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Ámbito de aplicación.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L51\">Artículo 2. Ámbito temporal.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L57\">Artículo 3. Denuncia.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L63\">Artículo 4. Vinculación a la totalidad.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L73\">CAPÍTULO II Organización del trabajo\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L75\">Artículo 5. Organización del trabajo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L81\">Artículo 6. Garantías «ad personam».\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L87\">CAPÍTULO III Ingresos, grupos profesionales, periodo de\n prueba y modalidades de contrato\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L89\">Artículo 7. Período de prueba.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L93\">Artículo 8. Definición de los grupos profesionales y\n criterios de valoración de puestos de trabajo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L97\">Artículo 9. Contratación.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L101\">Artículo 10. Cese voluntario.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L109\">Artículo 11. Ascensos.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L131\">Artículo 12. Movilidad geográfica.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L143\">Artículo 13. Personal con discapacidad.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L149\">CAPÍTULO IV Tiempo de trabajo\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L151\">Artículo 14. Jornada laboral.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L157\">Artículo 15. Distribución y registro obligatorio de\n la jornada.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L267\">Artículo 16. Desconexión digital.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L281\">Artículo 17. Horas complementarias.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L305\">Artículo 18. Ventas especiales, inventarios.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L317\">Artículo 19. Horas extraordinarias.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L327\">Artículo 20. Horas festivas (domingos y\n festivos).\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L331\">Artículo 21. Nocturnidad.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L337\">Artículo 22. Trabajo en días festivos\n señalados.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L343\">Artículo 23. Vacaciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L373\">Artículo 24. Cambio de servicio durante el\n embarazo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L377\">Artículo 25. Licencias retribuidas.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L399\">Artículo 26. Licencias no retribuidas.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L411\">Artículo 27. Excedencias voluntarias.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L427\">Artículo 28. Excedencia forzosa.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L447\">Artículo 30. Conciliación de la vida\n familiar.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L581\">Artículo 31. Adaptación de jornadas para personas\n trabajadoras con hijos de hasta doce años.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L599\">CAPÍTULO V Salario\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L601\">Artículo 32. Estructura salarial y el registro\n salarial.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L619\">Artículo 33. Complemento de antigüedad (artículo\n 17 del convenio colectivo sectorial estatal).\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L623\">Artículo 34. Gratificaciones\n extraordinarias.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L631\">Artículo 35. Complemento personal.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L635\">Artículo 36. Complemento vendedor\u002Fa en\n funciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L649\">Artículo 37. Retribución variable.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L655\">CAPÍTULO VI Disposiciones varias\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L657\">Artículo 38. Seguro de vida.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L661\">Artículo 39. Prendas de trabajo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L669\">Artículo 40. Complemento de incapacidad.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L675\">Artículo 41. Gastos por desplazamientos.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L679\">Artículo 42. Descuento de empleado.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L687\">Artículo 43. Cheque bebé.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L693\">CAPÍTULO VII Seguridad y salud\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L695\">Artículo 44. Remisión al convenio\n sectorial.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L701\">CAPÍTULO VIII Régimen disciplinario\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L703\">Artículo 45. Régimen disciplinario.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L707\">Artículo 46. Régimen de sanciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L711\">Artículo 47. Prescripción.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L717\">CAPÍTULO IX Derechos sindicales\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L719\">Artículo 48. Remisión al convenio\n sectorial.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L723\">Artículo 49. Adhesión ASAC-Comisión Mixta de\n Interpretación.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L755\">Artículo 50. Procedimientos para solventar\n discrepancias derivadas para la no aplicación de condiciones de\n trabajo del artículo 82.3 del TRLET.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L769\">CAPÍTULO X Personas trabajadoras víctimas de violencia\n de género\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L771\">Artículo 51. Remisión al convenio\n sectorial.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L779\">CAPÍTULO XI Acuerdo para la prevención y tratamiento de\n las situaciones de acoso moral y sexual\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L781\">Artículo 52. Compromiso en materia de prevención de\n acoso moral y sexual.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L785\">Artículo 53. Acoso moral.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L789\">Artículo 54. Acoso sexual.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L793\">Artículo 55. Acoso por motivos de orientación\n sexual e identidad de género.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L799\">CAPÍTULO XII Plan de Igualdad de oportunidades entre\n mujeres y hombres\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L801\">Artículo 56. Plan de Igualdad.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L805\">Artículo 57. Medidas para la igualdad y no\n discriminación de las personas LGTBI.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L809\">Disposición transitoria primera. Tabla de adaptación de\n grupos profesionales de Kiabi en los grupos profesionales del Convenio\n Colectivo de Grandes Almacenes (artículo 84.2.c TRLET).\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L827\">Disposición transitoria segunda. Compromiso de Kiabi con\n la Conciliación de la Vida Laboral y Familiar y Flexibilidad de la\n Jornada.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L833\">Disposición transitoria tercera. Adecuación salarial al\n Convenio Colectivo Sectorial Estatal de Grandes Almacenes.\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>2708 Resolución de 26 de enero de 2026, de la Dirección General de\nTrabajo, por la que se registra y publica el Convenio colectivo de Kiabi\nEspaña KSCE, SA.\u003C\u002Fp>\n\n\u003Cp>Visto el texto del convenio colectivo de la empresa Kiabi España KSCE, SA\n(Código de convenio: 90011772011998), que fue suscrito con fecha 12 de\nnoviembre de 2025, de una parte por los designados por la dirección de la\nempresa, en representación de la misma, y de otra por el comité intercentros,\nen representación de los trabajadores afectados, y que ha sido finalmente\nsubsanado mediante acta de 7 de enero de 2026, y de conformidad con lo\ndispuesto en el artículo 90, apartados 2 y 3, de la Ley del Estatuto de los\nTrabajadores, texto refundido aprobado por el Real Decreto Legislativo 2\u002F2015,\nde 23 de octubre (BOE de 24 de octubre), y en el Real Decreto 713\u002F2010, de 28\nde mayo, sobre registro y depósito de convenios colectivos, acuerdos\ncolectivos de trabajo y planes de igualdad,\u003C\u002Fp>\n\n\u003Cp>Esta Dirección General de Trabajo resuelve:\u003C\u002Fp>\n\n\u003Cp>Primero.\u003C\u002Fp>\n\n\u003Cp>Ordenar la inscripción del mencionado convenio colectivo en el\ncorrespondiente registro de convenios colectivos, acuerdos colectivos de\ntrabajo y planes de igualdad con funcionamiento a través de medios\nelectrónicos de este centro directivo, con notificación a la comisión\nnegociadora.\u003C\u002Fp>\n\n\u003Cp>Segundo.\u003C\u002Fp>\n\n\u003Cp>Disponer su publicación en el «Boletín Oficial del Estado».\u003C\u002Fp>\n\n\u003Cp>Madrid, 26 de enero de 2026.-La Directora General de Trabajo, María Nieves\nGonzález García.\u003C\u002Fp>\n\n\u003Ch1>CONVENIO COLECTIVO KIABI ESPAÑA KSCE, SA\u003C\u002Fh1>\n\n\u003Ch2 id=\"L45\">CAPÍTULO I Ámbito y revisión\u003C\u002Fh2>\n\n\u003Ch3 id=\"L47\">Artículo 1. Ámbito de aplicación.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MNCOMPA_1\">\u003Cp>El presente convenio colectivo será el aplicable a todas las personas\ntrabajadoras de la empresa Kiabi España KSCE, SA (nombre comercial Kiabi), con\nindependencia de cuál sea su centro de trabajo dentro del territorio\nnacional.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L51\">Artículo 2. Ámbito temporal.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio tendrá una duración de un año, iniciándose el mismo\ndesde el día 1 de enero de 2026 hasta el 31 de diciembre de 2026, y vigencia a\npartir de la fecha de la firma.\u003C\u002Fp>\n\n\u003Cp>No obstante, lo anterior en todo caso tendrán prevalencia absoluta los\nacuerdos adoptados por el comité intercentros en materia de jornada, siempre\ndentro del marco normativo vigente. \u003C\u002Fp>\n\n\u003Ch3 id=\"L57\">Artículo 3. Denuncia.\u003C\u002Fh3>\n\n\u003Cp>La denuncia del convenio colectivo se establece de forma automática a\npartir del 1 de octubre de 2026.\u003C\u002Fp>\n\n\u003Cp>En todo caso el día 31 de diciembre de 2026 el convenio colectivo dejará\nde estar en vigor.\u003C\u002Fp>\n\n\u003Ch3 id=\"L63\">Artículo 4. Vinculación a la totalidad.\u003C\u002Fh3>\n\n\u003Cp>Las condiciones pactadas en el presente convenio constituyen un todo\norgánico e indivisible, quedando las partes mutuamente obligadas al\ncumplimiento de su totalidad. A efectos de su aplicación práctica se\nestablece que:\u003C\u002Fp>\n\n\u003Cp>1.Las condiciones pactadas no podrán ser renegociadas separadamente de su\ncontexto ni pretenderse la aplicación de parte de su articulado desechando el\nresto.\u003C\u002Fp>\n\n\u003Cp>2.En el supuesto de que la jurisdicción laboral declarase la nulidad de\nalguna de las cláusulas pactadas, ambas partes decidirán, de mutuo acuerdo,\nla necesidad de renegociar dichas cláusulas y sólo aquellas que se vean\nafectadas por la Sentencia, bajo el principio de que la nulidad de alguna o\nalgunas de ellas no supone la nulidad de todo el convenio.\u003C\u002Fp>\n\n\u003Ch2 id=\"L73\">CAPÍTULO II Organización del trabajo\u003C\u002Fh2>\n\n\u003Ch3 id=\"L75\">Artículo 5. Organización del trabajo.\u003C\u002Fh3>\n\n\u003Cp>La organización del trabajo, con sujeción a lo previsto en el presente\nconvenio colectivo y a la legislación general vigente, es facultad de la\ndirección de la empresa.\u003C\u002Fp>\n\n\u003Cp>El sistema de racionalización, mecanización y dirección del trabajo que\nse adopte, nunca podrá perjudicar la formación profesional que el personal\ntiene derecho a completar y perfeccionar por la práctica, debiendo ser\nconsultados los representantes legales de las personas trabajadoras en todas\naquellas decisiones relativas a tecnología, organización del trabajo y\nutilización de materias primas que tengan repercusión física y\u002Fo mental en\nla persona trabajadora.\u003C\u002Fp>\n\n\u003Ch3 id=\"L81\">Artículo 6. Garantías «ad personam».\u003C\u002Fh3>\n\n\u003Cp>Serán respetadas las situaciones personales disfrutadas por las personas\ntrabajadoras con anterioridad a la entrada en vigor del presente convenio.\u003C\u002Fp>\n\n\u003Ch2 id=\"L87\">CAPÍTULO III Ingresos, grupos profesionales, periodo de prueba y\nmodalidades de contrato\u003C\u002Fh2>\n\n\u003Ch3 id=\"L89\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3 id=\"L89\">Artículo 7. Período de prueba.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialtxt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>En el ingreso de las personas trabajadoras, podrá concertarse por escrito\nun periodo de prueba en los contratos de trabajo, que en todo caso será el\ncorrespondiente con el establecido en el artículo 5 del Convenio Colectivo\nSectorial Estatal de Grandes Almacenes.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L93\">\u003C\u002Fh3>\u003Ch3 id=\"L93\">Artículo 8. Definición de los grupos profesionales y criterios\nde valoración de puestos de trabajo.\u003C\u002Fh3>\n\n\u003Cp>Con relación a la clasificación profesional y el sistema de Grupos de\nKiabi puesto en consonancia con el convenio colectivo sectorial estatal de\nGrandes Almacenes, se ha procedido a la redacción de la disposición\ntransitoria primera. \u003C\u002Fp>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L97\">Artículo 9. Contratación.\u003C\u002Fh3>\n\n\u003Cp>Se aplicará la regulación contenida en el texto del convenio colectivo\nsectorial estatal de Grandes Almacenes.\u003C\u002Fp>\n\n\u003Ch3 id=\"L101\">Artículo 10. Cese voluntario.\u003C\u002Fh3>\n\n\u003Cp>La persona trabajadora con contrato superior a un mes que se proponga cesar\nen la empresa, voluntariamente y por decisión unilateral, deberá comunicarlo\na la Dirección de la misma con una antelación de quince días a la fecha en\nla que haya de dejar de prestar servicios. Dicha comunicación deberá\nrealizarse por escrito y con acuse de recibo.\u003C\u002Fp>\n\n\u003Cp>El incumplimiento por parte de la persona trabajadora de este preaviso dará\nderecho a la empresa a descontar de la liquidación el importe del salario de\nun día por cada uno de retraso en el preaviso fijado.\u003C\u002Fp>\n\n\u003Cp>Igualmente, el incumplimiento por parte de la empresa de preavisar con la\nmisma antelación y en los mismos supuestos, si legalmente fuera posible dicho\ncese voluntario en la relación laboral en fecha distinta a la prevista, en su\ncaso, de finalización, obligará a éste al abono en la liquidación del\nimporte del salario de un día por cada uno de retraso en el preaviso, siempre\nque el contrato de trabajo sea superior a un año. En los demás casos de\nfinalización de la contratación por el empresario se estará a lo que\ndisponga la legislación vigente.\u003C\u002Fp>\n\n\u003Ch3 id=\"L109\">Artículo 11. Ascensos.\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>1.Ascenso del Grupo de Iniciación al Grupo de\nProfesionales:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El ascenso al Grupo de Profesionales tendrá lugar de manera automática por\nel mero transcurso del tiempo, después de prestar servicios durante doce meses\nen la empresa. En cualquier caso, la Dirección de la empresa podrá adelantar\nel ascenso al Grupo de Profesionales con sujeción a los mecanismos\nestablecidos. Para el cómputo de los doce meses la experiencia debe ser\ndesarrollada necesariamente de manera continuada, entendiendo por tal la que se\nefectúa sin interrupciones superiores a un año, dado que la interrupción de\nla prestación laboral, con baja en la empresa por más de un año, aleja al\nempleado de los constantes cambios en la actividad de la empresa cuyo\nconocimiento resulta determinante de la pertenencia al Grupo de Profesionales.\nEste criterio se utilizará exclusivamente para el ascenso del grupo de\nIniciación al de Profesionales.\u003C\u002Fp>\n\n\u003Cp>Este procedimiento está en vigor durante la vigencia del convenio, estando\nlas partes a lo previsto en la disposición transitoria primera.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Periodo de prueba funcional:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se establece un periodo genérico de prueba de seis meses en el caso de\npersonas trabajadoras que pasen a ocupar puestos de grupo profesional superior,\nque deberá pactarse expresamente en cada caso particular.\u003C\u002Fp>\n\n\u003Cp>En caso de no superación de dicho periodo de prueba, la persona trabajadora\nconservará su derecho a reintegrarse en un puesto de trabajo del mismo grupo y\nnivel funcional de procedencia, y en todo caso tendrá la opción de volver al\npuesto anterior.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.Mecanismos de ascenso:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La política y procedimiento de promoción interna se establecen con\ncarácter general por la empresa y se consensuarán con los representantes\nlegales de las personas trabajadoras, en adelante RLPT.\u003C\u002Fp>\n\n\u003Cp>Ambas se coordinan por el área de selección y desarrollo de Recursos\nHumanos, atendiendo a los siguientes requisitos y criterios objetivos:\ntitulación adecuada y valoración de la misma, experiencia en el puesto de\ntrabajo, evaluación del desempeño en su puesto de trabajo actual, y\nvaloración de competencias y\u002Fo habilidades requeridas para el correcto\ndesempeño del puesto. \u003C\u002Fp>\n\n\u003Cp>Las vacantes existentes se publicarán en todos los centros de trabajo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L131\">Artículo 12. Movilidad geográfica.\u003C\u002Fh3>\n\n\u003Cp>Los traslados de personal del lugar de la prestación de un servicio que\nlleve consigo un cambio de domicilio familiar para el afectado\u002Fa, podrán\nefectuarse:\u003C\u002Fp>\n\n\u003Cp>1.Por solicitud de la persona interesada, formulada por escrito. En este\ncaso y previa aceptación por la Dirección de la empresa, éste carecerá de\nderecho a indemnización por los gastos que origine el cambio.\u003C\u002Fp>\n\n\u003Cp>2.Por acuerdo entre empresa y persona trabajadora. Se estará a las\ncondiciones pactadas por escrito entre ambas partes, y a las normas previstas\npor la empresa en cada momento.\u003C\u002Fp>\n\n\u003Cp>3.Por decisión de la Dirección de la empresa, en el caso de la existencia\nde razones económicas, técnicas, organizativas o de producción que lo\njustifiquen, se estará a lo dispuesto en el artículo 40 del Estatuto de los\nTrabajadores.\u003C\u002Fp>\n\n\u003Cp>Los gastos ocasionados por dicho traslado serán abonados por la empresa de\nacuerdo a las condiciones vigentes en materia de traslados. En caso de\nmodificación de dichas condiciones, se comunicarán a los RLPT los nuevos\ntérminos de estas.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Ch3 id=\"L143\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch3 id=\"L143\">Artículo 13. Personal con discapacidad.\u003C\u002Fh3>\n\n\u003Cp>El personal con declaración de incapacidad permanente parcial sobrevenida\nque le inhabilite para el desarrollo de su trabajo habitual, recibirá por\nparte de la empresa una adaptación de su puesto de trabajo adecuada a su\nincapacidad, respetándole el salario que tuviese acreditado antes de dicha\nsituación.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2 id=\"L149\">CAPÍTULO IV Tiempo de trabajo\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L151\">Artículo 14. Jornada laboral.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspyear\">\u003Cp>La jornada máxima laboral anual será de 1.770 horas de trabajo efectivo,\ndistribuyéndose la misma conforme a lo dispuesto en el artículo siguiente.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>En todo caso se respetará la jornada máxima anual prevista en el convenio\ncolectivo sectorial estatal de Grandes Almacenes.\u003C\u002Fp>\n\n\u003Ch3 id=\"L157\">Artículo 15. Distribución y registro obligatorio de la\njornada.\u003C\u002Fh3>\n\n\u003Cp>De conformidad con lo establecido en el artículo 84.2 del Estatuto de los\nTrabajadores, la jornada máxima anual será la referenciada en el convenio\ncolectivo de Grandes Almacenes.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Distribución de la jornada:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>No computarán a efectos de la jornada máxima anual los festivos, días de\ndescanso establecidos por la ley y vacaciones establecidas por convenio.\u003C\u002Fp>\n\n\u003Cp>Los excesos en el tiempo de prestación efectiva de trabajo sobre la jornada\nmáxima anual se compensarán de manera acumulada mediante una hora de descanso\npor cada hora de exceso, a fijar de mutuo acuerdo entre la persona trabajadora\nafectada y la dirección de la empresa, dentro de los tres meses desde la\nfinalización del cómputo, procurando ambas partes que no coincidan tales\ndescansos con los períodos punta de producción.\u003C\u002Fp>\n\n\u003Cp>La jornada laboral se entiende con carácter general de lunes a domingo,\nambos inclusive. \u003C\u002Fp>\n\n\u003Cp>Cuando la empresa organice el trabajo en domingos y festivos, la\ndistribución de la jornada deberá realizarse a lo largo de la semana mediante\nun sistema de turnos de trabajo y descansos, conforme a las siguientes\nreglas:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Trabajo en domingos y\u002Fo festivos:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Cada persona trabajadora sujeto a este sistema no tendrá obligación de\nprestar servicios más allá del 55 % de los domingos y\u002Fo festivos del año en\nlas zonas de apertura comercial generalizada. En el resto de las zonas dicho\nporcentaje será del 70 % de los domingos y\u002Fo festivos de apertura comercial\nautorizada, salvo que el número de domingos de apertura sea inferior a ocho al\naño. Si resultase fracción en el porcentaje se redondeará al alza a\nentero.\u003C\u002Fp>\n\n\u003Cp>En aquellos casos en los que las aperturas no sean generalizadas pero que se\nabra más de 30 domingos y festivos al año, la limitación de obligación de\ntrabajo en estos días no será superior al 60 % del total de aperturas en\ndomingo y festivo autorizadas.\u003C\u002Fp>\n\n\u003Cp>2.Se excluyen del sistema y, en consecuencia, de los importes que lo\nretribuyen, aquellas personas trabajadoras con contrato parcial inferior a\n1.000 horas anuales y que no trabajen más de tres días a la semana de manera\nregular o en promedio anual, siendo uno de ellos domingo o festivo, toda vez\nque en su contratación resulta condición básica la prestación de trabajo en\ndomingo y festivo.\u003C\u002Fp>\n\n\u003Cp>3.Entre el final de una jornada y el comienzo de la siguiente mediarán,\ncomo mínimo, doce horas.\u003C\u002Fp>\n\n\u003Cp>4.Se respetarán un mínimo de nueve fines de semana libres al año que\ncomprendan el sábado y el domingo, sin que computen como tales aquellos que\ncomprendan festivos o vacaciones, prorrateándose proporcionalmente en el caso\nde contratos de duración determinada, situaciones de IT o incorporaciones a lo\nlargo del año. En el caso de las Comunidades Autónomas con apertura comercial\ngeneralizada, el mínimo de fines de semana libres será de 12 al año.\u003C\u002Fp>\n\n\u003Cp>En todo caso, la planificación y disfrute de estos fines de semana estarán\ncondicionados a la distribución de los turnos vacacionales, los cuales\ntendrán carácter prioritario sobre los mismos.\u003C\u002Fp>\n\n\u003Cp>En referencia a la distribución de la jornada, las partes legitimadas\npactan la posibilidad de desarrollar, articular y en su caso, novar dicha\ndistribución durante la vigencia del presente convenio de conformidad con lo\ndispuesto en el Real Decreto 1561\u002F1995 de 21 de septiembre sobre jornadas\nespeciales de trabajo, todo ello a través de la representación legal de los\ntrabajadores en el Comité Intercentros.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Planificación de la jornada:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Año 2026: durante este ejercicio las personas trabajadoras conocerán con\ncarácter mensual (1 mes) el momento en el que deben de prestar el trabajo, la\nentrega de la planificación mensual será con diez días de antelación al\ninicio del mes.\u003C\u002Fp>\n\n\u003Cp>A partir de la fecha de agotamiento de la vigencia de este convenio el\nsistema de distribución de la jornada será el previsto en el artículo 27 del\nconvenio colectivo sectorial estatal de Grandes Almacenes.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Compromiso Kiabi con la conciliación de la vida familiar y la\ncompetitividad:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>De cara a lograr un establecimiento adecuado de los tiempos de trabajo y de\nlas necesidades de conciliación de la vida laboral y familiar de las personas\ntrabajadoras de Kiabi, ambas partes acuerdan que, sin perjuicio del compromiso\nde planificación de la jornada, la empresa en el ejercicio de sus obligaciones\nde planificación, podrá fijar la prestación de servicios en un mínimo de un\n80% de la jornada promedio de cada persona trabajadora en el periodo de\nreferencia.\u003C\u002Fp>\n\n\u003Cp>Las horas no planificadas no podrán superar la jornada flexible\nestablecida. \u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Jornada flexible:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Un 10% de la jornada anual de cada persona trabajadora tendrá la\nconsideración de jornada flexible, que se regirá por las siguientes\nreglas:\u003C\u002Fp>\n\n\u003Cp>1.La empresa comunicará a cada trabajador\u002Fa su planning horario mensual con\nuna antelación de diez días al inicio del mes natural. Dicha previsión\nmensual podrá ser modificada por circunstancias imprevistas, siempre que medie\nacuerdo entre empresa y trabajador\u002Fa, respetando como mínimo un preaviso de\ncinco días.\u003C\u002Fp>\n\n\u003Cp>2.Esta menor fijación de jornada deberá ser completada a lo largo del año\nnatural, de modo tal que, sin perjuicio del derecho de las personas\ntrabajadoras a la percepción de las retribuciones fijas con carácter mensual,\nla empresa pueda situar la jornada no planificada en determinados momentos del\naño en los que exista una mayor necesidad de plantilla en los centros de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>3.En todo caso las personas trabajadoras tendrán derecho a la\nplanificación del 100% de su jornada contratada a 31 de diciembre de cada\nejercicio.\u003C\u002Fp>\n\n\u003Cp>4.La jornada mínima diaria planificada de conformidad con este artículo\nserá de 4 horas diarias para los tiempos parciales y de 8 horas la jornada\nmáxima.\u003C\u002Fp>\n\n\u003Cp>5.La jornada máxima diaria ordinaria que se podrá realizar, en todo caso,\nserá de 9 horas (tiempos completos), como máximo un día a la semana.\u003C\u002Fp>\n\n\u003Cp>6.A modo de referencia se establecen con carácter general dos turnos de\ntrabajo (franjas de referencia) comprendidos entre las 6h y las 16h-14h y 23h\nrespectivamente. Cualquier otra franja horaria de referencia fuera de éstas\ndeberá ser acordada por ambas partes.\u003C\u002Fp>\n\n\u003Cp>7.La equidad será aplicada trimestralmente. En este sentido se promoverá\nla mayor equidad posible entre número de cierres y aperturas entre las\npersonas trabajadoras, tal y como históricamente se ha venido realizando en\nKiabi.\u003C\u002Fp>\n\n\u003Cp>8.A aquellas personas trabajadoras que no se les esté aplicando esta\ndistribución de la jornada por situación de guarda legal, podrán recuperar\nla misma una vez se agote la situación motivadora de dicha guarda legal.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras adscritas a este sistema tendrán derecho, de\nconformidad con el Compromiso Kiabi con la conciliación de la vida familiar y\nla competitividad a:\u003C\u002Fp>\n\n\u003Cp>I.Libranzas compensatorias de 3 semanas completas (que incluyen los 4 días\nde vacaciones una vez descontadas las 4 semanas completas: 28 días de\nvacaciones + 4 días de vacaciones (32 días de vacaciones del artículo 23) +\n3 días de libranzas compensatoria) al año: El disfrute de estas semanas\ncorresponderá a la persona trabajadora una vez la empresa proceda a publicar\nel calendario de periodos y número de personas por periodo en los que se\nhabilitan estas libranzas compensatorias. En todo caso las partes se\ncomprometen a que este sistema de libranzas compensatorias no perjudica el\nnormal desarrollo de la producción en Kiabi.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAYwork_trigger\">\u003Cp>II.No realizar más de 12 sábados o domingos en turno partido.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>III.Sin perjuicio del periodo de preaviso del artículo 34.2 del Estatuto de\nlos Trabajadores para la distribución irregular de la jornada que será en\ntodo caso la prevista en el artículo 26.2 del Convenio Colectivo de Grandes\nAlmacenes, las personas trabajadoras adscritas al sistema aquí regulado\ntendrán un preaviso mínimo de cinco días (ejemplo: preaviso el lunes para el\nposicionamiento de más jornada el sábado) para la realización de la jornada\nflexible (10%). En la distribución de esta mayor jornada se respetarán, en\ntodo caso, los descansos diarios y\u002Fo semanales de las personas trabajadoras, y\nen todo caso se adicionarán al comienzo o al final de la jornada diaria\nplanificada de la persona trabajadora, no pudiendo realizarse en jornadas no\nplanificadas.\u003C\u002Fp>\n\n\u003Cp>En todo caso hasta alcanzar el 100% de la jornada ordinaria se estará a lo\ndispuesto en la disposición transitoria segunda. \u003C\u002Fp>\n\n\u003Cp>IV.La jornada flexible (10%) de conformidad con lo establecido en el\npresente compromiso podrá ser utilizada para atender imprevistos como\nausencias no previstas de personas trabajadoras para su sustitución. La\ncomunicación de la realización de estas jornadas se efectuará tan pronto la\nempresa conozca la existencia del mismo y se dará cuenta a la representación\nlegal de los trabajadores, de conformidad con lo establecido en la legislación\nvigente.\u003C\u002Fp>\n\n\u003Cp>V.Salvo en los supuesto contenidos en el párrafo anterior las horas que no\nse posiciones de jornada flexible con la antelación contenida en este\nartículo tendrán en todo caso la consideración de horas complementarias de\nprestación voluntaria para las personas trabajadoras contratadas a tiempo\nparcial.\u003C\u002Fp>\n\n\u003Cp>VI.Para los tiempos completos en caso de producirse excesos en el tiempo de\ntrabajo efectivo en cómputo anual, computado de 1 de enero a 31 de diciembre,\nse compensarán a razón de una hora de descanso por cada hora de exceso de la\njornada anual efectiva, a disfrutar de mutuo acuerdo dentro de los cuatro meses\nsiguientes a la finalización del cómputo, procurando igualmente ambas partes\nque dichas horas de descanso no coincidan con períodos punta de\nproducción.\u003C\u002Fp>\n\n\u003Cp>El presente sistema se mantendrá una vez agotada la vigencia del presente\nconvenio, sin perjuicio de la facultad de modificar el mismo que ostenta el\nComité Intercentros.\u003C\u002Fp>\n\n\u003Cp>Este Compromiso de Kiabi con la conciliación de la vida familiar y la\ncompetitividad se aplicará a aquellas personas trabajadoras que prestan\nservicios de lunes a domingo, excluyéndose del mismo a aquellas personas que\nacuden a trabajar un máximo de tres días a la semana de promedio anual.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Descansos:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se recuerda el carácter obligatorio de los descansos. Así mismo será\nobligatoria su fijación en los horarios sin que éstos computen como parte de\nla jornada efectiva de trabajo.\u003C\u002Fp>\n\n\u003Cp>La duración máxima del trabajo sin descanso no podrá exceder de 6\nhoras.\u003C\u002Fp>\n\n\u003Cp>El descanso en jornadas continuadas de más de 6 horas diarias será de un\nmínimo de 15 minutos.\u003C\u002Fp>\n\n\u003Cp>En jornadas a partir de 8 horas el descanso será de 30 minutos.\u003C\u002Fp>\n\n\u003Cp>El descanso de las jornadas partidas será de un mínimo de media hora y de\nhasta un máximo de 1 hora (salvo acuerdo entre empresa y persona trabajadora).\nEste descanso podrá ser ampliado a 4 horas los sábados y domingos de\napertura.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">Se garantiza en todo caso un descanso semanal de dos días que podrán ser\nno consecutivos.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Si alguno de estos días libres coincide con un festivo, ya sea de apertura\no de no apertura, se generará otro día libre que de no poder ser disfrutado\nen la misma semana podrá ser disfrutado en las 2 semanas anteriores o\nposteriores al mismo.\u003C\u002Fp>\n\n\u003Cp>VII.Registro obligatorio de la jornada: La empresa garantizará el registro\ndiario de jornada, que deberá incluir el horario concreto de inicio y\nfinalización de la jornada de trabajo de cada persona trabajadora, sin\nperjuicio de la flexibilidad horaria que se establezca en este convenio.\u003C\u002Fp>\n\n\u003Cp>La empresa estará obligada a llevar un registro de la jornada de trabajo\nefectivo diario ejecutado por las personas trabajadoras sujetas a\nprogramación.\u003C\u002Fp>\n\n\u003Cp>Este registro podrá efectuarse por cualquiera de los medios mecánicos,\nvisuales o electrónicos que libremente establezca la empresa, que podrán\nincorporar elementos y pautas de ponderación cuando el tiempo de presencia\nregistrado no coincida necesariamente con el de trabajo efectivo.\u003C\u002Fp>\n\n\u003Cp>El sistema establecido permitirá que las personas trabajadoras, y sus\nrepresentantes en la legitimación que ostenten, puedan verificar por periodos\nregulares el resultado detallado del registro de la jornada diaria\nefectivamente desempeñada. \u003C\u002Fp>\n\n\u003Cp>La empresa facilitará a cada persona trabajadora, por cualquier medio que\nle sea accesible a esta, la información del número de horas no programadas\nefectivamente realizadas.\u003C\u002Fp>\n\n\u003Cp>La empresa conservará los registros a que se refiere este precepto durante\ncuatro años y permanecerán a disposición de las personas trabajadoras, de\nsus representantes legales y de la Inspección de Trabajo y Seguridad\nSocial.\u003C\u002Fp>\n\n\u003Ch3 id=\"L267\">Artículo 16. Desconexión digital.\u003C\u002Fh3>\n\n\u003Cp>Desconexión digital: Conforme a lo regulado en el artículo 20 bis del\nEstatuto de los Trabajadores, artículo 18 de la Ley 10\u002F2021 de 9 de julio de\ntrabajo a distancia y en el artículo 88 de la Ley Orgánica 3\u002F2018, de 5 de\ndiciembre, de Protección de Datos Personales y garantía de los derechos\ndigitales, tanto las personas trabajadoras que realicen su jornada de forma\npresencial como a las que presten servicios mediante nuevas formas de\norganización del trabajo (trabajo a distancia, flexibilidad horaria u otras),\ntendrán derecho a la desconexión digital, a fin de garantizar fuera del\ntiempo de trabajo legal o convencionalmente establecido, el respeto de su\ntiempo de descanso, permisos y vacaciones, así como de su intimidad personal y\nfamiliar.\u003C\u002Fp>\n\n\u003Cp>Con el fin de garantizar la desconexión digital de las personas\ntrabajadoras de Kiabi se establecen las siguientes medidas:\u003C\u002Fp>\n\n\u003Cp>Se establece que, no se exigirá ni se esperará por parte de la persona\ntrabajadora que acceda a los sistemas informáticos puestos a su disposición\ncon el objetivo de revisar o responder correos o responder llamadas\nrelacionados con su prestación laboral, una vez finalizada su jornada.\u003C\u002Fp>\n\n\u003Cp>En los periodos vacacionales de las personas trabajadoras, se deberán\ncumplir las consignas previstas en la política de turnos y determinación de\npersonal de «backup» para cada puesto, de modo que la actividad de Kiabi\nEspaña KSCE, SA, pueda seguir desarrollándose sin interrupción ni\ncontingencia alguna, en ausencia de la persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>Kiabi España formará al personal sobre el uso razonable de las\nherramientas tecnológicas para evitar el riesgo de fatiga informática.\u003C\u002Fp>\n\n\u003Cp>Kiabi España informará y formará al personal, directivos y mandos\nintermedios, sobre el respeto a la duración de la jornada laboral y el derecho\na la desconexión digital.\u003C\u002Fp>\n\n\u003Ch3 id=\"L281\">Artículo 17. Horas complementarias.\u003C\u002Fh3>\n\n\u003Cp>De conformidad con lo establecido en el artículo 12.5 del Estatuto de los\nTrabajadores, las partes acuerdan el establecimiento del siguiente sistema de\nhoras complementarias:\u003C\u002Fp>\n\n\u003Cp>La empresa solo podrá exigir la realización de horas complementarias\ncuando así lo hubiera pactado expresamente con la persona trabajadora. Se\nconsideran horas complementarias las realizadas como adición a las horas\nordinarias establecidas en el contrato a tiempo parcial, conforme a las\nsiguientes reglas:\u003C\u002Fp>\n\n\u003Cp>a)El pacto sobre horas complementarias se acordará en el momento de la\ncelebración del contrato a tiempo parcial o con posterioridad al mismo,\nrecogiéndose el número máximo de horas complementarias que podrán\nrealizarse.\u003C\u002Fp>\n\n\u003Cp>b)El pacto de horas complementarias podrá acordarse en el caso de contratos\na tiempo parcial, temporales o indefinidos, con una jornada de trabajo no\ninferior a diez horas semanales en cómputo anual.\u003C\u002Fp>\n\n\u003Cp>c)El número de horas complementarias pactadas será el establecido en el\nconvenio colectivo sectorial estatal de Grandes Almacenes.\u003C\u002Fp>\n\n\u003Cp>d)La persona trabajadora deberá conocer el día y la hora de realización\nde las horas complementarias pactadas con un preaviso mínimo de tres\ndías. \u003C\u002Fp>\n\n\u003Cp>e)El pacto de horas complementarias podrá quedar sin efecto por renuncia de\nla persona trabajadora, mediante un preaviso de quince días, una vez cumplido\nun año desde su celebración, cuando concurra alguna de las siguientes\ncircunstancias:\u003C\u002Fp>\n\n\u003Cp>La atención de las responsabilidades familiares enunciadas en el artículo\n37.6 E.T. Por necesidades formativas, siempre que se acredite la\nincompatibilidad horaria. Por incompatibilidad con otro contrato a tiempo\nparcial.\u003C\u002Fp>\n\n\u003Cp>f)En caso de incumplimiento de tales reglas, la negativa de la persona\ntrabajadora a la realización de las horas complementarias, pese a haber sido\npactadas, no constituirá conducta laboral sancionable.\u003C\u002Fp>\n\n\u003Cp>g)En cuanto a la regulación de las horas complementarias voluntarias se\nestará a lo previsto en el convenio colectivo sectorial estatal de Grandes\nAlmacenes.\u003C\u002Fp>\n\n\u003Cp>Las horas complementarias efectivamente realizadas se retribuirán como\nordinarias y a mes vencido, computándose a efectos de bases de cotización a\nla Seguridad Social y períodos de carencia y bases reguladoras de las\nprestaciones. A tal efecto, el número y retribución de las horas\ncomplementarias realizadas se deberá recoger en el recibo individual de\nsalarios, y en los documentos de cotización a la Seguridad Social.\u003C\u002Fp>\n\n\u003Ch3 id=\"L305\">Artículo 18. Ventas especiales, inventarios.\u003C\u002Fh3>\n\n\u003Cp>La empresa podrá variar el horario de trabajo y\u002Fo prolongar la jornada diez\ndías al año para realizar inventarios, preparación de rebajas, ventas\nespeciales o cambios importantes en la distribución y organización de la\ntienda. La variación del horario y\u002Fo prolongación de la jornada mencionada\nanteriormente afectará a cada persona trabajadora un máximo de seis días al\naño, pudiendo ampliarse mediante acuerdo individual entre persona trabajadora\ny empresa.\u003C\u002Fp>\n\n\u003Cp>En las zonas de apertura comercial generalizada se podrá variar el horario\nde trabajo durante quince días al año para los trabajos arriba\nmencionados.\u003C\u002Fp>\n\n\u003Cp>Dicha variación se pondrá en conocimiento de las personas trabajadoras con\nquince días de antelación como mínimo.\u003C\u002Fp>\n\n\u003Cp>Cuando el trabajo previsto en este artículo se realice fuera de la jornada\nordinaria, (festivos, domingos u horario nocturno), se retribuirán las horas\ncon el recargo del 75 por 100 sobre el valor de la hora ordinaria.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras en situación de embarazo, las personas\ntrabajadoras en situación de violencia de género estarán exentas de realizar\nuna jornada superior a la normal contratada salvo petición expresa de las\nmismas. Las personas trabajadoras afectadas por reducción de jornada por\nguarda legal o cuidado de familiar estarán exentas de modificar por esta causa\nel horario de prestación de trabajo preestablecido salvo pacto en\ncontrario.\u003C\u002Fp>\n\n\u003Ch3 id=\"L317\">\u003C\u002Fh3>\u003Ch3 id=\"L317\">Artículo 19. Horas extraordinarias.\u003C\u002Fh3>\n\n\u003Cp>1.Quedan suprimidas las horas extraordinarias habituales. En la medida en\nque estas horas se consideren necesarias, se recurrirá a las distintas\nmodalidades de contratación temporal o parcial previstas por la ley. De\nrealizarse, se compensarán necesariamente con igual tiempo de descanso\nretribuido, a ser posible en jornadas completas.\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Se realizarán de manera obligatoria, las horas extraordinarias que vengan\nexigidas por la necesidad de reparar siniestros y otros daños extraordinarios\ny urgentes. Igual supuesto se aplicará al riesgo de pérdida de materias\nprimas.\u003C\u002Fp>\n\n\u003Cp>3.Para la aplicación de lo pactado en el punto anterior la empresa estará\nobligada a facilitar de manera mensual al comité de centro o delegadas\u002Fos de\npersonal, la información sobre el número de horas extraordinarias realizadas,\nespecificando sus causas y, en su caso, la distribución por secciones o\ndepartamentos.\u003C\u002Fp>\n\n\u003Cp>4.En materia de horas extraordinarias se estará a lo dispuesto en el\nartículo 35 del Estatuto de los Trabajadores. \u003C\u002Fp>\n\n\u003Ch3 id=\"L327\">Artículo 20. Horas festivas (domingos y festivos).\u003C\u002Fh3>\n\n\u003Cp>Las horas festivas tendrán una compensación económica del 50 % sobre la\nhora ordinaria. No será de aplicación esta compensación económica para\naquellas personas trabajadoras con contrato parcial inferior a 1.000 horas\nanuales y que no trabajen más de tres días a la semana de manera regular o en\npromedio anual, siendo uno de ellos domingo o festivo, toda vez que en su\ncontratación resulta condición básica la prestación de trabajo en domingo y\nfestivo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3 id=\"L331\">Artículo 21. Nocturnidad.\u003C\u002Fh3>\n\n\u003Cp>Se consideran horas nocturnas las horas realizadas entre las 22:00 y las\n6:00.\u003C\u002Fp>\n\n\u003Cp>Tendrán una compensación económica del 25 % sobre la retribución de la\nhora ordinaria.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L337\">Artículo 22. Trabajo en días festivos señalados.\u003C\u002Fh3>\n\n\u003Cp>Cada persona trabajadora tendrá derecho a disfrutar como mínimo de un día\nlibre entre las siguientes fechas siempre y cuando sean fechas coincidentes con\ndía efectivo de trabajo para las personas trabajadoras (es decir se incluirá\neste día dentro de las libranzas semanales contempladas en el artículo 15.4\nde este convenio): 24 de diciembre, 31 de diciembre y 5 de enero.\u003C\u002Fp>\n\n\u003Cp>Asimismo, se establece la prohibición de trabajo en los siguientes días\nfestivos nacionales siempre que sean de no apertura comercial: 1 de enero, 6 de\nenero y 25 de diciembre.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3 id=\"L343\">Artículo 23. Vacaciones.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>Las personas trabajadoras afectadas por el presente convenio disfrutarán de\n32 días naturales de vacaciones al año.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>A 31 de diciembre de cada año deberán quedar planificadas y acordadas las\nvacaciones anuales de los empleados, así como los fines de semana libres\nanuales establecidos en el artículo 15 del presente convenio. Se dará cuenta\nde ello a la RLPT.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras podrán disfrutar entre los meses de junio a\nseptiembre de al menos 21 días naturales ininterrumpidos de su período\nvacacional, salvo que ingresen en la empresa con posterioridad al 1 de agosto o\nsu parte proporcional. Dentro de este periodo comprendido entre junio y\nseptiembre, la empresa no podrá excluir ninguna fecha o franja horaria.\u003C\u002Fp>\n\n\u003Cp>No obstante, se deberá garantizar que durante todo el año las necesidades\nmínimas organizativas de cada tienda estén cubiertas, respetando en la\nadjudicación de los turnos, que como mínimo un 25% de la plantilla pueda\ndisfrutar sus vacaciones de manera simultánea.\u003C\u002Fp>\n\n\u003Cp>En casos de imposibilidad de garantizar el mínimo establecido en el\npárrafo anterior, la Dirección de la tienda deberá comunicar y acreditar a\nla RLPT las necesidades organizativas y productivas causantes para su\nverificación y control.\u003C\u002Fp>\n\n\u003Cp>Se establece la obligatoriedad de disfrutar de al menos una semana de\nvacaciones en los meses de febrero o marzo, en los casos en los que la\norganización del centro de trabajo así lo demandase, comunicando dicha\nnecesidad a la RLPT con suficiente antelación para la adecuada planificación\nde dichos turnos de vacaciones.\u003C\u002Fp>\n\n\u003Cp>Para la adjudicación de estos, se solicitará en primer lugar la\nvoluntariedad de las personas trabajadoras para la adjudicación de estos\nturnos y, en segundo lugar, en caso de no cubrirse los mismos, cuando sea\nnecesario planificarlos, se establecerá la adjudicación de estos de forma\nrotativa anual entre todas las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>Durante la vigencia del presente convenio se fija una bolsa de vacaciones\npor una cuantía de 350 euros para el personal que, por necesidad del servicio\nu organización del trabajo, no disfrute el periodo vacacional de 21 días\nentre los meses de junio a septiembre, siendo proporcional la percepción de\ndicho importe en función a los días de \u003C\u002Fp>\n\n\u003Cp>no coincidencia con dicho periodo. Si por la fecha de ingreso de la persona\ntrabajadora le correspondieran menos de 21 días de junio a septiembre, de\noptar la empresa en dicho período por lo previsto en el punto anterior de este\nmismo artículo, se abonaría la parte proporcional de esta misma bolsa. El\nderecho al percibo de la bolsa de vacaciones no está sujeto a la naturaleza\ntemporal o no del contrato, teniendo en consecuencia derecho al mismo tanto las\npersonas trabajadoras fijas como los temporales en los que coincidan las\ncircunstancias a las que se refiere este artículo, si bien se considera como\ncondición indispensable para poder tener derecho a disfrutar vacaciones entre\nlos meses de junio a septiembre el que durante estos meses esté el contrato de\ntrabajo vivo y en activo, ya que, en otro caso, carecería de sentido el\nprecepto, excluyéndose del cobro de la bolsa, por razones de pura lógica,\nexclusivamente a aquellas personas trabajadoras contratadas en ese período\nmediante la modalidad de interinidad, precisamente para poder sustituir a\npersonas trabajadoras que disfruten de los 21 días naturales ininterrumpidos\nentre los meses de junio a septiembre.\u003C\u002Fp>\n\n\u003Cp>Como principio y preferencia única para el derecho de opción de las\npersonas trabajadoras a un determinado turno de vacaciones, se establece que\nquien optó y tuvo preferencia sobre otra persona trabajadora en la elección\nde un determinado turno, pierde esa primacía de opción hasta tanto no la\nejercite el resto de sus compañeros\u002Fas de unidad de trabajo.\u003C\u002Fp>\n\n\u003Cp>Si la persona trabajadora estuviera en situación de Incapacidad Temporal\nantes del inicio de las vacaciones o durante las mismas, se suspenderá su\ndisfrute, fijándose un nuevo período de mutuo acuerdo, una vez que se\nproduzca el alta médica.\u003C\u002Fp>\n\n\u003Cp>Se establece la obligatoriedad de disfrutar las vacaciones en el año\nnatural al que correspondan.\u003C\u002Fp>\n\n\u003Cp>No obstante, cuando el período de vacaciones fijado en el calendario de\nvacaciones de la empresa coincida en el tiempo con una incapacidad temporal\nderivada del embarazo, parto o la lactancia natural o con el período de\nsuspensión del contrato de trabajo previsto en los apartados 4, 5 y 7 del\nartículo 48 del E.T., se tendrá derecho a disfrutar las vacaciones en fecha\ndistinta a la de la incapacidad temporal o a la del disfrute del permiso que\npor aplicación de dicho precepto le correspondiera, al finalizar el período\nde suspensión, aunque haya terminado el año natural a que correspondan.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de que el período de vacaciones coincida con una incapacidad\ntemporal por contingencias distintas a las mencionadas que imposibilite a la\npersona trabajadora disfrutarlas, total o parcialmente, durante el año natural\na que corresponden, la persona trabajadora podrá hacerlo una vez finalice su\nincapacidad y siempre que no hayan transcurrido más de dieciocho meses a\npartir del final del año en que se hayan originado.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\">\u003Ch3 id=\"L373\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">Artículo 24. Cambio de servicio durante el embarazo.\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">Cuando el desempeño del trabajo habitual resulte penoso para la mujer\nembarazada, la empresa facilitará el cambio a otro puesto de trabajo o\nadaptará este dentro de su categoría profesional y siempre que sea posible,\ndentro del mismo turno habitual.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L377\">Artículo 25. Licencias retribuidas.\u003C\u002Fh3>\n\n\u003Cp>Las licencias retribuidas pasarán a ser las previstas en el Convenio\nColectivo Sectorial Estatal de Grandes Almacenes.\u003C\u002Fp>\n\n\u003Cp>A estas licencias retribuidas se les añadirán, previa justificación al\nefecto:\u003C\u002Fp>\n\n\u003Cp>a)En el caso de la licencia retribuida prevista en el artículo 37.H.del\nConvenio Colectivo Sectorial Estatal de Grandes Almacenes, la persona\ntrabajadora dispondrá de hasta dos días adicionales a los establecidos en el\nreferido artículo, que deberán ser disfrutados en todo caso de forma\ncontinuada.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">b)Por el tiempo indispensable, y hasta 20 horas al año para acompañar a la\nmadre, para la realización de exámenes prenatales y técnicas de preparación\nal parto que deban \u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>realizarse dentro de la jornada de trabajo y siempre que se aporte el\npertinente justificante de asistencia.\u003C\u002Fp>\n\n\u003Cp>c)Un día por cumpleaños de la persona trabajador\u002Fa. Cuando dicho día\ncoincida con festivo fijo nacional, autonómico o local, la persona trabajadora\npodrá disfrutar del día anterior o posterior de mutuo acuerdo con la\nempresa.\u003C\u002Fp>\n\n\u003Cp>Las licencias retribuidas contenidas en el presente artículo computarán\nrespecto a la jornada anual conforme a la media de las horas diarias según\ntipo de contrato, salvo las licencias referidas en los apartados 1.a) y 1.c),\nque computarán en función de las horas posicionadas.\u003C\u002Fp>\n\n\u003Cp>d)Hasta cuatro días por imposibilidad de acceder al centro de trabajo,\ntransitar por las vías de circulación necesarias para acudir al mismo, como\nconsecuencia de las recomendaciones, limitaciones o prohibiciones al\ndesplazamiento establecidas por las autoridades competentes, así como cuando\nconcurra una situación de riesgo grave e inminente, incluidas las abderitanas\nde un catástrofe o fenómeno meteorológico adverso. Transcurridos los cuatro\ndías, el permiso se prolongará hasta que desaparezcan las circunstancias que\nlo justificaron, sin perjuicio de la posibilidad de la empresa de aplicar una\nsuspensión del contrato de trabajo o una reducción de jornada derivada de\nfuerza mayor en los términos previstos en el artículo 47.6.\u003C\u002Fp>\n\n\u003Cp>Cuando la naturaleza de la prestación laboral sea compatible con el trabajo\na distancia y el estado de las redes de comunicación permita su desarrollo, la\nempresa podrá establecerlo, observando el resto de las obligaciones formales y\nmateriales recogidas en la Ley 10\u002F2021, de 9 de Julio, de trabajo a distancia,\ny, en particular, el suministro de medios, equipos y herramientas adecuadas.\u003C\u002Fp>\n\n\u003Cp>e)Por el tiempo indispensable para la realización de los actos\npreparatorios de la donación de órganos o tejidos siempre que deban tener\nlugar dentro de la jornada de trabajo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L399\">Artículo 26. Licencias no retribuidas.\u003C\u002Fh3>\n\n\u003Cp>a)Las personas trabajadoras podrán disfrutar de una licencia sin\nretribución de hasta treinta días continuados al año, pudiéndose disfrutar\nfraccionada en dos periodos de duración no inferior a dos días y sin que el\ndisfrute de esta licencia pueda coincidir con el principio o final de cualquier\ntipo de licencias o vacaciones, puentes, primera semana de venta especial de\nenero y ventas de julio, Navidad y Reyes. Este tipo de licencia se concederá\nsiempre que haya causa justificada y lo permita la organización del trabajo.\nTanto la petición de la persona trabajadora como la no concesión por parte de\nla empresa deberán efectuarse por escrito y aduciendo la justificación\noportuna. Esta licencia se solicitará con un preaviso de quince días, salvo\nurgencia debidamente justificada.\u003C\u002Fp>\n\n\u003Cp>b)En caso de fallecimiento de cónyuge o pareja de hecho, quedando algún\nmenor de 14 años, la persona trabajadora tendrá derecho a una excedencia\nespecial no retribuida de hasta seis meses, contados a partir de la\nfinalización del fin de la licencia retribuida por fallecimiento que deberá\nser solicitada por el beneficiario o beneficiaria por escrito a la empresa\nconteniendo la fecha de incorporación.\u003C\u002Fp>\n\n\u003Cp>c)Las personas trabajadoras con hijos menores de 12 años podrán solicitar\nuna licencia no retribuida de tres meses para su atención y cuidado, en los\ntérminos y condiciones establecidos en el apartado a del presente\nartículo.\u003C\u002Fp>\n\n\u003Cp>d)Las personas trabajadoras con hijos\u002Fas menores de 12 años podrán\ndisponer de una licencia no retribuida por el tiempo necesario para su cuidado\nmientras esté hospitalizado.\u003C\u002Fp>\n\n\u003Cp>En el caso de que ambos cónyuges fueran personas trabajadoras de la empresa\nla licencia podrá ser disfrutada por uno solo de ellos. \u003C\u002Fp>\n\n\u003Ch3 id=\"L411\">Artículo 27. Excedencias voluntarias.\u003C\u002Fh3>\n\n\u003Cp>Podrán solicitar la excedencia voluntaria todas las personas trabajadoras\nde la empresa siempre que hayan cumplido al menos, un año de antigüedad en la\nmisma.\u003C\u002Fp>\n\n\u003Cp>La excedencia voluntaria se concederá por un plazo no inferior a cuatro\nmeses ni superior a cinco años. La excedencia se entenderá concedida sin\nderecho a retribución alguna y dicho período no computará a efectos de\nantigüedad.\u003C\u002Fp>\n\n\u003Cp>Dicha excedencia se solicitará siempre por escrito con una antelación de\nal menos treinta días a la fecha de su inicio, a no ser por casos demostrables\nde urgente necesidad debiendo recibir contestación, asimismo, escrita por\nparte de la empresa en el plazo de diez días.\u003C\u002Fp>\n\n\u003Cp>Se perderá el derecho de reingreso en la empresa si no se solicita por la\npersona interesada con una antelación mínima de 30 días a la fecha de\nfinalización del plazo de excedencia concedido.\u003C\u002Fp>\n\n\u003Cp>El personal en situación de excedencia voluntaria tendrá únicamente\nderecho preferencial al reingreso en la primera vacante que se produzca en la\nempresa de su mismo grupo profesional, excepto si hubiese personas trabajadoras\nen situación de excedencia forzosa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>Si al finalizar la misma la persona trabajadora desease reincorporarse a la\nempresa y no existiese vacante en su categoría y sí en una inferior, podrá\noptar a dicha vacante con las condiciones de esta nueva categoría, para poder\nacceder a la suya en el momento que se produzca la primera posibilidad. En caso\nde que no existiese ninguna vacante ni en una categoría inferior, la persona\ntrabajadora quedará en situación de derecho expectante.\u003C\u002Fp>\n\n\u003Cp>El personal acogido a una excedencia voluntaria no podrá optar a una nueva\nhasta transcurrido cuatro años de trabajo efectivo, después de agotada la\nanterior.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L427\">Artículo 28. Excedencia forzosa.\u003C\u002Fh3>\n\n\u003Cp>La excedencia forzosa dará derecho a la conservación del puesto de trabajo\ny al cómputo de la antigüedad en los siguientes supuestos: A) Designación o\nelección de un cargo público. B) La persona trabajadora que sea elegida para\nun cargo sindical, de ámbito local o superior, podrán asimismo solicitar una\nexcedencia especial por todo el tiempo que dure su nombramiento, con\nreincorporación automática a su puesto de trabajo una vez que finalice la\nmisma. C) La persona trabajadora que se acoja a un programa de tratamiento de\ndeshabituación de conformidad con la normativa específica de salud\nestablecida a nivel de cada Comunidad Autónoma.\u003C\u002Fp>\n\n\u003Cp>Artículo 29. Excedencia por motivos familiares y cuidado de hijos.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras tendrán derecho a un período de excedencia de\nduración no superior a cuatro años para atender al cuidado de cada hijo\u002Fa,\ntanto cuando lo sea por naturaleza, como por adopción, o en los supuestos de\nguarda con fines de adopción o acogimiento permanente, a contar desde la fecha\nde nacimiento o, en su caso, de la resolución judicial o administrativa.\nTambién tendrán derecho a un período de excedencia, de duración no superior\na tres años, las personas trabajadoras para atender a su cónyuge o pareja de\nhecho, o de un familiar hasta el segundo grado de consanguinidad y por\nafinidad, incluido el familiar consanguíneo de la pareja de hecho, que por\nrazones de edad, accidente, enfermedad o discapacidad no pueda valerse por sí\nmismo, y no desempeñe actividad retribuida.\u003C\u002Fp>\n\n\u003Cp>La excedencia contemplada en el presente apartado podrá disfrutarse de\nforma fraccionada y constituye un derecho individual de las personas\ntrabajadoras, hombres o mujeres. No obstante, si dos o más personas\ntrabajadoras de la misma empresa generasen este derecho por el mismo sujeto\ncausante, el empresario podrá limitar su ejercicio simultáneo por razones\njustificadas de funcionamiento de la empresa. \u003C\u002Fp>\n\n\u003Cp>Cuando un nuevo sujeto causante diera derecho a un nuevo período de\nexcedencia, el inicio de la misma dará fin al que, en su caso, se viniera\ndisfrutando.\u003C\u002Fp>\n\n\u003Cp>Cuando la persona trabajadora permanezca en situación de excedencia por\ncuidado de hijos o por cuidado de familiares, dicho período será computable a\nefectos de antigüedad, y la persona trabajadora tendrá derecho a asistir a\ncursos de formación profesional, a cuya participación deberá ser convocado\npor la empresa, especialmente con ocasión de su reincorporación.\u003C\u002Fp>\n\n\u003Cp>Durante el primer año de la excedencia la persona trabajadora tendrá\nderecho a la reserva de su puesto de trabajo y a participar en convocatorias de\ntraslados y\u002Fo ascensos como si estuviese en activo. Si durante este primer año\nsu vacante hubiera sido cubierta por un suplente, se dará por finalizada la\nrelación laboral del suplente en el momento de la reincorporación del\ntitular, de acuerdo con la normativa contractual vigente en dicho momento.\u003C\u002Fp>\n\n\u003Cp>Tras el primer año, la reserva quedará referida a un puesto de trabajo de\nsu mismo grupo profesional.\u003C\u002Fp>\n\n\u003Cp>Cuando la persona trabajadora forme parte de una familia que tenga\nreconocida oficialmente la condición de familia numerosa, la reserva de su\npuesto 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\u003Ch3 id=\"L447\">Artículo 30. Conciliación de la vida familiar.\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>\u003Cstrong>1.Cuidado del lactante.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cp>El permiso por lactancia se regulará según lo establecido en el artículo\n37.4 ET. Las personas trabajadoras, por lactancia de un hijo\u002Fa menor de nueve\nmeses (derivado de casos de nacimiento, adopción, guarda con fines de\nadopción o acogimiento) tendrán derecho a una hora de ausencia del trabajo,\nque podrán dividir en dos fracciones. La persona trabajadora, por su voluntad,\npodrá sustituir este derecho por una reducción de su jornada en media hora\ncon la misma finalidad.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>La reducción de jornada contemplada en este apartado constituye un derecho\nindividual de las personas trabajadoras sin que pueda transferirse su ejercicio\nal\u002Fa la otro\u002Fa progenitor\u002Fa, adoptante, guardador\u002Fa o acogedor\u002Fa. No obstante,\nsi dos personas trabajadoras de la misma empresa ejercen este derecho por el\nmismo sujeto causante, la dirección empresarial podrá limitar su ejercicio\nsimultáneo por razones justificadas de funcionamiento de la empresa, que\ndeberá comunicar por escrito.\u003C\u002Fp>\n\n\u003Cp>Cuando ambos progenitores, adoptantes, guardadores o acogedores ejerzan este\nderecho con la misma duración y régimen, el periodo de disfrute podrá\nextenderse hasta que el lactante cumpla doce meses, con reducción proporcional\ndel salario a partir del cumplimiento de los nueve meses.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras podrán optar por acumular el disfrute de este\nderecho de reducción de jornada por lactancia, en quince días naturales,\nuniéndolo al periodo de baja por maternidad.\u003C\u002Fp>\n\n\u003Cp>En el caso de parto, adopción, guarda con fines de adopción o acogimiento\nmúltiples, las personas trabajadoras podrán disfrutar del derecho contenido\nen el párrafo anterior por cada uno de los hijos\u002Fas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>2.Riesgo durante el embarazo o lactancia natural.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En el supuesto de riesgo para el embarazo o lactancia natural se estará a\nlo dispuesto en el artículo 26 de la Ley 31\u002F1995, de Prevención de Riesgos\nLaborales. La suspensión del contrato por riesgo durante el embarazo\nfinalizará el día en que se inicie la suspensión del contrato por\nnacimiento, o desaparezca la imposibilidad de la persona trabajadora de\nreincorporarse a su puesto anterior o a otro compatible con su estado. \u003C\u002Fp>\n\n\u003Cp>Durante este supuesto las personas trabajadoras percibirán un complemento\nsobre la prestación de la Seguridad Social hasta alcanzar el 100% del salario\nbase de grupo.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.Nacimiento o permiso de nacimiento y cuidado del menor de doce\nmeses.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras podrán solicitar, con anterioridad al inicio del\nperíodo de baja por nacimiento o permiso de nacimiento y cuidado del menor de\ndoce meses, un permiso no retribuido por un período no inferior a un mes y no\nsuperior a tres meses. Esta solicitud se realizará con quince días de\nantelación a la fecha de disfrute. Durante el ejercicio de este derecho, cuya\nfinalización necesariamente deberá coincidir con el principio de la baja por\nnacimiento y cuidado del menor, la empresa mantendrá la cotización de las\npersonas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>Cuando el período de vacaciones fijado en el calendario coincida con la\nsuspensión del contrato de trabajo por nacimiento o permiso de nacimiento y\ncuidado del menor previsto en el artículo 48.4 del ET, se tendrá derecho a\ndisfrutar las vacaciones en fecha distinta, incluso uniéndola con la baja por\nnacimiento, aunque haya terminado el año natural al que correspondan.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>\u003Cstrong>4.Suspensión del contrato por nacimiento o adopción y de guarda\ncon fines de adopción o acogimiento permanente.\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>En el supuesto de nacimiento, que comprende el parto y el cuidado de menor,,\nsuspenderá el contrato de trabajo de la madre biológica y el del progenitor\ndistinto de la madre biológica durante diecinueve semanas, de las cuales\nserán obligatorias las seis semanas ininterrumpidas inmediatamente posteriores\nal parto, que habrán de disfrutarse según jornada de contrato de trabajo,\npara el cumplimiento de los deberes de cuidado previstos en el artículo 68 del\nCódigo Civil.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\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>a)Seis semanas ininterrumpidas inmediatamente posteriores al parto serán\nobligatorias y habrán de disfrutarse a jornada completa.\u003C\u002Fp>\n\n\u003Cp>b)b) Once semanas, veintidós en el caso de monoparentalidad, que podrán\ndistribuirse a voluntad de la persona trabajadora, en períodos semanales a\ndisfrutar de forma acumulada o interrumpida y ejercitarse desde la\nfinalización de la suspensión obligatoria posterior al parto hasta que el\nhijo o la hija cumpla doce meses. No obstante, la madre biológica podrá\nanticipar su ejercicio hasta cuatro semanas antes de la fecha previsible del\nparto.\u003C\u002Fp>\n\n\u003Cp>c)Dos semanas, cuatro en el caso de monoparentalidad, para el cuidado del\nmenor que podrán distribuirse a voluntad de la persona trabajadora, en\nperíodos semanales de forma acumulada o interrumpida hasta que el hijo o la\nhija cumpla los ocho años.\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>En los supuestos de adopción y de guarda con fines de adopción o\nacogimiento permanente, la suspensión del trabajo tendrá una duración de\ndiecinueve semanas para cada adoptante, guardador\u002Fa o acogedor\u002Fa, que se\ndisfrutarán según jornada de contrato de la forma recién expuesta,\nampliables en el supuesto de adopción o acogimiento múltiples en dos semanas\nininterrumpidas, por cada menor a partir de la resolución \u003C\u002Fp>\n\n\u003Cp>judicial por la que se constituye la adopción o bien de la decisión\nadministrativa de guarda con fines de adopción o de acogimiento. En el\nsupuesto de discapacidad del hijo o hija en el nacimiento o del\u002Fde la menor\nadoptado\u002Fa o acogido\u002Fa, la suspensión tendrá una duración adicional de dos\nsemanas, una para cada uno de los progenitores.\u003C\u002Fp>\n\n\u003Cp>Estos beneficios podrán ser disfrutados por cualquiera de los dos\nprogenitores en la forma prevista en el artículo 48.4, 48.5 y 48.6 del\nEstatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5.Nacimientos prematuros.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En los casos de nacimiento de hijos\u002Fas prematuros\u002Fas o que, por cualquier\ncausa, deban permanecer hospitalizados\u002Fas a continuación del parto, la madre\nbiológica o el otro progenitor tendrán derecho a ausentarse del trabajo\ndurante una hora durante el tiempo que dure esta hospitalización. Asimismo,\ndurante dicho período, tendrán derecho a reducir su jornada de trabajo hasta\nun máximo de tres horas dentro de su jornada ordinaria, con la disminución\nequivalente del salario hasta el alta hospitalaria. En los casos de parto\nprematuro y en aquellos casos que el bebe neonato deba permanecer hospitalizado\na continuación del parto, el periodo de suspensión podrá computarse, a\ninstancia de la madre biológica o, del otro progenitor, a partir de la fecha\ndel alta hospitalaria. Se excluyen de dicho cómputo las seis semanas\nposteriores al parto, de suspensión obligatoria del contrato de la madre. En\nlos casos de partos prematuros con falta de peso y otros casos en los que el\nbebe neonato precise hospitalización a continuación del parto, por un periodo\nsuperior a siete días, el período de suspensión se ampliará en tantos días\ncomo el recién nacido se encuentre hospitalizado, con un máximo de trece\nsemanas adicionales y en los términos que reglamentariamente se desarrolle.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>6.Reducción de jornada.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>De conformidad con lo establecido en el artículo 37.6 del Estatuto de los\nTrabajadores y de la Ley 39\u002F1999 de Conciliación de la Vida Laboral y\nFamiliar, quien por razones de guarda legal tenga a su cuidado directo algún\nmenor de doce años o una persona con discapacidad que no desempeñe una\nactividad retribuida, tendrá derecho a una reducción de la jornada ordinaria\nen cómputo anual de trabajo, con la disminución proporcional del salario\nentre, al menos, un octavo y un máximo de la mitad de la duración de\naquélla.\u003C\u002Fp>\n\n\u003Cp>Tendrá el mismo derecho quien precise encargarse del cuidado directo del\ncónyuge o pareja de hecho, o un familiar hasta el segundo grado de\nconsanguinidad y afinidad, incluido el familiar consanguíneo de la pareja de\nhecho, que por razones de edad, accidente o enfermedad no pueda valerse por sí\nmismo, y que no desempeñe actividad retribuida.\u003C\u002Fp>\n\n\u003Cp>El progenitor, guardador con fines de adopción o acogedor permanente\ntendrá derecho a una reducción de la jornada de trabajo, con la disminución\nproporcional del salario de, al menos, la mitad de la duración de aquella,\npara el cuidado, durante la hospitalización y tratamiento continuado, del\nmenor a su cargo afectado por cáncer (tumores malignos, melanomas y\ncarcinomas), o por cualquier otra enfermedad grave, que implique un ingreso\nhospitalario de larga duración y requiera la necesidad de su cuidado directo,\ncontinuo y permanente, acreditado por el informe del servicio público de salud\nu órgano administrativo sanitario de la comunidad autónoma correspondiente y,\ncomo máximo, hasta que el hijo o persona que hubiere sido objeto de\nacogimiento permanente o de guarda con fines de adopción cumpla los\nveintitrés años.\u003C\u002Fp>\n\n\u003Cp>En consecuencia, el mero cumplimiento de los dieciocho años de edad por el\nhijo o el menor sujeto a acogimiento permanente o a guarda con fines de\nadopción no será causa de extinción de la reducción de la jornada, si se\nmantiene la necesidad de cuidado directo, continuo y permanente.\u003C\u002Fp>\n\n\u003Cp>No obstante, cumplidos los 18 años, se podrá reconocer el derecho a la\nreducción de jornada hasta que el causante cumpla 23 años en los supuestos en\nque el padecimiento \u003C\u002Fp>\n\n\u003Cp>de cáncer o enfermedad grave haya sido diagnosticado antes de alcanzar la\nmayoría de edad, siempre que en el momento de la solicitud se acrediten los\nrequisitos establecidos en los párrafos anteriores, salvo la edad.\u003C\u002Fp>\n\n\u003Cp>Asimismo, se mantendrá el derecho a esta reducción hasta que la persona\ncumpla 26 años si antes de alcanzar 23 años acreditara, además, un grado de\ndiscapacidad igual o superior al 65 por ciento.\u003C\u002Fp>\n\n\u003Cp>La reducción de jornada contemplada en el presente apartado constituye un\nderecho individual de las personas trabajadoras, hombres o mujeres. No\nobstante, si dos o más personas trabajadoras de la misma empresa generasen\neste derecho por el mismo sujeto causante, el empresario podrá limitar su\nejercicio simultáneo por razones justificadas de funcionamiento de la\nempresa.\u003C\u002Fp>\n\n\u003Cp>Para facilitar la determinación de la concreción horaria prevista en el\nartículo 37.7 del E.T. y hacer posible la combinación de los derechos de\nconciliación de la vida personal, laboral y familiar de las personas\ntrabajadoras con las necesidades organizativas y de atención a la venta de la\nempresa, deberán tenerse en cuenta los siguientes parámetros:\u003C\u002Fp>\n\n\u003Cp>a)En los supuestos en los que la persona trabajadora solicite la concreción\nhoraria en el marco de su régimen de trabajo ordinario, sin variación de\nturno y\u002Fo sistema de rotación, la empresa concederá el horario solicitado,\nsalvo imposibilidad organizativa conforme lo previsto en el apartado c), que\nhabrá de notificarse a la persona solicitante y a los representantes legales\nde las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>b)En aquellas otras situaciones en las que una persona trabajadora solicite\nla concreción horaria en un marco distinto a su turno ordinario y jornada\nordinaria, la empresa, con el fin de hacer posible la conciliación de la vida\nfamiliar y laboral en los términos solicitados, analizará la posibilidad de\nconcederlo tanto en su propio puesto, como proponiendo un cambio de\nárea\u002Fdepartamento, e incluso, si ello lo hiciese posible, el cambio de centro\nde trabajo. De no ser posible en este caso la concesión en los términos\nsolicitados, se expresará la causa organizativa o productiva que no lo permite\ny se ofrecerán las alternativas que resulten viables en la empresa. En los\nsupuestos de cambio de área\u002F departamento, o centro de trabajo, la persona\ntrabajadora, mientras dure la situación de guarda legal, se adaptará a las\ncondiciones de trabajo del nuevo puesto o función.\u003C\u002Fp>\n\n\u003Cp>c)Dados los diferentes modelos de organización de los recursos humanos y de\natención al cliente en cada centro de trabajo, para determinar la posibilidad\norganizativa de concesión de la concreción horaria en situaciones de guarda\nlegal, se tendrá en cuenta el índice de cobertura de necesidades que se\nestablezca por acuerdo con la representación de las personas trabajadoras en\nel ámbito de la empresa. Los anteriores parámetros se basan en la variación\nde los ritmos de trabajo, dada la concentración de la venta en determinados\nperíodos y momentos del día, o la semana.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>7.Asistencia a consultas médicas de hijo\u002Fa menor de 15\naños.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En los supuestos que se precise acompañar a un hijo\u002Fa menor de 15 años a\nconsulta médica durante el horario de trabajo, se procederá del siguiente\nmodo:\u003C\u002Fp>\n\n\u003Cp>Si la asistencia resulta de una urgencia de inmediata atención, no\nprevisible, se comunicará de inmediato o lo antes posible a la empresa, que\nconcederá la licencia. Esta será retribuida según lo previsto en el\nartículo 25 del presente convenio y con los límites de tiempo allí\nestablecidos, una vez acreditadas las circunstancias.\u003C\u002Fp>\n\n\u003Cp>Si la asistencia a la consulta es programada y no hubiese posibilidad de\nconcertarla fuera del horario de trabajo, se concederá a cuenta de la jornada\nanual, o se solicitará el cambio de turno o de momento de la prestación de\ntrabajo, que, de ser posible, será concedido.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>8.Reducción de jornada por cuidado de menores afectados por cáncer\nu otra enfermedad grave.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Conforme a lo establecido en el artículo 37.6 ET y los artículos 4.7, 5.3,\n6.2, 8.4, 9.2D del RD 1148\u002F2011, el progenitor\u002Fa, adoptante, guardador\u002Fa con\nfines de adopción o \u003C\u002Fp>\n\n\u003Cp>acogedor\u002Fa permanente tendrá derecho a una reducción de la jornada de\ntrabajo, con la disminución proporcional del salario de, al menos, la mitad de\nla duración de aquella, para el cuidado, durante la hospitalización y\ntratamiento continuado, del\u002Fde la menor a su cargo afectado por cáncer\n(tumores malignos, melanomas y carcinomas), o por cualquier otra enfermedad\ngrave, de las incluidas en el listado del anexo del RD 1148\u002F2011, de 29 de\njulio, que implique un ingreso hospitalario de larga duración y requiera la\nnecesidad de su cuidado directo, continuo y permanente, acreditado por el\ninforme del servicio público de salud u órgano administrativo sanitario de la\ncomunidad autónoma correspondiente y, como máximo, hasta que el hijo o\npersona que hubiere sido objeto de acogimiento permanente o de guarda con fines\nde adopción cumpla los veintitrés años. En este sentido, cumplidos los 18\naños, se podrá reconocer el derecho a la reducción de jornada hasta que el\ncausante cumpla 23 años en los supuestos en que el padecimiento de cáncer o\nenfermedad grave haya sido diagnosticado antes de alcanzar la mayoría de edad,\nsiempre que en el momento de la solicitud se acrediten los requisitos\nestablecidos en los párrafos anteriores, salvo la edad.\u003C\u002Fp>\n\n\u003Cp>Asimismo, se mantendrá el derecho a esta reducción hasta que la persona\ncumpla 26 años si antes de alcanzar 23 años acreditara, además, un grado de\ndiscapacidad igual o superior al 65 por ciento.\u003C\u002Fp>\n\n\u003Cp>Las reducciones de jornada contempladas en este apartado constituyen un\nderecho individual de las personas trabajadoras. No obstante, si dos o más\npersonas trabajadoras de la misma empresa generasen este derecho por el mismo\nsujeto causante, el empresario podrá limitar su ejercicio simultáneo por\nrazones justificadas de funcionamiento de la empresa.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>9.Otros permisos contemplados en el ET.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La persona trabajadora, previo aviso y justificación, podrá ausentarse del\ntrabajo, con derecho a remuneración, por alguno de los motivos y por el tiempo\nsiguiente:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>a)Quince días naturales en caso de matrimonio o registro de pareja de\nhecho.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">b)Cinco días por accidente o enfermedad graves, hospitalización o\nintervención quirúrgica sin hospitalización que precise reposo domiciliario\ndel cónyuge, pareja de hecho o parientes hasta el segundo grado por\nconsanguinidad o afinidad, incluido el familiar consanguíneo de la pareja de\nhecho, así como de cualquier otra persona distinta de las anteriores, que\nconviva con la persona trabajadora en el mismo domicilio y que requiera el\ncuidado efectivo de aquella.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>b bis) Dos días por el fallecimiento del cónyuge, pareja de hecho o\nparientes hasta el segundo grado de consanguinidad o afinidad. Cuando con tal\nmotivo la persona trabajadora necesite hacer un desplazamiento al efecto, el\nplazo se ampliará en dos días.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)Un día por traslado del domicilio habitual.\u003C\u002Fp>\n\n\u003Cp>d)Por el tiempo indispensable, para el cumplimiento de un deber inexcusable\nde carácter público y personal, comprendido el ejercicio del sufragio activo.\nCuando conste en una norma legal o convencional un periodo determinado, se\nestará a lo que esta disponga en cuanto a duración de la ausencia y a su\ncompensación económica.\u003C\u002Fp>\n\n\u003Cp>Cuando el cumplimiento del deber antes referido suponga la imposibilidad de\nla prestación del trabajo debido en más del veinte por ciento de las horas\nlaborables en un periodo de tres meses, podrá la empresa pasar al trabajador\nafectado a la situación de excedencia regulada en el artículo 46.1.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de que el trabajador, por cumplimiento del deber o desempeño\ndel cargo, perciba una indemnización, se descontará el importe de la misma\ndel salario a que tuviera derecho en la empresa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-TRADEUNLEAV_trigger\">e)Para realizar funciones sindicales o de representación del personal en\nlos términos establecidos legal o convencionalmente.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f)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\u002Fp>\n\n\u003Cp>g)Hasta cuatro días por imposibilidad de acceder al centro de trabajo o\ntransitar por las vías de circulación necesarias para acudir al mismo, como\nconsecuencia de las recomendaciones, limitaciones o prohibiciones al\ndesplazamiento establecidas por las autoridades competentes, así como cuando\nconcurra una situación de riesgo grave e inminente, incluidas las derivadas de\nuna catástrofe o fenómeno meteorológico adverso. Transcurridos los cuatro\ndías, el permiso se prolongará hasta que desaparezcan las circunstancias que\nlo justificaron, sin perjuicio de la posibilidad de la empresa de aplicar una\nsuspensión del contrato de trabajo o una reducción de jornada derivada de\nfuerza mayor en los términos previstos en el artículo 47.6.\u003C\u002Fp>\n\n\u003Cp>Cuando la naturaleza de la prestación laboral sea compatible con el trabajo\na distancia y el estado de las redes de comunicación permita su desarrollo, la\nempresa podrá establecerlo, observando el resto de las obligaciones formales y\nmateriales recogidas en la Ley 10\u002F2021, de 9 de julio, de trabajo a distancia,\ny, en particular, el suministro de medios, equipos y herramientas adecuados.\u003C\u002Fp>\n\n\u003Cp>h)[sic] Por el tiempo indispensable para la realización de los actos\npreparatorios de la donación de órganos o tejidos siempre que deban tener\nlugar dentro de la jornada de trabajo.\u003C\u002Fp>\n\n\u003Cp>i)La persona trabajadora tendrá derecho a ausentarse del trabajo por causa\nde fuerza mayor cuando sea necesario por motivos familiares urgentes\nrelacionados con familiares o personas convivientes, en caso de enfermedad o\naccidente que hagan indispensable su presencia inmediata. Las personas\ntrabajadoras tendrán derecho a que sean retribuidas las horas de ausencia por\nlas causas previstas en el presente apartado equivalentes a cuatro días al\naño, conforme a lo establecido en convenio colectivo o, en su defecto, en\nacuerdo entre la empresa y la representación legal de las personas\ntrabajadoras aportando las personas trabajadoras, en su caso, acreditación del\nmotivo de ausencia.\u003C\u002Fp>\n\n\u003Cp>j)En aplicación del artículo 48 bis, las personas trabajadoras tendrán\nderecho a un permiso parental, para el cuidado de hijo, hija o menor acogido\npor tiempo superior a un año, hasta el momento en que el menor cumpla ocho\naños. 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. Corresponderá a la\npersona trabajadora especificar la fecha de inicio y fin del disfrute o, en su\ncaso, de los períodos de disfrute, debiendo comunicarlo a la empresa con una\nantelación de diez días o la concretada por los convenios colectivos, salvo\nfuerza mayor, teniendo en cuenta la situación de aquella y las necesidades\norganizativas 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=\"L581\">Artículo 31. Adaptación de jornadas para personas trabajadoras\ncon hijos de hasta doce años.\u003C\u002Fh3>\n\n\u003Cp>De conformidad a lo establecido en el artículo 34.8 ET, las personas\ntrabajadoras tienen derecho a solicitar las adaptaciones de la duración y\ndistribución de la jornada de trabajo, en la ordenación del tiempo de trabajo\ny en la forma de prestación, incluida la prestación de su trabajo a\ndistancia, siempre que su puesto de trabajo así lo permita, para hacer\nefectivo su derecho a la conciliación de la vida familiar y laboral. Dichas \nadaptaciones deberán ser razonables y proporcionadas en relación con las\nnecesidades de la persona trabajadora y con las necesidades organizativas o\nproductivas de la empresa.\u003C\u002Fp>\n\n\u003Cp>En el caso de que tengan hijos o hijas, las personas trabajadoras tienen\nderecho a efectuar dicha solicitud hasta que los hijos o hijas cumplan doce\naños.\u003C\u002Fp>\n\n\u003Cp>Asimismo, tendrán ese derecho aquellas que tengan necesidades de cuidado\nrespecto de los hijos e hijas mayores de doce años, el cónyuge o pareja de\nhecho, familiares por consanguinidad hasta el segundo grado de la persona\ntrabajadora, así como de otras personas dependientes cuando, en este último\ncaso, convivan en el mismo domicilio, y que por razones de edad, accidente o\nenfermedad no puedan valerse por sí mismos, debiendo justificar las\ncircunstancias en las que fundamenta su petición.\u003C\u002Fp>\n\n\u003Cp>La empresa, ante la solicitud de adaptación de jornada, abrirá un proceso\nde negociación con la persona trabajadora durante un periodo máximo de quince\ndías. Finalizado el mismo, la empresa, por escrito, comunicará la aceptación\nde la petición, planteará una propuesta alternativa que posibilite las\nnecesidades de conciliación de la persona trabajadora o bien manifestará la\nnegativa a su ejercicio. En este último caso, se indicarán las razones\nobjetivas en las que se sustenta la decisión.\u003C\u002Fp>\n\n\u003Cp>La persona trabajadora tendrá derecho a solicitar el regreso a su jornada o\nmodalidad contractual anterior una vez concluido el periodo acordado o cuando\nel cambio de las circunstancias así lo justifique, aun cuando no hubiese\ntranscurrido el periodo previsto.\u003C\u002Fp>\n\n\u003Cp>Lo dispuesto en los párrafos anteriores se entiende, en todo caso, sin\nperjuicio de los permisos a los que tenga derecho la persona trabajadora de\nacuerdo con lo establecido en el artículo 37 ET.\u003C\u002Fp>\n\n\u003Ch2 id=\"L599\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">CAPÍTULO V Salario\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Ch3 id=\"L601\">Artículo 32. Estructura salarial y el registro salarial.\u003C\u002Fh3>\n\n\u003Cp>1.Las retribuciones de las personas trabajadoras incluidos en el ámbito de\naplicación del presente convenio, estarán distribuidas en su caso entre el\nsalario base de Grupo y los complementos del mismo.\u003C\u002Fp>\n\n\u003Cp>Se entiende por salario base de grupo el correspondiente a la persona\ntrabajadora en función de su pertenencia a uno de los grupos profesionales\ndescritos en el presente convenio.\u003C\u002Fp>\n\n\u003Cp>En todo caso y de conformidad con lo establecido en el artículo 84 del\nEstatuto de los Trabajadores los salarios base de Kiabi serán los establecidos\nen el convenio colectivo sectorial estatal de Grandes Almacenes, todo ello de\nconformidad con lo establecido en la disposición transitoria tercera, de\nadecuación de los grupos del convenio colectivo de Kiabi al convenio colectivo\nsectorial estatal.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.El registro salarial. La empresa está obligada a llevar un registro con\nlos valores medios de los salarios, los complementos salariales y las\npercepciones extrasalariales de su plantilla, desagregados por sexo y\ndistribuidos por grupos profesionales, categorías profesionales o puestos de\ntrabajo iguales o de igual valor.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras tienen derecho a acceder, a través de la\nrepresentación legal de las personas trabajadoras en la empresa, al registro\nsalarial de su empresa.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-gender\">\u003Cp>Cuando el promedio de las retribuciones a las personas trabajadoras de un\nsexo sea superior a los del otro en un veinticinco por ciento o más, tomando\nel conjunto de la masa salarial o la media de las percepciones satisfechas, la\nempresa deberá incluir en el Registro salarial una justificación de que dicha\ndiferencia responde a motivos no relacionados con el sexo de las personas\ntrabajadoras.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Así mismo, las partes estarán obligadas a elaborar un plan de igualdad,\ndeberán incluir en el mismo, una auditoría retributiva, según los términos\nfijados en el RD 902\u002F2020. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Se fija una aplicación paulatina de las obligaciones sobre auditorías\nretributivas y registros retributivos. En concreto, la disposición transitoria\núnica Real Decreto 902\u002F2020, de 13 de octubre, acompasa la exigencia de las\nauditorías retributivas y los registros a la disposición transitoria segunda\nde la Ley Orgánica 3\u002F2007, de 22 de marzo, y a su exigencia paulatina a las\nempresas de cincuenta o más personas trabajadoras.\u003C\u002Fp>\n\n\u003Ch3 id=\"L619\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3 id=\"L619\">Artículo 33. Complemento de antigüedad (artículo 17 del\nconvenio colectivo sectorial estatal).\u003C\u002Fh3>\n\n\u003Cp>Habida cuenta de la aplicación, y de lo pactado en el anterior convenio de\nKIABI, las partes acordaron que, la antigüedad contemplada en el artículo 17\ndel convenio colectivo sectorial estatal de Grandes Almacenes comience a\ndevengarse, en todo caso, a partir del 1 de enero de 2023. Las partes acuerdan\nmantener las condiciones establecidas para el devengo del complemento de\nantigüedad hasta el 31 de diciembre del año 2026.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L623\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3 id=\"L623\">Artículo 34. Gratificaciones extraordinarias.\u003C\u002Fh3>\n\n\u003Cp>El sistema de pagas extraordinarias será el establecido en el artículo 21\ndel convenio colectivo de Grandes Almacenes.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>A tal efecto las retribuciones fijas de las personas trabajadoras se\ndividirán en las 16 pagas a las que hace referencia dicho artículo y en todo\ncaso se prorratearán en los 12 pagos correspondientes con los 12 meses del\naño.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Estas gratificaciones se devengarán en proporción al tiempo de trabajo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3 id=\"L631\">Artículo 35. Complemento personal.\u003C\u002Fh3>\n\n\u003Cp>El complemento personal regulado en el artículo 35 del anterior convenio\ncolectivo de Kiabi se mantendrá a título personal para las personas\ntrabajadoras incluidas en el antiguo Grupo I y Grupo II que lo viniesen\npercibiendo a fecha 31 de diciembre de 2025 y tendrá el carácter de no\ncompensable ni absorbible, incrementándose en un 1% anual a partir del 1 de\nenero de 2026.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L635\">Artículo 36. Complemento vendedor\u002Fa en funciones.\u003C\u002Fh3>\n\n\u003Cp>Se establece un complemento individual de puesto para los Vendedores\u002Fas que\nrealicen las siguientes funciones adicionales.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Realizar aperturas y cierres de tienda.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Gestión de la operativa de caja (apertura,\ncambio, retención, cierre etc.).\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Garantizar los flujos de mercancía.\u003C\u002Fp>\n\n\u003Cp>Dicho complemento denominado, Complemento de funciones adicionales, tendrá\ncarácter no consolidable y estará vinculado a la realización de las\nfunciones citadas anteriormente, devengándose por día de efectivo desempeño\nde esas funciones, por lo que el cese en las mismas conllevará\nautomáticamente la pérdida del referido complemento.\u003C\u002Fp>\n\n\u003Cp>El importe mensual de este complemento se fija en 123,50 euros brutos para\nlas personas trabajadoras con contratos a tiempo completo, calculándose de\nmanera proporcional para las personas trabajadoras a tiempo parcial. Dicho\ncomplemento queda excluido del cálculo de las gratificaciones\nextraordinarias.\u003C\u002Fp>\n\n\u003Ch3 id=\"L649\">Artículo 37. Retribución variable.\u003C\u002Fh3>\n\n\u003Cp>Las personas trabajadoras podrán tener derecho a una retribución variable\nen función de objetivos en los términos y condiciones desarrollados en la\npolítica elaborada por la empresa en cada momento, practicándose al efecto\nlas liquidaciones complementarias de cotizaciones a la Seguridad Social que, en\nsu caso, procedan. \u003C\u002Fp>\n\n\u003Ch2 id=\"L655\">CAPÍTULO VI Disposiciones varias\u003C\u002Fh2>\n\n\u003Ch3 id=\"L657\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch3 id=\"L657\">Artículo 38. Seguro de vida.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">La empresa se obliga a concertar un seguro de vida e incapacidad permanente\ny absoluta para todo trabajo y gran incapacidad, para las personas trabajadoras\nafectados\u002Fas por el presente convenio, por un importe equivalente al salario\nfijo bruto anual de cada empleado\u002Fa, con un mínimo de 24.000 euros, durante\ntoda la vigencia del convenio. La empresa facilitará al inicio de cada año\ncopia de la póliza individual del \u003C\u002Fdiv>segur\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>o.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3 id=\"L661\">Artículo 39. Prendas de trabajo.\u003C\u002Fh3>\n\n\u003Cp>Con el convencimiento de que la imagen de los empleados\u002Fas en cuanto a un\naspecto personal cuidado y el lucimiento de vestimenta Kiabi acorde con las\ntendencias de moda son clave para garantizar el éxito, se acuerda ofrecer a\nlos empleados\u002Fas con contrato indefinido un vale de uniformidad de 150 euros\nanuales que se entregará al inicio de cada temporada por un importe de 75\neuros respectivamente, con el objetivo de proporcionar a la persona trabajadora\nprendas tanto de nueva colección como de rebajas, que les permitan un adecuado\ndesempeño de sus funciones en su centro de trabajo.\u003C\u002Fp>\n\n\u003Cp>El vale de uniformidad no será compatible con el descuento de empleado\u002Fa ni\ncon las «Operaciones de Marketing».\u003C\u002Fp>\n\n\u003Cp>Los empleados con contrato temporal tendrán derecho a recibir dicho vale de\nuniformidad a partir del sexto mes consecutivo de trabajo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L669\">Artículo 40. Complemento de incapacidad.\u003C\u002Fh3>\n\n\u003Cp>Como continuación del antiguo convenio de Kiabi, desde el 1 de enero de\n2023 el complemento de IT es el fijado en el artículo 49 del Convenio\nColectivo Sectorial Estatal del Convenio de Grandes Almacenes. Se mantiene esta\ndisposición para el presente año (2026).\u003C\u002Fp>\n\n\u003Cp>Los procesos de IT que hubiesen acaecido antes del 31 de diciembre de 2022\ntendrán el complemento fijado en el antiguo artículo 40 del convenio\ncolectivo de Kiabi.\u003C\u002Fp>\n\n\u003Ch3 id=\"L675\">Artículo 41. Gastos por desplazamientos.\u003C\u002Fh3>\n\n\u003Cp>Los gastos por desplazamiento (dietas) serán las fijadas en el artículo 43\ndel Convenio Colectivo Sectorial Estatal de Grandes Almacenes.\u003C\u002Fp>\n\n\u003Ch3 id=\"L679\">Artículo 42. Descuento de empleado.\u003C\u002Fh3>\n\n\u003Cp>Se establece un descuento en compras genérico del 25 % para todas las\npersonas trabajadoras incluidos en el ámbito de aplicación del presente\nconvenio, con un límite anual de compra de 5.000 euros por empleado\u002Fa antes de\naplicar el descuento. Este descuento se realizará mediante la tarjeta de\nempleado\u002Fa, que es personal e intransferible, y que deberá ser devuelta en el\nmomento de la finalización de la relación laboral.\u003C\u002Fp>\n\n\u003Cp>Dicho descuento de empleado\u002Fa, que será aplicable en todo momento del año\ny sobre todos los artículos, no será compatible con las «Operaciones de\nMarketing», pero sí con las ventajas vinculadas a la tarjeta de fidelidad.\u003C\u002Fp>\n\n\u003Cp>Los empleados a tiempo parcial tendrán derecho igualmente a dicho descuento\nde empleado\u002Fa desde el primer día de su contratación, una vez que hayan\nrecibido su tarjeta de empleado\u002Fa. \u003C\u002Fp>\n\n\u003Ch3 id=\"L687\">Artículo 43. Cheque bebé.\u003C\u002Fh3>\n\n\u003Cp>Se establece un cheque bebé por cada nacimiento de hijos\u002Fas de empleados\u002Fas\no por adopción por un importe de 80 euros.\u003C\u002Fp>\n\n\u003Ch2 id=\"L693\">\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2 id=\"L693\">CAPÍTULO VII Seguridad y salud\u003C\u002Fh2>\n\n\u003Ch3 id=\"L695\">Artículo 44. Remisión al convenio sectorial.\u003C\u002Fh3>\n\n\u003Cp>En esta materia se estará a lo previsto en el convenio colectivo sectorial\nestatal de Grandes Almacenes.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L701\">CAPÍTULO VIII Régimen disciplinario\u003C\u002Fh2>\n\n\u003Ch3 id=\"L703\">Artículo 45. Régimen disciplinario.\u003C\u002Fh3>\n\n\u003Cp>Se estará a lo previsto en título II del Convenio Colectivo Sectorial\nEstatal de Grandes Almacenes.\u003C\u002Fp>\n\n\u003Ch3 id=\"L707\">Artículo 46. Régimen de sanciones.\u003C\u002Fh3>\n\n\u003Cp>Se estará a lo previsto en el título II del Convenio Colectivo Sectorial\nEstatal de Grandes Almacenes.\u003C\u002Fp>\n\n\u003Ch3 id=\"L711\">Artículo 47. Prescripción.\u003C\u002Fh3>\n\n\u003Cp>Se estará a lo previsto en el título II del Convenio Colectivo Sectorial\nEstatal de Grandes Almacenes.\u003C\u002Fp>\n\n\u003Ch2 id=\"L717\">CAPÍTULO IX Derechos sindicales\u003C\u002Fh2>\n\n\u003Ch3 id=\"L719\">Artículo 48. Remisión al convenio sectorial.\u003C\u002Fh3>\n\n\u003Cp>En esta materia se estará a lo previsto en el convenio colectivo sectorial\nestatal de Grandes Almacenes.\u003C\u002Fp>\n\n\u003Ch3 id=\"L723\">Artículo 49. Adhesión ASAC-Comisión Mixta de\nInterpretación.\u003C\u002Fh3>\n\n\u003Cp>1.Las partes del presente convenio se adhieren al VI Acuerdo sobre Solución\nAutónoma de Conflictos Laborales y al reglamento que lo desarrolla.\u003C\u002Fp>\n\n\u003Cp>Las partes firmantes del presente convenio colectivo acuerdan igualmente el\nsometimiento expreso de los conflictos que puedan surgir entre las partes, a\nlos procedimientos de Mediación, Arbitraje y Conciliación que tengan un\námbito específico, igual o inferior al de la respectiva Comunidad\nAutónoma.\u003C\u002Fp>\n\n\u003Cp>2.Comisión mixta. Las partes negociadoras acuerdan establecer una comisión\nmixta, como órgano de interpretación y vigilancia del cumplimiento del\npresente convenio. Esta comisión estará formada por seis representantes, tres\ndesignados por la empresa y tres por los sindicatos firmantes del presente\nconvenio colectivo.\u003C\u002Fp>\n\n\u003Cp>a)Procedimiento. Los asuntos sometidos a la comisión mixta revestirán el\ncarácter de ordinarios o extraordinarios. Otorgará tal calificación\ncualquiera de las partes que integran la misma. En el primer supuesto, la\ncomisión mixta deberá resolver en el plazo \u003C\u002Fp>\n\n\u003Cp>de quince días, y, en el segundo, en cuarenta y ocho horas. La función de\nla comisión mixta será solucionar, de forma negociada, las diferencias que\nhubiera en cuanto a la interpretación y aplicación de lo establecido en este\nconvenio. En caso de desacuerdo, para dirimir las diferencias, se planteará la\ncuestión ante el organismo competente de conformidad a la legislación vigente\nque será, en caso de afectar la controversia a centros de trabajo situados en\ndistintas comunidades autónomas, el Servicio Interconfederal de Medicación y\nArbitraje (SIMA), y en caso de ser controversias cuya afectación lo sea\nexclusivamente para centros de trabajo situados en una misma comunidad\nautónoma, los Órganos de Solución Extrajudicial de Conflictos de éstas, de\nconformidad con lo establecido en el apartado primero del presente\nartículo.\u003C\u002Fp>\n\n\u003Cp>b)Funciones. Son funciones específicas de la comisión paritaria las\nsiguientes:\u003C\u002Fp>\n\n\u003Cp>1.Interpretación del convenio.\u003C\u002Fp>\n\n\u003Cp>2.Desarrollo de las materias que el convenio remite expresamente a esta\ncomisión.\u003C\u002Fp>\n\n\u003Cp>3.Mediar o arbitrar, a requerimiento de las partes, si recibe el mandato\ncorrespondiente, en el tratamiento y solución de cuantas cuestiones y\nconflictos de carácter colectivo puedan suscitarse en el ámbito de\naplicación del presente convenio colectivo.\u003C\u002Fp>\n\n\u003Cp>4.Podrá realizar tareas de vigilancia del cumplimiento de lo pactado, y muy\nespecialmente de las estipulaciones obligacionales insertas en el convenio.\u003C\u002Fp>\n\n\u003Cp>5.Entender, de forma previa y obligatoria a la vía administrativa y\njurisdiccional, en relación con los conflictos colectivos que puedan ser\ninterpuestos, por quienes están legitimados para ello con respecto a la\naplicación e interpretación de los preceptos derivados del presente convenio\ncolectivo.\u003C\u002Fp>\n\n\u003Cp>6.Las partes podrán recabar que la comisión mixta elabore un informe anual\nacerca del grado de cumplimiento del convenio colectivo, de las dificultades\nsurgidas en su aplicación e interpretación y del desarrollo de los trabajos\nen el propio convenio y encargar para su desempeño a comisiones específicas,\nque mantendrán idéntica proporción que la establecida en la comisión\nmixta.\u003C\u002Fp>\n\n\u003Cp>En aplicación de la regulación contenida en el artículo 85.3 del Estatuto\nde los Trabajadores, las partes establecen expresamente que la comisión mixta\ndel convenio colectivo tendrá competencia en la materia siguiente:\u003C\u002Fp>\n\n\u003Cp>De conformidad a lo establecido en los artículos 41.6 y 82.3 del Estatuto\nde los Trabajadores, en los casos de materias reguladas en convenio colectivo\nque deban ser objeto de modificación sustancial de condiciones de trabajo de\ncarácter colectivo, una vez finalizado el período de consultas previas sin\nacuerdo, se someterá la cuestión a la comisión paritaria a efectos de\nobtener un acuerdo en dicha materia. Dicha comisión dispondrá de un plazo\nmáximo de siete días para pronunciarse, a contar desde que la discrepancia le\nfuera planteada.\u003C\u002Fp>\n\n\u003Cp>De no alcanzarse un acuerdo, en el caso de que se decidiera continuar con la\nmodificación sustancial, las partes para solventar de manera efectiva las\ndiscrepancias surgidas en la negociación, someterán por acuerdo la cuestión\na un arbitraje, de equidad o de derecho, según la naturaleza de la cuestión\nsometida su consideración, designando tres árbitros por acuerdo. En caso se\ndesavenencia en la designación, cada parte designará un árbitro y el tercero\nserá consensuado, o designado por sorteo entre los propuestos por cada\nparte.\u003C\u002Fp>\n\n\u003Ch3 id=\"L755\">Artículo 50. Procedimientos para solventar discrepancias\nderivadas para la no aplicación de condiciones de trabajo del artículo 82.3\ndel TRLET.\u003C\u002Fh3>\n\n\u003Cp>Las partes convienen, en caso de concurrencia de las causas establecidas en\nel artículo 82.3 del TRLET, proceder a la no aplicación de las condiciones\nreguladas en los capítulos III, IV, V y VI (artículo 40) del presente\nconvenio, para lo cual deberá de existir acuerdo entre las partes.\u003C\u002Fp>\n\n\u003Cp>En este caso y con carácter previo las partes procederán de conformidad\ncon lo establecido en el artículo 82.3 del TRLET a la apertura del meritado\nperiodo de consultas, que seguirá los trámites previstos en dicho\nprecepto.\u003C\u002Fp>\n\n\u003Cp>En caso de que, sometida la eventual discrepancia a la comisión mixta del\nconvenio, y no alcanzado un acuerdo dentro del plazo contemplado en el\nartículo 82.3 del TRLET, las partes deberán recurrir a los procedimientos que\nse hayan establecido en los acuerdos interprofesionales de ámbito estatal o\nautonómico, previstos en el artículo 83 del TRLET.\u003C\u002Fp>\n\n\u003Cp>Cuando el periodo de consultas finalice sin acuerdo y no fueran aplicables\nlos procedimientos a los que se refiere el párrafo anterior o estos no\nhubieran solucionado la discrepancia, las partes acuerdan someter la\ndiscrepancia a la Comisión Consultiva Nacional de Convenios Colectivos para la\neventual solución de la misma, cuando la discrepancia exceda del ámbito de\nuna comunidad autónoma.\u003C\u002Fp>\n\n\u003Cp>Todo ello sin perjuicio de lo regulado en el presente artículo 54.2.b punto\n6 del presente convenio.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Ch2 id=\"L769\">CAPÍTULO X Personas trabajadoras víctimas de violencia de\ngénero\u003C\u002Fh2>\n\n\u003Ch3 id=\"L771\">Artículo 51. Remisión al convenio sectorial.\u003C\u002Fh3>\n\n\u003Cp>En esta materia se estará a lo previsto en el convenio colectivo sectorial\nestatal de Grandes Almacenes y al Plan de Igualdad de Kiabi.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Ch2 id=\"L779\">CAPÍTULO XI Acuerdo para la prevención y tratamiento de las\nsituaciones de acoso moral y sexual\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L781\">Artículo 52. Compromiso en materia de prevención de acoso moral\ny sexual.\u003C\u002Fh3>\n\n\u003Cp>En esta materia se estará a lo previsto en el convenio colectivo sectorial\nestatal de Grandes Almacenes y en el Plan de Igualdad de Kiabi.\u003C\u002Fp>\n\n\u003Ch3 id=\"L785\">Artículo 53. Acoso moral.\u003C\u002Fh3>\n\n\u003Cp>En esta materia se estará a lo previsto en el convenio colectivo sectorial\nestatal de Grandes Almacenes,en el Plan de Igualdad de Kiabi, así como en el\nProtocolo de prevención y actuación en situaciones de acoso laboral vigente\nen cada momento en la empresa.\u003C\u002Fp>\n\n\u003Ch3 id=\"L789\">Artículo 54. Acoso sexual.\u003C\u002Fh3>\n\n\u003Cp>En esta materia se estará a lo previsto en el convenio colectivo sectorial\nestatal de Grandes Almacenes,en el Plan de Igualdad de Kiabi, así como en el\nProtocolo de prevención y actuación en situaciones de acoso sexual y\u002Fo por\nrazón de sexo vigente en cada momento en la empresa.\u003C\u002Fp>\n\n\u003Ch3 id=\"L793\">Artículo 55. Acoso por motivos de orientación sexual e\nidentidad de género.\u003C\u002Fh3>\n\n\u003Cp>En esta materia se estará a lo previsto en el convenio colectivo sectorial\nestatal de Grandes Almacenes, en el Plan de Igualdad de Kiabi, así como en el\nProtocolo de prevención y actuación en situaciones de acoso sexual y\u002Fo por\nrazón de sexo vigente en cada momento en la empresa. \u003C\u002Fp>\n\n\u003Ch2 id=\"L799\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">CAPÍTULO XII Plan de Igualdad de oportunidades entre mujeres y\nhombres\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Ch3 id=\"L801\">Artículo 56. Plan de Igualdad.\u003C\u002Fh3>\n\n\u003Cp>En esta materia se estará a lo previsto en el convenio colectivo sectorial\nestatal de Grandes Almacenes y en el Plan de Igualdad de Kiabi.\u003C\u002Fp>\n\n\u003Ch3 id=\"L805\">Artículo 57. Medidas para la igualdad y no discriminación de\nlas personas LGTBI.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">Se acuerda la aplicación del acuerdo sectorial por que se desarrolla el\nconjunto planificado de medidas para la igualdad y no discriminación de las\npersonas LGTBI en el sector de grandes almacenes de fecha 16 de junio de\n2025.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">\u003Ch2 id=\"L809\">Disposición transitoria primera. Tabla de adaptación de grupos\nprofesionales de Kiabi en los grupos profesionales del Convenio Colectivo de\nGrandes Almacenes (artículo 84.2.c TRLET).\u003C\u002Fh2>\n\n\u003Cp>Durante la vigencia del convenio colectivo se mantiene el sistema de\nclasificación profesional vigente en el convenio colectivo anterior de Kiabi\n(2017-2022).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cp>En cualquier caso, la adaptación de dichos grupos profesionales, al\nconvenio colectivo de grandes almacenes es la siguiente:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Convenio Sectorial Estatal Grandes Almacenes.Grupo de Personal Base.Grupo de\nProfesionales.Grupo de Coordinadores.Grupo de Técnicos.\u003C\u002Fp>\n\n\u003Cp>Convenio Kiabi.Grupo Iniciación Profesional.Grupo de Profesionales.Grupo 3\nAdministrativos.Grupo 4 Técnicos y Coordinadores.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras encuadradas actualmente en el Grupo 5 de Kiabi\n(Mandos) pasarán automáticamente a ser Mandos dentro del Convenio Colectivo\nde Grandes Almacenes, con fecha de aplicación plena del convenio colectivo\nsectorial estatal manteniendo su actual encuadramiento hasta entonces.\u003C\u002Fp>\n\n\u003Cp>Con independencia de esta adscripción, las partes procederán a negociar a\nlo largo del ejercicio la adscripción definitiva de los puestos de trabajo de\nKiabi al sistema de clasificación profesional del convenio colectivo sectorial\nestatal de Grandes Almacenes.\u003C\u002Fp>\n\n\u003Cp>En todo caso, y con independencia de la asignación efectuada que tendrá\nlugar con fecha de 1 de enero, la empresa dispondrá de 6 meses para ajustar\nlas derivadas técnicas de esta asignación.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-flexible_work_options\">\u003Ch2 id=\"L827\">Disposición transitoria segunda. Compromiso de Kiabi con la\nConciliación de la Vida Laboral y Familiar y Flexibilidad de la Jornada.\u003C\u002Fh2>\n\n\u003Cp>De conformidad con el compromiso de Kiabi regulado en el artículo 15 de\neste convenio colectivo, aquellos centros de trabajo que por razones\norganizativas o productivas necesiten ampliar, hasta alcanzar la jornada\nmáxima anual, el porcentaje de jornada flexible acordado (10%), serán objeto,\ncon carácter previo a su puesta en marcha, del necesario análisis y\njustificación por parte de la empresa al Comité Intercentros, no superando en\nningún caso el 20%.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L833\">Disposición transitoria tercera. Adecuación salarial al\nConvenio Colectivo Sectorial Estatal de Grandes Almacenes.\u003C\u002Fh2>\n\n\u003Cp>1.A partir del 1 de enero de 2026 los Salarios Base de las personas\ntrabajadoras encuadradas de conformidad con lo previsto en la disposición\ntransitoria primera de este convenio serán los previstos en los Salarios Base\nde Grupo contenidos en el Convenio Colectivo Sectorial Estatal de Grandes\nAlmacenes.\u003C\u002Fp>\n\n\u003Cp>2.Para realizar esta adecuación la empresa dispondrá de 6 meses (hasta el\n30 de junio de 2026), en caso de no estar adaptados, con independencia de los\nefectos que tenga la fijación del salario base para el año 2026 en el\nconvenio colectivo sectorial estatal de Grandes Almacenes que se respetará en\ntodo caso.\u003C\u002Fp>\n\n\u003Cp>3.La siguiente tabla de salarios base se fija de conformidad con lo previsto\nen el convenio colectivo sectorial estatal para el ejercicio 2026, estando por\nlo tanto pendiente de en su caso actualizar con los incrementos que, en su\ncaso, se pacten en la negociación colectiva sectorial estatal.\u003C\u002Fp>\n\n\u003Cp>4.Para la adecuación salarial se seguirán los siguientes principios:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)Se procederá a integrar el conjunto de\nretribuciones fijas de las personas trabajadoras encuadradas en los Grupos\nProfesional del Convenio Colectivo de Grandes Almacenes de conformidad con lo\nprevisto en la disposición transitoria primera.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)Se procederá a rescatar de dichas cuantías el\nsalario base de grupo del Convenio Colectivo de Grandes Almacenes en el que\nresulte encuadrada cada persona trabajadora.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c)En caso de que no se alcance dicho salario base\nla empresa procederá a complementar hasta alcanzar el salario base de grupo\ndel Convenio Colectivo de Grandes Almacenes.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">d)En caso de que exista diferencia positiva a favor\nde la persona trabajadora:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">i.Se procederá a detraer para aquellas personas\ntrabajadoras que vengan percibiendo antes de la entrada en vigor de este\nconvenio el complemento personal al que hace referencia el artículo 35 del\nconvenio colectivo de Kiabi las cuantías personales acumuladas que tendrán a\ntítulo personal el incremento fijado en dicho artículo. Este complemento\nserá no compensable ni absorbible.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">ii.Aquellas personas trabajadoras que mantengan una\ndiferencia positiva a su favor entre el Salario Base anterior a esta\nreclasificación y el nuevo salario base de grupo del Convenio Colectivo\nSectorial Estatal de Grandes Almacenes pasarán a llevar dicha diferencia\nintegrada en un concepto salarial nuevo -Complemento Personal de Salario Base-\nque tendrá la naturaleza de salario base. Este complemento será no\ncompensable ni absorbible.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">iii.El resto de conceptos salariales fijos (mejoras\nvoluntarias, complementos personales, complementos de dirección, complemento\nindividual, etc.) mantendrán su actual naturaleza, siendo en su caso,\ncompensables y absorbibles con cualesquiera conceptos salariales derivados del\nconvenio colectivo de Grandes Almacenes o de cualquier otra norma legal que\nresulte de aplicación.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"CBA_MNCOMPA_1":42,"JOBTITLE_trigger":46,"jobclassifaction1":50,"SOCSEC_trigger":54,"disabilityfund":58,"contracttrial":62,"contracttrialperiod":66,"contracttrialtxt":70,"disabilitypay":72,"healthinsurance":74,"healthandsafetypolicy":78,"protectiveclothing":82,"WORKFAM_trigger":86,"paidmaternityleave":90,"paidmaternityleaveduration":94,"paidmaternityleaveall":98,"paidmaternityleavepay":100,"paidmaternityleavepayperc":102,"jobsecuritymothers":104,"pregnancy":108,"breastfeeding_dangerouswork":112,"alternatives":115,"timeoff":117,"childcare":121,"childcareleave":125,"deathrelativesleave":127,"marriageleave":131,"nursingmothers":135,"maternity_nursing_breaks_duration":139,"maternity_nursing_breaks_length":143,"breastfeeding_workingtime":145,"GENEQ_trigger":147,"discrimination":151,"sexualhar":155,"violence":159,"WORKHOURS_trigger":163,"hourspyear":166,"PAIDLEAV_trigger":170,"holidaysdays":173,"holidaysweeks":177,"schedulesrestpw":179,"SUNDAYwork_trigger":183,"TRADEUNLEAV_trigger":187,"WAGES_trigger":191,"WAGES_determined":194,"eqpay":198,"gender":202,"flexible_work_options":205,"NOCTPREM_trigger":209,"STRUCINCR_trigger":213,"ONCERISE_trigger":217,"ONCERISE2_trigger":221,"SENIOR_trigger":225},{"bindId":43,"name":44,"text":45},"CBA_MNCOMPA_1","El presente convenio colectivo será el a","El presente convenio colectivo será el aplicable a todas las personas\ntrabajadoras de la empresa Kiabi España KSCE, SA (nombre comercial Kiabi), con\nindependencia de cuál sea su centro de trabajo dentro del territorio\nnacional.",{"bindId":47,"name":48,"text":49},"JOBTITLE_trigger","Disposición transitoria primera. Tabla d","Disposición transitoria primera. Tabla de adaptación de grupos\nprofesionales de Kiabi en los grupos profesionales del Convenio Colectivo de\nGrandes Almacenes (artículo 84.2.c TRLET).\n\nDurante la vigencia del convenio colectivo se mantiene el sistema de\nclasificación profesional vigente en el convenio colectivo anterior de Kiabi\n(2017-2022).\n\nEn cualquier caso, la adaptación de dichos grupos profesionales, al\nconvenio colectivo de grandes almacenes es la siguiente:\n\nConvenio Sectorial Estatal Grandes Almacenes.Grupo de Personal Base.Grupo de\nProfesionales.Grupo de Coordinadores.Grupo de Técnicos.\n\nConvenio Kiabi.Grupo Iniciación Profesional.Grupo de Profesionales.Grupo 3\nAdministrativos.Grupo 4 Técnicos y Coordinadores.\n\nLas personas trabajadoras encuadradas actualmente en el Grupo 5 de Kiabi\n(Mandos) pasarán automáticamente a ser Mandos dentro del Convenio Colectivo\nde Grandes Almacenes, con fecha de aplicación plena del convenio colectivo\nsectorial estatal manteniendo su actual encuadramiento hasta entonces.\n\nCon independencia de esta adscripción, las partes procederán a negociar a\nlo largo del ejercicio la adscripción definitiva de los puestos de trabajo de\nKiabi al sistema de clasificación profesional del convenio colectivo sectorial\nestatal de Grandes Almacenes.\n\nEn todo caso, y con independencia de la asignación efectuada que tendrá\nlugar con fecha de 1 de enero, la empresa dispondrá de 6 meses para ajustar\nlas derivadas técnicas de esta asignación.",{"bindId":51,"name":52,"text":53},"jobclassifaction1","En cualquier caso, la adaptación de dich","En cualquier caso, la adaptación de dichos grupos profesionales, al\nconvenio colectivo de grandes almacenes es la siguiente:",{"bindId":55,"name":56,"text":57},"SOCSEC_trigger","Artículo 38. Seguro de vida. La empresa ","Artículo 38. Seguro de vida.\n\nLa empresa se obliga a concertar un seguro de vida e incapacidad permanente\ny absoluta para todo trabajo y gran incapacidad, para las personas trabajadoras\nafectados\u002Fas por el presente convenio, por un importe equivalente al salario\nfijo bruto anual de cada empleado\u002Fa, con un mínimo de 24.000 euros, durante\ntoda la vigencia del convenio. La empresa facilitará al inicio de cada año\ncopia de la póliza individual del segur",{"bindId":59,"name":60,"text":61},"disabilityfund","Artículo 13. Personal con discapacidad. ","Artículo 13. Personal con discapacidad.\n\nEl personal con declaración de incapacidad permanente parcial sobrevenida\nque le inhabilite para el desarrollo de su trabajo habitual, recibirá por\nparte de la empresa una adaptación de su puesto de trabajo adecuada a su\nincapacidad, respetándole el salario que tuviese acreditado antes de dicha\nsituación.",{"bindId":63,"name":64,"text":65},"contracttrial","Artículo 7. Período de prueba. En el ing","Artículo 7. Período de prueba.\n\nEn el ingreso de las personas trabajadoras, podrá concertarse por escrito\nun periodo de prueba en los contratos de trabajo, que en todo caso será el\ncorrespondiente con el establecido en el artículo 5 del Convenio Colectivo\nSectorial Estatal de Grandes Almacenes.",{"bindId":67,"name":68,"text":69},"contracttrialperiod","En el ingreso de las personas trabajador","En el ingreso de las personas trabajadoras, podrá concertarse por escrito\nun periodo de prueba en los contratos de trabajo, que en todo caso será el\ncorrespondiente con el establecido en el artículo 5 del Convenio Colectivo\nSectorial Estatal de Grandes Almacenes.",{"bindId":71,"name":68,"text":69},"contracttrialtxt",{"bindId":73,"name":60,"text":61},"disabilitypay",{"bindId":75,"name":76,"text":77},"healthinsurance","La empresa se obliga a concertar un segu","La empresa se obliga a concertar un seguro de vida e incapacidad permanente\ny absoluta para todo trabajo y gran incapacidad, para las personas trabajadoras\nafectados\u002Fas por el presente convenio, por un importe equivalente al salario\nfijo bruto anual de cada empleado\u002Fa, con un mínimo de 24.000 euros, durante\ntoda la vigencia del convenio. La empresa facilitará al inicio de cada año\ncopia de la póliza individual del ",{"bindId":79,"name":80,"text":81},"healthandsafetypolicy","CAPÍTULO VII Seguridad y salud Artículo ","CAPÍTULO VII Seguridad y salud\n\nArtículo 44. Remisión al convenio sectorial.\n\nEn esta materia se estará a lo previsto en el convenio colectivo sectorial\nestatal de Grandes Almacenes.",{"bindId":83,"name":84,"text":85},"protectiveclothing","Artículo 39. Prendas de trabajo. Con el ","Artículo 39. Prendas de trabajo.\n\nCon el convencimiento de que la imagen de los empleados\u002Fas en cuanto a un\naspecto personal cuidado y el lucimiento de vestimenta Kiabi acorde con las\ntendencias de moda son clave para garantizar el éxito, se acuerda ofrecer a\nlos empleados\u002Fas con contrato indefinido un vale de uniformidad de 150 euros\nanuales que se entregará al inicio de cada temporada por un importe de 75\neuros respectivamente, con el objetivo de proporcionar a la persona trabajadora\nprendas tanto de nueva colección como de rebajas, que les permitan un adecuado\ndesempeño de sus funciones en su centro de trabajo.\n\nEl vale de uniformidad no será compatible con el descuento de empleado\u002Fa ni\ncon las «Operaciones de Marketing».\n\nLos empleados con contrato temporal tendrán derecho a recibir dicho vale de\nuniformidad a partir del sexto mes consecutivo de trabajo.",{"bindId":87,"name":88,"text":89},"WORKFAM_trigger","Artículo 24. Cambio de servicio durante ","Artículo 24. Cambio de servicio durante el embarazo.",{"bindId":91,"name":92,"text":93},"paidmaternityleave","4.Suspensión del contrato por nacimiento","4.Suspensión del contrato por nacimiento o adopción y de guarda\ncon fines de adopción o acogimiento permanente.",{"bindId":95,"name":96,"text":97},"paidmaternityleaveduration","En el supuesto de nacimiento, que compre","En el supuesto de nacimiento, que comprende el parto y el cuidado de menor,,\nsuspenderá el contrato de trabajo de la madre biológica y el del progenitor\ndistinto de la madre biológica durante diecinueve semanas, de las cuales\nserán obligatorias las seis semanas ininterrumpidas inmediatamente posteriores\nal parto, que habrán de disfrutarse según jornada de contrato de trabajo,\npara el cumplimiento de los deberes de cuidado previstos en el artículo 68 del\nCódigo Civil.",{"bindId":99,"name":92,"text":93},"paidmaternityleaveall",{"bindId":101,"name":92,"text":93},"paidmaternityleavepay",{"bindId":103,"name":96,"text":97},"paidmaternityleavepayperc",{"bindId":105,"name":106,"text":107},"jobsecuritymothers","Si al finalizar la misma la persona trab","Si al finalizar la misma la persona trabajadora desease reincorporarse a la\nempresa y no existiese vacante en su categoría y sí en una inferior, podrá\noptar a dicha vacante con las condiciones de esta nueva categoría, para poder\nacceder a la suya en el momento que se produzca la primera posibilidad. En caso\nde que no existiese ninguna vacante ni en una categoría inferior, la persona\ntrabajadora quedará en situación de derecho expectante.\n\nEl personal acogido a una excedencia voluntaria no podrá optar a una nueva\nhasta transcurrido cuatro años de trabajo efectivo, después de agotada la\nanterior.",{"bindId":109,"name":110,"text":111},"pregnancy","Cuando el desempeño del trabajo habitual","Cuando el desempeño del trabajo habitual resulte penoso para la mujer\nembarazada, la empresa facilitará el cambio a otro puesto de trabajo o\nadaptará este dentro de su categoría profesional y siempre que sea posible,\ndentro del mismo turno habitual.",{"bindId":113,"name":88,"text":114},"breastfeeding_dangerouswork","Artículo 24. Cambio de servicio durante el embarazo.\n\nCuando el desempeño del trabajo habitual resulte penoso para la mujer\nembarazada, la empresa facilitará el cambio a otro puesto de trabajo o\nadaptará este dentro de su categoría profesional y siempre que sea posible,\ndentro del mismo turno habitual.",{"bindId":116,"name":88,"text":114},"alternatives",{"bindId":118,"name":119,"text":120},"timeoff","b)Por el tiempo indispensable, y hasta 2","b)Por el tiempo indispensable, y hasta 20 horas al año para acompañar a la\nmadre, para la realización de exámenes prenatales y técnicas de preparación\nal parto que deban ",{"bindId":122,"name":123,"text":124},"childcare","b)Cinco días por accidente o enfermedad ","b)Cinco días por accidente o enfermedad graves, hospitalización o\nintervención quirúrgica sin hospitalización que precise reposo domiciliario\ndel cónyuge, pareja de hecho o parientes hasta el segundo grado por\nconsanguinidad o afinidad, incluido el familiar consanguíneo de la pareja de\nhecho, así como de cualquier otra persona distinta de las anteriores, que\nconviva con la persona trabajadora en el mismo domicilio y que requiera el\ncuidado efectivo de aquella.",{"bindId":126,"name":123,"text":124},"childcareleave",{"bindId":128,"name":129,"text":130},"deathrelativesleave","b bis) Dos días por el fallecimiento del","b bis) Dos días por el fallecimiento del cónyuge, pareja de hecho o\nparientes hasta el segundo grado de consanguinidad o afinidad. Cuando con tal\nmotivo la persona trabajadora necesite hacer un desplazamiento al efecto, el\nplazo se ampliará en dos días.",{"bindId":132,"name":133,"text":134},"marriageleave","a)Quince días naturales en caso de matri","a)Quince días naturales en caso de matrimonio o registro de pareja de\nhecho.",{"bindId":136,"name":137,"text":138},"nursingmothers","1.Cuidado del lactante. El permiso por l","1.Cuidado del lactante.\n\nEl permiso por lactancia se regulará según lo establecido en el artículo\n37.4 ET. Las personas trabajadoras, por lactancia de un hijo\u002Fa menor de nueve\nmeses (derivado de casos de nacimiento, adopción, guarda con fines de\nadopción o acogimiento) tendrán derecho a una hora de ausencia del trabajo,\nque podrán dividir en dos fracciones. La persona trabajadora, por su voluntad,\npodrá sustituir este derecho por una reducción de su jornada en media hora\ncon la misma finalidad.\n\nLa reducción de jornada contemplada en este apartado constituye un derecho\nindividual de las personas trabajadoras sin que pueda transferirse su ejercicio\nal\u002Fa la otro\u002Fa progenitor\u002Fa, adoptante, guardador\u002Fa o acogedor\u002Fa. No obstante,\nsi dos personas trabajadoras de la misma empresa ejercen este derecho por el\nmismo sujeto causante, la dirección empresarial podrá limitar su ejercicio\nsimultáneo por razones justificadas de funcionamiento de la empresa, que\ndeberá comunicar por escrito.\n\nCuando ambos progenitores, adoptantes, guardadores o acogedores ejerzan este\nderecho con la misma duración y régimen, el periodo de disfrute podrá\nextenderse hasta que el lactante cumpla doce meses, con reducción proporcional\ndel salario a partir del cumplimiento de los nueve meses.\n\nLas personas trabajadoras podrán optar por acumular el disfrute de este\nderecho de reducción de jornada por lactancia, en quince días naturales,\nuniéndolo al periodo de baja por maternidad.\n\nEn el caso de parto, adopción, guarda con fines de adopción o acogimiento\nmúltiples, las personas trabajadoras podrán disfrutar del derecho contenido\nen el párrafo anterior por cada uno de los hijos\u002Fas.",{"bindId":140,"name":141,"text":142},"maternity_nursing_breaks_duration","El permiso por lactancia se regulará seg","El permiso por lactancia se regulará según lo establecido en el artículo\n37.4 ET. Las personas trabajadoras, por lactancia de un hijo\u002Fa menor de nueve\nmeses (derivado de casos de nacimiento, adopción, guarda con fines de\nadopción o acogimiento) tendrán derecho a una hora de ausencia del trabajo,\nque podrán dividir en dos fracciones. La persona trabajadora, por su voluntad,\npodrá sustituir este derecho por una reducción de su jornada en media hora\ncon la misma finalidad.",{"bindId":144,"name":141,"text":142},"maternity_nursing_breaks_length",{"bindId":146,"name":141,"text":142},"breastfeeding_workingtime",{"bindId":148,"name":149,"text":150},"GENEQ_trigger","CAPÍTULO XII Plan de Igualdad de oportun","CAPÍTULO XII Plan de Igualdad de oportunidades entre mujeres y\nhombres",{"bindId":152,"name":153,"text":154},"discrimination","Se acuerda la aplicación del acuerdo sec","Se acuerda la aplicación del acuerdo sectorial por que se desarrolla el\nconjunto planificado de medidas para la igualdad y no discriminación de las\npersonas LGTBI en el sector de grandes almacenes de fecha 16 de junio de\n2025.",{"bindId":156,"name":157,"text":158},"sexualhar","CAPÍTULO XI Acuerdo para la prevención y","CAPÍTULO XI Acuerdo para la prevención y tratamiento de las\nsituaciones de acoso moral y sexual",{"bindId":160,"name":161,"text":162},"violence","CAPÍTULO X Personas trabajadoras víctima","CAPÍTULO X Personas trabajadoras víctimas de violencia de\ngénero\n\nArtículo 51. Remisión al convenio sectorial.\n\nEn esta materia se estará a lo previsto en el convenio colectivo sectorial\nestatal de Grandes Almacenes y al Plan de Igualdad de Kiabi.",{"bindId":164,"name":165,"text":165},"WORKHOURS_trigger","CAPÍTULO IV Tiempo de trabajo",{"bindId":167,"name":168,"text":169},"hourspyear","La jornada máxima laboral anual será de ","La jornada máxima laboral anual será de 1.770 horas de trabajo efectivo,\ndistribuyéndose la misma conforme a lo dispuesto en el artículo siguiente.",{"bindId":171,"name":172,"text":172},"PAIDLEAV_trigger","Artículo 23. Vacaciones.",{"bindId":174,"name":175,"text":176},"holidaysdays","Las personas trabajadoras afectadas por ","Las personas trabajadoras afectadas por el presente convenio disfrutarán de\n32 días naturales de vacaciones al año.",{"bindId":178,"name":175,"text":176},"holidaysweeks",{"bindId":180,"name":181,"text":182},"schedulesrestpw","Se garantiza en todo caso un descanso se","Se garantiza en todo caso un descanso semanal de dos días que podrán ser\nno consecutivos.",{"bindId":184,"name":185,"text":186},"SUNDAYwork_trigger","II.No realizar más de 12 sábados o domin","II.No realizar más de 12 sábados o domingos en turno partido.",{"bindId":188,"name":189,"text":190},"TRADEUNLEAV_trigger","e)Para realizar funciones sindicales o d","e)Para realizar funciones sindicales o de representación del personal en\nlos términos establecidos legal o convencionalmente.",{"bindId":192,"name":193,"text":193},"WAGES_trigger","CAPÍTULO V Salario",{"bindId":195,"name":196,"text":197},"WAGES_determined","Artículo 32. Estructura salarial y el re","Artículo 32. Estructura salarial y el registro salarial.\n\n1.Las retribuciones de las personas trabajadoras incluidos en el ámbito de\naplicación del presente convenio, estarán distribuidas en su caso entre el\nsalario base de Grupo y los complementos del mismo.\n\nSe entiende por salario base de grupo el correspondiente a la persona\ntrabajadora en función de su pertenencia a uno de los grupos profesionales\ndescritos en el presente convenio.\n\nEn todo caso y de conformidad con lo establecido en el artículo 84 del\nEstatuto de los Trabajadores los salarios base de Kiabi serán los establecidos\nen el convenio colectivo sectorial estatal de Grandes Almacenes, todo ello de\nconformidad con lo establecido en la disposición transitoria tercera, de\nadecuación de los grupos del convenio colectivo de Kiabi al convenio colectivo\nsectorial estatal.",{"bindId":199,"name":200,"text":201},"eqpay","Cuando el promedio de las retribuciones ","Cuando el promedio de las retribuciones a las personas trabajadoras de un\nsexo sea superior a los del otro en un veinticinco por ciento o más, tomando\nel conjunto de la masa salarial o la media de las percepciones satisfechas, la\nempresa deberá incluir en el Registro salarial una justificación de que dicha\ndiferencia responde a motivos no relacionados con el sexo de las personas\ntrabajadoras.\n\nAsí mismo, las partes estarán obligadas a elaborar un plan de igualdad,\ndeberán incluir en el mismo, una auditoría retributiva, según los términos\nfijados en el RD 902\u002F2020. ",{"bindId":203,"name":200,"text":204},"gender","Cuando el promedio de las retribuciones a las personas trabajadoras de un\nsexo sea superior a los del otro en un veinticinco por ciento o más, tomando\nel conjunto de la masa salarial o la media de las percepciones satisfechas, la\nempresa deberá incluir en el Registro salarial una justificación de que dicha\ndiferencia responde a motivos no relacionados con el sexo de las personas\ntrabajadoras.",{"bindId":206,"name":207,"text":208},"flexible_work_options","Disposición transitoria segunda. Comprom","Disposición transitoria segunda. Compromiso de Kiabi con la\nConciliación de la Vida Laboral y Familiar y Flexibilidad de la Jornada.\n\nDe conformidad con el compromiso de Kiabi regulado en el artículo 15 de\neste convenio colectivo, aquellos centros de trabajo que por razones\norganizativas o productivas necesiten ampliar, hasta alcanzar la jornada\nmáxima anual, el porcentaje de jornada flexible acordado (10%), serán objeto,\ncon carácter previo a su puesta en marcha, del necesario análisis y\njustificación por parte de la empresa al Comité Intercentros, no superando en\nningún caso el 20%.",{"bindId":210,"name":211,"text":212},"NOCTPREM_trigger","Artículo 21. Nocturnidad. Se consideran ","Artículo 21. Nocturnidad.\n\nSe consideran horas nocturnas las horas realizadas entre las 22:00 y las\n6:00.\n\nTendrán una compensación económica del 25 % sobre la retribución de la\nhora ordinaria.",{"bindId":214,"name":215,"text":216},"STRUCINCR_trigger","Artículo 35. Complemento personal. El co","Artículo 35. Complemento personal.\n\nEl complemento personal regulado en el artículo 35 del anterior convenio\ncolectivo de Kiabi se mantendrá a título personal para las personas\ntrabajadoras incluidas en el antiguo Grupo I y Grupo II que lo viniesen\npercibiendo a fecha 31 de diciembre de 2025 y tendrá el carácter de no\ncompensable ni absorbible, incrementándose en un 1% anual a partir del 1 de\nenero de 2026.",{"bindId":218,"name":219,"text":220},"ONCERISE_trigger","Artículo 34. Gratificaciones extraordina","Artículo 34. Gratificaciones extraordinarias.\n\nEl sistema de pagas extraordinarias será el establecido en el artículo 21\ndel convenio colectivo de Grandes Almacenes.\n\nA tal efecto las retribuciones fijas de las personas trabajadoras se\ndividirán en las 16 pagas a las que hace referencia dicho artículo y en todo\ncaso se prorratearán en los 12 pagos correspondientes con los 12 meses del\naño.",{"bindId":222,"name":223,"text":224},"ONCERISE2_trigger","A tal efecto las retribuciones fijas de ","A tal efecto las retribuciones fijas de las personas trabajadoras se\ndividirán en las 16 pagas a las que hace referencia dicho artículo y en todo\ncaso se prorratearán en los 12 pagos correspondientes con los 12 meses del\naño.",{"bindId":226,"name":227,"text":228},"SENIOR_trigger","Artículo 33. Complemento de antigüedad (","Artículo 33. Complemento de antigüedad (artículo 17 del\nconvenio colectivo sectorial estatal).\n\nHabida cuenta de la aplicación, y de lo pactado en el anterior convenio de\nKIABI, las partes acordaron que, la antigüedad contemplada en el artículo 17\ndel convenio colectivo sectorial estatal de Grandes Almacenes comience a\ndevengarse, en todo caso, a partir del 1 de enero de 2023. Las partes acuerdan\nmantener las condiciones establecidas para el devengo del complemento de\nantigüedad hasta el 31 de diciembre del año 2026.","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>Convenio colectivo de Kiabi España KSCE, SA. 2026 - 2026\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2026-01-01\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">Fecha de término: → 2026-12-31\u003C\u002Fdiv>\n \n \n\n \u003C!-- TODO: previous CBA logic -->\n \u003C!-- TODO: status logic -->\n\n \n \u003Cdiv id=\"display-cbaratified\">Ratificado por: → Ministry\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-cbaactorratified\">\n Ratificado en: → 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: → Comercio al por menor\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-NACE2004\">\n Nombre de la industria: → Comercio al por menor de prendas de vestir en establecimientos especializados  , Almacenes, supermercados, Comercio al por menor de calzado y artículos de cuero\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-FIRMPRI\">\n Sector público o privado: → En el sector privado\n \u003C\u002Fdiv>\n \n \u003Cdiv>Concluido por:\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n \n \n \u003Cdiv>\n Nombre de la compañía: → \n \n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \n\n \n\n \u003Cdiv id=\"display-casignemployees\">\n Nombre otras firmas por lado de los trabajadores: → comité intercentros\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section social-security-pensions\">\n \u003Ch3 id=\"display-SOCSEC_trigger\">SEGURIDAD SOCIAL Y PENSIONES\u003C\u002Fh3>\n \u003Cdiv id=\"display-pensionfund\">El empleador contribuye al fondo de pensión del trabajador: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-disabilityfund\">El empleador contribuye al fondo para discapacidad del trabajador: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-unemploymentfund\">El empleador contribuye al fondo de desempleo del trabajador: → No\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv class=\"section sickness-disability\">\n \u003Ch3 id=\"display-SICDIS_trigger\">ENFERMEDAD E INCAPACIDAD\u003C\u002Fh3>\n\n \n\n \n\n \n\n \n \n \u003Cdiv id=\"display-longtermillness\">Disposiciones relativas a volver al trabajo después de larga enfermedad, por ejemplo, tratamiento para el cáncer → No\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-menstruationleave\">Licencia pagada por menstruación → No\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-disabilitypay\">Indemnización en caso de incapacidad por accidente de trabajo: → Sí\u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n\n\n \u003Cdiv class=\"section health-medical-assistence\">\n \u003Ch3 id=\"display-SICDIS_trigger\">SALUD Y SEGURIDAD Y ASISTENCIA MÉDICA\u003C\u002Fh3>\n \u003Cdiv id=\"display-healthcareaccess\">Asistencia médica acordada: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthcareaccessrelatives\">Asistencia médica para familiares acordada: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurance\">Contribución acordada para seguro médico: → 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: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-protectiveclothing\">Vestuario protector facilitado → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-hivpolicy\">Chequeo médico regular o anual o visitas proporcionadas por el empleador → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-monitoring\">Seguimiento de los riesgos musculo-esqueléticos de las estaciones de trabajo, riego profesional y\u002Fo relación entre trebajo y salud → Insufficient data\u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpay\">Apoyo para funeral: → No\u003C\u002Fdiv>\n \n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section work-family-arrangements\">\n \u003Ch3 id=\"display-WORKFAM_trigger\">ACUERDOS SOBRE FAMILIA Y TRABAJO\u003C\u002Fh3>\n\n \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 The CBA explicitly refers to the law % de salario básico\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-jobsecuritymothers\">Estabilidad laboral tras la licencia de maternidad: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-maternitydiscrimination\">Prohibición de discriminación relacionada con la maternidad → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibición de obligar a las embarazadas o trabajadoras en lactancia materna para desarrollar trabajos peligrosos o poco saludables → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-riskassessment\">Evaluación de riesgos sobre salud y seguridad de las embarazdas o madres con lactancia → No\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 \n \u003Cdiv id=\"display-deathrelativesleave\">\n Duración del permiso retibuido en caso de muerte de un pariente: → 2 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: → No\u003C\u002Fdiv> \n \u003Cdiv id=\"display-eqtraining\">Igualdad de oportunidades de formación y reciclaje para las mujeres: → No\u003C\u002Fdiv> \n \u003Cdiv id=\"display-eqofficer\">Dirigente sindical de igualdad de género en el lugar de trabajo? → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-sexualhar\">Cláusulas sobre acoso sexual en el trabajo: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-violence\">Cláusulas sobre violencia en el trabajo: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-violenceleave\">Permiso especial para trabajadoras\u002Fes sujetas o violencia doméstica o de la pareja: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-support_disabilities\">Apoyo a mujeres trabajadoras con discapacidades: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-equalitymonitoring\">Monitoreo de la igualdad de género → No\u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n \n\n \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: → Not specified 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: → 1770.0\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-holidaysdays\">\n Licencia anual pagada: → 21.0 días\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysweeks\">\n Licencia anual pagada: → 3.0 semanas\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-schedulesrestpw\"> Periodos acordados de descansos semanales: → Sí\u003C\u002Fdiv>\n\n \n \n \n \n \u003Cdiv id=\"display-tradeunleavdays\">\n Permiso pagado para actividades sindicales: →  días\n \u003C\u002Fdiv>\n \n \n \n \u003Cdiv id=\"display-FLEXWORK_trigger\"> Disposiciones sobre horarios de trabajo flexible: → Sí\n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section wages\">\n \u003Ch3 id=\"display-WAGES_trigger\">SALARIOS\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-PAYSCALES_trigger\">\n Salarios determinados por medio de escalas de pago: → No\n \u003C\u002Fdiv>\n\n \n\n\n \n \n\n \n\n \n\n \u003Cdiv id=\"display-COSTLIV_trigger\">Ajuste por aumento de costo de vida: → \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-STRUCINCR_trigger\">Incremento salarial:\u003C\u002Fh4>\n \u003Cdiv id=\"display-wageincreaseperc1\">\n Incremento salarial: → 1.0 %\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-wageincreasedate_date\">\n Incremento salarial inicia: → 2026-01\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-ONCERISE_trigger\">Pago extra único:\u003C\u002Fh4>\n \n \n \u003Cdiv id=\"display-extrapayfirmperformance\">Pago extra único por desempeño de la compañía: → No\u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-NOCTPREM_trigger\">Prima por trabajo vespertino o nocturno:\u003C\u002Fh4>\n \u003Cdiv id=\"display-shiftallowanceperc1\">\n Prima por trabajo vespertino o nocturno: → 125 % de salario básico\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-shiftallowancetype1\">Prima por trabajo nocturno únicamente: → Sí\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n\n \n\n \n\n \n\n \n\n \u003Cdiv>\n \u003Ch4 id=\"display-SENIOR_trigger\">Prima por antigüedad:\u003C\u002Fh4>\n\n \n\n \n\n \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",[234],{"title":35,"slug":31},[236],{"type":237,"data":238},"call_to_action_body_block",{"title":239,"description":240,"variant":241,"link":242},"Compare los convenios colectivos","Compara los artículos de los Convenios Colectivos de España entre los diferentes sectores, temas y 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