[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002Fconvenio-colectivo-de-la-empresa-durr-systems-spain-sau-2025-2029":3,"menu:\u002Fes-es:":268,"sites:htmlblocks":440,"subsites":1909,"cite-subsites":5576,"footer:root":6063,"suggested:root":6162,"cite-footer:root":6166},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":248,"content_type_view":249,"extra_breadcrumbs":250,"body":252,"body_blocks":263,"related_pages":267},2847,"convenios-colectivos","Convenios colectivos",null,"","\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos","collective_agreements.collectiveagreementoverview","es_ES","2025-08-08T17:47:04.385920+00:00","2026-04-02T11:07:14.053883+00:00","\u002Fcms\u002Fpages\u002F2847\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"España","es-es",{"title":20,"slug":21},"Trabajo en España","trabajo-en-espana",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002F","index, follow","website","summary_large_image","2025-08-08T19:47:04.385920+02:00","2026-04-02T13:07:14.207228+02:00",{"cba":32,"clauses":43,"details":246,"translations":247},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"convenio-colectivo-de-la-empresa-durr-systems-spain-sau-2025-2029","d84f99ae-52c7-11f1-b6e7-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fspain\u002Fconvenio-colectivo-de-la-empresa-durr-systems-spain-sau-2025-2029\u002Fconvenio-colectivo-de-la-empresa-durr-systems-spain-sau-2025-2029\u002F","Convenio colectivo de la empresa Dürr Systems Spain, SAU 2025-2029","ESP Durr Systems Spain SA - 2025","Spain - ESP Durr Systems Spain SA - 2025","ESP Durr Systems Spain SA - 2025 - Industria manufacturera",{"name":41,"data":42},"Convenio colectivo Dürr Systems Spain, SAU_2025.html","\n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New29\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\n\u003Cdiv class=\"toc\">\n\u003Cul>\n  \u003Cli>\u003Ca href=\"#L1127\">Disposición adicional primera. Fomento de igualdad de\n    oportunidades.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1131\">Disposición adicional segunda. Procedimiento de\n    resolución de conflictos. PRECO.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1139\">Disposición adicional tercera. Comisión\n  paritaria.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1149\">ANEXO I\u003C\u002Fa>\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cul>\n  \u003Cli>\u003Ca href=\"#L45\">Artículo 1. Ámbito territorial, funcional y\n  personal.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L49\">Artículo 2. Vigencia y duración.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L61\">Artículo 3. Absorción y Compensación.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L65\">Artículo 4. Jornada de trabajo.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L77\">Artículo 5. Calendarios y horarios de trabajo.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L87\">Artículo 6. Vacaciones.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L145\">Artículo 7. Horas extraordinarias.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L167\">Artículo 8. Trabajo nocturno.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L191\">Artículo 9. Compensación salarial en situación de\n    IT.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L195\">Artículo 10. Licencias.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L297\">Artículo 11. Excedencias.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L309\">Artículo 12. Otras excedencias.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L323\">Artículo 13. Retribuciones salariales.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L349\">Artículo 14. Revisiones salariales.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L355\">Artículo 15. Compensación por gastos.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L367\">Artículo 16. Publicación de ofertas de empleo\n    internas.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L373\">Artículo 17. Gratificaciones extraordinarias.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L379\">Artículo 18. Salidas, Dietas y Viajes.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L471\">Artículo 19. Pago de nóminas.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L475\">Artículo 20. Grupo profesional.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L499\">Artículo 21. Fomento de igualdad de oportunidades en la\n    contratación. Prohibición de discriminación en razón de sexo o\n  edad.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L515\">Artículo 22. Promoción del teletrabajo.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L521\">Artículo 23. Nuevas tecnologías en el trabajo.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L527\">Artículo 24. Período de Prueba.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L533\">Artículo 25. Ceses.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L547\">Artículo 26. Finiquitos.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L551\">Artículo 27. Contratos Eventuales.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L581\">Artículo 28. Contratos formativos para la obtención de\n    la práctica profesional.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1813\">Artículo 29. Empresas de Trabajo Temporal. Contratos de\n    puesta a disposición.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L607\">Artículo 30. Subcontratación de Obras y\n  Servicios.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L621\">Artículo 31. Código de Conducta Laboral.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L759\">Artículo 32. Seguridad y Salud Laboral.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L831\">Artículo 33. Vigilancia de la Salud.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L857\">Artículo 34. Personal con capacidad disminuida.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L861\">Artículo 35. Mujer embarazada.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L869\">Artículo 36. Modificación sustancial de condiciones de\n    trabajo y movilidad geográfica.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L881\">Artículo 37. Constitución Sección Sindical.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L885\">Artículo 38. Garantías Sección Sindical.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L923\">Artículo 39. Horas retribuidas Sección\n  Sindical.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L937\">Artículo 40. Excedencias Sección Sindical.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L941\">Artículo 41. Reuniones Trimestrales Sección\n    Sindical.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L945\">Artículo 42. No discriminación (Garantías\n    Sindicales).\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L955\">Artículo 43. Número y composición, Representantes\n    Legales de los Trabajadores.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L967\">Artículo 44. Horas retribuidas, Representantes Legales\n    de los Trabajadores.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L999\">Artículo 45. Funciones, Representantes Legales de los\n    Trabajadores.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1041\">Artículo 47. Planificación de la plantilla.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1045\">Artículo 48. Jubilación obligatoria.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1053\">Artículo 49. Información sobre medidas\n    disciplinarias.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1057\">Artículo 50. Garantías comunes de los Representantes\n    Legales de los Trabajadores.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1081\">Artículo 51. Normas para el ejercicio de la Acción\n    Sindical, comunes para Comités de Empresa y Secciones Sindicales.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1095\">Artículo 52. Asambleas.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1115\">Artículo 53. Formación Profesional.\u003C\u002Fa>\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cul>\n  \u003Cli>\u003Ca href=\"#L1127\">Disposición adicional primera. Fomento de igualdad de\n    oportunidades.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1131\">Disposición adicional segunda. Procedimiento de\n    resolución de conflictos. PRECO.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1139\">Disposición adicional tercera. Comisión\n  paritaria.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1149\">ANEXO I\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>13128 Resolución de 30 de mayo de 2025, de la Dirección General de\nTrabajo, por la que se registra y publica el Convenio colectivo de Dürr\nSystems Spain, SAU.\u003C\u002Fp>\n\n\u003Cp>Visto el texto del Convenio colectivo de la empresa Dürr Systems Spain, SAU\n(código de convenio n.° 90100261012016), que fue suscrito con fecha 17 de\ndiciembre de 2024, de una parte por las personas designadas por la Dirección\nde la empresa, en representación de la misma, y de otra por los delegados de\npersonal y comités de empresa, en representación de los trabajadores\nafectados, y que ha sido definitivamente subsanado en fecha 28 de mayo de 2025,\ny de conformidad con lo dispuesto en el artículo 90, apartados 2 y 3, de la\nLey del Estatuto de los Trabajadores, texto refundido aprobado por el Real\nDecreto Legislativo 2\u002F2015, de 23 de octubre (BOE de 24 de octubre), y en el\nReal Decreto 713\u002F2010, de 28 de mayo, sobre registro y depósito de convenios\ncolectivos, acuerdos colectivos de trabajo y planes de igualdad,\u003C\u002Fp>\n\n\u003Cp>Esta Dirección General de Trabajo resuelve:\u003C\u002Fp>\n\n\u003Cp>Primero.\u003C\u002Fp>\n\n\u003Cp>Ordenar la inscripción del citado convenio colectivo en el correspondiente\nRegistro de convenios colectivos, acuerdos colectivos de trabajo y planes de\nigualdad con funcionamiento a través de medios electrónicos de este Centro\nDirectivo, con notificación a la Comisión Negociadora.\u003C\u002Fp>\n\n\u003Cp>Segundo.\u003C\u002Fp>\n\n\u003Cp>Disponer su publicación en el «Boletín Oficial del Estado».\u003C\u002Fp>\n\n\u003Cp>Madrid, 30 de mayo de 2025.-La Directora General de Trabajo, María Nieves\nGonzález García.\u003C\u002Fp>\n\n\u003Cp>ANEXO\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MNE_1\">\u003Ch1>Convenio colectivo Dürr Systems Spain, SAU\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L45\">Artículo 1. Ámbito territorial, funcional y personal.\u003C\u002Fh3>\n\n\u003Cp>Este convenio colectivo afectará a la plantilla de la empresa «Dürr\nSystems Spain, SAU», de los centros de trabajo de San Sebastián, Viladecans y\nMadrid. Excluido el personal de Alta Dirección.\u003C\u002Fp>\n\n\u003Ch3 id=\"L49\">Artículo 2. Vigencia y duración.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio, exceptuando las revisiones salariales y de\ncompensación de gastos, que se tendrán que acordar anualmente, tendrá una\nvigencia de cinco años. Entrará en vigor a todos los efectos a partir del 1\nde enero de 2025 finalizando el 31 de diciembre del año 2029.\u003C\u002Fp>\n\n\u003Cp>Este convenio se dará por denunciado expresamente el próximo 30 de junio\nde 2029, esto es, seis meses antes de su vencimiento, comprometiéndose las\npartes a constituir la comisión negociadora antes del 31 de julio, e iniciar\nla negociación del nuevo convenio en el plazo de treinta días desde la\nconstitución de la comisión negociadora. \u003C\u002Fp>\n\n\u003Cp>Se acuerda expresamente, que una vez denunciado y concluida la duración\npactada, se mantendrá la vigencia del convenio hasta la suscripción por ambas\npartes de otro que lo sustituya, y como plazo máximo, durante un año (es\ndecir, hasta el 31 de diciembre de 2030).\u003C\u002Fp>\n\n\u003Cp>Transcurrido el periodo de un año de ultraactividad previsto, y en el caso\nde no se hubiera alcanzado acuerdo para la firma de nuevo convenio, las partes\nfirmantes manifiestan su voluntad expresa de continuar las negociaciones de\nbuena fe, en el plazo improrrogable de un mes, con el objetivo de alcanzar un\nnuevo acuerdo.\u003C\u002Fp>\n\n\u003Cp>Por aplicación de lo previsto en el artículo 86.4 del Estatuto de los\nTrabajadores, transcurrido un año desde la denuncia del convenio colectivo sin\nque se haya acordado un nuevo convenio, las partes deberán someterse a los\nprocedimientos de mediación regulados en los acuerdos interprofesionales de\námbito estatal previstos en el artículo 83, para solventar de manera efectiva\nlas discrepancias existentes.\u003C\u002Fp>\n\n\u003Ch3 id=\"L61\">Artículo 3. Absorción y Compensación.\u003C\u002Fh3>\n\n\u003Cp>Las condiciones económicas y de jornada fijadas en el presente convenio son\nabsorbibles y compensables con las mejoras de toda clase que existan con\nanterioridad, salvo las excepciones que expresamente se determinan en este\nconvenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L65\">Artículo 4. Jornada de trabajo.\u003C\u002Fh3>\n\n\u003Cp>El número máximo de horas de trabajo efectivo, en cómputo anual, para los\naños de vigencia del presente convenio será la siguiente:\u003C\u002Fp>\n\n\u003Cp>Jornada anual.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspyear\">Las horas efectivas de trabajo serán 1.695 horas. No obstante, si durante\nla vigencia del presente convenio colectivo algún convenio colectivo de\námbito provincial aplicable establece una jornada laboral efectiva inferior,\nésta será de aplicación exclusivamente a las personas trabajadoras que se\nencuentren dentro del ámbito geográfico de dicho convenio provincial.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En cuanto a la prestación de la jornada, sea de forma continuada o partida,\npodrá tener carácter flexible. El uso de la flexibilidad en ningún caso\nalterará el cómputo anual de horas.\u003C\u002Fp>\n\n\u003Cp>Para el personal de obra\u002Fmixto, la jornada anual podrá ser prestada de\nforma flexible conforme al pacto suscrito entre la dirección de la empresa y\nla representación de los trabajadores, sin que esto suponga incremento alguno\nde la jornada partida anual.\u003C\u002Fp>\n\n\u003Ch3 id=\"L77\">Artículo 5. Calendarios y horarios de trabajo.\u003C\u002Fh3>\n\n\u003Cp>La fijación de los horarios de trabajo y los calendarios laborales será\nfacultad de la Dirección de la Empresa, previa intervención de la\nrepresentación legal del personal y delegados\u002Fas sindicales en su caso.\u003C\u002Fp>\n\n\u003Cp>La Dirección de la Empresa, en el plazo de un mes a partir de la\npublicación del Calendario Oficial para cada provincia, y previa la\nintervención a que hace referencia el párrafo anterior, señalará el\ncalendario de trabajo para todo el personal, que deberá incluir, al menos, el\ncuadro horario de la jornada de trabajo.\u003C\u002Fp>\n\n\u003Cp>Si la jornada anual sufriese modificaciones una vez fijados por la\nDirección de la Empresa los calendarios y horario de trabajo, ésta, en el\nplazo de quince días, establecerá los ajustes necesarios en los mismos.\u003C\u002Fp>\n\n\u003Cp>Si transcurrido un mes natural desde la fecha indicada en el párrafo\nsegundo no se hubiese establecido el cuadro horario y calendario laboral en los\ntérminos anteriores, por falta de iniciativa de la empresa, el personal\ntendrá facultad dentro del mes siguiente de fijar el calendario que deseen,\nrespetando el tope horario anual y siempre que no afecte al normal desarrollo\ndel negocio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L87\">Artículo 6. Vacaciones.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>Para los años de vigencia del presente convenio se retribuirán, en\nconcepto de vacaciones reglamentarias, treinta días naturales, debiendo\ndisfrutarse exclusiva y necesariamente veintidos días laborables.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>A raíz de la implantación de la digitalización de estos permisos, a\npartir del 2020 la unidad de medida de las vacaciones es en horas. La fórmula\nde conversión es de 7,61 horas por cada día de vacación.\u003C\u002Fp>\n\n\u003Cp>Para el personal de obra, mientras tenga vigencia el calendario específico\nde obra, se deberá adaptar la fórmula de conversión al horario teórico de\nobra.\u003C\u002Fp>\n\n\u003Cp>A efectos exclusivos de este artículo, los sábados no se considerarán\ncomo laborables.\u003C\u002Fp>\n\n\u003Cp>1.Devengo de días de vacaciones por antigüedad.\u003C\u002Fp>\n\n\u003Cp>En el saldo de la cuenta de días de vacaciones a disfrutar se incluirá el\nnúmero de días correspondiente devengado por las siguientes\ncircunstancias:\u003C\u002Fp>\n\n\u003Cp>a)Por cinco años de antigüedad, se incrementará en 7,61 horas la cuenta\nde vacaciones.\u003C\u002Fp>\n\n\u003Cp>b)Por diez años de antigüedad, se incrementará en 7,61 horas más la\ncuenta de vacaciones.\u003C\u002Fp>\n\n\u003Cp>c)Por quince años de antigüedad, se incrementará en 7,61 horas más la\ncuenta de vacaciones (en total, por tanto, 22,83 horas a los quince años de\nantigüedad).\u003C\u002Fp>\n\n\u003Cp>Para el personal de obra, mientras tenga vigencia el calendario específico\nde obra, se deberá de adaptar la fórmula de conversión al horario teórico\nde obra.\u003C\u002Fp>\n\n\u003Cp>2.Compensación por modificación de las fechas de disfrute de\nvacaciones.\u003C\u002Fp>\n\n\u003Cp>Si, por necesidades de la empresa, se modificaran las fechas pactadas y\naceptadas1 para el disfrute de vacaciones, dos meses antes de su inicio, serán\ncompensados los perjuicios demostrados y se tendrá derecho a disfrutar 7,61\nhoras más de vacaciones.\u003C\u002Fp>\n\n\u003Cp>1Se entenderán aceptados los periodos de disfrute de vacaciones propuestos\npor la plantilla cuando así conste expresamente en el Portal del Empleado, o\nbien, tácitamente, por el trascurso de un mes desde la recepción de la\nsolicitud por la Jefatura correspondiente.\u003C\u002Fp>\n\n\u003Cp>Para el personal de obra, mientras tenga vigencia el calendario específico\nde obra, se deberá de adaptar la fórmula de conversión al horario teórico\nde obra.\u003C\u002Fp>\n\n\u003Cp>3.Compensación por interrupción del disfrute de vacaciones.\u003C\u002Fp>\n\n\u003Cp>Si, a propuesta de la empresa, se interrumpiera el disfrute de los días de\nvacaciones, la persona trabajadora afectada será indemnizada por los\nperjuicios demostrados y tendrá derecho a 15,22 horas complementarias de\nvacaciones.\u003C\u002Fp>\n\n\u003Cp>Sin perjuicio del inmediato cumplimiento de la decisión de la Dirección,\nse entregará al trabajador, a la mayor brevedad posible, la oportuna\ninstrucción escrita y motivada.\u003C\u002Fp>\n\n\u003Cp>De acuerdo con lo establecido en el Convenio n.° 132 de la OIT, las\nausencias al trabajo por maternidad y por motivos independientes a la voluntad\ndel personal, como accidente o enfermedad, serán consideradas como tiempo de\ntrabajo efectivo, a los efectos del cómputo y disfrute de las vacaciones.\u003C\u002Fp>\n\n\u003Cp>Al dejar de pertenecer a la empresa se abonará a todo el personal el\nimporte proporcional de vacaciones que les corresponda. En caso de\nfallecimiento del personal este importe se satisfará a sus\nderechohabientes.\u003C\u002Fp>\n\n\u003Cp>Sin perjuicio de que la jurisdicción competente resuelva el posible\ndesacuerdo en el disfrute de vacaciones, el personal tendrá derecho, en todo\ncaso, a disfrutar dos semanas laborales consecutivas. \u003C\u002Fp>\n\n\u003Cp>4.Disfrute diferido de vacaciones por causa de IT.\u003C\u002Fp>\n\n\u003Cp>En caso de que durante el periodo de disfrute de las vacaciones se produzca\nuna situación de Incapacidad Temporal, se reconoce el derecho a que la persona\ntrabajadora disfrute de los días de vacaciones que coinciden con dicho\nperiodo, dentro de los dieciocho meses siguientes a la fecha de alta, siempre\nque la situación de IT quede acreditada a la empresa mediante los\ncorrespondientes partes de baja, de confirmación de la baja y del alta,\ninformación que se facilitará a la misma bien a través de la Mutua o del\nINSS.\u003C\u002Fp>\n\n\u003Cp>En los casos previstos en el artículo 38.3, párrafo segundo de la LET, se\ntendrá derecho a disfrutar las vacaciones en fecha distinta a la de la IT o a\nla de disfrute del permiso a que se refiere el artículo 48.4 LET en sus\napartados 4, 5 y 7, al finalizar el periodo de suspensión del contrato, aunque\nhaya terminado el año natural a que correspondan.\u003C\u002Fp>\n\n\u003Cp>Las vacaciones se cobrarán por el salario que realmente venga percibiendo\nel\u002Fa trabajador\u002Fa en jornada ordinaria de día de trabajo.\u003C\u002Fp>\n\n\u003Cp>Para el personal con retribución diaria, los días de vacaciones, aún los\nfestivos y domingos comprendidos entre ellos hasta completar los treinta días\nnaturales, deberán abonarse con el promedio que señala este artículo.\u003C\u002Fp>\n\n\u003Cp>El abono de la retribución de vacaciones se efectuará en la forma y fechas\nque habitualmente se vengan realizando en la empresa.\u003C\u002Fp>\n\n\u003Cp>5.Preferencia en el disfrute de días de vacaciones.\u003C\u002Fp>\n\n\u003Cp>En el caso de que haya varias solicitudes de disfrute de vacaciones\nsimultáneamente, afectando de manera importante al desarrollo del trabajo, se\natenderá el mayor número posible siguiendo un orden rotatorio según el\ncriterio de necesidad por carga de trabajo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3 id=\"L145\">Artículo 7. Horas extraordinarias.\u003C\u002Fh3>\n\n\u003Cp>La compensación de las horas extraordinarias se realizará conforme al\nsiguiente cuadro:\u003C\u002Fp>\n\n\u003Cp>Tabla de compensación de horas extra\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"476\" colspan=\"2\" style=\"width:357.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Horas equivalentes por\n        cada hora trabajada\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"204\" rowspan=\"2\" style=\"width:153.35pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:129%\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;line-height:129%\">Compensación en tiempo\n        equivalente de descanso retribuido\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:38.3pt\">\n      \u003Ctd width=\"238\" style=\"width:178.8pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:38.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:129%\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;line-height:129%\">Horas\n        extra de lunes a viernes laborables y las 4 primeras de sábados\n        laborables\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"238\" style=\"width:178.55pt;padding:0cm .5pt 0cm .5pt;height:38.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:129%\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;line-height:129%\">Resto de\n        horas extra de sábados laborables, así como horas de domingos,\n        festivos y puentes\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"238\" style=\"width:178.8pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.0pt\">1 h 20 min\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"238\" style=\"width:178.55pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.0pt\">1 h 40 min\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"204\" style=\"width:153.35pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.0pt\">En tiempo\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003Cspan lang=\"ES\">\u003C\u002Fspan>Con respecto a los desplazamientos, se consideran\ntiempo de trabajo efectivo para toda la plantilla, entendiendo por tal el\ntiempo que la persona se encuentra a disposición de la empresa y efectuando su\ntrabajo. Se exceptúan los desplazamientos habituales al centro\u002Flugar de\ntrabajo habitual de cada persona. Las horas extraordinarias de viaje tendrán\nen todo caso el coeficiente indicado en la anterior tabla.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>Las horas extraordinarias se compensarán mediante descanso retribuido en el\nplazo más breve posible desde la realización de las mismas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Las personas que quieran solicitar la compensación por horas extra deben de\nseguir los procedimientos establecidos en cada momento. (DSES-F.11\u002F00).\u003C\u002Fp>\n\n\u003Cp>Sólo podrá acordarse su compensación económica en los casos de fuerza\nmayor y en aquellos otros en los que la compensación por descanso resulte\nimposible. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L167\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3 id=\"L167\">Artículo 8. Trabajo nocturno.\u003C\u002Fh3>\n\n\u003Cp>Se considerará trabajo nocturno el comprendido entre las 22 y las 6\nhoras.\u003C\u002Fp>\n\n\u003Cp>La bonificación por trabajo nocturno se regulará de acuerdo con las\nsiguientes normas:\u003C\u002Fp>\n\n\u003Cp>a)Trabajando en dicho período nocturno más de una hora sin exceder de\ncuatro, la bonificación se percibirá exclusivamente por las horas\ntrabajadas.\u003C\u002Fp>\n\n\u003Cp>b)Si las horas trabajadas durante el período nocturno exceden de cuatro, se\ncobrará con la bonificación correspondiente toda la jornada realizada, se\nhalle comprendida o no en tal período.\u003C\u002Fp>\n\n\u003Cp>El trabajador podrá optar entre la compensación económica y la\ncompensación en tiempo equivalente de descanso retribuido de las horas\nnocturnas trabajadas, tal y como se ve en la tabla adjunta.\u003C\u002Fp>\n\n\u003Cp>Tabla de compensación de nocturnidad\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:-.25pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:18.95pt\">\n      \u003Ctd width=\"136\" rowspan=\"2\" style=\"width:102.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:18.95pt\">\u003Cp class=\"Szvegtrzs1\" align=\"center\" style=\"margin-bottom:13.0pt;text-align:center\">\u003Cb>\u003Cspan lang=\"ES-TRAD\">Horario de trabajo\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"545\" colspan=\"2\" style=\"width:408.5pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm 0cm 0cm 0cm;height:18.95pt\">\u003Cp class=\"Szvegtrzs1\" align=\"center\" style=\"margin-bottom:13.0pt;text-align:center\">\u003Cb>\u003Cspan lang=\"ES-TRAD\">Opciones de compensación a cada hora equivalente (a\n        optar entre una opción u otra)\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.5pt\">\n      \u003Ctd width=\"136\" style=\"width:102.0pt;padding:0cm 0cm 0cm 0cm;height:18.5pt\">\u003Cp class=\"Szvegtrzs1\" align=\"center\" style=\"margin-bottom:13.0pt;text-align:center\">\u003Cb>\u003Cspan lang=\"ES-TRAD\">En tiempo\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"409\" style=\"width:306.5pt;border:none;border-right:solid windowtext 1.0pt;   padding:0cm 0cm 0cm 0cm;height:18.5pt\">\u003Cp class=\"Szvegtrzs1\" align=\"center\" style=\"margin-bottom:13.0pt;text-align:center\">\u003Cb>\u003Cspan lang=\"ES-TRAD\">Bonificación por nocturnidad\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"136\" rowspan=\"2\" style=\"width:102.25pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"Szvegtrzs1\" align=\"center\" style=\"margin-bottom:13.0pt;text-align:center\">\u003Cspan lang=\"ES-TRAD\">De\n        22,00 h a 6,00 h.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"136\" rowspan=\"2\" style=\"width:102.0pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"Szvegtrzs1\" align=\"center\" style=\"margin-bottom:13.0pt;text-align:center\">\u003Cspan lang=\"ES-TRAD\">+20\n        min en tiempo (con el tope de 1 h 40 min).\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"409\" style=\"width:306.5pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"Szvegtrzs1\" align=\"center\" style=\"margin-bottom:13.0pt;text-align:center\">\u003Cspan lang=\"ES-TRAD\">De\n        1 a 4 horas trabajadas: Bonificación por nocturnidad a las horas\n        correspondientes.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"409\" style=\"width:306.5pt;border:solid windowtext 1.0pt;padding:   0cm 0cm 0cm 0cm;height:17.3pt\">\u003Cp class=\"Szvegtrzs1\" align=\"center\" style=\"margin-bottom:13.0pt;text-align:center\">\u003Cspan lang=\"ES-TRAD\">Más de 4h trabajadas: Bonificación por nocturnidad\n        para toda la jornada.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>Queda exceptuado de la aplicación de este artículo el personal que hubiera\nsido contratado para realizar su función durante dicho periodo nocturno.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceperc1\">\u003Cp>Salvo que haya comunicación específica en contra, por defecto esta\nincidencia se compensará económicamente. En este caso el personal disfrutará\nde un complemento de remuneración, denominado bonificación por nocturnidad,\nequivalente al 20 % sobre la totalidad del salario individual percibido en\njornada ordinaria de trabajo, sin incluir variables (ayuda transporte, ayuda\ncomedor, horas extra...), ni gratificaciones extraordinarias y vacaciones.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L191\">Artículo 9. Compensación salarial en situación de IT.\u003C\u002Fh3>\n\n\u003Cp>La empresa compensará el 100 % del salario individual sin variables (Ayuda\ncomedor, ayuda transporte, ayuda escolar, nocturnidad, dietas, horas extras,\nPrimas anuales variables.) en situación de IT desde el primer día y hasta el\nmomento de finalización de la IT.\u003C\u002Fp>\n\n\u003Ch3 id=\"L195\">Artículo 10. Licencias.\u003C\u002Fh3>\n\n\u003Cp>La plantilla, preavisando con al menos veinticuatro horas de antelación,\nsalvo hecho infortunado y\u002Fo imprevisible, y en todos los casos con la debida y\nsuficiente justificación, tendrá derecho a licencias retribuidas que se\ndisfrutarán y abonarán con arreglo a lo que se establece en el presente\nartículo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cp>Las licencias retribuidas se abonarán a salario real sin incluir primas de\nproducción o primas de carencia de incentivo, en su caso.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Igualmente, con las mismas condiciones de preaviso y justificación, las\npersonas trabajadoras podrán disponer de las licencias no retribuidas que se\nseñalan.\u003C\u002Fp>\n\n\u003Cp>Todos los permisos comienzan en día laborable clarificándolo en todos los\npermisos.\u003C\u002Fp>\n\n\u003Cp>La empresa concederá licencias en los siguientes supuestos, siempre que los\nmismos sean previamente justificados.\u003C\u002Fp>\n\n\u003Cp>Los permisos retribuidos contenidos en este artículo, excepto el permiso\npor matrimonio o inscripción como pareja de hecho previsto en el apartado a),\nse aplicarán en los mismos términos y condiciones a las parejas cuando se\nacredite su convivencia \u003C\u002Fp>\n\n\u003Cp>de forma suficiente desde al menos dos años antes del hecho que suponga la\ncausa del permiso. Se entenderá acreditada la convivencia con un certificado\nde empadronamiento común o con cualquier otro documento que, con carácter\noficial, acredite su situación de convivencia en pareja.\u003C\u002Fp>\n\n\u003Cp>No obstante, en los supuestos de enfermedad grave u hospitalización,\nintervención quirúrgica sin hospitalización que precise reposo domiciliario,\nmuerte, matrimonio de padre\u002Fmadre, hermanos\u002Fas, hijos\u002Fas y lactancia, se\nreferirá exclusivamente al compañero\u002Fa, así como a los hijos\u002Fas y padres de\nlos convivientes, no siendo extensible la licencia para los hermanos\u002Fas,\nnietos\u002Fas y abuelos\u002Fas del otro conviviente.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>a)Por matrimonio\u002Finscripción como pareja de hecho:\u003C\u002Fp>\n\n\u003Cp>Dieciocho días naturales de licencia. Esta licencia podrá ampliarse hasta\nun máximo de diez días naturales más de licencia no retribuida.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>No podrá devengarse esta licencia por matrimonio tras haber hecho uso de la\nlicencia por inscripción como pareja de hecho con la misma persona.\u003C\u002Fp>\n\n\u003Cp>Solo se podrá conceder esta licencia una vez cada cinco años.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cp>b)Por nacimiento de hijo\u002Fa:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cp>El plazo duración y la forma de disfrute de los permisos por nacimiento de\nhijos será la establecida en el artículo 48.4 del Estatuto de los\nTrabajadores y en su caso, la que pueda instituir la normativa autonómica que\nresulte de aplicación.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Por nacimiento de hijos prematuros u hospitalizados después del parto:\u003C\u002Fp>\n\n\u003Cp>La madre y el padre tendrán derecho a una hora de ausencia al trabajo al\ndía mientras dure dicha situación.\u003C\u002Fp>\n\n\u003Cp>c)Por enfermedad grave u hospitalización:\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-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>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\nconsanguineidad 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\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Mientras se mantenga la situación de enfermedad grave el trabajador\u002Fa\ntendrá opción a elegir, de acuerdo con la empresa, las fechas de disfrute de\nla licencia. Si no hay acuerdo, los días de disfrute serán consecutivos.\u003C\u002Fp>\n\n\u003Cp>Cuando la enfermedad grave persistiera:\u003C\u002Fp>\n\n\u003Cp>Pasados treinta días consecutivos desde la finalización del disfrute de la\nprimera licencia, tendrá derecho a una segunda licencia retribuida de tres\ndías naturales en caso de referirse al cónyuge o hijos, y de dos días\nnaturales si se refiere a padres o hermanos que convivan con el\u002Fla\ntrabajador\u002Fa, sin que en este caso sea de aplicación la ampliación por\ndesplazamiento.\u003C\u002Fp>\n\n\u003Cp>Tendrá derecho a sucesivas licencias no retribuidas, en los mismos\nsupuestos y por igual tiempo, siempre que hayan trascurrido treinta días\nconsecutivos desde la finalización de la anterior, sin que tampoco sea de\naplicación la ampliación por desplazamiento.\u003C\u002Fp>\n\n\u003Cp>Por intervención quirúrgica sin hospitalización que precise reposo\ndomiciliario justificado:\u003C\u002Fp>\n\n\u003Cp>Del cónyuge, hijos\u002Fas, padre\u002Fmadre, hermanos\u002Fas, nietos\u002Fas, abuelos\u002Fas,\npadre y madre política, hermanos\u002Fas políticas, hijos\u002Fas políticas, nietos\u002Fas\npolíticas o abuelos\u002Fas políticas: dos días, ampliables en dos días\nnaturales más en caso de desplazamiento. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>d)Por muerte:\u003C\u002Fp>\n\n\u003Cp>-Del cónyuge e hijos\u002Fas: cinco días naturales ampliables en dos días en\ncaso de desplazamiento.\u003C\u002Fp>\n\n\u003Cp>-De padre\u002Fmadre, hermanos\u002Fas, nietos\u002Fas, abuelos\u002Fas, padre\u002Fmadre política,\nhermanos\u002Fas políticas, hijos\u002Fas políticas, nietos\u002Fas políticas o abuelos\u002Fas\npolíticas: dos días, ampliables en dos días naturales más en caso de\ndesplazamiento.\u003C\u002Fp>\n\n\u003Cp>La licencia por muerte del cónyuge, hijos\u002Fas, padre\u002Fmadre, hermanos\u002Fas no\npodrá ser absorbida si coincidiese con el disfrute de las vacaciones o\nlicencia por matrimonio del trabajador\u002Fa.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e)Por matrimonio de padre\u002Fmadre, hermanos\u002Fas, hijos\u002Fas: un día.\u003C\u002Fp>\n\n\u003Cp>f)Por traslado del domicilio habitual: un día.\u003C\u002Fp>\n\n\u003Cp>g)Para consultas médicas: Se precisará justificación suficiente.\u003C\u002Fp>\n\n\u003Cp>-Por el tiempo necesario en los casos de asistencia del trabajador a\nconsulta médica de especialistas de la Seguridad Social, cuando coincidiendo\nel horario de consulta con el de trabajo, se prescriba dicha consulta por el\nfacultativo de Medicina General, debiendo presentar previamente el trabajador\u002Fa\nal empresario el volante justificativo de la referida prescripción médica. En\nlos demás casos, como asistencia a consulta médica del médico de cabecera de\nla Seguridad Social (facultativo\u002Fa de Medicina General), o asistencia prestada\npor la medicina particular, hasta el límite de 16 horas al año retribuidas,\nque deberán asimismo ser justificadas.\u003C\u002Fp>\n\n\u003Cp>-Asimismo, podrán incluirse, por el tiempo necesario y dentro de ese\nlímite conjunto de dieciseis horas al año, las ausencias motivadas por\nacompañamiento, siempre que sea debidamente justificado, a consultas médicas,\nrevisiones médicas, ingreso hospitalario e intervenciones quirúrgicas de\nmenor importancia del cónyuge, así como de hijos\u002Fas y padres. En caso de\nduda, se podrá acudir al dictamen de la Comisión Mixta Interpretativa.\u003C\u002Fp>\n\n\u003Cp>h)Para \u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">exámenes prenatales: Por el tiempo indispensable para la\nrealización de exámenes prenatales y técnicas de preparación al parto que\ndeban realizarse dentro de la jornada de trabajo.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>i)Por lactancia:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cp>En los supuestos de nacimiento, adopción, guarda con fines de adopción o\nacogimiento, de acuerdo con el artículo 45.1.d), del Estatuto de los\nTrabajadores, las personas trabajadoras tendrán derecho a una hora de ausencia\ndel trabajo, que podrán dividir en dos fracciones, para el cuidado del\nlactante hasta que este cumpla nueve meses. La duración del permiso se\nincrementará proporcionalmente en los casos de nacimiento, adopción, guarda\ncon fines de adopción o acogimiento múltiples.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>La persona trabajadora por su voluntad podrá sustituir este derecho por una\nreducción de su jornada normal en una hora, con la misma finalidad, o\nacumularlo en jornadas completas. La reducción de jornada contemplada en este\napartado constituye un derecho individual de las personas trabajadoras sin que\npueda transferirse su ejercicio al otro progenitor, adoptante, guardador o\nacogedor. No obstante, si las dos personas trabajadoras prestan servicios en\nesta empresa y pretenden ejercer este derecho por el mismo sujeto causante, la\ndirección empresarial podrá limitar su ejercicio simultáneo por razones\nfundadas y objetivas. La negativa irá acompañada de un plan alternativo que\nasegure el disfrute de ambas personas trabajadoras y que posibilite el\nejercicio de los derechos de conciliación.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-administrativedays\">\u003Cp>j)Por cumplimiento de deber inexcusable:\u003C\u002Fp>\n\n\u003Cp>Por el tiempo indispensable para el cumplimiento de un deber inexcusable de\ncarácter público y personal. \u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Cuando el cumplimiento del deber antes indicado suponga la imposibilidad de\nla prestación del trabajo debido en más del 20 % de las horas laborales, en\nun período de tres meses, podrá la empresa pasar al trabajador afectado a la\nsituación de excedencia regulada en el apartado 1 del artículo 46 del\nEstatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de que el trabajador por cumplimiento del deber o desempeño\ndel cargo perciba una indemnización, se descontará el importe de la misma del\nsalario a que tuviera derecho en la empresa.\u003C\u002Fp>\n\n\u003Cp>k)Por renovación del pasaporte para el ejercicio del puesto de trabajo: Por\nel tiempo indispensable para la realización de la gestión.\u003C\u002Fp>\n\n\u003Cp>l)Por Acompañamiento a Familiar de 1.er grado para tratamiento oncológico\no diálisis: Por el tiempo necesario y bajo presentación de justificante\nmédico. La mitad de dicho tiempo será retribuido, mientras que la otra mitad\nserá recuperable.\u003C\u002Fp>\n\n\u003Cp>m)Por Acompañamiento a Familiar de 1.er grado para consulta oncológica:\u003C\u002Fp>\n\n\u003Cp>Hasta el límite de 16 horas al año retribuidas, que deberán asimismo ser\njustificadas.\u003C\u002Fp>\n\n\u003Cp>A los efectos del presente artículo se entenderá que existe desplazamiento\ncuando éste efectivamente se produzca y sea justificado, y siempre que la\ndistancia entre el domicilio y el lugar del hecho causante sea superior a 300\nkm.\u003C\u002Fp>\n\n\u003Cp>La fecha de entrada en vigor de este artículo será la correspondiente a la\nfirma del convenio.\u003C\u002Fp>\n\n\u003Cp>n)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. Cuando la\nnaturaleza de la prestación laboral sea compatible con el trabajo a distancia\ny el estado de las redes de comunicación permita su desarrollo, la empresa\npodrá 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>o)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=\"L297\">Artículo 11. Excedencias.\u003C\u002Fh3>\n\n\u003Cp>La empresa concederá excedencia al personal con al menos una antigüedad de\nun año en la empresa, con reserva o reincorporación automática en su\nanterior o similar puesto de trabajo, siempre que se cumplan los siguientes\nrequisitos:\u003C\u002Fp>\n\n\u003Cp>a)Que los motivos de la misma sean de carácter familiar, de estudio o\nsimilares.\u003C\u002Fp>\n\n\u003Cp>b)Que dicha excedencia no sea superior a seis meses.\u003C\u002Fp>\n\n\u003Cp>c)Que el número de personas que coincidan en este tipo de excedencias no\nsea superior al 2 % de la plantilla.\u003C\u002Fp>\n\n\u003Cp>Con el fin de salvaguardar el buen funcionamiento de la compañía, se\nestablece el mismo plazo de preaviso para los casos de excedencia que para los\ncasos de cese voluntario. \u003C\u002Fp>\n\n\u003Ch3 id=\"L309\">Artículo 12. Otras excedencias.\u003C\u002Fh3>\n\n\u003Cp>La empresa concederá excedencias al personal con al menos un año de\nantigüedad en la empresa, con reserva o reincorporación automática en su\nanterior o similar puesto de trabajo, siempre que cumplan los requisitos\nsiguientes:\u003C\u002Fp>\n\n\u003Cp>a)Que los motivos de la misma sean la realización de estudios de formación\nprofesional o reciclaje que con posterioridad puedan ser incorporados a la\npropia empresa.\u003C\u002Fp>\n\n\u003Cp>b)Que la excedencia no sea superior a un año, salvo acuerdo entre las\npartes.\u003C\u002Fp>\n\n\u003Cp>c)Que el número de personas que coincidan en este tipo de excedencias no\nsea más de uno en las empresas de menos de 50 trabajadores\u002Fas, de dos en las\nempresas de 50 a 100 trabajadores\u002Fas y de un 2 % de su plantilla en las\nempresas de más de 100 trabajadores\u002Fas.\u003C\u002Fp>\n\n\u003Cp>d)Dicha excedencia se exceptúa, salvo acuerdo en contrario, en los\ndirectivos y mandos de la empresa.\u003C\u002Fp>\n\n\u003Cp>En cuanto al resto de las excedencias, será de aplicación lo establecido\nen la legislación en vigor.\u003C\u002Fp>\n\n\u003Ch3 id=\"L323\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch3 id=\"L323\">Artículo 13. Retribuciones salariales.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>Las retribuciones que se señalan en las tablas salariales anexas a este\nconvenio, en las condiciones establecidas por el mismo, tienen carácter de\nmínimas para las diversas categorías profesionales, exceptuándose las\nrelaciones no laborales, como pueden ser los convenios de prácticas o de fin\nde proyecto.\u003C\u002Fp>\n\n\u003Cp>Dichas retribuciones se entienden referidas a la jornada anual pactada en\neste convenio.\u003C\u002Fp>\n\n\u003Cp>La empresa deberá garantizar que todo el personal perciba como mínimo lo\nestablecido en las tablas salariales según categoría profesional.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>La elaboración de la tabla se ha elaborado partiendo de la tabla del\nconvenio Provincial del Metal de Gipuzkoa de 2024, realizando las siguientes\nadaptaciones:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Añadiendo las categorías «Jefatura de Proyecto\nde 2.° grado o en formación» y «Personal técnico titulado de 2.° grado o\nen formación» dentro del grupo de Personal Técnico Titulado.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Incorporando la categoría «Capataz\nespecialista» dentro del grupo de Personal Técnico de Taller\u002FObra.\u003C\u002Fp>\n\n\u003Cp>Estas nuevas categorías se hacen en virtud de contemplar casos de\ncontrataciones particulares o con poca experiencia, y están diseñadas para\npermitir un seguimiento y evaluación del desempeño de las personas que entren\nen ella.\u003C\u002Fp>\n\n\u003Cp>En particular, se establece que, como mínimo, se realizará una evaluación\ndel desempeño de las personas ubicadas en estas categorías dentro de un plazo\nmáximo de dos años a partir de su contratación. En base a los resultados de\nesta evaluación, se considerará la posibilidad de un cambio de categoría.\u003C\u002Fp>\n\n\u003Cp>La actualización anual de estas tablas se llevará a cabo conforme se\npublique oficialmente la nueva tabla provincial del metal de Gipuzkoa.\u003C\u002Fp>\n\n\u003Cp>Se respetarán las condiciones más beneficiosas que a título individual\npudieran venir disfrutándose «ad personam».\u003C\u002Fp>\n\n\u003Cp>A partir de la entrada en vigor de este convenio Colectivo de empresa, se\nmodificarán las nóminas adaptándolas a los conceptos de retribución e\nimportes previstos en las tablas del convenio Colectivo de empresa.\u003C\u002Fp>\n\n\u003Cp>En ningún caso, el importe de la retribución que se establece en las\ntablas anexas de este convenio será inferior a la establecida para las mismas\ncategorías en el convenio Colectivo Provincial de la Industria\nSiderometalúrgica de Gipuzkoa que resulte vigente. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3 id=\"L349\">Artículo 14. Revisiones salariales.\u003C\u002Fh3>\n\n\u003Cp>Las modificaciones salariales colectivas se negociarán entre la Dirección\nde Dürr Systems Spain, SAU y la Representación Legal de los Trabajadores\ndebidamente constituida.\u003C\u002Fp>\n\n\u003Cp>En caso de acuerdo, quedará recogido en documento escrito y firmado por las\npartes, detallándose en el mismo los diferentes puntos del acuerdo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L355\">Artículo 15. Compensación por gastos.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Cp>Con carácter general, se mantienen las ayudas de comida y plus de\ntransporte en las mismas condiciones que se venían percibiendo anteriormente.\nPor tanto, será incompatible la ayuda comida con la percepción de dietas\ndevengadas en lugar distinto al del trabajo habitual.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">Con carácter individual, toda persona trabajadora podrá solicitar la\nincorporación de sus incidencias de ayuda comedor y transporte en su salario\nfijo. Para las personas que así lo soliciten, la empresa incorporará al\nsalario fijo de dichas personas el valor medio de incidencias comedor y\ntransporte que tuvieran en los años 2022 y 2023.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En estos casos de incorporación de incidencias, las mismas dejarán de\ncomputarse y reflejarse autónomamente en la nómina.\u003C\u002Fp>\n\n\u003Cp>La cantidad incorporada computará, a todos los efectos, como salario fijo\nordinario.\u003C\u002Fp>\n\n\u003Cp>Las personas interesadas deben dirigir su petición por escrito al Dpto. de\nRecursos Humanos, en el plazo de seis meses a partir de la publicación oficial\nde este convenio. La adhesión a este sistema es definitiva, y no es reversible\npor ninguna de las partes.\u003C\u002Fp>\n\n\u003Ch3 id=\"L367\">Artículo 16. Publicación de ofertas de empleo internas.\u003C\u002Fh3>\n\n\u003Cp>Siempre que las circunstancias específicas del proceso de selección lo\npermitan, la compañía se compromete a publicar internamente las ofertas de\nempleo abiertas.\u003C\u002Fp>\n\n\u003Cp>Los trabajadores\u002Fas que actualmente se encuentran en plantilla, tendrán\npreferencia en la valoración a realizar para optar a un puesto de superior\ngrupo, sobre las personas que pudieran contratarse externas.\u003C\u002Fp>\n\n\u003Ch3 id=\"L373\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3 id=\"L373\">Artículo 17. Gratificaciones extraordinarias.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-ONCERISE2_trigger\">\u003Cp>Se establecen dos pagas extraordinarias, una de verano y otra de Navidad,\nambas de treinta días para todas las categorías profesionales, calculándose\nlas mismas sobre el salario fijo individual más el plus de antigüedad.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Se acuerda prorratear las dos gratificaciones extraordinarias en las doce\nmensualidades, sin que ello suponga alteración\u002Fvariación sobre la\nremuneración bruta anual de cada empleado.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L379\">Artículo 18. Salidas, Dietas y Viajes.\u003C\u002Fh3>\n\n\u003Cp>a. Gastos de locomoción (Vehículo Propio).\u003C\u002Fp>\n\n\u003Cp>Las cantidades a percibir para compensar los gastos ocasionados con motivo\nde viajes fuera de la oficina, para realizar el trabajo en lugar distinto\nutilizando un vehículo propio, serán las siguientes, según viaje solo el\nconductor o uno, dos, tres o más compañeros, respectivamente.\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:-.05pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:38.15pt\">\n      \u003Ctd width=\"159\" style=\"width:119.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Número de\n        ocupantes\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\" style=\"width:158.9pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Cuantía de la\n        compensación 2024 — Euros\u002Fkm\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"159\" style=\"width:119.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1 persona.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\" style=\"width:158.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">0,46\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"159\" style=\"width:119.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">2 personas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\" style=\"width:158.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">0,47\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"159\" style=\"width:119.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">3 personas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\" style=\"width:158.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">0,48\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"159\" style=\"width:119.05pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">> de 3\n        personas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\" style=\"width:158.9pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">0,51\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>Debe indicarse en las Notas de Gastos los nombres de los ocupantes.\u003C\u002Fp>\n\n\u003Cp>Su devengo será incompatible con la compensación del importe del\ntransporte público percibido por el traslado desde el domicilio al centro de\ntrabajo y regreso. b. Dietas de manutención y estancia.\u003C\u002Fp>\n\n\u003Cp>b.1 Desplazamiento en territorio español.\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:38.15pt\">\n      \u003Ctd width=\"159\" style=\"width:119.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Concepto\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\" style=\"width:158.9pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Cuantía de la\n        compensación 2024 — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"159\" style=\"width:119.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Desayuno.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\" style=\"width:158.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">05,09\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"159\" style=\"width:119.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Comida.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\" style=\"width:158.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">26,58\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"159\" style=\"width:119.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Cena.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\" style=\"width:158.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">21,94\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"159\" style=\"width:119.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Varios.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\" style=\"width:158.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">04,68\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"159\" style=\"width:119.05pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Total.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\" style=\"width:158.9pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">58,29\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>Para que proceda aplicar el concepto de «varios», la duración del viaje\ndeberá dar lugar, como mínimo, a una comida o a una cena.\u003C\u002Fp>\n\n\u003Cp>b.2 Desplazamiento al extranjero.\u003C\u002Fp>\n\n\u003Cp>b.2.1 Para estancias hasta quince días (por viajes ocasionales o\nesporádicos): gastos justificados o dietas, optando por una u otra modalidad\nen cada viaje, aplicando dicha opción a la duración total del viaje.\u003C\u002Fp>\n\n\u003Cp>b.2.2 Para estancias superiores a quince días (o inferiores a quince días\npor sucesivos viajes ocasionados por una obra de larga duración), se\naplicarán los siguientes importes a los conceptos que se indican:\u003C\u002Fp>\n\n\u003Cp>Año 2024\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:38.15pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Concepto\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"185\" style=\"width:138.7pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Países Europeos —\n        Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"185\" style=\"width:138.95pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Otros\n        Países\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">—\n        Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Desayuno.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"185\" style=\"width:138.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">11,20\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"185\" style=\"width:138.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">06,55\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Comida.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"185\" style=\"width:138.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">36,71\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"185\" style=\"width:138.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">43,88\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Cena.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"185\" style=\"width:138.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">29,95\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"185\" style=\"width:138.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">36,06\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Varios.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"185\" style=\"width:138.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">08,92\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"185\" style=\"width:138.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">08,88\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Total.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"185\" style=\"width:138.7pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">86,78\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"185\" style=\"width:138.95pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">95,37\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>Nota: En situaciones concretas o en casos de especial dificultad, pueden\nnegociarse condiciones especiales.\u003C\u002Fp>\n\n\u003Cp>b.3 Norma Reguladoras para realización de viajes y liquidación de\ngastos.\u003C\u002Fp>\n\n\u003Cp>Se tendrá derecho a percibir la cantidad fijada para gastos por cena cuando\nla salida sea anterior o el regreso sea posterior a las 20.00 h.\u003C\u002Fp>\n\n\u003Cp>También se tendrá derecho a percibir los gastos por cena, siempre y cuando\nlas horas en tránsito en el mismo día sea mayor de 12 h.\u003C\u002Fp>\n\n\u003Ch3 id=\"L471\">Artículo 19. Pago de nóminas.\u003C\u002Fh3>\n\n\u003Cp>La empresa abonará los salarios de forma mensual a la totalidad de su\npersonal. Este pago se efectuará a través de entidades Bancarias o de\nAhorro. \u003C\u002Fp>\n\n\u003Ch3 id=\"L475\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ch3 id=\"L475\">Artículo 20. Grupo profesional.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>El personal que preste sus servicios, tanto manuales como intelectuales, en\ncualquiera de las actividades encuadradas en el presente convenio, se\nclasificará en atención a la función que desarrolla, en los siguientes\ngrupos profesionales:\u003C\u002Fp>\n\n\u003Cp>a)Personal subalterno.\u003C\u002Fp>\n\n\u003Cp>b)Personal administrativo.\u003C\u002Fp>\n\n\u003Cp>c)Personal técnico titulado.\u003C\u002Fp>\n\n\u003Cp>d)Personal técnico de taller\u002Fobra.\u003C\u002Fp>\n\n\u003Cp>e)Personal técnico de oficina.\u003C\u002Fp>\n\n\u003Cp>f)Personal en convenio no laboral.\u003C\u002Fp>\n\n\u003Cp>Por otra parte, la Empresa podrá asimilar a cualquiera de los grupos\nexistentes, por analogía con las mismas, nuevos puestos de trabajo que no se\nencuentren definidos específicamente.\u003C\u002Fp>\n\n\u003Cp>Para obtener en cada caso el grupo que corresponda al\u002Fa trabajador\u002Fa en la\nempresa, a partir de la valoración del puesto de trabajo, se tomará como base\nla puntuación correspondiente al criterio de conocimientos, experiencia,\netc.\u003C\u002Fp>\n\n\u003Cp>Al personal que realiza con carácter de continuidad funciones\ncorrespondientes a distintas tareas o grupos profesionales se le asignará el\ngrupo correspondiente al trabajo o actividad predominante, siempre que no sea\ninferior a la que ostentaren.\u003C\u002Fp>\n\n\u003Cp>La Empresa realizará, de acuerdo con las disposiciones en vigor, las\npruebas de ingreso que consideren oportunas y clasificarán al personal con\narreglo a las funciones para las que ha sido contratado y no por las que\npudiera estar capacitado para realizar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L499\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Ch3 id=\"L499\">Artículo 21. Fomento de igualdad de oportunidades en la\ncontratación. Prohibición de discriminación en razón de sexo o edad.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>Los firmantes del presente convenio, conscientes de la necesidad de la\nincorporación de la mujer al mercado de trabajo y que ésta se efectúe sin\ndiscriminación de ningún tipo y con respeto a la igualdad de oportunidades,\ncoinciden que son objetivos para lograr la igualdad los siguientes:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqtraining\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpromotion\">\u003Cp>1.Que tanto las mujeres como los hombres gocen de igualdad de oportunidades\nen cuanto al empleo, la formación, la promoción y el desarrollo en su\ntrabajo.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-gender\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>2.Que mujeres y hombres reciban igual salario a igual trabajo, así como que\nhaya igualdad en cuanto a sus condiciones de empleo en cualesquiera otros\nsentidos del mismo.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Se prohíbe toda discriminación en razón de sexo o edad en materia\nsalarial y queda prohibida la distinta retribución del personal que ocupa\npuestos de trabajo similares en una misma empresa en razón de sexo o edad. De\nincumplirse por las empresas tal prohibición el personal discriminado tendrá\nderecho a las diferencias salariales que procedan.\u003C\u002Fp>\n\n\u003Cp>3.Que los puestos de trabajo, las prácticas laborales, la organización del\ntrabajo y las condiciones laborales se orienten de tal manera que sean\nadecuadas tanto para las mujeres como para los hombres.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>Con el fin de alcanzar los tres objetivos descritos, la empresa ha\nconfeccionado un plan de igualdad que se encuentra inscrito en el Registro de\nPlanes de Igualdad y un protocolo antiacoso sexual y por razón de sexo, a los\nque se remiten los firmantes de este convenio colectivo.\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Derecho de las personas trans: las personas trans tendrán derecho a ser\nllamadas por el nombre que escojan desde el momento en que lo comuniquen\nformalmente a la empresa, aún cuando los trámites administrativos no se hayan\nllevado a cabo. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L515\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-flexible_work_options\">\u003Ch3 id=\"L515\">Artículo 22. Promoción del teletrabajo.\u003C\u002Fh3>\n\n\u003Cp>La Dirección de la Compañía y la Representación de los Trabajadores se\ncomprometen a avanzar en el fomento del trabajo a distancia o teletrabajo para\naquellas situaciones que interesen a las partes afectadas, buscando favorecer\nla flexibilidad de la empresa en la organización del trabajo, y optimizar la\nrelación entre tiempo de trabajo y vida personal y familiar de la persona\ntrabajadora.\u003C\u002Fp>\n\n\u003Cp>Con ese fin, la Dirección de la Compañía promovió la publicación por\nparte del departamento de Recursos Humanos de la «Guía Trabajo a Distancia»\nen febrero de 2022. Dicha guía podrá ser revisada y actualizada.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-newtech_trigger\">\u003Ch3 id=\"L521\">Artículo 23. Nuevas tecnologías en el trabajo.\u003C\u002Fh3>\n\n\u003Cp>La empresa se compromete con el cumplimiento de las normas de grupo y de la\nnormativa legal vigente en cada momento en lo que respecta a la protección de\ndatos de carácter personal, y al derecho a la desconexión digital.\u003C\u002Fp>\n\n\u003Cp>Con el fin de alcanzar este objetivo la empresa ha desarrollado un\nprocedimiento específico para el uso de medios tecnológicos y regulando el\nderecho a la desconexión digital al que se remiten los firmantes de este\nconvenio colectivo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L527\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3 id=\"L527\">Artículo 24. Período de Prueba.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>Podrá concertarse por escrito un período de prueba, que en ningún caso\npodrá exceder de seis meses.\u003C\u002Fp>\n\n\u003Cp>Durante el período de prueba el\u002Fa trabajador\u002Fa tendrá los derechos y\nobligaciones correspondientes a su grupo profesional y al puesto de trabajo que\ndesempeñe, como si fuera de plantilla, excepto los derivados de la resolución\nde la relación laboral, que podrá producirse a instancias de cualquiera de\nlas partes durante su transcurso.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L533\">Artículo 25. Ceses.\u003C\u002Fh3>\n\n\u003Cp>El personal que desee cesar voluntariamente en el servicio de la empresa\nvendrá obligado a ponerlo en conocimiento de la misma, cumpliendo los\nsiguientes plazos de preaviso:\u003C\u002Fp>\n\n\u003Cp>a)Jefe\u002Fa de 1.a, jefe\u002Fa de 2.a, jefe\u002Fa de Proyecto, jefe\u002Fa de obra, y\nDelineantes Proyectistas: dos meses.\u003C\u002Fp>\n\n\u003Cp>b)Resto de personal: un mes.\u003C\u002Fp>\n\n\u003Cp>El incumplimiento de la obligación de preavisar con la referida antelación\ndará derecho a la Empresa a descontar de la liquidación del\u002Fa trabajador\u002Fa\nuna cuantía equivalente al importe de su salario diario por cada día de\nretraso en el aviso.\u003C\u002Fp>\n\n\u003Cp>Habiendo avisado con la referida antelación, la Empresa vendrá obligada a\nliquidar al finalizar dicho plazo los conceptos fijos que puedan ser calculados\nen tal momento. El resto de ellos lo será en el momento habitual de pago.\u003C\u002Fp>\n\n\u003Cp>El incumplimiento de esta obligación imputable a la Empresa llevará\naparejado el derecho del\u002Fa trabajador\u002Fa a ser indemnizado\u002Fa con el importe de\nun día de salario por cada día de retraso en la liquidación, con el límite\nde la duración del propio plazo de preaviso. No se dará tal obligación y,\npor consiguiente, no nace este derecho, si el\u002Fa trabajador\u002Fa incumplió la de\navisar con la antelación debida.\u003C\u002Fp>\n\n\u003Ch3 id=\"L547\">Artículo 26. Finiquitos.\u003C\u002Fh3>\n\n\u003Cp>Toda persona podrá solicitar la presencia del Representante del Personal o\nun miembro del Comité de Empresa o del\u002Fa Delegado\u002Fa de la Sección Sindical a\nla que esté afiliado, con el objeto de recibir el asesoramiento que estime\noportuno, antes de proceder a la firma del recibo-finiquito. \u003C\u002Fp>\n\n\u003Ch3 id=\"L551\">Artículo 27. Contratos Eventuales.\u003C\u002Fh3>\n\n\u003Cp>Al amparo de lo establecido en el artículo 15 del texto refundido del\nEstatuto de los Trabajadores, podrán celebrarse contratos de duración\ndeterminada bajo la regulación establecida por dicho artículo.\u003C\u002Fp>\n\n\u003Cp>Este tipo de contratos de duración determinada solo podrá celebrarse por\ncircunstancias de la producción o por sustitución de persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>1.Situaciones imprevisibles u ocasionales.\u003C\u002Fp>\n\n\u003Cp>Se entenderá por circunstancias de la producción el incremento ocasional e\nimprevisible de la actividad y las oscilaciones, que, aun tratándose de la\nactividad normal de la empresa, generan un desajuste temporal entre el empleo\nestable disponible y el que se requiere, siempre que no respondan a los\nsupuestos incluidos en el artículo 16.1 del Estatuto de los Trabajadores que\nregula los contratos fijos-discontinuos indefinidos.\u003C\u002Fp>\n\n\u003Cp>Entre las oscilaciones a que se refiere el párrafo anterior se entenderán\nincluidas aquellas que derivan de las vacaciones anuales.\u003C\u002Fp>\n\n\u003Cp>La duración máxima del contrato de duración determinada, cuando obedezca\na circunstancias de la producción, será la máxima que permita el convenio\nsectorial para la industria siderometalúrgica, que de manera subsidiaría a\neste convenio de empresa resulte de aplicación en razón del territorio en el\nque se encuentre ubicado el centro de trabajo del que dependa la persona\ntrabajadora.\u003C\u002Fp>\n\n\u003Cp>En caso de que el contrato se hubiera concertado por una duración inferior\na la máxima legal o convencionalmente establecida, podrá prorrogarse,\nmediante acuerdo de las partes, por una única vez, sin que la duración total\ndel contrato pueda exceder de dicha duración máxima.\u003C\u002Fp>\n\n\u003Cp>2.Situaciones ocasionales y\u002Fo previsibles.\u003C\u002Fp>\n\n\u003Cp>Igualmente, la empresa podrá formalizar contratos por circunstancias de la\nproducción para atender situaciones ocasionales, previsibles y que tengan una\nduración reducida y delimitada en los términos previstos en este párrafo.\u003C\u002Fp>\n\n\u003Cp>La empresa solo podrá utilizar este contrato un máximo de noventa días en\nel año natural, independientemente de las personas trabajadoras que sean\nnecesarias para atender en cada uno de dichos días las concretas situaciones,\nque deberán estar debidamente identificadas en el contrato. Estos noventa\ndías no podrán ser utilizados de manera continuada.\u003C\u002Fp>\n\n\u003Cp>La empresa, en el último trimestre de cada año, trasladará a la\nrepresentación legal de las personas trabajadoras una previsión anual de uso\nde estos contratos.\u003C\u002Fp>\n\n\u003Cp>3.Por sustitución.\u003C\u002Fp>\n\n\u003Cp>Podrán celebrarse contratos de duración determinada para la sustitución\nde una persona trabajadora con derecho a reserva de puesto de trabajo, siempre\nque se especifique en el contrato el nombre de la persona sustituida y la causa\nde la sustitución. En tal supuesto, la prestación de servicios podrá\niniciarse antes de que se produzca la ausencia de la persona sustituida,\ncoincidiendo en el desarrollo de las funciones el tiempo imprescindible para\ngarantizar el desempeño adecuado del puesto y, como máximo, durante quince\ndías.\u003C\u002Fp>\n\n\u003Cp>Asimismo, el contrato de sustitución podrá concertarse para completar la\njornada reducida por otra persona trabajadora, cuando dicha reducción se\nampare en causas legalmente establecidas o reguladas en el convenio colectivo y\nse especifique en el contrato el nombre de la persona sustituida y la causa de\nla sustitución. \u003C\u002Fp>\n\n\u003Ch3 id=\"L581\">Artículo 28. Contratos formativos para la obtención de la\npráctica profesional.\u003C\u002Fh3>\n\n\u003Cp>Con el objeto de facilitar al personal la obtención de la formación\npráctica necesaria acorde a su nivel de estudios, la empresa podrá contratar\npersonal bajo esta modalidad contractual, de acuerdo con las características\nque a continuación se especifican:\u003C\u002Fp>\n\n\u003Cp>1.Podrá concertarse con personal que esté en posesión de alguno de los\ntítulos siguientes: título universitario o de un título de grado medio o\nsuperior, especialista, máster profesional o certificado del sistema de\nformación profesional, de acuerdo con lo previsto en la Ley Orgánica 5\u002F2002,\nde 19 de junio, de las Cualificaciones y de la Formación Profesional, así\ncomo con quienes posean un título equivalente de enseñanzas artísticas o\ndeportivas del sistema educativo que habiliten para el ejercicio de la\nactividad profesional, siempre y cuando no hayan transcurrido más de tres\naños desde la obtención del título hasta la formalización del contrato. En\nel caso de los contratos en prácticas celebrados con personal discapacitado,\ndicho plazo será de cinco años.\u003C\u002Fp>\n\n\u003Cp>2.El período de prueba no podrá exceder de un mes.\u003C\u002Fp>\n\n\u003Cp>3.La duración del contrato no podrá ser inferior a seis meses ni exceder\nun año. Asimismo, las partes podrán acordar una prórroga como máximo, sin\nque pueda ser inferior a la duración mínima del contrato, y sin que la\nduración total del contrato pueda exceder del período máximo de un año.\u003C\u002Fp>\n\n\u003Cp>4.El puesto de trabajo asignado al\u002Fa trabajador\u002Fa en prácticas, deberá\npermitir la obtención de la práctica profesional adecuada al nivel de\nestudios cursados.\u003C\u002Fp>\n\n\u003Cp>5.El salario que perciba el personal contratado bajo esta modalidad será\u003C\u002Fp>\n\n\u003Cp>del 60 % durante el primer semestre, 65 % en el segundo, del salario fijado\nen este convenio para un\u002Fa trabajador\u002Fa que desempeñe el mismo o equivalente\npuesto de trabajo, sin que en ningún caso pueda ser inferior a 15.493,85 euros\no 16.784,99 euros respectivamente, en cada uno de los dos períodos\nreseñados.\u003C\u002Fp>\n\n\u003Cp>En el caso de trabajadores\u002Fas en prácticas contratados\u002Fas a tiempo parcial,\nel salario se aplicará proporcionalmente en función de la jornada pactada.\u003C\u002Fp>\n\n\u003Cp>6.La empresa asignará de entre su personal a un\u002Fa trabajador\u002Fa del mismo o\nsuperior nivel para coordinar el desarrollo de las actividades objeto del\ncontrato.\u003C\u002Fp>\n\n\u003Cp>7.A la terminación del contrato, el\u002Fa empresario\u002Fa deberá entregar al\u002Fa\ntrabajador\u002Fa un certificado en el que conste la duración de las prácticas, el\npuesto o puestos de trabajo desempeñados y las principales tareas realizadas\nen cada uno de ellos.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1813\">Artículo 29. Empresas de Trabajo Temporal. Contratos de puesta\na disposición.\u003C\u002Fh3>\n\n\u003Cp>La empresa cuando contrate los servicios de Empresas de Trabajo Temporal,\ngarantizará que el personal puesto a su disposición tenga los mismos derechos\nlaborales así como las retribuciones mínimas de tablas de convenio a que\ntenga derecho el personal afectado por este convenio. Esta obligación\nconstará expresamente en el contrato de puesta a disposición celebrado entre\nla Empresa de Trabajo Temporal y la empresa usuaria que esté afectada por el\npresente convenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L607\">Artículo 30. Subcontratación de Obras y Servicios.\u003C\u002Fh3>\n\n\u003Cp>Sin perjuicio de la información sobre las previsiones de contratación o\nsubcontratación que vayan a realizarse, la empresa, en los supuestos en que\nformalicen un contrato de prestación de obra o servicios con una empresa\ncontratista o subcontratista, deberá informar a la representación legal del\npersonal, sobre los siguientes extremos:\u003C\u002Fp>\n\n\u003Cp>a)Nombre o razón social, domicilio y número de identificación fiscal de\nla empresa contratista o subcontratista.\u003C\u002Fp>\n\n\u003Cp>b)Objeto y duración de la contrata.\u003C\u002Fp>\n\n\u003Cp>c)Lugar de ejecución de la contrata. \u003C\u002Fp>\n\n\u003Cp>d)En su caso, número de personas que serán ocupadas, por la contrata o\nsubcontrata en el centro de trabajo de la empresa principal, así como la\nnormativa de aplicación con relación a sus condiciones laborales y de\nSeguridad Social.\u003C\u002Fp>\n\n\u003Cp>e)Medidas previstas para la coordinación de actividades desde el punto de\nvista de la prevención de riesgos laborales.\u003C\u002Fp>\n\n\u003Ch3 id=\"L621\">Artículo 31. Código de Conducta Laboral.\u003C\u002Fh3>\n\n\u003Cp>Principios ordenadores.\u003C\u002Fp>\n\n\u003Cp>La Dirección de la empresa podrá sancionar las acciones u omisiones\nculpables de los\u002Fas trabajadores\u002Fas que supongan un incumplimiento contractual\nde sus deberes laborales, de acuerdo con la graduación de las faltas que se\nestablece en los artículos siguientes.\u003C\u002Fp>\n\n\u003Cp>Corresponde a la Empresa en uso de la facultad de Dirección, imponer\nsanciones en los términos estipulados en el presente acuerdo.\u003C\u002Fp>\n\n\u003Cp>La sanción de las faltas requerirá comunicación por escrito al\u002Fa\ntrabajador\u002Fa, haciendo constar la fecha y los hechos que la motivaron.\u003C\u002Fp>\n\n\u003Cp>La empresa dará cuenta a la representación legal del personal de toda\nsanción por falta grave y muy grave que se imponga.\u003C\u002Fp>\n\n\u003Cp>Impuesta la sanción, el cumplimiento temporal de la misma se podrá dilatar\nhasta 60 días después de la fecha de su imposición.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Graduación de las faltas.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Toda falta cometida por los\u002Fas trabajadores\u002Fas se clasificará en atención\na su trascendencia, o intención en: leve, grave o muy grave.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Faltas leves.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se considerarán faltas leves las siguientes:\u003C\u002Fp>\n\n\u003Cp>a)La impuntualidad no justificada en la entrada o en la salida del trabajo\nde hasta tres ocasiones en un período de un mes.\u003C\u002Fp>\n\n\u003Cp>b)La inasistencia injustificada de un día al trabajo en el período de un\nmes.\u003C\u002Fp>\n\n\u003Cp>c)No notificar con carácter previo, o en su caso, dentro de las\nveinticuatro horas siguientes, la inasistencia al trabajo salvo que se pruebe\nla imposibilidad de haberlo podido hacer.\u003C\u002Fp>\n\n\u003Cp>d)El abandono del servicio o del puesto de trabajo sin causa justificada por\nperíodos breves de tiempo, si como consecuencia de ello, se ocasionase\nperjuicio de alguna consideración en las personas o en las cosas.\u003C\u002Fp>\n\n\u003Cp>e)Los deterioros leves en la conservación o en el mantenimiento de los\nequipos y material de trabajo de los que se fuera responsable.\u003C\u002Fp>\n\n\u003Cp>f)La desatención o falta de corrección en el trato con los y las clientes\no proveedores de la empresa.\u003C\u002Fp>\n\n\u003Cp>g)No comunicar a la empresa los cambios de residencia o domicilio, siempre\nque éstos puedan ocasionar algún tipo de conflicto o perjuicio a sus\ncompañeros\u002Fas o a la empresa.\u003C\u002Fp>\n\n\u003Cp>h)No comunicar con la puntualidad debida los cambios experimentados en la\nfamilia del\u002Fa trabajador\u002Fa que tengan incidencia en la Seguridad Social o en la\nAdministración tributaria.\u003C\u002Fp>\n\n\u003Cp>i)Todas aquellas faltas que supongan incumplimiento de prescripciones,\nórdenes o mandatos de un ó una superior\u002Fra en el ejercicio regular de sus\nfunciones, que no comporten perjuicios o riesgos para las personas o las\ncosas.\u003C\u002Fp>\n\n\u003Cp>j)La inasistencia a los cursos de formación teórica o práctica, dentro de\nla jornada ordinaria de trabajo, sin la debida justificación. \u003C\u002Fp>\n\n\u003Cp>k)Discutir con los compañeros\u002Fas, con los\u002Fas clientes o proveedores dentro\nde la jornada de trabajo.\u003C\u002Fp>\n\n\u003Cp>l)La embriaguez o consumo de drogas en el trabajo.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Faltas graves.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se consideran faltas graves las siguientes:\u003C\u002Fp>\n\n\u003Cp>a)La impuntualidad no justificada en la entrada o en la salida del trabajo\nen más de tres ocasiones en el período de un mes.\u003C\u002Fp>\n\n\u003Cp>b)La inasistencia no justificada al trabajo de dos a cuatro días, durante\nel período de un mes. Bastará una sola falta al trabajo cuando ésta afectara\nal relevo de un compañero\u002Fa o si como consecuencia de la inasistencia se\nocasionase perjuicio de alguna consideración a la empresa.\u003C\u002Fp>\n\n\u003Cp>c)El falseamiento u omisión maliciosa de los datos que tuvieran incidencia\ntributaria o en la Seguridad Social.\u003C\u002Fp>\n\n\u003Cp>d)Entregarse a juegos o distracciones de cualquier índole durante la\njornada de trabajo de manera reiterada y causando, con ello, un perjuicio al\ndesarrollo laboral.\u003C\u002Fp>\n\n\u003Cp>e)La desobediencia a las órdenes o mandatos de las personas de quienes se\ndepende orgánicamente en el ejercicio regular de sus funciones, siempre que\nello ocasione o tenga una trascendencia grave para las personas o las cosas.\u003C\u002Fp>\n\n\u003Cp>f)La falta de aseo y limpieza personal que produzca quejas justificadas de\nlos compañeros\u002Fas de trabajo y siempre que previamente hubiera mediado la\noportuna advertencia por parte de la empresa.\u003C\u002Fp>\n\n\u003Cp>g)Suplantar a otro\u002Fa trabajador\u002Fa, alterando los registros y controles de\nentrada o salida al trabajo.\u003C\u002Fp>\n\n\u003Cp>h)La negligencia o desidia en el trabajo que afecte a la buena marcha del\nmismo, siempre que de ello no se derive perjuicio grave para las personas o las\ncosas.\u003C\u002Fp>\n\n\u003Cp>i)La realización sin previo consentimiento de la empresa de trabajos\nparticulares, durante la jornada de trabajo, así como el empleo para usos\npropios o ajenos de los útiles, herramientas, maquinaria o vehículos de la\nempresa, incluso fuera de la jornada de trabajo.\u003C\u002Fp>\n\n\u003Cp>j)La reincidencia en la comisión de falta leve (excluida la falta de\npuntualidad) aunque sea de distinta naturaleza, dentro de un trimestre y\nhabiendo mediado sanción.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>k)Cualquier atentado contra la libertad sexual de los\u002Fas trabajadores\u002Fas que\nse manifieste en ofensas verbales o físicas, falta de respeto a la intimidad o\nla dignidad de las personas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>l)La embriaguez o consumo de drogas, si repercute negativamente en el\ntrabajo o constituyen un perjuicio o peligro en el nivel de protección de la\nseguridad y salud de los\u002Fas trabajadores\u002Fas en el trabajo.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Faltas muy graves.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se considerarán faltas muy graves las siguientes:\u003C\u002Fp>\n\n\u003Cp>a)La impuntualidad no justificada en la entrada o en la salida del trabajo\nen más de diez ocasiones durante el período de seis meses, o bien más de\nveinte en un año.\u003C\u002Fp>\n\n\u003Cp>b)La inasistencia al trabajo durante tres días consecutivos o cinco\nalternos en un período de un mes.\u003C\u002Fp>\n\n\u003Cp>c)El fraude, deslealtad o abuso de confianza en las gestiones encomendadas;\nel hurto, el robo, o causar daños a las pertenencias tanto de sus\ncompañeros\u002Fas de trabajo como de la empresa o de cualquier otra persona dentro\nde las dependencias de la empresa, o durante el trabajo en cualquier otro\nlugar.\u003C\u002Fp>\n\n\u003Cp>d)La simulación de enfermedad o accidente. Se entenderá que existe\ninfracción laboral, cuando encontrándose en baja el\u002Fa trabajador\u002Fa por\ncualquiera de las causas señaladas, realice trabajos de cualquier índole por\ncuenta propia o ajena. También \u003C\u002Fp>\n\n\u003Cp>tendrá la consideración de falta muy grave toda manipulación efectuada\npara prolongar la baja por accidente o enfermedad.\u003C\u002Fp>\n\n\u003Cp>e)El abandono del servicio o puesto de trabajo sin causa justificada aún\npor breve tiempo, si a consecuencia del mismo se ocasionase un perjuicio\nconsiderable a la empresa o a los compañeros\u002Fas de trabajo, pusiese en peligro\nla seguridad o fuese causa de accidente.\u003C\u002Fp>\n\n\u003Cp>f)El quebrantamiento o violación de secretos de obligada confidencialidad\nde la empresa.\u003C\u002Fp>\n\n\u003Cp>g)La realización de actividades que impliquen competencia desleal a la\nempresa.\u003C\u002Fp>\n\n\u003Cp>h)La disminución voluntaria y continuada en el rendimiento del trabajo\nnormal o pactado.\u003C\u002Fp>\n\n\u003Cp>i)Los malos tratos de palabra u obra, la falta de respeto y consideración a\nsus superiores o a los familiares de éstos, así como a sus compañeros\u002Fas de\ntrabajo, proveedores y clientes de la empresa.\u003C\u002Fp>\n\n\u003Cp>j)La reincidencia en falta grave, aunque sea de distinta naturaleza, siempre\nque las faltas se cometan en el período de dos meses y hayan sido objeto de\nsanción.\u003C\u002Fp>\n\n\u003Cp>k)La desobediencia a las órdenes o mandatos de sus superiores en cualquier\nmateria de trabajo, si implicase perjuicio notorio para su empresa o sus\ncompañeros\u002Fas de trabajo, salvo que sean debidos al abuso de autoridad.\nTendrán la consideración de abuso de autoridad, los actos realizados por\ndirectivos\u002Fas, jefes\u002Fas o mandos intermedios, con infracción manifiesta y\ndeliberada a los preceptos legales, y con perjuicio para el\u002Fa trabajador\u002Fa.\u003C\u002Fp>\n\n\u003Cp>l)Los atentados contra la libertad sexual que se produzcan aprovechándose\nde una posición de superioridad laboral, o se ejerzan sobre personas\nespecialmente vulnerables por su situación personal o laboral.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Sanciones:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Las sanciones máximas que podrán imponerse por la comisión de las faltas\nseñaladas son las siguientes:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>a)Por faltas leves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>- Amonestación por escrito.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>b)Por faltas graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Amonestación por escrito.\u003C\u002Fp>\n\n\u003Cp>-Suspensión de empleo y sueldo de dos a veinte días.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>c)Por faltas muy graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Amonestación por escrito.\u003C\u002Fp>\n\n\u003Cp>-Suspensión de empleo y sueldo de veintiuno a sesenta días.\u003C\u002Fp>\n\n\u003Cp>-Despido.\u003C\u002Fp>\n\n\u003Cp>Prescripción:\u003C\u002Fp>\n\n\u003Cp>Dependiendo de su graduación, las faltas prescriben a los siguientes\ndías:\u003C\u002Fp>\n\n\u003Cp>-Faltas leves: diez días.\u003C\u002Fp>\n\n\u003Cp>-Faltas graves: veinte días.\u003C\u002Fp>\n\n\u003Cp>-Faltas muy graves: sesenta días.\u003C\u002Fp>\n\n\u003Cp>La prescripción de las faltas señaladas empezará a contar a partir de la\nfecha en que la empresa tuvo conocimiento de su comisión y, en todo caso, a\nlos seis meses de haberse cometido. \u003C\u002Fp>\n\n\u003Ch3 id=\"L759\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3 id=\"L759\">Artículo 32. Seguridad y Salud Laboral.\u003C\u002Fh3>\n\n\u003Cp>I.En cumplimiento del deber a la protección eficaz de la seguridad y salud\nde los\u002Fas trabajadores\u002Fas, el\u002Fa empresario\u002Fa adoptará cuantas medidas sean\nnecesarias: Evaluación de riesgos, información, formación, vigilancia de la\nsalud, participación y consulta con los\u002Fas delegados\u002Fas de prevención.\u003C\u002Fp>\n\n\u003Cp>El\u002Fa empresario\u002Fa desarrollará una acción permanente para combatir los\nriesgos con arreglo a los siguientes principios:\u003C\u002Fp>\n\n\u003Cp>1.Evitar los riesgos.\u003C\u002Fp>\n\n\u003Cp>2.Evaluar los riesgos que no se puedan evitar.\u003C\u002Fp>\n\n\u003Cp>3.Combatir los riesgos en el origen.\u003C\u002Fp>\n\n\u003Cp>4.Adaptar el trabajo a la persona, en particular en lo que respecta a la\nconcepción de los puestos de trabajo, así como a la elección de los equipos\ny los métodos de trabajo y de producción, con miras, en particular, a atenuar\nel trabajo monótono y repetitivo, ya reducir los efectos del mismo en la\nsalud.\u003C\u002Fp>\n\n\u003Cp>5.Tener en cuenta la evolución técnica.\u003C\u002Fp>\n\n\u003Cp>6.Sustituir lo peligroso por lo que entrañe poco o ningún peligro.\u003C\u002Fp>\n\n\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-green_trigger\">7.Planificar la prevención, buscando un conjunto coherente que integre en\nella la técnica, la organización del trabajo, las condiciones de trabajo, las\nrelaciones sociales y la influencia de los factores ambientales.\u003C\u002Fdiv>\u003C\u002Fp>\n\n\u003Cp>8.Adoptar medidas que antepongan la protección colectiva a la\nindividual.\u003C\u002Fp>\n\n\u003Cp>9.Dar las instrucciones a los\u002Fas trabajadores\u002Fas.\u003C\u002Fp>\n\n\u003Cp>10.El\u002Fa empresario\u002Fa tomará en consideración las capacidades profesionales\nde los\u002Fas trabajadores\u002Fas en materia de seguridad y de salud en el momento de\nencomendarles las tareas.\u003C\u002Fp>\n\n\u003Cp>11.El\u002Fa empresario\u002Fa adoptará las medidas necesarias a fin de garantizar\nque sólo los\u002Fas trabajadores\u002Fas que hayan recibido información suficiente y\nadecuada puedan acceder a las zonas de riesgo grave y específico.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cp>Por su parte, los\u002Fas trabajadores\u002Fas individualmente considerados están\nobligados, previa información y formación suficiente y adecuada, teórica y\npráctica, a la que se hace referencia en el apartado IV, a cumplir las\ninstrucciones recibidas en materia de Seguridad y Salud Laboral. Especialmente\nserán asesorados en las que se refieran al uso de medios y prendas de\nprotección personal.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>No se imputarán en el crédito horario las horas destinadas a la\nrepresentación legal de los trabajadores, el tiempo correspondiente a las\nreuniones del Comité de Seguridad y Salud y a cualquiera otras convocadas por\nel empresario en materia de prevención, así como el destinado a las visitas\nprevistas en las letras a) y c) del número dos del artículo 36 de la Ley\n31\u002F1995 de la Ley de Prevención de Riesgos Laborales.\u003C\u002Fp>\n\n\u003Cp>Asimismo, los Delegados de Prevención dispondrán de los permisos\nretribuidos necesarios para la asistencia a cursos de formación en materia de\nSeguridad y Salud Laboral y que sean convocados por los Organismos o\nInstituciones Oficiales competentes en la materia (art. 37.2 de la Ley 31\u002F1995)\no por los Servicios de las Organizaciones Sindicales firmantes del presente\nconvenio, en aquellas materias que le sean facultadas por los Organismos\ncompetentes. El disfrute de dichos permisos deberá ser autorizado por la\nempresa. En caso de denegación podrá elevarse recurso a la Comisión Mixta\nInterpretativa del convenio quién resolverá al efecto.\u003C\u002Fp>\n\n\u003Cp>II.En aplicación de la Ley de Prevención de Riesgos Laborales todas las\nempresas están obligadas a que cada trabajador\u002Fa reciba formación teórica y\npráctica suficiente y adecuada, en materia preventiva, tanto en el momento de\nsu contratación, cualquiera que sea la modalidad o duración de ésta, como\ncuando se produzcan cambios en las funciones que desempeñen o se introduzcan\nnuevas tecnologías o cambios en los equipos de trabajo. \u003C\u002Fp>\n\n\u003Cp>La formación se podrá impartir mediante medios propios o concertándola\ncon servicios ajenos homologados. La representación legal del personal deberá\nser informada de los procesos de formación que la empresa desarrolle de\nconformidad con lo establecido en este apartado.\u003C\u002Fp>\n\n\u003Cp>El tiempo destinado a la formación será considerado a todos los efectos\ncomo tiempo de trabajo efectivo.\u003C\u002Fp>\n\n\u003Cp>III.El Delegado de prevención de Seguridad y Salud Laboral junto con los\nServicios de Prevención, tendrán las siguientes facultades y\nresponsabilidades específicas, sin perjuicio de las que le están atribuidas\nen las disposiciones legales vigentes en cada momento (principalmente las\natribuidas a los Servicios de Prevención, en el artículo 31 de la Ley\n31\u002F1995).\u003C\u002Fp>\n\n\u003Cp>a)Participar en la elaboración, puesta en marcha y control de aplicación,\ntanto de los programas especificados en el anterior apartado I de este\nartículo, como de las normas de seguridad y salud laboral que han de tener\nobligado cumplimiento en el centro de trabajo.\u003C\u002Fp>\n\n\u003Cp>b)Proponer al\u002Fa empresario\u002Fa el orden de prioridades que considere\nconveniente antes de la aprobación de las inversiones necesarias para llevar a\ncabo los programas previstos.\u003C\u002Fp>\n\n\u003Cp>c)Conocer la información relativa a materiales, instalaciones, maquinaria y\ndemás aspectos del proceso productivo en la medida que sea necesaria para\nconstatar los reales o potenciales riesgos existentes y para proponer las\nmedidas encaminadas a eliminarlos o reducirlos.\u003C\u002Fp>\n\n\u003Cp>d)Transmitir al personal afectado, la información precisa relativa a las\nmedidas de salud o investigación de riesgos o accidentes, a través de los\nmedios que estime más adecuados, siempre que no interfieran la marcha normal\nde la producción.\u003C\u002Fp>\n\n\u003Cp>e)Requerir al\u002Fa empresario\u002Fa para la adopción de medidas especiales de\nprotección o vigilancia en aquellos puestos de trabajo cuya evidente\npeligrosidad o demostrado riesgo para la salud de los\u002Fas trabajadores\u002Fas lo\naconsejen.\u003C\u002Fp>\n\n\u003Cp>f)Colaborar activamente con el Servicio Médico, con los Mandos y con el\nTécnico de Seguridad en la implantación y control de su eficacia y\nresultados, de medidas preventivas que intenten evitar las causas de los\naccidentes y enfermedades profesionales.\u003C\u002Fp>\n\n\u003Cp>g)Disponer del asesoramiento del Servicio Médico y del Técnico de\nSeguridad en todas las materias que profesionalmente les son propios o\nespecíficos.\u003C\u002Fp>\n\n\u003Cp>h)Solicitar asimismo la intervención y asesoramiento de Organismos\nOficiales especializados en seguridad y salud laboral y, en su caso, de otros\nOrganismos especializados previo acuerdo con el\u002Fa empresario\u002Fa, para investigar\nel nivel de riesgo o la real concentración de agentes contaminantes en los\npuestos de trabajo. En todo caso, ambas partes aceptarán los resultados de las\nmediciones efectuadas y aplicarán las prescripciones y medidas correctoras que\npropongan los informes en que se recoja la investigación efectuada, una de\ncuyas copias se entregará al Comité de Seguridad y Salud Laboral.\u003C\u002Fp>\n\n\u003Cp>IV.La empresa principal establecerá las medidas necesarias para la\ncoordinación de las actividades relativas a la prevención de riesgos\nlaborales, con las empresas contratistas o de servicios, a fin de garantizar al\npersonal de éstas las mismas condiciones de seguridad que las de sus\ntrabajadores\u002Fas.\u003C\u002Fp>\n\n\u003Cp>Los órganos responsables de la prevención de la empresa principal\ntendrán, en esta materia, las competencias que se establezcan en las medidas\nprevistas para la coordinación de las actividades de prevención.\u003C\u002Fp>\n\n\u003Cp>V.Se proveerá de ropa y calzado impermeable al personal que haya de\nrealizar labores continuas a la intemperie en régimen de lluvias frecuentes,\nasí como también a los que hubieren de actuar en lugares notablemente\nencharcados o fangosos. \u003C\u002Fp>\n\n\u003Cp>En los trabajos que requieran contacto con ácidos, se les dotará de ropa\nde lana adecuada.\u003C\u002Fp>\n\n\u003Cp>Dichas prendas y calzado sólo podrán ser usados para y durante la\nejecución de las labores que se indican.\u003C\u002Fp>\n\n\u003Cp>A los\u002Fas Porteros\u002Fas, Vigilantes, Guardas, Conserjes y Chóferes se les\nproporcionará uniforme, calzado y prendas de abrigo e impermeables.\u003C\u002Fp>\n\n\u003Cp>Con independencia de las prendas de protección a que anteriormente se hace\nreferencia, las empresas proveerán a todos los\u002Fas trabajadores\u002Fas de ropa o\nvestuario de protección adecuada. Las cuestiones que puedan suscitarse sobre\nesta materia, serán resueltas por la Autoridad Laboral competente.\u003C\u002Fp>\n\n\u003Ch3 id=\"L831\">Artículo 33. Vigilancia de la Salud.\u003C\u002Fh3>\n\n\u003Cp>La empresa garantizará a los trabajadores y trabajadoras a su servicio la\nvigilancia periódica de su estado de salud en función a los riesgos\ninherentes al trabajo que realiza. (Incorporando las informaciones de salud a\nlas Evaluaciones de Riesgo y Planes de Prevención).\u003C\u002Fp>\n\n\u003Cp>Esta vigilancia médica se realizará con una periodicidad mínima anual\n(salvo legislación expresa) por los\u002Fas especialistas Sanitarios de los\nServicios de Prevención propios o contratados.\u003C\u002Fp>\n\n\u003Cp>A tal efecto, la empresa comunicará a los Delegados de Prevención y al\nComité de Seguridad y Salud el Servicio de Prevención a través del cual se\nrealizará la Vigilancia de la Salud. En el caso de que se opte por un Servicio\nde Prevención ajeno entregará tanto a los Delegados de Prevención como al\nComité de Seguridad y Salud Laboral información sobre las características\ntécnicas de dicho concierto.\u003C\u002Fp>\n\n\u003Cp>La referida vigilancia de la salud se realizará aplicando los Protocolos\nEspecíficos o criterios de las autoridades sanitarias (ruido, manipulación\nmanual de cargas, posturas forzadas, pantallas de visualización, plomo...)\nteniendo en cuenta especialmente las Enfermedades profesionales reconocidas o\nque la evaluación de riesgo lo contemple.\u003C\u002Fp>\n\n\u003Cp>La vigilancia de la salud debe ser voluntaria, salvo en los supuestos de\nriesgo a terceros. La información será entregada individualmente a cada\ntrabajador\u002Fa respetándose la confidencialidad (salvo autorización expresa) y\nno-discriminación. Esta vigilancia deberá estar garantizada tras la\nincorporación al trabajo o a un nuevo puesto de trabajo y tras una ausencia\nprolongada por motivos de salud.\u003C\u002Fp>\n\n\u003Cp>El empresario garantizará a los trabajadores a su servicio la vigilancia\nperiódica de su estado de salud en función de los riesgos inherentes al\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>Esta vigilancia sólo podrá llevarse a cabo cuando el trabajador preste su\nconsentimiento. De este carácter voluntario sólo se exceptuarán, previo\ninforme de los representantes de los trabajadores, los supuestos en los que la\nrealización de los reconocimientos sea imprescindible para evaluar los efectos\nde las condiciones de trabajo sobre la salud de los trabajadores o para\nverificar si el estado de salud del trabajador puede constituir un peligro para\nel mismo, para los demás trabajadores o para otras personas relacionadas con\nla empresa o cuando así esté establecido en una disposición legal en\nrelación con la protección de riesgos específicos y actividades de especial\npeligrosidad.\u003C\u002Fp>\n\n\u003Cp>En todo caso se deberá optar por la realización de aquellos\nreconocimientos o pruebas que causen las menores molestias al trabajador y que\nsean proporcionales al riesgo.\u003C\u002Fp>\n\n\u003Cp>Las medidas de vigilancia y control de la salud de los trabajadores\u002Fas se\nllevarán a cabo respetando siempre el derecho a la intimidad y a la dignidad\nde la persona y la confidencialidad de toda la información relacionada con su\nestado de salud.\u003C\u002Fp>\n\n\u003Cp>No obstante lo anterior, el\u002Fa empresario\u002Fa y las personas u órganos con\nresponsabilidades en materia de prevención, serán informados de las\nconclusiones que se deriven de los reconocimientos efectuados en relación con\nla aptitud del\u002Fa trabajador\u002Fa para el desempeño del puesto de trabajo o con la\nnecesidad de introducir o mejorar las medidas de protección y prevención, a\nfin de que puedan desarrollar correctamente sus funciones en materia\npreventiva. \u003C\u002Fp>\n\n\u003Cp>Cuando los reconocimientos se efectúen fuera de las horas de trabajo, no\nserá retribuido el tiempo que se dedique a los mismos.\u003C\u002Fp>\n\n\u003Cp>De conformidad con lo establecido en el artículo 37.3 c) del Reglamento de\nlos Servicios de Prevención, los exámenes de salud, incluirán, en todo caso,\nuna historia clínico-laboral, en la que además de los datos de anamnesis,\nexploración clínica y control biológico y estudios complementarios en\nfunción de los riesgos inherentes al trabajo, se hará constar una\ndescripción detallada del puesto de trabajo, el tiempo de permanencia en el\nmismo, los riesgos detectados en el análisis de las condiciones de trabajo y\nlas medidas de prevención adoptadas.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SICDIS_trigger\">\u003Ch3 id=\"L857\">Artículo 34. Personal con capacidad disminuida.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Todos aquellos\u002Fas trabajadores\u002Fas que, por accidente de trabajo o enfermedad\nprofesional, con reducción de sus facultades físicas o intelectuales, sufran\nuna capacidad disminuida, tendrán preferencia para ocupar los puestos más\naptos a sus condiciones que existan en la empresa, siempre que tengan aptitud\npara el nuevo puesto, respetándose la retribución que se viniese\npercibiendo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Ch3 id=\"L861\">Artículo 35. Mujer embarazada.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">Toda mujer embarazada, previo informe del Médico de empresa o del\nespecialista si aquél no existiese, y cuando la trabajadora o la empresa lo\nsoliciten, si desarrollase un trabajo penoso, o peligroso para su estado, se le\ncambiará provisionalmente de su puesto de trabajo a otro más cómodo, si lo\nhubiere, sin riesgo para su estado, conservando el derecho a reintegrarse en su\npuesto y categoría originales.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\">\u003Cp>En este supuesto, la Dirección de la empresa, designará a la persona que\nobligatoriamente deberá cubrir el puesto dejado vacante por la embarazada, y\nque por el carácter de provisionalidad de la situación, se incorporará a su\nanterior puesto, cuando la embarazada se reintegre a su puesto de trabajo de\norigen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Tanto la trabajadora embarazada como el trabajador\u002Fa afectado\u002Fa por el\ncambio, percibirán las retribuciones correspondientes al puesto que ocupen en\ncada momento.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L869\">Artículo 36. Modificación sustancial de condiciones de trabajo\ny movilidad geográfica.\u003C\u002Fh3>\n\n\u003Cp>A)Las modificaciones sustanciales, por razones económicas, técnicas,\norganizativas o de producción, de las condiciones reconocidas a los\u002Fas\ntrabajadores\u002Fas por acuerdo o pacto colectivo o disfrutadas por éstos, en\nvirtud de una decisión unilateral del\u002Fa empresario\u002Fa de efectos colectivos,\nafecten a uno, varios o todos los\u002Fas trabajadores\u002Fas del centro de trabajo, se\nadecuarán al siguiente procedimiento:\u003C\u002Fp>\n\n\u003Cp>a)Notificación previa a la representación del personal, con indicación de\nlos motivos en que se fundamenta tal modificación.\u003C\u002Fp>\n\n\u003Cp>b)Establecimiento de un período de consultas con la representación legal\ndel personal de una duración de quince días.\u003C\u002Fp>\n\n\u003Cp>c)En caso de que en dicho plazo no se alcanzase un acuerdo mayoritario sobre\nla necesidad de tal modificación, se someterá la cuestión al procedimiento\narbitral de los servicios de resolución de conflictos laborales\ncorrespondiente a la comunidad autónoma que resulte competente en razón del\nterritorio, (el PRECO en el ámbito autonómico del País Vasco, y los\norganismos similares que existen en las comunidades de Cataluña y Madrid). El\norganismo de arbitraje que resulte competente deberá dictar el correspondiente\nLaudo en un plazo que no exceda a los quince días desde la finalización del\nperíodo de consultas establecido en el apartado anterior. En el caso de que la\nrepresentación legal del personal no acepte el arbitraje obligatorio, la\ndecisión de modificación será ejecutiva por parte de la empresa en los\ntérminos establecidos en el artículo 41 del Estatuto de los Trabajadores a\ncontar desde la finalización del período de consultas salvo en las\nmodificaciones de la cuantía del salario de carácter colectivo, en cuyo caso\nserá necesario el acuerdo colectivo. \u003C\u002Fp>\n\n\u003Cp>B)El procedimiento señalado en el apartado anterior será igualmente de\naplicación para las movilidades geográficas de tipo colectivo que pueda\nplantear la Dirección de la empresa.\u003C\u002Fp>\n\n\u003Ch3 id=\"L881\">Artículo 37. Constitución Sección Sindical.\u003C\u002Fh3>\n\n\u003Cp>El personal de la empresa Dürr Systems Spain, SAU, afiliados\u002Fas a una\nCentral Sindical, legalmente constituida, podrán constituir una Sección\nSindical de Empresa.\u003C\u002Fp>\n\n\u003Ch3 id=\"L885\">Artículo 38. Garantías Sección Sindical.\u003C\u002Fh3>\n\n\u003Cp>Las Secciones Sindicales de Empresa tendrán las siguientes garantías:\u003C\u002Fp>\n\n\u003Cp>a)Difundir publicaciones y avisos de carácter sindical o laboral en los\nlocales de la empresa; recaudar las cotizaciones de sus afiliados\u002Fas y no\npodrán ser obstaculizadas en sus tareas de afiliación sindical, sin que el\nejercicio de tales derechos pueda interferir el trabajo o la marcha general de\nla producción.\u003C\u002Fp>\n\n\u003Cp>b)Proponer candidatos\u002Fas a elecciones para cubrir los puestos del Comité de\nEmpresa.\u003C\u002Fp>\n\n\u003Cp>En la empresa en que la elección de los miembros del Comité se haya\nefectuado por el sistema de listas cerradas, las Centrales Sindicales presentes\nen el mismo podrán destituir a aquel miembro del Comité que haya causado baja\nen la Central Sindical por la que fue elegido, y designar en su caso al\u002Fa\ntrabajador\u002Fa que le haya de sustituir.\u003C\u002Fp>\n\n\u003Cp>c)Elegir Delegados\u002Fas Sindicales que representen a los\u002Fas afiliados\u002Fas de la\nSección Sindical ante el\u002Fa empresario\u002Fa.\u003C\u002Fp>\n\n\u003Cp>d)Utilizar, previa notificación y autorización de la empresa, los\nservicios de expertos\u002Fas sindicalistas, economistas, abogados\u002Fas, etc., en los\ntemas colectivos (negociación colectiva, revisiones salariales, expedientes de\nregulación de empleo, etc.) con acceso a los locales de la empresa.\u003C\u002Fp>\n\n\u003Cp>e)Los\u002Fas Delegados\u002Fas de las Secciones Sindicales de Empresa que cumplan los\nrequisitos establecidos en el artículo siguiente, podrán convocar a los\u002Fas\nDelegados\u002Fas de Personal y Comités de Empresa, dentro de las horas retribuidas\na estos últimos, con los mismos requisitos y preavisos establecidos para sus\nreuniones ordinarias.\u003C\u002Fp>\n\n\u003Cp>f)Los\u002Fas Delegados\u002Fas de las Secciones Sindicales de Empresa que cumplan los\nrequisitos establecidos en el artículo siguiente:\u003C\u002Fp>\n\n\u003Cp>g)Dispondrán de la misma información y documentación que la empresa ponga\na disposición de los Comités de Empresa o Delegados\u002Fas de Personal en su\ncaso.\u003C\u002Fp>\n\n\u003Cp>• Deberán ser informados, y oídos por la empresa, de cuantas cuestiones\nafecten colectivamente al personal, y en especial las relativas a:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">o Expedientes de regulación de empleo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">o Traslados totales o parciales de empresa.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">o Introducción de nuevos sistemas de trabajo e\nincentivos.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">o Decisiones que afecten sustancialmente a la\norganización del trabajo.\u003C\u002Fp>\n\n\u003Cp>En los casos de expedientes de regulación de empleo, podrán emitir informe\nen los plazos previstos en la legislación vigente, que se adjuntará en el\nexpediente ante la Autoridad Laboral correspondiente, conjuntamente con el que\nemita el Comité de Empresa, en su caso, junto al acta de finalización de\nconsultas.\u003C\u002Fp>\n\n\u003Cp>• Tendrán el mismo tratamiento que los miembros de los Comités de\nEmpresa o Delegados\u002Fas de Empresa, en su caso, en cuanto a la prioridad de\npermanencia en la misma, en los supuestos de suspensión o extinción por\ncausas tecnológicas o económicas. \u003C\u002Fp>\n\n\u003Cp>g)La empresa permitirá reuniones a los y las afiliados\u002Fas a una Sección\nSindical de Empresa en los locales de la misma, fuera de las horas de trabajo.\nA las reuniones de los y las afiliadas de una Sección Sindical de Empresa que\ncumpla los requisitos establecidos en el siguiente artículo, podrá acudir,\nprevia notificación y autorización de la empresa, un\u002Fa responsable de la\nCentral Sindical. Dentro de las posibilidades de la empresa, se facilitarán\nlocales donde celebrar dichas reuniones, así como espacios propios para el\u002Fa\nDelegado\u002Fa de la Sección Sindical que cumpla los requisitos establecidos en el\nartículo siguiente.\u003C\u002Fp>\n\n\u003Cp>h)En el supuesto de medidas disciplinarias por faltas graves o muy graves\ncontra cualquier trabajador\u002Fa afiliado\u002Fa, y siempre que esta condición haya\nsido puesta en conocimiento de la empresa por la respectiva Sección Sindical,\nla dirección de la empresa notificará al\u002Fa Delegado\u002Fa Sindical la propuesta\nde sanción. En el término de las 48 horas siguientes, éste emitirá informe,\nque no tendrá carácter vinculante y la empresa podrá adoptar, sin más\ntrámite, la sanción que estime adecuada.\u003C\u002Fp>\n\n\u003Ch3 id=\"L923\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3 id=\"L923\">Artículo 39. Horas retribuidas Sección Sindical.\u003C\u002Fh3>\n\n\u003Cp>Los\u002Fas Delegados\u002Fas Sindicales de Empresa, que agrupen como mínimo en la\nempresa, los porcentajes de afiliación que para cada tamaño se señalan, o en\nsu caso hayan obtenido los porcentajes que asimismo se señalan, en las\nelecciones a los órganos de representación de los\u002Fas trabajadores\u002Fas,\ndispondrán de un máximo de horas retribuidas al mes, a salario real, en la\ncuantía siguiente:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:18.95pt\">\n      \u003Ctd width=\"145\" style=\"width:108.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Tamaño\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\" style=\"width:32.9pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">N.°\n        afil.\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\" style=\"width:32.9pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">%\n        Voto\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\" style=\"width:46.55pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Elec.\n        Sind.\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\" style=\"width:43.2pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">N.°\n        Deleg.\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\" style=\"width:60.95pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">N.°\n        Horas\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"145\" style=\"width:108.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">6 a 25\n        trabajadores\u002Fas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\" style=\"width:32.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">25%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\" style=\"width:32.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\" style=\"width:46.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\" style=\"width:43.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\" style=\"width:60.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Ninguna\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"145\" style=\"width:108.5pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">25 a 100\n        trabajadores\u002Fas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\" style=\"width:32.9pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">20%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\" style=\"width:32.9pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\" style=\"width:46.55pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\" style=\"width:43.2pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\" style=\"width:60.95pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">10\n        horas\u002Fmes\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003Cspan lang=\"ES\">\u003C\u002Fspan>Con cargo a estas horas, si los\u002Fas citados\u002Fas\nDelegados\u002Fas Sindicales lo desean, podrán participar en las reuniones del\nComité de Empresa o de Delegados\u002Fas de Personal en su caso.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L937\">Artículo 40. Excedencias Sección Sindical.\u003C\u002Fh3>\n\n\u003Cp>Se exceptúan del período mínimo necesario de permanencia en la empresa al\npersonal que solicitase excedencia con ocasión de ocupar un cargo sindical de\ncarácter, al menos, provincial. Dichas excedencias tendrán el carácter de\nforzosas por el tiempo que dure el mandato sindical y se regularán por las\ndisposiciones generales de aplicación en dicha materia.\u003C\u002Fp>\n\n\u003Ch3 id=\"L941\">Artículo 41. Reuniones Trimestrales Sección Sindical.\u003C\u002Fh3>\n\n\u003Cp>La Dirección de la empresa o persona en quien delegue y los\u002Fas Delegados\u002Fas\nde las Secciones Sindicales de Empresa se reunirán trimestralmente para\ninformar sobre la situación general de la empresa.\u003C\u002Fp>\n\n\u003Ch3 id=\"L945\">Artículo 42. No discriminación (Garantías Sindicales).\u003C\u002Fh3>\n\n\u003Cp>Para el ejercicio de sus derechos sindicales, a las trabajadoras y a los\ntrabajadores se les garantizará lo que posteriormente se enumera,\nconsiderándose nulos cuantos actos o pactos tengan por objeto la\ndiscriminación sindical y en concreto:\u003C\u002Fp>\n\n\u003Cp>a)Condicionar el empleo de un\u002Fa trabajador\u002Fa a la afiliación o no\nafiliación a una Central Sindical.\u003C\u002Fp>\n\n\u003Cp>b)La constitución o el apoyo por parte del\u002Fa empresario\u002Fa de una Central\nSindical o Sección Sindical de Empresa mediante ayuda financiera o de otro\ntipo. \u003C\u002Fp>\n\n\u003Cp>c)Despedir a un\u002Fa trabajador\u002Fa, sancionarle, discriminarle o causarle\ncualquier tipo de perjuicio por razón de su afiliación o no afiliación a una\nCentral Sindical, siempre que ésta se ajuste a la legislación vigente.\u003C\u002Fp>\n\n\u003Ch3 id=\"L955\">Artículo 43. Número y composición, Representantes Legales de\nlos Trabajadores.\u003C\u002Fh3>\n\n\u003Cp>El\u002Fa Delegado\u002Fa de Personal es el órgano de representación del personal.\nTendrán la composición y garantías que se señalan en la legislación\nvigente en cada momento, sin perjuicio de las específicas que se establecen en\nel presente convenio.\u003C\u002Fp>\n\n\u003Cp>El número de Delegados\u002Fas de Personal o miembros del Comité de Empresa con\nderecho al uso del crédito horario retribuido para el ejercicio de su\nactividad, se acomodará, a iniciativa de la Dirección de la empresa, o de\nlos\u002Fas promotores electorales a que hace referencia el artículo 67 del\nEstatuto de los Trabajadores, a las disminuciones de la plantilla.\u003C\u002Fp>\n\n\u003Cp>Operará la citada disminución cuando en un período ininterrumpido de al\nmenos seis meses, la plantilla que sirvió de censo para las correspondientes\nelecciones sindicales, haya sufrido una disminución de al menos el 10 % de la\nmisma con una reducción mínima de 10 trabajadores\u002Fas.\u003C\u002Fp>\n\n\u003Cp>La disminución operará automáticamente, en el caso de candidaturas\nabiertas, sobre el\u002Fla representante o representantes con menor número de votos\nen las correspondientes elecciones sindicales, y en el caso de candidaturas\ncerradas sobre el o los\u002Flas representantes elegidos con el menor número de\nvotos en la correspondiente lista.\u003C\u002Fp>\n\n\u003Cp>Los afectados por la aplicación del presente artículo mantendrán su\ncondición de representantes de los\u002Fas trabajadores\u002Fas (Delegados\u002Fas de\npersonal o miembros del Comité de empresa) y gozarán de iguales garantías\nque el resto de los mismos, a excepción del crédito horario retribuido que se\nlimitará al necesario para acudir a la reunión mensual ordinaria, si la\nhubiera, con la Dirección de la empresa, con un tope en todo caso de tres\nhoras mensuales.\u003C\u002Fp>\n\n\u003Ch3 id=\"L967\">Artículo 44. Horas retribuidas, Representantes Legales de los\nTrabajadores.\u003C\u002Fh3>\n\n\u003Cp>Las horas retribuidas para el ejercicio de la actividad de los\u002Fas\nDelegados\u002Fas de Personal y miembros del Comité de Empresa, serán las\nsiguientes en función del tamaño de la empresa:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:38.15pt\">\n      \u003Ctd width=\"164\" style=\"width:122.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Tamaño\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\" style=\"width:72.7pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Horas retribuidas —\n        Horas\u002Fmes\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"164\" style=\"width:122.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Hasta 30\n        trabajadores\u002Fas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\" style=\"width:72.7pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">20\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"164\" style=\"width:122.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">De 31 a 75\n        trabajadores\u002Fas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\" style=\"width:72.7pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">25\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"164\" style=\"width:122.65pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">De 76 a 150\n        trabajadores\u002Fas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\" style=\"width:72.7pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">30\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>Los\u002Fas Delegados\u002Fas de Personal, miembros de los Comités de Empresa y\nDelegados\u002Fas Sindicales, dispondrán de hasta un máximo de cuarenta horas,\ncualquiera que sea el tamaño de la empresa, durante el mes en que se esté\ntramitando un expediente de regulación de empleo en la misma, o en su caso, se\nesté negociando un plan de viabilidad o una reconversión sectorial que afecte\na la misma. (En estos últimos casos la ampliación horaria sólo podrá\nreferirse a un mes como máximo). \u003C\u002Fp>\n\n\u003Cp>Las horas de los\u002Fas Delegados\u002Fas, Miembros de Comités de Empresa y\nDelegados\u002Fas Sindicales, podrán ser mensualmente acumuladas en uno o varios\nmiembros (incluido el\u002Fa Delegado\u002Fa Sindical):\u003C\u002Fp>\n\n\u003Cp>d)Hasta el límite máximo del doble a las que por tamaño tengan\nreconocidas en este artículo, en la empresa de menos de 250 trabajadores\u002Fas,\nsiempre que cumplan los requisitos siguientes:\u003C\u002Fp>\n\n\u003Cp>a)Que se trate de acumulación entre miembros de una misma Central Sindical\ny con autorización de los Órganos Provinciales de la misma.\u003C\u002Fp>\n\n\u003Cp>b)Que la Central Sindical tenga un mínimo de afiliación del 10 % de la\nplantilla de la empresa.\u003C\u002Fp>\n\n\u003Cp>c)Que se ponga en conocimiento de la empresa, dentro del mes anterior y con\nun plazo mínimo de ocho días, el nombre del titular o titulares que hayan de\ndisfrutar de la acumulación.\u003C\u002Fp>\n\n\u003Cp>d)Que la acumulación se mantenga como mínimo por un período de tres meses\nconsecutivos, sin perjuicio de la posibilidad de la Central Sindical\ncorrespondiente de revocar tal acumulación.\u003C\u002Fp>\n\n\u003Cp>Sin perjuicio de lo establecido anteriormente, las horas retribuidas para la\nacción sindical de los miembros del Comité de Empresa, no podrán ser objeto\nde otras acumulaciones, salvo acuerdo expreso con la Dirección de la\nempresa.\u003C\u002Fp>\n\n\u003Cp>En las horas retribuidas establecidas para los miembros de estos organismos\nse incluye una reunión mensual ordinaria con la Dirección de la empresa, y\nlas convocadas por ésta a iniciativa de los\u002Fas representantes, pero quedan\nexcluidas las restantes que puedan convocarse por iniciativa de la\nDirección.\u003C\u002Fp>\n\n\u003Ch3 id=\"L999\">Artículo 45. Funciones, Representantes Legales de los\nTrabajadores.\u003C\u002Fh3>\n\n\u003Cp>Serán funciones del\u002Fa Delegados\u002Fas o Comités de Empresa, y de los\u002Fas\nDelegados\u002Fas de las Secciones Sindicales, las siguientes:\u003C\u002Fp>\n\n\u003Cp>a)Asegurar el cumplimiento de las normas laborales, seguridad y salud\nlaboral en el trabajo y Seguridad Social vigentes para la empresa, advirtiendo\na la Dirección de ésta de las posibles infracciones y ejercitando en su caso,\ncuantas reclamaciones fueran necesarias para su cumplimiento.\u003C\u002Fp>\n\n\u003Cp>b)Informar en los expedientes administrativos de clasificación profesional\ny en aquellos otros en que por necesidad legal fuese necesario.\u003C\u002Fp>\n\n\u003Cp>c)Ser informado con antelación suficiente de los puestos de trabajo que la\nempresa piensa cubrir, así como de las modalidades de los nuevos contratos\n(fijo, eventual, interino, tiempo parcial, trabajo a domicilio, etc.), razones\nque los motivan, duración, categoría profesional y demás condiciones\ngenerales de los mismos.\u003C\u002Fp>\n\n\u003Cp>Asimismo la empresa deberá entregar mensualmente a la representación del\npersonal información sobre los contratos de duración determinada celebrados\nen dicho período.\u003C\u002Fp>\n\n\u003Cp>En dicha información deberá constar nombre del personal contratado,\nmodalidad de la contratación, vigencia de los contratos y categoría\nprofesional. Igual información deberá facilitarse sobre las prórrogas de los\ncontratos realizados.\u003C\u002Fp>\n\n\u003Cp>d)Ser informados, en el caso de que existiesen, de las pruebas y exámenes\nque el personal haya de realizar.\u003C\u002Fp>\n\n\u003Cp>e)Ser informados anualmente de la situación de seguridad y salud laboral en\nla empresa y de las medidas adoptadas para su mejora.\u003C\u002Fp>\n\n\u003Cp>f)Ser informado y consultado de cuantas medidas afecten directamente al\npersonal y especialmente de aquéllas que pudieran adoptarse sobre:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Expedientes de regulación de empleo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Traslados totales o parciales de la empresa. \u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Introducción de nuevos sistemas de trabajo o\nincentivos.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Incorporación de nuevas tecnologías que puedan\nafectar al empleo, condiciones de trabajo, salud laboral o formación.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Decisiones que afecten sustancialmente a la\norganización del trabajo.\u003C\u002Fp>\n\n\u003Cp>La validez de las actuaciones de la empresa en las materias comprendidas en\neste apartado estará condicionada a los requisitos de información y consulta\nestablecidos.\u003C\u002Fp>\n\n\u003Cp>g)Proponer a la empresa cuantas medidas consideren adecuadas en materia de\norganización de producción o mejoras técnicas.\u003C\u002Fp>\n\n\u003Cp>Artículo 46. Información sobre la empresa a los Representantes Legales de\nlos Trabajadores.\u003C\u002Fp>\n\n\u003Cp>La empresa facilitará a los representantes legales de los trabajadores,\ninformación periódica acerca de la situación y marcha general de la\nempresa.\u003C\u002Fp>\n\n\u003Cp>Todo ello sin perjuicio de las obligaciones de información establecidas en\nel artículo 64 del Estatuto de los Trabajadores, Ley Orgánica de Libertad\nSindical y disposiciones concordantes.\u003C\u002Fp>\n\n\u003Cp>Tendrán el carácter de secretas las informaciones confidenciales dadas por\nla Dirección de la Empresa en las reuniones con el Comité. Los miembros del\nComité de Empresa o Delegados\u002Fas de Personal estarán obligados a guardar\ndicho secreto incluso con los propios\u002Fas trabajadores\u002Fas de la empresa.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1041\">Artículo 47. Planificación de la plantilla.\u003C\u002Fh3>\n\n\u003Cp>Para llevar a cabo la implantación de la política de la Dirección\nrelativa a la adecuada planificación de la plantilla, se prestará particular\natención, entre otros aspectos, a las actuaciones tendentes a la sustitución\ny renovación de la misma (por ejemplo, mediante la combinación de la\njubilación parcial y el contrato de relevo) y a facilitar al CE la\ninformación precisa acerca de tales actuaciones, según la legislación\nvigente.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1045\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch3 id=\"L1045\">Artículo 48. Jubilación obligatoria.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>En el uso de la facultad conferida por el legislador a la Negociación\nColectiva en la disposición adicional décima del Estatuto de los Trabajadores\nconforme a su redacción llevada a cabo por la Ley 21\u002F2021 de 28 de diciembre,\nse conviene la jubilación obligatoria de las personas trabajadoras incluidas\nen el ámbito de aplicación del presente convenio, en la medida que la persona\ntrabajadora afectada por la extinción del contrato de trabajo cumpla los\nsiguientes requisitos: (1) Tener cumplida la edad de 68 años, (2) tener\nderecho al cien por cien de la pensión ordinaria de jubilación en su\nmodalidad contributiva. (3) que se contrate de manera indefinida y a tiempo\ncompleto a un nuevo trabajador o trabajadora.\u003C\u002Fp>\n\n\u003Cp>Por último, las personas trabajadoras que a la publicación en el BOE del\npresente convenio ya hubieran cumplido los requisitos de acceso a la\njubilación ordinaria en los términos explicitados en la Ley General de\nSeguridad Social y demás normativa de aplicación, para tener derecho al cien\npor ciento de la pensión ordinaria de jubilación en su modalidad\ncontributiva, deberán causar baja en la Empresa en un plazo máximo de 1 mes a\npartir de la publicación en el BOE del presente convenio.\u003C\u002Fp>\n\n\u003Cp>Si por necesidades de la empresa no se pudiera llevar a cabo dicha\njubilación obligatoria, se podría negociar la inaplicación del presente\nartículo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1053\">Artículo 49. Información sobre medidas disciplinarias.\u003C\u002Fh3>\n\n\u003Cp>Las medidas disciplinarias de carácter grave o muy grave impuestas por la\nempresa a cualquier trabajador\u002Fa, deberán ser puestas en conocimiento previo\ndel\u002Fa Delegado\u002Fa de Personal o Comité de Empresa, quienes podrán emitir su\nopinión sobre las mismas. Asimismo podrán emitir informe las Secciones\nSindicales de Empresa respecto de sus afiliados\u002Fas. \u003C\u002Fp>\n\n\u003Ch3 id=\"L1057\">Artículo 50. Garantías comunes de los Representantes Legales\nde los Trabajadores.\u003C\u002Fh3>\n\n\u003Cp>Los\u002Fas Delegados\u002Fas de Personal, miembros de los Comités de Empresa y\nDelegados\u002Fas Sindicales, tendrán las siguientes garantías comunes:\u003C\u002Fp>\n\n\u003Cp>a)Utilizar, con conocimiento previo de la empresa, el espacio de Noticias de\nla DürrNet para fijar comunicaciones de carácter sindical o laboral.\u003C\u002Fp>\n\n\u003Cp>b)A que sean facilitados locales de reunión, para uso común, dentro de las\nposibilidades de cada empresa, sin perjuicio de lo establecido en el artículo\n8 de la LOLS.\u003C\u002Fp>\n\n\u003Cp>Las reuniones de los representantes legales de los trabajadores serán\npreavisadas al menos con veinticuatro horas de antelación, salvo casos\nurgentes y fundamentados en los que el preaviso podrá tener un plazo\ninferior.\u003C\u002Fp>\n\n\u003Cp>Se procurará que las reuniones del Comité de Empresa sean programadas con\nla antelación suficiente.\u003C\u002Fp>\n\n\u003Cp>c)Con carácter previo a cualquier medida disciplinaria por faltas graves o\nmuy graves y para la validez de las mismas, se notificará la propuesta de\nsanción, con una antelación de veinticuatro horas a:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-En caso de representantes de los\u002Fas\ntrabajadores\u002Fas al Comité de Empresa.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-En caso de Delegado\u002Fa Sindical al Sindicato local\no provincial al que pertenezca.\u003C\u002Fp>\n\n\u003Cp>En el término de las cuarenta y ocho horas siguientes, estos organismos\nemitirán informe, que no tendrá carácter vinculante, y la empresa podrá\nadoptar, sin más trámite, la sanción que estime adecuada.\u003C\u002Fp>\n\n\u003Cp>Esta garantía se mantendrá durante los dos años siguientes a la\nexpiración del mandato.\u003C\u002Fp>\n\n\u003Cp>d)Los\u002Fas Delegados\u002Fas de las Secciones Sindicales tendrán las garantías\nestablecidas en el apartado c) del artículo 68.° del vigente Estatuto de los\nTrabajadores.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1081\">Artículo 51. Normas para el ejercicio de la Acción Sindical,\ncomunes para Comités de Empresa y Secciones Sindicales.\u003C\u002Fh3>\n\n\u003Cp>La utilización de las horas retribuidas para la acción sindical deberá\ncomunicarse con un plazo de 24 horas como mínimo de antelación a la\nDirección de la Empresa.\u003C\u002Fp>\n\n\u003Cp>El ejercicio de la actividad sindical no podrá interferir el trabajo de los\nrestantes productores ni la marcha general de la producción. El personal que\ndesee dirigirse a sus representantes o Delegados\u002Fas Sindicales lo harán fuera\nde las horas de trabajo.\u003C\u002Fp>\n\n\u003Cp>La empresa estará facultada para trasladar de puesto de trabajo,\nprovisionalmente y durante el tiempo que dure su mandato, a aquellos\nproductores\u002Fas que, como consecuencia del ejercicio de su actividad sindical,\ninterfieran gravemente la continuidad normal del proceso general de la\nempresa.\u003C\u002Fp>\n\n\u003Cp>Dicho traslado será comunicado y consultado previamente al Comité de\nEmpresa.\u003C\u002Fp>\n\n\u003Cp>El personal afectado no podrá ser perjudicado económicamente ni en el\ndesarrollo de su actividad sindical como consecuencia del traslado. El nuevo\npuesto de trabajo deberá ser, dentro de las posibilidades existentes en la\nempresa, lo más similar al anterior.\u003C\u002Fp>\n\n\u003Cp>Las horas retribuidas para la acción sindical podrán ser utilizadas tanto\ndentro como fuera de la empresa. En todo caso, el personal deberá justificar\nla utilización de las mismas, sin que, a tales efectos, sea obligatoria la\npresentación del orden del día o de los temas a tratar.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1095\">Artículo 52. Asambleas.\u003C\u002Fh3>\n\n\u003Cp>La empresa autorizará la celebración de asambleas retribuidas, tanto\ndentro como fuera de las horas de trabajo, hasta un máximo anual de ocho\nasambleas y cuatro horas.\u003C\u002Fp>\n\n\u003Cp>Las asambleas serán convocadas por el Comité de Empresa, a iniciativa del\nmismo, o a requerimiento del\u002Fa Delegado\u002Fa de la Sección Sindical de Empresa,\nen las condiciones establecidas en el siguiente párrafo y hasta el límite de\nlas ocho asambleas \u003C\u002Fp>\n\n\u003Cp>y cuatro horas señaladas, se entenderá a efectos de cómputo horario, como\nuna única asamblea realizada, todas las asambleas parciales realizadas.\u003C\u002Fp>\n\n\u003Cp>Los Comités de Empresa estarán obligados a convocar asambleas retribuidas\ndentro del límite establecido, cuando a tal fin sean requeridos por el\u002Fa\nDelegado\u002Fa de una Sección Sindical de Empresa, siempre que la misma agrupe a\nun número de afiliados\u002Fas que represente, como mínimo, el 33 % de la\nplantilla total de la empresa o directamente por petición formulada por un\ntercio de los trabajadores de la plantilla.\u003C\u002Fp>\n\n\u003Cp>La convocatoria de las asambleas se comunicará con una antelación mínima\nde cuarenta y ocho horas a la Dirección de la empresa, fijándose en dicha\ncomunicación la fecha de la asamblea y el orden del día de la misma.\u003C\u002Fp>\n\n\u003Cp>La hora de celebración de la asamblea se fijará de común acuerdo con la\nDirección de la empresa.\u003C\u002Fp>\n\n\u003Cp>Por razones excepcionales y fundamentadas, la empresa podrá modificar la\nfecha de celebración, y de igual forma, la representación del personal podrá\nreducir el plazo de preaviso a veinticuatro horas.\u003C\u002Fp>\n\n\u003Cp>La retribución de estas asambleas, hasta el límite establecido, se\nrealizará sobre los salarios reales, sin inclusión de prima de producción o\nprimas por carencia de incentivo, en su caso.\u003C\u002Fp>\n\n\u003Cp>En cuanto a las asambleas no retribuidas seguirán celebrándose fuera de\nlas horas de trabajo, conforme a los usos y costumbres que se tengan\nestablecidos en cada centro de trabajo de la empresa.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1115\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch3 id=\"L1115\">Artículo 53. Formación Profesional.\u003C\u002Fh3>\n\n\u003Cp>Las partes firmantes de este convenio reconocen la necesidad de la\nformación permanente del personal.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>En la empresa se constituirá una Comisión Paritaria de empresa integrada\npor representantes de la Dirección de la misma y de los\u002Fas representantes\nsindicales, con el objeto de analizar las necesidades de formación en la\nmisma, así como determinar en su caso los cursos que sean de interés para la\nactividad de la empresa y adecuados para completar la formación del\u002Fa\ntrabajador\u002Fa y los\u002Fas trabajadores\u002Fas que hayan de participar en los mismos.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Dicha Comisión determinará asimismo las licencias y cualquier otro tipo de\ncompensación para los\u002Fas trabajadores\u002Fas participantes en dichos cursos. Si el\ntrabajador\u002Fa que ha utilizado la licencia o compensaciones establecidas causara\nbaja voluntaria en la empresa en los doce meses siguientes, ésta podrá\ndeducir de la liquidación que le corresponda el importe de las mismas.\u003C\u002Fp>\n\n\u003Cp>La empresa facilitará la incorporación de sus trabajadores\u002Fas que lo\nsoliciten a planes externos a la empresa, siempre que éstos se realicen fuera\nde sus horas de trabajo.\u003C\u002Fp>\n\n\u003Cp>A tal efecto autorizarán mediante la correspondiente adhesión la\nincorporación de sus trabajadores\u002Fas a dichos planes.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L1127\">Disposición adicional primera. Fomento de igualdad de\noportunidades.\u003C\u002Fh2>\n\n\u003Cp>La representación legal de los trabajadores y la dirección de la empresa\nmanifiestan la necesidad de fomentar la igualdad de oportunidades entre mujeres\ny hombres. Con tal finalidad acuerdan realizar un diagnóstico general de la\nsituación en la empresa, y establecer las acciones necesarias para la\nsensibilización entre empresa y trabajadores respecto a la igualdad de\noportunidades, favoreciendo el respeto entre todas las personas y el incremento\nde la presencia de la mujer en el ámbito industrial, a través de medidas de\nacción positiva en materias de contratación, formación y promoción.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1131\">Disposición adicional segunda. Procedimiento de resolución de\nconflictos. PRECO.\u003C\u002Fh2>\n\n\u003Cp>1.Ambas partes asumen el Acuerdo Interconfederal sobre Procedimientos\nVoluntarios de Resolución de Conflictos Colectivos (PRECO) publicado en el\nBOPV n.° 66, de 4 de abril de 2000, que será de aplicación en el ámbito del\npresente convenio, referido a la resolución de los conflictos colectivos\nderivados de la aplicación de las cláusulas del mismo, en el ámbito\nautonómico del País Vasco. Para conflictos de ámbito superior o los que no\nafecten a personas trabajadoras y centros del País Vasco, se someterán a los\nservicios de resolución de conflictos laborales correspondientes en cada\námbito geográfico.\u003C\u002Fp>\n\n\u003Cp>2.Sin perjuicio de lo anterior, la aplicación de procedimientos de\nresolución de conflictos se realizará atendiendo a lo establecido en los\nreglamentos de los correspondientes órganos de resolución de conflictos.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1139\">Disposición adicional tercera. Comisión paritaria.\u003C\u002Fh2>\n\n\u003Cp>Se constituye una Comisión Paritaria Interpretadora del Convenio, así como\nde las cuestiones recogidas en el artículo 85.3.e) del Estatuto de los\nTrabajadores, que estará compuesta paritáriamente por los representantes de\nla Dirección de la Empresa y los representantes del Comité de Empresa. Que\nserá la única con exclusividad, a la que se someterá cualquier cuestión que\nsurja durante la vigencia del convenio en razón de cumplimiento,\ninterpretación, alcance o aplicación del mismo.\u003C\u002Fp>\n\n\u003Cp>Esta Comisión Paritaria se reunirá a instancia de cualquiera de las partes\ncuando se produzcan divergencias (individuales o colectivas) acerca de la\ninterpretación o cumplimiento de este convenio y del resto de materias\nreguladas en el artículo 85.3 del Estatuto de los Trabajadores debiendo\nadoptar una resolución en el plazo de siete días. Cuando la Comisión\nParitaria no alcanzara acuerdo, las partes podrán recurrir a los\nProcedimientos voluntarios de Resolución de Conflictos que correspondan. Se\nconsiderará como petición formal aquella que tenga la totalidad de las firmas\nde una de las partes firmantes del convenio.\u003C\u002Fp>\n\n\u003Cp>Disposición adicional cuarta. Cumplimiento de lo previsto en el Real\nDecreto 1026\u002F2024, de 8 de octubre, por el que se desarrolla el conjunto\nplanificado de las medidas para la igualdad y no discriminación de las\npersonas LGTBI en las empresas.\u003C\u002Fp>\n\n\u003Cp>De conformidad con lo previsto en el artículo 5.3 del Real Decreto\n1026\u002F2024, habiendo transcurrido más de tres meses desde la publicación del\nmismo sin que el convenio colectivo de la empresa incluya las medidas\nplanificadas en dicha norma, al estar la empresa obligada a negociar dichas\nmedidas planificadas, hasta que se logre el acuerdo con la Representación\nLegal de los Trabajadores, se aplicarán el conjunto de medidas establecidas en\nel Real Decreto 1026\u002F2024 a las que nos remitimos. Dichas medidas se\ncontinuarán aplicando hasta que entren en vigor las que posteriormente se\npuedan acordar mediante el convenio colectivo o acuerdo de empresa\nespecifico. \u003C\u002Fp>\n\n\u003Ch2 id=\"L1149\">ANEXO I\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Cp>Convenio Dürr Systems Spain, S.A.U.\u003C\u002Fp>\n\n\u003Cp>Tabla de retribuciones mínimas\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:-.3pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:45.35pt\">\n      \u003Ctd width=\"335\" style=\"width:251.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:45.35pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">Categorías\n        profesionales\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\" valign=\"bottom\" style=\"width:36.0pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm 0cm 0cm 0cm;height:45.35pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">Sal.\n        base\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">—\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" valign=\"bottom\" style=\"width:43.9pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm 0cm 0cm 0cm;height:45.35pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">Quinquenio\n        —\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm 0cm 0cm 0cm;height:45.35pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">Retribución\n        mensual (12 pagas)\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">—\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" valign=\"bottom\" style=\"width:78.95pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm 0cm 0cm 0cm;height:45.35pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">Retribución\n        anualizada\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">—\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"335\" style=\"width:251.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">PERSONAL DE\n        APOYO OPERATIVO:\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\" style=\"width:36.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" style=\"width:43.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" style=\"width:78.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"335\" style=\"width:251.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">Personal de\n        almacén.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\" style=\"width:36.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">515,31\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" style=\"width:43.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">25,77\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">2.344,36\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" style=\"width:78.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">28.132,35\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"335\" style=\"width:251.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">PERSONAL\n        ADMINISTRATIVO:\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\" style=\"width:36.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" style=\"width:43.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" style=\"width:78.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"335\" style=\"width:251.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">Jefatura de\n        1.\u003Csup>a\u003C\u002Fsup>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\" style=\"width:36.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">794,72\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" style=\"width:43.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">39,74\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">3.189,72\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" style=\"width:78.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">38.276,64\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"335\" style=\"width:251.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">Jefatura de\n        2.a\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\" style=\"width:36.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">732,99\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" style=\"width:43.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">36,65\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">3.016,29\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" style=\"width:78.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">36.195,43\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"335\" style=\"width:251.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">Oficial de\n        1.a\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\" style=\"width:36.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">642,82\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" style=\"width:43.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">32,14\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">2.763,75\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" style=\"width:78.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">33.165,05\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"335\" style=\"width:251.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">Oficial de\n        2.a\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\" style=\"width:36.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">582,15\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" style=\"width:43.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">29,11\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">2.561,58\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" style=\"width:78.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">30.738,95\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"335\" style=\"width:251.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">Auxiliar.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\" style=\"width:36.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">508,62\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" style=\"width:43.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">25,43\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">2.313,46\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" style=\"width:78.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">27.761,54\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"335\" style=\"width:251.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">PERSONAL\n        TÉCNICO TITULADO:\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\" style=\"width:36.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" style=\"width:43.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" style=\"width:78.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"335\" style=\"width:251.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">Jefatura de\n        Proyecto.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\" style=\"width:36.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">1.044,51\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" style=\"width:43.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">52,23\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">3.913,31\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" style=\"width:78.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">46.959,66\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"335\" style=\"width:251.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">Personal\n        técnico titulado.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\" style=\"width:36.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">972,37\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" style=\"width:43.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">48,62\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">3.689,98\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" style=\"width:78.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">44.279,77\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"335\" style=\"width:251.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">Maestría\n        Industrial y Jefatura de Proyecto de 2.° grado o en\n        formación.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\" style=\"width:36.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">709,83\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" style=\"width:43.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">35,49\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">2.954,09\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" style=\"width:78.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">35.449,08\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:27.85pt\">\n      \u003Ctd width=\"335\" style=\"width:251.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:27.85pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">Capataz\n        especialista\u002FPersonal técnico titulado de 2.° grado o en\n        formación.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\" style=\"width:36.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:27.85pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">563,71\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" style=\"width:43.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:27.85pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">28,19\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:27.85pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">2.500,40\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" style=\"width:78.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 0cm 0cm 0cm;height:27.85pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">30.004,83\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"335\" style=\"width:251.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">PERSONAL\n        TÉCNICO DE TALLER\u002FOBRA:\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\" style=\"width:36.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" style=\"width:43.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" style=\"width:78.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"335\" style=\"width:251.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">Jefatura de\n        obra\u002FEncargado.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\" style=\"width:36.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">622,72\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" style=\"width:43.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">31,14\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">2.698,40\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" style=\"width:78.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">32.380,77\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"335\" style=\"width:251.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">Capataz\n        especialista.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\" style=\"width:36.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">563,71\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" style=\"width:43.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">28,19\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">2.500,40\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" style=\"width:78.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">30.004,83\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"335\" style=\"width:251.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">Auxiliar de\n        obra.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\" style=\"width:36.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">508,62\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" style=\"width:43.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">25,43\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">2.313,46\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" style=\"width:78.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">27.761,54\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"335\" style=\"width:251.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">PERSONAL\n        TÉCNICO DE OFICINA:\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\" style=\"width:36.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" style=\"width:43.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" style=\"width:78.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"335\" style=\"width:251.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">Delineante\n        Proyectista.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\" style=\"width:36.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">752,52\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" style=\"width:43.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">37,63\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">3.074,78\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" style=\"width:78.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">36.897,30\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"335\" style=\"width:251.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">Delineante de\n        1.a\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\" style=\"width:36.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">642,82\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" style=\"width:43.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">32,14\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">2.763,75\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" style=\"width:78.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">33.165,05\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"335\" style=\"width:251.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">Delineante de\n        2.a\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\" style=\"width:36.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">584,07\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" style=\"width:43.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">29,20\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">2.568,41\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" style=\"width:78.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">30.820,89\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"335\" style=\"width:251.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">Auxiliar.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\" style=\"width:36.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">508,62\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" style=\"width:43.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">25,43\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">2.313,46\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" style=\"width:78.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 0cm 0cm 0cm;height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">27.761,54\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"335\" style=\"width:251.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">PERSONAL DE\n        CONVENIO NO LABORAL:\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\" style=\"width:36.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" style=\"width:43.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" style=\"width:78.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 0cm 0cm 0cm;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"335\" style=\"width:251.3pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm 0cm 0cm 0cm;height:17.3pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">Prácticas de\n        convenio no laborales.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\" style=\"width:36.0pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm 0cm 0cm 0cm;height:17.3pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" style=\"width:43.9pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm 0cm 0cm 0cm;height:17.3pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">No\n        aplica\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:98.65pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm 0cm 0cm 0cm;height:17.3pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">160,00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" style=\"width:78.95pt;border:solid windowtext 1.0pt;padding:   0cm 0cm 0cm 0cm;height:17.3pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES-TRAD\" style=\"font-size:9.0pt;line-height:115%\">1.920,00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"CBA_MNE_1":44,"JOBTITLE_trigger":48,"jobclassifaction1":52,"TRAINING_trigger":55,"trainingprogrammes":59,"newtech_trigger":63,"SOCSEC_trigger":67,"contracttrial":71,"contracttrialperiod":75,"SICDIS_trigger":79,"healthandsafetypolicy":83,"healthandsafetytraining":87,"WORKFAM_trigger":91,"pregnancy":95,"breastfeeding_dangerouswork":99,"alternatives":101,"timeoff":105,"paidpaternityleave":109,"paidpaternityleaveduration":113,"paidpaternityleavepay":117,"paidpaternityleavepayperc":119,"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":149,"eqpay":153,"gender":157,"discrimination":159,"eqpromotion":163,"eqtraining":167,"sexualhar":169,"hourspyear":173,"holidaysdays":177,"holidaysweeks":181,"TRADEUNLEAV_trigger":183,"administrativedays":187,"flexible_work_options":191,"WAGES_determined":195,"WAGES_trigger":199,"PAYSCALES_trigger":202,"STRUCINCR_trigger":206,"ONCERISE_trigger":210,"ONCERISE2_trigger":214,"NOCTPREM_trigger":218,"shiftallowanceperc1":222,"OVERTIME_trigger":226,"overtimeallowancetype_general":230,"COMMUTE_trigger":234,"mealvouchers":238,"green_trigger":242},{"bindId":45,"name":46,"text":47},"CBA_MNE_1","Convenio colectivo Dürr Systems Spain, S","Convenio colectivo Dürr Systems Spain, SAU",{"bindId":49,"name":50,"text":51},"JOBTITLE_trigger","Artículo 20. Grupo profesional. El perso","Artículo 20. Grupo profesional.\n\nEl personal que preste sus servicios, tanto manuales como intelectuales, en\ncualquiera de las actividades encuadradas en el presente convenio, se\nclasificará en atención a la función que desarrolla, en los siguientes\ngrupos profesionales:\n\na)Personal subalterno.\n\nb)Personal administrativo.\n\nc)Personal técnico titulado.\n\nd)Personal técnico de taller\u002Fobra.\n\ne)Personal técnico de oficina.\n\nf)Personal en convenio no laboral.\n\nPor otra parte, la Empresa podrá asimilar a cualquiera de los grupos\nexistentes, por analogía con las mismas, nuevos puestos de trabajo que no se\nencuentren definidos específicamente.\n\nPara obtener en cada caso el grupo que corresponda al\u002Fa trabajador\u002Fa en la\nempresa, a partir de la valoración del puesto de trabajo, se tomará como base\nla puntuación correspondiente al criterio de conocimientos, experiencia,\netc.\n\nAl personal que realiza con carácter de continuidad funciones\ncorrespondientes a distintas tareas o grupos profesionales se le asignará el\ngrupo correspondiente al trabajo o actividad predominante, siempre que no sea\ninferior a la que ostentaren.\n\nLa Empresa realizará, de acuerdo con las disposiciones en vigor, las\npruebas de ingreso que consideren oportunas y clasificarán al personal con\narreglo a las funciones para las que ha sido contratado y no por las que\npudiera estar capacitado para realizar.",{"bindId":53,"name":54,"text":54},"jobclassifaction1","Artículo 20. Grupo profesional.",{"bindId":56,"name":57,"text":58},"TRAINING_trigger","Artículo 53. Formación Profesional. Las ","Artículo 53. Formación Profesional.\n\nLas partes firmantes de este convenio reconocen la necesidad de la\nformación permanente del personal.\n\nEn la empresa se constituirá una Comisión Paritaria de empresa integrada\npor representantes de la Dirección de la misma y de los\u002Fas representantes\nsindicales, con el objeto de analizar las necesidades de formación en la\nmisma, así como determinar en su caso los cursos que sean de interés para la\nactividad de la empresa y adecuados para completar la formación del\u002Fa\ntrabajador\u002Fa y los\u002Fas trabajadores\u002Fas que hayan de participar en los mismos.\n\nDicha Comisión determinará asimismo las licencias y cualquier otro tipo de\ncompensación para los\u002Fas trabajadores\u002Fas participantes en dichos cursos. Si el\ntrabajador\u002Fa que ha utilizado la licencia o compensaciones establecidas causara\nbaja voluntaria en la empresa en los doce meses siguientes, ésta podrá\ndeducir de la liquidación que le corresponda el importe de las mismas.\n\nLa empresa facilitará la incorporación de sus trabajadores\u002Fas que lo\nsoliciten a planes externos a la empresa, siempre que éstos se realicen fuera\nde sus horas de trabajo.\n\nA tal efecto autorizarán mediante la correspondiente adhesión la\nincorporación de sus trabajadores\u002Fas a dichos planes.",{"bindId":60,"name":61,"text":62},"trainingprogrammes","En la empresa se constituirá una Comisió","En la empresa se constituirá una Comisión Paritaria de empresa integrada\npor representantes de la Dirección de la misma y de los\u002Fas representantes\nsindicales, con el objeto de analizar las necesidades de formación en la\nmisma, así como determinar en su caso los cursos que sean de interés para la\nactividad de la empresa y adecuados para completar la formación del\u002Fa\ntrabajador\u002Fa y los\u002Fas trabajadores\u002Fas que hayan de participar en los mismos.",{"bindId":64,"name":65,"text":66},"newtech_trigger","Artículo 23. Nuevas tecnologías en el tr","Artículo 23. Nuevas tecnologías en el trabajo.\n\nLa empresa se compromete con el cumplimiento de las normas de grupo y de la\nnormativa legal vigente en cada momento en lo que respecta a la protección de\ndatos de carácter personal, y al derecho a la desconexión digital.\n\nCon el fin de alcanzar este objetivo la empresa ha desarrollado un\nprocedimiento específico para el uso de medios tecnológicos y regulando el\nderecho a la desconexión digital al que se remiten los firmantes de este\nconvenio colectivo.",{"bindId":68,"name":69,"text":70},"SOCSEC_trigger","Artículo 48. Jubilación obligatoria. ","Artículo 48. Jubilación obligatoria.\n\n",{"bindId":72,"name":73,"text":74},"contracttrial","Artículo 24. Período de Prueba. Podrá co","Artículo 24. Período de Prueba.\n\nPodrá concertarse por escrito un período de prueba, que en ningún caso\npodrá exceder de seis meses.\n\nDurante el período de prueba el\u002Fa trabajador\u002Fa tendrá los derechos y\nobligaciones correspondientes a su grupo profesional y al puesto de trabajo que\ndesempeñe, como si fuera de plantilla, excepto los derivados de la resolución\nde la relación laboral, que podrá producirse a instancias de cualquiera de\nlas partes durante su transcurso.",{"bindId":76,"name":77,"text":78},"contracttrialperiod","Podrá concertarse por escrito un período","Podrá concertarse por escrito un período de prueba, que en ningún caso\npodrá exceder de seis meses.\n\nDurante el período de prueba el\u002Fa trabajador\u002Fa tendrá los derechos y\nobligaciones correspondientes a su grupo profesional y al puesto de trabajo que\ndesempeñe, como si fuera de plantilla, excepto los derivados de la resolución\nde la relación laboral, que podrá producirse a instancias de cualquiera de\nlas partes durante su transcurso.",{"bindId":80,"name":81,"text":82},"SICDIS_trigger","Artículo 34. Personal con capacidad dism","Artículo 34. Personal con capacidad disminuida.",{"bindId":84,"name":85,"text":86},"healthandsafetypolicy","Artículo 32. Seguridad y Salud Laboral. ","Artículo 32. Seguridad y Salud Laboral.\n\nI.En cumplimiento del deber a la protección eficaz de la seguridad y salud\nde los\u002Fas trabajadores\u002Fas, el\u002Fa empresario\u002Fa adoptará cuantas medidas sean\nnecesarias: Evaluación de riesgos, información, formación, vigilancia de la\nsalud, participación y consulta con los\u002Fas delegados\u002Fas de prevención.\n\nEl\u002Fa empresario\u002Fa desarrollará una acción permanente para combatir los\nriesgos con arreglo a los siguientes principios:\n\n1.Evitar los riesgos.\n\n2.Evaluar los riesgos que no se puedan evitar.\n\n3.Combatir los riesgos en el origen.\n\n4.Adaptar el trabajo a la persona, en particular en lo que respecta a la\nconcepción de los puestos de trabajo, así como a la elección de los equipos\ny los métodos de trabajo y de producción, con miras, en particular, a atenuar\nel trabajo monótono y repetitivo, ya reducir los efectos del mismo en la\nsalud.\n\n5.Tener en cuenta la evolución técnica.\n\n6.Sustituir lo peligroso por lo que entrañe poco o ningún peligro.\n\n7.Planificar la prevención, buscando un conjunto coherente que integre en\nella la técnica, la organización del trabajo, las condiciones de trabajo, las\nrelaciones sociales y la influencia de los factores ambientales.\n\n8.Adoptar medidas que antepongan la protección colectiva a la\nindividual.\n\n9.Dar las instrucciones a los\u002Fas trabajadores\u002Fas.\n\n10.El\u002Fa empresario\u002Fa tomará en consideración las capacidades profesionales\nde los\u002Fas trabajadores\u002Fas en materia de seguridad y de salud en el momento de\nencomendarles las tareas.\n\n11.El\u002Fa empresario\u002Fa adoptará las medidas necesarias a fin de garantizar\nque sólo los\u002Fas trabajadores\u002Fas que hayan recibido información suficiente y\nadecuada puedan acceder a las zonas de riesgo grave y específico.\n\nPor su parte, los\u002Fas trabajadores\u002Fas individualmente considerados están\nobligados, previa información y formación suficiente y adecuada, teórica y\npráctica, a la que se hace referencia en el apartado IV, a cumplir las\ninstrucciones recibidas en materia de Seguridad y Salud Laboral. Especialmente\nserán asesorados en las que se refieran al uso de medios y prendas de\nprotección personal.\n\nNo se imputarán en el crédito horario las horas destinadas a la\nrepresentación legal de los trabajadores, el tiempo correspondiente a las\nreuniones del Comité de Seguridad y Salud y a cualquiera otras convocadas por\nel empresario en materia de prevención, así como el destinado a las visitas\nprevistas en las letras a) y c) del número dos del artículo 36 de la Ley\n31\u002F1995 de la Ley de Prevención de Riesgos Laborales.\n\nAsimismo, los Delegados de Prevención dispondrán de los permisos\nretribuidos necesarios para la asistencia a cursos de formación en materia de\nSeguridad y Salud Laboral y que sean convocados por los Organismos o\nInstituciones Oficiales competentes en la materia (art. 37.2 de la Ley 31\u002F1995)\no por los Servicios de las Organizaciones Sindicales firmantes del presente\nconvenio, en aquellas materias que le sean facultadas por los Organismos\ncompetentes. El disfrute de dichos permisos deberá ser autorizado por la\nempresa. En caso de denegación podrá elevarse recurso a la Comisión Mixta\nInterpretativa del convenio quién resolverá al efecto.\n\nII.En aplicación de la Ley de Prevención de Riesgos Laborales todas las\nempresas están obligadas a que cada trabajador\u002Fa reciba formación teórica y\npráctica suficiente y adecuada, en materia preventiva, tanto en el momento de\nsu contratación, cualquiera que sea la modalidad o duración de ésta, como\ncuando se produzcan cambios en las funciones que desempeñen o se introduzcan\nnuevas tecnologías o cambios en los equipos de trabajo. \n\nLa formación se podrá impartir mediante medios propios o concertándola\ncon servicios ajenos homologados. La representación legal del personal deberá\nser informada de los procesos de formación que la empresa desarrolle de\nconformidad con lo establecido en este apartado.\n\nEl tiempo destinado a la formación será considerado a todos los efectos\ncomo tiempo de trabajo efectivo.\n\nIII.El Delegado de prevención de Seguridad y Salud Laboral junto con los\nServicios de Prevención, tendrán las siguientes facultades y\nresponsabilidades específicas, sin perjuicio de las que le están atribuidas\nen las disposiciones legales vigentes en cada momento (principalmente las\natribuidas a los Servicios de Prevención, en el artículo 31 de la Ley\n31\u002F1995).\n\na)Participar en la elaboración, puesta en marcha y control de aplicación,\ntanto de los programas especificados en el anterior apartado I de este\nartículo, como de las normas de seguridad y salud laboral que han de tener\nobligado cumplimiento en el centro de trabajo.\n\nb)Proponer al\u002Fa empresario\u002Fa el orden de prioridades que considere\nconveniente antes de la aprobación de las inversiones necesarias para llevar a\ncabo los programas previstos.\n\nc)Conocer la información relativa a materiales, instalaciones, maquinaria y\ndemás aspectos del proceso productivo en la medida que sea necesaria para\nconstatar los reales o potenciales riesgos existentes y para proponer las\nmedidas encaminadas a eliminarlos o reducirlos.\n\nd)Transmitir al personal afectado, la información precisa relativa a las\nmedidas de salud o investigación de riesgos o accidentes, a través de los\nmedios que estime más adecuados, siempre que no interfieran la marcha normal\nde la producción.\n\ne)Requerir al\u002Fa empresario\u002Fa para la adopción de medidas especiales de\nprotección o vigilancia en aquellos puestos de trabajo cuya evidente\npeligrosidad o demostrado riesgo para la salud de los\u002Fas trabajadores\u002Fas lo\naconsejen.\n\nf)Colaborar activamente con el Servicio Médico, con los Mandos y con el\nTécnico de Seguridad en la implantación y control de su eficacia y\nresultados, de medidas preventivas que intenten evitar las causas de los\naccidentes y enfermedades profesionales.\n\ng)Disponer del asesoramiento del Servicio Médico y del Técnico de\nSeguridad en todas las materias que profesionalmente les son propios o\nespecíficos.\n\nh)Solicitar asimismo la intervención y asesoramiento de Organismos\nOficiales especializados en seguridad y salud laboral y, en su caso, de otros\nOrganismos especializados previo acuerdo con el\u002Fa empresario\u002Fa, para investigar\nel nivel de riesgo o la real concentración de agentes contaminantes en los\npuestos de trabajo. En todo caso, ambas partes aceptarán los resultados de las\nmediciones efectuadas y aplicarán las prescripciones y medidas correctoras que\npropongan los informes en que se recoja la investigación efectuada, una de\ncuyas copias se entregará al Comité de Seguridad y Salud Laboral.\n\nIV.La empresa principal establecerá las medidas necesarias para la\ncoordinación de las actividades relativas a la prevención de riesgos\nlaborales, con las empresas contratistas o de servicios, a fin de garantizar al\npersonal de éstas las mismas condiciones de seguridad que las de sus\ntrabajadores\u002Fas.\n\nLos órganos responsables de la prevención de la empresa principal\ntendrán, en esta materia, las competencias que se establezcan en las medidas\nprevistas para la coordinación de las actividades de prevención.\n\nV.Se proveerá de ropa y calzado impermeable al personal que haya de\nrealizar labores continuas a la intemperie en régimen de lluvias frecuentes,\nasí como también a los que hubieren de actuar en lugares notablemente\nencharcados o fangosos. \n\nEn los trabajos que requieran contacto con ácidos, se les dotará de ropa\nde lana adecuada.\n\nDichas prendas y calzado sólo podrán ser usados para y durante la\nejecución de las labores que se indican.\n\nA los\u002Fas Porteros\u002Fas, Vigilantes, Guardas, Conserjes y Chóferes se les\nproporcionará uniforme, calzado y prendas de abrigo e impermeables.\n\nCon independencia de las prendas de protección a que anteriormente se hace\nreferencia, las empresas proveerán a todos los\u002Fas trabajadores\u002Fas de ropa o\nvestuario de protección adecuada. Las cuestiones que puedan suscitarse sobre\nesta materia, serán resueltas por la Autoridad Laboral competente.\n\nArtículo 33. Vigilancia de la Salud.\n\nLa empresa garantizará a los trabajadores y trabajadoras a su servicio la\nvigilancia periódica de su estado de salud en función a los riesgos\ninherentes al trabajo que realiza. (Incorporando las informaciones de salud a\nlas Evaluaciones de Riesgo y Planes de Prevención).\n\nEsta vigilancia médica se realizará con una periodicidad mínima anual\n(salvo legislación expresa) por los\u002Fas especialistas Sanitarios de los\nServicios de Prevención propios o contratados.\n\nA tal efecto, la empresa comunicará a los Delegados de Prevención y al\nComité de Seguridad y Salud el Servicio de Prevención a través del cual se\nrealizará la Vigilancia de la Salud. En el caso de que se opte por un Servicio\nde Prevención ajeno entregará tanto a los Delegados de Prevención como al\nComité de Seguridad y Salud Laboral información sobre las características\ntécnicas de dicho concierto.\n\nLa referida vigilancia de la salud se realizará aplicando los Protocolos\nEspecíficos o criterios de las autoridades sanitarias (ruido, manipulación\nmanual de cargas, posturas forzadas, pantallas de visualización, plomo...)\nteniendo en cuenta especialmente las Enfermedades profesionales reconocidas o\nque la evaluación de riesgo lo contemple.\n\nLa vigilancia de la salud debe ser voluntaria, salvo en los supuestos de\nriesgo a terceros. La información será entregada individualmente a cada\ntrabajador\u002Fa respetándose la confidencialidad (salvo autorización expresa) y\nno-discriminación. Esta vigilancia deberá estar garantizada tras la\nincorporación al trabajo o a un nuevo puesto de trabajo y tras una ausencia\nprolongada por motivos de salud.\n\nEl empresario garantizará a los trabajadores a su servicio la vigilancia\nperiódica de su estado de salud en función de los riesgos inherentes al\ntrabajo.\n\nEsta vigilancia sólo podrá llevarse a cabo cuando el trabajador preste su\nconsentimiento. De este carácter voluntario sólo se exceptuarán, previo\ninforme de los representantes de los trabajadores, los supuestos en los que la\nrealización de los reconocimientos sea imprescindible para evaluar los efectos\nde las condiciones de trabajo sobre la salud de los trabajadores o para\nverificar si el estado de salud del trabajador puede constituir un peligro para\nel mismo, para los demás trabajadores o para otras personas relacionadas con\nla empresa o cuando así esté establecido en una disposición legal en\nrelación con la protección de riesgos específicos y actividades de especial\npeligrosidad.\n\nEn todo caso se deberá optar por la realización de aquellos\nreconocimientos o pruebas que causen las menores molestias al trabajador y que\nsean proporcionales al riesgo.\n\nLas medidas de vigilancia y control de la salud de los trabajadores\u002Fas se\nllevarán a cabo respetando siempre el derecho a la intimidad y a la dignidad\nde la persona y la confidencialidad de toda la información relacionada con su\nestado de salud.\n\nNo obstante lo anterior, el\u002Fa empresario\u002Fa y las personas u órganos con\nresponsabilidades en materia de prevención, serán informados de las\nconclusiones que se deriven de los reconocimientos efectuados en relación con\nla aptitud del\u002Fa trabajador\u002Fa para el desempeño del puesto de trabajo o con la\nnecesidad de introducir o mejorar las medidas de protección y prevención, a\nfin de que puedan desarrollar correctamente sus funciones en materia\npreventiva. \n\nCuando los reconocimientos se efectúen fuera de las horas de trabajo, no\nserá retribuido el tiempo que se dedique a los mismos.\n\nDe conformidad con lo establecido en el artículo 37.3 c) del Reglamento de\nlos Servicios de Prevención, los exámenes de salud, incluirán, en todo caso,\nuna historia clínico-laboral, en la que además de los datos de anamnesis,\nexploración clínica y control biológico y estudios complementarios en\nfunción de los riesgos inherentes al trabajo, se hará constar una\ndescripción detallada del puesto de trabajo, el tiempo de permanencia en el\nmismo, los riesgos detectados en el análisis de las condiciones de trabajo y\nlas medidas de prevención adoptadas.",{"bindId":88,"name":89,"text":90},"healthandsafetytraining","Por su parte, los\u002Fas trabajadores\u002Fas ind","Por su parte, los\u002Fas trabajadores\u002Fas individualmente considerados están\nobligados, previa información y formación suficiente y adecuada, teórica y\npráctica, a la que se hace referencia en el apartado IV, a cumplir las\ninstrucciones recibidas en materia de Seguridad y Salud Laboral. Especialmente\nserán asesorados en las que se refieran al uso de medios y prendas de\nprotección personal.",{"bindId":92,"name":93,"text":94},"WORKFAM_trigger","Artículo 35. Mujer embarazada. Toda muje","Artículo 35. Mujer embarazada.\n\nToda mujer embarazada, previo informe del Médico de empresa o del\nespecialista si aquél no existiese, y cuando la trabajadora o la empresa lo\nsoliciten, si desarrollase un trabajo penoso, o peligroso para su estado, se le\ncambiará provisionalmente de su puesto de trabajo a otro más cómodo, si lo\nhubiere, sin riesgo para su estado, conservando el derecho a reintegrarse en su\npuesto y categoría originales.\n\nEn este supuesto, la Dirección de la empresa, designará a la persona que\nobligatoriamente deberá cubrir el puesto dejado vacante por la embarazada, y\nque por el carácter de provisionalidad de la situación, se incorporará a su\nanterior puesto, cuando la embarazada se reintegre a su puesto de trabajo de\norigen.\n\nTanto la trabajadora embarazada como el trabajador\u002Fa afectado\u002Fa por el\ncambio, percibirán las retribuciones correspondientes al puesto que ocupen en\ncada momento.",{"bindId":96,"name":97,"text":98},"pregnancy","Toda mujer embarazada, previo informe de","Toda mujer embarazada, previo informe del Médico de empresa o del\nespecialista si aquél no existiese, y cuando la trabajadora o la empresa lo\nsoliciten, si desarrollase un trabajo penoso, o peligroso para su estado, se le\ncambiará provisionalmente de su puesto de trabajo a otro más cómodo, si lo\nhubiere, sin riesgo para su estado, conservando el derecho a reintegrarse en su\npuesto y categoría originales.",{"bindId":100,"name":97,"text":98},"breastfeeding_dangerouswork",{"bindId":102,"name":103,"text":104},"alternatives","En este supuesto, la Dirección de la emp","En este supuesto, la Dirección de la empresa, designará a la persona que\nobligatoriamente deberá cubrir el puesto dejado vacante por la embarazada, y\nque por el carácter de provisionalidad de la situación, se incorporará a su\nanterior puesto, cuando la embarazada se reintegre a su puesto de trabajo de\norigen.",{"bindId":106,"name":107,"text":108},"timeoff","exámenes prenatales: Por el tiempo indis","exámenes prenatales: Por el tiempo indispensable para la\nrealización de exámenes prenatales y técnicas de preparación al parto que\ndeban realizarse dentro de la jornada de trabajo.",{"bindId":110,"name":111,"text":112},"paidpaternityleave","b)Por nacimiento de hijo\u002Fa: El plazo dur","b)Por nacimiento de hijo\u002Fa:\n\nEl plazo duración y la forma de disfrute de los permisos por nacimiento de\nhijos será la establecida en el artículo 48.4 del Estatuto de los\nTrabajadores y en su caso, la que pueda instituir la normativa autonómica que\nresulte de aplicación.",{"bindId":114,"name":115,"text":116},"paidpaternityleaveduration","El plazo duración y la forma de disfrute","El plazo duración y la forma de disfrute de los permisos por nacimiento de\nhijos será la establecida en el artículo 48.4 del Estatuto de los\nTrabajadores y en su caso, la que pueda instituir la normativa autonómica que\nresulte de aplicación.",{"bindId":118,"name":111,"text":112},"paidpaternityleavepay",{"bindId":120,"name":115,"text":116},"paidpaternityleavepayperc",{"bindId":122,"name":123,"text":124},"childcare","Cinco días por accidente o enfermedad gr","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\nconsanguineidad 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","d)Por muerte: -Del cónyuge e hijos\u002Fas: c","d)Por muerte:\n\n-Del cónyuge e hijos\u002Fas: cinco días naturales ampliables en dos días en\ncaso de desplazamiento.\n\n-De padre\u002Fmadre, hermanos\u002Fas, nietos\u002Fas, abuelos\u002Fas, padre\u002Fmadre política,\nhermanos\u002Fas políticas, hijos\u002Fas políticas, nietos\u002Fas políticas o abuelos\u002Fas\npolíticas: dos días, ampliables en dos días naturales más en caso de\ndesplazamiento.\n\nLa licencia por muerte del cónyuge, hijos\u002Fas, padre\u002Fmadre, hermanos\u002Fas no\npodrá ser absorbida si coincidiese con el disfrute de las vacaciones o\nlicencia por matrimonio del trabajador\u002Fa.",{"bindId":132,"name":133,"text":134},"marriageleave","a)Por matrimonio\u002Finscripción como pareja","a)Por matrimonio\u002Finscripción como pareja de hecho:\n\nDieciocho días naturales de licencia. Esta licencia podrá ampliarse hasta\nun máximo de diez días naturales más de licencia no retribuida.",{"bindId":136,"name":137,"text":138},"nursingmothers","i)Por lactancia: En los supuestos de nac","i)Por lactancia:\n\nEn los supuestos de nacimiento, adopción, guarda con fines de adopción o\nacogimiento, de acuerdo con el artículo 45.1.d), del Estatuto de los\nTrabajadores, las personas trabajadoras tendrán derecho a una hora de ausencia\ndel trabajo, que podrán dividir en dos fracciones, para el cuidado del\nlactante hasta que este cumpla nueve meses. La duración del permiso se\nincrementará proporcionalmente en los casos de nacimiento, adopción, guarda\ncon fines de adopción o acogimiento múltiples.\n\nLa persona trabajadora por su voluntad podrá sustituir este derecho por una\nreducción de su jornada normal en una hora, con la misma finalidad, o\nacumularlo en jornadas completas. La reducción de jornada contemplada en este\napartado constituye un derecho individual de las personas trabajadoras sin que\npueda transferirse su ejercicio al otro progenitor, adoptante, guardador o\nacogedor. No obstante, si las dos personas trabajadoras prestan servicios en\nesta empresa y pretenden ejercer este derecho por el mismo sujeto causante, la\ndirección empresarial podrá limitar su ejercicio simultáneo por razones\nfundadas y objetivas. La negativa irá acompañada de un plan alternativo que\nasegure el disfrute de ambas personas trabajadoras y que posibilite el\nejercicio de los derechos de conciliación.",{"bindId":140,"name":141,"text":142},"maternity_nursing_breaks_duration","En los supuestos de nacimiento, adopción","En los supuestos de nacimiento, adopción, guarda con fines de adopción o\nacogimiento, de acuerdo con el artículo 45.1.d), del Estatuto de los\nTrabajadores, las personas trabajadoras tendrán derecho a una hora de ausencia\ndel trabajo, que podrán dividir en dos fracciones, para el cuidado del\nlactante hasta que este cumpla nueve meses. La duración del permiso se\nincrementará proporcionalmente en los casos de nacimiento, adopción, guarda\ncon fines de adopción o acogimiento múltiples.",{"bindId":144,"name":141,"text":142},"maternity_nursing_breaks_length",{"bindId":146,"name":147,"text":148},"breastfeeding_workingtime","Las licencias retribuidas se abonarán a ","Las licencias retribuidas se abonarán a salario real sin incluir primas de\nproducción o primas de carencia de incentivo, en su caso.",{"bindId":150,"name":151,"text":152},"GENEQ_trigger","Artículo 21. Fomento de igualdad de opor","Artículo 21. Fomento de igualdad de oportunidades en la\ncontratación. Prohibición de discriminación en razón de sexo o edad.\n\nLos firmantes del presente convenio, conscientes de la necesidad de la\nincorporación de la mujer al mercado de trabajo y que ésta se efectúe sin\ndiscriminación de ningún tipo y con respeto a la igualdad de oportunidades,\ncoinciden que son objetivos para lograr la igualdad los siguientes:\n\n1.Que tanto las mujeres como los hombres gocen de igualdad de oportunidades\nen cuanto al empleo, la formación, la promoción y el desarrollo en su\ntrabajo.\n\n2.Que mujeres y hombres reciban igual salario a igual trabajo, así como que\nhaya igualdad en cuanto a sus condiciones de empleo en cualesquiera otros\nsentidos del mismo.\n\nSe prohíbe toda discriminación en razón de sexo o edad en materia\nsalarial y queda prohibida la distinta retribución del personal que ocupa\npuestos de trabajo similares en una misma empresa en razón de sexo o edad. De\nincumplirse por las empresas tal prohibición el personal discriminado tendrá\nderecho a las diferencias salariales que procedan.\n\n3.Que los puestos de trabajo, las prácticas laborales, la organización del\ntrabajo y las condiciones laborales se orienten de tal manera que sean\nadecuadas tanto para las mujeres como para los hombres.\n\nCon el fin de alcanzar los tres objetivos descritos, la empresa ha\nconfeccionado un plan de igualdad que se encuentra inscrito en el Registro de\nPlanes de Igualdad y un protocolo antiacoso sexual y por razón de sexo, a los\nque se remiten los firmantes de este convenio colectivo.\n\nDerecho de las personas trans: las personas trans tendrán derecho a ser\nllamadas por el nombre que escojan desde el momento en que lo comuniquen\nformalmente a la empresa, aún cuando los trámites administrativos no se hayan\nllevado a cabo. ",{"bindId":154,"name":155,"text":156},"eqpay","2.Que mujeres y hombres reciban igual sa","2.Que mujeres y hombres reciban igual salario a igual trabajo, así como que\nhaya igualdad en cuanto a sus condiciones de empleo en cualesquiera otros\nsentidos del mismo.",{"bindId":158,"name":155,"text":156},"gender",{"bindId":160,"name":161,"text":162},"discrimination","Los firmantes del presente convenio, con","Los firmantes del presente convenio, conscientes de la necesidad de la\nincorporación de la mujer al mercado de trabajo y que ésta se efectúe sin\ndiscriminación de ningún tipo y con respeto a la igualdad de oportunidades,\ncoinciden que son objetivos para lograr la igualdad los siguientes:",{"bindId":164,"name":165,"text":166},"eqpromotion","1.Que tanto las mujeres como los hombres","1.Que tanto las mujeres como los hombres gocen de igualdad de oportunidades\nen cuanto al empleo, la formación, la promoción y el desarrollo en su\ntrabajo.",{"bindId":168,"name":165,"text":166},"eqtraining",{"bindId":170,"name":171,"text":172},"sexualhar","k)Cualquier atentado contra la libertad ","k)Cualquier atentado contra la libertad sexual de los\u002Fas trabajadores\u002Fas que\nse manifieste en ofensas verbales o físicas, falta de respeto a la intimidad o\nla dignidad de las personas.",{"bindId":174,"name":175,"text":176},"hourspyear","Las horas efectivas de trabajo serán 1.6","Las horas efectivas de trabajo serán 1.695 horas. No obstante, si durante\nla vigencia del presente convenio colectivo algún convenio colectivo de\námbito provincial aplicable establece una jornada laboral efectiva inferior,\nésta será de aplicación exclusivamente a las personas trabajadoras que se\nencuentren dentro del ámbito geográfico de dicho convenio provincial.",{"bindId":178,"name":179,"text":180},"holidaysdays","Para los años de vigencia del presente c","Para los años de vigencia del presente convenio se retribuirán, en\nconcepto de vacaciones reglamentarias, treinta días naturales, debiendo\ndisfrutarse exclusiva y necesariamente veintidos días laborables.",{"bindId":182,"name":179,"text":180},"holidaysweeks",{"bindId":184,"name":185,"text":186},"TRADEUNLEAV_trigger","Artículo 39. Horas retribuidas Sección S","Artículo 39. Horas retribuidas Sección Sindical.\n\nLos\u002Fas Delegados\u002Fas Sindicales de Empresa, que agrupen como mínimo en la\nempresa, los porcentajes de afiliación que para cada tamaño se señalan, o en\nsu caso hayan obtenido los porcentajes que asimismo se señalan, en las\nelecciones a los órganos de representación de los\u002Fas trabajadores\u002Fas,\ndispondrán de un máximo de horas retribuidas al mes, a salario real, en la\ncuantía siguiente:\n\n\n\n\n  \n    \n      Tamaño\n      \n      N.°\n        afil.\n      \n      %\n        Voto\n      \n      Elec.\n        Sind.\n      \n      N.°\n        Deleg.\n      \n      N.°\n        Horas\n      \n    \n    \n      6 a 25\n        trabajadores\u002Fas.\n      \n      25%\n      \n       \n      \n       \n      \n      1\n      \n      Ninguna\n      \n    \n    \n      25 a 100\n        trabajadores\u002Fas.\n      \n      20%\n      \n       \n      \n       \n      \n      1\n      \n      10\n        horas\u002Fmes\n      \n    \n  \n\n\n\nCon cargo a estas horas, si los\u002Fas citados\u002Fas\nDelegados\u002Fas Sindicales lo desean, podrán participar en las reuniones del\nComité de Empresa o de Delegados\u002Fas de Personal en su caso.",{"bindId":188,"name":189,"text":190},"administrativedays","j)Por cumplimiento de deber inexcusable:","j)Por cumplimiento de deber inexcusable:\n\nPor el tiempo indispensable para el cumplimiento de un deber inexcusable de\ncarácter público y personal. ",{"bindId":192,"name":193,"text":194},"flexible_work_options","Artículo 22. Promoción del teletrabajo. ","Artículo 22. Promoción del teletrabajo.\n\nLa Dirección de la Compañía y la Representación de los Trabajadores se\ncomprometen a avanzar en el fomento del trabajo a distancia o teletrabajo para\naquellas situaciones que interesen a las partes afectadas, buscando favorecer\nla flexibilidad de la empresa en la organización del trabajo, y optimizar la\nrelación entre tiempo de trabajo y vida personal y familiar de la persona\ntrabajadora.\n\nCon ese fin, la Dirección de la Compañía promovió la publicación por\nparte del departamento de Recursos Humanos de la «Guía Trabajo a Distancia»\nen febrero de 2022. Dicha guía podrá ser revisada y actualizada.",{"bindId":196,"name":197,"text":198},"WAGES_determined","Las retribuciones que se señalan en las ","Las retribuciones que se señalan en las tablas salariales anexas a este\nconvenio, en las condiciones establecidas por el mismo, tienen carácter de\nmínimas para las diversas categorías profesionales, exceptuándose las\nrelaciones no laborales, como pueden ser los convenios de prácticas o de fin\nde proyecto.\n\nDichas retribuciones se entienden referidas a la jornada anual pactada en\neste convenio.\n\nLa empresa deberá garantizar que todo el personal perciba como mínimo lo\nestablecido en las tablas salariales según categoría profesional.",{"bindId":200,"name":201,"text":201},"WAGES_trigger","Artículo 13. Retribuciones salariales.",{"bindId":203,"name":204,"text":205},"PAYSCALES_trigger","Convenio Dürr Systems Spain, S.A.U. Tabl","Convenio Dürr Systems Spain, S.A.U.\n\nTabla de retribuciones mínimas",{"bindId":207,"name":208,"text":209},"STRUCINCR_trigger","Artículo 14. Revisiones salariales. Las ","Artículo 14. Revisiones salariales.\n\nLas modificaciones salariales colectivas se negociarán entre la Dirección\nde Dürr Systems Spain, SAU y la Representación Legal de los Trabajadores\ndebidamente constituida.\n\nEn caso de acuerdo, quedará recogido en documento escrito y firmado por las\npartes, detallándose en el mismo los diferentes puntos del acuerdo.",{"bindId":211,"name":212,"text":213},"ONCERISE_trigger","Artículo 17. Gratificaciones extraordina","Artículo 17. Gratificaciones extraordinarias.\n\nSe establecen dos pagas extraordinarias, una de verano y otra de Navidad,\nambas de treinta días para todas las categorías profesionales, calculándose\nlas mismas sobre el salario fijo individual más el plus de antigüedad.\n\nSe acuerda prorratear las dos gratificaciones extraordinarias en las doce\nmensualidades, sin que ello suponga alteración\u002Fvariación sobre la\nremuneración bruta anual de cada empleado.",{"bindId":215,"name":216,"text":217},"ONCERISE2_trigger","Se establecen dos pagas extraordinarias,","Se establecen dos pagas extraordinarias, una de verano y otra de Navidad,\nambas de treinta días para todas las categorías profesionales, calculándose\nlas mismas sobre el salario fijo individual más el plus de antigüedad.",{"bindId":219,"name":220,"text":221},"NOCTPREM_trigger","Artículo 8. Trabajo nocturno. Se conside","Artículo 8. Trabajo nocturno.\n\nSe considerará trabajo nocturno el comprendido entre las 22 y las 6\nhoras.\n\nLa bonificación por trabajo nocturno se regulará de acuerdo con las\nsiguientes normas:\n\na)Trabajando en dicho período nocturno más de una hora sin exceder de\ncuatro, la bonificación se percibirá exclusivamente por las horas\ntrabajadas.\n\nb)Si las horas trabajadas durante el período nocturno exceden de cuatro, se\ncobrará con la bonificación correspondiente toda la jornada realizada, se\nhalle comprendida o no en tal período.\n\nEl trabajador podrá optar entre la compensación económica y la\ncompensación en tiempo equivalente de descanso retribuido de las horas\nnocturnas trabajadas, tal y como se ve en la tabla adjunta.\n\nTabla de compensación de nocturnidad\n\n\n\n\n  \n    \n      Horario de trabajo\n      \n      Opciones de compensación a cada hora equivalente (a\n        optar entre una opción u otra)\n      \n    \n    \n      En tiempo\n      \n      Bonificación por nocturnidad\n      \n    \n    \n      De\n        22,00 h a 6,00 h.\n      \n      +20\n        min en tiempo (con el tope de 1 h 40 min).\n      \n      De\n        1 a 4 horas trabajadas: Bonificación por nocturnidad a las horas\n        correspondientes.\n      \n    \n    \n      Más de 4h trabajadas: Bonificación por nocturnidad\n        para toda la jornada.\n      \n    \n  \n\n\n\nQueda exceptuado de la aplicación de este artículo el personal que hubiera\nsido contratado para realizar su función durante dicho periodo nocturno.\n\nSalvo que haya comunicación específica en contra, por defecto esta\nincidencia se compensará económicamente. En este caso el personal disfrutará\nde un complemento de remuneración, denominado bonificación por nocturnidad,\nequivalente al 20 % sobre la totalidad del salario individual percibido en\njornada ordinaria de trabajo, sin incluir variables (ayuda transporte, ayuda\ncomedor, horas extra...), ni gratificaciones extraordinarias y vacaciones.",{"bindId":223,"name":224,"text":225},"shiftallowanceperc1","Salvo que haya comunicación específica e","Salvo que haya comunicación específica en contra, por defecto esta\nincidencia se compensará económicamente. En este caso el personal disfrutará\nde un complemento de remuneración, denominado bonificación por nocturnidad,\nequivalente al 20 % sobre la totalidad del salario individual percibido en\njornada ordinaria de trabajo, sin incluir variables (ayuda transporte, ayuda\ncomedor, horas extra...), ni gratificaciones extraordinarias y vacaciones.",{"bindId":227,"name":228,"text":229},"OVERTIME_trigger","Artículo 7. Horas extraordinarias. La co","Artículo 7. Horas extraordinarias.\n\nLa compensación de las horas extraordinarias se realizará conforme al\nsiguiente cuadro:\n\nTabla de compensación de horas extra\n\n\n\n\n  \n    \n      Horas equivalentes por\n        cada hora trabajada\n      \n      Compensación en tiempo\n        equivalente de descanso retribuido\n      \n    \n    \n      Horas\n        extra de lunes a viernes laborables y las 4 primeras de sábados\n        laborables\n      \n      Resto de\n        horas extra de sábados laborables, así como horas de domingos,\n        festivos y puentes\n      \n    \n    \n      1 h 20 min\n      \n      1 h 40 min\n      \n      En tiempo\n      \n    \n  \n\n\n\nCon respecto a los desplazamientos, se consideran\ntiempo de trabajo efectivo para toda la plantilla, entendiendo por tal el\ntiempo que la persona se encuentra a disposición de la empresa y efectuando su\ntrabajo. Se exceptúan los desplazamientos habituales al centro\u002Flugar de\ntrabajo habitual de cada persona. Las horas extraordinarias de viaje tendrán\nen todo caso el coeficiente indicado en la anterior tabla.\n\nLas horas extraordinarias se compensarán mediante descanso retribuido en el\nplazo más breve posible desde la realización de las mismas.\n\nLas personas que quieran solicitar la compensación por horas extra deben de\nseguir los procedimientos establecidos en cada momento. (DSES-F.11\u002F00).\n\nSólo podrá acordarse su compensación económica en los casos de fuerza\nmayor y en aquellos otros en los que la compensación por descanso resulte\nimposible. ",{"bindId":231,"name":232,"text":233},"overtimeallowancetype_general","Las horas extraordinarias se compensarán","Las horas extraordinarias se compensarán mediante descanso retribuido en el\nplazo más breve posible desde la realización de las mismas.",{"bindId":235,"name":236,"text":237},"COMMUTE_trigger","Con carácter individual, toda persona tr","Con carácter individual, toda persona trabajadora podrá solicitar la\nincorporación de sus incidencias de ayuda comedor y transporte en su salario\nfijo. Para las personas que así lo soliciten, la empresa incorporará al\nsalario fijo de dichas personas el valor medio de incidencias comedor y\ntransporte que tuvieran en los años 2022 y 2023.",{"bindId":239,"name":240,"text":241},"mealvouchers","Con carácter general, se mantienen las a","Con carácter general, se mantienen las ayudas de comida y plus de\ntransporte en las mismas condiciones que se venían percibiendo anteriormente.\nPor tanto, será incompatible la ayuda comida con la percepción de dietas\ndevengadas en lugar distinto al del trabajo habitual.\n\nCon carácter individual, toda persona trabajadora podrá solicitar la\nincorporación de sus incidencias de ayuda comedor y transporte en su salario\nfijo. Para las personas que así lo soliciten, la empresa incorporará al\nsalario fijo de dichas personas el valor medio de incidencias comedor y\ntransporte que tuvieran en los años 2022 y 2023.",{"bindId":243,"name":244,"text":245},"green_trigger","7.Planificar la prevención, buscando un ","7.Planificar la prevención, buscando un conjunto coherente que integre en\nella la técnica, la organización del trabajo, las condiciones de trabajo, las\nrelaciones sociales y la influencia de los factores ambientales.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ESP Durr Systems Spain SA - 2025\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2025-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Fecha de término: → 2029-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratificado por: → Ministry\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratificado en: → 2025-05-30\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Nombre de la industria: → Industria manufacturera\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Nombre de la industria: → Fabricación de máquinas, equipo y material mecánico\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Sector público o privado: → En el sector privado\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluido por:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Nombre de la compañía: → \n                        Durr Systems Spain SA\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: → Delegados de Personal y Comité de empresa \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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">El empleador contribuye al fondo de desempleo del trabajador: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">CAPACITACIÓN\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Programas de capacitación: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Aprendizajes: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">El empleador contribuye al fondo para capacitación del trabajador: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">ENFERMEDAD E INCAPACIDAD\u003C\u002Fh3>\n\n            \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: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SALUD Y SEGURIDAD Y ASISTENCIA MÉDICA\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Asistencia médica acordada: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Asistencia médica para familiares acordada: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribución acordada para seguro médico: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Contribución acordada para seguro médico de familiares: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Política de salud y seguridad acordada: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Capacitación en salud y seguridad acordada: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Vestuario protector facilitado → No\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 → Professional risks, The relationship between work and health, Employee involvement in the monitoring\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Apoyo para funeral: → No\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ACUERDOS SOBRE FAMILIA Y TRABAJO\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Estabilidad laboral tras la licencia de maternidad: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibición de discriminación relacionada con la maternidad → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibición de obligar a las embarazadas o trabajadoras en lactancia materna para desarrollar trabajos peligrosos o poco saludables → 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            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Licencia de paternidad pagada: → The CBA explicitly refers to the law días\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Duración del permiso retibuido en caso de muerte de un pariente: → 5 días\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">TEMAS DE IGUALDAD DE GENERO\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Igual salario para igual valor: → Sí\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Referencia especial al género en la igualdad de pago: → Sí\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Cláusulas de discriminación en el trabajo: → Sí\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Igualdad de oportunidades para la promoción de las mujeres: → Sí\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Igualdad de oportunidades de formación y reciclaje para las mujeres: → Sí\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Dirigente sindical de igualdad de género en el lugar de trabajo? → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Cláusulas sobre acoso sexual en el trabajo: → Sí\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Cláusulas sobre violencia en el trabajo: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Permiso especial para trabajadoras\u002Fes sujetas o violencia doméstica o de la pareja: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Apoyo a mujeres trabajadoras con discapacidades: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Monitoreo de la igualdad de género → Sí\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">CONTRATOS DE TRABAJO\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Duración del período de prueba: → 15 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: → 1695.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Licencia anual pagada: → 22.0 días\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Licencia anual pagada: → 4.0 semanas\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Periodos acordados de descansos semanales: → No\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Permiso pagado para actividades sindicales: → 15.0 días\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Permiso pagado para aisitir a juicios o deberes administrativos: → -10.0 días\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Disposiciones sobre horarios de trabajo flexible: → Sí\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">SALARIOS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Salarios determinados por medio de escalas de pago: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Ajuste por aumento de costo de vida: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Incremento salarial:\u003C\u002Fh4>\n                \n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Pago extra único:\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Pago extra único por desempeño de la compañía: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Prima por trabajo vespertino o nocturno:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Prima por trabajo vespertino o nocturno: → 120 % de salario básico\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Prima por trabajo nocturno únicamente: → Sí\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Prima por tiempo extra:\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Prima por asistencia:\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Vales de alimenos:\u003C\u002Fh4>\n\n            \u003Cdiv id=\"display-mealvouchers\">\n                Vales de alimentos proporcionados: → Sí\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Prestaciones alimentarias proporcionadas: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n             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