[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002Fconvenio-colectivo-de-la-empresa-panvelpa-sl-2025-2026":3,"menu:\u002Fes-es:":264,"sites:htmlblocks":436,"subsites":1905,"cite-subsites":5572,"footer:root":6059,"suggested:root":6158,"cite-footer:root":6162},{"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":244,"content_type_view":245,"extra_breadcrumbs":246,"body":248,"body_blocks":259,"related_pages":263},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":242,"translations":243},{"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-panvelpa-sl-2025-2026","dd0b534a-396b-11f1-b574-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fspain\u002Fconvenio-colectivo-de-la-empresa-panvelpa-sl-2025-2026\u002Fconvenio-colectivo-de-la-empresa-panvelpa-sl-2025-2026\u002F","Convenio colectivo de la empresa Panvelpa, SL 2025_2026","Convenio colectivo de la empresa Panvelpa, SL 2025_2026 - 2025","Spain - Convenio colectivo de la empresa Panvelpa, SL 2025_2026 - 2025","Convenio colectivo de la empresa Panvelpa, SL 2025_2026 - 2025 - Comercio al por mayor",{"name":41,"data":42},"Convenio colectivo de la empresa Panvelpa, SL_2026.html","\n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n \u003Ctitle>New29\u003C\u002Ftitle>\n \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\n\u003Cdiv class=\"toc\">\n\u003Cul>\n \u003Cli>\u003Ca href=\"#L45\">CAPÍTULO I Disposiciones generales\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L47\">Artículo 1. Ámbito funcional.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L51\">Artículo 2. Ámbito personal y territorial.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L57\">Artículo 3. Ámbito temporal.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L61\">Artículo 4. Prórroga y denuncia.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L65\">Artículo 5. Comisión Paritaria y resolución de\n conflictos.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L87\">Artículo 6. Vinculación a la totalidad.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L91\">Artículo 7. Compensación y absorción.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L97\">Artículo 8. Condición más beneficiosa.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L103\">CAPÍTULO II Organización del trabajo\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L105\">Artículo 9. Facultades de la Empresa.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L109\">Artículo 10. Movilidad funcional.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L125\">Artículo 11. Movilidad geográfica.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L135\">CAPÍTULO III Clasificación del personal\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L137\">Artículo 12. Clasificación del personal.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L179\">Artículo 13. Obligaciones del personal de\n conducción.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L199\">Artículo 14. Contratación.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L215\">CAPÍTULO IV Retribuciones\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L217\">Artículo 15. Estructura salarial.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L221\">Artículo 16. Salario base.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L225\">Artículo 17. Gratificaciones\n extraordinarias.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L229\">Artículo 18. Complementos salariales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L265\">Artículo 19. Complementos extrasalariales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L275\">Artículo 20. Horas extraordinarias.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L281\">CAPÍTULO V Jornada de trabajo\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L283\">Artículo 21. Jornada ordinaria.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L287\">Artículo 22. Jornadas especiales de trabajo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L291\">Artículo 23. Jornada continuada.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L295\">Artículo 24. Descanso semanal y diario.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L299\">Artículo 25. Tiempo de trabajo efectivo y tiempo de\n presencia.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L303\">Artículo 26. Vacaciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L315\">Artículo 27. Permisos retribuidos.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L357\">CAPÍTULO VI Beneficios sociales\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L917\">Artículo 28. Suspensión del permiso de conducción\n o autorización para conducir mercancías peligrosas.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L925\">Artículo 29. Indemnizaciones por accidentes de\n trabajo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L379\">Artículo 30. Incapacidad temporal.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L383\">Artículo 31. Fallecimiento del trabajador.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L393\">CAPÍTULO VII Salud laboral seguridad y derechos\n sindicales\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L395\">Artículo 32. Prevención de Riesgos\n Laborales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L401\">Artículo 33. Prendas de trabajo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L405\">Artículo 34. Representación legal del\n personal.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L411\">CAPÍTULO VIII Régimen disciplinario\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L413\">Artículo 35. Faltas y sanciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L419\">Artículo 36. Faltas leves.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L443\">Artículo 37. Faltas graves.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L481\">Artículo 38. Faltas muy graves.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L525\">Artículo 39. Sanciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L539\">Artículo 40. Prescripción.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L545\">CAPÍTULO IX Otras disposiciones\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L547\">Artículo 41. Principio de igualdad.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L551\">Artículo 42. Conciliación de la vida familiar y\n laboral.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L555\">Artículo 43. Excedencia voluntaria.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L559\">Disposición adicional primera.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L563\">Disposición adicional segunda.\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L575\">Disposición adicional cuarta.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L581\">ANEXO I Salarios año y complementos para los años 2025\n y 2026\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L637\">ANEXO II Procedimiento de control de consumo de\n sustancias prohibidas: Estupefacientes, psicotrópicos, estimulantes u\n otras sustancias análogas\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L689\">ANEXO III Conjunto planificado de medidas LGTBI conforme\n al Real Decreto 1026\u002F2024, de 8 de octubre\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L773\">ANEXO IV\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>663 Resolución de 22 de diciembre de 2025, de la Dirección General de\nTrabajo, por la que se registra y publica el Convenio colectivo de Panvelpa,\nSL.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MNCOMPA_1\">\u003Cp>Visto el texto del Convenio colectivo de la empresa Panvelpa, SL (Código de\nconvenio número 90105042012025), que fue suscrito con fecha 29 de septiembre\nde 2025, de una parte por los designados por la Dirección de la empresa, en\nrepresentación de la misma, y de otra por los delegados de personal, en\nrepresentación de los trabajadores afectados, y que ha sido finalmente\nsubsanado en fecha 19 de diciembre de 2025, y de conformidad con lo dispuesto\nen el artículo 90, apartados 2 y 3, de la Ley del Estatuto de los\nTrabajadores, texto refundido aprobado por el Real Decreto Legislativo 2\u002F2015,\nde 23 de octubre (BOE de 24 de octubre), y en el Real Decreto 713\u002F2010, de 28\nde mayo, sobre registro y depósito de convenios colectivos, acuerdos\ncolectivos de trabajo y planes de igualdad,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Esta Dirección General de Trabajo resuelve:\u003C\u002Fp>\n\n\u003Cp>Primero.\u003C\u002Fp>\n\n\u003Cp>Ordenar la inscripción del mencionado convenio colectivo en el\ncorrespondiente Registro de convenios colectivos, acuerdos colectivos de\ntrabajo y planes de igualdad con funcionamiento a través de medios\nelectrónicos de este Centro Directivo, con notificación a la Comisión\nNegociadora.\u003C\u002Fp>\n\n\u003Cp>Segundo.\u003C\u002Fp>\n\n\u003Cp>Disponer su publicación en el «Boletín Oficial del Estado».\u003C\u002Fp>\n\n\u003Cp>Madrid, 22 de diciembre de 2025.-La Directora General de Trabajo, María\nNieves González García.\u003C\u002Fp>\n\n\u003Ch1>CONVENIO COLECTIVO DE PANVELPA, SL\u003C\u002Fh1>\n\n\u003Ch2 id=\"L45\">CAPÍTULO I Disposiciones generales\u003C\u002Fh2>\n\n\u003Ch3 id=\"L47\">Artículo 1. Ámbito funcional.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio regula las relaciones laborales entre la empresa\nPanvelpa, SL, dedicada a la actividad de distribución y transporte de\nproductos petrolíferos y otras mercancías, y los trabajadores de la empresa\nen todos los centros de trabajo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L51\">Artículo 2. Ámbito personal y territorial.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio colectivo, de ámbito estatal, afecta a la totalidad\ndel personal de la empresa Panvelpa SL que presta servicios en los centros de\ntrabajo de A Coruña, Pontevedra, Principado de Asturias, León y Salamanca\nabiertos por la empresa, así como aquellos otros trabajadores que pudieran ser\ncontratados durante su vigencia.\u003C\u002Fp>\n\n\u003Cp>Se exceptúa del ámbito de aplicación de este convenio al personal de alta\ndirección al que se refiere el artículo 2.1 a) del Texto Refundido de la Ley\nde Estatuto de los Trabajadores. \u003C\u002Fp>\n\n\u003Ch3 id=\"L57\">Artículo 3. Ámbito temporal.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio, sea cual fuere la fecha de su publicación, entrará\nen vigor el día 1 enero de 2025 y finalizará su vigencia día 31 de diciembre\ndel año 2026. En lo que respecta a las condiciones económicas que se\nestablecen en el presente texto, sólo serán aplicables a las personas de alta\nen la empresa a 29 de septiembre de 2025 según se recoge en el acta de\naprobación del convenio negociada y aprobada por las partes.\u003C\u002Fp>\n\n\u003Ch3 id=\"L61\">Artículo 4. Prórroga y denuncia.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio se entenderá prorrogado íntegra y tácitamente de\naño en año, en tanto no sea denunciado por alguna de las partes. La denuncia\ndel presente convenio colectivo, que podrá ser formulada por cualquiera de las\npartes, deberá realizarse por escrito, con una antelación mínima de treinta\ndías naturales a la fecha de su vencimiento inicial, o a la de cualquiera de\nsus prórrogas. Sin perjuicio de que se haya formulado denuncia, el convenio\ncolectivo se mantendrá vigente en tanto las partes no aprueben uno nuevo.\nTranscurrido un año desde la denuncia sin que haya sido posible la aprobación\nde un nuevo texto, las partes podrán someterse a los procedimientos de\nmediación regulados en los acuerdos interprofesionales de ámbito estatal,\nautonómico previstos en el artículo 83 del ET para solventar de manera\nefectiva las discrepancias existentes.\u003C\u002Fp>\n\n\u003Ch3 id=\"L65\">Artículo 5. Comisión Paritaria y resolución de conflictos.\u003C\u002Fh3>\n\n\u003Cp>Se crea una Comisión Paritaria compuesta por un máximo de 6 miembros,\ndesignados por mitad por cada una de las partes, empresarial y social,\nfirmantes de este convenio, debiendo designar la parte social tres\nrepresentantes de entre los delegados de todos los centros de trabajo. Las\npartes podrán utilizar los servicios de asesores, designándolos libremente y\na su costa, los cuales tendrán voz pero no voto. Los miembros suplentes serán\ndesignados por cada una de las partes. Serán funciones de la Comisión\nParitaria las siguientes:\u003C\u002Fp>\n\n\u003Cp>Vigilancia y seguimiento del cumplimiento del presente acuerdo general e\ninterpretación de sus preceptos.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitymonitoring\">Vigilancia y control del cumplimiento de la igualdad de oportunidades.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>La Comisión Paritaria regulará su propio funcionamiento y se reunirá\nsiempre que sea necesario. Cada parte designará a sus miembros para cada\nsesión.\u003C\u002Fp>\n\n\u003Cp>La Comisión fija su sede en el domicilio social de la empresa situado en\nPolígono de Pocomaco, avenida 5.°, parcela 40-41, A Coruña (CP 15190). En el\ncaso de promulgarse nuevas disposiciones legales durante la vigencia del\nconvenio que afecten a lo acordado en el mismo, o por los efectos de la\naplicación práctica de éste, la Comisión Paritaria podrá adaptar lo\nafectado a la realidad existente. Solicitada la convocatoria por cualquiera de\nlas partes de dicha comisión, esta deberá reunirse en un plazo máximo de\nquince días hábiles. La convocatoria se realizará por cualquier medio que\npermita tener constancia de la recepción por la contraparte.\u003C\u002Fp>\n\n\u003Cp>La comisión paritaria ejercerá funciones de arbitraje y mediación en\ncuantas cuestiones sean sometidas por las partes a su consideración y vigilar\nel cumplimiento de lo pactado en el presente convenio colectivo.\u003C\u002Fp>\n\n\u003Cp>Al principio de cada reunión, ambas partes decidirán de mutuo acuerdo, las\npersonas que desempeñarán la presidencia y la secretaría.\u003C\u002Fp>\n\n\u003Cp>Dentro de la comisión paritaria los acuerdos se adoptarán por unanimidad o\nen su defecto, por mayoría simple por cada parte, y quedarán reflejados en un\nacta sucinta que se firmará por las personas que desempeñen los cargos de\nsecretaría y presidencia. Para la válida constitución de la comisión se\nrequiere la presencia como mínimo del 50% de los vocales de cada parte. En\ncaso de no haber acuerdo, se levantará acta que refleje las diferentes\nposturas a los efectos de someter, en su caso, las discrepancias \u003C\u002Fp>\n\n\u003Cp>producidas en su seno al SIMA o al órgano equivalente que pueda crearse,\ntal y como se recoge en el apartado siguiente.\u003C\u002Fp>\n\n\u003Cp>De acuerdo con lo establecido en los artículos 82 y 85.3 del Estatuto de\nlos Trabajadores, las partes acuerdan someter a la mediación del SIMA, o de\ncualquier otro órgano que con la misma finalidad llegue a sustituirlo, todas\nlas controversias que puedan surgir derivadas de la no aplicación de las\ncondiciones de trabajo tal y como se recoge en el artículo 82 del Estatuto de\nlos Trabajadores. Las partes someterán a una mediación ante el SIMA toda\ncontroversia de índole colectiva que les afecte, resultando obligatorio y con\ncarácter previo al inicio de cualquier vía judicial. Si la controversia\nafecta a un único centro de trabajo o a varios pero situados en la misma\ncomunidad autónoma, podrán someterse a la mediación de los órganos\nautonómicos existentes en el ámbito territorial del conflicto o\ndiscrepancia.\u003C\u002Fp>\n\n\u003Ch3 id=\"L87\">Artículo 6. Vinculación a la totalidad.\u003C\u002Fh3>\n\n\u003Cp>Ambas partes acuerdan que las condiciones pactadas en este convenio forman\nun todo orgánico e indivisible. En consecuencia, si la jurisdicción\ncompetente considerara que este convenio colectivo conculca la legalidad\nvigente o lesiona gravemente el interés de terceros y ordena que se adopten\nlas medidas necesarias para subsanar la anomalía, deberá el convenio\ncolectivo ser devuelto a la Comisión Negociadora a tal fin, procediéndose a\nuna nueva negociación de la totalidad de su contenido.\u003C\u002Fp>\n\n\u003Ch3 id=\"L91\">Artículo 7. Compensación y absorción.\u003C\u002Fh3>\n\n\u003Cp>Las condiciones pactadas en este convenio sean o no de naturaleza salarial,\nson absorbibles y compensables en su conjunto y cómputo anual, con aquellas\nmejoras de cualquier tipo que existiesen con anterioridad a su entrada en\nvigor, bien sea por imperativo legal, convenio colectivo, laudo, contrato\nindividual, uso o costumbre, concesión voluntaria de las empresas o por\ncualesquiera otras causas.\u003C\u002Fp>\n\n\u003Cp>Las condiciones que se establecen, sin excepción, serán absorbibles y\ncompensables en lo que alcancen y en cómputo anual, con los aumentos que en el\nfuturo pudieran establecerse en virtud de preceptos legales, de convenios\ncolectivos, de disposición legal de rango superior, contratos de trabajo\nindividuales y por cualesquiera otras causas.\u003C\u002Fp>\n\n\u003Ch3 id=\"L97\">Artículo 8. Condición más beneficiosa.\u003C\u002Fh3>\n\n\u003Cp>Atendiendo a la realidad de la empresa y su origen, se respetarán las\nsituaciones individuales que, en su conjunto, sean más beneficiosas para los\ntrabajadores que las fijadas en el presente convenio, manteniéndose\nestrictamente a título personal hasta que sean superadas por las condiciones\nque, con carácter general, se establezcan por normas posteriores de carácter\nlegal o convencional. La misma garantía se establece para el caso de que se\nincorpore personal subrogado procedente de otras empresas con condiciones que\nen su conjunto sean más beneficiosas. En este caso se creará un complemento\npersonal no absorbible, en el que se integrarán las mejoras adquiridas por la\nsucesión de convenios o mejoras personales adquiridas.\u003C\u002Fp>\n\n\u003Ch2 id=\"L103\">CAPÍTULO II Organización del trabajo\u003C\u002Fh2>\n\n\u003Ch3 id=\"L105\">Artículo 9. Facultades de la Empresa.\u003C\u002Fh3>\n\n\u003Cp>La organización práctica del trabajo, con sujeción a lo previsto en este\nconvenio colectivo y a la legislación vigente, es facultad exclusiva de la\nEmpresa, pudiendo ésta, previa comunicación a la representación legal de los\ntrabajadores, introducir aspectos concretos relacionados con la prestación de\nservicios dentro del Manual de Calidad. \u003C\u002Fp>\n\n\u003Ch3 id=\"L109\">Artículo 10. Movilidad funcional.\u003C\u002Fh3>\n\n\u003Cp>La movilidad funcional en el seno de la Empresa, que se efectuará sin\nperjuicio de los derechos económicos y profesionales de la persona\ntrabajadora, tendrá las siguientes limitaciones:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)Que no vaya en perjuicio o menoscabo de la\ndignidad de la persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>b)Que no cause perjuicio a su formación profesional.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras que, como consecuencia de la movilidad funcional,\nrealicen funciones superiores a las de su grupo profesional por período\nsuperior a seis meses durante un año, o a ocho meses durante dos años,\npodrán reclamar el ascenso al grupo correspondiente a las funciones\nrealizadas. Tendrán derecho, en todo caso, a percibir las diferencias\nsalariales correspondientes. La movilidad funcional para la realización de\nfunciones, tanto superiores como inferiores, no correspondientes al grupo\nprofesional solo será posible si existen, además, razones técnicas u\norganizativas que la justifiquen y por el tiempo imprescindible para su\natención.\u003C\u002Fp>\n\n\u003Cp>Si por necesidades perentorias o imprevisibles que lo justifiquen, se le\nencomendasen, por el tiempo indispensable, funciones inferiores a las que\ncorrespondan a su grupo profesional, el trabajador tendrá derecho a continuar\npercibiendo su retribución de origen. Esta situación se pondrá en\nconocimiento de los representantes legales de los trabajadores. No cabrá\ninvocar como causa de despido objetivo la ineptitud sobrevenida o la falta de\nadaptación en los supuestos de realización de funciones distintas de las\nhabituales como consecuencia de la movilidad funcional.\u003C\u002Fp>\n\n\u003Cp>Independientemente de los supuestos anteriores, las personas trabajadoras\npodrán ser ocupadas en cualquier tarea o cometido de las de su Grupo\nProfesional, durante los espacios de tiempo que no tengan trabajo\ncorrespondiente a su puesto habitual.\u003C\u002Fp>\n\n\u003Cp>Asimismo, podrán establecerse cambios en las funciones distintas a las\nseñaladas en los apartados anteriores siempre y cuando medie acuerdo entre las\npartes.\u003C\u002Fp>\n\n\u003Ch3 id=\"L125\">Artículo 11. Movilidad geográfica.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">Con el fin de contribuir a mejorar su situación, a través de una más\nadecuada organización de sus recursos, la empresa podrá acordar el traslado\nde sus trabajadores, que exija cambio de residencia, en las condiciones y con\nlos requisitos legalmente exigidos. Estas necesidades serán atendidas, en\nprimer lugar, con quienes, reuniendo las condiciones de idoneidad, acepten\nvoluntariamente su traslado; a falta de éstos, tendrán preferencia para ser\nafectados por la movilidad en último lugar, por este orden, los representantes\nde los trabajadores en el seno de la empresa, las personas trabajadoras\nvíctimas de violencia de género o de terrorismo, las trabajadoras embarazadas\ny las personas trabajadoras con hijos menores de seis años a su cargo.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En los supuestos contemplados en el párrafo anterior, la empresa habrá de\nabonar los gastos de viaje de la persona afectada y de las personas\nconvivientes, transportar su mobiliario y enseres o, en su caso, abonarle los\ngastos que tal transporte origine. La persona trabajadora trasladada dispondrá\nde diez días de permiso retribuido.\u003C\u002Fp>\n\n\u003Cp>Si el traslado es a petición de la persona trabajadora no tendrá derecho a\ncompensación alguna, y si es de común acuerdo entre ambas partes, la\ncompensación, en su caso, será la que las mismas convengan. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">\u003Ch2 id=\"L135\">CAPÍTULO III Clasificación del personal\u003C\u002Fh2>\n\n\u003Ch3 id=\"L137\">Artículo 12. Clasificación del personal.\u003C\u002Fh3>\n\n\u003Cp>La valoración de los puestos de trabajo se hará teniendo en cuenta\nfundamentalmente la concurrencia de los siguientes factores: Conocimiento\nteórico y práctico, responsabilidad exigible y experiencia.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Se establecen los siguientes grupos profesionales:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Cp>\u003Cstrong>Grupo I. Personal superior y técnico.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se entiende por tal el que, con propia iniciativa y dentro de las normas\ndictadas por la Dirección o por sus superiores jerárquicos, ejerce funciones\nde carácter técnico y\u002Fo de mando y organización. No se incluye a quienes por\nlas características de su contrato y\u002Fo del desempeño de su cometido\ncorresponda la calificación de Personal de Alta Dirección.\u003C\u002Fp>\n\n\u003Cp>Pertenecen a este grupo las personas que por conocimientos y experiencia\nprofesional coordinan, planifican y gestionan los recursos disponibles a su\ncargo, velando por la consecución de los objetivos perseguidos. Realizan\ndichas actividades con autonomía y capacidad de supervisión. Las\ninstrucciones se enuncian en términos generales, y han de ser interpretadas y\nadaptadas en gran medida, estando facultado para fijar directrices, por todo lo\ncual, se exige ineludiblemente una gran aportación personal. La\nresponsabilidad por sus decisiones afecta directa o indirectamente a parte de\nla organización, además de poder implicar importantes consecuencias\neconómicas inmediatas, tiene importantes efectos negativos en el\nfuncionamiento de la empresa. Consecuentemente, tiene acceso y utiliza\ninformación muchas veces confidencial.\u003C\u002Fp>\n\n\u003Cp>Está integrado por los siguientes niveles:\u003C\u002Fp>\n\n\u003Cp>Nivel I (Direcciones de área).\u003C\u002Fp>\n\n\u003Cp>Se incluyen las personas que prestan servicios al frente de una de las\náreas o departamentos específicos en que la empresa se estructure,\ndependiendo directamente de la Dirección General de la Empresa. Son personas\ncon el perfil profesional adecuado, con experiencia profesional en las tareas\ndel grupo y que poseen los conocimientos necesarios. Amplia autonomía en la\nejecución de sus tareas. Demuestra iniciativa en las tareas asignadas.\nSupervisa y asigna tareas a personas a su cargo.\u003C\u002Fp>\n\n\u003Cp>Nivel II (Jefaturas de área).\u003C\u002Fp>\n\n\u003Cp>Pertenecen a este grupo profesional las personas que realizan actividades de\ntipo técnico dentro de un área determinada de conocimiento y se\nresponsabilizan de la programación y supervisión de actividades realizadas\npor colaboradores internos o externos. Disponen de la necesaria formación,\nconocimiento y experiencia profesional. Organizan y programan las actividades y\nal personal bajo su responsabilidad, pudiendo llegar a supervisar de forma\ncercana la actividad desarrollada por las personas que componen sus equipos.\nDesarrollan sus funciones con amplia autonomía y baja supervisión. Se\nengloban en este nivel a modo de ejemplo las jefaturas de tráfico,\ncoordinadores de seguridad, jefatura de administración, personal técnico de\ndesarrollo de negocio, coordinadores logísticos etc.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo II. Administrativo y técnico operativo.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Pertenecen a este grupo profesional las personas que ejecutan los procesos\nadministrativos y técnico-operativos, con un grado de complejidad medio, y que\ndispongan de la necesaria formación, conocimiento y experiencia profesional.\nRealizan generalmente funciones de carácter administrativo, burocráticas y\u002Fo\nde contabilidad o \u003C\u002Fp>\n\n\u003Cp>laboral, incluidos los trabajos con medios informáticos u ofimáticos y los\nde facturación; están asimismo comprendidas las funciones de mantenimiento,\ncontrol y gestión de los servicios de calidad y atención de carácter general\nno incluidas en otro grupo profesional. Se encuadrarían en este grupo\nprofesional, a modo de ejemplo, los puestos de trabajo de especialista y\nauxiliar de administración, personal de sistemas etc. Se divide a su vez en\npersonal Especialista y Personal Auxiliar en las áreas correspondientes.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo III. Personal de transporte y movimiento.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Pertenecen a este grupo todas las personas que se dedican al movimiento,\nclasificación y arrastre de mercancías en las instalaciones de la empresa o\nfuera de las mismas, incluido el mantenimiento de los vehículos. En este grupo\nse incluyen los conductores y conductoras según la siguiente definición,\nenunciativa de funciones y requisitos de acceso: Personas que, estando en\nposesión del carné de conducir de la clase «C» o «C + E», se contratan\ncon la obligación de conducir cualquier vehículo de la empresa, con remolque\no sin él, a tenor de las necesidades de ésta, ayudando si se le indica, a las\nreparaciones del mismo, siendo el responsable del vehículo y de la carga\ndurante el servicio, estando obligado a cumplimentar, cuando proceda, la\ndocumentación del vehículo y la del transporte realizado y a dirigir, si se\nle exigiese, la carga de la mercancía. Le corresponde realizar las labores\nnecesarias para el correcto funcionamiento, conservación y acondicionamiento\ndel vehículo, así como las que resulten precisas para la protección y\nmanipulación de la mercancía. Habrá de comunicar de inmediato al responsable\ndel taller, o persona que al efecto la empresa señale, cualquier anomalía que\ndetecte en el vehículo. Deberá cubrir los recorridos por los itinerarios que\nse fijen o, de no estar fijados, por los que sean más favorables para la\ncorrecta cumplimentación del servicio.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo IV. Personal de servicios auxiliares.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Pertenecen a este grupo todas las personas empleadas que se dedican a\nactividades auxiliares de la principal de la empresa, tanto en las\ninstalaciones de ésta como fuera de las mismas. En función del grado de\ndominio del oficio y experiencia nos encontramos con tres niveles:\u003C\u002Fp>\n\n\u003Cp>Nivel I. Es la persona que, con total dominio de su oficio y con capacidad\npara interpretar planos de detalle, realiza en el taller, en cualquier otra\ndependencia de la empresa o en vehículos fuera de ella, trabajos que requieren\nel mayor esmero, no sólo con rendimiento correcto, sino con la máxima\neconomía de tiempo y material. Organiza los recursos personales y materiales a\nsu cargo.\u003C\u002Fp>\n\n\u003Cp>Nivel II. Es la persona que poseyendo la titulación y conocimientos\ngenerales de un oficio, puede realizar los trabajos del mismo con rendimiento\ncorrecto y bajo la supervisión y siguiendo las instrucciones impartidas por\nlas personas de nivel I.\u003C\u002Fp>\n\n\u003Cp>Nivel III. Se engloban a aquellas personas que desarrollan funciones de baja\ncualificación profesional, con baja autonomía en el ejercicio de sus\ntareas.\u003C\u002Fp>\n\n\u003Ch3 id=\"L179\">Artículo 13. Obligaciones del personal de conducción.\u003C\u002Fh3>\n\n\u003Cp>Sin perjuicio de las obligaciones generales del personal de conducción, en\nel desempeño de su función laboral, se concretan como específicas de esta\nactividad las que siguen:\u003C\u002Fp>\n\n\u003Cp>a)La de conducir cualquier vehículo de la Empresa, a tenor de las\nnecesidades de ésta, siendo responsable del mismo y de la mercancía que\ntransporta durante el viaje que se le haya encomendado y de la documentación\ndel vehículo.\u003C\u002Fp>\n\n\u003Cp>b)La de cumplimentar y facilitar un parte diario por escrito del servicio\nefectuado y del estado del camión, su cisterna y elementos y accesorios que se\nfijen. \u003C\u002Fp>\n\n\u003Cp>c)La de cubrir los recorridos por los itinerarios que se fijen y realizar\nlas cargas y descargas en los lugares y horas fijados.\u003C\u002Fp>\n\n\u003Cp>d)Mantener el estado, limpieza y conservación de los vehículos, sus\ncisternas y elementos accesorios.\u003C\u002Fp>\n\n\u003Cp>e)Empalmar y desempalmar mangueras, abrir y cerrar válvulas, acoplar y\ndesacoplar brazos de carga y descarga y demás mecanismos utilizados para el\nllenado y vaciado de las cisternas, realizando estas funciones y sus\ncomplementarias, tanto si estos elementos son de su propio vehículo como si\nson ajenos al mismo, y aunque tenga que verificar estas operaciones dentro del\nrecinto de la entidad cargadora.\u003C\u002Fp>\n\n\u003Cp>f)La de conocer el funcionamiento y uso de los aparatos de extinción de\nincendios y de ejecutar estas operaciones cuando proceda, así como asistir,\ndentro de la jornada de trabajo, a las prácticas de adiestramiento de\naquellos, recibiendo para ello, de la empresa o de las entidades con las que\ncontrate, la formación precisa.\u003C\u002Fp>\n\n\u003Cp>g)Atenerse a las normas legales vigentes en cualquier momento, así como a\nlas establecidas por los diferentes centros de carga y descarga y a las que se\ndicten con carácter general en relación con la circulación y transporte de\nproductos petrolíferos.\u003C\u002Fp>\n\n\u003Cp>h)Las recogidas en el Manual de calidad de la Empresa, en el Manual del\nConductor, en las instrucciones de carga y descarga, en el Acuerdo General para\nlas empresas de Transporte de Mercancías por Carretera, y cualquier otra que\nllegue a incorporarse previa comunicación a la representación legal de los\ntrabajadores.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L199\">Artículo 14. Contratación.\u003C\u002Fh3>\n\n\u003Cp>Las partes podrán suscribir todos los modelos de contratos de trabajo\nvigentes, y los que en un futuro puedan ser aprobados.\u003C\u002Fp>\n\n\u003Cp>En las contrataciones indefinidas que puedan ser realizadas durante la\nvigencia del presente convenio, y teniendo en cuenta los perfiles de los\npuestos a cubrir, se valorará preferentemente a las personas trabajadoras que\nhayan estado vinculadas a la empresa por medio de contratación temporal, o a\ntiempo parcial, así como a aquellos que procedan del sector de mercancías\npeligrosas.\u003C\u002Fp>\n\n\u003Cp>Contrato de duración determinada por circunstancias de la producción de\ncarácter imprevisible: se celebrará de acuerdo con lo previsto en la\nnormativa vigente, y su duración no podrá ser superior a 6 meses.\u003C\u002Fp>\n\n\u003Cp>Contrato de duración determinada por circunstancias de la producción de\ncarácter ocasional y previsible: se celebrará en los términos previstos en\nla normativa vigente y se podrá emplear un máximo de noventa días en el año\nnatural.\u003C\u002Fp>\n\n\u003Cp>Contrato de relevo: se celebrará de acuerdo con lo previsto en la normativa\nvigente, para sustituir la jornada de trabajo dejada vacante por la persona que\naccede a la jubilación parcial anticipada.\u003C\u002Fp>\n\n\u003Cp>En caso de que varias personas soliciten el acceso a la jubilación parcial\nanticipada y no se puedan atender todas las peticiones, se aplicará el\ncriterio de la antigüedad. La empresa y la representación del personal se\nreunirán para resolver las peticiones que se planteen por las personas\ntrabajadoras durante la vigencia de este convenio, atendiendo la posibilidad de\nrealizar nuevas contrataciones en función de las necesidades de personal, y de\nla situación de la actividad y económica de la empresa, o convertir los\ncontratos temporales.\u003C\u002Fp>\n\n\u003Ch2 id=\"L215\">\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2 id=\"L215\">CAPÍTULO IV Retribuciones\u003C\u002Fh2>\n\n\u003Ch3 id=\"L217\">Artículo 15. Estructura salarial.\u003C\u002Fh3>\n\n\u003Cp>Las retribuciones del personal incluido en el ámbito de aplicación de este\nconvenio estarán distribuidas, en su caso, entre el salario base y los\ncomplementos del mismo. \u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Ch3 id=\"L221\">Artículo 16. Salario base.\u003C\u002Fh3>\n\n\u003Cp>Se entiende por salario base el correspondiente al trabajador por su\npertenencia a cualquiera de los puestos de trabajo definidos en los grupos\nprofesionales, que se fija en el anexo I de este convenio para el año 2025 y\n2026 que remunera la jornada de trabajo pactada en este convenio y los\nperíodos de descanso computables como trabajo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3 id=\"L225\">Artículo 17. Gratificaciones extraordinarias.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>Se abonarán tres gratificaciones extraordinarias, en cuantía de treinta\ndías de salario base, plus de calidad y antigüedad en su caso, cada una de\nellas antes, respectivamente, del 19 de diciembre, 15 de julio y 15 de marzo.\nLas pagas extraordinarias son de devengo anual y podrán prorratearse mes a mes\nprevio acuerdo con las personas trabajadoras.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L229\">Artículo 18. Complementos salariales.\u003C\u002Fh3>\n\n\u003Cp>Son complementos salariales las cantidades que, en su caso, deban\nadicionarse al salario base por concepto distinto al de la jornada del\ntrabajador y su adscripción a una categoría profesional, y serán los que a\ncontinuación se especifican:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">Complemento personal de antigüedad: Las personas trabajadoras afectadas por\neste convenio disfrutarán como complemento personal de antigüedad de un\naumento periódico por años de servicio consistente en dos bienios y de dos\nquinquenios en las cuantías que se recogen en el anexo I.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Aquellas personas que en la actualidad vengan percibiendo cantidades\nsuperiores a las establecidas en el párrafo anterior, mantendrán su\nsituación personal como derecho adquirido o condición más beneficiosa\nincorporada a título individual a su contrato de trabajo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-HARDSHIP_trigger\">Plus de peligrosidad: Las personas trabajadoras que como consecuencia de la\nactividad que realizan en la empresa manipulen o transporten habitualmente\nmercancías explosivas o inflamables percibirán un plus de peligrosidad, cuya\ncuantía será la establecida en el anexo I, y se abonará también durante el\nperíodo de vacaciones.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Incentivos: Son los complementos por cantidad o calidad de trabajo que, en\nsu caso, se pueden abonar a determinadas personas, cuya cuantía dependerá de\nlos acuerdos particulares que se celebren con las afectadas en función del\ntrabajo encomendado.\u003C\u002Fp>\n\n\u003Cp>Plus de Calidad: Se percibe en relación con el normal cumplimiento de las\ntareas de los distintos puestos de trabajo, se distribuye en 15 pagas y se\nestablece en los importes recogidos en el anexo 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>Plus de Presencia: Este complemento cotizable se crea para compensar al\npersonal de movimiento y de taller de las prolongaciones que se producen en la\njornada, su irregularidad y la disponibilidad. No se percibirá en el caso de\nque no exista jornada que compensar.\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Complemento de coordinación: En aquellos centros de trabajo en los que se\ncrea necesario, la dirección de la empresa podrá crear la figura de\ncoordinación en cualquiera de los niveles de responsabilidad que se definen.\nSerá facultad discrecional de la empresa la decisión de crear el puesto de\ncoordinación y asignar la realización de estas funciones. El desempeño de la\ncoordinación es temporal, y las cantidades establecidas en este apartado no\nson consolidables, se percibirán exclusivamente durante la designación y\nrealización de las tareas.\u003C\u002Fp>\n\n\u003Cp>En función de las tareas asignadas y del grado de responsabilidad, podrán\nexistir dos niveles:\u003C\u002Fp>\n\n\u003Cp>Coordinación de nivel II: Conlleva la realización de funciones de enlace\nentre la central y la base, y engloba todas las relativas al control de las\ninstalaciones, reparto y \u003C\u002Fp>\n\n\u003Cp>asignación de rutas y servicios a los conductores y traslado, ordenación y\narchivo de documentación de la empresa, entrega de ropa de trabajo, etc.\u003C\u002Fp>\n\n\u003Cp>Coordinación de nivel I: Cuando además de las funciones anteriores se\nrealicen labores de coordinación íntegra de la base, incluyendo expresamente\nel control de flota, instalaciones, inspecciones, control de documentación\nadministrativa, de personal etc.\u003C\u002Fp>\n\n\u003Cp>El plus de coordinación se percibirá también en vacaciones.\u003C\u002Fp>\n\n\u003Cp>Plus de consejera\u002Fo de Seguridad: El desarrollo temporal de estas funciones\npor parte de personal que no haya sido contratado expresamente para realizar\nestas tareas, dará lugar al percibo de un complemento que se aprobará en cada\ncaso en función del ámbito de desarrollo, nivel de responsabilidad y\nexperiencia previa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Retribución mínima garantizada de domingos y festivos.\u003C\u002Fp>\n\n\u003Cp>El personal que preste servicios en domingo o día festivo tendrá\ngarantizada la retribución correspondiente a tres horas más la dieta\nalimenticia, con independencia de que la prestación de servicios efectiva sea\ninferior. En caso de que la duración de la actividad sea superior, se\npercibirán las retribuciones correspondientes a la jornada realizada.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Para el personal de Grupo I-Nivel 2-Jefatura de Tráfico, se crea un sistema\nde complementos de puesto de trabajo. Este sistema será revisable anualmente y\nsiempre que se produzcan cambios en la empresa que repercutan en las exigencias\ndel puesto de trabajo. La percepción de los complementos correspondientes a\nformación y certificación, exigen que por la dirección correspondiente se\nhaya aprobado la realización del curso de formación y que esta cualificación\nredunde en beneficio del desarrollo del puesto de trabajo aportando valor a la\nempresa.\u003C\u002Fp>\n\n\u003Ch3 id=\"L265\">Artículo 19. Complementos extrasalariales.\u003C\u002Fh3>\n\n\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">Dietas: La empresa abonará al personal de transporte y movimiento por cada\ndía de trabajo y para compensar los gastos de manutención en ruta y sin\nnecesidad de que se acredite el gasto la cantidad de 17,30 euros para el año\n2025 y 17,80 en el año 2026 si el trabajo se realiza de lunes a viernes\nlaborable. Los sábados, domingos y festivos el importe de la dieta ordinaria\nes en el año 2025 de 18,25 y en el año 2026 18,80.\u003C\u002Fdiv>\u003C\u002Fp>\n\n\u003Cp>La dieta ordinaria del personal durante su desplazamiento temporal a otro\ncentro de trabajo será de 18 euros. El importe de la dieta ordinaria incluye\nel desayuno.\u003C\u002Fp>\n\n\u003Cp>Pernocta: Con carácter general será la empresa la que concierte el\nestablecimiento, abonando los gastos directamente. La dieta máxima que\nincluirá pernocta no superará la cantidad establecida por las norma fiscales\ncomo exenta de tributación y se actualizará de forma automática en caso de\nmodificación normativa.\u003C\u002Fp>\n\n\u003Cp>La empresa podrá optar entre abonar estas cantidades, o concertar todo o\nparte de la manutención y abonar directamente el gasto.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3 id=\"L275\">Artículo 20. Horas extraordinarias.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">Tendrán la consideración de horas extraordinarias las horas de trabajo que\nexcedan de la jornada anual fijada en el artículo 21 de este convenio. A\nefectos del límite máximo de horas extraordinarias no se computarán las que\nse compensen por tiempos de descanso equivalentes dentro de los cuatro meses\nsiguientes a su realización. En defecto de pacto al respecto, las horas\nextraordinarias realizadas deberán ser compensadas siguiendo la previsión del\nartículo 35 del Estatuto de los Trabajadores y del Real Decreto 1561\u002F1995 de\n21 de septiembre sobre jornadas especiales de trabajo. El valor será el de la\nhora ordinaria. En caso de discrepancia entre abonar el importe o sustituirlo\npor tiempo de descanso equivalente, prevalecerá el descanso. \u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2 id=\"L281\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">CAPÍTULO V Jornada de trabajo\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Ch3 id=\"L283\">Artículo 21. Jornada ordinaria.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspyear\">\u003Cp>La jornada de trabajo para el personal afectado por este convenio será de\n1.800 horas al año de trabajo efectivo de promedio en cómputo anual. No\npodrá superar un máximo de diez horas diarias de trabajo efectivo. Por la\npropia naturaleza del servicio y actividad de la empresa esta viene\ndesarrollando su actividad laboral de lunes a domingo, sin perjuicio de la\nconcreta distribución horaria fijada en el calendario laboral de cada centro\nde trabajo o a cada trabajador a título individual, en los términos\nlegalmente previstos. Atendiendo a las especiales características de la\nactividad, y sin perjuicio de los límites anuales, semanales y diarios, la\nempresa podrá distribuir de forma irregular la jornada a lo largo del año.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L287\">Artículo 22. Jornadas especiales de trabajo.\u003C\u002Fh3>\n\n\u003Cp>Por la propia actividad de la empresa y su personal, en esta materia se\nestará a lo dispuesto en la legislación laboral vigente al respecto y\ncualquiera que la amplíe, aclare o sustituya. (Real Decreto 1561\u002F1995, Real\nDecreto 902\u002F2007). Será aplicable también, en cuanto al cómputo, el Acuerdo\nGeneral de Transporte de mercancías por carretera vigente en cada momento.\u003C\u002Fp>\n\n\u003Ch3 id=\"L291\">Artículo 23. Jornada continuada.\u003C\u002Fh3>\n\n\u003Cp>Si la organización del trabajo lo permite, y siempre previo acuerdo entre\nla empresa, técnicos y administrativos, se implantará la jornada continuada\npara este personal en los meses de verano.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Ch3 id=\"L295\">Artículo 24. Descanso semanal y diario.\u003C\u002Fh3>\n\n\u003Cp>Se estará a lo dispuesto en la legislación laboral vigente al respecto,\nReal Decreto 1561\u002F1995. Real Decreto 902\u002F2007, y demás normativa de\nconcordante aplicación.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L299\">Artículo 25. Tiempo de trabajo efectivo y tiempo de\npresencia.\u003C\u002Fh3>\n\n\u003Cp>Se estará en lo dispuesto en la legislación laboral vigente al respecto,\nReal Decreto 1561\u002F1995, Real Decreto 902\u002F2007 y demás normativa de\ndesarrollo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L303\">Artículo 26. Vacaciones.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>Todas las personas afectadas por este convenio disfrutarán de veintidós\ndías laborables de vacaciones, excluyéndose de su cómputo los sábados,\ndomingos y festivos. Será retribuidas a razón de salario base, plus de\ncalidad, y de ser el caso, con antigüedad, peligrosidad y complemento\npersonal.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Las vacaciones no se iniciarán en domingo ni festivo, no podrán ser\nsustituidas por compensación económica y se disfrutarán antes del 31 de\ndiciembre de cada año. Excepcionalmente, podrá ampliarse por acuerdo entre la\nempresa y la persona afectada, hasta el 20 de enero del año siguiente.\u003C\u002Fp>\n\n\u003Cp>No se podrán fraccionar en más de dos períodos, salvo acuerdo con la\nempresa. Conforme a lo previsto en el artículo 38.3 del Estatuto de los\ntrabajadores, cuando el período de vacaciones fijado en el calendario de\nvacaciones de la empresa al que se refiere el párrafo anterior coincida en el\ntiempo con una incapacidad temporal derivada del embarazo, el parto o la\nlactancia natural o con el período de suspensión del contrato de trabajo\nprevisto en los apartados 4, 5 y 7 del artículo 48, se tendrá derecho a\ndisfrutar las vacaciones en fecha distinta a la de la incapacidad temporal o a\nla del disfrute del \u003C\u002Fp>\n\n\u003Cp>permiso que por aplicación de dicho precepto le correspondiera, al\nfinalizar el período de suspensión, aunque haya terminado el año natural a\nque correspondan. En el supuesto de que el período de vacaciones coincida con\nuna incapacidad temporal por contingencias distintas a las señaladas en el\npárrafo anterior que imposibilite al trabajador disfrutarlas total o\nparcialmente durante el año natural a que corresponden, el trabajador podrá\nhacerlo una vez finalice su incapacidad y siempre que no hayan transcurrido\nmás de dieciocho meses a partir del final del año en que se hayan\noriginado.\u003C\u002Fp>\n\n\u003Cp>El periodo vacacional que resulte de dicha interrupción será disfrutado en\nfechas que no obstaculicen el normal desarrollo organizativo de la empresa. La\nempresa junto con la Representación Social, elaborarán el calendario de\nvacaciones que se fijará en cada centro de trabajo, al menos con dos meses de\nantelación al inicio de las mismas. Este quedará expuesto en los tablones de\nanuncios de cada centro de trabajo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Ch3 id=\"L315\">Artículo 27. Permisos retribuidos.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>La persona trabajadora previo aviso y justificación, podrá ausentarse del\ntrabajo, con derecho a remuneración, por algunos de los siguientes motivos y\npor el tiempo siguiente:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>1.Quince días naturales en caso de matrimonio o registro de pareja de\nhecho.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.Un día natural por matrimonio de hermanos, hijos y padres, coincidente\ncon el día de la boda.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">3.Cinco días en caso de accidente o enfermedad graves, hospitalización o\nintervención quirúrgica sin hospitalización que precise reposo domiciliario\ndel cónyuge, pareja de hecho o parientes hasta el segundo grado por\nconsanguinidad o afinidad, incluido el familiar consanguíneo de la pareja de\nhecho, así como de cualquier otra persona que conviva con la persona\ntrabajadora en el mismo domicilio y que requiera el cuidado efectivo de\naquella.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>4.Dos días por el fallecimiento del cónyuge, pareja de hecho o parientes\nhasta el segundo grado de consanguinidad o afinidad. Si fuera necesario\ndesplazarse fuera de la provincia, el plazo será de cuatro días.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5.Un día por traslado de vivienda habitual.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ADMINISTRATIVE_trigger\">6.Por el tiempo indispensable, para el cumplimiento de un deber inexcusable\nde carácter público y personal, en los términos establecidos en el artículo\n37 del Estatuto de los Trabajadores.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.Para realizar funciones sindicales o de representación del personal en\nlos términos establecidos legal o convencionalmente.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">8.Por el tiempo indispensable para la realización de exámenes prenatales y\ntécnicas de preparación al parto que deban realizarse dentro de la jornada de\ntrabajo. En los casos de adopción, guarda con fines de adopción o acogimiento\npara la asistencia a las preceptivas sesiones de información y preparación y\npara la realización de los preceptivos informes psicológicos y sociales\nprevios a la declaración de idoneidad, siempre en todos los casos, que deban\ntener lugar dentro de la jornada de trabajo.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.Cuatro horas para la revisión del carné de conducir y psicotécnico para\nlas personas a las que se les exija para desarrollar su puesto de trabajo,\npreavisando con un mínimo de tres días de antelación.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>10.Los trabajadores y trabajadoras por lactancia de menor de nueve meses\ntendrán derecho a una hora de ausencia del trabajo, que podrán dividir en dos\nfracciones. La reducción de jornada contemplada en este apartado constituye un\nderecho individual de las personas trabajadoras sin que pueda transferirse su\nejercicio al otro progenitor, adoptante, guardador o acogedor. No obstante, si\ndos personas trabajadoras de la misma empresa ejercen este derecho por el mismo\nsujeto causante, la dirección empresarial podrá limitar su ejercicio\nsimultáneo por razones justificadas de funcionamiento de la empresa, que\ndeberá comunicar por escrito. Cuando ambos progenitores, adoptantes,\nguardadores o acogedores ejerzan este derecho con la misma duración y\nrégimen, el periodo de disfrute podrá extenderse hasta que el lactante cumpla\ndoce meses, con reducción proporcional del salario a partir del cumplimiento\nde los  nueve meses. La persona que ejerza este derecho, podrá sustituirlo\npor una reducción de su jornada en media hora con la misma finalidad o\nacumularlo en jornadas completas.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>11.Las personas trabajadoras tendrán derecho a ausentarse del trabajo\ndurante una hora en el caso de nacimiento prematuro de hijo o hija, o que, por\ncualquier causa, deban permanecer hospitalizados a continuación del parto.\u003C\u002Fp>\n\n\u003Cp>12.Quien por razones de guarda legal tenga a su cuidado directo algún menor\nde doce años, o a una persona con discapacidad que no desempeñe una actividad\nretribuida tendrá derecho a una reducción de la jornada de trabajo diaria,\ncon la disminución proporcional del salario entre al menos un octavo y un\nmáximo de la mitad de la duración de aquella. Tendrá el mismo derecho quien\nprecise encargarse del cuidado directo del cónyuge o pareja de hecho, o un\nfamiliar hasta el segundo grado de consanguinidad y afinidad, incluido el\nfamiliar consanguíneo de la pareja de hecho que, por razones de edad,\naccidente o enfermedad no pueda valerse por sí mismo, y que no desempeñe\nactividad retribuida.\u003C\u002Fp>\n\n\u003Cp>13.La persona trabajadora tendrá derecho a ausentarse del trabajo por causa\nde fuerza mayor cuando sea necesario por motivos familiares urgentes\nrelacionados con familiares o personas convivientes, en caso de enfermedad o\naccidente que hagan indispensable su presencia inmediata.\u003C\u002Fp>\n\n\u003Cp>14.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 adecuado.\u003C\u002Fp>\n\n\u003Cp>15.Por el tiempo indispensable para la realización de los actos\npreparatorios de la donación de órganos o tejidos siempre que deban tener\nlugar dentro de la jornada de trabajo.\u003C\u002Fp>\n\n\u003Cp>16.Las personas trabajadoras que tengan la consideración de víctimas de\nviolencia de género o de víctimas del terrorismo tendrán derecho, para hacer\nefectiva su protección o su derecho a la asistencia social integral, a la\nreducción de la jornada de trabajo con disminución proporcional del salario o\na la reordenación del tiempo de trabajo, a través de la adaptación del\nhorario.\u003C\u002Fp>\n\n\u003Cp>17.Tres días por año destinados a asuntos propios. Para el disfrute de\nestos días por el personal de transporte y movimiento, se avisará al jefe de\nTráfico con suficiente antelación (mínimo cuatro días). No podrán\nacumularse a vacaciones y podrán ser denegados por razón de actividad o\ncoincidencia con el disfrute de permisos y licencias del resto del personal.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch2 id=\"L357\">CAPÍTULO VI Beneficios sociales\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L917\">Artículo 28. Suspensión del permiso de conducción o\nautorización para conducir mercancías peligrosas.\u003C\u002Fh3>\n\n\u003Cp>En el supuesto de que el personal de conducción sufra la retirada de su\npermiso de conducir o autorización para conducir vehículos de mercancías\npeligrosas, o para acceder a instalaciones de carga y\u002Fo descarga, con motivo de\nhechos o acontecimientos \u003C\u002Fp>\n\n\u003Cp>que se produzcan prestando servicios para la empresa, mediante sentencia o\nresolución firme y salvo que la causa de la privación fuera alcoholemia o\nimprudencia temeraria, o infracción laboral de las previstas en el presente\nconvenio, la Empresa le asignará un nuevo puesto de trabajo, de cualquier\ncategoría en la que pueda ser asignado, con independencia del salario que se\nestablezca en convenio. Durante este período la persona interesada percibirá\nlas retribuciones correspondientes a su nueva categoría y puesto.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de que la privación del permiso de conducir, o autorización\npara conducir vehículos de mercancías peligrosas, o para acceder a\ninstalaciones de carga y\u002Fo descarga lo fuese por periodo superior a seis meses\nno será de aplicación lo dispuesto en el párrafo anterior.\u003C\u002Fp>\n\n\u003Cp>No obstante, habrá de tenerse en cuenta que en caso de existencia de varios\nconductores afectados por la suspensión durante un tiempo inferior a los 6\nmeses citados en el párrafo primero, la Empresa tendrá la obligación de\nmantener como máximo el siguiente número de conductores afectados en función\ndel número de conductores que presten servicio en la Empresa:\u003C\u002Fp>\n\u003Cul>\n \u003Cli>En centros de trabajo con plantilla de hasta 20 conductores: 1.\u003C\u002Fli>\n \u003Cli>En plantilla de entre 21 y 40 conductores: 2.\u003C\u002Fli>\n \u003Cli>En plantilla de entre 41 y 60 conductores: 3.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Ch3 id=\"L925\">Artículo 29. Indemnizaciones por \u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch3 id=\"L925\">accidentes de trabajo.\u003C\u002Fh3>\n\n\u003Cp>Para el personal afectado por este convenio, en los casos de muerte o\nincapacidad permanente, total o absoluta, o gran incapacidad, derivados de\naccidente de trabajo, la Empresa garantizará, mediante la oportuna póliza de\nseguro, una indemnización de 50.000 euros, abonable al trabajador o, en su\ncaso, a sus herederos legales o al beneficiario designado por el trabajador\npara ese efecto. Esta designación deberá realizarse de forma expresa y ser\ncomunicada a la empresa fehacientemente. El personal, para tener derecho a la\ncobertura, deberá cumplimentar los cuestionarios de salud o cualquier otro\nrequisito que incluya la aseguradora para quedar incluido en la protección de\nla póliza.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L379\">Artículo 30. Incapacidad temporal.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">En los supuestos de incapacidad temporal derivada de contingencias\nprofesionales, la empresa abonará a sus trabajadores el complemento necesario\npara que, durante este período, perciban el 100 por 100 de su salario.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L383\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3 id=\"L383\">Artículo 31. Fallecimiento del trabajador.\u003C\u002Fh3>\n\n\u003Cp>Cuando por accidente de trabajo, se produzca el fallecimiento del trabajador\nfuera de su residencia, los gastos de traslado del fallecido correrán a cargo\nde la empresa.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-legalassistance_trigger\">\u003Cp>Protección Jurídica y Fianza.\u003C\u002Fp>\n\n\u003Cp>Las empresas en el contrato de seguro de cada vehículo, además de las\ncorrespondientes coberturas contratadas, asegurará la defensa jurídica y la\nprestación de fianzas de los conductores que se derive de actos y\u002Fo siniestros\nproducidos como consecuencia de trabajo y\u002Fo funciones, quedando excluidos los\nque se deriven de la privación del permiso de conducir a consecuencia de\nnegligencia temeraria, el consumo de drogas o bajo los efectos del alcohol o\nsustancias prohibidas que superen los límites legalmente establecidos. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L393\">CAPÍTULO VII Salud laboral seguridad y derechos sindicales\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3 id=\"L395\">Artículo 32. Prevención de Riesgos Laborales.\u003C\u002Fh3>\n\n\u003Cp>Ambas partes se comprometen y obligan a difundir en el seno de la Empresa la\nLey 31\u002F1995, de Prevención de Riesgos Laborales, y a velar por su más\nestricto cumplimiento.\u003C\u002Fp>\n\n\u003Cp>Alcohol y Drogas: Dada la especial peligrosidad que puede suponer en el\ndesarrollo del trabajo el consumo de drogas o de alcohol por las consecuencias\nque puede ocasionar para terceros, los trabajadores y la empresa se comprometen\na colaborar en detectar estos casos, obligándose a poner en conocimiento de la\nDirección de la empresa y de la representación legal del personal, cualquier\nsituación que pueda hacer sospechar tal consumo por cualquiera de las personas\nque presten servicios para la empresa. Para regular el procedimiento de control\nde consumo de sustancias prohibidas, las partes aprueban el documento que se\nincorpora como anexo al presente convenio, y que será de obligado\ncumplimiento.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3 id=\"L401\">Artículo 33. Prendas de trabajo.\u003C\u002Fh3>\n\n\u003Cp>La empresa entregará a aquellas personas que los precisen por razones de\nimagen y uniformidad la ropa y equipos de trabajo, siendo obligatoria su\nutilización por parte del personal.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L405\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3 id=\"L405\">Artículo 34. Representación legal del personal.\u003C\u002Fh3>\n\n\u003Cp>En cuanto a los derechos de representación colectiva y de reunión de las\npersonas trabajadoras en la Empresa, se estará a lo dispuesto en el vigente\nEstatuto de los Trabajadores. Las horas que los representantes de los\ntrabajadores dediquen a las negociaciones del convenio y paritarias no estarán\nincluidas en el crédito horario asignado legalmente, sin que, en consecuencia,\npueden verse mermadas las horas básicas reconocidas en el Estatuto de los\nTrabajadores, a las que, en todo caso, se verán sumadas.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2 id=\"L411\">CAPÍTULO VIII Régimen disciplinario\u003C\u002Fh2>\n\n\u003Ch3 id=\"L413\">Artículo 35. Faltas y sanciones.\u003C\u002Fh3>\n\n\u003Cp>En lo no previsto en el presente capítulo respecto a las infracciones,\nsanciones y procedimiento sancionador, será de aplicación el Acuerdo General\npara las Empresas de Transporte de Mercancías por carretera vigente en cada\nmomento, tanto en lo referido a las infracciones que no se hayan recogido en el\npresente acuerdo, como en lo referido al procedimiento sancionador y\nsanciones.\u003C\u002Fp>\n\n\u003Cp>Son faltas las acciones u omisiones de los trabajadores cometidas con\nocasión de su trabajo, en conexión con éste o derivadas del mismo, que\nsupongan infracción de las obligaciones de todo tipo que al trabajador le\nvienen impuestas por el ordenamiento jurídico, clasificándose en leves,\ngraves y muy graves.\u003C\u002Fp>\n\n\u003Ch3 id=\"L419\">Artículo 36. Faltas leves.\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Son faltas leves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Tres faltas de puntualidad en el trabajo, sin la debida justificación,\ncometidas en el período de un mes. \u003C\u002Fp>\n\n\u003Cp>2.No notificar por cualquier medio con carácter previo a la ausencia,\npudiendo hacerlo, la imposibilidad de acudir al trabajo y su causa.\u003C\u002Fp>\n\n\u003Cp>3.El abandono del trabajo dentro de la jornada, sin causa justificada aunque\nsea por breve tiempo.\u003C\u002Fp>\n\n\u003Cp>4.Descuidos o negligencias en la conservación del material.\u003C\u002Fp>\n\n\u003Cp>5.La falta de respeto y consideración de carácter leve al personal de la\nempresa y al público, incluyendo entre las mismas las faltas de aseo y\nlimpieza personal y de la ropa de trabajo.\u003C\u002Fp>\n\n\u003Cp>6.La no utilización del vestuario y equipo que haya sido facilitado por la\nempresa con instrucciones de utilización.\u003C\u002Fp>\n\n\u003Cp>7.Faltar al trabajo un día, sin causa justificada en el período de un\nmes.\u003C\u002Fp>\n\n\u003Cp>8.Incumplir las instrucciones del personal responsable de carga\u002Fdescarga y\nde las normas en el interior de dichos centros sin que exista riesgo para las\npersonas, medio ambiente o instalaciones.\u003C\u002Fp>\n\n\u003Cp>9.Incumplimiento de las pautas definidas en los procedimientos de\ncarga\u002Fdescarga sin que exista riesgo para las personas, medioambiente o\ninstalaciones.\u003C\u002Fp>\n\n\u003Cp>10.Abandonar residuos en el centro de trabajo, vehículo, instalaciones de\ncarga\u002F descarga o en lugares no habilitados para ello.\u003C\u002Fp>\n\n\u003Ch3 id=\"L443\">Artículo 37. Faltas graves.\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Son faltas graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Más de tres faltas no justificadas de puntualidad en la asistencia al\ntrabajo, cometidas durante el período de un mes.\u003C\u002Fp>\n\n\u003Cp>2.Faltar dos días al trabajo, durante un mes, sin causa justificada.\u003C\u002Fp>\n\n\u003Cp>3.Entregarse a juegos, cualesquiera que sean, dentro de la jornada de\ntrabajo, si perturbasen el servicio.\u003C\u002Fp>\n\n\u003Cp>4.La desobediencia a las órdenes e instrucciones del empresario en\ncualquier materia de trabajo, incluido el control de asistencia, así como no\ndar cumplimiento a los trámites administrativos que sean presupuesto o\nconsecuencia de la actividad que ha de realizar el trabajador. Se incluye\nexpresamente la manipulación y la utilización indebida de los aparatos de\ncontrol de posición y registro y cómputo de jornada.\u003C\u002Fp>\n\n\u003Cp>5.La alegación de causas falsas para las licencias.\u003C\u002Fp>\n\n\u003Cp>6.La reiterada negligencia o desidia en el trabajo que afecte a la buena\nmarcha del mismo.\u003C\u002Fp>\n\n\u003Cp>7.Las imprudencias o negligencias en acto de servicio. Se califica de\nimprudencia en acto de servicio no usar debidamente las prendas y equipos de\nseguridad de carácter obligatorio. La no utilización de los EPIs se\nentenderá siempre una negligencia o imprudencia.\u003C\u002Fp>\n\n\u003Cp>8.Para el personal de transporte y movimiento y taller, es falta grave el\nresultado positivo que indique consumo de alcohol o sustancias estupefacientes,\nestimulantes, psicotrópicas o análogas prohibidas, realizado en control de\ncarretera por las autoridades competentes, o en la empresa durante la jornada\nlaboral, cuando el resultado obtenido no suponga infracción administrativa ni\npenal. El consumo durante la jornada de trabajo de alcohol o drogas, se\nconsiderará falta grave.\u003C\u002Fp>\n\n\u003Cp>9.Realizar sin permiso trabajos particulares durante la jornada, así como\nel empleo para usos propios del material de la empresa.\u003C\u002Fp>\n\n\u003Cp>10.El abuso de autoridad con ocasión del trabajo, considerándose tal la\ncomisión de un hecho arbitrario, siempre que concurran infracción manifiesta\ny deliberada de un precepto legal y perjuicio notorio para un inferior.\u003C\u002Fp>\n\n\u003Cp>11.Las expresadas en los apartados 2, 3, 4 y 7 del artículo 36 siempre que:\nLa falta de notificación con carácter previo a la ausencia, el abandono del\ntrabajo dentro de la jornada, o la falta de un día al trabajo sin causa\njustificada, sean motivo de retraso en la salida de los vehículos o produzcan\ntrastorno en el normal desarrollo de la actividad; y \u003C\u002Fp>\n\n\u003Cp>que de los descuidos o negligencias en la conservación de las prendas y\nequipos de seguridad se deriven perjuicios para la empresa.\u003C\u002Fp>\n\n\u003Cp>12.La reiteración o reincidencia en falta leve (excluida la de\npuntualidad), aunque sea de distinta naturaleza, dentro de un trimestre y\nhabiendo mediado sanción, advertencia o requerimiento.\u003C\u002Fp>\n\n\u003Cp>13.La continuada y habitual falta de aseo personal y limpieza del vehículo\no instrumentos de trabajo, de tal índole que produzca quejas justificadas de\nsus compañeros de trabajo o de los clientes.\u003C\u002Fp>\n\n\u003Cp>14.Incumplir las instrucciones del personal responsable de las operaciones\nde carga\u002Fdescarga y las normas en el interior de dichos centros, que supongan\nun riesgo para las personas, medio ambiente o instalaciones.\u003C\u002Fp>\n\n\u003Cp>15.Incumplimiento de las pautas definidas en los procedimientos de carga\u002F\ndescarga que supongan un riesgo para las personas, medio ambiente o\ninstalaciones.\u003C\u002Fp>\n\n\u003Cp>16.Utilizar el teléfono móvil o dispositivos electrónicos fuera de las\nzonas habilitadas para ello.\u003C\u002Fp>\n\n\u003Ch3 id=\"L481\">Artículo 38. Faltas muy graves.\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Son faltas muy graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Más de 10 faltas no justificadas de puntualidad cometidas en un período\nde seis meses, o veinte durante un año.\u003C\u002Fp>\n\n\u003Cp>2.Las faltas injustificadas al trabajo durante tres días consecutivos o\ncinco alternos en un período de seis meses, o diez días alternos durante un\naño.\u003C\u002Fp>\n\n\u003Cp>3.La indisciplina o desobediencia en el trabajo. Se calificará en todo caso\ncomo falta muy grave cuando implique quebranto de la disciplina o de ella se\nderive perjuicio para la empresa o compañeros de trabajo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cp>4.Las ofensas verbales o físicas al empresario o a las personas que\ntrabajan en la empresa o a los familiares que convivan con ellos. Las\ndiscusiones graves que repercutan en la buena marcha de la empresa se\nentenderán ofensas a los efectos disciplinarios, incluso si tienen lugar fuera\ndel centro y horario de trabajo. Las ofensas, insultos por razón de sexo o por\nrazón de orientación sexual, expresión e identidad de género en cualquiera\nde sus manifestaciones tendrán siempre la consideración de falta muy\ngrave.\u003C\u002Fp>\n\n\u003Cp>5.La trasgresión de la buena fe contractual, así como el abuso de\nconfianza en el desempeño del trabajo, considerándose como tales el fraude o\nla deslealtad en las gestiones encomendadas.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.El hurto o robo, tanto a sus compañeros de trabajo como a la empresa o a\ncualquier persona, realizado dentro de las dependencias o vehículos de la\nmisma, o en cualquier lugar si es en acto de servicio; violar el secreto de la\ncorrespondencia o revelar a extraños datos que se conozcan por razón del\ntrabajo. Revolver, revisar o sustraer los objetos o documentos personales o que\nse encuentren en los vehículos particulares o de la empresa.\u003C\u002Fp>\n\n\u003Cp>7.La disminución continuada y voluntaria en el rendimiento del trabajo\nnormal o pactado.\u003C\u002Fp>\n\n\u003Cp>8.La embriaguez habitual o toxicomanía si repercuten negativamente en el\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>9.Para el personal de transporte y movimiento y taller, es falta muy grave\nel resultado positivo que indique consumo de alcohol o sustancias\nestupefacientes, psicotrópicas, estimulantes o análogas prohibidas, realizado\nen control de carretera por las autoridades competentes, o en la empresa\ndurante la jornada laboral, siempre que constituya infracción administrativa\ny\u002Fo penal.\u003C\u002Fp>\n\n\u003Cp>10.El abandono del trabajo, aunque sea por breve tiempo, si conlleva un\nriesgo grave o es causa de accidente.\u003C\u002Fp>\n\n\u003Cp>11.La imprudencia o negligencia en acto de servicio si implicase riesgo de\naccidente o peligro de avería para la maquinaria, vehículo o instalaciones.\nLas que contravengan lo establecido en los procedimientos de carga y descarga\nen las \u003C\u002Fp>\n\n\u003Cp>instalaciones correspondientes, tendrán la consideración que se le haya\ndado en los protocolos aprobados y vigentes en las instalaciones.\u003C\u002Fp>\n\n\u003Cp>12.La reincidencia en faltas graves, aunque sean de distinta naturaleza,\nsiempre que se cometan dentro de un trimestre y hayan sido sancionadas.\u003C\u002Fp>\n\n\u003Cp>13.Acoso moral a las personas trabajadoras realizado por sus superiores o\ncompañeros.\u003C\u002Fp>\n\n\u003Cp>14.A los efectos disciplinarios será sancionable cualquier conducta que\natente contra las recogidas en el protocolo de prevención de acoso, bien se\ntrate de comportamiento verbal o físico, que tenga el propósito o produzca el\nefecto de atentar contra la dignidad de una persona, en particular cuando se\ncrea un entorno intimidatorio, degradante u ofensivo. El condicionamiento de un\nderecho o de una expectativa de derecho a la aceptación de una situación\nconstitutiva de acoso sexual se considerará también acto de discriminación y\npor ello falta muy grave.\u003C\u002Fp>\n\n\u003Cp>15.Las conductas que según el protocolo aprobado en la empresa tengan la\nconsideración de acoso por razón de sexo, acoso por razón de orientación\nsexual, expresión e identidad de género en cualquiera de sus manifestaciones\nserá considerada siempre como falta muy grave.\u003C\u002Fp>\n\n\u003Cp>16.Se considerarán faltas muy graves aquellos comportamiento que supongan\nacoso sexual, acoso por razón de sexo, acoso por razón de orientación\nsexual, expresión e identidad de género en cualquiera de sus manifestaciones\ndurante el trabajo, en relación con el trabajo o como resultado del mismo, con\nindependencia de que tenga lugar en los espacios públicos o privados cuando se\ntrate de un lugar de trabajo, incluyéndose expresamente aquellos lugares donde\nla persona trabajadora tome su descanso, coma, o utilice instalaciones\nsanitarias o de aseo y en los vestuarios; en los desplazamientos, viajes,\neventos o actividades sociales o de formación relacionados con el trabajo; en\nel marco de las comunicaciones que estén relacionadas con el trabajo,\nincluidas las realizadas por medio de tecnologías de la información y de la\ncomunicación (acoso virtual o ciberacoso); en el alojamiento proporcionado por\nla persona empleadora, en los trayectos entre el domicilio y el lugar de\ntrabajo. Se consideran especialmente graves los comentarios vejatorios que se\npuedan manifestarse en chats, grupos de whatsapp o similares formados por el\npersonal de la empresa con o sin conocimiento de ésta.\u003C\u002Fp>\n\n\u003Cp>17.Trabajar sin comunicar a la empresa el resultado positivo de enfermedad\ncontagiosa, o las sospechas de haberla contraído, para que el departamento de\nprevención pueda organizar la realización de pruebas diagnósticas de\nverificación. Se considera igualmente falta muy grave la negativa a someterse\na las pruebas necesarias para descartar la enfermedad.\u003C\u002Fp>\n\n\u003Cp>18.No comunicar a los departamentos correspondientes los incidentes,\naccidentes, contaminaciones o derrames que hayan tenido lugar siguiendo los\nprocedimientos establecidos.\u003C\u002Fp>\n\n\u003Cp>19.Se consideran muy graves los comportamientos que colaboren o supongan\nencubrimiento u ocultación de faltas graves o muy graves, y que repercutan en\nperjuicio de la empresa.\u003C\u002Fp>\n\n\u003Ch3 id=\"L525\">Artículo 39. Sanciones.\u003C\u002Fh3>\n\n\u003Cp>Las sanciones que podrán imponerse por la comisión de faltas\ndisciplinarias serán las siguientes:\u003C\u002Fp>\n\n\u003Cp>a)Por faltas leves: Amonestación verbal o por escrito; suspensión de\nempleo y sueldo de hasta dos días.\u003C\u002Fp>\n\n\u003Cp>b)Por faltas graves: suspensión de empleo y sueldo de tres a quince días;\npostergación para el ascenso hasta tres años.\u003C\u002Fp>\n\n\u003Cp>c)Por faltas muy graves: Suspensión de empleo y sueldo de dieciséis a\ncuarenta y cinco días, inhabilitación definitiva para el ascenso; despido.\u003C\u002Fp>\n\n\u003Cp>Las multas impuestas por infracciones de las disposiciones sobre tráfico y\nseguridad vial deberán ser satisfechas por el que sea responsable de las\nmismas con excepción de \u003C\u002Fp>\n\n\u003Cp>aquellas que sean consecuencia del desempeño del trabajo encomendado\nsiguiendo instrucciones de la empresa.\u003C\u002Fp>\n\n\u003Ch3 id=\"L539\">Artículo 40. Prescripción.\u003C\u002Fh3>\n\n\u003Cp>Las faltas de los trabajadores prescriben: A los diez días naturales las\nleves, a los veinte días naturales las graves y a los sesenta días naturales\nlas muy graves, contados a partir de la fecha en que la empresa tuvo\nconocimiento de la comisión de la falta y, en todo caso, a los seis meses de\nhaberse cometido.\u003C\u002Fp>\n\n\u003Ch2 id=\"L545\">CAPÍTULO IX Otras disposiciones\u003C\u002Fh2>\n\n\u003Ch3 id=\"L547\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Ch3 id=\"L547\">Artículo 41. Principio de igualdad.\u003C\u002Fh3>\n\n\u003Cp>Las partes afectadas por el presente convenio, y en aplicación del mismo,\nse comprometen a promover el principio de igualdad de oportunidades y tendrá\nderecho a no ser discriminadas directa o indirectamente para el empleo o, una\nvez empleados, por razones de estado civil, edad dentro de los límites\nmarcados por esta ley, origen racial o étnico, condición social, religión o\nconvicciones, ideas políticas, orientación sexual, identidad sexual,\nexpresión de género, características sexuales, afiliación o no a un\nsindicato, por razón de lengua dentro del Estado español, discapacidad, así\ncomo por razón de sexo, incluido el trato desfavorable dispensado a mujeres u\nhombres por el ejercicio de los derechos de conciliación o corresponsabilidad\nde la vida familiar y laboral.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L551\">Artículo 42. Conciliación de la vida familiar y laboral.\u003C\u002Fh3>\n\n\u003Cp>Las partes asumen el contenido de la Ley 39\u002F1999, de 5 de noviembre, para\npromover la conciliación de la vida familiar y laboral de las personas\ntrabajadoras en general.\u003C\u002Fp>\n\n\u003Ch3 id=\"L555\">Artículo 43. Excedencia voluntaria.\u003C\u002Fh3>\n\n\u003Cp>Se remite a lo establecido en el Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Ch2 id=\"L559\">Disposición adicional primera.\u003C\u002Fh2>\n\n\u003Cp>En todo lo no previsto por este convenio será de aplicación, además de la\nnormativa legal vigente en cada momento, el Acuerdo General para las empresas\nde Transporte de Mercancías por Carretera de ámbito estatal, laudo o norma\nque llegue a sustituirlo, y la normativa reguladora de las jornadas especiales\nde trabajo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2 id=\"L563\">Disposición adicional segunda.\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>La empresa establecerá un Plan de Formación anual. En este sentido, las\npartes firmantes del presente convenio asumen íntegramente los acuerdos\nestablecidos, o que se puedan establecer, en materia de formación continua.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Disposición adicional tercera. El complemento de coordinación se establece\npara toda la vigencia del presente convenio en las siguientes cantidades:.\u003C\u002Fp>\n\n\u003Cp>Nivel II. 200 euros mes en 12 pagas.\u003C\u002Fp>\n\n\u003Cp>Nivel I. 500 euros mes en 12 pagas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Se percibirá exclusivamente mientras se desempeñen estas funciones que\nserán de libre asignación y revocación por la dirección de la\nempresa. \u003C\u002Fp>\n\n\u003Ch3 id=\"L575\">Disposición adicional cuarta.\u003C\u002Fh3>\n\n\u003Cp>Las tablas salariales previstas en el presente convenio serán aplicables\ndesde el 1 de septiembre de 2025 al personal que esté de alta en la empresa el\n29 de septiembre de 2025 con independencia de la publicación del presente\nacuerdo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch2 id=\"L581\">ANEXO I Salarios año y complementos para los años 2025 y\n2026\u003C\u002Fh2>\u003C\u002Fdiv>\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=\"236\" colspan=\"4\" style=\"width:177.1pt;border:solid windowtext 1.0pt; border-bottom:none;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"right\" style=\"text-align:right;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">2023 \n 2025 2026\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"121\" style=\"width:90.95pt;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:11.0pt;font-family:"Times New Roman",serif\">Plus\n de Calidad.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"38\" style=\"width:28.55pt;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=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">44,38\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"38\" style=\"width:28.8pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">51,03\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"38\" style=\"width:28.8pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">52,57\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:1.0cm\">\n \u003Ctd width=\"121\" style=\"width:90.95pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:1.0cm\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">Plus\n de Peligrosidad.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"38\" style=\"width:28.55pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:1.0cm\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">73,83\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"38\" style=\"width:28.8pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:1.0cm\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">84,91\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"38\" style=\"width:28.8pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:1.0cm\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">87,45\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"121\" style=\"width:90.95pt;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:11.0pt;font-family:"Times New Roman",serif\">Bienio.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"38\" style=\"width:28.55pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">33,78\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"38\" style=\"width:28.8pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">38,84\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"38\" style=\"width:28.8pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">40,01\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.3pt\">\n \u003Ctd width=\"121\" style=\"width:90.95pt;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:11.0pt;font-family:"Times New Roman",serif\">Quinquenio.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"38\" style=\"width:28.55pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">67,54\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"38\" style=\"width:28.8pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">77,68\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"38\" style=\"width:28.8pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">80,01\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\"> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\"> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n \u003Ctbody>\n \u003Ctr style=\"height:30.3pt\">\n \u003Ctd width=\"88\" valign=\"bottom\" style=\"width:65.75pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:30.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"122\" valign=\"bottom\" style=\"width:91.2pt;border:none;border-top:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:30.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"104\" valign=\"bottom\" style=\"width:78.25pt;border:none;border-top:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:30.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\" valign=\"bottom\" style=\"width:57.1pt;border:none;border-top:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:30.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">Salarios\n 2025\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"77\" valign=\"bottom\" style=\"width:57.6pt;border-top:solid windowtext 1.0pt; border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:30.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">Salarios\n 2026\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"467\" colspan=\"5\" valign=\"bottom\" style=\"width:349.9pt;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\">\u003Ci>\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">Grupo\n I. Personal superior y técnico\u003C\u002Fspan>\u003C\u002Fi>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"88\" valign=\"bottom\" style=\"width:65.75pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">Nivel\n 1.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"226\" colspan=\"2\" valign=\"bottom\" style=\"width:169.45pt;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:11.0pt;font-family:"Times New Roman",serif\">Dirección\n área.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\" valign=\"bottom\" style=\"width:57.1pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.497,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"77\" valign=\"bottom\" style=\"width:57.6pt;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:11.0pt;font-family:"Times New Roman",serif\">1.526,94\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"88\" rowspan=\"2\" valign=\"bottom\" style=\"width:65.75pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">Nivel\n 2.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"122\" rowspan=\"2\" valign=\"bottom\" style=\"width:91.2pt;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\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">Jefatura\n área.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"104\" valign=\"bottom\" style=\"width:78.25pt;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:11.0pt;font-family:"Times New Roman",serif\">Tráfico.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\" valign=\"bottom\" style=\"width:57.1pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.385,70\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"77\" valign=\"bottom\" style=\"width:57.6pt;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:11.0pt;font-family:"Times New Roman",serif\">1.413,41\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"104\" valign=\"bottom\" style=\"width:78.25pt;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:11.0pt;font-family:"Times New Roman",serif\">Administración.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\" valign=\"bottom\" style=\"width:57.1pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.385,70\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"77\" valign=\"bottom\" style=\"width:57.6pt;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:11.0pt;font-family:"Times New Roman",serif\">1.413,41\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"467\" colspan=\"5\" valign=\"bottom\" style=\"width:349.9pt;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\">\u003Ci>\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">Grupo\n II. Administrativo y técnico operativo\u003C\u002Fspan>\u003C\u002Fi>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"209\" colspan=\"2\" rowspan=\"2\" valign=\"bottom\" style=\"width:156.95pt; 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:11.0pt;font-family:"Times New Roman",serif\">Especialista.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"104\" valign=\"bottom\" style=\"width:78.25pt;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:11.0pt;font-family:"Times New Roman",serif\">Tráfico.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\" valign=\"bottom\" style=\"width:57.1pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.367,68\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"77\" valign=\"bottom\" style=\"width:57.6pt;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:11.0pt;font-family:"Times New Roman",serif\">1.408,71\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"104\" valign=\"bottom\" style=\"width:78.25pt;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:11.0pt;font-family:"Times New Roman",serif\">Administración.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\" valign=\"bottom\" style=\"width:57.1pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.367,68\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"77\" valign=\"bottom\" style=\"width:57.6pt;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:11.0pt;font-family:"Times New Roman",serif\">1.408,71\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"209\" colspan=\"2\" rowspan=\"2\" valign=\"bottom\" style=\"width:156.95pt; 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:11.0pt;font-family:"Times New Roman",serif\">Auxiliar.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"104\" valign=\"bottom\" style=\"width:78.25pt;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:11.0pt;font-family:"Times New Roman",serif\">Tráfico.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\" valign=\"bottom\" style=\"width:57.1pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.336,05\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"77\" valign=\"bottom\" style=\"width:57.6pt;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:11.0pt;font-family:"Times New Roman",serif\">1376,13\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"104\" valign=\"bottom\" style=\"width:78.25pt;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:11.0pt;font-family:"Times New Roman",serif\">Administración.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\" valign=\"bottom\" style=\"width:57.1pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.336,05\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"77\" valign=\"bottom\" style=\"width:57.6pt;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:11.0pt;font-family:"Times New Roman",serif\">1.376,13\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"467\" colspan=\"5\" valign=\"bottom\" style=\"width:349.9pt;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\">\u003Ci>\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">Grupo\n III. Personal de transporte y movimientos\u003C\u002Fspan>\u003C\u002Fi>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:28.25pt\">\n \u003Ctd width=\"209\" colspan=\"2\" valign=\"bottom\" style=\"width:156.95pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:28.25pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">Conducción-Conductor\u002Fa\n mecánico\u002Fa.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"104\" valign=\"bottom\" style=\"width:78.25pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:28.25pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">C+E.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\" valign=\"bottom\" style=\"width:57.1pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:28.25pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.336,05\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"77\" valign=\"bottom\" style=\"width:57.6pt;border:solid windowtext 1.0pt; border-bottom:none;padding:0cm .5pt 0cm .5pt;height:28.25pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.376,13\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:28.65pt\">\n \u003Ctd width=\"209\" colspan=\"2\" valign=\"bottom\" style=\"width:156.95pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:28.65pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">ADR.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"104\" valign=\"bottom\" style=\"width:78.25pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:28.65pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">Plus\n Peligrosidad.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\" valign=\"bottom\" style=\"width:57.1pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:28.65pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">84,91\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"77\" valign=\"bottom\" style=\"width:57.6pt;border:solid windowtext 1.0pt; border-bottom:none;padding:0cm .5pt 0cm .5pt;height:28.65pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">87,45\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"467\" colspan=\"5\" valign=\"bottom\" style=\"width:349.9pt;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\">\u003Ci>\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">Grupo\n IV Personal de servicios auxiliares\u003C\u002Fspan>\u003C\u002Fi>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:25.7pt\">\n \u003Ctd width=\"209\" colspan=\"2\" valign=\"bottom\" style=\"width:156.95pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:25.7pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">Nivel\n 1.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"104\" valign=\"bottom\" style=\"width:78.25pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:25.7pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">Jefatura\n de Taller.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\" valign=\"bottom\" style=\"width:57.1pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:25.7pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.336,05\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"77\" valign=\"bottom\" style=\"width:57.6pt;border:solid windowtext 1.0pt; border-bottom:none;padding:0cm .5pt 0cm .5pt;height:25.7pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.376,13\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"209\" colspan=\"2\" valign=\"bottom\" style=\"width:156.95pt;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:11.0pt;font-family:"Times New Roman",serif\">Nivel\n 2.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"104\" valign=\"bottom\" style=\"width:78.25pt;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:11.0pt;font-family:"Times New Roman",serif\">Mecánico\u002Fa.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\" valign=\"bottom\" style=\"width:57.1pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">1.182,90\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"77\" valign=\"bottom\" style=\"width:57.6pt;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:11.0pt;font-family:"Times New Roman",serif\">1.218,38\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.3pt\">\n \u003Ctd width=\"209\" colspan=\"2\" valign=\"bottom\" style=\"width:156.95pt;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:11.0pt;font-family:"Times New Roman",serif\">Nivel\n 3.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"104\" valign=\"bottom\" style=\"width:78.25pt;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:11.0pt;font-family:"Times New Roman",serif\">Peón.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"76\" valign=\"bottom\" style=\"width:57.1pt;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:11.0pt;font-family:"Times New Roman",serif\">1.113,76\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"77\" valign=\"bottom\" style=\"width:57.6pt;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:11.0pt;font-family:"Times New Roman",serif\">1.147,17\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L637\">\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Ch2 id=\"L637\">ANEXO II Procedimiento de control de consumo de sustancias\nprohibidas: Estupefacientes, psicotrópicos, estimulantes u otras sustancias\nanálogas\u003C\u002Fh2>\n\n\u003Cp>Panvelpa, SL es una empresa dedicada al transporte de mercancías\npeligrosas. Dada la especialidad de la actividad desarrollada, la vigilancia de\nla salud de sus trabajadores y por tanto de su adecuada capacidad y aptitud\npsicofísica, especialmente en el personal de movimiento, son garante no solo\nde la protección genéricamente debida a cada trabajador sino garantía de la\nseguridad de terceras personas, expuestas a un riesgo inminente ante la\nconcurrencia de circunstancias de salud que puedan determinar una merma de la\ncapacidad para la conducción de los trabajadores destinados a tales\nfunciones. \u003C\u002Fp>\n\n\u003Cp>Evidentemente el consumo de alcohol o sustancias estupefacientes tiene en\neste sentido una repercusión clara en la conducción, máxime si tenemos en\nconsideración la especialidad del sector. Lo mismo sucede con el consumo de\nmedicamentos tales como tranquilizantes, sedantes, o cualquier otro, incluso\nprescrito por un facultativo, pero que pueda influir negativamente en la\ncapacidad de la conducción.\u003C\u002Fp>\n\n\u003Cp>Nos encontramos pues ante la concurrencia de circunstancias suficientes por\nla especial actividad, para plantear la obligatoriedad del reconocimiento\nmédico de empresa regulado en el artículo 22 LPRL, al concurrir los\npresupuestos legales que determinan ese carácter.\u003C\u002Fp>\n\n\u003Cp>En esta línea y con base en cuanto antecede se hace necesario incluir,\nentre las pruebas médicas realizadas, las precisas para detectar el consumo\ntanto de alcohol como de sustancias estupefacientes o medicamentos que influyan\nnegativamente en la conducción y tengan una repercusión manifiesta en el\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>Conviene no olvidar que el artículo 14 del Real Decreto Legislativo 6\u002F2015,\nde 30 de octubre, por el que se aprueba el Texto Refundido de la Ley de\nTráfico, Circulación de Vehículos a Motor y Seguridad Vial establece de\nforma tajante que:\u003C\u002Fp>\n\n\u003Cp>1. No puede circular por las vías objeto de esta Ley el conductor de\ncualquier vehículo con tasas de alcohol superiores a las que\nreglamentariamente se determine. En ningún caso el conductor menor de edad\npodrá circular por las vías con una tasa de alcohol en sangre superior a 0\ngramos por litro o de alcohol en aire espirado superior a 0 miligramos por\nlitro.\u003C\u002Fp>\n\n\u003Cp>Tampoco puede hacerlo el conductor de cualquier vehículo con presencia de\ndrogas en el organismo, de las que se excluyen aquellas sustancias que se\nutilicen bajo prescripción facultativa y con una finalidad terapéutica,\nsiempre que se esté en condiciones de utilizar el vehículo conforme a la\nobligación de diligencia, precaución y no distracción establecida en el\nartículo 10.\u003C\u002Fp>\n\n\u003Cp>El conductor de un vehículo está obligado a someterse a las pruebas para\nla detección de alcohol o de la presencia de drogas en el organismo, que se\npracticarán por los agentes de la autoridad encargados de la vigilancia del\ntráfico en el ejercicio de las funciones que tienen encomendadas. Igualmente\nquedan obligados los demás usuarios de la vía cuando se hallen implicados en\nun accidente de tráfico o hayan cometido una infracción conforme a lo\ntipificado en esta ley. Dicha conducta es calificada en el mismo texto, como\nfalta muy grave.\u003C\u002Fp>\n\n\u003Cp>Igualmente, el artículo 27 del Real Decreto 1428\u002F2003 de 21 de noviembre\npor el que se regula el Reglamento General de Circulación establece que: 1. No\npodrán circular por las vías objeto de la legislación sobre tráfico,\ncirculación de vehículos a motor y seguridad vial los conductores de\nvehículos o bicicletas que hayan ingerido o incorporado a su organismo\npsicotrópicos, estimulantes u otras sustancias análogas, entre las que se\nincluirán, en cualquier caso, los medicamentos u otras sustancias bajo cuyo\nefecto se altere el estado físico o mental apropiado para circular sin\npeligro.\u003C\u002Fp>\n\n\u003Cp>Las infracciones a las normas de este artículo tendrán la consideración\nde muy graves.\u003C\u002Fp>\n\n\u003Cp>No debemos olvidar tampoco que el Código Penal tipifica como delito la\nconducción de un vehículo de motor o ciclomotor bajo la influencia de drogas\ntóxicas, estupefacientes, sustancias psicotrópicas o de bebidas\nalcohólicas.\u003C\u002Fp>\n\n\u003Cp>Debe precisarse no obstante que la legislación baraja tasas punibles\nconcretas en el caso de la alcoholemia, sin embargo respecto a las sustancias\nestupefacientes no se concretan índices de referencia, bastando el simple\n«positivo» para incurrir en la conducta inhabilitante.\u003C\u002Fp>\n\n\u003Cp>Desde Panvelpa, SL, se hace por tanto preciso regularizar su situación,\nacatando el contenido de la norma, estableciendo el carácter obligatorio de\nlos reconocimientos médicos para el personal de movimiento en salvaguarda de\nla integridad física tanto de los propios trabajadores como de terceros,\nencontrándonos por tanto ante el supuesto previsto en tal sentido por el\nartículo 22 de la LPRL.\u003C\u002Fp>\n\n\u003Cp>Dichos reconocimientos habrán de incluir entre las pruebas a realizar la\ndetección de consumo de estupefacientes, medicamentos que influyan\nnegativamente en la capacidad de conducción y alcohol. \u003C\u002Fp>\n\n\u003Cp>La práctica de los reconocimientos en la forma descrita requiere el\nestablecimiento de unos criterios de actuación que respondan y concilien el\ndeber de salvaguarda de la salud por parte de la empleadora, una adecuada\nprotección a los trabajadores garantizando su derecho a la información en lo\nrelativo a las pruebas médicas que se realicen, así como la protección de la\nintegridad de terceros.\u003C\u002Fp>\n\n\u003Cp>Por todo ello las partes acuerdan:\u003C\u002Fp>\n\n\u003Cp>2.° Declarar el carácter obligatorio de los reconocimientos médicos de\nempresa previstos en el artículo 22 de la vigente LPRL para los trabajadores\nque realicen tareas de conducción, incluso ocasionalmente.\u003C\u002Fp>\n\n\u003Cp>3.° Dichos reconocimientos médicos incluirán las pruebas precisas para la\ndetección del consumo en el trabajo, o el consumo con repercusiones en el\ntrabajo, tanto de alcohol como de sustancias estupefacientes, siendo\ndebidamente informados los trabajadores de las pruebas específicas a realizar.\nEstas pruebas se realizarán tanto como parte del reconocimiento médico anual\ncomo en el examen de salud previo a la contratación. En este sentido el\nServicio de Prevención articulará el protocolo específico de valoración y\nseguimiento en su caso de cada supuesto.\u003C\u002Fp>\n\n\u003Cp>4.° Excepcionalmente de detectarse indicios claros durante la jornada\nlaboral de cualquier alteración en la salud con grave repercusión en el\ntrabajo, o tener conocimiento del consumo de cualquiera de las sustancias\ndescritas con repercusión manifiesta en el trabajo, Panvelpa, SL, remitirá\ninmediatamente al trabajador afectado al Servicio Médico de Prevención,\naunque este hubiese realizado ya su reconocimiento anual, con el fin de\nconstatar la aptitud del trabajador, entendiendo que el sometimiento a tal\nreconocimiento médico revestirá carácter obligatorio, adoptándose ante la\nnegativa del trabajador las medidas disciplinarias pertinentes por\ndesobediencia grave y\u002Fo transgresión de la buena fe contractual.\u003C\u002Fp>\n\n\u003Cp>5.° En el marco global de la política de prevención y vigilancia de la\nsalud de esta empresa, se desarrollarán acciones informativas dirigidas a la\ntotalidad de la plantilla sobre las repercusiones del consumo tanto de alcohol\ncomo de sustancias estupefacciones en el ámbito laboral.\u003C\u002Fp>\n\n\u003Cp>6.° El consejero de seguridad podrá realizar controles aleatorios de\nalcohol y sustancias estupefacientes al personal de conducción en cualquier\nmomento de su jornada laboral sin ser necesario previo aviso ni convocatoria.\nSi se detecta consumo en alguna persona, será apartada de inmediato de sus\nlabores de conducción, pudiendo acudir, si así lo solicita, al servicio de\nprevención para solicitar una prueba de contraste.\u003C\u002Fp>\n\n\u003Cp>Igualmente desde el Comité se Seguridad y Salud Laboral, se ofrecerá a los\ntrabajadores la posibilidad de trasladar, con todas las garantías de\nconfidencialidad, posibles situaciones personales en relación con el consumo\nde cualquiera de las sustancias más arriba referidas, analizándose desde\ndicho órgano cada supuesto individual, con valoración de las posibles\nopciones de ayuda que puedan ser facilitadas en función de cada supuesto,\norientando al trabajador hacia las medidas precisas si a ello hubiera lugar.\u003C\u002Fp>\n\n\u003Cp>Estos trabajadores deberán autorizar ser sometidos simultáneamente a un\nexamen de salud por parte del Servicio médico de prevención, así como a un\nseguimiento posterior por parte de dicho Servicio.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityotherclause\">\u003Ch2 id=\"L689\">ANEXO III Conjunto planificado de medidas LGTBI conforme al Real\nDecreto 1026\u002F2024, de 8 de octubre\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>1.Marco normativo y objeto\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El presente documento se elabora en cumplimiento de lo dispuesto en el\nartículo 15 de la Ley 4\u002F2023, de 28 de febrero, para la igualdad real y\nefectiva de las personas trans y para la garantía de los derechos de las\npersonas LGTBI, y del Real Decreto 1026\u002F2024, por el que se desarrollan\nreglamentariamente las medidas planificadas para la igualdad y no\ndiscriminación de las personas LGTBI en el ámbito laboral. \u003C\u002Fp>\n\n\u003Cp>El objetivo de estas medidas es garantizar en Panvelpa, SL, un entorno de\ntrabajo inclusivo, respetuoso y libre de discriminación por razón de\norientación sexual, identidad sexual, expresión de género y características\nsexuales, así como prevenir cualquier forma de acoso o violencia contra las\npersonas LGTBI.\u003C\u002Fp>\n\n\u003Cp>Estas medidas han sido negociadas y acordadas con la representación legal\nde las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Ámbito de aplicación\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El conjunto planificado de medidas se aplicará a todas las personas\ntrabajadoras de Panvelpa, SL, con independencia de la modalidad contractual.\nPersonas candidatas en procesos de selección. Personal de empresas\ncontratistas, subcontratistas y proveedores que presten servicios en los\ncentros de trabajo de Panvelpa, SL. Cualquier persona que mantenga relación\nprofesional con la empresa.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>\u003Cstrong>3.Principios generales\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Panvelpa, SL, se rige por los siguientes principios:\u003C\u002Fp>\n\u003Cul>\n \u003Cli>Igualdad de trato y oportunidades.\u003C\u002Fli>\n \u003Cli>No discriminación directa, indirecta, múltiple o interseccional.\u003C\u002Fli>\n \u003Cli>Respeto a la diversidad afectivo-sexual, familiar y de género.\u003C\u002Fli>\n \u003Cli>Dignidad, intimidad y confidencialidad.\u003C\u002Fli>\n \u003Cli>Tolerancia cero frente al acoso y la violencia LGTBIfóbica.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>\u003Cstrong>4.Medidas en materia de acceso al empleo y selección\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Garantizar procesos de selección neutros, objetivos y basados en\ncompetencias, evitando cualquier referencia directa o indirecta a la\norientación sexual, identidad o expresión de género y características\nsexuales.\u003C\u002Fp>\n\n\u003Cp>Incluir en las ofertas de empleo una cláusula expresa de compromiso con la\nigualdad y la diversidad LGTBI.\u003C\u002Fp>\n\n\u003Cp>Formar a las personas que participan en procesos de selección en igualdad\nde trato y no discriminación LGTBI.\u003C\u002Fp>\n\n\u003Cp>Prohibir expresamente preguntas o valoraciones relacionadas con la vida\npersonal, orientación sexual o identidad de género de las personas\ncandidatas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpromotion\">\u003Cp>\u003Cstrong>5.Medidas en materia de clasificación, promoción y desarrollo\nprofesional\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Garantizar la igualdad de oportunidades en la promoción profesional y en el\nacceso a puestos de responsabilidad.\u003C\u002Fp>\n\n\u003Cp>Asegurar que los procesos de evaluación del desempeño se basen\nexclusivamente en criterios objetivos y profesionales.\u003C\u002Fp>\n\n\u003Cp>Evitar cualquier sesgo discriminatorio en la asignación de funciones,\nresponsabilidades o expectativas de carrera profesional.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqtraining\">\u003Cp>\u003Cstrong>6.Medidas en materia de formación y sensibilización\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Incluir acciones formativas periódicas sobre diversidad LGTBI, igualdad de\ntrato y prevención del acoso.\u003C\u002Fp>\n\n\u003Cp>Garantizar formación específica para mandos intermedios y personal con\nresponsabilidades en gestión de personas.\u003C\u002Fp>\n\n\u003Cp>Facilitar información accesible a toda la plantilla sobre derechos LGTBI y\ncanales de denuncia.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>7.Medidas en materia de condiciones de trabajo\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Garantizar un entorno laboral seguro, respetuoso e inclusivo.\u003C\u002Fp>\n\n\u003Cp>Respetar el nombre y pronombres elegidos por las personas trabajadoras\nconforme a su identidad de género.\u003C\u002Fp>\n\n\u003Cp>Permitir el uso de vestimenta, uniformes, baños y vestuarios acordes con la\nidentidad de género de cada persona.\u003C\u002Fp>\n\n\u003Cp>Proteger de forma estricta los datos personales relativos a la orientación\nsexual, identidad o expresión de género y características sexuales.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>8.Medidas en materia de comunicación y lenguaje\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Promover el uso de un lenguaje respetuoso e inclusivo en las comunicaciones\ninternas y externas.\u003C\u002Fp>\n\n\u003Cp>Evitar expresiones, imágenes o mensajes que refuercen estereotipos o\nprejuicios hacia las personas LGTBI.\u003C\u002Fp>\n\n\u003Cp>Visibilizar el compromiso de la empresa con la diversidad y la igualdad.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>\u003Cstrong>9.Medidas frente al acoso y la violencia LGTBI\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La empresa cuenta con un Protocolo específico de prevención y actuación\nfrente al acoso y la discriminación por razón de identidad sexual y de\ngénero, aprobado y vigente en Panvelpa, SL. Dicho protocolo se considera parte\nintegrante del presente conjunto planificado de medidas y se aplicará a todas\nlas situaciones de acoso o violencia contra personas LGTBI. Las definiciones,\nprincipios, procedimiento de denuncia, garantías de confidencialidad,\nprotección frente a represalias, medidas cautelares, instrucción, resolución\ny seguimiento serán los establecidos en el citado protocolo. En los supuestos\nque afecten a personas LGTBI distintas de las personas trans, el protocolo se\naplicará de forma extensiva e integradora, garantizando en todo caso la\nigualdad de trato y la no discriminación por razón de orientación sexual,\nexpresión de género o características sexuales. La coordinación entre estas\nmedidas y el régimen disciplinario de la empresa se realizará conforme a lo\nprevisto en el Convenio colectivo y en la normativa laboral vigente.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>10.Medidas de seguimiento y evaluación\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se creará un sistema de seguimiento de la aplicación de las medidas\nplanificadas y se evaluará periódicamente su eficacia, comprometiéndose al\nmenos a realizarlo cada cuatro años o cuando se produzcan cambios normativos\nrelevantes. Se garantizará la participación de la representación legal de\nlas personas trabajadoras en el seguimiento y revisión de las medidas.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>11.Vigencia\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El presente conjunto planificado de medidas LGTBI entrará en vigor en la\nfecha de su firma y mantendrá su vigencia mientras no sea sustituido o\nmodificado por acuerdo entre la empresa y la representación legal de las\npersonas trabajadoras o por exigencia legal o convencional.\u003C\u002Fp>\n\n\u003Ch2 id=\"L773\">ANEXO IV\u003C\u002Fh2>\n\n\u003Cp>La actividad de la empresa ha hecho necesaria la aprobación e implantación\nde protocolos de actuación para prevenir riesgos específicos de catástrofes\ny otros fenómenos adversos. Dando cumplimiento a la previsión recogida en el\nartículo 85.1 del Estatuto de los Trabajadores las partes se comprometen a\nnegociar, revisar y mantener actualizados los protocolos de actuación para la\nprevención de riesgos frente a catástrofes y otros fenómenos meteorológicos\nadversos.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"CBA_MNCOMPA_1":44,"JOBTITLE_trigger":48,"JOBTYPE_descriptions":52,"TRAINING_trigger":56,"trainingprogrammes":60,"SOCSEC_trigger":64,"disabilityfund":67,"maxsicknesspay":71,"maxsicknesspayperc":75,"disabilitypay":77,"legalassistance_trigger":81,"healthandsafetypolicy":85,"protectiveclothing":89,"hivpolicy":93,"funeralpay":97,"WORKFAM_trigger":101,"pregnancy":104,"timeoff":108,"childcare":112,"childcareleave":116,"deathrelativesleave":118,"marriageleave":122,"nursingmothers":126,"maternity_nursing_breaks_duration":130,"maternity_nursing_breaks_length":132,"breastfeeding_workingtime":134,"GENEQ_trigger":138,"discrimination":142,"eqpromotion":146,"eqtraining":150,"sexualhar":154,"violence":158,"equalitymonitoring":162,"equalityotherclause":166,"WORKHOURS_trigger":170,"hourspyear":173,"holidaysdays":177,"holidaysweeks":181,"SCHEDULE_trigger":183,"TRADEUNLEAV_trigger":187,"ADMINISTRATIVE_trigger":191,"WAGES_trigger":195,"WAGES_determined":199,"PAYSCALES_trigger":203,"ONCERISE_trigger":207,"ONCERISE2_trigger":211,"CONSIGN_trigger":215,"OVERTIME_trigger":218,"overtimeallowancetype_general":222,"HARDSHIP_trigger":226,"SUNDAY_trigger":230,"SENIOR_trigger":234,"MEALALL_trigger":238},{"bindId":45,"name":46,"text":47},"CBA_MNCOMPA_1","Visto el texto del Convenio colectivo de","Visto el texto del Convenio colectivo de la empresa Panvelpa, SL (Código de\nconvenio número 90105042012025), que fue suscrito con fecha 29 de septiembre\nde 2025, de una parte por los designados por la Dirección de la empresa, en\nrepresentación de la misma, y de otra por los delegados de personal, en\nrepresentación de los trabajadores afectados, y que ha sido finalmente\nsubsanado en fecha 19 de diciembre de 2025, y de conformidad con lo dispuesto\nen el artículo 90, apartados 2 y 3, de la Ley del Estatuto de los\nTrabajadores, texto refundido aprobado por el Real Decreto Legislativo 2\u002F2015,\nde 23 de octubre (BOE de 24 de octubre), y en el Real Decreto 713\u002F2010, de 28\nde mayo, sobre registro y depósito de convenios colectivos, acuerdos\ncolectivos de trabajo y planes de igualdad,",{"bindId":49,"name":50,"text":51},"JOBTITLE_trigger","CAPÍTULO III Clasificación del personal ","CAPÍTULO III Clasificación del personal\n\nArtículo 12. Clasificación del personal.\n\nLa valoración de los puestos de trabajo se hará teniendo en cuenta\nfundamentalmente la concurrencia de los siguientes factores: Conocimiento\nteórico y práctico, responsabilidad exigible y experiencia.",{"bindId":53,"name":54,"text":55},"JOBTYPE_descriptions","Grupo I. Personal superior y técnico. Se","Grupo I. Personal superior y técnico.\n\nSe entiende por tal el que, con propia iniciativa y dentro de las normas\ndictadas por la Dirección o por sus superiores jerárquicos, ejerce funciones\nde carácter técnico y\u002Fo de mando y organización. No se incluye a quienes por\nlas características de su contrato y\u002Fo del desempeño de su cometido\ncorresponda la calificación de Personal de Alta Dirección.\n\nPertenecen a este grupo las personas que por conocimientos y experiencia\nprofesional coordinan, planifican y gestionan los recursos disponibles a su\ncargo, velando por la consecución de los objetivos perseguidos. Realizan\ndichas actividades con autonomía y capacidad de supervisión. Las\ninstrucciones se enuncian en términos generales, y han de ser interpretadas y\nadaptadas en gran medida, estando facultado para fijar directrices, por todo lo\ncual, se exige ineludiblemente una gran aportación personal. La\nresponsabilidad por sus decisiones afecta directa o indirectamente a parte de\nla organización, además de poder implicar importantes consecuencias\neconómicas inmediatas, tiene importantes efectos negativos en el\nfuncionamiento de la empresa. Consecuentemente, tiene acceso y utiliza\ninformación muchas veces confidencial.\n\nEstá integrado por los siguientes niveles:\n\nNivel I (Direcciones de área).\n\nSe incluyen las personas que prestan servicios al frente de una de las\náreas o departamentos específicos en que la empresa se estructure,\ndependiendo directamente de la Dirección General de la Empresa. Son personas\ncon el perfil profesional adecuado, con experiencia profesional en las tareas\ndel grupo y que poseen los conocimientos necesarios. Amplia autonomía en la\nejecución de sus tareas. Demuestra iniciativa en las tareas asignadas.\nSupervisa y asigna tareas a personas a su cargo.\n\nNivel II (Jefaturas de área).\n\nPertenecen a este grupo profesional las personas que realizan actividades de\ntipo técnico dentro de un área determinada de conocimiento y se\nresponsabilizan de la programación y supervisión de actividades realizadas\npor colaboradores internos o externos. Disponen de la necesaria formación,\nconocimiento y experiencia profesional. Organizan y programan las actividades y\nal personal bajo su responsabilidad, pudiendo llegar a supervisar de forma\ncercana la actividad desarrollada por las personas que componen sus equipos.\nDesarrollan sus funciones con amplia autonomía y baja supervisión. Se\nengloban en este nivel a modo de ejemplo las jefaturas de tráfico,\ncoordinadores de seguridad, jefatura de administración, personal técnico de\ndesarrollo de negocio, coordinadores logísticos etc.\n\nGrupo II. Administrativo y técnico operativo.\n\nPertenecen a este grupo profesional las personas que ejecutan los procesos\nadministrativos y técnico-operativos, con un grado de complejidad medio, y que\ndispongan de la necesaria formación, conocimiento y experiencia profesional.\nRealizan generalmente funciones de carácter administrativo, burocráticas y\u002Fo\nde contabilidad o \n\nlaboral, incluidos los trabajos con medios informáticos u ofimáticos y los\nde facturación; están asimismo comprendidas las funciones de mantenimiento,\ncontrol y gestión de los servicios de calidad y atención de carácter general\nno incluidas en otro grupo profesional. Se encuadrarían en este grupo\nprofesional, a modo de ejemplo, los puestos de trabajo de especialista y\nauxiliar de administración, personal de sistemas etc. Se divide a su vez en\npersonal Especialista y Personal Auxiliar en las áreas correspondientes.\n\nGrupo III. Personal de transporte y movimiento.\n\nPertenecen a este grupo todas las personas que se dedican al movimiento,\nclasificación y arrastre de mercancías en las instalaciones de la empresa o\nfuera de las mismas, incluido el mantenimiento de los vehículos. En este grupo\nse incluyen los conductores y conductoras según la siguiente definición,\nenunciativa de funciones y requisitos de acceso: Personas que, estando en\nposesión del carné de conducir de la clase «C» o «C + E», se contratan\ncon la obligación de conducir cualquier vehículo de la empresa, con remolque\no sin él, a tenor de las necesidades de ésta, ayudando si se le indica, a las\nreparaciones del mismo, siendo el responsable del vehículo y de la carga\ndurante el servicio, estando obligado a cumplimentar, cuando proceda, la\ndocumentación del vehículo y la del transporte realizado y a dirigir, si se\nle exigiese, la carga de la mercancía. Le corresponde realizar las labores\nnecesarias para el correcto funcionamiento, conservación y acondicionamiento\ndel vehículo, así como las que resulten precisas para la protección y\nmanipulación de la mercancía. Habrá de comunicar de inmediato al responsable\ndel taller, o persona que al efecto la empresa señale, cualquier anomalía que\ndetecte en el vehículo. Deberá cubrir los recorridos por los itinerarios que\nse fijen o, de no estar fijados, por los que sean más favorables para la\ncorrecta cumplimentación del servicio.\n\nGrupo IV. Personal de servicios auxiliares.\n\nPertenecen a este grupo todas las personas empleadas que se dedican a\nactividades auxiliares de la principal de la empresa, tanto en las\ninstalaciones de ésta como fuera de las mismas. En función del grado de\ndominio del oficio y experiencia nos encontramos con tres niveles:\n\nNivel I. Es la persona que, con total dominio de su oficio y con capacidad\npara interpretar planos de detalle, realiza en el taller, en cualquier otra\ndependencia de la empresa o en vehículos fuera de ella, trabajos que requieren\nel mayor esmero, no sólo con rendimiento correcto, sino con la máxima\neconomía de tiempo y material. Organiza los recursos personales y materiales a\nsu cargo.\n\nNivel II. Es la persona que poseyendo la titulación y conocimientos\ngenerales de un oficio, puede realizar los trabajos del mismo con rendimiento\ncorrecto y bajo la supervisión y siguiendo las instrucciones impartidas por\nlas personas de nivel I.\n\nNivel III. Se engloban a aquellas personas que desarrollan funciones de baja\ncualificación profesional, con baja autonomía en el ejercicio de sus\ntareas.\n\nArtículo 13. Obligaciones del personal de conducción.\n\nSin perjuicio de las obligaciones generales del personal de conducción, en\nel desempeño de su función laboral, se concretan como específicas de esta\nactividad las que siguen:\n\na)La de conducir cualquier vehículo de la Empresa, a tenor de las\nnecesidades de ésta, siendo responsable del mismo y de la mercancía que\ntransporta durante el viaje que se le haya encomendado y de la documentación\ndel vehículo.\n\nb)La de cumplimentar y facilitar un parte diario por escrito del servicio\nefectuado y del estado del camión, su cisterna y elementos y accesorios que se\nfijen. \n\nc)La de cubrir los recorridos por los itinerarios que se fijen y realizar\nlas cargas y descargas en los lugares y horas fijados.\n\nd)Mantener el estado, limpieza y conservación de los vehículos, sus\ncisternas y elementos accesorios.\n\ne)Empalmar y desempalmar mangueras, abrir y cerrar válvulas, acoplar y\ndesacoplar brazos de carga y descarga y demás mecanismos utilizados para el\nllenado y vaciado de las cisternas, realizando estas funciones y sus\ncomplementarias, tanto si estos elementos son de su propio vehículo como si\nson ajenos al mismo, y aunque tenga que verificar estas operaciones dentro del\nrecinto de la entidad cargadora.\n\nf)La de conocer el funcionamiento y uso de los aparatos de extinción de\nincendios y de ejecutar estas operaciones cuando proceda, así como asistir,\ndentro de la jornada de trabajo, a las prácticas de adiestramiento de\naquellos, recibiendo para ello, de la empresa o de las entidades con las que\ncontrate, la formación precisa.\n\ng)Atenerse a las normas legales vigentes en cualquier momento, así como a\nlas establecidas por los diferentes centros de carga y descarga y a las que se\ndicten con carácter general en relación con la circulación y transporte de\nproductos petrolíferos.\n\nh)Las recogidas en el Manual de calidad de la Empresa, en el Manual del\nConductor, en las instrucciones de carga y descarga, en el Acuerdo General para\nlas empresas de Transporte de Mercancías por Carretera, y cualquier otra que\nllegue a incorporarse previa comunicación a la representación legal de los\ntrabajadores.",{"bindId":57,"name":58,"text":59},"TRAINING_trigger","Disposición adicional segunda. La empres","Disposición adicional segunda.\n\nLa empresa establecerá un Plan de Formación anual. En este sentido, las\npartes firmantes del presente convenio asumen íntegramente los acuerdos\nestablecidos, o que se puedan establecer, en materia de formación continua.",{"bindId":61,"name":62,"text":63},"trainingprogrammes","La empresa establecerá un Plan de Formac","La empresa establecerá un Plan de Formación anual. En este sentido, las\npartes firmantes del presente convenio asumen íntegramente los acuerdos\nestablecidos, o que se puedan establecer, en materia de formación continua.",{"bindId":65,"name":66,"text":66},"SOCSEC_trigger","CAPÍTULO VI Beneficios sociales",{"bindId":68,"name":69,"text":70},"disabilityfund","Artículo 29. Indemnizaciones por acciden","Artículo 29. Indemnizaciones por accidentes de trabajo.\n\nPara el personal afectado por este convenio, en los casos de muerte o\nincapacidad permanente, total o absoluta, o gran incapacidad, derivados de\naccidente de trabajo, la Empresa garantizará, mediante la oportuna póliza de\nseguro, una indemnización de 50.000 euros, abonable al trabajador o, en su\ncaso, a sus herederos legales o al beneficiario designado por el trabajador\npara ese efecto. Esta designación deberá realizarse de forma expresa y ser\ncomunicada a la empresa fehacientemente. El personal, para tener derecho a la\ncobertura, deberá cumplimentar los cuestionarios de salud o cualquier otro\nrequisito que incluya la aseguradora para quedar incluido en la protección de\nla póliza.",{"bindId":72,"name":73,"text":74},"maxsicknesspay","En los supuestos de incapacidad temporal","En los supuestos de incapacidad temporal derivada de contingencias\nprofesionales, la empresa abonará a sus trabajadores el complemento necesario\npara que, durante este período, perciban el 100 por 100 de su salario.",{"bindId":76,"name":73,"text":74},"maxsicknesspayperc",{"bindId":78,"name":79,"text":80},"disabilitypay","accidentes de trabajo. Para el personal ","accidentes de trabajo.\n\nPara el personal afectado por este convenio, en los casos de muerte o\nincapacidad permanente, total o absoluta, o gran incapacidad, derivados de\naccidente de trabajo, la Empresa garantizará, mediante la oportuna póliza de\nseguro, una indemnización de 50.000 euros, abonable al trabajador o, en su\ncaso, a sus herederos legales o al beneficiario designado por el trabajador\npara ese efecto. Esta designación deberá realizarse de forma expresa y ser\ncomunicada a la empresa fehacientemente. El personal, para tener derecho a la\ncobertura, deberá cumplimentar los cuestionarios de salud o cualquier otro\nrequisito que incluya la aseguradora para quedar incluido en la protección de\nla póliza.",{"bindId":82,"name":83,"text":84},"legalassistance_trigger","Protección Jurídica y Fianza. Las empres","Protección Jurídica y Fianza.\n\nLas empresas en el contrato de seguro de cada vehículo, además de las\ncorrespondientes coberturas contratadas, asegurará la defensa jurídica y la\nprestación de fianzas de los conductores que se derive de actos y\u002Fo siniestros\nproducidos como consecuencia de trabajo y\u002Fo funciones, quedando excluidos los\nque se deriven de la privación del permiso de conducir a consecuencia de\nnegligencia temeraria, el consumo de drogas o bajo los efectos del alcohol o\nsustancias prohibidas que superen los límites legalmente establecidos. ",{"bindId":86,"name":87,"text":88},"healthandsafetypolicy","Artículo 32. Prevención de Riesgos Labor","Artículo 32. Prevención de Riesgos Laborales.\n\nAmbas partes se comprometen y obligan a difundir en el seno de la Empresa la\nLey 31\u002F1995, de Prevención de Riesgos Laborales, y a velar por su más\nestricto cumplimiento.\n\nAlcohol y Drogas: Dada la especial peligrosidad que puede suponer en el\ndesarrollo del trabajo el consumo de drogas o de alcohol por las consecuencias\nque puede ocasionar para terceros, los trabajadores y la empresa se comprometen\na colaborar en detectar estos casos, obligándose a poner en conocimiento de la\nDirección de la empresa y de la representación legal del personal, cualquier\nsituación que pueda hacer sospechar tal consumo por cualquiera de las personas\nque presten servicios para la empresa. Para regular el procedimiento de control\nde consumo de sustancias prohibidas, las partes aprueban el documento que se\nincorpora como anexo al presente convenio, y que será de obligado\ncumplimiento.",{"bindId":90,"name":91,"text":92},"protectiveclothing","Artículo 33. Prendas de trabajo. La empr","Artículo 33. Prendas de trabajo.\n\nLa empresa entregará a aquellas personas que los precisen por razones de\nimagen y uniformidad la ropa y equipos de trabajo, siendo obligatoria su\nutilización por parte del personal.",{"bindId":94,"name":95,"text":96},"hivpolicy","ANEXO II Procedimiento de control de con","ANEXO II Procedimiento de control de consumo de sustancias\nprohibidas: Estupefacientes, psicotrópicos, estimulantes u otras sustancias\nanálogas\n\nPanvelpa, SL es una empresa dedicada al transporte de mercancías\npeligrosas. Dada la especialidad de la actividad desarrollada, la vigilancia de\nla salud de sus trabajadores y por tanto de su adecuada capacidad y aptitud\npsicofísica, especialmente en el personal de movimiento, son garante no solo\nde la protección genéricamente debida a cada trabajador sino garantía de la\nseguridad de terceras personas, expuestas a un riesgo inminente ante la\nconcurrencia de circunstancias de salud que puedan determinar una merma de la\ncapacidad para la conducción de los trabajadores destinados a tales\nfunciones. \n\nEvidentemente el consumo de alcohol o sustancias estupefacientes tiene en\neste sentido una repercusión clara en la conducción, máxime si tenemos en\nconsideración la especialidad del sector. Lo mismo sucede con el consumo de\nmedicamentos tales como tranquilizantes, sedantes, o cualquier otro, incluso\nprescrito por un facultativo, pero que pueda influir negativamente en la\ncapacidad de la conducción.\n\nNos encontramos pues ante la concurrencia de circunstancias suficientes por\nla especial actividad, para plantear la obligatoriedad del reconocimiento\nmédico de empresa regulado en el artículo 22 LPRL, al concurrir los\npresupuestos legales que determinan ese carácter.\n\nEn esta línea y con base en cuanto antecede se hace necesario incluir,\nentre las pruebas médicas realizadas, las precisas para detectar el consumo\ntanto de alcohol como de sustancias estupefacientes o medicamentos que influyan\nnegativamente en la conducción y tengan una repercusión manifiesta en el\ntrabajo.\n\nConviene no olvidar que el artículo 14 del Real Decreto Legislativo 6\u002F2015,\nde 30 de octubre, por el que se aprueba el Texto Refundido de la Ley de\nTráfico, Circulación de Vehículos a Motor y Seguridad Vial establece de\nforma tajante que:\n\n1. No puede circular por las vías objeto de esta Ley el conductor de\ncualquier vehículo con tasas de alcohol superiores a las que\nreglamentariamente se determine. En ningún caso el conductor menor de edad\npodrá circular por las vías con una tasa de alcohol en sangre superior a 0\ngramos por litro o de alcohol en aire espirado superior a 0 miligramos por\nlitro.\n\nTampoco puede hacerlo el conductor de cualquier vehículo con presencia de\ndrogas en el organismo, de las que se excluyen aquellas sustancias que se\nutilicen bajo prescripción facultativa y con una finalidad terapéutica,\nsiempre que se esté en condiciones de utilizar el vehículo conforme a la\nobligación de diligencia, precaución y no distracción establecida en el\nartículo 10.\n\nEl conductor de un vehículo está obligado a someterse a las pruebas para\nla detección de alcohol o de la presencia de drogas en el organismo, que se\npracticarán por los agentes de la autoridad encargados de la vigilancia del\ntráfico en el ejercicio de las funciones que tienen encomendadas. Igualmente\nquedan obligados los demás usuarios de la vía cuando se hallen implicados en\nun accidente de tráfico o hayan cometido una infracción conforme a lo\ntipificado en esta ley. Dicha conducta es calificada en el mismo texto, como\nfalta muy grave.\n\nIgualmente, el artículo 27 del Real Decreto 1428\u002F2003 de 21 de noviembre\npor el que se regula el Reglamento General de Circulación establece que: 1. No\npodrán circular por las vías objeto de la legislación sobre tráfico,\ncirculación de vehículos a motor y seguridad vial los conductores de\nvehículos o bicicletas que hayan ingerido o incorporado a su organismo\npsicotrópicos, estimulantes u otras sustancias análogas, entre las que se\nincluirán, en cualquier caso, los medicamentos u otras sustancias bajo cuyo\nefecto se altere el estado físico o mental apropiado para circular sin\npeligro.\n\nLas infracciones a las normas de este artículo tendrán la consideración\nde muy graves.\n\nNo debemos olvidar tampoco que el Código Penal tipifica como delito la\nconducción de un vehículo de motor o ciclomotor bajo la influencia de drogas\ntóxicas, estupefacientes, sustancias psicotrópicas o de bebidas\nalcohólicas.\n\nDebe precisarse no obstante que la legislación baraja tasas punibles\nconcretas en el caso de la alcoholemia, sin embargo respecto a las sustancias\nestupefacientes no se concretan índices de referencia, bastando el simple\n«positivo» para incurrir en la conducta inhabilitante.\n\nDesde Panvelpa, SL, se hace por tanto preciso regularizar su situación,\nacatando el contenido de la norma, estableciendo el carácter obligatorio de\nlos reconocimientos médicos para el personal de movimiento en salvaguarda de\nla integridad física tanto de los propios trabajadores como de terceros,\nencontrándonos por tanto ante el supuesto previsto en tal sentido por el\nartículo 22 de la LPRL.\n\nDichos reconocimientos habrán de incluir entre las pruebas a realizar la\ndetección de consumo de estupefacientes, medicamentos que influyan\nnegativamente en la capacidad de conducción y alcohol. \n\nLa práctica de los reconocimientos en la forma descrita requiere el\nestablecimiento de unos criterios de actuación que respondan y concilien el\ndeber de salvaguarda de la salud por parte de la empleadora, una adecuada\nprotección a los trabajadores garantizando su derecho a la información en lo\nrelativo a las pruebas médicas que se realicen, así como la protección de la\nintegridad de terceros.\n\nPor todo ello las partes acuerdan:\n\n2.° Declarar el carácter obligatorio de los reconocimientos médicos de\nempresa previstos en el artículo 22 de la vigente LPRL para los trabajadores\nque realicen tareas de conducción, incluso ocasionalmente.\n\n3.° Dichos reconocimientos médicos incluirán las pruebas precisas para la\ndetección del consumo en el trabajo, o el consumo con repercusiones en el\ntrabajo, tanto de alcohol como de sustancias estupefacientes, siendo\ndebidamente informados los trabajadores de las pruebas específicas a realizar.\nEstas pruebas se realizarán tanto como parte del reconocimiento médico anual\ncomo en el examen de salud previo a la contratación. En este sentido el\nServicio de Prevención articulará el protocolo específico de valoración y\nseguimiento en su caso de cada supuesto.\n\n4.° Excepcionalmente de detectarse indicios claros durante la jornada\nlaboral de cualquier alteración en la salud con grave repercusión en el\ntrabajo, o tener conocimiento del consumo de cualquiera de las sustancias\ndescritas con repercusión manifiesta en el trabajo, Panvelpa, SL, remitirá\ninmediatamente al trabajador afectado al Servicio Médico de Prevención,\naunque este hubiese realizado ya su reconocimiento anual, con el fin de\nconstatar la aptitud del trabajador, entendiendo que el sometimiento a tal\nreconocimiento médico revestirá carácter obligatorio, adoptándose ante la\nnegativa del trabajador las medidas disciplinarias pertinentes por\ndesobediencia grave y\u002Fo transgresión de la buena fe contractual.\n\n5.° En el marco global de la política de prevención y vigilancia de la\nsalud de esta empresa, se desarrollarán acciones informativas dirigidas a la\ntotalidad de la plantilla sobre las repercusiones del consumo tanto de alcohol\ncomo de sustancias estupefacciones en el ámbito laboral.\n\n6.° El consejero de seguridad podrá realizar controles aleatorios de\nalcohol y sustancias estupefacientes al personal de conducción en cualquier\nmomento de su jornada laboral sin ser necesario previo aviso ni convocatoria.\nSi se detecta consumo en alguna persona, será apartada de inmediato de sus\nlabores de conducción, pudiendo acudir, si así lo solicita, al servicio de\nprevención para solicitar una prueba de contraste.\n\nIgualmente desde el Comité se Seguridad y Salud Laboral, se ofrecerá a los\ntrabajadores la posibilidad de trasladar, con todas las garantías de\nconfidencialidad, posibles situaciones personales en relación con el consumo\nde cualquiera de las sustancias más arriba referidas, analizándose desde\ndicho órgano cada supuesto individual, con valoración de las posibles\nopciones de ayuda que puedan ser facilitadas en función de cada supuesto,\norientando al trabajador hacia las medidas precisas si a ello hubiera lugar.\n\nEstos trabajadores deberán autorizar ser sometidos simultáneamente a un\nexamen de salud por parte del Servicio médico de prevención, así como a un\nseguimiento posterior por parte de dicho Servicio.",{"bindId":98,"name":99,"text":100},"funeralpay","Artículo 31. Fallecimiento del trabajado","Artículo 31. Fallecimiento del trabajador.\n\nCuando por accidente de trabajo, se produzca el fallecimiento del trabajador\nfuera de su residencia, los gastos de traslado del fallecido correrán a cargo\nde la empresa.",{"bindId":102,"name":103,"text":103},"WORKFAM_trigger","Artículo 27. Permisos retribuidos.",{"bindId":105,"name":106,"text":107},"pregnancy","Con el fin de contribuir a mejorar su si","Con el fin de contribuir a mejorar su situación, a través de una más\nadecuada organización de sus recursos, la empresa podrá acordar el traslado\nde sus trabajadores, que exija cambio de residencia, en las condiciones y con\nlos requisitos legalmente exigidos. Estas necesidades serán atendidas, en\nprimer lugar, con quienes, reuniendo las condiciones de idoneidad, acepten\nvoluntariamente su traslado; a falta de éstos, tendrán preferencia para ser\nafectados por la movilidad en último lugar, por este orden, los representantes\nde los trabajadores en el seno de la empresa, las personas trabajadoras\nvíctimas de violencia de género o de terrorismo, las trabajadoras embarazadas\ny las personas trabajadoras con hijos menores de seis años a su cargo.",{"bindId":109,"name":110,"text":111},"timeoff","8.Por el tiempo indispensable para la re","8.Por el tiempo indispensable para la realización de exámenes prenatales y\ntécnicas de preparación al parto que deban realizarse dentro de la jornada de\ntrabajo. En los casos de adopción, guarda con fines de adopción o acogimiento\npara la asistencia a las preceptivas sesiones de información y preparación y\npara la realización de los preceptivos informes psicológicos y sociales\nprevios a la declaración de idoneidad, siempre en todos los casos, que deban\ntener lugar dentro de la jornada de trabajo.",{"bindId":113,"name":114,"text":115},"childcare","3.Cinco días en caso de accidente o enfe","3.Cinco días en caso de accidente o enfermedad graves, hospitalización o\nintervención quirúrgica sin hospitalización que precise reposo domiciliario\ndel cónyuge, pareja de hecho o parientes hasta el segundo grado por\nconsanguinidad o afinidad, incluido el familiar consanguíneo de la pareja de\nhecho, así como de cualquier otra persona que conviva con la persona\ntrabajadora en el mismo domicilio y que requiera el cuidado efectivo de\naquella.",{"bindId":117,"name":114,"text":115},"childcareleave",{"bindId":119,"name":120,"text":121},"deathrelativesleave","4.Dos días por el fallecimiento del cóny","4.Dos días por el fallecimiento del cónyuge, pareja de hecho o parientes\nhasta el segundo grado de consanguinidad o afinidad. Si fuera necesario\ndesplazarse fuera de la provincia, el plazo será de cuatro días.",{"bindId":123,"name":124,"text":125},"marriageleave","1.Quince días naturales en caso de matri","1.Quince días naturales en caso de matrimonio o registro de pareja de\nhecho.",{"bindId":127,"name":128,"text":129},"nursingmothers","10.Los trabajadores y trabajadoras por l","10.Los trabajadores y trabajadoras por lactancia de menor de nueve meses\ntendrán derecho a una hora de ausencia del trabajo, que podrán dividir en dos\nfracciones. La reducción de jornada contemplada en este apartado constituye un\nderecho individual de las personas trabajadoras sin que pueda transferirse su\nejercicio al otro progenitor, adoptante, guardador o acogedor. No obstante, si\ndos personas trabajadoras de la misma empresa ejercen este derecho por el mismo\nsujeto causante, la dirección empresarial podrá limitar su ejercicio\nsimultáneo por razones justificadas de funcionamiento de la empresa, que\ndeberá comunicar por escrito. Cuando ambos progenitores, adoptantes,\nguardadores o acogedores ejerzan este derecho con la misma duración y\nrégimen, el periodo de disfrute podrá extenderse hasta que el lactante cumpla\ndoce meses, con reducción proporcional del salario a partir del cumplimiento\nde los  nueve meses. La persona que ejerza este derecho, podrá sustituirlo\npor una reducción de su jornada en media hora con la misma finalidad o\nacumularlo en jornadas completas.",{"bindId":131,"name":128,"text":129},"maternity_nursing_breaks_duration",{"bindId":133,"name":128,"text":129},"maternity_nursing_breaks_length",{"bindId":135,"name":136,"text":137},"breastfeeding_workingtime","Artículo 27. Permisos retribuidos. La pe","Artículo 27. Permisos retribuidos.\n\nLa persona trabajadora previo aviso y justificación, podrá ausentarse del\ntrabajo, con derecho a remuneración, por algunos de los siguientes motivos y\npor el tiempo siguiente:",{"bindId":139,"name":140,"text":141},"GENEQ_trigger","Artículo 41. Principio de igualdad. Las ","Artículo 41. Principio de igualdad.\n\nLas partes afectadas por el presente convenio, y en aplicación del mismo,\nse comprometen a promover el principio de igualdad de oportunidades y tendrá\nderecho a no ser discriminadas directa o indirectamente para el empleo o, una\nvez empleados, por razones de estado civil, edad dentro de los límites\nmarcados por esta ley, origen racial o étnico, condición social, religión o\nconvicciones, ideas políticas, orientación sexual, identidad sexual,\nexpresión de género, características sexuales, afiliación o no a un\nsindicato, por razón de lengua dentro del Estado español, discapacidad, así\ncomo por razón de sexo, incluido el trato desfavorable dispensado a mujeres u\nhombres por el ejercicio de los derechos de conciliación o corresponsabilidad\nde la vida familiar y laboral.",{"bindId":143,"name":144,"text":145},"discrimination","3.Principios generales Panvelpa, SL, se ","3.Principios generales\n\nPanvelpa, SL, se rige por los siguientes principios:\n\n Igualdad de trato y oportunidades.\n No discriminación directa, indirecta, múltiple o interseccional.\n Respeto a la diversidad afectivo-sexual, familiar y de género.\n Dignidad, intimidad y confidencialidad.\n Tolerancia cero frente al acoso y la violencia LGTBIfóbica.\n\n\n4.Medidas en materia de acceso al empleo y selección\n\nGarantizar procesos de selección neutros, objetivos y basados en\ncompetencias, evitando cualquier referencia directa o indirecta a la\norientación sexual, identidad o expresión de género y características\nsexuales.\n\nIncluir en las ofertas de empleo una cláusula expresa de compromiso con la\nigualdad y la diversidad LGTBI.\n\nFormar a las personas que participan en procesos de selección en igualdad\nde trato y no discriminación LGTBI.\n\nProhibir expresamente preguntas o valoraciones relacionadas con la vida\npersonal, orientación sexual o identidad de género de las personas\ncandidatas.",{"bindId":147,"name":148,"text":149},"eqpromotion","5.Medidas en materia de clasificación, p","5.Medidas en materia de clasificación, promoción y desarrollo\nprofesional\n\nGarantizar la igualdad de oportunidades en la promoción profesional y en el\nacceso a puestos de responsabilidad.\n\nAsegurar que los procesos de evaluación del desempeño se basen\nexclusivamente en criterios objetivos y profesionales.\n\nEvitar cualquier sesgo discriminatorio en la asignación de funciones,\nresponsabilidades o expectativas de carrera profesional.",{"bindId":151,"name":152,"text":153},"eqtraining","6.Medidas en materia de formación y sens","6.Medidas en materia de formación y sensibilización\n\nIncluir acciones formativas periódicas sobre diversidad LGTBI, igualdad de\ntrato y prevención del acoso.\n\nGarantizar formación específica para mandos intermedios y personal con\nresponsabilidades en gestión de personas.\n\nFacilitar información accesible a toda la plantilla sobre derechos LGTBI y\ncanales de denuncia.",{"bindId":155,"name":156,"text":157},"sexualhar","9.Medidas frente al acoso y la violencia","9.Medidas frente al acoso y la violencia LGTBI\n\nLa empresa cuenta con un Protocolo específico de prevención y actuación\nfrente al acoso y la discriminación por razón de identidad sexual y de\ngénero, aprobado y vigente en Panvelpa, SL. Dicho protocolo se considera parte\nintegrante del presente conjunto planificado de medidas y se aplicará a todas\nlas situaciones de acoso o violencia contra personas LGTBI. Las definiciones,\nprincipios, procedimiento de denuncia, garantías de confidencialidad,\nprotección frente a represalias, medidas cautelares, instrucción, resolución\ny seguimiento serán los establecidos en el citado protocolo. En los supuestos\nque afecten a personas LGTBI distintas de las personas trans, el protocolo se\naplicará de forma extensiva e integradora, garantizando en todo caso la\nigualdad de trato y la no discriminación por razón de orientación sexual,\nexpresión de género o características sexuales. La coordinación entre estas\nmedidas y el régimen disciplinario de la empresa se realizará conforme a lo\nprevisto en el Convenio colectivo y en la normativa laboral vigente.",{"bindId":159,"name":160,"text":161},"violence","4.Las ofensas verbales o físicas al empr","4.Las ofensas verbales o físicas al empresario o a las personas que\ntrabajan en la empresa o a los familiares que convivan con ellos. Las\ndiscusiones graves que repercutan en la buena marcha de la empresa se\nentenderán ofensas a los efectos disciplinarios, incluso si tienen lugar fuera\ndel centro y horario de trabajo. Las ofensas, insultos por razón de sexo o por\nrazón de orientación sexual, expresión e identidad de género en cualquiera\nde sus manifestaciones tendrán siempre la consideración de falta muy\ngrave.\n\n5.La trasgresión de la buena fe contractual, así como el abuso de\nconfianza en el desempeño del trabajo, considerándose como tales el fraude o\nla deslealtad en las gestiones encomendadas.",{"bindId":163,"name":164,"text":165},"equalitymonitoring","Vigilancia y control del cumplimiento de","Vigilancia y control del cumplimiento de la igualdad de oportunidades.",{"bindId":167,"name":168,"text":169},"equalityotherclause","ANEXO III Conjunto planificado de medida","ANEXO III Conjunto planificado de medidas LGTBI conforme al Real\nDecreto 1026\u002F2024, de 8 de octubre",{"bindId":171,"name":172,"text":172},"WORKHOURS_trigger","CAPÍTULO V Jornada de trabajo",{"bindId":174,"name":175,"text":176},"hourspyear","La jornada de trabajo para el personal a","La jornada de trabajo para el personal afectado por este convenio será de\n1.800 horas al año de trabajo efectivo de promedio en cómputo anual. No\npodrá superar un máximo de diez horas diarias de trabajo efectivo. Por la\npropia naturaleza del servicio y actividad de la empresa esta viene\ndesarrollando su actividad laboral de lunes a domingo, sin perjuicio de la\nconcreta distribución horaria fijada en el calendario laboral de cada centro\nde trabajo o a cada trabajador a título individual, en los términos\nlegalmente previstos. Atendiendo a las especiales características de la\nactividad, y sin perjuicio de los límites anuales, semanales y diarios, la\nempresa podrá distribuir de forma irregular la jornada a lo largo del año.",{"bindId":178,"name":179,"text":180},"holidaysdays","Todas las personas afectadas por este co","Todas las personas afectadas por este convenio disfrutarán de veintidós\ndías laborables de vacaciones, excluyéndose de su cómputo los sábados,\ndomingos y festivos. Será retribuidas a razón de salario base, plus de\ncalidad, y de ser el caso, con antigüedad, peligrosidad y complemento\npersonal.",{"bindId":182,"name":179,"text":180},"holidaysweeks",{"bindId":184,"name":185,"text":186},"SCHEDULE_trigger","Artículo 24. Descanso semanal y diario. ","Artículo 24. Descanso semanal y diario.\n\nSe estará a lo dispuesto en la legislación laboral vigente al respecto,\nReal Decreto 1561\u002F1995. Real Decreto 902\u002F2007, y demás normativa de\nconcordante aplicación.",{"bindId":188,"name":189,"text":190},"TRADEUNLEAV_trigger","Artículo 34. Representación legal del pe","Artículo 34. Representación legal del personal.\n\nEn cuanto a los derechos de representación colectiva y de reunión de las\npersonas trabajadoras en la Empresa, se estará a lo dispuesto en el vigente\nEstatuto de los Trabajadores. Las horas que los representantes de los\ntrabajadores dediquen a las negociaciones del convenio y paritarias no estarán\nincluidas en el crédito horario asignado legalmente, sin que, en consecuencia,\npueden verse mermadas las horas básicas reconocidas en el Estatuto de los\nTrabajadores, a las que, en todo caso, se verán sumadas.",{"bindId":192,"name":193,"text":194},"ADMINISTRATIVE_trigger","6.Por el tiempo indispensable, para el c","6.Por el tiempo indispensable, para el cumplimiento de un deber inexcusable\nde carácter público y personal, en los términos establecidos en el artículo\n37 del Estatuto de los Trabajadores.",{"bindId":196,"name":197,"text":198},"WAGES_trigger","CAPÍTULO IV Retribuciones Artículo 15. E","CAPÍTULO IV Retribuciones\n\nArtículo 15. Estructura salarial.\n\nLas retribuciones del personal incluido en el ámbito de aplicación de este\nconvenio estarán distribuidas, en su caso, entre el salario base y los\ncomplementos del mismo. ",{"bindId":200,"name":201,"text":202},"WAGES_determined","Artículo 16. Salario base. Se entiende p","Artículo 16. Salario base.\n\nSe entiende por salario base el correspondiente al trabajador por su\npertenencia a cualquiera de los puestos de trabajo definidos en los grupos\nprofesionales, que se fija en el anexo I de este convenio para el año 2025 y\n2026 que remunera la jornada de trabajo pactada en este convenio y los\nperíodos de descanso computables como trabajo.",{"bindId":204,"name":205,"text":206},"PAYSCALES_trigger","ANEXO I Salarios año y complementos para","ANEXO I Salarios año y complementos para los años 2025 y\n2026",{"bindId":208,"name":209,"text":210},"ONCERISE_trigger","Artículo 17. Gratificaciones extraordina","Artículo 17. Gratificaciones extraordinarias.\n\nSe abonarán tres gratificaciones extraordinarias, en cuantía de treinta\ndías de salario base, plus de calidad y antigüedad en su caso, cada una de\nellas antes, respectivamente, del 19 de diciembre, 15 de julio y 15 de marzo.\nLas pagas extraordinarias son de devengo anual y podrán prorratearse mes a mes\nprevio acuerdo con las personas trabajadoras.",{"bindId":212,"name":213,"text":214},"ONCERISE2_trigger","Se abonarán tres gratificaciones extraor","Se abonarán tres gratificaciones extraordinarias, en cuantía de treinta\ndías de salario base, plus de calidad y antigüedad en su caso, cada una de\nellas antes, respectivamente, del 19 de diciembre, 15 de julio y 15 de marzo.\nLas pagas extraordinarias son de devengo anual y podrán prorratearse mes a mes\nprevio acuerdo con las personas trabajadoras.",{"bindId":216,"name":58,"text":217},"CONSIGN_trigger","Disposición adicional segunda.\n\nLa empresa establecerá un Plan de Formación anual. En este sentido, las\npartes firmantes del presente convenio asumen íntegramente los acuerdos\nestablecidos, o que se puedan establecer, en materia de formación continua.\n\nDisposición adicional tercera. El complemento de coordinación se establece\npara toda la vigencia del presente convenio en las siguientes cantidades:.\n\nNivel II. 200 euros mes en 12 pagas.\n\nNivel I. 500 euros mes en 12 pagas.",{"bindId":219,"name":220,"text":221},"OVERTIME_trigger","Artículo 20. Horas extraordinarias. Tend","Artículo 20. Horas extraordinarias.\n\nTendrán la consideración de horas extraordinarias las horas de trabajo que\nexcedan de la jornada anual fijada en el artículo 21 de este convenio. A\nefectos del límite máximo de horas extraordinarias no se computarán las que\nse compensen por tiempos de descanso equivalentes dentro de los cuatro meses\nsiguientes a su realización. En defecto de pacto al respecto, las horas\nextraordinarias realizadas deberán ser compensadas siguiendo la previsión del\nartículo 35 del Estatuto de los Trabajadores y del Real Decreto 1561\u002F1995 de\n21 de septiembre sobre jornadas especiales de trabajo. El valor será el de la\nhora ordinaria. En caso de discrepancia entre abonar el importe o sustituirlo\npor tiempo de descanso equivalente, prevalecerá el descanso. ",{"bindId":223,"name":224,"text":225},"overtimeallowancetype_general","Tendrán la consideración de horas extrao","Tendrán la consideración de horas extraordinarias las horas de trabajo que\nexcedan de la jornada anual fijada en el artículo 21 de este convenio. A\nefectos del límite máximo de horas extraordinarias no se computarán las que\nse compensen por tiempos de descanso equivalentes dentro de los cuatro meses\nsiguientes a su realización. En defecto de pacto al respecto, las horas\nextraordinarias realizadas deberán ser compensadas siguiendo la previsión del\nartículo 35 del Estatuto de los Trabajadores y del Real Decreto 1561\u002F1995 de\n21 de septiembre sobre jornadas especiales de trabajo. El valor será el de la\nhora ordinaria. En caso de discrepancia entre abonar el importe o sustituirlo\npor tiempo de descanso equivalente, prevalecerá el descanso. ",{"bindId":227,"name":228,"text":229},"HARDSHIP_trigger","Plus de peligrosidad: Las personas traba","Plus de peligrosidad: Las personas trabajadoras que como consecuencia de la\nactividad que realizan en la empresa manipulen o transporten habitualmente\nmercancías explosivas o inflamables percibirán un plus de peligrosidad, cuya\ncuantía será la establecida en el anexo I, y se abonará también durante el\nperíodo de vacaciones.",{"bindId":231,"name":232,"text":233},"SUNDAY_trigger","Retribución mínima garantizada de doming","Retribución mínima garantizada de domingos y festivos.\n\nEl personal que preste servicios en domingo o día festivo tendrá\ngarantizada la retribución correspondiente a tres horas más la dieta\nalimenticia, con independencia de que la prestación de servicios efectiva sea\ninferior. En caso de que la duración de la actividad sea superior, se\npercibirán las retribuciones correspondientes a la jornada realizada.",{"bindId":235,"name":236,"text":237},"SENIOR_trigger","Complemento personal de antigüedad: Las ","Complemento personal de antigüedad: Las personas trabajadoras afectadas por\neste convenio disfrutarán como complemento personal de antigüedad de un\naumento periódico por años de servicio consistente en dos bienios y de dos\nquinquenios en las cuantías que se recogen en el anexo I.",{"bindId":239,"name":240,"text":241},"MEALALL_trigger","Dietas: La empresa abonará al personal d","Dietas: La empresa abonará al personal de transporte y movimiento por cada\ndía de trabajo y para compensar los gastos de manutención en ruta y sin\nnecesidad de que se acredite el gasto la cantidad de 17,30 euros para el año\n2025 y 17,80 en el año 2026 si el trabajo se realiza de lunes a viernes\nlaborable. Los sábados, domingos y festivos el importe de la dieta ordinaria\nes en el año 2025 de 18,25 y en el año 2026 18,80.","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>Convenio colectivo de la empresa Panvelpa, SL 2025_2026 - 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: → 2026-12-31\u003C\u002Fdiv>\n \n \n\n \u003C!-- TODO: previous CBA logic -->\n \u003C!-- TODO: status logic -->\n\n \n \u003Cdiv id=\"display-cbaratified\">Ratificado por: → Ministry\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-cbaactorratified\">\n Ratificado en: → 2025-12-22\n \u003C\u002Fdiv>\n \n\n \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n \u003Cdiv id=\"display-SECTOR1\">\n Nombre de la industria: → Comercio al por mayor\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-NACE2004\">\n Nombre de la industria: → Otro comercio al por mayor especializado  \n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-FIRMPRI\">\n Sector público o privado: → \n \u003C\u002Fdiv>\n \n \u003Cdiv>Concluido por:\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n \n \n \u003Cdiv>\n Nombre de la compañía: → \n \n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \n\n \n\n \u003Cdiv id=\"display-casignemployees\">\n Nombre otras firmas por lado de los trabajadores: → staff delegates\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section social-security-pensions\">\n \u003Ch3 id=\"display-SOCSEC_trigger\">SEGURIDAD SOCIAL Y PENSIONES\u003C\u002Fh3>\n \u003Cdiv id=\"display-pensionfund\">El empleador contribuye al fondo de pensión del trabajador: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-disabilityfund\">El empleador contribuye al fondo para discapacidad del trabajador: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-unemploymentfund\">El empleador contribuye al fondo de desempleo del trabajador: → No\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section training\">\n \u003Ch3 id=\"display-TRAINING_trigger\">CAPACITACIÓN\u003C\u002Fh3>\n \u003Cdiv id=\"display-trainingprogrammes\">Programas de capacitación: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-apprenticeships\">Aprendizajes: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-trainingfund\">El empleador contribuye al fondo para capacitación del trabajador: → No\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section sickness-disability\">\n \u003Ch3 id=\"display-SICDIS_trigger\">ENFERMEDAD E INCAPACIDAD\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-maxsicknesspayperc\">\n Máximo para las indemnizaciones por enfermedad: → 100 %\n \u003C\u002Fdiv>\n\n \n\n \n\n \n \n \u003Cdiv id=\"display-longtermillness\">Disposiciones relativas a volver al trabajo después de larga enfermedad, por ejemplo, tratamiento para el cáncer → No\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-menstruationleave\">Licencia pagada por menstruación → No\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-disabilitypay\">Indemnización en caso de incapacidad por accidente de trabajo: → Sí\u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n\n\n \u003Cdiv class=\"section health-medical-assistence\">\n \u003Ch3 id=\"display-SICDIS_trigger\">SALUD Y SEGURIDAD Y ASISTENCIA MÉDICA\u003C\u002Fh3>\n \u003Cdiv id=\"display-healthcareaccess\">Asistencia médica acordada: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthcareaccessrelatives\">Asistencia médica para familiares acordada: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurance\">Contribución acordada para seguro médico: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurancerelatives\">Contribución acordada para seguro médico de familiares: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetypolicy\">Política de salud y seguridad acordada: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetytraining\">Capacitación en salud y seguridad acordada: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-protectiveclothing\">Vestuario protector facilitado → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-hivpolicy\">Chequeo médico regular o anual o visitas proporcionadas por el empleador → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-monitoring\">Seguimiento de los riesgos musculo-esqueléticos de las estaciones de trabajo, riego profesional y\u002Fo relación entre trebajo y salud → No clear provision, Insufficient data\u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpay\">Apoyo para funeral: → Sí\u003C\u002Fdiv>\n \n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section work-family-arrangements\">\n \u003Ch3 id=\"display-WORKFAM_trigger\">ACUERDOS SOBRE FAMILIA Y TRABAJO\u003C\u002Fh3>\n\n \n\n \n\n \u003Cdiv id=\"display-jobsecuritymothers\">Estabilidad laboral tras la licencia de maternidad: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-maternitydiscrimination\">Prohibición de discriminación relacionada con la maternidad → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibición de obligar a las embarazadas o trabajadoras en lactancia materna para desarrollar trabajos peligrosos o poco saludables → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-riskassessment\">Evaluación de riesgos sobre salud y seguridad de las embarazdas o madres con lactancia → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-alternatives\">Posibilidad de alternativas al trabajo peligroso o no saludable para las enbarazadas o trabajadoras en lactancia → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-timeoff\">Tiempo libre para exámenes médicos prenatales: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningnonstandard\">Prohibición de la detección del embarazo antes de la regularización de los trabajadores no estándar: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningpromotion\">Prohibición de la detección del embarazo antes de la promoción: → No\u003C\u002Fdiv> \n \u003Cdiv id=\"display-nursingmothers\">Facilidades para lactancia: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcareprovision\">Cuidados infantiles proporcionados por el empleador: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcaresubsidy\">Cuidados infantiles subsidiados por el empleador: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-educationtuition\">Subsidio para la educación de los hijos: → No\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-childcareleave\">\n Licencia pagada anual en caso de cuidado de parientes: → 5 días\n \u003C\u002Fdiv>\n\n \n \u003Cdiv id=\"display-deathrelativesleave\">\n Duración del permiso retibuido en caso de muerte de un pariente: → 2 días\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n \n \u003Cdiv class=\"section gender-equality-issues\">\n \u003Ch3 id=\"display-GENEQ_trigger\">TEMAS DE IGUALDAD DE GENERO\u003C\u002Fh3>\n \u003Cdiv id=\"display-eqpay\">Igual salario para igual valor: → No\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-discrimination\">Cláusulas de discriminación en el trabajo: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-eqpromotion\">Igualdad de oportunidades para la promoción de las mujeres: → Sí\u003C\u002Fdiv> \n \u003Cdiv id=\"display-eqtraining\">Igualdad de oportunidades de formación y reciclaje para las mujeres: → Sí\u003C\u002Fdiv> \n \u003Cdiv id=\"display-eqofficer\">Dirigente sindical de igualdad de género en el lugar de trabajo? → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-sexualhar\">Cláusulas sobre acoso sexual en el trabajo: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-violence\">Cláusulas sobre violencia en el trabajo: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-violenceleave\">Permiso especial para trabajadoras\u002Fes sujetas o violencia doméstica o de la pareja: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-support_disabilities\">Apoyo a mujeres trabajadoras con discapacidades: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-equalitymonitoring\">Monitoreo de la igualdad de género → 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 \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: → 1799.0\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: → 3.0 semanas\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-schedulesrestpw\"> Periodos acordados de descansos semanales: → No\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-sundays_year\">\n Máximo número de domingos \u002F festivos que pueden trabajarse en un año: → \n \u003C\u002Fdiv>\n \n \n \n \u003Cdiv id=\"display-tradeunleavdays\">\n Permiso pagado para actividades sindicales: →  días\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-administrativedays\">\n Permiso pagado para aisitir a juicios o deberes administrativos: → -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 \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 \u003Cdiv id=\"display-incidentalbonusdate_date\">\n Pago extra único tiene lugar: → 2026-12\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv>\n \u003Ch4 id=\"display-CONSIGN_trigger\">Pago por trabajo en espera:\u003C\u002Fh4>\n \n \u003Cdiv id=\"display-standbyallowanceamount1\">\n Pago por trabajo en espera: → EUR 500.0\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-standbyallowancetype1\">Pago por trabajo en espera sólo Domingos: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-standbyallowancetype2\">Pago por trabajo en espera todos los días de la semana: → Sí\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n\n \u003Cdiv>\n \u003Ch4 id=\"display-OVERTIME_trigger\">Prima por tiempo extra:\u003C\u002Fh4>\n \n \n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-HARDSHIP_trigger\">Prima por trabajo pesado:\u003C\u002Fh4>\n\n \n\n \u003Cdiv id=\"display-hardshipallowanceamount1\">\n Prima por trabajo pesado: → EUR 87.45 por mes\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-SUNDAY_trigger\">Prima por trabajo en Domingo:\u003C\u002Fh4>\n \n \n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv>\n \u003Ch4 id=\"display-SENIOR_trigger\">Prima por antigüedad:\u003C\u002Fh4>\n\n \n\n \u003Cdiv id=\"display-longserviceallowanceamount1\">\n Prima por antigüedad: → EUR 40.0 por mes\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-longserviceallowancetype2\">\n Prima por antigüedad por → 2 años de servicio\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Ch4>Vales de alimenos:\u003C\u002Fh4>\n\n \n\n \u003Cdiv id=\"display-MEALALL_trigger\">Prestaciones alimentarias proporcionadas: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-mealvouchersamount\">\n → 17.0 por comida\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-legalassistance_trigger\">\n Asistencia legal gratuita: → Sí\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[247],{"title":37,"slug":33},[249],{"type":250,"data":251},"call_to_action_body_block",{"title":252,"description":253,"variant":254,"link":255},"Compare los convenios colectivos","Compara los artículos de los Convenios Colectivos de España entre los diferentes sectores, temas y países.","dark",{"title":252,"url":256,"description":252,"rel":257,"type":258},"\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002Fcompare-los-convenios-colectivos","follow","internal",[260],{"type":250,"data":261},{"title":252,"description":253,"variant":254,"link":262},{"title":252,"url":256,"description":252,"rel":257,"type":258},[],{"title":17,"seo_title":265,"description":7,"path":266,"redirect_url":7,"locale":18,"children":267},"WageIndicator España: salarios y derechos laborales","\u002Fes-es",[268,357,385],{"title":20,"seo_title":269,"description":7,"path":270,"redirect_url":7,"locale":18,"children":271},"Trabajar en España: salarios y condiciones laborales","\u002Fes-es\u002Ftrabajo-en-espana",[272,276,280,296,345,353],{"title":273,"seo_title":8,"description":7,"path":274,"redirect_url":7,"locale":18,"children":275},"Salario mínimo","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario-minimo",[],{"title":277,"seo_title":8,"description":7,"path":278,"redirect_url":7,"locale":18,"children":279},"Salarios vitales","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalarios-vitales",[],{"title":281,"seo_title":8,"description":7,"path":282,"redirect_url":7,"locale":18,"children":283},"Salario","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario",[284,288,292],{"title":285,"seo_title":8,"description":7,"path":286,"redirect_url":7,"locale":18,"children":287},"Compara tu salario","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario\u002Fcompara-tu-salario",[],{"title":289,"seo_title":8,"description":7,"path":290,"redirect_url":7,"locale":18,"children":291},"Encuesta salarial","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario\u002Fencuesta-salarial",[],{"title":293,"seo_title":8,"description":7,"path":294,"redirect_url":7,"locale":18,"children":295},"Salario de famosos","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario\u002Ffamosos",[],{"title":297,"seo_title":298,"description":7,"path":299,"redirect_url":7,"locale":18,"children":300},"Leyes laborales","Leyes laborales en España: contratos, salarios","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales",[301,305,309,313,317,321,325,329,333,337,341],{"title":302,"seo_title":8,"description":7,"path":303,"redirect_url":7,"locale":18,"children":304},"Compensación y tiempo de trabajo","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Fcompensacion-y-tiempo-de-trabajo",[],{"title":306,"seo_title":8,"description":7,"path":307,"redirect_url":7,"locale":18,"children":308},"Licencia por enfermedad","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Flicencia-por-enfermedad",[],{"title":310,"seo_title":8,"description":7,"path":311,"redirect_url":7,"locale":18,"children":312},"Maternidad y 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