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Ámbito territorial y funcional.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L51\">Artículo 2. Ámbito temporal.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L55\">Artículo 3. Denuncia y revisión.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L61\">CAPÍTULO II Comisión paritaria\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L63\">Artículo 4. Comisión Paritaria.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L93\">CAPÍTULO III Jornada de trabajo, vacaciones, permisos y\n excedencias\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L95\">Artículo 5. Facultades de organización del\n trabajo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L107\">Artículo 6. Jornada laboral.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L125\">Artículo 7. Horas extraordinarias.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L155\">Artículo 8. Vacaciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L171\">Artículo 9. Permisos retribuidos.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L249\">Artículo 10. Permisos no retribuidos.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L259\">Artículo 11. Protección de la Maternidad.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L271\">Artículo 12. Nacimiento de hijo\u002Fa y cuidado de menor\n de doce años.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L275\">Artículo 13. Excedencias.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L321\">CAPÍTULO IV Movilidad funcional\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L323\">Artículo 14. Movilidad funcional y trabajos de\n categoría superior o inferior a la ostentada.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L339\">CAPÍTULO V Política salarial\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L341\">Artículo 15. Sistema retributivo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L365\">Artículo 16. Pagas extraordinarias.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L373\">Artículo 17. Dietas.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L379\">CAPÍTULO VI Período de prueba y dimisión\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L381\">Artículo 18. Período de prueba.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L415\">Artículo 19. Dimisión del trabajador.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L441\">CAPÍTULO VII Clasificación profesional\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L443\">Artículo 20. Condiciones generales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L449\">Artículo 21. Factores de valoración.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L461\">Artículo 22. Grupos profesionales.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L615\">CAPÍTULO VIII Régimen disciplinario\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L617\">Artículo 23. Régimen disciplinario.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L621\">Artículo 24. Graduación de las faltas.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L625\">Artículo 25. Faltas leves.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L649\">Artículo 26. Faltas graves.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L677\">Artículo 27. Faltas muy graves.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L721\">Artículo 28. Régimen de sanciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L731\">Artículo 29. Sanciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L755\">Artículo 30. Prescripción.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L767\">CAPÍTULO IX Seguro colectivo\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L769\">Artículo 31. Seguro colectivo.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L787\">Disposición adicional primera. Igualdad y no\n discriminación de las personas LGTBI.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L793\">Disposición adicional segunda. Protocolo de prevención,\n detección y actuación frente al acoso laboral y\u002Fo sexual, así como\n frente al acoso o la violencia contra las personas LGTBI.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L877\">Disposición adicional tercera. Singularidades del\n departamento comercial.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L893\">Disposición adicional cuarta. Protocolo de actuación\n frente a catástrofes naturales y otros fenómenos meteorológicos\n adversos.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L933\">\u003Cstrong>ANEXO I\u003C\u002Fstrong> Tablas salariales\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L953\">ANEXO II Igualdad y no discriminación de las personas\n LGTBI\u003C\u002Fa>\u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\n\u003Cp>III.OTRAS DISPOSICIONES\u003C\u002Fp>\n\n\u003Cp>MINISTERIO DE TRABAJO Y ECONOMÍA SOCIAL\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MNCOMPA_1\">\u003Cp>2226 Resolución de 20 de enero de 2026, de la Dirección General de\nTrabajo, por la que se registra y publica el Convenio colectivo de Acuña y\nFombona, SA.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Visto el texto del Convenio colectivo de la empresa Acuña y Fombona, SA\n(código de convenio número 90105102012026), que fue suscrito con fecha 29 de\noctubre de 2025, de una parte por los designados por la Dirección de la\nempresa, en representación de la misma, y de otra por el Comité de empresa y\nlos delegados de personal, en representación de los trabajadores afectados, y\nque ha sido finalmente subsanado mediante acta de 7 de enero de 2026, 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>\n\n\u003Cp>Esta Dirección General de Trabajo resuelve:\u003C\u002Fp>\n\n\u003Cp>Primero.\u003C\u002Fp>\n\n\u003Cp>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.\u003C\u002Fp>\n\n\u003Cp>Segundo.\u003C\u002Fp>\n\n\u003Cp>Disponer su publicación en el «Boletín Oficial del Estado».\u003C\u002Fp>\n\n\u003Cp>Madrid, 20 de enero de 2026.-La Directora General de Trabajo, María Nieves\nGonzález García.\u003C\u002Fp>\n\n\u003Ch1>CONVENIO COLECTIVO DE ACUÑA Y FOMBONA, SA\u003C\u002Fh1>\n\n\u003Ch2 id=\"L45\">CAPÍTULO I Disposiciones generales\u003C\u002Fh2>\n\n\u003Ch3 id=\"L47\">Artículo 1. Ámbito territorial y funcional.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio colectivo afectará a la totalidad de los centros de\ntrabajo y a la totalidad de los trabajadores que realizan sus funciones\ncontratadas por la empresa Acuña y Fombona, SA (en adelante, «Acuña y\nFombona»). En consecuencia, y tratándose de un convenio colectivo de empresa,\nsu ámbito funcional se identifica con el de la propia empresa\nindependientemente de la localización geográfica de la misma dentro del\nterritorio nacional.\u003C\u002Fp>\n\n\u003Ch3 id=\"L51\">Artículo 2. Ámbito temporal.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio colectivo entrará en vigor el día 29 de octubre de\n2025 y su duración será de cuatro años, que finalizará el 29 de octubre del\naño 2029, pudiendo prorrogarse de año en año por tácita reconducción, si\nno mediara denuncia del mismo. \u003C\u002Fp>\n\n\u003Ch3 id=\"L55\">Artículo 3. Denuncia y revisión.\u003C\u002Fh3>\n\n\u003Cp>A partir del 29 de octubre de 2029, el presente convenio se prorrogará\ntácita y automáticamente de año en año, excepto en el caso de denuncia\nfehaciente por cualquiera de las partes firmanes del convenio con un mes de\nantelación a la fecha de vencimiento o de cualquiera de sus prórrogas. Una\nvez denunciado el presente convenio seguirá aplicándose en régimen de\nultraactividad hasta la firma del nuevo convenio.\u003C\u002Fp>\n\n\u003Ch2 id=\"L61\">CAPÍTULO II Comisión paritaria\u003C\u002Fh2>\n\n\u003Ch3 id=\"L63\">Artículo 4. Comisión Paritaria.\u003C\u002Fh3>\n\n\u003Cp>4.1Constitución.\u003C\u002Fp>\n\n\u003Cp>De conformidad con lo previsto en el artículo 85.3.e) del texto refundido\nde la Ley del Estatuto de los Trabajadores aprobado por el Real Decreto\nLegislativo 2\u002F2015, de 23 de octubre, se crea la Comisión paritaria del\nconvenio (en adelante, «CPC) como órgano de interpretación, conciliación y\nvigilancia de lo que en él se establece.\u003C\u002Fp>\n\n\u003Cp>Ambas partes convienen en la necesidad de dar conocimiento a la CPC de\ncuantas dudas, discrepancias y conflictos pudieran producirse como consecuencia\nde la interpretación y aplicación del convenio, para que esta pueda emitir su\nopinión o actuar en la forma que se establece en el propio texto\nconvencional.\u003C\u002Fp>\n\n\u003Cp>4.2Composición.\u003C\u002Fp>\n\n\u003Cp>La CPC estará compuesta por: Un miembro por la parte empresarial y un\nmiembro designado por la parte social.\u003C\u002Fp>\n\n\u003Cp>Las partes que integran la CPC podrán ser asistidas por asesores, que\ntendrán voz, pero no voto, y que serán designados libremente por cada una de\nellas.\u003C\u002Fp>\n\n\u003Cp>4.3Domicilio y consultas.\u003C\u002Fp>\n\n\u003Cp>Las comunicaciones, notificaciones y consultas que, derivadas del articulado\ndel presente convenio hayan de efectuarse a la CPC, deberán formularse por\nescrito y presentarse: Presencialmente o por correo postal certificado en el\ndomicilio de la CPC, sito en calle Marqués de Casa Valdés, 103-105 (33202)\nGijón, Asturias.\u003C\u002Fp>\n\n\u003Cp>4.4Competencias.\u003C\u002Fp>\n\n\u003Cp>Conocimiento y resolución de las cuestiones derivadas de la aplicación e\ninterpretación del convenio colectivo, así como la vigilancia en el\ncumplimiento de lo pactado.\u003C\u002Fp>\n\n\u003Cp>4.5Procedimiento.\u003C\u002Fp>\n\n\u003Cp>Recibida la consulta por escrito o la correspondiente petición, la CPC\ntomará conocimiento del asunto, se reunirá en un plazo no superior a quince\ndías y resolverá sobre el mismo. Para resolver sobre la cuestión planteada,\nse podrá dar audiencia a las partes interesadas. Superado dicho plazo se\nentenderá que la CPC no puede resolver la cuestión planteada.\u003C\u002Fp>\n\n\u003Cp>Para solventar las discrepancias que pudieran surgir en el seno de la CPC,\nlas partes se podrán someter a los procedimientos de mediación y arbitraje\ndel SIMA (Servicio Interconfederal de Mediación y Arbitraje). \u003C\u002Fp>\n\n\u003Ch2 id=\"L93\">CAPÍTULO III Jornada de trabajo, vacaciones, permisos y\nexcedencias\u003C\u002Fh2>\n\n\u003Ch3 id=\"L95\">Artículo 5. Facultades de organización del trabajo.\u003C\u002Fh3>\n\n\u003Cp>La organización del trabajo, con arreglo a lo prescrito en este convenio,\nes facultad y responsabilidad de la Dirección de la Empresa, con la\nintervención de la representación de los trabajadores conforme a lo\nestablecido en la legislación laboral y en el presente convenio.\u003C\u002Fp>\n\n\u003Cp>La organización del trabajo tiene por objeto el alcanzar en cada empresa el\nnivel adecuado de productividad basado en la utilización óptima de los\nrecursos humanos y materiales. Ello es posible con una actitud activa y\nresponsable de las partes integrantes de la relación laboral: Dirección y\ntrabajadores.\u003C\u002Fp>\n\n\u003Cp>Sin merma de la facultad aludida en el párrafo primero, la representación\nde los trabajadores tendrá las funciones de orientación, propuesta, emisión\nde informes, etc., en lo relacionado con la organización y racionalización\ndel trabajo, y de acuerdo con lo establecido en este convenio y lo que se\nacuerde en cada centro de trabajo.\u003C\u002Fp>\n\n\u003Cp>Con carácter general, la forma de organización del trabajo o de\nrealización de la actividad laboral se presta en las instalaciones de la\nempresa de forma presencial sin perjuicio de que pueda haber trabajadores que,\npor sus características, por la naturaleza de las actividades que realizan o\npor el puesto que ocupan o necesidades del servicio presten sus servicios, en\ntotalidad o en parte, fuera de las instalaciones de la empresa.\u003C\u002Fp>\n\n\u003Cp>Excepcionalmente, y, siempre que el desempeño del puesto lo permita y por\ncuestiones justificadas relacionadas con el derecho a la conciliación de la\nvida familiar, personal y laboral, conforme a la normativa vigente, o mediante\nacuerdo individual entre la empresa y el trabajador, el trabajo podrá\nprestarse, puntualmente, a distancia. En estos casos, el trabajador podrá\nsolicitar que la empresa le proporcione los medios necesarios para desempeñar\nsus funciones de manera efectiva.\u003C\u002Fp>\n\n\u003Ch3 id=\"L107\">Artículo 6. Jornada laboral.\u003C\u002Fh3>\n\n\u003Cp>La jornada laboral ordinaria máxima será de 1.728 horas anuales.\u003C\u002Fp>\n\n\u003Cp>Dentro de los límites de la jornada indicada, y de los límites máximos y\nmínimos legalmente establecidos o que pudieran establecerse y respetando el\ndescanso mínimo semanal y el de doce horas entre jornadas, la empresa podrá\nacordar con el trabajador la distribución de la jornada de forma irregular.\u003C\u002Fp>\n\n\u003Cp>Acuña y Fombona podrá distribuir de manera irregular a lo largo del año\nun máximo del 12% sobre la jornada máxima anual, respetando el preaviso\nestablecido en el artículo 34.2 del texto refundido de la Ley del Estatuto de\nlos Trabajadores, y respetando los períodos mínimos de descanso diario y\nsemanal previstos en la ley.\u003C\u002Fp>\n\n\u003Cp>La distribución de la jornada irregular se podrá aplicar siempre que dicha\nmedida esté justificada, esto es, que responda a necesidades organizativas,\nproductivas o técnicas.\u003C\u002Fp>\n\n\u003Cp>En aplicación de la distribución irregular de la jornada pactada en el\npresente convenio colectivo, se podrán rebasar las duraciones máximas de\njornada de trabajo, diaria y semanal, siempre y cuando no se realicen más de\ndiez horas diarias, ni más de cuarenta y seis horas semanales.\u003C\u002Fp>\n\n\u003Cp>La compensación de las diferencias, por exceso o por defecto, entre la\njornada realizada y la duración máxima de la jornada ordinaria de trabajo\nlegal o pactada, se podrá realizar en jornadas de trabajo completas dentro de\nlos cuatro meses siguientes a que tales diferencias se produzcan.\u003C\u002Fp>\n\n\u003Cp>En caso de extinción de la relación laboral, si el trabajador tuviera un\nsaldo positivo de horas realizadas y no compensadas, dichas horas se abonarán\na razón de la retribución correspondiente a la hora ordinaria. \u003C\u002Fp>\n\n\u003Cp>Por el contrario, si el trabajador tuviera un saldo negativo, es decir,\nhubiera disfrutado de más horas de descanso de las que le correspondieran\nsegún la distribución pactada, el equivalente económico de dichas horas se\ndescontará del finiquito.\u003C\u002Fp>\n\n\u003Ch3 id=\"L125\">Artículo 7. Horas extraordinarias.\u003C\u002Fh3>\n\n\u003Cp>Tendrán la consideración de horas extraordinarias aquellas horas de\ntrabajo que se realicen sobre la duración máxima de la jornada anual de\ntrabajo, esto es, más de 1.728 horas anuales.\u003C\u002Fp>\n\n\u003Cp>Horas extraordinarias habituales: Como regla general, en la empresa no se\nrealizan horas extraordinarias de estas características.\u003C\u002Fp>\n\n\u003Cp>Horas extraordinarias que vengan exigidas por la necesidad de reparar\nsiniestros u otros daños extraordinarios y urgentes, así como en el caso de\nriesgo de pérdida de bienes y\u002Fo materiales.\u003C\u002Fp>\n\n\u003Cp>Horas extraordinarias estructurales, tales como aquellas que sean necesarias\npor períodos punta de carga de trabajo, ausencias imprevistas, cambios de\nturno u otras circunstancias de carácter estructural derivadas de la\nnaturaleza de la actividad de que se trate o mantenimiento.\u003C\u002Fp>\n\n\u003Cp>Sin perjuicio de su compensación como horas extraordinarias, ninguna de las\nanteriores, excepción hecha de las habituales que no tienen cabida en la\nempresa, se tendrá en cuenta a los efectos de considerarla como jornada\nordinaria de trabajo.\u003C\u002Fp>\n\n\u003Cp>El carácter y naturaleza de las horas extraordinarias vendrá determinada\npor las circunstancias que hagan necesaria su realización. Si se realizaran\nhoras extraordinarias, como regla general, y salvo pacto en contrario, estas\nserán compensadas con descansos.\u003C\u002Fp>\n\n\u003Cp>7.1Compensación de horas extraordinarias realizadas en días laborables.\u003C\u002Fp>\n\n\u003Cp>En el caso de que las horas extraordinarias se realicen dentro de los días\nlaborables y se compensen con descansos, dicha compensación se hará a razón\nde una hora ordinaria, o fracción de esta en su caso, por cada hora\nextraordinaria trabajada. El momento de dicha compensación con descansos se\ndisfrutará por acuerdo entre jefe de área y trabajador dentro del mes\nsiguiente al devengo de dicho derecho.\u003C\u002Fp>\n\n\u003Cp>Excepcionalmente, si no fuera posible la compensación con descansos, podrá\nremunerarse, siendo el valor de la hora extraordinaria igual al de la hora\nordinaria. La decisión de remunerar económicamente la hora extraordinaria\nserá de la Dirección de la empresa.\u003C\u002Fp>\n\n\u003Cp>7.2Compensación de horas extraordinarias realizadas en días no\nlaborables.\u003C\u002Fp>\n\n\u003Cp>En caso de que las horas extraordinarias se realicen en días no laborables\ny se compensen con descansos, dicha compensación se hará con un incremento\ndel 75%.\u003C\u002Fp>\n\n\u003Cp>El momento de dicha compensación con descansos se realizará por acuerdo\nentre jefe de área y trabajador. No obstante, a decisión del trabajador, las\nhoras extraordinarias podrán remunerarse en lugar de compensarse con\ndescansos. En este caso, el precio de la hora extraordinaria será equivalente\nal precio de la hora ordinaria incrementada en un 75 %. Para su cálculo, se\ntendrán en consideración los conceptos salariales contemplados en la nómina\ndel trabajador.\u003C\u002Fp>\n\n\u003Cp>La compensación de estas horas se realizará principalmente durante el mes\nsiguiente a su utilización.\u003C\u002Fp>\n\n\u003Cp>Por la singularidad del departamento comercial, las políticas\ncorrespondientes a horas extraordinarias tienen su regulación en la\ndisposición adicional segunda del presente convenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L155\">Artículo 8. Vacaciones.\u003C\u002Fh3>\n\n\u003Cp>Los trabajadores afectados por el presente convenio tendrán derecho a\ndisfrutar de veintidós días hábiles de vacaciones; que serán disfrutados\nprevio acuerdo entre la \u003C\u002Fp>\n\n\u003Cp>empresa y el trabajador, debiendo disfrutar la mitad de ellas en periodo de\nverano conforme al calendario diseñado por la empresa.\u003C\u002Fp>\n\n\u003Cp>La empresa, de forma justificada, podrá desautorizar el disfrute de\nvacaciones dentro de un determinado periodo donde las circunstancias de\nproducción de la empresa lo hagan necesario.\u003C\u002Fp>\n\n\u003Cp>Las vacaciones devengadas en el año en curso deberán ser disfrutadas\nobligatoriamente como máximo hasta el siete de enero del año natural\nsiguiente, no pudiendo ser compensadas en metálico, ni acumuladas para\nperiodos diferentes a los señalados en el presente artículo.\u003C\u002Fp>\n\n\u003Cp>No obstante lo anterior, si por circunstancias ajenas a la voluntad del\ntrabajador no se hubieran podido disfrutar en el periodo señalado en el\npárrafo anterior y siempre de manera justificada, las vacaciones podrán ser\ndisfrutadas antes de la finalización del primer trimestre del año natural\nsiguiente al año en que ha sido generado el derecho a su disfrute, sin\nperjuicio de que por acuerdo entre empresa y trabajador puedan pactarse otros\nperiodos de disfrute diferentes.\u003C\u002Fp>\n\n\u003Cp>Cuando el periodo de vacaciones coincida en el tiempo con una incapacidad\ntemporal derivada del embarazo, el parto o la lactancia natural o con el\nperiodo de suspensión del contrato de trabajo previsto en los apartados 4, 5 y\n7 del artículo 48 del ET, se tendrá derecho a disfrutar las vacaciones en\nfecha distinta a la de la incapacidad temporal o a la del disfrute del permiso\nque por aplicación de dicho precepto correspondiera, al finalizar el periodo\nde suspensión, aunque haya terminado el año natural a que correspondan.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de que el periodo de vacaciones coincida con una incapacidad\ntemporal por contingencias distintas a las señaladas en el párrafo anterior\nque imposibilite al trabajador disfrutarlas, total o parcialmente, durante el\naño natural a que corresponden, el trabajador podrá hacerlo una vez finalice\nsu incapacidad y siempre que no hayan transcurrido más de dieciocho meses a\npartir del final del año en que se hayan originado.\u003C\u002Fp>\n\n\u003Ch3 id=\"L171\">Artículo 9. Permisos retribuidos.\u003C\u002Fh3>\n\n\u003Cp>Los trabajadores afectados por el presente convenio tendrán derecho a los\nsiguientes permisos retribuidos, sin perjuicio de los fijados en las normas\ngenerales:\u003C\u002Fp>\n\n\u003Cp>Matrimonio o registro de parejas de hecho: Dieciocho días naturales. Dichos\ndías podrán sumarse a los de vacaciones.\u003C\u002Fp>\n\n\u003Cp>Accidente o enfermedad graves, hospitalización o intervención quirúrgica\nsin hospitalización que precise reposo domiciliario del cónyuge, pareja de\nhecho o parientes hasta el segundo grado por consanguinidad o afinidad,\nincluido el familiar consanguíneo de la pareja de hecho, así como cualquier\notra persona distinta de las anteriores, que conviva con el trabajador en el\nmismo domicilio y que requiera el cuidado efectivo de aquella: Hasta un máximo\nde cinco días laborables.\u003C\u002Fp>\n\n\u003Cp>Fallecimiento del cónyuge, pareja de hecho y parientes de primer grado por\nconsanguinidad o afinidad: Cinco días laborables.\u003C\u002Fp>\n\n\u003Cp>Fallecimiento de familiares hasta el segundo grado por consanguinidad o\nafinidad: Dos días laborables, pudiendo extenderse a cuatro días laborables\nen caso de desplazamiento de más de 200 km.\u003C\u002Fp>\n\n\u003Cp>Fallecimiento de familiares de tercer grado por consanguinidad o afinidad:\nUn día laborable.\u003C\u002Fp>\n\n\u003Cp>Tratamientos oncológicos: Veinte horas al año para acompañamiento de\nfamiliares de primer grado por consanguinidad o afinidad.\u003C\u002Fp>\n\n\u003Cp>Traslado de domicilio habitual: Un día laborable.\u003C\u002Fp>\n\n\u003Cp>Permiso por nacimiento de hijo\u002Fa: El día del parto, el trabajador tendrá\nderecho a un permiso retribuido de una jornada completa, sin perjuicio de los\ndemás derechos y licencias establecidos en la legislación vigente. \u003C\u002Fp>\n\n\u003Cp>Por matrimonio de parientes hasta el 2.° grado por consanguinidad o\nafinidad: Un día.\u003C\u002Fp>\n\n\u003Cp>Por el tiempo estrictamente necesario para la asistencia a consultas\nmédicas, incluyendo un máximo de dos horas para el desplazamiento de ida,\nvuelta o entre centros médicos\u002Fhospitalarios; sin perjuicio de que se procure\nque dichas consultas se programen fuera del horario laboral.\u003C\u002Fp>\n\n\u003Cp>Por el tiempo necesario en caso de especialistas de la Seguridad Social. Y,\ncomo máximo dieciséis horas anuales. Deberá aportarse siempre\njustificación.\u003C\u002Fp>\n\n\u003Cp>Por el tiempo indispensable para acompañar a familiares de primer grado por\nconsanguinidad o afinidad, en aquellos casos en que la visita esté previamente\nprogramada, con aviso a la empresa al menos con dos días de antelación. En\ncaso de urgencia será imprescindible el aviso a la empresa previamente al\ninicio de la jornada.\u003C\u002Fp>\n\n\u003Cp>Libre disposición: Dos días laborables al año, para aquellos supuestos\nque no estén regulados en el presente artículo y requieran la presencia del\ntrabajador. Estos días se podrán solicitar por el trabajador en cualquier\népoca, preavisando al empresario, al menos, con una semana de antelación.\u003C\u002Fp>\n\n\u003Cp>Exámenes oficiales: Las horas necesarias para acudir a exámenes de\ncarácter oficial, previa notificación y justificación a la empresa con siete\ndías de antelación.\u003C\u002Fp>\n\n\u003Cp>Víctimas violencia de género: Las horas necesarias para realizar cambios\nde residencia para hacer efectiva su protección, asistencia a juicios\npreviamente justificado en la empresa y consulta médica o tratamiento\npsicológico cuando así lo determinen los servicios de salud, y justificado a\nla empresa a la mayor brevedad.\u003C\u002Fp>\n\n\u003Cp>Por el tiempo indispensable, para el cumplimiento de un deber inexcusable de\ncarácter público y personal, comprendido el ejercicio del sufragio activo,\npor el tiempo indispensable. Cuando conste en una norma legal o convencional un\nperiodo determinado, se estará a lo que esta disponga en cuanto a la duración\nde la ausencia y a su compensación económica. Si el trabajador percibe una\nindemnización, se le descontará del salario que corresponda.\u003C\u002Fp>\n\n\u003Cp>El desempeño de la función de jurado o testigo tendrá a los efectos del\nordenamiento laboral la consideración de cumplimiento de un deber inexcusable\nde carácter público y personal.\u003C\u002Fp>\n\n\u003Cp>Si supusiese la imposibilidad de prestación de trabajo en más del 20 por\n100 en un período de tres meses, podrá la empresa pasar al trabajador a la\nsituación de excedente forzoso.\u003C\u002Fp>\n\n\u003Cp>El desempeño de funciones sindicales o de representación de personal, como\nla participación en comisiones negociadoras de convenios colectivos, siempre\nque la empresa esté afectada por la negociación, el tiempo necesario para el\nadecuado ejercicio de su labor.\u003C\u002Fp>\n\n\u003Cp>Los períodos utilizados por los miembros del comité de empresa, delegados\nde personal y delegados de prevención, como crédito de horas mensuales para\nel desempeño de sus funciones conforme a lo establecido en el artículo 68.e)\ndel Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>El tiempo necesario para la asistencia a los actos de conciliación y juicio\ny a cualquier comparecencia judicial, así como a la conciliación o mediación\nprevia en su caso, salvo cuando fuera preceptivo otorgar representación\nconforme al artículo 19 de esta ley y no fuere requerido de asistencia\npersonal, o cuando se haya declarado que obró de mala fe o con temeridad.\u003C\u002Fp>\n\n\u003Cp>Por el tiempo indispensable para la realización de exámenes prenatales y\ntécnicas de preparación al parto y, en los casos de adopción, guarda con\nfines de adopción o acogimiento, para la asistencia a las preceptivas sesiones\nde información y preparación y para la realización de los preceptivos\ninformes psicológicos y sociales previos a la declaración de idoneidad,\nsiempre, en todos los casos, que deban realizarse dentro de la jornada de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>Hasta cuatro días por imposibilidad de acceder al centro de trabajo o\ntransitar por las vías de circulación necesarias para acudir al mismo, como\nconsecuencia de las \u003C\u002Fp>\n\n\u003Cp>recomendaciones, limitaciones o prohibiciones al desplazamiento establecidas\npor las autoridades competentes, así como cuando concurra una situación de\nriesgo grave e inminente, incluidas las derivadas de una catástrofe o\nfenómenos meteorológico adverso. Transcurridos los cuatro días, el permiso\nse prolongará hasta que desaparezcan las circunstancias que lo justificaron,\nsin perjuicio de la posibilidad de la empresa de aplicar una suspensión del\ncontrato de trabajo o una reducción de jornada derivada de fuerza mayor en los\ntérminos previstos en el artículo 47.6 del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>Cuando la naturaleza de la prestación laboral sea compatible con el trabajo\na distancia y el estado de las redes de comunicación permita su desarrollo, la\nempresa podrá establecerlo, observando el resto de las obligaciones formales y\nmateriales recogidas en la Ley 10\u002F2021, de 9 de julio, de trabajo a distancia,\ny, en particular, el suministro de medios, equipos y herramientas adecuados.\u003C\u002Fp>\n\n\u003Cp>Por el tiempo indispensable para la realización de los actos preparatorios\nde la donación de órganos o tejidos siempre que deban tener lugar dentro de\nla jornada de trabajo.\u003C\u002Fp>\n\n\u003Cp>En los supuestos de nacimiento, adopción, guarda con fines de adopción o\nacogimiento, los trabajadores tendrán derecho a una hora de ausencia del\ntrabajo, que podrán dividir en dos fracciones, para el cuidado del lactante\nhasta que este cumpla nueve meses. La duración del permiso se incrementará\nproporcionalmente en los casos de nacimiento, adopción, guarda con fines de\nadopción o acogimiento múltiples.\u003C\u002Fp>\n\n\u003Cp>Quien ejerza este derecho, por su voluntad, podrá sustituirlo por una\nreducción de su jornada en media hora con la misma finalidad o acumularlo en\njornadas completas.\u003C\u002Fp>\n\n\u003Cp>La reducción de jornada contemplada en este apartado constituye un derecho\nindividual de los trabajadores sin que pueda transferirse su ejercicio al otro\nprogenitor, adoptante, guardador o acogedor. No obstante, si dos trabajadores\nde la misma empresa ejercen este derecho por el mismo sujeto causante, la\nDirección empresarial podrá limitar su ejercicio simultáneo por razones\nfundadas y objetivas de funcionamiento de la empresa, debidamente motivadas por\nescrito, debiendo en tal caso la empresa ofrecer un plan alternativo que\nasegure el disfrute de ambos trabajadores y que posibilite el ejercicio de los\nderechos de conciliación.\u003C\u002Fp>\n\n\u003Cp>Cuando ambas personas progenitoras, adoptantes, guardadoras o acogedoras\nejerzan este derecho con la misma duración y régimen, el periodo de disfrute\npodrá extenderse hasta que el lactante cumpla doce meses, con reducción\nproporcional del salario a partir del cumplimiento de los nueve meses.\u003C\u002Fp>\n\n\u003Cp>La concreción horaria y la determinación del período de disfrute del\npermiso de lactancia, corresponderá al trabajador, dentro de su jornada\nordinaria. El trabajador deberá preavisar a la empresa con quince días de\nantelación la fecha en que se reincorporará a su jornada ordinaria. Las\ndiscrepancias surgidas entre la empresa y trabajador sobre la concreción\nhoraria y la determinación de los períodos de disfrute serán resueltas por\nla jurisdicción competente a través del procedimiento establecido en el\nartículo 139 de la Ley Reguladora de la Jurisdicción Social.\u003C\u002Fp>\n\n\u003Cp>Los trabajadores tendrán derecho a ausentarse del trabajo durante una hora\nen el caso de nacimiento prematuro de hijo o hija, o que, por cualquier causa,\ndeban permanecer hospitalizados a continuación del parto. Asimismo, tendrán\nderecho a reducir su jornada de trabajo hasta un máximo de dos horas, con la\ndisminución proporcional del salario.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">Los trabajadores con al menos un año de antigüedad en la empresa tienen\nderecho a un permiso retribuido de veinte horas anuales de formación vinculada\na la actividad de la empresa acumulables por un periodo de hasta cinco años.\nLa concreción del disfrute del permiso se fijará de mutuo acuerdo entre\ntrabajador y empresario según las necesidades organizativas de la empresa.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Los trabajadores tendrán derecho a ausentarse del trabajo por causa de\nfuerza mayor cuando sea necesario por motivos familiares urgentes relacionados\ncon familiares o personas convivientes, en caso de enfermedad o accidente que\nhagan indispensable su presencia inmediata. Los trabajadores tendrán derechos\na que sean retribuidas las \u003C\u002Fp>\n\n\u003Cp>horas de ausencia por las causas previstas en el presente apartado\nequivalentes a cuatro días al año, acreditando el motivo de la ausencia.\u003C\u002Fp>\n\n\u003Cp>Las personas que requieran la asistencia a consultas médicas por motivos de\nafirmación de género de sí mismas, parejas, convivientes y parientes de\nprimer grado, dispondrán de un permiso retribuido por el tiempo indispensable\npara la asistencia a consultas médicas.\u003C\u002Fp>\n\n\u003Cp>Los permisos retribuidos deberán iniciar su cómputo el primer día\nlaborable tras el hecho causante que lo originó.\u003C\u002Fp>\n\n\u003Ch3 id=\"L249\">Artículo 10. Permisos no retribuidos.\u003C\u002Fh3>\n\n\u003Cp>El trabajador tendrá derecho a ausentarse de su puesto de trabajo, sin\nretribución alguna, en los siguientes casos:\u003C\u002Fp>\n\n\u003Cp>En caso extraordinario, debidamente acreditado, se podrán conceder\nlicencias por el tiempo que sea preciso, sin percibo de haberes, con el\ndescuento del tiempo de licencia a efectos de antigüedad.\u003C\u002Fp>\n\n\u003Cp>A la adaptación de la jornada ordinaria de trabajo para asistencia a cursos\nde formación profesional, a la concesión de permiso oportuno para\nperfeccionamiento profesional, o de formación, con reserva del puesto de\ntrabajo, en la medida que las necesidades de la empresa lo permitan.\u003C\u002Fp>\n\n\u003Cp>Por el tiempo preciso para la realización de los trámites de adopción, y\ncon el límite de dos meses, ampliable por acuerdo entre empresa y\ntrabajador.\u003C\u002Fp>\n\n\u003Ch3 id=\"L259\">Artículo 11. Protección de la Maternidad.\u003C\u002Fh3>\n\n\u003Cp>Si las condiciones de un puesto de trabajo pudieran influir negativamente en\nla salud de las trabajadoras embarazadas o del feto, previo informe médico que\nasí lo certifique, se llevará a cabo una adaptación del puesto de trabajo y\ndesempeño de funciones compatible con su estado.\u003C\u002Fp>\n\n\u003Cp>El cambio de puesto o función se llevará a cabo de conformidad con las\nreglas y criterios que se apliquen en los supuestos de movilidad funcional y\ntendrá efectos hasta el momento en que el estado de salud de la trabajadora\npermita su reincorporación al anterior puesto.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de que, aun aplicando las reglas señaladas en el párrafo\nanterior, no existiese puesto de trabajo o función compatible, la trabajadora\npodrá ser destinada a un puesto correspondiente a un grupo o categoría\ninferior, si bien conservará el derecho al conjunto de retribuciones de su\npuesto de origen.\u003C\u002Fp>\n\n\u003Cp>Lo dispuesto en los párrafos anteriores será también de aplicación\ndurante el período de lactancia, si las condiciones de trabajo pudieran\ninfluir negativamente en la salud de la mujer o del hijo previo informe médico\nque lo justifique.\u003C\u002Fp>\n\n\u003Cp>En lo relativo a ausencias y suspensión del contrato de trabajo como\nconsecuencia del embarazo y el parto, así como en el ejercicio de tales\nderechos tanto para la madre biológica como del progenitor distinto a la madre\nbiológica se estará a lo dispuesto en la legislación vigente en cada\nmomento. Lo anterior es igualmente aplicable a los supuestos de adopción y\nacogimiento.\u003C\u002Fp>\n\n\u003Ch3 id=\"L271\">Artículo 12. Nacimiento de hijo\u002Fa y cuidado de menor de doce\naños.\u003C\u002Fh3>\n\n\u003Cp>En esta materia, las partes se vinculan a lo previsto en el artículo 37 y\n48 ET, conforme a las modificaciones introducidas por el Real Decreto-ley\n9\u002F2025, de 29 de julio, por el que se amplía el permiso de nacimiento y\ncuidado. \u003C\u002Fp>\n\n\u003Ch3 id=\"L275\">Artículo 13. Excedencias.\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>A.Excedencia forzosa.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La excedencia forzosa se concederá por la designación o elección para un\ncargo público que imposibilite la asistencia al trabajo. Esta excedencia dará\nderecho a la conservación del puesto y al cómputo de la antigüedad de su\nvigencia.\u003C\u002Fp>\n\n\u003Cp>Asimismo, se concederá excedencia forzosa a los cargos electivos a nivel\nprovincial, autonómico o estatal de las organizaciones sindicales más\nrepresentativas.\u003C\u002Fp>\n\n\u003Cp>El reingreso deberá ser solicitado dentro del mes siguiente al cese en el\ncargo público o función sindical.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B.Excedencia voluntaria.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Los trabajadores con un año de antigüedad podrán solicitar la excedencia\nvoluntaria por un plazo mínimo de cuatro meses y no superior a cinco años.\nEste derecho sólo podrá ser ejercitado otra vez por el mismo trabajador si\nhan transcurrido cuatro años desde el final de la anterior excedencia\nvoluntaria.\u003C\u002Fp>\n\n\u003Cp>El reingreso deberá solicitarse por escrito, con antelación mínima de un\nmes a la terminación de la excedencia voluntaria.\u003C\u002Fp>\n\n\u003Cp>En los supuestos de ausencia del trabajo a causa de privación de libertad,\npor haber incurrido en responsabilidad penal por razón de hechos no dolosos,\ncometidos fuera de la empresa, se considerará al trabajador en situación de\nexcedencia voluntaria, aún en el supuesto de no cumplirse el tiempo de\nservicios efectivos en la empresa.\u003C\u002Fp>\n\n\u003Cp>Igualmente, en los supuestos de ausencia del trabajo a causa de privación\nde libertad, por haber incurrido en responsabilidad penal por razón de hechos\ndolosos, cometidos fuera de la empresa, en los que no recayera pena superior a\nseis meses, y siempre por una sola vez, se considerará al trabajador en\nsituación de excedencia voluntaria, aún en el supuesto de no cumplirse el\ntiempo de servicios efectivos en la empresa. Esta excedencia no se concederá\nen caso de reincidencia.\u003C\u002Fp>\n\n\u003Cp>El trabajador excedente conserva sólo un derecho preferente al reingreso;\nsi no existiera vacante en su categoría profesional y sí en una inferior, el\nexcedente podrá ocupar esta plaza con el salario a ella correspondiente, hasta\nque se produzca una vacante en su categoría profesional, o no reingresar hasta\nque se produzca dicha vacante.\u003C\u002Fp>\n\n\u003Cp>El trabajador en excedencia podrá solicitar el reingreso en la empresa,\nantes de agotar dicha excedencia y con un preaviso de al menos treinta\ndías.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>C.Excedencia por cuidado del menor y\u002Fo de familiar.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Los trabajadores tendrán derecho a un período de excedencia no superior a\ntres años para atender al cuidado de cada hijo, tanto cuando lo sea por\nnaturaleza, como por adopción, o en los supuestos de guarda con fines de\nadopción o acogimiento permanente, a contar desde la fecha de nacimiento o, en\nsu caso, de la resolución judicial o administrativa.\u003C\u002Fp>\n\n\u003Cp>Los sucesivos hijos darán derecho a un nuevo período de excedencia que, en\nsu caso, pondrá fin al que se viniera disfrutando.\u003C\u002Fp>\n\n\u003Cp>Si dos o más trabajadores de la misma empresa generasen este derecho por el\nmismo sujeto causante, la empresa podrá limitar su ejercicio simultáneo por\nrazones fundadas y objetivas de funcionamiento debidamente motivadas por\nescrito, debiendo en tal caso la empresa ofrecer un plan alternativo que\nasegure el disfrute de ambos trabajadores y que posibilite el ejercicio de los\nderechos de conciliación.\u003C\u002Fp>\n\n\u003Cp>En este supuesto, cuando la excedencia no sea superior a un año, el\nreingreso será automático.\u003C\u002Fp>\n\n\u003Cp>También tendrán derecho a un periodo de excedencia, de duración no\nsuperior a dos años, los trabajadores para atender al cuidado del cónyuge o\npareja de hecho, o de un familiar hasta el segundo grado de consanguinidad y\npor afinidad, incluido el familiar \u003C\u002Fp>\n\n\u003Cp>consanguíneo de la pareja de hecho que, por razones de edad, accidente,\nenfermedad o discapacidad no pueda valerse por sí mismo, y no desempeñe\nactividad retribuida.\u003C\u002Fp>\n\n\u003Cp>El periodo en que la persona trabajadora permanezca en situación de\nexcedencia conforme a lo establecido en este apartado será computable a\nefectos de antigüedad y el trabajador tendrá derecho a la asistencia a cursos\nde formación profesional, a cuya participación deberá ser convocado por la\nempresa, especialmente con ocasión de su reincorporación.\u003C\u002Fp>\n\n\u003Cp>Durante el primer año tendrá derecho a la reserva de su puesto de trabajo.\nTranscurrido dicho plazo, la reserva quedará referida a un puesto de trabajo\ndel mismo grupo profesional o categoría equivalente. No obstante, cuando la\npersona trabajadora forme parte de una familia que tenga reconocida la\ncondición de familia numerosa, la reserva de su puesto de trabajo se\nextenderá hasta un máximo de quince meses cuando se trate de una familia\nnumerosa de categoría general, y hasta un máximo de dieciocho meses si se\ntrata de categoría especial. Cuando la persona ejerza este derecho con la\nmisma duración y régimen que el otro progenitor, la reserva de puesto de\ntrabajo se extenderá hasta un máximo de dieciocho meses.\u003C\u002Fp>\n\n\u003Cp>En el ejercicio de este derecho se tendrá en cuenta el fomento de la\ncorresponsabilidad entre mujeres y hombres y, asimismo, evitar la perpetuación\nde roles y estereotipos de género.\u003C\u002Fp>\n\n\u003Ch2 id=\"L321\">CAPÍTULO IV Movilidad funcional\u003C\u002Fh2>\n\n\u003Ch3 id=\"L323\">Artículo 14. Movilidad funcional y trabajos de categoría\nsuperior o inferior a la ostentada.\u003C\u002Fh3>\n\n\u003Cp>La movilidad funcional en el seno de la empresa no tendrá otras\nlimitaciones que las exigidas por las titulaciones académicas o profesionales\nprecisas para ejercer la prestación laboral y por la pertenencia al grupo\nprofesional.\u003C\u002Fp>\n\n\u003Cp>La movilidad funcional para la realización de funciones no correspondientes\nal grupo profesional o a categorías equivalentes sólo será posible si\nexistiesen razones técnicas u organizativas que la justificasen y por el\ntiempo imprescindible para su atención. En el caso de encomienda de funciones\ninferiores ésta deberá estar justificada por necesidades perentorias o\nimprevisibles de la actividad productiva. La empresa deberá comunicar esta\nsituación a la representación de los trabajadores.\u003C\u002Fp>\n\n\u003Cp>La movilidad funcional se efectuará sin menoscabo de la dignidad de los\ntrabajadores y sin perjuicio de su formación y promoción profesional,\nteniendo derecho a la retribución correspondiente a las funciones que\nefectivamente realice, salvo en los casos de encomienda de funciones\ninferiores, en los que mantendrá la retribución de origen. No cabrá invocar\nlas causas de despido objetivo de ineptitud sobrevenida o de falta de\nadaptación en los supuestos de realización de funciones distintas de las\nhabituales como consecuencia de la movilidad funcional.\u003C\u002Fp>\n\n\u003Cp>Si como consecuencia de la movilidad funcional se realizasen funciones\nsuperiores a las del grupo profesional o a las de categorías equivalentes por\nun período superior a seis meses durante un año o a ocho durante dos años,\nel trabajador podrá reclamar el ascenso siempre y cuando se haya obtenido la\nevaluación positiva de su superior jerárquico o de la Dirección respecto al\ndesempeño profesional y personal, sin perjuicio de reclamar la diferencia\nsalarial correspondiente. En caso de evaluación negativa, el trabajador\ndeberá volver a prestar sus servicios según su categoría profesional\ninicial.\u003C\u002Fp>\n\n\u003Cp>Contra la negativa de la empresa, y previo informe del comité o, en su\ncaso, de los delegados de personal, el trabajador podrá reclamar ante la\njurisdicción competente.\u003C\u002Fp>\n\n\u003Cp>El cambio de funciones distintas de las pactadas no incluido en los\nsupuestos previstos en este artículo requerirá el acuerdo de las partes o, en\nsu defecto, el sometimiento a las reglas previstas para las modificaciones\nsustanciales de condiciones de trabajo. \u003C\u002Fp>\n\n\u003Ch2 id=\"L339\">CAPÍTULO V Política salarial\u003C\u002Fh2>\n\n\u003Ch3 id=\"L341\">Artículo 15. Sistema retributivo.\u003C\u002Fh3>\n\n\u003Cp>Con independencia de que la retribución pueda ser pactada individualmente\nentre empresa y trabajador, la remuneración total correspondiente a cada\npuesto de trabajo será, como mínimo, la que aparece en el anexo I Tablas\nsalariales del presente convenio.\u003C\u002Fp>\n\n\u003Cp>En este sentido, se entiende como remuneración total, todos aquellos\nconceptos que se desglosan a continuación:\u003C\u002Fp>\n\n\u003Cp>Salario base (1).\u003C\u002Fp>\n\n\u003Cp>Plus convenio (2).\u003C\u002Fp>\n\n\u003Cp>Mejora voluntaria (3).\u003C\u002Fp>\n\n\u003Cp>Salario base: Corresponderá al SMI del año en curso.\u003C\u002Fp>\n\n\u003Cp>Plus convenio: Englobará todos aquellos complementos salariales y\u002Fo pluses\nque los trabajadores vinieran percibiendo como consecuencia de la aplicación\nde los anteriores convenios colectivos.\u003C\u002Fp>\n\n\u003Cp>Mejora voluntaria: Cualquier importe que no se corresponda con el salario\nbase y\u002Fo plus convenio.\u003C\u002Fp>\n\n\u003Cp>En aplicación de la estructura salarial aquí regulada, las denominaciones\nactuales existentes en la empresa para los diversos conceptos salariales que se\nvengan abonando a los trabajadores deberán ajustarse a lo aquí pactado.\u003C\u002Fp>\n\n\u003Cp>Así, las remuneraciones que se establecen en el presente convenio absorben\ny compensan en su conjunto a todas las retribuciones y emolumentos de carácter\nsalarial que viniera devengando el personal con anterioridad a la entrada en\nvigor del mismo, excepto horas extraordinarias y dietas.\u003C\u002Fp>\n\n\u003Cp>El incremento pactado para las tablas salariales que figuran en el anexo I y\npara los años de vigencia del presente convenio, será el que resulte de\naplicar a la remuneración total mínima establecida para cada puesto el\nincremento que experimente el IPC en enero de cada año, respecto a enero del\naño anterior.\u003C\u002Fp>\n\n\u003Ch3 id=\"L365\">Artículo 16. Pagas extraordinarias.\u003C\u002Fh3>\n\n\u003Cp>El salario anual de los trabajadores se distribuye en catorce pagas,\ncorrespondientes a doce mensualidades, 1 paga extraordinaria que se abonará en\nla segunda quincena del mes de junio y 1 paga extraordinaria que se abonará en\nla segunda quincena del mes de diciembre.\u003C\u002Fp>\n\n\u003Cp>El importe de cada una de las pagas de junio y Navidad, de cada trabajador,\nserá el correspondiente al nivel en que está encuadrada su categoría, o a la\nparte proporcional al tiempo trabajado en el primer semestre del año, cuando\nse trate de la paga de junio, y en el segundo semestre cuando fuera la de\nNavidad.\u003C\u002Fp>\n\n\u003Cp>Mediante acuerdo entre el trabajador y la empresa, se puede acordar el\nprorrateo de las pagas extraordinarias.\u003C\u002Fp>\n\n\u003Ch3 id=\"L373\">Artículo 17. Dietas.\u003C\u002Fh3>\n\n\u003Cp>Los trabajadores tendrán derecho a la percepción de dietas para compensar\nlos gastos derivados de desplazamientos u otros costes en los que incurran por\nmotivos laborales. La regulación y cuantía de las mismas se determinarán\nconforme a lo dispuesto en el Procedimiento Normalizado de Trabajo (PNT)\nvigente en cada momento. \u003C\u002Fp>\n\n\u003Ch2 id=\"L379\">\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-contracttrial\">\u003Ch2 id=\"L379\">CAPÍTULO VI Período de prueba y dimisión\u003C\u002Fh2>\n\n\u003Ch3 id=\"L381\">Artículo 18. Período de prueba.\u003C\u002Fh3>\n\n\u003Cp>En el ingreso de los trabajadores, podrá pactarse por escrito un periodo de\nprueba de acuerdo con la siguiente escala correspondiente a la clasificación\ndel personal en los distintos grupos profesionales establecidos en este\nconvenio, a saber:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Grupo Profesional 1: Seis meses.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Grupo Profesional 2: Seis meses.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Grupo Profesional 3: Seis meses.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Grupo Profesional 4: Seis meses.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Grupo Profesional 5: Seis meses.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Grupo Profesional 6: Dos meses.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Grupo Profesional 7: Dos meses.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp style=\"margin-left:2em;\">Grupo Profesional 8: Dos meses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp style=\"margin-left:2em;\">Grupo profesional 9: Dos meses.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Grupo profesional 10: Un mes.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Si el contrato se concertase por una duración determinada, se estará a lo\nestablecido en esta materia en la legislación laboral y en ningún caso para\ncontratos de hasta seis meses de duración podrá exceder de un mes.\u003C\u002Fp>\n\n\u003Cp>Durante el período de prueba el trabajador tendrá los mismos derechos y\nobligaciones correspondientes al puesto de trabajo que desempeñe como si fuera\nde plantilla, excepto los derivados de la resolución de la relación laboral\nque podrá producirse a instancia de cualquiera de las partes durante su\ntranscurso.\u003C\u002Fp>\n\n\u003Cp>Durante este período se podrá rescindir la relación laboral por voluntad\nde cualquiera de las partes sin alegar causa alguna y sin preaviso, salvo pacto\nen contrario.\u003C\u002Fp>\n\n\u003Cp>El período de prueba se computa a efectos de antigüedad.\u003C\u002Fp>\n\n\u003Cp>La situación de incapacidad temporal, nacimiento, adopción, guarda con\nfines de adopción, acogimiento, riesgo durante el embarazo, riesgo durante la\nlactancia y violencia de género, que afecten al trabajador durante el periodo\nde prueba, interrumpen el cómputo del mismo, siempre que se produzca de\nacuerdo entre las partes.\u003C\u002Fp>\n\n\u003Ch3 id=\"L415\">Artículo 19. Dimisión del trabajador.\u003C\u002Fh3>\n\n\u003Cp>Los trabajadores que deseen cesar voluntariamente en el servicio de la\nempresa vendrán obligados a ponerlo en conocimiento de la misma, cumpliendo\nlos siguientes plazos de preaviso:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Grupo Profesional 1: Dos meses.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Grupo Profesional 2: Dos meses.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Grupo Profesional 3: Dos meses.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Grupo Profesional 4: Dos meses.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Grupo Profesional 5: Dos meses.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Grupo Profesional 6: Dos meses.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Grupo Profesional 7: Dos meses.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Grupo Profesional 8: Dos meses.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Grupo Profesional 9: Un mes.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Grupo Profesional 10: Quince días. \u003C\u002Fp>\n\n\u003Ch2 id=\"L441\">\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">\u003Ch2 id=\"L441\">CAPÍTULO VII Clasificación profesional\u003C\u002Fh2>\n\n\u003Ch3 id=\"L443\">Artículo 20. Condiciones generales.\u003C\u002Fh3>\n\n\u003Cp>La clasificación se realizará por grupos profesionales, por\ninterpretación y aplicación de los factores de valoración y por las tareas y\nfunciones básicas más representativas que deban desarrollar los\ntrabajadores.\u003C\u002Fp>\n\n\u003Cp>Este criterio de clasificación no supondrá que se excluya, en los puestos\nde trabajo de cada grupo profesional, la realización de tareas complementarias\nque sean propias de puestos clasificados en grupos profesionales inferiores.\u003C\u002Fp>\n\n\u003Ch3 id=\"L449\">Artículo 21. Factores de valoración.\u003C\u002Fh3>\n\n\u003Cp>Los factores que, conjuntamente ponderados, deben tenerse en cuenta para la\ninclusión de los trabajadores en un determinado grupo profesional son los\nsiguientes:\u003C\u002Fp>\n\n\u003Cp>Iniciativa: Factor para cuya valoración se tendrá en cuenta el mayor o\nmenor grado de dependencia a directrices o normas para la ejecución de la\nfunción.\u003C\u002Fp>\n\n\u003Cp>Autonomía: Factor para cuya valoración se tendrá en cuenta el grado de\ndependencia jerárquica en el desarrollo de las tareas o funciones que se\ndesarrollan.\u003C\u002Fp>\n\n\u003Cp>Responsabilidad: Factor para cuya valoración se tendrá en cuenta el grado\nde exigencia sobre la obligación de responder del resultado de las tareas\nasignadas, en función del nivel de influencia sobre aquél y la relevancia de\nla gestión sobre los recursos humanos, técnicos y productivos.\u003C\u002Fp>\n\n\u003Cp>Mando: Factor para cuya valoración se tendrá en cuenta el grado en que se\nsupervisan y ordenan las funciones y tareas; en función de, entre otras, la\ncapacidad de comprender, motivar, e interrelacionar, la naturaleza del\ncolectivo y el número de personas sobre la que se ejerce el mando.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ch3 id=\"L461\">Artículo 22. Grupos profesionales.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Grupo profesional 1.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Criterios generales: El personal que pertenece a este grupo tiene la\nresponsabilidad directa en la gestión de las áreas que afectan a la totalidad\nde la empresa. Realizan tareas de la más alta complejidad y cualificación.\nToman decisiones o participan en su elaboración, así como en la definición\nde objetivos. Desempeñan sus funciones con un alto grado de autonomía,\niniciativa y responsabilidad.\u003C\u002Fp>\n\n\u003Cp>Las personas que perteneces a este grupo cuentan con la máxima\nresponsabilidad sobre sus respectivas áreas de actuación. Reportan\ndirectamente al Director General.\u003C\u002Fp>\n\n\u003Cp>Tareas: En este grupo profesional se incluyen a título enunciativo aquellas\nactividades que por analogía son asimilables a las siguientes:\u003C\u002Fp>\n\n\u003Cp>Dirección y supervisión de un departamento.\u003C\u002Fp>\n\n\u003Cp>Tareas de dirección, de alta complejidad y heterogeneidad dentro de su\ncampo, con elevado nivel de autonomía e iniciativa.\u003C\u002Fp>\n\n\u003Cp>Comprenden a título orientativo y\u002Fo descriptivo los siguientes puestos de\ntrabajo: Director comercial, Director de administración y RRHH, Director de\nlogística, Director de departamentos.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo profesional 2.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Criterios generales: Personal cuya responsabilidad se centra en la\ndirección de un área de negocio determinada. Son los máximos responsables de\nimplementar en su área de gestión las estrategias y objetivos de la empresa.\nReportan al Director Comercial, \u003C\u002Fp>\n\n\u003Cp>cumpliendo con las directrices de otros departamentos. Toman decisiones o\nparticipan en su elaboración, así como en la definición de objetivos.\nDesempeñan sus funciones con un alto grado de autonomía, iniciativa y\nresponsabilidad.\u003C\u002Fp>\n\n\u003Cp>Tareas: En este grupo profesional se incluyen a título enunciativo aquellas\nactividades que por analogía son asimilables a las siguientes:\u003C\u002Fp>\n\n\u003Cp>Tareas de alto contenido técnico consistentes en dirigir un área de\nnegocio, orientados a conseguir los objetivos marcados, bajo directrices y\nnormas que no delimitan totalmente la forma de proceder.\u003C\u002Fp>\n\n\u003Cp>Comprenden a título orientativo y\u002Fo descriptivo los siguientes puestos de\ntrabajo: Director de división, Director comercial Divisón AvanFarma,\nCoordinador de Zona.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo profesional 3.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Criterios generales: Personal con responsabilidad sobre tareas o áreas de\ngestión específicas como apoyo al desarrollo de una labor más extensa, bien\na nivel de empresa, departamento o división. Colaboran en la toma de\ndecisiones, proponiendo o aportando opinión e ideas y proponen objetivos o\nasesoran sobre los mismos. Desempeñan sus funciones con un cierto grado de\nautonomía, iniciativa y responsabilidad, generalmente guiados o siguiendo las\nindicaciones de su superior jerárquico.\u003C\u002Fp>\n\n\u003Cp>Tareas: En este grupo profesional se incluyen a título enunciativo aquellas\nactividades que por analogía son asimilables a las siguientes:\u003C\u002Fp>\n\n\u003Cp>Tareas que consisten en la coordinación y supervisión de un área o\ndepartamento, según las normas o instrucciones facilitadas por un mando\nsuperior.\u003C\u002Fp>\n\n\u003Cp>Comprenden a título orientativo y\u002Fo descriptivo los siguientes puestos de\ntrabajo: Coordinador de Departamento, Coordinador Comercial, Coordinador de\ndivisón, Asistente de Dirección y Coordinador de crecimiento.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo profesional 4.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Criterios generales: Personal que se encuentra dentro de una División\nconcreta, reporta directamente al Director de la División. Es el personal con\nmayor conocimiento de un producto o línea de productos determinados. Colaboran\nen la toma de decisiones y proponen objetivos o asesoran sobre los mismos.\nDesempeñan sus funciones con cierto grados de autonomía, iniciativa y\nresponsabilidad. Reciben directrices e indicaciones del Director de\nDivisión.\u003C\u002Fp>\n\n\u003Cp>Tareas: En este grupo profesional se incluyen a título enunciativo aquellas\nactividades que por analogía son asimilables a las siguientes:\u003C\u002Fp>\n\n\u003Cp>Tareas de promoción de productos o línea de productos determinados.\u003C\u002Fp>\n\n\u003Cp>Formación continuada al equipo comercial.\u003C\u002Fp>\n\n\u003Cp>Soporte en presentaciones o cirugías.\u003C\u002Fp>\n\n\u003Cp>Comprenden a título orientativo y\u002Fo descriptivo los siguientes puestos de\ntrabajo: Especialista de producto y Product Manager.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo profesional 5.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Criterios generales: Personal encargado de la promoción de los productos en\nuna zona determinada. Actúan siguiendo las estrategias y directrices del\nCoordinador de Zona. Desempeñan sus funciones con un cierto grado de\nautonomía, iniciativa y responsabilidad. Aportan ideas y proponen iniciativas\nque deben ser aprobadas por su Coordinador de Zona.\u003C\u002Fp>\n\n\u003Cp>Tareas: En este grupo profesional se incluyen a título enunciativo aquellas\nactividades que por analogía son asimilables a las siguientes: \u003C\u002Fp>\n\n\u003Cp>Tareas de promoción de los productos en su zona.\u003C\u002Fp>\n\n\u003Cp>Labor comercial del día a día.\u003C\u002Fp>\n\n\u003Cp>Seguimiento de las necesidades de una zona determinada.\u003C\u002Fp>\n\n\u003Cp>Asistencia a cirugías para brindar apoyo técnico.\u003C\u002Fp>\n\n\u003Cp>Comprenden a título orientativo y\u002Fo descriptivo los siguientes puestos de\ntrabajo: Delegado comercial y Soporte comercial.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo profesional 6.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Criterios generales: Personal cuyas tareas son administrativas y de\ngestión, como apoyo al área a la que están destinados. Actúan siguiendo la\ndirección de su responsable directo, tratando de llevar a cabo el trabajo con\neficacia y eficiencia, y pudiendo proponer ideas para la mejora de los\nprocesos.\u003C\u002Fp>\n\n\u003Cp>Tareas: En este grupo profesional se incluyen a título enunciativo aquellas\nactividades que por analogía son asimilables a las siguientes:\u003C\u002Fp>\n\n\u003Cp>Soporte al departamento comercial.\u003C\u002Fp>\n\n\u003Cp>Gestión de viajes.\u003C\u002Fp>\n\n\u003Cp>Atención a los concursos y licitaciones públicas.\u003C\u002Fp>\n\n\u003Cp>Gestión de la flota de vehículos de empresa.\u003C\u002Fp>\n\n\u003Cp>Revisión de stock y gestión de pedidos.\u003C\u002Fp>\n\n\u003Cp>Comprenden a título orientativo y\u002Fo descriptivo los siguientes puestos de\ntrabajo: Secretaria de Dirección, Secretaria Comercial y Asistente de Gestión\nde División.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo profesional 7.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Criterios generales: Personal necesario para el correcto funcionamiento de\nlas distintas áreas del departamento de Administración y Recursos Humanos.\nActúan bajo la dirección y coordinación de la Dirección de Administración,\nsiguiendo los procedimientos establecidos por la Empresa.\u003C\u002Fp>\n\n\u003Cp>Tareas: En este grupo profesional se incluyen a título enunciativo aquellas\nactividades que por analogía son asimilables a las siguientes:\u003C\u002Fp>\n\n\u003Cp>Contabilidad y tesorería.\u003C\u002Fp>\n\n\u003Cp>Facturación.\u003C\u002Fp>\n\n\u003Cp>Créditos y cobros.\u003C\u002Fp>\n\n\u003Cp>Gestión de Recursos humanos.\u003C\u002Fp>\n\n\u003Cp>Solicitud de autorización a las aseguradoras.\u003C\u002Fp>\n\n\u003Cp>Soporte administrativo a las zonas.\u003C\u002Fp>\n\n\u003Cp>Comprenden a título orientativo y\u002Fo descriptivo los siguientes puestos de\ntrabajo: Personal de administración y soporte administrativo.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo profesional 8.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Criterios generales: Personal necesario para el correcto funcionamiento de\ntodas las áreas del departamento de logística. Actúan bajo la dirección y\ncoordinación del Director de Logística, siguiendo los procedimientos\nestablecidos por la propia empresa.\u003C\u002Fp>\n\n\u003Cp>Tareas: En este grupo profesional se incluyen a título enunciativo aquellas\nactividades que por analogía son asimilables a las siguientes:\u003C\u002Fp>\n\n\u003Cp>Atención al cliente.\u003C\u002Fp>\n\n\u003Cp>Recepción y expedición de material.\u003C\u002Fp>\n\n\u003Cp>Limpieza de material.\u003C\u002Fp>\n\n\u003Cp>Gestiones en bancos, notaría y oficinas municipales.\u003C\u002Fp>\n\n\u003Cp>Traslado de mercancía por carretera. \u003C\u002Fp>\n\n\u003Cp>Comprenden a título orientativo y\u002Fo descriptivo los siguientes puestos de\ntrabajo: Personal de logística, soporte logístico, mozo de almacén,\nconductor.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo profesional 9.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Criterios generales: Personal necesario para el correcto funcionamiento de\nlas distintas áreas y departamentos. Actúan bajo la dirección y\ncoordinación de la dirección del departamento al que pertenecen o, en su\ndefecto, bajo instrucciones de la dirección de la empresa, siguiendo los\nprocedimientos establecidos por la Empresa.\u003C\u002Fp>\n\n\u003Cp>Tareas: En este grupo profesional se incluyen a título enunciativo aquellas\nactividades que por analogía son asimilables a las siguientes:\u003C\u002Fp>\n\n\u003Cp>Tareas específicas propias de un departamento.\u003C\u002Fp>\n\n\u003Cp>Tareas de carácter técnico o relacionadas con un proyecto concreto.\u003C\u002Fp>\n\n\u003Cp>Tareas de carácter creativo.\u003C\u002Fp>\n\n\u003Cp>Comprenden a título orientativo y\u002Fo descriptivo los siguientes puestos de\ntrabajo: Personal de departamento.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo profesional 10.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Criterios generales: Estarán incluidos el personal que realice tareas que\nse ejecuten según instrucciones concretas, claramente establecidas, con un\nalto grado de dependencia y mínima autonomía, que requieran esfuerzo físico\ny\u002Fo atención.\u003C\u002Fp>\n\n\u003Cp>Tareas: En este grupo profesional se incluyen a título enunciativo aquellas\nactividades que por analogía son asimilables a las siguientes:\u003C\u002Fp>\n\n\u003Cp>Tareas de carga y descarga.\u003C\u002Fp>\n\n\u003Cp>Tareas técnicas, tareas manuales.\u003C\u002Fp>\n\n\u003Cp>Tareas de limpieza de locales de la empresa.\u003C\u002Fp>\n\n\u003Cp>Comprenden a título orientativo y\u002Fo descriptivo los siguientes puestos de\ntrabajo: Operarios, personal de limpieza.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L615\">CAPÍTULO VIII Régimen disciplinario\u003C\u002Fh2>\n\n\u003Ch3 id=\"L617\">Artículo 23. Régimen disciplinario.\u003C\u002Fh3>\n\n\u003Cp>Los trabajadores podrán ser sancionados por la Dirección de la empresa de\nacuerdo con la graduación de faltas y sanciones que se establecen en los\nartículos siguientes.\u003C\u002Fp>\n\n\u003Ch3 id=\"L621\">Artículo 24. Graduación de las faltas.\u003C\u002Fh3>\n\n\u003Cp>Toda falta cometida por un trabajador se clasificará, atendiendo a su\nimportancia, trascendencia e intención en leve, grave y muy grave.\u003C\u002Fp>\n\n\u003Ch3 id=\"L625\">Artículo 25. Faltas leves.\u003C\u002Fh3>\n\n\u003Cp>Se considerarán faltas leves las siguientes:\u003C\u002Fp>\n\n\u003Cp>De una a tres faltas de puntualidad sin justificación en el período de un\nmes.\u003C\u002Fp>\n\n\u003Cp>No notificar con carácter previo o, en su caso, dentro de las veinticuatro\nhoras siguientes a la falta, salvo caso de fuerza mayor, la razón de la\nausencia al trabajo, a no ser que se pruebe la imposibilidad de haberlo\nhecho.\u003C\u002Fp>\n\n\u003Cp>El abandono del servicio sin causa justificada, aún por breve tiempo. Si\ncomo consecuencia del mismo, se ocasionase perjuicio de alguna consideración a\nla empresa \u003C\u002Fp>\n\n\u003Cp>o fuere causa de accidente a sus compañeros de trabajo, esta falta podrá\nser considerada como grave o muy grave, según los casos.\u003C\u002Fp>\n\n\u003Cp>Pequeños descuidos en la conservación del material.\u003C\u002Fp>\n\n\u003Cp>Falta de aseo o limpieza personal.\u003C\u002Fp>\n\n\u003Cp>No atender al público con la corrección y diligencia debidas.\u003C\u002Fp>\n\n\u003Cp>No comunicar a la empresa los cambios de residencia o domicilio.\u003C\u002Fp>\n\n\u003Cp>Discutir violentamente con los compañeros dentro de la jornada de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>Faltar al trabajo un día al mes sin causa justificada.\u003C\u002Fp>\n\n\u003Ch3 id=\"L649\">Artículo 26. Faltas graves.\u003C\u002Fh3>\n\n\u003Cp>Se considerarán faltas graves las siguientes:\u003C\u002Fp>\n\n\u003Cp>Más de tres faltas no justificadas de puntualidad en la asistencia al\ntrabajo cometidas en el período de treinta días.\u003C\u002Fp>\n\n\u003Cp>Falta de uno a tres días al trabajo durante un período de treinta días,\nsin causa que lo justifique. Bastará una sola falta cuando tuviera que relevar\na un compañero o cuando, como consecuencia de la misma, se causase perjuicio\nde alguna consideración a la empresa.\u003C\u002Fp>\n\n\u003Cp>No comunicar con la puntualidad debida los cambios experimentados en la\nfamilia que puedan afectar a la Seguridad Social. La falsedad en estos datos se\nconsiderará como falta muy grave.\u003C\u002Fp>\n\n\u003Cp>Entregarse a juegos durante la jornada de trabajo.\u003C\u002Fp>\n\n\u003Cp>La desobediencia a sus superiores en cualquier materia de trabajo, incluida\nla resistencia y obstrucción a nuevos métodos de racionalización del\ntrabajo. Si implicase quebranto manifiesto de la disciplina o de ella se\nderivase perjuicio notorio para la empresa, podrá ser considerada como falta\nmuy grave.\u003C\u002Fp>\n\n\u003Cp>Simular la presencia de otro al trabajo, firmando o fichando por él.\u003C\u002Fp>\n\n\u003Cp>La negligencia o desidia en el trabajo que afecte a la buena marcha del\nmismo.\u003C\u002Fp>\n\n\u003Cp>La imprudencia en acto de trabajo. Si implicase riesgo de accidente para el\ntrabajador, para sus compañeros, o peligro de avería para las instalaciones,\npodrá ser considerada como muy grave. En todo caso se considerará imprudencia\nen acto de servicio el no uso de las prendas y aparatos de seguridad de\ncarácter obligatorio.\u003C\u002Fp>\n\n\u003Cp>Realizar sin el oportuno permiso trabajos particulares durante la jornada,\nasí como el empleo, para usos propios, de herramientas de la empresa.\u003C\u002Fp>\n\n\u003Cp>La reincidencia en falta leve (excluida la puntualidad), aunque sea de\ndistinta naturaleza, dentro de un año y habiendo mediado sanción que no sea\nla de amonestación verbal.\u003C\u002Fp>\n\n\u003Cp>Conductas que, por su naturaleza o circunstancias, resulten notoriamente\nimpropias y puedan dañar la imagen pública de la empresa, incluyendo aquellas\nrealizadas fuera del horario laboral. Se considerará muy grave en caso de que\ntengan una repercusión significativa en el prestigio de la organización.\u003C\u002Fp>\n\n\u003Cp>Realizar comentarios despectivos o difamatorios sobre compañeros de\ntrabajo. Se considerará muy grave cuando perjudique la imagen profesional de\naquél.\u003C\u002Fp>\n\n\u003Ch3 id=\"L677\">Artículo 27. Faltas muy graves.\u003C\u002Fh3>\n\n\u003Cp>Se considerarán como faltas muy graves las siguientes:\u003C\u002Fp>\n\n\u003Cp>Más de 10 faltas no justificadas de puntualidad cometidas en un período de\nseis meses, o veinte en un año.\u003C\u002Fp>\n\n\u003Cp>Las faltas injustificadas al trabajo durante tres días consecutivos o cinco\nalternos en un período de un mes.\u003C\u002Fp>\n\n\u003Cp>El fraude, deslealtad o abuso de confianza en las gestiones encomendadas y\nel hurto o robo, tanto a sus compañeros 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\u002Fp>\n\n\u003Cp>Los delitos de robo, estafa, malversación, cometidos fuera de la empresa o\ncualquier otra clase de delito común que pueda implicar para ésta\ndesconfianza hacia su autor, salvo que haya sido absuelto de los mismos.\u003C\u002Fp>\n\n\u003Cp>La simulación de enfermedad o accidente. Se entenderá siempre que existe\nfalta cuando un trabajador en baja por tales motivos realice trabajos de\ncualquier índole por cuenta propia o ajena. También se comprenderá en este\napartado toda manipulación hecha para prolongar la baja por accidente o\nenfermedad.\u003C\u002Fp>\n\n\u003Cp>La continuada y habitual falta de aseo y limpieza, de tal índole, que\nproduzca quejas justificadas de sus compañeros de trabajo.\u003C\u002Fp>\n\n\u003Cp>La embriaguez habitual o toxicomanía si repercuten negativamente en el\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>Violar el secreto de correspondencia o documentos reservados de la empresa,\no revelar a extraños a la misma datos de reserva obligada.\u003C\u002Fp>\n\n\u003Cp>Realización de actividades que impliquen competencia desleal a la\nempresa.\u003C\u002Fp>\n\n\u003Cp>Los malos tratos de palabra u obra, abuso de autoridad o falta grave de\nrespeto y consideración a sus jefes o a sus familiares, así como a sus\ncompañeros y subordinados.\u003C\u002Fp>\n\n\u003Cp>Causar accidentes graves por imprudencia o negligencia.\u003C\u002Fp>\n\n\u003Cp>Abandonar el trabajo en puesto de responsabilidad sin previo aviso.\u003C\u002Fp>\n\n\u003Cp>La disminución no justificada en el rendimiento de trabajo.\u003C\u002Fp>\n\n\u003Cp>La reincidencia en falta grave, aunque sea de distinta naturaleza, siempre\nque se cometa en un período de un año y hayan sido sancionadas.\u003C\u002Fp>\n\n\u003Cp>Acoso sexual, acoso moral y acoso por razón de origen racial o étnico,\nsexo, religión o convicciones, discapacidad, edad, expresión de género,\nidentidad u orientación sexual.\u003C\u002Fp>\n\n\u003Cp>Realizar comentarios despectivos reiterados sobre la orientación o\nidentidad sexual de un compañero\u002Fa, especialmente tras conocerse su proceso de\ntransición de género, creando un ambiente hostil que afecte a su dignidad y\ndesempeño laboral.\u003C\u002Fp>\n\n\u003Cp>La realización de manifestaciones públicas, declaraciones, comentarios o\ncualquier otra forma de expresión, ya sea verbal, escrita o a través de\nmedios digitales o redes sociales, así como cualquier actuación y\u002Fo\ncomportamiento que dañen gravemente la imagen, reputación o el buen nombre de\nla empresa.\u003C\u002Fp>\n\n\u003Cp>La difusión de información falsa, maliciosa o tendenciosa sobre la\nempresa, sus actividades o sus productos que puedan causar un perjuicio a su\nreputación o intereses comerciales.\u003C\u002Fp>\n\n\u003Cp>La realización de actos indecorosos o inadecuados durante la jornada\nlaboral en el centro de trabajo.\u003C\u002Fp>\n\n\u003Cp>Demás faltas establecidas en el artículo 54 del Estatuto de los\nTrabajadores.\u003C\u002Fp>\n\n\u003Ch3 id=\"L721\">Artículo 28. Régimen de sanciones.\u003C\u002Fh3>\n\n\u003Cp>Corresponde a la empresa la facultad de imponer sanciones, en los términos\nde lo estipulado en el presente convenio.\u003C\u002Fp>\n\n\u003Cp>La sanción de faltas graves y muy graves, requerirá la instrucción de un\nexpediente contradictorio del que se dará traslado al trabajador afectado, el\ncual podrá hacer las alegaciones que tenga por conveniente en el plazo de tres\ndías laborables, contados a partir del día siguiente a la recepción del\nmismo. El referido trámite, interrumpirá los plazos de prescripción\ncorrespondientes.\u003C\u002Fp>\n\n\u003Cp>La empresa informará a la representación legal de los trabajadores de toda\nclase de sanciones que se impongan.\u003C\u002Fp>\n\n\u003Cp>Impuesta la sanción, el cumplimiento de la misma se podrá dilatar hasta\nseis meses después de la fecha de imposición. \u003C\u002Fp>\n\n\u003Ch3 id=\"L731\">Artículo 29. Sanciones.\u003C\u002Fh3>\n\n\u003Cp>Las sanciones máximas que podrán imponerse a los que incurran en las\nfaltas, serán las siguientes:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Por faltas leves.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Amonestación verbal.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Amonestación por escrito.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Por faltas graves.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Amonestación por escrito.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Suspensión de empleo y sueldo de dos a veinte\ndías.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Por faltas muy graves.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Amonestación por escrito.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Suspensión de empleo y sueldo de veinte a sesenta\ndías.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Despido.\u003C\u002Fp>\n\n\u003Ch3 id=\"L755\">Artículo 30. Prescripción.\u003C\u002Fh3>\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>Todas ellas a partir de la fecha en que la empresa tuvo conocimiento de su\ncomisión y, en todo caso, a los seis meses de haberse cometido.\u003C\u002Fp>\n\n\u003Ch2 id=\"L767\">\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch2 id=\"L767\">CAPÍTULO IX Seguro colectivo\u003C\u002Fh2>\n\n\u003Ch3 id=\"L769\">Artículo 31. Seguro colectivo.\u003C\u002Fh3>\u003C\u002Fdiv>\u003Ch3 id=\"L769\">\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cp>La empresa dispone de una Póliza de Seguro Colectivo, que cubre las\ncontingencias de muerte o incapacidad permanente total o absoluta, derivada de\naccidente sea o no laboral y de enfermedad profesional, y que amparará tanto\npara el personal en activo, cualquiera que sea su edad, como para el que\nestuviese en suspensión de contrato por incapacidad temporal o el ejercicio de\ncargos públicos o sindicales. Acogerá, asimismo, a los trabajadores\neventuales de acuerdo con el tiempo estipulado en el contrato.\u003C\u002Fp>\n\n\u003Cp>El capital asegurado será de:\u003C\u002Fp>\n\u003Cul>\n \u003Cli>Fallecimiento por cualquier causa: 33.315,80 euros.\u003C\u002Fli>\n \u003Cli>Incapacidad permanente total: 37.151,73 euros.\u003C\u002Fli>\n \u003Cli>Incapacidad permanente absoluta: 37.151,73 euros.\u003C\u002Fli>\n \u003Cli>Incapacidad permanente parcial: 37.151,73 euros.\u003C\u002Fli>\n \u003Cli>Gran incapacidad: 37.151,73 euros.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>El importe de las primas correspondientes será abonado por la empresa.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L787\">Disposición adicional primera. Igualdad y no discriminación de\nlas personas LGTBI.\u003C\u002Fh2>\n\n\u003Cp>Tras la publicación el pasado 9 de octubre de 2024 del real decreto que\ndesarrolla el artículo 15 de la Ley 4\u002F2023 para la igualdad real y efectiva de\nlas personas trans y para la garantía de los derechos de las personas LGTBI,\ndonde se emplaza, entre otras, a la negociación colectiva de ámbito\nempresarial para el desarrollo de las medidas contempladas en el reglamento,\nlas partes entienden el convenio colectivo empresarial como un instrumento\nadecuado para el establecimiento de medidas para hacer efectivo el principio de\nacción positiva y no discriminación de las personas LGTBI en la empresa y\npersonas afectadas por el convenio. Es por ello que, en cumplimiento de lo\nestablecido en el artículo 4 letra A) del Real Decreto 1026\u002F2024, de 8 de\noctubre, por el que se desarrolla el conjunto planificado de  las medidas\npara la igualdad y no discriminación de las personas LGTBI en las empresas, se\ndetallan en el anexo II las medidas establecidas.\u003C\u002Fp>\n\n\u003Ch2 id=\"L793\">Disposición adicional segunda. Protocolo de prevención,\ndetección y actuación frente al acoso laboral y\u002Fo sexual, así como frente al\nacoso o la violencia contra las personas LGTBI.\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>1.Declaración de principios.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Acuña y Fombona, SA, tiene como objetivo conseguir un entorno de trabajo\nproductivo, seguro y respetuoso para todas las personas que lo conforman. Al\nadoptar el protocolo, la empresa manifiesta su tolerancia cero ante la\nconcurrencia en su organización y dependencias de conductas que suponen un\nhostigamiento, acoso laboral y\u002Fo acoso por razón de sexo o sexual, por razón\nde orientación sexual e identidad sexual, así como por expresión de género\no características sexuales. Al adoptar este protocolo, se quiere subrayar su\ncompromiso con la prevención y actuación frente al acoso en cualquiera de sus\nmanifestaciones.\u003C\u002Fp>\n\n\u003Cp>Este protocolo responde a la necesidad de prevenir, sensibilizar y, en su\ncaso, erradicar con todas las garantías estas formas de violencia y\ndiscriminación en ámbito laboral, así como de cumplir con los artículos 46\ny 48 de la Ley Orgánica 3\u002F2007, de 22 de marzo, para la igualdad efectiva de\nmujeres y hombres; el artículo 12 de la Ley Orgánica 10\u002F2022, de 6 de\nseptiembre, de garantía integral de la libertad sexual; el Real Decreto\n901\u002F2020, de 13 de octubre, por el que se regulan los planes de igualdad y su\nregistro y se modifica el Real Decreto 713\u002F2010, de 28 de mayo, sobre registro\ny depósito de convenios y acuerdos colectivos de trabajo; con el artículo 14\nde la Ley 31\u002F1995, de 8 de noviembre, de prevención de Riesgos Laborales así\ncomo dar cumplimiento a lo establecido en la Ley 4\u002F2023, de 28 de febrero, para\nla igualdad real y efectiva de las personas trans y para la garantía de los\nderechos de las personas LGTBI.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Ámbito de aplicación.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El presente protocolo de actuación será de aplicación directa a las\npersonas que trabajan en la empresa, independientemente del vínculo jurídico\nque las una a esta, siempre que desarrollen su actividad dentro del ámbito\norganizativo de la empresa.\u003C\u002Fp>\n\n\u003Cp>También se aplicará a quienes solicitan un puesto de trabajo, al personal\nde puesta a disposición, proveedores, clientes y visitas, entre otros.\u003C\u002Fp>\n\n\u003Cp>El protocolo será de aplicación a las situaciones de acoso laboral, acoso\npor orientación sexual, identidad de género y\u002Fo expresión de género que se\nproduzcan durante el trabajo, en relación con el trabajo o como resultado del\nmismo:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Interacciones vinculadas al trabajo: cualquier\ncomunicación relacionada con el ámbito laboral, incluyendo las realizadas por\nmedio de tecnologías de la información y de la comunicación (acoso virtual o\nciberacoso).\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Espacios de trabajo: incidentes que ocurran en el\nlugar o centro de trabajo o en las instalaciones asociadas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Desplazamientos: durante los trayectos entre el\ndomicilio y el lugar de trabajo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Eventos: actos como celebraciones (como, por\nejemplo, comidas o cenas de navidad), congresos o actividades formativas\nrelacionadas con el trabajo.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.Definiciones y conceptos básicos.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Acoso laboral: Se entiende como tal toda conducta abusiva o de violencia\npsicológica que se realice de forma prolongada en el tiempo sobre una persona\nen el ámbito laboral, manifestada a través de reiterados comportamientos,\nhechos, órdenes o palabras que tengan como finalidad desacreditar,\ndesconsiderar o aislar a una persona con objeto de conseguir un auto-abandono\ndel trabajo produciendo un daño progresivo y continuo en su dignidad o\nintegridad psíquica. Se considera circunstancia agravante el hecho de\nque \u003C\u002Fp>\n\n\u003Cp>la persona que ejerce el acoso ostente alguna forma de autoridad jerárquica\nen la estructura de la empresa sobre la persona acosada.\u003C\u002Fp>\n\n\u003Cp>Acoso sexual: Sin perjuicio de lo establecido en el Código Penal, a los\nefectos de este protocolo constituye acoso sexual cualquier comportamiento,\nverbal o físico, de naturaleza sexual que tenga el propósito o produzca el\nefecto de atentar contra la dignidad de una persona, en particular cuando se\ncrea un entorno intimidatorio, degradante u ofensivo.\u003C\u002Fp>\n\n\u003Cp>Acoso por razón de sexo: Constituye acoso por razón de sexo cualquier\ncomportamiento realizado en función del sexo de una persona con el propósito\no el efecto de atentar contra su dignidad y de crear un entorno intimidatorio,\ndegradante u ofensivo.\u003C\u002Fp>\n\n\u003Cp>Acoso contra las personas LGTBI: A los efectos de este protocolo constituye\nacoso LGTBI cualquier comportamiento, verbal o físico, que produzca el efecto\nde atentar contra la dignidad de una persona, en relación con su orientación\ne identidad sexual, expresión de género o características sexuales.\u003C\u002Fp>\n\n\u003Cp>Discriminación directa: Situación en que se encuentra una persona o grupo\nen que se integra que sea, haya sido o pudiera ser tratada de manera menos\nfavorable que otras en situación análoga o comparable por razón de\norientación sexual e identidad sexual, expresión de género o\ncaracterísticas sexuales.\u003C\u002Fp>\n\n\u003Cp>Se considerará discriminación directa la denegación de ajustes razonables\na las personas con discapacidad. A tal efecto, se entiende por ajustes\nrazonables las modificaciones y adaptaciones necesarias y adecuadas del\nambiente físico, social y actitudinal que no impongan una carga\ndesproporcionada o indebida, cuando se requieran en un caso particular de\nmanera eficaz y práctica, para facilitar la accesibilidad y la participación\ny garantizar a las personas con discapacidad el goce o ejercicio, en igualdad\nde condiciones con las demás, de todos los derechos.\u003C\u002Fp>\n\n\u003Cp>Discriminación indirecta: Se produce cuando una disposición, criterio o\npráctica aparentemente neutros ocasiona o puede ocasionar a una o varias\npersonas una desventaja particular con respecto a otras por razón de\norientación sexual, e identidad sexual, expresión de género o\ncaracterísticas sexuales.\u003C\u002Fp>\n\n\u003Cp>Discriminación múltiple e interseccional: Se produce discriminación\nmúltiple cuando una persona es discriminada, de manera simultánea o\nconsecutiva, por dos o más causas de las previstas en esta ley, y\u002Fo por otra\ncausa o causas de discriminación previstas en la Ley 15\u002F2022, de 12 de julio,\nintegral para la igualdad de trato y la no discriminación.\u003C\u002Fp>\n\n\u003Cp>Se produce discriminación interseccional cuando concurren o interactúan\ndiversas causas comprendidas en el apartado anterior, generando una forma\nespecífica de discriminación.\u003C\u002Fp>\n\n\u003Cp>Acoso discriminatorio: Cualquier conducta realizada por razón de alguna de\nlas causas de discriminación previstas en esta ley, con el objetivo o la\nconsecuencia de atentar contra la dignidad de una persona o grupo en que se\nintegra y de crear un entorno intimidatorio, hostil, degradante, humillante u\nofensivo.\u003C\u002Fp>\n\n\u003Cp>Discriminación por asociación y discriminación por error: Existe\ndiscriminación por asociación cuando una persona o grupo en que se integra,\ndebido a su relación con otra sobre la que concurra alguna de las causas de\ndiscriminación por razón de orientación e identidad sexual, expresión de\ngénero o características sexuales, es objeto de un trato discriminatorio.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4.Procedimiento de actuación.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a)Comisión Instructora: Se crea una comisión instructora para la\ninvestigación de los expedientes de acoso, formada por una persona del\nDepartamento de Recursos Humanos y un miembro de la Representación Legal de\nlos Trabajadores.\u003C\u002Fp>\n\n\u003Cp>b)Inicio del procedimiento: El procedimiento se iniciará por la puesta en\nconocimiento a cualquier miembro de la Comisión Instructora de la situación\nde acoso laboral, sexual, por razón de sexo, orientación sexual, identidad\nsexual, expresión de género o características sexuales. \u003C\u002Fp>\n\n\u003Cp>c)Instrucción: La instrucción y resolución correrá a cargo de la\nComisión de Instrucción, que será la encargada de instruir el procedimiento\ny vigilar que durante el mismo se respeten los principios informadores.\u003C\u002Fp>\n\n\u003Cp>Las personas participantes en la instrucción quedan sujetas a la\nobligación de sigilo profesional sobre las informaciones que tengan acceso\ndurante la tramitación del expediente. El incumplimiento de esta obligación\npodrá ser objeto de sanción.\u003C\u002Fp>\n\n\u003Cp>Excepcionalmente y atendiendo a especiales circunstancias que pudieran\nconcurrir en algún caso, se podrá delegar la instrucción del expediente en\npersonal externo especializado, para garantizar la máxima objetividad en el\nproceso.\u003C\u002Fp>\n\n\u003Cp>d)Procedimiento previo: Con la recepción de la denuncia se iniciará de\nforma automática un procedimiento abreviado, cuyo objetivo es resolver el\nproblema de forma inmediata ya que, en ocasiones, el mero hecho de manifestar a\nla persona que presuntamente acosa a otra las consecuencias ofensivas o\nintimidatorias que genera su comportamiento, es suficiente para que se\nsolucione el problema.\u003C\u002Fp>\n\n\u003Cp>En esta fase del procedimiento, la Comisión Instructora (o una parte\nreducida y paritaria de la misma, designada por aquélla) se entrevistará con\nlas partes, así como con cualquier otra persona que se estime necesario con la\nfinalidad de esclarecer los hechos y alcanzar una solución aceptada para\nambas.\u003C\u002Fp>\n\n\u003Cp>La Comisión Instructora dará traslado de sus conclusiones a la Dirección\nde la Empresa la cual, a partir de las mismas, adoptará las medidas oportunas\nque serán comunicadas a las personas afectadas por la Dirección de Recursos\nHumanos.\u003C\u002Fp>\n\n\u003Cp>El procedimiento abreviado es muy recomendable, pero en cualquier caso\nfacultativo para la presunta víctima. Una vez iniciado, y en el caso de que el\nmismo no finalice en un plazo de 10 días laborables desde la recepción de la\ndenuncia habiendo resuelto el problema, dará lugar necesariamente a la\napertura del procedimiento formal.\u003C\u002Fp>\n\n\u003Cp>e)Procedimiento formal: El procedimiento formal se iniciará con la\napertura, por parte de la Comisión Instructora, de un expediente informativo,\ndurante el transcurso del cual se guardará absoluta confidencialidad y\nreserva, por afectar directamente a la intimidad y honorabilidad de las\npersonas. Para la elaboración del mismo, en la instrucción se podrán\npracticar cuantas diligencias se consideren necesarias para el esclarecimiento\nde los hechos denunciados, manteniéndose la formalidad de dar trámite de\naudiencia a las partes implicadas.\u003C\u002Fp>\n\n\u003Cp>La instrucción concluirá con un informe final sin que todo el\nprocedimiento haya podido extenderse a más de quince días laborables desde la\nrecepción de la denuncia, salvo prórroga expresa de la Comisión Instructora\npor circunstancias especiales o excepcionales.\u003C\u002Fp>\n\n\u003Cp>f)Fase de resolución: En caso de constatar la existencia de elementos que\npudieran ser susceptibles de calificarse como acoso, se dará traslado del\ninforme final acordado a la Dirección de la Empresa, para que ésta en su\ncaso, adopte las medidas -entre ellas, las disciplinarias- que considere\noportunas.\u003C\u002Fp>\n\n\u003Cp>En el caso de que no se constate la existencia de acoso, violencia o trato\ndiscriminatorio, la Comisión Instructora emitirá Informe a la Dirección de\nla Empresa, para que ésta proceda, en su caso, a archivar el caso o adoptar\nlas medidas que estime necesarias.\u003C\u002Fp>\n\n\u003Cp>No obstante, si con motivo de la investigación realizada, no se constata la\nexistencia de acoso, pero se pone de manifiesto que subyace un conflicto\npersonal relevante generado por el trabajo, la Comisión Instructora propondrá\nla adopción de las medidas oportunas para solucionar el citado conflicto,\nsiendo decisión de la Dirección de la Empresa la adopción de las mismas, de\notras o de no llevar a cabo ninguna.\u003C\u002Fp>\n\n\u003Cp>Del mismo modo, cuando el informe constate la existencia de acoso o que, no\nconstituyendo acoso, los hechos sí que pudieran ser constitutivos de falta\nlaboral a tenor del régimen disciplinario previsto en el convenio colectivo\naplicable o en el Estatuto de los Trabajadores, la Dirección de la Empresa\npodrá, en su caso, adoptar las medidas disciplinarias que, conforme a la\nnormativa vigente, correspondan.\u003C\u002Fp>\n\n\u003Cp>La resolución que adopte la Dirección de la Empresa se notificará tanto\nal\u002Fla empleado\u002Fa denunciante como al\u002Fla denunciado\u002Fa, indicando, en su caso, la\nsanción impuesta. \u003C\u002Fp>\n\n\u003Ch2 id=\"L877\">Disposición adicional tercera. Singularidades del departamento\ncomercial.\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>1.Jornada.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Dada la singularidad y necesidades del departamento comercial, la jornada de\ntrabajo ordinaria de los trabajadores que formen parte del referido\ndepartamento, se distribuirá de lunes a sábado.\u003C\u002Fp>\n\n\u003Cp>En todo caso se respetarán los descansos y límites marcados en el presente\nconvenio y en la legislación vigente.\u003C\u002Fp>\n\n\u003Cp>En los excesos respecto a la jornada ordinaria y teniendo en cuenta la\nprestación irregular del trabajo, será de aplicación lo establecido en el\npresente convenio respecto a las horas extraordinarias.\u003C\u002Fp>\n\n\u003Cp>El control de la jornada de trabajo dependerá del responsable directo del\nque dependa el trabajador.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Dietas.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Los trabajadores tendrán derecho a la percepción de dietas para compensar\nlos gastos derivados de desplazamientos u otros costes en los que incurran por\nmotivos laborales. La regulación y cuantía de las mismas se determinarán\nconforme a lo dispuesto en el Procedimiento Normalizado de Trabajo (PNT)\nvigente en cada momento.\u003C\u002Fp>\n\n\u003Ch2 id=\"L893\">Disposición adicional cuarta. Protocolo de actuación frente a\ncatástrofes naturales y otros fenómenos meteorológicos adversos.\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>1.Objeto, ámbito de aplicación y vigencia.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El presente protocolo da cumplimiento al mandato establecido en el artículo\n85.1 del Estatuto de los Trabajadores modificado recientemente por la\ndisposición final 2.4 del Real Decreto-ley 8\u002F2024, de 28 de noviembre y\ncontiene diversas actuaciones básicas en materia preventiva.\u003C\u002Fp>\n\n\u003Cp>El ámbito de aplicación del presente protocolo comprende la totalidad de\ncentros de trabajo de Acuña y Fombona, SA.\u003C\u002Fp>\n\n\u003Cp>El protocolo se pacta con la misma vigencia fijada en el convenio colectivo,\naunque será necesaria su revisión tras el desarrollo reglamentario previsto\nen la disposición final quintal del Real Decreto-ley 8\u002F2024.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Medidas.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>2.1El presente protocolo se difundirá entre toda la plantilla de Acuña y\nFombona, SA.\u003C\u002Fp>\n\n\u003Cp>2.2Los planes de emergencia se actualizarán para incluir contenidos\nespecíficos relacionados con estas situaciones.\u003C\u002Fp>\n\n\u003Cp>2.3Cuando se establezcan, por parte de la autoridad competente,\nrecomendaciones, limitaciones o prohibiciones al desplazamiento, así como\ncuando concurra una situación de riesgo grave e inminente derivado de una\ncatástrofe o fenómenos meteorológico adverso, la empresa procurará\nfacilitar el teletrabajo en aquellos casos en los que el puesto sea compatible\ncon esta modalidad de prestación de servicios, el trabajador disponga de los\nmedios técnicos necesarios para ello y el estado de las redes de comunicación\npermita su desarrollo.\u003C\u002Fp>\n\n\u003Cp>2.4Adicionalmente, la Empresa podrá articular cualquier otra medida en\nmateria de seguridad y salud laboral que considere proporcionada a la gravedad\nde la situación.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.Duración de las medidas.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Las medidas contenidas en el presente protocolo se entenderán sin perjuicio\nde aquellas otras que determinen las autoridades laborales competentes en cada\nmomento. Su extensión temporal se adecuará al tiempo que dure la catástrofe\no fenómeno \u003C\u002Fp>\n\n\u003Cp>meteorológico de que se trate y, en función de la misma, la empresa podrá\nrecurrir a los procedimientos establecidos en el artículo 47.6 del Estatuto de\nlos trabajadores.\u003C\u002Fp>\n\n\u003Cp>Disposición transitoria primera. Tratamiento del periodo de prueba.\u003C\u002Fp>\n\n\u003Cp>El artículo 18 relativo a la duración del periodo de prueba de los\ntrabajadores, será aplicable a las personas contratadas con posterioridad a la\nentrada en vigor del presente convenio colectivo. En consecuencia, aquellas\npersonas que, a la fecha de entrada en vigor del presente convenio, se\nencuentren dentro de su periodo de prueba, continuarán rigiéndose por la\nduración establecida en su respectivo contrato de trabajo.\u003C\u002Fp>\n\n\u003Cp>Disposición transitoria segunda. Tratamiento del preaviso en caso de\ndimisión.\u003C\u002Fp>\n\n\u003Cp>El artículo 19 relativo al tiempo de preaviso que deben respetar los\ntrabajadores en caso de dimisión, será aplicable a las personas contratadas\ncon posterioridad a la entrada en vigor del presente convenio colectivo.\u003C\u002Fp>\n\n\u003Cp>Para aquellas personas que, a la entrada en vigor del presente convenio,\ntengan establecido en su contrato de trabajo un período de preaviso inferior\nal previsto en el artículo 19, se les mantendrá dicho plazo.\u003C\u002Fp>\n\n\u003Cp>En el caso de aquellas personas que, a la entrada en vigor del presente\nconvenio, tengan establecido en su contrato de trabajo un periodo de preaviso\nsuperior al establecido en el artículo 19, les será de aplicación el periodo\nde preaviso establecido en el presente convenio.\u003C\u002Fp>\n\n\u003Ch2 id=\"L933\">\u003Cstrong>ANEXO I\u003C\u002Fstrong> Tablas salariales\u003C\u002Fh2>\n\n\u003Cp>Mínimo salarial\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n \u003Ctbody>\n \u003Ctr style=\"height:18.95pt\">\n \u003Ctd width=\"216\" colspan=\"2\" style=\"width:162.25pt;border:solid windowtext 1.0pt; border-bottom:none;padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"Egyb0\" align=\"right\" style=\"text-align:right;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt\">Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"171\" valign=\"bottom\" style=\"width:128.4pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">Grupo Profesional 1 y\n 2.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\" valign=\"bottom\" style=\"width:33.85pt;border:solid windowtext 1.0pt; border-bottom:none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">25.000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"171\" valign=\"bottom\" style=\"width:128.4pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">Grupo Profesional\n 3.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\" valign=\"bottom\" style=\"width:33.85pt;border:solid windowtext 1.0pt; border-bottom:none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">24.000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"171\" valign=\"bottom\" style=\"width:128.4pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">Grupo Profesional\n 4.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\" valign=\"bottom\" style=\"width:33.85pt;border:solid windowtext 1.0pt; border-bottom:none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">23.000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"171\" valign=\"bottom\" style=\"width:128.4pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">Grupo Profesional 5 y\n 6.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\" valign=\"bottom\" style=\"width:33.85pt;border:solid windowtext 1.0pt; border-bottom:none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">20.000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.3pt\">\n \u003Ctd width=\"171\" valign=\"bottom\" style=\"width:128.4pt;border:solid windowtext 1.0pt; border-right:none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">Grupo Profesional 7, 8, 9 y\n 10.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\" valign=\"bottom\" style=\"width:33.85pt;border:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">SMI\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L953\">ANEXO II Igualdad y no discriminación de las personas LGTBI\u003C\u002Fh2>\n\n\u003Cp>Tras la publicación el pasado 9 de octubre de 2024 del real decreto que\ndesarrolla el artículo 15 de la Ley 4\u002F2023 para la igualdad real y efectiva de\nlas personas trans y para la garantía de los derechos de las personas LGTBI,\ndonde se emplaza, entre otras, a la negociación colectiva de ámbito\nempresarial para el desarrollo de las medidas contempladas en el reglamento,\nlas partes entienden el convenio colectivo empresarial como un instrumento\nadecuado para el establecimiento de medidas para hacer efectivo el principio de\nacción positiva y no discriminación de las personas LGTBI en la empresa y\npersonas afectadas por el convenio. Es por ello que, en cumplimiento de lo\nestablecido en el artículo 4 letra A) del Real Decreto 1026\u002F2024, de 8 de\noctubre, por el que se desarrolla el conjunto planificado de las medidas para\nla igualdad y no discriminación de las personas LGTBI en las empresas, se\nestablecen las siguientes medidas:\u003C\u002Fp>\n\n\u003Cp>1.Acuña y Fombona sume como propios los principios de no discriminación e\nigualdad de trato por razones de sexo; estado civil; edad; origen racial o\nétnico; condición social; religión o convicciones; ideas políticas;\norientación sexual; expresión o identidad de género; diversidad sexo\ngenérica o familiar; discapacidad; enfermedad; afiliación o no a un\nsindicato; así como por razón de lengua, tal y como establece la legislación\nvigente y prohíbe cualquier tipo de conducta discriminatoria, violencia o\nacoso.\u003C\u002Fp>\n\n\u003Cp>2.Acuña y Fombona contribuirá a erradicar estereotipos en el acceso al\nempleo de las personas LGTBI, en especial, a través de la formación adecuada\nde las personas que participan en los procesos de selección.\u003C\u002Fp>\n\n\u003Cp>3.El sistema de clasificación profesional regulado en el presente convenio\ncolectivo garantiza la no existencia de discriminación directa o indirecta de\nlas personas LGTBI, en tanto en cuanto, se basa en elementos objetivos, entre\notros, la cualificación y la capacidad, garantizando a todas las personas el\ndesarrollo de su carrera profesional en igualdad de condiciones.\u003C\u002Fp>\n\n\u003Cp>4.Acuña y Fombona garantizará el uso de un lenguaje respetuoso con la\ndiversidad.\u003C\u002Fp>\n\n\u003Cp>5.Acuña y Fombona incluirá planes de formación dirigidos a que su\nplantilla tenga el conocimiento necesario sobre igualdad de trato y\noportunidades y no discriminación en relación con las personas LGTBI y los\nconceptos básicos sobre diversidad sexual, familiar y de género. En este\nsentido, proporcionará formación a toda la plantilla, incluyendo, como\nmínimo: (i) difusión de las medidas LGTBI recogidas en el presente convenio;\n(ii) conocimiento de definiciones y conceptos básicos LGTBI; (iii)\nconocimiento y difusión del protocolo para la prevención, detección y\nactuación frente al acoso o violencia por razón de orientación e identidad\nsexual o expresión de género.\u003C\u002Fp>\n\n\u003Cp>6.Acuña y Fombona garantiza la protección de todas las personas frente a\ncomportamientos LGTBIfóbicos, al contar con un protocolo de actuación frente\nal acoso y la violencia contra las personas LGTBI.\u003C\u002Fp>\n\n\u003Cp>7.Todas las personas, con independencia del sexo, orientación sexual,\nexpresión y\u002Fo identidad de género y diversidad sexo genérica o familiar,\ntendrán derecho a disfrutar de cualquier permiso existente en la empresa o\nbeneficio en igualdad de condiciones.\u003C\u002Fp>\n\n\u003Cp>8.Son causa de sanción las infracciones realizadas por los trabajadores que\nejecuten comportamientos que atenten contra la libertad sexual del resto de\npersonas, con especial mención a los ataques discriminatorios por orientación\nsexual y expresión y\u002Fo identidad de género.\u003C\u002Fp>\n\n\u003Cp>9.Acuña y Fombona dispone de un protocolo de prevención y actuación\nfrente al acoso contra las personas LGTBI, reafirmando su compromiso de aplicar\nuna política de tolerancia cero ante cualquier posible conducta que implique\nacoso o violencia hacia las personas LGTBI. Además, se garantiza el pleno\nrespeto a los principios de protección de la intimidad, la confidencialidad,\nasí como la protección y restablecimiento de los derechos de las personas\nafectadas.\u003C\u002Fp>\n\n\u003Cp>Con el fin de evitar y prevenir cualquier comportamiento contra la dignidad\ny los derechos fundamentales de las personas trabajadoras, queda absolutamente\nprohibida toda conducta y comportamiento que pudieran entenderse como\nLGTBIfobia, considerando, según lo dispuesto en el artículo 3 de la Ley\n4\u002F2023, de 28 de febrero, para la igualdad real y efectiva de las personas\ntrans y para la garantía de los derechos de las personas LGTBI, que esta hace\nreferencia a toda actitud, conducta o discurso de rechazo, repudio, prejuicio,\ndiscriminación o intolerancia hacia las personas LGTBI por el hecho de serlo,\no ser percibidas como tales.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"CBA_MNCOMPA_1":42,"JOBTITLE_trigger":46,"JOBTYPE_descriptions":50,"jobclassifaction1":54,"TRAINING_trigger":57,"SOCSEC_trigger":61,"disabilityfund":65,"contracttrial":69,"contracttrialperiod":73},{"bindId":43,"name":44,"text":45},"CBA_MNCOMPA_1","2226 Resolución de 20 de enero de 2026, ","2226 Resolución de 20 de enero de 2026, de la Dirección General de\nTrabajo, por la que se registra y publica el Convenio colectivo de Acuña y\nFombona, SA.",{"bindId":47,"name":48,"text":49},"JOBTITLE_trigger","CAPÍTULO VII Clasificación profesional A","CAPÍTULO VII Clasificación profesional\n\nArtículo 20. Condiciones generales.\n\nLa clasificación se realizará por grupos profesionales, por\ninterpretación y aplicación de los factores de valoración y por las tareas y\nfunciones básicas más representativas que deban desarrollar los\ntrabajadores.\n\nEste criterio de clasificación no supondrá que se excluya, en los puestos\nde trabajo de cada grupo profesional, la realización de tareas complementarias\nque sean propias de puestos clasificados en grupos profesionales inferiores.\n\nArtículo 21. Factores de valoración.\n\nLos factores que, conjuntamente ponderados, deben tenerse en cuenta para la\ninclusión de los trabajadores en un determinado grupo profesional son los\nsiguientes:\n\nIniciativa: Factor para cuya valoración se tendrá en cuenta el mayor o\nmenor grado de dependencia a directrices o normas para la ejecución de la\nfunción.\n\nAutonomía: Factor para cuya valoración se tendrá en cuenta el grado de\ndependencia jerárquica en el desarrollo de las tareas o funciones que se\ndesarrollan.\n\nResponsabilidad: Factor para cuya valoración se tendrá en cuenta el grado\nde exigencia sobre la obligación de responder del resultado de las tareas\nasignadas, en función del nivel de influencia sobre aquél y la relevancia de\nla gestión sobre los recursos humanos, técnicos y productivos.\n\nMando: Factor para cuya valoración se tendrá en cuenta el grado en que se\nsupervisan y ordenan las funciones y tareas; en función de, entre otras, la\ncapacidad de comprender, motivar, e interrelacionar, la naturaleza del\ncolectivo y el número de personas sobre la que se ejerce el mando.",{"bindId":51,"name":52,"text":53},"JOBTYPE_descriptions","Artículo 22. Grupos profesionales. Grupo","Artículo 22. Grupos profesionales.\n\nGrupo profesional 1.\n\nCriterios generales: El personal que pertenece a este grupo tiene la\nresponsabilidad directa en la gestión de las áreas que afectan a la totalidad\nde la empresa. Realizan tareas de la más alta complejidad y cualificación.\nToman decisiones o participan en su elaboración, así como en la definición\nde objetivos. Desempeñan sus funciones con un alto grado de autonomía,\niniciativa y responsabilidad.\n\nLas personas que perteneces a este grupo cuentan con la máxima\nresponsabilidad sobre sus respectivas áreas de actuación. Reportan\ndirectamente al Director General.\n\nTareas: En este grupo profesional se incluyen a título enunciativo aquellas\nactividades que por analogía son asimilables a las siguientes:\n\nDirección y supervisión de un departamento.\n\nTareas de dirección, de alta complejidad y heterogeneidad dentro de su\ncampo, con elevado nivel de autonomía e iniciativa.\n\nComprenden a título orientativo y\u002Fo descriptivo los siguientes puestos de\ntrabajo: Director comercial, Director de administración y RRHH, Director de\nlogística, Director de departamentos.\n\nGrupo profesional 2.\n\nCriterios generales: Personal cuya responsabilidad se centra en la\ndirección de un área de negocio determinada. Son los máximos responsables de\nimplementar en su área de gestión las estrategias y objetivos de la empresa.\nReportan al Director Comercial, \n\ncumpliendo con las directrices de otros departamentos. Toman decisiones o\nparticipan en su elaboración, así como en la definición de objetivos.\nDesempeñan sus funciones con un alto grado de autonomía, iniciativa y\nresponsabilidad.\n\nTareas: En este grupo profesional se incluyen a título enunciativo aquellas\nactividades que por analogía son asimilables a las siguientes:\n\nTareas de alto contenido técnico consistentes en dirigir un área de\nnegocio, orientados a conseguir los objetivos marcados, bajo directrices y\nnormas que no delimitan totalmente la forma de proceder.\n\nComprenden a título orientativo y\u002Fo descriptivo los siguientes puestos de\ntrabajo: Director de división, Director comercial Divisón AvanFarma,\nCoordinador de Zona.\n\nGrupo profesional 3.\n\nCriterios generales: Personal con responsabilidad sobre tareas o áreas de\ngestión específicas como apoyo al desarrollo de una labor más extensa, bien\na nivel de empresa, departamento o división. Colaboran en la toma de\ndecisiones, proponiendo o aportando opinión e ideas y proponen objetivos o\nasesoran sobre los mismos. Desempeñan sus funciones con un cierto grado de\nautonomía, iniciativa y responsabilidad, generalmente guiados o siguiendo las\nindicaciones de su superior jerárquico.\n\nTareas: En este grupo profesional se incluyen a título enunciativo aquellas\nactividades que por analogía son asimilables a las siguientes:\n\nTareas que consisten en la coordinación y supervisión de un área o\ndepartamento, según las normas o instrucciones facilitadas por un mando\nsuperior.\n\nComprenden a título orientativo y\u002Fo descriptivo los siguientes puestos de\ntrabajo: Coordinador de Departamento, Coordinador Comercial, Coordinador de\ndivisón, Asistente de Dirección y Coordinador de crecimiento.\n\nGrupo profesional 4.\n\nCriterios generales: Personal que se encuentra dentro de una División\nconcreta, reporta directamente al Director de la División. Es el personal con\nmayor conocimiento de un producto o línea de productos determinados. Colaboran\nen la toma de decisiones y proponen objetivos o asesoran sobre los mismos.\nDesempeñan sus funciones con cierto grados de autonomía, iniciativa y\nresponsabilidad. Reciben directrices e indicaciones del Director de\nDivisión.\n\nTareas: En este grupo profesional se incluyen a título enunciativo aquellas\nactividades que por analogía son asimilables a las siguientes:\n\nTareas de promoción de productos o línea de productos determinados.\n\nFormación continuada al equipo comercial.\n\nSoporte en presentaciones o cirugías.\n\nComprenden a título orientativo y\u002Fo descriptivo los siguientes puestos de\ntrabajo: Especialista de producto y Product Manager.\n\nGrupo profesional 5.\n\nCriterios generales: Personal encargado de la promoción de los productos en\nuna zona determinada. Actúan siguiendo las estrategias y directrices del\nCoordinador de Zona. Desempeñan sus funciones con un cierto grado de\nautonomía, iniciativa y responsabilidad. Aportan ideas y proponen iniciativas\nque deben ser aprobadas por su Coordinador de Zona.\n\nTareas: En este grupo profesional se incluyen a título enunciativo aquellas\nactividades que por analogía son asimilables a las siguientes: \n\nTareas de promoción de los productos en su zona.\n\nLabor comercial del día a día.\n\nSeguimiento de las necesidades de una zona determinada.\n\nAsistencia a cirugías para brindar apoyo técnico.\n\nComprenden a título orientativo y\u002Fo descriptivo los siguientes puestos de\ntrabajo: Delegado comercial y Soporte comercial.\n\nGrupo profesional 6.\n\nCriterios generales: Personal cuyas tareas son administrativas y de\ngestión, como apoyo al área a la que están destinados. Actúan siguiendo la\ndirección de su responsable directo, tratando de llevar a cabo el trabajo con\neficacia y eficiencia, y pudiendo proponer ideas para la mejora de los\nprocesos.\n\nTareas: En este grupo profesional se incluyen a título enunciativo aquellas\nactividades que por analogía son asimilables a las siguientes:\n\nSoporte al departamento comercial.\n\nGestión de viajes.\n\nAtención a los concursos y licitaciones públicas.\n\nGestión de la flota de vehículos de empresa.\n\nRevisión de stock y gestión de pedidos.\n\nComprenden a título orientativo y\u002Fo descriptivo los siguientes puestos de\ntrabajo: Secretaria de Dirección, Secretaria Comercial y Asistente de Gestión\nde División.\n\nGrupo profesional 7.\n\nCriterios generales: Personal necesario para el correcto funcionamiento de\nlas distintas áreas del departamento de Administración y Recursos Humanos.\nActúan bajo la dirección y coordinación de la Dirección de Administración,\nsiguiendo los procedimientos establecidos por la Empresa.\n\nTareas: En este grupo profesional se incluyen a título enunciativo aquellas\nactividades que por analogía son asimilables a las siguientes:\n\nContabilidad y tesorería.\n\nFacturación.\n\nCréditos y cobros.\n\nGestión de Recursos humanos.\n\nSolicitud de autorización a las aseguradoras.\n\nSoporte administrativo a las zonas.\n\nComprenden a título orientativo y\u002Fo descriptivo los siguientes puestos de\ntrabajo: Personal de administración y soporte administrativo.\n\nGrupo profesional 8.\n\nCriterios generales: Personal necesario para el correcto funcionamiento de\ntodas las áreas del departamento de logística. Actúan bajo la dirección y\ncoordinación del Director de Logística, siguiendo los procedimientos\nestablecidos por la propia empresa.\n\nTareas: En este grupo profesional se incluyen a título enunciativo aquellas\nactividades que por analogía son asimilables a las siguientes:\n\nAtención al cliente.\n\nRecepción y expedición de material.\n\nLimpieza de material.\n\nGestiones en bancos, notaría y oficinas municipales.\n\nTraslado de mercancía por carretera. \n\nComprenden a título orientativo y\u002Fo descriptivo los siguientes puestos de\ntrabajo: Personal de logística, soporte logístico, mozo de almacén,\nconductor.\n\nGrupo profesional 9.\n\nCriterios generales: Personal necesario para el correcto funcionamiento de\nlas distintas áreas y departamentos. Actúan bajo la dirección y\ncoordinación de la dirección del departamento al que pertenecen o, en su\ndefecto, bajo instrucciones de la dirección de la empresa, siguiendo los\nprocedimientos establecidos por la Empresa.\n\nTareas: En este grupo profesional se incluyen a título enunciativo aquellas\nactividades que por analogía son asimilables a las siguientes:\n\nTareas específicas propias de un departamento.\n\nTareas de carácter técnico o relacionadas con un proyecto concreto.\n\nTareas de carácter creativo.\n\nComprenden a título orientativo y\u002Fo descriptivo los siguientes puestos de\ntrabajo: Personal de departamento.\n\nGrupo profesional 10.\n\nCriterios generales: Estarán incluidos el personal que realice tareas que\nse ejecuten según instrucciones concretas, claramente establecidas, con un\nalto grado de dependencia y mínima autonomía, que requieran esfuerzo físico\ny\u002Fo atención.\n\nTareas: En este grupo profesional se incluyen a título enunciativo aquellas\nactividades que por analogía son asimilables a las siguientes:\n\nTareas de carga y descarga.\n\nTareas técnicas, tareas manuales.\n\nTareas de limpieza de locales de la empresa.\n\nComprenden a título orientativo y\u002Fo descriptivo los siguientes puestos de\ntrabajo: Operarios, personal de limpieza.",{"bindId":55,"name":56,"text":56},"jobclassifaction1","Artículo 22. Grupos profesionales.",{"bindId":58,"name":59,"text":60},"TRAINING_trigger","Los trabajadores con al menos un año de ","Los trabajadores con al menos un año de antigüedad en la empresa tienen\nderecho a un permiso retribuido de veinte horas anuales de formación vinculada\na la actividad de la empresa acumulables por un periodo de hasta cinco años.\nLa concreción del disfrute del permiso se fijará de mutuo acuerdo entre\ntrabajador y empresario según las necesidades organizativas de la empresa.",{"bindId":62,"name":63,"text":64},"SOCSEC_trigger","CAPÍTULO IX Seguro colectivo Artículo 31","CAPÍTULO IX Seguro colectivo\n\nArtículo 31. Seguro colectivo.",{"bindId":66,"name":67,"text":68},"disabilityfund","La empresa dispone de una Póliza de Segu","La empresa dispone de una Póliza de Seguro Colectivo, que cubre las\ncontingencias de muerte o incapacidad permanente total o absoluta, derivada de\naccidente sea o no laboral y de enfermedad profesional, y que amparará tanto\npara el personal en activo, cualquiera que sea su edad, como para el que\nestuviese en suspensión de contrato por incapacidad temporal o el ejercicio de\ncargos públicos o sindicales. Acogerá, asimismo, a los trabajadores\neventuales de acuerdo con el tiempo estipulado en el contrato.\n\nEl capital asegurado será de:\n\n Fallecimiento por cualquier causa: 33.315,80 euros.\n Incapacidad permanente total: 37.151,73 euros.\n Incapacidad permanente absoluta: 37.151,73 euros.\n Incapacidad permanente parcial: 37.151,73 euros.\n Gran incapacidad: 37.151,73 euros.\n\n\nEl importe de las primas correspondientes será abonado por la empresa.",{"bindId":70,"name":71,"text":72},"contracttrial","CAPÍTULO VI Período de prueba y dimisión","CAPÍTULO VI Período de prueba y dimisión\n\nArtículo 18. Período de prueba.\n\nEn el ingreso de los trabajadores, podrá pactarse por escrito un periodo de\nprueba de acuerdo con la siguiente escala correspondiente a la clasificación\ndel personal en los distintos grupos profesionales establecidos en este\nconvenio, a saber:\n\nGrupo Profesional 1: Seis meses.\n\nGrupo Profesional 2: Seis meses.\n\nGrupo Profesional 3: Seis meses.\n\nGrupo Profesional 4: Seis meses.\n\nGrupo Profesional 5: Seis meses.\n\nGrupo Profesional 6: Dos meses.\n\nGrupo Profesional 7: Dos meses.\n\nGrupo Profesional 8: Dos meses.\n\nGrupo profesional 9: Dos meses.\n\nGrupo profesional 10: Un mes.",{"bindId":74,"name":75,"text":75},"contracttrialperiod","Grupo Profesional 8: Dos meses.","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>CONVENIO COLECTIVO DE ACUÑA Y FOMBONA, SA 2025_2029 - 2025\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2025-10-29\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">Fecha de término: → 2029-10-29\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: → 2026-01-20\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: → Comercio al por mayor\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-NACE2004\">\n Nombre de la industria: → Otro comercio al por mayor especializado  , Otros\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: → Works Council and staff 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: → No\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 \n\n\n \n\n \n \n \n \n\n \u003Cdiv class=\"section employment-contracts\">\n \u003Ch3 id=\"display-EMPCONTR_trigger\">CONTRATOS DE TRABAJO\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-contracttrialperiod\">\n Duración del período de prueba: → 60 días\n \u003C\u002Fdiv>\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 \n\n \n\n \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[81],{"title":35,"slug":31},[83],{"type":84,"data":85},"call_to_action_body_block",{"title":86,"description":87,"variant":88,"link":89},"Compare los convenios colectivos","Compara los artículos de los Convenios Colectivos de España entre los diferentes sectores, temas y países.","dark",{"title":86,"url":90,"description":86,"rel":91,"type":92},"\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002Fcompare-los-convenios-colectivos","follow","internal",[94],{"type":84,"data":95},{"title":86,"description":87,"variant":88,"link":96},{"title":86,"url":90,"description":86,"rel":91,"type":92},[],{"title":15,"seo_title":99,"description":7,"path":100,"redirect_url":7,"locale":16,"children":101},"WageIndicator España: salarios y derechos laborales","\u002Fes-es",[102,187,216],{"title":18,"seo_title":103,"description":7,"path":104,"redirect_url":7,"locale":16,"children":105},"Trabajar en España: salarios y condiciones laborales","\u002Fes-es\u002Ftrabajo-en-espana",[106,110,114,130,179,183],{"title":107,"seo_title":8,"description":7,"path":108,"redirect_url":7,"locale":16,"children":109},"Salario mínimo","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario-minimo",[],{"title":111,"seo_title":8,"description":7,"path":112,"redirect_url":7,"locale":16,"children":113},"Salarios vitales","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalarios-vitales",[],{"title":115,"seo_title":8,"description":7,"path":116,"redirect_url":7,"locale":16,"children":117},"Salario","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario",[118,122,126],{"title":119,"seo_title":8,"description":7,"path":120,"redirect_url":7,"locale":16,"children":121},"Compara tu salario","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario\u002Fcompara-tu-salario",[],{"title":123,"seo_title":8,"description":7,"path":124,"redirect_url":7,"locale":16,"children":125},"Encuesta salarial","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario\u002Fencuesta-salarial",[],{"title":127,"seo_title":8,"description":7,"path":128,"redirect_url":7,"locale":16,"children":129},"Salario de famosos","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario\u002Ffamosos",[],{"title":131,"seo_title":132,"description":7,"path":133,"redirect_url":7,"locale":16,"children":134},"Leyes laborales","Leyes laborales en España: contratos, salarios","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales",[135,139,143,147,151,155,159,163,167,171,175],{"title":136,"seo_title":8,"description":7,"path":137,"redirect_url":7,"locale":16,"children":138},"Compensación y tiempo de trabajo","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Fcompensacion-y-tiempo-de-trabajo",[],{"title":140,"seo_title":8,"description":7,"path":141,"redirect_url":7,"locale":16,"children":142},"Licencia por enfermedad","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Flicencia-por-enfermedad",[],{"title":144,"seo_title":8,"description":7,"path":145,"redirect_url":7,"locale":16,"children":146},"Maternidad y trabajo","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Fmaternidad-y-trabajo",[],{"title":148,"seo_title":8,"description":7,"path":149,"redirect_url":7,"locale":16,"children":150},"Responsabilidades familiares","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Fresponsabilidades-familiares",[],{"title":152,"seo_title":8,"description":7,"path":153,"redirect_url":7,"locale":16,"children":154},"Salud y 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salarios","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Ftrabajo-y-salarios",[],{"title":172,"seo_title":8,"description":7,"path":173,"redirect_url":7,"locale":16,"children":174},"Trato justo","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Ftrato-justo",[],{"title":176,"seo_title":8,"description":7,"path":177,"redirect_url":7,"locale":16,"children":178},"Vacaciones","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Fvacaciones",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":16,"children":180},[181],{"title":86,"seo_title":8,"description":7,"path":90,"redirect_url":7,"locale":16,"children":182},[],{"title":184,"seo_title":8,"description":7,"path":185,"redirect_url":7,"locale":16,"children":186},"Economía de plataformas","\u002Fes-es\u002Ftrabajo-en-espana\u002Feconomia-de-plataformas",[],{"title":188,"seo_title":8,"description":7,"path":189,"redirect_url":7,"locale":16,"children":190},"Qué hacemos","\u002Fes-es\u002Fque-hacemos",[191,195,201,206,211],{"title":192,"seo_title":8,"description":7,"path":193,"redirect_url":7,"locale":16,"children":194},"Datos y servicios","\u002Fes-es\u002Fque-hacemos\u002Fdatos-y-servicios",[],{"title":196,"seo_title":8,"description":7,"path":197,"redirect_url":198,"locale":199,"children":200},"Proyectos","\u002Fes-es\u002Fque-hacemos\u002Fproyectos","\u002Fwhat-we-do\u002Fprojects","en",[],{"title":202,"seo_title":8,"description":7,"path":203,"redirect_url":204,"locale":199,"children":205},"Eventos","\u002Fes-es\u002Fque-hacemos\u002Feventos","\u002Fwhat-we-do\u002Fevents",[],{"title":207,"seo_title":8,"description":7,"path":208,"redirect_url":209,"locale":199,"children":210},"Publicaciones","\u002Fes-es\u002Fque-hacemos\u002Fpublicacion","\u002Fwhat-we-do\u002Fpublications",[],{"title":212,"seo_title":8,"description":7,"path":213,"redirect_url":214,"locale":199,"children":215},"Noticias e historias","\u002Fes-es\u002Fque-hacemos\u002Fnoticias-e-historias","\u002Fwhat-we-do\u002Fnews-stories",[],{"title":217,"seo_title":8,"description":7,"path":218,"redirect_url":7,"locale":16,"children":219},"Sobre nosotros","\u002Fes-es\u002Fsobre-nosotros",[220,242,247,252,257,262],{"title":221,"seo_title":8,"description":7,"path":222,"redirect_url":7,"locale":16,"children":223},"Quiénes somos","\u002Fes-es\u002Fsobre-nosotros\u002Fquienes-somos",[224,229,234,238],{"title":225,"seo_title":8,"description":7,"path":226,"redirect_url":227,"locale":199,"children":228},"Trabaja con 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