representantes de\nlos trabajadores podrán participar como parte activa en dicha elaboración de\nlos planes formativos.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes_newtech\">\u003Cp>Cuando la empresa tenga la previsión de implantar nuevos sistemas de\norganización del trabajo o modificación de los existentes, deberá contemplar\nla formación necesaria para la adecuación de los trabajadores\u002Fas, a las\nnuevas tareas y\u002Fo a la adaptación a las nuevas tecnologías, métodos y\nsistemas de trabajo. Esta formación será obligatoria para los trabajadores\u002Fas\nque sean convocados y será dentro de la jornada laboral. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>La formación que esté orientada al logro de objetivos como:\u003C\u002Fp>\n\n\u003Cp>El aumento del nivel formativo de los trabajadores\u002Fas.\u003C\u002Fp>\n\n\u003Cp>La mejora de la competencia profesional, en especial cuando se observen\ndeficiencias con relación al desempeño de sus funciones.\u003C\u002Fp>\n\n\u003Cp>La capacitación para la promoción y progresión profesional, así como la\nadquisición de nuevas competencias para el desempeño de las funciones\nasignadas.\u003C\u002Fp>\n\n\u003Cp>Será una formación voluntaria y se realizará preferentemente fuera de la\njornada laboral.\u003C\u002Fp>\n\n\u003Cp>El plan de formación se revisará trimestralmente con los representantes de\nlos trabajadores\u002Fas para ir haciendo seguimiento y\u002Fo modificaciones\nnecesarias.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CAPITULO XII\u003C\u002Fh2>\n\n\u003Ch2>Comisión Mixta\u003C\u002Fh2>\n\n\u003Ch3>Artículo 54. Comisión Paritaria de interpretación y vigilancia.\u003C\u002Fh3>\n\n\u003Cp>Con objeto de resolver cuantas dudas y divergencias puedan surgir entre las\npartes en la interpretación o aplicación del presente convenio, se constituye\nuna Comisión Paritaria integrada por la Mesa Negociadora y por la Dirección\nde la empresa, que se reunirá a iniciativa de cualquiera de las partes,\ndebiendo solicitar a la otra con un plazo mínimo de cinco días laborables,\npara tratar la divergencia surgida.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de no alcanzar un acuerdo con relación a cualquier propuesta\nreferente a la aplicación o interpretación el presente convenio, las partes\nacudirán a organismos administrativos de mediación y\u002Fo arbitraje de ámbito\nestatal o autonómico según corresponda.\u003C\u002Fp>\n\n\u003Cp>Sin perjuicio de lo anterior, la Comisión Paritaria, se reunirá,\ntrimestralmente al objeto del seguimiento y control del cumplimiento del\nconvenio.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Cp>Para todas las discrepancias surgidas de la aplicación del artículo 82.3\ndel TRET, las partes acudirán a organismos administrativos de mediación y\u002Fo\narbitraje de ámbito estatal o autonómico según corresponda.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Cp>Glauger se vincula al acuerdo de Principios de Responsabilidad\nSocial\u002FCódigos de Conducta. La aceptación y promoción de los objetivos\nacordados recae sobre la dirección empresarial de las correspondientes\nunidades de la empresa. Dicho acuerdo se refiere a:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>Derechos humanos e igualdad de oportunidades.\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Fomento de la Responsabilidad Social, de contratación y\npolítico-medioambiental.\u003C\u002Fp>\n\n\u003Cp>Mantenimiento y desarrollo de las normas centrales de trabajo generalmente\naceptadas, de las directrices OCDE y las normas culturales.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">Dicho convenio se complementa con la tabla salarial y anexos referentes a\nhorarios, días Festivos en los desplazamientos fuera del Centro y\ncompensaciones extrasalariales.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Disposición adicional primera.\u003C\u002Fp>\n\n\u003Cp>Todo acuerdo, particular o colectivo, anterior a la vigencia de este\nconvenio queda anulado.\u003C\u002Fp>\n\n\u003Cp>Disposición adicional segunda.\u003C\u002Fp>\n\n\u003Cp>Todo lo no reflejado en este convenio se estará en lo dispuesto en el\nConvenio Estatal del Metal, Convenio Provinciales del Metal, previa\nnegociación con el Comité de Empresa y Estatuto de los Trabajadores, por ese\norden.\u003C\u002Fp>\n\n\u003Cp>Disposición adicional tercera.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Cp>\u003Cstrong>Clasificación profesional\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003C\u002Fdiv>\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"55\">\u003C\u002Ftd>\u003Ctd width=\"55\">\u003Cp>Grupos\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>Niveles\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"428\">\u003Cp>Categorías profesionales\u003C\u002Fp>\u003C\u002Ftd>\u003Ctd width=\"428\">\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"55\">\u003Cp>Grupo 1.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"428\">\u003Cp>Delegado de Centro, Manager y Director área\n corporativa.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"55\">\u003Cp>Grupo 2.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"428\">\u003Cp>Comercial y Project Manager.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>2.2\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"428\">\u003Cp>Ingeniero\u002FLicenciados.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"55\">\u003Cp>Grupo 3.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>3.1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"428\">\u003Cp>Ingeniero Técnico y Coordinador.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>3.2\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"428\">\u003Cp>Ayudante de Ingeniero, Técnico Superior PRL.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"55\">\u003Cp>Grupo 4.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"428\">\u003Cp>Supervisor, Delineante Proyectista.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp>4.2\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"428\">\u003Cp>Delineantes 1.\u003Csup>a\u003C\u002Fsup>, Oficiales Administrativos,\n Técnicos Informáticos, Técnicos Campo 1.a Técnico Medio PRL.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"55\">\u003Cp>Grupo 5.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"428\">\u003Cp>Delineantes 2.a, Técnicos Campo 2.a.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"55\">\u003Cp>Grupo 6.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"428\">\u003Cp>Delineantes 3.a, Técnicos Campo 3.a, Auxiliares.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"55\">\u003Cp>Grupo 7.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"428\">\u003Cp>Mozos Almacén.\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"428\">\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Disposición adicional cuarta.\u003C\u002Fp>\n\n\u003Cp>Las partes firmantes del presente Convenio son:\u003C\u002Fp>\n\n\u003Cp>Por los trabajadores: La Mesa Negociadora está compuesta por los siguientes\nmiembros:\u003C\u002Fp>\n\n\u003Cp>Don Fructuoso de Llanos Espino, Representante de Barberá-Rubí.\u003C\u002Fp>\n\n\u003Cp>Don Francisco José Sanz Escura, Representante de Barberá-Rubí.\u003C\u002Fp>\n\n\u003Cp>Don David Díaz Fernández, Representante de Barberá-Rubí.\u003C\u002Fp>\n\n\u003Cp>Don José Vicente Seytre Cano, Representante de Valencia.\u003C\u002Fp>\n\n\u003Cp>Don Jorge Rey Cánovas, Representante de Murcia.\u003C\u002Fp>\n\n\u003Cp>Don Manuel M. Díez Suarez, Representante de Huelva.\u003C\u002Fp>\n\n\u003Cp>Don Juan Carlos Tordesillas Duro, Representante de Madrid.\u003C\u002Fp>\n\n\u003Cp>Don Gabriel González López, Representante de Madrid.\u003C\u002Fp>\n\n\u003Cp>Don Carlos Alberto Zapatero Periáñez, Representante de Madrid.\u003C\u002Fp>\n\n\u003Cp>Don Marta García de León, Representante de Vigo.\u003C\u002Fp>\n\n\u003Cp>Don J. Guillermo González Molares, Representante de Vigo.\u003C\u002Fp>\n\n\u003Cp>Don Simón Otero López, Representante de Vigo.\u003C\u002Fp>\n\n\u003Cp>Don José Juan García Santana, Representante de Las Palmas de Gran\nCanaria.\u003C\u002Fp>\n\n\u003Cp>Don Javier González García, Representante de Valladolid.\u003C\u002Fp>\n\n\u003Cp>Don Jesús M. Iglesias Calvete, Representante de Coruña.\u003C\u002Fp>\n\n\u003Cp>Don Antonio López Romero, Representante Huelva.\u003C\u002Fp>\n\n\u003Cp>Por la empresa:\u003C\u002Fp>\n\n\u003Cp>Don Bruno Innocenti, en su calidad de Presidente.\u003C\u002Fp>\n\n\u003Cp>Don Martín José García Gil en su calidad de Director General.\u003C\u002Fp>\n\n\u003Cp>Doña María Ángeles Romero Ruiz, en su calidad Directora de Recursos\nHumanos\u003C\u002Fp>\n\n\u003Cp>Disposición adicional quinta.\u003C\u002Fp>\n\n\u003Cp>El personal de la empresa fusionada Clauger Ibérica, SA, se adhiere al\nnuevo convenio de Clauger Refrigeración Iberia, SA, en todo su articulado.\u003C\u002Fp>\n\n\u003Cp>Disposición adicional sexta.\u003C\u002Fp>\n\n\u003Cp>Las partes firmantes muestran su conformidad con el anterior articulado,\nfirmando el presente texto en prueba de conformidad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ANEXO I\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>Salario bruto fijo anual año 2023\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"36\">\u003Cp>1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp>1.1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"147\">\u003Cp>Delegado de Centro.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>2.674,81\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>2.674,81\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>2.674,81\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"88\">\u003Cp>37.447,39\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>99,16\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"147\">\u003Cp>Manager.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>2.674,81\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>2.674,81\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>2.674,81\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"88\">\u003Cp>37.447,39\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>99,16\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"147\">\u003Cp>Director de área corporativa.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>2.674,81\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>2.674,81\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>2.674,81\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"88\">\u003Cp>37.447,39\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>99,16\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"36\">\u003Cp>2\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp>2.1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"147\">\u003Cp>Project Manager.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>2.500,94\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>2.500,94\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>2.500,94\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"88\">\u003Cp>35.013,21\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>88,73\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"147\">\u003Cp>Comercial.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>2.500,94\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>2.500,94\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>2.500,94\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"88\">\u003Cp>35.013,21\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>88,73\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp>2.2\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"147\">\u003Cp>Ingeniero\u002FLicenciado.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>2.327,98\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>2.327,98\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>2.327,98\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"88\">\u003Cp>32.591,85\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>88,73\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"36\">\u003Cp>3\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp>3.1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"147\">\u003Cp>Ingeniero Técnico \u002FDiplomado.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>2.245,09\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>2.245,09\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>2.245,09\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"88\">\u003Cp>31.431,38\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>83,15\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"147\">\u003Cp>Jefe de área corporativa.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>2.115,89\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>2.115,89\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>2.115,89\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"88\">\u003Cp>29.622,50\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>72,70\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"147\">\u003Cp>Coordinador.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>2.086,31\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>2.086,31\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>2.086,31\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"88\">\u003Cp>29.208,32\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>72,70\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp>3.2\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"147\">\u003Cp>Técnico superior PRL.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>2.433,84\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>2.433,84\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>2.433,84\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"88\">\u003Cp>34.073,70\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>83,00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"147\">\u003Cp>Ayudante de ingeniero.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>1.758,75\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>1.758,75\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>1.758,75\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"88\">\u003Cp>24.622,50\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>56,36\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"36\">\u003Cp>4\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp>4.1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"147\">\u003Cp>Supervisor.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>1.859,94\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>1.859,94\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>1.859,94\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"88\">\u003Cp>26.039,18\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>66,05\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"147\">\u003Cp>Delineante proyectista.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>1.899,34\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>1.899,34\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>1.899,34\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"88\">\u003Cp>26.590,69\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>60,17\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp>4.2\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"147\">\u003Cp>Delineante 1.\u003Csup>a\u003C\u002Fsup>.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>1.777,27\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>1.777,27\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>1.777,27\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"88\">\u003Cp>24.881,73\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>57,10\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"147\">\u003Cp>Oficial Administrativo.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>1.794,34\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>1.794,34\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>1.794,34\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"88\">\u003Cp>25.120,80\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>58,83\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"147\">\u003Cp>Técnico Informático.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>1.794,34\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>1.794,34\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>1.794,34\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"88\">\u003Cp>25.120,80\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>57,14\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"147\">\u003Cp>Técnico medio PRL.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>1.856,23\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>1.856,23\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>1.856,23\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"88\">\u003Cp>25.987,28\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>57,14\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"147\">\u003Cp>Técnico de Campo 1.a.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>1.625,74\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>1.625,74\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>1.625,74\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"88\">\u003Cp>22.760,36\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>55,29\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"36\">\u003Cp>5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp>5.1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"147\">\u003Cp>Delineante 2.a.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>1.743,58\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>1.743,58\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>1.743,58\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"88\">\u003Cp>24.410,14\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>52,10\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"147\">\u003Cp>Técnico de Campo 2.a.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>1.568,60\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>1.568,60\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>1.568,60\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"88\">\u003Cp>21.960,36\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>51,94\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"36\">\u003Cp>6\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp>6.1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"147\">\u003Cp>Delineante 3.a.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>1.661,69\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>1.661,69\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>1.661,69\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"88\">\u003Cp>23.263,68\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>46,00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"147\">\u003Cp>Técnico de Campo 3.a.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>1.392,24\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>1.392,24\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>1.392,24\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"88\">\u003Cp>19.491,42\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>50,17\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"36\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp> \u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"147\">\u003Cp>Auxiliar.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>1.353,16\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>1.353,16\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>1.353,16\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"88\">\u003Cp>18.944,23\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>46,04\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"36\">\u003Cp>7\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"30\">\u003Cp>7.1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"147\">\u003Cp>Almacenero\u002FPeón.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"82\">\u003Cp>1.303,30\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>1.303,30\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"102\">\u003Cp>1.303,30\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"88\">\u003Cp>18.690,74\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"94\">\u003Cp>48,05\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"CBA_MNCOMPA_1":44,"JOBTITLE_trigger":48,"JOBTYPE_descriptions":52,"jobclassifaction1":56,"TRAINING_trigger":60,"trainingprogrammes":64,"trainingprogrammes_newtech":68,"disabilityfund":72,"SOCSEC_trigger":76,"maxsicknesspay":80,"maxsicknesspayperc":84,"disabilitypay":88,"healthandsafetypolicy":90,"protectiveclothing":94,"hivpolicy":98,"childcare":102,"childcareleave":106,"deathrelativesleave":108,"marriageleave":112,"nursingmothers":116,"maternity_nursing_breaks_duration":120,"maternity_nursing_breaks_length":122,"breastfeeding_workingtime":124,"WORKFAM_trigger":126,"GENEQ_trigger":130,"sexualhar":134,"violence":138,"WORKHOURS_trigger":142,"hourspyear":146,"dayspweek":150,"hourspday":154,"hourspweek":158,"hoursovertimemax":160,"holidaysdays":164,"holidaysweeks":168,"schedulesrestpw":170,"TRADEUNLEAV_trigger":172,"administrativedays":176,"WAGES_trigger":180,"WAGES_determined":184,"PAYSCALES_trigger":188,"STRUCINCR_trigger":192,"wageincreasetxt":196,"ONCERISE_trigger":200,"ONCERISE2_trigger":204,"NOCTPREM_trigger":208,"OVERTIME_trigger":212,"overtimeallowancetype_general":216,"overtimeallowanceamount1_general":220,"SUNDAY_trigger":224,"SENIOR_trigger":228,"COMMUTE_trigger":232,"MEALALL_trigger":236,"strikes_trigger":239},{"bindId":45,"name":46,"text":47},"CBA_MNCOMPA_1","Visto el texto del Convenio colectivo de","Visto el texto del Convenio colectivo de la empresa Clauger Refrigeración\nIberia, SA, (Código de convenio n.° 90103492012019), que fue suscrito en\nfecha 31 de julio de 2023, de una parte, por los designados por la Dirección\nde la empresa, en representación de la misma, y, de otra, por los delegados de\npersonal en representación de los trabajadores afectados, y que ha sido\nfinalmente subsanado mediante Acta aportada el 18 de julio de 2024, y de\nconformidad con lo dispuesto en el artículo 90, apartados 2 y 3, de la Ley del\nEstatuto de los Trabajadores, texto refundido aprobado por el Real Decreto\nLegislativo 2\u002F2015, de 23 de octubre (BOE de 24 de octubre), y en el Real\nDecreto 713\u002F2010, de 28 de mayo, sobre registro y depósito de convenios\ncolectivos, acuerdos colectivos de trabajo y planes de igualdad,",{"bindId":49,"name":50,"text":51},"JOBTITLE_trigger","Clasificación profesional Se establece u","Clasificación profesional\n\nSe establece una nueva tabla de categorías profesional y salariales según\nse establece en disposición adicional tercera.",{"bindId":53,"name":54,"text":55},"JOBTYPE_descriptions","Clasificación profesional Grupos Niveles","Clasificación profesional\n\n\n\n\n\n\n \n \n Grupos\n \n Niveles\n \n Categorías profesionales\n \n \n \n Grupo 1.\n \n  \n \n Delegado de Centro, Manager y Director área\n corporativa.\n \n \n \n Grupo 2.\n \n 2.1\n \n Comercial y Project Manager.\n \n \n \n  \n \n 2.2\n \n Ingeniero\u002FLicenciados.\n \n \n \n Grupo 3.\n \n 3.1\n \n Ingeniero Técnico y Coordinador.\n \n \n \n  \n \n 3.2\n \n Ayudante de Ingeniero, Técnico Superior PRL.\n \n \n \n Grupo 4.\n \n 4.1\n \n Supervisor, Delineante Proyectista.\n \n \n \n  \n \n 4.2\n \n Delineantes 1.a, Oficiales Administrativos,\n Técnicos Informáticos, Técnicos Campo 1.a Técnico Medio PRL.\n \n \n \n Grupo 5.\n \n  \n \n Delineantes 2.a, Técnicos Campo 2.a.\n \n \n \n Grupo 6.\n \n  \n \n Delineantes 3.a, Técnicos Campo 3.a, Auxiliares.\n \n \n \n Grupo 7.\n \n  \n \n Mozos Almacén.",{"bindId":57,"name":58,"text":59},"jobclassifaction1","Grupos Niveles Categorías profesionales","Grupos\n \n Niveles\n \n Categorías profesionales",{"bindId":61,"name":62,"text":63},"TRAINING_trigger","Artículo 53. Formación profesional. La f","Artículo 53. Formación profesional.\n\nLa formación en la actual situación es una herramienta imprescindible para\nel reciclaje de los trabajadores\u002Fas, así como la adecuación de las empresas a\nlas nuevas exigencias tecnológicas y de mercado.\n\nPor ello la empresa, conforme a las necesidades de adecuación de los\ntrabajadores\u002Fas para una mejora del desempeño de sus funciones realizará los\ncursos de formación adecuados, tanto teóricos como prácticos, así como\notros cursos de formación referidos al mantenimiento y perfeccionamiento de\nlos niveles formativos ya ostentados por los trabajadores, elaborando\nanualmente un Plan de Formación del que informará a los representantes de los\ntrabajadores\u002Fas.\n\nA tal efecto, en sus presupuestos anuales, la empresa efectuará una\nasignación presupuestaria destinada tanto a la formación derivada\ndirectamente de las previsiones de implantación o modificación de los\nsistemas de organización en el trabajo, como a la de mantenimiento y\nperfeccionamiento de los niveles de formación de los trabajadores.\n\nSe establecerán unos planes de Formación Profesional y el número de\ntrabajadores\u002Fas que participarán en cada uno de ellos, de acuerdo con las\nnecesidades tecnológicas y de formación en cada puesto de trabajo, elaborando\nun calendario, con fechas de desarrollo de dichos planes. Los representantes de\nlos trabajadores podrán participar como parte activa en dicha elaboración de\nlos planes formativos.\n\nCuando la empresa tenga la previsión de implantar nuevos sistemas de\norganización del trabajo o modificación de los existentes, deberá contemplar\nla formación necesaria para la adecuación de los trabajadores\u002Fas, a las\nnuevas tareas y\u002Fo a la adaptación a las nuevas tecnologías, métodos y\nsistemas de trabajo. Esta formación será obligatoria para los trabajadores\u002Fas\nque sean convocados y será dentro de la jornada laboral. \n\nLa formación que esté orientada al logro de objetivos como:\n\nEl aumento del nivel formativo de los trabajadores\u002Fas.\n\nLa mejora de la competencia profesional, en especial cuando se observen\ndeficiencias con relación al desempeño de sus funciones.\n\nLa capacitación para la promoción y progresión profesional, así como la\nadquisición de nuevas competencias para el desempeño de las funciones\nasignadas.\n\nSerá una formación voluntaria y se realizará preferentemente fuera de la\njornada laboral.\n\nEl plan de formación se revisará trimestralmente con los representantes de\nlos trabajadores\u002Fas para ir haciendo seguimiento y\u002Fo modificaciones\nnecesarias.",{"bindId":65,"name":66,"text":67},"trainingprogrammes","Por ello la empresa, conforme a las nece","Por ello la empresa, conforme a las necesidades de adecuación de los\ntrabajadores\u002Fas para una mejora del desempeño de sus funciones realizará los\ncursos de formación adecuados, tanto teóricos como prácticos, así como\notros cursos de formación referidos al mantenimiento y perfeccionamiento de\nlos niveles formativos ya ostentados por los trabajadores, elaborando\nanualmente un Plan de Formación del que informará a los representantes de los\ntrabajadores\u002Fas.",{"bindId":69,"name":70,"text":71},"trainingprogrammes_newtech","Cuando la empresa tenga la previsión de ","Cuando la empresa tenga la previsión de implantar nuevos sistemas de\norganización del trabajo o modificación de los existentes, deberá contemplar\nla formación necesaria para la adecuación de los trabajadores\u002Fas, a las\nnuevas tareas y\u002Fo a la adaptación a las nuevas tecnologías, métodos y\nsistemas de trabajo. Esta formación será obligatoria para los trabajadores\u002Fas\nque sean convocados y será dentro de la jornada laboral. ",{"bindId":73,"name":74,"text":75},"disabilityfund","Artículo 31. Seguro colectivo. La empres","Artículo 31. Seguro colectivo.\n\nLa empresa mantendrá una póliza colectiva de accidentes laborales a su\ncargo, establecido para todo el personal de la plantilla que cubran las\nsiguientes indemnizaciones.\n\nMuerte (por accidente laboral): 30.000 euros.\n\nIncapacidad permanente total: 40.000 euros.\n\nIncapacidad permanente absoluta: 60.000 euros.\n\nGran invalidez: 80.000 euros.\n\nEl trabajador\u002Fa facilitará el nombre del beneficiario\u002Fa o\nbeneficiarios\u002Fas.\n\nPara el personal de nuevo ingreso, la póliza de seguros establecida en el\npresente artículo deberá concertarse en el plazo de un mes a partir de la\ncontratación del trabajador.\n\nUna copia de la póliza se insertará en el tablón de anuncios de los\ncentros de trabajo de la empresa. ",{"bindId":77,"name":78,"text":79},"SOCSEC_trigger","Acción social Artículo 29. Plus varios o","Acción social\n\nArtículo 29. Plus varios oficinas.\n\nQueda absorbido por las nuevas tablas salariales.\n\nArtículo 30. Incapacidad temporal.\n\nPor la prestación de incapacidad temporal, cualquiera que fuera la causa,\nserá abonado el «cien por cien» del salario desde el primer día de baja.\n\nArtículo 31. Seguro colectivo.\n\nLa empresa mantendrá una póliza colectiva de accidentes laborales a su\ncargo, establecido para todo el personal de la plantilla que cubran las\nsiguientes indemnizaciones.\n\nMuerte (por accidente laboral): 30.000 euros.\n\nIncapacidad permanente total: 40.000 euros.\n\nIncapacidad permanente absoluta: 60.000 euros.\n\nGran invalidez: 80.000 euros.\n\nEl trabajador\u002Fa facilitará el nombre del beneficiario\u002Fa o\nbeneficiarios\u002Fas.\n\nPara el personal de nuevo ingreso, la póliza de seguros establecida en el\npresente artículo deberá concertarse en el plazo de un mes a partir de la\ncontratación del trabajador.\n\nUna copia de la póliza se insertará en el tablón de anuncios de los\ncentros de trabajo de la empresa. \n\nArtículo 32. Fondo social.\n\nEl importe para el año 2023, saldrá de multiplicar 165,03 euros por el\nnúmero de personas en la empresa al 31 de agosto de 2023.\n\nLos euros, servirán como base para los años siguientes, aumentando esta\ncantidad con el porcentaje del incremento salarial aplicado.\n\nEn el caso de que la empresa haya acabado con pérdidas se reducirá la\ncantidad a abonar en proporción a las pérdidas obtenidas, pero nunca podrá\nser inferior a 120 euros por persona.",{"bindId":81,"name":82,"text":83},"maxsicknesspay","Artículo 30. Incapacidad temporal. Por l","Artículo 30. Incapacidad temporal.\n\nPor la prestación de incapacidad temporal, cualquiera que fuera la causa,\nserá abonado el «cien por cien» del salario desde el primer día de baja.",{"bindId":85,"name":86,"text":87},"maxsicknesspayperc","Por la prestación de incapacidad tempora","Por la prestación de incapacidad temporal, cualquiera que fuera la causa,\nserá abonado el «cien por cien» del salario desde el primer día de baja.",{"bindId":89,"name":74,"text":75},"disabilitypay",{"bindId":91,"name":92,"text":93},"healthandsafetypolicy","Seguridad, higiene y vestuario Artículo ","Seguridad, higiene y vestuario\n\nArtículo 44. Salud laboral.\n\nLa empresa y los Representantes de los Trabajadores\u002Fas que suscriben este\nacuerdo, desarrollarán las acciones y medidas de seguridad y salud laboral,\nque sean necesarias para lograr unas condiciones de trabajo, donde la salud del\ntrabajador\u002Fa no se vean afectadas por las mismas.\n\nLos planteamientos de estas acciones y medidas deberán estar encaminadas a\nlograr una mejora de la calidad de vida y medio ambiente de trabajo,\ndesarrollando objetivos de promoción y defensa de la salud, mejora de las\ncondiciones de trabajo, potenciación de las técnicas preventivas como medio\npara la eliminación de los riesgos en su origen.",{"bindId":95,"name":96,"text":97},"protectiveclothing","Artículo 47. Prendas de trabajo. La empr","Artículo 47. Prendas de trabajo.\n\nLa empresa dotará a su personal de las adecuadas prendas de trabajo. Así\ncomo su limpieza en una lavandería en los casos que se requiere por razones de\nseguridad.\n\nEl personal de montaje y taller, así como todo el que lo precise,\npercibirá cada año dos equipos completos y si fuera necesario, previa\njustificación, le será proporcionado las prendas que se requieran. Se\nentregará dentro de los dos primeros meses de cada año natural.\n\nEn relación con el calzado, la empresa dotará al trabajador\u002Fa de un par de\nbotas de seguridad como mínimo, que le protejan de los riesgos que su\nactividad puede provocar, y siempre que tal actividad requiera prendas de\nprotección.\n\nAl trabajador\u002Fa que realice su labor con gafas graduadas y siempre que por\nsu trabajo tenga que utilizar protección visual, la empresa tendrá que\nproporcionarle unas gafas de protección graduadas. ",{"bindId":99,"name":100,"text":101},"hivpolicy","Artículo 46. Reconocimiento médico. La e","Artículo 46. Reconocimiento médico.\n\nLa empresa solicitará al Servicio de Prevención Ajeno (SPA) la\nrealización por los mismos de una revisión médica, de carácter voluntario,\npara todos los trabajadores, adecuada a los riesgos de sus puestos de trabajo y\ncomo mínimo será una vez al año.\n\nConforme acordado con el CSS en la última reunión, será obligatorio el\nreconocimiento médico, para los perfiles:\n\nPersonal de oficinas con visita instalaciones.\n\nPersonal de almacén.\n\nIngeniero\u002FIngeniero proyectos\u002FTécnico\neléctrico\u002Fautomatización\u002Fmecánico.\n\nTécnico frigorista\u002FSupervisor\u002FCoordinador\u002FTécnico de taller\u002FTécnico de\napoyo.\n\nPerfiles que están recogidos en artículo 22 de la Ley 31\u002F1995 de\nPrevención de riesgos laborales.\n\nEl tiempo empleado en el reconocimiento será abonado por la empresa.\n\nA partir de los 45 años o cuando se precise, se realizará un\nelectrocardiograma al personal que así lo solicite.",{"bindId":103,"name":104,"text":105},"childcare","f)Cinco días por accidente o enfermedad ","f)Cinco días por accidente o enfermedad graves, hospitalización o\nintervención quirúrgica sin hospitalización que precise reposo domiciliario\ndel cónyuge, pareja de hecho o parientes hasta el segundo grado por\nconsanguineidad o afinidad, incluido el familiar consanguíneo de la pareja de\nhecho, así como de cualquier otra persona distinta de las anteriores, que\nconviva con la persona trabajadora en el mismo domicilio y que requiera el\ncuidado efectivo de aquella.",{"bindId":107,"name":104,"text":105},"childcareleave",{"bindId":109,"name":110,"text":111},"deathrelativesleave","d)Siete días naturales en el supuesto de","d)Siete días naturales en el supuesto de fallecimiento de cónyuge o\nhijos\u002Fas.",{"bindId":113,"name":114,"text":115},"marriageleave","a)Dieciséis días naturales de caso de ma","a)Dieciséis días naturales de caso de matrimonio o registro de pareja de\nhecho.",{"bindId":117,"name":118,"text":119},"nursingmothers","i)La regulación del permiso de lactancia","i)La regulación del permiso de lactancia y todo lo que dicho permiso lleve\naparejado, se ajustará en todo caso a lo establecido por la normativa legal\nvigente en cada momento.",{"bindId":121,"name":118,"text":119},"maternity_nursing_breaks_duration",{"bindId":123,"name":118,"text":119},"maternity_nursing_breaks_length",{"bindId":125,"name":118,"text":119},"breastfeeding_workingtime",{"bindId":127,"name":128,"text":129},"WORKFAM_trigger","Cuando el periodo de vacaciones fijado e","Cuando el periodo de vacaciones fijado en el calendario de vacaciones de la\nempresa coincida en el tiempo con una incapacidad temporal derivada del\nembarazo, el parto o la lactancia natural o con el periodo de suspensión del\ncontrato de trabajo previsto en los apartados 4, 5 y 7 del artículo 48 del\nE.T. se tendrá derecho a disfrutar las vacaciones en fecha distinta a la de la\nincapacidad temporal o a la del disfrute del permiso que por aplicación de\ndicho precepto le correspondiera, al finalizar el periodo de suspensión,\naunque haya terminado el año natural a que correspondan. En el supuesto de que\nel periodo de vacaciones coincida con una incapacidad temporal por\ncontingencias distintas a las señaladas en el párrafo anterior que\nimposibilite al trabajador disfrutarlas, total o parcialmente, durante el año\nnatural a que corresponden, el trabajador podrá hacerlo una vez finalice su\nincapacidad y siempre que no hayan transcurrido más de dieciocho meses a\npartir del final del año en que se hayan originado».",{"bindId":131,"name":132,"text":133},"GENEQ_trigger","Glauger se vincula al acuerdo de Princip","Glauger se vincula al acuerdo de Principios de Responsabilidad\nSocial\u002FCódigos de Conducta. La aceptación y promoción de los objetivos\nacordados recae sobre la dirección empresarial de las correspondientes\nunidades de la empresa. Dicho acuerdo se refiere a:\n\nDerechos humanos e igualdad de oportunidades.",{"bindId":135,"name":136,"text":137},"sexualhar","k)Cualquier atentado contra la libertad ","k)Cualquier atentado contra la libertad sexual de los trabajadores\u002Fas que se\nmanifiesten en ofensas verbales o físicas, faltas de respeto a la intimidad o\nla dignidad de las personas.",{"bindId":139,"name":140,"text":141},"violence","c)El fraude, deslealtad o abuso de confi","c)El fraude, deslealtad o abuso de confianza en las gestiones encomendadas y\nel hurto o robo, tanto a sus compañeros\u002Fas de trabajo, como a la empresa o a\ncualquier otra persona dentro de las dependencias de la empresa, o durante el\ntrabajo en cualquier otro lugar.",{"bindId":143,"name":144,"text":145},"WORKHOURS_trigger","CAPITULO III Jornada laboral, horario, h","CAPITULO III\n\nJornada laboral, horario, horas extras y vacaciones",{"bindId":147,"name":148,"text":149},"hourspyear","a.La jornada anual en horas efectivas se","a.La jornada anual en horas efectivas será de 1754 horas para 2023.",{"bindId":151,"name":152,"text":153},"dayspweek","b.Jornada semanal. Será de cuarenta hora","b.Jornada semanal. Será de cuarenta horas de trabajo efectivo de lunes a\nviernes, Se ajustará según los calendarios laborales.",{"bindId":155,"name":156,"text":157},"hourspday","c.Jornada diaria: ocho horas lo normal, ","c.Jornada diaria: ocho horas lo normal, máximo nueve horas al día en caso\nexcepcional.",{"bindId":159,"name":152,"text":153},"hourspweek",{"bindId":161,"name":162,"text":163},"hoursovertimemax","En las horas extraordinarias solo se pod","En las horas extraordinarias solo se podrán realizar un máximo de ochenta\nhoras por trabajador\u002Fa al año.",{"bindId":165,"name":166,"text":167},"holidaysdays","Los trabajadores\u002Fas afectados por este c","Los trabajadores\u002Fas afectados por este convenio, tendrán de vacaciones\nanuales retribuidas, veintitrés días laborales.",{"bindId":169,"name":166,"text":167},"holidaysweeks",{"bindId":171,"name":152,"text":153},"schedulesrestpw",{"bindId":173,"name":174,"text":175},"TRADEUNLEAV_trigger","Se podrán acordar la acumulación a favor","Se podrán acordar la acumulación a favor de uno o varios de sus\ncomponentes del crédito horario indicado en el apartado anterior, siempre y\ncuando sean del mismo sindicato.",{"bindId":177,"name":178,"text":179},"administrativedays","k)Por el tiempo indispensable, para el c","k)Por el tiempo indispensable, para el cumplimiento de un deber inexcusable\nde carácter público y personal. Cuando conste en una Norma legal o\nconvencional, un periodo determinado, se estará a lo que ésta disponga en\ncuanto a duración de la ausencia y a su compensación económica.",{"bindId":181,"name":182,"text":183},"WAGES_trigger","Régimen de retribuciones Artículo 9. Rem","Régimen de retribuciones\n\nArtículo 9. Remuneraciones.\n\nLas remuneraciones contenidas en el presente convenio tendrán el carácter\nde mínimas y se devengarán por el trabajo prestado y a jornada normal.\n\nArtículo 10. Pago de nóminas.\n\nEl pago de nóminas se realizará de forma mensual. No obstante, el personal\npodrá solicitar con la debida antelación anticipos a cuenta de sus haberes\ndevengados.\n\nEn cuanto a la forma de pago, se estará a lo dispuesto en el Estatuto de\nlos Trabajadores.\n\nPara todo el personal, se consideran las mensualidades de treinta días.",{"bindId":185,"name":186,"text":187},"WAGES_determined","Artículo 9. Remuneraciones. Las remunera","Artículo 9. Remuneraciones.\n\nLas remuneraciones contenidas en el presente convenio tendrán el carácter\nde mínimas y se devengarán por el trabajo prestado y a jornada normal.",{"bindId":189,"name":190,"text":191},"PAYSCALES_trigger","Dicho convenio se complementa con la tab","Dicho convenio se complementa con la tabla salarial y anexos referentes a\nhorarios, días Festivos en los desplazamientos fuera del Centro y\ncompensaciones extrasalariales.",{"bindId":193,"name":194,"text":195},"STRUCINCR_trigger","Artículo 25. Incremento salarial. El inc","Artículo 25. Incremento salarial.\n\nEl incremento salarial para el año 2023 se establece en el 0%.",{"bindId":197,"name":198,"text":199},"wageincreasetxt","El incremento salarial para el año 2023 ","El incremento salarial para el año 2023 se establece en el 0%.",{"bindId":201,"name":202,"text":203},"ONCERISE_trigger","Artículo 12. Gratificaciones extraordina","Artículo 12. Gratificaciones extraordinarias.\n\nEl personal afectado por este convenio percibirá las pagas extraordinarias\ncorrespondientes a los meses de junio y Navidad en la cuantía de carácter\nsemestral, cada una de ellas, de treinta días.",{"bindId":205,"name":206,"text":207},"ONCERISE2_trigger","El personal afectado por este convenio p","El personal afectado por este convenio percibirá las pagas extraordinarias\ncorrespondientes a los meses de junio y Navidad en la cuantía de carácter\nsemestral, cada una de ellas, de treinta días.",{"bindId":209,"name":210,"text":211},"NOCTPREM_trigger","50%, para las horas de trabajo realizada","50%, para las horas de trabajo realizadas entre las 22:00 y 06:00 horas.",{"bindId":213,"name":214,"text":215},"OVERTIME_trigger","Artículo 23. Horas extraordinarias. La r","Artículo 23. Horas extraordinarias.\n\nLa realización de horas extraordinarias y su coordinación dependerán\nsiempre del responsable de departamento.\n\nLa prestación de trabajo en horas extraordinarias será voluntaria, salvo\nfuerza mayor.\n\nEl tiempo de trabajo se computará de modo que tanto al comienzo como al\nfinal de la jornada diaria, el trabajador\u002Fa se encuentra en su puesto de\ntrabajo.\n\nLas horas extraordinarias quedan establecidas en las siguientes\ncuantías:\n\n\n\n\n \n \n Oficial\n \n Euros\n \n \n \n H. Extra Ord.\n \n 22,45\n \n \n \n Horas Sábado.\n \n 32,22\n \n \n \n Horas Festivas.\n \n 43,32\n \n \n \n Nocturna.\n \n 24,69\n \n \n \n Nocturna Sábado.\n \n 35,45\n \n \n \n Nocturna Festiva.\n \n 47,65\n \n \n \n Viaje Extranjero.\n \n 18,43\n \n \n \n Hora extra servicio 24 horas.\n \n 50,90\n \n \n \n\n\n\n\n\n\n\n \n \n Especialista Euros\n \n \n \n H. extra ord.\n \n 15,01\n \n \n \n Horas sábado.\n \n 21,65\n \n \n \n Horas festivas.\n \n 28,45\n \n \n \n Nocturna.\n \n 16,50\n \n \n \n Nocturna sábado.\n \n 23,82\n \n \n \n Nocturna festiva.\n \n 31,29\n \n \n \n Viaje extranjero.\n \n 18,43\n \n \n \n Hora extra servicio 24 horas.\n \n 50,90\n \n \n \n",{"bindId":217,"name":218,"text":219},"overtimeallowancetype_general","Oficial Euros H. Extra Ord. 22,45 Horas ","Oficial\n \n Euros\n \n \n \n H. Extra Ord.\n \n 22,45\n \n \n \n Horas Sábado.\n \n 32,22\n \n \n \n Horas Festivas.\n \n 43,32\n \n \n \n Nocturna.\n \n 24,69\n \n \n \n Nocturna Sábado.\n \n 35,45\n \n \n \n Nocturna Festiva.\n \n 47,65\n \n \n \n Viaje Extranjero.\n \n 18,43\n \n \n \n Hora extra servicio 24 horas.\n \n 50,90\n \n \n \n\n\n\n\n\n\n\n \n \n Especialista Euros\n \n \n \n H. extra ord.\n \n 15,01\n \n \n \n Horas sábado.\n \n 21,65\n \n \n \n Horas festivas.\n \n 28,45\n \n \n \n Nocturna.\n \n 16,50\n \n \n \n Nocturna sábado.\n \n 23,82\n \n \n \n Nocturna festiva.\n \n 31,29\n \n \n \n Viaje extranjero.\n \n 18,43\n \n \n \n Hora extra servicio 24 horas.\n \n 50,90",{"bindId":221,"name":222,"text":223},"overtimeallowanceamount1_general","Especialista Euros H. extra ord. 15,01","Especialista Euros\n \n \n \n H. extra ord.\n \n 15,01",{"bindId":225,"name":226,"text":227},"SUNDAY_trigger","75 %, para las horas de trabajo realizad","75 %, para las horas de trabajo realizadas en sábado, domingo o festivo.",{"bindId":229,"name":230,"text":231},"SENIOR_trigger","Artículo 11. Antigüedad. Los quinquenios","Artículo 11. Antigüedad.\n\nLos quinquenios que se tengan reconocidos y los que se reconozcan en el\nfuturo, serán retribuidos según tabla salarial adjunta. Serán devengados en\nel mes correspondiente al cumplimiento del mismo.",{"bindId":233,"name":234,"text":235},"COMMUTE_trigger","Artículo 13. Gastos mínimos de locomoció","Artículo 13. Gastos mínimos de locomoción.\n\nQueda absorbido por las nuevas tablas salariales.",{"bindId":237,"name":238,"text":238},"MEALALL_trigger","1.Media dieta: 19 euros.",{"bindId":240,"name":241,"text":242},"strikes_trigger","Para todas las discrepancias surgidas de","Para todas las discrepancias surgidas de la aplicación del artículo 82.3\ndel TRET, las partes acudirán a organismos administrativos de mediación y\u002Fo\narbitraje de ámbito estatal o autonómico según corresponda.","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>CONVENIO COLECTIVO Clauger Refrigeración Iberia, SA 2023 - 2023\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2023-01-01\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">Fecha de término: → 2023-12-31\u003C\u002Fdiv>\n \n \n\n \u003C!-- TODO: previous CBA logic -->\n \u003C!-- TODO: status logic -->\n\n \n \u003Cdiv id=\"display-cbaratified\">Ratificado por: → Ministry\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-cbaactorratified\">\n Ratificado en: → 2024-08-20\n \u003C\u002Fdiv>\n \n\n \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n \u003Cdiv id=\"display-SECTOR1\">\n Nombre de la industria: → Construcción, asesoramiento técnico\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-NACE2004\">\n Nombre de la industria: → Fontanería, instalaciones de sistemas de calefacción y aire acondicionado  \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 \n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \n\n \n\n \u003Cdiv id=\"display-casignemployees\">\n Nombre otras firmas por lado de los trabajadores: → Staff's delegates\n \u003C\u002Fdiv>\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: → Not specified\u003C\u002Fdiv>\n \u003Cdiv id=\"display-disabilityfund\">El empleador contribuye al fondo para discapacidad del trabajador: → Sí\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 \u003Cdiv id=\"display-maxsicknesspayperc\">\n Máximo para las indemnizaciones por enfermedad: → 100 %\n \u003C\u002Fdiv>\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: → Sí\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: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetytraining\">Capacitación en salud y seguridad acordada: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-protectiveclothing\">Vestuario protector facilitado → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-hivpolicy\">Chequeo médico regular o anual o visitas proporcionadas por el empleador → Sí\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 → Insufficient data\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: → Sí\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: → \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-childcareleave\">\n Licencia pagada anual en caso de cuidado de parientes: → 5 días\n \u003C\u002Fdiv>\n\n \n \u003Cdiv id=\"display-deathrelativesleave\">\n Duración del permiso retibuido en caso de muerte de un pariente: → 7 días\n \u003C\u002Fdiv>\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: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-violence\">Cláusulas sobre violencia en el trabajo: → Sí\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 → Sí\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 \u003Cdiv id=\"display-hourspday\">\n Horas de trabajo por día: → 8.0\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-hourspweek\">\n Horas de trabajo por semana: → 40.0\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-hourspyear\">\n Horas de trabajo por año: → 1754.0\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-dayspweek\">\n Días de treabajo por semana: → 5.0\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-hoursovertimemax\">\n Máximo de horas extras: → 1.5\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysdays\">\n Licencia anual pagada: → 23.0 días\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysweeks\">\n Licencia anual pagada: → 4.5 semanas\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-bankholidays2\">\n Días festivos pagados: → Christmas Eve (24th December), Nochevieja \u002F Víspera de Año Nuevo​ \u002F Fin de año (31 de diciembre)\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-schedulesrestpw\"> Periodos acordados de descansos semanales: → Sí\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-sundays_year\">\n Máximo número de domingos \u002F festivos que pueden trabajarse en un año: → \n \u003C\u002Fdiv>\n \n \n \n \u003Cdiv id=\"display-tradeunleavdays\">\n Permiso pagado para actividades sindicales: →  días\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-administrativedays\">\n Permiso pagado para aisitir a juicios o deberes administrativos: →  días\n \u003C\u002Fdiv>\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: → Yes, in one table\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 \u003Cdiv>\n \u003Ch4 id=\"display-STRUCINCR_trigger\">Incremento salarial:\u003C\u002Fh4>\n \u003Cdiv id=\"display-wageincreaseperc1\">\n Incremento salarial: → 0.0 %\n \u003C\u002Fdiv>\n \n \n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-ONCERISE_trigger\">Pago extra único:\u003C\u002Fh4>\n \n \n \u003Cdiv id=\"display-extrapayfirmperformance\">Pago extra único por desempeño de la compañía: → No\u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-NOCTPREM_trigger\">Prima por trabajo vespertino o nocturno:\u003C\u002Fh4>\n \u003Cdiv id=\"display-shiftallowanceperc1\">\n Prima por trabajo vespertino o nocturno: → 150 % de salario básico\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-shiftallowancetype1\">Prima por trabajo nocturno únicamente: → Sí\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n\n \u003Cdiv>\n \u003Ch4 id=\"display-OVERTIME_trigger\">Prima por tiempo extra:\u003C\u002Fh4>\n \n \n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv>\n \u003Ch4 id=\"display-SUNDAY_trigger\">Prima por trabajo en Domingo:\u003C\u002Fh4>\n \u003Cdiv id=\"display-sundayallowanceperc1\">\n Prima por trabajo en Domingo: → 75 %\n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-COMMUTE_trigger\">Prima por asistencia:\u003C\u002Fh4>\n \n \n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-SENIOR_trigger\">Prima por antigüedad:\u003C\u002Fh4>\n\n \n\n \n\n \u003Cdiv id=\"display-longserviceallowancetype2\">\n Prima por antigüedad por → 5 años de servicio\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Ch4>Vales de alimenos:\u003C\u002Fh4>\n\n \n\n \u003Cdiv id=\"display-MEALALL_trigger\">Prestaciones alimentarias proporcionadas: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-mealvouchersamount\">\n → 19.0 por comida\n \u003C\u002Fdiv>\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",[248],{"title":37,"slug":33},[250],{"type":251,"data":252},"call_to_action_body_block",{"title":253,"description":254,"variant":255,"link":256},"Compare los convenios colectivos","Compara los artículos de los Convenios Colectivos de España entre los diferentes sectores, temas y países.","dark",{"title":253,"url":257,"description":253,"rel":258,"type":259},"\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002Fcompare-los-convenios-colectivos","follow","internal",[261],{"type":251,"data":262},{"title":253,"description":254,"variant":255,"link":263},{"title":253,"url":257,"description":253,"rel":258,"type":259},[],{"title":17,"seo_title":266,"description":7,"path":267,"redirect_url":7,"locale":18,"children":268},"WageIndicator España: salarios y derechos laborales","\u002Fes-es",[269,354,383],{"title":20,"seo_title":270,"description":7,"path":271,"redirect_url":7,"locale":18,"children":272},"Trabajar en España: salarios y condiciones laborales","\u002Fes-es\u002Ftrabajo-en-espana",[273,277,281,297,346,350],{"title":274,"seo_title":8,"description":7,"path":275,"redirect_url":7,"locale":18,"children":276},"Salario 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