[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002Fconvenio-colectivo-de-bellota-herramientas-slu-y-bellota-agrisolutions-slu-2025-2028":3,"menu:\u002Fes-es:":160,"sites:htmlblocks":332,"subsites":1801,"cite-subsites":5468,"footer:root":5955,"suggested:root":6054,"cite-footer:root":6058},{"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":140,"content_type_view":141,"extra_breadcrumbs":142,"body":144,"body_blocks":155,"related_pages":159},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":138,"translations":139},{"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-bellota-herramientas-slu-y-bellota-agrisolutions-slu-2025-2028","26fe50da-399c-11f1-ac53-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fspain\u002Fconvenio-colectivo-de-bellota-herramientas-slu-y-bellota-agrisolutions-slu-2025-2028\u002Fconvenio-colectivo-de-bellota-herramientas-slu-y-bellota-agrisolutions-slu-2025-2028\u002F","Convenio colectivo de Bellota Herramientas, SLU, y Bellota Agrisolutions, SLU. 2025_2028","Convenio colectivo de Bellota Herramientas, SLU, y Bellota Agrisolutions, SLU. 2025_2028 - 2025","Spain - Convenio colectivo de Bellota Herramientas, SLU, y Bellota Agrisolutions, SLU. 2025_2028 - 2025","Convenio colectivo de Bellota Herramientas, SLU, y Bellota Agrisolutions, SLU. 2025_2028 - 2025 - Industria manufacturera",{"name":41,"data":42},"Convenio colectivo de las empresas Bellota Herramientas, SLU, y Bellota Agrisolutions, SLU.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=\"#L1176\">1.Ámbito funcional y personal.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1179\">2.Vigencia y duración.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L53\">3.Salarios: \u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1186\">4.Jornada de trabajo.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L79\">5.Vacaciones:\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L95\">6.Seguro de vida. Durante la vigencia de este convenio la\n    empresa suscribirá una póliza de seguro colectivo de vida que garantice a\n    las personas que estén en plantilla las siguientes coberturas:\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1196\">7.Plus de jornada nocturna.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1200\">8.Bajas por accidentes de trabajo.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L107\">9.Abono de complementos en caso de baja por\n    enfermedad:\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1593\">10.Complemento bajas IT.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1596\">11.Ayuda social.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1599\">12.Actividad sindical. \u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1602\">13.Plus por trabajos en días festivos.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1605\">14.Plus de llamadas.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1615\">15.Seguridad y salud laboral.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1611\">16.Licencias.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1620\">17.Movilidad. \u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1623\">18.Horas compensadas.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L247\">19.Contrataciones:\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1628\">20.Ropa de trabajo.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1631\">21.Bolsa de horas.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1634\">22.Secciones sindicales.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1637\">23.Trabajo a cuatro relevos.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L279\">24.Incapacidad permanente total:\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1646\">25.Compensación y absorción.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1649\">26.Plan de igualdad.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1652\">27.Subcontrataciones.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1658\">28.Valoración de puestos de trabajo.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1662\">29.Código de conducta laboral.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1666\">30.Excedencia voluntaria retribuida.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1670\">31.Denuncia del convenio.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1674\">32.Procedimiento de resolución de conflictos PRECO II.\n    \u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1677\">33.Comisión mixta interpretativa del convenio.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1681\">34.Inaplicación normativa.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1685\">35.Normativa supletoria.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L343\">36.Igualdad y no discriminación de las personas\n    LGTBI.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L347\">37.Medidas de prevención de riesgos específicamente\n    referidas a la actuación frente a catástrofes y otros fenómenos\n    meteorológicos adversos.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L355\">ANEXO 1 Acuerdo sobre la bolsa de horas\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L437\">ANEXO 2 Contrato de relevo\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L457\">ANEXO 3\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L483\">ANEXO 4 Procedimiento actuación ante posibles casos de\n    acoso sexual, sexista y orientación sexual, identidad sexual o expresión\n    de género en el trabajo\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L739\">Tabla 1. Personal MOD. Vigencia 1 de enero de\n  2025\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L857\">Tabla de retribuciones mínimas 2025. Año 2025\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>26964 Resolución de 18 de diciembre de 2025, de la Dirección General de\nTrabajo, por la que se registra y publica el Convenio colectivo de Bellota\nHerramientas, SLU, y Bellota Agrisolutions, SLU.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MNCOMPA_2\">\u003Cp>Visto el texto del Convenio colectivo de las empresas Bellota Herramientas,\nSLU, y Bellota Agrisolutions, SLU (código de convenio n.° 90100083012012),\nque fue suscrito con fecha 19 de septiembre de 2025, de una parte por los\ndesignados por la Dirección de dichas empresas, en representación de las\nmismas, y de otra por las organizaciones sindicales de ELA y CC. OO., en\nrepresentación de los trabajadores afectados, y que ha sido finalmente\nsubsanado en fecha 11 de diciembre de 2025, y de conformidad con lo dispuesto\nen el artículo 90, apartados 2 y 3, de la Ley del Estatuto de los\nTrabajadores, texto refundido aprobado por el Real Decreto Legislativo 2\u002F2015,\nde 23 de octubre (BOE de 24 de octubre), y en el Real Decreto 713\u002F2010, de 28\nde mayo, sobre registro y depósito de convenios colectivos, acuerdos\ncolectivos de trabajo y planes de igualdad,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Esta Dirección General de Trabajo resuelve:\u003C\u002Fp>\n\n\u003Cp>Primero.\u003C\u002Fp>\n\n\u003Cp>Ordenar la inscripción del mencionado convenio colectivo en el\ncorrespondiente Registro de convenios colectivos, acuerdos colectivos de\ntrabajo y planes de igualdad con funcionamiento a través de medios\nelectrónicos de este centro directivo, con notificación a la Comisión\nNegociadora.\u003C\u002Fp>\n\n\u003Cp>Segundo.\u003C\u002Fp>\n\n\u003Cp>Disponer su publicación en el «Boletín Oficial del Estado».\u003C\u002Fp>\n\n\u003Cp>Madrid, 18 de diciembre de 2025.-La Directora General de Trabajo, María\nNieves González García.\u003C\u002Fp>\n\n\u003Ch1>CONVENIO COLECTIVO PARA LAS EMPRESAS BELLOTA HERRAMIENTAS, SLU, Y BELLOTA\nAGRISOLUTIONS, SLU\u003C\u002Fh1>\n\n\u003Ch3 id=\"L1176\">1.Ámbito funcional y personal.\u003C\u002Fh3>\n\n\u003Cp>El presente acuerdo de convenio colectivo se aplica a las plantillas de las\nempresas en adelante denominado como la «empresa»:\u003C\u002Fp>\n\n\u003Cp>Bellota Herramientas, SLU, centros de trabajo de Legazpi (Guipúzcoa) y\nOlloqui (Navarra). Bellota Agrisolutions, SLU, centros de trabajo de Legazpi\n(Guipúzcoa).\u003C\u002Fp>\n\n\u003Ch3 id=\"L1179\">2.Vigencia y duración.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio tendrá una vigencia de cuatro años y entrará en\nvigor a partir del 1 de enero de 2025, finalizando el 31 de diciembre de\n2028.\u003C\u002Fp>\n\n\u003Cp>El convenio tendrá una ultraactividad indefinida a partir del 1 de enero de\n2029.\u003C\u002Fp>\n\n\u003Ch3 id=\"L53\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">3.Salarios: \u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:-.05pt;border-collapse:collapse\">\n  \u003Cthead>\n    \u003Ctr style=\"height:18.95pt\">\n      \u003Ctd width=\"106\" style=\"width:79.7pt;border-top:solid windowtext 1.0pt;    border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;    padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Fthead>\u003C\u002Ftable>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:-.05pt;border-collapse:collapse\">\u003Cthead>\u003Ctr style=\"height:18.95pt\">\u003Ctd width=\"106\" style=\"width:79.7pt;border-top:solid windowtext 1.0pt;    border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;    padding:0cm .5pt 0cm .5pt;height:18.95pt\">\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\">2025\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border:none;border-top:solid windowtext 1.0pt;    padding:0cm .5pt 0cm .5pt;height:18.95pt\">\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\">2026\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border:none;border-top:solid windowtext 1.0pt;    padding:0cm .5pt 0cm .5pt;height:18.95pt\">\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\">2027\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.7pt;border-top:solid windowtext 1.0pt;    border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;    padding:0cm .5pt 0cm .5pt;height:18.95pt\">\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\">2028\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Fthead>\n  \u003Ctbody>\n    \u003Ctr style=\"height:18.5pt\">\n      \u003Ctd width=\"106\" style=\"width:79.7pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.5pt\">\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\">IPC\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\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\">IPC\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\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\">IPC\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.7pt;border:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.5pt\">\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\">IPC\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"106\" style=\"width:79.7pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt\">0,25%\n        lineal\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt\">0,5%\n        lineal\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.7pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt\">0,75%\n        lineal\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp class=\"MsoNormal\">La subida por encima del IPC se abonará en una paga\nlineal a toda la plantilla. El dato de cálculo será el escalón 13 del\npersonal de mano de obra directa.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Cp>Si el IPC de alguno de los años de referencia es inferior a cero se\nconsiderará, a los efectos de los incrementos, que el IPC es igual a cero.\u003C\u002Fp>\n\n\u003Cp>Pluses:\u003C\u002Fp>\n\n\u003Cp>2025:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Plus de Sábado, Puentes y FR: 95 euros.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Plus de Domingo y Festivo: 120 euros.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Resto de pluses subida del IPC.\u003C\u002Fp>\n\n\u003Cp>2026-2028, todos los pluses subida del IPC:\u003C\u002Fp>\n\n\u003Cp>Antigü\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">edad: durante la vigencia de este convenio, la columna A, de las\ntablas de antigüedad, tendrá un incremento igual al IPC del año anterior. La\naplicación de la antigüedad se realizará según lo recogido en el artículo\n23 del Convenio colectivo para la Industria Siderometalúrgica de\nGuipúzcoa.\u003C\u002Fdiv>\u003C\u002Fp>\n\n\u003Ch3 id=\"L1186\">4.Jornada de trabajo.\u003C\u002Fh3>\n\n\u003Cp>La jornada de trabajo\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspyear\"> para la vigencia del convenio será de 1.592 horas.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">En las jornadas a dos o más turnos y dentro de este cómputo de horas, se\nincluyen 15 minutos de descanso que se computarán como tiempo de trabajo\nefectivo y, en consecuencia, tendrán el carácter de retribuidos.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>El personal, según lo ordenado en la legislación vigente, deberá iniciar\nsu trabajo a la hora exacta señalada para su horario respectivo y lo\nabandonará igualmente a la hora exacta marcada por dicho horario.\u003C\u002Fp>\n\n\u003Ch3 id=\"L79\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Ch3 id=\"L79\">5.Vacaciones:\u003C\u002Fh3>\n\n\u003Cp>a)La empresa planificará los trabajos de vacaciones y señalará las\npersonas de Mantenimiento y Servicios Auxiliares que deban trabajar en dichas\nfechas.\u003C\u002Fp>\n\n\u003Cp>b)La comisión mixta será informada y oída una vez planificadas las\nvacaciones y señaladas las personas afectadas.\u003C\u002Fp>\n\n\u003Cp>c)El personal que trabaje durante el periodo oficial de vacaciones de 2025\npercibirá, hasta la categoría de Maestro de Taller inclusive, la cantidad de\n26,58 euros, por cada jornada de trabajo efectiva superior a cuatro horas\ndiarias.\u003C\u002Fp>\n\n\u003Cp>d)El disfrute de las vacaciones será obligatorio.\u003C\u002Fp>\n\n\u003Cp>e)El derecho al disfrute de las vacaciones finalizará el 31 de diciembre de\ncada año. En el caso que el periodo de vacaciones coincida con una incapacidad\ntemporal derivada del embarazo, el parto, la lactancia natural o por\nsuspensión del contrato de trabajo previsto en los apartados 4, 5 y 7 del\nartículo 48 del ET, se tendrá en cuenta lo recogido en el artículo 38 del\nET, dichas vacaciones se disfrutarán inmediatamente a continuación de la\nfecha del alta médica.\u003C\u002Fp>\n\n\u003Cp>f)En el supuesto de que el periodo de vacaciones coincida con una\nincapacidad temporal por contingencias distintas a las señaladas en el\npárrafo anterior que imposibilite a la persona trabajadora disfrutarlas, total\no parcialmente, durante el año natural a que corresponden, la persona\ntrabajadora podrá hacerlo una vez finalice su incapacidad y siempre que no\nhayan transcurrido más de dieciocho meses a partir del final del año en que\nse hayan originado.\u003C\u002Fp>\n\n\u003Cp>g)Las vacaciones se abonarán en las fechas en que se disfruten.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L95\">6.Seguro de vida. Durante la vigencia de este convenio la empresa\nsuscribirá una póliza de seguro colectivo de vida que garantice a las\npersonas que estén en plantilla las siguientes coberturas:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>Muerte e incapacidad permanente absoluta: 34.500 euros.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>No cubrirá esta póliza a quienes la compañía aseguradora no acepte en\nalguna(s) de la(s) contingencia(s) asegurada(s) y por dicha(s)\ncontingencia(s).\u003C\u002Fp>\n\n\u003Cp>El costo de la póliza será a cargo exclusivo de la empresa.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1196\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3 id=\"L1196\">7.Plus de jornada nocturna.\u003C\u002Fh3>\n\n\u003Cp>El personal de talleres y vigilantes, percibirá durante el año 2025 un\nplus voluntario de 7,70 euros, por cada jornada de trabajo superior a 4 horas\nininterrumpidas efectuadas de \u003C\u002Fp>\u003Cp>noche.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1200\">8.Bajas por accidentes de trabajo.\u003C\u002Fh3>\n\n\u003Cp>La empresa complementará hasta el 100 % la base reguladora, excluida la\nprorrata de gratificaciones, derivada de IT de accidentes de trabajo o\nenfermedad profesional. Las pagas extraordinarias se pagarán íntegramente.\u003C\u002Fp>\n\n\u003Ch3 id=\"L107\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">9.Abono de complementos en caso de baja por enfermedad:\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>1.Los índices de absentismo que se toman como referencia para el pago de\nlos complementos serán exclusivamente los que correspondan al total del\npersonal de mano de obra directa de la empresa.\u003C\u002Fp>\n\n\u003Cp>Cada mes se aplicarán los índices del mes anterior, salvo el mes de\nseptiembre que se aplicarán los índices del mes de julio.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cp>2.Durante los veinte primeros días de baja por enfermedad se abonará en\ntodos los casos el 75 % de la base reguladora. Para tener derecho al cobro del\ncomplemento la persona trabajadora comunicará con la persona responsable de su\nárea que se encuentra imposibilitado\u002Fa para ir a trabajar mediante un contacto\npersonal, solicitando ese mismo día al médico de cabecera el parte de baja\npor IT. El complemento empezará a abonarse a partir del día del hecho\ncausante señalado en dicho parte.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>A partir del día 21 se abonará según se señala en la siguiente\nescala:\u003C\u002Fp>\n\n\u003Cp>Porcentaje de absentismoPorcentaje abono base reguladora\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"179\" style=\"width:134.4pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\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\">Porcentaje\n        de\n        absentismo                                           \n        \u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\" style=\"width:148.8pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\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\">Porcentaje\n        abono base reguladora\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"179\" style=\"width:134.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" 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\">Hasta\n        el 3,5.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\" style=\"width:148.8pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\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\">100\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"179\" style=\"width:134.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" 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\">Desde\n        el 3,51 hasta el 4,25.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\" style=\"width:148.8pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\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\">95\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"179\" style=\"width:134.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" 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\">Desde\n        el 4,26 hasta el 5,25.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\" style=\"width:148.8pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\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\">85\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"179\" style=\"width:134.4pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\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\">A\n        partir del 5,26.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\" style=\"width:148.8pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:17.3pt\">\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\">75\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>No se contabilizarán, para establecer el indicado índice, las horas de\nbaja por enfermedad que pudieran originarse a partir del día siguiente a la\nfecha de presentación a la empresa de la copia de la solicitud en la\nAdministración correspondiente, de una incapacidad total o absoluta.\u003C\u002Fp>\n\n\u003Cp>Si hubiese hospitalización superior a tres días, se abonará desde el\nprimer día el 100 % de la base reguladora durante los días que dure dicha\nhospitalización.\u003C\u002Fp>\n\n\u003Cp>3.Cada mes, en las bajas por enfermedad, se excluirá la prorrata de\ngratificaciones por lo que las pagas extraordinarias se pagarán\níntegramente.\u003C\u002Fp>\n\n\u003Cp>4.La empresa mantendrá la gestión de las bajas por enfermedad y accidente\nno laboral dentro del sistema público de la Seguridad Social.\u003C\u002Fp>\n\n\u003Cp>5.Con objeto de tratar de agilizar en la medida de lo posible aquellas\npruebas médicas que necesite realizar alguna persona de la plantilla, el\nservicio médico de la empresa podrá ofrecer los servicios de que disponga a\nquienes estén en situación de baja por enfermedad o accidente no laboral.\u003C\u002Fp>\n\n\u003Cp>6.Absentismo. Plan de acción, Se acuerda crear una comisión de reducción\ndel absentismo formada entre la empresa y el comité.\u003C\u002Fp>\n\n\u003Cp>- Quien esté en situación de IT, atenderá las llamadas del Servicio\nMédico de la empresa.\u003C\u002Fp>\n\n\u003Cp>- La empresa podrá proponer a quien esté en situación de IT, un cambio de\npuesto, temporal, compatible con su dolencia.\u003C\u002Fp>\n\n\u003Cp>- La empresa realizará campañas de promoción de la salud. \u003C\u002Fp>\n\n\u003Ch3 id=\"L1593\">10.Complemento bajas IT.\u003C\u002Fh3>\n\n\u003Cp> Al personal de baja por IT le será complementado el subsidio que\npercibiere, hasta una cantidad equivalente a la que correspondería percibir\npor dicho subsidio si el mes anterior hubiese trabajado un número de horas\nequivalente a la suma de las horas anuales de trabajo dividido entre once.\u003C\u002Fp>\n\n\u003Cp>El presente complemento se mantendrá vigente mientras la remuneración\nmensual del personal sea por horas.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1596\">11.Ayuda social.\u003C\u002Fh3>\n\n\u003Cp> La comisión mixta será quien estudie y proponga a la dirección, en cada\ncaso individual, la ayuda económica que estime deben percibir los hijos\u002Fas o\nfamiliares que estén bajo la dependencia de las personas pertenecientes a la\nempresa, y que siendo física o psíquicamente deficientes deban acudir a\nescuelas o instituciones especiales.\u003C\u002Fp>\n\n\u003Cp>Se considerará que un hijo\u002Fa o familiar está bajo la dependencia de un\nintegrante de la empresa, exclusivamente cuando este se halle percibiendo\npersonalmente por dicho hijo\u002Fa o familiar y por el mismo motivo la prestación\neconómica establecida por la Seguridad Social para dichos casos.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1599\">12.Actividad sindical. \u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">Las horas retribuidas, tanto por quienes componen los comités de empresa,\ncomo de los delegados y las delegadas sindicales, serán acumulables\nmensualmente, exclusivamente entre quienes componen las secciones sindicales a\nlas que aquellas\u002Fos pertenezcan y en tanto no se aprueben nuevas disposiciones\nlegales que regulen o modifiquen esta materia.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3 id=\"L1602\">13.Plus por trabajos en días festivos.\u003C\u002Fh3>\n\n\u003Cp>Las horas ordinarias trabajadas en domingos por vigilantes y por personal de\nencendido de hornos que después descansan entre semana, así como las horas\nordinarias de días festivos, sean o no recuperables de los de encendido de\nhornos que después descansan entre semana, se abonarán con un recargo del 25\n% sobre el valor base hora extra.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Ch3 id=\"L1605\">14.Plus de llamadas.\u003C\u002Fh3>\n\n\u003Cp>Se entenderá por «llamada» al aviso que se cursa a quienes trabajan en el\nDepartamento de Mantenimiento para que vengan a fábrica en las horas fuera de\nsu jornada laboral para efectuar un trabajo urgente e imprevisto. No se\nconsiderará «llamada» cuando la persona conoce de antemano que va a venir a\nla fábrica a efectuar algún trabajo.\u003C\u002Fp>\n\n\u003Cp>A quién se llame de acuerdo con el párrafo anterior, percibirá 25,84\neuros por la llamada. Se le abonará además su tiempo de presencia como hora\ncompensada al precio de valor hora festiva, con un mínimo de una hora por\nllamada.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Si la llamada se produjera después de las 24:00 horas, la persona podrá,\nsi trabaja en turno de mañana y si así lo desea, retrasar en seis horas su\nentrada oficial en fábrica desde el momento de la salida, siempre y cuando\npueda trabajar, ya en su horario habitual, como mínimo dos horas seguidas. Las\nhoras que median entre la hora oficial de entrada a fábrica y la\ncorrespondiente hora de entrada efectiva, no serán abonadas.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1615\">15.Seguridad y salud laboral.\u003C\u002Fh3>\n\n\u003Cp>La empresa se compromete a que en los análisis de sangre y orina que se\nhagan a la plantilla de la empresa, se incluyan también el de glucosa en la\nsangre y colesterol, y semestralmente los que habitualmente se están\nhaciendo.\u003C\u002Fp>\n\n\u003Cp>El Comité de Seguridad y Salud Laboral se reunirá trimestralmente con\ncarácter ordinario y, además, cuantas veces lo juzgue necesario.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1611\">16.Licencias.\u003C\u002Fh3>\n\n\u003Cp>Las trabajadoras y los trabajadores deberán preavisar con al menos 48 horas\nde antelación mediante contacto personal con el responsable. No se\nconsiderará adecuado el uso de WhatsApp para este fin. Excepcionalmente, en\ncasos de hechos infortunados y\u002Fo imprevisibles, se permitirá la notificación\ntardía, siempre y cuando se proporcione una justificación debida y\nsuficiente.\u003C\u002Fp>\n\n\u003Cp>Las licencias retribuidas se abonarán a salario real sin incluir primas de\nproducción o primas de carencia de incentivo, en su caso.\u003C\u002Fp>\n\n\u003Cp>Igualmente, con las mismas condiciones, el personal dispondrá de las\nlicencias no retribuidas que se señalan.\u003C\u002Fp>\n\n\u003Cp>Todas las licencias habrán de disfrutarse en el momento de producirse el\nhecho causante, excepto lo recogido en los apartados C y D.\u003C\u002Fp>\n\n\u003Cp>La empresa concederá licencias en los siguientes supuestos, siempre que los\nmismos sean previamente justificados:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-WORKFAM_trigger\">\u003Cp>a)Por matrimonio o registro de pareja de hecho: 18 días naturales de\nlicencia. Esta licencia podrá ampliarse hasta un máximo de 10 días naturales\nmás de licencia no retribuida. Esta licencia no podrá ser absorbida, en todo\no en parte, por coincidir con el período de vacaciones.\u003C\u002Fp>\n\n\u003Cp>b)Por nacimiento y cuidado de menor: Esta licencia queda absorbida por el\npermiso de nacimiento y cuidado del menor.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c)Por enfermedad grave u hospitalización:\u003C\u002Fp>\n\n\u003Cp>Del cónyuge, pareja de hecho o familiares hasta segundo grado de\nconsanguinidad o afinidad, incluido\u002Fa el\u002Fla familiar consanguíneo de la pareja\nde hecho, así como de cualquier otra persona distinta de las anteriores, que\nconviva con la persona trabajadora en el mismo domicilio y que requiera el\ncuidado efectivo de aquella: 5 días, pudiéndose ampliar hasta 3 días más de\nlicencia no retribuida.\u003C\u002Fp>\n\n\u003Cp>Las licencias de este apartado «C» podrán disfrutarse en jornadas\ncompletas o medias jornadas, dentro del período de una semana o mientras dure\nla hospitalización.\u003C\u002Fp>\n\n\u003Cp>Cuando la enfermedad grave persistiera:\u003C\u002Fp>\n\n\u003Cp>Pasados treinta días consecutivos desde la finalización del disfrute de la\nprimera licencia, tendrá derecho a una segunda licencia retribuida de tres\ndías naturales en caso de referirse al cónyuge o hijos\u002Fas, y de dos días\nnaturales si se refiere a padres\u002Fmadres que convivan o no con el\u002Fla\ntrabajador\u002Fa o hermanos\u002Fas, que convivan con el\u002Fla trabajador\u002Fa.\u003C\u002Fp>\n\n\u003Cp>Tendrá derecho a sucesivas licencias no retribuidas, en los mismos\nsupuestos y por igual tiempo, siempre que hayan trascurrido treinta días\nconsecutivos desde la finalización de la anterior.\u003C\u002Fp>\n\n\u003Cp>Por intervención quirúrgica sin hospitalización que precise reposo\ndomiciliario justificado: del cónyuge, pareja de hecho o sus parientes hasta\nel 2.° grado de consanguinidad o afinidad, y cualquier otra persona que\nconviva en el mismo domicilio y que requiera su cuidad efectivo, 5 días.\u003C\u002Fp>\n\n\u003Cp>d)En caso de enfermedad muy grave de una persona familiar de primer grado -\nentendiéndose por tratamiento de enfermedad muy grave aquellas como la\naplicación de terapias complejas y continuadas, tales como tratamientos\noncológicos, trasplantes de órganos, enfermedades degenerativas avanzadas u\notras patologías de gravedad equiparable, según valoración y diagnóstico\nemitido por el servicio médico correspondiente la persona trabajadora- tendrá\nderecho a un permiso retribuido de 16 horas para acompañamiento, previa\njustificación documental adecuada.\u003C\u002Fp>\n\n\u003Cp>e)Por muerte:\u003C\u002Fp>\n\n\u003Cp>Del cónyuge, pareja de hecho, hijos\u002Fas: 5 días naturales ampliables en dos\ndías en caso de desplazamiento.\u003C\u002Fp>\n\n\u003Cp>De familiares de segundo grado de consanguinidad 2 días, ampliables en dos\ndías en caso de desplazamiento.\u003C\u002Fp>\n\n\u003Cp>La licencia por muerte del cónyuge, pareja de hecho, hijos\u002Fas, padre\u002Fmadre,\nhermanos\u002Fas no podrá ser absorbida si coincidiese con el disfrute de las\nvacaciones o licencia por matrimonio del trabajador\u002Fa.\u003C\u002Fp>\n\n\u003Cp>Esta licencia comenzará el primer día laborable del calendario laboral, de\naplicación, de quien la solicite. \u003C\u002Fp>\n\n\u003Cp>f)Por matrimonio de padre\u002Fmadre, hermanos\u002Fas, hijos\u002Fas: 1 día natural.\u003C\u002Fp>\n\n\u003Cp>g)Por traslado del domicilio habitual: 1 día natural.\u003C\u002Fp>\n\n\u003Cp>h)Para consultas médicas:\u003C\u002Fp>\n\n\u003Cp>Por el tiempo necesario en los casos de asistencia a consulta médica de\nespecialistas de la Seguridad Social, cuando coincidiendo el horario de\nconsulta con el de trabajo, se prescriba dicha consulta por el Servicio de\nMedicina General, debiendo presentar previamente el volante justificativo de la\nreferida prescripción médica.\u003C\u002Fp>\n\n\u003Cp>En los demás casos, como asistencia a consulta médica del Servicio de la\nSeguridad Social (facultativo\u002Fa de Medicina General), o asistencia prestada por\nla medicina particular, hasta el límite de 16 horas al año retribuidas, que\ndeberán asimismo ser justificadas.\u003C\u002Fp>\n\n\u003Cp>Así mismo, podrán incluirse, por el tiempo necesario y dentro de ese\nlímite conjunto de 16 horas al año, las ausencias motivadas por\nacompañamiento, siempre que sea debidamente justificado, a consultas médicas,\nrevisiones médicas, ingreso hospitalario e intervenciones quirúrgicas de\nmenor importancia del cónyuge, así como de hijos\u002Fas y padres que convivan con\nel trabajador\u002Fa. En caso de duda, se podrá acudir al dictamen de la comisión\nmixta interpretativa.\u003C\u002Fp>\n\n\u003Cp>i)Para exámenes prenatales: por el tiempo indispensable para la\nrealización de exámenes prenatales y técnicas de preparación al parto y, en\nlos casos de adopción, guarda con fines de adopción o acogimiento, para la\nasistencia a las preceptivas sesiones de información y preparación y para la\nrealización de los preceptivos informes psicológicos y sociales previos a la\ndeclaración de idoneidad, siempre, en todos los casos, que deban tener lugar\ndentro de la jornada de trabajo.\u003C\u002Fp>\n\n\u003Cp>j)Por lactancia: los\u002Flas trabajadores\u002Fas y durante el período de lactancia\n(hasta los 9 meses), tendrán derecho a una pausa de una hora que podrán\ndividir en dos fracciones. La duración del permiso se incrementará\nproporcionalmente en los casos de parto múltiple. El\u002Fla trabajador\u002Fa por su\nvoluntad podrá sustituir este derecho por una reducción de su jornada normal\nen una hora, con la misma finalidad, o acumularlo en jornadas completas. A este\npermiso podrán acogerse ambos progenitores, adoptantes, guardadores o\nacogedores.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-administrativedays\">k)Por cumplimiento de deber inexcusable: por el tiempo indispensable para el\ncumplimiento de un deber inexcusable \u003C\u002Fdiv>de carácter público y personal.\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Cuando el cumplimiento del deber antes indicado suponga la imposibilidad de\nla prestación del trabajo debido en más del 20 % de las horas laborales, en\nun período de tres meses, podrá la empresa pasar a la persona afectada a la\nsituación de excedencia regulada en el apartado 1 del artículo 46 del\nEstatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de quien por cumplimiento del deber o desempeño del cargo\nperciba una indemnización, se descontará el importe de la misma del salario a\nque tuviera derecho en la empresa.\u003C\u002Fp>\n\n\u003Cp>A los efectos del presente artículo se entenderá que existe desplazamiento\ncuando este efectivamente se produzca y sea justificado, y siempre que la\ndistancia entre el domicilio y el lugar del hecho causante sea superior a 300\nkm.\u003C\u002Fp>\n\n\u003Cp>Estos permisos se abonarán en las mismas condiciones que hasta ahora.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1620\">17.Movilidad. \u003C\u002Fh3>\n\n\u003Cp>La empresa dará cuenta al Comité de empresa de los cambios tecnológicos,\norganizativos, estructurales y de producción que requieran la movilidad\nfuncional de un colectivo de la plantilla.\u003C\u002Fp>\n\n\u003Cp>Quienes por esta causa cambien de puesto de trabajo lo harán en las\ncondiciones pactadas en el documento «Movilidad» de fecha 9 de enero de 1992.\nEl personal acepta también los cambios de turnos de trabajo que en cada caso\nsean necesarios establecer, previa exposición razonada al Comité de\nempresa.\u003C\u002Fp>\n\n\u003Cp>Queda incorporado a este convenio, a efectos aplicativos, el Acta Final de\nMediación de conformidad de fecha 14 de diciembre de 1999, relativa a los\ncambios de turnos de trabajo y trabajo a cuatro relevos. Dicha Acta tendrá\nplena vigencia y será de obligado\u003C\u002Fp>\n\n\u003Cp>cumplimiento para las partes, si bien, por razones técnicas de formato, no\nse inserta íntegramente en este texto publicado, permaneciendo archivada y\ndisponible para consulta de las partes legitimadas.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1623\">18.Horas compensadas.\u003C\u002Fh3>\n\n\u003Cp> Las horas compensadas son voluntarias y las que se trabajen se compensarán\ncon descansos retribuidos. En dichas horas se cobrará el salario y prima\ncorrespondiente más los complementos estipulados en las tablas del convenio.\nComo máximo se podrán tener 175 horas acumuladas.\u003C\u002Fp>\n\n\u003Cp>La empresa informará mensualmente al Comité de empresa de la relación de\nhoras que se trabajen.\u003C\u002Fp>\n\n\u003Ch3 id=\"L247\">19.Contrataciones:\u003C\u002Fh3>\n\n\u003Cp>a)Las necesidades de personal serán cubiertas íntegramente mediante\ncontrataciones efectuadas directamente por la empresa. Las personas así\ncontratadas tendrán los mismos derechos que quienes tengan un contrato\nindefinido.\u003C\u002Fp>\n\n\u003Cp>b)Durante la vigencia de este convenio, se realizarán contratos de relevo a\nlas personas que cumplan los requisitos establecidos por la ley y que así lo\ndeseen, del modo en que queda recogido en el anexo 2 del convenio.\u003C\u002Fp>\n\n\u003Cp>c)\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">Período de prueba. Podrá concertarse por escrito un período de prueba,\nque en ningún caso podrá exceder de seis meses para los grupos profesionales\n1 y 2, ni de dos meses para los demás trabajadores\u002Fas, excepto para los grupos\n4, 5, 6 y 7, en cuyo caso la duración máxima será de dos meses para los\ncontratos de duración igual o superior a 6 meses.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L1628\">20.Ropa de trabajo.\u003C\u002Fh3>\n\n\u003Cp>La empresa se hará cargo del servicio de limpieza y reparto de ropa de\ncalidad de verano (camisa, bata, pantalón y buzo) e invierno durante la\nvigencia del convenio, se acordará conjuntamente en el Comité de seguridad,\nel modelo tanto de calzado como de camiseta\u002Fpolo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1631\">21.Bolsa de horas.\u003C\u002Fh3>\n\n\u003Cp>Se establece una bolsa de horas anual, cuya disponibilidad se regula en el\nanexo 1 del presente acuerdo.\u003C\u002Fp>\n\n\u003Cp>El personal que trabaje, haciendo uso de la disponibilidad de horas en\nsábados y fiestas recuperables, percibirá durante el año 2025 un plus de 95\neuros. Este plus se abonará por jornada completa de 8 horas, y si la jornada\nfuera inferior, percibirán la parte proporcional. Este plus se incrementará\ncada año según lo acordado en este convenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1634\">22.Secciones sindicales.\u003C\u002Fh3>\n\n\u003Cp>La empresa reconoce a las secciones sindicales con representación en la\nempresa, las mismas facultades y atribuciones para negociar que las otorgadas\nal Comité de empresa.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1637\">23.Trabajo a cuatro relevos.\u003C\u002Fh3>\n\n\u003Cp>La empresa queda facultada para implantar el sistema de trabajo a cuatro\nturnos o relevos en las condiciones siguientes:\u003C\u002Fp>\n\n\u003Cp>La empresa realizará el calendario anual del 4.° turno, de carácter\ngeneral y será entregado, a las personas afectadas y al Comité de empresa,\nsegún se regula en el artículo 1 del anexo 3.\u003C\u002Fp>\n\n\u003Cp>1.Quien estando a cuatro relevos trabajare efectivamente los domingos y\ndías festivos no recuperables, el año 2025 percibirá un plus de 120 euros\npor día, y 95 euros cuando trabajare sábados, puentes y fiestas recuperables.\nEstos pluses se abonarán por jornada completa de 8 horas, y si la jornada\nfuera inferior, percibirán la parte proporcional. Este plus se incrementará\ncada año según lo acordado en este convenio.\u003C\u002Fp>\n\n\u003Cp>A los efectos anteriores, se entenderá por domingo, día festivo, sábado,\npuente o fiesta recuperable, el que empieza a las 6:00 horas de dicho día y\nfinaliza a las 6:00 horas del día siguiente.\u003C\u002Fp>\n\n\u003Cp>2.Cuando el personal a cuatro relevos tuviese que asistir a un bautizo o\nprimera comunión de un hermano\u002Fa, hijo\u002Fa, nieto\u002Fa o sobrino\u002Fa o a una boda de\nlos parientes citados o de padres, y coincidiese dicha celebración con un día\nfestivo que le correspondiese trabajar, disfrutará de un día de permiso que\nserá retribuido. \u003C\u002Fp>\n\n\u003Cp>3.La empresa se hará cargo del costo de transporte al personal que\nhabitualmente utilizan transporte colectivo, los días anteriormente\nseñalados.\u003C\u002Fp>\n\n\u003Cp>4.Las condiciones anteriores sólo se aplicarán al personal de producción\ndirecta.\u003C\u002Fp>\n\n\u003Cp>5.Quienes trabajen más de 6 meses, a cuatro turnos, tendrán un día más\nde libre disposición.\u003C\u002Fp>\n\n\u003Ch3 id=\"L279\">24.Incapacidad permanente total:\u003C\u002Fh3>\n\n\u003Cp>1.Durante la vigencia de este convenio, a quien se le reconozca una\nincapacidad permanente en grado de total, si optara por causar baja en la\nempresa tendrá derecho a una indemnización de 44.500 euros.\u003C\u002Fp>\n\n\u003Cp>2.En el caso de que una persona sea declarada afecta de una incapacidad en\ngrado de absoluta, causará baja en la empresa sin indemnización. No obstante,\nsi dicha incapacidad le es revisada y rebajada al grado de total, se le\naplicará el párrafo anterior a partir de la fecha de efectos de su nueva\nincapacidad.\u003C\u002Fp>\n\n\u003Cp>3.Si una persona que ha cesado en la empresa por habérsele concedido una\nIncapacidad en grado de total, es declarada, como consecuencia de una\nrevisión, no afecta por Incapacidad en ninguno de sus grados, tendrá la\nopción de incorporarse a la empresa. Si optase por la incorporación, la\ncuantía de la indemnización será la cantidad que resultase de abonar 7.000\neuros por cada año de incapacidad o parte proporcional, debiendo devolver el\nresto de la indemnización percibida.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Cp>4.En aquellos casos en que una persona trabajadora, de manera voluntaria y\nno por un procedimiento iniciado de oficio por la Seguridad Social, inicie la\ntramitación de un expediente de incapacidad permanente y cuente con el\nrespaldo de los servicios legales y médicos de la empresa, de los sindicatos o\ndel profesional que elija, y estos servicios consideren necesario que la\npersona permanezca en situación de incapacidad temporal para presentar la\nsolicitud ante el Instituto Nacional de la Seguridad Social (INSS) a través\ndel Equipo de Valoración de Incapacidades (EVI), la empresa complementará las\npercepciones de la persona trabajadora hasta alcanzar el 90 % de su salario\nneto. Este complemento se abonará desde la fecha de presentación de la\nsolicitud y se mantendrá durante todo el periodo de baja, hasta la resolución\ndel expediente por parte del INSS.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1646\">25.Compensación y absorción.\u003C\u002Fh3>\n\n\u003Cp>Lo acordado en este convenio forma un todo único e indivisible en conjunto\ny en cómputo anual, y por lo tanto no podrá ser contemplado aisladamente.\u003C\u002Fp>\n\n\u003Cp>En consecuencia, si por cualquier resolución administrativa o jurídica se\nmodificase, durante la vigencia del convenio, cualquiera de las cláusulas del\nmismo, se entenderá absorbida y compensada la diferencia, con las mejoras que,\nsobre los mínimos legales establecidos, se han pactado en el resto de los\ntemas.\u003C\u002Fp>\n\n\u003Cp>Establecido el principio de unidad e indivisibilidad de las condiciones\npactadas, en el supuesto de que la autoridad laboral en el ejercicio de las\nfacultades que le son propias no aprobase alguno de los pactos del presente\nconvenio, este quedaría sin eficacia práctica debiendo reconsiderarse el\ncontenido en su totalidad.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1649\">26.Plan de igualdad\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Ch3 id=\"L1649\">.\u003C\u002Fh3>\n\n\u003Cp>Se acuerda mantener la comisión de trabajo en las mismas condiciones en las\nque se encuentra actualmente. Esta comisión estará compuesta por una\nrepresentación de cada una de las partes firmantes del convenio de la empresa\ny será la que se encargue de actualizar el plan.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1652\">27.Subcontrataciones.\u003C\u002Fh3>\n\n\u003Cp>Queda incorporado a este convenio, a efectos aplicativos, el acta final de\nconformidad y acuerdo de 20 de mayo de 1998 sobre subcontratas. Dicha acta\ntendrá plena vigencia y será de obligado cumplimiento para las partes, si\nbien, por razones técnicas de formato, no se inserta íntegramente en este\ntexto publicado, permaneciendo archivada y disponible para consulta de las\npartes legitimadas.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1658\">28.Valoración de puestos de trabajo.\u003C\u002Fh3>\n\n\u003Cp>El personal de mano de obra directa, que tenga un contrato indefinido, o sea\nrelevista, se le asignara como mínimo el escalón 10 de la tabla de personal\nde mano de obra directa.\u003C\u002Fp>\n\n\u003Cp>La empresa realizará entrevista, en un plazo de tres meses tras la firma de\neste convenio, a todas las personas con escalón 10 y una antigüedad mayor de\ndos años.\u003C\u002Fp>\n\n\u003Cp>La empresa realizará entrevista, en un plazo máximo de tres meses, se\ndeberá tener en cuenta el número de solicitudes que se produzcan para poder\ncumplir con el plazo de los tres meses, a todas las personas que la soliciten.\nSe garantizará la realización de una entrevista a cada trabajador\u002Fa, como\nmínimo, cada tres años.\u003C\u002Fp>\n\n\u003Cp>Se entregará la matriz de competencias cuando la persona trabajadora así\nlo solicite.\u003C\u002Fp>\n\n\u003Cp>Durante la vigencia del presente convenio se realizará una revisión de los\nescalones de las líneas aplicándose el sistema que se sigue en la\nactualidad.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1662\">29.Código de conducta laboral.\u003C\u002Fh3>\n\n\u003Cp>Se incorpora al artículo 44 del convenio del metal de Gipuzkoa en el\napartado de código de conducta laboral los dos siguientes puntos:\u003C\u002Fp>\n\n\u003Cp>Se considerará como falta leve, el uso inadecuado de dispositivos móviles\nen las instalaciones de la empresa durante la jornada laboral, especialmente\ncuando esta conducta pueda generar riesgos para la seguridad, la salud laboral\no afectar negativamente el desempeño de las funciones asignadas.\u003C\u002Fp>\n\n\u003Cp>La prescripción de las faltas señaladas comenzará a contar a partir de la\nfecha en que la empresa haya realizado la investigación oportuna para conocer\ny esclarecer los hechos ocurridos. En todo caso, dicho plazo no podrá exceder\nde seis meses desde la comisión de la falta.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1666\">30.Excedencia voluntaria retribuida.\u003C\u002Fh3>\n\n\u003Cp>Se buscará la manera adecuada para las dos partes aplicarla.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1670\">31.Denuncia del convenio.\u003C\u002Fh3>\n\n\u003Cp>Quedará automáticamente denunciado este convenio a partir del 1 de\nnoviembre de 2028, pudiéndose iniciar desde esa fecha las negociaciones para\nel convenio que lo sustituya.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1674\">32.Procedimiento de resolución de conflictos PRECO II. \u003C\u002Fh3>\n\n\u003Cp>Ambas partes asumen el acuerdo interconfederal sobre procedimientos\nvoluntarios de resolución de conflictos colectivos (PRECO II) publicado en el\nBOPV número 66, de 4 de abril de 2000, referido a la resolución de los\nconflictos colectivos en el ámbito de la Comunidad Autónoma Vasca, derivados\nde la aplicación de las cláusulas del mismo.\u003C\u002Fp>\n\n\u003Cp>Asimismo, las partes acuerdan solventar de manera efectiva las discrepancias\nque puedan surgir para la no aplicación de las condiciones de trabajo a que se\nrefiere el artículo 82.3 c) del Estatuto de los Trabajadores a los referidos\nprocedimientos voluntarios de resolución de conflictos colectivos (PRECO II),\npara el ámbito de la Comunidad Autónoma Vasca.\u003C\u002Fp>\n\n\u003Cp>Para conflictos que puedan extenderse al ámbito de otras comunidades\nautónomas el sistema extrajudicial de conflictos vigente es el VI ASAC\n(Acuerdo sobre solución autónoma de conflictos laborales), suscrito con fecha\n26 de noviembre de 2020 y publicado en BOE el 23 de diciembre.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1677\">33.Comisión mixta interpretativa del convenio.\u003C\u002Fh3>\n\n\u003Cp>Se constituye una comisión mixta interpretativa del presente convenio\ncompuesta por una representación de cada una de las partes firmantes del\nmismo.\u003C\u002Fp>\n\n\u003Cp>Cuantas dudas y divergencias puedan surgir entre las partes respecto a\ninterpretación o aplicación de sus cláusulas, serán sometidas,\nprioritariamente, al dictamen obligatorio de dicha comisión antes de acudir a\ncualquier otro medio de que puedan valerse las partes, que deberá emitir su\ndictamen en el plazo máximo de 7 días desde la fecha de presentación de la\nconsulta.\u003C\u002Fp>\n\n\u003Cp>En caso de que se produzcan discrepancias en el seno de la comisión mixta\nque no haga posible la emisión de un dictamen por su parte, en cumplimiento de\nlo establecido en el artículo 85.3 e) del Estatuto de los Trabajadores la\ncomisión mixta deberá someter la cuestión objeto de debate, siempre que\npertenezca al ámbito de la Comunidad Autónoma Vasca, a los procedimientos\nvoluntarios de resolución de conflictos colectivos (PRECO II).\u003C\u002Fp>\n\n\u003Cp>Para conflictos que puedan extenderse al ámbito de otras comunidades\nautónomas el sistema extrajudicial de conflictos vigente es el VI ASAC\n(Acuerdo sobre solución \u003C\u002Fp>\n\n\u003Cp>autónoma de conflictos laborales), suscrito con fecha 26 de noviembre de\n2020 y publicado en BOE el 23 de diciembre.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1681\">34.Inaplicación normativa.\u003C\u002Fh3>\n\n\u003Cp>Durante la vigencia de este convenio, la empresa no hará uso del\nprocedimiento establecido en el artículo 82.3 del Estatuto de los Trabajadores\nrespecto al contenido íntegro del convenio, debiendo intentar en su caso la\nposibilidad de renegociar el mismo antes de su vencimiento para lograr otro, o\nla posibilidad de revisión del mismo que prevé el artículo 86.1 ET.\u003C\u002Fp>\n\n\u003Cp>La determinación en su caso de las nuevas condiciones salariales se\nproducirá mediante acuerdo entre la empresa y los\u002Fas representantes del\npersonal y los\u002Fas delegados\u002Fas sindicales.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1685\">35.Normativa supletoria.\u003C\u002Fh3>\n\n\u003Cp>En lo no regulado en el presente convenio colectivo se aplicará lo\ndispuesto en el Convenio colectivo de la Industria Siderometalúrgica de\nGipuzkoa, el Estatuto de los Trabajadores y demás normativa de aplicación.\u003C\u002Fp>\n\n\u003Cp>Tal como establece la legislación vigente, los puntos recogidos en este\nconvenio se consideran tienen prevalencia sobre lo recogido en el Convenio\nprovincial de Gipuzkoa para la industria siderometalúrgica.\u003C\u002Fp>\n\n\u003Ch3 id=\"L343\">36.Igualdad y no discriminación de las personas LGTBI.\u003C\u002Fh3>\n\n\u003Cp>Se desarrollan en el anexo 4, las medidas para la igualdad y no\ndiscriminación de las personas, así como el Protocolo de actuación frente al\nacoso y la violencia contra las personas LGTBI.\u003C\u002Fp>\n\n\u003Ch3 id=\"L347\">37.Medidas de prevención de riesgos específicamente referidas a\nla actuación frente a catástrofes y otros fenómenos meteorológicos\nadversos.\u003C\u002Fh3>\n\n\u003Cp>La Comisión Negociadora deja constancia de que, en cumplimiento de lo\nprevisto en el artículo 85.1 del Estatuto de los Trabajadores, las partes han\nnegociado un protocolo de actuación en materia de prevención de riesgos\nespecíficamente referida a catástrofes y fenómenos meteorológicos adversos.\nDicho protocolo, una vez finalizado y aprobado formalmente, será incorporado a\nla documentación interna de prevención de riesgos laborales y puesto a\ndisposición de la representación legal de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>Y para que así conste y en prueba de conformidad con todo su contenido\nfirman ambas partes en Legazpi a 14 de octubre de 2025.\u003C\u002Fp>\n\n\u003Ch3 id=\"L355\">ANEXO 1 Acuerdo sobre la bolsa de horas\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>1.Bolsa de horas.\u003C\u002Fstrong> Dentro de la jornada ordinaria de\ntrabajo, la Dirección de la empresa podrá disponer de una bolsa de 80 horas\nanuales por cada trabajador\u002Fa con un máximo de 5 sábados o fiestas\nrecuperables, que podrá utilizar tanto para atender emergencias o períodos\npunta de producción, plazos de entrega con márgenes muy estrictos cuyo no\ncumplimiento pueda implicar la pérdida del pedido o del cliente, etc., como en\ncaso contrario en momentos de disminución de actividad por causas del mercado,\ncartera de pedidos, que puedan afectar al normal desarrollo de la empresa.\u003C\u002Fp>\n\n\u003Cp>Esta disponibilidad horaria consiste en:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.El incremento del trabajo (horas de exceso) en\nrelación con el\u002Flos calendario\u002Fs en vigor, durante un determinado período de\ntiempo, y en la reducción del mismo en otro período para la recuperación de\nlas horas trabajadas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.En la cesación o reducción del trabajo (horas\nde defecto) en relación con el\u002Flos calendario\u002Fs en vigor, durante un\ndeterminado período de tiempo, y en el incremento del mismo en otro período\npara la recuperación de las horas no trabajadas.\u003C\u002Fp>\n\n\u003Cp>La utilización de la bolsa de horas tanto en exceso como en defecto, no\npodrá realizarse en domingos, festivos, puentes, vacaciones ni en turnos de\nnoche de los sábados. Tampoco se podrá utilizar, en exceso, a quienes\ntrabajen a cuatro turnos.\u003C\u002Fp>\n\n\u003Cp>Si un festivo recuperable que esté fijado en lunes no se trabaja, tampoco\nse trabajará el sábado de esa misma semana.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Personal afectado.\u003C\u002Fstrong> La determinación de las personas\nsujetas a la disponibilidad horaria será atribución de la Dirección de la\nempresa:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.Quedarán afectadas las personas que trabajen en\nese momento en los centros de trabajo, secciones o departamentos en que sea\nnecesario la utilización de la bolsa de horas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.Si la necesidad de la bolsa de horas en los\ncentros afectados no es total, se determinarán las personas afectadas\nestableciendo preferentemente un proceso rotativo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3.La Dirección de la empresa se hará cargo del\ncoste del transporte de quienes deban desplazarse por la utilización de la\nbolsa de horas, y utilizan habitualmente el transporte colectivo.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.Notificación.\u003C\u002Fstrong> La Dirección de la empresa deberá\ncomunicar con 120 horas de antelación a la representación sindical y a\nquienes les afecte, las razones que justifiquen la utilización de la bolsa de\nhoras.\u003C\u002Fp>\n\n\u003Cp>Ante situaciones excepcionales se convocará a la comisión de seguimiento\ncon objeto de reducir el plazo de notificación.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4.Reducción de horas.\u003C\u002Fstrong> La reducción de horas con relación\nal calendario en vigor podrá adoptar la forma de:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.Supresión de jornadas laborales establecidas en\nel calendario en vigor.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.Disminución de la duración de la jornada\nlaboral en una hora, independientemente de si la persona está a turnos o a\njornada partida.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5.Incremento de horas.\u003C\u002Fstrong> El incremento de horas con relación\nal calendario en vigor, podrá adoptar la forma de:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.Incremento de jornadas laborales establecidas en\nel calendario en vigor. En caso de trabajarse en sábados o fiestas\nrecuperables, no podrá hacerse en jornada inferior a 4 horas ni superior a 8\nhoras.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.Ampliación de la duración de la jornada laboral\nen una hora en el caso de personal a jornada partida o a un turno.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3.Incremento a jornadas de 8 horas de aquellas que\npor calendario tengan la jornada inferior a ésta.\u003C\u002Fp>\n\n\u003Cp>Si fuera necesario el incremento de horas en un periodo en que coincidan\nviernes con jornada inferior a 8 horas en el calendario en vigor, se\ncompletarán primero las jornadas de los viernes antes de hacer uso de los\nsábados de esa misma semana.\u003C\u002Fp>\n\n\u003Cp>No se podrán fijar duraciones del trabajo semanal superiores a 53 horas por\nmás de 6 semanas sin pausa intermedia, pudiendo reinstaurarse una vez\ntranscurrido un mes con jornada no ampliada.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>6.Regularización de la bolsa de horas.\u003C\u002Fstrong> Las horas de exceso\no de defecto se regularizarán en un plazo de doce meses desde la fecha de su\nrealización o reducción. Si las horas de defecto no se hubieran podido\nregularizar en los doce meses estipulados estas serán abonadas en la siguiente\nnómina.\u003C\u002Fp>\n\n\u003Cp>Las horas trabajadas o descansadas en la primera quincena del mes se\nregularizarán antes del día 1 del duodécimo mes.\u003C\u002Fp>\n\n\u003Cp>Las horas trabajadas o descansadas en la segunda quincena del mes se\nregularizarán no más tarde del último día del doceavo mes.\u003C\u002Fp>\n\n\u003Cp>La decisión sobre la modalidad de regularización a aplicar (horas o\njornadas completas) corresponde a la Dirección de la empresa y se comunicará\npersonalmente a las personas afectadas con 5 días naturales de antelación.\nAsí mismo se informará mensualmente a la comisión de seguimiento.\u003C\u002Fp>\n\n\u003Cp>Cuando se pretenda disfrutar de forma consecutiva 40 horas o más, se\ntratará de conciliar los intereses de las personas afectadas y los de la\nDirección de la empresa.\u003C\u002Fp>\n\n\u003Cp>Cuando las horas de exceso se hayan trabajado en jornadas completas, el\ndisfrute de las mismas se hará en jornadas no inferiores a 4 horas. \u003C\u002Fp>\n\n\u003Cp>Las horas de exceso caducadas serán disfrutadas en un periodo máximo de 6\nmeses, a elección del\u002Fa trabajador\u002Fa. La empresa informará, a cada\ntrabajador\u002Fa, de las horas caducadas positivas.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>7.Averías.\u003C\u002Fstrong> En caso de producirse una avería que impida el\nnormal desarrollo de las actividades productivas en una máquina o instalación\ny cuya resolución se estime que vaya a durar más de un turno, se dará\nocupación al personal afectado, en otros puestos de trabajo durante el tiempo\nque dure la reparación o hasta el final de su jornada laboral. En caso de que\nse prevea que la avería va a persistir durante los turnos siguientes, se\npodrá avisar a quienes componen dichos turnos con dos horas de antelación\ncomo mínimo para que no se incorporen al trabajo. La recuperación de las\nhoras no trabajadas se realizará en los términos recogidos en el capítulo\n«Regularización de la bolsa de horas».\u003C\u002Fp>\n\n\u003Cp>Si no se les pudiera avisar en el plazo establecido y se les informará una\nvez que estén en la empresa, la Dirección podrá darles ocupación hasta\ncompletar su jornada laboral. Si esto no fuese posible se le abonará el\nequivalente a una hora sin prima.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>8.Modalidad de pago.\u003C\u002Fstrong> En el caso de la utilización de la\nbolsa de horas, el pago se efectuará de la siguiente forma:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.Las horas de defecto se abonarán como horas\nordinarias.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.Las horas de exceso se abonará la prima, y si\nson en sábado o fiesta recuperable se abonará el plus definido en el\nartículo 21 del convenio de empresa.\u003C\u002Fp>\n\n\u003Cp>La presente modalidad de pago se mantendrá vigente mientras la\nremuneración mensual del personal sea por horas.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>9.Regularización de incapacidad transitoria.\u003C\u002Fstrong> Con carácter\ngeneral, las horas correspondientes a cada día de IT serán las que\ncorrespondan al calendario en vigor.\u003C\u002Fp>\n\n\u003Cp>A efectos de cómputo en la cuenta horaria individual se computarán el\nmismo número de horas que el que se abone como IT.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>10.Licencias.\u003C\u002Fstrong> Cuando alguien perteneciente a la plantilla\ntuviese que asistir a una boda o bautizo o primera comunión de un hermano\u002Fa,\nhijo\u002Fa, nieto\u002Fa o sobrino\u002Fa o también a una boda de padres y\u002Fo madres, y\ncoincidiese dicha celebración con un día que le correspondiese trabajar\ndebido a la disponibilidad, disfrutará de un día de permiso que será\nretribuido.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>11.Comisión de seguimiento de la bolsa de horas.\u003C\u002Fstrong> Se\nconstituye una comisión de seguimiento de la bolsa de horas compuesta por una\nrepresentación de cada una de las partes firmantes del presente convenio.\u003C\u002Fp>\n\n\u003Cp>Cuantas dudas y divergencias puedan surgir entre las partes respecto a\ninterpretación o aplicación de sus cláusulas, serán sometidas,\nprioritariamente, al dictamen obligatorio de dicha comisión antes de acudir a\ncualquier otro medio de que puedan valerse las partes.\u003C\u002Fp>\n\n\u003Ch3 id=\"L437\">ANEXO 2 Contrato de relevo\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>Acuerdo sobre jubilación parcial con contrato de relevo:\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Este acuerdo sobre jubilación parcial afecta a las siguientes empresas:\u003C\u002Fp>\n\n\u003Cp>Bellota Herramientas, SLU, centros de trabajo de Legazpi (Guipúzcoa) y\nOlloqui (Navarra).\u003C\u002Fp>\n\n\u003Cp>Bellota Agrisolutions, SLU, centro de trabajo de Legazpi (Guipúzcoa).\u003C\u002Fp>\n\n\u003Cp>Primero. Durante la vigencia de este convenio de empresa, se aplicará la\nnormativa en vigor sobre contratos de relevo.\u003C\u002Fp>\n\n\u003Cp>Siempre que las condiciones económicas o laborales lo permitan y exista\nacuerdo entre las partes, la aplicación del contrato de relevo se ajustará a\nlo establecido en la legislación vigente.\u003C\u002Fp>\n\n\u003Cp>Segundo. La Dirección fijará, cada año, la distribución de la jornada\nanual, a trabajar, en la parte correspondiente de su contrato a tiempo\nparcial.\u003C\u002Fp>\n\n\u003Cp>Tercero. La Dirección formalizará el contrato de la persona relevista a\njornada completa.\u003C\u002Fp>\n\n\u003Cp>El cómputo del tiempo de trabajo acumulado comenzará a partir de la\nformalización efectiva del contrato de jubilación parcial, conforme a los\nrequisitos y procedimientos regulados por la normativa aplicable.\u003C\u002Fp>\n\n\u003Ch3 id=\"L457\">ANEXO 3\u003C\u002Fh3>\n\n\u003Cp>Queda incorporado a este convenio el acta final de mediación de conformidad\nde fecha 14 de diciembre de 1999 en relación con los cambios de turnos de\ntrabajo y trabajo a cuatro relevo, donde se recoge que las modificaciones de\nlas condiciones de trabajo que se produzcan deberán cumplir los siguientes\nrequisitos:\u003C\u002Fp>\n\n\u003Cp>1.Cuando la decisión empresarial modificativa se refiera a los supuestos\ncontemplados en el artículo 23 del referido convenio, 4.° turno, la\ncomunicación a los trabajadores afectados y al Comité de Empresa se\nrealizará con 120 horas de antelación a su efectividad.\u003C\u002Fp>\n\n\u003Cp>2.En los demás casos, la comunicación a los afectados y a la\nrepresentación de los trabajadores se hará con 72 horas de antelación a su\nefectividad.\u003C\u002Fp>\n\n\u003Cp>3.En todos los casos, la información referida al Comité de empresa habrá\nde plasmarse por escrito, con exposición argumentada y suficientemente\ndetallada de las razones que motivan la decisión empresarial.\u003C\u002Fp>\n\n\u003Cp>4.Una vez iniciada la semana natural, no podrán realizarse los cambios a\nque se refiere la presente propuesta, salvo circunstancias excepcionales. Para\nhacer uso de la excepcionalidad referida la Dirección de la empresa deberá\nconvocar previamente al Comité de empresa a fin de exponerle los motivos del\ncambio y la razonabilidad del mismo.\u003C\u002Fp>\n\n\u003Cp>5.Se consideran circunstancias excepcionales a los citados efectos las\nsiguientes:\u003C\u002Fp>\n\n\u003Cp>a)Averías.\u003C\u002Fp>\n\n\u003Cp>b)Bajas por enfermedad y accidente.\u003C\u002Fp>\n\n\u003Cp>c)Falta o retraso de suministros o servicios por parte de los proveedores,\nacreditada. d) Pedidos urgentes en el mismo tiempo o de cantidades inusuales,\nacreditados.\u003C\u002Fp>\n\n\u003Cp>e)Causas de fuerza mayor (suministros energéticos, situaciones\natmosféricas, etc...).\u003C\u002Fp>\n\n\u003Ch3 id=\"L483\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Ch3 id=\"L483\">ANEXO 4 Procedimiento actuación ante posibles casos de acoso\nsexual, sexista y orientación sexual, identidad sexual o expresión de género\nen el trabajo\u003C\u002Fh3>\n\n\u003Cp>Indice:\u003C\u002Fp>\n\n\u003Cp>1.Objeto.\u003C\u002Fp>\n\n\u003Cp>2.Alcance.\u003C\u002Fp>\n\n\u003Cp>3.Definición:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Acoso sexual.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Acoso sexista.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Acoso por orientación sexual, identidad sexual o\nexpresión de género.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Acoso por razón de sexo. \u003C\u002Fp>\n\n\u003Cp>4.Actividades:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a.Detección.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b.Investigación y evaluación del presunto\nacoso.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.Procedimiento informal.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.Procedimiento formal.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c.Fase de intervención.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">d.Seguimiento de la intervención.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">5.Difusión.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">6.Revisión y seguimiento.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">7.Tipificación de las faltas.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1.Objeto\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El objeto de este procedimiento es definir las pautas de actuación ante una\nposible situación de acoso sexual, sexista y por orientación sexual,\nidentidad sexual o expresión de género (colectivo LGTBI), según las\nnormativas vigentes Convenio 190 de la OIT sobre la eliminación de la\nviolencia y el acoso en el mundo del trabajo y Ley Orgánica 3\u002F2007, de 22 de\nmarzo, para la igualdad efectiva de mujeres y hombres; Real Decreto 901\u002F2020,\nde 13 de octubre, sobre planes de igualdad; Ley 31\u002F1995, de 8 de noviembre, de\nPrevención de Riesgos Laborales, entre otras.\u003C\u002Fp>\n\n\u003Cp>Adoptar una política de tolerancia cero frente al acoso en todas sus\nformas. Comprometernos a promover un entorno laboral seguro, inclusivo y\nrespetuoso, donde todas las personas se sientan valoradas. Además, garantizar\nla protección de las víctimas y una respuesta efectiva ante cualquier\nsituación de acoso, asegurando que se investigue y se actúe con diligencia.\nEste compromiso refleja nuestros valores de respeto y cuidado mutuo y da\nrespuesta a las acciones contempladas en el I Plan de Igualdad de Bellota\n(conforme al artículo 46.2 de la Ley Orgánica 3\u002F2007).\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Alcance\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Aplica a todas las personas vinculadas a Bellota Herramientas y Bellota\nAgrisolutions: plantilla, personal de contratas, subcontratas, que colaboren\ncon la organización.\u003C\u002Fp>\n\n\u003Cp>-Abarca cualquier espacio relacionado con la actividad laboral,\nincluyendo:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Centros de trabajo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Espacios de descanso, vestuarios, comedores y\naseos.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Desplazamientos, viajes y alojamientos\nrelacionados con el trabajo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Eventos sociales, formativos o corporativos.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Entornos digitales, etc.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Definición\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Acoso sexual:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El acoso sexual se define como «toda conducta de naturaleza sexual,\ndesarrollada en el ámbito de organización y dirección de un empresario o\nempresaria en relación o como consecuencia de una relación de trabajo o de\notro tipo, respecto de la que la posición de la víctima determina una\ndecisión que afecta al empleo o a las condiciones de trabajo de ésta o que,\nen todo caso, tiene como objetivo o como consecuencia crearle un entorno\nlaboral ofensivo, hostil, intimidatorio o humillante, poniendo en peligro su\nempleo».\u003C\u002Fp>\n\n\u003Cp>Pueden constituir acoso sexual los siguientes comportamientos:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Observaciones sugerentes y desagradables, chistes\no comentarios sobre la apariencia o aspecto y abusos verbales deliberados de\ncontenido libidinoso.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Invitaciones impúdicas o comprometedoras.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Uso de imágenes o posters pornográficos en los\nlugares y herramientas de trabajo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Gestos obscenos.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Contacto físico innecesario, rozamientos.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Observación clandestina de personas en lugares\nreservados, como los servicios o vestuarios.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Demandas de favores sexuales acompañados o no de\npromesas explícitas o implícitas de trato preferencial o de amenazas en caso\nde no acceder a dicho requerimiento (chantaje sexual, quid pro quo o de\nintercambio).\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Agresiones físicas.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Acoso sexista:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Constituye acoso sexista o acoso por razón de sexo «toda conducta gestual,\nverbal, comportamiento o actitud, realizada tanto por superiores jerárquicos,\ncomo por compañeros o compañeras o inferiores jerárquicos, que tiene\nrelación o como causa los estereotipos de género, que atenta por su\nrepetición o sistematización contra la dignidad y la integridad física o\npsíquica de una persona, que se produce en el marco de organización y\ndirección empresarial, degradando las condiciones de trabajo de la víctima y\npudiendo poner en peligro su empleo, en especial, cuando estas actuaciones se\nencuentren relacionadas con las situaciones de maternidad, paternidad o de\nasunción de otros cuidados familiares».\u003C\u002Fp>\n\n\u003Cp>Pueden constituir conductas acosadoras:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Las descalificaciones públicas y reiteradas sobre\nla persona y su trabajo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Los comentarios continuos y vejatorios sobre el\naspecto físico, la ideología o la opción sexual.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Impartir órdenes contradictorias y por tanto\nimposibles de cumplir simultáneamente.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Impartir órdenes vejatorias.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Las actitudes que comporten vigilancia extrema y\ncontinua.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-La orden de aislar e incomunicar a una persona.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-La agresión física.\u003C\u002Fp>\n\n\u003Cp>Acoso por orientación sexual, identidad sexual o expresión de género:\u003C\u002Fp>\n\n\u003Cp>Constituye acoso por orientación sexual, identidad sexual o expresión de\ngénero cualquier comportamiento realizado por la orientación, identidad o\nexpresión referidas, con el propósito o el efecto de atentar contra su\ndignidad y de crear un entorno intimidatorio, degradante, humillante u ofensivo\ny este se produzca en el lugar y\u002Fo centro de trabajo y durante la jornada y\nhorario laboral. También podrán considerarse constitutivas de acoso, aquellas\nconductas que aun quedando fuera del entorno laboral, entendidos como lugar y\ntiempo de trabajo, se produzcan en eventos o reuniones entre personas en las\nque exista una vinculación laboral y\u002Fo subordinación laboral.\u003C\u002Fp>\n\n\u003Cp>A modo de ejemplo, y sin ánimo de exhaustividad, pueden constituir\nsupuestos de acoso por orientación sexual, identidad sexual o expresión de\ngénero las siguientes conductas:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Conductas discriminatorias con motivo de la\norientación sexual, identidad sexual o expresión de género.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Ridiculizar y despreciar las capacidades,\nhabilidades y potencial intelectual de alguien por razón de su orientación\nsexual, identidad sexual o expresión de género, como por ejemplo la\nutilización de comentarios descalificativos basados en generalizaciones\nofensivas a colectivos de diversidad sexual. \u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Trato desfavorable o desigual a las personas por\nsu orientación sexual, identidad sexual o expresión de género.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Los comentarios directos, o a terceros, que no\nrespetan la identidad sexual o de género (por ejemplo, decirle a una persona\ntransgénero que su apariencia o el pronombre por el que prefiere que la llamen\nson inaceptables).\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Acoso por razón de sexo:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Conforme al artículo 7.2 de la Ley Orgánica 3\u002F2007, de 22 de marzo, para\nla igualdad efectiva de mujeres y hombres, el acoso por razón de sexo se\ndefine como: «Cualquier comportamiento, realizado en función del sexo de una\npersona, con el propósito o el efecto de atentar contra su dignidad y de crear\nun entorno intimidatorio, degradante u ofensivo».\u003C\u002Fp>\n\n\u003Cp>Ejemplos de conductas sancionables incluyen:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Comentarios, gestos o actitudes ofensivas\nrelacionados con el sexo o género de una persona.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Trato discriminatorio que dificulte el acceso a\nderechos, oportunidades o recursos laborales.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Insinuaciones, burlas o acciones que menosprecien\na una persona por razones de sexo o género.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4.Actividades\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El procedimiento está formado por cuatro procesos, siguiendo el esquema\nestablecido para la actuación ante posibles casos de acoso moral, aprobado en\nsu día por el Comité de prevención y salud laboral de Bellota.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>A)Detección:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El proceso puede iniciarse a través de una sospecha de acoso por parte del\nservicio de prevención o Comisión de Igualdad, detección de altos índices\nen la evaluación de riesgos psicosociales o bien por denuncia directa de\nalgún miembro de Bellota (la denuncia la puede realizar la propia persona\nafectada o bien un tercero que sea testigo de la situación).\u003C\u002Fp>\n\n\u003Cp>La denuncia se podrá dirigir directamente al Canal de Denuncia verbalmente\n(teléfono 900 868 514) y\u002Fo por escrito (email: ingtil@signius.com). El Canal\nde Denuncia dará traslado de la denuncia a la Dirección de Recursos\nHumanos.\u003C\u002Fp>\n\n\u003Cp>Sin perjuicio de lo anterior, la denuncia también se podrá dirigir a:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)Directamente al Servicio médico.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)Responsable directo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c)Recursos Humanos.\u003C\u002Fp>\n\n\u003Cp>La persona receptora será acordada entre la comisión de igualdad y el\nComité de seguridad y salud laboral o de cualquier otro órgano o servicio que\nse considere oportuno y se denominará comisión de investigación (en adelante\nComisión). En el caso de Bellota, estará integrado por el Comité de\nseguridad y el Servicio Médico, tal y como está previsto para los casos de\nacoso moral.\u003C\u002Fp>\n\n\u003Cp>Su identidad se dará a conocer a todo el personal de la empresa, así como\nla forma en que se podrá contactar con ella y además esta persona recibirá\nformación previa en materia de género.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B)Investigación y evaluación del presunto acoso:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En este apartado, y siguiendo las recomendaciones establecidas en la\nPropuesta de protocolo elaborada por Emakunde se establecen dos posibles\nprocedimientos:\u003C\u002Fp>\n\n\u003Cp>1.Procedimiento informal: en los supuestos en que las actuaciones de acoso\nsean calificables de leves, la Comisión iniciará un procedimiento\nconfidencial y rápido de la confirmación de la veracidad de la denuncia,\npudiendo para ello acceder a cualquier lugar de la empresa y en cualquier\nmomento y recabar las declaraciones de quien considere necesario.\u003C\u002Fp>\n\n\u003Cp>Una vez convencida de la existencia de indicios que doten de veracidad la\ndenuncia presentada, entrará en contacto de forma confidencial, con la persona\ndenunciada, sola o en compañía de la persona denunciante, a elección de\nesta, para manifestarle la existencia de una queja sobre su conducta y las\nresponsabilidades disciplinarias en que, de ser ciertas y de reiterarse las\nconductas denunciadas, la persona denunciada podría incurrir. La persona\ndenunciada podrá ofrecer las explicaciones que considere convenientes.\u003C\u002Fp>\n\n\u003Cp>El objetivo del procedimiento informal será resolver el problema\nextraoficialmente. Se desarrollará en un plazo máximo de siete días\nlaborables, partiendo de la credibilidad de la persona denunciante y\nprotegiendo la confidencialidad del procedimiento y dignidad de las\npersonas.\u003C\u002Fp>\n\n\u003Cp>Del resultado del procedimiento informal la Comisión dará conocimiento\ninmediato a la Dirección de la empresa y a la representación del personal,\ntanto unitaria como sindical y específica en materia de prevención de riesgos\nlaborales. También dará conocimiento inmediato, en su caso, a la comisión de\nigualdad.\u003C\u002Fp>\n\n\u003Cp>2.Procedimiento formal: cuando las actuaciones denunciadas pudieran ser\nconstitutivas de acoso grave o muy grave o en el supuesto de que la persona\ndenunciante no se considere satisfecha en la solución ofrecida podrá plantear\nuna denuncia formal con la finalidad de dilucidar las eventuales\nresponsabilidades disciplinarias de la persona denunciada.\u003C\u002Fp>\n\n\u003Cp>La denuncia podrá ser oral o escrita y se realizará ante la Comisión, que\ndeberá garantizar la máxima seriedad y confidencialidad de la misma.\u003C\u002Fp>\n\n\u003Cp>La Comisión comunicará a la Dirección de la empresa la situación, para\nque ésta adopte, si así se considera, medidas cautelares. Al mismo tiempo se\nofrecerá información a la comisión de igualdad.\u003C\u002Fp>\n\n\u003Cp>La Comisión notificará la existencia de la denuncia a la persona\ndenunciada.\u003C\u002Fp>\n\n\u003Cp>En el plazo máximo de 10 días laborables contados a partir de la\npresentación de la denuncia, la Comisión elaborará y aprobará un informe\nsobre el supuesto de acoso investigado con los siguientes términos:\nconclusiones, circunstancias agravantes o atenuantes observadas y propuesta de\nmedidas disciplinarias.\u003C\u002Fp>\n\n\u003Cp>Este informe se trasladará a la Dirección y la comisión de igualdad.\u003C\u002Fp>\n\n\u003Cp>Se garantizará que no se produzcan represalias contra las personas que\ndenuncien, atestigüen, ayuden o participen en la investigación por acoso.\u003C\u002Fp>\n\n\u003Cp>Si la Comisión no fuera capaz de acumular las pruebas necesarias para que\nla denuncia pueda ser declarada fundada, la persona denunciante no podrá ser\nobligada a trabajar contra su voluntad con la persona denunciada. La Dirección\nde la empresa estará obligada a facilitar el cambio de puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>Para la realización de la investigación, se consideran válidos el\n«Compromiso de Confidencialidad» y la «Toma de datos, entrevistas con los\nimplicados» recogidos en el documento «Informe de investigación de posibles\ncasos de acoso» aprobado en su día.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>C)Fase de intervención.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El objeto de esta fase es evitar que pueda volver a repetirse la situación\nde acoso y reponer los daños que haya podido sufrir la víctima, estudiándose\nen su caso, la posibilidad de que sea ayudada por servicios externos\nespecializados. \u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>D)Seguimiento de la intervención.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En esta fase se realizará un seguimiento y una valoración sobre la\neficacia de las medidas adoptadas. Además, la Comisión llevará el control de\nlas denuncias presentadas realizando un informe cada dos años.\u003C\u002Fp>\n\n\u003Cp>Se informará a las posibles víctimas de los servicios públicos\ndisponibles en la comunidad.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5.Difusión\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Para garantizar que toda la plantilla conozca el Protocolo contra el Acoso,\nimplementaremos un plan integral de comunicación, que incluye las siguientes\nacciones:\u003C\u002Fp>\n\n\u003Cp>1.Materiales divulgativos: Oraintxe, Bellota berriak y tablón digital:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Distribución de carteles informativos en áreas\ncomunes de la empresa.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Vídeos con guías prácticas en formato digital\nque expliquen cómo identificar y denunciar situaciones de acoso.\u003C\u002Fp>\n\n\u003Cp>2.Formación específica:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Cursos dirigidos a responsables y equipos clave\npara asegurar su capacidad de detectar y actuar frente a situaciones de\nacoso.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Formación general para toda la plantilla, con\nejemplos prácticos y herramientas para fomentar un entorno respetuoso y libre\nde acoso.\u003C\u002Fp>\n\n\u003Cp>Estas acciones nos permitirán reforzar la comprensión, el compromiso y la\neficacia del protocolo en toda la organización.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>6.Revisión y seguimiento\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Revisión periódica (anual o cuando existan cambios normativos).\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>7.Tipificación de las faltas\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>\u003Cstrong>Se considerarán muy graves las siguientes\nfaltas:\u003C\u002Fstrong>\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.El chantaje sexual, es decir, el condicionamiento\ndel acceso al empleo, de una condición de empleo o del mantenimiento del\nempleo, a la aceptación, por la víctima de un favor de contenido sexual,\naunque la amenaza explícita o implícita en ese acondicionamiento no se llegue\na cumplir de forma efectiva.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.El acoso, es decir, la creación de un entorno\nlaboral intimidatorio, hostil o humillante, cuando, por la gravedad del hecho y\ndemás circunstancias concurrentes merezca, en atención al principio de\nproporcionalidad, la consideración de incumplimiento muy grave. Se\nconsiderará en todo caso muy grave la agresión física.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3.La adopción de represalias contra las personas\nque denuncien, atestigüen, ayuden o participen en investigaciones de acoso, al\nigual que sobre las personas que se opongan a cualquier conducta de este tipo,\nya sea sobre sí mismas o frente a terceras personas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">4.Los hechos constitutivos de delito después de\ndictarse sentencia judicial condenatoria de la persona denunciada.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>\u003Cstrong>Se considerarán graves las siguientes faltas:\u003C\u002Fstrong>\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.Invitaciones impúdicas o comprometedoras.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.Gestos obscenos dirigidos a compañeros o\ncompañeras.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3.Contacto físico innecesario, rozamientos.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">4.Observación clandestina de personas en lugares\nreservados, como servicios o vestuarios.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">5.Realización descalificaciones públicas y\nreiteradas sobre la persona y su trabajo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">6.Comentarios continuos y vejatorios sobre el\naspecto físico, la ideología o la opción sexual.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">7.La impartición de órdenes contradictorias y por\nlo tanto imposibles de cumplir simultáneamente.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">8.La impartición de órdenes vejatorias.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">9.Las actitudes que comporten vigilancia extrema y\ncontinua.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">10.La orden de aislar e incomunicar a una\npersona.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">11.Cualquier otra del mismo grado de gravedad.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>\u003Cstrong>Se considerarán leves las siguientes faltas:\u003C\u002Fstrong>\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.Observaciones sugerentes y desagradables, chistes\no comentarios sobre la apariencia o aspecto y abusos verbales deliberados de\ncontenido libidinoso.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.Uso de imágenes o pósters pornográficos en los\nlugares y herramientas de trabajo siempre que no se consideren faltas\ngraves.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L739\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch3 id=\"L739\">Tabla 1. Personal MOD. Vigencia 1 de enero de 2025\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Plus trabajos nocturnos: 20 % salario real fijo + antigüedad.\u003C\u002Fp>\n\n\u003Cp>Turno de noche: 7,70 euros plus voluntario por jornada superior a 4\nhoras.\u003C\u002Fp>\n\n\u003Cp>Jornada normal: 1592 horas (2 y 3 turnos incluidos 15 m. descanso\nretribuido).\u003C\u002Fp>\n\n\u003Cp>Domingos y fiestas NR = 10,9470 euros.\u003C\u002Fp>\n\n\u003Cp>Retrib. dominical hora = 0,31287 euros.\u003C\u002Fp>\n\n\u003Cp>Horas compensadas:\u003C\u002Fp>\n\n\u003Cp>Laborables (1): columna A + antigüedad + 10,4280 euros.\u003C\u002Fp>\n\n\u003Cp>Sábado (2): (columna C + antigüedad \u002F 1592 + 42 %.\u003C\u002Fp>\n\n\u003Cp>Domingo: (columna C + antigüedad \u002F 1592 + 66 %.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:-.05pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"80\" rowspan=\"3\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Escalones\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\" colspan=\"2\" style=\"width:118.8pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Importes\n        hora\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"291\" colspan=\"3\" style=\"width:218.35pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Importes\n        año\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"79\" style=\"width:59.5pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Salario\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.3pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Prima\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" rowspan=\"2\" style=\"width:59.5pt;padding:0cm .5pt 0cm .5pt;   height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">C\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">D\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">E\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.5pt\">\n      \u003Ctd width=\"79\" style=\"width:59.5pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">A\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.3pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">B\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">B*5,8315*(273 +\n        30)\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">C+D\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">9\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:13.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">13,1961\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">4,7125\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">27.950,39\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" 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:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">8.326,73\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:59.75pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:9.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">36.277,12\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">10\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:13.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">13,4158\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">4,9069\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">28.415,45\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" 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:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">8.670,22\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:59.75pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:9.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">37.085,67\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">11\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:13.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">13,6356\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">5,1235\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">28.880,74\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" 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:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">9.052,94\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:59.75pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:9.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">37.933,68\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">12\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:13.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">13,8775\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">5,3429\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">29.392,80\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" 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:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">9.440,61\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:59.75pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:9.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">38.833,41\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">13\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:13.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">14,1215\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">5,5794\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">29.909,31\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" 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:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">9.858,49\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:59.75pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">39.767,80\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">14\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:13.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">14,3875\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">5,8200\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">30.472,38\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" 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:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">10.283,62\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:59.75pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:9.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">40.756,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">15\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:13.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">14,6555\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">6,0852\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">31.039,70\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" 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:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">10.752,21\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:59.75pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:9.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">41.791,91\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:59.75pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">16\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.5pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:13.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">14,9463\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.3pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">6,3400\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.5pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">31.655,27\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.1pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">11.202,43\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:59.75pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">42.857,70\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003Cspan style=\"font-size: 10pt\">(1) Incluidos sábados.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp style=\"font-size: 10pt\">(2) Solo personal de mantenimiento a partir de las\n14 h.\u003C\u002Fp>\n\n\u003Cp style=\"font-size: 10pt\">\u003Cspan style=\"font-size: 10pt\">27271,67 + 678,71 =\n27950,39\u003C\u002Fspan>Explicación escalón 9 (columna C): 13,1961 - 0,31287 = 12,8832\n1592 + (3 * 30 * 5,83150) = 2116,84 12,8832 * 2116,84 = 27271,67 10,9470 * 62 =\n678,71\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"80\" rowspan=\"3\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Escalones\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\" colspan=\"2\" style=\"width:118.8pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Importes\n        hora\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"291\" colspan=\"3\" style=\"width:218.35pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Importes\n        año\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"79\" style=\"width:59.5pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Salario\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.3pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Prima\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" rowspan=\"2\" style=\"width:59.5pt;padding:0cm .5pt 0cm .5pt;   height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">C\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">D\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">E\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.5pt\">\n      \u003Ctd width=\"79\" style=\"width:59.5pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">A\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.3pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">B\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">B*5,8315*(273 +\n        30)\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">C+D\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">17\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">15,2502\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">6,6310\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">32.298,58\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" 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:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">11.716,61\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:59.75pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">44.015,19\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">18\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">15,5738\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">6,9219\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">32.983,58\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" 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:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">12.230,61\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:59.75pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:9.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">45.214,19\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">19\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">15,9105\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">7,2241\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">33.696,32\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" 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:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">12.764,58\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:59.75pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:9.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">46.460,90\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">20\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">16,2595\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">7,5617\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">34.435,10\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" 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:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">13.361,10\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:59.75pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:9.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">47.796,20\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">21\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.5pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">16,6434\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.3pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">7,9071\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.5pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">35.247,75\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:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">13.971,41\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:9.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">49.219,16\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003Cspan style=\"font-size: 10pt\">Explicación escalón 9 (columna C): 13,1961 -\n0,31287 = 12,8832 1592 + (3 * 30 * 5,83150) = 2116,84 12,8832 * 2116,84 =\n27271,67 10,9470 * 62 = 678,71\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"font-size: 10pt\">27271,67 + 678,71 = 27950,39\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 id=\"L857\">Tabla de retribuciones mínimas 2025. Año 2025\u003C\u002Fh3>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:-.05pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"318\" rowspan=\"3\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Categorías\n        profesionales\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">A 100\n        UC\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Sal.\n        base\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.5pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">A\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Personal\n        Obrero\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Peón ord. y\n        Especialista.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">17,86\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Mozo\u002Fa Esp. de\n        Almacén.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">17,86\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Profesión. Siderur.\n        1.\u003Csup>a\u003C\u002Fsup>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">19,81\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Profesion. Siderur.\n        2.a\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">19,03\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Profesion. Siderur.\n        3.a\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">17,90\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Oficial\u002Fa de\n        1.a\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">20,52\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Oficial\u002Fa de\n        2.a\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">19,40\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Oficial de\n        3.a\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">18,03\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Personal\n        Subalterno\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Listero\u002Fa.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">557,30\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Almacenero\u002Fa.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">557,30\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Chofer camión y\n        turismo.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">595,67\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Guarda\n        Jurado.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">545,31\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Vigilante.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">540,66\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Ordenanza.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">540,66\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Portero\u002Fa.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">540,66\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Enfermero\u002Fa.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">540,66\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Dependiente\u002Fa\n        Economato.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">557,30\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Telefonista.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">559,72\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\"> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"318\" rowspan=\"3\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Categorías\n        profesionales\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">A 100\n        UC\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Sal.\n        base\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.5pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">A\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">P\n        Administrativo\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Jefe\u002Fa de\n        1.\u003Csup>a\u003C\u002Fsup>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">859,48\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Jefe\u002Fa de\n        2.a\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">792,72\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Oficial\u002Fa de\n        1.a\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">695,19\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Oficial\u002Fa de\n        2.a\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">629,59\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Auxiliar.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">550,08\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Viajante.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">695,19\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">P Técnico\n        Titulado\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Ingenieros\u002Fas,\n        Arquitectos\u002Fas y Licenciados\u002Fas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">1.129,61\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Peritos y\n        Aparejadores\u002Fas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">1.051,60\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Los\u002Fas mismos\u002Fas con\n        respons.tec.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">1.078,42\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Maestros\n        Industriales.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">767,66\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Graduados\u002Fas\n        Sociales.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">855,87\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Asistentes\n        Sociales.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">855,87\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Ayudante Téc.\n        Sanitario.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">1.051,60\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\"> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_table_selection_txt\">\u003C\u002Fdiv>\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:-.05pt;border-collapse:collapse\">\n  \u003Cthead>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"318\" rowspan=\"1\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;    border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;    padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Fthead>\u003Cthead>\u003Ctr style=\"height:18.7pt\">\u003Ctd width=\"318\" rowspan=\"1\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;    border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;    padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Categorías\n        profesionales\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;    border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;    padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;    line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Sal.\n        base\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Fthead>\n  \u003Ctbody>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">A\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:84.0pt;text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">P Técn. de\n        Taller\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Jefe\u002Fa de\n        taller.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">855,87\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Maestro\u002Fa de\n        taller.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">714,73\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Maestro de\n        segunda.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">689,32\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Contramaestre.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">714,73\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Encargado\u002Fa.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">673,46\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Capataz\n        Especialista.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">609,64\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Capataz Peón\n        ordinar.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">547,70\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">P Técn. de\n        Oficina\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Delineante\n        Proyectista.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">813,84\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Dibujante\n        proyectista.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">813,84\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Delineante de\n        1.a\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">695,19\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Delineante de\n        2.a\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">631,65\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Auxiliar.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">550,08\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">P Téc.\n        Organización\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Jefe\u002Fa Sección Organiz\n        1.a\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">813,84\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Jefe\u002Fa Secc. Organiz\n        2.a\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">792,72\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003Ctbody>\u003Ctr style=\"height:17.3pt\">\u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\"> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"318\" rowspan=\"2\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Categorías\n        profesionales\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Sal.\n        base\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">A\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Técnico\u002Fa de Organización\n        1.\u003Csup>a\u003C\u002Fsup>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">695,19\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Técnico\u002Fa de Organización\n        2.a\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">629,59\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Auxiliar\n        Organización.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">589,58\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">P. Téc.\n        Laboratorio\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Jefe\u002Fa de\n        Laboratorio.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">893,69\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Jefe\u002Fa de\n        Sección\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">785,04\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Analista de\n        1.a\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">673,46\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Analista de\n        2.a\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">589,58\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Auxiliar.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">550,08\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\"> \u003C\u002Fspan>\u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\n",{"CBA_MNCOMPA_2":44,"SOCSEC_trigger":48,"contracttrial":52,"contracttrialperiod":56,"sicknesspay":58,"maxsicknesspay":62,"disabilitypay":66,"WORKFAM_trigger":70,"GENEQ_trigger":74,"sexualhar":78,"hourspyear":82,"holidaysdays":86,"SCHEDULE_trigger":90,"TRADEUNLEAV_trigger":94,"administrativedays":98,"WAGES_trigger":102,"WAGES_determined":106,"PAYSCALES_trigger":110,"PAYSCALES_table_selection_txt":114,"STRUCINCR_trigger":118,"NOCTPREM_trigger":122,"CONSIGN_trigger":126,"SUNDAY_trigger":130,"SENIOR_trigger":134},{"bindId":45,"name":46,"text":47},"CBA_MNCOMPA_2","Visto el texto del Convenio colectivo de","Visto el texto del Convenio colectivo de las empresas Bellota Herramientas,\nSLU, y Bellota Agrisolutions, SLU (código de convenio n.° 90100083012012),\nque fue suscrito con fecha 19 de septiembre de 2025, de una parte por los\ndesignados por la Dirección de dichas empresas, en representación de las\nmismas, y de otra por las organizaciones sindicales de ELA y CC. OO., en\nrepresentación de los trabajadores afectados, y que ha sido finalmente\nsubsanado en fecha 11 de diciembre de 2025, y de conformidad con lo dispuesto\nen el artículo 90, apartados 2 y 3, de la Ley del Estatuto de los\nTrabajadores, texto refundido aprobado por el Real Decreto Legislativo 2\u002F2015,\nde 23 de octubre (BOE de 24 de octubre), y en el Real Decreto 713\u002F2010, de 28\nde mayo, sobre registro y depósito de convenios colectivos, acuerdos\ncolectivos de trabajo y planes de igualdad,",{"bindId":49,"name":50,"text":51},"SOCSEC_trigger","4.En aquellos casos en que una persona t","4.En aquellos casos en que una persona trabajadora, de manera voluntaria y\nno por un procedimiento iniciado de oficio por la Seguridad Social, inicie la\ntramitación de un expediente de incapacidad permanente y cuente con el\nrespaldo de los servicios legales y médicos de la empresa, de los sindicatos o\ndel profesional que elija, y estos servicios consideren necesario que la\npersona permanezca en situación de incapacidad temporal para presentar la\nsolicitud ante el Instituto Nacional de la Seguridad Social (INSS) a través\ndel Equipo de Valoración de Incapacidades (EVI), la empresa complementará las\npercepciones de la persona trabajadora hasta alcanzar el 90 % de su salario\nneto. Este complemento se abonará desde la fecha de presentación de la\nsolicitud y se mantendrá durante todo el periodo de baja, hasta la resolución\ndel expediente por parte del INSS.",{"bindId":53,"name":54,"text":55},"contracttrial","Período de prueba. Podrá concertarse por","Período de prueba. Podrá concertarse por escrito un período de prueba,\nque en ningún caso podrá exceder de seis meses para los grupos profesionales\n1 y 2, ni de dos meses para los demás trabajadores\u002Fas, excepto para los grupos\n4, 5, 6 y 7, en cuyo caso la duración máxima será de dos meses para los\ncontratos de duración igual o superior a 6 meses.",{"bindId":57,"name":54,"text":55},"contracttrialperiod",{"bindId":59,"name":60,"text":61},"sicknesspay","9.Abono de complementos en caso de baja ","9.Abono de complementos en caso de baja por enfermedad:",{"bindId":63,"name":64,"text":65},"maxsicknesspay","2.Durante los veinte primeros días de ba","2.Durante los veinte primeros días de baja por enfermedad se abonará en\ntodos los casos el 75 % de la base reguladora. Para tener derecho al cobro del\ncomplemento la persona trabajadora comunicará con la persona responsable de su\nárea que se encuentra imposibilitado\u002Fa para ir a trabajar mediante un contacto\npersonal, solicitando ese mismo día al médico de cabecera el parte de baja\npor IT. El complemento empezará a abonarse a partir del día del hecho\ncausante señalado en dicho parte.",{"bindId":67,"name":68,"text":69},"disabilitypay","Muerte e incapacidad permanente absoluta","Muerte e incapacidad permanente absoluta: 34.500 euros.",{"bindId":71,"name":72,"text":73},"WORKFAM_trigger","a)Por matrimonio o registro de pareja de","a)Por matrimonio o registro de pareja de hecho: 18 días naturales de\nlicencia. Esta licencia podrá ampliarse hasta un máximo de 10 días naturales\nmás de licencia no retribuida. Esta licencia no podrá ser absorbida, en todo\no en parte, por coincidir con el período de vacaciones.\n\nb)Por nacimiento y cuidado de menor: Esta licencia queda absorbida por el\npermiso de nacimiento y cuidado del menor.",{"bindId":75,"name":76,"text":77},"GENEQ_trigger",". Se acuerda mantener la comisión de tra",".\n\nSe acuerda mantener la comisión de trabajo en las mismas condiciones en las\nque se encuentra actualmente. Esta comisión estará compuesta por una\nrepresentación de cada una de las partes firmantes del convenio de la empresa\ny será la que se encargue de actualizar el plan.",{"bindId":79,"name":80,"text":81},"sexualhar","ANEXO 4 Procedimiento actuación ante pos","ANEXO 4 Procedimiento actuación ante posibles casos de acoso\nsexual, sexista y orientación sexual, identidad sexual o expresión de género\nen el trabajo\n\nIndice:\n\n1.Objeto.\n\n2.Alcance.\n\n3.Definición:\n\n-Acoso sexual.\n\n-Acoso sexista.\n\n-Acoso por orientación sexual, identidad sexual o\nexpresión de género.\n\n-Acoso por razón de sexo. \n\n4.Actividades:\n\na.Detección.\n\nb.Investigación y evaluación del presunto\nacoso.\n\n1.Procedimiento informal.\n\n2.Procedimiento formal.\n\nc.Fase de intervención.\n\nd.Seguimiento de la intervención.\n\n5.Difusión.\n\n6.Revisión y seguimiento.\n\n7.Tipificación de las faltas.\n\n1.Objeto\n\nEl objeto de este procedimiento es definir las pautas de actuación ante una\nposible situación de acoso sexual, sexista y por orientación sexual,\nidentidad sexual o expresión de género (colectivo LGTBI), según las\nnormativas vigentes Convenio 190 de la OIT sobre la eliminación de la\nviolencia y el acoso en el mundo del trabajo y Ley Orgánica 3\u002F2007, de 22 de\nmarzo, para la igualdad efectiva de mujeres y hombres; Real Decreto 901\u002F2020,\nde 13 de octubre, sobre planes de igualdad; Ley 31\u002F1995, de 8 de noviembre, de\nPrevención de Riesgos Laborales, entre otras.\n\nAdoptar una política de tolerancia cero frente al acoso en todas sus\nformas. Comprometernos a promover un entorno laboral seguro, inclusivo y\nrespetuoso, donde todas las personas se sientan valoradas. Además, garantizar\nla protección de las víctimas y una respuesta efectiva ante cualquier\nsituación de acoso, asegurando que se investigue y se actúe con diligencia.\nEste compromiso refleja nuestros valores de respeto y cuidado mutuo y da\nrespuesta a las acciones contempladas en el I Plan de Igualdad de Bellota\n(conforme al artículo 46.2 de la Ley Orgánica 3\u002F2007).\n\n2.Alcance\n\n-Aplica a todas las personas vinculadas a Bellota Herramientas y Bellota\nAgrisolutions: plantilla, personal de contratas, subcontratas, que colaboren\ncon la organización.\n\n-Abarca cualquier espacio relacionado con la actividad laboral,\nincluyendo:\n\n•Centros de trabajo.\n\n•Espacios de descanso, vestuarios, comedores y\naseos.\n\n•Desplazamientos, viajes y alojamientos\nrelacionados con el trabajo.\n\n•Eventos sociales, formativos o corporativos.\n\n•Entornos digitales, etc.\n\n•Definición\n\nAcoso sexual:\n\nEl acoso sexual se define como «toda conducta de naturaleza sexual,\ndesarrollada en el ámbito de organización y dirección de un empresario o\nempresaria en relación o como consecuencia de una relación de trabajo o de\notro tipo, respecto de la que la posición de la víctima determina una\ndecisión que afecta al empleo o a las condiciones de trabajo de ésta o que,\nen todo caso, tiene como objetivo o como consecuencia crearle un entorno\nlaboral ofensivo, hostil, intimidatorio o humillante, poniendo en peligro su\nempleo».\n\nPueden constituir acoso sexual los siguientes comportamientos:\n\n-Observaciones sugerentes y desagradables, chistes\no comentarios sobre la apariencia o aspecto y abusos verbales deliberados de\ncontenido libidinoso.\n\n-Invitaciones impúdicas o comprometedoras.\n\n-Uso de imágenes o posters pornográficos en los\nlugares y herramientas de trabajo.\n\n-Gestos obscenos.\n\n-Contacto físico innecesario, rozamientos.\n\n-Observación clandestina de personas en lugares\nreservados, como los servicios o vestuarios.\n\n-Demandas de favores sexuales acompañados o no de\npromesas explícitas o implícitas de trato preferencial o de amenazas en caso\nde no acceder a dicho requerimiento (chantaje sexual, quid pro quo o de\nintercambio).\n\n-Agresiones físicas.\n\nAcoso sexista:\n\nConstituye acoso sexista o acoso por razón de sexo «toda conducta gestual,\nverbal, comportamiento o actitud, realizada tanto por superiores jerárquicos,\ncomo por compañeros o compañeras o inferiores jerárquicos, que tiene\nrelación o como causa los estereotipos de género, que atenta por su\nrepetición o sistematización contra la dignidad y la integridad física o\npsíquica de una persona, que se produce en el marco de organización y\ndirección empresarial, degradando las condiciones de trabajo de la víctima y\npudiendo poner en peligro su empleo, en especial, cuando estas actuaciones se\nencuentren relacionadas con las situaciones de maternidad, paternidad o de\nasunción de otros cuidados familiares».\n\nPueden constituir conductas acosadoras:\n\n-Las descalificaciones públicas y reiteradas sobre\nla persona y su trabajo.\n\n-Los comentarios continuos y vejatorios sobre el\naspecto físico, la ideología o la opción sexual.\n\n-Impartir órdenes contradictorias y por tanto\nimposibles de cumplir simultáneamente.\n\n-Impartir órdenes vejatorias.\n\n-Las actitudes que comporten vigilancia extrema y\ncontinua.\n\n-La orden de aislar e incomunicar a una persona.\n\n-La agresión física.\n\nAcoso por orientación sexual, identidad sexual o expresión de género:\n\nConstituye acoso por orientación sexual, identidad sexual o expresión de\ngénero cualquier comportamiento realizado por la orientación, identidad o\nexpresión referidas, con el propósito o el efecto de atentar contra su\ndignidad y de crear un entorno intimidatorio, degradante, humillante u ofensivo\ny este se produzca en el lugar y\u002Fo centro de trabajo y durante la jornada y\nhorario laboral. También podrán considerarse constitutivas de acoso, aquellas\nconductas que aun quedando fuera del entorno laboral, entendidos como lugar y\ntiempo de trabajo, se produzcan en eventos o reuniones entre personas en las\nque exista una vinculación laboral y\u002Fo subordinación laboral.\n\nA modo de ejemplo, y sin ánimo de exhaustividad, pueden constituir\nsupuestos de acoso por orientación sexual, identidad sexual o expresión de\ngénero las siguientes conductas:\n\n-Conductas discriminatorias con motivo de la\norientación sexual, identidad sexual o expresión de género.\n\n-Ridiculizar y despreciar las capacidades,\nhabilidades y potencial intelectual de alguien por razón de su orientación\nsexual, identidad sexual o expresión de género, como por ejemplo la\nutilización de comentarios descalificativos basados en generalizaciones\nofensivas a colectivos de diversidad sexual. \n\n-Trato desfavorable o desigual a las personas por\nsu orientación sexual, identidad sexual o expresión de género.\n\n-Los comentarios directos, o a terceros, que no\nrespetan la identidad sexual o de género (por ejemplo, decirle a una persona\ntransgénero que su apariencia o el pronombre por el que prefiere que la llamen\nson inaceptables).\n\nAcoso por razón de sexo:\n\nConforme al artículo 7.2 de la Ley Orgánica 3\u002F2007, de 22 de marzo, para\nla igualdad efectiva de mujeres y hombres, el acoso por razón de sexo se\ndefine como: «Cualquier comportamiento, realizado en función del sexo de una\npersona, con el propósito o el efecto de atentar contra su dignidad y de crear\nun entorno intimidatorio, degradante u ofensivo».\n\nEjemplos de conductas sancionables incluyen:\n\n-Comentarios, gestos o actitudes ofensivas\nrelacionados con el sexo o género de una persona.\n\n-Trato discriminatorio que dificulte el acceso a\nderechos, oportunidades o recursos laborales.\n\n-Insinuaciones, burlas o acciones que menosprecien\na una persona por razones de sexo o género.\n\n4.Actividades\n\nEl procedimiento está formado por cuatro procesos, siguiendo el esquema\nestablecido para la actuación ante posibles casos de acoso moral, aprobado en\nsu día por el Comité de prevención y salud laboral de Bellota.\n\nA)Detección:\n\nEl proceso puede iniciarse a través de una sospecha de acoso por parte del\nservicio de prevención o Comisión de Igualdad, detección de altos índices\nen la evaluación de riesgos psicosociales o bien por denuncia directa de\nalgún miembro de Bellota (la denuncia la puede realizar la propia persona\nafectada o bien un tercero que sea testigo de la situación).\n\nLa denuncia se podrá dirigir directamente al Canal de Denuncia verbalmente\n(teléfono 900 868 514) y\u002Fo por escrito (email: ingtil@signius.com). El Canal\nde Denuncia dará traslado de la denuncia a la Dirección de Recursos\nHumanos.\n\nSin perjuicio de lo anterior, la denuncia también se podrá dirigir a:\n\na)Directamente al Servicio médico.\n\nb)Responsable directo.\n\nc)Recursos Humanos.\n\nLa persona receptora será acordada entre la comisión de igualdad y el\nComité de seguridad y salud laboral o de cualquier otro órgano o servicio que\nse considere oportuno y se denominará comisión de investigación (en adelante\nComisión). En el caso de Bellota, estará integrado por el Comité de\nseguridad y el Servicio Médico, tal y como está previsto para los casos de\nacoso moral.\n\nSu identidad se dará a conocer a todo el personal de la empresa, así como\nla forma en que se podrá contactar con ella y además esta persona recibirá\nformación previa en materia de género.\n\nB)Investigación y evaluación del presunto acoso:\n\nEn este apartado, y siguiendo las recomendaciones establecidas en la\nPropuesta de protocolo elaborada por Emakunde se establecen dos posibles\nprocedimientos:\n\n1.Procedimiento informal: en los supuestos en que las actuaciones de acoso\nsean calificables de leves, la Comisión iniciará un procedimiento\nconfidencial y rápido de la confirmación de la veracidad de la denuncia,\npudiendo para ello acceder a cualquier lugar de la empresa y en cualquier\nmomento y recabar las declaraciones de quien considere necesario.\n\nUna vez convencida de la existencia de indicios que doten de veracidad la\ndenuncia presentada, entrará en contacto de forma confidencial, con la persona\ndenunciada, sola o en compañía de la persona denunciante, a elección de\nesta, para manifestarle la existencia de una queja sobre su conducta y las\nresponsabilidades disciplinarias en que, de ser ciertas y de reiterarse las\nconductas denunciadas, la persona denunciada podría incurrir. La persona\ndenunciada podrá ofrecer las explicaciones que considere convenientes.\n\nEl objetivo del procedimiento informal será resolver el problema\nextraoficialmente. Se desarrollará en un plazo máximo de siete días\nlaborables, partiendo de la credibilidad de la persona denunciante y\nprotegiendo la confidencialidad del procedimiento y dignidad de las\npersonas.\n\nDel resultado del procedimiento informal la Comisión dará conocimiento\ninmediato a la Dirección de la empresa y a la representación del personal,\ntanto unitaria como sindical y específica en materia de prevención de riesgos\nlaborales. También dará conocimiento inmediato, en su caso, a la comisión de\nigualdad.\n\n2.Procedimiento formal: cuando las actuaciones denunciadas pudieran ser\nconstitutivas de acoso grave o muy grave o en el supuesto de que la persona\ndenunciante no se considere satisfecha en la solución ofrecida podrá plantear\nuna denuncia formal con la finalidad de dilucidar las eventuales\nresponsabilidades disciplinarias de la persona denunciada.\n\nLa denuncia podrá ser oral o escrita y se realizará ante la Comisión, que\ndeberá garantizar la máxima seriedad y confidencialidad de la misma.\n\nLa Comisión comunicará a la Dirección de la empresa la situación, para\nque ésta adopte, si así se considera, medidas cautelares. Al mismo tiempo se\nofrecerá información a la comisión de igualdad.\n\nLa Comisión notificará la existencia de la denuncia a la persona\ndenunciada.\n\nEn el plazo máximo de 10 días laborables contados a partir de la\npresentación de la denuncia, la Comisión elaborará y aprobará un informe\nsobre el supuesto de acoso investigado con los siguientes términos:\nconclusiones, circunstancias agravantes o atenuantes observadas y propuesta de\nmedidas disciplinarias.\n\nEste informe se trasladará a la Dirección y la comisión de igualdad.\n\nSe garantizará que no se produzcan represalias contra las personas que\ndenuncien, atestigüen, ayuden o participen en la investigación por acoso.\n\nSi la Comisión no fuera capaz de acumular las pruebas necesarias para que\nla denuncia pueda ser declarada fundada, la persona denunciante no podrá ser\nobligada a trabajar contra su voluntad con la persona denunciada. La Dirección\nde la empresa estará obligada a facilitar el cambio de puesto de trabajo.\n\nPara la realización de la investigación, se consideran válidos el\n«Compromiso de Confidencialidad» y la «Toma de datos, entrevistas con los\nimplicados» recogidos en el documento «Informe de investigación de posibles\ncasos de acoso» aprobado en su día.\n\nC)Fase de intervención.\n\nEl objeto de esta fase es evitar que pueda volver a repetirse la situación\nde acoso y reponer los daños que haya podido sufrir la víctima, estudiándose\nen su caso, la posibilidad de que sea ayudada por servicios externos\nespecializados. \n\nD)Seguimiento de la intervención.\n\nEn esta fase se realizará un seguimiento y una valoración sobre la\neficacia de las medidas adoptadas. Además, la Comisión llevará el control de\nlas denuncias presentadas realizando un informe cada dos años.\n\nSe informará a las posibles víctimas de los servicios públicos\ndisponibles en la comunidad.\n\n5.Difusión\n\nPara garantizar que toda la plantilla conozca el Protocolo contra el Acoso,\nimplementaremos un plan integral de comunicación, que incluye las siguientes\nacciones:\n\n1.Materiales divulgativos: Oraintxe, Bellota berriak y tablón digital:\n\n-Distribución de carteles informativos en áreas\ncomunes de la empresa.\n\n-Vídeos con guías prácticas en formato digital\nque expliquen cómo identificar y denunciar situaciones de acoso.\n\n2.Formación específica:\n\n-Cursos dirigidos a responsables y equipos clave\npara asegurar su capacidad de detectar y actuar frente a situaciones de\nacoso.\n\n-Formación general para toda la plantilla, con\nejemplos prácticos y herramientas para fomentar un entorno respetuoso y libre\nde acoso.\n\nEstas acciones nos permitirán reforzar la comprensión, el compromiso y la\neficacia del protocolo en toda la organización.\n\n6.Revisión y seguimiento\n\nRevisión periódica (anual o cuando existan cambios normativos).\n\n7.Tipificación de las faltas\n\nSe considerarán muy graves las siguientes\nfaltas:\n\n1.El chantaje sexual, es decir, el condicionamiento\ndel acceso al empleo, de una condición de empleo o del mantenimiento del\nempleo, a la aceptación, por la víctima de un favor de contenido sexual,\naunque la amenaza explícita o implícita en ese acondicionamiento no se llegue\na cumplir de forma efectiva.\n\n2.El acoso, es decir, la creación de un entorno\nlaboral intimidatorio, hostil o humillante, cuando, por la gravedad del hecho y\ndemás circunstancias concurrentes merezca, en atención al principio de\nproporcionalidad, la consideración de incumplimiento muy grave. Se\nconsiderará en todo caso muy grave la agresión física.\n\n3.La adopción de represalias contra las personas\nque denuncien, atestigüen, ayuden o participen en investigaciones de acoso, al\nigual que sobre las personas que se opongan a cualquier conducta de este tipo,\nya sea sobre sí mismas o frente a terceras personas.\n\n4.Los hechos constitutivos de delito después de\ndictarse sentencia judicial condenatoria de la persona denunciada.\n\nSe considerarán graves las siguientes faltas:\n\n1.Invitaciones impúdicas o comprometedoras.\n\n2.Gestos obscenos dirigidos a compañeros o\ncompañeras.\n\n3.Contacto físico innecesario, rozamientos.\n\n4.Observación clandestina de personas en lugares\nreservados, como servicios o vestuarios.\n\n5.Realización descalificaciones públicas y\nreiteradas sobre la persona y su trabajo.\n\n6.Comentarios continuos y vejatorios sobre el\naspecto físico, la ideología o la opción sexual.\n\n7.La impartición de órdenes contradictorias y por\nlo tanto imposibles de cumplir simultáneamente.\n\n8.La impartición de órdenes vejatorias.\n\n9.Las actitudes que comporten vigilancia extrema y\ncontinua.\n\n10.La orden de aislar e incomunicar a una\npersona.\n\n11.Cualquier otra del mismo grado de gravedad.\n\nSe considerarán leves las siguientes faltas:\n\n1.Observaciones sugerentes y desagradables, chistes\no comentarios sobre la apariencia o aspecto y abusos verbales deliberados de\ncontenido libidinoso.\n\n2.Uso de imágenes o pósters pornográficos en los\nlugares y herramientas de trabajo siempre que no se consideren faltas\ngraves.",{"bindId":83,"name":84,"text":85},"hourspyear"," para la vigencia del convenio será de 1"," para la vigencia del convenio será de 1.592 horas.",{"bindId":87,"name":88,"text":89},"holidaysdays","5.Vacaciones: a)La empresa planificará l","5.Vacaciones:\n\na)La empresa planificará los trabajos de vacaciones y señalará las\npersonas de Mantenimiento y Servicios Auxiliares que deban trabajar en dichas\nfechas.\n\nb)La comisión mixta será informada y oída una vez planificadas las\nvacaciones y señaladas las personas afectadas.\n\nc)El personal que trabaje durante el periodo oficial de vacaciones de 2025\npercibirá, hasta la categoría de Maestro de Taller inclusive, la cantidad de\n26,58 euros, por cada jornada de trabajo efectiva superior a cuatro horas\ndiarias.\n\nd)El disfrute de las vacaciones será obligatorio.\n\ne)El derecho al disfrute de las vacaciones finalizará el 31 de diciembre de\ncada año. En el caso que el periodo de vacaciones coincida con una incapacidad\ntemporal derivada del embarazo, el parto, la lactancia natural o por\nsuspensión del contrato de trabajo previsto en los apartados 4, 5 y 7 del\nartículo 48 del ET, se tendrá en cuenta lo recogido en el artículo 38 del\nET, dichas vacaciones se disfrutarán inmediatamente a continuación de la\nfecha del alta médica.\n\nf)En el supuesto de que el periodo de vacaciones coincida con una\nincapacidad temporal por contingencias distintas a las señaladas en el\npárrafo anterior que imposibilite a la persona trabajadora disfrutarlas, total\no parcialmente, durante el año natural a que corresponden, la persona\ntrabajadora podrá hacerlo una vez finalice su incapacidad y siempre que no\nhayan transcurrido más de dieciocho meses a partir del final del año en que\nse hayan originado.\n\ng)Las vacaciones se abonarán en las fechas en que se disfruten.",{"bindId":91,"name":92,"text":93},"SCHEDULE_trigger","En las jornadas a dos o más turnos y den","En las jornadas a dos o más turnos y dentro de este cómputo de horas, se\nincluyen 15 minutos de descanso que se computarán como tiempo de trabajo\nefectivo y, en consecuencia, tendrán el carácter de retribuidos.",{"bindId":95,"name":96,"text":97},"TRADEUNLEAV_trigger","Las horas retribuidas, tanto por quienes","Las horas retribuidas, tanto por quienes componen los comités de empresa,\ncomo de los delegados y las delegadas sindicales, serán acumulables\nmensualmente, exclusivamente entre quienes componen las secciones sindicales a\nlas que aquellas\u002Fos pertenezcan y en tanto no se aprueben nuevas disposiciones\nlegales que regulen o modifiquen esta materia.",{"bindId":99,"name":100,"text":101},"administrativedays","k)Por cumplimiento de deber inexcusable:","k)Por cumplimiento de deber inexcusable: por el tiempo indispensable para el\ncumplimiento de un deber inexcusable ",{"bindId":103,"name":104,"text":105},"WAGES_trigger","3.Salarios: ","3.Salarios: ",{"bindId":107,"name":108,"text":109},"WAGES_determined","La subida por encima del IPC se abonará ","La subida por encima del IPC se abonará en una paga\nlineal a toda la plantilla. El dato de cálculo será el escalón 13 del\npersonal de mano de obra directa.",{"bindId":111,"name":112,"text":113},"PAYSCALES_trigger","Tabla 1. Personal MOD. Vigencia 1 de ene","Tabla 1. Personal MOD. Vigencia 1 de enero de 2025",{"bindId":115,"name":116,"text":117},"PAYSCALES_table_selection_txt","Categorías profesionales Sal. base A P T","Categorías\n        profesionales\n      \n      Sal.\n        base\n      \n    \n  \n  \n    \n      A\n      \n      \n    \n    \n      P Técn. de\n        Taller\n      \n       \n      \n    \n    \n      Jefe\u002Fa de\n        taller.\n      \n      855,87\n      \n    \n    \n      Maestro\u002Fa de\n        taller.\n      \n      714,73\n      \n    \n    \n      Maestro de\n        segunda.\n      \n      689,32\n      \n    \n    \n      Contramaestre.\n      \n      714,73\n      \n    \n    \n      Encargado\u002Fa.\n      \n      673,46\n      \n    \n    \n      Capataz\n        Especialista.\n      \n      609,64\n      \n    \n    \n      Capataz Peón\n        ordinar.\n      \n      547,70\n      \n    \n    \n      P Técn. de\n        Oficina\n      \n       \n      \n    \n    \n      Delineante\n        Proyectista.\n      \n      813,84\n      \n    \n    \n      Dibujante\n        proyectista.\n      \n      813,84\n      \n    \n    \n      Delineante de\n        1.a\n      \n      695,19\n      \n    \n    \n      Delineante de\n        2.a\n      \n      631,65\n      \n    \n    \n      Auxiliar.\n      \n      550,08\n      \n    \n    \n      P Téc.\n        Organización\n      \n       \n      \n    \n    \n      Jefe\u002Fa Sección Organiz\n        1.a\n      \n      813,84\n      \n    \n    \n      Jefe\u002Fa Secc. Organiz\n        2.a\n      \n      792,72",{"bindId":119,"name":120,"text":121},"STRUCINCR_trigger","2025 2026 2027 2028 IPC IPC IPC IPC 0,25","2025\n      \n      2026\n      \n      2027\n      \n      2028\n      \n    \n  \n  \n    \n      IPC\n      \n      IPC\n      \n      IPC\n      \n      IPC\n      \n    \n    \n       \n      \n      0,25%\n        lineal\n      \n      0,5%\n        lineal\n      \n      0,75%\n        lineal\n      \n    \n  \n\n\nLa subida por encima del IPC se abonará en una paga\nlineal a toda la plantilla. El dato de cálculo será el escalón 13 del\npersonal de mano de obra directa.",{"bindId":123,"name":124,"text":125},"NOCTPREM_trigger","7.Plus de jornada nocturna. El personal ","7.Plus de jornada nocturna.\n\nEl personal de talleres y vigilantes, percibirá durante el año 2025 un\nplus voluntario de 7,70 euros, por cada jornada de trabajo superior a 4 horas\nininterrumpidas efectuadas de noche.",{"bindId":127,"name":128,"text":129},"CONSIGN_trigger","14.Plus de llamadas. Se entenderá por «l","14.Plus de llamadas.\n\nSe entenderá por «llamada» al aviso que se cursa a quienes trabajan en el\nDepartamento de Mantenimiento para que vengan a fábrica en las horas fuera de\nsu jornada laboral para efectuar un trabajo urgente e imprevisto. No se\nconsiderará «llamada» cuando la persona conoce de antemano que va a venir a\nla fábrica a efectuar algún trabajo.\n\nA quién se llame de acuerdo con el párrafo anterior, percibirá 25,84\neuros por la llamada. Se le abonará además su tiempo de presencia como hora\ncompensada al precio de valor hora festiva, con un mínimo de una hora por\nllamada.",{"bindId":131,"name":132,"text":133},"SUNDAY_trigger","13.Plus por trabajos en días festivos. L","13.Plus por trabajos en días festivos.\n\nLas horas ordinarias trabajadas en domingos por vigilantes y por personal de\nencendido de hornos que después descansan entre semana, así como las horas\nordinarias de días festivos, sean o no recuperables de los de encendido de\nhornos que después descansan entre semana, se abonarán con un recargo del 25\n% sobre el valor base hora extra.",{"bindId":135,"name":136,"text":137},"SENIOR_trigger","edad: durante la vigencia de este conven","edad: durante la vigencia de este convenio, la columna A, de las\ntablas de antigüedad, tendrá un incremento igual al IPC del año anterior. La\naplicación de la antigüedad se realizará según lo recogido en el artículo\n23 del Convenio colectivo para la Industria Siderometalúrgica de\nGuipúzcoa.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Convenio colectivo de Bellota Herramientas, SLU, y Bellota Agrisolutions, SLU. 2025_2028 - 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: → 2028-12-31\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: → 2025-12-18\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: → Industria manufacturera\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Nombre de la industria: → Fabricación de máquinas, equipo y material mecánico\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Sector público o privado: → En el sector privado\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluido por:\u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_2\">\n\n                \n                    \n                    \u003Cdiv>\n                        Nombres de los empleados: → \n                        \n                    \u003C\u002Fdiv>\n                \n            \n                \u003Cdiv id=\"display-CBA_MNCOMPA_2_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Nombres de los sindicatos: → \n\n                \n                    \n                    \u003Cspan>\n                        CCOO - Confederación Sindical de Comisiones Obreras, ELA - Euskal Sindikatua\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SEGURIDAD SOCIAL Y PENSIONES\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">El empleador contribuye al fondo de pensión del trabajador: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">El empleador contribuye al fondo para discapacidad del trabajador: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">El empleador contribuye al fondo de desempleo del trabajador: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \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: → 75 %\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: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Asistencia médica para familiares acordada: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribución acordada para seguro médico: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Contribución acordada para seguro médico de familiares: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Política de salud y seguridad acordada: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Capacitación en salud y seguridad acordada: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Vestuario protector facilitado → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Chequeo médico regular o anual o visitas proporcionadas por el empleador → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Seguimiento de los riesgos musculo-esqueléticos de las estaciones de trabajo, riego profesional y\u002Fo relación entre trebajo y salud → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Apoyo para funeral: → \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 → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Evaluación de riesgos sobre salud y seguridad de las embarazdas o madres con lactancia → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Posibilidad de alternativas al trabajo peligroso o no saludable para las enbarazadas o trabajadoras en lactancia → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Tiempo libre para exámenes médicos prenatales: → Sí\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: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilidades para lactancia: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Cuidados infantiles proporcionados por el empleador: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Cuidados infantiles subsidiados por el empleador: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Subsidio para la educación de los hijos: → No\u003C\u002Fdiv>\n   \n            \n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">TEMAS DE IGUALDAD DE GENERO\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Igual salario para igual valor: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Cláusulas de discriminación en el trabajo: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Igualdad de oportunidades para la promoción de las mujeres: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Igualdad de oportunidades de formación y reciclaje para las mujeres: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Dirigente sindical de igualdad de género en el lugar de trabajo? → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Cláusulas sobre acoso sexual en el trabajo: → Sí\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Cláusulas sobre violencia en el trabajo: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Permiso especial para trabajadoras\u002Fes sujetas o violencia doméstica o de la pareja: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Apoyo a mujeres trabajadoras con discapacidades: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Monitoreo de la igualdad de género → \u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">CONTRATOS DE TRABAJO\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Duración del período de prueba: → 180 días\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Trabajadores a tiempo parcial excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Disposiciones sobre trabajadores temporales: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Aprendices excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Ftrabajos para estudiantes excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \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: → 1592.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Licencia anual pagada: → -9.0 días\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Licencia anual pagada: → -1.0 semanas\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Periodos acordados de descansos semanales: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Máximo número de domingos \u002F festivos que pueden trabajarse en un año: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Permiso pagado para actividades sindicales: →  días\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Permiso pagado para aisitir a juicios o deberes administrativos: →  días\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Disposiciones sobre horarios de trabajo flexible: → No\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 more than 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                \n                \n                \n            \u003C\u002Fdiv>\n\n            \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            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Pago por trabajo en espera:\u003C\u002Fh4>\n        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