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Partes que lo conciertan.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L63\">Artículo 2. Ámbito funcional, territorial y\n personal.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L69\">Artículo 3. Ámbito temporal.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L79\">Artículo 4. Compensación y absorción.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L87\">Artículo 5. Comisión mixta paritaria.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L111\">CAPÍTULO II Organización del trabajo\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L113\">Artículo 6. Organización del trabajo.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L123\">CAPÍTULO III Clasificación profesional\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L125\">Artículo 7. Disposiciones generales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L289\">Artículo 8. Movilidad funcional.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L303\">CAPÍTULO IV Tiempo de contratación y periodo de\n prueba\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L305\">Artículo 9. Contratación.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L317\">Artículo 10. Empresas de trabajo temporal.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L325\">Artículo 11. Periodo de prueba.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L331\">CAPÍTULO V Salarios y estructura retributiva\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L333\">Sección I\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L335\">Artículo 12. Estructura salarial.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L359\">Sección II\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L361\">Artículo 13. Retribuciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L367\">Artículo 14. Pagas extraordinarias.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L383\">Artículo 15. Horas extraordinarias.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L401\">Artículo 16. Pluses salariales.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L437\">CAPÍTULO VI Tiempo de trabajo y descanso\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L439\">Artículo 17. Jornada.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L513\">Artículo 18. Vacaciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L529\">Artículo 19. Licencias.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L619\">Artículo 20. Excedencias.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L631\">Artículo 21. Protección a la Vida Familiar.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L697\">CAPÍTULO VII Riesgos laborales\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L699\">Artículo 22. Riesgos laborales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L709\">Artículo 23. Evaluación de las cargas de trabajo y\n riesgos psicosociales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L719\">Artículo 24. Delegados\u002Fas de prevención.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L729\">Artículo 25. Salud laboral.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L791\">Artículo 26. Comité de salud laboral.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L809\">Artículo 27. Riesgo durante el embarazo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L815\">Artículo 28. Protección y vigilancia de la\n salud.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L839\">Artículo 29. Toxicomanía y\n drogodependencia.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L849\">CAPÍTULO VIII Condiciones sociales\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L851\">Artículo 30. Igualdad de oportunidades.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L865\">Artículo 31. Fondo social.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L875\">Artículo 32. Beneficios sociales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L891\">Artículo 33. Seguro por muerte o incapacidad\n laboral.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L905\">Artículo 34. Prendas de trabajo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L913\">Artículo 35. Incapacidad temporal.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L923\">Artículo 36. Jubilación.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L927\">Artículo 37. Gestión medioambiental.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L949\">CAPÍTULO IX Formación\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L951\">Artículo 38. Formación.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L957\">Artículo 39. Derechos vinculados a la\n formación.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L971\">Artículo 40. Ayudas a estudios.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L987\">CAPÍTULO X Faltas y sanciones\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L989\">Artículo 41. Régimen disciplinario.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1099\">Artículo 42. Régimen de sanciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1123\">Artículo 43. Prescripción.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1129\">CAPÍTULO XI Derechos sindicales\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L1131\">Artículo 44. Derecho a sindicarse.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1135\">Artículo 45. Facultades y garantías\n sindicales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1141\">Artículo 46. Secciones Sindicales y Delegados\n Sindicales de empresa.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1171\">Artículo 47. Sistema de acumulación de horas\n sindicales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1177\">Artículo 48. Comité Intercentros.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1185\">Artículo 49. Procesos electorales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1191\">Artículo 50. Solución extrajudicial de\n conflictos.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1205\">ANEXO I\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L1752\">Medidas planificadas LGTBI\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1299\">ANEXO II\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L1301\">Protocolo de acoso LGTBI\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\n\u003Cp>BOLETÍN OFICIAL DEL ESTADO\u003C\u002Fp>\n\n\u003Cp>III. OTRAS DISPOSICIONES\u003C\u002Fp>\n\n\u003Cp>MINISTERIO DE TRABAJO Y ECONOMÍA SOCIAL\u003C\u002Fp>\n\n\u003Ch1>CONVENIO COLECTIVO DE COVIRÁN, SCA\u003C\u002Fh1>\n\n\u003Cp>25355 Resolución de 24 de noviembre de 2025, de la Dirección General de\nTrabajo, por la que se registra y publica el Convenio colectivo de Covirán,\nSCA.\u003C\u002Fp>\n\n\u003Cp>Visto el texto del convenio colectivo de la empresa Covirán, SCA (código\nde convenio n.° 90101662012013), que fue suscrito con fecha 21 de octubre de\n2025, de una parte, por los designados por la Dirección de la empresa, en\nrepresentación de la misma, y de otra, por el Comité intercentros en\nrepresentación de los trabajadores afectados, y que ha quedado finalmente\nsubsanado en fecha 14 de noviembre 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 Real Decreto Legislativo 2\u002F2015, de\n23 de octubre, y en el Real Decreto 713\u002F2010, de 28 de mayo, sobre registro y\ndepósito de convenios, acuerdos colectivos de trabajo y planes de igualdad,\u003C\u002Fp>\n\n\u003Cp>Esta Dirección General de Trabajo resuelve:\u003C\u002Fp>\n\n\u003Cp>Primero.\u003C\u002Fp>\n\n\u003Cp>Ordenar la inscripción del citado convenio colectivo en el correspondiente\nRegistro de convenios, acuerdos colectivos de trabajo y planes de igualdad, con\nfuncionamiento a través de medios electrónicos de este Centro Directivo, con\nnotificación a la Comisión Negociadora.\u003C\u002Fp>\n\n\u003Cp>Segundo.\u003C\u002Fp>\n\n\u003Cp>Disponer su publicación en el «Boletín Oficial del Estado».\u003C\u002Fp>\n\n\u003Cp>Madrid, 24 noviembre de 2025.-La Directora General de Trabajo, María Nieves\nGonzález García.\u003C\u002Fp>\n\n\u003Cp>CONVENIO COLECTIVO DE COVIRÁN, SCA\u003C\u002Fp>\n\n\u003Ch2 id=\"L57\">CAPÍTULO I Ámbito de aplicación\u003C\u002Fh2>\n\n\u003Ch3 id=\"L59\">Artículo 1. Partes que lo conciertan.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio colectivo se concierta entre la Dirección de la\nempresa Covirán, SCA, y la Representación Legal de las personas trabajadoras,\nquienes actúan en la proporción a la representación sindical electa de los\ndistintos sindicatos y candidaturas con representación en todos los centros de\ntrabajo de la empresa.\u003C\u002Fp>\n\n\u003Ch3 id=\"L63\">Artículo 2. Ámbito funcional, territorial y personal.\u003C\u002Fh3>\n\n\u003Cp>Será de aplicación a la empresa Covirán, SCA, y a todas las personas\ntrabajadoras de ésta, incluidas las de todas las plataformas o centros de\ntrabajo de dicha empresa en territorio espanol.\u003C\u002Fp>\n\n\u003Cp>La sociedad cooperativa afectada por el convenio está dedicada, entre\notras, a la actividad de adquisición, para el suministro y distribución a\ntravés de sus socios\u002Fas, de productos de alimentación, limpieza y demás\nartículos de uso y consumo del hogar. \u003C\u002Fp>\n\n\u003Ch3 id=\"L69\">Artículo 3. Ámbito temporal.\u003C\u002Fh3>\n\n\u003Cp>El convenio colectivo entrará en vigor al día siguiente de su publicación\nen el «Boletín Oficial del Estado», causando efecto con carácter\nretroactivo desde el 1 de enero de 2024, sin perjuicio de aquellas materias\nconcretas en las que se establece un ámbito temporal de aplicación\ndiferente.\u003C\u002Fp>\n\n\u003Cp>El convenio colectivo mantendrá su vigencia hasta el 31 de diciembre del\nano 2025.\u003C\u002Fp>\n\n\u003Cp>Denuncia: Desde dos meses de antelación a la fecha de finalización de su\nvigencia y hasta su efecto, cualquiera de las partes legitimadas podrá\ndenunciarlo sin más requisito que la obligación de comunicárselo a la otra\nparte de modo escrito, en donde deberán constar las materias y los criterios\nde revisión del convenio colectivo que se proponen por la parte\ndenunciante.\u003C\u002Fp>\n\n\u003Cp>Denunciado el convenio y hasta tanto no se logre acuerdo expreso en la\nnegociación del nuevo que le habrá de sustituir, mantendrá su vigencia hasta\nque se firme un nuevo convenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L79\">Artículo 4. Compensación y absorción.\u003C\u002Fh3>\n\n\u003Cp>Las condiciones que aquí se pactan sustituyen en su totalidad a las que\nhasta la firma del mismo regían en los centros por cualquier pacto o convenio,\nsalvo que expresamente se diga lo contrario en el presente convenio.\u003C\u002Fp>\n\n\u003Cp>Las condiciones pactadas no son compensables en su totalidad con las que\nanteriormente rigieran, por mejora voluntaria pactada. Si serán compensables\ncuando sean debidas a imperativo legal, jurisprudencial, acuerdo colectivo o\npor cualquier otra causa, salvo que expresamente se senale lo contrario.\u003C\u002Fp>\n\n\u003Cp>La empresa respetará las condiciones salariales más beneficiosas que\nhubieran pactado individual o colectivamente con los trabajadores, no siendo de\naplicación la absorción y compensación regulada en el artículo 26.5 del\nEstatuto de los Trabajadores, salvo lo establecido en el párrafo anterior o en\nlas previsiones del capítulo V del presente convenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L87\">Artículo 5. Comisión mixta paritaria.\u003C\u002Fh3>\n\n\u003Cp>Se constituye a tenor de lo dispuesto en el artículo 85.3.e) del Estatuto\nde los Trabajadores una comisión paritaria compuesta por cuatro miembros de\ncada una de las dos partes firmantes más los asesores que les acompanen que\nentenderá, necesariamente, con carácter previo, del tratamiento y solución\nde cuantas cuestiones de interpretación, aplicación y conflictos que puedan\nsuscitarse en el ámbito de aplicación del presente convenio.\u003C\u002Fp>\n\n\u003Cp>Igualmente, entenderá, de forma previa a la vía jurisdiccional, en\nrelación con los conflictos colectivos o individuales que puedan ser\ninterpuestos por los legitimados para ello, a cuyo efecto la comisión mixta de\nInterpretación levantará la correspondiente acta, todo ello sin perjuicio de\nlos plazos legales de general aplicación.\u003C\u002Fp>\n\n\u003Cp>La representación social en dicha comisión estará compuesta por cuatro\nmiembros, asignados en proporción a la representación en la empresa de los\nfirmantes del convenio.\u003C\u002Fp>\n\n\u003Cp>La Comisión anualmente elegirá de entre sus miembros a un Presidente\u002Fa y a\nun Secretario\u002Fa, que recaerá alternativamente en cada una de las\nrepresentaciones (una vez la empresarial y otra la social).\u003C\u002Fp>\n\n\u003Cp>De las reuniones celebradas por la Comisión se levantará acta al final de\nestas en las que figuraran las miembros participantes, asuntos debatidos del\norden del día y, en su caso, las decisiones adoptadas, debiendo ser firmada\npara la acreditación de las personas asistentes.\u003C\u002Fp>\n\n\u003Cp>Para que exista acuerdo válido será necesario la mayoría de cada\nparte.\u003C\u002Fp>\n\n\u003Cp>La Comisión se reunirá siempre y cuando se le haya planteado por\ncualquiera de las partes alguno de los problemas sometidos a su conocimiento,\nen los diez días siguientes \u003C\u002Fp>\n\n\u003Cp>al dicho sometimiento. Y ello previa citación fehaciente a cada uno de sus\ncomponentes, realizada con al menos tres días a la celebración de la sesión.\nUna vez celebrada sesión de la Comisión se comunicará su resolución en el\nplazo máximo de tres días.\u003C\u002Fp>\n\n\u003Cp>Las reuniones podrán celebrarse de forma presencial o telemática. La\ndeterminación y desarrollo se establecerá en el Reglamento de Organización y\nFuncionamiento de la Comisión Mixta.\u003C\u002Fp>\n\n\u003Cp>La Comisión podrá, en caso de discrepancias producidas en su seno, someter\nla cuestión debatida a los sistemas extrajudiciales de resolución de\nconflictos establecidos mediante los acuerdos interprofesionales de ámbito\nestatal o autonómicos en su caso.\u003C\u002Fp>\n\n\u003Ch2 id=\"L111\">CAPÍTULO II Organización del trabajo\u003C\u002Fh2>\n\n\u003Ch3 id=\"L113\">Artículo 6. Organización del trabajo.\u003C\u002Fh3>\n\n\u003Cp>Es competencia única y exclusiva de la Dirección de la cooperativa, de\nacuerdo con el contenido específico del artículo 20 del Estatuto de los\nTrabajadores y la legislación general laboral vigente, la ordenación de los\nrecursos, su organización, dirección y control; todo ello en relación a la\norganización teórica y práctica del trabajo, asignación de funciones y\ncontrol y verificación de la actividad laboral.\u003C\u002Fp>\n\n\u003Cp>La organización del trabajo tiene como objeto alcanzar en la cooperativa un\nnivel óptimo de eficacia, utilizando adecuadamente sus recursos materiales y\ncontando con la colaboración del personal.\u003C\u002Fp>\n\n\u003Cp>El sistema de racionalización, mecanización y dirección del trabajo que\nse adopte, nunca podrá perjudicar la formación profesional que las personas\ntrabajadoras tienen derecho a completar y perfeccionar por la práctica,\nrespetando la dignidad de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Ch2 id=\"L123\">\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">\u003Ch2 id=\"L123\">CAPÍTULO III Clasificación profesional\u003C\u002Fh2>\n\n\u003Ch3 id=\"L125\">Artículo 7. Disposiciones generales.\u003C\u002Fh3>\n\n\u003Cp>El encuadramiento de las personas trabajadoras se regulará por el sistema\nde clasificación profesional del presente convenio.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>I.Principios generales.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Se entiende por sistema de clasificación profesional la ordenación\njurídica por la que, con base técnica y organizativa, se contempla la\ninclusión de las personas trabajadoras en un marco general que establece los\ndistintos cometidos laborales.\u003C\u002Fp>\n\n\u003Cp>2.A estos efectos, se entiende por grupo profesional el que agrupa las\nactitudes profesionales, titulaciones y contenido general de la prestación,\nincluyendo tanto diversas categorías profesionales y niveles, como distintas\nfunciones o especialidades profesionales, previa realización, si ello es\nnecesario, de cursos de formación.\u003C\u002Fp>\n\n\u003Cp>3.El sistema de clasificación profesional será la base sobre la que se\nregulará la forma de llevar a cabo la movilidad funcional y sus distintos\nsupuestos.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>II.Aspectos básicos de clasificación.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.El presente sistema de clasificación profesional se establece,\nfundamentalmente, atendiendo a los criterios que el artículo 22 del Estatuto\nde los Trabajadores fija para la existencia del grupo profesional: aptitudes\nprofesionales, titulaciones y contenido general de la prestación, incluyendo\nen cada grupo tanto distintas funciones como especialidades\nprofesionales. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cp>2.La clasificación profesional se realiza en grupos y niveles profesionales\npor interpretación y aplicación de factores generales objetivos y por las\ntareas y funciones básicas más representativas que desarrollen las personas\ntrabajadoras. Las personas trabajadoras en función del puesto de trabajo que\ndesarrollan serán adscritas a un determinado nivel y grupo profesional,\ncircunstancias que definirán su posición en el esquema organizativo y\nretributivo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Así, la posesión por parte de una persona trabajadora de alguna o todas\nlas competencias representativas de un grupo profesional determinado, no\nimplica necesariamente su adscripción al mismo, sino que su clasificación\nestará determinada por la exigencia y el ejercicio efectivo de tales\ncompetencias en las funciones correspondientes a su puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>3.No obstante, lo establecido en este capítulo respecto de los grupos\nprofesionales y de conformidad con lo estipulado en el artículo 8 de este\nconvenio colectivo, la movilidad funcional se deberá producir en las áreas de\nactividad.\u003C\u002Fp>\n\n\u003Cp>4.Los factores que influyen en la clasificación profesional de las personas\ntrabajadoras y que, por tanto, indican la pertenencia de cada uno de éstos a\nun determinado grupo profesional, todo ello según los criterios determinados\npor el artículo 22 del Estatuto de los Trabajadores, son los que se definen a\ncontinuación:\u003C\u002Fp>\n\n\u003Cp>La asignación de cada persona trabajadora al grupo profesional\ncorrespondiente será el resultado de la conjunta ponderación de los factores\nque a continuación se desarrollan:\u003C\u002Fp>\n\n\u003Cp>Conocimientos: Factor para cuya valoración se tendrá en cuenta además de\nla formación básica necesaria para cumplir correctamente los cometidos, la\nexperiencia adquirida y la dificultad para la adquisición de dichos\nconocimientos y experiencias.\u003C\u002Fp>\n\n\u003Cp>Iniciativa: Factor para cuya valoración se tendrá en cuenta el grado y\nseguimiento a normas o directrices para la ejecución de tareas o funciones.\u003C\u002Fp>\n\n\u003Cp>Autonomía: Factor para cuya valoración se tendrá en cuenta el grado de\ndependencia jerárquica en el desempeno de las tareas o funciones que se\ndesarrollen.\u003C\u002Fp>\n\n\u003Cp>Responsabilidad: Factor para cuya valoración se tendrá en cuenta el grado\nde autonomía de acción del titular de la función, el nivel de influencia\nsobre los resultados y la relevancia de la gestión sobre los recursos humanos,\ntécnicos y productivos.\u003C\u002Fp>\n\n\u003Cp>Mando: Factor para cuya valoración se tendrá en cuenta el grado de\nsupervisión y ordenación de las funciones y tareas, la capacidad de\ninterrelación, las características del colectivo y el número de personas\nsobre las que se ejerce el mando.\u003C\u002Fp>\n\n\u003Cp>Complejidad: Factor para cuya valoración se tendrá en cuenta el número y\nel grado de integración de los diversos factores antes enumerados en la tarea\no puesto encomendado.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Las personas trabajadoras, se encuadrarán en alguno de los siguientes\ngrupos y niveles:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Cp>\u003Cstrong>Grupo A. Nivel I.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Criterios generales: Personal que ejecuta su trabajo bajo instrucciones\nespecíficas, con un alto grado de dependencia jerárquica y funcional. Las\nfunciones realizadas por las personas trabajadoras encuadradas bajo este nivel\npueden requerir esfuerzo físico. Las tareas exigen conocimientos profesionales\nbásicos y no necesitan formación específica salvo la de un periodo breve de\nadaptación.\u003C\u002Fp>\n\n\u003Cp>Formación: Formación Profesional, ensenanza obligatoria o equivalente y\nconocimientos básicos relacionados con las tareas que desempenan.\u003C\u002Fp>\n\n\u003Cp>Puestos de trabajo: En este grupo profesional se incluyen los siguientes:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.Facturador\u002Fa.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.Controlador\u002Fa de Accesos.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3.Recepcionista de Mercancías. \u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">4.Reponedor\u002Fa.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">5.Limpiador\u002Fa.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">6.Implantador\u002Fa.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo A. Nivel II.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Criterios generales: Operaciones realizadas siguiendo un método de trabajo\nespecífico, con un alto grado de dependencia jerárquica y funcional. Las\nfunciones realizadas pueden requerir esfuerzo físico. Las tareas realizadas\nrequieren formación específica y\u002Fo experiencia. Pueden ser ayudados por otras\npersonas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>Formáción: Formáción Profesional, ensenanza obligatoria o equivalente y\nconocimientos específicos relacionados con las tareas que desempenan.\u003C\u002Fp>\n\n\u003Cp>Puestos de trabajo: En este grupo profesional se incluyen los siguientes:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.Recepcionista de Mercancías con tareas\nadministrativas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.Auxiliar Administrativo\u002Fa.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3.Carretillero\u002Fa.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">4.Preparador\u002Fa de Pedidos.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">5.Cajero\u002Fa.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo A. Nivel III.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Criterios generales: Los trabajos realizados por los profesionales de nivel\nIII son de ejecución autónoma bajo supervisión y requieren, habitualmente\niniciativa y razonamiento. Las funciones comportan la responsabilidad de las\nmismas, pudiendo ser ayudados por otras personas trabajadoras. Puede realizar\nvarias tareas heterogéneas dentro de su área funcional.\u003C\u002Fp>\n\n\u003Cp>Formación: Formación Profesional, ensenanza obligatoria o equivalente y\nconocimientos específicos relacionados con las tareas que desempenan.\u003C\u002Fp>\n\n\u003Cp>Puestos de trabajo: En este grupo profesional se incluyen los siguientes:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.Administrativo\u002Fa.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.Personal de Mantenimiento.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3.Personal de Despiece.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo B. Nivel I.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Criterios generales:\u003C\u002Fp>\n\n\u003Cp>Técnico\u002Fa Junior: Realiza trabajos muy cualificados con menos de 3 anos de\nexperiencia. Las tareas suelen requerir grado de autonomía e iniciativa,\ncomportando, bajo supervisión, la responsabilidad de las funciones que\ndesempena, pudiendo ser ayudado por otras personas trabajadoras. Requieren\nadecuados conocimientos profesionales.\u003C\u002Fp>\n\n\u003Cp>Jefe\u002Fa de Sección y Jefe\u002Fa de Turno: Realiza trabajos de forma autónoma\npudiendo tener un equipo a su cargo, supervisando las tareas y funciones de\neste. Son ocupaciones orientadas a la supervisión, programación y\norganización de la actividad de una sección o unidad.\u003C\u002Fp>\n\n\u003Cp>Formación: Formación Superior o universitaria específica para las\nfunciones que realiza o conocimientos profesionales adquiridos sobre la base de\nuna acreditada experiencia.\u003C\u002Fp>\n\n\u003Cp>Puestos de trabajo: En este grupo profesional se incluyen los siguientes:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.Técnico\u002Fa Junior.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.Jefe\u002Fa de Sección.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3.Jefe\u002Fa de Turno. \u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo B. Nivel II.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Criterios generales:\u003C\u002Fp>\n\n\u003Cp>Técnico\u002Fa Senior: Realiza trabajos muy cualificados, con más de 3 anos de\nexperiencia, bien en el puesto ocupado o bien en otro similar. Las funciones\nrequieren autonomía e iniciativa, pudiendo ser ayudados por otras personas\ntrabajadoras. Requieren adecuados conocimientos profesionales y aptitudes\nprácticas.\u003C\u002Fp>\n\n\u003Cp>Coordinador\u002Fa de Equipos y 2.a Responsable de Plataforma: El personal de\neste grupo realiza trabajos cualificados obtenidos bien a través de formación\no experiencia que, con cierto grado de responsabilidad y autonomía puede\nayudar a coordinar el trabajo de otras personas. Gestiona o pueden gestionar\npersonas y ayuda a su superior en las tareas básicas, en el supuesto de\nausencias ocasionales, incluido el periodo vacacional.\u003C\u002Fp>\n\n\u003Cp>Formación: Formación Superior o universitaria específica para las\nfunciones que realiza o conocimientos profesionales adquiridos sobre la base de\nuna acreditada experiencia.\u003C\u002Fp>\n\n\u003Cp>Puestos de trabajo: En este grupo profesional se incluyen los siguientes:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.Técnico\u002Fa Senior.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.Coordinador\u002Fa de Equipos.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3.2.a Responsable de Plataforma.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo C. Nivel I.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Criterios generales: Tiene alto grado de autonomía, iniciativa y\nresponsabilidad. Planifica y dirige las funciones realizadas por el personal a\nsu cargo, solucionando los problemas que se le plantean. Participan en la\ndefinición de objetivos concretos a alcanzar en el departamento o unidad\nencomendada.\u003C\u002Fp>\n\n\u003Cp>Formación: Formación Superior o universitaria, específica para las\nfunciones que realiza y conocimientos profesionales adquiridos sobre la base de\nuna acreditada experiencia.\u003C\u002Fp>\n\n\u003Cp>Puestos de trabajo: En este grupo profesional se incluyen los siguientes:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.Responsable de Departamento.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.Responsable de Plataforma.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo C. Nivel II.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Criterios generales: Tiene alto grado de autonomía, iniciativa y\nresponsabilidad. Planifica, organiza, dirige y coordina los objetivos\nestratégicos y dirige las funciones realizadas por el personal a su cargo.\nPuede coordinar y\u002Fo dirigir varios departamentos o plataformas. Participa en la\ndefinición de objetivos, establece normas, guías y estrategias para alcanzar\ndichos objetivos. Toman decisiones complejas que repercuten en los resultados\nde su unidad, área o negocio.\u003C\u002Fp>\n\n\u003Cp>Formación: Formación Superior o universitaria, específica para las\nfunciones que realiza y conocimientos profesionales adquiridos sobre la base de\nuna acreditada experiencia.\u003C\u002Fp>\n\n\u003Cp>Puestos de trabajo: En este grupo profesional se incluyen los siguientes:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.Responsable de Área.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.Coordinador\u002Fa de Plataforma.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo D.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Criterios generales: El personal perteneciente a este nivel tiene elevada\nresponsabilidad sobre los resultados de la empresa. La responsabilidad de su\ngestión afecta directa o indirectamente a toda la organización, además de\npoder implicar \u003C\u002Fp>\n\n\u003Cp>importantes consecuencias económicas inmediatas. Dirigen y detentan la\njefatura de la organización. Dependen directamente del Director General o\nConsejo Rector.\u003C\u002Fp>\n\n\u003Cp>Formación: Formación Superior o universitaria, específica para las\nfunciones que realiza y conocimientos profesionales adquiridos sobre la base de\nuna acreditada experiencia.\u003C\u002Fp>\n\n\u003Cp>Puestos de trabajo: En este grupo profesional se incluyen los siguientes:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.Directores\u002Fas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L289\">Artículo 8. Movilidad funcional.\u003C\u002Fh3>\n\n\u003Cp>2.La movilidad funcional en la empresa se efectuará de acuerdo a las\ntitulaciones académicas o profesionales precisas para ejercer la prestación\nlaboral y con respeto a la dignidad de la persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>3.La movilidad funcional para la realización de funciones, tanto superiores\ncomo inferiores, no correspondientes al grupo profesional sólo será posible\nsi existen, además, razones técnicas u organizativas que la justifiquen y por\nel tiempo imprescindible para su atención. La empresa deberá comunicar por\nescrito su decisión y las razones de ésta a los representantes de los\ntrabajadores y a la persona trabajadora afectada.\u003C\u002Fp>\n\n\u003Cp>En el caso de encomienda de funciones superiores a las del grupo profesional\npor un período superior a seis meses durante un ano u ocho durante dos anos,\nla persona trabajadora podrá reclamar el ascenso, si a ello no obsta lo\ndispuesto en convenio colectivo o, en todo caso, la cobertura de la vacante\ncorrespondiente a las funciones por él realizadas conforme a las reglas en\nmateria de ascensos aplicables en la empresa, sin perjuicio de reclamar la\ndiferencia salarial correspondiente. Estas acciones serán acumulables. Contra\nla negativa de la empresa, y previo informe del comité o, en su caso, de los\ndelegados\u002Fas de personal, la persona trabajadora podrá reclamar ante la\njurisdicción social.\u003C\u002Fp>\n\n\u003Cp>4.La persona trabajadora tendrá derecho a la retribución correspondiente a\nlas funciones que efectivamente realice, salvo en los casos de encomienda de\nfunciones inferiores, en los que mantendrá la retribución de origen. No\ncabrá invocar las causas de despido objetivo de ineptitud sobrevenida o de\nfalta de adaptación en los supuestos de realización de funciones distintas de\nlas habituales como consecuencia de la movilidad funcional.\u003C\u002Fp>\n\n\u003Cp>5.El cambio de funciones distintas de las pactadas no incluido en los\nsupuestos previstos en este artículo requerirá el acuerdo de las partes o, en\nsu defecto, el sometimiento a las reglas previstas para las modificaciones\nsustanciales de condiciones de trabajo o a las que a tal fin se hubieran\nestablecido en convenio colectivo.\u003C\u002Fp>\n\n\u003Ch2 id=\"L303\">CAPÍTULO IV Tiempo de contratación y periodo de prueba\u003C\u002Fh2>\n\n\u003Ch3 id=\"L305\">Artículo 9. Contratación.\u003C\u002Fh3>\n\n\u003Cp>La contratación de personas trabajadoras se ajustará a las normas legales\ngenerales sobre empleo, comprometiéndose la empresa a la utilización de los\ndiversos modos de contratación de acuerdo con la finalidad de cada uno de los\ncontratos.\u003C\u002Fp>\n\n\u003Cp>En el marco del presente convenio, se promueve, mediante acuerdo entre las\npartes, la utilización del contrato de relevo como instrumento para facilitar\nuna transición progresiva hacia la jubilación, conforme a lo establecido en\nla legislación vigente.\u003C\u002Fp>\n\n\u003Cp>Los contratos de relevo deberán formalizarse por escrito, utilizando el\nmodelo oficial establecido, e incorporarán los elementos propios del contrato\nde jubilación parcial, incluyendo la jornada laboral previa y la resultante\ntras la reducción, así como cualquier otra información exigida por la\nnormativa aplicable. \u003C\u002Fp>\n\n\u003Cp>La celebración de este tipo de contratos no supondrá la pérdida de\nderechos adquiridos ni de antigüedad para la persona trabajadora relevada.\u003C\u002Fp>\n\n\u003Cp>Estas disposiciones tienen por objeto fomentar una transición laboral\nordenada, flexible y beneficiosa, garantizando el cumplimiento de la normativa\nvigente y asegurando condiciones equitativas para todas las partes\nimplicadas.\u003C\u002Fp>\n\n\u003Ch3 id=\"L317\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency\">\u003Ch3 id=\"L317\">Artículo 10. Empresas de trabajo temporal.\u003C\u002Fh3>\n\n\u003Cp>Siempre que se utilicen los servicios de alguna persona trabajadora\nperteneciente a una empresa de trabajo temporal, independientemente de cuál\nsea su modalidad de contratación, la cooperativa garantizará a éste el mismo\nnivel de protección que el necesario para salvaguardar la seguridad y la salud\nde las demás personas trabajadoras de la empresa.\u003C\u002Fp>\n\n\u003Cp>Se podrán celebrar contratos de puesta a disposición en aquellos centros\nde trabajo donde se haya realizado la preceptiva evaluación de riesgos\nlaborales correspondiente al puesto de trabajo donde se vaya a emplear a la\npersona trabajadora, conforme a lo dispuesto en la Ley de Prevención de\nRiesgos Laborales, y teniendo siempre presente lo obligado y estipulado en el\nartículo 28 de la misma ley en todos sus apartados.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras pertenecientes a una empresa de trabajo temporal,\nestarán representadas mientras presten sus servicios en la empresa usuaria,\npor los órganos de representación de los trabajadores de la propia empresa\nusuaria.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L325\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3 id=\"L325\">Artículo 11. Periodo de prueba.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>Se estará en cuanto al periodo de prueba a lo regulado en el artículo 14\ndel Estatuto de los Trabajadores. No obstante, en caso de contratación\nindefinida de los grupos B, C, D el período de prueba será de seis meses.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2 id=\"L331\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">CAPÍTULO V Salarios y estructura retributiva\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Ch3 id=\"L333\">Sección I\u003C\u002Fh3>\n\n\u003Ch3 id=\"L335\">Artículo 12. Estructura salarial.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-WAGES_determined\">\u003Cp>Las retribuciones del personal incluido en el ámbito de aplicación del\npresente convenio colectivo estarán integradas por los complementos salariales\ny los pluses establecidos en el mismo, así como por aquellos conceptos\nretributivos previstos en el Convenio Colectivo Provincial Sectorial que\nresulte de aplicación en cada centro de trabajo.\u003C\u002Fp>\n\n\u003Cp>1.Salario Base: Se estará a lo que determinen los Convenios Provinciales\nSectoriales de aplicación en cada centro de trabajo.\u003C\u002Fp>\n\n\u003Cp>2.Complemento Personal Cc Empresa: Es el complemento salarial creado como\nresultado de la adaptación del convenio de empresa a lo dispuesto en el Real\nDecreto- ley 32\u002F2021, de 28 de diciembre, con el objetivo de recoger las\ndiferencias retributivas existentes entre dicho convenio y los distintos\nconvenios colectivos provinciales aplicables. Este complemento tendrá\ncarácter consolidable, no absorbible y revalorizable.\u003C\u002Fp>\n\n\u003Cp>3.Complementos de Puesto de Trabajo: Son los complementos que percibe la\npersona trabajadora por razón de las características del puesto de trabajo en\nel que desarrolla efectivamente su servicio. Estos complementos son de índole\nfuncional y su percepción depende, exclusivamente, de la efectiva prestación\nde trabajo en el puesto asignado, por lo que no tienen en ningún caso\ncarácter consolidable.\u003C\u002Fp>\n\n\u003Cp>Tendrán la consideración de complementos de puesto de trabajo las\ncantidades que se abonen en concepto de peligrosidad, toxicidad, penosidad,\nnocturnidad, trabajo en \u003C\u002Fp>\n\n\u003Cp>días festivos, u otros que se establezcan expresamente como tales en el\npresente convenio o en los correspondientes Convenios Colectivos Provinciales\nSectoriales aplicables en cada centro de trabajo.\u003C\u002Fp>\n\n\u003Cp>4.Complementos de calidad o cantidad de trabajo: Se entiende por\ncomplementos de calidad o cantidad de trabajo aquellos que la persona\ntrabajadora percibe por razón de una mejor calidad en el trabajo o una mayor\ncantidad, en forma de premios e incentivos, pluses de actividad, asiduidad,\nhoras extraordinarias u otros, vayan o no unidos a un sistema de retribuciones\npor rendimiento, por lo que no tienen, en ningún caso, carácter\nconsolidable.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5.De vencimiento periódico superior al mes, tales como las gratificaciones\nextraordinarias, etcétera.\u003C\u002Fp>\n\n\u003Cp>6.En especie, tales como manutención, alojamiento, casa-habitación o\ncualesquiera otros suministros, cuando dichos beneficios no formen parte del\nsalario base.\u003C\u002Fp>\n\n\u003Cp>7.Plus Transporte, se abonará únicamente en aquellos casos en los que así\nlo reconozcan expresamente los correspondientes Convenios Colectivos\nProvinciales Sectoriales aplicables en cada centro de trabajo.\u003C\u002Fp>\n\n\u003Cp>La regulación y aplicación de la estructura salarial que recoge este\nartículo, deberá respetar, en todo caso, lo establecido en el acuerdo\nsuscrito ante la Audiencia Nacional en el ano 2023.\u003C\u002Fp>\n\n\u003Ch3 id=\"L359\">Sección II\u003C\u002Fh3>\n\n\u003Ch3 id=\"L361\">Artículo 13. Retribuciones.\u003C\u002Fh3>\n\n\u003Cp>Las retribuciones del personal incluido en el ámbito de aplicación del\npresente convenio colectivo estarán integradas por los complementos salariales\ny los pluses establecidos en el mismo, así como por aquellos conceptos\nretributivos previstos en el Convenio Colectivo Provincial Sectorial que\nresulte de aplicación en cada centro de trabajo. En todo caso, se respetará\nlo establecido en el acuerdo suscrito ante la Audiencia Nacional del ano\n2023.\u003C\u002Fp>\n\n\u003Cp>El pago de las mensualidades se realizará antes de fin de cada mes y la\nretribución de diciembre antes del día de Navidad.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3 id=\"L367\">Artículo 14. Pagas extraordinarias.\u003C\u002Fh3>\n\n\u003Cp>Las retribuciones establecidas en el presente convenio se abonarán en doce\nmensualidades ordinarias y, en función de lo previsto en cada Convenio\nColectivo Provincial Sectorial de aplicación, en tres o cuatro pagas\nextraordinarias. Estas se abonarán de forma independiente a la nómina del mes\ncorrespondiente, conforme al siguiente detalle:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp style=\"margin-left:2em;\">-En caso de tres pagas extraordinarias: marzo,\njunio y diciembre.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp style=\"margin-left:2em;\">-En caso de cuatro pagas extraordinarias: marzo,\njunio, septiembre y diciembre.\u003C\u002Fp>\n\n\u003Cp>Las pagas extraordinarias de junio y diciembre se abonarán,\nrespectivamente, el día 15 de cada uno de dichos meses.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype2\">\u003Cp>Cada paga extraordinaria se calculará conforme al salario base y a los\ncomplementos vigentes que determine el Convenio Provincial Sectorial\ncorrespondiente, incluyendo en todo caso el Complemento Personal CC Empresa.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>La persona trabajadora podrá solicitar el prorrateo de las pagas\nextraordinarias en las doce mensualidades ordinarias. Para ello, deberá\ncomunicarlo con al menos un mes de antelación a la finalización del ano\nnatural, surtiendo efectos a partir del ejercicio siguiente. Esta opción\npodrá ser revocada mediante preaviso en los mismos términos y plazo. \u003C\u002Fp>\n\n\u003Cp>En todo caso, las personas trabajadoras con contrato temporal de nuevo\ningreso percibirán las pagas extraordinarias de forma prorrateada. Si\nposteriormente adquieren la condición de personal indefinido, podrán optar\npor mantener el prorrateo o solicitar el abono de las pagas extraordinarias en\nrelación con lo establecido en el apartado anterior.\u003C\u002Fp>\n\n\u003Ch3 id=\"L383\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3 id=\"L383\">Artículo 15. Horas extraordinarias.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>Tendrán la consideración de horas extraordinarias aquellas que se realicen\npor encima de la duración máxima de la jornada ordinaria de trabajo. Las\nhoras extraordinarias realizadas en día laborable serán retribuidas o\ncompensadas con un incremento del 75 % sobre el valor de la hora ordinaria.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>El valor de la hora ordinaria se calculará dividiendo el salario bruto\nanual -incluyendo todos los pluses de puesto de trabajo que resulten de\naplicación a la persona trabajadora- entre el número de horas anuales de\njornada efectiva establecida.\u003C\u002Fp>\n\n\u003Cp>Las horas extraordinarias realizadas en días festivos podrán ser\ncompensadas o retribuidas conforme a una de las siguientes modalidades, durante\nla vigencia del presente convenio colectivo:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Opción A: Por cada cinco horas trabajadas,\ndescanso compensatorio de 12,5 horas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Opción B: Por cada cinco horas trabajadas,\ndescanso de 8 horas más una retribución de 48 euros brutos.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Opción C: Por cada cinco horas trabajadas,\nretribución de 108 euros brutos.\u003C\u002Fp>\n\n\u003Cp>Estas compensaciones se aplicarán de forma proporcional en caso de que el\nnúmero de horas trabajadas sea distinto a cinco.\u003C\u002Fp>\n\n\u003Cp>La elección entre compensación en tiempo o retribución económica, tanto\npara horas extraordinarias ordinarias como festivas, se establecerá de mutuo\nacuerdo entre la empresa y la persona trabajadora.\u003C\u002Fp>\n\n\u003Ch3 id=\"L401\">Artículo 16. Pluses salariales.\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>I.De puesto de trabajo:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">Nocturnidad. Se considera trabajo nocturno el realizado entre las diez de\nla noche y las seis de la manana. El trabajo nocturno tendrá una retribución\nde un incremento 20 % del salario base.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Cp>2.Plus de Cámaras Frigoríficas Frio Negativo. Se devengará exclusivamente\nen aquellos trabajos realizados dentro de las cámaras de congelado de «frío\nnegativo» que requieren un equipo de protección especial, y siempre que la\npersona trabajadora permanezca en ellas más del 50 % de la jornada mensual. La\ncompensación por este trabajo de cámaras de congelado será con un incremento\ndel 30 % del salario base.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>3.Plus de Domingos. La retribución del trabajo en domingos se realizará a\ntravés de un Plus específico, de igual denominación, cuya cuantía se fija\nen 8,5 euros\u002Fhora.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cp>4.Plus de Guardias Localizadas (Mantenimiento). Las personas adscritas al\ndepartamento de mantenimiento que, por la naturaleza de su puesto hayan de\nmantenerse disponibles, localizables y exista una planificación previa y\nconocida de guardias, percibirán la cantidad de 150 euros semanales, sin\nperjuicio de las horas extraordinarias que pudieran corresponder por el exceso\nde la jornada ordinaria.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>En relación con los pluses de puesto de trabajo mencionados, serán\ndevengados también en el periodo de vacaciones cuando se viniesen percibiendo\nde forma habitual.\u003C\u002Fp>\n\n\u003Cp>En cuanto a su aplicación, se estará a lo dispuesto en los Convenios\nColectivos Provinciales Sectoriales, siempre que dichos pluses estén\nexpresamente regulados en los mismos.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de que el convenio provincial correspondiente no contemple\ndichos pluses, o que la cuantía establecida sea inferior a la prevista en el\npresente convenio, se \u003C\u002Fp>\n\n\u003Cp>aplicará lo regulado en el Convenio de Empresa de Covirán, por resultar\nmás favorable para la persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>II.Personales: Complemento Personal CC Empresa.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Este complemento se establece como consecuencia de la adaptación del\nconvenio de empresa a lo dispuesto en el Real Decreto-ley 32\u002F2021, de 28 de\ndiciembre. Tendrá carácter de no absorbible ni compensable respecto de las\nsubidas salariales que recojan los distintos Convenios Colectivos Provinciales\nde aplicación, con efectos desde el 1 de enero de 2024 en adelante.\u003C\u002Fp>\n\n\u003Cp>No obstante, de manera transitoria, este complemento sí podrá ser\ncompensado con las tablas salariales de los convenios provinciales hasta el 31\nde diciembre de 2023, exclusivamente en aquellos casos en los que el convenio\nsectorial correspondiente se encuentre en situación de prórroga y\nnegociación, y se publiquen nuevas tablas salariales con efectos retroactivos\npara el ejercicio 2023.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>\u003Cstrong>III.Plus de Transporte.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El plus de transporte tiene naturaleza extrasalarial y tiene por objeto\ncompensar los gastos de desplazamiento de la persona trabajadora al centro de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>Este plus se abonará únicamente en aquellos casos en los que así lo\nreconozcan expresamente los correspondientes Convenios Colectivos Provinciales\nSectoriales aplicables en cada centro de trabajo. En caso de que el convenio\nprovincial regule dicho plus, se aplicará lo establecido en el mismo.\u003C\u002Fp>\n\n\u003Cp>No obstante, si el convenio provincial no contempla cuantía o se establece\nuna cuantía inferior a la prevista en el presente convenio, se aplicará lo\ndispuesto en el convenio colectivo de empresa, fijándose su importe en 1,50\neuros brutos por día efectivo de trabajo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2 id=\"L437\">CAPÍTULO VI Tiempo de trabajo y descanso\u003C\u002Fh2>\n\n\u003Ch3 id=\"L439\">Artículo 17. Jornada.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>1.Jornada anual y jornada ordinaria.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspyear\">\u003Cp>Durante la vigencia del presente convenio, la jornada máxima anual de\ntrabajo efectivo queda establecida en 1.790 horas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>La duración máxima de la jornada ordinaria será de 40 horas semanales de\ntrabajo efectivo, en cómputo anual.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>El cómputo de jornada se iniciará en el momento en que la persona\ntrabajadora se encuentre en su puesto de trabajo efectivo. En las jornadas\ndiarias continuadas, se incluirá un descanso de 20 minutos para el bocadillo,\no el que corresponda conforme a los usos y costumbres del centro de trabajo.\u003C\u002Fp>\n\n\u003Cp>Para el personal que realice su jornada fuera del centro de trabajo, esta\ncomenzará en el momento en que se registre mediante el localizador activo\nhabilitado para tal fin.\u003C\u002Fp>\n\n\u003Cp>2.Distribución de la jornada.\u003C\u002Fp>\n\n\u003Cp>Con el fin de facilitar la conciliación de la vida personal, familiar y\nlaboral, se procurará, dentro de las necesidades organizativas y productivas\ndel centro de trabajo, que la jornada sea continuada.\u003C\u002Fp>\n\n\u003Cp>Entre el final de una jornada y el inicio de la siguiente deberán mediar,\nal menos, 12 horas de descanso.\u003C\u002Fp>\n\n\u003Cp>La empresa podrá aplicar una distribución irregular de la jornada de hasta\nun 6 % de la jornada anual de cada persona trabajadora, con un preaviso mínimo\nde 5 días, mediante comunicación escrita. \u003C\u002Fp>\n\n\u003Cp>Esta distribución irregular no será aplicable:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-A personas trabajadoras con reducción de jornada\npor guarda legal.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Fuera de la jornada habitual de la persona\ntrabajadora.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-En los días considerados como jornadas\nespeciales, conforme al apartado 6 del presente artículo.\u003C\u002Fp>\n\n\u003Cp>Las horas realizadas bajo distribución irregular podrán ser compensadas en\nhoras sueltas o jornadas completas, previo acuerdo entre la empresa y la\npersona trabajadora, dentro de los 12 meses siguientes a su realización.\u003C\u002Fp>\n\n\u003Cp>3.Jornada semanal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cp>La jornada semanal será de cinco días de trabajo y dos días de descanso,\npreferentemente ininterrumpidos, conforme a las siguientes reglas:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp style=\"margin-left:2em;\">1.Se respetarán los descansos semanales en sábado\ny domingo o viernes y sábado en aquellos centros o secciones donde ya se\nvinieran disfrutando antes de la firma del presente convenio.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp style=\"margin-left:2em;\">\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.Al menos un tercio de los descansos semanales se\ndisfrutará en sábado y domingo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3.Los dos tercios restantes se distribuirán entre\nviernes, sábado, domingo y lunes.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">4.Los descansos semanales no se solaparán con\ndías festivos. Si coinciden, el descanso se disfrutará en otra fecha, de\nmutuo acuerdo, dentro de los tres meses siguientes. No obstante, podrán\nalcanzarse otros acuerdos entre la empresa y la representación legal de las\npersonas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>Se respetarán los acuerdos alcanzados en cada centro de trabajo entre la\nempresa y la representación legal para la gestión de descansos mediante bolsa\nde horas.\u003C\u002Fp>\n\n\u003Cp>En el caso de familias monoparentales con hijos\u002Fas a cargo, se facilitará\nla adaptación de jornada para favorecer la conciliación, teniendo en cuenta\nla actividad de la empresa y la organización de turnos.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4.Verificación y control.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se llevará un registro diario de jornada, objetivo y verificable, que\nestará a disposición de cada persona trabajadora. La organización y\ndocumentación del registro será objeto de negociación con la representación\nlegal de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>El exceso de horas sobre la jornada anual tendrá la consideración de horas\nextraordinarias, y se compensará dentro de los cuatro meses siguientes a su\nrealización conforme al artículo 35.1 del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5.Fiestas locales, autonómicas y nacionales.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La empresa y el Comité Intercentros pactarán, antes de finalizar cada ano,\nlas festividades en las que se trabajará en cada centro durante el ano\nsiguiente.\u003C\u002Fp>\n\n\u003Cp>La asignación de turnos en festivos se realizará con personal voluntario.\nEn caso de que el número de voluntarios supere las necesidades, se\nestablecerá un sistema de rotación para garantizar la igualdad de\noportunidades.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>6.Jornadas especiales.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Con el fin de facilitar la conciliación durante las fiestas navidenas, se\nacuerda que los días 24 y 31 de diciembre y 5 de enero, la jornada será de\ncinco horas, finalizando como máximo a las 14:00 horas.\u003C\u002Fp>\n\n\u003Cp>Los turnos que comiencen o finalicen después de esa hora se adaptarán de\ncomún acuerdo con la dirección del centro. En caso de no alcanzarse acuerdo,\nlas cinco horas \u003C\u002Fp>\n\n\u003Cp>no trabajadas deberán recuperarse dentro de las cuatro semanas anteriores o\nposteriores.\u003C\u002Fp>\n\n\u003Cp>Si alguno de estos días recae en domingo o festivo, se negociará una fecha\nalternativa entre el Comité Intercentros y la dirección de la empresa. Si en\nel centro de trabajo se alcanzara un acuerdo en este sentido, entre empresa y\nrepresentación legal del centro, se aplicará éste de manera preferente.\u003C\u002Fp>\n\n\u003Cp>Además, a lo largo del ano, las personas trabajadoras dispondrán de cuatro\njornadas especiales adicionales, con las mismas condiciones, que se incluirán\nen el calendario anual. Estas fechas serán acordadas entre la representación\nlegal, la dirección de la empresa y la de cada centro de trabajo. En centros\nsin representación legal, intervendrá el Comité Intercentros.\u003C\u002Fp>\n\n\u003Cp>Se respetarán las jornadas reducidas adicionales que ya se vinieran\ndisfrutando en aquellos centros que tuvieran un número superior al previsto en\neste convenio.\u003C\u002Fp>\n\n\u003Cp>Las jornadas especiales contempladas en este apartado estarán incluidas\ndentro del cómputo de la jornada anual máxima establecida en el artículo\n19.1 del presente convenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L513\">Artículo 18. Vacaciones.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">Todas las personas trabajadoras afectadas por el presente convenio\ndisfrutarán de un período de vacaciones anuales retribuido cuya duración\nserá de 22 días laborales, que se incrementarán en cuatro días más si\ntodas las vacaciones que se disfruten están fuera del periodo estival. Se\ntendrá derecho a cada uno de esos cuatro días por cada una de las semanas que\nse tomen fuera del periodo estival.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras tendrán garantizados diez días laborables\nconsecutivos durante el periodo estival, adaptándose a los usos y costumbres\nde cada centro de trabajo. Las vacaciones se disfrutarán preferentemente en\nlos períodos de menor actividad de la empresa.\u003C\u002Fp>\n\n\u003Cp>Se entiende periodo estival a efectos de vacaciones el comprendido entre 15\nde junio y 30 de septiembre de cada ano.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras que acrediten tener familiares de primer grado\nresidiendo en otros países, tendrán el derecho de disfrutar todas las\nvacaciones devengadas en el ano natural, siempre que el disfrute de las\nvacaciones sea fuera de periodo estival y en época de menor actividad de cada\ncentro de trabajo.\u003C\u002Fp>\n\n\u003Cp>El calendario de vacaciones se publicará en el último trimestre del ano.\nEn cada centro de trabajo se negociará el calendario de vacaciones con la\nRepresentación Legal de los Trabajadores estableciéndose de forma equitativa\ny rotativa.\u003C\u002Fp>\n\n\u003Cp>De conformidad con lo dispuesto en el artículo 38 del Estatuto de los\nTrabajadores, cuando el periodo de vacaciones fijado en el calendario coincida\nen el tiempo con una incapacidad temporal derivada del embarazo, parto,\nlactancia natural o con el periodo de suspensión del contrato de trabajo\nprevisto en el los apartados 4, 5 y 7 del artículo 48 del Estatuto de los\nTrabajadores, se tendrá derecho a disfrutar las vacaciones en fecha distintas\na la de la incapacidad temporal o a la del disfrute del permiso que por\naplicación de dicho precepto le correspondiera, al finalizar el periodo de\nsuspensión, aunque haya terminado el ano natural al que corresponda.\u003C\u002Fp>\n\n\u003Cp>Asimismo, en el supuesto de que el periodo de vacaciones coincida con una\nincapacidad temporal por contingencias distintas a las senaladas anteriormente\nque imposibilite a la persona trabajadora disfrutarlas, total o parcialmente,\ndurante el ano natural a que corresponden, la persona trabajadora podrá\nefectivamente disfrutar del periodo que le corresponda una vez finalice su\nincapacidad y siempre que no hayan transcurrido más de dieciocho meses a\npartir del final del ano en que se hayan originado, garantizándose en tal caso\nel efectivo disfrute de las vacaciones sin que pueda sustituirse por\ncompensación económica. \u003C\u002Fp>\n\n\u003Ch3 id=\"L529\">Artículo 19. Licencias.\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>A) Licencias retribuidas.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.La persona trabajadora, previo aviso y justificación, podrá ausentarse\ndel trabajo, con derecho a remuneración, por alguno de los siguientes motivos\ny durante los plazos que se indican:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>a)Veinte días naturales en caso de matrimonio o constitución de pareja de\nhecho. Las personas trabajadoras que hayan disfrutado este permiso por\nconstituirse como pareja de hecho no podrán volver a ejercitarlo con el mismo\nconviviente.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">b)Cinco días por accidente o enfermedad graves, hospitalización o\nintervención quirúrgica sin hospitalización que requiera reposo domiciliario\ndel cónyuge, pareja de hecho o parientes hasta el segundo grado de\nconsanguinidad o afinidad, incluido el familiar consanguíneo de la pareja de\nhecho, así como de cualquier otra persona que conviva con la persona\ntrabajadora y requiera de su cuidado efectivo.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c)Cuatro días por el fallecimiento del cónyuge, pareja de hecho o\nhijos.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>d)Tres días por el fallecimiento de familiares de primer grado por\nconsanguinidad o afinidad.\u003C\u002Fp>\n\n\u003Cp>e)Dos días por el fallecimiento de parientes hasta segundo grado de\nconsanguinidad o afinidad.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>f)Un día por asistencia a matrimonio de familiares hasta segundo grado de\nconsanguinidad o afinidad, siempre que el hecho causante coincida con la\njornada habitual de trabajo.\u003C\u002Fp>\n\n\u003Cp>g)En los supuestos anteriores, si se requiere un desplazamiento superior a\n100 km desde el centro de trabajo hasta el lugar del hecho causante, el permiso\nse ampliará en dos días naturales adicionales.\u003C\u002Fp>\n\n\u003Cp>h)Dos días por traslado del domicilio habitual.\u003C\u002Fp>\n\n\u003Cp>i)Dos días de asuntos propios sin necesidad de justificación. Las personas\ntrabajadoras que se incorporen durante el ano natural tendrán derecho a un\nsolo día.\u003C\u002Fp>\n\n\u003Cp>Para el disfrute del segundo día, se deberán cumplir los siguientes\nrequisitos:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-No podrá disfrutarse durante el periodo estival\nni en el mes de diciembre.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-No podrá disfrutarse de forma consecutiva al\nprimer día de asuntos propios.\u003C\u002Fp>\n\n\u003Cp>j)El tiempo indispensable para acudir a consultas médicas o exámenes\nreglados.\u003C\u002Fp>\n\n\u003Cp>k)Hasta 20 horas anuales para asistir al médico con hijos menores de 14\nanos, siempre que se justifique mediante documento oficial. Una vez agotadas,\nse podrá disponer del tiempo indispensable, siempre que se justifique y se\nrecupere el tiempo empleado.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-administrativedays\">l)El tiempo indispensable para el cumplimiento de un deber inexcusable de\ncarácter público y personal, incluido el ejercicio del derecho al voto.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>m)Para el ejercicio de funciones sindicales o de representación del\npersonal, en los términos legal o convencionalmente establecidos.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">n)El tiempo indispensable para la realización de exámenes prenatales y\ntécnicas de preparación al parto, así como para la asistencia a sesiones\ninformativas y evaluaciones en procesos de adopción, guarda con fines de\nadopción o acogimiento, siempre que tengan lugar dentro de la jornada\nlaboral.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>o)Hasta 40 horas anuales para acompanar a familiares de primer grado con\ndiscapacidad igual o superior al 33 %, debidamente acreditada, a consultas\nmédicas.\u003C\u002Fp>\n\n\u003Cp>p)Hasta 20 horas anuales para acompanar a familiares ascendientes\ndependientes de primer grado, a su cargo, a consultas médicas, debidamente\nacreditadas.\u003C\u002Fp>\n\n\u003Cp>q)La persona trabajadora tendrá derecho a ausentarse del trabajo por causa\nde fuerza mayor, cuando sea necesario por motivos familiares urgentes\nrelacionados con familiares o personas convivientes, en caso de enfermedad o\naccidente que hagan indispensable su presencia inmediata. \u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras tendrán derecho a que sean retribuidas las horas\nde ausencia por las causas previstas en este apartado, hasta un máximo\nequivalente a cuatro días al ano, debiendo aportar, en su caso, acreditación\ndel motivo de la ausencia.\u003C\u002Fp>\n\n\u003Cp>Los permisos contemplados en los apartados a), b), c), d), e) y h) podrán\niniciarse desde el día laborable inmediatamente posterior al hecho\ncausante.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">2.En los supuestos de nacimiento, adopción, guarda con fines de adopción o\nacogimiento, de acuerdo con el artículo 45.1.d), las personas trabajadoras\ntendrán derecho a una hora de ausencia del trabajo, que podrán dividir en dos\nfracciones, para el cuidado del lactante hasta que este cumpla nueve meses. La\nduración del permiso se incrementará proporcionalmente en los casos de\nnacimiento, adopción, guarda con fines de adopción o acogimiento\nmúltiples.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Quien ejerza este derecho, por su voluntad, podrá sustituirlo por una\nreducción de su jornada en media hora con la misma finalidad o acumularlo en\njornadas completas correspondiente a 16 días naturales que se podrán unir a\nla suspensión de contrato por nacimiento.\u003C\u002Fp>\n\n\u003Cp>La reducción de jornada contemplada en este apartado constituye un derecho\nindividual de las personas trabajadoras sin que pueda transferirse su ejercicio\nal otro progenitor, adoptante, guardador o acogedor.\u003C\u002Fp>\n\n\u003Cp>Cuando ambos progenitores, adoptantes, guardadores o acogedores ejerzan este\nderecho con la misma duración y régimen, el periodo de disfrute podrá\nextenderse hasta que el lactante cumpla doce meses, con reducción proporcional\ndel salario a partir del cumplimiento de los nueve meses.\u003C\u002Fp>\n\n\u003Cp>3.Las personas trabajadoras tendrán derecho a ausentarse del trabajo\ndurante una hora en el caso de nacimiento prematuro de hijo o hija, o que, por\ncualquier causa, deban permanecer hospitalizados a continuación del parto.\nAsimismo, tendrán derecho a reducir su jornada de trabajo hasta un máximo de\ndos horas, con la disminución proporcional del salario. Para el disfrute de\neste permiso se estará a lo previsto en el apartado 5 de este artículo.\u003C\u002Fp>\n\n\u003Cp>4.Quien por razones de guarda legal tenga a su cuidado directo algún menor\nde doce anos o una persona con discapacidad que no desempene una actividad\nretribuida tendrá derecho a una reducción de la jornada de trabajo diaria,\ncon la disminución proporcional del salario entre, al menos, un octavo y un\nmáximo de la mitad de la duración de aquella.\u003C\u002Fp>\n\n\u003Cp>Tendrá el mismo derecho quien precise encargarse del cuidado directo de un\nfamiliar, hasta el segundo grado de consanguinidad o afinidad, que por razones\nde edad, accidente o enfermedad no pueda valerse por sí mismo, y que no\ndesempene actividad retribuida.\u003C\u002Fp>\n\n\u003Cp>El progenitor, adoptante, guardador con fines de adopción o acogedor\npermanente tendrá derecho a una reducción de la jornada de trabajo, con la\ndisminución proporcional del salario de, al menos, la mitad de la duración de\naquella, para el cuidado, durante la hospitalización y tratamiento continuado,\ndel menor a su cargo afectado por cáncer (tumores malignos, melanomas y\ncarcinomas), o por cualquier otra enfermedad grave, que implique un ingreso\nhospitalario de larga duración y requiera la necesidad de su cuidado directo,\ncontinuo y permanente, acreditado por el informe del servicio público de salud\nu órgano administrativo sanitario de la comunidad autónoma correspondiente y,\ncomo máximo, hasta que el menor cumpla los dieciocho anos.\u003C\u002Fp>\n\n\u003Cp>Las reducciones de jornada contempladas en el presente apartado constituyen\nun derecho individual de las personas trabajadoras, hombre o mujeres. No\nobstante, si dos o más personas trabajadoras de la misma empresa generasen\neste derecho por el mismo sujeto causante, el empresario podrá limitar su\nejercicio simultáneo por razones fundadas y objetivas de funcionamiento\ndebidamente motivadas por escrito debiendo en tal caso la empresa ofrecer un\nplan alternativo que asegure el disfrute de ambas personas trabajadoras y que\nposibilite el ejercicio de los derechos de conciliación.\u003C\u002Fp>\n\n\u003Cp>5.La concreción horaria y la determinación de los permisos y reducciones\nde jornada, previstos en los apartados 2, 3 y 4, corresponderán a la persona\ntrabajadora \u003C\u002Fp>\n\n\u003Cp>dentro de su jornada ordinaria. La persona trabajadora, salvo fuerza mayor,\ndeberá preavisar al empresario con una antelación de quince días, precisando\nla fecha en que iniciará y finalizará el permiso de cuidado del lactante o la\nreducción de jornada.\u003C\u002Fp>\n\n\u003Cp>Las discrepancias surgidas entre empresario y persona trabajadora sobre la\nconcreción horaria y la determinación de los periodos de disfrute previstos\nen los apartados 2, 3, 4 serán resueltas por la jurisdicción social a través\ndel procedimiento establecido en el artículo 139 de la Ley 36\u002F2011, de 10 de\noctubre, Reguladora de la Jurisdicción Social.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violenceleave\">6.Las personas trabajadoras que tengan la consideración de víctimas de\nviolencia de género, de violencia sexual o de víctimas del terrorismo\ntendrán derecho, para hacer efectiva su protección o su derecho a la\nasistencia social integral, a la reducción de la jornada de trabajo con\ndisminución proporcional del salario o a la reordenación del tiempo de\ntrabajo, a través de la adaptación del horario, de la aplicación del horario\nflexible o de otras formas de ordenación del tiempo de trabajo que se utilicen\nen la empresa. También tendrán derecho a realizar su trabajo total o\nparcialmente a distancia o a dejar de hacerlo si este fuera el sistema\nestablecido, siempre en ambos casos que esta modalidad de prestación de\nservicios sea compatible con el puesto y funciones desarrolladas por la\npersona.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8)Licencias no retribuidas.\u003C\u002Fp>\n\n\u003Cp>Todo el personal previo aviso, podrá ausentarse del trabajo sin derecho a\npercibir compensación económica, por los motivos y el tiempo siguiente:\u003C\u002Fp>\n\n\u003Cp>a)Un día laborable al ano sin justificación para el cual deberá preavisar\na la empresa con cinco días de antelación.\u003C\u002Fp>\n\n\u003Cp>b)Además de los días que corresponden en el artículo 21. c) y d) del\nconvenio colectivo, en caso de fallecimiento de cónyuge, pareja de hecho\ndebidamente registrada, padres e hijos, se tendrá derecho a un permiso de\nhasta 5 días naturales.\u003C\u002Fp>\n\n\u003Cp>c)Además de los días que corresponden en el artículo 21. b) del convenio\ncolectivo, en caso de hospitalización de hijos, se tendrá derecho a un\npermiso de hasta 5 días naturales.\u003C\u002Fp>\n\n\u003Cp>d)Un día natural en caso de fallecimiento de parientes de hasta tercer\ngrado de consanguinidad o afinidad, siempre que el hecho causante coincida con\nla jornada habitual de la persona trabajadora y esté debidamente\njustificado.\u003C\u002Fp>\n\n\u003Cp>Los permisos recogidos en el presente artículo, regulan mejoras sociales de\nalgunos de los permisos que tienen reconocidos todas las personas trabajadoras\nen el artículo 37 del Estatuto de los Trabajadores, de tal modo que aquellos\npermisos que, establecidos en Estatuto de los Trabajadores, no se desarrollen\nen el convenio colectivo, tienen la condición de derecho legalmente\nreconocido, y que debe ser respetado a cada persona trabajadora.\u003C\u002Fp>\n\n\u003Ch3 id=\"L619\">Artículo 20. Excedencias.\u003C\u002Fh3>\n\n\u003Cp>1.Excedencia por nacimiento. Las personas trabajadoras que soliciten una\nexcedencia por razón de nacimiento de acuerdo con el artículo 46.3 del\nEstatuto de los Trabajadores tendrán derecho a la misma hasta que el\ndescendiente cumpla los 4 anos y a la reserva de su puesto de trabajo durante\nel primer ano, transcurrido dicho plazo, la reserva quedara referida a un\npuesto de trabajo del mismo grupo profesional o categoría equivalente.\nAsimismo, este período será computable a efectos de antigüedad y la persona\ntrabajadora tendrá derecho a la asistencia a cursos de formación\nprofesional.\u003C\u002Fp>\n\n\u003Cp>2.Excedencia por cuidado de familiares. Las personas trabajadoras tendrán\nderecho a un período de excedencia de duración no superior a dos anos para\natender al cuidado de un familiar, hasta el segundo grado de consanguinidad o\nafinidad, que por razones de edad, accidente o enfermedad no pueda valerse por\nsí mismo, y no desempene actividad retribuida. El período en que la persona\ntrabajadora permanezca \u003C\u002Fp>\n\n\u003Cp>en situación de excedencia conforme a lo establecido en este artículo\nserá computable a efectos de antigüedad y la persona trabajadora tendrá\nderecho a la asistencia a cursos de formación profesional.\u003C\u002Fp>\n\n\u003Cp>3.Excedencia voluntaria. Las personas trabajadoras con al menos una\nantigüedad en la empresa de un ano, tiene derecho a que se le reconozca la\nposibilidad de situarse en excedencia voluntaria por un plazo no menor de\ncuatro meses y no mayor de cinco anos en los términos establecidos en el\nEstatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>En los supuestos previstos en los apartados 1, 2 y 3, la persona trabajadora\ndeberá preavisar al empresario con una antelación de quince días, precisando\nla fecha en que iniciará y finalizará el periodo de excedencia.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Ch3 id=\"L631\">Artículo 21. Protección a la Vida Familiar.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>1.El nacimiento, que comprende el parto\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\"> y el cuidado de menor, suspenderá\nel contrato de trabajo de la madre biológica y el progenitor distinto de la\nmadre biológica durante diecinueve semanas, de las cuales serán obligatorias\nlas seis semanas ininterrumpidas inmediatamente posteriores al parto, que\nhabrán de disfrutarse a jornada completa, para asegurar la protección de la\nsalud de la \u003C\u002Fdiv>madre.\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>En el supuesto de monoparentalidad, por existir una única persona\nprogenitora, el periodo de suspensión será de treinta y dos semanas.\u003C\u002Fp>\n\n\u003Cp>En los casos de parto prematuro y en aquellos en que, por cualquier otra\ncausa, el neonato deba permanecer hospitalizado a continuación del parto, el\nperiodo de suspensión podrá computarse, a instancia de la madre biológica o\ndel otro progenitor, a partir de la fecha del alta hospitalaria. Se excluyen de\ndicho cómputo las seis semanas posteriores al parto, de suspensión\nobligatoria del contrato de la madre biológica.\u003C\u002Fp>\n\n\u003Cp>En los casos de parto prematuro con falta de peso y en aquellos otros en que\nel neonato precise, por alguna condición clínica, hospitalización a\ncontinuación del parto, por un periodo superior a siete días, el periodo de\nsuspensión se ampliará en tantos días como el nacido se encuentre\nhospitalizado, con un máximo de trece semanas adicionales, y en los términos\nen que reglamentariamente se desarrolle.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de fallecimiento del hijo o hija, el periodo de suspensión\nno se verá reducido, salvo que, una vez finalizadas las seis semanas de\ndescanso obligatorio, se solicite la reincorporación al puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>En caso de fallecimiento de uno de los progenitores, el otro progenitor\npodrá hacer uso de la totalidad o, en su caso, de la parte que reste de\npermiso. La suspensión del contrato de cada uno de los progenitores por el\ncuidado de menor se distribuye de la siguiente manera:\u003C\u002Fp>\n\n\u003Cp>a)Seis semanas ininterrumpidas inmediatamente posteriores al parto serán\nobligatorias y habrán de disfrutarse a jornada completa.\u003C\u002Fp>\n\n\u003Cp>b)Once semanas, veintidós en el caso de monoparentalidad, que podrán\ndistribuirse a voluntad de la persona trabajadora, en períodos semanales a\ndisfrutar de forma acumulada o interrumpida y ejercitarse desde la\nfinalización de la suspensión obligatoria posterior al parto hasta que el\nhijo o la hija cumpla doce meses. No obstante, la madre biológica podrá\nanticipar su ejercicio hasta cuatro semanas antes de la fecha previsible del\nparto.\u003C\u002Fp>\n\n\u003Cp>c)Dos semanas, cuatro en el caso de monoparentalidad, para el cuidado del\nmenor que podrán distribuirse a voluntad de la persona trabajadora, en\nperíodos semanales de forma acumulada o interrumpida hasta que el hijo o la\nhija cumpla los ocho anos.\u003C\u002Fp>\n\n\u003Cp>Este derecho es individual de la persona trabajadora sin que pueda\ntransferirse su ejercicio al otro progenitor.\u003C\u002Fp>\n\n\u003Cp>Las suspensiones previstas en las letras b) y c) podrán disfrutarse en\nrégimen de jornada completa o de jornada parcial, previo acuerdo entre la\nempresa y la persona trabajadora, y conforme se determine reglamentariamente.\nLa persona trabajadora \u003C\u002Fp>\n\n\u003Cp>deberá comunicar a la empresa, con una antelación mínima de quince días,\nel ejercicio de este derecho en los términos establecidos, en su caso, en los\nconvenios colectivos. Cuando los dos progenitores que ejerzan este derecho\ntrabajen para la misma empresa, la dirección empresarial podrá limitar su\nejercicio simultáneo por razones fundadas y objetivas, debidamente motivadas\npor escrito.\u003C\u002Fp>\n\n\u003Cp>A efectos de lo dispuesto en este apartado, el término de madre biológica\nincluye también a las personas trans gestantes.\u003C\u002Fp>\n\n\u003Cp>En los supuestos de adopción, de guarda con fines de adopción y de\nacogimiento, de acuerdo con el artículo 45.1.d) Estatuto de los Trabajadores,\nla suspensión tendrá una duración de diecinueve semanas para cada adoptante,\nguardador o acogedor.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de monoparentalidad, por existir una única persona\nadoptante, guardadora con fines de adopción o acogedora, el periodo de\nsuspensión será de treinta y dos semanas.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de fallecimiento del menor, el periodo de suspensión no se\nverá reducido, salvo que, una vez finalizadas las seis semanas de descanso\nobligatorio, se solicite la reincorporación al puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>En caso de fallecimiento de una de las personas adoptantes, guardadoras con\nfines de adopción o acogedoras, la otra persona podrá hacer uso de la\ntotalidad o, en su caso, de la parte que reste de permiso. La suspensión del\ncontrato de cada persona adoptante, guardador o acogedora por el cuidado de\nmenor se distribuye de la siguiente manera:\u003C\u002Fp>\n\n\u003Cp>a)Seis semanas deberán disfrutarse a jornada completa de forma obligatoria\ne ininterrumpida, inmediatamente después de la resolución judicial por la que\nse constituye la adopción o bien de la decisión administrativa de guarda con\nfines de adopción o de acogimiento.\u003C\u002Fp>\n\n\u003Cp>b)Once semanas, veintidós en el caso de monoparentalidad, que podrán\ndistribuirse, a voluntad de la persona trabajadora, en períodos semanales a\ndisfrutar de forma acumulada o interrumpida y ejercitarse dentro de los doce\nmeses siguientes a la resolución judicial por la que se constituya la\nadopción o bien a la decisión administrativa de guarda con fines de adopción\no de acogimiento.\u003C\u002Fp>\n\n\u003Cp>c)Dos semanas, cuatro en el caso de monoparentalidad, para el cuidado del\nmenor que podrán distribuirse, a voluntad de la persona trabajadora, en\nperíodos semanales de forma acumulada o interrumpida hasta que el menor cumpla\nlos ocho anos.\u003C\u002Fp>\n\n\u003Cp>En ningún caso un mismo menor dará derecho a varios periodos de\nsuspensión en la misma persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>En los supuestos de adopción internacional, cuando sea necesario el\ndesplazamiento previo de los progenitores al país de origen del adoptado, el\nperiodo de suspensión previsto para cada caso en este apartado podrá\niniciarse hasta cuatro semanas antes de la resolución por la que se constituye\nla adopción.\u003C\u002Fp>\n\n\u003Cp>Este derecho es individual de la persona trabajadora sin que pueda\ntransferirse su ejercicio al otro adoptante, guardador con fines de adopción o\nacogedor.\u003C\u002Fp>\n\n\u003Cp>Las suspensiones previstas en las letras b) y c) podrán disfrutarse en\nrégimen de jornada completa o de jornada parcial, previo acuerdo entre la\nempresa y la persona trabajadora, y conforme se determine\nreglamentariamente.\u003C\u002Fp>\n\n\u003Cp>La persona trabajadora deberá comunicar a la empresa, por escrito, y con\nuna antelación mínima de quince días, el ejercicio de este derecho. Cuando\nlos dos adoptantes, guardadores o acogedores que ejerzan este derecho trabajen\npara la misma empresa, ésta podrá limitar el disfrute simultáneo de las diez\nsemanas voluntarias por razones fundadas y objetivas, debidamente motivadas por\nescrito.\u003C\u002Fp>\n\n\u003Cp>2.En el supuesto de discapacidad del hijo o hija en el nacimiento,\nadopción, en situación de guarda con fines de adopción o de acogimiento, la\nsuspensión del contrato a que se refieren los apartados 4 y 5 tendrá una\nduración adicional de dos semanas, una para cada uno de los progenitores.\nIgual ampliación procederá en el supuesto de nacimiento, adopción, guarda\ncon fines de adopción o acogimiento múltiple por cada hijo o hija distinta\ndel primero. En caso de haber una única persona progenitora, esta podrá \u003C\u002Fp>\n\n\u003Cp>disfrutar de las ampliaciones completas previstas en este apartado para el\ncaso de familias con dos personas progenitoras.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cp>3.En el supuesto de riesgo durante el embarazo o de riesgo durante la\nlactancia natural, en los términos previstos en el artículo 26 de la Ley\n31\u002F1995, de 8 de noviembre, de Prevención de Riesgos Laborales, la suspensión\ndel contrato finalizará el día en que se inicie la suspensión del contrato\npor parto o el lactante cumpla nueve meses, respectivamente, o, en ambos casos,\ncuando desaparezca la imposibilidad de la trabajadora de reincorporarse a su\npuesto anterior o a otro compatible con su estado.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.En el supuesto previsto en el artículo 45.1.n) Estatuto de los\nTrabajadores, el periodo de suspensión tendrá una duración inicial que no\npodrá exceder de seis meses, salvo que de las actuaciones de tutela judicial\nresultase que la efectividad del derecho de protección de la víctima\nrequiriese la continuidad de la suspensión. En este caso, el juez podrá\nprorrogar la suspensión por periodos de tres meses, con un máximo de\ndieciocho meses.\u003C\u002Fp>\n\n\u003Cp>5.Las personas trabajadoras se beneficiarán de cualquier mejora en las\ncondiciones de trabajo a la que hubieran podido tener derecho durante la\nsuspensión del contrato en los supuestos a que se refieren los apartados 1 a\n5.\u003C\u002Fp>\n\n\u003Cp>6.Cualquier mejora que la ley pueda disponer respecto a las condiciones que\nse acuerdan en este artículo, o sobre otras, que vayan enfocadas a la\nconciliación de la vida personal o familiar con la laboral, deberán ser\naplicadas por la parte empresarial según la regulación en la legislación\nvigente.\u003C\u002Fp>\n\n\u003Ch2 id=\"L697\">CAPÍTULO VII Riesgos laborales\u003C\u002Fh2>\n\n\u003Ch3 id=\"L699\">Artículo 22. Riesgos laborales.\u003C\u002Fh3>\n\n\u003Cp>Seguridad y salud en el trabajo. La protección de las personas trabajadoras\nconstituye un objeto básico y prioritario de las partes firmantes de este\nconvenio. Ambas partes consideran que para alcanzarlo se requiere el\nestablecimiento y planificación de una acción preventiva eficaz en la empresa\ncon el fin de eliminar los riesgos en origen a partir de su identificación,\nevaluar los que no se puedan eliminar para adoptar las medidas necesarias que\npermitan minimizarlos mediante la aplicación de las prácticas preventivas,\npartiendo siempre del objetivo de adaptar el puesto a la persona que va a\nocuparlo como la forma más completa de proteger la salud.\u003C\u002Fp>\n\n\u003Cp>En materia de seguridad e higiene en el trabajo, se estará a lo dispuesto\nen la Ley 31\u002F1995, de Prevención de Riesgos Laborales, y sus disposiciones de\ndesarrollo o complementarias y cuantas otras normas, legales o convencionales,\ncontengan prescripciones relativas a la adopción de medidas preventivas en el\námbito laboral o susceptibles de producirlas en dicho ámbito.\u003C\u002Fp>\n\n\u003Cp>La empresa está obligada a actuar con la máxima diligencia en el\ncumplimiento de lo estipulado en la Evaluación de Riesgos Laborales, así como\nen la elaboración del Plan de Prevención en la empresa o centros de trabajo,\ndando participación activa a los delegados\u002Fas de prevención en su\nelaboración y posterior actualización.\u003C\u002Fp>\n\n\u003Cp>En el transcurso de un mes desde la firma del presente convenio, la empresa\nse compromete a hacer entrega del Plan de Prevención existente a los\ndelegados\u002Fas de prevención y representantes legales de los trabajadores, así\ncomo a iniciar una revisión del mismo dentro del actual marco negocial.\u003C\u002Fp>\n\n\u003Ch3 id=\"L709\">Artículo 23. Evaluación de las cargas de trabajo y riesgos\npsicosociales.\u003C\u002Fh3>\n\n\u003Cp>Al menos con carácter anual, o cuando se dé algunos de los supuestos\nrecogidos en el artículo 16.2 a) de la Ley 31\u002F1995, de Prevención de Riesgos\nLaborales, se realizará una evaluación de las cargas de trabajo de cada uno\nde los departamentos existentes en \u003C\u002Fp>\n\n\u003Cp>los distintos centros de trabajo de la empresa, tanto del aspecto físico\ncomo del aspecto mental dado que ambos coexisten, en proporción variable, en\ncualquier tarea.\u003C\u002Fp>\n\n\u003Cp>Con relación a la Evaluación de los riesgos Psicosociales contemplada en\nla Ley 31\u002F1995, de Prevención de Riesgos Laborales, el método que se acuerde\npor el correspondiente Comité Seguridad Salud usando la versión que mejor se\nadapte a cada centro de trabajo de la empresa. Dando cumplimiento a la\nobligación de introducir la perspectiva de género, considerando las variables\nrelacionadas con el sexo tanto en los sistemas de recogida y tratamiento de\ndatos como en el estudio e investigación generales en materia de prevención\nde riesgos laborales.\u003C\u002Fp>\n\n\u003Cp>La doble presencia y la dificultad de conciliar la vida laboral, personal y\nfamiliar, son una fuente importante de estrés, por lo que la implantación de\nmedidas de conciliación será una herramienta fundamental en la prevención de\nriesgos psicosociales.\u003C\u002Fp>\n\n\u003Ch3 id=\"L719\">Artículo 24. Delegados\u002Fas de prevención.\u003C\u002Fh3>\n\n\u003Cp>Son los delegados\u002Fas con funciones específicas en materia de prevención de\nriesgos laborales y salud laboral en el trabajo.\u003C\u002Fp>\n\n\u003Cp>Los delegados\u002Fas de prevención serán designados por y entre los\nrepresentantes del personal, en el ámbito de los órganos de representación\nprevistos en las normas a que se refiere el artículo 34 de la Ley 31\u002F1995, de\nPrevención de Riesgos Laborales, que regula los derechos de participación y\nde representación.\u003C\u002Fp>\n\n\u003Cp>En cuanto al número de delegados\u002Fas de prevención, su designación se\nrealizará de acuerdo con la escala establecida en la Ley 31\u002F1995, de\nPrevención de Riesgos Laborales.\u003C\u002Fp>\n\n\u003Cp>Mediante acuerdos a que se refiere el artículo 83, apartado 3, del Estatuto\nde los Trabajadores podrá acordarse que las competencias reconocidas en esta\nley a los delegados\u002Fas de prevención sean ejercidas por órganos específicos\ncreados en el propio convenio o en los acuerdos citados.\u003C\u002Fp>\n\n\u003Ch3 id=\"L729\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3 id=\"L729\">Artículo 25. Salud laboral.\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>1.Obligaciones de la empresa en materia de prevención de\nriesgos.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La Cooperativa aplicará las medidas de prevención de riesgos laborales con\narreglo a los siguientes principios generales.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Evitar los riesgos.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Evaluar los riesgos que no se puedan evitar.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Combatir los riesgos en su origen.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Tener en cuenta la evolución de la técnica.\u003C\u002Fp>\n\n\u003Cp>La planificación de la prevención, buscando un conjunto coherente que\nintegre en ella: la organización, la técnica, las condiciones de trabajo, las\nrelaciones sociales y la influencia de los factores ambientales en el\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>Adoptar medidas que antepongan la protección colectiva a la individual.\u003C\u002Fp>\n\n\u003Cp>Dar las debidas instrucciones a las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>Observar el cumplimiento de lo dispuesto en el artículo 36.3 y 4 del\nEstatuto de los Trabajadores, a tal efecto la Representación Legal de los\nTrabajadores cooperará para que las modificaciones de las condiciones de\ntrabajo que hayan de tener lugar puedan llevarse a efecto, siempre salvando la\nequidad entre el conjunto de las personas trabajadoras afectadas.\u003C\u002Fp>\n\n\u003Cp>Al comienzo de cualquier relación laboral, la dirección entregará a la\npersona trabajadora recién incorporado el equipo de protección individual\nprevisto en el Plan de Prevención de Riesgos Laborales del centro de trabajo\nen cuestión, con el objetivo de evitar los riesgos identificados o\nrelacionados con el puesto de trabajo o las tareas que tuviera que desarrollar\nen la empresa. \u003C\u002Fp>\n\n\u003Cp>La Dirección entregará copia de las evaluaciones de riesgos que realice al\nDelegado de Prevención que haya sido elegido para tal función entre los\nmiembros del comité de empresa o delegados\u002Fas de personal.\u003C\u002Fp>\n\n\u003Cp>Reconocimientos médicos: Los reconocimientos médicos que se efectúen\ndeberán ser específicos al puesto de trabajo desempenado, adecuándose a las\ndistintas funciones profesionales existentes en cada centro de trabajo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\">\u003Cp>Aquellas personas trabajadoras, y grupos de personas trabajadoras, que por\nsus características personales, por sus condiciones de mayor exposición a\nriesgos o por otras circunstancias tengan mayor vulnerabilidad al mismo, serán\nvigilados de modo particular.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>Todas las personas trabajadoras tendrán derecho a un reconocimiento médico\nanual, voluntario, con cargo a la empresa y a través del Servicio de\nPrevención, adecuado para prevenir y comprobar su estado de salud como indica\nel artículo 22 de la Ley 31\u002F1995, de Prevención de Riesgos Laborales.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>La vigilancia de la salud estará dirigida a detectar precozmente los\nposibles danos originados por los riesgos a los que estén expuestas las\npersonas trabajadoras en su puesto de trabajo. Se les informará del objeto de\nlas mismas y su voluntariedad salvo para los puestos de Carretilleros y Cámara\nCongelación donde es obligatorio según consultas realizadas a Comités de\nSeguridad Salud en cumplimiento del artículo 22 de la Ley 31\u002F1995, así como\ndel tipo de pruebas a las que serán sometidas, por escrito.\u003C\u002Fp>\n\n\u003Cp>Dichas pruebas serán revisadas y aceptadas antes de su realización de\nmanera consensuada en los distintos Comités de Seguridad y Salud y se\ninformarán a los delegados\u002Fas de prevención. Los protocolos de los\nreconocimientos médicos se realizan a nivel nacional por el equipo médico del\nServicio de Prevención Ajenos con los que se contrata la especialidad de\nMedicina del Trabajo atendiendo a los riesgos del puesto de trabajo\ndesempenado.\u003C\u002Fp>\n\n\u003Cp>Dicho reconocimiento, incluirá en todo caso, pruebas diagnósticas para la\ndetección precoz de danos o enfermedades laborales reconocidas como propias\ndel puesto de trabajo en el Real Decreto 1299\u002F2006, de 10 de noviembre, por el\nque se aprueba el cuadro de enfermedades profesionales en el sistema de la\nSeguridad Social.\u003C\u002Fp>\n\n\u003Cp>Los resultados del reconocimiento serán comunicados a la persona\ntrabajadora por escrito o a través de medios telemáticos.\u003C\u002Fp>\n\n\u003Cp>El tiempo empleado en su práctica será a cargo de la jornada laboral y no\npodrá suponer gasto alguno para la persona trabajadora por desplazamiento.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Obligaciones de las personas trabajadoras en materia de\nprevención de riesgos.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Corresponde a cada persona trabajadora velar, según sus posibilidades y\nmediante el cumplimiento de las medidas de prevención que, en cada caso, sean\nadoptadas, por su propia seguridad en el trabajo y por la de aquellas otras\npersonas a las que pueda afectar su actividad profesional, a causa de sus actos\ny omisiones en el trabajo de conformidad con su formación y las instrucciones\ndel empresario.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras, con arreglo a su formación y siguiendo las\ninstrucciones del empresario, deberán en particular:\u003C\u002Fp>\n\n\u003Cp>a)Usar adecuadamente, de acuerdo con su naturaleza y los riesgos\nprevisibles, las máquinas, aparatos, herramientas, sustancias peligrosas,\nequipos de transporte y, en general, cualesquiera otros medios con los que\ndesarrollen su actividad.\u003C\u002Fp>\n\n\u003Cp>b)Utilizar correctamente los medios y equipos necesarios de protección por\nel empresario, de acuerdo con las instrucciones recibidas de éste.\u003C\u002Fp>\n\n\u003Cp>c)No poner fuera de funcionamiento y utilizar correctamente los dispositivos\nde seguridad existentes o que se instalen en los medios relacionados con su\nactividad o en los lugares de trabajo en los que ésta tenga lugar.\u003C\u002Fp>\n\n\u003Cp>d)Informar de inmediato a su superior jerárquico directo y a las personas\ntrabajadoras designadas para realizar actividades de protección y de\nprevención o, en su caso, al Servicio de Prevención acerca de cualquier\nsituación que, a su juicio, entrane  por motivos razonables, un riesgo para\nla seguridad y la salud de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>e)Contribuir al cumplimiento de las obligaciones establecidas por la\nautoridad competente con el fin de proteger la seguridad y la salud de las\npersonas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>f)Cooperar con el empresario para que éste pueda garantizar unas\ncondiciones de trabajo que sean seguras y no entranen riesgos para la seguridad\ny la salud de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Ch3 id=\"L791\">Artículo 26. Comité de salud laboral.\u003C\u002Fh3>\n\n\u003Cp>El Comité Intercentros, sin perjuicio de las competencias del comité de\nseguridad y salud de cada centro, participará en las decisiones a tomar en\nesta materia cuando concurran situaciones similares que afecten a más de un\ncentro de trabajo.\u003C\u002Fp>\n\n\u003Cp>En el ámbito de dichos Comités o con los delegados\u002Fas de prevención se\nabordarán, al menos, las siguientes cuestiones:\u003C\u002Fp>\n\n\u003Cp>1.Planificación de Medidas Preventivas en base a las evaluaciones de\nriesgos realizadas por el Servicio de Prevención Mancomunado Covirán SCA.\u003C\u002Fp>\n\n\u003Cp>2.Posibles modificaciones de turnos de trabajo, para dar cumplimiento a las\nmedidas preventivas. En este caso se buscarán medidas de flexibilidad para\ngarantizar la conciliación de la vida laboral y familiar de las personas\ntrabajadoras, ya que la situación de emergencia sanitaria y los cierres de los\ncentros educativos, aumentan la complicación para poder compaginar la vida\nlaboral y personal.\u003C\u002Fp>\n\n\u003Cp>3.Estudio de ritmos y cargas de trabajo, qué por aplicación de protocolos\nde limpieza y desinfección, hagan ver la necesidad de refuerzo y contratación\ndel departamento.\u003C\u002Fp>\n\n\u003Cp>4.Lo anterior, será de aplicación a todos los departamentos de cada centro\nde trabajo, que puedan ver incrementadas las cargas de trabajo o ralentizados\nlos tiempos para garantizar las medidas de seguridad e higiene.\u003C\u002Fp>\n\n\u003Cp>5.Realizarán el seguimiento y control del plan de contingencia establecido,\ny recibirán toda la información de seguimiento e incidencia en el mismo.\u003C\u002Fp>\n\n\u003Cp>Sin perjuicio de lo anterior, en aquellos centros de trabajo donde no exista\nRepresentación Legal de los Trabajadores, el Comité Intercentros tendrá\ncompetencia en materia de Prevención de Riesgos Laborales.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L809\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Ch3 id=\"L809\">Artículo 27. Riesgo durante el embarazo.\u003C\u002Fh3>\n\n\u003Cp>Las trabajadoras en estado de gestación tendrán derecho, durante el\nembarazo, al cambio de puesto de trabajo y\u002Fo turno distinto al suyo, si el\nhabitualmente desempenado resultara perjudicial para ella o para el feto. La\npetición la ha de hacer la trabajadora de forma debidamente justificada\nadjuntando el informe médico correspondiente y previo informe técnico\nauditado de la mutua de accidentes y enfermedades profesionales.\u003C\u002Fp>\n\n\u003Cp>El cambio de puesto de trabajo se efectuará sin pérdida de sus derechos\neconómicos y profesionales, informando en cualquier caso a los representantes\nde los trabajadores. En los casos de baja por riesgo durante el embarazo, ante\nla situación certificada por los servicios médicos competentes de que las\ncondiciones del puesto de trabajo puedan influir negativamente en la salud de\nla trabajadora embarazada o del feto y no sea posible la adaptación a otros\npuestos de trabajo que evite tal riesgo, se percibirá desde el primer día de\nla baja y hasta el momento del parto, el 100 % de la base reguladora.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Ch3 id=\"L815\">Artículo 28. Protección y vigilancia de la salud.\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>1.Suspensión del Contrato por riesgo durante el embarazo y la\nlactancia.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En el supuesto de riesgo durante el embarazo, en los términos previstos en\nel artículo 26 de la Ley 31\u002F1995, de Prevención de Riesgos Laborales, la\nsuspensión del contrato finalizará el día en que se inicie la suspensión\ndel contrato por nacimiento o cuando desaparezca la imposibilidad de la\ntrabajadora de reincorporarse a su puesto anterior o a otro compatible con su\nestado.\u003C\u002Fp>\n\n\u003Cp>En los mismos términos podrá declararse el pase de la trabajadora afectada\na la situación de suspensión del contrato si existe riesgo durante la\nlactancia natural de hijos menores de nueves meses.\u003C\u002Fp>\n\n\u003Cp>Incluyendo la ampliación del derecho contemplada en el Real Decreto-ley\n6\u002F2019, de 1 de marzo, de medidas urgentes para garantía de igualdad de trato\ny de oportunidades entre mujeres y hombres en el empleo y la ocupación, que\nmodifica el artículo 48 del Estatuto de los Trabajadores, así como incluye su\naplicación paulatina conforme a la disposición transitoria decimotercera del\nEstatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>El cambio de puesto de trabajo se efectuará sin pérdida de sus derechos\neconómicos y profesionales, informando en cualquier caso a los representantes\nde los trabajadores. En los casos de baja por riesgo durante el embarazo, ante\nla situación certificada por los servicios médicos competentes de que las\ncondiciones del puesto de trabajo puedan influir negativamente en la salud de\nla trabajadora embarazada o del feto y no sea posible la adaptación a otros\npuestos de trabajo que evite tal riesgo, se percibirá desde el primer día de\nla baja y hasta el momento del parto, el 100 % de la base reguladora. Cuando\nuna trabajadora está embarazada debe informar a su responsable o al servicio\nde prevención de manera inmediata al conocer su estado\n(serviciodeprevencion@coviran.es). Una vez conocido el estado de la trabajadora\nse le adapta el puesto en el caso de que pueda existir riesgo para la\ntrabajadora o para el feto y se activara el procedimiento de prestación de\nriesgo de embarazo y se le concede la baja cuando cumpla la semana de\ngestación a partir de la cual puede haber riesgo derivado de su puesto de\ntrabajo (de acuerdo con una tabla de recomendaciones de la SEGO (sociedad\nespanola de ginecología y obstetricia).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>2.Protección de personas trabajadoras, especialmente\nsensibles.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El empresario garantizará de manera específica la protección de las\npersonas trabajadoras que, por sus propias características personales o estado\nbiológico conocido, incluidos aquellos que tengan reconocida la situación de\ndiscapacidad física, psíquica o sensorial, sean especialmente sensibles a los\nriesgos derivados del trabajo. A tal fin, deberá tener en cuenta dichos\naspectos en las evaluaciones de los riesgos y, en función de éstas, adoptará\nlas medidas preventivas y de protección necesarias.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>\u003Cstrong>3.Equipos de protección individual.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Los equipos de protección individual deberán utilizarse cuando existan\nriesgos para la seguridad o salud de las personas trabajadoras que no hayan\npodido evitarse o limitarse suficientemente por medios técnicos de protección\ncolectiva o mediante medidas, métodos o procedimientos de organización del\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>Se ajustarán a los criterios establecidos en la normativa específica que,\nsegún las especialidades o actividades de los servicios, sea de aplicación.\nPara la compra de EPIS se consignará la suficiente dotación presupuestaria y\nserá el Comité de Seguridad y Salud el órgano, asistido por el Servicio de\nPrevención Mancomunado de Covirán SCA y los asesores y especialistas que se\nconsidere conveniente en cada caso, el que determine qué protecciones son las\nmás adecuadas para cada trabajo específico. En cualquier caso, en todo lo\nreferido a esta materia, se cumplirá lo establecido en la Ley 31\u002F1996, de\nPrevención de Riesgo Laborales, y en el Reglamento de los Servicios de\nPrevención.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L839\">Artículo 29. Toxicomanía y drogodependencia.\u003C\u002Fh3>\n\n\u003Cp>En los casos de embriaguez y\u002Fo drogodependencias habituales manifestadas en\njornada laboral y en su puesto de trabajo. La sanción que pudiera corresponder\na la persona trabajadora por esta infracción, no se llevará a efecto si la\npersona trabajadora \u003C\u002Fp>\n\n\u003Cp>voluntariamente decide someterse a rehabilitación bajo dirección\nfacultativa, habilitándose a tal efecto una excedencia con reserva de puesto\nde trabajo de un ano, ampliable hasta dos anos si la misma fuese necesaria para\nla curación conforme a la certificación de una institución competente en la\nmateria. La Dirección de la cooperativa, a través de su servicio médico,\npodrá seguir la evolución del tratamiento, quedando sin efecto lo aquí\ndispuesto en caso de que la persona trabajadora no siguiese el tratamiento que\nle hubieren prescrito.\u003C\u002Fp>\n\n\u003Cp>La empresa desarrolla convenios suscritos con organizaciones no\ngubernamentales para facilitar la formación relacionada con la toxicomanía y\ndrogodependencia.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch2 id=\"L849\">CAPÍTULO VIII Condiciones sociales\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L851\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">Artículo 30. Igualdad de oportunidades.\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-gender\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>Los firmantes del presente convenio garantizarán la igualdad de\noportunidades por razón de género y de identidad sexual, así como la no\ndiscriminación por cuestiones de raza, religión o cualquier otra condición.\nDe acuerdo con la legislación vigente, se pondrá especial atención en cuanto\na los cumplimientos de dicha legislación en materia de:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp style=\"margin-left:2em;\">-Acceso y estabilidad en el empleo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp style=\"margin-left:2em;\">-Igualdad salarial en trabajo de igual valor.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqtraining\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpromotion\">\u003Cp style=\"margin-left:2em;\">-Formación y promoción profesional.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp style=\"margin-left:2em;\">-Ambiente laboral exento de acoso sexual o\nmoral.\u003C\u002Fp>\n\n\u003Cp>Las partes se comprometen a convocar a la mayor brevedad posible la\ncomisión de igualdad con el objeto de negociar un nuevo plan de igualdad\nactualizando el existente. Los resultados de dicha negociación se presentarán\na la comisión mixta de este convenio para que, en su caso, sean aprobados.\u003C\u002Fp>\n\n\u003Ch3 id=\"L865\">Artículo 31. Fondo social.\u003C\u002Fh3>\n\n\u003Cp>Se acuerda establecer para todas las personas trabajadoras de la Cooperativa\nen todo el territorio espanol un saldo de 75.000 euros, con el fin de poder\nconceder préstamos en orden de atención rotatorio en cuanto a su concesión,\npasando a último término aquel que ya hubiese disfrutado de otro crédito.\u003C\u002Fp>\n\n\u003Cp>El Comité Intercentros, el Área de Recursos Humanos y el Departamento de\nResponsabilidad Social Corporativa estudiarán y resolverán sobre las\nsolicitudes presentadas.\u003C\u002Fp>\n\n\u003Cp>La empresa informará anualmente a la Comisión del Fondo Social de la\nevolución del mismo.\u003C\u002Fp>\n\n\u003Cp>Se acuerda una ayuda económica a cuenta del fondo social destinadas para\ngastos relacionados con discapacidad no cubiertos por el Sistema Público de\nSalud o Mutualidad correspondiente (prótesis, medicamentos relacionados con la\ndiscapacidad, ayudas para la enfermedad relacionada con la discapacidad, etc.)\npara las personas trabajadoras que tengan reconocida una discapacidad del 33 %\no superior con un máximo anual por persona trabajadora de 300 euros anuales.\nPara la obtención de la ayuda las personas trabajadoras deberán acreditar la\ndiscapacidad reconocida por el órgano oficial competente.\u003C\u002Fp>\n\n\u003Ch3 id=\"L875\">Artículo 32. Beneficios sociales.\u003C\u002Fh3>\n\n\u003Cp>1.Descuento en compras.\u003C\u002Fp>\n\n\u003Cp>A.Las personas trabajadoras disfrutarán de un sistema preferente en cuanto\na los precios (descuento en compras) en los distintos Centros de Trabajo de la\nCooperativa (plataformas), en los que podrán comprar de acuerdo con la\noperativa de trabajo propia del Centro y con cumplimiento de la normativa de\nprevención de riesgos laborales aplicable al mismo.\u003C\u002Fp>\n\n\u003Cp>B.Fuera de los casos anteriores, las personas trabajadoras podrán disfrutar\ndel sistema preferente en cuanto a los precios (descuentos en compras), por un\nimporte mínimo de al menos el 5 %, con un límite máximo de compra de 500\neuros mensuales por persona trabajadora, en aquellos supermercados operados\nbajo la ensena Covirán SCA que estén adscritas al programa de fidelización\nde Coviran SCA. Dicho porcentaje podrá ser superior, al anteriormente\nindicado, en aquellos casos en los que se llegue al acuerdo correspondiente con\ntales establecimientos. Para tener derecho a este descuento es necesario\nutilizar la tarjeta del Programa de Fidelización de Coviran SCA.\u003C\u002Fp>\n\n\u003Cp>C.En ningún caso, de la aplicación de este sistema, podrán resultar\nprecios inferiores al precio de coste de los productos según mercado.\u003C\u002Fp>\n\n\u003Cp>2.La empresa abonará la cantidad de 50 euros por cada nacimiento,\nacogimiento o adopción de hijo\u002Fa.\u003C\u002Fp>\n\n\u003Cp>3.La empresa abonará la cantidad de 400 euros anuales por cada hijo menor\nde 25 anos con grado de discapacidad reconocida por el órgano oficial\ncompetente igual o superior al 33 %.\u003C\u002Fp>\n\n\u003Ch3 id=\"L891\">Artículo 33. Seguro por muerte o incapacidad laboral.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>La empresa satisfará a las personas trabajadoras o sus beneficiarios\u002Fas, a\npartir de la firma de este convenio, bien directamente o por medio del seguro\ncolectivo que concierte, las siguientes cantidades:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-20.000 euros en los casos de muerte o incapacidad\npermanente absoluta y total derivadas de accidente de trabajo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-11.000 euros en caso de muerte natural.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-11.000 euros en caso de reconocimiento de\nIncapacidad Permanente Absoluta.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp style=\"margin-left:2em;\">-15.000 euros en caso de muerte por accidente no\nlaboral.\u003C\u002Fp>\n\n\u003Cp>La persona trabajadora podrá designar libremente al beneficiario\u002Fa de dicho\nseguro, si así no lo hiciere, se estará a lo establecido en el Derecho de\nSucesiones vigente.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L905\">Artículo 34. Prendas de trabajo.\u003C\u002Fh3>\n\n\u003Cp>Todas las personas trabajadoras que deban utilizar prendas de trabajo\nrecibirán la ropa de trabajo necesaria para el desarrollo de su actividad, y\nque se fijan en una muda de invierno y otra de verano, (dos mudas en caso de\npolos y camisetas). En cualquier caso, este derecho no será canjeado por una\ncontraprestación económica equivalente.\u003C\u002Fp>\n\n\u003Cp>La empresa pondrá a disposición de las personas trabajadoras los EPI\nnecesarios para aquellos puestos de trabajo que se desarrollen en exteriores o\nen cámaras.\u003C\u002Fp>\n\n\u003Cp>En cualquier caso, si la persona trabajadora experimentase excesivo desgaste\no perjuicio de sus prendas (rotura, agentes químicos, etc.), la prensa será\nsustituida por otra, previa entrega de la primera, sin cargo económico\nalguno.\u003C\u002Fp>\n\n\u003Ch3 id=\"L913\">Artículo 35. Incapacidad temporal.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">La empresa complementará, en caso de enfermedad común o accidente no\nlaboral, hasta el 100 % del salario base más complementos personales, desde el\nprimer día.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En caso de baja por accidente laboral, intervención quirúrgica con\nhospitalización o enfermedad con secuelas funcionales u orgánicas, la empresa\ncomplementará a las personas trabajadoras, desde el primer día, hasta el cien\npor cien del salario real percibido.\u003C\u002Fp>\n\n\u003Cp>En todo caso, la Dirección se reserva el derecho a controlar por medio de\nsu servicio médico o como considere procedente, las situaciones de baja de\ndichas personas trabajadoras en el cumplimiento de las prescripciones\nmédicas que se les hayan hecho para su curación y de comprobarse\nirregularidades en la observancia de las mismas o de negarse la persona\ntrabajadora a dichos controles la empresa dejará sin efecto los complementos\naquí previstos sin perjuicio de las sanciones a que hubiese lugar.\u003C\u002Fp>\n\n\u003Ch3 id=\"L923\">Artículo 36. Jubilación.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>En materia de jubilación parcial o anticipada, la empresa actuará de\nconformidad con la legislación vigente.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L927\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-green_trigger\">\u003Ch3 id=\"L927\">Artículo 37. Gestión medioambiental.\u003C\u002Fh3>\n\n\u003Cp>La protección del medio ambiente es uno de los principios básicos de\ngestión de Coviran SCA, es por ello que las partes firmantes del presente\nconvenio se comprometen a aplicar una política de protección del medio\nambiente, que tiende a superar las expectativas de los clientes, las exigencias\nlegales y confirma que no impactará conscientemente sobre el medio ambiente.\nComo base del sistema de gestión medioambiental se establecen en el presente\nartículo los siguientes conceptos y objetivos:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Reducción del consumo energético.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Reducción del consumo de agua.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Reducción del consumo de papel y otros bienes\nconsumibles.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Recogida selectiva y fomento del reciclaje de los\nresiduos generados.\u003C\u002Fp>\n\n\u003Cp>Introducir todas aquellas medidas económica y tecnológicamente viables que\ncomporten un mayor respeto hacia el entorno, estableciendo planes para la\nprevención y reducción de todos los tipos de contaminación y los impactos\nmedioambientales de los distintos procesos de negocio, presentes o en\ndesarrollo (en condiciones normales o en caso de incidentes) dentro de un\nsistema de mejora continua.\u003C\u002Fp>\n\n\u003Cp>Sustitución de aquellos materiales y productos que en su producción y\nutilización provocan un deterioro medioambiental.\u003C\u002Fp>\n\n\u003Cp>Fomentar la responsabilidad a todos los niveles de la organización respecto\na temas ambientales a través de programas de formación e información para el\npersonal, colaboradores (clientes, proveedores y subcontratistas) y\norganismos.\u003C\u002Fp>\n\n\u003Cp>Mejorar el comportamiento ambiental de las instalaciones y actividades de la\ncooperativa.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2 id=\"L949\">\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2 id=\"L949\">CAPÍTULO IX Formación\u003C\u002Fh2>\n\n\u003Ch3 id=\"L951\">Artículo 38. Formación.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>Una vez elaborado el Plan de Formación, las partes firmantes constituirán\nuna comisión paritaria de formación durante el siguiente trimestre a la\npresentación del plan, que tendrá como finalidad, garantizar el cumplimiento\ndel derecho de información a la Representación de los Trabajadores previsto\nen el artículo 64.5.e) Estatuto de los Trabajadores.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>La empresa garantizará la ausencia de discriminación, tanto directa como\nindirecta entre personas trabajadoras de uno y otro sexo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L957\">Artículo 39. Derechos vinculados a la formación.\u003C\u002Fh3>\n\n\u003Cp>En materia de formación, las personas trabajadoras disfrutarán de los\nsiguientes derechos:\u003C\u002Fp>\n\n\u003Cp>a)Al disfrute de los permisos necesarios para concurrir a exámenes, así\ncomo a una preferencia a elegir turno de trabajo y a acceder al trabajo a\ndistancia, si tal es el régimen instaurado en la empresa, y el puesto o\nfunciones son compatibles con esta forma de realización del trabajo, cuando\ncurse con regularidad estudios para la obtención de un título académico o\nprofesional.\u003C\u002Fp>\n\n\u003Cp>b)A la adaptación de la jornada ordinaria de trabajo para la asistencia a\ncursos de formación profesional.\u003C\u002Fp>\n\n\u003Cp>c)A la concesión de los permisos oportunos de formación o\nperfeccionamiento profesional con reserva del puesto de trabajo. siempre y\ncuando se trate de cursos relacionados con la actividad de la empresa, o de\nformación reglada o de certificado, es decir de titulaciones oficiales.\u003C\u002Fp>\n\n\u003Cp>d)A la formación necesaria para su adaptación a las modificaciones\noperadas en el puesto de trabajo. La misma correrá a cargo de la empresa, sin\nperjuicio de la posibilidad de obtener a tal efecto los créditos destinados a\nla formación. El tiempo destinado a la formación se considerará en todo caso\ntiempo de trabajo efectivo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Ch3 id=\"L971\">Artículo 40. Ayudas a estudios.\u003C\u002Fh3>\n\n\u003Cp>A partir del curso siguiente a la publicación del presente convenio\ncolectivo se acuerdan las siguientes ayudas a los estudios:\u003C\u002Fp>\n\n\u003Cp>1.Ayuda a la formación obligatoria: Aquellas personas trabajadoras con\ningresos inferiores a 18.000 euros y con hijos a su cargo entre 3 y 16 anos,\ntendrá derecho a una ayuda económica de 50 euros brutos anuales en concepto\nde ayuda para material escolar. En los casos de personas trabajadoras con tres\no más hijos a su cargo, la ayuda será de 100 euros brutos anuales.\u003C\u002Fp>\n\n\u003Cp>Para la obtención de la ayuda las personas trabajadoras deberán acreditar\nla correspondiente matriculación en los estudios reglados.\u003C\u002Fp>\n\n\u003Cp>2.Ayuda a la formación de hijos\u002Fas con discapacidad: Las personas\ntrabajadoras tendrán derecho a recibir una ayuda económica para estudios\nuniversitarios o de posgrado de hijos\u002Fas con discapacidad igual o superior al\n33 %. La ayuda será de 300 euros brutos anuales mientras duren los estudios\nuniversitarios o de posgrado.\u003C\u002Fp>\n\n\u003Cp>Para la obtención de la ayuda, las personas trabajadoras deberán acreditar\nanualmente la correspondiente matriculación en los estudios superiores o de\nposgrado, así como la condición de persona discapacitada mediante la\npresentación de los certificados o resoluciones expedidos por las\nadministraciones competentes.\u003C\u002Fp>\n\n\u003Cp>3.Beca Covirán: anualmente la Cooperativa premiará el mejor expediente\nacadémico de los hijos\u002Fos de personas trabajadoras que hayan cursado estudios\nsuperiores. La cuantía de la Beca Covirán serán de 1.000 euros brutos\nanuales y se establecerá por la Dirección de RRHH los requisitos para su\nobtención.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L987\">CAPÍTULO X Faltas y sanciones\u003C\u002Fh2>\n\n\u003Ch3 id=\"L989\">Artículo 41. Régimen disciplinario.\u003C\u002Fh3>\n\n\u003Cp>Las personas trabajadoras podrán ser sancionadas por la Dirección de la\nEmpresa de acuerdo con la regulación de las faltas y sanciones que se\nestablecen en los apartados siguientes.\u003C\u002Fp>\n\n\u003Cp>Toda falta cometida por una persona trabajadora se clasificará atendiendo a\nsu índole y circunstancias que concurran en leves, graves y muy graves.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>a)Faltas leves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Las de descuido, error o demora inexplicable en la ejecución de cualquier\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>2.La falta o La suma de faltas de puntualidad no justificada en la\nasistencia al trabajo cuando exceda de 20 minutos durante el período de un\nmes; siempre que de \u003C\u002Fp>\n\n\u003Cp>estos retrasos no se deriven por la función especial del trabajo graves\nperjuicios para el trabajo que la Empresa le tenga encomendado, en cuyo caso se\ncalificará de muy grave.\u003C\u002Fp>\n\n\u003Cp>3.No cursar en tiempo oportuno la baja correspondiente cuando se falte al\ntrabajo por motivo justificado, a no ser que se pruebe la imposibilidad de\nhaberlo efectuado.\u003C\u002Fp>\n\n\u003Cp>4.El abandono sin causa justificada del trabajo, aunque sea por breve\ntiempo.\u003C\u002Fp>\n\n\u003Cp>5.Pequenos descuidos en la conservación del material.\u003C\u002Fp>\n\n\u003Cp>6.Faltar un día al trabajo sin la debida autorización o causa\njustificada.\u003C\u002Fp>\n\n\u003Cp>7.Comer fuera de las zonas habilitadas para ello en el centro de trabajo.\u003C\u002Fp>\n\n\u003Cp>8.Utilizar para uso personal el correo electrónico o el acceso a\nInternet.\u003C\u002Fp>\n\n\u003Cp>9.La utilización del teléfono móvil en los centros de trabajo durante la\njornada laboral.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>b)Faltas graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.La suma de faltas de puntualidad en la asistencia al trabajo no\njustificadas cuando exceda de 3 y sumen 30 minutos en el período de dos\nmeses.\u003C\u002Fp>\n\n\u003Cp>2.La ocultación a la empresa de un accidente mientras se opera con una\nmáquina elevadora, o cualquier otra maquinaria, que tenga como consecuencia un\ndesperfecto o deterioro de las instalaciones o de la propia maquinaria.\u003C\u002Fp>\n\n\u003Cp>3.Faltar dos días al trabajo durante el período de un mes sin causa\njustificada.\u003C\u002Fp>\n\n\u003Cp>4.Entregarse a juegos o distracciones, cualesquiera que sean, estando de\nservicio.\u003C\u002Fp>\n\n\u003Cp>5.La simulación de enfermedad o accidente.\u003C\u002Fp>\n\n\u003Cp>6.La desobediencia a sus superiores en el ejercicio de sus funciones o\ntareas de trabajo. Si la desobediencia es reiterada, implica quebranto\nmanifiesto para el trabajo o de ella se derivase perjuicio notorio para la\nEmpresa, podrá ser considerada como falta muy grave.\u003C\u002Fp>\n\n\u003Cp>7.No Informar detallada y puntualmente durante la jornada de los accidentes\nque hayan producido o puedan producir deterioro de las mercaderías.\u003C\u002Fp>\n\n\u003Cp>8.Descuido importante en la conservación de los géneros o artículos del\nestablecimiento.\u003C\u002Fp>\n\n\u003Cp>9.No atender al público con la corrección y diligencias debidas, o\nfaltando a su respeto o consideración.\u003C\u002Fp>\n\n\u003Cp>10.Las discusiones o altercados con los companeros de trabajo dentro de las\ndependencias de la empresa.\u003C\u002Fp>\n\n\u003Cp>11.La falta de aseo y limpieza de tal índole que pueda afectar al proceso\nproductivo e imagen de la empresa, o que produzca queja de los socios y\nclientes o de los companeros de trabajo.\u003C\u002Fp>\n\n\u003Cp>12.La reincidencia en tres faltas leves, aunque sean de distinta naturaleza,\ncometidas dentro de un período de seis meses desde la primera.\u003C\u002Fp>\n\n\u003Cp>13.Fumar en el centro de trabajo incumpliendo la legislación vigente en la\nmateria.\u003C\u002Fp>\n\n\u003Cp>14.Utilizar con reiteración y para uso personal el correo electrónico o el\nacceso a Internet.\u003C\u002Fp>\n\n\u003Cp>15.Los danos intencionados a las instalaciones o al material de la\ncooperativa.\u003C\u002Fp>\n\n\u003Cp>16.El incumplimiento de las normas de prevención cuando hubieran sido\ndebidamente publicadas por la empresa.\u003C\u002Fp>\n\n\u003Cp>17.La utilización del teléfono móvil en los centros de trabajo durante la\njornada laboral, mientras se estén manipulando máquinas o herramientas.\u003C\u002Fp>\n\n\u003Cp>18.El accidente por actitud negligente mientras se opera con una máquina\nelevadora, o cualquier otra maquinaria.\u003C\u002Fp>\n\n\u003Cp>19.La asistencia al trabajo embriagado.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>c)Faltas muy graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Fraude, deslealtad o abuso de confianza en las gestiones encomendadas,\nasí como en el trato con los companeros de trabajo o cualquiera otra personal\nal servicio de la Empresa en relación de trabajo con ésta. \u003C\u002Fp>\n\n\u003Cp>2.El accidente por actitud negligente mientras se opera con una máquina\nelevadora, o cualquier otra maquinaria, que tenga como consecuencia lesiones\npara alguna persona.\u003C\u002Fp>\n\n\u003Cp>3.Hacer negociaciones de comercio o industria por cuenta propia o de otra\npersona sin expresa autorización de la Empresa, cuando se trate de actividad\nconcurrente.\u003C\u002Fp>\n\n\u003Cp>4.Hacer desaparecer, inutilizar o causar desperfectos en materiales,\nútiles, herramientas, maquinaria, aparatos, instalaciones, edificios, enseres\ny documentos de la empresa, así como emplearlos para uso propio o sacarlos de\nlas dependencias de la empresa sin la debida autorización.\u003C\u002Fp>\n\n\u003Cp>5.El robo, hurto o malversación cometidos tanto a la Empresa como a los\ncompaneros de trabajo o a cualquier persona dentro o fuera de la Empresa, sea\ncual fuese el importe. Tendrá la misma consideración el consumo de cualquier\nproducto sin haberlo abonado anteriormente, así como venderse o cobrarse a sí\nmismo.\u003C\u002Fp>\n\n\u003Cp>6.El acoso sexual o el moral.\u003C\u002Fp>\n\n\u003Cp>7.La embriaguez o drogadicción habitual cuando redunde negativamente en el\nrendimiento en el trabajo. Y ello sin perjuicio de lo regulado en el artículo\n27 de este convenio.\u003C\u002Fp>\n\n\u003Cp>8.Violar el secreto de la correspondencia o documentos reservados a la\nEmpresa.\u003C\u002Fp>\n\n\u003Cp>9.Revelar a terceros ajenos a la empresa datos de reserva obligada.\u003C\u002Fp>\n\n\u003Cp>10.Los malos tratos de palabra u obra, abuso de autoridad o la falta grave\nde respeto y consideración a los socios de la cooperativa o a sus familiares,\nasí como a los companeros y subordinados.\u003C\u002Fp>\n\n\u003Cp>11.La disminución voluntaria y continuada en el rendimiento normal de la\nlabor, incumpliendo los objetivos legalmente senalados.\u003C\u002Fp>\n\n\u003Cp>12.Originar rinas y pendencias con los companeros de trabajo.\u003C\u002Fp>\n\n\u003Cp>13.Realizar sin el oportuno permiso trabajos particulares durante la jornada\nlaboral, así como emplear para uso propio herramientas o materiales de la\nempresa.\u003C\u002Fp>\n\n\u003Cp>14.La reincidencia en falta grave, aunque sea de distinta naturaleza,\nsiempre que se cometa dentro de un período de seis meses desde la primera.\u003C\u002Fp>\n\n\u003Cp>15.El acoso sexual reiterado o cuando lo haya sido hacia personal\nsubordinado.\u003C\u002Fp>\n\n\u003Cp>16.Los danos graves e intencionados a las instalaciones o al material de la\ncooperativa.\u003C\u002Fp>\n\n\u003Cp>17.La comisión por un superior de un hecho arbitrario que suponga la\nvulneración de un derecho de la persona trabajadora legalmente reconocido,\ncuando se derive un perjuicio grave para el subordinado.\u003C\u002Fp>\n\n\u003Cp>18.Faltar tres días al trabajo durante el período de un mes sin causa\njustificada.\u003C\u002Fp>\n\n\u003Cp>19.La negativa por parte de la persona trabajadora a pasar el reconocimiento\nmédico pertinente cuando éste sea obligatorio para garantizar la seguridad en\nel puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>20.Transgresión de la buena fe contractual, así como el abuso de confianza\nen el desempeno del trabajo y cualquier otra senalada por el Estatuto de los\nTrabajadores.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1099\">Artículo 42. Régimen de sanciones.\u003C\u002Fh3>\n\n\u003Cp>Corresponde a la Dirección de la empresa la facultad de imponer las\nsanciones en los términos contenidos en el presente convenio. Las sanciones\nmáximas que podrán imponerse en cada caso atendiendo a la gravedad de las\nfaltas cometidas serán las siguientes:\u003C\u002Fp>\n\n\u003Cp>Por faltas leves:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Amonestación verbal.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Amonestación por escrito.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Suspensión de empleo y sueldo hasta tres\ndías. \u003C\u002Fp>\n\n\u003Cp>Por faltas graves:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Amonestación escrita.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Suspensión de empleo y sueldo de cuatro a quince\ndías.\u003C\u002Fp>\n\n\u003Cp>Por faltas muy graves:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Suspensión de empleo y sueldo de dieciséis a\nsesenta días.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Despido.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1123\">Artículo 43. Prescripción.\u003C\u002Fh3>\n\n\u003Cp>La facultad de la Dirección de la cooperativa para sancionar prescribirá,\npara las faltas leves, a los 10 días; para las faltas graves, a los 20 días;\npara las muy graves, a los 60 días, a partir de la fecha en que aquélla tuvo\nconocimiento de su comisión y, en cualquier caso, a los seis meses de haberse\ncometido.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1129\">CAPÍTULO XI Derechos sindicales\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1131\">Artículo 44. Derecho a sindicarse.\u003C\u002Fh3>\n\n\u003Cp>La empresa respetará el derecho de las personas trabajadoras a sindicarse\nlibremente. En este sentido no podrán supeditar el empleo a la condición de\nque se afilie o renuncie a una afiliación sindical y tampoco despedir a una\npersona trabajadora o perjudicarle a causa de su afiliación o actividad\nsindical.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1135\">Artículo 45. Facultades y garantías sindicales.\u003C\u002Fh3>\n\n\u003Cp>Las facultades y garantías de los representantes unitarios de los\ntrabajadores en el seno de las empresas serán las reconocidas en el Estatuto\nde los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>En relación con el uso del crédito horario establecido legalmente para el\nejercicio de las funciones de representación, los delegados\u002Fas de personal,\nmiembros del comité de empresa, anunciarán con una antelación mínima de 24\nhoras, la ausencia del trabajo en la empresa por actividades sindicales o\nrepresentativas. Para las reuniones de carácter urgente y de imposible\npreaviso, la ausencia podrá justificarse a posteriori y según lo indicado\nanteriormente.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1141\">Artículo 46. Secciones Sindicales y Delegados Sindicales de\nempresa.\u003C\u002Fh3>\n\n\u003Cp>Las personas trabajadoras afiliadas a un sindicato podrán, en el ámbito de\nla empresa o centro de trabajo:\u003C\u002Fp>\n\n\u003Cp>a)Constituir secciones sindicales de conformidad con lo establecido en el\nEstatuto de los Trabajadores y en la Ley Orgánica de Libertad Sindical.\u003C\u002Fp>\n\n\u003Cp>b)Celebrar reuniones, previa notificación al empresario, recaudar cuotas y\ndistribuir información sindical, fuera de las horas de trabajo y sin perturbar\nla actividad normal de la empresa.\u003C\u002Fp>\n\n\u003Cp>c)Recibir la información que le remita su sindicato.\u003C\u002Fp>\n\n\u003Cp>Las secciones sindicales de los sindicatos más representativos y de los que\ntengan representación en los comités de empresa o cuenten con delegados\u002Fas de\npersonal, tendrán los siguientes derechos:\u003C\u002Fp>\n\n\u003Cp>a)Con la finalidad de facilitar la difusión de aquellos avisos que puedan\ninteresar a los afiliados al sindicato y a las personas trabajadoras en\ngeneral, la empresa pondrá a su disposición un tablón de anuncios que\ndeberá situarse en el centro de trabajo y en lugar donde se garantice un\nadecuado acceso al mismo de las personas trabajadoras y a sus organizaciones\nsindicales.\u003C\u002Fp>\n\n\u003Cp>b)A la negociación colectiva, en los términos establecidos en su\nlegislación específica.\u003C\u002Fp>\n\n\u003Cp>A requerimiento de las personas trabajadoras la empresa descontará en la\nnómina mensual de las personas trabajadoras el importe de la cuota sindical\ncorrespondiente.\u003C\u002Fp>\n\n\u003Cp>La obligación del empresario de descontar dicha cuota a los afiliados a un\nsindicato y transferirla a favor de éste se condiciona únicamente a la\npetición efectuada por el sindicato en este sentido y a la previa conformidad\nde cada una de las personas trabajadoras afectadas.\u003C\u002Fp>\n\n\u003Cp>Las secciones sindicales de los sindicatos más representativos firmantes de\neste convenio colectivo podrán designar de entre sus afiliados\u002Fas en las\nempresas un delegado\u002Fas sindical que represente a todos ellos ante las\nrespectivas Direcciones.\u003C\u002Fp>\n\n\u003Cp>Las secciones sindicales que cumplan las condiciones del artículo 10.1 de\nla Ley Orgánica de Libertad Sindical estarán representadas por delegados\u002Fas\nsindicales.\u003C\u002Fp>\n\n\u003Cp>Dichos delegados\u002Fas sindicales dispondrán de un crédito horario de en los\ntérminos senalados en el Estatuto de los Trabajadores y en la Ley Orgánica de\nLibertad Sindical.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras que provengan de convenios provinciales en el que\nel número de horas sindicales sea superior a lo establecido en la normativa\nlaboral actual se les respetaran esa mejoría en el convenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1171\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3 id=\"L1171\">Artículo 47. Sistema de acumulación de horas sindicales.\u003C\u002Fh3>\n\n\u003Cp>Los delegados\u002Fas sindicales designados conforme a lo previsto en el\nartículo anterior, podrán acumular, el crédito horario retribuido fijado en\neste convenio colectivo las horas que les puedan ser cedidas por los\nrepresentantes legales de los trabajadores presentados y elegidos en las listas\nelectorales de su mismo sindicato.\u003C\u002Fp>\n\n\u003Cp>La comunicación de acumulación de horas se realizará por periodos\nmensuales y por la Dirección del sindicato al que pertenezcan, indicando las\nhoras cedidas y el nombre del delegado\u002Fa de personal y\u002Fo miembro de Comité de\nempresa que realiza la cesión.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L1177\">Artículo 48. Comité Intercentros.\u003C\u002Fh3>\n\n\u003Cp>Al amparo de lo establecido en el artículo 63.3 del Estatuto de los\nTrabajadores, el Comité Intercentros, como órgano de representación\ncolegiado, para servir de resolución de todas aquellas materias que,\nexcediendo de las competencias propias de los Comités de Centro o delegados\u002Fas\nde personal, por ser cuestiones que afectan a varios centros de una misma\nempresa, como puede ser la negociación colectiva, y que deban ser tratados con\ncarácter general. El Comité Intercentros ya constituido se entenderá\nprorrogados sin necesidad de volverse a constituir, respetando lo que ya\nestablezca su reglamento de funcionamiento de fecha 16 de junio de 2021.\u003C\u002Fp>\n\n\u003Cp>En la composición de 9 miembros, se guardará la proporcionalidad de la\nRepresentación Legal de los Trabajadores según los resultados electorales\nconsiderados globalmente.\u003C\u002Fp>\n\n\u003Cp>Las competencias de dicho órgano deberán ser consensuada por los\nrepresentantes legales de los trabajadores en la empresa y la Dirección de la\nmisma, estando incluidas las competencias en materia de Prevención de Riesgos\nLaborales cuando se trate de asuntos que puedan afectar a varios centros de\ntrabajo, o que puedan afectar a centros de trabajo donde no exista\nRepresentación Legal de los Trabajadores según lo establecido en el artículo\n28 del presente convenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1185\">Artículo 49. Procesos electorales.\u003C\u002Fh3>\n\n\u003Cp>En las elecciones a representantes de los trabajadores el censo de electores\ny elegibles se distribuirá en dos colegios, uno integrado por los técnicos y\nadministrativos y otro por las personas trabajadoras especialistas y no\ncualificadas.\u003C\u002Fp>\n\n\u003Cp>Se estará a lo establecido legalmente para los procesos electorales. \u003C\u002Fp>\n\n\u003Ch3 id=\"L1191\">Artículo 50. Solución extrajudicial de conflictos.\u003C\u002Fh3>\n\n\u003Cp>La gestión de la conflictividad laboral en Covirán SCA se desarrollará a\ntravés de los procedimientos previstos en los Acuerdos Interprofesionales,\nestatales o de comunidad autónoma, vigentes en cada momento y en atención\nrespectivamente al ámbito territorial del propio conflicto.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-remote_work_options\">\u003Cp>Disposición adicional primera.\u003C\u002Fp>\n\n\u003Cp>Respecto al teletrabajo y a la desconexión digital, se estará a lo\ndispuesto en la legislación vigente.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Disposición final.\u003C\u002Fp>\n\n\u003Cp>En lo no previsto en el presente convenio se estará a lo dispuesto en la\nlegislación general aplicable.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1205\">ANEXO I\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1752\">Medidas planificadas LGTBI\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Cláusulas de igualdad de trato y no discriminación\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Entre los principios de conducta y actuación de las empresas incluidas\ndentro del ámbito funcional del presente convenio colectivo, está el respeto\na las personas como condición indispensable para el desarrollo individual y\nprofesional. Siendo los principios más inmediatos el respeto a la legalidad y\nel respeto a los derechos humanos, que obligan a observar un trato adecuado,\nrespetuoso y digno, garantizando la salvaguarda de los derechos fundamentales\nde carácter laboral, la dignidad y la intimidad de las personas y la\nigualdad.\u003C\u002Fp>\n\n\u003Cp>Las partes suscriptoras de este acuerdo pretenden mostrar el más absoluto\nrechazo a cualquier forma de discriminación de las personas LGTBI. En el\námbito de este acuerdo, se recogen medidas que contribuyan a crear un contexto\nfavorable donde se garanticen los derechos de todas las personas y permitan\navanzar en la erradicación de la discriminación por motivo de la orientación\nsexual, la identidad sexual, expresión de género, las características\nsexuales y la diversidad familiar con plena libertad.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Acceso al empleo\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Cuestiones como la apariencia externa y los sesgos inconscientes en el\npersonal del equipo de reclutamiento pueden perjudicar el proceso de\nselección, especialmente en el momento de la entrevista personal, cuando las\npersonas LGTBI pueden sentirse más vulnerables.\u003C\u002Fp>\n\n\u003Cp>Las medidas que se negocien en este capítulo deberán orientarse a la\nformación y sensibilización de las personas que desempenan entrevistas de\nacceso, a procedimientos de selección objetivos, a ofertas de empleo libres de\nestereotipos en lenguaje, imágenes, etc.\u003C\u002Fp>\n\n\u003Cp>Medidas:\u003C\u002Fp>\n\n\u003Cp>-En los procedimientos de selección, se utilizarán criterios objetivos y\nneutros para evitar cualquier tipo de discriminación directa o indirecta.\u003C\u002Fp>\n\n\u003Cp>-La incorporación de nuevas personas trabajadoras no podrá quedar\ndeterminada en atención a una condición vinculada al sexo.\u003C\u002Fp>\n\n\u003Cp>-La RLPT podrá emitir informe al respecto una vez recibida la información\nsobre los criterios y procedimientos utilizados para la selección y\ncontratación.\u003C\u002Fp>\n\n\u003Cp>-Las empresas se comprometen a ampliar el abanico de fuentes de\nreclutamiento para la captación de profesionales, contando con entidades que\ntrabajen en la inserción laboral de personas LGTBI, especialmente de\npersonas del colectivo de mayor vulnerabilidad, como son las mujeres y personas\ntransexuales.\u003C\u002Fp>\n\n\u003Cp>-Las personas encargadas del reclutamiento\u002Fselección recibirán una\nformáción específica que evite cualquier tipo de discriminación y sesgos\ninconscientes.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Clasificación profesional y promoción profesional\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ser una persona LGTBI no predispone para el desempeno de ocupaciones y\u002Fo\nprofesiones concretas, de la misma forma que no puede ser un escollo para la\ncarrera profesional.\u003C\u002Fp>\n\n\u003Cp>Todas las personas tienen derecho a la promoción a través del trabajo.\u003C\u002Fp>\n\n\u003Cp>Las medidas que se negocien en este capítulo deberán orientarse a la\nformación y sensibilización de personas con equipos a cargo y, especialmente,\nque participen en procesos de promoción, y a criterios y procedimientos\nobjetivos que garanticen el acceso de todas las personas en igualdad de\ncondiciones.\u003C\u002Fp>\n\n\u003Cp>Medidas:\u003C\u002Fp>\n\n\u003Cp>-Los sistemas de clasificación profesional regularán criterios que no\nresulten discriminatorios directa o indirectamente para las personas LGTBI,\nbasándose en factores objetivos, como la cualificación y la capacidad, y\ngarantizando el desarrollo de su carrera profesional en igualdad de\ncondiciones.\u003C\u002Fp>\n\n\u003Cp>-Los procedimientos de ascenso deberán ser objetivos y neutros para evitar\ncualquier tipo de discriminación directa o indirecta para las personas LGTBI\npor el hecho de pertenecer al colectivo, por parecerlo o por asociación con el\ncolectivo (debido a su relación con otra persona sobre la que concurra alguna\nde las causas de discriminación).\u003C\u002Fp>\n\n\u003Cp>-Las personas trabajadoras de una empresa tendrán igualdad de trato y\noportunidades para poder presentarse a la cobertura de los puestos de trabajo\nvacantes que puedan existir con independencia del sexo, orientación sexual,\nexpresión de género, identidad sexual, origen racial o étnico, religión o\nconvicciones, discapacidad, edad o relación de parentesco con otras personas\ntrabajadoras de la misma empresa.\u003C\u002Fp>\n\n\u003Cp>-Las empresas que lleven a cabo evaluaciones de desempeno atenderán a\ncriterios objetivos y neutros para evitar cualquier tipo de discriminación\ndirecta o indirecta.\u003C\u002Fp>\n\n\u003Cp>-Se deberá formar en la materia a todas aquellas personas trabajadoras que\ntengan personal a su cargo y, especialmente, a aquellas que sean responsables o\nque participen en los procesos de promoción.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Formación, sensibilización y lenguaje\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Medidas:\u003C\u002Fp>\n\n\u003Cp>Contenidos mínimos del RD 1026\u002F2024:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Conocimiento general y difusión del conjunto de\nmedidas planificadas LGTBI recogidas en el o en los convenios colectivos de\naplicación en la empresa o del acuerdo colectivo en su caso, su alcance y\ncontenido.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Conocimiento de las definiciones y conceptos\nbásicos sobre diversidad sexual, familiar y de género contenidas en la Ley\n4\u002F2023, de 28 de febrero, para la igualdad real y efectiva de las personas\ntrans y para la garantía de los derechos de las personas LGTBI.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">-Conocimiento y difusión del protocolo para la\nprevención, detección y actuación frente al acoso discriminatorio o\nviolencia por razón de orientación sexual, identidad sexual y expresión de\ngénero.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-En todas las comunicaciones que se realicen, se\nutilizará un lenguaje no sexista y desprovistos de sesgos, estereotipos o\nimagen no representativa de otros tipos de familia, etc. \u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Adicionalmente, CCOO anade esta medida:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-En el plan de formación, se creará un programa\nespecífico destinado a la RLPT, a mandos intermedios y superiores, y otras\npersonas que puedan intervenir en la instrucción de una denuncia por acoso\nLGTBI.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Entornos laborales diversos, seguros e inclusivos\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Garantizar un ambiente de trabajo adecuado, con condiciones de trabajo\njustas, donde las personas puedan desarrollar una actividad con dignidad y\ndonde sea posible su participación para la mejora de las condiciones de salud\ny seguridad.\u003C\u002Fp>\n\n\u003Cp>Medidas:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-En la evaluación de riesgos (incluidos los\npsicosociales), se incluirá la discriminación por LGTBIfobia como un riesgo\npara la salud.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Permisos y beneficios sociales\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La conciliación de la vida familiar y laboral está directamente\nrelacionada con el reconocimiento de la diversidad familiar y afectiva-sexual.\nEs importante incorporar derechos que ayuden a visibilizar de manera natural y\ntenga en cuenta todas las realidades posibles.\u003C\u002Fp>\n\n\u003Cp>Medidas:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-En la elaboración de acuerdos que contengan\nderechos laborales para la plantilla se tendrá en cuenta que no sean\ndiscriminatorios para el colectivo, teniendo en consideración, por ejemplo,\notros tipos de familia a la comúnmente denominada «familia tradicional».\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Se tendrán en cuenta definiciones de familia en\nlas que estén incluidas las parejas que forman personas del mismo sexo.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Régimen disciplinario\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El RD 1026\u002F2024 indica:\u003C\u002Fp>\n\n\u003Cp>«Se integrarán, en su caso, en el régimen disciplinario que se regule en\nlos convenios colectivos, infracciones y sanciones por comportamientos que\natenten contra la libertad sexual, la orientación e identidad sexual y la\nexpresión de género de las personas trabajadoras.»\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Resolución de conflictos\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Para solventar las posibles discrepancias que pudieran surgir en la\naplicación de las medidas acordadas, habrá una comisión mixta o comisión de\ninterpretación y, si no se resuelve, se acudirá a los órganos de mediación\ny arbitraje.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1299\">ANEXO II\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1301\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Ch3 id=\"L1301\">Protocolo de acoso LGTBI\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Declaración de principios\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El objetivo del presente protocolo es garantizar los derechos de lesbianas,\ngais, transexuales, bisexuales, e intersexuales (en adelante, LGTBI) en la\nempresa e impedir cualquier trato discriminatorio, estableciendo, a su vez, un\nprocedimiento por el que dar cauce a las denuncias que puedan formularse por\nacoso.\u003C\u002Fp>\n\n\u003Cp>La empresa pretende con este acuerdo, alcanzado con la Representación Legal\nde las Personas Trabajadoras (en adelante, RLPT), mostrar el profundo rechazo a\ncualquier forma de discriminación. En el ámbito de este acuerdo, bajo el\nprincipio de la prevención y actuación, se desarrolla el siguiente protocolo\nde actuación.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Ámbito de aplicación\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El protocolo será de aplicación directa a las personas que trabajan en la\nempresa, independientemente del vínculo jurídico que las una a ésta, siempre\nque desarrollen su actividad dentro del ámbito organizativo de la empresa.\u003C\u002Fp>\n\n\u003Cp>También se aplicará a quienes solicitan un puesto de trabajo, al personal\nde puesta a disposición, proveedores, clientes y visitas, entre otros.\u003C\u002Fp>\n\n\u003Cp>El protocolo será de aplicación a las situaciones de acoso que se producen\ndurante la jornada laboral, en relación con el trabajo o como resultado del\nmismo:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-En el lugar de trabajo, inclusive en los espacios\npúblicos y privados cuando son un lugar de trabajo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-En comedores, instalaciones sanitarias, de aseo y\nen los vestuarios.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-En los desplazamientos, viajes, eventos o\nactividades sociales o de formación relacionados con el trabajo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-En el marco de las comunicaciones que estén\nrelacionadas con el trabajo, incluidas las realizadas por medio de tecnologías\nde la información y de la comunicación (acoso virtual o ciberacoso).\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Vigencia\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La duración del presente protocolo será de cuatro anos, adquiriendo las\npartes el compromiso de revisar su funcionamiento y desarrollo anualmente.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Procedimiento de garantía\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Todas las personas incluidas en el ámbito de aplicación del presente\nprotocolo deberán respetar la dignidad de las personas, evitando cometer\nconductas constitutivas de acoso. Cualquier persona puede presentar una queja\nescrita o verbal relativa a estos tipos de acoso con arreglo al procedimiento\nque a continuación se regula.\u003C\u002Fp>\n\n\u003Cp>En cumplimiento de la ley 2\u002F2023 de 20 de febrero, de protección de las\npersonas informantes, queda expresamente prohibido y será declarado nulo\ncualquier acto constitutivo de represalia, incluidas las amenazas de represalia\ny las tentativas de represalia contra las personas que presenten una\ncomunicación de denuncia por los medios habilitados para ello.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Denuncia\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Toda persona incluida en el ámbito de aplicación del presente protocolo,\nque se considere víctima de acoso, podrá presentar denuncia por los medios\nque se indican en este protocolo, sin perjuicio de su derecho a denunciar ante\nla Autoridad Independiente de Protección del Informante, Inspección de\nTrabajo, así como por la vía civil, laboral o a querellarse por la vía\npenal.\u003C\u002Fp>\n\n\u003Cp>El procedimiento en la empresa se pondrá en marcha con la presentación de\nla correspondiente denuncia por parte de: (I) la persona presuntamente\nafectada, (II) la RLPT, o (III) cualquier persona que tenga conocimiento de\nconductas que puedan ser constitutivas de acoso, incluso las anónimas.\u003C\u002Fp>\n\n\u003Cp>La denuncia se podrá dirigir:\u003C\u002Fp>\n\n\u003Cp>1.A una dirección de correo creada al efecto, para la recepción de las\ndenuncias de acoso en la empresa con identificación de la persona competente\npara su recepción. \u003C\u002Fp>\n\n\u003Cp>2.Directamente al canal de denuncia en base a la Ley 2\u002F2023, de 20 de\nfebrero (Ley reguladora de la protección de las personas que informen sobre\ninfracciones normativas y de lucha contra la corrupción).\u003C\u002Fp>\n\n\u003Cp>3.Igualmente, se admitirá a trámite y se investigará toda denuncia que se\nreciba a través del canal externo habilitado como medio complementario al\ninterno, y que estará encauzado a través de la Autoridad Independiente de\nProtección del Informante, A.A.I., lo que lo dota de garantías de\nindependencia y autonomía.\u003C\u002Fp>\n\n\u003Cp>De forma inmediata, el canal por el que se haya comunicado la denuncia dará\ntraslado de ésta a la Comisión Instructora, que será la encargada de llevar\na cabo el proceso de investigación e instrucción del hecho denunciado y que\ndeberá reunirse en el plazo máximo de 5 días laborales a la fecha de\nrecepción de la denuncia para iniciar el proceso de entrevistas e instrucción\ndel caso.\u003C\u002Fp>\n\n\u003Cp>En la protección frente a la discriminación y la violencia por LGTBIfobia,\npodrá intervenir, en todo caso, la Autoridad Independiente para la Igualdad de\nTrato y la No Discriminación, con las competencias y funciones establecidas en\nla Ley 15\u002F2022, de 12 julio, integral para la igualdad de trato y la no\ndiscriminación.\u003C\u002Fp>\n\n\u003Cp>Si la denuncia no fuera comunicada directamente por la persona que recibe el\nacoso, la primera entrevista que realice la Comisión Instructora será con\nésta, con el objetivo de tomar declaración y ratificación de la denuncia.\u003C\u002Fp>\n\n\u003Cp>Si la denuncia no fuera ratificada, esta circunstancia formará parte del\nexpediente antes de su archivo y, en función de los hechos que se denuncien,\nla Comisión Instructora podrá llevar a cabo un seguimiento o, según la\ngravedad, una investigación de oficio.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Medidas cautelares\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La presentación de la denuncia implicará que la empresa deberá abrir\ninmediatamente las diligencias informativas previas, especialmente dirigidas a\nimpedir que los hechos denunciados continúen, y también para impedir\ncualquier tipo de represalias sobre la persona denunciante, a cuyo efecto se\narticularán las medidas oportunas.\u003C\u002Fp>\n\n\u003Cp>Estas medidas en ningún caso podrán suponer para la víctima un perjuicio\no menoscabo en las condiciones de trabajo, ni modificación sustancial de las\nmismas y deberán ser aceptadas por la víctima de manera voluntaria.\u003C\u002Fp>\n\n\u003Cp>En caso de que una de las medidas consista en el cambio de puesto de\ntrabajo, será la persona denunciante quien tendrá la opción de decidir a\nquién se debe aplicar de manera cautelar el cambio de puesto.\u003C\u002Fp>\n\n\u003Cp>Al tiempo que se adoptan las medidas cautelares, la Dirección convocará\ncon carácter urgente a la Comisión Instructora, que será el órgano\nencargado de tramitar el procedimiento.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comisión Instructora\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se creará una Comisión Instructora fija, prefijando las personas que\nformarán parte de ella siempre que sea necesaria su intervención. La\nComisión Instructora (en adelante, CI) estará formada por representantes\ntanto de la Dirección de la empresa como de la RLPT. Igualmente, se informará\nal comité de prevención de riesgos laborales cada vez que se reciba una\ndenuncia. Cada parte podrá nombrar a un máximo de dos representantes y un\nmismo número de suplentes. Estas personas recibirán formación específica en\nacoso LGTBI por parte de la empresa.\u003C\u002Fp>\n\n\u003Cp>Las personas indicadas que forman esta comisión instructora cumplirán de\nmanera exhaustiva la imparcialidad respecto a las partes afectadas, por lo que\nen caso de concurrir algún tipo de parentesco por consanguinidad o afinidad\ncon alguna o algunas de las personas afectadas por la investigación, amistad\níntima, enemistad manifiesta o interés directo o indirecto en el proceso\nconcreto, deberán abstenerse de actuar. En caso \u003C\u002Fp>\n\n\u003Cp>de que, a pesar de la existencia de estas causas, no se produjera la\nabstención, podrá solicitarse, por cualquiera de las personas afectadas por\nel procedimiento, la recusación de dicha persona o personas de la comisión,\nutilizando la figura del miembro suplente si fuera necesario.\u003C\u002Fp>\n\n\u003Cp>La empresa pondrá a disposición de la CI cuantos recursos personales,\nmateriales y económicos sean necesarios para su correcto funcionamiento.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Expediente\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La CI abrirá el correspondiente «Expediente de Investigación por presunto\nacoso». Dicho expediente estará formado por el conjunto de documentos que\nacreditan las actuaciones practicadas por la CI, tales como pruebas,\ndeclaraciones testificales, relación cronológica de hechos, actas, informes y\ncuantas se consideren oportunas para la aclaración de los hechos.\u003C\u002Fp>\n\n\u003Cp>La primera actuación que deberá llevar a cabo la CI será la de audiencia\nde las partes denunciante y denunciada, siempre por separado, con el fin de\naveriguar y constatar los hechos denunciados, y de todas las personas\nintervinientes y testigos que la Comisión considere deban personarse, incluida\nla RLPT del centro. En cualquier caso, las personas entrevistadas podrán ser\nasistidas en sus intervenciones por una persona de la RLPT de su elección o\ncualquier otra persona que sea de su confianza, incluso ajena a la empresa.\u003C\u002Fp>\n\n\u003Cp>De todas las testificales se levantará acta firmada por todas las personas\nasistentes.\u003C\u002Fp>\n\n\u003Cp>La CI podrá proponer, durante la fase de instrucción de una denuncia,\notras medidas cautelares adicionales a las establecidas inicialmente por la\nDirección. Las medidas cautelares a adoptar pueden ir desde la separación de\nla víctima de la presunta persona acosadora, así como la reordenación del\ntiempo de trabajo, el cambio de centro de trabajo, sección o departamento,\nmovilidad funcional o cualquier medida que se estime oportuna y proporcionada a\nlas circunstancias del caso. Estas medidas, en ningún caso, pueden suponer un\nmenoscabo a la víctima.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Resolución\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El proceso de instrucción finalizará en un plazo de resolución de 20\ndías laborales, salvo que la investigación de los hechos obligue a alargar\ndicho plazo por un tiempo imprescindible, en cuyo caso deberá ser decisión\naprobada por unanimidad de la CI.\u003C\u002Fp>\n\n\u003Cp>Este plazo se inicia desde la solicitud de intervención y finaliza con la\nelaboración, por parte de la CI, de un informe de conclusiones, que incluirá\nalegaciones particulares si no ha podido llegarse a decisión unánime. En\ndicho informe, se adoptará la resolución del proceso, que deberá ser\nmotivada, y en ella informará de los hechos como «constitutivos de acoso» o\n«no constitutivos de acoso», y, en consecuencia, expresamente declarará a la\npersona denunciada «autor\u002Fa de conducta constitutiva de acoso», o «no\nautor\u002Fa de conducta constitutiva de acoso».\u003C\u002Fp>\n\n\u003Cp>Dicha resolución se remitirá a la Dirección de RRHH para la toma de la\ndecisión final:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Cuando se constate la existencia de acoso, la\nDirección adoptará cuantas medidas correctoras estime oportunas,\nincluyéndose en su caso la movilidad funcional, así como la imposición de\nsanciones disciplinarias.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-En el caso de que se determine la existencia de\nacoso y la sanción impuesta no determine el despido de la persona acosadora,\nla Dirección valorará adoptar medidas para que no conviva con la víctima del\nacoso en el mismo entorno laboral, medidas sobre las que tendrá preferencia la\npersona que ha sido agredida, y que nunca podrá suponer una mejora de las\ncondiciones laborales de la persona agresora.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Cuando no se constate la existencia de situaciones\nde acoso, o no sea posible su verificación, se archivará el expediente dando\npor finalizado el proceso. No obstante, en función de las comprobaciones\nrealizadas en el expediente, se determinará la conveniencia y viabilidad de\nefectuar un cambio de puesto de la persona solicitante o cualquier otra medida\nque resultara procedente en función de los hechos comprobados y evaluados por\nla CI.\u003C\u002Fp>\n\n\u003Cp>La decisión final se pondrá en conocimiento de la persona solicitante, de\nla denunciada y de la CI en el plazo de 5 días laborales. En el mismo plazo,\nse informará a su vez del resultado de la investigación, así como de la\ndecisión final a la RLPT del centro de trabajo de las personas afectadas.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Garantías\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El expediente de investigación se desarrollará bajo los principios de\nconfidencialidad, rapidez, imparcialidad, contradicción, confidencialidad e\nigualdad.\u003C\u002Fp>\n\n\u003Cp>Confidencialidad y anonimato: Según la Ley Orgánica 15\u002F1999, de 13 de\ndiciembre, de Protección de Datos de Carácter Personal, todas las personas\nque intervengan en el procedimiento tienen obligación de guardar una estricta\nconfidencialidad, garantizando el tratamiento reservado de la información en\nlas situaciones que pudieran ser constitutivas de acoso. En la tramitación del\nExpediente, se cumplirá con la normativa de Protección de Datos que esté\nvigente en cada momento. Adicionalmente, toda persona implicada en el\nprocedimiento deberá cumplimentar el Compromiso de Confidencialidad.\u003C\u002Fp>\n\n\u003Cp>Respecto a los derechos de las partes: La investigación de la denuncia\ntiene que ser desarrollada con sensibilidad y respeto a los derechos de cada\nuna de las partes afectadas. Durante el proceso, se ha de garantizar, en todo\ncaso, los derechos de todas las partes a su dignidad e intimidad, y el derecho\nde la persona reclamante a su integridad física y moral, teniendo en cuenta\nlas posibles consecuencias tanto físicas como psicológicas que se derivan de\nuna situación de acoso.\u003C\u002Fp>\n\n\u003Cp>Imparcialidad y contradicción: Durante el proceso, se debe garantizar una\naudiencia imparcial y un tratamiento justo para todas las personas afectadas.\nTodas las personas que intervengan en el proceso actuarán de buena fe en la\nbúsqueda de la verdad y el esclarecimiento de los hechos denunciados.\u003C\u002Fp>\n\n\u003Cp>Confidencialidad y anonimato: Las personas que intervengan en el proceso\ntienen obligación de guardar una estricta confidencialidad y reserva y no\ndeben transmitir ni divulgar información sobre el contenido de las denuncias\npresentadas, resueltas o en proceso de investigación de las que tengan\nconocimiento. Por ello, desde el momento en que se formule la denuncia, las\npersonas responsables de su tramitación asignarán unos códigos\nalfanuméricos identificativos u otros procedimientos análogos para\nidentificar a las partes afectadas.\u003C\u002Fp>\n\n\u003Cp>Sigilo: Las personas implicadas en los procedimientos previstos en este\nProtocolo tienen el deber de mantener la debida discreción sobre los hechos\nque conozcan por razón de su cargo en el ejercicio de la investigación y\nevaluación de las reclamaciones, quejas y denuncias, sin que puedan hacer uso\nde la información obtenida para beneficio propio o de terceras personas, o en\nperjuicio del interés público.\u003C\u002Fp>\n\n\u003Cp>Restitución de las víctimas: Si el acoso realizado se hubiera concretado\nen un menoscabo de las condiciones laborales de la víctima, la empresa debe\nproceder a la restitución de sus condiciones laborales anteriores, si la\nvíctima así lo solicita.\u003C\u002Fp>\n\n\u003Cp>Protección a la salud de las víctimas: La Dirección de la empresa debe\nactuar de oficio, a instancia de la Comisión de Atención al Acoso, o a\ninstancia de la víctima, para adoptar las medidas que se estimen pertinentes\npara garantizar el derecho de protección de la salud de las personas\ntrabajadoras afectadas. Como ejemplo, las medidas mencionadas de protección\npueden ser el apoyo psicológico o médico.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"JOBTITLE_trigger":44,"JOBTYPE_descriptions":48,"jobclassifaction1":52,"trainingprogrammes":56,"TRAINING_trigger":60,"educationtuition":64,"pensionfund":68,"SOCSEC_trigger":72,"disabilityfund":75,"contracttrialperiod":79,"contracttrial":83,"tempagency":86,"maxsicknesspay":90,"maxsicknesspayperc":94,"disabilitypay":96,"healthandsafetypolicy":99,"protectiveclothing":103,"hivpolicy":107,"WORKFAM_trigger":111,"paidmaternityleave":115,"paidmaternityleaveduration":119,"maternity_nursing_breaks_length":123,"nursingmothers":127,"maternity_nursing_breaks_duration":131,"pregnancy":133,"breastfeeding_dangerouswork":137,"alternatives":141,"timeoff":145,"childcare":149,"childcareleave":153,"deathrelativesleave":155,"marriageleave":159,"GENEQ_trigger":163,"eqpay":166,"gender":170,"discrimination":174,"eqpromotion":177,"eqtraining":180,"violenceleave":182,"sexualhar":186,"violence":190,"WORKHOURS_trigger":194,"hourspweek":198,"hourspyear":202,"holidaysdays":206,"holidaysweeks":210,"schedulesrestpw":212,"dayspweek":216,"TRADEUNLEAV_trigger":219,"administrativedays":223,"remote_work_options":227,"WAGES_trigger":231,"WAGES_determined":235,"ONCERISE_trigger":239,"incidentalbonustype2":243,"ONCERISE2_trigger":247,"NOCTPREM_trigger":251,"CONSIGN_trigger":255,"OVERTIME_trigger":259,"overtimeallowancetype_general":263,"overtimeallowanceperc1_general":267,"HARDSHIP_trigger":269,"SUNDAY_trigger":273,"COMMUTE_trigger":277,"green_trigger":281},{"bindId":45,"name":46,"text":47},"JOBTITLE_trigger","CAPÍTULO III Clasificación profesional A","CAPÍTULO III Clasificación profesional\n\nArtículo 7. Disposiciones generales.\n\nEl encuadramiento de las personas trabajadoras se regulará por el sistema\nde clasificación profesional del presente convenio.\n\nI.Principios generales.\n\n1.Se entiende por sistema de clasificación profesional la ordenación\njurídica por la que, con base técnica y organizativa, se contempla la\ninclusión de las personas trabajadoras en un marco general que establece los\ndistintos cometidos laborales.\n\n2.A estos efectos, se entiende por grupo profesional el que agrupa las\nactitudes profesionales, titulaciones y contenido general de la prestación,\nincluyendo tanto diversas categorías profesionales y niveles, como distintas\nfunciones o especialidades profesionales, previa realización, si ello es\nnecesario, de cursos de formación.\n\n3.El sistema de clasificación profesional será la base sobre la que se\nregulará la forma de llevar a cabo la movilidad funcional y sus distintos\nsupuestos.\n\nII.Aspectos básicos de clasificación.\n\n1.El presente sistema de clasificación profesional se establece,\nfundamentalmente, atendiendo a los criterios que el artículo 22 del Estatuto\nde los Trabajadores fija para la existencia del grupo profesional: aptitudes\nprofesionales, titulaciones y contenido general de la prestación, incluyendo\nen cada grupo tanto distintas funciones como especialidades\nprofesionales. \n\n2.La clasificación profesional se realiza en grupos y niveles profesionales\npor interpretación y aplicación de factores generales objetivos y por las\ntareas y funciones básicas más representativas que desarrollen las personas\ntrabajadoras. Las personas trabajadoras en función del puesto de trabajo que\ndesarrollan serán adscritas a un determinado nivel y grupo profesional,\ncircunstancias que definirán su posición en el esquema organizativo y\nretributivo.\n\nAsí, la posesión por parte de una persona trabajadora de alguna o todas\nlas competencias representativas de un grupo profesional determinado, no\nimplica necesariamente su adscripción al mismo, sino que su clasificación\nestará determinada por la exigencia y el ejercicio efectivo de tales\ncompetencias en las funciones correspondientes a su puesto de trabajo.\n\n3.No obstante, lo establecido en este capítulo respecto de los grupos\nprofesionales y de conformidad con lo estipulado en el artículo 8 de este\nconvenio colectivo, la movilidad funcional se deberá producir en las áreas de\nactividad.\n\n4.Los factores que influyen en la clasificación profesional de las personas\ntrabajadoras y que, por tanto, indican la pertenencia de cada uno de éstos a\nun determinado grupo profesional, todo ello según los criterios determinados\npor el artículo 22 del Estatuto de los Trabajadores, son los que se definen a\ncontinuación:\n\nLa asignación de cada persona trabajadora al grupo profesional\ncorrespondiente será el resultado de la conjunta ponderación de los factores\nque a continuación se desarrollan:\n\nConocimientos: Factor para cuya valoración se tendrá en cuenta además de\nla formación básica necesaria para cumplir correctamente los cometidos, la\nexperiencia adquirida y la dificultad para la adquisición de dichos\nconocimientos y experiencias.\n\nIniciativa: Factor para cuya valoración se tendrá en cuenta el grado y\nseguimiento a normas o directrices para la ejecución de tareas o funciones.\n\nAutonomía: Factor para cuya valoración se tendrá en cuenta el grado de\ndependencia jerárquica en el desempeno de las tareas o funciones que se\ndesarrollen.\n\nResponsabilidad: Factor para cuya valoración se tendrá en cuenta el grado\nde autonomía de acción del titular de la función, el nivel de influencia\nsobre los resultados y la relevancia de la gestión sobre los recursos humanos,\ntécnicos y productivos.\n\nMando: Factor para cuya valoración se tendrá en cuenta el grado de\nsupervisión y ordenación de las funciones y tareas, la capacidad de\ninterrelación, las características del colectivo y el número de personas\nsobre las que se ejerce el mando.\n\nComplejidad: Factor para cuya valoración se tendrá en cuenta el número y\nel grado de integración de los diversos factores antes enumerados en la tarea\no puesto encomendado.",{"bindId":49,"name":50,"text":51},"JOBTYPE_descriptions","Grupo A. Nivel I. Criterios generales: P","Grupo A. Nivel I.\n\nCriterios generales: Personal que ejecuta su trabajo bajo instrucciones\nespecíficas, con un alto grado de dependencia jerárquica y funcional. Las\nfunciones realizadas por las personas trabajadoras encuadradas bajo este nivel\npueden requerir esfuerzo físico. Las tareas exigen conocimientos profesionales\nbásicos y no necesitan formación específica salvo la de un periodo breve de\nadaptación.\n\nFormación: Formación Profesional, ensenanza obligatoria o equivalente y\nconocimientos básicos relacionados con las tareas que desempenan.\n\nPuestos de trabajo: En este grupo profesional se incluyen los siguientes:\n\n1.Facturador\u002Fa.\n\n2.Controlador\u002Fa de Accesos.\n\n3.Recepcionista de Mercancías. \n\n4.Reponedor\u002Fa.\n\n5.Limpiador\u002Fa.\n\n6.Implantador\u002Fa.\n\nGrupo A. Nivel II.\n\nCriterios generales: Operaciones realizadas siguiendo un método de trabajo\nespecífico, con un alto grado de dependencia jerárquica y funcional. Las\nfunciones realizadas pueden requerir esfuerzo físico. Las tareas realizadas\nrequieren formación específica y\u002Fo experiencia. Pueden ser ayudados por otras\npersonas trabajadoras.\n\nFormáción: Formáción Profesional, ensenanza obligatoria o equivalente y\nconocimientos específicos relacionados con las tareas que desempenan.\n\nPuestos de trabajo: En este grupo profesional se incluyen los siguientes:\n\n1.Recepcionista de Mercancías con tareas\nadministrativas.\n\n2.Auxiliar Administrativo\u002Fa.\n\n3.Carretillero\u002Fa.\n\n4.Preparador\u002Fa de Pedidos.\n\n5.Cajero\u002Fa.\n\nGrupo A. Nivel III.\n\nCriterios generales: Los trabajos realizados por los profesionales de nivel\nIII son de ejecución autónoma bajo supervisión y requieren, habitualmente\niniciativa y razonamiento. Las funciones comportan la responsabilidad de las\nmismas, pudiendo ser ayudados por otras personas trabajadoras. Puede realizar\nvarias tareas heterogéneas dentro de su área funcional.\n\nFormación: Formación Profesional, ensenanza obligatoria o equivalente y\nconocimientos específicos relacionados con las tareas que desempenan.\n\nPuestos de trabajo: En este grupo profesional se incluyen los siguientes:\n\n1.Administrativo\u002Fa.\n\n2.Personal de Mantenimiento.\n\n3.Personal de Despiece.\n\nGrupo B. Nivel I.\n\nCriterios generales:\n\nTécnico\u002Fa Junior: Realiza trabajos muy cualificados con menos de 3 anos de\nexperiencia. Las tareas suelen requerir grado de autonomía e iniciativa,\ncomportando, bajo supervisión, la responsabilidad de las funciones que\ndesempena, pudiendo ser ayudado por otras personas trabajadoras. Requieren\nadecuados conocimientos profesionales.\n\nJefe\u002Fa de Sección y Jefe\u002Fa de Turno: Realiza trabajos de forma autónoma\npudiendo tener un equipo a su cargo, supervisando las tareas y funciones de\neste. Son ocupaciones orientadas a la supervisión, programación y\norganización de la actividad de una sección o unidad.\n\nFormación: Formación Superior o universitaria específica para las\nfunciones que realiza o conocimientos profesionales adquiridos sobre la base de\nuna acreditada experiencia.\n\nPuestos de trabajo: En este grupo profesional se incluyen los siguientes:\n\n1.Técnico\u002Fa Junior.\n\n2.Jefe\u002Fa de Sección.\n\n3.Jefe\u002Fa de Turno. \n\nGrupo B. Nivel II.\n\nCriterios generales:\n\nTécnico\u002Fa Senior: Realiza trabajos muy cualificados, con más de 3 anos de\nexperiencia, bien en el puesto ocupado o bien en otro similar. Las funciones\nrequieren autonomía e iniciativa, pudiendo ser ayudados por otras personas\ntrabajadoras. Requieren adecuados conocimientos profesionales y aptitudes\nprácticas.\n\nCoordinador\u002Fa de Equipos y 2.a Responsable de Plataforma: El personal de\neste grupo realiza trabajos cualificados obtenidos bien a través de formación\no experiencia que, con cierto grado de responsabilidad y autonomía puede\nayudar a coordinar el trabajo de otras personas. Gestiona o pueden gestionar\npersonas y ayuda a su superior en las tareas básicas, en el supuesto de\nausencias ocasionales, incluido el periodo vacacional.\n\nFormación: Formación Superior o universitaria específica para las\nfunciones que realiza o conocimientos profesionales adquiridos sobre la base de\nuna acreditada experiencia.\n\nPuestos de trabajo: En este grupo profesional se incluyen los siguientes:\n\n1.Técnico\u002Fa Senior.\n\n2.Coordinador\u002Fa de Equipos.\n\n3.2.a Responsable de Plataforma.\n\nGrupo C. Nivel I.\n\nCriterios generales: Tiene alto grado de autonomía, iniciativa y\nresponsabilidad. Planifica y dirige las funciones realizadas por el personal a\nsu cargo, solucionando los problemas que se le plantean. Participan en la\ndefinición de objetivos concretos a alcanzar en el departamento o unidad\nencomendada.\n\nFormación: Formación Superior o universitaria, específica para las\nfunciones que realiza y conocimientos profesionales adquiridos sobre la base de\nuna acreditada experiencia.\n\nPuestos de trabajo: En este grupo profesional se incluyen los siguientes:\n\n1.Responsable de Departamento.\n\n2.Responsable de Plataforma.\n\nGrupo C. Nivel II.\n\nCriterios generales: Tiene alto grado de autonomía, iniciativa y\nresponsabilidad. Planifica, organiza, dirige y coordina los objetivos\nestratégicos y dirige las funciones realizadas por el personal a su cargo.\nPuede coordinar y\u002Fo dirigir varios departamentos o plataformas. Participa en la\ndefinición de objetivos, establece normas, guías y estrategias para alcanzar\ndichos objetivos. Toman decisiones complejas que repercuten en los resultados\nde su unidad, área o negocio.\n\nFormación: Formación Superior o universitaria, específica para las\nfunciones que realiza y conocimientos profesionales adquiridos sobre la base de\nuna acreditada experiencia.\n\nPuestos de trabajo: En este grupo profesional se incluyen los siguientes:\n\n1.Responsable de Área.\n\n2.Coordinador\u002Fa de Plataforma.\n\nGrupo D.\n\nCriterios generales: El personal perteneciente a este nivel tiene elevada\nresponsabilidad sobre los resultados de la empresa. La responsabilidad de su\ngestión afecta directa o indirectamente a toda la organización, además de\npoder implicar \n\nimportantes consecuencias económicas inmediatas. Dirigen y detentan la\njefatura de la organización. Dependen directamente del Director General o\nConsejo Rector.\n\nFormación: Formación Superior o universitaria, específica para las\nfunciones que realiza y conocimientos profesionales adquiridos sobre la base de\nuna acreditada experiencia.\n\nPuestos de trabajo: En este grupo profesional se incluyen los siguientes:\n\n1.Directores\u002Fas.",{"bindId":53,"name":54,"text":55},"jobclassifaction1","2.La clasificación profesional se realiz","2.La clasificación profesional se realiza en grupos y niveles profesionales\npor interpretación y aplicación de factores generales objetivos y por las\ntareas y funciones básicas más representativas que desarrollen las personas\ntrabajadoras. Las personas trabajadoras en función del puesto de trabajo que\ndesarrollan serán adscritas a un determinado nivel y grupo profesional,\ncircunstancias que definirán su posición en el esquema organizativo y\nretributivo.",{"bindId":57,"name":58,"text":59},"trainingprogrammes","Una vez elaborado el Plan de Formación, ","Una vez elaborado el Plan de Formación, las partes firmantes constituirán\nuna comisión paritaria de formación durante el siguiente trimestre a la\npresentación del plan, que tendrá como finalidad, garantizar el cumplimiento\ndel derecho de información a la Representación de los Trabajadores previsto\nen el artículo 64.5.e) Estatuto de los Trabajadores.",{"bindId":61,"name":62,"text":63},"TRAINING_trigger","CAPÍTULO IX Formación Artículo 38. Forma","CAPÍTULO IX Formación\n\nArtículo 38. Formación.",{"bindId":65,"name":66,"text":67},"educationtuition","Artículo 40. Ayudas a estudios. A partir","Artículo 40. Ayudas a estudios.\n\nA partir del curso siguiente a la publicación del presente convenio\ncolectivo se acuerdan las siguientes ayudas a los estudios:\n\n1.Ayuda a la formación obligatoria: Aquellas personas trabajadoras con\ningresos inferiores a 18.000 euros y con hijos a su cargo entre 3 y 16 anos,\ntendrá derecho a una ayuda económica de 50 euros brutos anuales en concepto\nde ayuda para material escolar. En los casos de personas trabajadoras con tres\no más hijos a su cargo, la ayuda será de 100 euros brutos anuales.\n\nPara la obtención de la ayuda las personas trabajadoras deberán acreditar\nla correspondiente matriculación en los estudios reglados.\n\n2.Ayuda a la formación de hijos\u002Fas con discapacidad: Las personas\ntrabajadoras tendrán derecho a recibir una ayuda económica para estudios\nuniversitarios o de posgrado de hijos\u002Fas con discapacidad igual o superior al\n33 %. La ayuda será de 300 euros brutos anuales mientras duren los estudios\nuniversitarios o de posgrado.\n\nPara la obtención de la ayuda, las personas trabajadoras deberán acreditar\nanualmente la correspondiente matriculación en los estudios superiores o de\nposgrado, así como la condición de persona discapacitada mediante la\npresentación de los certificados o resoluciones expedidos por las\nadministraciones competentes.\n\n3.Beca Covirán: anualmente la Cooperativa premiará el mejor expediente\nacadémico de los hijos\u002Fos de personas trabajadoras que hayan cursado estudios\nsuperiores. La cuantía de la Beca Covirán serán de 1.000 euros brutos\nanuales y se establecerá por la Dirección de RRHH los requisitos para su\nobtención.",{"bindId":69,"name":70,"text":71},"pensionfund","En materia de jubilación parcial o antic","En materia de jubilación parcial o anticipada, la empresa actuará de\nconformidad con la legislación vigente.",{"bindId":73,"name":74,"text":74},"SOCSEC_trigger","CAPÍTULO VIII Condiciones sociales",{"bindId":76,"name":77,"text":78},"disabilityfund","La empresa satisfará a las personas trab","La empresa satisfará a las personas trabajadoras o sus beneficiarios\u002Fas, a\npartir de la firma de este convenio, bien directamente o por medio del seguro\ncolectivo que concierte, las siguientes cantidades:\n\n-20.000 euros en los casos de muerte o incapacidad\npermanente absoluta y total derivadas de accidente de trabajo.\n\n-11.000 euros en caso de muerte natural.\n\n-11.000 euros en caso de reconocimiento de\nIncapacidad Permanente Absoluta.\n\n-15.000 euros en caso de muerte por accidente no\nlaboral.\n\nLa persona trabajadora podrá designar libremente al beneficiario\u002Fa de dicho\nseguro, si así no lo hiciere, se estará a lo establecido en el Derecho de\nSucesiones vigente.",{"bindId":80,"name":81,"text":82},"contracttrialperiod","Se estará en cuanto al periodo de prueba","Se estará en cuanto al periodo de prueba a lo regulado en el artículo 14\ndel Estatuto de los Trabajadores. No obstante, en caso de contratación\nindefinida de los grupos B, C, D el período de prueba será de seis meses.",{"bindId":84,"name":85,"text":85},"contracttrial","Artículo 11. Periodo de prueba.",{"bindId":87,"name":88,"text":89},"tempagency","Artículo 10. Empresas de trabajo tempora","Artículo 10. Empresas de trabajo temporal.\n\nSiempre que se utilicen los servicios de alguna persona trabajadora\nperteneciente a una empresa de trabajo temporal, independientemente de cuál\nsea su modalidad de contratación, la cooperativa garantizará a éste el mismo\nnivel de protección que el necesario para salvaguardar la seguridad y la salud\nde las demás personas trabajadoras de la empresa.\n\nSe podrán celebrar contratos de puesta a disposición en aquellos centros\nde trabajo donde se haya realizado la preceptiva evaluación de riesgos\nlaborales correspondiente al puesto de trabajo donde se vaya a emplear a la\npersona trabajadora, conforme a lo dispuesto en la Ley de Prevención de\nRiesgos Laborales, y teniendo siempre presente lo obligado y estipulado en el\nartículo 28 de la misma ley en todos sus apartados.\n\nLas personas trabajadoras pertenecientes a una empresa de trabajo temporal,\nestarán representadas mientras presten sus servicios en la empresa usuaria,\npor los órganos de representación de los trabajadores de la propia empresa\nusuaria.",{"bindId":91,"name":92,"text":93},"maxsicknesspay","La empresa complementará, en caso de enf","La empresa complementará, en caso de enfermedad común o accidente no\nlaboral, hasta el 100 % del salario base más complementos personales, desde el\nprimer día.",{"bindId":95,"name":92,"text":93},"maxsicknesspayperc",{"bindId":97,"name":77,"text":98},"disabilitypay","La empresa satisfará a las personas trabajadoras o sus beneficiarios\u002Fas, a\npartir de la firma de este convenio, bien directamente o por medio del seguro\ncolectivo que concierte, las siguientes cantidades:\n\n-20.000 euros en los casos de muerte o incapacidad\npermanente absoluta y total derivadas de accidente de trabajo.\n\n-11.000 euros en caso de muerte natural.\n\n-11.000 euros en caso de reconocimiento de\nIncapacidad Permanente Absoluta.",{"bindId":100,"name":101,"text":102},"healthandsafetypolicy","Artículo 25. Salud laboral. 1.Obligacion","Artículo 25. Salud laboral.\n\n1.Obligaciones de la empresa en materia de prevención de\nriesgos.\n\nLa Cooperativa aplicará las medidas de prevención de riesgos laborales con\narreglo a los siguientes principios generales.\n\n-Evitar los riesgos.\n\n-Evaluar los riesgos que no se puedan evitar.\n\n-Combatir los riesgos en su origen.\n\n-Tener en cuenta la evolución de la técnica.\n\nLa planificación de la prevención, buscando un conjunto coherente que\nintegre en ella: la organización, la técnica, las condiciones de trabajo, las\nrelaciones sociales y la influencia de los factores ambientales en el\ntrabajo.\n\nAdoptar medidas que antepongan la protección colectiva a la individual.\n\nDar las debidas instrucciones a las personas trabajadoras.\n\nObservar el cumplimiento de lo dispuesto en el artículo 36.3 y 4 del\nEstatuto de los Trabajadores, a tal efecto la Representación Legal de los\nTrabajadores cooperará para que las modificaciones de las condiciones de\ntrabajo que hayan de tener lugar puedan llevarse a efecto, siempre salvando la\nequidad entre el conjunto de las personas trabajadoras afectadas.\n\nAl comienzo de cualquier relación laboral, la dirección entregará a la\npersona trabajadora recién incorporado el equipo de protección individual\nprevisto en el Plan de Prevención de Riesgos Laborales del centro de trabajo\nen cuestión, con el objetivo de evitar los riesgos identificados o\nrelacionados con el puesto de trabajo o las tareas que tuviera que desarrollar\nen la empresa. \n\nLa Dirección entregará copia de las evaluaciones de riesgos que realice al\nDelegado de Prevención que haya sido elegido para tal función entre los\nmiembros del comité de empresa o delegados\u002Fas de personal.\n\nReconocimientos médicos: Los reconocimientos médicos que se efectúen\ndeberán ser específicos al puesto de trabajo desempenado, adecuándose a las\ndistintas funciones profesionales existentes en cada centro de trabajo.\n\nAquellas personas trabajadoras, y grupos de personas trabajadoras, que por\nsus características personales, por sus condiciones de mayor exposición a\nriesgos o por otras circunstancias tengan mayor vulnerabilidad al mismo, serán\nvigilados de modo particular.\n\nTodas las personas trabajadoras tendrán derecho a un reconocimiento médico\nanual, voluntario, con cargo a la empresa y a través del Servicio de\nPrevención, adecuado para prevenir y comprobar su estado de salud como indica\nel artículo 22 de la Ley 31\u002F1995, de Prevención de Riesgos Laborales.\n\nLa vigilancia de la salud estará dirigida a detectar precozmente los\nposibles danos originados por los riesgos a los que estén expuestas las\npersonas trabajadoras en su puesto de trabajo. Se les informará del objeto de\nlas mismas y su voluntariedad salvo para los puestos de Carretilleros y Cámara\nCongelación donde es obligatorio según consultas realizadas a Comités de\nSeguridad Salud en cumplimiento del artículo 22 de la Ley 31\u002F1995, así como\ndel tipo de pruebas a las que serán sometidas, por escrito.\n\nDichas pruebas serán revisadas y aceptadas antes de su realización de\nmanera consensuada en los distintos Comités de Seguridad y Salud y se\ninformarán a los delegados\u002Fas de prevención. Los protocolos de los\nreconocimientos médicos se realizan a nivel nacional por el equipo médico del\nServicio de Prevención Ajenos con los que se contrata la especialidad de\nMedicina del Trabajo atendiendo a los riesgos del puesto de trabajo\ndesempenado.\n\nDicho reconocimiento, incluirá en todo caso, pruebas diagnósticas para la\ndetección precoz de danos o enfermedades laborales reconocidas como propias\ndel puesto de trabajo en el Real Decreto 1299\u002F2006, de 10 de noviembre, por el\nque se aprueba el cuadro de enfermedades profesionales en el sistema de la\nSeguridad Social.\n\nLos resultados del reconocimiento serán comunicados a la persona\ntrabajadora por escrito o a través de medios telemáticos.\n\nEl tiempo empleado en su práctica será a cargo de la jornada laboral y no\npodrá suponer gasto alguno para la persona trabajadora por desplazamiento.\n\n2.Obligaciones de las personas trabajadoras en materia de\nprevención de riesgos.\n\nCorresponde a cada persona trabajadora velar, según sus posibilidades y\nmediante el cumplimiento de las medidas de prevención que, en cada caso, sean\nadoptadas, por su propia seguridad en el trabajo y por la de aquellas otras\npersonas a las que pueda afectar su actividad profesional, a causa de sus actos\ny omisiones en el trabajo de conformidad con su formación y las instrucciones\ndel empresario.\n\nLas personas trabajadoras, con arreglo a su formación y siguiendo las\ninstrucciones del empresario, deberán en particular:\n\na)Usar adecuadamente, de acuerdo con su naturaleza y los riesgos\nprevisibles, las máquinas, aparatos, herramientas, sustancias peligrosas,\nequipos de transporte y, en general, cualesquiera otros medios con los que\ndesarrollen su actividad.\n\nb)Utilizar correctamente los medios y equipos necesarios de protección por\nel empresario, de acuerdo con las instrucciones recibidas de éste.\n\nc)No poner fuera de funcionamiento y utilizar correctamente los dispositivos\nde seguridad existentes o que se instalen en los medios relacionados con su\nactividad o en los lugares de trabajo en los que ésta tenga lugar.\n\nd)Informar de inmediato a su superior jerárquico directo y a las personas\ntrabajadoras designadas para realizar actividades de protección y de\nprevención o, en su caso, al Servicio de Prevención acerca de cualquier\nsituación que, a su juicio, entrane  por motivos razonables, un riesgo para\nla seguridad y la salud de las personas trabajadoras.\n\ne)Contribuir al cumplimiento de las obligaciones establecidas por la\nautoridad competente con el fin de proteger la seguridad y la salud de las\npersonas trabajadoras.\n\nf)Cooperar con el empresario para que éste pueda garantizar unas\ncondiciones de trabajo que sean seguras y no entranen riesgos para la seguridad\ny la salud de las personas trabajadoras.\n\nArtículo 26. Comité de salud laboral.\n\nEl Comité Intercentros, sin perjuicio de las competencias del comité de\nseguridad y salud de cada centro, participará en las decisiones a tomar en\nesta materia cuando concurran situaciones similares que afecten a más de un\ncentro de trabajo.\n\nEn el ámbito de dichos Comités o con los delegados\u002Fas de prevención se\nabordarán, al menos, las siguientes cuestiones:\n\n1.Planificación de Medidas Preventivas en base a las evaluaciones de\nriesgos realizadas por el Servicio de Prevención Mancomunado Covirán SCA.\n\n2.Posibles modificaciones de turnos de trabajo, para dar cumplimiento a las\nmedidas preventivas. En este caso se buscarán medidas de flexibilidad para\ngarantizar la conciliación de la vida laboral y familiar de las personas\ntrabajadoras, ya que la situación de emergencia sanitaria y los cierres de los\ncentros educativos, aumentan la complicación para poder compaginar la vida\nlaboral y personal.\n\n3.Estudio de ritmos y cargas de trabajo, qué por aplicación de protocolos\nde limpieza y desinfección, hagan ver la necesidad de refuerzo y contratación\ndel departamento.\n\n4.Lo anterior, será de aplicación a todos los departamentos de cada centro\nde trabajo, que puedan ver incrementadas las cargas de trabajo o ralentizados\nlos tiempos para garantizar las medidas de seguridad e higiene.\n\n5.Realizarán el seguimiento y control del plan de contingencia establecido,\ny recibirán toda la información de seguimiento e incidencia en el mismo.\n\nSin perjuicio de lo anterior, en aquellos centros de trabajo donde no exista\nRepresentación Legal de los Trabajadores, el Comité Intercentros tendrá\ncompetencia en materia de Prevención de Riesgos Laborales.",{"bindId":104,"name":105,"text":106},"protectiveclothing","3.Equipos de protección individual. Los ","3.Equipos de protección individual.\n\nLos equipos de protección individual deberán utilizarse cuando existan\nriesgos para la seguridad o salud de las personas trabajadoras que no hayan\npodido evitarse o limitarse suficientemente por medios técnicos de protección\ncolectiva o mediante medidas, métodos o procedimientos de organización del\ntrabajo.\n\nSe ajustarán a los criterios establecidos en la normativa específica que,\nsegún las especialidades o actividades de los servicios, sea de aplicación.\nPara la compra de EPIS se consignará la suficiente dotación presupuestaria y\nserá el Comité de Seguridad y Salud el órgano, asistido por el Servicio de\nPrevención Mancomunado de Covirán SCA y los asesores y especialistas que se\nconsidere conveniente en cada caso, el que determine qué protecciones son las\nmás adecuadas para cada trabajo específico. En cualquier caso, en todo lo\nreferido a esta materia, se cumplirá lo establecido en la Ley 31\u002F1996, de\nPrevención de Riesgo Laborales, y en el Reglamento de los Servicios de\nPrevención.",{"bindId":108,"name":109,"text":110},"hivpolicy","Todas las personas trabajadoras tendrán ","Todas las personas trabajadoras tendrán derecho a un reconocimiento médico\nanual, voluntario, con cargo a la empresa y a través del Servicio de\nPrevención, adecuado para prevenir y comprobar su estado de salud como indica\nel artículo 22 de la Ley 31\u002F1995, de Prevención de Riesgos Laborales.",{"bindId":112,"name":113,"text":114},"WORKFAM_trigger","Artículo 21. Protección a la Vida Famili","Artículo 21. Protección a la Vida Familiar.",{"bindId":116,"name":117,"text":118},"paidmaternityleave","1.El nacimiento, que comprende el parto ","1.El nacimiento, que comprende el parto y el cuidado de menor, suspenderá\nel contrato de trabajo de la madre biológica y el progenitor distinto de la\nmadre biológica durante diecinueve semanas, de las cuales serán obligatorias\nlas seis semanas ininterrumpidas inmediatamente posteriores al parto, que\nhabrán de disfrutarse a jornada completa, para asegurar la protección de la\nsalud de la madre.",{"bindId":120,"name":121,"text":122},"paidmaternityleaveduration"," y el cuidado de menor, suspenderá el co"," y el cuidado de menor, suspenderá\nel contrato de trabajo de la madre biológica y el progenitor distinto de la\nmadre biológica durante diecinueve semanas, de las cuales serán obligatorias\nlas seis semanas ininterrumpidas inmediatamente posteriores al parto, que\nhabrán de disfrutarse a jornada completa, para asegurar la protección de la\nsalud de la ",{"bindId":124,"name":125,"text":126},"maternity_nursing_breaks_length","3.En el supuesto de riesgo durante el em","3.En el supuesto de riesgo durante el embarazo o de riesgo durante la\nlactancia natural, en los términos previstos en el artículo 26 de la Ley\n31\u002F1995, de 8 de noviembre, de Prevención de Riesgos Laborales, la suspensión\ndel contrato finalizará el día en que se inicie la suspensión del contrato\npor parto o el lactante cumpla nueve meses, respectivamente, o, en ambos casos,\ncuando desaparezca la imposibilidad de la trabajadora de reincorporarse a su\npuesto anterior o a otro compatible con su estado.",{"bindId":128,"name":129,"text":130},"nursingmothers","2.En los supuestos de nacimiento, adopci","2.En los supuestos de nacimiento, adopción, guarda con fines de adopción o\nacogimiento, de acuerdo con el artículo 45.1.d), las personas trabajadoras\ntendrán derecho a una hora de ausencia del trabajo, que podrán dividir en dos\nfracciones, para el cuidado del lactante hasta que este cumpla nueve meses. La\nduración del permiso se incrementará proporcionalmente en los casos de\nnacimiento, adopción, guarda con fines de adopción o acogimiento\nmúltiples.",{"bindId":132,"name":129,"text":130},"maternity_nursing_breaks_duration",{"bindId":134,"name":135,"text":136},"pregnancy","Artículo 27. Riesgo durante el embarazo.","Artículo 27. Riesgo durante el embarazo.\n\nLas trabajadoras en estado de gestación tendrán derecho, durante el\nembarazo, al cambio de puesto de trabajo y\u002Fo turno distinto al suyo, si el\nhabitualmente desempenado resultara perjudicial para ella o para el feto. La\npetición la ha de hacer la trabajadora de forma debidamente justificada\nadjuntando el informe médico correspondiente y previo informe técnico\nauditado de la mutua de accidentes y enfermedades profesionales.\n\nEl cambio de puesto de trabajo se efectuará sin pérdida de sus derechos\neconómicos y profesionales, informando en cualquier caso a los representantes\nde los trabajadores. En los casos de baja por riesgo durante el embarazo, ante\nla situación certificada por los servicios médicos competentes de que las\ncondiciones del puesto de trabajo puedan influir negativamente en la salud de\nla trabajadora embarazada o del feto y no sea posible la adaptación a otros\npuestos de trabajo que evite tal riesgo, se percibirá desde el primer día de\nla baja y hasta el momento del parto, el 100 % de la base reguladora.",{"bindId":138,"name":139,"text":140},"breastfeeding_dangerouswork","Artículo 28. Protección y vigilancia de ","Artículo 28. Protección y vigilancia de la salud.\n\n1.Suspensión del Contrato por riesgo durante el embarazo y la\nlactancia.\n\nEn el supuesto de riesgo durante el embarazo, en los términos previstos en\nel artículo 26 de la Ley 31\u002F1995, de Prevención de Riesgos Laborales, la\nsuspensión del contrato finalizará el día en que se inicie la suspensión\ndel contrato por nacimiento o cuando desaparezca la imposibilidad de la\ntrabajadora de reincorporarse a su puesto anterior o a otro compatible con su\nestado.\n\nEn los mismos términos podrá declararse el pase de la trabajadora afectada\na la situación de suspensión del contrato si existe riesgo durante la\nlactancia natural de hijos menores de nueves meses.\n\nIncluyendo la ampliación del derecho contemplada en el Real Decreto-ley\n6\u002F2019, de 1 de marzo, de medidas urgentes para garantía de igualdad de trato\ny de oportunidades entre mujeres y hombres en el empleo y la ocupación, que\nmodifica el artículo 48 del Estatuto de los Trabajadores, así como incluye su\naplicación paulatina conforme a la disposición transitoria decimotercera del\nEstatuto de los Trabajadores.\n\nEl cambio de puesto de trabajo se efectuará sin pérdida de sus derechos\neconómicos y profesionales, informando en cualquier caso a los representantes\nde los trabajadores. En los casos de baja por riesgo durante el embarazo, ante\nla situación certificada por los servicios médicos competentes de que las\ncondiciones del puesto de trabajo puedan influir negativamente en la salud de\nla trabajadora embarazada o del feto y no sea posible la adaptación a otros\npuestos de trabajo que evite tal riesgo, se percibirá desde el primer día de\nla baja y hasta el momento del parto, el 100 % de la base reguladora. Cuando\nuna trabajadora está embarazada debe informar a su responsable o al servicio\nde prevención de manera inmediata al conocer su estado\n(serviciodeprevencion@coviran.es). Una vez conocido el estado de la trabajadora\nse le adapta el puesto en el caso de que pueda existir riesgo para la\ntrabajadora o para el feto y se activara el procedimiento de prestación de\nriesgo de embarazo y se le concede la baja cuando cumpla la semana de\ngestación a partir de la cual puede haber riesgo derivado de su puesto de\ntrabajo (de acuerdo con una tabla de recomendaciones de la SEGO (sociedad\nespanola de ginecología y obstetricia).",{"bindId":142,"name":143,"text":144},"alternatives","Aquellas personas trabajadoras, y grupos","Aquellas personas trabajadoras, y grupos de personas trabajadoras, que por\nsus características personales, por sus condiciones de mayor exposición a\nriesgos o por otras circunstancias tengan mayor vulnerabilidad al mismo, serán\nvigilados de modo particular.",{"bindId":146,"name":147,"text":148},"timeoff","n)El tiempo indispensable para la realiz","n)El tiempo indispensable para la realización de exámenes prenatales y\ntécnicas de preparación al parto, así como para la asistencia a sesiones\ninformativas y evaluaciones en procesos de adopción, guarda con fines de\nadopción o acogimiento, siempre que tengan lugar dentro de la jornada\nlaboral.",{"bindId":150,"name":151,"text":152},"childcare","b)Cinco días por accidente o enfermedad ","b)Cinco días por accidente o enfermedad graves, hospitalización o\nintervención quirúrgica sin hospitalización que requiera reposo domiciliario\ndel cónyuge, pareja de hecho o parientes hasta el segundo grado de\nconsanguinidad o afinidad, incluido el familiar consanguíneo de la pareja de\nhecho, así como de cualquier otra persona que conviva con la persona\ntrabajadora y requiera de su cuidado efectivo.",{"bindId":154,"name":151,"text":152},"childcareleave",{"bindId":156,"name":157,"text":158},"deathrelativesleave","d)Tres días por el fallecimiento de fami","d)Tres días por el fallecimiento de familiares de primer grado por\nconsanguinidad o afinidad.\n\ne)Dos días por el fallecimiento de parientes hasta segundo grado de\nconsanguinidad o afinidad.",{"bindId":160,"name":161,"text":162},"marriageleave","a)Veinte días naturales en caso de matri","a)Veinte días naturales en caso de matrimonio o constitución de pareja de\nhecho. Las personas trabajadoras que hayan disfrutado este permiso por\nconstituirse como pareja de hecho no podrán volver a ejercitarlo con el mismo\nconviviente.",{"bindId":164,"name":165,"text":165},"GENEQ_trigger","Artículo 30. Igualdad de oportunidades.",{"bindId":167,"name":168,"text":169},"eqpay","-Igualdad salarial en trabajo de igual v","-Igualdad salarial en trabajo de igual valor.",{"bindId":171,"name":172,"text":173},"gender","Los firmantes del presente convenio gara","Los firmantes del presente convenio garantizarán la igualdad de\noportunidades por razón de género y de identidad sexual, así como la no\ndiscriminación por cuestiones de raza, religión o cualquier otra condición.\nDe acuerdo con la legislación vigente, se pondrá especial atención en cuanto\na los cumplimientos de dicha legislación en materia de:\n\n-Acceso y estabilidad en el empleo.\n\n-Igualdad salarial en trabajo de igual valor.",{"bindId":175,"name":172,"text":176},"discrimination","Los firmantes del presente convenio garantizarán la igualdad de\noportunidades por razón de género y de identidad sexual, así como la no\ndiscriminación por cuestiones de raza, religión o cualquier otra condición.\nDe acuerdo con la legislación vigente, se pondrá especial atención en cuanto\na los cumplimientos de dicha legislación en materia de:",{"bindId":178,"name":179,"text":179},"eqpromotion","-Formación y promoción profesional.",{"bindId":181,"name":179,"text":179},"eqtraining",{"bindId":183,"name":184,"text":185},"violenceleave","6.Las personas trabajadoras que tengan l","6.Las personas trabajadoras que tengan la consideración de víctimas de\nviolencia de género, de violencia sexual o de víctimas del terrorismo\ntendrán derecho, para hacer efectiva su protección o su derecho a la\nasistencia social integral, a la reducción de la jornada de trabajo con\ndisminución proporcional del salario o a la reordenación del tiempo de\ntrabajo, a través de la adaptación del horario, de la aplicación del horario\nflexible o de otras formas de ordenación del tiempo de trabajo que se utilicen\nen la empresa. También tendrán derecho a realizar su trabajo total o\nparcialmente a distancia o a dejar de hacerlo si este fuera el sistema\nestablecido, siempre en ambos casos que esta modalidad de prestación de\nservicios sea compatible con el puesto y funciones desarrolladas por la\npersona.",{"bindId":187,"name":188,"text":189},"sexualhar","Protocolo de acoso LGTBI Declaración de ","Protocolo de acoso LGTBI\n\nDeclaración de principios\n\nEl objetivo del presente protocolo es garantizar los derechos de lesbianas,\ngais, transexuales, bisexuales, e intersexuales (en adelante, LGTBI) en la\nempresa e impedir cualquier trato discriminatorio, estableciendo, a su vez, un\nprocedimiento por el que dar cauce a las denuncias que puedan formularse por\nacoso.\n\nLa empresa pretende con este acuerdo, alcanzado con la Representación Legal\nde las Personas Trabajadoras (en adelante, RLPT), mostrar el profundo rechazo a\ncualquier forma de discriminación. En el ámbito de este acuerdo, bajo el\nprincipio de la prevención y actuación, se desarrolla el siguiente protocolo\nde actuación.\n\nÁmbito de aplicación\n\nEl protocolo será de aplicación directa a las personas que trabajan en la\nempresa, independientemente del vínculo jurídico que las una a ésta, siempre\nque desarrollen su actividad dentro del ámbito organizativo de la empresa.\n\nTambién se aplicará a quienes solicitan un puesto de trabajo, al personal\nde puesta a disposición, proveedores, clientes y visitas, entre otros.\n\nEl protocolo será de aplicación a las situaciones de acoso que se producen\ndurante la jornada laboral, en relación con el trabajo o como resultado del\nmismo:\n\n-En el lugar de trabajo, inclusive en los espacios\npúblicos y privados cuando son un lugar de trabajo.\n\n-En comedores, instalaciones sanitarias, de aseo y\nen los vestuarios.\n\n-En los desplazamientos, viajes, eventos o\nactividades sociales o de formación relacionados con el trabajo.\n\n-En el marco de las comunicaciones que estén\nrelacionadas con el trabajo, incluidas las realizadas por medio de tecnologías\nde la información y de la comunicación (acoso virtual o ciberacoso).\n\nVigencia\n\nLa duración del presente protocolo será de cuatro anos, adquiriendo las\npartes el compromiso de revisar su funcionamiento y desarrollo anualmente.\n\nProcedimiento de garantía\n\nTodas las personas incluidas en el ámbito de aplicación del presente\nprotocolo deberán respetar la dignidad de las personas, evitando cometer\nconductas constitutivas de acoso. Cualquier persona puede presentar una queja\nescrita o verbal relativa a estos tipos de acoso con arreglo al procedimiento\nque a continuación se regula.\n\nEn cumplimiento de la ley 2\u002F2023 de 20 de febrero, de protección de las\npersonas informantes, queda expresamente prohibido y será declarado nulo\ncualquier acto constitutivo de represalia, incluidas las amenazas de represalia\ny las tentativas de represalia contra las personas que presenten una\ncomunicación de denuncia por los medios habilitados para ello.\n\nDenuncia\n\nToda persona incluida en el ámbito de aplicación del presente protocolo,\nque se considere víctima de acoso, podrá presentar denuncia por los medios\nque se indican en este protocolo, sin perjuicio de su derecho a denunciar ante\nla Autoridad Independiente de Protección del Informante, Inspección de\nTrabajo, así como por la vía civil, laboral o a querellarse por la vía\npenal.\n\nEl procedimiento en la empresa se pondrá en marcha con la presentación de\nla correspondiente denuncia por parte de: (I) la persona presuntamente\nafectada, (II) la RLPT, o (III) cualquier persona que tenga conocimiento de\nconductas que puedan ser constitutivas de acoso, incluso las anónimas.\n\nLa denuncia se podrá dirigir:\n\n1.A una dirección de correo creada al efecto, para la recepción de las\ndenuncias de acoso en la empresa con identificación de la persona competente\npara su recepción. \n\n2.Directamente al canal de denuncia en base a la Ley 2\u002F2023, de 20 de\nfebrero (Ley reguladora de la protección de las personas que informen sobre\ninfracciones normativas y de lucha contra la corrupción).\n\n3.Igualmente, se admitirá a trámite y se investigará toda denuncia que se\nreciba a través del canal externo habilitado como medio complementario al\ninterno, y que estará encauzado a través de la Autoridad Independiente de\nProtección del Informante, A.A.I., lo que lo dota de garantías de\nindependencia y autonomía.\n\nDe forma inmediata, el canal por el que se haya comunicado la denuncia dará\ntraslado de ésta a la Comisión Instructora, que será la encargada de llevar\na cabo el proceso de investigación e instrucción del hecho denunciado y que\ndeberá reunirse en el plazo máximo de 5 días laborales a la fecha de\nrecepción de la denuncia para iniciar el proceso de entrevistas e instrucción\ndel caso.\n\nEn la protección frente a la discriminación y la violencia por LGTBIfobia,\npodrá intervenir, en todo caso, la Autoridad Independiente para la Igualdad de\nTrato y la No Discriminación, con las competencias y funciones establecidas en\nla Ley 15\u002F2022, de 12 julio, integral para la igualdad de trato y la no\ndiscriminación.\n\nSi la denuncia no fuera comunicada directamente por la persona que recibe el\nacoso, la primera entrevista que realice la Comisión Instructora será con\nésta, con el objetivo de tomar declaración y ratificación de la denuncia.\n\nSi la denuncia no fuera ratificada, esta circunstancia formará parte del\nexpediente antes de su archivo y, en función de los hechos que se denuncien,\nla Comisión Instructora podrá llevar a cabo un seguimiento o, según la\ngravedad, una investigación de oficio.\n\nMedidas cautelares\n\nLa presentación de la denuncia implicará que la empresa deberá abrir\ninmediatamente las diligencias informativas previas, especialmente dirigidas a\nimpedir que los hechos denunciados continúen, y también para impedir\ncualquier tipo de represalias sobre la persona denunciante, a cuyo efecto se\narticularán las medidas oportunas.\n\nEstas medidas en ningún caso podrán suponer para la víctima un perjuicio\no menoscabo en las condiciones de trabajo, ni modificación sustancial de las\nmismas y deberán ser aceptadas por la víctima de manera voluntaria.\n\nEn caso de que una de las medidas consista en el cambio de puesto de\ntrabajo, será la persona denunciante quien tendrá la opción de decidir a\nquién se debe aplicar de manera cautelar el cambio de puesto.\n\nAl tiempo que se adoptan las medidas cautelares, la Dirección convocará\ncon carácter urgente a la Comisión Instructora, que será el órgano\nencargado de tramitar el procedimiento.\n\nComisión Instructora\n\nSe creará una Comisión Instructora fija, prefijando las personas que\nformarán parte de ella siempre que sea necesaria su intervención. La\nComisión Instructora (en adelante, CI) estará formada por representantes\ntanto de la Dirección de la empresa como de la RLPT. Igualmente, se informará\nal comité de prevención de riesgos laborales cada vez que se reciba una\ndenuncia. Cada parte podrá nombrar a un máximo de dos representantes y un\nmismo número de suplentes. Estas personas recibirán formación específica en\nacoso LGTBI por parte de la empresa.\n\nLas personas indicadas que forman esta comisión instructora cumplirán de\nmanera exhaustiva la imparcialidad respecto a las partes afectadas, por lo que\nen caso de concurrir algún tipo de parentesco por consanguinidad o afinidad\ncon alguna o algunas de las personas afectadas por la investigación, amistad\níntima, enemistad manifiesta o interés directo o indirecto en el proceso\nconcreto, deberán abstenerse de actuar. En caso \n\nde que, a pesar de la existencia de estas causas, no se produjera la\nabstención, podrá solicitarse, por cualquiera de las personas afectadas por\nel procedimiento, la recusación de dicha persona o personas de la comisión,\nutilizando la figura del miembro suplente si fuera necesario.\n\nLa empresa pondrá a disposición de la CI cuantos recursos personales,\nmateriales y económicos sean necesarios para su correcto funcionamiento.\n\nExpediente\n\nLa CI abrirá el correspondiente «Expediente de Investigación por presunto\nacoso». Dicho expediente estará formado por el conjunto de documentos que\nacreditan las actuaciones practicadas por la CI, tales como pruebas,\ndeclaraciones testificales, relación cronológica de hechos, actas, informes y\ncuantas se consideren oportunas para la aclaración de los hechos.\n\nLa primera actuación que deberá llevar a cabo la CI será la de audiencia\nde las partes denunciante y denunciada, siempre por separado, con el fin de\naveriguar y constatar los hechos denunciados, y de todas las personas\nintervinientes y testigos que la Comisión considere deban personarse, incluida\nla RLPT del centro. En cualquier caso, las personas entrevistadas podrán ser\nasistidas en sus intervenciones por una persona de la RLPT de su elección o\ncualquier otra persona que sea de su confianza, incluso ajena a la empresa.\n\nDe todas las testificales se levantará acta firmada por todas las personas\nasistentes.\n\nLa CI podrá proponer, durante la fase de instrucción de una denuncia,\notras medidas cautelares adicionales a las establecidas inicialmente por la\nDirección. Las medidas cautelares a adoptar pueden ir desde la separación de\nla víctima de la presunta persona acosadora, así como la reordenación del\ntiempo de trabajo, el cambio de centro de trabajo, sección o departamento,\nmovilidad funcional o cualquier medida que se estime oportuna y proporcionada a\nlas circunstancias del caso. Estas medidas, en ningún caso, pueden suponer un\nmenoscabo a la víctima.\n\nResolución\n\nEl proceso de instrucción finalizará en un plazo de resolución de 20\ndías laborales, salvo que la investigación de los hechos obligue a alargar\ndicho plazo por un tiempo imprescindible, en cuyo caso deberá ser decisión\naprobada por unanimidad de la CI.\n\nEste plazo se inicia desde la solicitud de intervención y finaliza con la\nelaboración, por parte de la CI, de un informe de conclusiones, que incluirá\nalegaciones particulares si no ha podido llegarse a decisión unánime. En\ndicho informe, se adoptará la resolución del proceso, que deberá ser\nmotivada, y en ella informará de los hechos como «constitutivos de acoso» o\n«no constitutivos de acoso», y, en consecuencia, expresamente declarará a la\npersona denunciada «autor\u002Fa de conducta constitutiva de acoso», o «no\nautor\u002Fa de conducta constitutiva de acoso».\n\nDicha resolución se remitirá a la Dirección de RRHH para la toma de la\ndecisión final:\n\n-Cuando se constate la existencia de acoso, la\nDirección adoptará cuantas medidas correctoras estime oportunas,\nincluyéndose en su caso la movilidad funcional, así como la imposición de\nsanciones disciplinarias.\n\n-En el caso de que se determine la existencia de\nacoso y la sanción impuesta no determine el despido de la persona acosadora,\nla Dirección valorará adoptar medidas para que no conviva con la víctima del\nacoso en el mismo entorno laboral, medidas sobre las que tendrá preferencia la\npersona que ha sido agredida, y que nunca podrá suponer una mejora de las\ncondiciones laborales de la persona agresora.\n\n-Cuando no se constate la existencia de situaciones\nde acoso, o no sea posible su verificación, se archivará el expediente dando\npor finalizado el proceso. No obstante, en función de las comprobaciones\nrealizadas en el expediente, se determinará la conveniencia y viabilidad de\nefectuar un cambio de puesto de la persona solicitante o cualquier otra medida\nque resultara procedente en función de los hechos comprobados y evaluados por\nla CI.\n\nLa decisión final se pondrá en conocimiento de la persona solicitante, de\nla denunciada y de la CI en el plazo de 5 días laborales. En el mismo plazo,\nse informará a su vez del resultado de la investigación, así como de la\ndecisión final a la RLPT del centro de trabajo de las personas afectadas.\n\nGarantías\n\nEl expediente de investigación se desarrollará bajo los principios de\nconfidencialidad, rapidez, imparcialidad, contradicción, confidencialidad e\nigualdad.\n\nConfidencialidad y anonimato: Según la Ley Orgánica 15\u002F1999, de 13 de\ndiciembre, de Protección de Datos de Carácter Personal, todas las personas\nque intervengan en el procedimiento tienen obligación de guardar una estricta\nconfidencialidad, garantizando el tratamiento reservado de la información en\nlas situaciones que pudieran ser constitutivas de acoso. En la tramitación del\nExpediente, se cumplirá con la normativa de Protección de Datos que esté\nvigente en cada momento. Adicionalmente, toda persona implicada en el\nprocedimiento deberá cumplimentar el Compromiso de Confidencialidad.\n\nRespecto a los derechos de las partes: La investigación de la denuncia\ntiene que ser desarrollada con sensibilidad y respeto a los derechos de cada\nuna de las partes afectadas. Durante el proceso, se ha de garantizar, en todo\ncaso, los derechos de todas las partes a su dignidad e intimidad, y el derecho\nde la persona reclamante a su integridad física y moral, teniendo en cuenta\nlas posibles consecuencias tanto físicas como psicológicas que se derivan de\nuna situación de acoso.\n\nImparcialidad y contradicción: Durante el proceso, se debe garantizar una\naudiencia imparcial y un tratamiento justo para todas las personas afectadas.\nTodas las personas que intervengan en el proceso actuarán de buena fe en la\nbúsqueda de la verdad y el esclarecimiento de los hechos denunciados.\n\nConfidencialidad y anonimato: Las personas que intervengan en el proceso\ntienen obligación de guardar una estricta confidencialidad y reserva y no\ndeben transmitir ni divulgar información sobre el contenido de las denuncias\npresentadas, resueltas o en proceso de investigación de las que tengan\nconocimiento. Por ello, desde el momento en que se formule la denuncia, las\npersonas responsables de su tramitación asignarán unos códigos\nalfanuméricos identificativos u otros procedimientos análogos para\nidentificar a las partes afectadas.\n\nSigilo: Las personas implicadas en los procedimientos previstos en este\nProtocolo tienen el deber de mantener la debida discreción sobre los hechos\nque conozcan por razón de su cargo en el ejercicio de la investigación y\nevaluación de las reclamaciones, quejas y denuncias, sin que puedan hacer uso\nde la información obtenida para beneficio propio o de terceras personas, o en\nperjuicio del interés público.\n\nRestitución de las víctimas: Si el acoso realizado se hubiera concretado\nen un menoscabo de las condiciones laborales de la víctima, la empresa debe\nproceder a la restitución de sus condiciones laborales anteriores, si la\nvíctima así lo solicita.\n\nProtección a la salud de las víctimas: La Dirección de la empresa debe\nactuar de oficio, a instancia de la Comisión de Atención al Acoso, o a\ninstancia de la víctima, para adoptar las medidas que se estimen pertinentes\npara garantizar el derecho de protección de la salud de las personas\ntrabajadoras afectadas. Como ejemplo, las medidas mencionadas de protección\npueden ser el apoyo psicológico o médico.",{"bindId":191,"name":192,"text":193},"violence","-Conocimiento y difusión del protocolo p","-Conocimiento y difusión del protocolo para la\nprevención, detección y actuación frente al acoso discriminatorio o\nviolencia por razón de orientación sexual, identidad sexual y expresión de\ngénero.",{"bindId":195,"name":196,"text":197},"WORKHOURS_trigger","CAPÍTULO VI Tiempo de trabajo y descanso","CAPÍTULO VI Tiempo de trabajo y descanso\n\nArtículo 17. Jornada.",{"bindId":199,"name":200,"text":201},"hourspweek","La duración máxima de la jornada ordinar","La duración máxima de la jornada ordinaria será de 40 horas semanales de\ntrabajo efectivo, en cómputo anual.",{"bindId":203,"name":204,"text":205},"hourspyear","Durante la vigencia del presente conveni","Durante la vigencia del presente convenio, la jornada máxima anual de\ntrabajo efectivo queda establecida en 1.790 horas.",{"bindId":207,"name":208,"text":209},"holidaysdays","Todas las personas trabajadoras afectada","Todas las personas trabajadoras afectadas por el presente convenio\ndisfrutarán de un período de vacaciones anuales retribuido cuya duración\nserá de 22 días laborales, que se incrementarán en cuatro días más si\ntodas las vacaciones que se disfruten están fuera del periodo estival. Se\ntendrá derecho a cada uno de esos cuatro días por cada una de las semanas que\nse tomen fuera del periodo estival.",{"bindId":211,"name":208,"text":209},"holidaysweeks",{"bindId":213,"name":214,"text":215},"schedulesrestpw","La jornada semanal será de cinco días de","La jornada semanal será de cinco días de trabajo y dos días de descanso,\npreferentemente ininterrumpidos, conforme a las siguientes reglas:\n\n1.Se respetarán los descansos semanales en sábado\ny domingo o viernes y sábado en aquellos centros o secciones donde ya se\nvinieran disfrutando antes de la firma del presente convenio.",{"bindId":217,"name":214,"text":218},"dayspweek","La jornada semanal será de cinco días de trabajo y dos días de descanso,\npreferentemente ininterrumpidos, conforme a las siguientes reglas:",{"bindId":220,"name":221,"text":222},"TRADEUNLEAV_trigger","Artículo 47. Sistema de acumulación de h","Artículo 47. Sistema de acumulación de horas sindicales.\n\nLos delegados\u002Fas sindicales designados conforme a lo previsto en el\nartículo anterior, podrán acumular, el crédito horario retribuido fijado en\neste convenio colectivo las horas que les puedan ser cedidas por los\nrepresentantes legales de los trabajadores presentados y elegidos en las listas\nelectorales de su mismo sindicato.\n\nLa comunicación de acumulación de horas se realizará por periodos\nmensuales y por la Dirección del sindicato al que pertenezcan, indicando las\nhoras cedidas y el nombre del delegado\u002Fa de personal y\u002Fo miembro de Comité de\nempresa que realiza la cesión.",{"bindId":224,"name":225,"text":226},"administrativedays","l)El tiempo indispensable para el cumpli","l)El tiempo indispensable para el cumplimiento de un deber inexcusable de\ncarácter público y personal, incluido el ejercicio del derecho al voto.",{"bindId":228,"name":229,"text":230},"remote_work_options","Disposición adicional primera. Respecto ","Disposición adicional primera.\n\nRespecto al teletrabajo y a la desconexión digital, se estará a lo\ndispuesto en la legislación vigente.",{"bindId":232,"name":233,"text":234},"WAGES_trigger","CAPÍTULO V Salarios y estructura retribu","CAPÍTULO V Salarios y estructura retributiva",{"bindId":236,"name":237,"text":238},"WAGES_determined","Las retribuciones del personal incluido ","Las retribuciones del personal incluido en el ámbito de aplicación del\npresente convenio colectivo estarán integradas por los complementos salariales\ny los pluses establecidos en el mismo, así como por aquellos conceptos\nretributivos previstos en el Convenio Colectivo Provincial Sectorial que\nresulte de aplicación en cada centro de trabajo.\n\n1.Salario Base: Se estará a lo que determinen los Convenios Provinciales\nSectoriales de aplicación en cada centro de trabajo.\n\n2.Complemento Personal Cc Empresa: Es el complemento salarial creado como\nresultado de la adaptación del convenio de empresa a lo dispuesto en el Real\nDecreto- ley 32\u002F2021, de 28 de diciembre, con el objetivo de recoger las\ndiferencias retributivas existentes entre dicho convenio y los distintos\nconvenios colectivos provinciales aplicables. Este complemento tendrá\ncarácter consolidable, no absorbible y revalorizable.\n\n3.Complementos de Puesto de Trabajo: Son los complementos que percibe la\npersona trabajadora por razón de las características del puesto de trabajo en\nel que desarrolla efectivamente su servicio. Estos complementos son de índole\nfuncional y su percepción depende, exclusivamente, de la efectiva prestación\nde trabajo en el puesto asignado, por lo que no tienen en ningún caso\ncarácter consolidable.\n\nTendrán la consideración de complementos de puesto de trabajo las\ncantidades que se abonen en concepto de peligrosidad, toxicidad, penosidad,\nnocturnidad, trabajo en \n\ndías festivos, u otros que se establezcan expresamente como tales en el\npresente convenio o en los correspondientes Convenios Colectivos Provinciales\nSectoriales aplicables en cada centro de trabajo.\n\n4.Complementos de calidad o cantidad de trabajo: Se entiende por\ncomplementos de calidad o cantidad de trabajo aquellos que la persona\ntrabajadora percibe por razón de una mejor calidad en el trabajo o una mayor\ncantidad, en forma de premios e incentivos, pluses de actividad, asiduidad,\nhoras extraordinarias u otros, vayan o no unidos a un sistema de retribuciones\npor rendimiento, por lo que no tienen, en ningún caso, carácter\nconsolidable.",{"bindId":240,"name":241,"text":242},"ONCERISE_trigger","Artículo 14. Pagas extraordinarias. Las ","Artículo 14. Pagas extraordinarias.\n\nLas retribuciones establecidas en el presente convenio se abonarán en doce\nmensualidades ordinarias y, en función de lo previsto en cada Convenio\nColectivo Provincial Sectorial de aplicación, en tres o cuatro pagas\nextraordinarias. Estas se abonarán de forma independiente a la nómina del mes\ncorrespondiente, conforme al siguiente detalle:\n\n-En caso de tres pagas extraordinarias: marzo,\njunio y diciembre.",{"bindId":244,"name":245,"text":246},"incidentalbonustype2","Cada paga extraordinaria se calculará co","Cada paga extraordinaria se calculará conforme al salario base y a los\ncomplementos vigentes que determine el Convenio Provincial Sectorial\ncorrespondiente, incluyendo en todo caso el Complemento Personal CC Empresa.",{"bindId":248,"name":249,"text":250},"ONCERISE2_trigger","-En caso de tres pagas extraordinarias: ","-En caso de tres pagas extraordinarias: marzo,\njunio y diciembre.",{"bindId":252,"name":253,"text":254},"NOCTPREM_trigger","Nocturnidad. Se considera trabajo noctur","Nocturnidad. Se considera trabajo nocturno el realizado entre las diez de\nla noche y las seis de la manana. El trabajo nocturno tendrá una retribución\nde un incremento 20 % del salario base.",{"bindId":256,"name":257,"text":258},"CONSIGN_trigger","4.Plus de Guardias Localizadas (Mantenim","4.Plus de Guardias Localizadas (Mantenimiento). Las personas adscritas al\ndepartamento de mantenimiento que, por la naturaleza de su puesto hayan de\nmantenerse disponibles, localizables y exista una planificación previa y\nconocida de guardias, percibirán la cantidad de 150 euros semanales, sin\nperjuicio de las horas extraordinarias que pudieran corresponder por el exceso\nde la jornada ordinaria.",{"bindId":260,"name":261,"text":262},"OVERTIME_trigger","Artículo 15. Horas extraordinarias. Tend","Artículo 15. Horas extraordinarias.\n\nTendrán la consideración de horas extraordinarias aquellas que se realicen\npor encima de la duración máxima de la jornada ordinaria de trabajo. Las\nhoras extraordinarias realizadas en día laborable serán retribuidas o\ncompensadas con un incremento del 75 % sobre el valor de la hora ordinaria.",{"bindId":264,"name":265,"text":266},"overtimeallowancetype_general","Tendrán la consideración de horas extrao","Tendrán la consideración de horas extraordinarias aquellas que se realicen\npor encima de la duración máxima de la jornada ordinaria de trabajo. Las\nhoras extraordinarias realizadas en día laborable serán retribuidas o\ncompensadas con un incremento del 75 % sobre el valor de la hora ordinaria.",{"bindId":268,"name":265,"text":266},"overtimeallowanceperc1_general",{"bindId":270,"name":271,"text":272},"HARDSHIP_trigger","2.Plus de Cámaras Frigoríficas Frio Nega","2.Plus de Cámaras Frigoríficas Frio Negativo. Se devengará exclusivamente\nen aquellos trabajos realizados dentro de las cámaras de congelado de «frío\nnegativo» que requieren un equipo de protección especial, y siempre que la\npersona trabajadora permanezca en ellas más del 50 % de la jornada mensual. La\ncompensación por este trabajo de cámaras de congelado será con un incremento\ndel 30 % del salario base.",{"bindId":274,"name":275,"text":276},"SUNDAY_trigger","3.Plus de Domingos. La retribución del t","3.Plus de Domingos. La retribución del trabajo en domingos se realizará a\ntravés de un Plus específico, de igual denominación, cuya cuantía se fija\nen 8,5 euros\u002Fhora.",{"bindId":278,"name":279,"text":280},"COMMUTE_trigger","III.Plus de Transporte. El plus de trans","III.Plus de Transporte.\n\nEl plus de transporte tiene naturaleza extrasalarial y tiene por objeto\ncompensar los gastos de desplazamiento de la persona trabajadora al centro de\ntrabajo.\n\nEste plus se abonará únicamente en aquellos casos en los que así lo\nreconozcan expresamente los correspondientes Convenios Colectivos Provinciales\nSectoriales aplicables en cada centro de trabajo. En caso de que el convenio\nprovincial regule dicho plus, se aplicará lo establecido en el mismo.\n\nNo obstante, si el convenio provincial no contempla cuantía o se establece\nuna cuantía inferior a la prevista en el presente convenio, se aplicará lo\ndispuesto en el convenio colectivo de empresa, fijándose su importe en 1,50\neuros brutos por día efectivo de trabajo.",{"bindId":282,"name":283,"text":284},"green_trigger","Artículo 37. Gestión medioambiental. La ","Artículo 37. Gestión medioambiental.\n\nLa protección del medio ambiente es uno de los principios básicos de\ngestión de Coviran SCA, es por ello que las partes firmantes del presente\nconvenio se comprometen a aplicar una política de protección del medio\nambiente, que tiende a superar las expectativas de los clientes, las exigencias\nlegales y confirma que no impactará conscientemente sobre el medio ambiente.\nComo base del sistema de gestión medioambiental se establecen en el presente\nartículo los siguientes conceptos y objetivos:\n\n-Reducción del consumo energético.\n\n-Reducción del consumo de agua.\n\n-Reducción del consumo de papel y otros bienes\nconsumibles.\n\n-Recogida selectiva y fomento del reciclaje de los\nresiduos generados.\n\nIntroducir todas aquellas medidas económica y tecnológicamente viables que\ncomporten un mayor respeto hacia el entorno, estableciendo planes para la\nprevención y reducción de todos los tipos de contaminación y los impactos\nmedioambientales de los distintos procesos de negocio, presentes o en\ndesarrollo (en condiciones normales o en caso de incidentes) dentro de un\nsistema de mejora continua.\n\nSustitución de aquellos materiales y productos que en su producción y\nutilización provocan un deterioro medioambiental.\n\nFomentar la responsabilidad a todos los niveles de la organización respecto\na temas ambientales a través de programas de formación e información para el\npersonal, colaboradores (clientes, proveedores y subcontratistas) y\norganismos.\n\nMejorar el comportamiento ambiental de las instalaciones y actividades de la\ncooperativa.","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>ESP Covirán SCA - 2024\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2024-01-01\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">Fecha de término: → 2025-12-31\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: → 2025-11-24\n \u003C\u002Fdiv>\n \n\n \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n \u003Cdiv id=\"display-SECTOR1\">\n Nombre de la industria: → Comercio al por menor\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-NACE2004\">\n Nombre de la industria: → Comercio al por menor de productos alimenticios, bebidas y tabaco en establecimientos especializados  \n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-FIRMPRI\">\n Sector público o privado: → En el sector privado\n \u003C\u002Fdiv>\n \n \u003Cdiv>Concluido por:\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n \n \n \u003Cdiv>\n Nombre de la compañía: → \n Covirán SCA \n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \n\n \n\n \u003Cdiv id=\"display-casignemployees\">\n Nombre otras firmas por lado de los trabajadores: → Comité Intercentros - Inter-centre C\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section social-security-pensions\">\n \u003Ch3 id=\"display-SOCSEC_trigger\">SEGURIDAD SOCIAL Y PENSIONES\u003C\u002Fh3>\n \u003Cdiv id=\"display-pensionfund\">El empleador contribuye al fondo de pensión del trabajador: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-disabilityfund\">El empleador contribuye al fondo para discapacidad del trabajador: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-unemploymentfund\">El empleador contribuye al fondo de desempleo del trabajador: → No\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section training\">\n \u003Ch3 id=\"display-TRAINING_trigger\">CAPACITACIÓN\u003C\u002Fh3>\n \u003Cdiv id=\"display-trainingprogrammes\">Programas de capacitación: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-apprenticeships\">Aprendizajes: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-trainingfund\">El empleador contribuye al fondo para capacitación del trabajador: → No\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section sickness-disability\">\n \u003Ch3 id=\"display-SICDIS_trigger\">ENFERMEDAD E INCAPACIDAD\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-maxsicknesspayperc\">\n Máximo para las indemnizaciones por enfermedad: → 100 %\n \u003C\u002Fdiv>\n\n \n\n \n\n \n \n \u003Cdiv id=\"display-longtermillness\">Disposiciones relativas a volver al trabajo después de larga enfermedad, por ejemplo, tratamiento para el cáncer → Sí\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-menstruationleave\">Licencia pagada por menstruación → No\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-disabilitypay\">Indemnización en caso de incapacidad por accidente de trabajo: → Sí\u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n\n\n \u003Cdiv class=\"section health-medical-assistence\">\n \u003Ch3 id=\"display-SICDIS_trigger\">SALUD Y SEGURIDAD Y ASISTENCIA MÉDICA\u003C\u002Fh3>\n \u003Cdiv id=\"display-healthcareaccess\">Asistencia médica acordada: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthcareaccessrelatives\">Asistencia médica para familiares acordada: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurance\">Contribución acordada para seguro médico: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurancerelatives\">Contribución acordada para seguro médico de familiares: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetypolicy\">Política de salud y seguridad acordada: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetytraining\">Capacitación en salud y seguridad acordada: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-protectiveclothing\">Vestuario protector facilitado → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-hivpolicy\">Chequeo médico regular o anual o visitas proporcionadas por el empleador → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-monitoring\">Seguimiento de los riesgos musculo-esqueléticos de las estaciones de trabajo, riego profesional y\u002Fo relación entre trebajo y salud → Professional risks, Employee involvement in the monitoring\u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpay\">Apoyo para funeral: → No\u003C\u002Fdiv>\n \n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section work-family-arrangements\">\n \u003Ch3 id=\"display-WORKFAM_trigger\">ACUERDOS SOBRE FAMILIA Y TRABAJO\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-paidmaternityleaveduration\">\n Licencia de maternidad pagada: → 19 semanas\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-jobsecuritymothers\">Estabilidad laboral tras la licencia de maternidad: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-maternitydiscrimination\">Prohibición de discriminación relacionada con la maternidad → No\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 → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-riskassessment\">Evaluación de riesgos sobre salud y seguridad de las embarazdas o madres con lactancia → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-alternatives\">Posibilidad de alternativas al trabajo peligroso o no saludable para las enbarazadas o trabajadoras en lactancia → Sí\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: → No\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: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcareprovision\">Cuidados infantiles proporcionados por el empleador: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcaresubsidy\">Cuidados infantiles subsidiados por el empleador: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-educationtuition\">Subsidio para la educación de los hijos: → Sí\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-childcareleave\">\n Licencia pagada anual en caso de cuidado de parientes: → 5 días\n \u003C\u002Fdiv>\n\n \n \u003Cdiv id=\"display-deathrelativesleave\">\n Duración del permiso retibuido en caso de muerte de un pariente: → 3 días\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n \n \u003Cdiv class=\"section gender-equality-issues\">\n \u003Ch3 id=\"display-GENEQ_trigger\">TEMAS DE IGUALDAD DE GENERO\u003C\u002Fh3>\n \u003Cdiv id=\"display-eqpay\">Igual salario para igual valor: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-gender\">\n Referencia especial al género en la igualdad de pago: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-discrimination\">Cláusulas de discriminación en el trabajo: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-eqpromotion\">Igualdad de oportunidades para la promoción de las mujeres: → Sí\u003C\u002Fdiv> \n \u003Cdiv id=\"display-eqtraining\">Igualdad de oportunidades de formación y reciclaje para las mujeres: → Sí\u003C\u002Fdiv> \n \u003Cdiv id=\"display-eqofficer\">Dirigente sindical de igualdad de género en el lugar de trabajo? → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-sexualhar\">Cláusulas sobre acoso sexual en el trabajo: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-violence\">Cláusulas sobre violencia en el trabajo: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-violenceleave\">Permiso especial para trabajadoras\u002Fes sujetas o violencia doméstica o de la pareja: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-support_disabilities\">Apoyo a mujeres trabajadoras con discapacidades: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-equalitymonitoring\">Monitoreo de la igualdad de género → Sí\u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n \n\n \u003Cdiv class=\"section employment-contracts\">\n \u003Ch3 id=\"display-EMPCONTR_trigger\">CONTRATOS DE TRABAJO\u003C\u002Fh3>\n\n \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: → Sí\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 \u003Cdiv id=\"display-hourspweek\">\n Horas de trabajo por semana: → 40.0\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-hourspyear\">\n Horas de trabajo por año: → 1789.0\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-dayspweek\">\n Días de treabajo por semana: → 4.0\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-holidaysdays\">\n Licencia anual pagada: → 22.0 días\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysweeks\">\n Licencia anual pagada: → 4.0 semanas\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-schedulesrestpw\"> Periodos acordados de descansos semanales: → Sí\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-sundays_year\">\n Máximo número de domingos \u002F festivos que pueden trabajarse en un año: → \n \u003C\u002Fdiv>\n \n \n \n \u003Cdiv id=\"display-tradeunleavdays\">\n Permiso pagado para actividades sindicales: →  días\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-administrativedays\">\n Permiso pagado para aisitir a juicios o deberes administrativos: →  días\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-FLEXWORK_trigger\"> Disposiciones sobre horarios de trabajo flexible: → Sí\n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section wages\">\n \u003Ch3 id=\"display-WAGES_trigger\">SALARIOS\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-PAYSCALES_trigger\">\n Salarios determinados por medio de escalas de pago: → No\n \u003C\u002Fdiv>\n\n \n\n\n \n \n\n \n\n \n\n \u003Cdiv id=\"display-COSTLIV_trigger\">Ajuste por aumento de costo de vida: → \u003C\u002Fdiv>\n\n \n\n \u003Cdiv>\n \u003Ch4 id=\"display-ONCERISE_trigger\">Pago extra único:\u003C\u002Fh4>\n \n \n \u003Cdiv id=\"display-extrapayfirmperformance\">Pago extra único por desempeño de la compañía: → No\u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-NOCTPREM_trigger\">Prima por trabajo vespertino o nocturno:\u003C\u002Fh4>\n \u003Cdiv id=\"display-shiftallowanceperc1\">\n Prima por trabajo vespertino o nocturno: → 120 % de salario básico\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-shiftallowancetype1\">Prima por trabajo nocturno únicamente: → Sí\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-CONSIGN_trigger\">Pago por trabajo en espera:\u003C\u002Fh4>\n \n \u003Cdiv id=\"display-standbyallowanceamount1\">\n Pago por trabajo en espera: → EUR 30.0\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-standbyallowancetype1\">Pago por trabajo en espera sólo Domingos: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-standbyallowancetype2\">Pago por trabajo en espera todos los días de la semana: → Sí\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n\n \u003Cdiv>\n \u003Ch4 id=\"display-OVERTIME_trigger\">Prima por tiempo extra:\u003C\u002Fh4>\n \n \n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-HARDSHIP_trigger\">Prima por trabajo pesado:\u003C\u002Fh4>\n\n \u003Cdiv id=\"display-hardshipallowanceperc1\">\n Prima por trabajo pesado: → 30% de salario básico\n \u003C\u002Fdiv>\n\n \n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-SUNDAY_trigger\">Prima por trabajo en Domingo:\u003C\u002Fh4>\n \n \u003Cdiv id=\"display-sundayallowanceamount1\">\n Prima por trabajo en Domingo: → EUR 8.5 por domingo\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-COMMUTE_trigger\">Prima por asistencia:\u003C\u002Fh4>\n \n \u003Cdiv id=\"display-commutingallowanceamount1\">\n Prima por asistencia: → EUR 30.0 por mes\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \u003Ch4>Vales de alimenos:\u003C\u002Fh4>\n\n \n\n \u003Cdiv id=\"display-MEALALL_trigger\">Prestaciones alimentarias proporcionadas: → No\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-legalassistance_trigger\">\n Asistencia legal gratuita: → No\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[290],{"title":37,"slug":33},[292],{"type":293,"data":294},"call_to_action_body_block",{"title":295,"description":296,"variant":297,"link":298},"Compare los convenios colectivos","Compara los artículos de los Convenios Colectivos de España entre los diferentes sectores, temas y países.","dark",{"title":295,"url":299,"description":295,"rel":300,"type":301},"\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002Fcompare-los-convenios-colectivos","follow","internal",[303],{"type":293,"data":304},{"title":295,"description":296,"variant":297,"link":305},{"title":295,"url":299,"description":295,"rel":300,"type":301},[],{"title":17,"seo_title":308,"description":7,"path":309,"redirect_url":7,"locale":18,"children":310},"WageIndicator España: salarios y derechos laborales","\u002Fes-es",[311,400,428],{"title":20,"seo_title":312,"description":7,"path":313,"redirect_url":7,"locale":18,"children":314},"Trabajar en España: salarios y condiciones laborales","\u002Fes-es\u002Ftrabajo-en-espana",[315,319,323,339,388,396],{"title":316,"seo_title":8,"description":7,"path":317,"redirect_url":7,"locale":18,"children":318},"Salario mínimo","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario-minimo",[],{"title":320,"seo_title":8,"description":7,"path":321,"redirect_url":7,"locale":18,"children":322},"Salarios vitales","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalarios-vitales",[],{"title":324,"seo_title":8,"description":7,"path":325,"redirect_url":7,"locale":18,"children":326},"Salario","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario",[327,331,335],{"title":328,"seo_title":8,"description":7,"path":329,"redirect_url":7,"locale":18,"children":330},"Compara tu salario","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario\u002Fcompara-tu-salario",[],{"title":332,"seo_title":8,"description":7,"path":333,"redirect_url":7,"locale":18,"children":334},"Encuesta salarial","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario\u002Fencuesta-salarial",[],{"title":336,"seo_title":8,"description":7,"path":337,"redirect_url":7,"locale":18,"children":338},"Salario de famosos","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario\u002Ffamosos",[],{"title":340,"seo_title":341,"description":7,"path":342,"redirect_url":7,"locale":18,"children":343},"Leyes laborales","Leyes laborales en España: contratos, salarios","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales",[344,348,352,356,360,364,368,372,376,380,384],{"title":345,"seo_title":8,"description":7,"path":346,"redirect_url":7,"locale":18,"children":347},"Compensación y tiempo de trabajo","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Fcompensacion-y-tiempo-de-trabajo",[],{"title":349,"seo_title":8,"description":7,"path":350,"redirect_url":7,"locale":18,"children":351},"Licencia por enfermedad","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Flicencia-por-enfermedad",[],{"title":353,"seo_title":8,"description":7,"path":354,"redirect_url":7,"locale":18,"children":355},"Maternidad y 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