[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002Fconvenio-colectivo-de-industrias-de-elaboracion-del-arroz-2026-2028":3,"menu:\u002Fes-es:":314,"sites:htmlblocks":486,"subsites":1955,"cite-subsites":5622,"footer:root":6109,"suggested:root":6208,"cite-footer:root":6212},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":294,"content_type_view":295,"extra_breadcrumbs":296,"body":298,"body_blocks":309,"related_pages":313},2847,"convenios-colectivos","Convenios colectivos",null,"","\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos","collective_agreements.collectiveagreementoverview","es_ES","2025-08-08T17:47:04.385920+00:00","2026-04-02T11:07:14.053883+00:00","\u002Fcms\u002Fpages\u002F2847\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"España","es-es",{"title":20,"slug":21},"Trabajo en España","trabajo-en-espana",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002F","index, follow","website","summary_large_image","2025-08-08T19:47:04.385920+02:00","2026-04-02T13:07:14.207228+02:00",{"cba":32,"clauses":43,"details":292,"translations":293},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"convenio-colectivo-de-industrias-de-elaboracion-del-arroz-2026-2028","7923c1b8-3719-11f1-8853-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fspain\u002Fconvenio-colectivo-de-industrias-de-elaboracion-del-arroz-2026-2028\u002Fconvenio-colectivo-de-industrias-de-elaboracion-del-arroz-2026-2028\u002F","Convenio colectivo de Industrias de Elaboración del Arroz 2026_2028","Convenio colectivo de Industrias de Elaboración del Arroz 2026_2028 - 2025","Spain - Convenio colectivo de Industrias de Elaboración del Arroz 2026_2028 - 2025","Convenio colectivo de Industrias de Elaboración del Arroz 2026_2028 - 2025 - Industria manufacturera",{"name":41,"data":42},"Convenio colectivo de Industrias de Elaboración del Arroz_2026.html","\n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New29\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\n\u003Cdiv class=\"toc\">\n\u003Cul>\n  \u003Cli>\u003Ca href=\"#L47\">CAPÍTULO PRIMERO Ámbito del convenio colectivo y\n    estructura de la negociación colectiva\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L49\">Artículo 1. Ámbito funcional.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L53\">Artículo 2. Ámbito territorial.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L57\">Artículo 3. Ámbito personal.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L63\">Artículo 4. Ámbito temporal.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L73\">Artículo 5. Estructura de la negociación\n        colectiva.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L93\">CAPÍTULO SEGUNDO Eficacia, vinculación y denuncia\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L95\">Artículo 6. Partes firmantes y eficacia.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L101\">Artículo 7. Vinculación a la totalidad.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L107\">Artículo 8. Denuncia y prórroga.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L121\">CAPÍTULO TERCERO Comisión paritaria\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L123\">Artículo 9. Comisión paritaria.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L165\">Artículo 10. Adhesión al acuerdo extrajudicial de\n        conflictos laborales.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L171\">CAPÍTULO CUARTO Organización del trabajo\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L173\">Artículo 11. Organización del trabajo.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L213\">Artículo 12. Principio general de igualdad y no\n        discriminación y conciliación de la vida familiar y laboral.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L251\">CAPÍTULO QUINTO Contratación, periodo de prueba y\n    modalidades contractuales\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L253\">Artículo 13. Forma del contrato.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L257\">Artículo 14. Ingresos y contratación.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L265\">Artículo 15. Modalidades de contratación.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L277\">Artículo 16. Contrato por circunstancias de la\n        producción.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L293\">Artículo 17. Contrato para la sustitución de la\n        persona trabajadora.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L303\">Artículo 18. Contrato a tiempo parcial.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L311\">Artículo 19. Contratos formativos.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L315\">Artículo 20. Fomento de la contratación de\n        trabajadoras y trabajadores con discapacidad.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L319\">Artículo 21. Contratación fijos\n      discontinuos.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L343\">Artículo 22. Extinción del contrato y bajas\n        voluntarias.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L353\">CAPÍTULO SEXTO Permiso, excedencia y conciliación\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L355\">Artículo 23. Permisos retribuidos.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L391\">Artículo 24. Permisos no retribuidos.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L403\">Artículo 25. Excedencias.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L427\">Artículo 26. Reducción de jornada.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L437\">Artículo 27. Suspensión del contrato por nacimiento\n        o cuidado de menor.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L493\">Artículo 27 bis. Permiso parental.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L505\">Artículo 28. Protección a la mujer embarazada y en\n        riesgo durante la lactancia y permiso por lactancia.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L519\">Artículo 29. Protección a las víctimas de la\n        violencia de género o de violencia sexual y prevención del acoso por\n        razón de sexo.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L547\">Artículo 30. Permisos para la formación.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L583\">CAPÍTULO SÉPTIMO Tiempo de trabajo\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L585\">Artículo 31. Jornada laboral.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L593\">Artículo 32. Vacaciones.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L611\">Artículo 33. Horas extraordinarias, acción\n        coyuntural contra el desempleo.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L623\">CAPÍTULO OCTAVO Régimen retributivo\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L625\">Artículo 34. Estructura del salario.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L633\">Artículo 35. Gratificaciones\n      extraordinarias.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L637\">Artículo 36. Salario base y otros complementos\n        salariales.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L723\">Artículo 36 bis. Abono en especie.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L727\">Artículo 37. Dietas y desplazamientos.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L735\">CAPÍTULO NOVENO Prevención de riesgos laborales\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L737\">Artículo 38. Principios inspiradores de la\n        prevención de riesgos laborales.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L747\">Artículo 39. Comité de seguridad y salud.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L751\">Artículo 40. Salud laboral.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L775\">Artículo 41. Vigilancia de la salud.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L809\">Artículo 42. Medidas de emergencia.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L817\">CAPÍTULO DÉCIMO Mejoras sociales\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L819\">Artículo 43. Complemento de enfermedad profesional,\n        accidente de trabajo y contingencia común.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L827\">Artículo 43 bis. Ayuda Social.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L833\">Artículo 44. Jubilación.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L851\">Artículo 45. Póliza de seguro.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L867\">CAPÍTULO UNDÉCIMO Régimen disciplinario\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L869\">Artículo 46. Régimen disciplinario.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L873\">Artículo 47. Graduación de faltas.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2483\">Artículo 48. Faltas leves.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L891\">Artículo 49. Faltas graves.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L925\">Artículo 50. Faltas muy graves.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L953\">Artículo 51. Régimen de sanciones.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L963\">Artículo 52. Sanciones.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L981\">Artículo 53. Prescripción.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L993\">CAPÍTULO DUODÉCIMO Sistema de clasificación\n    profesional\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L995\">Artículo 54.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1051\">Artículo 55. Grupo profesional a): Personal\n        Técnico, Administrativo y Comercial.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1063\">Artículo 56. Grupo profesional b): Personal de\n        Producción.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1109\">Artículo 57. Grupo profesional c): Personal de\n        Soporte.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1133\">CAPÍTULO DECIMOTERCERO Aspectos sindicales\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1135\">Artículo 58. Derechos sindicales.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1147\">Artículo 59. Comité intercentros.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1163\">Disposición adicional primera.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1301\">Disposición adicional segunda. Mecanización y\n    campana.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1305\">Disposición adicional tercera. Expediente de\n  crisis.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1311\">Disposición adicional cuarta. Cambio de titularidad en\n    las empresas.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1315\">Disposición adicional quinta.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1327\">Disposición adicional séptima. Trabajo a distancia,\n    teletrabajo.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1357\">ANEXO I Protocolo para la prevención y actuación en\n    los casos de acoso laboral, sexual y por razón de sexo y la\n    discriminación\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1689\">ANEXO II Actuación ante condiciones climatológicas de\n    carácter especial y PRL\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1729\">ANEXO III Protocolo de actuación ante catástrofes y\n    fenómenos meteorológicos adversos\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1775\">ANEXO IV Protocolo y medidas para las personas\n  LGTBI\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2155\">ANEXO V Transición digital y sistemas de inteligencia\n    artificial (IA)\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2173\">ANEXO VI\u003C\u002Fa>\u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\n\u003Cp>III.OTRAS DISPOSICIONES\u003C\u002Fp>\n\n\u003Cp>MINISTERIO DE TRABAJO Y ECONOMÍA SOCIAL\u003C\u002Fp>\n\n\u003Cp>2707 Resolución de 26 de enero de 2026, de la Dirección General de\nTrabajo, por la que se registra y publica el Convenio colectivo de Industrias\nde Elaboración del Arroz.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMPRO41_1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMEMPL_1\">\u003Cp>Visto el texto del Convenio colectivo de Industrias de Elaboración del\nArroz (código de convenio núm. 99000335011981), que fue suscrito con fecha 9\nde diciembre de 2025, por la Comisión negociadora del citado convenio\ncompuesta, de una parte por la Unión de Industriales Arroceros de Espana y la\nConfederación Valenciana de la Pequena y Mediana Empresa -UNIADE-PYMEV- en\nrepresentación de las empresas del sector, y de otra por las organizaciones\nsindicales CC. OO.-Industria y UGT-FICA, en representación del colectivo\nlaboral afectado, y finalmente subsanado el 13 de enero de 2026, y de\nconformidad con lo dispuesto en el artículo 90, apartados 2 y 3, de la Ley del\nEstatuto de los Trabajadores, texto refundido aprobado por Real Decreto\nLegislativo 2\u002F2015, de 23 de octubre, y en el Real Decreto 713\u002F2010, de 28 de\nmayo, sobre registro y depósito de convenios y acuerdos colectivos de\ntrabajo,\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Esta Dirección General de Trabajo resuelve:\u003C\u002Fp>\n\n\u003Cp>Primero.\u003C\u002Fp>\n\n\u003Cp>Ordenar la inscripción del citado convenio colectivo en el correspondiente\nRegistro de convenios y acuerdos colectivos de trabajo con funcionamiento a\ntravés de medios electrónicos de este Centro Directivo, con notificación a\nla 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, 26 de enero de 2026.-La Directora General de Trabajo, María Nieves\nGonzález García.\u003C\u002Fp>\n\n\u003Ch1>CONVENIO COLECTIVO ESTATAL PARA LAS INDUSTRIAS DE ELABORACIÓN DEL\nARROZ\u003C\u002Fh1>\n\n\u003Ch2 id=\"L47\">CAPÍTULO PRIMERO Ámbito del convenio colectivo y estructura de\nla negociación colectiva\u003C\u002Fh2>\n\n\u003Ch3 id=\"L49\">Artículo 1. Ámbito funcional.\u003C\u002Fh3>\n\n\u003Cp>III.1 El presente convenio colectivo afecta a todas las empresas, Sociedades\nCooperativas, y Empresas Agrícolas, cualquiera que sea su forma jurídica\ndedicadas a la elaboración del arroz y subproductos del mismo, así mismo\nafectará a la actividad de distribución y comercialización del arroz y\u002Fo\nsubproductos del mismo en los supuestos de unidad de empresa cuando la\nactividad principal de la misma sea la elaboración. Igualmente, se incluyen\nlas empresas de elaboración de platos preparados, cocinados y precocinados en\nlos que la materia prima principal sea el arroz.\u003C\u002Fp>\n\n\u003Ch3 id=\"L53\">Artículo 2. Ámbito territorial.\u003C\u002Fh3>\n\n\u003Cp>III. 2 Afectará a todas las empresas cuyos centros de trabajo radiquen en\ntodo el territorio del Estado espanol, así como todas aquellas que se\nestablezcan en el futuro. \u003C\u002Fp>\n\n\u003Ch3 id=\"L57\">Artículo 3. Ámbito personal.\u003C\u002Fh3>\n\n\u003Cp>3.1Se incluyen en este convenio a todos los trabajadores\u002Fas que presten sus\nservicios por cuenta de empresas que se indican en el ámbito funcional, así\ncomo a los que posteriormente entren a prestar servicios en las mismas. Sin\nperjuicio de que determinadas posiciones de alta dirección puedan\ncontractualmente fijar sus condiciones, que en ningún caso serán inferiores a\nlo fijados en el convenio colectivo.\u003C\u002Fp>\n\n\u003Cp>3.2El personal de nuevo ingreso tendrá, en todo caso, derecho a las\nretribuciones complementarias del puesto de trabajo a que fuese asignado.\u003C\u002Fp>\n\n\u003Ch3 id=\"L63\">Artículo 4. Ámbito temporal.\u003C\u002Fh3>\n\n\u003Cp>4.1La duración del presente convenio será desde el 1 de enero de 2025,\nfinalizando la misma el 31 de diciembre de 2028.\u003C\u002Fp>\n\n\u003Cp>4.2El presente convenio entrará en vigor al momento de la firma.\u003C\u002Fp>\n\n\u003Cp>4.3No obstante los efectos económicos se retrotraerán al 1 de enero de\n2025, sin perjuicio de las condiciones más beneficiosas que vinieran\ndisfrutando los trabajadores\u002Fas a título personal o colectivo con anterioridad\na este convenio.\u003C\u002Fp>\n\n\u003Cp>4.4Se respetarán las condiciones más beneficiosas que vinieran disfrutando\nlos trabajadores\u002Fas a título personal o colectivo con anterioridad a este\nconvenio. Las elevaciones posteriores legales de salarios a primeros de enero\ndel actual serán absorbibles por las mejoras pactadas en el presente\nconvenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L73\">Artículo 5. Estructura de la negociación colectiva.\u003C\u002Fh3>\n\n\u003Cp>5.1Estructura de la negociación colectiva en el sector.\u003C\u002Fp>\n\n\u003Cp>En virtud del presente convenio y de conformidad con el artículo 83.2 del\nEstatuto de los Trabajadores, la estructura de la negociación colectiva en el\nsector de las Industrias de Elaboración de Arroz, se articula en los\nsiguientes niveles sustantivos de convenio:\u003C\u002Fp>\n\n\u003Cp>a)Convenio Estatal del Sector de la Industria de Elaboración de Arroz: Su\ncontenido regula las condiciones generales de trabajo a aplicar en todo el\námbito sectorial y con la vigencia que en el propio convenio se establece.\u003C\u002Fp>\n\n\u003Cp>b)Acuerdos y\u002Fo convenios colectivos de empresa: Los contenidos objeto de\nnegociación en esta unidad de negociación, serán sobre el desarrollo o\nadaptación de materias del presente convenio estatal. Así mismo, serán\nmaterias de negociación mediante acuerdos y\u002Fo convenios colectivos de empresa,\nde cuantos otros contenidos las partes convengan, siempre y cuando no estén\nregulados en el presente convenio estatal. Todo ello, sin perjuicio de lo\nestablecido en el artículo 84 del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>Con la senalada estructura, las partes signatarias consideran\nsuficientemente cubierta, dentro del marco estatutario, la negociación\ncolectiva en el sector de las Industrias de Elaboración de Arroz.\u003C\u002Fp>\n\n\u003Cp>5.2Reglas de concurrencia.\u003C\u002Fp>\n\n\u003Cp>El presente convenio, tiene prevalencia aplicativa en todos y cada uno de\nsus contenidos, respecto a otras unidades de negociación de ámbito inferior.\nTodo ello, sin perjuicio de lo establecido en el artículo 84 del Estatuto de\nlos Trabajadores.\u003C\u002Fp>\n\n\u003Cp>Por tanto, dado el carácter de norma exclusiva y en atención de su\nsingular naturaleza, las materias que en el presente convenio se establecen, no\npodrán ser negociadas en unidades de negociación inferiores, ya sea\nsectoriales o de empresa, sin perjuicio de lo establecido en el artículo 84\ndel Estatuto de los Trabajadores. \u003C\u002Fp>\n\n\u003Ch2 id=\"L93\">CAPÍTULO SEGUNDO Eficacia, vinculación y denuncia\u003C\u002Fh2>\n\n\u003Ch3 id=\"L95\">Artículo 6. Partes firmantes y eficacia.\u003C\u002Fh3>\n\n\u003Cp>6.1El presente convenio colectivo tiene naturaleza normativa y eficacia\ngeneral, conforme a lo dispuesto en el título III del Estatuto de los\nTrabajadores, siendo las partes firmantes la Asociación patronal,\nUNIADE-PYMEV, y los sindicatos más representativos a nivel estatal, CC.\nOO.-Industria y UGT-FICA.\u003C\u002Fp>\n\n\u003Cp>6.2A partir de su entrada en vigor, las materias previstas en este convenio\nquedan reguladas íntegra y exclusivamente conforme a los términos aquí\nestipulados, y la legislación vigente.\u003C\u002Fp>\n\n\u003Ch3 id=\"L101\">Artículo 7. Vinculación a la totalidad.\u003C\u002Fh3>\n\n\u003Cp>7.1Las condiciones pactadas en el presente convenio, cualquiera que sea su\nnaturaleza y contenido, forman un todo orgánico e indivisible y, a efectos de\nsu aplicación práctica, serán consideradas globalmente, asumiendo las partes\nsu cumplimiento con vinculación a la totalidad del mismo.\u003C\u002Fp>\n\n\u003Cp>7.2En el supuesto de que la jurisdicción competente, en uso de las\nfacultades que le son propias, no aprobara o resolviera dejar sin efecto\nalgunas de las cláusulas de este convenio las partes signatarias de este\nconvenio se reunirán dentro de los diez días hábiles siguientes al de la\nfirmeza de la resolución correspondiente con el objeto de resolver el problema\nplanteado. Si en el plazo de cuarenta y cinco días hábiles a partir de la\nfecha de la firmeza de la resolución en cuestión, no hubieran alcanzado un\nacuerdo, las partes signatarias acudirán a los servicios de mediación del\nSIMA y de persistir las discrepancias y el desacuerdo en el acto del mismo, se\npodrán someter voluntariamente a la decisión arbitral a través del Sexto\nAcuerdo sobre Solución Autónoma de Conflictos Laborales siempre que haya\nunanimidad entre todas las organizaciones firmantes.\u003C\u002Fp>\n\n\u003Ch3 id=\"L107\">Artículo 8. Denuncia y prórroga.\u003C\u002Fh3>\n\n\u003Cp>8.1Forma y condiciones de denuncia del convenio.\u003C\u002Fp>\n\n\u003Cp>El presente convenio colectivo queda se entenderá denunciado\nautomáticamente sin necesidad de comunicación expresa cuando haya expirado la\nduración temporal pactada en el artículo 4.\u003C\u002Fp>\n\n\u003Cp>Una vez finalizada la vigencia temporal, en el plazo máximo de un mes a\npartir de la misma, se procederá a constituir la comisión negociadora. La\nparte receptora de la comunicación, deberá responder a la propuesta de\nnegociación y ambas partes establecerán un calendario o plan de negociación,\ndebiéndose iniciar ésta en un plazo máximo un mes a contar desde la\nconstitución de la comisión negociadora.\u003C\u002Fp>\n\n\u003Cp>8.2Ultraactividad.\u003C\u002Fp>\n\n\u003Cp>Las partes pactan expresamente que todo el contenido del presente convenio\nmantendrá su vigencia y aplicación plena, hasta que no se alcance la firma de\nun nuevo convenio que lo sustituya.\u003C\u002Fp>\n\n\u003Ch2 id=\"L121\">CAPÍTULO TERCERO Comisión paritaria\u003C\u002Fh2>\n\n\u003Ch3 id=\"L123\">Artículo 9. Comisión paritaria.\u003C\u002Fh3>\n\n\u003Cp>9.1A los quince días de la firma del convenio se constituirá la Comisión\nParitaria compuesta por 10 miembros que serán designados por mitad por cada\nuna de las partes, sindical y empresarial firmantes del presente convenio, en\nla forma que decidan las respectivas organizaciones y con las funciones que se\nespecifican en el presente artículo.\u003C\u002Fp>\n\n\u003Cp>9.2Con independencia de las personas que conformen la comisión paritaria en\ncada momento, al tratarse de un convenio sectorial, el voto de cada parte y\norganización será ponderado por el peso que tiene cada organización firmante\ndel convenio, siendo éste el siguiente:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Por la parte empresarial: UNIADE-PYMEV cien por\ncien de la representación.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Por la parte sindical: CC.OO.-Industria el 68,25%\nde la representación y UGT- FICA el 31,75 % de representación.\u003C\u002Fp>\n\n\u003Cp>9.3Así pues, los acuerdos deberán contar con al menos la mayoría simple\nde cada una de las dos partes. No obstante lo anterior, los acuerdos de la\nComisión Paritaria sobre interpretación o aplicación se adoptarán en todo\ncaso por unanimidad mediante la correspondiente resolución y tendrán la misma\neficacia jurídica y tramitación que el presente convenio.\u003C\u002Fp>\n\n\u003Cp>9.4La Comisión se reunirá cuantas veces estime necesario mediante\npropuesta de convocatoria de cada una de las partes, al objeto de la buena\nmarcha del presente convenio y ella determinará, en su caso, sus normas de\nfuncionamiento.\u003C\u002Fp>\n\n\u003Cp>9.5La Comisión Paritaria, tendrá las siguientes funciones:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)Vigilancia y seguimiento del cumplimiento de este\nconvenio.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)El conocimiento y resolución de las cuestiones\nderivadas de la aplicación e interpretación de la totalidad de los preceptos\ndel presente convenio.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c)Las relacionadas en el presente convenio, en\nmateria de resolución de las discrepancias surgidas en materia de\ninaplicación de las condiciones establecidas en el convenio colectivo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">d)Las consultas relativas a si la actividad de la\nempresa está comprendida en el ámbito funcional del presente convenio\ncolectivo.\u003C\u002Fp>\n\n\u003Cp>9.6Las cuestiones que se planteen a la Comisión Paritaria deberán\npresentarse de forma escrita, y su contenido será el necesario para que pueda\nexaminar y analizar el problema con conocimiento de causa, debiendo tener como\ncontenido mínimo obligatorio:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)Exposición sucinta y concreta del asunto.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)Razones y fundamentos que entienda le asisten al\nproponente.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c)Propuesta o petición concreta que se formula a\nla Comisión.\u003C\u002Fp>\n\n\u003Cp>Al escrito de consulta se acompanarán cuantos documentos se entiendan\nnecesarios para la mejor comprensión y resolución del problema.\u003C\u002Fp>\n\n\u003Cp>9.7La Comisión podrá recabar, por vía de ampliación, cuanta información\no documentación estime pertinente para una mejor o más completa información\ndel asunto, a cuyo efecto concederá un plazo al proponente que no podrá\nexceder de diez días hábiles.\u003C\u002Fp>\n\n\u003Cp>9.8La Comisión Paritaria, una vez recibido el escrito de consulta o, en su\ncaso, completada la información pertinente, dispondrá de un plazo no superior\na un mes para, en caso de acuerdo, resolver la cuestión suscitada emitiendo la\ncorrespondiente resolución, excepto en los casos establecidos en el punto 9.5\napartado c) en el cual se dispondrá de un plazo máximo de siete días.\u003C\u002Fp>\n\n\u003Cp>9.9De las decisiones de la Comisión Paritaria se levantará acta, serán\nnotificadas por escrito a quien inste su intervención, al Comité de Empresa y\na la empresa para su conocimiento, remitiéndose copia a la Autoridad Laboral a\nlos efectos de su publicidad. \u003C\u002Fp>\n\n\u003Ch3 id=\"L165\">Artículo 10. Adhesión al acuerdo extrajudicial de conflictos\nlaborales.\u003C\u002Fh3>\n\n\u003Cp>10.1Las partes acuerdan someterse expresamente al conjunto de las\nestipulaciones contenidas en el texto vigente del acuerdo sobre solución\nautónoma de conflictos laborales.\u003C\u002Fp>\n\n\u003Ch2 id=\"L171\">CAPÍTULO CUARTO Organización del trabajo\u003C\u002Fh2>\n\n\u003Ch3 id=\"L173\">Artículo 11. Organización del trabajo.\u003C\u002Fh3>\n\n\u003Cp>11.1La organización del trabajo corresponde a la dirección de la empresa.\nCuando esta facultad suponga una modificación sustancial de las condiciones de\ntrabajo se estará a lo previsto en el artículo 41 del Estatuto de los\nTrabajadores.\u003C\u002Fp>\n\n\u003Cp>11.2La organización del trabajo se extenderá a las cuestiones\nsiguientes:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)La distribución del personal, con arreglo a lo\nprevisto en el presente convenio.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)La profesionalización de las trabajadoras y\ntrabajadores.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c)La adecuación y valoración de los puestos de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">d)La racionalización, simplificación y mejora de\nlos procesos y métodos de trabajo:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">-La exigencia de la actividad normál.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">-Adjudicación de los elementos necesarios (máquina\no tareas específicas), para que el trabajador\u002Fa pueda alcanzar el nivel de\nactividad al que se refiere el punto anterior.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">-Fijación de los índices de desperdicios y de\ncalidad admisibles a lo largo del proceso de fabricación de que se trate. Esto\ndeberá ser tenido en cuenta en la determinación de cantidad de trabajo y\nactividad a rendimiento normal.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">-La vigilancia, atención y limpieza de la\nmaquinaria encomendada, teniéndose en cuenta, en todo caso, la determinación\nde la cantidad de trabajo y actividad a rendimiento normal.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">-La adaptación de las cargas de trabajo,\nrendimiento y tarifas a las nuevas condiciones que resulten de aplicar el\ncambio de determinado método operatorio, proceso de fabricación, cambio de\nmateria, maquinaria o cualquier otra condición técnica del proceso del que se\ntrate.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">-La fijación de formulas claras y sencillas para la\nobtención de los cálculos de retribuciones que corresponden a cada uno de los\ntrabajadores\u002Fas afectados\u002Fas, de forma y manera que, sea cual fuere el grupo\nprofesional de los mismos\u002Fas y el puesto de trabajo que ocupan, puedan\ncomprenderlas con facilidad.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">e)Garantizar la eficiencia de la organización y la\nmayor productividad de los trabajadores\u002Fas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">f)El cumplimiento de la Ley de Prevención de\nRiesgos Laborales y los reglamentos que lo desarrollan.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">g)Coadyuvar a la productividad y la eficiencia y\nlos ciclos productivos.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">h)La promoción interna.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">i)La promoción de igualdad de trato y\noportunidades entre mujeres y hombres.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">j)La promoción de políticas respetuosas con la\nconciliación de la vida familiar.\u003C\u002Fp>\n\n\u003Cp>11.3Todo ello sin perjuicio del derecho de información, participación y\nconsulta fijado por la normativa laboral vigente.\u003C\u002Fp>\n\n\u003Ch3 id=\"L213\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Ch3 id=\"L213\">Artículo 12. Principio general de igualdad y no discriminación\ny conciliación de la vida familiar y laboral.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>12.1El presente convenio se asienta sobre la no discriminación por razón\nde sexo, raza, religión, ideología política y\u002Fo sindical, así como\ncualquier otra contenida en las leyes como derecho fundamental del ciudadano\u002Fa\ny\u002Fo del trabajador\u002Fa, salvo en cuanto a las acciones positivas dirigidas\nespecialmente a la mujer, proclamándose por tanto como principios inspiradores\ndel mismo el de la igualdad y el de la conciliación de la vida laboral y\nfamiliar para todos los trabajadores y trabajadoras, así como especial\natención a las víctimas de la violencia de género o de violencia sexual.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>12.2Los principios que inspiran su aplicación son:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqtraining\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpromotion\">\u003Cp>a)Velar para que tanto las mujeres como los hombres gocen de igualdad de\noportunidades en cuanto a empleo, formación, promoción y el desarrollo de su\ntrabajo.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-gender\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>b)Velar para que las mujeres trabajadoras se equiparen a los hombres en\ntodos los aspectos salariales, de manera que a igual trabajo o trabajos de\nigual valor, las mujeres siempre tengan igual retribución.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>c)Las ofertas de empleo se redactarán de modo que no contengan mención\nalguna que induzca a pensar que las mismas se dirigen exclusivamente a personas\nde uno u otro sexo.\u003C\u002Fp>\n\n\u003Cp>d)Los procedimientos de selección que impliquen promoción respetarán el\nprincipio de igualdad de oportunidades.\u003C\u002Fp>\n\n\u003Cp>e)En materia de contratación, se promoverá el que, a igual mérito y\ncapacidad se contemple positivamente el acceso del género menos representado\nen las categorías profesionales de que se trate.\u003C\u002Fp>\n\n\u003Cp>f)En materia de formación, se promoverá el principio de igualdad de\noportunidades en el acceso a las acciones formativas.\u003C\u002Fp>\n\n\u003Cp>g)Brindar una protección efectiva y personalizada a las víctimas de\nviolencia de género o de violencia sexual, acorde con las posibilidades que la\nlegislación ofrece.\u003C\u002Fp>\n\n\u003Cp>12.3Los firmantes en el presente convenio garantizaran la igualdad de\noportunidades entre hombres y mujeres, así como la no discriminación por\ncuestiones de raza, religión o cualquier otra condición, de conformidad con\nla legislación vigente nacional, jurisprudencia y directivas comunitarias. Se\npondrá especial atención en cuanto a los cumplimientos de estos preceptos\nen:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)el acceso al empleo,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)estabilidad en el empleo,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c)igualdad salarial en trabajos de igual valor,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">d)formación y promoción profesional,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">e)ambiente laboral exento de acoso sexual y\nmoral.\u003C\u002Fp>\n\n\u003Cp>12.4Para compensar las desigualdades de género que discriminan a las\nmujeres en el ámbito laboral, se desarrollarán acciones positivas en el\nacceso en el empleo, la estabilidad en la contratación, la formación y\ndiversificación profesional, la promoción profesional y retributiva.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2 id=\"L251\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">CAPÍTULO QUINTO Contratación, periodo de prueba y modalidades\ncontractuales\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Ch3 id=\"L253\">Artículo 13. Forma del contrato.\u003C\u002Fh3>\n\n\u003Cp>Los contratos se formalizarán por escrito en los términos establecidos en\nel vigente texto refundido de la Ley del Estatuto de los Trabajadores y sus\nnormas de desarrollo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L257\">Artículo 14. Ingresos y contratación.\u003C\u002Fh3>\n\n\u003Cp>14.1La contratación de trabajadores y trabajadoras se ajustará a las\nnormas legales generales sobre empleo, comprometiéndose la Empresa a la\nutilización de los diversos modos de contratación de acuerdo con la finalidad\nde cada uno de los contratos. \u003C\u002Fp>\n\n\u003Cp>14.2En el supuesto de que cualquier norma de carácter y aplicación\ngeneral, estatal, autonómica o local, exigiere algún requisito especial para\nlas tareas de manipulación, preparado o servicio de alimentos, será\ncondición indispensable el cumplimiento por parte del trabajador\u002Fa de las\nobligaciones que en tal sentido le competan, procediendo las Empresas a\nfacilitar la formación correspondiente y adecuada al efecto.\u003C\u002Fp>\n\n\u003Cp>14.3Asimismo, en el caso de sufrir cualquier patología que implique riesgo\ninfeccioso o de contagio de los alimentos, debido al tipo de trabajo que se\ndesarrolla en las Empresas, deberá el empleado\u002Fa ponerlo en conocimiento del\nServicio de Prevención.\u003C\u002Fp>\n\n\u003Ch3 id=\"L265\">Artículo 15. Modalidades de contratación.\u003C\u002Fh3>\n\n\u003Cp>15.1Por las características del servicio en la Empresa, los trabajadores y\ntrabajadoras se clasificarán en:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Fijos: Tanto a jornada completa como a tiempo\nparcial, o discontinuo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Temporales: Igualmente a jornada completa o\nparcial.\u003C\u002Fp>\n\n\u003Cp>15.2Dentro de las relaciones temporales, se podrán formalizar los\nsiguientes contratos: de duración determinada por circunstancias de la\nproducción, de duración determinada para la sustitución de la persona\ntrabajadora, de formación en alternancia y para la obtención de práctica\nprofesional.\u003C\u002Fp>\n\n\u003Cp>15.3Asimismo, podrán celebrarse cualquier otro tipo de contratos de trabajo\ncuya modalidad se encuentre recogida en la legislación laboral vigente en cada\nmomento. Las diversas modalidades de contratación deberán corresponderse de\nforma efectiva con la finalidad legal en coherencia con el desarrollo\nconvencional.\u003C\u002Fp>\n\n\u003Ch3 id=\"L277\">Artículo 16. Contrato por circunstancias de la producción.\u003C\u002Fh3>\n\n\u003Cp>16.1Se entenderá por circunstancias de la producción el incremento\nocasional e imprevisible de la actividad y las oscilaciones, que, aun\ntratándose de la actividad normal de la empresa, generan un desajuste temporal\nentre el empleo estable disponible y el que se requiere, siempre que no\nrespondan a los supuestos incluidos en el artículo 16.1 del Estatuto de los\nTrabajadores.\u003C\u002Fp>\n\n\u003Cp>16.2Entre las oscilaciones a que se refiere el párrafo anterior se\nentenderán incluidas aquellas que derivan de las vacaciones anuales.\u003C\u002Fp>\n\n\u003Cp>16.3Cuando el contrato de duración determinada obedezca a estas\ncircunstancias de la producción, su duración no podrá ser superior a un ano.\nEn caso de que el contrato se hubiera concertado por una duración inferior a\nla máxima establecida, podrá prorrogarse, mediante acuerdo de las partes, por\nuna única vez, sin que la duración total del contrato pueda exceder de dicha\nduración máxima.\u003C\u002Fp>\n\n\u003Cp>16.4Igualmente, las empresas podrán formalizar contratos por circunstancias\nde la producción para atender situaciones ocasionales, previsibles y que\ntengan una duración reducida y delimitada en los términos previstos en este\npárrafo, incluidas las campanas agrarias y agroalimentarias. Las empresas\npodrán utilizar este contrato un total de 120 días en el ano natural,\nindependientemente de las personas trabajadoras que sean necesarias para\natender en cada uno de dichos días las concretas situaciones, que deberán\nestar debidamente identificadas en el contrato.\u003C\u002Fp>\n\n\u003Cp>16.5Estos ciento veinte días no podrán ser utilizados de manera\ncontinuada. Las empresas, en el último trimestre de cada ano, deberán\ntrasladar a la representación legal de las personas trabajadoras una\nprevisión anual de uso de estos contratos.\u003C\u002Fp>\n\n\u003Cp>16.6Constituye causa para la celebración de este contrato en el sector\nagrícola, ganadero y forestal y la industria asociada a estos sectores, la\ncobertura de una o varias campanas de corta duración, con el límite anual de\n120 jornadas reales.\u003C\u002Fp>\n\n\u003Cp>16.7No podrá identificarse como causa de este contrato la realización de\nlos trabajos en el marco de contratas, subcontratas o concesiones\nadministrativas que constituyan la actividad habitual u ordinaria de la\nempresa, sin perjuicio de su celebración cuando concurran las circunstancias\nde la producción en los términos anteriores. \u003C\u002Fp>\n\n\u003Ch3 id=\"L293\">Artículo 17. Contrato para la sustitución de la persona\ntrabajadora.\u003C\u002Fh3>\n\n\u003Cp>17.1Podrán celebrarse contratos de duración determinada para la\nsustitución de personas trabajadoras con derecho a reserva de puesto de\ntrabajo según lo regulado en este convenio colectivo y según lo dispuesto en\nel artículo 15.3 del Estatuto de los Trabajadores y en la normativa de\ndesarrollo del mismo.\u003C\u002Fp>\n\n\u003Cp>17.2Deberá especificarse en el contrato el nombre de la persona sustituida\ny la causa de la sustitución. Pudiendo comenzar la prestación de servicios\ncon anterioridad a producirse la ausencia de la persona sustituida,\ncoincidiendo en el desarrollo de las funciones el tiempo imprescindible para\ngarantizar el desempeno adecuado del puesto y, como máximo, durante quince\ndías.\u003C\u002Fp>\n\n\u003Cp>17.3Asimismo, podrá concertarse para completar la jornada reducida por otra\npersona trabajadora, cuando dicha reducción se ampare en causas legalmente\nestablecidas o reguladas en el convenio colectivo y se especifique en el\ncontrato el nombre de la persona sustituida y la causa de la sustitución.\u003C\u002Fp>\n\n\u003Cp>17.4El contrato de sustitución podrá ser también celebrado para la\ncobertura temporal de un puesto de trabajo durante el proceso de selección o\npromoción para su cobertura definitiva mediante contrato fijo, sin que su\nduración pueda ser en este caso superior a tres meses, ni pueda celebrarse un\nnuevo contrato con el mismo objeto una vez superada dicha duración máxima.\u003C\u002Fp>\n\n\u003Ch3 id=\"L303\">Artículo 18. Contrato a tiempo parcial.\u003C\u002Fh3>\n\n\u003Cp>18.1El contrato de trabajo se entenderá celebrado a tiempo parcial cuando\nse haya acordado la prestación de servicios durante un número de horas al\ndía, a la semana, al mes o al ano inferior a la jornada anual máxima\nestablecida en el artículo 31 de este convenio colectivo.\u003C\u002Fp>\n\n\u003Cp>18.2En todo caso, se aplicará el régimen jurídico determinado en el\nartículo 12 del Estatuto de los Trabajadores, con la siguiente condición:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a) En los contratos a tiempo parcial de duración\nindefinida el porcentaje máximo de número de horas complementarias\nvoluntarias no superará el 25 % de las horas ordinarias.\u003C\u002Fp>\n\n\u003Ch3 id=\"L311\">Artículo 19. Contratos formativos.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>19.1Los contratos formativos de formación en alternancia suscritos tendrán\nuna retribución del 85 % el primer ano y del 90 % a partir del segundo ano\nrespecto del grupo y nivel profesional que fuera objeto de contratación,\nsiendo su periodo de prueba máximo de dos meses. Los contratos de obtención\nde la práctica profesional tendrán una retribución del 90 % durante el ano\nde vigencia del mismo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L315\">Artículo 20. Fomento de la contratación de trabajadoras y\ntrabajadores con discapacidad.\u003C\u002Fh3>\n\n\u003Cp>La Empresa, en atención a las dificultades existentes para la integración\nsocial de las personas con discapacidad, y entendiendo que la forma idónea de\nalcanzar dicha integración es a través de la inserción de las mencionadas\npersonas en el mercado laboral, asume la conveniencia de contratar a\ntrabajadoras y trabajadores con discapacidad, o de forma alternativa a través\nde centros especiales de empleo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L319\">Artículo 21. Contratación fijos discontinuos.\u003C\u002Fh3>\n\n\u003Cp>21.1El contrato por tiempo indefinido fijo-discontinuo se concertará para\nrealizar trabajos de naturaleza estacional o vinculados a actividades\nproductivas de temporada, o para el desarrollo de aquellos que no tengan dicha\nnaturaleza pero que, \u003C\u002Fp>\n\n\u003Cp>siendo de prestación intermitente, tengan periodos de ejecución ciertos,\ndeterminados o indeterminados.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras fijas-discontinuas serán llamadas al trabajo por\nestricto orden de antigüedad dentro del nivel y especialidad. Se entiende por\nespecialidad la planta de producción o de destino (molino, planta de\nvaporizado, envasado, platos cocinados, almacenamiento, tratamiento de\nsubproductos, tratamiento de cenizas, etc.). Así mismo irán cesando en el\ntrabajo según el orden de menor a mayor antigüedad en la misma.\u003C\u002Fp>\n\n\u003Cp>La persona trabajadora podrá, en caso de incumplimiento del llamamiento,\nreclamar en procedimiento de despido ante la jurisdicción social, iniciándose\nel plazo para ello desde el momento en que tuviese conocimiento de la falta de\nconvocatoria.\u003C\u002Fp>\n\n\u003Cp>Este contrato se deberá formalizar necesariamente por escrito en el modelo\nque se establezca y en él deberá figurar una indicación sobre la duración\nestimada de la actividad, así como sobre la forma y orden de llamamiento\naplicable, haciendo constar igualmente, de manera orientativa, la jornada\nlaboral estimada y su distribución horaria.\u003C\u002Fp>\n\n\u003Cp>Cuando las peculiaridades de la actividad del sector así lo justifiquen, se\npodrá pactar la celebración a tiempo parcial de los contratos\nfijos-discontinuos, así como los requisitos y especialidades para la\nconversión de contratos temporales en contratos fijos- discontinuos.\u003C\u002Fp>\n\n\u003Cp>21.2Si una persona trabajadora, voluntariamente decidiese cambiar de nivel\u002F\nespecialidad, además de que será obligatorio notificarlo al comité de\nempresa o representantes de las personas trabajadoras, pasará a la nueva y\nocupará el último lugar de la misma.\u003C\u002Fp>\n\n\u003Cp>21.3Para la promoción y ascenso del personal administrativo se determinará\ncomo preferente la capacidad del mismo, o sea, el conjunto de aptitudes para la\nocupación de los distintos puestos de trabajo. El personal administrativo de\nnivel V con tres anos de antigüedad en las empresas pasarán automáticamente\nal nivel III.\u003C\u002Fp>\n\n\u003Cp>21.4Ningún puesto determinado de trabajo podrá ser ocupado, ni siquiera\nrotativamente, por uno o varias personas trabajadoras de categoría inferior al\ncitado puesto de trabajo por un plazo superior a seis meses, ya que en este\ncaso se entenderá que existe baja en dicho puesto, debiéndose cubrir,\nadjudicando la categoría a las personas trabajadoras que vinieran\ndesarrollando dicho trabajo.\u003C\u002Fp>\n\n\u003Cp>21.5Ninguna persona que reciba algún tipo de retribución, sea cual fuere\nsu fuente, podrá ingresar a ningún puesto de trabajo en la empresa, excepto\ntodas aquellas personas trabajadoras que perciban algún tipo de pensión por\naccidente o enfermedad contraída en la empresa, salvo que la incapacidad sea\nabsoluta.\u003C\u002Fp>\n\n\u003Cp>21.6Las personas trabajadoras de edad superior a dieciocho anos con nivel\nVIII del grupo de producción, cuando permanezcan dieciocho meses de\nantigüedad en la empresa, pasarán automáticamente al nivel VII.\u003C\u002Fp>\n\n\u003Ch3 id=\"L343\">Artículo 22. Extinción del contrato y bajas voluntarias.\u003C\u002Fh3>\n\n\u003Cp>22.1Los trabajadores y trabajadoras que causen baja de forma voluntaria, lo\npondrán en conocimiento de la Empresa mediante preaviso presentado por escrito\ncon una antelación mínima de un mes, cuando la relación laboral haya tenido\nuna duración superior a un ano. La ausencia del preaviso indicado dará lugar\na que la empresa proceda a descontar en el finiquito correspondiente los días\nno preavisados.\u003C\u002Fp>\n\n\u003Cp>22.2De igual modo procederá que la Empresa preavise la finalización de la\nrelación con la misma antelación, salvo en los casos de despido o extinción\npor causas objetivas, cuando la relación laboral haya tenido una duración\nsuperior a un ano. La ausencia del indicado preaviso dará lugar a la\ncorrespondiente penalización abonándose así, junto a la correspondiente\nliquidación, un día de salario por cada uno no preavisado.\u003C\u002Fp>\n\n\u003Cp>22.3Durante el periodo de prueba ambas partes estarán exentas de formular\npreaviso. \u003C\u002Fp>\n\n\u003Ch2 id=\"L353\">CAPÍTULO SEXTO Permiso, excedencia y conciliación\u003C\u002Fh2>\n\n\u003Ch3 id=\"L355\">Artículo 23. Permisos retribuidos.\u003C\u002Fh3>\n\n\u003Cp>El personal afectado por el presente convenio tendrá derecho a disfrutar,\nprevia comunicación a la empresa, con la antelación suficiente de ser ello\nfactible, las siguientes licencias:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cp>a)Con abono íntegro del salario real:\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp style=\"margin-left:2em;\">-Tres días laborables en caso de muerte de\ncónyuge, padres políticos, descendientes o hermanos y en general hasta 2.°\ngrado de afinidad y consanguinidad.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp style=\"margin-left:2em;\">-Dos días en caso de cirugía mayor ambulatoria\ndel cónyuge, padres e hijos y en general hasta 2.° grado de afinidad y\nconsanguinidad.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Tres días laborables en caso de parto de cónyuge\no pareja de hecho, adopción y guarda con fines de adopción, para aquellas\npersonas trabajadoras que no tengan suficientes días de cotización para\nacceder a la prestación actual.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Dos días laborables por mudanza de domicilio.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Estos permisos anteriores serán aumentados en dos\ndías en caso de haber complicaciones o se realicen a una distancia mayor de 25\nkm fuera de la localidad de la persona trabajadora. Se podrá disfrutar de\nforma flexible cuando exista mutuo acuerdo entre la persona trabajadora y la\nempresa y siempre que persista el hecho causante.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp style=\"margin-left:2em;\">-Cinco días laborales por accidente o enfermedad\ngraves, hospitalización o intervención quirúrgica sin hospitalización que\nprecise reposo domiciliario del cónyuge, pareja de hecho o parientes hasta el\nsegundo grado por consanguineidad o afinidad, incluido el familiar\nconsanguíneo de la pareja de hecho, así como de cualquier otra persona\ndistinta de las anteriores, que conviva con la persona trabajadora en el mismo\ndomicilio y que requiera el cuidado efectivo de aquella.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp style=\"margin-left:2em;\">-Tres días laborales al ano para el acompanamiento\na personas dependientes, para hijos\u002Fas y cónyuge. (Según la definición de\npersona dependiente de la Ley 39\u002F2006, de 14 de diciembre, de Promoción de la\nAutonomía Personal y Atención a las personas en situación de dependencia).\nEste permiso es adicional a la bolsa de horas para el médico.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp style=\"margin-left:2em;\">-De conformidad con el artículo 27.2 del presente\nconvenio, la persona trabajadora tendrá derecho a la suspensión del contrato\ndurante diecinueve semanas, ampliables en el supuesto de parto, adopción,\nguarda con fines de adopción o acogimiento múltiples en dos semanas más por\ncada hijo a partir del segundo, de estas dos semanas, corresponde una a cada\nprogenitor. Esta suspensión es independiente de los tres días laborales\ncontenidos en el presente artículo.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp style=\"margin-left:2em;\">-En los casos de nacimiento de hijos prematuros o,\nque, por cualquier causa, deban permanecer hospitalizados a continuación del\nparto, la madre o el padre tendrán derecho a ausentarse del trabajo una\nhora.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp style=\"margin-left:2em;\">-Quince días laborables por matrimonio.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp style=\"margin-left:2em;\">Todas las licencias referidas anteriormente, serán\naplicables a las parejas de hecho.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Asistencia al médico: La persona trabajadora\ndispondrá de hasta un máximo de treinta horas anuales, debidamente\njustificadas, para asistencia al médico de cabecera o médico especialista,\npor el tiempo indispensable y justificándolo mediante la entrega del parte\noficial del facultativo correspondiente. Este permiso también se podrá\nutilizar para acompanar a familiares de primer grado de consanguinidad o\nafinidad. En el supuesto que exista este tipo de permiso en una empresa a\ntítulo individual o colectivo, prevalecerán las condiciones más beneficiosas\npara la persona trabajadora en este tipo de permisos. \u003C\u002Fp>\n\n\u003Cp>b)El tiempo imprescindible para el cumplimiento de un deber inexcusable de\ncarácter público, siempre que medie una oportuna y previa comunicación y\nsubsiguiente justificación de la utilización del tiempo, y no exceda de cinco\ndías alternos y dos consecutivos en el transcurso de un mes, salvo salidas\nfuera de la localidad que serán justificadas por la autoridad que convoque. En\ncaso de pertenencia a un jurado popular no será de aplicación la limitación\ntemporal recogida en el presente artículo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-administrativedays\">c)Asimismo, se entenderá como deber inexcusable de carácter público la\ncomparecencia como testigo ante los Juzgados, debidamente justificadas y por el\ntiempo imprescindible a tales efectos.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">d)Por el tiempo indispensable para la realización de exámenes prenatales y\ntécnicas de preparación al parto y, en los casos de adopción, guarda con\nfines de adopción o acogimiento, para la asistencia a las preceptivas sesiones\nde información y preparación y para la realización de los preceptivos\ninformes psicológicos y sociales previos a la declaración de idoneidad,\nsiempre, en todos los casos, que deban tener lugar dentro de la jornada de\ntrabajo.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L391\">Artículo 24. Permisos no retribuidos.\u003C\u002Fh3>\n\n\u003Cp>Se considerarán permisos no retribuidos en los siguientes supuestos:\u003C\u002Fp>\n\n\u003Cp>a)La persona trabajadora que lo solicite podrá disfrutar de un permiso no\nretribuido de hasta quince días ininterrumpidos, causando baja en seguridad\nsocial, para asistencia a un familiar de hasta segundo grado de afinidad y\nconsanguinidad en caso de enfermedad grave, accidente grave u hospitalización\nde éste. Igualmente, en este mismo caso podrá cogerse los días necesarios\ndel periodo vacacional devengado, en cuyo caso no causaría baja en seguridad\nsocial, previa solicitud y acuerdo con la empresa, tanto antes como después de\ndisfrutar de este permiso no retribuido.\u003C\u002Fp>\n\n\u003Cp>b)La persona trabajadora que lo solicite a fin de realizar el examen oficial\npara la obtención del carné de conducir o DNI previo aviso de diez días a la\nempresa.\u003C\u002Fp>\n\n\u003Cp>c)Para la realización de fecundación asistida, previo aviso de 72 horas a\nla empresa.\u003C\u002Fp>\n\n\u003Cp>d)La persona trabajadora dispondrá de los permisos no retribuidos para la\nrealización de los trámites necesarios para la reasignación de sexo y para\nla asistencia a consulta médica para recibir los tratamientos de reasignación\nde sexo. En este último supuesto podrá utilizar el permiso retribuido\nestablecido en el artículo 23 sobre asistencia al médico.\u003C\u002Fp>\n\n\u003Ch3 id=\"L403\">Artículo 25. Excedencias.\u003C\u002Fh3>\n\n\u003Cp>25.1A partir de un ano de antigüedad en la empresa o en el escalafón de\nfijos discontinuos, las personas trabajadoras podrán solicitar excedencia,\ncuya duración será desde cuatro meses a cinco anos. Una vez terminado dicho\nperíodo pasará a ocupar su mismo puesto de trabajo y categoría o escalafón.\nEste derecho sólo podrá ser ejercitado otra vez por la persona trabajadora si\nhan transcurrido cuatro anos desde el final de la anterior excedencia.\u003C\u002Fp>\n\n\u003Cp>25.2La persona trabajadora podrá solicitar excedencia para el cuidado de\nfamiliares, hasta 2.° grado, por un periodo máximo de tres anos, dicha\nexcedencia se podrá disfrutar de forma fraccionada.\u003C\u002Fp>\n\n\u003Cp>25.3La persona trabajadora podrá solicitar excedencia para atender al\ncuidado de cada hijo\u002Fa, tanto cuando sea por naturaleza o adopción, guarda con\nfines de adopción o en los supuestos de acogimiento, a contar desde la fecha\nde nacimiento o, en su caso, de la resolución judicial o administrativa, dicha\nexcedencia, por un periodo máximo de tres anos, se podrá disfrutar de forma\nfraccionada.\u003C\u002Fp>\n\n\u003Cp>25.4La persona trabajadora podrá solicitar excedencia para atender al\ncuidado de un familiar hasta el segundo grado de consanguinidad o afinidad por\nun periodo máximo de tres anos, que por razones de edad, accidente o\nenfermedad no pueda valerse por si mismo, y no desempene actividad retribuida.\nEl disfrute podrá fraccionarse. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>25.5El periodo de excedencia en ambos supuestos será computable a efectos\nde antigüedad y el trabajador o la trabajadora tendrá derecho durante el\nmismo a la asistencia a cursos de formación profesional, a cuya participación\ndeberá ser convocado por el empresario, especialmente con ocasión de su\nreincorporación.\u003Cp>\u003C\u002Fp>\n\n\u003Cp>25.6Durante el primer ano tendrá derecho a la reserva de su puesto de\ntrabajo. Transcurridos dicho plazo, la reserva quedara referida a un puesto de\ntrabajo del mismo grupo profesional o categoría equivalente.\u003C\u002Fp>\n\n\u003Cp>No obstante, cuando la persona trabajadora forme parte de una familia que\ntenga reconocida oficialmente la condición de familia numerosa, la reserva de\nsu puesto de trabajo se extenderá hasta un máximo de quince meses cuando se\ntrate de una familia numerosa de categoría general, y hasta un máximo de\ndieciocho meses si se trata de categoría especial.\u003C\u002Fp>\n\n\u003Cp>Cuando la persona ejerza este derecho con la misma duración y régimen que\nel otro progenitor, la reserva de puesto de trabajo se extenderá hasta un\nmáximo de dieciocho meses.\u003C\u002Fp>\n\n\u003Cp>En el ejercicio de este derecho se tendrá en cuenta el fomento de la\ncorresponsabilidad entre mujeres y hombres y, asimismo, evitar la perpetuación\nde roles y estereotipos de género.\u003C\u002Fp>\n\n\u003Cp>25.7La excedencia por cuidado de familiares constituye un derecho individual\nde los trabajadores, hombres o mujeres. No obstante, si dos o más trabajadores\nde la misma empresa generasen este derecho por el mismo sujeto causante, el\nempresario podrá limitar su ejercicio simultáneo por razones fundadas y\nobjetivas de funcionamiento debidamente motivadas por escrito debiendo en tal\ncaso la empresa ofrecer un plan alternativo que asegure el disfrute de ambas\npersonas trabajadoras y que posibilite el ejercicio de los derechos de\nconciliación.\u003C\u002Fp>\n\n\u003Cp>25.8Cuando un nuevo sujeto causante diera derecho a un nuevo periodo de\nexcedencia, el inicio de la misma dará fin al que en su caso, se viniera\ndisfrutando.\u003C\u002Fp>\n\n\u003Ch3 id=\"L427\">Artículo 26. Reducción de jornada.\u003C\u002Fh3>\n\n\u003Cp>26.1Reducción de la jornada: Quien por razones de guarda legal tenga a su\ncuidado directo algún menor de doce anos o a una persona discapacitada, que no\ndesempene una actividad retribuida, tendrá derecho a una reducción de la\njornada, con la disminución proporcional del salario entre, al menos, un\noctavo y un máximo de la mitad de la duración de aquella. Tendrá el mismo\nderecho quien precise encargarse del cuidado directo de un familiar, hasta el\nsegundo grado de consanguinidad o afinidad, que por razones de edad, accidente\no enfermedad no pueda valerse por si mismo, y que no desempene actividad\nretribuida. La concreción horaria y la determinación del período de la\nreducción de jornada, corresponderán al trabajador o trabajadora, dentro de\nsu jornada ordinaria, quien deberá preavisar al empresario con quince días de\nantelación la fecha en que se reincorporará a su jornada ordinaria.\u003C\u002Fp>\n\n\u003Cp>26.2Las 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 artículo 37.7 del Estatuto de los\nTrabajadores.\u003C\u002Fp>\n\n\u003Cp>El derecho a la reducción de jornada implica que la misma se realizará\nsiempre en el centro de trabajo habitual de la persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>26.3La reducción de jornada por motivos familiares, constituye un derecho\nindividual de los trabajadores, hombres y mujeres. No obstante, si dos o más\ntrabajadores de la misma empresa generasen este derecho por el mismo sujeto\ncausante, el empresario podrá limitar su ejercicio simultáneo por razones\nfundadas y objetivas de funcionamiento de la empresa, debidamente motivadas por\nescrito, debiendo en tal caso la empresa ofrecer un plan alternativo que\nasegure el disfrute de ambas personas trabajadoras y que posibilite el\nejercicio de los derechos de conciliación. \u003C\u002Fp>\n\n\u003Ch3 id=\"L437\">Artículo 27. Suspensión del contrato por nacimiento o cuidado\nde menor.\u003C\u002Fh3>\n\n\u003Cp>El nacimiento, que comprende el parto y el cuidado de menor, suspenderá el\ncontrato de trabajo de la madre biológica y el del progenitor distinto de la\nmadre biológica durante diecinueve semanas.\u003C\u002Fp>\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.\u003C\u002Fp>\n\n\u003Cp>La suspensión del contrato de cada uno de los progenitores por el cuidado\nde menor se distribuye de la siguiente manera:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)Seis semanas ininterrumpidas inmediatamente\nposteriores al parto serán obligatorias y habrán de disfrutarse a jornada\ncompleta.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)Once semanas, veintidós en el caso de\nmonoparentalidad, que podrán distribuirse a voluntad de la persona\ntrabajadora, en períodos semanales a disfrutar de forma acumulada o\ninterrumpida y ejercitarse desde la finalización de la suspensión obligatoria\nposterior al parto hasta que el hijo o la hija cumpla doce meses. No obstante,\nla madre biológica podrá anticipar su ejercicio hasta cuatro semanas antes de\nla fecha previsible del parto.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c)Dos semanas, cuatro en el caso de\nmonoparentalidad, para el cuidado del menor que podrán distribuirse a voluntad\nde la persona trabajadora, en períodos semanales de forma acumulada o\ninterrumpida hasta que el hijo o la hija 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 deberá comunicar a la empresa, con una antelación\nmínima de quince días, el ejercicio de este derecho en los términos\nestablecidos, en su caso, en los convenios colectivos. Cuando los dos\nprogenitores que ejerzan este derecho trabajen para la misma empresa, la\ndirección empresarial podrá limitar su ejercicio simultáneo por razones\nfundadas y objetivas, debidamente motivadas por 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), la suspensión tendrá una\nduración de diecinueve semanas para cada adoptante, guardador 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.\u003C\u002Fp>\n\n\u003Cp>La suspensión del contrato de cada persona adoptante, guardador o acogedora\npor el cuidado de menor se distribuye de la siguiente manera:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)Seis semanas deberán disfrutarse a jornada\ncompleta de forma obligatoria e ininterrumpida, inmediatamente después de la\nresolución judicial por la que se constituye la adopción o bien de la\ndecisión administrativa de guarda con fines de adopción o de acogimiento.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)Once semanas, veintidós en el caso de\nmonoparentalidad, que podrán distribuirse, a voluntad de la persona\ntrabajadora, en períodos semanales a disfrutar de forma acumulada o\ninterrumpida y ejercitarse dentro de los doce meses siguientes a la resolución\njudicial por la que se constituya la adopción o bien a la decisión\nadministrativa de guarda con fines de adopción o de acogimiento.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c)Dos semanas, cuatro en el caso de\nmonoparentalidad, para el cuidado del menor que podrán distribuirse, a\nvoluntad de la persona trabajadora, en períodos semanales de forma acumulada o\ninterrumpida hasta que el menor cumpla los 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 reglamentariamente.\nLa persona trabajadora deberá comunicar a la empresa, con una antelación\nmínima de quince días, el ejercicio de este derecho en los términos\nestablecidos, en su caso, en los convenios colectivos. Cuando los dos\nadoptantes, guardadores o acogedores que ejerzan este derecho trabajen para la\nmisma empresa, la dirección empresarial podrá limitar su ejercicio\nsimultáneo por razones fundadas y objetivas, debidamente motivadas por\nescrito.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de discapacidad del hijo o hija en el nacimiento, adopción,\nen situación de guarda con fines de adopción o de acogimiento, la suspensión\ndel contrato a que se refieren los apartados 4 y 5 tendrá una duración\nadicional de dos semanas, una para cada una de las personas progenitoras. Igual\nampliación procederá en el supuesto de nacimiento, adopción, guarda con\nfines de adopción o acogimiento múltiple por cada hijo o hija distinta del\nprimero. En caso de haber una única persona progenitora, esta podrá disfrutar\nde las ampliaciones completas previstas en este apartado para el caso de\nfamilias con dos personas progenitoras.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">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 lactan\u003C\u002Fdiv>te 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\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Ch3 id=\"L493\">Artículo 27 bis. Permiso parental.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Las personas trabajadoras tendrán derecho a un permiso parental, para el\ncuidado de hijo, hija o menor acogido por tiempo superior a un ano, hasta el\nmomento en que el menor cumpla ocho anos.\u003C\u002Fp>\n\n\u003Cp>Este permiso, que tendrá una duración no superior a ocho semanas,\ncontinuas o discontinuas, podrá disfrutarse a tiempo completo, o en régimen\nde jornada a tiempo parcial conforme a lo establecido reglamentariamente.\u003C\u002Fp>\n\n\u003Cp>Este permiso constituye un derecho individual de las personas trabajadoras,\nhombres o mujeres, sin que pueda transferirse su ejercicio.\u003C\u002Fp>\n\n\u003Cp>Corresponderá a la persona trabajadora especificar la fecha de inicio y fin\ndel disfrute o, en su caso, de los períodos de disfrute, debiendo comunicarlo\na la empresa con una antelación de diez días o la concretada por los\nconvenios colectivos, salvo fuerza mayor, teniendo en cuenta la situación de\naquella y las necesidades organizativas de la empresa.\u003C\u002Fp>\n\n\u003Cp>En caso de que dos o más personas trabajadoras generasen este derecho por\nel mismo sujeto causante o en otros supuestos definidos por los convenios\ncolectivos en los que el disfrute del permiso parental en el período\nsolicitado altere seriamente el correcto funcionamiento de la empresa, ésta\npodrá aplazar la concesión del permiso por un período razonable,\njustificándolo por escrito y después de haber ofrecido una alternativa de\ndisfrute igual de flexible.\u003C\u002Fp>\n\n\u003Ch3 id=\"L505\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Ch3 id=\"L505\">Artículo 28. Protección a la mujer embarazada y en riesgo\ndurante la lactancia y permiso por lactancia.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-riskassessment\">\u003Cp>28.1Si, tras efectuar la evaluación de riesgos por parte de la Empresa y el\nComité de Seguridad y Salud, existieren puestos de trabajo que puedan influir\nnegativamente en la salud de la trabajadora durante el embarazo, o del feto, la\nEmpresa deberá adoptar las medidas necesarias para evitar la exposición de la\ntrabajadora a dicho riesgo. Cuando la adaptación no fuese posible, o a pesar\nde tal adaptación, las condiciones del puesto de trabajo pudieran influir\nnegativamente en la salud de la mujer trabajadora embarazada o del feto, ésta\ndeberá desempenar un puesto de trabajo o función diferente y compatible con\nsu estado.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>28.2En el supuesto de que el cambio de puesto no resultara técnica u\nobjetivamente posible, o no pueda razonablemente exigirse por motivos\njustificados, podrá declararse el paso de la trabajadora afectada a la\nsituación de suspensión del contrato por riesgo durante el embarazo,\ncontemplada en el artículo 45.1.e) del Estatuto de los Trabajadores, durante\nel periodo necesario para la protección de su seguridad o de su salud y\nmientras persista la imposibilidad de reincorporarse a su puesto anterior o a\notro puesto compatible con su estado.\u003C\u002Fp>\n\n\u003Cp>28.3Asimismo, Si las condiciones de trabajo pudieran influir negativamente\nen la salud de la mujer o del hijo y, la empresa no pudiera adoptar las medidas\nnecesarias para evitar la exposición a dicho riesgo (adaptación\u002Fcambio de\npuesto\u002Ffunciones); la trabajadora tendrá derecho a una suspensión del\ncontrato durante el período de lactancia natural hasta que el lactante alcance\nla edad de nueve meses y así lo certifiquen los servicios médicos de la Mutua\ncon la que la empresa tenga concertada la cobertura de los riesgos\nprofesionales tras aportar el informe del médico del Servicio Nacional de\nSalud que asista facultativamente a la trabajadora o a su hijo.\u003C\u002Fp>\n\n\u003Cp>La situación de suspensión del contrato por riesgo durante la lactancia\nnatural finalizará antes de los nueve meses de edad si se suspende la\nlactancia natural (por el cambio a artificial).\u003C\u002Fp>\n\n\u003Cp>28.4Lactancia. En los supuestos de nacimiento de hijo, adopción,\nacogimiento o guarda con fines de adopción o acogimiento, de acuerdo con el\nartículo 45.1.d) del Estatuto de los Trabajadores, para la lactancia del menor\nhasta que este cumpla nueve meses, la persona trabajadora tendrá el derecho a\nuna hora de ausencia del trabajo, que podrán dividir en dos fracciones. La\nduración del permiso se incrementará proporcionalmente en los casos de parto\nmúltiple. \u003C\u002Fp>\n\n\u003Cp>No obstante, ésta podrá sustituir este derecho por una reducción de su\njornada en media hora con la misma finalidad o acumularlo en jornadas completas\ncon el límite de 14 días laborables. El derecho a este permiso podrá ser\nejercido indistintamente por cualquiera de los progenitores en caso de que\nambos trabajen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Ch3 id=\"L519\">Artículo 29. Protección a las víctimas de la violencia de\ngénero o de violencia sexual y prevención del acoso por razón de sexo.\u003C\u002Fh3>\n\n\u003Cp>29.1Las trabajadoras víctimas de violencia de género o de violencia sexual\ntendrán derecho a la reducción de la jornada de trabajo, con disminución\nproporcional de su salario, o a la reordenación de su tiempo de trabajo, a\ntravés de la adaptación de su horario, o a la suspensión de la relación\nlaboral con reserva de puesto de trabajo, o a poder solicitar la extinción del\ncontrato de trabajo.\u003C\u002Fp>\n\n\u003Cp>29.2El período de suspensión del contrato de trabajo por este motivo no\npodrá exceder de una duración máxima inicial de seis meses sin perjuicio de\nque se amplíen posteriormente por el Juez por períodos de tres meses, con un\nmáximo de dieciocho meses.\u003C\u002Fp>\n\n\u003Cp>29.3Se tomarán las medidas necesarias para, en el caso de que fuera\nconveniente para garantizar una mayor indemnidad a la víctima de violencia de\ngénero o de violencia sexual, pueda ser trasladada de centro de trabajo.\u003C\u002Fp>\n\n\u003Cp>29.4La empresa suscribirá contratos de interinidad para sustituir a las\ntrabajadoras víctimas de violencia de género o de violencia sexual que hayan\nsuspendido su contrato de trabajo o ejercido su derecho a la movilidad\ngeográfica o cambio de centro de trabajo. Cuando se produzca su\nreincorporación, ésta se realizará en las mismas condiciones existentes en\nel momento de la suspensión del contrato de trabajo.\u003C\u002Fp>\n\n\u003Cp>29.5Las trabajadoras víctimas de violencia de género o de violencia sexual\nque optaran por la suspensión de su contrato de trabajo, si éste fuera de\nduración determinada, al llegar el término en él senalado expirará la\nreláción laboral pese a que estuviera suspendida por este motivo.\u003C\u002Fp>\n\n\u003Cp>29.6Las ausencias o faltas de puntualidad al trabajo motivadas por la\nsituación física o psicológica derivada de la violencia de género o de\nviolencia sexual se considerarán justificadas cuando así lo determinen los\nservicios sociales de atención o servicios de salud, según proceda.\u003C\u002Fp>\n\n\u003Cp>29.7Tanto la decisión de suspender o extinguir el contrato de trabajo, así\ncomo solicitar la movilidad o traslado de centro de trabajo, y la\njustificación de las ausencias, deberán ser comunicadas a la empresa por la\npersona a la mayor brevedad posible de acuerdo con su situación.\u003C\u002Fp>\n\n\u003Cp>29.8A los efectos de acreditar la situación de víctima de violencia de\ngénero o de violencia sexual, será necesaria la orden de protección a favor\nde la víctima o el informe del Ministerio Fiscal que indique la existencia de\nindicios de que la persona demandante es víctima de violencia de género o de\nviolencia sexual, hasta tanto se dicte la orden de protección.\u003C\u002Fp>\n\n\u003Cp>29.9Para la prevención del acoso sexual por razón de sexo, se elaborará\nun protocolo de actuación que comprenderá, al menos, los siguientes\nprincipios:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)El compromiso de la Empresa de prevenir y no\ntolerar el acoso sexual y el acoso por razón de sexo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)La instrucción a todo el personal de su deber de\nrespetar la dignidad de las personas y su derecho a la intimidad, así como la\nigualdad de trato entre mujeres y hombres.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c)El tratamiento reservado de las denuncias de\nhechos que pudieran ser constitutivos de acoso sexual o de acoso por razón de\nsexo, sin perjuicio de lo establecido en la normativa de régimen\ndisciplinario.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">d)La identificación de las personas responsables\nde atender a quienes formulen una queja o denuncia. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch3 id=\"L547\">Artículo 30. Permisos para la formación.\u003C\u002Fh3>\n\n\u003Cp>30.1Los negociadores consideran que la formación como un elemento básico\npara el desarrollo profesional y personal de los recursos humanos.\u003C\u002Fp>\n\n\u003Cp>30.2Los principios básicos que inspiran esta política son:\u003C\u002Fp>\n\n\u003Cp>La formación no es un fin sino un medio de desarrollo profesional para\nlograr la mejor adaptación profesional, y el más óptimo aprovechamiento de\nlos recursos que nos permitan aumentar la empleabilidad del empleado y de esta\nforma aumentar la competitividad de la empresa.\u003C\u002Fp>\n\n\u003Cp>La formación no se concibe como una acción aislada sino como un proceso\npermanente y continuo que debe ser impulsado mediante un sistema de formación\ncontinua.\u003C\u002Fp>\n\n\u003Cp>La formación debe abarcar todos los aspectos de la vida laboral de las\npersonas trabajadoras, tanto la formación de ingreso, como par el\nperfeccionamiento profesional en el aprendizaje de nuevas técnicas y\u002Fo\nhabilidades, así como una formación para reciclar que permita la mayor y más\nrápida adaptación de las personas trabajadoras a los requerimientos\nasistenciales.\u003C\u002Fp>\n\n\u003Cp>30.3Se informará anualmente a la representación de las personas\ntrabajadoras de los planes de formación de la Empresa. Así como de sus\nmodificaciones.\u003C\u002Fp>\n\n\u003Cp>En este sentido, la Dirección de la empresa se reunirá con la\nrepresentación de las personas trabajadoras con el fin de que éstos aporten\nideas, sugerencias o iniciativas que puedan ser consideradas en la elaboración\nde dicho plan. Asimismo, la representación de las personas trabajadoras\nrealizarán el seguimiento del desarrollo de las acciones formativas y todas\naquellas atribuciones que regula el Sistema de Formación Profesional para el\nEmpleo en el ámbito laboral.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>En el supuesto que se rechazara por la representación social, deberá\nargumentarse de forma razonada las causas que justifiquen el mismo.\u003C\u002Fp>\n\n\u003Cp>30.4Las personas trabajadoras con al menos un ano de antigüedad en la\nempresa tienen derecho a un permiso retribuido de 20 horas anuales de\nformación profesional para el empleo, vinculada a la actividad de la empresa,\nacumulables por periodos de hasta cinco anos. Si esta acumulación se pidiera a\ncuenta de los anos posteriores, previa acreditación del curso, podrán ser\ndisfrutado, y en el supuesto que la persona trabajadora causara baja voluntaria\nen la empresa antes de finalizar los cinco anos, la empresa deducirá de su\nliquidación las horas disfrutadas y no devengadas.\u003C\u002Fp>\n\n\u003Cp>El derecho se entenderá cumplido en todo caso cuando la persona trabajadora\npueda realizar las acciones formativas dirigidas a la obtención de la\nformación profesional para el empleo en el marco de un plan de formación\ndesarrollado por iniciativa empresarial o comprometidos por negociación.\u003C\u002Fp>\n\n\u003Cp>No podrá comprenderse en el derecho a que se refiere este apartado la\nformación que deba obligatoriamente impartir la empresa a su cargo conforme a\nlo previsto en otras leyes.\u003C\u002Fp>\n\n\u003Cp>30.5La persona trabajadora que cursen con regularidad estudios para la\nobtención de un título académico o profesional podrán solicitar la\nadecuación del turno de trabajo, que será atendido por la empresa siempre que\nsea posible, así como a la adaptación de la jornada ordinaria de trabajo para\nla asistencia a cursos de formación reglada.\u003C\u002Fp>\n\n\u003Cp>30.6A la concesión de una reducción de jornada de trabajo por la\nrealización de estudios oficiales relacionados o no con la carrera profesional\ndel trabajador.\u003C\u002Fp>\n\n\u003Cp>30.7A 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\u003Cp>30.8A los permisos necesarios para concurrir a exámenes cuando curse con\nregularidad estudios para la consecución de títulos oficiales académicos o\nprofesionales, teniendo en cuenta que de estos permisos únicamente serán\nretribuidos los correspondientes a exámenes eliminatorios. Así como las\npruebas de acceso a mayores. \u003C\u002Fp>\n\n\u003Cp>Los trabajadores y trabajadoras disfrutarán este permiso el día natural\nque tenga el examen, si presta sus servicios en jornada diurna. Si el\ntrabajador o trabajadora tuviera turno nocturno, el permiso se disfrutará la\nnoche anterior al examen.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2 id=\"L583\">CAPÍTULO SÉPTIMO Tiempo de trabajo\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L585\">Artículo 31. Jornada laboral.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspyear\">\u003Cp>31.1Durante la vigencia de este convenio, la jornada laboral será de\ncuarenta horas semanales de promedio y en cómputo anual de 1772 horas para\n2025, 1768 horas para 2026, 1760 horas para 2027 y 1752 horas para 2028,\nconcretándose los días 24 y 31 de diciembre como días de descanso.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>31.2Previo acuerdo entre el Comité de empresa y la Dirección se podrá no\ntrabajar los sábados recuperando dichas horas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">31.3El personal de administración disfrutará previo acuerdo del Comité de\nempresa con la Dirección, de jornada intensiva, en los meses de verano, del 1\nde junio al 15 de septiembre, con el horario de ocho a quince horas no\nrecuperables de lunes a viernes\u003C\u002Fdiv>.\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L593\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3 id=\"L593\">Artículo 32. Vacaciones.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>32.1El período de vacaciones anuales retribuidas, no substituibles por\ncompensación económica, veintidós días laborables al ano, contados de lunes\na viernes distribuidas en el período comprendido entre el 1 de julio al 30 de\nseptiembre, comenzando el 1 de cada mes y serán percibidas según el cómputo\ndel sueldo real. Se entiende por salario real toda la remuneración que el\ntrabajador viniera percibiendo por cualquier concepto. En todo caso, las\nvacaciones no se iniciarán en sábado ni en domingo o día festivo. En ningún\ncaso coincidirán dos turnos de vacaciones para lo cual se adaptará el\ncalendario vacacional anterior en un máximo de tres días por delante o tres\ndías por detrás del periodo antes indicado (del 1 de julio al 30 de\nseptiembre) reflejándolo en el calendario laboral.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Estas serán rotativas en anos sucesivos y las listas serán colocadas en el\ntablón de anuncios el 1 de abril.\u003C\u002Fp>\n\n\u003Cp>32.2En caso de que se pactara en un centro de trabajo, entre empresa y la\nrepresentación legal de las personas trabajadoras, un calendario vacacional\nrotativo aplicable para toda la plantilla durante los 12 meses del ano,\naquellas personas trabajadoras que les toque disfrutar las vacaciones fuera del\nperiodo de verano (del 1 de julio al 30 de septiembre), percibirán una prima\nde 456,17 euros por los 22 días o su parte proporcional.\u003C\u002Fp>\n\n\u003Cp>32.3Adicionalmente a lo fijado, si la empresa acordase con la\nRepresentación Legal de las personas trabajadoras períodos de disfrute de\nvacaciones que superasen los tres meses, la prima será proporcional a la\nfijada en el presente artículo para el período de doce meses. A modo de\nejemplo si las vacaciones pactadas se distribuyeran en seis meses la prima\nsería de 228,08 euros.\u003C\u002Fp>\n\n\u003Cp>32.4El personal fijo-discontinuo no podrá cesar su actividad en la empresa\nsin haber disfrutado de las vacaciones que les correspondiesen según los días\ntrabajados.\u003C\u002Fp>\n\n\u003Cp>32.5En caso de no haber acuerdo se aplicará lo contenido en el párrafo 1\nde este artículo.\u003C\u002Fp>\n\n\u003Cp>32.6Cuando el período de vacaciones fijado en el calendario de vacaciones\nde la empresa al que se refiere el párrafo anterior coincida en el tiempo con\nuna incapacidad temporal derivada del embarazo, el parto o la lactancia natural\no con el período de suspensión del contrato de trabajo previsto en el\nartículo 48 apartados 4, 5 y 7 del E. T., se tendrá derecho a disfrutar las\nvacaciones en fecha distinta a la de la incapacidad temporal o a la del\ndisfrute del permiso que por aplicación de dicho precepto le correspondiera,\nal finalizar el período de suspensión, aunque haya terminado el ano natural a\nque correspondan. \u003C\u002Fp>\n\n\u003Cp>32.7En el supuesto de que el período de vacaciones coincida con una\nincapacidad temporal por contingencias distintas a las senaladas en el párrafo\nanterior que imposibilite a la persona trabajadora disfrutarlas, total o\nparcialmente, durante el ano natural a que corresponden, la persona trabajadora\npodrá hacerlo una vez finalice su incapacidad y siempre que no hayan\ntranscurrido más de dieciocho meses a partir del final del ano en que se hayan\noriginado.\u003C\u002Fp>\n\n\u003Ch3 id=\"L611\">Artículo 33. Horas extraordinarias, acción coyuntural contra el\ndesempleo.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>33.1Con el fin de aportar la mayor colaboración posible por parte de las\nempresas, de cara a solucionar, en la parte que se pueda, el problema del paro,\nla realización de horas extraordinarias nunca tendrá carácter habitual y,\npor tanto, se efectuarán solo cuando lo exijan las circunstancias especiales,\nque deberán ser previamente puestas en conocimiento del comité de empresa o\nrepresentantes de los trabajadores.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">33.2En caso de realizar horas extraordinarias, su importe será calculado en\nbase al salario real anual, dividido entre las horas normales a realizar en el\nano y ello incrementado en un 75 por 100.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>33.3Las horas extras realizadas también podrán ser compensadas a razón de\nuna hora y cuarenta y cinco minutos ordinarios por cada hora extraordinaria\ntrabajada. Este tiempo acumulado por las personas trabajadoras que lo realicen\ntendrán derecho a disfrutarlo en un 50 por 100 a su criterio personal y en el\nrestante 50 por 100 a criterio de la empresa, todo ello dentro del período de\nvigencia del convenio; ambas partes notificarán con una semana de antelación\nel disfrute del tiempo.\u003C\u002Fp>\n\n\u003Cp>33.4Se entiende que dichas horas extraordinarias se efectuarán a partir de\nla jornada laboral máxima en días laborables y nunca rebasarán el tope\nmáximo establecido por la ley. Se entregará trimestralmente el estadillo de\nhoras extras a los representantes de los trabajadores.\u003C\u002Fp>\n\n\u003Ch2 id=\"L623\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">CAPÍTULO OCTAVO Régimen retributivo\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Ch3 id=\"L625\">Artículo 34. Estructura del salario.\u003C\u002Fh3>\n\n\u003Cp>34.1La retribución del personal comprendido en el ámbito de este convenio\nestará constituida por los conceptos retributivos contenidos en el anexo VI,\nasí como los contemplados en el artículo 36.2.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>34.2El salario anual se abonará distribuido en quince pagas, doce de las\ncuales corresponderán a las mensualidades del ano y las tres restantes serán\nabonadas en el mes de Julio, Navidad y la paga de San José el 1 de mayo.\u003C\u002Fp>\n\n\u003Cp>34.3Todas las pagas serán abonadas mediante transferencia a la cuenta\nbancaria que cada una de las personas trabajadoras designe al efecto.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3 id=\"L633\">Artículo 35. Gratificaciones extraordinarias.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>35.1Las gratificaciones extraordinarias de julio y Navidad y la paga de San\nJosé, en mayo, se abonarán a razón de una mensualidad, que consistirá en\nsalario base más la antigüedad correspondiente a treinta días, plus de\nconvenio y plus trasporte.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L637\">Artículo 36. Salario base y otros complementos salariales.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>36.1Para todos los conceptos salariales del convenio, se acuerdan los\nsiguientes incrementos:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Para el ejercicio 2025 el incremento salarial\nserá del 4%.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Para el ejercicio 2026 el incremento salarial\nserá del 4%. \u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Para el ejercicio 2027 el incremento salarial\nserá el IPC real ano anterior +0,7 %.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Para el ejercicio 2028 el incremento salarial\nserá el IPC real ano anterior + 0,7%.\u003C\u002Fp>\n\n\u003Cp>Para los anos 2025 y 2026 se garantizará el IPC del ano anterior si este\nfuese superior a los incrementos pactados. El IPC de base para los anos 2027 y\n2028 no podrá ser negativo. En este sentido, en caso de que se produzca se\ntomará para determinar los salarios del ano siguiente un valor de IPC igual a\n0 % más el incremento adicional pactado para cada uno de los dos anos.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>36.2Los conceptos salariales de las personas trabajadoras afectadas por este\nconvenio son los siguientes:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">a)\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">Salario Base: En la tabla salarial se describen\nlas retribuciones que por este concepto corresponde a cada persona trabajadora,\ncon arreglo a su categoría profesional, pudiendo expresarse en cómputo diario\no mensual.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">b)Plus de convenio: Este concepto se crea sobre la\nbase de la refundición y consecuente supresión de los antiguos conceptos de\nplus de asistencia y el de ayuda social. Su cuantía, para todas las\ncategorías es de 8,13 euros por día efectivamente trabajado, considerándose\na estos solos efectos seis días laborales semanales.\u003C\u002Fp>\n\n\u003Cp>En el caso de que en alguna empresa no se trabaje el sexto día semanal, se\npercibirá íntegramente el importe del citado plus correspondiente dicho\ndía.\u003C\u002Fp>\n\n\u003Cp>c)Plus de transporte: La cuantía de su importe se fija en 4,08 euros por\ndía efectivamente trabajado, teniendo el mismo tratamiento que lo enunciado\npara el plus de convenio.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>d)Antigüedad: En concepto de antigüedad se acuerda por voluntad de las\npartes declarar la inaplicabilidad de la escala establecida en el artículo 28\nde la Reglamentación Nacional del Trabajo para la Industrias Elaboradoras del\nArroz, a partir del día 1 de abril de 1988, y sustituirla por el sistema\nsiguiente:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Dos bienios al 5 por 100.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Un quinquenio al 10 por 100.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Un trienio al 5 por 100.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Un cuatrienio al 5 por 100.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Un trienio al 10 por 100.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Un quinquenio al 10 por 100.\u003C\u002Fp>\n\n\u003Cp>Estos porcentajes serán calculados sobre el salario base correspondiente a\ncada categoría vigente en cada momento.\u003C\u002Fp>\n\n\u003Cp>La tabla resultante de esta escala se refleja a continuación:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-A los dos anos cumplidos, el 5 por 100.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-A los cuatro anos cumplidos, el 10 por 100.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-A los nueve anos cumplidos, el 20 por 100.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-A los doce anos cumplidos, el 25 por 100.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-A los dieciséis anos cumplidos, el 30 por 100.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-A los diecinueve anos cumplidos, el 40 por 100.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-A los veinticuatro anos cumplido, el 50 por\n100.\u003C\u002Fp>\n\n\u003Cp>Considerándose los anos cumplidos a partir del día siguiente al ano\nreflejado en la tabla anterior.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e)Plus por «cuarto turno»: Para su implantación deberá preavisarse con\nun plazo de al menos quince días y en el caso de que la empresa lo interrumpa\ndurante la semana, el plus se pagará completo.\u003C\u002Fp>\n\n\u003Cp>Por causas organizativas y\u002Fo productivas previa y debidamente razonadas,\njustificadas y comunicadas a la RLPT y a las personas trabajadoras, se podrá\npreavisar con un plazo inferior a quince días su implantación. \u003C\u002Fp>\n\n\u003Cp>Ante este supuesto, si el preaviso es inferior a siete días, se compensará\ncon 100 euros y si se realiza entre el 7 y el 15 día, de 50 euros. Estas\ncuantías se actualizarán según los incrementos pactados en 2026 y los\nsiguientes anos.\u003C\u002Fp>\n\n\u003Cp>El plus por «cuarto turno», a percibir por todas las personas trabajadoras\nque realicen dicho sistema de trabajo, sufrirá en 2025 una subida lineal de 5\neuros semanales más el 4 %, siendo de 116,79 euros\u002Fsemanales. Para 2026 y\nsiguientes se actualizará en base a los incrementos salariales pactados.\u003C\u002Fp>\n\n\u003Cp>f)Pluses y beneficios por trabajos tóxicos, penosos y nocturnos:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp style=\"margin-left:2em;\">f.1) Los trabajos nocturnos irán incrementados,\ncomo mínimo en un 35 por 100 sobre el salario base.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-HARDSHIP_trigger\">\u003Cp style=\"margin-left:2em;\">f.2) En los trabajos tóxicos y penosos Irán\nincrementados, como mínimo en un 25 por 100 sobre el salario base, que será\nproporcional a la jornada de trabajo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp style=\"margin-left:2em;\">f.3) En los trabajos realizados de limpieza de\nsecadores mecánicos, silos de recepción de arroz cáscara, fosos de\nelevadores, payuseras y tratamiento de ceniza, tendrán derecho los que\nrealicen dicho trabajo a disfrutar de doce minutos de descanso por cada hora de\ntrabajo, en un lugar aislado del polvo y del ruido.\u003C\u002Fp>\n\n\u003Cp>g)Incentivos: Podrá establecerse complemento salarial por cantidad y\u002Fo\ncalidad de trabajo, en el ámbito de la empresa.\u003C\u002Fp>\n\n\u003Cp>La implantación o modificación de un régimen de incentivos en ningún\ncaso podrá suponer que, a igual actividad, se produzca una pérdida en la\nretribución de la persona trabajadora, por este concepto y en el mismo puesto\nde trabajo.\u003C\u002Fp>\n\n\u003Cp>Las reclamaciones que puedan producirse en relación con las tarifas de\nestos complementos deberán ser planteadas a la representación legal de las\npersonas trabajadoras. De no resolverse en el seno de la empresa podrá\nplantearse la oportuna reclamación ante la autoridad competente, sin perjuicio\nde que por ello deje de aplicarse la tarifa objeto de reclamación. Se\ngarantizarán las compensaciones previstas en el período de adaptación, que\ndeberán establecerse en el ámbito de la empresa o en el convenio provincial\nen su caso.\u003C\u002Fp>\n\n\u003Cp>Si durante el período de adaptación la persona o personas trabajadoras\nafectadas obtuvieran rendimiento superior al normal, serán retribuidas de\nacuerdo con las tarifas que en previsión a tal evento se estableciesen.\u003C\u002Fp>\n\n\u003Cp>Si en ese período de adaptación la persona trabajadora no alcanzase el\nrendimiento normal, será retribuida como lo hubiese alcanzado.\u003C\u002Fp>\n\n\u003Cp>Si cualquiera de las personas trabajadoras remuneradas a prima o incentivo\nno diera el rendimiento acordado, por causa únicamente imputable a la empresa,\na pesar de aplicar la técnica, actividad y diligencias necesarias, tendrán\nderecho al salario que se hubiese previsto. Si las causas motivadoras de la\ndisminución del rendimiento fueran accidentales o no se extendieran a toda la\njornada, se le deberá compensar solamente a la persona trabajadora el tiempo\nque dura la disminución. Para acreditar este derecho, será imprescindible\nhaber permanecido en el lugar de trabajo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L723\">Artículo 36 bis. Abono en especie.\u003C\u002Fh3>\n\n\u003Cp>Las empresas darán a cada persona trabajadora diez kilogramos de arroz para\nconsumo particular en cada trimestre del ano.\u003C\u002Fp>\n\n\u003Ch3 id=\"L727\">Artículo 37. Dietas y desplazamientos.\u003C\u002Fh3>\n\n\u003Cp>37.1A las personas trabajadoras que por necesidades de la empresa tengan que\nrealizar viajes o desplazamientos a poblaciones distintas de aquellas donde\nradique su centro de trabajo, la empresa les abonará los gastos de\ndesplazamiento, hospedaje y manutención, aparte de una compensación\neconómica de 11,16 euros por día, caso de pernoctar, como consecuencia de\nmolestias e incomodidades. \u003C\u002Fp>\n\n\u003Cp>37.2Si los trabajos se efectúan de forma tal que la persona trabajadora\ntenga que realizar fuera del trabajo habitual la comida de mediodía, recibirá\n5,59 euros más los gastos de desplazamiento y manutención.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2 id=\"L735\">CAPÍTULO NOVENO Prevención de riesgos laborales\u003C\u002Fh2>\n\n\u003Ch3 id=\"L737\">Artículo 38. Principios inspiradores de la prevención de\nriesgos laborales.\u003C\u002Fh3>\n\n\u003Cp>38.1La prevención de riesgos laborales constituye uno de los asuntos sobre\nlos que las partes negociadoras han venido mostrando una mayor preocupación,\npor lo que esta materia debe ser tratada de forma prioritaria.\u003C\u002Fp>\n\n\u003Cp>38.2Principios generales. De conformidad con lo dispuesto en la Ley 31\u002F1995,\nde Prevención de Riesgos Laborales, las personas trabajadoras tienen derecho a\nuna protección eficaz en materia de seguridad y salud en el trabajo. Dicho\nderecho supone la existencia de un correlativo deber de la empresa en la\nprotección de las personas trabajadoras a su servicio frente a los riesgos\nlaborales.\u003C\u002Fp>\n\n\u003Cp>38.3En cumplimiento del deber de protección, la empresa deberá garantizar\nla seguridad y salud de las personas trabajadoras a su servicio en todos los\naspectos relacionados con el trabajo. Igualmente, la empresa está obligada a\ngarantizar la formación práctica y adecuada en estas materias a todas las\npersonas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>38.4Corresponde a la empresa facilitar el cumplimiento de las medidas de\nprevención que en cada caso sean adoptadas, así como al personal la\nobservancia de las mismas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L747\">Artículo 39. Comité de seguridad y salud.\u003C\u002Fh3>\n\n\u003Cp>39.1En el marco del presente convenio y como órgano de participación en la\nmateria, el Comité de Seguridad y Salud tendrá una composición paritaria por\ncada una de las partes, Dirección de Empresa-Comité de Empresa. Dicho Comité\ntendrá las competencias y facultades establecidas en el artículo 39 de la Ley\nde Prevención de Riesgos Laborales.\u003C\u002Fp>\n\n\u003Ch3 id=\"L751\">Artículo 40. Salud laboral.\u003C\u002Fh3>\n\n\u003Cp>40.1Las personas trabajadoras tienen derecho a una protección eficaz en\nmateria de seguridad y salud en el trabajo. El citado derecho supone la\nexistencia de un correlativo deber del empresario de protección de las\npersonas trabajadoras frente a los riesgos laborales. Las personas trabajadoras\ndeberán cooperar con el empresario para que éste pueda garantizar unas\ncondiciones de trabajo que sean seguras y no entranen riesgos para la propia\nseguridad y salud de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>40.2En cumplimiento del deber de protección, la Empresa garantizará la\nseguridad y la salud del personal a su servicio en todos los aspectos\nrelacionados con el trabajo y, en caso necesario, entregará con carácter\nprevio a las personas trabajadoras el protocolo de actuación para evitar los\nriesgos laborales. Igualmente, la Empresa está obligada a garantizar al\npersonal, una formación teórica y práctica, suficiente y adecuada, en\nmateria preventiva (artículo 19 de la LPRL). La formación a que se refiere\neste apartado deberá impartirse, siempre que sea posible, dentro de la jornada\nde trabajo o, en su defecto, en otras horas pero con el descuento en aquella\ndel tiempo invertido en la misma.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>40.3La formación se facilitará tanto en el momento de su contratación,\ncomo cuando se produzcan cambios en sus funciones o se introduzcan nuevas\ntecnologías o cambios en los equipos de trabajo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>40.4Las personas trabajadoras tienen derecho a ser informados, sobre todas\nlas cuestiones de salud laboral que les afecten. \u003C\u002Fp>\n\n\u003Cp>40.5Cada vez que se proceda a la fumigación en algunas de las secciones de\nla empresa ésta estará obligada a emitir, con antelación, a la\nrepresentación legal de las personas trabajadoras, informe que debe contener,\ncomo mínimo, la siguiente información:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Nombre comercial del producto.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Días de fumigación.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Horas necesarias de ventilación.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Riesgo de exposición.\u003C\u002Fp>\n\n\u003Cp>40.6Dicho informe se realizará como mínimo cada vez que se aplique un\nproducto nuevo, sin perjuicio de que la comunicación se haga cada vez que se\nrealice una aplicación.\u003C\u002Fp>\n\n\u003Cp>40.7Antes de iniciar la actividad fabril en la sección se comprobará con\nlos medios pertinentes la no existencia de peligro para la salud de la persona\ntrabajadora.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Ch3 id=\"L775\">Artículo 41. Vigilancia de la salud.\u003C\u002Fh3>\n\n\u003Cp>41.1La Empresa garantizará a las personas trabajadoras la vigilancia\nperiódica de su estado de salud en función de los riesgos inherentes al\ntrabajo que realicen y al ambiente laboral en que se desarrolle.\u003C\u002Fp>\n\n\u003Cp>41.2Esta vigilancia solo podrá llevarse a cabo cuando la persona\ntrabajadora preste su consentimiento. De este carácter voluntario sólo se\nexceptuarán previo informe de los representantes de las personas trabajadoras,\nlos supuestos en los que la realización de los reconocimientos sea\nimprescindible para evaluar los efectos de las condiciones de trabajo sobre la\nsalud de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>41.3Las medidas de vigilancia y control de la salud del personal se\nllevarán a cabo respetando siempre el derecho a la intimidad y\u002Fa la dignidad\nde la persona y la confidencialidad de toda la información relacionada con su\nestado de salud.\u003C\u002Fp>\n\n\u003Cp>41.4Las revisiones se realizarán preferentemente en horas de trabajo cuando\ncoincidan con su turno habitual y, cuando se trate de revisiones obligatorias,\nel tiempo dedicado a ellas se computará como efectivamente trabajado.\u003C\u002Fp>\n\n\u003Cp>41.5El personal será informado de manera conveniente, por escrito, y\nconfidencialmente de los resultados de los exámenes de salud a los que haya\nsido sometido, no pudiendo ser usados con fines discriminatorios ni en\nperjuicio de la persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>41.6La empresa facilitará a las personas trabajadoras una revisión médica\nal ano a través de los servicios médicos de la mutua patronal que proceda.\nLas pruebas mínimas que se realizarán son: analítica completa, tensión\narterial, reconocimiento torácico, capacidad visual, espirometría,\naudiometría y electrocardiograma (para las personas trabajadoras mayores de\ncuarenta anos). Adicionalmente para aquellas personas trabajadoras mayores de\ncincuenta anos podrán incluir en su analítica el marcador PSA (antígeno\nespecifico de la próstata).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>41.7El empresario deberá proporcionar a sus personas trabajadoras equipos\nde protección individual adecuados para el desempeno de sus funciones\nfacilitar el uso efectivo de los mismos cuando, por la naturaleza de los\ntrabajos realizados, sean necesarios. La persona trabajadora deberá utilizar\ncorrectamente los medios y equipos de protección facilitados por el\nempresario, de acuerdo con las instrucciones recibidas de éste; en este\nsentido tendrán derecho a:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.1El calzado reglamentario, así como los guantes\nde seguridad determinados por las normas de seguridad para el puesto de trabajo\nde que se trata.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.2Ropa de trabajo cada seis meses, una de verano y\notra de invierno, antes del 1 de mayo y del 1 de noviembre respectivamente. La\nropa de invierno deberá cubrir las mínimas condiciones para proteger del\nfrío al trabajador o trabajadora. \u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.3La empresa entregará los EPI (Equipos de\nProtección Individual) necesarios para el desarrollo de las tareas\nencomendadas, según la evaluación de riesgos del puesto de trabajo. La\npersona trabajadora se compromete a usarlos en aquellas áreas donde la\nevaluación de riesgos haya establecido que son necesarios y a cuidar de su\ncorrecto uso y conservación, informando a la empresa cuando sea necesario su\nreemplazo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>41.8La empresa deberá consultar a las personas trabajadoras, y permitir su\nparticipación, en el marco de todas las cuestiones que afecten a la seguridad\ny a la salud en el trabajo y corresponde a cada persona trabajadora velar,\nsegún sus posibilidades y mediante el cumplimiento de las medidas de\nprevención que en cada caso sean adoptadas, por su propia seguridad y salud en\nel trabajo y por la de aquellas otras personas a las que pueda afectar su\nactividad profesional, a causa de sus actos y omisiones en el trabajo, de\nconformidad con su formación y las instrucciones del empresario.\u003C\u002Fp>\n\n\u003Cp>41.9Los Delegados de Prevención son los representantes de las personas\ntrabajadoras con funciones específicas en materia de prevención de riesgos en\nel trabajo, cuyas competencias quedan reguladas en el capitulo V de la Ley de\nPrevención de Riesgos Laborales.\u003C\u002Fp>\n\n\u003Cp>El empresario deberá proporcionar a los Delegados de Prevención los medios\ny la formación en materia preventiva que resulten necesarios para el ejercicio\nde sus funciones.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cp>41.10En cumplimiento del deber de protección, el empresario deberá\ngarantizar que cada persona trabajadora reciba una formación teórica y\npráctica, suficiente y adecuada, en materia preventiva, tanto en el momento de\nsu contratación, cualquiera que sea la modalidad o duración de ésta, como\ncuando se produzcan cambios en las funciones que desempene o se introduzcan\nnuevas tecnologías o cambios en los equipos de trabajo.\u003C\u002Fp>\n\n\u003Cp>La formación deberá estar centrada específicamente en el puesto de\ntrabajo o función de cada persona trabajadora, adaptarse a la evolución de\nlos riesgos y a la aparición de otros nuevos y repetirse periódicamente, si\nfuera necesario.\u003C\u002Fp>\n\n\u003Cp>41.11La formación a que se refiere el apartado anterior deberá impartirse,\nsiempre que sea posible, dentro de la jornada de trabajo o, en su defecto, en\notras horas pero con el descuento en aquélla del tiempo invertido en la\nmisma.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L809\">Artículo 42. Medidas de emergencia.\u003C\u002Fh3>\n\n\u003Cp>42.1Según el artículo 20 de la Ley 31\u002F1995, de Prevención de Riesgos\nLaborales, la Empresa, teniendo en cuenta el tamano y la actividad de la misma,\nasí como la presencia de las personas atendidas, deberá analizar las posibles\nsituaciones de emergencia y adoptar las medidas necesarias en materia de\nprimeros auxilios, lucha contra incendios y evacuación de los pacientes y\npersonas trabajadoras, designando para ello al personal encargado de poner en\npráctica esta medidas y comprobando periódicamente, en su caso, su correcto\nfuncionamiento. El citado personal deberá poseer la formación necesaria, ser\nsuficiente en número y disponer del material adecuado, en función de las\ncircunstancias antes senaladas.\u003C\u002Fp>\n\n\u003Cp>42.2En todo caso, la Empresa deberá garantizar el cumplimiento de la\nnormativa vigente que, sobre medidas de emergencia, establece la\ncorrespondiente Administración Autonómica. \u003C\u002Fp>\n\n\u003Ch2 id=\"L817\">CAPÍTULO DÉCIMO Mejoras sociales\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspaytype\">\u003Ch3 id=\"L819\">Artículo 43. Complemento de enfermedad profesional, accidente de\ntrabajo y contingencia común.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>43.1Cualquier persona trabajadora que pase a incapacidad temporal por causa\nde enfermedad común, la empresa le abonará a partir del sexto día de baja un\ncomplemento hasta alcanzar el 100 por 100 de su salario real. Se entiende por\nsalario real todas las remuneraciones que la persona trabajadora viniera\npercibiendo por cualquier concepto.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>43.2En los casos de accidente u hospitalización, la empresa le abonará\ndesde el primer día un complemento hasta alcanzar el 100 por 100 de su salario\nreal. Igualmente, se abonará el 100 % en baja por nacimiento y cuidado del\nmenor.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">43.3El abono del complemento previsto en los dos apartados anteriores\nprocederá mientras la persona trabajadora afectada mantenga su relación\nlaboral (no extinguida por cualquiera de las causas previstas en el artículo\n49.1 Estatuto de los Trabajadores) y no se haya agotado el plazo de los 545\ndías naturales computados desde el inicio de la baja médica inicial.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L827\">Artículo 43 bis. Ayuda Social.\u003C\u002Fh3>\n\n\u003Cp>Se establece una ayuda social por nacimiento de hijo\u002Fa en ciento cincuenta y\ncinco euros (155 €) por cada evento.\u003C\u002Fp>\n\n\u003Cp>Esta cuantía se actualizará anualmente a partir del 1 de enero de 2026,\naplicando el mismo porcentaje de incremento salarial pactado en este convenio\npara ese ejercicio y sucesivos.\u003C\u002Fp>\n\n\u003Ch3 id=\"L833\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch3 id=\"L833\">Artículo 44. Jubilación.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>44.1Por jubilación voluntaria de una persona trabajadora fija, la empresa\nle abonará al interesado\u002Fa las siguientes cantidades:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Jubilación con cuatro anos de antelación a la\nedad legal vigente en cada momento: 5.854,59 euros.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Jubilación con tres anos de antelación a la edad\nlegal vigente en cada momento: 5.269,14 euros.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Jubilación con dos anos de antelación a la edad\nlegal vigente en cada momento: 4.683,69 euros.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Jubilación con un ano de antelación a la edad\nlegal vigente en cada momento: 4.098,21 euros.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp style=\"margin-left:2em;\">\u003C\u002Fp>\n\n\u003Cp>44.2Pudiéndose hacer efectivos dichos importes en un plazo de seis meses a\npartir de la fecha de jubilación, en dos plazos al 50 por 100.\u003C\u002Fp>\n\n\u003Cp>44.3Si en el transcurso de la vigencia del presente convenio fuera reducida\npor ley la edad de jubilación, se eliminarán las compensaciones económicas\nanteriormente citadas hasta el ano anterior al de dicha jubilación.\u003C\u002Fp>\n\n\u003Cp>44.4En caso de que por mutuo acuerdo con la empresa, la persona trabajadora\nacceda a la jubilación parcial anticipada mediante la celebración de un\ncontrato de relevo, y siempre que exista acuerdo entre la empresa y la persona\ntrabajadora afectada, la parte de la jornada laboral que reste por realizar al\ntrabajador\u002Fa jubilado\u002Fa parcialmente podrá acumularse en un único período de\ntrabajo continuado. la persona trabajadora jubilada parcialmente podrá\nacumular el tiempo de trabajo en una determinada época del ano. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Ch3 id=\"L851\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">Artículo 45. Póliza de seguro\u003C\u002Fdiv>.\u003C\u002Fh3>\n\n\u003Cp>45.1Se crea un Seguro Colectivo de Vida, Accidente y Enfermedad obligatorio\npara todas las empresas incluidas en el ámbito funcional del presente convenio\ncon los siguientes importes y contingencias:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)Indemnización por fallecimiento o incapacidad\npermanente total: 19.183,19 euros.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)Indemnización por incapacidad absoluta:\n26.947,63 euros.\u003C\u002Fp>\n\n\u003Cp>Estas cantidades se incrementarán a partir de 2026 anualmente en el mismo\nporcentaje que los incrementos salariales del convenio colectivo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>45.2Las pólizas deberán estar en vigor en el plazo de los treinta días\nsiguientes a la fecha de la publicación del presente convenio colectivo.\u003C\u002Fp>\n\n\u003Cp>45.3No obstante lo dispuesto en el apartado 45.1, en los supuestos de\ndeclaración de incapacidad permanente total o incapacidad absoluta, si la\npersona trabajadora continuase prestando servicios en la empresa, bien por\nhaberse realizado los ajustes razonables necesarios y adecuados en su puesto de\ntrabajo, bien por haber sido destinada a otro puesto de trabajo vacante y\ndisponible compatible con su nueva situación, de conformidad con lo\nestablecido en el artículo 49. del texto refundido de la Ley del Estatuto de\nlos Trabajadores, no procederá el abono de la indemnización prevista en la\npresente póliza de seguro para dichas contingencias, al no producirse la\nextinción de la relación laboral por esta causa.\u003C\u002Fp>\n\n\u003Ch2 id=\"L867\">CAPÍTULO UNDÉCIMO Régimen disciplinario\u003C\u002Fh2>\n\n\u003Ch3 id=\"L869\">Artículo 46. Régimen disciplinario.\u003C\u002Fh3>\n\n\u003Cp>Las personas trabajadoras podrán ser sancionados por la Dirección de la\nEmpresa de acuerdo con la graduación de faltas y sanciones que se establecen\nen los artículos siguientes.\u003C\u002Fp>\n\n\u003Ch3 id=\"L873\">Artículo 47. Graduación de faltas.\u003C\u002Fh3>\n\n\u003Cp>Toda falta cometida por una persona trabajadora, será clasificada por la\nDirección de la empresa atendiendo a su importancia, trascendencia, e\nintención, en leve, grave y muy grave.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2483\">Artículo 48. Faltas leves.\u003C\u002Fh3>\n\n\u003Cp>Se considerarán faltas leves las siguientes:\u003C\u002Fp>\n\n\u003Cp>a)De una a tres faltas de puntualidad sin justificación en el período de\nun mes.\u003C\u002Fp>\n\n\u003Cp>b)El uso del teléfono fijo o móvil para fines no profesionales, en el\ntiempo efectivo de trabajo o el puesto de trabajo o en otro que estuviera\nigualmente prohibido.\u003C\u002Fp>\n\n\u003Cp>c)No notificar con carácter previo o, en su caso, dentro de las\nveinticuatro horas siguientes a la falta, salvo en caso de fuerza mayor, la\nrazón de la ausencia al trabajo a no ser que se pruebe la imposibilidad de\nhaberlo hecho.\u003C\u002Fp>\n\n\u003Cp>d)Discutir violentamente con los companeros, clientes, proveedores y\npúblico dentro de la jornada de trabajo.\u003C\u002Fp>\n\n\u003Cp>e)No atender al público con la corrección y diligencia debidas. \u003C\u002Fp>\n\n\u003Ch3 id=\"L891\">Artículo 49. Faltas graves.\u003C\u002Fh3>\n\n\u003Cp>Se considerarán como faltas graves las siguientes:\u003C\u002Fp>\n\n\u003Cp>a)No utilizar la gorra y\u002Fo uniforme establecidos en el centro de trabajo de\nforma reiterada.\u003C\u002Fp>\n\n\u003Cp>b)El abandono del servicio sin causa justificada, aun por breve tiempo. Si\ncomo consecuencia del mismo se organizase perjuicio de alguna consideración a\nla empresa o fuere causa de accidente a sus companeros\u002Fas de trabajo, esta\nfalta podrá ser considerada como muy grave, según los casos.\u003C\u002Fp>\n\n\u003Cp>c)Más de cuatro faltas no justificadas de puntualidad en la asistencia al\ntrabajo cometidas en el período de sesenta días.\u003C\u002Fp>\n\n\u003Cp>d)Falta de uno a tres días al trabajo durante un período de treinta días\nsin causa que lo justifique. Bastará con una sola cuando tenga que relevar a\nun companero o como consecuencia de la misma se cause perjuicio a la\nempresa.\u003C\u002Fp>\n\n\u003Cp>e)No comunicar con la puntualidad debida los cambios experimentados en la\nfamilia que puedan afectar a la Seguridad Social. La falsedad en estos datos se\nconsiderará como falta muy grave.\u003C\u002Fp>\n\n\u003Cp>f)Entregarse a juegos durante la jornada de trabajo.\u003C\u002Fp>\n\n\u003Cp>g)La desobediencia a sus superiores en cualquier materia de trabajo,\nincluida la resistencia y obstrucción de nuevos métodos de racionalización\ndel trabajo. Si implicase quebranto manifiesto de la disciplina o de ella se\nderivase perjuicio notorio para la empresa, podrá ser considerado como falta\nmuy grave.\u003C\u002Fp>\n\n\u003Cp>h)Simular la presencia de otro al trabajo, firmando o fichando por él.\u003C\u002Fp>\n\n\u003Cp>i)La negligencia o desidia en el trabajo que afecte a la buena marcha del\nmismo.\u003C\u002Fp>\n\n\u003Cp>j)La imprudencia en acto de trabajo. Si implicase riesgo de accidente para\nla persona trabajadora, para sus companeros\u002Fas, o peligro de avería para las\ninstalaciones, podrá ser considerada como muy grave.\u003C\u002Fp>\n\n\u003Cp>k)Realizar sin el oportuno permiso trabajos particulares durante la jornada,\nasí como el empleo, para usos propios, de herramientas de la empresa.\u003C\u002Fp>\n\n\u003Cp>l)La reincidencia en falta leve (incluida la puntualidad), aunque sea de\ndistinta naturaleza, dentro de un trimestre y habiendo mediado sanción que no\nsea la amonestación verbal.\u003C\u002Fp>\n\n\u003Cp>m)Comer fuera de las zonas habilitadas para ello.\u003C\u002Fp>\n\n\u003Cp>n)No utilización de los EPI.\u003C\u002Fp>\n\n\u003Cp>o)Fumar en el centro de trabajo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L925\">Artículo 50. Faltas muy graves.\u003C\u002Fh3>\n\n\u003Cp>Se considerarán como faltas muy graves las siguientes:\u003C\u002Fp>\n\n\u003Cp>a)La acumulación y\u002Fo reiteración de tres faltas laborales graves en seis\nmeses.\u003C\u002Fp>\n\n\u003Cp>b)Las faltas injustificadas al trabajo durante tres días consecutivos o\ncinco alternos en un período de un mes.\u003C\u002Fp>\n\n\u003Cp>c)El fraude, deslealtad en las gestiones encomendadas y el hurto o robo,\ntanto a sus companeros\u002Fas de trabajo como a la empresa o a cualquier otra\npersona dentro de las dependencias de la empresa durante el trabajo en\ncualquier otro lugar.\u003C\u002Fp>\n\n\u003Cp>d)La simulación de enfermedad o accidente. Se entenderá siempre que existe\nfalta cuando una persona trabajadora de baja por tales motivos realice trabajos\nremunerados de cualquier índole por cuenta propia o ajena. También se\ncomprenderá en este apartado toda manipulación hecha para prolongar la baja\npor accidente o enfermedad.\u003C\u002Fp>\n\n\u003Cp>e)La continuada y habitual falta de aseo y limpieza, de tal índole, que\nproduzca quejas justificadas de sus companeros\u002Fas de trabajo.\u003C\u002Fp>\n\n\u003Cp>f)La embriaguez, el consumo y tráfico de drogas y el estado derivado del\nconsumo de alcohol o de cualquier otro estupefaciente, habitual en la jornada\nlaboral y la repercusión negativa en el trabajo. \u003C\u002Fp>\n\n\u003Cp>g)Violar el secreto de correspondencia o documentos reservados de la\nempresa, o revelar a extranos a los mismos datos de reserva obligada.\u003C\u002Fp>\n\n\u003Cp>h)Realización de actividades que impliquen competencia desleal a la\nempresa.\u003C\u002Fp>\n\n\u003Cp>i)Agredir físicamente a un companero\u002Fa, cliente, proveedor y publico dentro\nde la jornada de trabajo.\u003C\u002Fp>\n\n\u003Cp>j)Los malos tratos de palabra u obra, abuso de autoridad o falta grave de\nrespeto y consideración a sus jefes o familiares, así como a sus\ncompaneros\u002Fas y subordinados.\u003C\u002Fp>\n\n\u003Cp>k)Causar accidentes graves por imprudencia o negligencia.\u003C\u002Fp>\n\n\u003Cp>l)La reincidencia en falta grave, aunque sea de distinta naturaleza, siempre\nque se cometan en el período de un trimestre y hayan sido sancionadas (excepto\nla de puntualidad).\u003C\u002Fp>\n\n\u003Ch3 id=\"L953\">Artículo 51. Régimen de sanciones.\u003C\u002Fh3>\n\n\u003Cp>51.1Corresponde a la empresa la facultad de imponer sanciones en los\ntérminos de lo estipulado en el presente convenio.\u003C\u002Fp>\n\n\u003Cp>51.2La sanción de faltas leves, graves y muy graves requerirá\ncomunicación por escrito al trabajador, haciendo constar la fecha y los hechos\nque la motivaron.\u003C\u002Fp>\n\n\u003Cp>51.3Impuesta la sanción, el cumplimiento de la misma se podrá dilatar\nhasta seis meses después de la fecha de imposición.\u003C\u002Fp>\n\n\u003Cp>51.4La empresa dará cuenta a los representantes de las personas\ntrabajadoras de toda sanción por falta grave y muy grave que se imponga.\u003C\u002Fp>\n\n\u003Ch3 id=\"L963\">Artículo 52. Sanciones.\u003C\u002Fh3>\n\n\u003Cp>52.1Las sanciones máximas que podrán imponerse a los que incurran en las\nfaltas serán las siguientes:\u003C\u002Fp>\n\n\u003Cp>a)Por faltas leves: Amonestación por escrito.\u003C\u002Fp>\n\n\u003Cp>b)Por faltas graves: Amonestación por escrito. Suspensión de empleo y\nsueldo de dos a veinte días.\u003C\u002Fp>\n\n\u003Cp>c)Por faltas muy graves: Suspensión de empleo y sueldo de veinte a sesenta\ndías.\u003C\u002Fp>\n\n\u003Cp>Despido.\u003C\u002Fp>\n\n\u003Cp>52.2Cualquier sanción que se imponga a una persona trabajadora deberá\nserle comunicada por escrito; una copia de la misma se entregará al Comité de\nEmpresa o representantes de las personas trabajadoras. Las faltas de asistencia\na la persona trabajadora por detención preventiva como consecuencia de la\nimputación de delitos o faltas, siempre que tal imputación no fuese\nconfirmada por sentencia o resolución firme, no serán consideradas como\nfaltas injustificadas para ejercitar el despido.\u003C\u002Fp>\n\n\u003Cp>52.3Cuando fuera llamada una persona trabajadora por la Empresa para\nimponerle una sanción podrá estar presente, a requerimiento del interesado,\nun miembro del Comité de empresa o representante de las personas\ntrabajadoras.\u003C\u002Fp>\n\n\u003Cp>52.4Si una persona trabajadora con la categoría de conductor se le retirase\nel permiso de conducir, la empresa tendrá obligación de darle un puesto de\ntrabajo dentro de la misma, salvo que la causa de la retirada del permiso sea\npor embriaguez durante el tiempo de dicha sanción, volviendo después a su\ncategoría y puesto de trabajo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L981\">Artículo 53. Prescripción.\u003C\u002Fh3>\n\n\u003Cp style=\"margin-left:2em;\">-Faltas leves: diez días.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Faltas graves: veinte días.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Faltas muy graves: sesenta días.\u003C\u002Fp>\n\n\u003Cp>Todas ellas a partir de la fecha en que la empresa tuvo conocimiento de su\ncomisión y, en todo caso, a los seis meses de haberse cometido. \u003C\u002Fp>\n\n\u003Ch2 id=\"L993\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">CAPÍTULO DUODÉCIMO Sistema de clasificación profesional\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Ch3 id=\"L995\">Artículo 54.\u003C\u002Fh3>\n\n\u003Cp>Los grupos profesionales serán los siguientes:\u003C\u002Fp>\n\n\u003Cp>a)Personal Técnico, Administrativo y Comercial:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Nivel I.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Nivel II.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Nivel III.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Nivel IV.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Nivel V.\u003C\u002Fp>\n\n\u003Cp>b)Personal de Producción:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Nivel I.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Nivel II.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Nivel III.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Nivel IV.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Nivel V.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Nivel VI.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Nivel VII.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Nivel VIII.\u003C\u002Fp>\n\n\u003Cp>c)Personal de Soporte:\u003C\u002Fp>\n\n\u003Cp>c.1) Personal de mantenimiento:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Nivel I.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Nivel II.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Nivel III.\u003C\u002Fp>\n\n\u003Cp>c.2) Personal Servicios Generales:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Nivel I.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Nivel II.\u003C\u002Fp>\n\n\u003Cp>54.1Los niveles descritos en cada grupo profesional comportan una serie de\ncompetencias y responsabilidades, de tal suerte que los niveles superiores\npodrán puntualmente desarrollar las funciones de los niveles inferiores,\nsiempre que cuente con la formación adecuada, manteniendo la retribución de\nsu nivel profesional.\u003C\u002Fp>\n\n\u003Cp>54.2Igualmente los de nivel inferior podrán puntualmente desempenar el\nnivel superior, siempre que cuente con la formación adecuada, percibiendo la\nretribución que corresponda.\u003C\u002Fp>\n\n\u003Cp>54.3En las fábricas que por su plantilla no cuenten con personas\ntrabajadoras de todas las categorías, uno mismo deberá desempenar los\ncometidos de varias, y percibirá la mayor retribución que corresponda en este\nconvenio al trabajo que desempena.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Ch3 id=\"L1051\">Artículo 55. Grupo profesional a): Personal Técnico,\nAdministrativo y Comercial.\u003C\u002Fh3>\n\n\u003Cp>Nivel I. Es el empleado\u002Fa que bajo la dependencia inmediata de la\ndirección, asume el mando y responsabilidad de una o varias secciones\nadministrativas, comerciales o técnicas, teniendo a sus órdenes el personal\nque requiera cada uno de los servicios. Debe poseer los conocimientos teóricos\ny prácticos que requieran tales funciones, pudiendo ser titulado o no. \u003C\u002Fp>\n\n\u003Cp>Nivel II. Es el empleado\u002Fa que tiene a su cargo un servicio burocrático\ndeterminado, dentro del cual ejerce iniciativa y posee personalidad, con o sin\notros empleados\u002Fas a sus órdenes, y que realiza las siguientes funciones u\notras análogas: Cajero de cobro y pago, sin firma ni libranza; trascripción\nde libros de cuentas corrientes, diario, mayor y correspondencia, facturas y\ncálculo de las mismas, estadísticas, partes, etc.\u003C\u002Fp>\n\n\u003Cp>Nivel III. Es el empleado\u002Fa que con iniciativa y responsabilidad restringida\nefectúa funciones auxiliares de estadística y contabilidad, o coadyuva a\nellas.\u003C\u002Fp>\n\n\u003Cp>Nivel IV. Es el empleado\u002Fa que tiene por misión el manejo de la centralita\ntelefónica para la comunicación de las distintas dependencias entre sí y con\nel exterior.\u003C\u002Fp>\n\n\u003Cp>Nivel V. Se considera como tal a los empleados que sin iniciativa ni\nresponsabilidad se dedican, dentro de la oficina, a operaciones elementales\nadministrativas y, en general, a las puramente mecánicas inherentes al trabajo\nde aquella. Quedan incluidos en esta categoría los mecanógrafos meramente\ncopistas.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1063\">Artículo 56. Grupo profesional b): Personal de Producción.\u003C\u002Fh3>\n\n\u003Cp>Nivel I. Es el empleado\u002Fa que dependiendo directamente del Jefe de Sección\nTécnica, dirige los trabajos de una sección, indicando al personal a su cargo\nla forma de ejecutarlos. Deberá poseer conocimientos de una o varias\nespecialidades y será responsable de la disciplina del personal a su cargo.\u003C\u002Fp>\n\n\u003Cp>En determinadas secciones sus funciones podrán ser las propias dirección,\ncontrol y distribución de tareas del personal a su cargo.\u003C\u002Fp>\n\n\u003Cp>Nivel II. Es el empleado\u002Fa especializado\u002Fa que bajo la dependencia inmediata\nde la Dirección, Gerencia o Jefe de Sección Técnica, está capacitado para\nllevar a cabo una o varias de las siguientes funciones ya sea un molino de\narroz, una planta de parboiled, un centro de secado, una planta de platos\ncocinados o una planta de empaquetado.\u003C\u002Fp>\n\n\u003Cp>Cuidar del funcionamiento, vigilancia e inspección de toda la maquinaria,\nrealizando aquellas operaciones de puesta a punto, reglaje y mantenimiento que\nno requieran la intervención del personal de talleres.\u003C\u002Fp>\n\n\u003Cp>Deberá distinguir las variedades botánicas de los arroces, su calidad,\nestado y condiciones, con objeto de obtener el máximo rendimiento en los\ndistintos tipos de elaboración.\u003C\u002Fp>\n\n\u003Cp>Deberá dar cuenta por escrito de inmediato de cuantas incidencias o\nanomalías puedan surgir en la planta a su cargo y que no puedan ser subsanadas\npor sus propios medios, bien a su jefe inmediato o al servicio correspondiente\npara su intervención.\u003C\u002Fp>\n\n\u003Cp>Deberá conocer los manuales de operación y mantenimiento de los equipos a\nsu cargo, así como los principios de funcionamiento de toda la maquinaria bajo\nsu responsabilidad. Además, deberá conocer todos los procedimientos de\ntrabajo, normas de seguridad, de higiene, etc. que afecten a su área. Para\nello la empresa facilitará su formación.\u003C\u002Fp>\n\n\u003Cp>Será responsable del personal a su cargo y de su disciplina, así como del\nbuen uso de la maquinaria y material.\u003C\u002Fp>\n\n\u003Cp>Nivel III. Es el empleado\u002Fa que con permiso de conducción de la clase\ncorrespondiente y conocimiento teórico-práctico del vehículo, conduce los\ncamiones o turismos que se le confían. Dirige el acondicionamiento de la carga\ncon participación activa en ésta, entendiéndose ésta como meras labores de\nauxilio, situándose en la caja del vehículo si es necesario, sin que puedan\nencargársele tales tareas de modo exclusivo, ni tampoco la conducción de los\nbultos desde el lugar en que se encuentre o viceversa. También será aquel\nempleado\u002Fa que con conocimiento teórico-práctico del vehículo, conduce y\nmanipula máquinas pesadas, siempre y cuando dedique al menos seis meses en un\nano u ocho meses en dos anos a la conducción de este tipo de maquinaria, sin\nque sea necesaria la posesión del carné vigente de camiones.\u003C\u002Fp>\n\n\u003Cp>Nivel IV. Es el empleado\u002Fa especializado\u002Fa que a las órdenes del Jefe de\nSección Técnica, Molero o Encargado de Sección, y con los conocimientos\nprácticos adecuados, \u003C\u002Fp>\n\n\u003Cp>puede responsabilizarse de una línea de producción de la industria,\nrealizando una o varias de las funciones siguientes:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Molino, parboiled o secado. Sustituir al molero o\nsuplir sus ausencias y trabajar en colaboración con él, controlando el buen\nfuncionamiento de la maquinaria y sus pequenas reparaciones.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Esterilizado. Realizar labores de almacenamiento,\nfumigación y limpieza del arroz elaborado controlando elevadores y\ntransportadores.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Envasado. Controlar el funcionamiento de una\nlínea completa o tren de envasado o empaquetado automático o manual,\nrealizando incluso tareas de regulación, mantenimiento y reparaciones menores\nde la maquinaria.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Cocinado. Controlar el funcionamiento de la\nmaquinaria, realizando incluso tareas de regulación, mantenimiento y\nreparaciones menores.\u003C\u002Fp>\n\n\u003Cp>En ausencia del molero, será responsable del personal a su cargo y de su\ndisciplina, así como del buen uso de la maquinaria y material y deberá dar\ncuenta por escrito de inmediato de cuantas incidencias o anomalías puedan\nsurgir en la planta a su cargo y que no puedan ser subsanadas por sus propios\nmedios, bien a su jefe inmediato o al servicio correspondiente para su\nintervención.\u003C\u002Fp>\n\n\u003Cp>Nivel V. Es el empleado\u002Fa con amplia experiencia y dominio de la\nmanipulación de carretillas elevadoras y práctica en operaciones de carga y\ndescarga.\u003C\u002Fp>\n\n\u003Cp>Nivel VI. Es el empleado\u002Fa que puede prestar servicios especializados en\ncualquiera de las secciones de la industria, teniendo además muy buen\nconocimiento del funcionamiento de una unidad de producción o maquinaria\ndeterminada.\u003C\u002Fp>\n\n\u003Cp>Puede sustituir al Ayudante de Molero\u002FOficial de segunda sección en\nausencia de éste, y únicamente en las funciones propias del mismo.\u003C\u002Fp>\n\n\u003Cp>Nivel VII. Es el empleado\u002Fa con práctica en los trabajos manuales de las\ndistintas secciones de la industria, pudiendo manipular excepcionalmente\ncarretillas elevadoras.\u003C\u002Fp>\n\n\u003Cp>Puede sustituir ocasionalmente al Oficial Especializado en ausencia de\néste. Se consideran asimilados a esta categoría los antiguos de:\nCarretillero, Manipulador, Estibador y Pesador de Lonja.\u003C\u002Fp>\n\n\u003Cp>Nivel VIII. Son aquellos empleados\u002Fas que ejecutan funciones para las que no\nse requiere especialización alguna, ni conocimientos teórico-prácticos, pues\nsu trabajo sólo requiere fuerza física y no exige otra condición que la\natención debida y la voluntad de llevar a cabo aquello que se le ordene. Para\nel ano 2025 este nivel sufrirá un incremento salarial del 8 %. El resto de\nanos de vigencia, se aplicarán los incrementos pactados.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1109\">Artículo 57. Grupo profesional c): Personal de Soporte.\u003C\u002Fh3>\n\n\u003Cp style=\"margin-left:2em;\">-.1) Personal de mantenimiento: Nivel I, II y\nIII.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-.2) Personal servicios generales: Nivel I y II.\u003C\u002Fp>\n\n\u003Cp>Nivel I. Es el empleado\u002Fa que bajo las órdenes inmediatas de su superior\nejecuta con pleno conocimiento los trabajos propios de su equipo con\nresponsabilidad consiguiente sobre su realización. Dirige a los empleados\u002Fas a\nsu cargo en la forma de realizar los trabajos y es responsable de la disciplina\nde los mismos, así como del buen uso de materiales y equipo.\u003C\u002Fp>\n\n\u003Cp>También es el empleado\u002Fa que tiene como cometido exclusivo las funciones de\nvigilancia diurna o nocturna, debiendo cumplir sus deberes de acuerdo con las\ninstrucciones recibidas de sus superiores, cuidando los accesos a la fábrica o\nlocales. Si el vigilante está juramentado ostentará la denominación en su\ncategoría de «Vigilante Jurado».\u003C\u002Fp>\n\n\u003Cp>Y también es el trabajador\u002Fa que de acuerdo con las instrucciones recibidas\nde sus superiores, cuida los accesos de fábricas o locales industriales,\ncontrolando las entradas y salidas del personal y realizando funciones de\ncustodia y vigilancia. \u003C\u002Fp>\n\n\u003Cp>Nivel II. Es el empleado\u002Fa que a las órdenes de su inmediato superior\nrealiza los trabajos de su especialización y puede sustituir al oficial de\nprimera en sus ausencias.\u003C\u002Fp>\n\n\u003Cp>También serán los encargados de la limpieza de los locales de la\nempresa.\u003C\u002Fp>\n\n\u003Cp>Y también el trabajador cuya misión consista en hacer recados dentro o\nfuera de la oficina, copiar documentos con prensa, recoger y entregar\ncorrespondencia, orientar al público de la oficina, atender pequenas\ncentralitas telefónicas que no le ocupen permanentemente, así como otros\ntrabajos secundarios ordenados por sus jefes.\u003C\u002Fp>\n\n\u003Cp>Para el ano 2025 este nivel II del personal de soporte de servicios\ngenerales sufrirá un incremento salarial del 8 %. El resto de anos de\nvigencia, se aplicarán los incrementos pactados.\u003C\u002Fp>\n\n\u003Cp>Nivel III. Son los trabajadores\u002Fas que realizan tareas auxiliares a los\noficiales de segunda y primera, con el objeto de desarrollar su aprendizaje. A\nlos tres anos de su ingreso en la Empresa pasarán automáticamente a la\ncategoría de oficial de segunda.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L1133\">CAPÍTULO DECIMOTERCERO Aspectos sindicales\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1135\">Artículo 58. Derechos sindicales.\u003C\u002Fh3>\n\n\u003Cp>58.1Se garantiza el derecho de comunicación. A tal fin las Empresas\nhabilitarán uno o varios tablones de anuncios para propaganda o comunicados de\ntipo laboral o sindical, estos tablones estarán visibles y en lugar designado\npor el comité de empresa o representantes de los trabajadores.\u003C\u002Fp>\n\n\u003Cp>58.2Se respetará el derecho de los trabajadores\u002Fas a reuniones para temas\nlaborales y sindicales dentro de los locales de la empresa, fuera de las horas\nde trabajo, o en casos muy justificados, dentro de la jornada laboral,\nteniéndose que recuperar dicho tiempo al finalizar la jornada. La celebración\nde asambleas se pondrá en conocimiento de la empresa, con una antelación de\nveinticuatro horas, salvo imposibilidad de hacerlo por razones justificadas,\ndebiendo garantizarse por los trabajadores el orden de las mismas. Se\nfacilitará un local para dichas asambleas y reuniones del comité.\u003C\u002Fp>\n\n\u003Cp>58.3Las secciones sindicales contarán con un local con los medios adecuados\nen centros de trabajo que cuenten con más de doscientos trabajadores. Entre\nestos medios se entienden comprendidos ordenador, teléfono, etc.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">58.4La empresa descontará de nómina, o por cualquier otro procedimiento,\nlas cuotas sindicales a los trabajadores\u002Fas que lo hubiesen autorizado por\nescrito, con especificación de la persona o entidad receptora de las mismas.\nLos representantes de los trabajadores\u002Fas dispondrán de cuarenta horas\nmensuales, que podrán ser acumuladas de un representante a otro.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>58.5De acuerdo con la legislación vigente, se podrá constituir comités\nintercentros, estando a los acuerdos entre las empresas afectadas y los\nsindicatos interesados para definir las facultades y competencias de dichos\ncomités intercentros.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1147\">Artículo 59. Comité intercentros.\u003C\u002Fh3>\n\n\u003Cp>59.1Comités íntercentros: en aquellas empresas que cuenten con más de 250\ntrabajadores\u002Fas la representación de los trabajadores\u002Fas en el ámbito del\npresente convenio y las centrales sindicales más representativas podrán\nconstituir comités ínter centros. Dicho comité intercentros estará\ncompuesto por nueve miembros que se elegirán de entre los representantes de\nlos trabajadores\u002Fas de cada centro de trabajo y en proporción a la\nrepresentación que cada central sindical tenga. En aquellas empresas con menos\nde 250 trabajadores\u002Fas se pactará el número de miembros del comité, en\ncualquier caso con un máximo de 7 miembros.\u003C\u002Fp>\n\n\u003Cp>59.2Se garantizará una reunión al ano con el comité intercentros, en el\nlugar que la empresa fije, asumiendo ésta el coste de los desplazamientos,\nalojamiento y dietas en su caso. Dicho tiempo no computará como crédito\nsindical.\u003C\u002Fp>\n\n\u003Cp>59.3Los comités ínter centros deberán constituirse por trabajadores\u002Fas\npertenecientes a diferentes comités de empresa y utilizarán las horas\nsindicales que tengan asignadas por ser miembro del comité de empresa.\u003C\u002Fp>\n\n\u003Cp>59.4El comité ínter centros se dotará de reglamento que lo aprobará el\nconjunto de representantes de los trabajadores\u002Fas de los centros afectados.\u003C\u002Fp>\n\n\u003Cp>59.5Las funciones y competencias de este comité corresponderán a aquellas\nmaterias que afecten a más de un centro de trabajo de la empresa.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1163\">Disposición adicional primera.\u003C\u002Fh2>\n\n\u003Cp>A fin de poder adecuar las antiguas categorías profesionales a los grupos y\nniveles, la migración exigida se llevará a cabo conforme a la tabla\nsiguiente:.\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"306\" style=\"width:229.7pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt\">CC\n        anterior\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\" style=\"width:167.3pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt\">CC\n        vigente\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"306\" style=\"width:229.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">a) Personal Técnico,\n        Administrativo y Comercial.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\" style=\"width:167.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">a) Personal Técnico,\n        Administrativo y Comercial.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"306\" style=\"width:229.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:.6pt;text-indent:-.6pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">1. Jefe de Sección\n        Administrativa, Comercial o Técnica.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\" style=\"width:167.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">Nivel I.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"306\" style=\"width:229.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:.6pt;text-indent:-.6pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">2. Oficial de primera\n        Administrativo o Comercial.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\" style=\"width:167.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">Nivel II.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"306\" style=\"width:229.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:.6pt;text-indent:-.6pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">3. Oficial de Segunda\n        Administrativo o Comercial.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\" style=\"width:167.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">Nivel III.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"306\" style=\"width:229.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:.6pt;text-indent:-.6pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">4.\n        Telefonistas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\" style=\"width:167.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">Nivel IV.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"306\" style=\"width:229.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:.6pt;text-indent:-.6pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">5. Auxiliar\n        administrativo.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\" style=\"width:167.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">Nivel V.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"306\" style=\"width:229.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:.6pt;text-indent:-.6pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">b) Personal de\n        Producción.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\" style=\"width:167.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">b) Personal de\n        Producción.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"306\" style=\"width:229.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:.6pt;text-indent:-.6pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">1. Encargado de\n        sección.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\" style=\"width:167.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">Nivel I.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"306\" style=\"width:229.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:.6pt;text-indent:-.6pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">2. Molero\u002FOficial de\n        primera sección.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\" style=\"width:167.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">Nivel II.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"306\" style=\"width:229.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:.6pt;text-indent:-.6pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">3.\n        Conductor\u002FMaquinista.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\" style=\"width:167.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">Nivel III.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"306\" style=\"width:229.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:.6pt;text-indent:-.6pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">4. Ayudante de\n        molero\u002FOficial de segunda sección.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\" style=\"width:167.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">Nivel IV.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"306\" style=\"width:229.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:.6pt;text-indent:-.6pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">5. Oficial especialista\n        Carretilla Mecánica.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\" style=\"width:167.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">Nivel V.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"306\" style=\"width:229.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:.6pt;text-indent:-.6pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">6. Oficial\n        especializado.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\" style=\"width:167.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">Nivel VI.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"306\" style=\"width:229.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:.6pt;text-indent:-.6pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">7. Peón\n        Especialista.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\" style=\"width:167.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">Nivel VII.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"306\" style=\"width:229.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:.6pt;text-indent:-.6pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">8. Peón.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\" style=\"width:167.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">Nivel\n        VIII.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"306\" style=\"width:229.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:.6pt;text-indent:-.6pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">c) Personal de\n        Soporte.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\" style=\"width:167.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">c) Personal de\n        Soporte.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"306\" style=\"width:229.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:.6pt;text-indent:-.6pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">c.1) Personal de\n        mantenimiento.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\" style=\"width:167.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">c.1) Personal de\n        mantenimiento.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"306\" style=\"width:229.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:.6pt;text-indent:-.6pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">c.1.1) Oficial de\n        primera.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\" style=\"width:167.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">Nivel I.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"306\" style=\"width:229.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:.6pt;text-indent:-.6pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">c.1.2) Oficial de\n        segunda.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\" style=\"width:167.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">Nivel II.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"306\" style=\"width:229.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:.6pt;text-indent:-.6pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">c.1.3) Oficial de\n        Tercera.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\" style=\"width:167.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">Nivel III.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"306\" style=\"width:229.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:.6pt;text-indent:-.6pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">c.2) Personal Otros\n        Oficios.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\" style=\"width:167.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">c.2) Personal Servicios\n        Generales.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"306\" style=\"width:229.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:.6pt;text-indent:-.6pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">c.2.1) Vigilante o\n        vigilante jurado.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\" style=\"width:167.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">Nivel I.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"306\" style=\"width:229.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:.6pt;text-indent:-.6pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">c.2.2) Portero o\n        conserje.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\" style=\"width:167.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">Nivel I.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"306\" style=\"width:229.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:.6pt;text-indent:-.6pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">c.2.3) Personal de\n        limpieza.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\" style=\"width:167.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">Nivel II.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"306\" style=\"width:229.7pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:.6pt;text-indent:-.6pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">c.2.4)\n        Ordenanza.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\" style=\"width:167.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">Nivel II.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L1301\">Disposición adicional segunda. Mecanización y campana.\u003C\u002Fh2>\n\n\u003Cp>La mecanización o aumento de la misma no significa pérdida de puestos de\ntrabajo. Se establece como comienzo de la campana el 1 de septiembre y\nfinalizará el 31 de agosto.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1305\">Disposición adicional tercera. Expediente de crisis.\u003C\u002Fh2>\n\n\u003Cp>Se estará a lo dispuesto en la legislación vigente al respecto.\u003C\u002Fp>\n\n\u003Cp>En todo caso la empresa estará obligada a comunicarlo al Comité de Empresa\no representantes de los trabajadores\u002Fas, con carácter previo a su intención\nde tramitar cualquier expediente de crisis ante la autoridad laboral, con\nespecificación de los términos en que vaya a plantearlo.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1311\">Disposición adicional cuarta. Cambio de titularidad en las\nempresas.\u003C\u002Fh2>\n\n\u003Cp>Cuando se produzca un cambio de titularidad en la empresa, todos los\ntrabajadores\u002Fas dispondrán de una carta individual firmada por la antigua y\nnueva empresa, en la cual se reconozcan sus derechos adquiridos, antigüedad,\ncategoría, etc.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1315\">Disposición adicional quinta.\u003C\u002Fh2>\n\n\u003Cp>Se acuerda incluir en el texto del presente convenio modelo de Protocolo de\nAcoso (anexo I) siendo obligatorio para todas las empresas con representación\nde los trabajadores y trabajadoras que no tengan ningún protocolo en este\nsentido, y sirviendo como recomendación para el resto.\u003C\u002Fp>\n\n\u003Cp>En ningún caso, salvo pacto con la representación legal de los\ntrabajadores\u002Fas, supondrá la obligación de crear ninguna comisión,\ndelegación u órgano de representación de los trabajadores\u002Fas, que no\nexistiera previamente en el centro de trabajo, ni podrá suponer el incremento\ndel crédito de tiempo de representación de estos representantes.\u003C\u002Fp>\n\n\u003Cp>Disposición adicional sexta. Derecho a la desconexión digital.\u003C\u002Fp>\n\n\u003Cp>Se establece el derecho a la desconexión digital a fin de garantizar, fuera\ndel tiempo de trabajo, el respeto del tiempo de descanso del trabajador\u002Fa,\npermisos y vacaciones, así como de su intimidad personal y familiar.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras tienen derecho a no ser molestadas en su tiempo de\ndescanso; tienen derecho a no responder cualquier tipo de comunicación\nprofesional, ya provenga de empresa, trabajadores o terceros, realizada por\ncualquier canal (llamadas, correo electrónico, teléfono, whatsapp, redes\nsociales, etc.) fuera de su jornada laboral u horario de trabajo.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1327\">\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Ch2 id=\"L1327\">Disposición adicional séptima. Trabajo a distancia,\nteletrabajo.\u003C\u002Fh2>\n\n\u003Cp>1.Ámbito de aplicación. El ámbito de aplicación subjetivo del\nteletrabajo queda delimitado a las personas trabajadoras por cuenta ajena que\ndesarrollen la actividad laboral, mediante el uso exclusivo o prevalente de\nmedios y sistemas informáticos, telemáticos y de telecomunicación, en el\ndomicilio de la persona trabajadora o en el lugar elegido por esta, durante\ntoda su jornada o parte de ella.\u003C\u002Fp>\n\n\u003Cp>2.Actividades o puestos de trabajo susceptibles de acogerse al teletrabajo y\ncondiciones de acceso. El teletrabajo se configura como un derecho de todos los\ntrabajadores\u002Fas de la empresa, independientemente de su modalidad contractual,\ncircunscrito a criterios, requisitos condiciones y objetivos. En la aplicación\nde estos criterios, se garantizará el principio de igualdad y el derecho a la\nno discriminación en el acceso al teletrabajo y se evitará la perpetuación\nde roles. \u003C\u002Fp>\n\n\u003Cp>3.Voluntariedad y reversibilidad del teletrabajo. El teletrabajo será\nvoluntario para la persona trabajadora y para la empleadora y requerirá la\nformalización del acuerdo de trabajo a distancia en los términos previstos en\nlos artículos 6 y 7 del Real Decreto- ley 28\u002F2020, pudiendo formar parte del\ncontrato inicial o realizarse en un momento posterior, todo ello sin perjuicio\ndel derecho al teletrabajo que reconozcan las leyes. El trabajador\u002Fa tienen el\nderecho de dar por finalizada el desarrollo de la actividad a través del\nteletrabajo, en cualquier momento de su vigencia, volviendo la persona\ntrabajadora a su puesto de trabajo de carácter presencial, en las mismas\ncondiciones previas al teletrabajo.\u003C\u002Fp>\n\n\u003Cp>4.Duración del teletrabajo. La duración será la que ambas partes\nacuerden.\u003C\u002Fp>\n\n\u003Cp>5.Tiempo de teletrabajo. La prestación de servicios en la empresa a través\ndel teletrabajo se regirá por las mismas reglas sobre tiempo de trabajo,\ntiempos de descanso y límites en materia de jornada, reguladas en este\nconvenio colectivo y en el Estatuto de los Trabajadores, para la prestación\npresencial.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes_remote\">\u003Cp>6.Formación. La Empresa impartirá a la persona teletrabajadora, que\nteletrabajen por primera vez y previo al comienzo de su actividad laboral por\nmedio del teletrabajo, formación específica con el objeto de facilitar su\nadaptación a esta modalidad de trabajo, y en concreto recibirá formación\nsobre las características del teletrabajo y los riegos derivados del mismo,\nasí como sobre el uso razonable de las herramientas tecnológicas que evite el\nriesgo de fatiga informática.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-expenses_remote\">\u003Cp>7.Equipos y medios informáticos para el desarrollo del teletrabajo. Antes\ndel inicio de actividad laboral mediante teletrabajo la empresa proporcionará\néstos a la persona teletrabajadora a coste de la empresa.\u003C\u002Fp>\n\n\u003Cp>8.Sobre el derecho al abono y compensación de gastos. Para compensar a la\npersona trabajadora por los gastos incurridos por el teletrabajo, se establece\nun plus de teletrabajo cuya cuantía será la misma que la establecida para el\nplus de transporte que figura en las tablas salariales anexas. No será posible\nel cobro de ambos pluses de manera simultánea.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>9.Protección de datos y seguridad de la información. La empresa adoptará,\ncon la participación de los representantes de los trabajadores\u002Fas, las medidas\noportunas para asegurar la seguridad de la información y la protección de los\ndatos utilizados y tratados por el teletrabajador\u002Fa para fines\nprofesionales.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Los siguientes protocolos que se incorporan como anexos al presente convenio\ncolectivo se establecen como marco de referencia para aquellas empresas que\nestén obligadas normativamente a disponer de los mismos.\u003C\u002Fp>\n\n\u003Cp>En consecuencia, su aplicación será de carácter subsidiario, rigiendo\núnicamente en aquellas empresas que, a la entrada en vigor de este convenio,\nno dispongan de un protocolo específico sobre la materia, que haya sido\npreviamente acordado con la representación legal de las personas\ntrabajadoras.\u003C\u002Fp>\n\n\u003Cp>Se reconoce la plena validez y aplicabilidad de los protocolos específicos\nque las empresas ya tuvieran acordados o que acuerden en el futuro con la\nrepresentación legal de las personas trabajadoras, los cuales serán de\naplicación preferente en el ámbito de la empresa.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1357\">\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Ch2 id=\"L1357\">ANEXO I Protocolo para la prevención y actuación en los casos\nde acoso laboral, sexual y por razón de sexo y la discriminación\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>1.Principios\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La Constitución Espanola declara que la dignidad de la persona constituye\nuno de los fundamentos del orden político y de la paz social, reconociendo el\nderecho de toda persona a la no discriminación, a la igualdad de trato, al\nlibre desarrollo de su personalidad y a su integridad física y moral. \u003C\u002Fp>\n\n\u003Cp>El Estatuto de los Trabajadores, de forma específica, contempla el derecho\nde los trabajadores\u002Fas al respeto de su intimidad y a la consideración debida\na su dignidad, incluida la protección frente al acoso por razón de origen\nracial o étnico, religión o convicciones, discapacidad, edad u orientación\nsexual, y frente al acoso sexual, al acoso por razón de sexo y al laboral.\u003C\u002Fp>\n\n\u003Cp>Por su parte, la Ley Orgánica 3\u002F2007, de 22 de marzo, para la Igualdad\nefectiva de Mujeres y Hombres, encomienda a las empresas «el deber de promover\ncondiciones de trabajo que eviten el acoso sexual y el acoso por razón de sexo\ny arbitrar procedimientos específicos para su prevención y para dar cauce a\nlas denuncias o reclamaciones que puedan formular quienes han sido objeto del\nmismo», garantizando de esta forma la dignidad, integridad e igualdad de trato\nde todos los trabajadores\u002Fas.\u003C\u002Fp>\n\n\u003Cp>De acuerdo con estos principios, se compromete a garantizar un entorno\nlaboral donde se respete la dignidad de la persona y los derechos y valores a\nlos que se ha hecho referencia.\u003C\u002Fp>\n\n\u003Cp>Igualmente, la representación legal de los trabajadores y las trabajadoras\ncontribuirá a ello sensibilizando a las plantillas e informando a la\ndirección de la empresa de cualquier problema que pudiera tener conocimiento y\nvigilará el cumplimiento de las obligaciones de la empresa en materia de\nprevención.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Objetivo del presente protocolo\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El presente Protocolo persigue prevenir y erradicar las situaciones\ndiscriminatorias por razón de género, constitutivas de acoso, en su modalidad\nde acoso sexual y acoso por razón de sexo.\u003C\u002Fp>\n\n\u003Cp>No obstante, en el caso de que en la empresa no exista un procedimiento para\nprevenir y actuar contra el acoso cuyo origen esté basada en otros actos\ndiscriminatorios o se pueda dictaminar que se ha producido un moral o mobbing,\nel presente protocolo les será de aplicación, asumiendo la Empresa su\nresponsabilidad en orden a erradicar un entorno de conductas contrarias a la\ndignidad y valores de la persona y que pueden afectar a su salud física o\npsíquica.\u003C\u002Fp>\n\n\u003Cp>A tal efecto, en este Protocolo se consideran dos aspectos fundamentales: la\nprevención del acoso y la reacción empresarial frente a denuncias por acoso,\npor lo que se dictaminan dos tipos de actuaciones:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.Establecimiento de medidas orientadas a prevenir\ny evitar situaciones de acoso o susceptibles de constituir acoso.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.Establecimiento de un procedimiento interno de\nactuación para los casos en los que, aun tratando de prevenir dichas\nsituaciones, se produce una denuncia o queja interna por acoso, por parte de\nalgún trabajador\u002Fa.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">\u003Cstrong>3.Definición y conductas constitutivas de\nacoso\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Acoso sexual.\u003C\u002Fp>\n\n\u003Cp>Según el artículo 7.1 de la Ley Orgánica 3\u002F2007, sin perjuicio de lo\nestablecido en el Código Penal, constituye acoso sexual cualquier\ncomportamiento, verbal o físico, de naturaleza sexual que tenga el propósito\no produzca el efecto de atentar contra la dignidad de una persona, en\nparticular cuando se crea un entorno intimidatorio, degradante u ofensivo.\u003C\u002Fp>\n\n\u003Cp>En especial, es acoso sexual toda conducta consistente en palabras, gestos,\nactitudes o actos concretos, desarrollados en el ámbito laboral, que se dirija\na una persona con intención de conseguir una respuesta de naturaleza sexual no\naceptada libremente. Se debe tener claro, que en determinadas circunstancias,\nun único incidente puede constituir acoso sexual. \u003C\u002Fp>\n\n\u003Cp>Conductas constitutivas de acoso sexual:\u003C\u002Fp>\n\n\u003Cp>Conductas de carácter ambiental: que crean un entorno laboral\nintimidatorio, hostil o humillante, no siendo necesario que exista una\nconexión directa entre la acción y las condiciones de trabajo. Entre\nellas:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Conductas físicas de naturaleza sexual que pueden\nir desde tocamientos innecesarios hasta un acercamiento físico excesivo o\ninnecesario. Agresiones físicas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Conducta verbal de naturaleza sexual como\ninsinuaciones sexuales molestas, proposiciones, flirteos ofensivos, comentarios\ne insinuaciones obscenas, llamadas telefónicas indeseadas; bromas o\ncomentarios sobre la apariencia sexual; agresiones verbales deliberadas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Conducta no verbal de naturaleza sexual, como\nexhibir fotos de contenido sexual o pornográfico o materiales escritos de tipo\nsexual o miradas con gestos impúdicos. Cartas o mensajes de correo\nelectrónico de carácter ofensivo y de contenido sexual.\u003C\u002Fp>\n\n\u003Cp>Conductas de intercambio: Pueden ser tanto proposiciones o conductas\nrealizadas por un superior jerárquico o persona de la que pueda depender la\nestabilidad del empleo o la mejora de las condiciones de trabajo, como las que\nprovengan de companeros\u002Fas o cualquier otra persona relacionada con la víctima\npor causa de trabajo, que implique contacto físico, invitaciones persistentes,\npeticiones de favores sexuales, etc.\u003C\u002Fp>\n\n\u003Cp>2.Acoso por razón de sexo.\u003C\u002Fp>\n\n\u003Cp>Según el artículo 7.2 de la Ley Orgánica 3\u002F2007: «Constituye acoso por\nrazón de sexo cualquier comportamiento realizado en función del sexo de una\npersona, con el propósito o el efecto de atentar contra su dignidad y de crear\nun entorno intimidatorio, degradante u ofensivo».\u003C\u002Fp>\n\n\u003Cp>3.Otro acoso de carácter discriminatorio.\u003C\u002Fp>\n\n\u003Cp>También se entiende como acoso discriminatorio cualquier comportamiento\nrealizado por razón de origen racial o étnico, religión o convicciones,\ndiscapacidad, edad, y orientación sexual o enfermedad, cuando se produzcan\ndentro del ámbito empresarial, con el fin de atentar contra la dignidad de las\npersonas creando un entorno intimidatorio, hostil, degradante, humillante u\nofensivo.\u003C\u002Fp>\n\n\u003Cp>Conductas constitutivas de acoso por razón de sexo y\u002Fo discriminatorio:\u003C\u002Fp>\n\n\u003Cp>Serán conductas constitutivas de acoso por razón de sexo o de carácter\ndiscriminatorio, entre otras:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Aquellas que supongan un trato desfavorable hacia\nla persona, relacionado con el embarazo o la maternidad.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Las medidas organizacionales ejecutadas en\nfunción del sexo, o cualquier otra circunstancia enumerada en el apartado\nanterior, de una persona, con fines degradantes (exclusión, aislamiento,\nevaluación no equitativa del desempleo, asignación de tareas degradantes, sin\nsentido o por debajo de su capacidad profesional, etc.).\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Comportamientos, conductas o prácticas que se\ntomen en función del sexo de una persona o cualquier otra circunstancia\nenumerada en el apartado anterior, de forma explicita o implícita y que tengan\nefecto sobre el empleo o las condiciones de trabajo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Ridiculizar a personas porque las tareas que\nasumen no se ajustan a su rol o estereotipo impuesto cultural o socialmente.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Chistes, burlas que ridiculicen el sexo, el origen\nracial o étnico, la religión o convicciones, la discapacidad, la edad o la\norientación sexual o cualquier otra condición o circunstancia personal o\nsocial.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Menospreciar el trabajo y la capacidad intelectual\nde las personas por las circunstancias recogidas en el apartado anterior. \u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Críticas a la nacionalidad, actitudes y creencias\npolíticas o religiosas, vida privada, etc.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Conductas por razón de convicciones dirigidas a\nun representante sindical o político, en la empresa.\u003C\u002Fp>\n\n\u003Cp>4.Acoso laboral, moral o mobbing.\u003C\u002Fp>\n\n\u003Cp>Es toda conducta, práctica o comportamiento, realizado de forma\nsistemática o recurrente en el seno de una relación de trabajo que suponga\ndirecta o indirectamente, un menoscabo o atentado contra la dignidad del\npersonal, al cual se intenta someter emocional y psicológicamente de forma\nviolenta u hostil, y que persigue anular su capacidad, promoción profesional o\nsu permanencia en el puesto de trabajo, afectando negativamente al entorno\nlaboral.\u003C\u002Fp>\n\n\u003Cp>Conductas constitutivas de acoso laboral, moral o mobbing:\u003C\u002Fp>\n\n\u003Cp>A continuación se enuncian, a modo de ejemplo, una serie de conductas\nconcretas que, cumpliendo los requisitos expuestos, podrían llegar a\nconstituir acoso psicológico en el trabajo:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Juzgar el desempeno de la persona de manera\nofensiva, ocultar sus esfuerzos y habilidades.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Poner en cuestión y desautorizar las decisiones\nde la persona.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-No asignar tarea alguna, o asignar tareas\ninútiles o degradantes, que no tengan valor productivo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Evaluar el trabajo de manera desigual o de forma\nsesgada y criticar la actividad que realiza la persona de manera despectiva.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Dar al\u002Fla trabajador\u002Fa una carga trabajo desmedida\nde manera manifiestamente malintencionada.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Cambiar la ubicación de la persona separándola\nde sus companeros\u002Fas (aislamiento).\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Ignorar la presencia de la persona.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-No dirigir la palabra a la persona.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Amenazas y agresiones físicas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Amenazas verbales o por escrito.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Gritos o insultos.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Manipular la reputación personal o profesional a\ntravés del rumor, la denigración y ridiculización.\u003C\u002Fp>\n\n\u003Cp>Atendiendo a la posición que ocupan las personas afectadas por cualquiera\nde los tipos de acoso podemos diferenciar tres tipos:\u003C\u002Fp>\n\n\u003Cp>Descendente: Es aquel que provoca el o la superior jerárquico.\u003C\u002Fp>\n\n\u003Cp>Ascendente: El que se provoca al o a la superior jerárquico.\u003C\u002Fp>\n\n\u003Cp>Horizontal: El que se produce al mismo nivel jerárquico.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4.Medidas de prevención del acoso\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Con el objeto de prevenir el acoso o situaciones potencialmente\nconstitutivas de acoso, además del presente protocolo, se establecerán las\nsiguientes medidas:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Difusión a toda la plantilla del protocolo de\nprevención y actuación en los casos de acoso.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Diagnóstico previo de la situación real de las\nmujeres y hombres de la empresa en sus condiciones de trabajo conforme a lo\nacordado con la representación legal de los trabajadores y trabajadoras. (en\nel caso de que no se hubiera llevado a cabo).\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Fomentar la comunicación de la resolución de los\ncasos de acoso. \u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Promover un entorno de respeto, corrección en el\nambiente de trabajo, inculcando a todo el personal los valores de igualdad de\ntrato, respeto, dignidad y libre desarrollo de la personalidad.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Favorecer la integración del personal de nuevo\ningreso, evitando situaciones de aislamiento mediante un seguimiento del\ntrabajador\u002Fa, no sólo en su proceso de acogida inicial, sino también con\nposterioridad al mismo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Se facilitará información y formación a la\nplantilla sobre los principios y valores que deben respetarse en la empresa y\nsobre las conductas que no se admiten.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Prohibición de las insinuaciones o\nmanifestaciones que sean contrarias a los principios resenados, tanto en el\nlenguaje, como en las comunicaciones y en las actitudes. Entre otras medidas,\nse eliminará cualquier imagen, cartel, publicidad, etc. que contenga una\nvisión sexista y estereotipada de mujeres y hombres.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Cuando se detecten conductas no admitidas en un\ndeterminado colectivo o equipo de trabajo, la Dirección de la Empresa se\ndirigirá inmediatamente a la persona responsable de dicho colectivo\u002Fequipo, a\nfin de informarle sobre la situación detectada, las obligaciones que deben\nrespetarse y las consecuencias que se derivan de su incumplimiento, y proceder\na poner en marcha el protocolo acordado.\u003C\u002Fp>\n\n\u003Cp>La Empresa mantendrá una actividad constante en la adopción de nuevas\nmedidas o en la mejora de las existentes, que permitan alcanzar una óptima\nconvivencia en el trabajo, salvaguardando los derechos de los\ntrabajadores\u002Fas.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5.Ámbito de aplicación y vigencia\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Este procedimiento afecta a todas las personas vinculadas contractualmente a\nla empresa, ya sea mediante contrato mercantil, laboral o de confianza y\ndeberá ser respetado por el personal de cualquier empresa auxiliar que opere\nen el centro o centros de trabajo de la empresa.\u003C\u002Fp>\n\n\u003Cp>El presente protocolo tendrá una vigencia indefinida, sin perjuicio de que,\nen función de las necesidades que se detecten, se puedan modificar o\nincorporar acciones, después de la negociación correspondiente.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>6.Procedimiento de actuación en caso de denuncia por\nacoso\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>6.1Aspectos que acompanarán al procedimiento:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Protección de la intimidad, confidencialidad y\ndignidad de las personas implicadas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Protección de la persona presuntamente acosada en\ncuanto a su seguridad y salud.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Audiencia imparcial y tratamiento justo para todas\nlas personas afectadas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-No se divulgará ninguna información a partes o\npersonas no implicadas en el caso, salvo que sea necesario para la\ninvestigación.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Tramitación urgente, sin demoras indebidas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Investigación profesional y exhaustiva de los\nhechos denunciados.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Adopción de las medidas de todo orden, incluidas\nen su caso las de carácter disciplinario, contra la persona\u002Fs cuyas conductas\nde acoso resulten acreditadas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-El acoso en cualquiera de sus modalidades tendrá\nel tratamiento establecido en el régimen disciplinario de aplicación para las\nfaltas graves y muy graves.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-En los casos de acoso sexual y acoso por razón de\nsexo operará la inversión de la carga de la prueba. Es la parte demandada,\npor tanto, quien debe probar la ausencia de discriminación en las medidas\nadoptadas y su proporcionalidad.\u003C\u002Fp>\n\n\u003Cp>6.2Procedimiento.\u003C\u002Fp>\n\n\u003Cp>El procedimiento se inicia con la presentación de la denuncia, directamente\npor la persona afectada o por cualquier persona que tenga conocimiento de la\nsituación.\u003C\u002Fp>\n\n\u003Cp>Se debe presentar ante la persona responsable de Recursos Humanos o en su\nausencia a la persona designada por la empresa a tal fin, ante la\nrepresentación legal de \u003C\u002Fp>\n\n\u003Cp>los trabajadores o trabajadoras, ante cualquier miembro de la Comisión de\nIgualdad o ante cualquier miembro del comité de Seguridad o salud si estamos\nen los casos de «otro acoso discriminatorio» o acoso moral o mobbing.\u003C\u002Fp>\n\n\u003Cp>6.2.1Requisitos de la denuncia.\u003C\u002Fp>\n\n\u003Cp>La denuncia se realizará siempre por escrito. Las personas responsables de\nla instrucción del procedimiento le asignarán un número de expediente.\u003C\u002Fp>\n\n\u003Cp>La denuncia deberá contener la siguiente información (se adjunta un\nformulario):\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Identificación de la persona denunciante y datos\npara contactar con la misma.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Identificación del\u002Fla presunto\u002Fa acosador\u002Fa, y\npuesto que ocupa.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Identificación de la víctima y puesto que\nocupa.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Una descripción cronológica y detallada de los\nhechos (desde cuando se tiene conocimiento de los hechos, personas implicadas,\norigen del conflicto, hechos ocurridos especificando lugar y fechas, etc.).\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Identificación de posibles testigos.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Copia de toda la documentación que pueda\nacreditar los hechos u otra información que se estime pertinente.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Firma del\u002Fla denunciante en prueba de\nconformidad.\u003C\u002Fp>\n\n\u003Cp>La persona que presenta una denuncia recibirá un escrito con el nombre, DNI\ny firma de la persona que recibe la denuncia, fecha en la que hace entrega de\nla misma y número de expediente.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6.2.2Órgano instructor.\u003C\u002Fp>\n\n\u003Cp>Actuarán en la instrucción de este procedimiento, por parte de la empresa,\nla Dirección de Recursos Humanos o la persona designada por esta; y por parte\nde la representación sindical, la persona responsable de igualdad designada\npor ésta para los casos de acoso sexual o por razón de sexo. En caso de otro\nacoso discriminatorio o acoso moral, actuará la persona designada por la\nrepresentación legal de los trabajadores y trabajadoras en el comité de\nseguridad y salud.\u003C\u002Fp>\n\n\u003Cp>Estas personas deberán reunir las debidas condiciones de aptitud,\nobjetividad e imparcialidad que requiere el procedimiento.\u003C\u002Fp>\n\n\u003Cp>No podrán tener relación de dependencia directa o parentesco con\ncualquiera de las partes.\u003C\u002Fp>\n\n\u003Cp>Tampoco podrán ser instructoras de estos procedimientos quienes tengan el\ncarácter de persona denunciada o denunciante.\u003C\u002Fp>\n\n\u003Cp>El órgano instructor iniciará el procedimiento, de oficio -cuando\ncualquiera de las personas que puedan formar parte del órgano tengan indicios\nsuficientes de la existencia de una conducta constitutiva de acoso- o a\ninstancia de parte, prestará apoyo y ayuda a los trabajadores\u002Fas presuntamente\nacosados\u002Fas, y realizará las gestiones y trámites oportunos para el\nesclarecimiento de los hechos, recabando cuanta información considere\nconveniente y realizando las entrevistas y demás actuaciones que estime\nnecesarias.\u003C\u002Fp>\n\n\u003Cp>6.2.3Procedimiento abreviado.\u003C\u002Fp>\n\n\u003Cp>Su objetivo es resolver el problema de una forma ágil, en las ocasiones en\nque el hecho de manifestar a la persona denunciada las consecuencias ofensivas\ne intimidatorias que se generan de su comportamiento, sea suficiente para que\nse solucione el problema.\u003C\u002Fp>\n\n\u003Cp>De oficio, o tras la oportuna denuncia, las personas instructoras se\nencargarán de entrevistarse, por separado, con la persona denunciante y\ndenunciada o cualquier otra persona que estime necesaria.\u003C\u002Fp>\n\n\u003Cp>A la vista del resultado de las reuniones mantenidas, la parte instructora\nelevará su dictamen a la Dirección de RRHH, la Comisión de Igualdad o\ncomité de seguridad y salud y a las partes afectadas, lo que no podrá\nprolongarse en más de 7 días. \u003C\u002Fp>\n\n\u003Cp>En el supuesto de que la situación no se pueda solucionar manifestando a la\npersona denunciada la necesidad de modificar su comportamiento o cuando la\ngravedad de los hechos así lo indique, se dará paso al procedimiento\nformal.\u003C\u002Fp>\n\n\u003Cp>6.2.4Procedimiento formal.\u003C\u002Fp>\n\n\u003Cp>Junto a las entrevistas a la persona afectada y a la persona denunciada, se\npodrá practicar cuantas pruebas de carácter documental, entrevistas u otras\npruebas que se estime necesario, con el fin de conseguir la interrupción de la\nsituación de acoso. En todo caso, operará la inversión de la carga de la\nprueba.\u003C\u002Fp>\n\n\u003Cp>Durante la tramitación del expediente, tan pronto como haya indicios de la\nexistencia de acoso, el órgano de instrucción podrá proponer a la Dirección\nde la empresa, la medida de separación de las personas implicadas, sin\nmenoscabo de sus condiciones laborales u otra medida cautelar, lo que se\ndeberá efectuar de carácter inmediato.\u003C\u002Fp>\n\n\u003Cp>La instrucción concluirá con un informe, que será elevado a la Dirección\nde RRHH, la Comisión de Igualdad o al comité de seguridad y salud y a las\npartes afectadas. Todo el procedimiento no podrá extenderse a más de veinte\ndías naturales.\u003C\u002Fp>\n\n\u003Cp>6.2.5Elaboración del informe.\u003C\u002Fp>\n\n\u003Cp>El informe debe incluir la siguiente información:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Antecedentes del caso, que incluirán un resumen\nde los argumentos planteados por cada una de las partes implicadas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Descripción de los principales hechos del\ncaso.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Resumen de las diligencias practicadas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Valoración final con las aportaciones\nparticulares que pudiera haber y propuestas de medidas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Determinación expresa de la existencia o no de\nacoso.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Firma de los miembros del comité instructor.\u003C\u002Fp>\n\n\u003Cp>6.2.6Acciones a adoptar del procedimiento.\u003C\u002Fp>\n\n\u003Cp>Si se determina la existencia de acoso, se dará traslado del informe final\nacordado a la Dirección de la Empresa, para que adopte las medidas\ndisciplinarias que correspondan, decisión que se tomará en el plazo máximo\nde diez días naturales.\u003C\u002Fp>\n\n\u003Cp>Si la sanción impuesta no determina el despido de la persona agresora, se\ntomarán las medidas oportunas para que aquella y la víctima no convivan en el\nmismo entorno laboral, teniendo la persona agredida la opción de permanecer en\nsu puesto o la posibilidad de solicitar un traslado; medidas que no podrán\nsuponer ni una mejora ni un detrimento de sus condiciones laborales.\u003C\u002Fp>\n\n\u003Cp>En el caso de que se haya probado que no existe acoso, se archivará el\nexpediente.\u003C\u002Fp>\n\n\u003Cp>Si con motivo de la investigación realizada, se constata la inexistencia\ndel acoso, pero se pone de manifiesto que subyace un conflicto personal\nrelevante generado por el trabajo o cualquier infracción recogida en el\nrégimen disciplinario, los instructores trasladarán esta conclusión a su\ninforme para que la dirección de la empresa actúe en consecuencia, pudiendo\ntrasladar una propuesta en el primer caso.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>7.Medidas a adoptar tras la finalización del procedimiento en el\nque se ha constatado el acoso\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Finalizado el procedimiento, el órgano de instrucción podrá proponer las\nsiguientes medidas:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Apoyo psicológico y social a la persona\nacosada.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Modificación de aquellas condiciones laborales\nque, previo consentimiento del trabajador\u002Fa acosado\u002Fa, se estimen beneficiosas\npara su recuperación.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Adopción de medidas de vigilancia en protección\ndel trabajador\u002Fa acosado\u002Fa. \u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-La empresa tomará las medidas pertinentes para\nevitar la reincidencia de las personas sancionadas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Se facilitará formación o reciclaje para la\nactualización profesional de la víctima cuando esta haya permanecido en IT un\nperiodo prolongado.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Reiteración de los estándares éticos y morales\nde la empresa.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Evaluación de riesgos psicosociales en la\nempresa.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>8.Seguimiento y evaluación del protocolo para los casos de acoso\nsexual o por razón de sexo (en caso de que no exista Comisión de Igualdad o\nComisión de Seguimiento del plan de igualdad)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se creará una comisión de atención al acoso paritaria, que deberá\nefectuar el seguimiento del presente protocolo. Al efecto realizará las\nsiguientes funciones:\u003C\u002Fp>\n\n\u003Cp>1.Se reunirá anualmente para revisar las denuncias de acoso, y elaborará\nun informe conjunto de sus actuaciones, que será entregado a la dirección de\nla empresa, y del que se dará publicidad a la totalidad de la plantilla. El\ncitado informe debe respetar el derecho a la intimidad y confidencialidad de\nlas personas implicadas.\u003C\u002Fp>\n\n\u003Cp>2.Elaborará un informe anual para asegurar la eficacia y confidencialidad\ndel protocolo y adaptarlo si se considera necesario.\u003C\u002Fp>\n\n\u003Cp>Otras consideraciones.\u003C\u002Fp>\n\n\u003Cp>Se prohíbe expresamente cualquier represalia contra las personas que\nefectúen una denuncia, atestigüen, colaboren o participen en las\ninvestigaciones que se lleven a cabo, y contra aquellas personas que se opongan\na cualquier situación de acoso frente a sí mismo o frente a terceros.\u003C\u002Fp>\n\n\u003Cp>No obstante lo anterior, si de la investigación realizada se pusiera en\nevidencia que el presunto\u002Fa acosado\u002Fa ha actuado con acreditada falta de buena\nfe o con ánimo de danar, la empresa podrá adoptar las medidas previstas para\nlos supuestos de transgresión de la buena fe contractual en el Estatuto de los\nTrabajadores.\u003C\u002Fp>\n\n\u003Cp>El Comité de Seguridad y Salud deberá tener conocimiento del presente\nprotocolo, de sus posibles modificaciones y del informe anual sobre su estado,\npudiendo hacer las recomendaciones que estimen oportunas a efecto de la\nprevención de riesgos laborales. Así mismo, una persona de dicho comité\nparticipará en las reuniones anuales para la revisión de los casos de\nacoso.\u003C\u002Fp>\n\n\u003Cp>La regulación y procedimientos establecidos en el presente protocolo no\nimpiden que en cada momento, se puedan promover y tramitar cualquier otra\nacción para exigir las responsabilidades administrativas, sociales, civiles o\npenales que en su caso correspondan.\u003C\u002Fp>\n\n\u003Cp>Formulario de denuncia interna por conducta constitutiva de:\u003C\u002Fp>\n\n\u003Cp>Acoso sexual □\u003C\u002Fp>\n\n\u003Cp>Acoso por razón de sexo □\u003C\u002Fp>\n\n\u003Cp>Acoso discriminatorio □\u003C\u002Fp>\n\n\u003Cp>Acoso moral □\u003C\u002Fp>\n\n\u003Cp>Persona denunciante:\u003C\u002Fp>\n\n\u003Cp>Nombre y apellidos:\u003C\u002Fp>\n\n\u003Cp>DNI:\u003C\u002Fp>\n\n\u003Cp>Puesto de trabajo:\u003C\u002Fp>\n\n\u003Cp>Centro de trabajo: \u003C\u002Fp>\n\n\u003Cp>Persona denunciada (Nombre, apellidos, puesto de trabajo):\u003C\u002Fp>\n\n\u003Cp>Persona que sufre el acoso, en caso de que no coincida con la denunciante\n(Nombre, apellidos, puesto de trabajo):\u003C\u002Fp>\n\n\u003Cp>Hechos que denuncia (descripción cronológica y detallada de los hechos,\npersonas implicadas, origen del conflicto, lugar en que sucedió, etc.):\u003C\u002Fp>\n\n\u003Cp>Breve descripción de otra información que se aporte:\u003C\u002Fp>\n\n\u003Cp>El\u002Fla abajo firmante, solicita la apertura del procedimiento de\ninvestigación derivado del conocimiento de actos que pueden ser constitutivos\nde......................., solicitando que se me informe de las distintas\nactuaciones que realicen durante el mismo así como su posterior\nresolución.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1689\">ANEXO II Actuación ante condiciones climatológicas de\ncarácter especial y PRL\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>Factores atmosféricos adversos. Trabajos en exteriores\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Deberá protegerse a las personas trabajadoras en exteriores contra las\ninclemencias atmosféricas que puedan comprometer su seguridad y su salud,\nespecialmente en episodios de altas y bajas temperaturas.\u003C\u002Fp>\n\n\u003Cp>a)Ante los episodios de calor:\u003C\u002Fp>\n\n\u003Cp>Cuando las temperaturas sean extremas, especialmente en las conocidas «olas\nde calor» causantes de graves consecuencias para la salud, por parte de la\nrepresentación sindical, se podrá proponer adaptar los horarios de trabajo a\nlas horas de menor exposición, sobre todo las tareas que requieran de un mayor\nesfuerzo físico.\u003C\u002Fp>\n\n\u003Cp>Asimismo, la empresa facilitará a todas estas personas aquellos EPIS que\nestablezca la evaluación de riesgos de su puesto de trabajo para evitar los\nefectos perjudiciales de una exposición al sol.\u003C\u002Fp>\n\n\u003Cp>En la medida de lo posible, se programarán los descansos en áreas de\nsombra, prioritariamente aisladas y con posibilidad de protección. Se\norganizarán, además, rotaciones del personal a lugares o tajos de menor\nexposición.\u003C\u002Fp>\n\n\u003Cp>En caso de alerta naranja o roja, se evitará que las personas trabajadoras\nse encuentren aisladas realizando el trabajo.\u003C\u002Fp>\n\n\u003Cp>Se garantizará el suministro de agua potable y fresca.\u003C\u002Fp>\n\n\u003Cp>Se formará a las personas trabajadoras incluyendo el apartado de primeros\nauxilios y medidas de emergencia en caso de golpe de calor.\u003C\u002Fp>\n\n\u003Cp>En caso de que el dictamen de aptitud de la persona trabajadora refleje\nalguna limitación con relación a los trabajos con exposición a altas\ntemperaturas, se le asignarán prioritariamente otros trabajos con menor\nexposición a altas temperaturas.\u003C\u002Fp>\n\n\u003Cp>Las mediciones del estrés térmico se realizarán conforme a la norma de\naplicación.\u003C\u002Fp>\n\n\u003Cp>b)Ante los episodios de frío:\u003C\u002Fp>\n\n\u003Cp>Cuando las temperaturas sean extremas y pueden tener graves consecuencias\npara la salud. Por parte de la representación sindical, se podrá proponer\nadaptar los horarios de trabajo a las horas menos frías, sobre todo las tareas\nque requieran de un menor esfuerzo físico. \u003C\u002Fp>\n\n\u003Cp>Asimismo, se pondrán a disposición de las trabajadoras y trabajadores\nexpuestos ropa de abrigo adecuada.\u003C\u002Fp>\n\n\u003Cp>En la medida de lo posible, se programarán los descansos en áreas aisladas\ny climatizadas. Se organizarán, además, rotaciones del personal a lugares o\ntajos de menor exposición.\u003C\u002Fp>\n\n\u003Cp>Se formará a las personas trabajadoras para los riesgos que puedan originar\nestos episodios de bajas temperaturas.\u003C\u002Fp>\n\n\u003Cp>Las mediciones del estrés térmico se realizarán según las normas de\naplicación.\u003C\u002Fp>\n\n\u003Cp>2.No obstante lo descrito en el punto 1, las empresas del sector se\ncomprometen a contemplar estas actuaciones en el Plan de prevención de riesgos\nlaborales de cada empresa.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1729\">ANEXO III Protocolo de actuación ante catástrofes y fenómenos\nmeteorológicos adversos\u003C\u002Fh2>\n\n\u003Cp>El presente protocolo tiene por objeto establecer un marco común de\nactuación preventiva y de protección frente a riesgos laborales derivados de\ncatástrofes naturales, tecnológicas o fenómenos meteorológicos adversos que\npuedan afectar a la salud y seguridad de las personas trabajadoras del sector\nde la industria de elaboración del arroz.\u003C\u002Fp>\n\n\u003Cp>Ámbito de aplicación\u003C\u002Fp>\n\n\u003Cp>Este protocolo será de aplicación en todos los centros de trabajo\nincluidos en el ámbito funcional y territorial del presente convenio, tanto en\nactividades de producción, logística, distribución, oficinas técnicas y\nadministrativas.\u003C\u002Fp>\n\n\u003Cp>Medidas generales de prevención y preparación\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Las empresas deberán:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Incorporar a sus evaluaciones de riesgos\nlaborales los posibles escenarios relacionados con catástrofes naturales\n(inundaciones, terremotos, incendios forestales, etc.) o fenómenos\nmeteorológicos extremos (olas de calor, nieve intensa, tormentas eléctricas,\netc.).\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Elaborar y mantener actualizado un plan de\nactuación ante emergencias que incluya procedimientos específicos ante este\ntipo de contingencias.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Informar y formar de manera periódica a toda la\nplantilla sobre dichos procedimientos.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Asegurar la existencia de equipos de protección\nindividual (EPIs) adecuados y dispositivos de primeros auxilios adaptados a las\nemergencias contempladas.\u003C\u002Fp>\n\n\u003Cp>Medidas organizativas durante la emergencia\u003C\u002Fp>\n\n\u003Cp>En caso de aviso oficial de fenómenos adversos que puedan comprometer la\nintegridad física de las personas trabajadoras o el normal desarrollo de la\nactividad laboral, se habilitarán fórmulas de flexibilización organizativa,\nincluyendo:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Suspensión temporal de la actividad presencial\nen las zonas afectadas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Activación del teletrabajo si las funciones lo\npermiten.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Modificación temporal de horarios y turnos de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>La dirección de la empresa, previa consulta con la representación legal de\nlas personas trabajadoras, determinará las medidas específicas a adoptar,\npriorizando en todo caso la salud y seguridad. \u003C\u002Fp>\n\n\u003Cp>Retorno a la normalidad\u003C\u002Fp>\n\n\u003Cp>El reinicio de la actividad se realizará una vez se haya verificado la\nseguridad del entorno y de las instalaciones.\u003C\u002Fp>\n\n\u003Cp>Participación de la representación legal de las personas trabajadoras\u003C\u002Fp>\n\n\u003Cp>El comité de seguridad y salud o, en su defecto, los delegados de\nprevención deberán participar en la elaboración, revisión y seguimiento de\nlos planes de emergencia. Las medidas derivadas de este protocolo deberán\ncomunicarse a la representación legal con antelación suficiente, salvo en\nsituaciones de urgencia sobrevenida.\u003C\u002Fp>\n\n\u003Cp>Coordinación con servicios externos\u003C\u002Fp>\n\n\u003Cp>Las empresas establecerán mecanismos de coordinación con los servicios de\nprotección civil, emergencias y autoridades competentes a nivel local o\nautonómico.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1775\">ANEXO IV Protocolo y medidas para las personas LGTBI\u003C\u002Fh2>\n\n\u003Cp>Al objeto de dar cumplimiento a la Ley 4\u002F2023, de 28 de febrero, para la\nIgualdad Real y Efectiva de las Personas Trans y para la Garantía de los\nDerechos de las Personas LGTBI, y el Real Decreto 1026\u002F2024, de 8 de octubre,\npor el que se desarrolla el conjunto planificado de las medidas para la\nigualdad y no discriminación de las personas LGTBI en las empresas, ambas\npartes tras realizar la negociación de las medidas planificadas, acuerdan un\nconjunto de medidas planificadas.\u003C\u002Fp>\n\n\u003Cp>Primero. Las medidas planificadas del anexo contienen, al menos, las\nsiguientes, cláusulas:\u003C\u002Fp>\n\n\u003Cp>1.Igualdad de trato y no discriminación.\u003C\u002Fp>\n\n\u003Cp>2.Acceso al empleo.\u003C\u002Fp>\n\n\u003Cp>3.Clasificación y promoción profesional.\u003C\u002Fp>\n\n\u003Cp>4.Formación, sensibilización y lenguaje.\u003C\u002Fp>\n\n\u003Cp>5.Entornos laborales diversos, seguros e inclusivos.\u003C\u002Fp>\n\n\u003Cp>6.Permisos y beneficios sociales.\u003C\u002Fp>\n\n\u003Cp>7.Régimen disciplinario.\u003C\u002Fp>\n\n\u003Cp>8.Definiciones.\u003C\u002Fp>\n\n\u003Cp>9.Protocolo de actuación frente al acoso y la por orientación e identidad\nsexual y expresión de género.\u003C\u002Fp>\n\n\u003Cp>Sección I. Apartados del protocolo de actuación frente al acoso y la\nviolencia contra las personas LGTBI.\u003C\u002Fp>\n\n\u003Cp>Sección II. Modelo de protocolo de actuación frente al acoso y la\nviolencia por orientación e identidad sexual, y expresión de género.\u003C\u002Fp>\n\n\u003Cp>Modelo denuncia.\u003C\u002Fp>\n\n\u003Cp>Segundo. El protocolo de actuación frente al acoso y la violencia contra\nlas personas LGTBI, del anexo contiene la estructura y contenido del protocolo\nante situaciones de acoso por orientación e identidad sexual y expresión de\ngénero, así como un modelo de denuncia.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Medidas LGTBI\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>De conformidad con lo establecido en el artículo 15.1 de la Ley 4\u002F2023, de\n28 de febrero, para la Igualdad Real y Efectiva de las Personas Trans y para la\nGarantía de los \u003C\u002Fp>\n\n\u003Cp>Derechos de las Personas LGTBI, y el Real Decreto 1026\u002F2024, de 8 de\noctubre, por el que se desarrolla el conjunto planificado de las medidas para\nla igualdad y no discriminación de las personas LGTBI en las empresas, estas\nmedidas se aplicarán a todas aquellas empresas comprendidas en el artículo\n1.2 del texto refundido de la Ley del Estatuto de los Trabajadores, aprobado\npor el Real Decreto Legislativo 2\u002F2015, de 23 de octubre, que cuenten con más\nde cincuenta personas trabajadoras en su plantilla y serán de aplicación\nvoluntaria en las empresas de cincuenta o menos personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Contenido de las Medidas Planificadas\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1.Igualdad de trato y no discriminación.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Las empresas del sector desarrollarán acciones para crear un contexto\nfavorable a la diversidad y a avanzar en la erradicación de la discriminación\nde las personas LGTBI, tanto en lo relativo no solo a la orientación e\nidentidad sexual, sino también a la expresión de género o características\nsexuales.\u003C\u002Fp>\n\n\u003Cp>Ámbito de aplicación: Aplicación directa a las personas que trabajan en\nlas empresas, independientemente del vínculo jurídico que los una a ella,\nsiempre que desarrollen su actividad dentro del ámbito organizativo de la\nempresa, a quienes solicitan un puesto de trabajo, y al personal de puesta a\ndisposición, proveedores, clientes y visitas, entre otros.\u003C\u002Fp>\n\n\u003Cp>Vigencia. Hasta la finalización de la unidad del convenio colectivo. Una\nvez finalizada la vigencia, continuará en vigor hasta que sea sustituido por\notro.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Acceso al empleo.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Las empresas desarrollarán medidas dirigidas a erradicar estereotipos en el\nacceso al empleo de las personas LGTBI, en especial a través de la formación\nadecuada de las personas que participan en los procesos de selección.\u003C\u002Fp>\n\n\u003Cp>Para ello es preciso establecer criterios claros y concretos para garantizar\nun adecuado proceso de selección y contratación que priorice la formación o\nidoneidad de la persona para el puesto de trabajo, independientemente de su\norientación e identidad sexual o su expresión de género, con especial\natención a las personas trans como colectivo especialmente vulnerable.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.Clasificación y promoción profesional.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Las empresas basarán la clasificación, promoción profesional y ascensos\nen criterios objetivos tales como el nivel de cualificación y la capacidad,\nevitando discriminación directa o indirecta para las personas LGTBI,\ngarantizando el desarrollo de su carrera profesional en igualdad de\ncondiciones.\u003C\u002Fp>\n\n\u003Cp>Los criterios para utilizar en los procedimientos de ascenso deberán ser\nobjetivos y neutros, para evitar cualquier tipo de discriminación.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4.Formación, sensibilización y lenguaje.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Las empresas integrarán en sus planes de formación módulos específicos\nsobre los derechos de las personas LGTBI en el ámbito laboral, con especial\nincidencia en la igualdad de trato y oportunidades y en la no discriminación.\nLa formación irá dirigida a toda la plantilla, incluyendo a los mandos\nintermedios, puestos directivos y personas trabajadoras con responsabilidad en\nla dirección de personal y recursos humanos.\u003C\u002Fp>\n\n\u003Cp>Los aspectos mínimos que deberán contener son:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Conocimiento generál y difusión del conjunto de\nmedidas planificadas LGTBI recogidas en el presente convenio colectivo, así\ncomo su alcance y contenido.\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;\">-Conocimiento y difusión del protocolo de\nacompanamiento a las personas trans en el empleo, en caso de que se disponga\ndel mismo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Conocimiento y difusión del protocolo para la\nprevención, detección y actuación frente al acoso discriminatorio o\nviolencia por razón de orientación e identidad sexual, expresión de género\ny características sexuales. Se fomentarán medidas para garantizar la\nutilización de un lenguaje respetuoso con la diversidad. Durante el tiempo en\nvigor del protocolo LGTBI se realizará una formación\u002Faprendizaje en materia\nsobre sensibilización contra la LGTBIfobia, prioritaria y específicamente las\npersonas que se encarguen del reclutamiento o participen en procesos de\nselección, así como mandos intermedios y personal de dirección.\u003C\u002Fp>\n\n\u003Cp>En el caso de que exista un protocolo de bienvenida de nuevas\nincorporaciones se incluirá referencia al compromiso de respeto y\nsensibilización con los derechos de las personas LGTBI.\u003C\u002Fp>\n\n\u003Cp>Además de la sensibilización anteriormente citada, las personas que se\nencarguen del reclutamiento o participen en procesos de selección, mandos\nintermedios, cuadros de dirección o cualquiera que tenga a su cargo personas\ntrabajadoras, deberán recibir una formación específica.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5.Entornos laborales diversos, seguros e inclusivos.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Las empresas promoverán la heterogeneidad de las plantillas para lograr\nentornos laborales diversos, inclusivos y seguros. Para ello se garantizará la\nprotección contra comportamientos LGTBIfóbicos, especialmente, a través de\nlos protocolos frente al acoso y la violencia en el trabajo.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>6.Permisos y beneficios sociales.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se garantizará el acceso a los permisos, beneficios sociales y derechos sin\ndiscriminación por razón de orientación e identidad sexual y expresión de\ngénero, teniendo en cuenta la realidad de las familias diversas, cónyuges y\nparejas de hecho LGTBI conforme a la legislación vigente.\u003C\u002Fp>\n\n\u003Cp>En este sentido se garantizará a todas las personas trabajadoras el\ndisfrute en condiciones de igualdad de todos los permisos fijados legalmente en\nel presente convenio colectivo o en los acuerdos de empresa que los mejoren,\ncon especial atención a las personas trans para la asistencia a consultas\nmédicas o trámites legales.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>7.Régimen disciplinario.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Los comportamientos que atenten contra la libertad sexual, la orientación e\nidentidad sexual y la expresión de género de las personas trabajadoras serán\nconsiderados como faltas muy graves.\u003C\u002Fp>\n\n\u003Cp>Todas estas clasificaciones de faltas se adaptarán con el reglamento\ndisciplinario de faltas y sanciones que en el ámbito correspondan y se\nsenalen.\u003C\u002Fp>\n\n\u003Cp>Si estas conductas se llevasen a cabo haciendo uso de una posición\njerárquica superior o si no se actuase ante cualquier tipo de situación\ndiscriminatoria, se considerará una circunstancia agravante.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>8.Definiciones.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Orientación sexual: Atracción física, sexual o afectiva hacia una\npersona. La orientación sexual puede ser heterosexual, cuando se siente\natracción física, sexual o afectiva únicamente hacia personas de distinto\nsexo; homosexual, cuando se siente atracción física, sexual o afectiva\núnicamente hacia personas del mismo sexo; o bisexual, cuando se siente\natracción física, sexual o afectiva hacia personas de diferentes sexos, no\nnecesariamente al mismo tiempo, de la misma manera, en el mismo grado ni con la\nmisma intensidad. \u003C\u002Fp>\n\n\u003Cp>Las personas homosexuales pueden ser gais, si son hombres, o lesbianas, si\nson mujeres.\u003C\u002Fp>\n\n\u003Cp>Identidad sexual: Vivencia interna e individual del sexo tal y como cada\npersona la siente y autodefine, pudiendo o no corresponder con el sexo asignado\nal nacer.\u003C\u002Fp>\n\n\u003Cp>Expresión de género: Manifestación que cada persona hace de su identidad\nsexual.\u003C\u002Fp>\n\n\u003Cp>Persona trans: Persona cuya identidad sexual no se corresponde con el sexo\nasignado al nacer.\u003C\u002Fp>\n\n\u003Cp>Intersexualidad: La condición de aquellas personas nacidas con unas\ncaracterísticas biológicas, anatómicas o fisiológicas, una anatomía\nsexual, unos órganos reproductivos o un patrón cromosómico que no se\ncorresponden con las nociones socialmente establecidas de los cuerpos\nmasculinos o femeninos.\u003C\u002Fp>\n\n\u003Cp>Familia LGTBI: Aquella en la que uno o más de sus integrantes son personas\nLGTBI, englobándose dentro de ellas las familias homoparentales, es decir, las\ncompuestas por personas lesbianas, gais o bisexuales con descendientes menores\nde edad que se encuentran de forma estable bajo guardia, tutela o patria\npotestad, o con descendientes mayores de edad con discapacidad a cargo.\u003C\u002Fp>\n\n\u003Cp>LGTBIfobia: Toda actitud, conducta o discurso de rechazo, repudio,\nprejuicio, discriminación o intolerancia hacia las personas LGTBI por el hecho\nde serlo, o ser percibidas como tales.\u003C\u002Fp>\n\n\u003Cp>Homofobia: Toda actitud, conducta o discurso de rechazo, repudio, prejuicio,\ndiscriminación o intolerancia hacia las personas homosexuales por el hecho de\nserlo, o ser percibidas como tales.\u003C\u002Fp>\n\n\u003Cp>Bifobia: Toda actitud, conducta o discurso de rechazo, repudio, prejuicio,\ndiscriminación o intolerancia hacia las personas bisexuales por el hecho de\nserlo, o ser percibidas como tales.\u003C\u002Fp>\n\n\u003Cp>Transfobia: Toda actitud, conducta o discurso de rechazo, repudio,\nprejuicio, discriminación o intolerancia hacia las personas trans por el hecho\nde serlo, o ser percibidas como tales.\u003C\u002Fp>\n\n\u003Cp>Medidas de acción positiva: Diferencias de trato orientadas a prevenir,\neliminar y, en su caso, compensar cualquier forma de discriminación o\ndesventaja en su dimensión colectiva o social.\u003C\u002Fp>\n\n\u003Cp>Tales medidas serán aplicables en tanto subsistan las situaciones de\ndiscriminación o las desventajas que las justifican y habrán de ser\nrazonables y proporcionadas en relación con los medios para su desarrollo y\nlos objetivos que persigan.\u003C\u002Fp>\n\n\u003Cp>Inducción, orden o instrucción de discriminar: Es discriminatoria toda\ninducción, orden o instrucción de discriminar por cualquiera de las causas\nestablecidas en esta ley. La inducción ha de ser concreta, directa y eficaz\npara hacer surgir en otra persona una actuación discriminatoria.\u003C\u002Fp>\n\n\u003Cp>Discriminación directa: Situación en que se encuentra una persona o grupo\nen que se integra que sea, haya sido o pudiera ser tratada de manera menos\nfavorable que otras en situación análoga o comparable por razón de\norientación sexual e identidad sexual, expresión de género o\ncaracterísticas sexuales. Se considerará discriminación directa la\ndenegación de ajustes razonables a las personas con discapacidad. A tal\nefecto, se entiende por ajustes razonables las modificaciones y adaptaciones\nnecesarias y adecuadas del ambiente físico, social y actitudinal que no\nimpongan una carga desproporcionada o indebida, cuando se requieran en un caso\nparticular de manera eficaz y práctica, para facilitar la accesibilidad y la\nparticipación y garantizar a las personas con discapacidad el goce o\nejercicio, en igualdad de condiciones con las demás, de todos los derechos.\u003C\u002Fp>\n\n\u003Cp>Discriminación indirecta: Se produce cuando una disposición, criterio o\npráctica aparentemente neutros ocasiona o puede ocasionar a una o varias\npersonas una desventaja particular con respecto a otras por razón de\norientación sexual, e identidad sexual, expresión de género o\ncaracterísticas sexuales.\u003C\u002Fp>\n\n\u003Cp>Discriminación múltiple e interseccional: Se produce discriminación\nmúltiple cuando una persona es discriminada, de manera simultánea o\nconsecutiva, por dos o más \u003C\u002Fp>\n\n\u003Cp>causas de las previstas en Ley 4\u002F2023, de 28 de febrero, para la Igualdad\nReal y Efectiva de las Personas Trans y para la Garantía de los Derechos de\nlas Personas LGTBI, y\u002Fo por otra causa o causas de discriminación previstas en\nla Ley 15\u002F2022, de 12 de julio, integral para la Igualdad de Trato y la No\nDiscriminación. Se produce discriminación interseccional cuando concurren o\ninteractúan diversas causas comprendidas en el apartado anterior, generando\nuna forma específica de discriminación.\u003C\u002Fp>\n\n\u003Cp>Acoso discriminatorio: Cualquier conducta realizada por razón de alguna de\nlas causas de discriminación previstas en la Ley 4\u002F2023, con el objetivo o la\nconsecuencia de atentar contra la dignidad de una persona o grupo en que se\nintegra y de crear un entorno intimidatorio, hostil, degradante, humillante u\nofensivo.\u003C\u002Fp>\n\n\u003Cp>Discriminación por asociación y discriminación por error: Existe\ndiscriminación por asociación cuando una persona o grupo en que se integra,\ndebido a su relación con otra sobre la que concurra alguna de las causas de\ndiscriminación por razón de orientación e identidad sexual, expresión de\ngénero o características sexuales, es objeto de un trato discriminatorio. La\ndiscriminación por error es aquella que se funda en una apreciación\nincorrecta acerca de las características de la persona o personas\ndiscriminadas.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>9.Protocolo de actuación frente al acoso y la por orientación e\nidentidad sexual y expresión de género.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Según lo establecido en el anexo II del Real Decreto 1026\u002F2024, se adjunta\nun modelo de protocolo de actuación frente al acoso y la violencia contra las\npersonas LGTBI que podrá ser utilizado por las empresas del sector, en todo\ncaso la estructura y contenido del protocolo ante situaciones de acoso por\norientación e identidad sexual y expresión de género se ajustará, como\nmínimo, a lo recogido en los siguientes apartados:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Sección I. Apartados del protocolo de actuación frente al acoso y\nla violencia contra las personas LGTBI:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a)Declaración de principios en la que se manifieste el compromiso\nexplícito y firme de no tolerar en el seno de la empresa ningún tipo de\npráctica discriminatoria considerada como acoso por razón de orientación e\nidentidad sexual y expresión de género, quedando prohibida expresamente\ncualquier conducta de esta naturaleza.\u003C\u002Fp>\n\n\u003Cp>b)Ámbito de aplicación: El protocolo será de aplicación directa a las\npersonas que trabajan en la empresa, independientemente del vínculo jurídico\nque las una a esta, siempre que desarrollen su actividad dentro del ámbito\norganizativo de la empresa.\u003C\u002Fp>\n\n\u003Cp>También se aplicará a quienes solicitan un puesto de trabajo, al personal\nde puesta a disposición, proveedores, clientes y visitas, entre otros.\u003C\u002Fp>\n\n\u003Cp>c)Principios rectores y garantías del procedimiento:\u003C\u002Fp>\n\n\u003Cp>-Agilidad, diligencia y rapidez en la investigación y resolución de la\nconducta denunciada que deben ser realizadas sin demoras indebidas, respetando\nlos plazos que se determinen para cada parte del proceso y que constarán en el\nprotocolo.\u003C\u002Fp>\n\n\u003Cp>-Respeto y protección de la intimidad y dignidad a las personas afectadas\nofreciendo un tratamiento justo a todas las implicadas.\u003C\u002Fp>\n\n\u003Cp>-Confidencialidad: Las personas que intervienen en el procedimiento tienen\nobligación de guardar una estricta confidencialidad y reserva, no\ntransmitirán ni divulgarán información sobre el contenido de las denuncias\npresentadas, en proceso de investigación, o resueltas.\u003C\u002Fp>\n\n\u003Cp>-Protección suficiente de la víctima ante posibles represalias, atendiendo\nal cuidado de su seguridad y salud, teniendo en cuenta las posibles\nconsecuencias tanto físicas como psicológicas que se deriven de esta\nsituación y considerando especialmente las circunstancias laborales que rodeen\na la persona agredida.\u003C\u002Fp>\n\n\u003Cp>-Contradicción a fin de garantizar una audiencia imparcial y un trato justo\npara todas las personas afectadas. \u003C\u002Fp>\n\n\u003Cp>-Restitución de las víctimas: Si el acoso realizado se hubiera concretado\nen una modificación de las condiciones laborales de la víctima la empresa\ndebe restituirla en sus condiciones anteriores, si así lo solicitara.\u003C\u002Fp>\n\n\u003Cp>-Prohibición de represalias: Queda expresamente prohibido y será declarado\nnulo cualquier acto constitutivo de represalia, incluidas las amenazas de\nrepresalia y las tentativas de represalia contra las personas que presenten una\ncomunicación de denuncia por los medios habilitados para ello, comparezcan\ncomo testigos o ayuden o participen en una investigación sobre acoso.\u003C\u002Fp>\n\n\u003Cp>d)Procedimiento de actuación: El protocolo determinará el procedimiento\npara la presentación de la denuncia o queja, así como el plazo máximo para\nsu resolución, sin perjuicio de la aplicación de las disposiciones previstas\nen la Ley 2\u002F2023, de 20 de febrero, reguladora de la protección de las\npersonas que informen sobre infracciones normativas y de lucha contra la\ncorrupción, en su respectivo ámbito personal y material.\u003C\u002Fp>\n\n\u003Cp>La denuncia puede presentarse por la persona afectada o por quien esta\nautorice, mediante el procedimiento acordado para ello y ante la persona que se\ndetermine de la comisión encargada del proceso de investigación.\u003C\u002Fp>\n\n\u003Cp>En caso de que la denuncia no sea presentada directamente por la persona\nafectada, se debe incluir su consentimiento expreso e informado para iniciar\nlas actuaciones del protocolo.\u003C\u002Fp>\n\n\u003Cp>Tras la recepción de la queja o denuncia y, una vez constatada la\nsituación de acoso se adoptarán medidas cautelares o preventivas que aparten\na la víctima de la persona acosadora mientras se desarrolla el procedimiento\nde actuación hasta su resolución.\u003C\u002Fp>\n\n\u003Cp>En el plazo máximo de los días hábiles acordados y desde que se convoca\nla comisión, esta debe emitir un informe vinculante en uno de los sentidos\nsiguientes:\u003C\u002Fp>\n\n\u003Cp>-Constatar indicios de acoso objeto del protocolo y, si procede, proponer la\napertura del expediente sancionador.\u003C\u002Fp>\n\n\u003Cp>-No apreciar indicios de acoso objeto del protocolo. El informe deberá\nincluir, como mínimo, la descripción de los hechos, la metodología empleada,\nla valoración del caso, los resultados de la investigación y las medidas\ncautelares o preventivas, si procede.\u003C\u002Fp>\n\n\u003Cp>e)Resolución: En esta fase se tomarán las medidas de actuación necesarias\nteniendo en cuenta las evidencias, recomendaciones y propuestas de\nintervención del informe emitido por la comisión.\u003C\u002Fp>\n\n\u003Cp>Si hay evidencias de la existencia de una situación de acoso por razón de\norientación e identidad sexual o expresión de género, se instará la\nincoación de un expediente sancionador por una situación probada de acoso, se\npedirá la adopción de medidas correctoras, y, si procede, se continuarán\naplicando las medidas de protección a la víctima.\u003C\u002Fp>\n\n\u003Cp>Si no hay evidencias de la existencia de una situación de acoso se\nprocederá a archivar la denuncia.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Sección II. Modelo de protocolo de actuación frente al acoso y la\nviolencia por orientación e identidad sexual, y expresión de\ngénero.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1.Declaración de principios.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La empresa (nombre de la empresa) formaliza la siguiente declaración de\nprincipios, en el sentido de subrayar cómo deben ser las relaciones entre el\npersonal de empresa y las conductas contrarias a la libertad de orientación\nsexual, la identidad y\u002Fo expresión de género que no resultan tolerables en la\norganización.\u003C\u002Fp>\n\n\u003Cp>El presente protocolo resulta aplicable a todo comportamiento constitutivo\nde acoso o violencia dirigido a las personas LGTBI, incluidos los cometidos en\nel ámbito digital, además de cualesquiera otras conductas contrarias a la\nlibertad de orientación sexual, la identidad y\u002Fo expresión de género que\npuedan manifestarse en (nombre de la empresa). \u003C\u002Fp>\n\n\u003Cp>(Nombre de la empresa), al implantar este procedimiento, asume su compromiso\nde no tolerar en el seno de la empresa ningún tipo de práctica\ndiscriminatoria considerada como acoso por razón de orientación e identidad\nsexual y expresión de género, quedando prohibida expresamente cualquier\nconducta de esta naturaleza.\u003C\u002Fp>\n\n\u003Cp>(Nombre de la empresa) y la representación legal de las personas\ntrabajadoras (en el caso de que se disponga de RLPT) se comprometen a tratar\ncon la máxima diligencia cualquier situación de acoso que pueda producirse en\nnuestra empresa.\u003C\u002Fp>\n\n\u003Cp>En el ámbito de (nombre de la empresa) no se permitirán ni tolerarán\nconductas que puedan ser constitutivas de cualquiera de las manifestaciones de\nacoso. La empresa sancionará tanto a quien incurra en una conducta ofensiva\ncomo a quien la promueva, fomente y\u002Fo tolere. Todo el personal de la empresa\ntiene la obligación de respetar los derechos fundamentales de todas las\npersonas que conformamos (nombre de la empresa), así como de aquellas que\npresten servicios en ella. En especial, se abstendrán de tener comportamientos\nque resulten contrarios a la integridad, dignidad, intimidad y al principio de\nigualdad y no discriminación, promoviendo siempre conductas respetuosas.\u003C\u002Fp>\n\n\u003Cp>No obstante lo anterior, en caso de estar sufriendo cualquiera de estas\nconductas o de tener conocimiento de estas, cualquier persona trabajadora\ndispondrá de la posibilidad de, mediante denuncia o reclamación, activar este\nprotocolo como procedimiento interno, confidencial y rápido en aras a la\nerradicación de la conducta y reparación de sus efectos.\u003C\u002Fp>\n\n\u003Cp>Instruido el correspondiente procedimiento formal, de confirmarse la\nconcurrencia de cualquiera de las conductas referidas, (nombre de la empresa)\nsancionará a quien corresponda, comprometiéndose a usar todo su poder de\ndirección y sancionador para garantizar un entorno de trabajo adecuado a los\nprincipios de seguridad y salud en el trabajo y libre de violencia sexual y de\nconductas discriminatorias por razón de orientación sexual, identidad y\u002Fo\nexpresión de género. Se considerará también discriminatoria toda\ninducción, orden o instrucción de discriminar.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Ámbito de aplicación.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El presente protocolo será de aplicación directa a las personas que\ntrabajan en la empresa, independientemente del vínculo jurídico que las una a\nesta, siempre que desarrollen su actividad dentro del ámbito organizativo de\nla empresa. También se aplicará a quienes solicitan un puesto de trabajo, al\npersonal de puesta a disposición, proveedores, clientes y visitas, entre\notros.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.Principios rectores.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Los principios rectores y garantías del procedimiento regulado a través de\neste protocolo serán los siguientes:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Agilidad, diligencia y rapidez en la\ninvestigación y resolución de la conducta denunciada que deben ser realizadas\nsin demoras indebidas, respetando los plazos que se determinen para cada parte\ndel proceso y que constarán en el protocolo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Respeto y protección de la intimidad y dignidad a\nlas personas afectadas ofreciendo un tratamiento justo a todas las\nimplicadas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Confidencialidad: Las personas que intervienen en\nel procedimiento tienen obligación de guardar una estricta confidencialidad y\nreserva, no transmitirán ni divulgarán información sobre el contenido de las\ndenuncias presentadas, en proceso de investigación, o resueltas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Protección suficiente de la víctima ante\nposibles represalias, atendiendo al cuidado de su seguridad y salud, teniendo\nen cuenta las posibles consecuencias tanto físicas como psicológicas que se\nderiven de esta situación y considerando especialmente las circunstancias\nlaborales que rodeen a la persona agredida.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Contradicción a fin de garantizar una audiencia\nimparcial y un trato justo para todas las personas afectadas. \u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Restitución de las víctimas: Si el acoso\nrealizado se hubiera concretado en una modificación de las condiciones\nlaborales de la víctima la empresa debe restituirla en sus condiciones\nanteriores, si así lo solicitara.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Prohibición de represalias: Queda expresamente\nprohibido y será declarado nulo cualquier acto constitutivo de represalia,\nincluidas las amenazas de represalia y las tentativas de represalia contra las\npersonas que presenten una comunicación de denuncia por los medios habilitados\npara ello, comparezcan como testigos o ayuden o participen en una\ninvestigación sobre acoso.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4.Procedimiento de actuación.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>4.1Comisión instructora.\u003C\u002Fp>\n\n\u003Cp>Se constituye una comisión instructora y de seguimiento para casos de acoso\no violencia contra las personas LGTBI.\u003C\u002Fp>\n\n\u003Cp>En aras de preservar la confidencialidad, se recomienda que la comisión\nesté integrada por tres personas, con un máximo de cinco en caso necesario, y\nentre sus miembros se encuentre el\u002Fla responsable de la empresa o responsable\nde recursos humanos, representante\u002Fs de las personas trabajadoras, personal\ntécnico de igualdad de la empresa si esta dispusiese de esta figura y\u002Fo\npersonal técnico de prevención de riesgos laborales. Para su designación se\ntendrá en cuenta preferentemente su formación y\u002Fo experiencia en materia de\nigualdad y no discriminación y concretamente en acoso o violencia contra las\npersonas LGTBI, siendo también recomendable que estas personas sean conocidas\npor todo el personal de la empresa y\u002Fo de la organización. En las empresas en\nlas que hay representación legal de las personas trabajadoras, participarán\nde forma paritaria en la comisión instructora la representación de la empresa\ny la de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>Se hará constar el nombre apellidos y cargo de las personas pertenecientes\na la comisión instructora así como de la persona que actúe de suplente en\ncaso de enfermedad o ausencia de cualquiera de las personas integrantes de la\ncomisión.\u003C\u002Fp>\n\n\u003Cp>Con el fin de garantizar al máximo la confidencialidad de este\nprocedimiento, las personas que sean miembros de esta comisión serán\nfijas.\u003C\u002Fp>\n\n\u003Cp>En el protocolo se deberá hacer constar la duración de la comisión,\nnormalmente la vigencia del protocolo.\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 con las personas afectadas por el procedimiento o\ninterés directo o indirecto en el proceso concreto, deberán abstenerse de\nactuar. En caso de que, a pesar de la existencia de estas causas, no se\nprodujera la abstención, podrá solicitarse, por cualquiera de las personas\nafectadas por el procedimiento, la recusación de dicha persona o personas de\nla comisión.\u003C\u002Fp>\n\n\u003Cp>Adicionalmente, esta comisión, ya sea por acuerdo propio o por solicitud de\nalguna de las personas afectadas, podrá solicitar la participación de una\npersona experta externa que podrá acompanarla en la instrucción del\nprocedimiento.\u003C\u002Fp>\n\n\u003Cp>Esta comisión se reunirá en el plazo máximo de tres días hábiles a\ncontar desde la fecha de recepción de una denuncia, reclamación o\nconocimiento de un comportamiento inadecuado, de conformidad con el\nprocedimiento establecido en el presente protocolo para su presentación.\u003C\u002Fp>\n\n\u003Cp>En el seno de la comisión se investigará, inmediata y minuciosamente,\ncualquier denuncia, comunicación, reclamación o informe sobre un\ncomportamiento susceptible de ser considerado constitutivo de acoso o violencia\ncontra las personas LGTBI. Las denuncias, reclamaciones e investigaciones se\ntratarán de manera absolutamente confidencial, de forma coherente con la\nnecesidad de investigar y adoptar \u003C\u002Fp>\n\n\u003Cp>medidas correctivas, teniendo en cuenta que pude afectar directamente a la\nintimidad y honorabilidad de las personas.\u003C\u002Fp>\n\n\u003Cp>Cuando de la denuncia planteada la comisión apreciase indicios de conducta\ndelictiva propondrá a la dirección de (nombre de la empresa) la adopción\ninmediata de las correspondientes medidas cautelares y el traslado urgente al\nMinisterio Fiscal.\u003C\u002Fp>\n\n\u003Cp>4.2El inicio del procedimiento: la denuncia o reclamación.\u003C\u002Fp>\n\n\u003Cp>En (nombre de la empresa) [indicar nombre y apellidos, cargo] es la persona\nencargada de iniciar la gestión y tramitación cualquier denuncia o\nreclamación que, conforme a este protocolo, pueda interponerse por las\npersonas que prestan servicios en esta organización.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras de (nombre de la empresa) deben saber que, salvo\ndolo o mala fe, no serán sancionadas por activar el protocolo. En caso de\nhacerlo, al interponer cualquier reclamación esta tendrá presunción de\nveracidad y será gestionada por la persona a la que se acaba de hacer\nreferencia.\u003C\u002Fp>\n\n\u003Cp>Las denuncias serán secretas y (nombre de la empresa) garantizará la\nconfidencialidad de las partes afectadas.\u003C\u002Fp>\n\n\u003Cp>A fin de garantizar la confidencialidad de cualquier denuncia, reclamación\no comunicación de situación de acoso, (nombre de la empresa) habilita la\ncuenta de correo electrónico (indicar) a la que solo tendrán acceso la\npersona encargada de tramitar la denuncia o reclamación y las personas que\nintegran la comisión instructora, y cuyo objeto es única y exclusivamente la\npresentación de este tipo de denuncias o reclamaciones. Con el fin de proteger\nla confidencialidad del procedimiento, la persona encargada de tramitar la\ndenuncia o reclamación dará un código numérico a cada una de las partes\nafectadas.\u003C\u002Fp>\n\n\u003Cp>La denuncia puede presentarse por la persona afectada o por quien esta\nautorice. En caso de que la denuncia no sea presentada directamente por la\npersona afectada, se debe incluir su consentimiento expreso e informado para\niniciar las actuaciones del protocolo.\u003C\u002Fp>\n\n\u003Cp>Recibida una denuncia, la persona encargada de tramitar la denuncia o\nreclamación la pondrá inmediatamente en conocimiento de la dirección de la\nempresa y de las demás personas que integran la comisión instructora.\u003C\u002Fp>\n\n\u003Cp>Se pone a disposición de las personas trabajadoras de la empresa el modelo\nque figura en este protocolo para la formalización de la denuncia o\nreclamación. La presentación de la denuncia o reclamación mediante el\nformulario correspondiente será necesaria para el inicio del procedimiento en\nlos términos que consta en el apartado siguiente.\u003C\u002Fp>\n\n\u003Cp>Cuando de la denuncia planteada la comisión apreciase indicios de conducta\ndelictiva propondrá a la dirección de (nombre de la empresa) la adopción\ninmediata de las correspondientes medidas cautelares y el traslado urgente al\nMinisterio Fiscal. Al margen de otras medidas cautelares que pudieran\nadoptarse, siempre se separará a la presunta persona acosadora de la víctima\ny, en ningún caso, se obligará a la víctima a un cambio de puesto, horario o\nde ubicación dentro de la empresa.\u003C\u002Fp>\n\n\u003Cp>4.3La fase preliminar o procedimiento informal.\u003C\u002Fp>\n\n\u003Cp>Esta fase es potestativa para las partes y dependerá de la voluntad que\nexprese al respecto la víctima. La pretensión de esta fase preliminar es\nresolver la situación de acoso de forma urgente y eficaz para conseguir la\ninterrupción de las situaciones de acoso y alcanzar una solución aceptada por\nlas partes.\u003C\u002Fp>\n\n\u003Cp>Recibida la denuncia o reclamación, la comisión instructora entrevistará\na la persona afectada, pudiendo también entrevistar a la presunta persona\nagresora o a ambas partes, solicitar la intervención de personal experto,\netc. \u003C\u002Fp>\n\n\u003Cp>Este procedimiento informal o fase preliminar tendrá una duración máxima\nde siete días hábiles a contar desde la recepción de la denuncia o\nreclamación por parte de la comisión instructora. En ese plazo, la comisión\ninstructora dará por finalizado esta fase preliminar, valorando la\nconsistencia de la denuncia, indicando la consecución o no de la finalidad del\nprocedimiento y, en su caso, proponiendo las actuaciones que estime\nconvenientes, incluida la apertura del expediente. Todo el procedimiento será\nurgente y confidencial, protegiendo la dignidad y la intimidad de las personas\nafectadas. El expediente será confidencial y sólo podrá tener acceso a él\nla citada comisión.\u003C\u002Fp>\n\n\u003Cp>No obstante lo anterior, la comisión instructora, si las partes lo\nmanifiestan expresamente, podrá obviar esta fase preliminar y pasar\ndirectamente a la tramitación del procedimiento formal, lo que comunicará a\nlas partes. Asimismo, se pasará a iniciar el procedimiento formal si la\npersona denunciante no queda satisfecha con la solución propuesta por la\ncomisión instructora en la fase de procedimiento informal.\u003C\u002Fp>\n\n\u003Cp>En el caso de no iniciar el procedimiento formal, se levantará acta de la\nsolución adoptada en esta fase preliminar y se informará a la dirección de\nla empresa.\u003C\u002Fp>\n\n\u003Cp>Igualmente, se informará a la representación legal de las personas\ntrabajadoras (en el caso de que se disponga de RLPT) y a la persona responsable\nde prevención de riesgos laborales, quienes deberán guardar sigilo sobre la\ninformación a la que tengan acceso. En todo caso, al objeto de garantizar la\nconfidencialidad, no se darán datos personales y se utilizarán los códigos\nnuméricos asignados a cada una de las partes implicadas en el expediente.\u003C\u002Fp>\n\n\u003Cp>4.4Procedimiento formal.\u003C\u002Fp>\n\n\u003Cp>En el caso de no activarse la fase preliminar o cuando el procedimiento no\npueda resolverse no obstante haberse activado, se dará paso al procedimiento\nformal.\u003C\u002Fp>\n\n\u003Cp>La comisión instructora realizará una investigación, en la que se\nresolverá a propósito de la concurrencia o no del acoso o conducta denunciada\ntras oír a las personas afectadas y testigos que se propongan, celebrar\nreuniones o requerir cuanta documentación sea necesaria, sin perjuicio de lo\ndispuesto en materia de protección de datos de carácter personal y\ndocumentación reservada.\u003C\u002Fp>\n\n\u003Cp>Las personas que sean requeridas deberán colaborar con la mayor diligencia\nposible.\u003C\u002Fp>\n\n\u003Cp>Durante la tramitación del expediente, a propuesta de la comisión\ninstructora, la dirección de (nombre de la empresa) adoptará las medidas\ncautelares o preventivas necesarias conducentes al cese inmediato de la\nsituación de acoso, sin que dichas medidas puedan suponer un perjuicio\npermanente y definitivo en las condiciones laborales de las personas\nimplicadas. Al margen de otras medidas cautelares, la dirección de (nombre de\nla empresa) separará a la presunta persona acosadora de la víctima.\u003C\u002Fp>\n\n\u003Cp>En el desarrollo del procedimiento se dará primero audiencia a la víctima\ny después a la persona denunciada. Ambas partes implicadas podrán ser\nasistidas y acompanadas por una persona de su confianza, sea o no representante\nlegal y\u002Fo sindical de las personas trabajadoras, quien deberá guardar sigilo\nsobre la información a que tenga acceso. En cumplimiento del principio de\ncontradicción siempre se dará audiencia a la parte denunciada.\u003C\u002Fp>\n\n\u003Cp>La comisión de instrucción podrá, si lo estima pertinente, solicitar\nasesoramiento externo en materia de acoso o violencia contra las personas LGTBI\ndurante la instrucción del procedimiento. Esta persona experta externa está\nobligada a garantizar la máxima confidencialidad respecto todo aquello de lo\nque pudiera tener conocimiento o a lo que pudiese tener acceso por formar parte\nde la comisión de resolución del conflicto en cuestión, y estará vinculada\na las mismas causas de abstención y recusación que las personas integrantes\nde la comisión de instrucción.\u003C\u002Fp>\n\n\u003Cp>Finalizada la investigación, la comisión emitirá un informe vinculante\nque se trasladará a dirección y en el que se recogerán como mínimo, la\ndescripción de \u003C\u002Fp>\n\n\u003Cp>los hechos, la metodología empleada, la valoración del caso, los\nresultados de la investigación y las medidas cautelares o preventivas, si\nprocede.\u003C\u002Fp>\n\n\u003Cp>-Si de la prueba practicada se deduce la concurrencia de indicios de acoso,\nen cualquiera de sus manifestaciones, o de cualquier otro comportamiento no\nconstitutivo de delito, pero contrario a los derechos y libertades de las\npersonas LGTBI, en las conclusiones del acta, la comisión instructora instará\na la empresa a adoptar las medidas sancionadoras oportunas mediante la apertura\ndel expediente sancionador, pudiendo incluso, en caso de ser muy grave,\nproponer el despido disciplinario de la persona agresora.\u003C\u002Fp>\n\n\u003Cp>-Si de la prueba practicada no se apreciasen indicios de acoso o violencia\ncontra las personas LGTBI, la comisión hará constar en el acta que de la\nprueba expresamente practicada que no cabe apreciar la concurrencia de estas\nconductas.\u003C\u002Fp>\n\n\u003Cp>Si aun no existiendo acoso se detecta alguna actuación inadecuada o\ncomportamiento susceptible de ser sancionado, la comisión instructora instará\nigualmente a la dirección de (nombre de la empresa) a adoptar medidas que al\nrespecto se consideren pertinentes.\u003C\u002Fp>\n\n\u003Cp>En el seno de la comisión instructora las decisiones se tomarán de forma\nconsensuada, siempre que fuera posible y, en su defecto, por mayoría.\u003C\u002Fp>\n\n\u003Cp>El procedimiento será ágil, eficaz, y se protegerá, en todo caso, la\nintimidad, confidencialidad y dignidad de las personas afectadas. A lo largo de\ntodo el procedimiento se mantendrá una estricta confidencialidad y todas las\ninvestigaciones internas se llevarán a cabo con tacto y con el debido respeto,\ntanto a la víctima y, en su caso, al\u002Fla denunciante, quienes en ningún caso\npodrán recibir un trato desfavorable por este motivo, como al\u002Fla denunciado\u002Fa,\ncuya prueba de culpabilidad requiere la concurrencia de indicios en los\ntérminos previstos en la normativa laboral en caso de vulneración de derechos\nfundamentales.\u003C\u002Fp>\n\n\u003Cp>Todas las personas que intervengan en el proceso tendrán la obligación de\nactuar con estricta confidencialidad y de guardar sigilo y secreto profesional\nal respecto de toda la información a la que tengan acceso.\u003C\u002Fp>\n\n\u003Cp>Esta fase de desarrollo formal deberá realizarse en el plazo máximo de\nsiete días hábiles. De concurrir razones que exijan, por su complejidad,\nmayor plazo, la comisión instructora podrá acordar la ampliación de este\nplazo sin superar en ningún caso el período de ampliación acordado de tres\ndías hábiles.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5.Resolución del expediente de acoso.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En esta fase se tomarán las medidas de actuación necesarias teniendo en\ncuenta las evidencias, recomendaciones y propuestas de intervención del\ninforme emitido por la comisión.\u003C\u002Fp>\n\n\u003Cp>La dirección de (nombre de la empresa), una vez recibido el informe\nvinculante elaborado por la comisión instructora, adoptará las decisiones que\nconsidere oportunas en el plazo de cinco días hábiles, siendo la única\ncapacitada para decidir al respecto. La decisión adoptada se comunicará por\nescrito a la víctima, a la persona denunciada y a la comisión instructora,\nquienes deberán guardar sigilo sobre la información a la que tengan\nacceso.\u003C\u002Fp>\n\n\u003Cp>Asimismo, la decisión finalmente adoptada en el expediente se comunicará\ntambién a la persona responsable de prevención de riesgos laborales. En estas\ncomunicaciones, al objeto de garantizar la confidencialidad, no se darán datos\npersonales y se utilizarán los códigos numéricos asignados a cada una de las\npartes implicadas en el expediente.\u003C\u002Fp>\n\n\u003Cp>En función de esos resultados anteriores, la dirección de (nombre de la\nempresa) procederá a:\u003C\u002Fp>\n\n\u003Cp>1.Si no hay evidencias de la existencia de una situación de acoso se\nprocederá a archivar la denuncia. \u003C\u002Fp>\n\n\u003Cp>2.Si hay evidencias de la existencia de una situación de acoso por razón\nde orientación e identidad sexual o expresión de género, se instará la\nincoación de un expediente sancionador por una situación probada de acoso, se\npedirá la adopción de medidas correctoras, y, si procede, se continuarán\naplicando las medidas de protección a la víctima.\u003C\u002Fp>\n\n\u003Cp>3.Sin perjuicio de lo establecido en el punto anterior, si procede, y en\nfunción de los resultados de la investigación, se sancionará a la persona\nagresora aplicando el cuadro de infracciones y sanciones previsto en el\npresente convenio colectivo de aplicación o, en su caso, en el artículo 54\ndel Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>Si la sanción a la persona agresora no consiste en la extinción del\nvínculo contractual, la dirección de (nombre de la empresa) mantendrá un\ndeber de vigilancia activa respecto a esa persona trabajadora cuando se\nreincorpore (en el caso de que se trate de una suspensión), o en su nuevo\npuesto de trabajo si se trata de un cambio de ubicación. En todo caso, el\ncumplimiento de erradicar la conducta agresora no finalizará con la adopción\nde la medida del cambio de puesto o con la suspensión, siendo necesaria la\nvigilancia y control posterior por parte de la empresa.\u003C\u002Fp>\n\n\u003Cp>La dirección de (nombre de la empresa) adoptará las medidas preventivas\nnecesarias para evitar que el comportamiento o conducta de la persona agresora\nse repita, reforzando las acciones formativas y de sensibilización y llevando\na cabo actuaciones de protección de la seguridad y salud de la víctima.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>6.Seguimiento.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Una vez cerrado el expediente, y en un plazo no superior a quince días\nnaturales, la comisión instructora deberá realizar un seguimiento del\ncumplimiento y\u002Fo resultado de las medidas adoptadas. Del resultado de este\nseguimiento se levantará acta que recogerá las medidas a adoptar para el\nsupuesto de que los hechos causantes del procedimiento sigan produciéndose y\nse analizará también si se han implantado las medidas preventivas y\nsancionadoras propuestas. El acta se remitirá a la dirección de la empresa, a\nla representación legal de las personas trabajadoras (en el caso de que se\ndisponga de RLPT) y a la persona responsable de prevención de riesgos\nlaborales, con las cautelas senaladas en el procedimiento respecto a la\nconfidencialidad de los datos personales de las partes afectadas.\u003C\u002Fp>\n\n\u003Cp>El seguimiento se realizará igualmente en aquellas situaciones en las que,\npor entender que las conductas pudiesen ser consideradas constitutivas de\ndelito, la empresa haya adoptado medidas cautelares y haya dado traslado al\nMinisterio Fiscal.\u003C\u002Fp>\n\n\u003Cp>El esquema del procedimiento anteriormente descrito sería el siguiente:\u003C\u002Fp>\n\n\u003Cp>1.Presentación de la denuncia.\u003C\u002Fp>\n\n\u003Cp>2.Reunión de la comisión instructora.\u003C\u002Fp>\n\n\u003Cp>- Plazo: Tres días hábiles desde la recepción de la denuncia o\nreclamación.\u003C\u002Fp>\n\n\u003Cp>3.Fase preliminar.\u003C\u002Fp>\n\n\u003Cp>- Plazo: Siete días hábiles.\u003C\u002Fp>\n\n\u003Cp>4.Procedimiento formal.\u003C\u002Fp>\n\n\u003Cp>- Plazo: Siete días hábiles prorrogables por tres días hábiles.\u003C\u002Fp>\n\n\u003Cp>5.Resolución del expediente de acoso.\u003C\u002Fp>\n\n\u003Cp>- Plazo: Cinco días hábiles.\u003C\u002Fp>\n\n\u003Cp>6.Seguimiento.\u003C\u002Fp>\n\n\u003Cp>- Plazo: Quince días naturales. \u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>7.Duración de obligatoriedad de cumplimiento y entrada en\nvigor.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El presente protocolo es de obligado cumplimiento, entrando en vigor el\n(indicar fecha) o en su defecto, a partir de la comunicación a la plantilla a\ntravés de (indicar canal de comunicación) y su vigencia será (indicar,\nrecomendamos indefinida) pudiendo ser revisado en el caso de cambio de\nnormativa, así como en el caso de que cambios significativos en la\norganización así lo requieran.\u003C\u002Fp>\n\n\u003Cp>Modelo de denuncia.\u003C\u002Fp>\n\n\u003Cp>Datos de la persona informante de los hechos:\u003C\u002Fp>\n\n\u003Cp>□Persona afectada:\u003C\u002Fp>\n\n\u003Cp>□Otras (especifique): \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-newtech_aiam\">\u003Ch2 id=\"L2155\">ANEXO V Transición digital y sistemas de inteligencia\nartificial (IA)\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Transformación Digital\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La transformación digital en el sector y las empresas que lo conforman\npuede tener potenciales efectos sobre el empleo y las características y\ncondiciones de trabajo, por lo que las partes reconocen que la negociación\ncolectiva, por su naturaleza y funciones, es el instrumento para facilitar una\nadecuada y justa gobernanza del impacto de la transformación digital sobre el\nempleo del sector, dinamizando las relaciones laborales en un sentido\nproactivo, es decir, anticipándose a los cambios y sus efectos, y equilibrando\nla relación de dichas relaciones laborales, previniendo y mitigando los\nposibles riesgos de segmentación y exclusión.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Derecho a la formación digital\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Las Empresas se comprometen a formar a su personal, en las competencias y\nhabilidades digitales necesarias para desarrollar su puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>Derechos ante la inteligencia artificial\u003C\u002Fp>\n\n\u003Cp>Las nuevas herramientas basadas en algoritmos pueden aportar valor hacia una\ngestión más eficiente de las empresas, ofreciendo mejoras en sus sistemas de\ngestión. Sin embargo, el desarrollo creciente de la aportación de la\ntecnología requiere de una implantación cuidadosa cuando se aplica en el\námbito de las personas. Por ello, las personas trabajadoras tienen derecho a\nno ser objeto de decisiones basadas única y exclusivamente en variables\nautomatizadas, salvo en aquellos supuestos previstos por la ley, así como\nderecho a la no discriminación en relación con las decisiones y procesos,\ncuando ambos estén basados únicamente en algoritmos, pudiendo solicitar, en\nestos supuestos, el concurso e intervención de las personas designadas a tal\nefecto por la empresa, en caso de discrepancia.\u003C\u002Fp>\n\n\u003Cp>Así pues, la representación legal de las personas trabajadoras estará\ninformada por parte de la empresa de los parámetros, reglas e instrucciones en\nlos que se basan los algoritmos o sistemas de inteligencia artificial que\nafectan a la toma de decisiones que pueden incidir en las condiciones de\ntrabajo, el acceso y mantenimiento del empleo, incluida la elaboración de\nperfiles.\u003C\u002Fp>\n\n\u003Cp>El sistema de inteligencia artificial garantizará especialmente que no\nexisten prejuicios ni discriminaciones y que el principio rector del mismo\ndeberá ser el control humano.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2173\">ANEXO VI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003C\u002Fdiv>\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:37.9pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Categorías    \n        \u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Salario\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>-\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Personal\n        de Producción:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Nivel\n        I.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">42,08\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Nivel\n        II.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">43,45\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Nivel\n        III.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">40,96\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Nivel\n        IV.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">40,50\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Nivel\n        V.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">40,50\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Nivel\n        VI.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">40,02\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Nivel\n        VII.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">39,71\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Nivel\n        VIII.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">37,43\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Personal\n        de Soporte:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Personal\n        Servicios Generales:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Nivel\n        I.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1.200,62\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Nivel\n        II.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1.167,95\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Personal\n        de mantenimiento:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Nivel\n        I.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">43,45\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Nivel\n        II.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">40,50\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Nivel\n        III.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">40,02\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Plus\n        Convenio.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">8,13\n        por día trabajado\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003C\u002Ftd>\u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Plus\n        Transporte.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">4,08\n        por día trabajado\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Dietas:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Completa.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">11,16\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Media.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">5,59\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Plus\n        cuarto turno.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">116,79\u002Fsemanales\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Jubilación\n        voluntaria:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Cuatro\n        anos de antelación a la edad legal vigente.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">5.854,59\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Tres\n        anos de antelación a la edad legal vigente.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">5.269,14\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Dos\n        anos de antelación a la edad legal vigente.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">4.683,69\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Un\n        ano de antelación a la edad legal vigente.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">4.098,21\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Póliza\n        de seguro:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Indemnización\n        por fallecimiento o invalidez permanente total.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">19.183,19\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"236\" style=\"width:176.9pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Indemnización\n        por invalidez absoluta.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:6.0cm;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">26.947,63\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\" style=\"text-align:justify\"> \u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\n",{"CBA_MEMEMPL_1":44,"CBA_MEMPRO41_1":48,"JOBTITLE_trigger":50,"JOBTYPE_descriptions":54,"TRAINING_trigger":58,"SOCSEC_trigger":62,"pensionfund":65,"disabilityfund":69,"contracttrial":73,"contracttrialperiod":77,"maxsicknesspay":81,"maxsicknesspayperc":85,"maxsicknesspaytype":89,"sicknessmaxdaysnr":93,"disabilitypay":95,"healthinsurance":99,"healthandsafetypolicy":102,"protectiveclothing":106,"healthandsafetytraining":110,"hivpolicy":114,"trainingprogrammes":118,"WORKFAM_trigger":122,"pregnancy":125,"riskassessment":129,"alternatives":133,"timeoff":135,"childcare":139,"childcareleave":143,"paidmaternityleave":145,"paidmaternityleaveduration":149,"paidpaternityleave":151,"paidpaternityleavepay":155,"paidpaternityleavepayperc":158,"deathrelativesleave":160,"marriageleave":164,"nursingmothers":167,"maternity_nursing_breaks_length":171,"GENEQ_trigger":174,"eqpay":178,"gender":182,"discrimination":184,"eqpromotion":188,"eqtraining":192,"sexualhar":194,"violence":198,"WORKHOURS_trigger":202,"hourspyear":205,"PAIDLEAV_trigger":209,"holidaysdays":213,"holidaysweeks":217,"schedulesrestpw":219,"TRADEUNLEAV_trigger":223,"administrativedays":227,"FLEXWORK_trigger":231,"trainingprogrammes_remote":235,"expenses_remote":239,"WAGES_trigger":243,"WAGES_determined":246,"PAYSCALES_trigger":250,"newtech_aiam":254,"STRUCINCR_trigger":258,"ONCERISE_trigger":262,"ONCERISE2_trigger":266,"NOCTPREM_trigger":270,"OVERTIME_trigger":274,"overtimeallowancetype_general":278,"HARDSHIP_trigger":280,"COMMUTE_trigger":284,"SENIOR_trigger":288},{"bindId":45,"name":46,"text":47},"CBA_MEMEMPL_1","Visto el texto del Convenio colectivo de","Visto el texto del Convenio colectivo de Industrias de Elaboración del\nArroz (código de convenio núm. 99000335011981), que fue suscrito con fecha 9\nde diciembre de 2025, por la Comisión negociadora del citado convenio\ncompuesta, de una parte por la Unión de Industriales Arroceros de Espana y la\nConfederación Valenciana de la Pequena y Mediana Empresa -UNIADE-PYMEV- en\nrepresentación de las empresas del sector, y de otra por las organizaciones\nsindicales CC. OO.-Industria y UGT-FICA, en representación del colectivo\nlaboral afectado, y finalmente subsanado el 13 de enero de 2026, y de\nconformidad con lo dispuesto en el artículo 90, apartados 2 y 3, de la Ley del\nEstatuto de los Trabajadores, texto refundido aprobado por Real Decreto\nLegislativo 2\u002F2015, de 23 de octubre, y en el Real Decreto 713\u002F2010, de 28 de\nmayo, sobre registro y depósito de convenios y acuerdos colectivos de\ntrabajo,",{"bindId":49,"name":46,"text":47},"CBA_MEMPRO41_1",{"bindId":51,"name":52,"text":53},"JOBTITLE_trigger","CAPÍTULO DUODÉCIMO Sistema de clasificac","CAPÍTULO DUODÉCIMO Sistema de clasificación profesional",{"bindId":55,"name":56,"text":57},"JOBTYPE_descriptions","Artículo 55. Grupo profesional a): Perso","Artículo 55. Grupo profesional a): Personal Técnico,\nAdministrativo y Comercial.\n\nNivel I. Es el empleado\u002Fa que bajo la dependencia inmediata de la\ndirección, asume el mando y responsabilidad de una o varias secciones\nadministrativas, comerciales o técnicas, teniendo a sus órdenes el personal\nque requiera cada uno de los servicios. Debe poseer los conocimientos teóricos\ny prácticos que requieran tales funciones, pudiendo ser titulado o no. \n\nNivel II. Es el empleado\u002Fa que tiene a su cargo un servicio burocrático\ndeterminado, dentro del cual ejerce iniciativa y posee personalidad, con o sin\notros empleados\u002Fas a sus órdenes, y que realiza las siguientes funciones u\notras análogas: Cajero de cobro y pago, sin firma ni libranza; trascripción\nde libros de cuentas corrientes, diario, mayor y correspondencia, facturas y\ncálculo de las mismas, estadísticas, partes, etc.\n\nNivel III. Es el empleado\u002Fa que con iniciativa y responsabilidad restringida\nefectúa funciones auxiliares de estadística y contabilidad, o coadyuva a\nellas.\n\nNivel IV. Es el empleado\u002Fa que tiene por misión el manejo de la centralita\ntelefónica para la comunicación de las distintas dependencias entre sí y con\nel exterior.\n\nNivel V. Se considera como tal a los empleados que sin iniciativa ni\nresponsabilidad se dedican, dentro de la oficina, a operaciones elementales\nadministrativas y, en general, a las puramente mecánicas inherentes al trabajo\nde aquella. Quedan incluidos en esta categoría los mecanógrafos meramente\ncopistas.\n\nArtículo 56. Grupo profesional b): Personal de Producción.\n\nNivel I. Es el empleado\u002Fa que dependiendo directamente del Jefe de Sección\nTécnica, dirige los trabajos de una sección, indicando al personal a su cargo\nla forma de ejecutarlos. Deberá poseer conocimientos de una o varias\nespecialidades y será responsable de la disciplina del personal a su cargo.\n\nEn determinadas secciones sus funciones podrán ser las propias dirección,\ncontrol y distribución de tareas del personal a su cargo.\n\nNivel II. Es el empleado\u002Fa especializado\u002Fa que bajo la dependencia inmediata\nde la Dirección, Gerencia o Jefe de Sección Técnica, está capacitado para\nllevar a cabo una o varias de las siguientes funciones ya sea un molino de\narroz, una planta de parboiled, un centro de secado, una planta de platos\ncocinados o una planta de empaquetado.\n\nCuidar del funcionamiento, vigilancia e inspección de toda la maquinaria,\nrealizando aquellas operaciones de puesta a punto, reglaje y mantenimiento que\nno requieran la intervención del personal de talleres.\n\nDeberá distinguir las variedades botánicas de los arroces, su calidad,\nestado y condiciones, con objeto de obtener el máximo rendimiento en los\ndistintos tipos de elaboración.\n\nDeberá dar cuenta por escrito de inmediato de cuantas incidencias o\nanomalías puedan surgir en la planta a su cargo y que no puedan ser subsanadas\npor sus propios medios, bien a su jefe inmediato o al servicio correspondiente\npara su intervención.\n\nDeberá conocer los manuales de operación y mantenimiento de los equipos a\nsu cargo, así como los principios de funcionamiento de toda la maquinaria bajo\nsu responsabilidad. Además, deberá conocer todos los procedimientos de\ntrabajo, normas de seguridad, de higiene, etc. que afecten a su área. Para\nello la empresa facilitará su formación.\n\nSerá responsable del personal a su cargo y de su disciplina, así como del\nbuen uso de la maquinaria y material.\n\nNivel III. Es el empleado\u002Fa que con permiso de conducción de la clase\ncorrespondiente y conocimiento teórico-práctico del vehículo, conduce los\ncamiones o turismos que se le confían. Dirige el acondicionamiento de la carga\ncon participación activa en ésta, entendiéndose ésta como meras labores de\nauxilio, situándose en la caja del vehículo si es necesario, sin que puedan\nencargársele tales tareas de modo exclusivo, ni tampoco la conducción de los\nbultos desde el lugar en que se encuentre o viceversa. También será aquel\nempleado\u002Fa que con conocimiento teórico-práctico del vehículo, conduce y\nmanipula máquinas pesadas, siempre y cuando dedique al menos seis meses en un\nano u ocho meses en dos anos a la conducción de este tipo de maquinaria, sin\nque sea necesaria la posesión del carné vigente de camiones.\n\nNivel IV. Es el empleado\u002Fa especializado\u002Fa que a las órdenes del Jefe de\nSección Técnica, Molero o Encargado de Sección, y con los conocimientos\nprácticos adecuados, \n\npuede responsabilizarse de una línea de producción de la industria,\nrealizando una o varias de las funciones siguientes:\n\n-Molino, parboiled o secado. Sustituir al molero o\nsuplir sus ausencias y trabajar en colaboración con él, controlando el buen\nfuncionamiento de la maquinaria y sus pequenas reparaciones.\n\n-Esterilizado. Realizar labores de almacenamiento,\nfumigación y limpieza del arroz elaborado controlando elevadores y\ntransportadores.\n\n-Envasado. Controlar el funcionamiento de una\nlínea completa o tren de envasado o empaquetado automático o manual,\nrealizando incluso tareas de regulación, mantenimiento y reparaciones menores\nde la maquinaria.\n\n-Cocinado. Controlar el funcionamiento de la\nmaquinaria, realizando incluso tareas de regulación, mantenimiento y\nreparaciones menores.\n\nEn ausencia del molero, será responsable del personal a su cargo y de su\ndisciplina, así como del buen uso de la maquinaria y material y deberá dar\ncuenta por escrito de inmediato de cuantas incidencias o anomalías puedan\nsurgir en la planta a su cargo y que no puedan ser subsanadas por sus propios\nmedios, bien a su jefe inmediato o al servicio correspondiente para su\nintervención.\n\nNivel V. Es el empleado\u002Fa con amplia experiencia y dominio de la\nmanipulación de carretillas elevadoras y práctica en operaciones de carga y\ndescarga.\n\nNivel VI. Es el empleado\u002Fa que puede prestar servicios especializados en\ncualquiera de las secciones de la industria, teniendo además muy buen\nconocimiento del funcionamiento de una unidad de producción o maquinaria\ndeterminada.\n\nPuede sustituir al Ayudante de Molero\u002FOficial de segunda sección en\nausencia de éste, y únicamente en las funciones propias del mismo.\n\nNivel VII. Es el empleado\u002Fa con práctica en los trabajos manuales de las\ndistintas secciones de la industria, pudiendo manipular excepcionalmente\ncarretillas elevadoras.\n\nPuede sustituir ocasionalmente al Oficial Especializado en ausencia de\néste. Se consideran asimilados a esta categoría los antiguos de:\nCarretillero, Manipulador, Estibador y Pesador de Lonja.\n\nNivel VIII. Son aquellos empleados\u002Fas que ejecutan funciones para las que no\nse requiere especialización alguna, ni conocimientos teórico-prácticos, pues\nsu trabajo sólo requiere fuerza física y no exige otra condición que la\natención debida y la voluntad de llevar a cabo aquello que se le ordene. Para\nel ano 2025 este nivel sufrirá un incremento salarial del 8 %. El resto de\nanos de vigencia, se aplicarán los incrementos pactados.\n\nArtículo 57. Grupo profesional c): Personal de Soporte.\n\n-.1) Personal de mantenimiento: Nivel I, II y\nIII.\n\n-.2) Personal servicios generales: Nivel I y II.\n\nNivel I. Es el empleado\u002Fa que bajo las órdenes inmediatas de su superior\nejecuta con pleno conocimiento los trabajos propios de su equipo con\nresponsabilidad consiguiente sobre su realización. Dirige a los empleados\u002Fas a\nsu cargo en la forma de realizar los trabajos y es responsable de la disciplina\nde los mismos, así como del buen uso de materiales y equipo.\n\nTambién es el empleado\u002Fa que tiene como cometido exclusivo las funciones de\nvigilancia diurna o nocturna, debiendo cumplir sus deberes de acuerdo con las\ninstrucciones recibidas de sus superiores, cuidando los accesos a la fábrica o\nlocales. Si el vigilante está juramentado ostentará la denominación en su\ncategoría de «Vigilante Jurado».\n\nY también es el trabajador\u002Fa que de acuerdo con las instrucciones recibidas\nde sus superiores, cuida los accesos de fábricas o locales industriales,\ncontrolando las entradas y salidas del personal y realizando funciones de\ncustodia y vigilancia. \n\nNivel II. Es el empleado\u002Fa que a las órdenes de su inmediato superior\nrealiza los trabajos de su especialización y puede sustituir al oficial de\nprimera en sus ausencias.\n\nTambién serán los encargados de la limpieza de los locales de la\nempresa.\n\nY también el trabajador cuya misión consista en hacer recados dentro o\nfuera de la oficina, copiar documentos con prensa, recoger y entregar\ncorrespondencia, orientar al público de la oficina, atender pequenas\ncentralitas telefónicas que no le ocupen permanentemente, así como otros\ntrabajos secundarios ordenados por sus jefes.\n\nPara el ano 2025 este nivel II del personal de soporte de servicios\ngenerales sufrirá un incremento salarial del 8 %. El resto de anos de\nvigencia, se aplicarán los incrementos pactados.\n\nNivel III. Son los trabajadores\u002Fas que realizan tareas auxiliares a los\noficiales de segunda y primera, con el objeto de desarrollar su aprendizaje. A\nlos tres anos de su ingreso en la Empresa pasarán automáticamente a la\ncategoría de oficial de segunda.",{"bindId":59,"name":60,"text":61},"TRAINING_trigger","Artículo 30. Permisos para la formación.","Artículo 30. Permisos para la formación.\n\n30.1Los negociadores consideran que la formación como un elemento básico\npara el desarrollo profesional y personal de los recursos humanos.\n\n30.2Los principios básicos que inspiran esta política son:\n\nLa formación no es un fin sino un medio de desarrollo profesional para\nlograr la mejor adaptación profesional, y el más óptimo aprovechamiento de\nlos recursos que nos permitan aumentar la empleabilidad del empleado y de esta\nforma aumentar la competitividad de la empresa.\n\nLa formación no se concibe como una acción aislada sino como un proceso\npermanente y continuo que debe ser impulsado mediante un sistema de formación\ncontinua.\n\nLa formación debe abarcar todos los aspectos de la vida laboral de las\npersonas trabajadoras, tanto la formación de ingreso, como par el\nperfeccionamiento profesional en el aprendizaje de nuevas técnicas y\u002Fo\nhabilidades, así como una formación para reciclar que permita la mayor y más\nrápida adaptación de las personas trabajadoras a los requerimientos\nasistenciales.\n\n30.3Se informará anualmente a la representación de las personas\ntrabajadoras de los planes de formación de la Empresa. Así como de sus\nmodificaciones.\n\nEn este sentido, la Dirección de la empresa se reunirá con la\nrepresentación de las personas trabajadoras con el fin de que éstos aporten\nideas, sugerencias o iniciativas que puedan ser consideradas en la elaboración\nde dicho plan. Asimismo, la representación de las personas trabajadoras\nrealizarán el seguimiento del desarrollo de las acciones formativas y todas\naquellas atribuciones que regula el Sistema de Formación Profesional para el\nEmpleo en el ámbito laboral.",{"bindId":63,"name":64,"text":64},"SOCSEC_trigger","Artículo 44. Jubilación.",{"bindId":66,"name":67,"text":68},"pensionfund","44.1Por jubilación voluntaria de una per","44.1Por jubilación voluntaria de una persona trabajadora fija, la empresa\nle abonará al interesado\u002Fa las siguientes cantidades:\n\n-Jubilación con cuatro anos de antelación a la\nedad legal vigente en cada momento: 5.854,59 euros.\n\n-Jubilación con tres anos de antelación a la edad\nlegal vigente en cada momento: 5.269,14 euros.\n\n-Jubilación con dos anos de antelación a la edad\nlegal vigente en cada momento: 4.683,69 euros.\n\n-Jubilación con un ano de antelación a la edad\nlegal vigente en cada momento: 4.098,21 euros.",{"bindId":70,"name":71,"text":72},"disabilityfund","Artículo 45. Póliza de seguro. 45.1Se cr","Artículo 45. Póliza de seguro.\n\n45.1Se crea un Seguro Colectivo de Vida, Accidente y Enfermedad obligatorio\npara todas las empresas incluidas en el ámbito funcional del presente convenio\ncon los siguientes importes y contingencias:\n\na)Indemnización por fallecimiento o incapacidad\npermanente total: 19.183,19 euros.\n\nb)Indemnización por incapacidad absoluta:\n26.947,63 euros.\n\nEstas cantidades se incrementarán a partir de 2026 anualmente en el mismo\nporcentaje que los incrementos salariales del convenio colectivo.",{"bindId":74,"name":75,"text":76},"contracttrial","CAPÍTULO QUINTO Contratación, periodo de","CAPÍTULO QUINTO Contratación, periodo de prueba y modalidades\ncontractuales",{"bindId":78,"name":79,"text":80},"contracttrialperiod","19.1Los contratos formativos de formació","19.1Los contratos formativos de formación en alternancia suscritos tendrán\nuna retribución del 85 % el primer ano y del 90 % a partir del segundo ano\nrespecto del grupo y nivel profesional que fuera objeto de contratación,\nsiendo su periodo de prueba máximo de dos meses. Los contratos de obtención\nde la práctica profesional tendrán una retribución del 90 % durante el ano\nde vigencia del mismo.",{"bindId":82,"name":83,"text":84},"maxsicknesspay","43.3El abono del complemento previsto en","43.3El abono del complemento previsto en los dos apartados anteriores\nprocederá mientras la persona trabajadora afectada mantenga su relación\nlaboral (no extinguida por cualquiera de las causas previstas en el artículo\n49.1 Estatuto de los Trabajadores) y no se haya agotado el plazo de los 545\ndías naturales computados desde el inicio de la baja médica inicial.",{"bindId":86,"name":87,"text":88},"maxsicknesspayperc","43.2En los casos de accidente u hospital","43.2En los casos de accidente u hospitalización, la empresa le abonará\ndesde el primer día un complemento hasta alcanzar el 100 por 100 de su salario\nreal. Igualmente, se abonará el 100 % en baja por nacimiento y cuidado del\nmenor.",{"bindId":90,"name":91,"text":92},"maxsicknesspaytype","Artículo 43. Complemento de enfermedad p","Artículo 43. Complemento de enfermedad profesional, accidente de\ntrabajo y contingencia común.",{"bindId":94,"name":83,"text":84},"sicknessmaxdaysnr",{"bindId":96,"name":97,"text":98},"disabilitypay","43.1Cualquier persona trabajadora que pa","43.1Cualquier persona trabajadora que pase a incapacidad temporal por causa\nde enfermedad común, la empresa le abonará a partir del sexto día de baja un\ncomplemento hasta alcanzar el 100 por 100 de su salario real. Se entiende por\nsalario real todas las remuneraciones que la persona trabajadora viniera\npercibiendo por cualquier concepto.",{"bindId":100,"name":101,"text":101},"healthinsurance","Artículo 45. Póliza de seguro",{"bindId":103,"name":104,"text":105},"healthandsafetypolicy","CAPÍTULO NOVENO Prevención de riesgos la","CAPÍTULO NOVENO Prevención de riesgos laborales\n\nArtículo 38. Principios inspiradores de la prevención de\nriesgos laborales.\n\n38.1La prevención de riesgos laborales constituye uno de los asuntos sobre\nlos que las partes negociadoras han venido mostrando una mayor preocupación,\npor lo que esta materia debe ser tratada de forma prioritaria.\n\n38.2Principios generales. De conformidad con lo dispuesto en la Ley 31\u002F1995,\nde Prevención de Riesgos Laborales, las personas trabajadoras tienen derecho a\nuna protección eficaz en materia de seguridad y salud en el trabajo. Dicho\nderecho supone la existencia de un correlativo deber de la empresa en la\nprotección de las personas trabajadoras a su servicio frente a los riesgos\nlaborales.\n\n38.3En cumplimiento del deber de protección, la empresa deberá garantizar\nla seguridad y salud de las personas trabajadoras a su servicio en todos los\naspectos relacionados con el trabajo. Igualmente, la empresa está obligada a\ngarantizar la formación práctica y adecuada en estas materias a todas las\npersonas trabajadoras.\n\n38.4Corresponde a la empresa facilitar el cumplimiento de las medidas de\nprevención que en cada caso sean adoptadas, así como al personal la\nobservancia de las mismas.",{"bindId":107,"name":108,"text":109},"protectiveclothing","41.7El empresario deberá proporcionar a ","41.7El empresario deberá proporcionar a sus personas trabajadoras equipos\nde protección individual adecuados para el desempeno de sus funciones\nfacilitar el uso efectivo de los mismos cuando, por la naturaleza de los\ntrabajos realizados, sean necesarios. La persona trabajadora deberá utilizar\ncorrectamente los medios y equipos de protección facilitados por el\nempresario, de acuerdo con las instrucciones recibidas de éste; en este\nsentido tendrán derecho a:\n\n1.1El calzado reglamentario, así como los guantes\nde seguridad determinados por las normas de seguridad para el puesto de trabajo\nde que se trata.\n\n1.2Ropa de trabajo cada seis meses, una de verano y\notra de invierno, antes del 1 de mayo y del 1 de noviembre respectivamente. La\nropa de invierno deberá cubrir las mínimas condiciones para proteger del\nfrío al trabajador o trabajadora. \n\n1.3La empresa entregará los EPI (Equipos de\nProtección Individual) necesarios para el desarrollo de las tareas\nencomendadas, según la evaluación de riesgos del puesto de trabajo. La\npersona trabajadora se compromete a usarlos en aquellas áreas donde la\nevaluación de riesgos haya establecido que son necesarios y a cuidar de su\ncorrecto uso y conservación, informando a la empresa cuando sea necesario su\nreemplazo.",{"bindId":111,"name":112,"text":113},"healthandsafetytraining","41.10En cumplimiento del deber de protec","41.10En cumplimiento del deber de protección, el empresario deberá\ngarantizar que cada persona trabajadora reciba una formación teórica y\npráctica, suficiente y adecuada, en materia preventiva, tanto en el momento de\nsu contratación, cualquiera que sea la modalidad o duración de ésta, como\ncuando se produzcan cambios en las funciones que desempene o se introduzcan\nnuevas tecnologías o cambios en los equipos de trabajo.\n\nLa formación deberá estar centrada específicamente en el puesto de\ntrabajo o función de cada persona trabajadora, adaptarse a la evolución de\nlos riesgos y a la aparición de otros nuevos y repetirse periódicamente, si\nfuera necesario.\n\n41.11La formación a que se refiere el apartado anterior deberá impartirse,\nsiempre que sea posible, dentro de la jornada de trabajo o, en su defecto, en\notras horas pero con el descuento en aquélla del tiempo invertido en la\nmisma.",{"bindId":115,"name":116,"text":117},"hivpolicy","Artículo 41. Vigilancia de la salud. 41.","Artículo 41. Vigilancia de la salud.\n\n41.1La Empresa garantizará a las personas trabajadoras la vigilancia\nperiódica de su estado de salud en función de los riesgos inherentes al\ntrabajo que realicen y al ambiente laboral en que se desarrolle.\n\n41.2Esta vigilancia solo podrá llevarse a cabo cuando la persona\ntrabajadora preste su consentimiento. De este carácter voluntario sólo se\nexceptuarán previo informe de los representantes de las personas trabajadoras,\nlos supuestos en los que la realización de los reconocimientos sea\nimprescindible para evaluar los efectos de las condiciones de trabajo sobre la\nsalud de las personas trabajadoras.\n\n41.3Las medidas de vigilancia y control de la salud del personal se\nllevarán a cabo respetando siempre el derecho a la intimidad y\u002Fa la dignidad\nde la persona y la confidencialidad de toda la información relacionada con su\nestado de salud.\n\n41.4Las revisiones se realizarán preferentemente en horas de trabajo cuando\ncoincidan con su turno habitual y, cuando se trate de revisiones obligatorias,\nel tiempo dedicado a ellas se computará como efectivamente trabajado.\n\n41.5El personal será informado de manera conveniente, por escrito, y\nconfidencialmente de los resultados de los exámenes de salud a los que haya\nsido sometido, no pudiendo ser usados con fines discriminatorios ni en\nperjuicio de la persona trabajadora.\n\n41.6La empresa facilitará a las personas trabajadoras una revisión médica\nal ano a través de los servicios médicos de la mutua patronal que proceda.\nLas pruebas mínimas que se realizarán son: analítica completa, tensión\narterial, reconocimiento torácico, capacidad visual, espirometría,\naudiometría y electrocardiograma (para las personas trabajadoras mayores de\ncuarenta anos). Adicionalmente para aquellas personas trabajadoras mayores de\ncincuenta anos podrán incluir en su analítica el marcador PSA (antígeno\nespecifico de la próstata).",{"bindId":119,"name":120,"text":121},"trainingprogrammes","40.3La formación se facilitará tanto en ","40.3La formación se facilitará tanto en el momento de su contratación,\ncomo cuando se produzcan cambios en sus funciones o se introduzcan nuevas\ntecnologías o cambios en los equipos de trabajo.",{"bindId":123,"name":124,"text":124},"WORKFAM_trigger","Artículo 27 bis. Permiso parental.",{"bindId":126,"name":127,"text":128},"pregnancy","Artículo 28. Protección a la mujer embar","Artículo 28. Protección a la mujer embarazada y en riesgo\ndurante la lactancia y permiso por lactancia.\n\n28.1Si, tras efectuar la evaluación de riesgos por parte de la Empresa y el\nComité de Seguridad y Salud, existieren puestos de trabajo que puedan influir\nnegativamente en la salud de la trabajadora durante el embarazo, o del feto, la\nEmpresa deberá adoptar las medidas necesarias para evitar la exposición de la\ntrabajadora a dicho riesgo. Cuando la adaptación no fuese posible, o a pesar\nde tal adaptación, las condiciones del puesto de trabajo pudieran influir\nnegativamente en la salud de la mujer trabajadora embarazada o del feto, ésta\ndeberá desempenar un puesto de trabajo o función diferente y compatible con\nsu estado.\n\n28.2En el supuesto de que el cambio de puesto no resultara técnica u\nobjetivamente posible, o no pueda razonablemente exigirse por motivos\njustificados, podrá declararse el paso de la trabajadora afectada a la\nsituación de suspensión del contrato por riesgo durante el embarazo,\ncontemplada en el artículo 45.1.e) del Estatuto de los Trabajadores, durante\nel periodo necesario para la protección de su seguridad o de su salud y\nmientras persista la imposibilidad de reincorporarse a su puesto anterior o a\notro puesto compatible con su estado.\n\n28.3Asimismo, Si las condiciones de trabajo pudieran influir negativamente\nen la salud de la mujer o del hijo y, la empresa no pudiera adoptar las medidas\nnecesarias para evitar la exposición a dicho riesgo (adaptación\u002Fcambio de\npuesto\u002Ffunciones); la trabajadora tendrá derecho a una suspensión del\ncontrato durante el período de lactancia natural hasta que el lactante alcance\nla edad de nueve meses y así lo certifiquen los servicios médicos de la Mutua\ncon la que la empresa tenga concertada la cobertura de los riesgos\nprofesionales tras aportar el informe del médico del Servicio Nacional de\nSalud que asista facultativamente a la trabajadora o a su hijo.\n\nLa situación de suspensión del contrato por riesgo durante la lactancia\nnatural finalizará antes de los nueve meses de edad si se suspende la\nlactancia natural (por el cambio a artificial).\n\n28.4Lactancia. En los supuestos de nacimiento de hijo, adopción,\nacogimiento o guarda con fines de adopción o acogimiento, de acuerdo con el\nartículo 45.1.d) del Estatuto de los Trabajadores, para la lactancia del menor\nhasta que este cumpla nueve meses, la persona trabajadora tendrá el derecho a\nuna hora de ausencia del trabajo, que podrán dividir en dos fracciones. La\nduración del permiso se incrementará proporcionalmente en los casos de parto\nmúltiple. \n\nNo obstante, ésta podrá sustituir este derecho por una reducción de su\njornada en media hora con la misma finalidad o acumularlo en jornadas completas\ncon el límite de 14 días laborables. El derecho a este permiso podrá ser\nejercido indistintamente por cualquiera de los progenitores en caso de que\nambos trabajen.",{"bindId":130,"name":131,"text":132},"riskassessment","28.1Si, tras efectuar la evaluación de r","28.1Si, tras efectuar la evaluación de riesgos por parte de la Empresa y el\nComité de Seguridad y Salud, existieren puestos de trabajo que puedan influir\nnegativamente en la salud de la trabajadora durante el embarazo, o del feto, la\nEmpresa deberá adoptar las medidas necesarias para evitar la exposición de la\ntrabajadora a dicho riesgo. Cuando la adaptación no fuese posible, o a pesar\nde tal adaptación, las condiciones del puesto de trabajo pudieran influir\nnegativamente en la salud de la mujer trabajadora embarazada o del feto, ésta\ndeberá desempenar un puesto de trabajo o función diferente y compatible con\nsu estado.",{"bindId":134,"name":131,"text":132},"alternatives",{"bindId":136,"name":137,"text":138},"timeoff","d)Por el tiempo indispensable para la re","d)Por el tiempo indispensable para la realización de exámenes prenatales y\ntécnicas de preparación al parto y, en los casos de adopción, guarda con\nfines de adopción o acogimiento, para la asistencia a las preceptivas sesiones\nde información y preparación y para la realización de los preceptivos\ninformes psicológicos y sociales previos a la declaración de idoneidad,\nsiempre, en todos los casos, que deban tener lugar dentro de la jornada de\ntrabajo.",{"bindId":140,"name":141,"text":142},"childcare","-Cinco días laborales por accidente o en","-Cinco días laborales por accidente o enfermedad\ngraves, hospitalización o intervención quirúrgica sin hospitalización que\nprecise reposo domiciliario del cónyuge, pareja de hecho o parientes hasta el\nsegundo grado por consanguineidad o afinidad, incluido el familiar\nconsanguíneo de la pareja de hecho, así como de cualquier otra persona\ndistinta de las anteriores, que conviva con la persona trabajadora en el mismo\ndomicilio y que requiera el cuidado efectivo de aquella.",{"bindId":144,"name":141,"text":142},"childcareleave",{"bindId":146,"name":147,"text":148},"paidmaternityleave","-De conformidad con el artículo 27.2 del","-De conformidad con el artículo 27.2 del presente\nconvenio, la persona trabajadora tendrá derecho a la suspensión del contrato\ndurante diecinueve semanas, ampliables en el supuesto de parto, adopción,\nguarda con fines de adopción o acogimiento múltiples en dos semanas más por\ncada hijo a partir del segundo, de estas dos semanas, corresponde una a cada\nprogenitor. Esta suspensión es independiente de los tres días laborales\ncontenidos en el presente artículo.",{"bindId":150,"name":147,"text":148},"paidmaternityleaveduration",{"bindId":152,"name":153,"text":154},"paidpaternityleave","-En los casos de nacimiento de hijos pre","-En los casos de nacimiento de hijos prematuros o,\nque, por cualquier causa, deban permanecer hospitalizados a continuación del\nparto, la madre o el padre tendrán derecho a ausentarse del trabajo una\nhora.",{"bindId":156,"name":157,"text":157},"paidpaternityleavepay","a)Con abono íntegro del salario real:",{"bindId":159,"name":157,"text":157},"paidpaternityleavepayperc",{"bindId":161,"name":162,"text":163},"deathrelativesleave","-Tres días laborables en caso de muerte ","-Tres días laborables en caso de muerte de\ncónyuge, padres políticos, descendientes o hermanos y en general hasta 2.°\ngrado de afinidad y consanguinidad.",{"bindId":165,"name":166,"text":166},"marriageleave","-Quince días laborables por matrimonio.",{"bindId":168,"name":169,"text":170},"nursingmothers","En el supuesto de riesgo durante el emba","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 lactan",{"bindId":172,"name":169,"text":173},"maternity_nursing_breaks_length","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":175,"name":176,"text":177},"GENEQ_trigger","Artículo 12. Principio general de iguald","Artículo 12. Principio general de igualdad y no discriminación\ny conciliación de la vida familiar y laboral.\n\n12.1El presente convenio se asienta sobre la no discriminación por razón\nde sexo, raza, religión, ideología política y\u002Fo sindical, así como\ncualquier otra contenida en las leyes como derecho fundamental del ciudadano\u002Fa\ny\u002Fo del trabajador\u002Fa, salvo en cuanto a las acciones positivas dirigidas\nespecialmente a la mujer, proclamándose por tanto como principios inspiradores\ndel mismo el de la igualdad y el de la conciliación de la vida laboral y\nfamiliar para todos los trabajadores y trabajadoras, así como especial\natención a las víctimas de la violencia de género o de violencia sexual.\n\n12.2Los principios que inspiran su aplicación son:\n\na)Velar para que tanto las mujeres como los hombres gocen de igualdad de\noportunidades en cuanto a empleo, formación, promoción y el desarrollo de su\ntrabajo.\n\nb)Velar para que las mujeres trabajadoras se equiparen a los hombres en\ntodos los aspectos salariales, de manera que a igual trabajo o trabajos de\nigual valor, las mujeres siempre tengan igual retribución.\n\nc)Las ofertas de empleo se redactarán de modo que no contengan mención\nalguna que induzca a pensar que las mismas se dirigen exclusivamente a personas\nde uno u otro sexo.\n\nd)Los procedimientos de selección que impliquen promoción respetarán el\nprincipio de igualdad de oportunidades.\n\ne)En materia de contratación, se promoverá el que, a igual mérito y\ncapacidad se contemple positivamente el acceso del género menos representado\nen las categorías profesionales de que se trate.\n\nf)En materia de formación, se promoverá el principio de igualdad de\noportunidades en el acceso a las acciones formativas.\n\ng)Brindar una protección efectiva y personalizada a las víctimas de\nviolencia de género o de violencia sexual, acorde con las posibilidades que la\nlegislación ofrece.\n\n12.3Los firmantes en el presente convenio garantizaran la igualdad de\noportunidades entre hombres y mujeres, así como la no discriminación por\ncuestiones de raza, religión o cualquier otra condición, de conformidad con\nla legislación vigente nacional, jurisprudencia y directivas comunitarias. Se\npondrá especial atención en cuanto a los cumplimientos de estos preceptos\nen:\n\na)el acceso al empleo,\n\nb)estabilidad en el empleo,\n\nc)igualdad salarial en trabajos de igual valor,\n\nd)formación y promoción profesional,\n\ne)ambiente laboral exento de acoso sexual y\nmoral.\n\n12.4Para compensar las desigualdades de género que discriminan a las\nmujeres en el ámbito laboral, se desarrollarán acciones positivas en el\nacceso en el empleo, la estabilidad en la contratación, la formación y\ndiversificación profesional, la promoción profesional y retributiva.",{"bindId":179,"name":180,"text":181},"eqpay","b)Velar para que las mujeres trabajadora","b)Velar para que las mujeres trabajadoras se equiparen a los hombres en\ntodos los aspectos salariales, de manera que a igual trabajo o trabajos de\nigual valor, las mujeres siempre tengan igual retribución.",{"bindId":183,"name":180,"text":181},"gender",{"bindId":185,"name":186,"text":187},"discrimination","12.1El presente convenio se asienta sobr","12.1El presente convenio se asienta sobre la no discriminación por razón\nde sexo, raza, religión, ideología política y\u002Fo sindical, así como\ncualquier otra contenida en las leyes como derecho fundamental del ciudadano\u002Fa\ny\u002Fo del trabajador\u002Fa, salvo en cuanto a las acciones positivas dirigidas\nespecialmente a la mujer, proclamándose por tanto como principios inspiradores\ndel mismo el de la igualdad y el de la conciliación de la vida laboral y\nfamiliar para todos los trabajadores y trabajadoras, así como especial\natención a las víctimas de la violencia de género o de violencia sexual.",{"bindId":189,"name":190,"text":191},"eqpromotion","a)Velar para que tanto las mujeres como ","a)Velar para que tanto las mujeres como los hombres gocen de igualdad de\noportunidades en cuanto a empleo, formación, promoción y el desarrollo de su\ntrabajo.",{"bindId":193,"name":190,"text":191},"eqtraining",{"bindId":195,"name":196,"text":197},"sexualhar","Artículo 29. Protección a las víctimas d","Artículo 29. Protección a las víctimas de la violencia de\ngénero o de violencia sexual y prevención del acoso por razón de sexo.\n\n29.1Las trabajadoras víctimas de violencia de género o de violencia sexual\ntendrán derecho a la reducción de la jornada de trabajo, con disminución\nproporcional de su salario, o a la reordenación de su tiempo de trabajo, a\ntravés de la adaptación de su horario, o a la suspensión de la relación\nlaboral con reserva de puesto de trabajo, o a poder solicitar la extinción del\ncontrato de trabajo.\n\n29.2El período de suspensión del contrato de trabajo por este motivo no\npodrá exceder de una duración máxima inicial de seis meses sin perjuicio de\nque se amplíen posteriormente por el Juez por períodos de tres meses, con un\nmáximo de dieciocho meses.\n\n29.3Se tomarán las medidas necesarias para, en el caso de que fuera\nconveniente para garantizar una mayor indemnidad a la víctima de violencia de\ngénero o de violencia sexual, pueda ser trasladada de centro de trabajo.\n\n29.4La empresa suscribirá contratos de interinidad para sustituir a las\ntrabajadoras víctimas de violencia de género o de violencia sexual que hayan\nsuspendido su contrato de trabajo o ejercido su derecho a la movilidad\ngeográfica o cambio de centro de trabajo. Cuando se produzca su\nreincorporación, ésta se realizará en las mismas condiciones existentes en\nel momento de la suspensión del contrato de trabajo.\n\n29.5Las trabajadoras víctimas de violencia de género o de violencia sexual\nque optaran por la suspensión de su contrato de trabajo, si éste fuera de\nduración determinada, al llegar el término en él senalado expirará la\nreláción laboral pese a que estuviera suspendida por este motivo.\n\n29.6Las ausencias o faltas de puntualidad al trabajo motivadas por la\nsituación física o psicológica derivada de la violencia de género o de\nviolencia sexual se considerarán justificadas cuando así lo determinen los\nservicios sociales de atención o servicios de salud, según proceda.\n\n29.7Tanto la decisión de suspender o extinguir el contrato de trabajo, así\ncomo solicitar la movilidad o traslado de centro de trabajo, y la\njustificación de las ausencias, deberán ser comunicadas a la empresa por la\npersona a la mayor brevedad posible de acuerdo con su situación.\n\n29.8A los efectos de acreditar la situación de víctima de violencia de\ngénero o de violencia sexual, será necesaria la orden de protección a favor\nde la víctima o el informe del Ministerio Fiscal que indique la existencia de\nindicios de que la persona demandante es víctima de violencia de género o de\nviolencia sexual, hasta tanto se dicte la orden de protección.\n\n29.9Para la prevención del acoso sexual por razón de sexo, se elaborará\nun protocolo de actuación que comprenderá, al menos, los siguientes\nprincipios:\n\na)El compromiso de la Empresa de prevenir y no\ntolerar el acoso sexual y el acoso por razón de sexo.\n\nb)La instrucción a todo el personal de su deber de\nrespetar la dignidad de las personas y su derecho a la intimidad, así como la\nigualdad de trato entre mujeres y hombres.\n\nc)El tratamiento reservado de las denuncias de\nhechos que pudieran ser constitutivos de acoso sexual o de acoso por razón de\nsexo, sin perjuicio de lo establecido en la normativa de régimen\ndisciplinario.\n\nd)La identificación de las personas responsables\nde atender a quienes formulen una queja o denuncia. ",{"bindId":199,"name":200,"text":201},"violence","ANEXO I Protocolo para la prevención y a","ANEXO I Protocolo para la prevención y actuación en los casos\nde acoso laboral, sexual y por razón de sexo y la discriminación\n\n1.Principios\n\nLa Constitución Espanola declara que la dignidad de la persona constituye\nuno de los fundamentos del orden político y de la paz social, reconociendo el\nderecho de toda persona a la no discriminación, a la igualdad de trato, al\nlibre desarrollo de su personalidad y a su integridad física y moral. \n\nEl Estatuto de los Trabajadores, de forma específica, contempla el derecho\nde los trabajadores\u002Fas al respeto de su intimidad y a la consideración debida\na su dignidad, incluida la protección frente al acoso por razón de origen\nracial o étnico, religión o convicciones, discapacidad, edad u orientación\nsexual, y frente al acoso sexual, al acoso por razón de sexo y al laboral.\n\nPor su parte, la Ley Orgánica 3\u002F2007, de 22 de marzo, para la Igualdad\nefectiva de Mujeres y Hombres, encomienda a las empresas «el deber de promover\ncondiciones de trabajo que eviten el acoso sexual y el acoso por razón de sexo\ny arbitrar procedimientos específicos para su prevención y para dar cauce a\nlas denuncias o reclamaciones que puedan formular quienes han sido objeto del\nmismo», garantizando de esta forma la dignidad, integridad e igualdad de trato\nde todos los trabajadores\u002Fas.\n\nDe acuerdo con estos principios, se compromete a garantizar un entorno\nlaboral donde se respete la dignidad de la persona y los derechos y valores a\nlos que se ha hecho referencia.\n\nIgualmente, la representación legal de los trabajadores y las trabajadoras\ncontribuirá a ello sensibilizando a las plantillas e informando a la\ndirección de la empresa de cualquier problema que pudiera tener conocimiento y\nvigilará el cumplimiento de las obligaciones de la empresa en materia de\nprevención.\n\n2.Objetivo del presente protocolo\n\nEl presente Protocolo persigue prevenir y erradicar las situaciones\ndiscriminatorias por razón de género, constitutivas de acoso, en su modalidad\nde acoso sexual y acoso por razón de sexo.\n\nNo obstante, en el caso de que en la empresa no exista un procedimiento para\nprevenir y actuar contra el acoso cuyo origen esté basada en otros actos\ndiscriminatorios o se pueda dictaminar que se ha producido un moral o mobbing,\nel presente protocolo les será de aplicación, asumiendo la Empresa su\nresponsabilidad en orden a erradicar un entorno de conductas contrarias a la\ndignidad y valores de la persona y que pueden afectar a su salud física o\npsíquica.\n\nA tal efecto, en este Protocolo se consideran dos aspectos fundamentales: la\nprevención del acoso y la reacción empresarial frente a denuncias por acoso,\npor lo que se dictaminan dos tipos de actuaciones:\n\n1.Establecimiento de medidas orientadas a prevenir\ny evitar situaciones de acoso o susceptibles de constituir acoso.\n\n2.Establecimiento de un procedimiento interno de\nactuación para los casos en los que, aun tratando de prevenir dichas\nsituaciones, se produce una denuncia o queja interna por acoso, por parte de\nalgún trabajador\u002Fa.\n\n3.Definición y conductas constitutivas de\nacoso\n\n1.Acoso sexual.\n\nSegún el artículo 7.1 de la Ley Orgánica 3\u002F2007, sin perjuicio de lo\nestablecido en el Código Penal, constituye acoso sexual cualquier\ncomportamiento, verbal o físico, de naturaleza sexual que tenga el propósito\no produzca el efecto de atentar contra la dignidad de una persona, en\nparticular cuando se crea un entorno intimidatorio, degradante u ofensivo.\n\nEn especial, es acoso sexual toda conducta consistente en palabras, gestos,\nactitudes o actos concretos, desarrollados en el ámbito laboral, que se dirija\na una persona con intención de conseguir una respuesta de naturaleza sexual no\naceptada libremente. Se debe tener claro, que en determinadas circunstancias,\nun único incidente puede constituir acoso sexual. \n\nConductas constitutivas de acoso sexual:\n\nConductas de carácter ambiental: que crean un entorno laboral\nintimidatorio, hostil o humillante, no siendo necesario que exista una\nconexión directa entre la acción y las condiciones de trabajo. Entre\nellas:\n\n-Conductas físicas de naturaleza sexual que pueden\nir desde tocamientos innecesarios hasta un acercamiento físico excesivo o\ninnecesario. Agresiones físicas.\n\n-Conducta verbal de naturaleza sexual como\ninsinuaciones sexuales molestas, proposiciones, flirteos ofensivos, comentarios\ne insinuaciones obscenas, llamadas telefónicas indeseadas; bromas o\ncomentarios sobre la apariencia sexual; agresiones verbales deliberadas.\n\n-Conducta no verbal de naturaleza sexual, como\nexhibir fotos de contenido sexual o pornográfico o materiales escritos de tipo\nsexual o miradas con gestos impúdicos. Cartas o mensajes de correo\nelectrónico de carácter ofensivo y de contenido sexual.\n\nConductas de intercambio: Pueden ser tanto proposiciones o conductas\nrealizadas por un superior jerárquico o persona de la que pueda depender la\nestabilidad del empleo o la mejora de las condiciones de trabajo, como las que\nprovengan de companeros\u002Fas o cualquier otra persona relacionada con la víctima\npor causa de trabajo, que implique contacto físico, invitaciones persistentes,\npeticiones de favores sexuales, etc.\n\n2.Acoso por razón de sexo.\n\nSegún el artículo 7.2 de la Ley Orgánica 3\u002F2007: «Constituye acoso por\nrazón de sexo cualquier comportamiento realizado en función del sexo de una\npersona, con el propósito o el efecto de atentar contra su dignidad y de crear\nun entorno intimidatorio, degradante u ofensivo».\n\n3.Otro acoso de carácter discriminatorio.\n\nTambién se entiende como acoso discriminatorio cualquier comportamiento\nrealizado por razón de origen racial o étnico, religión o convicciones,\ndiscapacidad, edad, y orientación sexual o enfermedad, cuando se produzcan\ndentro del ámbito empresarial, con el fin de atentar contra la dignidad de las\npersonas creando un entorno intimidatorio, hostil, degradante, humillante u\nofensivo.\n\nConductas constitutivas de acoso por razón de sexo y\u002Fo discriminatorio:\n\nSerán conductas constitutivas de acoso por razón de sexo o de carácter\ndiscriminatorio, entre otras:\n\n-Aquellas que supongan un trato desfavorable hacia\nla persona, relacionado con el embarazo o la maternidad.\n\n-Las medidas organizacionales ejecutadas en\nfunción del sexo, o cualquier otra circunstancia enumerada en el apartado\nanterior, de una persona, con fines degradantes (exclusión, aislamiento,\nevaluación no equitativa del desempleo, asignación de tareas degradantes, sin\nsentido o por debajo de su capacidad profesional, etc.).\n\n-Comportamientos, conductas o prácticas que se\ntomen en función del sexo de una persona o cualquier otra circunstancia\nenumerada en el apartado anterior, de forma explicita o implícita y que tengan\nefecto sobre el empleo o las condiciones de trabajo.\n\n-Ridiculizar a personas porque las tareas que\nasumen no se ajustan a su rol o estereotipo impuesto cultural o socialmente.\n\n-Chistes, burlas que ridiculicen el sexo, el origen\nracial o étnico, la religión o convicciones, la discapacidad, la edad o la\norientación sexual o cualquier otra condición o circunstancia personal o\nsocial.\n\n-Menospreciar el trabajo y la capacidad intelectual\nde las personas por las circunstancias recogidas en el apartado anterior. \n\n-Críticas a la nacionalidad, actitudes y creencias\npolíticas o religiosas, vida privada, etc.\n\n-Conductas por razón de convicciones dirigidas a\nun representante sindical o político, en la empresa.\n\n4.Acoso laboral, moral o mobbing.\n\nEs toda conducta, práctica o comportamiento, realizado de forma\nsistemática o recurrente en el seno de una relación de trabajo que suponga\ndirecta o indirectamente, un menoscabo o atentado contra la dignidad del\npersonal, al cual se intenta someter emocional y psicológicamente de forma\nviolenta u hostil, y que persigue anular su capacidad, promoción profesional o\nsu permanencia en el puesto de trabajo, afectando negativamente al entorno\nlaboral.\n\nConductas constitutivas de acoso laboral, moral o mobbing:\n\nA continuación se enuncian, a modo de ejemplo, una serie de conductas\nconcretas que, cumpliendo los requisitos expuestos, podrían llegar a\nconstituir acoso psicológico en el trabajo:\n\n-Juzgar el desempeno de la persona de manera\nofensiva, ocultar sus esfuerzos y habilidades.\n\n-Poner en cuestión y desautorizar las decisiones\nde la persona.\n\n-No asignar tarea alguna, o asignar tareas\ninútiles o degradantes, que no tengan valor productivo.\n\n-Evaluar el trabajo de manera desigual o de forma\nsesgada y criticar la actividad que realiza la persona de manera despectiva.\n\n-Dar al\u002Fla trabajador\u002Fa una carga trabajo desmedida\nde manera manifiestamente malintencionada.\n\n-Cambiar la ubicación de la persona separándola\nde sus companeros\u002Fas (aislamiento).\n\n-Ignorar la presencia de la persona.\n\n-No dirigir la palabra a la persona.\n\n-Amenazas y agresiones físicas.\n\n-Amenazas verbales o por escrito.\n\n-Gritos o insultos.\n\n-Manipular la reputación personal o profesional a\ntravés del rumor, la denigración y ridiculización.\n\nAtendiendo a la posición que ocupan las personas afectadas por cualquiera\nde los tipos de acoso podemos diferenciar tres tipos:\n\nDescendente: Es aquel que provoca el o la superior jerárquico.\n\nAscendente: El que se provoca al o a la superior jerárquico.\n\nHorizontal: El que se produce al mismo nivel jerárquico.\n\n4.Medidas de prevención del acoso\n\nCon el objeto de prevenir el acoso o situaciones potencialmente\nconstitutivas de acoso, además del presente protocolo, se establecerán las\nsiguientes medidas:\n\n-Difusión a toda la plantilla del protocolo de\nprevención y actuación en los casos de acoso.\n\n-Diagnóstico previo de la situación real de las\nmujeres y hombres de la empresa en sus condiciones de trabajo conforme a lo\nacordado con la representación legal de los trabajadores y trabajadoras. (en\nel caso de que no se hubiera llevado a cabo).\n\n-Fomentar la comunicación de la resolución de los\ncasos de acoso. \n\n-Promover un entorno de respeto, corrección en el\nambiente de trabajo, inculcando a todo el personal los valores de igualdad de\ntrato, respeto, dignidad y libre desarrollo de la personalidad.\n\n-Favorecer la integración del personal de nuevo\ningreso, evitando situaciones de aislamiento mediante un seguimiento del\ntrabajador\u002Fa, no sólo en su proceso de acogida inicial, sino también con\nposterioridad al mismo.\n\n-Se facilitará información y formación a la\nplantilla sobre los principios y valores que deben respetarse en la empresa y\nsobre las conductas que no se admiten.\n\n-Prohibición de las insinuaciones o\nmanifestaciones que sean contrarias a los principios resenados, tanto en el\nlenguaje, como en las comunicaciones y en las actitudes. Entre otras medidas,\nse eliminará cualquier imagen, cartel, publicidad, etc. que contenga una\nvisión sexista y estereotipada de mujeres y hombres.\n\n-Cuando se detecten conductas no admitidas en un\ndeterminado colectivo o equipo de trabajo, la Dirección de la Empresa se\ndirigirá inmediatamente a la persona responsable de dicho colectivo\u002Fequipo, a\nfin de informarle sobre la situación detectada, las obligaciones que deben\nrespetarse y las consecuencias que se derivan de su incumplimiento, y proceder\na poner en marcha el protocolo acordado.\n\nLa Empresa mantendrá una actividad constante en la adopción de nuevas\nmedidas o en la mejora de las existentes, que permitan alcanzar una óptima\nconvivencia en el trabajo, salvaguardando los derechos de los\ntrabajadores\u002Fas.\n\n5.Ámbito de aplicación y vigencia\n\nEste procedimiento afecta a todas las personas vinculadas contractualmente a\nla empresa, ya sea mediante contrato mercantil, laboral o de confianza y\ndeberá ser respetado por el personal de cualquier empresa auxiliar que opere\nen el centro o centros de trabajo de la empresa.\n\nEl presente protocolo tendrá una vigencia indefinida, sin perjuicio de que,\nen función de las necesidades que se detecten, se puedan modificar o\nincorporar acciones, después de la negociación correspondiente.\n\n6.Procedimiento de actuación en caso de denuncia por\nacoso\n\n6.1Aspectos que acompanarán al procedimiento:\n\n-Protección de la intimidad, confidencialidad y\ndignidad de las personas implicadas.\n\n-Protección de la persona presuntamente acosada en\ncuanto a su seguridad y salud.\n\n-Audiencia imparcial y tratamiento justo para todas\nlas personas afectadas.\n\n-No se divulgará ninguna información a partes o\npersonas no implicadas en el caso, salvo que sea necesario para la\ninvestigación.\n\n-Tramitación urgente, sin demoras indebidas.\n\n-Investigación profesional y exhaustiva de los\nhechos denunciados.\n\n-Adopción de las medidas de todo orden, incluidas\nen su caso las de carácter disciplinario, contra la persona\u002Fs cuyas conductas\nde acoso resulten acreditadas.\n\n-El acoso en cualquiera de sus modalidades tendrá\nel tratamiento establecido en el régimen disciplinario de aplicación para las\nfaltas graves y muy graves.\n\n-En los casos de acoso sexual y acoso por razón de\nsexo operará la inversión de la carga de la prueba. Es la parte demandada,\npor tanto, quien debe probar la ausencia de discriminación en las medidas\nadoptadas y su proporcionalidad.\n\n6.2Procedimiento.\n\nEl procedimiento se inicia con la presentación de la denuncia, directamente\npor la persona afectada o por cualquier persona que tenga conocimiento de la\nsituación.\n\nSe debe presentar ante la persona responsable de Recursos Humanos o en su\nausencia a la persona designada por la empresa a tal fin, ante la\nrepresentación legal de \n\nlos trabajadores o trabajadoras, ante cualquier miembro de la Comisión de\nIgualdad o ante cualquier miembro del comité de Seguridad o salud si estamos\nen los casos de «otro acoso discriminatorio» o acoso moral o mobbing.\n\n6.2.1Requisitos de la denuncia.\n\nLa denuncia se realizará siempre por escrito. Las personas responsables de\nla instrucción del procedimiento le asignarán un número de expediente.\n\nLa denuncia deberá contener la siguiente información (se adjunta un\nformulario):\n\n-Identificación de la persona denunciante y datos\npara contactar con la misma.\n\n-Identificación del\u002Fla presunto\u002Fa acosador\u002Fa, y\npuesto que ocupa.\n\n-Identificación de la víctima y puesto que\nocupa.\n\n-Una descripción cronológica y detallada de los\nhechos (desde cuando se tiene conocimiento de los hechos, personas implicadas,\norigen del conflicto, hechos ocurridos especificando lugar y fechas, etc.).\n\n-Identificación de posibles testigos.\n\n-Copia de toda la documentación que pueda\nacreditar los hechos u otra información que se estime pertinente.\n\n-Firma del\u002Fla denunciante en prueba de\nconformidad.\n\nLa persona que presenta una denuncia recibirá un escrito con el nombre, DNI\ny firma de la persona que recibe la denuncia, fecha en la que hace entrega de\nla misma y número de expediente.",{"bindId":203,"name":204,"text":204},"WORKHOURS_trigger","CAPÍTULO SÉPTIMO Tiempo de trabajo",{"bindId":206,"name":207,"text":208},"hourspyear","31.1Durante la vigencia de este convenio","31.1Durante la vigencia de este convenio, la jornada laboral será de\ncuarenta horas semanales de promedio y en cómputo anual de 1772 horas para\n2025, 1768 horas para 2026, 1760 horas para 2027 y 1752 horas para 2028,\nconcretándose los días 24 y 31 de diciembre como días de descanso.",{"bindId":210,"name":211,"text":212},"PAIDLEAV_trigger","Artículo 32. Vacaciones. 32.1El período ","Artículo 32. Vacaciones.\n\n32.1El período de vacaciones anuales retribuidas, no substituibles por\ncompensación económica, veintidós días laborables al ano, contados de lunes\na viernes distribuidas en el período comprendido entre el 1 de julio al 30 de\nseptiembre, comenzando el 1 de cada mes y serán percibidas según el cómputo\ndel sueldo real. Se entiende por salario real toda la remuneración que el\ntrabajador viniera percibiendo por cualquier concepto. En todo caso, las\nvacaciones no se iniciarán en sábado ni en domingo o día festivo. En ningún\ncaso coincidirán dos turnos de vacaciones para lo cual se adaptará el\ncalendario vacacional anterior en un máximo de tres días por delante o tres\ndías por detrás del periodo antes indicado (del 1 de julio al 30 de\nseptiembre) reflejándolo en el calendario laboral.\n\nEstas serán rotativas en anos sucesivos y las listas serán colocadas en el\ntablón de anuncios el 1 de abril.\n\n32.2En caso de que se pactara en un centro de trabajo, entre empresa y la\nrepresentación legal de las personas trabajadoras, un calendario vacacional\nrotativo aplicable para toda la plantilla durante los 12 meses del ano,\naquellas personas trabajadoras que les toque disfrutar las vacaciones fuera del\nperiodo de verano (del 1 de julio al 30 de septiembre), percibirán una prima\nde 456,17 euros por los 22 días o su parte proporcional.\n\n32.3Adicionalmente a lo fijado, si la empresa acordase con la\nRepresentación Legal de las personas trabajadoras períodos de disfrute de\nvacaciones que superasen los tres meses, la prima será proporcional a la\nfijada en el presente artículo para el período de doce meses. A modo de\nejemplo si las vacaciones pactadas se distribuyeran en seis meses la prima\nsería de 228,08 euros.\n\n32.4El personal fijo-discontinuo no podrá cesar su actividad en la empresa\nsin haber disfrutado de las vacaciones que les correspondiesen según los días\ntrabajados.\n\n32.5En caso de no haber acuerdo se aplicará lo contenido en el párrafo 1\nde este artículo.\n\n32.6Cuando el período de vacaciones fijado en el calendario de vacaciones\nde la empresa al que se refiere el párrafo anterior coincida en el tiempo con\nuna incapacidad temporal derivada del embarazo, el parto o la lactancia natural\no con el período de suspensión del contrato de trabajo previsto en el\nartículo 48 apartados 4, 5 y 7 del E. T., se tendrá derecho a disfrutar las\nvacaciones en fecha distinta a la de la incapacidad temporal o a la del\ndisfrute del permiso que por aplicación de dicho precepto le correspondiera,\nal finalizar el período de suspensión, aunque haya terminado el ano natural a\nque correspondan. \n\n32.7En el supuesto de que el período de vacaciones coincida con una\nincapacidad temporal por contingencias distintas a las senaladas en el párrafo\nanterior que imposibilite a la persona trabajadora disfrutarlas, total o\nparcialmente, durante el ano natural a que corresponden, la persona trabajadora\npodrá hacerlo una vez finalice su incapacidad y siempre que no hayan\ntranscurrido más de dieciocho meses a partir del final del ano en que se hayan\noriginado.\n\nArtículo 33. Horas extraordinarias, acción coyuntural contra el\ndesempleo.",{"bindId":214,"name":215,"text":216},"holidaysdays","32.1El período de vacaciones anuales ret","32.1El período de vacaciones anuales retribuidas, no substituibles por\ncompensación económica, veintidós días laborables al ano, contados de lunes\na viernes distribuidas en el período comprendido entre el 1 de julio al 30 de\nseptiembre, comenzando el 1 de cada mes y serán percibidas según el cómputo\ndel sueldo real. Se entiende por salario real toda la remuneración que el\ntrabajador viniera percibiendo por cualquier concepto. En todo caso, las\nvacaciones no se iniciarán en sábado ni en domingo o día festivo. En ningún\ncaso coincidirán dos turnos de vacaciones para lo cual se adaptará el\ncalendario vacacional anterior en un máximo de tres días por delante o tres\ndías por detrás del periodo antes indicado (del 1 de julio al 30 de\nseptiembre) reflejándolo en el calendario laboral.",{"bindId":218,"name":215,"text":216},"holidaysweeks",{"bindId":220,"name":221,"text":222},"schedulesrestpw","31.3El personal de administración disfru","31.3El personal de administración disfrutará previo acuerdo del Comité de\nempresa con la Dirección, de jornada intensiva, en los meses de verano, del 1\nde junio al 15 de septiembre, con el horario de ocho a quince horas no\nrecuperables de lunes a viernes",{"bindId":224,"name":225,"text":226},"TRADEUNLEAV_trigger","58.4La empresa descontará de nómina, o p","58.4La empresa descontará de nómina, o por cualquier otro procedimiento,\nlas cuotas sindicales a los trabajadores\u002Fas que lo hubiesen autorizado por\nescrito, con especificación de la persona o entidad receptora de las mismas.\nLos representantes de los trabajadores\u002Fas dispondrán de cuarenta horas\nmensuales, que podrán ser acumuladas de un representante a otro.",{"bindId":228,"name":229,"text":230},"administrativedays","c)Asimismo, se entenderá como deber inex","c)Asimismo, se entenderá como deber inexcusable de carácter público la\ncomparecencia como testigo ante los Juzgados, debidamente justificadas y por el\ntiempo imprescindible a tales efectos.",{"bindId":232,"name":233,"text":234},"FLEXWORK_trigger","Disposición adicional séptima. Trabajo a","Disposición adicional séptima. Trabajo a distancia,\nteletrabajo.\n\n1.Ámbito de aplicación. El ámbito de aplicación subjetivo del\nteletrabajo queda delimitado a las personas trabajadoras por cuenta ajena que\ndesarrollen la actividad laboral, mediante el uso exclusivo o prevalente de\nmedios y sistemas informáticos, telemáticos y de telecomunicación, en el\ndomicilio de la persona trabajadora o en el lugar elegido por esta, durante\ntoda su jornada o parte de ella.\n\n2.Actividades o puestos de trabajo susceptibles de acogerse al teletrabajo y\ncondiciones de acceso. El teletrabajo se configura como un derecho de todos los\ntrabajadores\u002Fas de la empresa, independientemente de su modalidad contractual,\ncircunscrito a criterios, requisitos condiciones y objetivos. En la aplicación\nde estos criterios, se garantizará el principio de igualdad y el derecho a la\nno discriminación en el acceso al teletrabajo y se evitará la perpetuación\nde roles. \n\n3.Voluntariedad y reversibilidad del teletrabajo. El teletrabajo será\nvoluntario para la persona trabajadora y para la empleadora y requerirá la\nformalización del acuerdo de trabajo a distancia en los términos previstos en\nlos artículos 6 y 7 del Real Decreto- ley 28\u002F2020, pudiendo formar parte del\ncontrato inicial o realizarse en un momento posterior, todo ello sin perjuicio\ndel derecho al teletrabajo que reconozcan las leyes. El trabajador\u002Fa tienen el\nderecho de dar por finalizada el desarrollo de la actividad a través del\nteletrabajo, en cualquier momento de su vigencia, volviendo la persona\ntrabajadora a su puesto de trabajo de carácter presencial, en las mismas\ncondiciones previas al teletrabajo.\n\n4.Duración del teletrabajo. La duración será la que ambas partes\nacuerden.\n\n5.Tiempo de teletrabajo. La prestación de servicios en la empresa a través\ndel teletrabajo se regirá por las mismas reglas sobre tiempo de trabajo,\ntiempos de descanso y límites en materia de jornada, reguladas en este\nconvenio colectivo y en el Estatuto de los Trabajadores, para la prestación\npresencial.\n\n6.Formación. La Empresa impartirá a la persona teletrabajadora, que\nteletrabajen por primera vez y previo al comienzo de su actividad laboral por\nmedio del teletrabajo, formación específica con el objeto de facilitar su\nadaptación a esta modalidad de trabajo, y en concreto recibirá formación\nsobre las características del teletrabajo y los riegos derivados del mismo,\nasí como sobre el uso razonable de las herramientas tecnológicas que evite el\nriesgo de fatiga informática.\n\n7.Equipos y medios informáticos para el desarrollo del teletrabajo. Antes\ndel inicio de actividad laboral mediante teletrabajo la empresa proporcionará\néstos a la persona teletrabajadora a coste de la empresa.\n\n8.Sobre el derecho al abono y compensación de gastos. Para compensar a la\npersona trabajadora por los gastos incurridos por el teletrabajo, se establece\nun plus de teletrabajo cuya cuantía será la misma que la establecida para el\nplus de transporte que figura en las tablas salariales anexas. No será posible\nel cobro de ambos pluses de manera simultánea.\n\n9.Protección de datos y seguridad de la información. La empresa adoptará,\ncon la participación de los representantes de los trabajadores\u002Fas, las medidas\noportunas para asegurar la seguridad de la información y la protección de los\ndatos utilizados y tratados por el teletrabajador\u002Fa para fines\nprofesionales.",{"bindId":236,"name":237,"text":238},"trainingprogrammes_remote","6.Formación. La Empresa impartirá a la p","6.Formación. La Empresa impartirá a la persona teletrabajadora, que\nteletrabajen por primera vez y previo al comienzo de su actividad laboral por\nmedio del teletrabajo, formación específica con el objeto de facilitar su\nadaptación a esta modalidad de trabajo, y en concreto recibirá formación\nsobre las características del teletrabajo y los riegos derivados del mismo,\nasí como sobre el uso razonable de las herramientas tecnológicas que evite el\nriesgo de fatiga informática.",{"bindId":240,"name":241,"text":242},"expenses_remote","7.Equipos y medios informáticos para el ","7.Equipos y medios informáticos para el desarrollo del teletrabajo. Antes\ndel inicio de actividad laboral mediante teletrabajo la empresa proporcionará\néstos a la persona teletrabajadora a coste de la empresa.\n\n8.Sobre el derecho al abono y compensación de gastos. Para compensar a la\npersona trabajadora por los gastos incurridos por el teletrabajo, se establece\nun plus de teletrabajo cuya cuantía será la misma que la establecida para el\nplus de transporte que figura en las tablas salariales anexas. No será posible\nel cobro de ambos pluses de manera simultánea.",{"bindId":244,"name":245,"text":245},"WAGES_trigger","CAPÍTULO OCTAVO Régimen retributivo",{"bindId":247,"name":248,"text":249},"WAGES_determined","Artículo 34. Estructura del salario. 34.","Artículo 34. Estructura del salario.\n\n34.1La retribución del personal comprendido en el ámbito de este convenio\nestará constituida por los conceptos retributivos contenidos en el anexo VI,\nasí como los contemplados en el artículo 36.2.",{"bindId":251,"name":252,"text":253},"PAYSCALES_trigger","Salario Base: En la tabla salarial se de","Salario Base: En la tabla salarial se describen\nlas retribuciones que por este concepto corresponde a cada persona trabajadora,\ncon arreglo a su categoría profesional, pudiendo expresarse en cómputo diario\no mensual.",{"bindId":255,"name":256,"text":257},"newtech_aiam","ANEXO V Transición digital y sistemas de","ANEXO V Transición digital y sistemas de inteligencia\nartificial (IA)",{"bindId":259,"name":260,"text":261},"STRUCINCR_trigger","36.1Para todos los conceptos salariales ","36.1Para todos los conceptos salariales del convenio, se acuerdan los\nsiguientes incrementos:\n\n-Para el ejercicio 2025 el incremento salarial\nserá del 4%.\n\n-Para el ejercicio 2026 el incremento salarial\nserá del 4%. \n\n-Para el ejercicio 2027 el incremento salarial\nserá el IPC real ano anterior +0,7 %.\n\n-Para el ejercicio 2028 el incremento salarial\nserá el IPC real ano anterior + 0,7%.\n\nPara los anos 2025 y 2026 se garantizará el IPC del ano anterior si este\nfuese superior a los incrementos pactados. El IPC de base para los anos 2027 y\n2028 no podrá ser negativo. En este sentido, en caso de que se produzca se\ntomará para determinar los salarios del ano siguiente un valor de IPC igual a\n0 % más el incremento adicional pactado para cada uno de los dos anos.",{"bindId":263,"name":264,"text":265},"ONCERISE_trigger","Artículo 35. Gratificaciones extraordina","Artículo 35. Gratificaciones extraordinarias.\n\n35.1Las gratificaciones extraordinarias de julio y Navidad y la paga de San\nJosé, en mayo, se abonarán a razón de una mensualidad, que consistirá en\nsalario base más la antigüedad correspondiente a treinta días, plus de\nconvenio y plus trasporte.",{"bindId":267,"name":268,"text":269},"ONCERISE2_trigger","35.1Las gratificaciones extraordinarias ","35.1Las gratificaciones extraordinarias de julio y Navidad y la paga de San\nJosé, en mayo, se abonarán a razón de una mensualidad, que consistirá en\nsalario base más la antigüedad correspondiente a treinta días, plus de\nconvenio y plus trasporte.",{"bindId":271,"name":272,"text":273},"NOCTPREM_trigger","f.1) Los trabajos nocturnos irán increme","f.1) Los trabajos nocturnos irán incrementados,\ncomo mínimo en un 35 por 100 sobre el salario base.",{"bindId":275,"name":276,"text":277},"OVERTIME_trigger","33.2En caso de realizar horas extraordin","33.2En caso de realizar horas extraordinarias, su importe será calculado en\nbase al salario real anual, dividido entre las horas normales a realizar en el\nano y ello incrementado en un 75 por 100.",{"bindId":279,"name":276,"text":277},"overtimeallowancetype_general",{"bindId":281,"name":282,"text":283},"HARDSHIP_trigger","f.2) En los trabajos tóxicos y penosos I","f.2) En los trabajos tóxicos y penosos Irán\nincrementados, como mínimo en un 25 por 100 sobre el salario base, que será\nproporcional a la jornada de trabajo.",{"bindId":285,"name":286,"text":287},"COMMUTE_trigger","Plus Transporte. 4,08 por día trabajado","Plus\n        Transporte.\n      \n      4,08\n        por día trabajado",{"bindId":289,"name":290,"text":291},"SENIOR_trigger","d)Antigüedad: En concepto de antigüedad ","d)Antigüedad: En concepto de antigüedad se acuerda por voluntad de las\npartes declarar la inaplicabilidad de la escala establecida en el artículo 28\nde la Reglamentación Nacional del Trabajo para la Industrias Elaboradoras del\nArroz, a partir del día 1 de abril de 1988, y sustituirla por el sistema\nsiguiente:\n\n-Dos bienios al 5 por 100.\n\n-Un quinquenio al 10 por 100.\n\n-Un trienio al 5 por 100.\n\n-Un cuatrienio al 5 por 100.\n\n-Un trienio al 10 por 100.\n\n-Un quinquenio al 10 por 100.\n\nEstos porcentajes serán calculados sobre el salario base correspondiente a\ncada categoría vigente en cada momento.\n\nLa tabla resultante de esta escala se refleja a continuación:\n\n-A los dos anos cumplidos, el 5 por 100.\n\n-A los cuatro anos cumplidos, el 10 por 100.\n\n-A los nueve anos cumplidos, el 20 por 100.\n\n-A los doce anos cumplidos, el 25 por 100.\n\n-A los dieciséis anos cumplidos, el 30 por 100.\n\n-A los diecinueve anos cumplidos, el 40 por 100.\n\n-A los veinticuatro anos cumplido, el 50 por\n100.\n\nConsiderándose los anos cumplidos a partir del día siguiente al ano\nreflejado en la tabla anterior.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Convenio colectivo de Industrias de Elaboración del Arroz 2026_2028 - 2025\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2025-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Fecha de término: → 2028-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratificado por: → Ministry\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratificado en: → 2026-01-26\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Nombre de la industria: → Industria manufacturera\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Nombre de la industria: → Industria de la alimentación  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Sector público o privado: → En el sector privado\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluido por:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Nombres de las asociaciones: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Nombres de los sindicatos: → \n\n                \n                    \n                    \u003Cspan>\n                        UGT-FICA - Federación de Industria, Construcción y Agro de la Unión General de Trabajadoras y Trabajadores, FECOHT-CCOO - Federación de Industria\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MEMPRO41_1\">\n                Nombre de la asociación profesional: → \n                \u003Cdiv id=\"display-CBA_MEMPRO41_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SEGURIDAD SOCIAL Y PENSIONES\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">El empleador contribuye al fondo de pensión del trabajador: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">El empleador contribuye al fondo para discapacidad del trabajador: → 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            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Máximo de días por licencia de enfermedad: → 362 días\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Disposiciones relativas a volver al trabajo después de larga enfermedad, por ejemplo, tratamiento para el cáncer → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Licencia pagada por menstruación → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Indemnización en caso de incapacidad por accidente de trabajo: → Sí\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SALUD Y SEGURIDAD Y ASISTENCIA MÉDICA\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Asistencia médica acordada: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Asistencia médica para familiares acordada: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribución acordada para seguro médico: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Contribución acordada para seguro médico de familiares: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Política de salud y seguridad acordada: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Capacitación en salud y seguridad acordada: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Vestuario protector facilitado → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Chequeo médico regular o anual o visitas proporcionadas por el empleador → 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 → Employee involvement in the monitoring, The relationship between work and health, Professional risks\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            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Licencia de maternidad pagada restringida a 100 % de salario básico\n            \u003C\u002Fdiv>\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 → No\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: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Licencia pagada anual en caso de cuidado de parientes: → 5 días\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Licencia de paternidad pagada: → Not specified días\n         \u003C\u002Fdiv>\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: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Apoyo a mujeres trabajadoras con discapacidades: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Monitoreo de la igualdad de género → No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">CONTRATOS DE TRABAJO\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Duración del período de prueba: → 60 días\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Trabajadores a tiempo parcial excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Disposiciones sobre trabajadores temporales: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Aprendices excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Ftrabajos para estudiantes excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">HORAS DE TRABAJO, HORARIOS Y DIAS FESTIVOS\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-hourspyear\">\n                Horas de trabajo por año: → 1752.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Licencia anual pagada: → 22.0 días\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Licencia anual pagada: → 4.0 semanas\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Días festivos pagados: → Christmas Eve (24th December), Nochevieja \u002F Víspera de Año Nuevo​ \u002F Fin de año (31 de diciembre)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Periodos acordados de descansos semanales: → Sí\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Permiso pagado para actividades sindicales: → 40.0 días\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Permiso pagado para aisitir a juicios o deberes administrativos: →  días\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Disposiciones sobre horarios de trabajo flexible: → Sí\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">SALARIOS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Salarios determinados por medio de escalas de pago: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Ajuste por aumento de costo de vida: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Incremento salarial:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Incremento salarial: → 4.0 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Pago extra único:\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Pago extra único por desempeño de la compañía: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Prima por trabajo vespertino o nocturno:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Prima por trabajo vespertino o nocturno: → 135 % de salario básico\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Prima por trabajo nocturno únicamente: → Insufficient data\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Prima por tiempo extra:\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-HARDSHIP_trigger\">Prima por trabajo pesado:\u003C\u002Fh4>\n\n                \u003Cdiv id=\"display-hardshipallowanceperc1\">\n                    Prima por trabajo pesado: → 24% de salario básico\n                \u003C\u002Fdiv>\n\n                \n            \u003C\u002Fdiv>\n\n            \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 89.76 por mes\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Prima por antigüedad:\u003C\u002Fh4>\n\n                \u003Cdiv id=\"display-longserviceallowanceperc1\">\n                    Prima por antigüedad: → 5.0 % de salario básico\n                \u003C\u002Fdiv>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Prima por antigüedad por → 2 años de servicio\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Vales de alimenos:\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Prestaciones alimentarias proporcionadas: → 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",[297],{"title":37,"slug":33},[299],{"type":300,"data":301},"call_to_action_body_block",{"title":302,"description":303,"variant":304,"link":305},"Compare los convenios colectivos","Compara los artículos de los Convenios Colectivos de España entre los diferentes sectores, temas y países.","dark",{"title":302,"url":306,"description":302,"rel":307,"type":308},"\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002Fcompare-los-convenios-colectivos","follow","internal",[310],{"type":300,"data":311},{"title":302,"description":303,"variant":304,"link":312},{"title":302,"url":306,"description":302,"rel":307,"type":308},[],{"title":17,"seo_title":315,"description":7,"path":316,"redirect_url":7,"locale":18,"children":317},"WageIndicator España: salarios y derechos laborales","\u002Fes-es",[318,407,435],{"title":20,"seo_title":319,"description":7,"path":320,"redirect_url":7,"locale":18,"children":321},"Trabajar en España: salarios y condiciones laborales","\u002Fes-es\u002Ftrabajo-en-espana",[322,326,330,346,395,403],{"title":323,"seo_title":8,"description":7,"path":324,"redirect_url":7,"locale":18,"children":325},"Salario mínimo","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario-minimo",[],{"title":327,"seo_title":8,"description":7,"path":328,"redirect_url":7,"locale":18,"children":329},"Salarios vitales","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalarios-vitales",[],{"title":331,"seo_title":8,"description":7,"path":332,"redirect_url":7,"locale":18,"children":333},"Salario","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario",[334,338,342],{"title":335,"seo_title":8,"description":7,"path":336,"redirect_url":7,"locale":18,"children":337},"Compara tu salario","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario\u002Fcompara-tu-salario",[],{"title":339,"seo_title":8,"description":7,"path":340,"redirect_url":7,"locale":18,"children":341},"Encuesta salarial","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario\u002Fencuesta-salarial",[],{"title":343,"seo_title":8,"description":7,"path":344,"redirect_url":7,"locale":18,"children":345},"Salario de famosos","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario\u002Ffamosos",[],{"title":347,"seo_title":348,"description":7,"path":349,"redirect_url":7,"locale":18,"children":350},"Leyes laborales","Leyes laborales en España: contratos, salarios","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales",[351,355,359,363,367,371,375,379,383,387,391],{"title":352,"seo_title":8,"description":7,"path":353,"redirect_url":7,"locale":18,"children":354},"Compensación y tiempo de trabajo","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Fcompensacion-y-tiempo-de-trabajo",[],{"title":356,"seo_title":8,"description":7,"path":357,"redirect_url":7,"locale":18,"children":358},"Licencia por enfermedad","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Flicencia-por-enfermedad",[],{"title":360,"seo_title":8,"description":7,"path":361,"redirect_url":7,"locale":18,"children":362},"Maternidad y trabajo","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Fmaternidad-y-trabajo",[],{"title":364,"seo_title":8,"description":7,"path":365,"redirect_url":7,"locale":18,"children":366},"Responsabilidades familiares","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Fresponsabilidades-familiares",[],{"title":368,"seo_title":8,"description":7,"path":369,"redirect_url":7,"locale":18,"children":370},"Salud y seguridad","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Fsalud-y-seguridad",[],{"title":372,"seo_title":8,"description":7,"path":373,"redirect_url":7,"locale":18,"children":374},"Contratos y despidos","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Fcontratos-y-despidos",[],{"title":376,"seo_title":8,"description":7,"path":377,"redirect_url":7,"locale":18,"children":378},"Seguridad social","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Fseguridad-social",[],{"title":380,"seo_title":8,"description":7,"path":381,"redirect_url":7,"locale":18,"children":382},"Sindicatos","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Fsindicatos",[],{"title":384,"seo_title":8,"description":7,"path":385,"redirect_url":7,"locale":18,"children":386},"Trabajo y salarios","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Ftrabajo-y-salarios",[],{"title":388,"seo_title":8,"description":7,"path":389,"redirect_url":7,"locale":18,"children":390},"Trato 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