[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002Fconvenio-colectivo-de-babe-y-cia-sl-2025-2026":3,"menu:\u002Fes-es:":201,"sites:htmlblocks":373,"subsites":1842,"cite-subsites":5509,"footer:root":5996,"suggested:root":6095,"cite-footer:root":6099},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":181,"content_type_view":182,"extra_breadcrumbs":183,"body":185,"body_blocks":196,"related_pages":200},2847,"convenios-colectivos","Convenios colectivos",null,"","\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos","collective_agreements.collectiveagreementoverview","es_ES","2025-08-08T17:47:04.385920+00:00","2026-04-02T11:07:14.053883+00:00","\u002Fcms\u002Fpages\u002F2847\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"España","es-es",{"title":20,"slug":21},"Trabajo en España","trabajo-en-espana",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002F","index, follow","website","summary_large_image","2025-08-08T19:47:04.385920+02:00","2026-04-02T13:07:14.207228+02:00",{"cba":32,"clauses":43,"details":179,"translations":180},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"convenio-colectivo-de-babe-y-cia-sl-2025-2026","d28ae6c6-3815-11f1-a481-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fspain\u002Fconvenio-colectivo-de-babe-y-cia-sl-2025-2026\u002Fconvenio-colectivo-de-babe-y-cia-sl-2025-2026\u002F","CONVENIO COLECTIVO DE BABÉ Y CÍA, SL 2025_2026","ESP Babé y Cía, SL - 2025","Spain - ESP Babé y Cía, SL - 2025","ESP Babé y Cía, SL - 2025 - Transporte, logistica y comunicaciones",{"name":41,"data":42},"Convenio colectivo de la empresa Babé y Cía, SL_2025.html","\n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New29\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\n\u003Cdiv class=\"toc\">\n\u003Cul>\n  \u003Cli>\u003Ca href=\"#L48\">Artículo 1. Ámbito territorial, funcional y\n  personal.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L52\">Artículo 2. Vigencia y duración.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L58\">Artículo 3. Concurrencias del convenio.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L62\">Artículo 4. Compensación y absorción.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L66\">Artículo 5. Vinculación a la totalidad.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L70\">Articulo 6. Facultades de la empresa y Comisión Paritaria\n    mixta.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L88\">Artículo 7. Obligaciones del conductor.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L108\">Artículo 8. Régimen disciplinario y código de\n    conducta.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L169\">Artículo 9. Jornada de trabajo.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L189\">Artículo 10. Definición de tiempo de trabajo efectivo y\n    tiempo de presencia.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L218\">Artículo 11. Pagas extraordinarias.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L224\">Artículo 12. Vacaciones y licencias retribuidas.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L257\">Artículo 13. Plus de Peligrosidad.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L261\">Artículo 14. Horas extraordinarias y plus de\n    actividad.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L271\">Artículo 15. Dietas.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L285\">Artículo 16. Prendas de trabajo.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L295\">Artículo 17. Suspensión del permiso de conducción o\n    autorización para conducir mercancías peligrosas.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L319\">Artículo 18. Comisión Mixta.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L339\">Artículo 19. Derecho supletorio.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L343\">Artículo 20. Seguro de vida o invalidez.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L347\">Artículo 21. Incapacidad laboral transitoria.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L351\">Artículo 22. Acción Sindical.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L361\">Artículo 23. Jubilación anticipada con contrato de\n    relevo.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L373\">Artículo 24. Retribuciones.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L383\">Artículo 25. Antigüedad.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L389\">Articulo 26. Política de empleo y\n  contrataciones.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L397\">Articulo 27. Renovación cursos CAP-ADR.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L401\">Articulo 28. Plan de Igualdad y medidas LGTBI.\u003C\u002Fa>\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cul>\n  \u003Cli>\u003Ca href=\"#L411\">ANEXO 1 Tabla salarial Babé y Cía, SL\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1194\">ANEXO 2 Otros conceptos retributivos\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1461\">ANEXO IMedidas planificadas para la igualdad y no\n    discriminación de las personas LGTBI en Babé y Cía, SL\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1559\">ANEXO II Protocolo para la prevención del acoso y la\n    violencia por orientación sexual, identidad de género y\u002Fo expresión de\n    género para el colectivo LGTBI\u003C\u002Fa>\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cul>\n  \u003Cli>\u003Ca href=\"#L48\">Artículo 1. Ámbito territorial, funcional y\n  personal.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L52\">Artículo 2. Vigencia y duración.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L58\">Artículo 3. Concurrencias del convenio.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L62\">Artículo 4. Compensación y absorción.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L66\">Artículo 5. Vinculación a la totalidad.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L70\">Articulo 6. Facultades de la empresa y Comisión Paritaria\n    mixta.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L88\">Artículo 7. Obligaciones del conductor.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L108\">Artículo 8. Régimen disciplinario y código de\n    conducta.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L169\">Artículo 9. Jornada de trabajo.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L189\">Artículo 10. Definición de tiempo de trabajo efectivo y\n    tiempo de presencia.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L218\">Artículo 11. Pagas extraordinarias.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L224\">Artículo 12. Vacaciones y licencias retribuidas.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L257\">Artículo 13. Plus de Peligrosidad.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L261\">Artículo 14. Horas extraordinarias y plus de\n    actividad.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L271\">Artículo 15. Dietas.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L285\">Artículo 16. Prendas de trabajo.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L295\">Artículo 17. Suspensión del permiso de conducción o\n    autorización para conducir mercancías peligrosas.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L319\">Artículo 18. Comisión Mixta.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L339\">Artículo 19. Derecho supletorio.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L343\">Artículo 20. Seguro de vida o invalidez.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L347\">Artículo 21. Incapacidad laboral transitoria.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L351\">Artículo 22. Acción Sindical.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L361\">Artículo 23. Jubilación anticipada con contrato de\n    relevo.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L373\">Artículo 24. Retribuciones.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L383\">Artículo 25. Antigüedad.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L389\">Articulo 26. Política de empleo y\n  contrataciones.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L397\">Articulo 27. Renovación cursos CAP-ADR.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L401\">Articulo 28. Plan de Igualdad y medidas LGTBI.\u003C\u002Fa>\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cul>\n  \u003Cli>\u003Ca href=\"#L411\">ANEXO 1 Tabla salarial Babé y Cía, SL\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1194\">ANEXO 2 Otros conceptos retributivos\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1461\">ANEXO I Medidas planificadas para la igualdad y no\n    discriminación de las personas LGTBI en Babé y Cía, SL\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1559\">ANEXO II Protocolo para la prevención del acoso y la\n    violencia por orientación sexual, identidad de género y\u002Fo expresión de\n    género para el colectivo 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\u003Cp>26193 Resolución de 9 de diciembre de 2025, de la Dirección General de\nTrabajo, por la que se registra y publica el Convenio colectivo de Babé y\nCía, SL.\u003C\u002Fp>\n\n\u003Cp>Visto el texto del Convenio colectivo de la empresa Babé y Cía, SL\n(código de convenio n.° 90101562012013), que fue suscrito con fecha 29 de\njulio de 2025, de una parte, por los designados por la Dirección de la\nempresa, en representación de la misma, y de otra, por los Delegados de\npersonal en representación de los trabajadores afectados, y que ha quedado\nfinalmente subsanado en fecha 29 de octubre de 2025, y de conformidad con lo\ndispuesto en el artículo 90, apartados 2 y 3, de la Ley del Estatuto de los\nTrabajadores, texto refundido aprobado por Real Decreto Legislativo 2\u002F2015, de\n23 de octubre, y en el Real Decreto 713\u002F2010, de 28 de mayo, sobre registro y\ndepósito de convenios, 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 citado convenio colectivo en el correspondiente\nRegistro de convenios, acuerdos colectivos de trabajo y planes de igualdad, con\nfuncionamiento a través de medios electrónicos de este Centro Directivo, con\nnotificación a la Comisión Negociadora.\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, 9 de diciembre de 2025.-La Directora General de Trabajo, María\nNieves González García.\u003C\u002Fp>\n\n\u003Ch1>CONVENIO COLECTIVO DE BABÉ Y CÍA, SL\u003C\u002Fh1>\n\n\u003Ch3 id=\"L48\">Artículo 1. Ámbito territorial, funcional y personal.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio afecta a todos los trabajadores de la Empresa Babé y\nCía, dedicada a la actividad de transporte de distribución de productos\npetrolíferos y otras actividades complementarias que le sean adjudicadas y que\npresten sus servicios en cualquiera de los centros de trabajo ubicados en el\nterritorio nacional que tengan en la actualidad, para la distribución de los\nproductos indicados en distintas provincias.\u003C\u002Fp>\n\n\u003Ch3 id=\"L52\">Artículo 2. Vigencia y duración.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio tendrá una duración de dos años, a contar desde el\ndía 1 de enero de 2025 cualquiera que sea su publicación en el «Boletín\nOficial del Estado», y abarcará el período comprendido entre esa fecha, 1 de\nenero de 2025 y el 31 de diciembre de 2026.\u003C\u002Fp>\n\n\u003Cp>La denuncia del Convenio colectivo será automática; no obstante, el\nconvenio vencido quedará prorrogado en su integridad hasta que sea sustituido\npor otro del mismo ámbito. \u003C\u002Fp>\n\n\u003Ch3 id=\"L58\">Artículo 3. Concurrencias del convenio.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio regirá en sus propios términos durante su vigencia.\nEn consecuencia y durante su vigencia no podrá aplicarse en el ámbito que\ncomprenda, otro concurrente total o parcialmente, en cualquiera de los aspectos\nterritoriales, funcional o personal, y será de obligado cumplimiento a la\ntotalidad del personal contratado por la empresa, cualquiera que sea sus\nfunciones, exceptuando únicamente aquellas personas a las que alude el\nartículo 2 del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Ch3 id=\"L62\">Artículo 4. Compensación y absorción.\u003C\u002Fh3>\n\n\u003Cp>Las condiciones pactadas en este convenio serán de aplicación a la\ntotalidad del personal de la empresa, salvo aquellos trabajadores que a 1 de\nenero de 2017 vinieran disfrutando, cualquiera que fuera su origen,\ndenominación o forma en que estuvieran concedidas, condiciones económicas y\nsociales más beneficiosas respetándose todas y cada una de ellas, no pudiendo\nser ni compensadas ni absorbidas con las establecidas en el presente convenio y\nla mantendrán los trabajadores como complemento personal o ad personam,\nformando parte de su retribución salarial anual, a la que se le aplicará las\nsubidas salariales sobre el conjunto que se establezcan en el presente\nconvenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L66\">Artículo 5. Vinculación a la totalidad.\u003C\u002Fh3>\n\n\u003Cp>En el supuesto de que por cualquier causa se modificaran algunas de las\ncláusulas establecidas en este convenio, quedará todo él sin eficacia,\ndebiendo procederse a un nuevo estudio de negociación de la totalidad de su\ncontenido que debe ser uno e indivisible.\u003C\u002Fp>\n\n\u003Ch3 id=\"L70\">Articulo 6. Facultades de la empresa y Comisión Paritaria\nmixta.\u003C\u002Fh3>\n\n\u003Cp>Son facultades de la Dirección de la empresa, con arreglo a lo previsto en\neste convenio, quien llevara a cabo a través del ejercicio de sus facultades\nde organización económica y técnica, dirección y control del trabajo y de\nlas ordenes necesarias para la realización de las actividades laborales\ncorrespondientes y que entre otras son:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)La organización y reestructuración de la\nempresa, impuesta por necesidades del servicio público que presta su\norganización y estabilidad.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)La adaptación de métodos o sistemas de trabajo,\noído el Comité de Empresa.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c)La de fomentar la productividad, exigiendo unos\nrendimientos normales de trabajo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">d)Todas las facultades que se atribuye la empresa\nen virtud de los derechos que le otorga la ley, serán previa información al\nComité de Empresa, que procurará que sean desarrolladas con la máxima\nequidad y justificación.\u003C\u002Fp>\n\n\u003Cp>De acuerdo con lo previsto en el artículo 85.3 del Estatuto de los\nTrabajadores, cuando concurran alguna de las causas recogidas en el artículo\n82.3 del Estatuto de los trabajadores, por acuerdo entre empresa y los\nrepresentantes de los trabajadores, previo periodo de consultas, se podrá\nproceder a la inaplicación de las condiciones de trabajo previstas en este\nconvenio y que se refieren a las recogidas en el mencionado artículo 82.3 del\nE.T.\u003C\u002Fp>\n\n\u003Cp>En caso de desacuerdo, durante el periodo de consultas, las partes podrán\nsometer la discrepancia a la Comisión Mixta, la cual dispondrá de un plazo\nmáximo de 7 días para resolver.\u003C\u002Fp>\n\n\u003Cp>Cuando no intervenga la Comisión Mixta, o no se haya llegado a un acuerdo\nlas partes podrán solicitar un laudo arbitral ante la autoridad competente que\nserá vinculante y solo será recurrible conforme al procedimiento establecido\nen el artículo 91 del E.T. \u003C\u002Fp>\n\n\u003Ch3 id=\"L88\">Artículo 7. Obligaciones del conductor.\u003C\u002Fh3>\n\n\u003Cp>Sin perjuicio de las obligaciones generales del conductor, en el desempeño\nde su función laboral, se concretan como específicas de esta actividad las\nque siguen:\u003C\u002Fp>\n\n\u003Cp>a)La de conducir cualquier vehículo de la empresa a tenor de las\nnecesidades de ésta, siendo responsable del mismo y de la mercancía que\ntransporta, durante el viaje que se le haya encomendado y de la documentación\ndel vehículo.\u003C\u002Fp>\n\n\u003Cp>b)La de facilitar un parte diario por escrito del servicio efectuado y del\nestado del camión, su cisterna y elementos accesorios que se fijen.\u003C\u002Fp>\n\n\u003Cp>c)En su libreta de control habilitada por la empresa, el conductor anotará\nel inicio de su jornada, los recorridos por los itinerarios, y los tiempos\nreales o previstos que se fijen, las averías que se puedan producir así como\nla hora de finalización de su jornada. Las hojas de la libreta de control\nserán por duplicado para que quede constancia al conductor y a la empresa.\u003C\u002Fp>\n\n\u003Cp>d)Inspeccionar el estado, limpieza y conservación de los vehículos, sus\ncisternas y elementos accesorios.\u003C\u002Fp>\n\n\u003Cp>e)Empalmar y desempalmar mangueras, abrir y cerrar válvulas, acoplar y\ndesacoplar brazos de carga y descarga y demás mecanismos utilizados para el\nllenado y vaciado de las cisternas, realizando estas funciones y sus\ncomplementarias tanto si estos elementos son de su propio vehículo como si son\najenos al mismo, y aunque tenga que verificar estas opciones dentro del recinto\nde la entidad cargadora.\u003C\u002Fp>\n\n\u003Cp>f)La de conocer el funcionamiento y uso de los aparatos de extinción de\nincendios y de ejecutar estas operaciones cuando proceda y asistir dentro de la\njornada de trabajo a las prácticas de adiestramiento de aquellos.\u003C\u002Fp>\n\n\u003Cp>g)Durante el llenado y vaciado de la cisterna, verificará la operación de\npurga en cada compartimento, comprobando la ausencia en los mismos de agua\ndecantada.\u003C\u002Fp>\n\n\u003Cp>h)Atenerse a las normas legales vigentes en cada momento, así como a las\nestablecidas por Exolum y las compañías operadoras y a las que se dicten con\ncarácter general en relación con la circulación y transporte de productos\npetrolíferos, en especial lo dispuesto en las normas y procedimientos del\nSistema de Calidad de Babé y Cía conforme a la norma ISO 9002.\u003C\u002Fp>\n\n\u003Ch3 id=\"L108\">Artículo 8. Régimen disciplinario y código de conducta.\u003C\u002Fh3>\n\n\u003Cp>El presente acuerdo sobre código de conducta, tiene por objeto el\nmantenimiento de un ambiente laboral respetuoso con la normal convivencia,\nordenación técnica y organización de la empresa, así como la garantía y\ndefensa de los derechos y legítimos intereses de trabajadores y empresario.\u003C\u002Fp>\n\n\u003Cp>En consecuencia corresponde a la empresa, en uso de la facultad de\ndirección, imponer sanciones en los términos estipulados en el presente\nconvenio, así como lo regulado en el artículo 41 y siguientes, del II Acuerdo\ngeneral para las empresas de transporte de mercancías por carretera, son\nfaltas las acciones y omisiones de los trabajadores con ocasión de su trabajo,\nen conexión con éste o derivadas del mismo, que supongan infracción de las\nobligaciones de todo tipo que el trabajador le vienen impuestas por el\nordenamiento jurídico por el presente Acuerdo general, convenios colectivos y\ndemás normas y pactos, individuales o colectivos, clasificándose en leves,\ngraves y muy graves.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Faltas leves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La impuntualidad no justificada o abandono del puesto de trabajo sin\njustificación de hasta en tres ocasiones en un periodo de 1 mes.\u003C\u002Fp>\n\n\u003Cp>La inasistencia injustificada de un día al trabajo, o la falta de\nnotificación previa, o en su caso dentro de las 24 horas siguientes. \u003C\u002Fp>\n\n\u003Cp>El abandono del servicio o puesto de trabajo sin causa justificada por\nperiodos breves de tiempo, si como consecuencia de ello se ocasionase perjuicio\na personas, cosas o a la propia empresa.\u003C\u002Fp>\n\n\u003Cp>Descuidos, negligencia leve en la conservación y mantenimiento de los\nequipos y la inadecuada manipulación del material de trabajo de los que fuera\nresponsable y el reiterado cumplimiento defectuoso de la documentación\nrequerida por el cliente.\u003C\u002Fp>\n\n\u003Cp>Falta de aseo y limpieza personal o la no utilización del vestuario y\nequipo facilitado por la empresa con instrucciones para su uso.\u003C\u002Fp>\n\n\u003Cp>Sanción por falta leves: amonestación verbal o escrita; Suspensión de\nEmpleo y sueldo de 1 día. Prescriben a los 10 días.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Faltas graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Reiteración de las faltas leves anteriormente expuestas.\u003C\u002Fp>\n\n\u003Cp>La reiterada desidia o negligencia en el trabajo que afecta a la buena\nmarcha del mismo, considerando un ejemplo de esta negligencia, realizar\nreiteradas contaminaciones y\u002Fo mezclas de producto, retrasos en los servicios,\nsiempre que le sean imputables al trabajador.\u003C\u002Fp>\n\n\u003Cp>Las imprudencias o negligencias en actos de servicio, siendo un ejemplo de\nésta, el no llevar las prendas y equipos de seguridad de carácter\nobligatorio, o no cumplir con las normas de funcionamiento interno de las\ndistintas instalaciones de carga y descarga en las que se trabaja.\u003C\u002Fp>\n\n\u003Cp>La desobediencia a las órdenes de las personas de quienes se depende\norgánicamente en el ejercicio regular de sus funciones.\u003C\u002Fp>\n\n\u003Cp>El falseamiento u omisión maliciosa de los datos relativos al trabajo.\u003C\u002Fp>\n\n\u003Cp>La realización sin previo consentimiento de la empresa de trabajos\nparticulares, durante la jornada de trabajo, así como el empleo para usos\npropios o ajenos de los útiles, herramientas, maquinaria o vehículos de la\nempresa, incluso fuera de la jornada de trabajo o el uso inadecuado del\nteléfono móvil.\u003C\u002Fp>\n\n\u003Cp>Se podrá considerar falta grave, la reiteración de multas ocasionadas por\nllevar la documentación incompleta en el vehículo, discos de tacógrafo, y no\nutilizar el cinturón de seguridad.\u003C\u002Fp>\n\n\u003Cp>En cualquier caso, cuando por el motivo que sea, el conductor se vea\nobligado a manipular instalaciones de terceros, autorizado por la empresa\nsegún se establece en los procedimientos, no va a incurrir en ningún tipo de\nresponsabilidad siempre que exija la presencia del cliente y cuando aquella, no\nsea imputable a él ni a su buena fe en la manera de actuar. En caso contrario,\nsí será considerado falta grave.\u003C\u002Fp>\n\n\u003Cp>Falta grave: Suspensión de empleo y sueldo: de 2 a 10 días. Prescriben a\nlos 20 días.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Faltas muy graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La indisciplina o desobediencia en el trabajo.\u003C\u002Fp>\n\n\u003Cp>Transgresión de la buena fe contractual, el abuso de confianza, el hurto\nrobo a compañeros, empresa, o cualquier tercero, empresa o persona, realizado\ndentro de las dependencias de la empresa.\u003C\u002Fp>\n\n\u003Cp>Disminución continuada y voluntaria en el rendimiento del trabajo normal y\npactado.\u003C\u002Fp>\n\n\u003Cp>La embriaguez habitual o el estado derivado del consumo de drogas. O estar\nbajo el efecto de las mismas aun no habiéndolas consumido en horario laboral,\nsiempre que tenga una repercusión negativa en el desempeño del trabajo.\u003C\u002Fp>\n\n\u003Cp>La simulación de enfermedad o accidente. Se entenderá que existe\ninfracción laboral, cuando encontrándose en baja el trabajador por cualquier\nde las causas señaladas, realice trabajos de cualquier índole por cuenta\npropia o ajena. \u003C\u002Fp>\n\n\u003Cp>Sanción por falta muy grave: Suspensión de empleo y sueldo: de 11 a 45\ndías. Despido. Prescriben a los 45 días.\u003C\u002Fp>\n\n\u003Cp>La prescripción de las faltas señaladas empezara a contar a partir de la\nfecha en que la empresa tuvo conocimiento de su comisión, y en todo caso,\néstas prescriben a los cinco meses de haberse cometido.\u003C\u002Fp>\n\n\u003Cp>Las faltas se notificarán por escrito y el período de alegaciones será de\ncuatro días hábiles.\u003C\u002Fp>\n\n\u003Ch3 id=\"L169\">Artículo 9. Jornada de trabajo.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspyear\">\u003Cp>La jornada anual ordinaria será de 1.800 horas de trabajo efectivo de lunes\na sábado.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Cuando su distribución a nivel de empresa suponga la superación de 40\nhoras semanales, el control y cómputo de la jornada se verificará\nmensualmente en términos de media.\u003C\u002Fp>\n\n\u003Cp>Cuando la organización del trabajo lo permita y siempre previo acuerdo\nentre empresa y trabajadores se podrá implantar la jornada continuada para el\npersonal administrativo durante los meses de julio y agosto.\u003C\u002Fp>\n\n\u003Cp>Para el personal conductor, todas las horas que superen las 40 h\u002Fsemanales,\nen cómputo mensual, sean o no de trabajo efectivo se abonaran, de la siguiente\nmanera: Las de trabajo efectivo como horas extraordinarias y las de presencia o\na disposición del empresario como Plus de Actividad, y su remuneración en\nambos casos será igual, y todo ello con los límites de la normativa vigente\nen cada momento.\u003C\u002Fp>\n\n\u003Cp>Dada la característica de esta actividad, cuando las necesidades del\nservicio lo requieran, se realizará las horas extraordinarias y de presencia\nque como máximo están permitidas en la legislación vigente y en concreto el\nReal Decreto 1561\u002F1995, de 21 de septiembre, y demás disposiciones\nespecíficas para el Sector de Transporte.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>A la normativa legal vigente se estará también en cuanto a descanso\nsemanal y diario.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>Los sábados, domingos y festivos que por necesidades del servicio sean\ntrabajados serán rotativos para el personal conductor y remunerados en la\ncantidad fijada en el anexo de retribuciones por 8 horas de trabajo tanto\nefectivo como de presencia. Todo lo que exceda de las 8 horas se pagara como\nhoras extraordinarias y si es en domingo y festivo el precio de la hora será a\n15 euros.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Si por necesidades del servicio un conductor, y previo consentimiento del\nmismo, trabajase dos sábados consecutivos, ese segundo sábado se le\ncompensará con 25 euros.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>En el caso de ser requerido el servicio de taller, en sábado, domingo o\nfestivo, la remuneración aplicable será la misma que para el personal\nconductor. Si por motivos del servicio, un trabajador se ve obligado a trabajar\nentre las 22:00 h y las 6:00 h, en ese intervalo el valor de esa hora se\nincrementará en 2,5 euros.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L189\">Artículo 10. Definición de tiempo de trabajo efectivo y tiempo\nde presencia.\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Tiempo de trabajo efectivo:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La conducción de los vehículos.\u003C\u002Fp>\n\n\u003Cp>La parte del tiempo empleado en los procesos de carga o descarga del\nvehículo que exige la participación activa del conductor con manejo de\nelementos de conexión o dispositivos de llenado de vehículo.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>En situación de avería y mantenimiento:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El tiempo de reparar la misma, siempre que la reparación la realice el\nmismo conductor.\u003C\u002Fp>\n\n\u003Cp>Cuando sea preciso el remolque a talleres u otros lugares donde se vaya a\nrealizar la reparación, el tiempo empleado en dicha operación de remolque\ncaso de que el conductor asuma la conducción del vehículo averiado. \u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Definición del tiempo de presencia:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La parte de los tiempos de llenado o vaciado del vehículo que solo\nrequieran vigilancia del proceso pero no la utilización de equipos o\ndispositivos de llenado o vaciado, aunque en este tiempo se efectúen gestiones\nadministrativas relacionadas con el cargamento.\u003C\u002Fp>\n\n\u003Cp>Las esperas anteriores a carga o descarga en origen o destino que exijan\nvigilancia del vehículo.\u003C\u002Fp>\n\n\u003Cp>La espera por reparación de averías o paradas reguladas por este convenio\ncolectivo u otras reglamentaciones, en las que recae sobre el conductor la\nvigilancia del vehículo.\u003C\u002Fp>\n\n\u003Cp>Tendrán también carácter de horas de presencia, cualesquiera otras que\naconseje la práctica de servicio y de común acuerdo entre la Empresa y el\nComité. En este caso se tendrán en cuenta para incorporar al texto de futuros\nconvenios.\u003C\u002Fp>\n\n\u003Cp>Lo no regulado en este artículo se remitirá a lo regulado en el Real\nDecreto 1561\u002F1995 en relación a los tiempos de presencia.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3 id=\"L218\">Artículo 11. Pagas extraordinarias.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>Las pagas extraordinarias de Navidad, verano y marzo se abonarán en la\ncuantía de 30 días naturales cada una de ellas a razón de salario base más\nantigüedad y se harán efectivas en el 15 de diciembre, 15 de julio y 15 de\nmarzo, ésta última devengada por años naturales.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>La situación de incapacidad temporal no afectará a la retribución de las\npagas extraordinarias.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L224\">Artículo 12. Vacaciones y licencias retribuidas.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>Todos los trabajadores de la empresa disfrutaran de unas vacaciones anuales\nretribuidas de 30 días naturales a razón de salario base y antigüedad.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Asimismo, se acuerda incrementar las vacaciones en 3 días naturales, cuyo\ndisfrute, podrá ser fijado por la empresa, en caso de bajada de actividad.\u003C\u002Fp>\n\n\u003Cp>El calendario, para el disfrute de las vacaciones, será confeccionado en la\nforma que determina el Estatuto de los Trabajadores y se dará a conocer con\ntres meses de anticipación a su comienzo, procurando establecer la oportuna\nrotación para evitar que dicho disfrute les corresponda a los mismos\ntrabajadores en las mismas fechas.\u003C\u002Fp>\n\n\u003Cp>En caso de fraccionamiento, uno de los periodos nunca será inferior a 14\ndías naturales y el segundo no será inferior a 17 días.\u003C\u002Fp>\n\n\u003Cp>El periodo de disfrute no puede iniciarse nunca en el descanso generado por\nel trabajador, sábado, domingo, o festivo.\u003C\u002Fp>\n\n\u003Cp>Con el fin de cumplimentar la doctrina del TJUE y la jurisprudencia del TS\nsobre esta materia, el trabajador percibirá, durante su periodo de vacaciones,\nsu retribución ordinaria que incluye los complementos salariales que, de\nmanera habitual, percibe a lo largo del año. No obstante, dada la disparidad\nretributiva y la dificultad de cálculo para cada trabajador, las partes\nacuerdan su compensación mediante una cantidad fija de 160 euros, para el\nperiodo de vacaciones anual de 2025, y si se fracciona el disfrute en dos\nquincenas, de 80 euros para cada periodo. Para el año 2026, el importe\nascenderá a 200 euros para el periodo anual y en 100 euros si se disfruta en\ndos quincenas.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cp>\u003Cstrong>Licencias retribuidas:\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Sobre esta materia se estará lo dispuesto en el vigente Estatuto de los\nTrabajadores y demás disposiciones legales, con las siguientes salvedades:\u003C\u002Fp>\n\n\u003Cp>a)Los días de licencia serán retribuidos a razón del salario base del\nconvenio más la antigüedad que corresponda.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>b)En caso de matrimonio o registro de pareja de hecho, el trabajador tendrá\nderecho al disfrute de 15 días naturales. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)Para atender asuntos propios que no admitan demora, los trabajadores\ntendrán derecho durante un año, a la licencia de 4 días, que se deberán\nsolicitar con una antelación mínima de 5 días, sin unir a vacaciones ni\npuentes y siempre que las necesidades de la empresa así lo permitan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">d)Cinco días por el fallecimiento, accidente o enfermedad graves,\nhospitalización o intervención quirúrgica sin hospitalización que precise\nreposo domiciliario, del cónyuge, pareja de hecho y parientes hasta el segundo\ngrado de consanguinidad o afinidad, incluido el familiar consanguíneo de la\npareja de hecho, así como de cualquier otra persona distinta de las\nanteriores, que conviva con la persona trabajadora en el mismo domicilio y que\nrequiera el cuidado efectivo de aquella. Cuando con tal motivo el trabajador\nnecesite hacer un desplazamiento al efecto, el plazo será:\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.° grado: En caso de desplazamiento a 100 Km. de su residencia 6 días, a\nmás de 250 Km. 7 días y fuera del territorio nacional 8 días.\u003C\u002Fp>\n\n\u003Cp>En caso de fallecimiento de un familiar de 3.° grado, 1 día.\u003C\u002Fp>\n\n\u003Cp>En cualquier caso, se estará a lo dispuesto en el artículo 37 del TRET y\npor el Real Decreto-ley 5\u002F2023, de 28 de junio, en materia de permisos.\u003C\u002Fp>\n\n\u003Ch3 id=\"L257\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-HARDSHIP_trigger\">\u003Ch3 id=\"L257\">Artículo 13. Plus de Peligrosidad.\u003C\u002Fh3>\n\n\u003Cp>Los trabajadores que como consecuencia de la actividad que desarrollan en la\nempresa, manipulen o transporten habitualmente mercancías explosivas o\ninflamables percibirán un plus indicado en tablas por día efectivamente\ntrabajado.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L261\">Artículo 14. Horas extraordinarias y plus de actividad.\u003C\u002Fh3>\n\n\u003Cp>Sobre horas extraordinarias se respetará lo establecido en el artículo 35\ndel vigente Estatuto de los Trabajadores. Se pacta expresamente, que tendrán\nla consideración de horas extras todas las horas de trabajo efectivo que\nexcedan de las 40 horas semanales. Las horas de presencia o disponibilidad se\nabonarán como Plus de Actividad en las cuantías fijadas en el anexo 2 de este\nconvenio.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-flexible_work_options\">\u003Cp>Al objeto de reducir la aglomeración de vehículos en los cargaderos, con\nla consiguiente peligrosidad, y el número de horas de presencia, se pacta\ndentro de la jornada laboral una flexibilidad en la entrada al trabajo que se\nescalona entre las 6:30 horas y las 8:45 horas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>El personal se compromete a realizar las horas establecidas el Real Decreto\n1561\u002F1995, o del que le sustituya, comprometiéndose asimismo la empresa a\ndistribuir dichas horas de forma equitativa y que permita la igualdad de\noportunidades.\u003C\u002Fp>\n\n\u003Cp>Estas horas serán supervisadas periódicamente por el Comité de Empresa y\nsi son detectadas anomalías, y estas no son corregidas, llevará consigo la\nmodificación al anterior horario no flexibilizado.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3 id=\"L271\">Artículo 15. Dietas.\u003C\u002Fh3>\n\n\u003Cp>Se fija la cuantía de la dieta para todo el personal al que afecta el\npresente convenio en las cantidades que figuran en el anexo de\nretribuciones.\u003C\u002Fp>\n\n\u003Cp>Estas dietas se devengarán para el personal conductor siempre que realicen\nservicios con el camión incluido sábados, domingos y festivos.\u003C\u002Fp>\n\n\u003Cp>Para las comidas en ruta, el conductor dispone de una hora, a su\nconveniencia.\u003C\u002Fp>\n\n\u003Cp>Cuando por orden de la empresa los trabajadores comiencen su jornada antes\ndel horario establecido en el convenio colectivo, tendrán derecho a la dieta\ndel desayuno.\u003C\u002Fp>\n\n\u003Cp>Cuando los trabajadores estuviesen obligados por necesidades del servicio a\npernoctar, estos tendrán derecho a la dieta de pernoctación que estará\ncompuesta por (desayuno, comida, cena y pernocta) en la cuantía estipulada en\nel anexo 2 como dieta de pernoctación.\u003C\u002Fp>\n\n\u003Cp>Cobrarán la dieta de la cena, todo el personal que termine después de las\n22.00 horas. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3 id=\"L285\">Artículo 16. Prendas de trabajo.\u003C\u002Fh3>\n\n\u003Cp>Al personal conductor se le facilitará como prenda de trabajo una vez al\naño, dos sudaderas, tres polos, tres pantalones, un par de zapatos o botas, y\nguantes según las necesidades y cada cuatro años: un anorak o ropa de\nagua.\u003C\u002Fp>\n\n\u003Cp>A los mecánicos tres buzos y un par de botas al año.\u003C\u002Fp>\n\n\u003Cp>Estas prendas se entregarán con la obligatoriedad de que en la jornada de\ntrabajo vayan provistos del uniforme correspondiente.\u003C\u002Fp>\n\n\u003Cp>Las prendas de trabajo deberán entregarse a todos los trabajadores dentro\ndel primer semestre del año.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L295\">Artículo 17. Suspensión del permiso de conducción o\nautorización para conducir mercancías peligrosas.\u003C\u002Fh3>\n\n\u003Cp>En caso de que un conductor sufra la retirada de su permiso de conducir, ADR\no tarjeta Exolum por sentencia o resolución firme de la autoridad competente y\nde forma definitiva o temporal, y dependiendo de la gravedad de la causa, esta\nle recolará en otro puesto de trabajo a elección de la misma, percibiendo el\ninteresado la remuneración correspondiente a su nueva categoría.\u003C\u002Fp>\n\n\u003Cp>Al término de la duración de la suspensión del permiso, será reintegrado\na su antigua categoría y puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>Se entiende que siempre y cuando esté conduciendo al servicio de la empresa\nexclusivamente y no vulnere el artículo 7 del Real Decreto 1999\u002F1979, del\nReglamento de Mercancías Peligrosas o del que le sustituya.\u003C\u002Fp>\n\n\u003Cp>Se aplicará el mismo artículo 17, siempre que al conductor se le retirase\nsu permiso de conducir, media hora antes y media hora después de su entrada y\nsalida al trabajo.\u003C\u002Fp>\n\n\u003Cp>La empresa tendrá la obligación de mantener como máximo el siguiente\nnúmero de conductores afectados en función del número de conductores:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">En plantilla de hasta 20 conductores: uno.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">En plantilla de entre 21 y 40 conductores: dos.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">En plantilla de entre 41 y 60 conductores: tres.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">En plantilla de entre 61 y 80 conductores:\ncuatro.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">En plantilla de más de 80 conductores: cinco.\u003C\u002Fp>\n\n\u003Cp>Con el fin de anticipar un problema mayor, el conductor qué por cualquier\nmotivo, sea conocedor que tiene 6 o menos puntos, lo deberá de poner en\nconocimiento de la empresa. Con carácter general, para llevar un mejor control\ny por exigencias del cliente, a lo largo del mes de enero de cada año, todo\nconductor deberá entregar su certificado de puntos de la DGT, a la empresa.\u003C\u002Fp>\n\n\u003Ch3 id=\"L319\">Artículo 18. Comisión Mixta.\u003C\u002Fh3>\n\n\u003Cp>Se constituye una Comisión Mixta como órgano de interpretación y\nvigilancia del cumplimiento del Convenio. Tendrá su domicilio en el centro de\ntrabajo de Villar de Infesta y estará constituida por seis miembros designados\npor mitad de cada una de las partes, empresarial y social.\u003C\u002Fp>\n\n\u003Cp>Las partes podrán utilizar los servicios de asesores, designándoles\nlibremente y a su costa los cuales tendrán voz pero no voto.\u003C\u002Fp>\n\n\u003Cp>Serán funciones de Comisión Mixta, las siguientes:\u003C\u002Fp>\n\n\u003Cp>Vigilancia y seguimiento de este convenio e interpretación de sus\npreceptos.\u003C\u002Fp>\n\n\u003Cp>Constitución de ponencias o comisiones y elaboración de estudios sobre\ncualquier aspecto de relaciones laborales en el ámbito de la empresa, incluida\nla normativa básica sobre promoción profesional. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">Estudio sobre la aplicación de la actividad de la empresa, de la Ley de\nPrevención de Riesgos Laborales y su desarrollo.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cp>Acuerdo sobre formación continua para adaptarse a las medidas de la\nempresa.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>La validez de los acuerdos de la Comisión Paritaria requiere que se adopten\npor mayoría de ambas partes.\u003C\u002Fp>\n\n\u003Cp>La Comisión Mixta regulará su propio funcionamiento, y se reunirá como\nmínimo cada tres meses o cuando una de las partes lo solicite con una\nantelación de 48 horas y el motivo fuese trascendente.\u003C\u002Fp>\n\n\u003Ch3 id=\"L339\">Artículo 19. Derecho supletorio.\u003C\u002Fh3>\n\n\u003Cp>En lo no previsto en este convenio regirá el II Acuerdo general para las\nempresas de transporte de mercancías por carretera y siguientes, así como el\nConvenio número 153 de la Organización Internacional del Trabajo sobre\nduración del trabajo y períodos de descanso en los transportes por carretera,\nadoptado en Ginebra el 27 de junio de 1979, cuya ratificación por España fue\npublicada en el BOE número 154, de 28 de junio de 1985, mientras sean de\naplicación en España.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch3 id=\"L343\">Artículo 20. Seguro de vida o invalidez.\u003C\u002Fh3>\n\n\u003Cp>Para el personal que se rija por este convenio, en los casos de muerte o\nincapacidad permanente total o absoluta derivados de accidente de trabajo o\nenfermedad profesional, la empresa garantizará a los herederos o al\ntrabajador, una indemnización por un importe de 40.000 euros, concertando\nobligatoriamente a tales fines una póliza de seguros. Para el caso de gran\nincapacidad, la cuantía será de 55.000 euros. Con fecha de efectos de 1 de\njulio de 2025, estos capitales se incrementarán en 42.000 euros para los casos\nde muerte o incapacidad permanente total o absoluta derivados de accidente de\ntrabajo o enfermedad profesional y en 57.000 euros para la gran incapacidad.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Ch3 id=\"L347\">Artículo 21. Incapacidad laboral transitoria.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspaytype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>La empresa complementará a los trabajadores que se encuentren en situación\nde IT (Incapacidad Temporal), cualquiera que sea la causa determinante de la\nmisma, la prestación hasta el 100 % de una base de reguladora siempre que\nesta, no supere a 1.600 euros hasta un máximo de 12 meses hasta 30 de junio de\n2025 y se acuerda incrementar esta base a 1.750 euros, hasta un máximo de 12\nmeses, a partir de 1 de julio de 2025.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3 id=\"L351\">Artículo 22. Acción Sindical.\u003C\u002Fh3>\n\n\u003Cp>En cuanto a los derechos de representación colectiva y de reunión de los\ntrabajadores en la empresa se estará a lo establecido en el Real Decreto\nLegislativo 2\u002F2015, por el que se aprueba el texto refundido de la Ley del\nEstatuto de los Trabajadores\u003C\u002Fp>\n\n\u003Cp>No obstante, lo dispuesto anteriormente, no se computará dentro de las\nhoras disponibles las que corresponden a reuniones de Comisiones Deliberadoras\ndel Convenio y Comisiones Mixtas que siendo reglamentariamente convocadas\ntendrán carácter retribuido.\u003C\u002Fp>\n\n\u003Cp>De acuerdo con lo previsto en el Estatuto de los Trabajadores y LOLS podrán\nacumularse las horas de crédito sindical que corresponda a los representantes\nde los trabajadores (Comités de Empresa y Delegados de Personal), las empresas\nafectadas por este convenio en uno de cualquier Sindicato legalmente\nconstituido.\u003C\u002Fp>\n\n\u003Cp>Dicha acumulación podrá ser de las horas Sindicales correspondientes a dos\nmeses durante el año y se podrán ceder horas sindicales entre miembros del\nmismo sindicato.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch3 id=\"L361\">Artículo 23. Jubilación anticipada con contrato de relevo.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Los trabajadores que se rijan por el presente convenio y lleven como mínimo\n6 años de antigüedad en la empresa, podrán solicitar la jubilación\nanticipada por contrato de relevo siempre que reúna los requisitos legalmente\nestablecidos, siempre que medie acuerdo entre las partes.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>La empresa abonará mensualmente como cantidad fija e invariable la\ndiferencia existente entre la cantidad que abone la Seguridad Social y el 100 %\nde la base reguladora resultante para el cálculo de la pensión de\njubilación.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Dicho compromiso tendrá como duración hasta que cumpla el trabajador la\nedad ordinaria de jubilación de acuerdo con la legislación vigente para la\njubilación voluntaria.\u003C\u002Fp>\n\n\u003Cp>El trabajador podrá acogerse a esta jubilación anticipada cuando le falten\nal menos 2 años para alcanzar la edad ordinaria de jubilación siempre que\nmedie acuerdo entre la empresa y el trabajador, las circunstancias así lo\npermitan y se solicite por parte del trabajador, por escrito y con una\nantelación mínima de 2 meses.\u003C\u002Fp>\n\n\u003Cp>En cualquier caso, se estará a lo establecido en el 12.6 de ET sobre esta\nmateria.\u003C\u002Fp>\n\n\u003Ch3 id=\"L373\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">Artículo 24. Retribuciones.\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>Desde el 1 de enero de 2025 hasta el 30 de abril de 2025, la subida salarial\nserá el 0 %.\u003C\u002Fp>\n\n\u003Cp>Desde el 1 de mayo 2025 al 31 de diciembre de 2025, la revisión del salario\nbase será del 4,6 % para todas las categorías detalladas en la tabla salarial\nsalvo en la categoría de conductor mecánico y conductor que será del 4 %.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetxt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>A partir del 1 de enero 2026 la mejora del salario base será del 3,9 % para\ntodas las categorías detalladas en la tabla salarial salvo en la categoría de\nconductor mecánico y conductor que será del 3,5 %.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Los demás conceptos retributivos se revisarán según el anexo de\ntablas.\u003C\u002Fp>\n\n\u003Ch3 id=\"L383\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3 id=\"L383\">Artículo 25. Antigüedad.\u003C\u002Fh3>\n\n\u003Cp>La promoción económica en función del trabajo desarrollado, que se\ndevengará desde el día 1 del mes natural siguiente a su vencimiento, queda\nfijada en un 5 % del salario base a los cinco años, un 10 % a los diez años,\nun 15 % a los quince años y un 20 % a los veinte o más años de servicios\ncomputables.\u003C\u002Fp>\n\n\u003Cp>A los trabajadores que vinieran percibiendo premios, pluses o complementos\nde antigüedad, cualesquiera que fuera su denominación, en cuantía superior a\nla que resulte del nuevo sistema establecido en el párrafo anterior, se le\nrespetará a título personal, mientras les resulte más favorable el derecho a\ncobrar la cantidad que viniera percibiendo por tal concepto a 31 de diciembre\nde 2016.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L389\">Articulo 26. Política de empleo y contrataciones.\u003C\u002Fh3>\n\n\u003Cp>Las partes firmantes del presente convenio colectivo se comprometen a\nfomentar el denominado Contrato de Relevo establecido por Real Decreto\n1131\u002F2002, de 31 de octubre, y de acuerdo con los requisitos establecidos en el\nartículo 23 de este convenio.\u003C\u002Fp>\n\n\u003Cp>Asimismo, dada la escasez de conductores profesionales que tiene el sector y\nlas dificultades que existen cara a la formación de los mismos, las partes\nfirmantes del presente convenio se comprometen a buscar fórmulas que\nposibiliten la contratación de trabajadores sin experiencia en la categoría\ndel conductor mecánico.\u003C\u002Fp>\n\n\u003Cp>Para los contratos de duración determinada, que solo se van a poder\ncelebrar por circunstancias de la producción (aumento ocasional e imprevisible\nde la actividad o desajustes temporales) o por sustitución de persona\ntrabajadora (con especificación del nombre de la persona sustituida y la\ncausa), se estará a la modificación establecida del artículo 15 del TRET,\ndada por el artículo 1.3 del Real Decreto-ley 32\u002F2021, de 28 de diciembre, y\ndisposición final 11 de la Ley 1\u002F2025. \u003C\u002Fp>\n\n\u003Ch3 id=\"L397\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3 id=\"L397\">Articulo 27. Renovación cursos CAP-ADR.\u003C\u002Fh3>\n\n\u003Cp>En lo dispuesto en materia de compensación por horas de formación\nnecesario para renovar los carnets de CAP y ADR, la empresa intentará que\nestos cursos se puedan realizar dentro de la jornada laboral y los que se\ntengan que realizar fuera de la misma, se compensará a precio de hora\nextraordinaria.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L401\">Articulo 28. Plan de Igualdad y medidas LGTBI.\u003C\u002Fh3>\n\n\u003Cp>La empresa cuenta con un Plan de Igualdad aprobado y en vigor, que será\nobjeto de revisión cuando legalmente proceda.\u003C\u002Fp>\n\n\u003Cp>El plan actual fue elaborado y acordado con la representación legal de las\npersonas trabajadoras en fecha de 20 de junio de 2023, siendo registrado e\ninscrito por la autoridad laboral el día 14 de marzo de 2024 con el número de\nregistro 013887.\u003C\u002Fp>\n\n\u003Cp>Asimismo, y de conformidad con lo previsto en el Real Decreto 1026\u002F2024, de\n8 de octubre, y tras su negociación y aprobación en la Comisión Negociadora\ndel convenio, se incorpora al presente texto el conjunto planificado de medidas\npara la igualdad y no discriminación de las personas LGTBI, que forma parte\ndel presente convenio colectivo.\u003C\u002Fp>\n\n\u003Cp>Estas medidas (anexo I) incorporan los contenidos previstos en los anexos I\ny II del citado real decreto, incluyendo un protocolo de atención y\nprotección a las personas trabajadoras LGTBI (anexo II).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Ch2 id=\"L411\">ANEXO 1 Tabla salarial Babé y Cía, SL\u003C\u002Fh2>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"681\" style=\"width:510.7pt;border-collapse:collapse;border:none\">\n  \u003Cthead>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"232\" style=\"width:173.8pt;border:solid windowtext 1.0pt;padding:    0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"149\" colspan=\"2\" style=\"width:112.05pt;border:solid windowtext 1.0pt;    border-left:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;    line-height:129%\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;    line-height:129%;font-family:"Times New Roman",serif\">De\n        1 de enero de 2024 a 30 de abril de 2025\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" colspan=\"2\" style=\"width:112.3pt;border:solid windowtext 1.0pt;    border-left:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;    line-height:129%\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;    line-height:129%;font-family:"Times New Roman",serif\">De\n        1 de mayo de 2025 a 31 de diciembre de 2025\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" colspan=\"2\" style=\"width:112.55pt;border:solid windowtext 1.0pt;    border-left:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;    line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;    font-family:"Times New Roman",serif\">2026\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Fthead>\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"232\" style=\"width:173.8pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Bruto\u002Faño\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">4,60%\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Bruto\u002Faño\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">3,90%\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Bruto\u002Faño\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"232\" style=\"width:173.8pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">GRUPO\n        1\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"232\" style=\"width:173.8pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">INGENIEROS\n        Y LICENCIADOS.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.729,36\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">25.940,36\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.808,91\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">27.133,61\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.879,45\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">28.191,82\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"232\" style=\"width:173.8pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">INGENIEROS\n        TECNICOS Y DIPLOMADOS.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.413,95\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">21.209,27\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.478,99\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">22.184,90\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.536,67\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">23.050,11\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"232\" style=\"width:173.8pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">TECNICO.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.389,17\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">20.837,54\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.453,07\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">21.796,06\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.509,74\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">22.646,11\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"232\" style=\"width:173.8pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">GRUPO\n        2\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"232\" style=\"width:173.8pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">JEFE\n        DE DEPARTAMENTO.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.502,57\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">22.538,48\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.571,68\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">23.575,25\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.632,98\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">24.494,68\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"232\" style=\"width:173.8pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">JEFE\n        DE TRAFICO SENIOR.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.415,26\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">21.228,85\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.480,36\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">22.205,38\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.538,09\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">23.071,39\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"232\" style=\"width:173.8pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">JEFE\n        DE TRAFICO JUNIOR.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.248,01\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">18.720,16\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.305,42\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">19.581,28\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.356,33\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">20.344,95\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"232\" style=\"width:173.8pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">AUXILIAR\n        TRAFICO.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.185,02\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">17.775,23\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.239,53\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">18.592,89\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.287,87\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">19.318,01\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"232\" style=\"width:173.8pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">GRUPO\n        3\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"232\" style=\"width:173.8pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">CONDUCTOR\n        MECANICO.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.323,19\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">19.847,88\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.438,52\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">21.577,80\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.488,87\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">22.333,02\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"232\" style=\"width:173.8pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">CONDUCTOR.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.262,14\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">18.932,07\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.375,02\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">20.625,35\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.423,15\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">21.347,24\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"232\" style=\"width:173.8pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">AYUDANTE\n        CONDUCTOR.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.207,70\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">18.115,48\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.263,25\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">18.948,80\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.312,52\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">19.687,80\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"232\" style=\"width:173.8pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">JEFE\n        DE TALLER\u002FMANTENIMIENTO.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.433,48\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">21.502,22\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.499,42\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">22.491,33\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.557,90\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">23.368,49\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"232\" style=\"width:173.8pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">AYUDANTE\n        TALLER.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.207,70\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">18.115,50\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.263,25\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">18.948,81\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.312,52\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">19.687,82\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"232\" style=\"width:173.8pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">GRUPO\n        4\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"232\" style=\"width:173.8pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">JEFE\n        ADMINISTRATIVO.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.389,17\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">20.837,54\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.453,07\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">21.796,06\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.509,74\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">22.646,11\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"232\" style=\"width:173.8pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">OFICIAL\n        1.° ADMINISTRATIVO.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.307,52\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">19.612,75\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.367,66\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">20.514,94\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.421,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">21.315,02\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"232\" style=\"width:173.8pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">AUXILIAR\n        ADMINISTRATIVO.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.185,02\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">17.775,23\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.239,53\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">18.592,89\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.287,87\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">19.318,01\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"232\" style=\"width:173.8pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">AUXILIAR\n        EN PRACTICAS.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.105,83\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">16.587,39\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.156,69\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">17.350,41\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.201,81\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">18.027,08\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=\"L1194\">ANEXO 2 Otros conceptos retributivos\u003C\u002Fh2>\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:1.0pt\">\n      \u003Ctd width=\"265\" style=\"width:198.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">2025\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">2026\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"265\" style=\"width:198.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Artículo\n        8.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"265\" style=\"width:198.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Abonos\n        Sábados.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">115\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">120\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"265\" style=\"width:198.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Abonos\n        Festivos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">140\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">150\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"529\" colspan=\"3\" style=\"width:396.95pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Ci>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">Desde\n        el 1 de julio de 2025\u003C\u002Fspan>\u003C\u002Fi>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"265\" style=\"width:198.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Artículo\n        12.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"265\" style=\"width:198.5pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Plus\n        de Peligrosidad:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">5\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">6\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"265\" style=\"width:198.5pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Artículo\n        14.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border:none;border-bottom:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"265\" style=\"width:198.5pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Plus\n        de actividad.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">12,5\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">13\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"265\" style=\"width:198.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"265\" style=\"width:198.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Artículo\n        15: Dietas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"265\" style=\"width:198.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Desayuno.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">6\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">6\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"265\" style=\"width:198.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Comida.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">16\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">17\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"265\" style=\"width:198.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Cena.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">14\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">15\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"265\" style=\"width:198.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Pernocta\n        (suma anteriores más cama).\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">70\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">72\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"265\" style=\"width:198.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Comida\n        (Francia).\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">20\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">20\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"265\" style=\"width:198.5pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Internacional\n        (Francia).\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">93\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">94\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=\"L1461\">\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Ch2 id=\"L1461\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">ANEXO I Medidas planificadas para la igualdad y no\ndiscriminación de las personas LGTBI en Babé y Cía, SL\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cp>Las partes firmantes asumen los principios de igualdad de trato y no\ndiscriminación que contribuyan a crear un contexto favorable a la diversidad,\ny a avanzar en la erradicación de la discriminación hacia las personas LGTBI.\nPor ello se diversidad familiar con plena libertad.\u003C\u002Fp>\n\n\u003Cp>Con el objetivo de dar cumplimiento a las obligaciones contenidas en la Ley\n4\u002F2023 y en el Real Decreto 1026\u002F2024, de 8 de octubre, las partes firmantes\nhan acordado la \u003C\u002Fp>\n\n\u003Cp>adopción de las siguientes medidas que tienen como objetivo garantizar la\nigualdad de trato y oportunidades, así como prevenir cualquier forma de\ndiscriminación hacia las personas LGTBI en Babé y Cía, SL.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Acceso al empleo:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El objetivo de estas medidas es contribuir a erradicar estereotipos en el\nacceso al empleo de las personas LGTBI, en especial a través de la formación\nadecuada de las personas que participan en los procesos de selección. Para\nello es preciso establecer criterios para garantizar que los procesos de\nselección y contratación se desarrollen sin ningún tipo de sesgo en función\nde la orientación sexual o identidad de género de la persona candidata y se\natienda especialmente a las personas trans como colectivo especialmente\nvulnerable.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>A tal efecto:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La contratación de las personas trabajadoras en la empresa se ajustará a\nlas normas legales generales sobre contratación vigente en cada momento.\u003C\u002Fp>\n\n\u003Cp>En todo caso, los criterios a utilizar en las ofertas de empleo y en los\nprocedimientos de selección serán objetivos y neutros para evitar cualquier\ntipo de discriminación directa o indirecta desfavorable por razón de edad,\ndiscapacidad, género, origen, incluido el racial o étnico, estado civil,\nreligión o convicciones, opinión política, orientación sexual, identidad\nsexual, expresión de género o características sexuales, afiliación\nsindical, condición social o lengua.\u003C\u002Fp>\n\n\u003Cp>Las ofertas de empleo utilizaran un lenguaje neutro, inclusivo y no\ndiscriminatorio, libre de cualquier sesgo.\u003C\u002Fp>\n\n\u003Cp>Se dará formación adecuada a las personas que participen en procesos de\nselección, orientados a eliminar prejuicios y estereotipos relacionados con la\norientación sexual, identidad de género y expresión de género durante los\nprocesos de contratación.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Clasificación y promoción profesional:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El objetivo de estas medidas es asegurar que los criterios para la\nclasificación, promoción profesional y ascenso no conlleven discriminación\ndirecta o indirecta para las personas LGTBI, basándose en elementos objetivos,\nentre otros los de cualificación y capacidad, garantizando el desarrollo de su\ncarrera profesional en igualdad de condiciones.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Las medidas acordadas son las siguientes:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La empresa garantiza que los procesos de clasificación y promoción\nprofesional se basarán exclusivamente en criterios objetivos de mérito,\ncompetencias y desempeño, sin que la orientación sexual, identidad de\ngénero, expresión de género o características sexuales de las personas\ntrabajadoras influyan en las decisiones.\u003C\u002Fp>\n\n\u003Cp>Se prohíbe cualquier discriminación o limitación en las oportunidades de\npromoción por estos motivos.\u003C\u002Fp>\n\n\u003Cp>Asimismo, la empresa se compromete a asegurar que las personas LGTBI tengan\nlas mismas oportunidades de acceder a puestos de responsabilidad y liderazgo,\nfomentando un entorno laboral inclusivo que respete y valore la diversidad.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Formación, sensibilización y lenguaje:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La empresa se compromete a fomentar un entorno laboral inclusivo mediante la\nformación y sensibilización de todo el personal en materia de diversidad,\nespecíficamente en relación con la orientación sexual, identidad de género,\nexpresión de género y características sexuales. A estos efectos:\u003C\u002Fp>\n\n\u003Cp>Se integrarán en el Plan de formación de toda la plantilla módulos\nespecíficos sobre los derechos de las personas LGTBI en el ámbito laboral,\ncon especial incidencia en la igualdad de trato y oportunidades, y la no\ndiscriminación. \u003C\u002Fp>\n\n\u003Cp>La empresa difundirá y asegurará el conocimiento por parte de la plantilla\ndel conjunto medidas planificadas LGTBI, incluyendo el Protocolo para la\nprevención del acoso y la violencia contra las personas LGTBI.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Entornos laborales diversos, seguros e inclusivos:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La empresa se compromete a crear y mantener un entorno laboral seguro,\ninclusivo y respetuoso con la diversidad, en el que todas las personas,\nindependientemente de su orientación sexual, identidad de género, expresión\nde género o características sexuales, puedan desarrollar su trabajo en\nigualdad de condiciones y sin temor a ser discriminadas, a estos efectos:\u003C\u002Fp>\n\n\u003Cp>La empresa fomentará un clima laboral seguro y libre de discriminación.\u003C\u002Fp>\n\n\u003Cp>Se garantizará que todos los espacios de trabajo sean libres de cualquier\nforma de acoso, intimidación o violencia, especialmente aquellas basadas en\nprejuicios hacia las personas LGTBI.\u003C\u002Fp>\n\n\u003Cp>La empresa fomentará una cultura organizativa que respete la diversidad,\nasegurando que todas las personas trabajadoras se sientan seguras y\nrespaldadas. En este sentido, podrán realizase campañas de sensibilización,\nasí como promover la utilización de lenguaje inclusivo en las comunicaciones\ninternas y externas de la empresa.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Permisos y beneficios sociales:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La empresa garantiza que todos los permisos y beneficios sociales serán\notorgados en igualdad de condiciones, sin distinción por orientación sexual,\nidentidad de género, expresión de género o características sexuales.\u003C\u002Fp>\n\n\u003Cp>Se reconocerán y respetarán las diversas realidades familiares y\npersonales de las personas trabajadoras LGTBI, asegurando que las parejas del\nmismo sexo y las familias diversas tengan acceso a los mismos derechos, como\npermisos por matrimonio o pareja de hecho, permisos de maternidad\u002Fpaternidad, y\notros beneficios sociales.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Régimen disciplinario:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La empresa garantizará el derecho de todas las personas trabajadoras, con\nindependencia del orden jerárquico que ocupen en la empresa, vivir con total\nlibertad su orientación sexual; identidad y\u002Fo expresión de género;\ndiversidad sexo genérica o familiar.\u003C\u002Fp>\n\n\u003Cp>Consecuentemente con ello se integra, en el régimen disciplinario del\nconvenio, infracciones y sanciones por comportamientos que atenten contra la\nlibertad sexual, la orientación e identidad sexual y la expresión de género\nde las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>Así, serán considerada una falta muy grave El Acoso moral, sexual o por\nrazón del sexo, así como el acoso por razón de origen racial o étnico,\nreligión o convicciones, discapacidad, edad u orientación sexual, incluyendo\notros comportamientos intimidatorios (físicos, verbales o no verbales) que\nafecten a la dignidad o libertad de la mujer o el hombre en el trabajo, con\nindependencia de su cargo o función.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protocolo frente al acoso y violencia:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>De conformidad con el artículo 8.4 del Real Decreto 1026\u002F2024, las partes\nfirmantes han elaborado el Protocolo frente al acoso y la violencia LGTBI que\nse acompaña como anexo II.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Vigencia y seguimiento:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El periodo de vigencia de las medidas será el mismo que el convenio\ncolectivo de aplicación. \u003C\u002Fp>\n\n\u003Cp>La Comisión Negociadora será la responsable del seguimiento y evaluación\ndel Plan de medidas planificadas.\u003C\u002Fp>\n\n\u003Cp>Sin perjuicio de aquella otras revisiones que pudieran acordarse las medidas\nplanificadas deberán revisarse cuando se ponga de manifiesto su falta de\nadecuación a los requisitos legales y reglamentarios o su insuficiencia,\nespecialmente cuando ello se detecte como resultado de la actuación de la\nInspección de Trabajo y Seguridad Social.\u003C\u002Fp>\n\n\u003Cp>Procedimiento para solventar las posibles discrepancias que pudieran surgir\nen la aplicación, e interpretación de las medidas planificadas acordadas:\u003C\u002Fp>\n\n\u003Cp>En el supuesto de que se produzca alguna discrepancia en la interpretación\no aplicación de las presentes medidas, las partes negociadoras han acordado el\nsiguiente procedimiento:\u003C\u002Fp>\n\n\u003Cp>La parte disconforme presentará una reclamación por escrito a la otra\nparte en relación con la materia objeto de controversia, adjuntando una\npropuesta de resolución pacífica de la controversia.\u003C\u002Fp>\n\n\u003Cp>La parte receptora de la reclamación deberá responder dicha reclamación,\naceptando los términos propuestos por la parte reclamante o, en su caso,\nexponiendo los motivos de rechazo y remitiendo contrapropuesta al efecto. Ello\ndeberá presentarse en el plazo máximo de un (1) mes desde la recepción de la\nsolicitud.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de que las partes negociadoras no alcancen un acuerdo,\nacuerdan someterse a los procedimientos de resolución alternativa de\nconflictos, ante la autoridad laboral competente (mediación, arbitraje o\nconciliación).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Ch2 id=\"L1559\">ANEXO II Protocolo para la prevención del acoso y la violencia\npor orientación sexual, identidad de género y\u002Fo expresión de género para el\ncolectivo LGTBI\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>1.Declaración de principios\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Babé y Cía., SL, manifiesta su compromiso explícito y firme de no tolerar\nen el seno de la empresa ningún tipo de práctica discriminatoria considerada\ncomo acoso por razón de orientación sexual, identidad o expresión de\ngénero.\u003C\u002Fp>\n\n\u003Cp>Queda prohibida expresamente cualquier conducta de esta naturaleza,\ncomprometiéndose la empresa a garantizar un entorno laboral libre de\ndiscriminación y respetuoso con la diversidad afectivo-sexual, de identidad y\nde expresión de género.\u003C\u002Fp>\n\n\u003Cp>Los partes firmantes se comprometen a investigar con diligencia todas las\ndenuncias que se presenten al amparo de este protocolo.\u003C\u002Fp>\n\n\u003Cp>El presente Protocolo persigue establecer medidas para detectar, prevenir y\nerradicar las situaciones discriminatorias por razón de orientación sexual,\nidentidad o expresión de género y características sexuales, estableciendo un\ncanal confidencial, rápido y accesible.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Ámbito de aplicación y vigencia\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El presente procedimiento, que será de aplicación desde su aprobación,\nresulta de aplicación a todo el personal que preste sus servicios directa o\nindirectamente en la empresa, incluido aquel que no tenga vinculación laboral\n(becas, prácticas), con independencia de su nivel, puesto de trabajo, tipo de\ncontrato, lugar y modalidad de prestación de servicios o forma de\ncontratación laboral.\u003C\u002Fp>\n\n\u003Cp>De acuerdo con lo establecido en el Convenio de Ginebra, el presente\nprotocolo se aplica a la violencia y el acoso en el mundo del trabajo que\nocurren durante el trabajo, en \u003C\u002Fp>\n\n\u003Cp>relación con el trabajo o como resultado de este; incluyendo a título\nenunciativo y no limitativo el que ocurra:\u003C\u002Fp>\n\n\u003Cp>En el lugar de trabajo, incluidos los espacios públicos y privados donde se\ndesarrolle el trabajo;\u003C\u002Fp>\n\n\u003Cp>En los lugares e instalaciones donde las personas trabajadoras descansan,\ncomen, utilizan instalaciones sanitarias o de aseo y en los vestuarios;\u003C\u002Fp>\n\n\u003Cp>En los desplazamientos, viajes, eventos o actividades sociales o de\nformación relacionados con el trabajo;\u003C\u002Fp>\n\n\u003Cp>En el marco de las comunicaciones relacionadas con el trabajo, incluidas las\nrealizadas por medio de tecnologías de la información y de la comunicación,\nsusceptibles de ser conductas constitutivas de acoso digital o ciberacoso;\u003C\u002Fp>\n\n\u003Cp>En los trayectos entre el domicilio y el lugar de trabajo.\u003C\u002Fp>\n\n\u003Cp>El presente protocolo entrará en vigor en la fecha de su firma y mantendrá\nsu vigencia mientras dure la vigencia del presente convenio colectivo.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.Medidas de prevención del acoso: información, sensibilización y\nformación\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La empresa, de acuerdo con el enfoque preventivo del protocolo,\ndesarrollará las siguientes medidas orientadas a evitar que surjan casos de\nacoso en cualquiera de sus tipologías:\u003C\u002Fp>\n\n\u003Cp>Promover un entorno inclusivo de respeto y corrección en el ambiente de\ntrabajo, en el que todo el mundo actúe según los valores de igualdad de\ntrato, respeto, dignidad y libre desarrollo de la personalidad y de forma que\nse abarque todo tipo de diversidad, incluyendo una amplia variedad de niveles\nde formación, ideas, perspectivas, demografías, etnicidades y origen.\u003C\u002Fp>\n\n\u003Cp>Divulgar el presente Protocolo para la prevención del acoso y la violencia\ncontra las personas LGTBI entre todas las personas de la compañía y asegurar\nque el protocolo está disponible para toda la plantilla.\u003C\u002Fp>\n\n\u003Cp>No tolerar insinuaciones o manifestaciones que sean contrarias a los\nprincipios recogidos en este protocolo, tanto en el lenguaje, como en las\ncomunicaciones y en las actitudes.\u003C\u002Fp>\n\n\u003Cp>Incluir un módulo sobre prevención, detección y actuación contra el\nacoso por razón de orientación sexual, identidad o expresión de género y\ncaracterísticas sexuales en el plan de formación de la empresa.\u003C\u002Fp>\n\n\u003Cp>Poner todos los medios a su alcance para mantener un buen clima laboral y de\nmotivación para las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>Régimen disciplinario. Se integran, en el régimen disciplinario,\ninfracciones y sanciones por comportamientos que atenten contra la libertad\nsexual, la orientación e identidad sexual y la expresión de género de las\npersonas trabajadoras\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4.Principios rectores y garantías del procedimiento\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Agilidad, diligencia y rapidez en la investigación y resolución de la\nconducta denunciada: tanto las actuaciones relativas a la investigación como\nla propia resolución del procedimiento deberán ser realizadas sin demoras\nindebidas desde el primer momento en que se informe de la situación de\nacoso.\u003C\u002Fp>\n\n\u003Cp>-Respeto y protección de las personas trabajadoras. Las actuaciones o\ndiligencias se realizarán con la mayor prudencia y con el debido respeto a la\nintimidad y la dignidad de todas las personas implicadas.\u003C\u002Fp>\n\n\u003Cp>-Confidencialidad: las personas que intervienen en el procedimiento tienen\nla obligación de guardar una estricta confidencialidad y reserva, no pudiendo\ntransmitir ni divulgar información sobre el contenido de las denuncias\npresentadas ni tampoco sobre el contenido del proceso de investigación. \u003C\u002Fp>\n\n\u003Cp>Toda la información y documentación que se genere como consecuencia del\nprocedimiento tendrá carácter confidencial.\u003C\u002Fp>\n\n\u003Cp>Así, con la finalidad de garantizar la confidencialidad de los datos, las\npersonas responsables de la gestión del caso deberán asignar unos códigos\nalfanuméricos identificativos tanto de la persona presuntamente víctima de\nacoso como de la persona presuntamente autora del acoso, así como de las\ndistintas personas que pudiesen actuar como testigos.\u003C\u002Fp>\n\n\u003Cp>-Colaboración: todas las personas que sean citadas en el transcurso del\nprocedimiento tienen el deber de prestar la debida colaboración con la\ninvestigación y las personas que la llevan a cabo.\u003C\u002Fp>\n\n\u003Cp>-Imparcialidad, contradicción y derecho a ser escuchadas de todas las\npartes: el procedimiento garantiza una audiencia imparcial y un tratamiento\njusto para todas las personas afectadas. Así, para el descubrimiento de la\nverdad y para el esclarecimiento de los hechos se actuará de buena fe.\u003C\u002Fp>\n\n\u003Cp>-Garantía de indemnidad frente a represalias: todas las personas\nintervinientes en el procedimiento (denunciante, presunta víctima, personas\nintegrantes de la Comisión Instructora, personas que comparezcan como\ntestigos, como personal de apoyo y ayuda o cualquier otra persona participen en\nla investigación) serán protegidas frente a cualquier posible represalia.\u003C\u002Fp>\n\n\u003Cp>-Restitución de las víctimas: si el acoso realizado se hubiera concretado\nen una modificación de las condiciones laborales de la víctima la empresa se\ncompromete a restituirla en sus condiciones anteriores, si así lo\nsolicitara.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5.La Comisión Instructora\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cem>Determinación de la Comisión Instructora:\u003C\u002Fem>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A los efectos de analizar las denuncias presentadas, la Comisión\nInstructora del acoso por razón de orientación sexual, identidad de género\ny\u002Fo expresión de género, estará formada por dos personas resultando su\ncomposición paritaria entre la representación legal de las personas\ntrabajadoras y la empresa.\u003C\u002Fp>\n\n\u003Cp>La dirección del Departamento de Recursos Humanos de la Empresa quien\npodrá delegar en la persona responsable de RR. HH. del centro de trabajo o en\nla o en la persona responsable del Departamento o la jefatura de la Unidad\nFuncional donde hayan sucedido los hechos denunciados.\u003C\u002Fp>\n\n\u003Cp>Un representante de las personas trabajadoras del lugar donde hayan sucedido\nlos hechos denunciados.\u003C\u002Fp>\n\n\u003Cp>No podrán ser parte de la Comisión Instructora las personas que tengan\nalgún tipo de parentesco por consanguinidad o afinidad con alguna o algunas de\nlas personas afectadas por la investigación, amistad íntima, enemistad\nmanifiesta con las personas afectadas por el procedimiento o interés directo o\nindirecto en el proceso concreto. La incompatibilidad de formar parte de la\nComisión Instructora podrá ser manifestada por cualquier persona que forme\nparte de la comisión instructora o por la propia persona afectada\u003C\u002Fp>\n\n\u003Cp>Adicionalmente esta comisión, podrá solicitar la contratación de una\npersona externa que podrá acompañarlos en la instrucción del\nprocedimiento.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cem>Funciones y funcionamiento de la Comisión\nInstructora:\u003C\u002Fem>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Son funciones de la comisión Instructora:\u003C\u002Fp>\n\n\u003Cp>Recibir la denuncia por acoso por razón de orientación sexual, identidad o\nexpresión de género o características sexuales que deba instruir. \u003C\u002Fp>\n\n\u003Cp>Investigar las denuncias de acuerdo con lo establecido en este protocolo,\npudiendo acceder a la información necesaria y con utilización de los medios\nmateriales y humanos necesarios.\u003C\u002Fp>\n\n\u003Cp>Recomendar y gestionar en el departamento de Recursos humanos las medidas\ncautelares que estime convenientes.\u003C\u002Fp>\n\n\u003Cp>Elaborar conclusiones sobre el caso investigado y proponer acciones\ndisciplinarias, verificando la adopción de las mismas.\u003C\u002Fp>\n\n\u003Cp>Prestar apoyo, asesoramiento y orientación a las personas trabajadoras que\npuedan ser víctimas de situaciones de acoso.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>6.Procedimiento de actuación\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cem>1.Forma de iniciación.\u003C\u002Fem>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El procedimiento ser iniciará en virtud de denuncia escrita, que no podrá\nser anónima, dirigida a la dirección del Departamento de Recursos Humanos de\nla Empresa.\u003C\u002Fp>\n\n\u003Cp>A estos efectos se facilita la dirección de correo electrónico [•]\npudiendo ser igualmente ser presentadas de forma secreta, que no anónima, por\nescrito y en sobre cerrado dirigido a la persona encargada de su\ntramitación.\u003C\u002Fp>\n\n\u003Cp>La denuncia podrá ser presentada (i) directamente por la persona afectada,\n(ii) a través de los representantes de las personas trabajadoras o cualquier\notra persona autorizada por la víctima y en cuyo caso deberá constar el\nconsentimiento expreso e informado de la víctima, que tenga conocimiento de\nuna situación susceptible de ser considerada como acoso.\u003C\u002Fp>\n\n\u003Cp>Se adjunta al presente protocolo modelo de denuncia, como anexo I, estando\nla misma a disposición de cualquier persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>No obstante, de no seguir el modelo, en la denuncia deben constar, como\nmínimo, los siguientes extremos:\u003C\u002Fp>\n\n\u003Cp>Nombre y apellidos de la persona denunciante.\u003C\u002Fp>\n\n\u003Cp>Nombre y apellidos de la presunta víctima o víctimas así como de la\npersona o personas denunciada\u002Fs.\u003C\u002Fp>\n\n\u003Cp>Detalle de los hechos, incluyendo fechas, duración y frecuencia de los\nhechos así como lugar en que se produjeron.\u003C\u002Fp>\n\n\u003Cp>Nombre y apellidos de los posibles testigos.\u003C\u002Fp>\n\n\u003Cp>Copia de toda la documentación que pueda acreditar los hechos u otra\ninformación que se estime pertinente.\u003C\u002Fp>\n\n\u003Cp>No se tramitarán a través del procedimiento contenido en el presente\nprotocolo las denuncias anónimas, ni las que se refieran a materias\ncorrespondientes a otro tipo de reclamaciones.\u003C\u002Fp>\n\n\u003Cp>Recibida la denuncia, la persona encargada de tramitar la queja la pondrá,\nde manera inmediata y, en todo caso, en un plazo máximo de 5 días laborables,\nen conocimiento de la dirección de la Empresa y de las demás personas que\nintegran la Comisión de Instrucción, la cual procederá a la apertura del\nexpediente de acoso de acuerdo con el procedimiento de instrucción descrito a\ncontinuación en este protocolo.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cem>2.Apertura de la fase preliminar: procedimiento previo o\ninformal.\u003C\u002Fem>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Con la puesta en conocimiento de la situación de acoso, y salvo que la\ngravedad de los hechos recomiende lo contrario, se iniciará de forma\nautomática un procedimiento previo cuyo objetivo es el resolver el problema de\nforma inmediata ya que, en ocasiones, el mero hecho de manifestar a la persona\nque presuntamente acosa a otra las consecuencias ofensivas o intimidatorias que\ngenera su comportamiento, es suficiente para que se solucione el problema.\u003C\u002Fp>\n\n\u003Cp>En esta fase del procedimiento, la Comisión Instructora se entrevistará\ncon las partes con la finalidad de esclarecer los hechos y mediar entre las\npartes implicadas alcanzar \u003C\u002Fp>\n\n\u003Cp>una solución aceptada por ambas, siempre que las partes estén de acuerdo y\nno se trate de hechos graves.\u003C\u002Fp>\n\n\u003Cp>Este procedimiento informal o fase preliminar tendrá una duración máxima\nde diez (10) días laborables. En ese plazo, la Comisión Instructora deberá,\ncomo mínimo, entrevistarse con la persona afectada, así como con su presunto\nagresor o agresora, indicándoles que no deberán revelar a nadie el contenido\nde la entrevista, bajo apercibimiento de adoptar las medidas disciplinarias\noportunas en caso de divulgar, a través de cualquier medio, cuanto se hubiese\ncomentado en dicha entrevista.\u003C\u002Fp>\n\n\u003Cp>El procedimiento previo 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 diez días desde su inicio habiendo resuelto\nel problema de acoso, dará lugar necesariamente a la apertura del\nprocedimiento formal.\u003C\u002Fp>\n\n\u003Cp>No obstante lo anterior, la Comisión Instructora, si la complejidad del\ncaso así lo requiriese, podrá obviar esta fase preliminar y pasar\ndirectamente a la tramitación del expediente informativo.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cem>3.Procedimiento formal: el expediente\ninformativo.\u003C\u002Fem>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El procedimiento formal se iniciará con la apertura, por la parte la\nComisión Instructora, de un expediente informativo en el supuesto de no haber\ntenido lugar la fase preliminar o habiéndose producido esta de manera\ninfructuosa.\u003C\u002Fp>\n\n\u003Cp>La Comisión Instructora realizará una investigación rápida, confidencial\ny basada en los principios de oralidad y contradicción, en la que se\nresolverá si ha producido o no una situación que pudiera considerarse de\nacoso, según los parámetros establecidos en el presente protocolo.\u003C\u002Fp>\n\n\u003Cp>A tal efecto durante la instrucción se podrán practicar cuantas\ndiligencias se consideren necesarias para el esclarecimiento de los hechos\ndenunciados, manteniéndose la formalidad de dar trámite de audiencia a las\npartes implicadas y sin perjuicio de lo dispuesto en materia de protección de\ndatos de carácter personal y documentación reservada.\u003C\u002Fp>\n\n\u003Cp>En este sentido, la Comisión Instructora, procederá a analizar la\ndocumentación que resulte oportuna, así como a realizar las entrevistas con\npersonas implicadas y posibles testigos o personas de interés.\u003C\u002Fp>\n\n\u003Cp>El desarrollo de este expediente informativo deberá realizarse en un plazo\nno superior a quince (15) días laborables, salvo que, por motivos justificados\nrelativos a la complejidad del caso, sea necesario un plazo mayor, en cuyo\nsupuesto la Comisión Instructora podrá acordar la ampliación de este\nplazo.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Medidas cautelares:\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>Durante la tramitación del expediente a propuesta de la Comisión\nInstructora, la Dirección de la Empresa podrá tomar las medidas cautelares\nnecesarias conducentes al cese inmediato de la situación de acoso, sin que\ndichas medidas puedan suponer perjuicio en las condiciones laborales de las\npersonas implicadas.\u003C\u002Fp>\n\n\u003Cp>Estas medidas podrán consistir en la separación de la presunta persona\nacosadora de la víctima, reordenación del tiempo de trabajo, cambio de\npuesto, movilidad funcional o geográfica, o aquellas otras que se estimen\noportunas y proporcionadas a las circunstancias del caso.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Asistencia a las partes:\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>Durante la tramitación del expediente las partes implicadas podrán ser\nasistidas y acompañadas por una persona de confianza, sea o no representante\nde las personas trabajadoras, quien deberá guardar sigilo sobre la\ninformación a que tenga acceso.\u003C\u002Fp>\n\n\u003Cp>La Comisión de Instrucción podrá, de estimarlo necesario, solicitar\nasesoramiento externo en materia de acoso e igualdad y no discriminación\ndurante la instrucción del procedimiento. Esta persona experta externa está\nsometida al deber de confidencialidad \u003C\u002Fp>\n\n\u003Cp>y, además, estará vinculada a las mismas causas de abstención y\nrecusación que las personas integrantes de la Comisión de Instrucción.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cem>4.Informe de conclusiones\u003C\u002Fem>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Finalizada la investigación, la comisión dispondrá de un plazo de cinco\n(5) días laborables para, elaborar un informe de conclusiones, en el que\nindicará:\u003C\u002Fp>\n\n\u003Cp>La identificación de la persona que presentó la denuncia, de la persona\npresuntamente acosada y de la persona presuntamente autora del acoso.\u003C\u002Fp>\n\n\u003Cp>Antecedentes del caso (resumen de argumentos planteados por los\nimplicados).\u003C\u002Fp>\n\n\u003Cp>Resumen de las diligencias, y pruebas practicadas.\u003C\u002Fp>\n\n\u003Cp>Resumen de los principales hechos que tras la investigación resulten\nacreditados y las circunstancias concurrentes, (intensidad, la reiteración en\nla conducta, grado de afectación, etc.).\u003C\u002Fp>\n\n\u003Cp>Conclusiones y medidas propuestas.\u003C\u002Fp>\n\n\u003Cp>En este sentido, el informe de conclusiones debe determinar, necesariamente,\nalguno de estos dos escenarios:\u003C\u002Fp>\n\n\u003Cp>-La inexistencia de acoso y, por tanto, el archivo de la denuncia, por falta\nde objeto o evidencias insuficientes, sin perjuicio de la emisión de\nrecomendaciones, en su caso, ante la existencia de conductas reprochables, de\ntodo lo cual se dará traslado a la Dirección de la compañía.\u003C\u002Fp>\n\n\u003Cp>Si de la prueba practicada no se apreciasen indicios de acoso, la Comisión\nhará constar, expresamente, esta circunstancia.\u003C\u002Fp>\n\n\u003Cp>Si de la investigación realizada se pusiera en evidencia que la persona\ndenunciante del acoso ha actuado con acreditada falta de buena fe o con ánimo\nde dañar, la empresa podrá adoptar las medidas previstas para los supuestos\nde transgresión de la buena fe contractual en el Estatuto de los\nTrabajadores.\u003C\u002Fp>\n\n\u003Cp>-La existencia de hechos constitutivos de acoso en cuyo caso se realizará\nuna propuesta de medidas, dando traslado del informe a la Dirección de la\ncompañía para que lleve a cabo la ejecución de las medidas disciplinarias\ncorrespondientes, así como cualquier otra medida que permita la mejora del\nambiente laboral.\u003C\u002Fp>\n\n\u003Cp>Estas medidas, en ningún caso podrán ser en menoscabo de la persona\ndenunciante y\u002Fo víctima del acoso, ni una mejora en las condiciones de trabajo\nde la persona acosadora.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>7.Finalización del procedimiento: la resolución del expediente de\nacoso\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El informe de conclusiones deberá remitirse a la Dirección de la empresa\npara su traslado a las partes implicadas y adopción en su caso de las medidas\ncorrespondientes.\u003C\u002Fp>\n\n\u003Cp>A la vista del informe de la Comisión Instructora, la Dirección de la\nempresa, adoptará las decisiones que considere oportunas en el de quince (15)\ndías, siendo la única capacitada para decidir al respecto.\u003C\u002Fp>\n\n\u003Cp>En este sentido la Dirección podrá acordar el archivo las actuaciones,\nlevantando acta al respecto o, bien la adopción cuantas medidas estime\noportunas en función de las sugerencias realizadas por la Comisión\nInstructora.\u003C\u002Fp>\n\n\u003Cp>En todo caso, si se constata cualquier situación de acoso o acto\ndiscriminatorio la Dirección de la compañía adoptará medidas sancionadoras\ndisciplinarias correspondientes, así como cuantas medidas resulten necesarias\npara el cese del acoso y para evitar que vuelva a repetirse.\u003C\u002Fp>\n\n\u003Cp>La decisión adoptada se comunicará por escrito a la víctima, a la persona\ndenunciada, y a la Comisión Instructora, quienes deberán guardar sigilo sobre\nla información a la que tengan acceso.\u003C\u002Fp>\n\n\u003Cp>A los efectos de garantizar la debida confidencialidad, no se darán datos\npersonales y se utilizarán los códigos numéricos asignados a cada una de las\npartes implicadas en el expediente.\u003C\u002Fp>\n\n\u003Cp>La regulación y procedimientos establecidos en el presente protocolo no\nimpiden que, en cada momento, se puedan promover y tramitar cualesquiera otras\nacciones para exigir las responsabilidades administrativas, sociales, civiles o\npenales que en su caso correspondan.\u003C\u002Fp>\n\n\u003Cp>Así, la dirección de le Empresa adoptará las medidas preventivas\nnecesarias para evitar que la situación vuelva a repetirse y, si fuese\npreciso, reforzará las acciones formativas y de sensibilización llevando a\ncabo actuaciones de protección de la seguridad y salud de la víctima.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>8.Denuncias o quejas falsas\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En el caso de que la denuncia presentada sea intencionadamente no honesta o\ndolosa, la misma podrá ser constitutiva de actuación disciplinaria por parte\nde la dirección de Empresa, sin perjuicio de las restantes acciones que en\nDerecho pudieran corresponder.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>9.Revisión del protocolo\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Este protocolo podrá ser revisado de manera para garantizar su eficacia y\nadecuación a la realidad social y normativa. Las revisiones podrán incluir\nmodificaciones basadas en experiencias previas, cambios legislativos o\nsugerencias de la comunidad LGTBI y otras personas actoras involucradas.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>10.Difusión del protocolo\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El presente protocolo será divulgado entre toda persona trabajadora de la\nempresa para asegurar su conocimiento y aplicación.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"TRAINING_trigger":44,"trainingprogrammes":48,"SOCSEC_trigger":50,"pensionfund":54,"disabilityfund":58,"maxsicknesspay":62,"maxsicknesspayperc":66,"maxsicknesspaytype":70,"disabilitypay":72,"healthandsafetypolicy":74,"protectiveclothing":78,"healthandsafetytraining":82,"WORKFAM_trigger":86,"childcare":89,"childcareleave":93,"marriageleave":95,"GENEQ_trigger":99,"discrimination":103,"sexualhar":106,"hourspyear":110,"holidaysdays":114,"holidaysweeks":118,"schedulesrestpw":120,"TRADEUNLEAV_trigger":124,"flexible_work_options":128,"WAGES_trigger":132,"WAGES_determined":135,"PAYSCALES_trigger":138,"STRUCINCR_trigger":140,"wageincreasetxt":144,"ONCERISE_trigger":146,"ONCERISE2_trigger":150,"OVERTIME_trigger":154,"NOCTPREM_trigger":158,"overtimeallowancetype_general":162,"HARDSHIP_trigger":165,"SUNDAY_trigger":169,"SENIOR_trigger":171,"MEALALL_trigger":175},{"bindId":45,"name":46,"text":47},"TRAINING_trigger","Articulo 27. Renovación cursos CAP-ADR. ","Articulo 27. Renovación cursos CAP-ADR.\n\nEn lo dispuesto en materia de compensación por horas de formación\nnecesario para renovar los carnets de CAP y ADR, la empresa intentará que\nestos cursos se puedan realizar dentro de la jornada laboral y los que se\ntengan que realizar fuera de la misma, se compensará a precio de hora\nextraordinaria.",{"bindId":49,"name":46,"text":47},"trainingprogrammes",{"bindId":51,"name":52,"text":53},"SOCSEC_trigger","Artículo 23. Jubilación anticipada con c","Artículo 23. Jubilación anticipada con contrato de relevo.",{"bindId":55,"name":56,"text":57},"pensionfund","La empresa abonará mensualmente como can","La empresa abonará mensualmente como cantidad fija e invariable la\ndiferencia existente entre la cantidad que abone la Seguridad Social y el 100 %\nde la base reguladora resultante para el cálculo de la pensión de\njubilación.",{"bindId":59,"name":60,"text":61},"disabilityfund","Artículo 20. Seguro de vida o invalidez.","Artículo 20. Seguro de vida o invalidez.\n\nPara el personal que se rija por este convenio, en los casos de muerte o\nincapacidad permanente total o absoluta derivados de accidente de trabajo o\nenfermedad profesional, la empresa garantizará a los herederos o al\ntrabajador, una indemnización por un importe de 40.000 euros, concertando\nobligatoriamente a tales fines una póliza de seguros. Para el caso de gran\nincapacidad, la cuantía será de 55.000 euros. Con fecha de efectos de 1 de\njulio de 2025, estos capitales se incrementarán en 42.000 euros para los casos\nde muerte o incapacidad permanente total o absoluta derivados de accidente de\ntrabajo o enfermedad profesional y en 57.000 euros para la gran incapacidad.",{"bindId":63,"name":64,"text":65},"maxsicknesspay","Artículo 21. Incapacidad laboral transit","Artículo 21. Incapacidad laboral transitoria.\n\nLa empresa complementará a los trabajadores que se encuentren en situación\nde IT (Incapacidad Temporal), cualquiera que sea la causa determinante de la\nmisma, la prestación hasta el 100 % de una base de reguladora siempre que\nesta, no supere a 1.600 euros hasta un máximo de 12 meses hasta 30 de junio de\n2025 y se acuerda incrementar esta base a 1.750 euros, hasta un máximo de 12\nmeses, a partir de 1 de julio de 2025.",{"bindId":67,"name":68,"text":69},"maxsicknesspayperc","La empresa complementará a los trabajado","La empresa complementará a los trabajadores que se encuentren en situación\nde IT (Incapacidad Temporal), cualquiera que sea la causa determinante de la\nmisma, la prestación hasta el 100 % de una base de reguladora siempre que\nesta, no supere a 1.600 euros hasta un máximo de 12 meses hasta 30 de junio de\n2025 y se acuerda incrementar esta base a 1.750 euros, hasta un máximo de 12\nmeses, a partir de 1 de julio de 2025.",{"bindId":71,"name":68,"text":69},"maxsicknesspaytype",{"bindId":73,"name":60,"text":61},"disabilitypay",{"bindId":75,"name":76,"text":77},"healthandsafetypolicy","Estudio sobre la aplicación de la activi","Estudio sobre la aplicación de la actividad de la empresa, de la Ley de\nPrevención de Riesgos Laborales y su desarrollo.",{"bindId":79,"name":80,"text":81},"protectiveclothing","Artículo 16. Prendas de trabajo. Al pers","Artículo 16. Prendas de trabajo.\n\nAl personal conductor se le facilitará como prenda de trabajo una vez al\naño, dos sudaderas, tres polos, tres pantalones, un par de zapatos o botas, y\nguantes según las necesidades y cada cuatro años: un anorak o ropa de\nagua.\n\nA los mecánicos tres buzos y un par de botas al año.\n\nEstas prendas se entregarán con la obligatoriedad de que en la jornada de\ntrabajo vayan provistos del uniforme correspondiente.\n\nLas prendas de trabajo deberán entregarse a todos los trabajadores dentro\ndel primer semestre del año.",{"bindId":83,"name":84,"text":85},"healthandsafetytraining","Acuerdo sobre formación continua para ad","Acuerdo sobre formación continua para adaptarse a las medidas de la\nempresa.",{"bindId":87,"name":88,"text":88},"WORKFAM_trigger","Licencias retribuidas:",{"bindId":90,"name":91,"text":92},"childcare","d)Cinco días por el fallecimiento, accid","d)Cinco días por el fallecimiento, accidente o enfermedad graves,\nhospitalización o intervención quirúrgica sin hospitalización que precise\nreposo domiciliario, del cónyuge, pareja de hecho y parientes hasta el segundo\ngrado de consanguinidad o afinidad, incluido el familiar consanguíneo de la\npareja de hecho, así como de cualquier otra persona distinta de las\nanteriores, que conviva con la persona trabajadora en el mismo domicilio y que\nrequiera el cuidado efectivo de aquella. Cuando con tal motivo el trabajador\nnecesite hacer un desplazamiento al efecto, el plazo será:",{"bindId":94,"name":91,"text":92},"childcareleave",{"bindId":96,"name":97,"text":98},"marriageleave","b)En caso de matrimonio o registro de pa","b)En caso de matrimonio o registro de pareja de hecho, el trabajador tendrá\nderecho al disfrute de 15 días naturales. ",{"bindId":100,"name":101,"text":102},"GENEQ_trigger","ANEXO I Medidas planificadas para la igu","ANEXO I Medidas planificadas para la igualdad y no\ndiscriminación de las personas LGTBI en Babé y Cía, SL\n\nLas partes firmantes asumen los principios de igualdad de trato y no\ndiscriminación que contribuyan a crear un contexto favorable a la diversidad,\ny a avanzar en la erradicación de la discriminación hacia las personas LGTBI.\nPor ello se diversidad familiar con plena libertad.\n\nCon el objetivo de dar cumplimiento a las obligaciones contenidas en la Ley\n4\u002F2023 y en el Real Decreto 1026\u002F2024, de 8 de octubre, las partes firmantes\nhan acordado la \n\nadopción de las siguientes medidas que tienen como objetivo garantizar la\nigualdad de trato y oportunidades, así como prevenir cualquier forma de\ndiscriminación hacia las personas LGTBI en Babé y Cía, SL.",{"bindId":104,"name":101,"text":105},"discrimination","ANEXO I Medidas planificadas para la igualdad y no\ndiscriminación de las personas LGTBI en Babé y Cía, SL",{"bindId":107,"name":108,"text":109},"sexualhar","ANEXO II Protocolo para la prevención de","ANEXO II Protocolo para la prevención del acoso y la violencia\npor orientación sexual, identidad de género y\u002Fo expresión de género para el\ncolectivo LGTBI",{"bindId":111,"name":112,"text":113},"hourspyear","La jornada anual ordinaria será de 1.800","La jornada anual ordinaria será de 1.800 horas de trabajo efectivo de lunes\na sábado.",{"bindId":115,"name":116,"text":117},"holidaysdays","Todos los trabajadores de la empresa dis","Todos los trabajadores de la empresa disfrutaran de unas vacaciones anuales\nretribuidas de 30 días naturales a razón de salario base y antigüedad.",{"bindId":119,"name":116,"text":117},"holidaysweeks",{"bindId":121,"name":122,"text":123},"schedulesrestpw","A la normativa legal vigente se estará t","A la normativa legal vigente se estará también en cuanto a descanso\nsemanal y diario.\n\nLos sábados, domingos y festivos que por necesidades del servicio sean\ntrabajados serán rotativos para el personal conductor y remunerados en la\ncantidad fijada en el anexo de retribuciones por 8 horas de trabajo tanto\nefectivo como de presencia. Todo lo que exceda de las 8 horas se pagara como\nhoras extraordinarias y si es en domingo y festivo el precio de la hora será a\n15 euros.",{"bindId":125,"name":126,"text":127},"TRADEUNLEAV_trigger","Artículo 22. Acción Sindical. En cuanto ","Artículo 22. Acción Sindical.\n\nEn cuanto a los derechos de representación colectiva y de reunión de los\ntrabajadores en la empresa se estará a lo establecido en el Real Decreto\nLegislativo 2\u002F2015, por el que se aprueba el texto refundido de la Ley del\nEstatuto de los Trabajadores\n\nNo obstante, lo dispuesto anteriormente, no se computará dentro de las\nhoras disponibles las que corresponden a reuniones de Comisiones Deliberadoras\ndel Convenio y Comisiones Mixtas que siendo reglamentariamente convocadas\ntendrán carácter retribuido.\n\nDe acuerdo con lo previsto en el Estatuto de los Trabajadores y LOLS podrán\nacumularse las horas de crédito sindical que corresponda a los representantes\nde los trabajadores (Comités de Empresa y Delegados de Personal), las empresas\nafectadas por este convenio en uno de cualquier Sindicato legalmente\nconstituido.\n\nDicha acumulación podrá ser de las horas Sindicales correspondientes a dos\nmeses durante el año y se podrán ceder horas sindicales entre miembros del\nmismo sindicato.",{"bindId":129,"name":130,"text":131},"flexible_work_options","Al objeto de reducir la aglomeración de ","Al objeto de reducir la aglomeración de vehículos en los cargaderos, con\nla consiguiente peligrosidad, y el número de horas de presencia, se pacta\ndentro de la jornada laboral una flexibilidad en la entrada al trabajo que se\nescalona entre las 6:30 horas y las 8:45 horas.",{"bindId":133,"name":134,"text":134},"WAGES_trigger","Artículo 24. Retribuciones.",{"bindId":136,"name":137,"text":137},"WAGES_determined","ANEXO 1 Tabla salarial Babé y Cía, SL",{"bindId":139,"name":137,"text":137},"PAYSCALES_trigger",{"bindId":141,"name":142,"text":143},"STRUCINCR_trigger","A partir del 1 de enero 2026 la mejora d","A partir del 1 de enero 2026 la mejora del salario base será del 3,9 % para\ntodas las categorías detalladas en la tabla salarial salvo en la categoría de\nconductor mecánico y conductor que será del 3,5 %.",{"bindId":145,"name":142,"text":143},"wageincreasetxt",{"bindId":147,"name":148,"text":149},"ONCERISE_trigger","Artículo 11. Pagas extraordinarias. Las ","Artículo 11. Pagas extraordinarias.\n\nLas pagas extraordinarias de Navidad, verano y marzo se abonarán en la\ncuantía de 30 días naturales cada una de ellas a razón de salario base más\nantigüedad y se harán efectivas en el 15 de diciembre, 15 de julio y 15 de\nmarzo, ésta última devengada por años naturales.\n\nLa situación de incapacidad temporal no afectará a la retribución de las\npagas extraordinarias.",{"bindId":151,"name":152,"text":153},"ONCERISE2_trigger","Las pagas extraordinarias de Navidad, ve","Las pagas extraordinarias de Navidad, verano y marzo se abonarán en la\ncuantía de 30 días naturales cada una de ellas a razón de salario base más\nantigüedad y se harán efectivas en el 15 de diciembre, 15 de julio y 15 de\nmarzo, ésta última devengada por años naturales.",{"bindId":155,"name":156,"text":157},"OVERTIME_trigger","Los sábados, domingos y festivos que por","Los sábados, domingos y festivos que por necesidades del servicio sean\ntrabajados serán rotativos para el personal conductor y remunerados en la\ncantidad fijada en el anexo de retribuciones por 8 horas de trabajo tanto\nefectivo como de presencia. Todo lo que exceda de las 8 horas se pagara como\nhoras extraordinarias y si es en domingo y festivo el precio de la hora será a\n15 euros.\n\nSi por necesidades del servicio un conductor, y previo consentimiento del\nmismo, trabajase dos sábados consecutivos, ese segundo sábado se le\ncompensará con 25 euros.\n\nEn el caso de ser requerido el servicio de taller, en sábado, domingo o\nfestivo, la remuneración aplicable será la misma que para el personal\nconductor. Si por motivos del servicio, un trabajador se ve obligado a trabajar\nentre las 22:00 h y las 6:00 h, en ese intervalo el valor de esa hora se\nincrementará en 2,5 euros.",{"bindId":159,"name":160,"text":161},"NOCTPREM_trigger","En el caso de ser requerido el servicio ","En el caso de ser requerido el servicio de taller, en sábado, domingo o\nfestivo, la remuneración aplicable será la misma que para el personal\nconductor. Si por motivos del servicio, un trabajador se ve obligado a trabajar\nentre las 22:00 h y las 6:00 h, en ese intervalo el valor de esa hora se\nincrementará en 2,5 euros.",{"bindId":163,"name":156,"text":164},"overtimeallowancetype_general","Los sábados, domingos y festivos que por necesidades del servicio sean\ntrabajados serán rotativos para el personal conductor y remunerados en la\ncantidad fijada en el anexo de retribuciones por 8 horas de trabajo tanto\nefectivo como de presencia. Todo lo que exceda de las 8 horas se pagara como\nhoras extraordinarias y si es en domingo y festivo el precio de la hora será a\n15 euros.",{"bindId":166,"name":167,"text":168},"HARDSHIP_trigger","Artículo 13. Plus de Peligrosidad. Los t","Artículo 13. Plus de Peligrosidad.\n\nLos trabajadores que como consecuencia de la actividad que desarrollan en la\nempresa, manipulen o transporten habitualmente mercancías explosivas o\ninflamables percibirán un plus indicado en tablas por día efectivamente\ntrabajado.",{"bindId":170,"name":156,"text":157},"SUNDAY_trigger",{"bindId":172,"name":173,"text":174},"SENIOR_trigger","Artículo 25. Antigüedad. La promoción ec","Artículo 25. Antigüedad.\n\nLa promoción económica en función del trabajo desarrollado, que se\ndevengará desde el día 1 del mes natural siguiente a su vencimiento, queda\nfijada en un 5 % del salario base a los cinco años, un 10 % a los diez años,\nun 15 % a los quince años y un 20 % a los veinte o más años de servicios\ncomputables.\n\nA los trabajadores que vinieran percibiendo premios, pluses o complementos\nde antigüedad, cualesquiera que fuera su denominación, en cuantía superior a\nla que resulte del nuevo sistema establecido en el párrafo anterior, se le\nrespetará a título personal, mientras les resulte más favorable el derecho a\ncobrar la cantidad que viniera percibiendo por tal concepto a 31 de diciembre\nde 2016.",{"bindId":176,"name":177,"text":178},"MEALALL_trigger","Artículo 15. Dietas. Se fija la cuantía ","Artículo 15. Dietas.\n\nSe fija la cuantía de la dieta para todo el personal al que afecta el\npresente convenio en las cantidades que figuran en el anexo de\nretribuciones.\n\nEstas dietas se devengarán para el personal conductor siempre que realicen\nservicios con el camión incluido sábados, domingos y festivos.\n\nPara las comidas en ruta, el conductor dispone de una hora, a su\nconveniencia.\n\nCuando por orden de la empresa los trabajadores comiencen su jornada antes\ndel horario establecido en el convenio colectivo, tendrán derecho a la dieta\ndel desayuno.\n\nCuando los trabajadores estuviesen obligados por necesidades del servicio a\npernoctar, estos tendrán derecho a la dieta de pernoctación que estará\ncompuesta por (desayuno, comida, cena y pernocta) en la cuantía estipulada en\nel anexo 2 como dieta de pernoctación.\n\nCobrarán la dieta de la cena, todo el personal que termine después de las\n22.00 horas. ","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ESP Babé y Cía, SL - 2025\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2025-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Fecha de término: → 2026-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratificado por: → Ministry\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratificado en: → 2025-12-09\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: → Transporte, logistica y comunicaciones\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Nombre de la industria: → Transporte de mercancías por carretera  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Sector público o 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                        Babé y Cía, SL\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: → \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: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">El empleador contribuye al fondo para discapacidad del trabajador: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">El empleador contribuye al fondo de desempleo del trabajador: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">CAPACITACIÓN\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Programas de capacitación: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Aprendizajes: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">El empleador contribuye al fondo para capacitación del trabajador: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">ENFERMEDAD E INCAPACIDAD\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Máximo para las indemnizaciones por enfermedad: → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Disposiciones relativas a volver al trabajo después de larga enfermedad, por ejemplo, tratamiento para el cáncer → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Licencia pagada por menstruación → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Indemnización en caso de incapacidad por accidente de trabajo: → Sí\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SALUD Y SEGURIDAD Y ASISTENCIA MÉDICA\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Asistencia médica acordada: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Asistencia médica para familiares acordada: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribución acordada para seguro médico: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Contribución acordada para seguro médico de familiares: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Política de salud y seguridad acordada: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Capacitación en salud y seguridad acordada: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Vestuario protector facilitado → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Chequeo médico regular o anual o visitas proporcionadas por el empleador → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Seguimiento de los riesgos musculo-esqueléticos de las estaciones de trabajo, riego profesional y\u002Fo relación entre trebajo y salud → No clear provision, Insufficient data\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Apoyo para funeral: → No\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ACUERDOS SOBRE FAMILIA Y TRABAJO\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Estabilidad laboral tras la licencia de maternidad: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibición de discriminación relacionada con la maternidad → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibición de obligar a las embarazadas o trabajadoras en lactancia materna para desarrollar trabajos peligrosos o poco saludables → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Evaluación de riesgos sobre salud y seguridad de las embarazdas o madres con lactancia → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Posibilidad de alternativas al trabajo peligroso o no saludable para las enbarazadas o trabajadoras en lactancia → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Tiempo libre para exámenes médicos prenatales: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibición de la detección del embarazo antes de la regularización de los trabajadores no estándar: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibición de la detección del embarazo antes de la promoción: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilidades para lactancia: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Cuidados infantiles proporcionados por el empleador: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Cuidados infantiles subsidiados por el empleador: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Subsidio para la educación de los hijos: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Licencia pagada anual en caso de cuidado de parientes: → 5 días\n            \u003C\u002Fdiv>\n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Duración del permiso retibuido en caso de muerte de un pariente: → 5 días\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">TEMAS DE IGUALDAD DE GENERO\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Igual salario para igual valor: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Cláusulas de discriminación en el trabajo: → Sí\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Igualdad de oportunidades para la promoción de las mujeres: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Igualdad de oportunidades de formación y reciclaje para las mujeres: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Dirigente sindical de igualdad de género en el lugar de trabajo? → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Cláusulas sobre acoso sexual en el trabajo: → Sí\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Cláusulas sobre violencia en el trabajo: → Sí\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Permiso especial para trabajadoras\u002Fes sujetas o violencia doméstica o de la pareja: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Apoyo a mujeres trabajadoras con discapacidades: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Monitoreo de la igualdad de género → No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">HORAS DE TRABAJO, HORARIOS Y DIAS FESTIVOS\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-hourspyear\">\n                Horas de trabajo por año: → 1800.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Licencia anual pagada: → 22.0 días\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Licencia anual pagada: → 4.0 semanas\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Periodos acordados de descansos semanales: → Sí\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Máximo número de domingos \u002F festivos que pueden trabajarse en un año: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Permiso pagado para actividades sindicales: → -10.0 días\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Permiso pagado para aisitir a juicios o deberes administrativos: →  días\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Disposiciones sobre horarios de trabajo flexible: → Sí\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">SALARIOS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Salarios determinados por medio de escalas de pago: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Ajuste por aumento de costo de vida: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Incremento salarial:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Incremento salarial: → 3.9 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Incremento salarial inicia: → 2026-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Pago extra único:\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Pago extra único por desempeño de la compañía: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Prima por trabajo vespertino o nocturno:\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Prima por trabajo vespertino o nocturno: → EUR  por mes\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Prima por trabajo nocturno únicamente: → Sí\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Prima por tiempo extra:\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-HARDSHIP_trigger\">Prima por trabajo pesado:\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-hardshipallowanceamount1\">\n                    Prima por trabajo pesado: → EUR 5.0 por mes\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Prima por trabajo en Domingo:\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-sundayallowanceamount1\">\n                    Prima por trabajo en Domingo: → EUR 14.0 por domingo\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Prima por antigüedad:\u003C\u002Fh4>\n\n                \u003Cdiv id=\"display-longserviceallowanceperc1\">\n                    Prima por antigüedad: → 5.0 % de salario básico\n                \u003C\u002Fdiv>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Prima por antigüedad por → 5 años de servicio\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Vales de alimenos:\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Prestaciones alimentarias proporcionadas: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 16.0 por comida\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Asistencia legal gratuita: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[184],{"title":37,"slug":33},[186],{"type":187,"data":188},"call_to_action_body_block",{"title":189,"description":190,"variant":191,"link":192},"Compare los convenios colectivos","Compara los artículos de los Convenios Colectivos de España entre los diferentes sectores, temas y países.","dark",{"title":189,"url":193,"description":189,"rel":194,"type":195},"\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002Fcompare-los-convenios-colectivos","follow","internal",[197],{"type":187,"data":198},{"title":189,"description":190,"variant":191,"link":199},{"title":189,"url":193,"description":189,"rel":194,"type":195},[],{"title":17,"seo_title":202,"description":7,"path":203,"redirect_url":7,"locale":18,"children":204},"WageIndicator España: salarios y derechos laborales","\u002Fes-es",[205,294,322],{"title":20,"seo_title":206,"description":7,"path":207,"redirect_url":7,"locale":18,"children":208},"Trabajar en España: salarios y condiciones laborales","\u002Fes-es\u002Ftrabajo-en-espana",[209,213,217,233,282,290],{"title":210,"seo_title":8,"description":7,"path":211,"redirect_url":7,"locale":18,"children":212},"Salario mínimo","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario-minimo",[],{"title":214,"seo_title":8,"description":7,"path":215,"redirect_url":7,"locale":18,"children":216},"Salarios vitales","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalarios-vitales",[],{"title":218,"seo_title":8,"description":7,"path":219,"redirect_url":7,"locale":18,"children":220},"Salario","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario",[221,225,229],{"title":222,"seo_title":8,"description":7,"path":223,"redirect_url":7,"locale":18,"children":224},"Compara tu salario","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario\u002Fcompara-tu-salario",[],{"title":226,"seo_title":8,"description":7,"path":227,"redirect_url":7,"locale":18,"children":228},"Encuesta salarial","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario\u002Fencuesta-salarial",[],{"title":230,"seo_title":8,"description":7,"path":231,"redirect_url":7,"locale":18,"children":232},"Salario de famosos","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario\u002Ffamosos",[],{"title":234,"seo_title":235,"description":7,"path":236,"redirect_url":7,"locale":18,"children":237},"Leyes laborales","Leyes laborales en España: contratos, salarios","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales",[238,242,246,250,254,258,262,266,270,274,278],{"title":239,"seo_title":8,"description":7,"path":240,"redirect_url":7,"locale":18,"children":241},"Compensación y tiempo de trabajo","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Fcompensacion-y-tiempo-de-trabajo",[],{"title":243,"seo_title":8,"description":7,"path":244,"redirect_url":7,"locale":18,"children":245},"Licencia por enfermedad","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Flicencia-por-enfermedad",[],{"title":247,"seo_title":8,"description":7,"path":248,"redirect_url":7,"locale":18,"children":249},"Maternidad y trabajo","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Fmaternidad-y-trabajo",[],{"title":251,"seo_title":8,"description":7,"path":252,"redirect_url":7,"locale":18,"children":253},"Responsabilidades familiares","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Fresponsabilidades-familiares",[],{"title":255,"seo_title":8,"description":7,"path":256,"redirect_url":7,"locale":18,"children":257},"Salud y seguridad","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Fsalud-y-seguridad",[],{"title":259,"seo_title":8,"description":7,"path":260,"redirect_url":7,"locale":18,"children":261},"Contratos y despidos","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Fcontratos-y-despidos",[],{"title":263,"seo_title":8,"description":7,"path":264,"redirect_url":7,"locale":18,"children":265},"Seguridad social","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Fseguridad-social",[],{"title":267,"seo_title":8,"description":7,"path":268,"redirect_url":7,"locale":18,"children":269},"Sindicatos","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Fsindicatos",[],{"title":271,"seo_title":8,"description":7,"path":272,"redirect_url":7,"locale":18,"children":273},"Trabajo y salarios","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Ftrabajo-y-salarios",[],{"title":275,"seo_title":8,"description":7,"path":276,"redirect_url":7,"locale":18,"children":277},"Trato 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