[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002Fconvenio-colectivo-de-la-empresa-uniprex-sau-2025-2026":3,"menu:\u002Fes-es:":341,"sites:htmlblocks":513,"subsites":1982,"cite-subsites":5649,"footer:root":6136,"suggested:root":6235,"cite-footer:root":6239},{"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":321,"content_type_view":322,"extra_breadcrumbs":323,"body":325,"body_blocks":336,"related_pages":340},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":319,"translations":320},{"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-uniprex-sau-2025-2026","3f556000-545f-11f1-9c96-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fspain\u002Fconvenio-colectivo-de-la-empresa-uniprex-sau-2025-2026\u002Fconvenio-colectivo-de-la-empresa-uniprex-sau-2025-2026\u002F","Convenio colectivo de la empresa Uniprex, SAU 2025_2026","Convenio colectivo de la empresa Uniprex, SAU 2025_2026 - 2025","Spain - Convenio colectivo de la empresa Uniprex, SAU 2025_2026 - 2025","Convenio colectivo de la empresa Uniprex, SAU 2025_2026 - 2025 - Edición, artes gráficas, medios de comunicación",{"name":41,"data":42},"CONVENIO COLECTIVO DE UNIPREX, SAU_2025.html","\n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n \u003Ctitle>New29\u003C\u002Ftitle>\n \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\n\u003Cdiv class=\"toc\">\n\u003Cul>\n \u003Cli>\u003Ca href=\"#L169\">CAPÍTULO I Aspectos generales\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L171\">Artículo 1. Ámbito de aplicación.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L177\">Artículo 2. Ámbito personal.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L199\">Artículo 3. Vigencia.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L207\">Artículo 4. Rescisión, revisión y denuncia del\n convenio.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L217\">Artículo 5. Vinculación a la totalidad.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L223\">Artículo 6. Organización de los servicios.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L231\">Artículo 7. Política laboral.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L247\">CAPÍTULO II Clasificación Profesional\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L249\">Artículo 8. Adscripción a Grupos y Niveles.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L469\">Artículo 9. Movilidad Funcional.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L495\">CAPÍTULO III Empleo y contratación\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L497\">Artículo 10. Estabilidad en el empleo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L507\">Artículo 11. Provisión de plazas.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L519\">Artículo 12. Copia básica.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L523\">Artículo 13. Contratación temporal.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L567\">Artículo 14. Contratación a tiempo parcial.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L581\">Artículo 15. Periodo de prueba.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L591\">Artículo 16. Ceses.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L601\">CAPÍTULO IV Promoción\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L603\">Artículo 17. Promoción interna.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L675\">CAPÍTULO V Movilidad geográfica\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L677\">Artículo 18. Traslados.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L693\">Artículo 19. Solicitudes de traslado\n voluntario.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L697\">Artículo 20. Permuta de puestos de trabajo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L703\">Artículo 21. Comisiones de servicios.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L711\">CAPÍTULO VI Formación\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L713\">Artículo 22. Formación profesional.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L785\">CAPÍTULO VII Beneficios sociales\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L787\">Artículo 23. Integración laboral de personas con\n capacidades diferentes.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L793\">Artículo 24. Incapacidad temporal (IT).\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L803\">Artículo 25. Fondo Social.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L807\">Artículo 26. Anticipos.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L813\">Artículo 27. Préstamos al personal.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L817\">Artículo 28. Seguro de vida para el\n personal.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L823\">Artículo 29. Jubilaciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L829\">CAPÍTULO VIII Permisos y excedencias\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L831\">Artículo 30. Licencias y permisos.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L881\">Artículo 31. Conciliación de la vida familiar y\n laboral.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1003\">Artículo 32. Excedencias.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1029\">CAPÍTULO IX Retribuciones\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L1031\">Artículo 33. Disposiciones generales sobre\n retribuciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1069\">Artículo 34. Plus de Transporte.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1075\">Artículo 35. Complementos.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1145\">Artículo 36. Dietas y kilometraje.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1173\">Artículo 37. Gratificaciones\n Extraordinarias.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1201\">CAPÍTULO X Jornada y vacaciones\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L1203\">Artículo 38. Jornada de trabajo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1339\">Artículo 39. Horas Extraordinarias.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1373\">Artículo 40. Vacaciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1403\">CAPÍTULO XI Deberes, premios y sanciones\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L1405\">Artículo 41. Obligaciones del personal.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1439\">Artículo 42. Incompatibilidades.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1445\">Artículo 43. Acoso sexual, abuso de autoridad y\n abuso moral.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1455\">Artículo 44. Premios.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1481\">Artículo 45. Faltas.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1585\">Artículo 46. Faltas no enumeradas en los artículos\n precedentes.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1589\">Artículo 47. Sanciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1611\">Artículo 48. Procedimiento sancionador.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1627\">CAPÍTULO XII Salud laboral\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L1629\">Artículo 49. Prevención de Riesgos\n Laborales.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1647\">CAPÍTULO XIII Derechos sindicales\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L1649\">Artículo 50. De los Representantes de las personas\n trabajadoras.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1653\">Artículo 51. De las Organizaciones\n Sindicales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1659\">Artículo 52. Delegados Sindicales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1677\">Artículo 53. Garantías Sindicales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1695\">Artículo 54. Comité Intercentros.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1715\">Artículo 55. Comisión Mixta Paritaria.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1733\">CAPÍTULO XIV Otras disposiciones\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L1735\">Artículo 56. Acuerdo de Solución Autónoma de\n Conflictos.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1741\">Artículo 57. Trabajo a distancia.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1745\">Artículo 58. Transformación digital.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1759\">Artículo 59. Desconexión digital.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1767\">Artículo 60. Medidas planificadas para la igualdad\n y no discriminación de las personas LGTBI.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1773\">ANEXO I\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1839\">ANEXO II\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L2001\">ANEXO IV Política de desconexión digital\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L2003\">I.Antecedentes\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L2013\">II.Medidas\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L2071\">ANEXO V Plan de Medidas para la protección del\n colectivo LGTBI\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>20175 Resolución de 24 de septiembre de 2025, de la Dirección General de\nTrabajo, por la que se registra y publica el Convenio colectivo de Uniprex,\nSAU.\u003C\u002Fp>\n\n\u003Cp>Visto el texto del Convenio colectivo de la empresa Uniprex, SAU (Código de\nConvenio n.° 90007522011992), que ha sido suscrito con fecha 19 de junio de\n2025, de una parte, por los designados por la Dirección de la empresa, en\nrepresentación de la misma, y de otra por el Comité Intercentros, en\nrepresentación de los trabajadores afectados, y que ha sido definitivamente\nsubsanado mediante acta de 18 de septiembre de 2025, y de conformidad con lo\ndispuesto en el artículo 90, apartados 2 y 3, de la Ley del Estatuto de los\nTrabajadores, texto refundido aprobado por el Real Decreto Legislativo 2\u002F2015,\nde 23 de octubre (BOE de 24 de octubre), y en el Real Decreto 713\u002F2010, de 28\nde mayo, sobre registro y depósito de convenios colectivos, acuerdos\ncolectivos de trabajo y planes de igualdad,\u003C\u002Fp>\n\n\u003Cp>Esta Dirección General de Trabajo resuelve:\u003C\u002Fp>\n\n\u003Cp>Primero.\u003C\u002Fp>\n\n\u003Cp>Ordenar la inscripción del citado convenio colectivo en el correspondiente\nRegistro de convenios colectivos, acuerdos colectivos de trabajo y planes de\nigualdad con funcionamiento a través de medios electrónicos de este Centro\nDirectivo, con notificación a la Comisión Negociadora.\u003C\u002Fp>\n\n\u003Cp>Segundo.\u003C\u002Fp>\n\n\u003Cp>Disponer su publicación en el «Boletín Oficial del Estado».\u003C\u002Fp>\n\n\u003Cp>Madrid, 24 de septiembre de 2025.-La Directora General de Trabajo, María\nNieves González García.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbasignsingle\">\u003Ch1>CONVENIO COLECTIVO DE UNIPREX, SAU CONVENIO COLECTIVO DE UNIPREX, SAU\n2025-2026\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L169\">CAPÍTULO I Aspectos generales\u003C\u002Fh2>\n\n\u003Ch3 id=\"L171\">Artículo 1. Ámbito de aplicación.\u003C\u002Fh3>\n\n\u003Cp>Las normas del presente convenio colectivo serán de aplicación a todos los\ncentros de Uniprex, SAU, constituidos y que puedan constituirse en el futuro\ndurante el tiempo de vigencia del mismo.\u003C\u002Fp>\n\n\u003Cp>Todos los beneficios, derechos y prestaciones o mejoras reconocidas en este\nconvenio para las personas trabajadoras fijas serán igualmente aplicables al\npersonal temporal, independientemente del tipo de contrato laboral que tenga,\nsiempre que cumpla el resto de los requisitos para cada caso.\u003C\u002Fp>\n\n\u003Ch3 id=\"L177\">Artículo 2. Ámbito personal.\u003C\u002Fh3>\n\n\u003Cp>Se exceptúan del ámbito de aplicación del presente convenio los\nsiguientes puestos:\u003C\u002Fp>\n\n\u003Cp>a)Dirección, incluida Dirección de emisora, Subdirección, Gerencia,\nJefaturas de redacción y personal de Alta Dirección, así como los demás\npuestos de confianza dentro de la estructura de la Empresa.\u003C\u002Fp>\n\n\u003Cp>b)Personal de cuadros artísticos, músicos, cantantes, orquestas y\nagrupaciones musicales.\u003C\u002Fp>\n\n\u003Cp>c)Personal de colaboración literaria, científica, docente, musical,\ndeportiva, de las artes e informativa.\u003C\u002Fp>\n\n\u003Cp>d)Personal de adaptación literaria y musicales de obras no escritas\nexpresamente para el medio. \u003C\u002Fp>\n\n\u003Cp>e)Personal artístico en general, cuyos servicios sean contratados para\nactuaciones o programas concretos que no se hallen comprendidos en el apartado\nb) de este artículo.\u003C\u002Fp>\n\n\u003Cp>f)Las contrataciones de agencia o comisionistas se regirán por las\ncondiciones que se estipulen en el oportuno contrato.\u003C\u002Fp>\n\n\u003Cp>g)El personal facultativo o técnico a quien se encomiende algún servicio\ndeterminado, sin continuidad en el trabajo ni sujeción a jornada, y que por\nello no figura en la plantilla de la Entidad.\u003C\u002Fp>\n\n\u003Cp>h)Contrataciones para los medios de comunicación en la producción,\nrealización o emisión de programas o espacios específicos y determinados. Su\nrelación se regirá por las cláusulas de los contratos y legislación civil\naplicable.\u003C\u002Fp>\n\n\u003Cp>El personal que realice funciones técnicas, profesionales y administrativas\ny que cumpla funciones pertenecientes a cualquiera de los grupos profesionales\nque en el convenio quedan definidas y con carácter temporal o sólo\nparcialmente realice alguna de las funciones que, como exceptuadas, se designan\nen el presente artículo, no quedará excluido de la aplicación de este\nconvenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L199\">Artículo 3. Vigencia.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio será de aplicación desde la firma del mismo y\nextenderá su vigencia desde el 1 de enero de 2025 hasta el 31 de diciembre de\n2026, desplegando sus efectos económicos desde el 1 de enero de 2025 salvo si\nse especificara otra fecha diferente en algún artículo.\u003C\u002Fp>\n\n\u003Cp>Se considerará prorrogado automáticamente por años sucesivos si no es\ndenunciado por cualquiera de las partes en los tres últimos meses de su\nvigencia.\u003C\u002Fp>\n\n\u003Cp>En caso de denuncia se mantendrá en vigor su contenido íntegro hasta la\nfirma y publicación de uno nuevo en el «Boletín Oficial del Estado».\u003C\u002Fp>\n\n\u003Ch3 id=\"L207\">Artículo 4. Rescisión, revisión y denuncia del convenio.\u003C\u002Fh3>\n\n\u003Cp>La denuncia del presente convenio habrá de realizarse en los tres meses\núltimos de su vigencia.\u003C\u002Fp>\n\n\u003Cp>Habrá de formalizarse por escrito de acuerdo con la legislación\nvigente.\u003C\u002Fp>\n\n\u003Cp>Estarán legitimados para formular la denuncia, las mismas representaciones\nque lo estén para negociarlo, de acuerdo con el artículo 87.1 del Estatuto de\nlos Trabajadores.\u003C\u002Fp>\n\n\u003Cp>Salvo pacto en contrario, la negociación deberá iniciarse como máximo un\nmes después de haberse dado la denuncia del convenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L217\">Artículo 5. Vinculación a la totalidad.\u003C\u002Fh3>\n\n\u003Cp>Las condiciones pactadas en el presente convenio forman un todo orgánico e\nindivisible, por lo que en el supuesto de que en cualquier procedimiento\njudicial o de otra naturaleza se dejase sin efecto alguna de sus cláusulas,\nsería considerado automáticamente denunciado, estableciéndose salvo pacto en\ncontrario, un plazo máximo de un mes para que ambas partes inicien la\ncorrespondiente negociación.\u003C\u002Fp>\n\n\u003Cp>El establecimiento de condiciones económicas o laborales por normas\nlegales, tanto presentes como futuras, sean de general o particular\naplicación, sólo tendrán eficacia si consideradas globalmente en cómputo\nanual resultaran superiores a las pactadas en el presente convenio colectivo, y\nsiempre previa negociación de las nuevas condiciones con el Comité\nIntercentros.\u003C\u002Fp>\n\n\u003Ch3 id=\"L223\">Artículo 6. Organización de los servicios.\u003C\u002Fh3>\n\n\u003Cp>La organización y dirección técnica, práctica y científica de la\nactividad laboral es facultad exclusiva de la Dirección de la Empresa, con\nsujeción a las normas y orientaciones de este convenio y a las disposiciones\nlegales aplicables.\u003C\u002Fp>\n\n\u003Cp>La organización del trabajo tiene como objeto alcanzar en la Empresa un\nnivel adecuado de productividad basado en la utilización óptima de los\nrecursos humanos, materiales y técnicos, lo que es posible con una actitud\nactiva y responsable de las partes firmantes de este convenio.\u003C\u002Fp>\n\n\u003Cp>El personal, cualquiera que sea el nivel, grupo y familia, habrá de cumplir\nlas órdenes y servicios que le sean dados dentro de los cometidos propios de\nsu competencia profesional por la Dirección de la Entidad y los legítimos\nrepresentantes de ella, relativos a los trabajos de su nivel, familia o grupo,\ntodo ello sin perjuicio de que puedan ejercitar las acciones y reclamaciones\nque correspondan ante la propia Dirección o autoridades competentes.\u003C\u002Fp>\n\n\u003Ch3 id=\"L231\">Artículo 7. Política laboral.\u003C\u002Fh3>\n\n\u003Cp>1.La política de personal de Uniprex, SAU, se inspira en la promoción\nprofesional de toda la plantilla, de acuerdo con sus facultades y\nconocimientos, y en el perfeccionamiento de los servicios para su adecuada\nadaptación a las características de la Empresa y la evolución del medio.\u003C\u002Fp>\n\n\u003Cp>2.En el caso de que algún puesto de trabajo se vea afectado por la\nintroducción de nuevas tecnologías, la Dirección de la Empresa ofrecerá la\nformación necesaria para su adecuación al puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>3.Igualmente, la política laboral se apoyará en el diálogo permanente y\nen el consenso con la Representación de las personas trabajadoras como mejor\ncauce para unas relaciones laborales satisfactorias.\u003C\u002Fp>\n\n\u003Cp>4.La Empresa garantizará al personal los cauces adecuados para el estudio y\nresolución de sus peticiones laborales de carácter general y particular.\u003C\u002Fp>\n\n\u003Cp>5.Las funciones del personal y sus definiciones, dentro del nivel, familia y\ngrupo profesional consignados en este convenio son meramente enunciativas y no\nsuponen la obligación de tener provistas las plazas y niveles enumerados si\nlas necesidades y la estructura de cada Centro de trabajo no lo requieren.\u003C\u002Fp>\n\n\u003Cp>6.Siempre que una persona trabajadora estime que el nivel, grupo o familia\nen que ha sido encuadrado, no corresponda a la función que efectivamente\nrealiza, deberá reclamar ante la jurisdicción competente, de acuerdo con las\nnormas generales sobre Clasificación Profesional establecidas en el presente\nconvenio.\u003C\u002Fp>\n\n\u003Ch2 id=\"L247\">\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">\u003Ch2 id=\"L247\">CAPÍTULO II Clasificación Profesional\u003C\u002Fh2>\n\n\u003Ch3 id=\"L249\">Artículo 8. Adscripción a Grupos y Niveles.\u003C\u002Fh3>\n\n\u003Cp>El personal se clasifica y distribuye teniendo en cuenta las funciones que\nrealiza en los Grupos Profesionales, Familias Funcionales y Niveles Salariales\nque a continuación se determinan.\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Aspectos básicos para la clasificación\u003C\u002Fp>\n\n\u003Cp>1.Grupo profesional.\u003C\u002Fp>\n\n\u003Cp>Se entiende por grupo profesional el que agrupa unitariamente las aptitudes\nprofesionales, titulaciones y contenido general de la prestación. \u003C\u002Fp>\n\n\u003Cp>2.Elementos que definen los grupos profesionales.\u003C\u002Fp>\n\n\u003Cp>Aptitud Profesional:\u003C\u002Fp>\n\n\u003Cp>Resultado de la ponderación global de los siguientes factores:\u003C\u002Fp>\n\n\u003Cp>a)Conocimientos\u002FCompetencia: es el conjunto de conocimientos técnicos,\nexperiencia o habilidades requeridas por la amplitud y\u002Fo complejidad de la\nfunción desempeñada, con independencia de su forma de adquisición.\u003C\u002Fp>\n\n\u003Cp>b)Capacidad de Dirección: entendida como la capacidad requerida para\nintegrar y armonizar recursos, actividades, funciones y objetivos distintos, y\nconseguir resultados a través de otros, a los que ha de supervisar, orientar,\nmotivar y desarrollar.\u003C\u002Fp>\n\n\u003Cp>c)Iniciativa\u002FAutonomía: entendida en función del grado de sujeción a\nplanes, normas y procedimientos establecidos para el desarrollo de las\nfunciones; y la capacidad de adoptar y asumir decisiones.\u003C\u002Fp>\n\n\u003Cp>d)Complejidad: entendida como el grado de dificultad, complejidad,\ndiversidad y definición de los problemas a abordar y resolver habitualmente en\nel puesto.\u003C\u002Fp>\n\n\u003Cp>e)Responsabilidad: es el nivel de autonomía de decisión y acción\nconcedido a un puesto y su incidencia y capacidad crítica sobre los\nresultados. Tiene como dimensiones el tipo y características de sus resultados\ny el grado, naturaleza y proximidad de la supervisión, revisión o dirección\nque recibe en su actuación.\u003C\u002Fp>\n\n\u003Cp>f)Titulación: formación mínima exigible para el correcto desempeño del\npuesto.\u003C\u002Fp>\n\n\u003Cp>3.Nivel retributivo.\u003C\u002Fp>\n\n\u003Cp>Es el que agrupa funciones de similar aptitud profesional y\u002Fo titulación de\nlas diferentes familias, con una misma retribución salarial.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Cp>4.Sistema de clasificación profesional.\u003C\u002Fp>\n\n\u003Cp>El sistema de Clasificación Profesional quedará integrado por los\nsiguientes grupos profesionales y familias, con los contenidos que se señalan\na continuación:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo I:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Criterios generales:\u003C\u002Fp>\n\n\u003Cp>Están en este Grupo Profesional los puestos que requieren conocimientos\ntécnicos o de gestión amplios. Cuentan para el desempeño de su función con\npropia y elevada autonomía y responsabilidad sobre el ámbito o unidad de\ntrabajo encomendado, generalmente una sección o subfunción dentro de su\nfamilia o área funcional.\u003C\u002Fp>\n\n\u003Cp>Coordinan o integran, operativa y conceptualmente, funciones y objetivos\nhomogéneos en una unidad funcional o de negocio de cierta complejidad. Las\ndirectrices establecidas se complementan con iniciativas propias derivadas de\nlos conocimientos especializados requeridos por la función.\u003C\u002Fp>\n\n\u003Cp>Incorporan elementos de planificación, programación, asesoramiento,\nevaluación, organización, coordinación y control de los procesos de trabajo\na realizar y de los medios materiales y humanos. Normalmente tienen\nresponsabilidad sobre otros empleados\u002F colaboradores que han de integrar y,\nmotivar.\u003C\u002Fp>\n\n\u003Cp>Titulación: Conocimientos técnicos y especializados y\u002Fo formación mínima\nequivalente a Titulación Universitaria de Grado Medio o Superior.\u003C\u002Fp>\n\n\u003Cp>Niveles Retributivos: a efectos de retribución se encuentran distribuidos\nen los Niveles 7, 8 y 9.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo II:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Criterios generales:\u003C\u002Fp>\n\n\u003Cp>Están en este Grupo Profesional los puestos que cuentan, para el desempeño\nde su función, con cierto grado de autonomía para realizar y\u002Fo supervisar\nfunciones en el ámbito de su competencia, con un apropiado conocimiento de las\nactividades relacionadas, por lo que requieren de habilidades especializadas,\nno puramente teóricas, adquiridas a través de la titulación, experiencia en\nel trabajo, y en parte también por calificaciones profesionales.\u003C\u002Fp>\n\n\u003Cp>Realizan y\u002Fo supervisan, de forma próxima, actividades específicas en\ncuanto a objetivo y contenido, resolviendo problemas técnicos o prácticos de\nsu campo de actuación conforme a los sistemas, normas y procedimientos\nestablecidos.\u003C\u002Fp>\n\n\u003Cp>Programan y organizan su propio trabajo o el de un pequeño equipo de\npersonas colaboradoras, con cierta autonomía para interpretar las normas\nrecibidas, aunque deben consultar las principales decisiones a su superior.\u003C\u002Fp>\n\n\u003Cp>Titulación: Conocimientos singulares de las funciones, tareas y operativa,\ncon una formación mínima correspondiente a Bachillerato, BUP, FP2 o\nsimilar.\u003C\u002Fp>\n\n\u003Cp>Niveles Retributivos: a efectos de retribución se encuentran distribuidos\nen los Niveles 4, 5 y 6.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo III:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Criterios generales:\u003C\u002Fp>\n\n\u003Cp>Están en este Grupo Profesional los puestos que están sujetos al\nseguimiento de procedimientos e instrucciones precisas y preestablecidas.\nRealizan actividades o funciones básicas, instrumentales, de apoyo o\ndesarrollo parcial en los procesos de trabajo, por lo que, no necesitando de\nformación específica, pueden requerir de adecuados conocimientos y aptitudes\nprácticas en el manejo de equipos específicos de oficina, telemáticos y de\nradiodifusión.\u003C\u002Fp>\n\n\u003Cp>Son puestos que no integran resultados fuera del propio desempeño de las\nfunciones encomendadas, y su grado de autonomía y responsabilidad queda\nlimitada por una supervisión estrecha, directa o sistemática.\u003C\u002Fp>\n\n\u003Cp>Titulación: Conocimientos básicos o de cierta especialización o habilidad\ninstrumental, con una formación mínima, en su caso, correspondiente a ESO,\nFP1 o similar.\u003C\u002Fp>\n\n\u003Cp>Niveles Retributivos: a efectos de retribución se encuentran en el nivel\n3.\u003C\u002Fp>\n\n\u003Cp>5.Funciones específicas de las diferentes familias por grupos profesionales\ny niveles.\u003C\u002Fp>\n\n\u003Cp>Todo el personal sujeto al presente convenio queda encuadrado en una de las\nsiguientes familias o áreas funcionales:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">-Administrativa y Servicios.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">-Técnica, Emisiones e Informática.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">-Contenidos.\u003C\u002Fp>\n\n\u003Cp>Criterios generales:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">-La inclusión de la persona trabajadora, dentro de\ncada grupo profesional y nivel retributivo será el resultado de la\nponderación global de los factores antes mencionados, y en su caso, de las\ntitulaciones requeridas, reconociéndose expresamente a efectos habilitantes,\nen todo caso, la capacitación profesional que a la fecha de suscripción del\npresente convenio colectivo estuvieran prestando sus servicios en la\nCompañía. \u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">-En el contenido de cada nivel que a continuación\nse describe se entiende siempre comprendido e incluido igualmente el\nconocimiento de las funciones correspondientes a los niveles inferiores dentro\nde cada Grupo y Familia.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Familia administrativa y servicios\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Funciones del Grupo I:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Coordinación, análisis, asesoramiento y control de la elaboración de\ninformación económico-financiera especializada, así como de otras materias\ncorrespondientes a esta familia funcional. Nivel 9.\u003C\u002Fp>\n\n\u003Cp>-Resolver las incidencias que se generen en el grupo laboral a su cargo y\nelaborar informes dentro del ámbito de su competencia. Nivel 8.\u003C\u002Fp>\n\n\u003Cp>-Supervisar que en el desarrollo de las actividades encomendadas se cumplen\nlas normativas, instrucciones, circulares y normas específicas de\nprocedimientos. Nivel 7.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Funciones del Grupo II:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Supervisión y control de operaciones contables, administrativas y de\ngestión de cobros y pagos. Nivel 6.\u003C\u002Fp>\n\n\u003Cp>-Analizar, tratar y resolver la documentación que se tramite en su puesto\nde acuerdo con las normas y los reglamentos en vigor. Nivel 5.\u003C\u002Fp>\n\n\u003Cp>-Supervisión y control del mantenimiento y reparación de equipos e\ninstalaciones. Nivel 5.\u003C\u002Fp>\n\n\u003Cp>-Introducción y revisión de datos en sistemas mecanizados (pauta de\npublicidad). Nivel 5.\u003C\u002Fp>\n\n\u003Cp>-Dar curso a las incidencias y reclamaciones de índole laboral, siguiendo\nlas indicaciones encomendadas por los superiores. Nivel 4.\u003C\u002Fp>\n\n\u003Cp>-Registrar y tramitar informes, así como redactar escritos dentro del\námbito de su responsabilidad, cuidando la calidad de los mismos y de los datos\nque los integran. Nivel 4.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Funciones del Grupo III:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Control de la agenda de niveles jerárquicos superiores. Nivel 3.\u003C\u002Fp>\n\n\u003Cp>-Revisión e introducción de datos en sistemas mecanizados. Nivel 3.\u003C\u002Fp>\n\n\u003Cp>-Manejo de centralitas y servicios de recepción. Nivel 3.\u003C\u002Fp>\n\n\u003Cp>-Realización de actividades de clasificación y archivo de documentación.\nNivel 3.\u003C\u002Fp>\n\n\u003Cp>-Igualmente, el personal de servicios se encargará del mantenimiento y\nreparación de equipos, inmuebles e instalaciones. Nivel 3.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Familia de contenidos\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Funciones del Grupo I:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Dirección, y creación de programas. Nivel 9.\u003C\u002Fp>\n\n\u003Cp>-Coordinación de programas y equipos humanos. Nivel 8.\u003C\u002Fp>\n\n\u003Cp>-Redacción y edición de programas provinciales, regionales y nacionales.\nNivel 7.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Funciones del Grupo II:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Edición y Realización de programas. Nivel 6.\u003C\u002Fp>\n\n\u003Cp>-Presentación y Producción de programas. Nivel 6.\u003C\u002Fp>\n\n\u003Cp>-Redacción y locución. Nivel 6.\u003C\u002Fp>\n\n\u003Cp>-Organización y clasificación de archivos sonoros. Nivel 5.\u003C\u002Fp>\n\n\u003Cp>-Redacción y locución simple. Nivel 5.\u003C\u002Fp>\n\n\u003Cp>-Captación de información. Nivel 4.\u003C\u002Fp>\n\n\u003Cp>-Manejo de equipos de baja frecuencia como complemento a su labor principal.\nNivel 4.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Funciones del Grupo III:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Redacción de textos sencillos. Nivel 3.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Familia técnica, emisiones e informática\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Funciones del Grupo I:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Coordinación de equipos técnicos y humanos con un alto grado de\nespecialización y experiencia. Nivel 9.\u003C\u002Fp>\n\n\u003Cp>-Coordinación y administración de sistemas informáticos. Nivel 9.\u003C\u002Fp>\n\n\u003Cp>-Coordinación del trabajo de equipos técnicos propios y subcontratados.\nNivel 8.\u003C\u002Fp>\n\n\u003Cp>-Actualización de sistemas informáticos. Nivel 8.\u003C\u002Fp>\n\n\u003Cp>-Coordinación técnica de las emisoras (alta\u002Fbaja). Nivel 7.\u003C\u002Fp>\n\n\u003Cp>-Supervisión y seguimiento del control de calidad de la emisión. Nivel\n7.\u003C\u002Fp>\n\n\u003Cp>-Análisis y verificación de sistemas informáticos. Nivel 7.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Funciones del Grupo II:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Técnicos.\u003C\u002Fp>\n\n\u003Cp>-Mantenimiento y reparación de equipos e instalaciones (alta y baja\nfrecuencia), pudiendo supervisar personal técnico. Nivel 6.\u003C\u002Fp>\n\n\u003Cp>-Mantenimiento y reparación de equipos e instalaciones (alta y baja\nfrecuencia). Nivel 5.\u003C\u002Fp>\n\n\u003Cp>-Manejo básico de los aparatos de medida y comprobación. Nivel 4.\u003C\u002Fp>\n\n\u003Cp>-Tareas operativas de vigilancia de equipos. Nivel 4.\u003C\u002Fp>\n\n\u003Cp>Emisiones.\u003C\u002Fp>\n\n\u003Cp>-Realización de la continuidad de las emisiones. Nivel 6.\u003C\u002Fp>\n\n\u003Cp>-Montaje y realización de programas en el exterior. Nivel 6.\u003C\u002Fp>\n\n\u003Cp>-Grabación, edición y montaje de sonidos (control y sonido). Nivel 5.\u003C\u002Fp>\n\n\u003Cp>-Operaciones básicas de equipos de baja frecuencia. Nivel 4.\u003C\u002Fp>\n\n\u003Cp>Informáticos.\u003C\u002Fp>\n\n\u003Cp>-Programación de ordenadores. Nivel 5.\u003C\u002Fp>\n\n\u003Cp>-Ejecución de tareas básicas de instalación y mantenimiento en equipos\ninformáticos. Nivel 4.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Funciones del Grupo III:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Técnicos.\u003C\u002Fp>\n\n\u003Cp>-Manejo básico de los aparatos de medida y comprobación bajo supervisión.\nNivel 3.\u003C\u002Fp>\n\n\u003Cp>-Vigilancia de equipos técnicos bajo supervisión. Nivel 3.\u003C\u002Fp>\n\n\u003Cp>Emisiones.\u003C\u002Fp>\n\n\u003Cp>-Colaboración en operaciones básicas de equipos de baja frecuencia bajo\nsupervisión. Nivel 3. \u003C\u002Fp>\n\n\u003Cp>Informáticos.\u003C\u002Fp>\n\n\u003Cp>-Ejecución de tareas básicas de instalación y mantenimiento en equipos\ninformáticos bajo supervisión. Nivel 3.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L469\">Artículo 9. Movilidad Funcional.\u003C\u002Fh3>\n\n\u003Cp>La movilidad funcional sólo se hará dentro de la misma Familia funcional y\nGrupo profesional correspondiente, para lo que en caso necesario se arbitrarán\nlos procesos de formación simples.\u003C\u002Fp>\n\n\u003Cp>No obstante, en aquellas Familias funcionales y Grupos en que existan\nsubáreas funcionales definidas en el convenio (como es el caso del Grupo II y\nGrupo III de la Familia «Técnica, Emisiones e Informática»), la movilidad\nfuncional así definida entre subáreas solo será posible en el caso de que la\npersona trabajadora supere los procesos suficientes de formación, preparación\no adaptación al nuevo puesto, a tal fin programados por la Empresa.\u003C\u002Fp>\n\n\u003Cp>Igual condición a la reflejada en el párrafo anterior será exigible:\u003C\u002Fp>\n\n\u003Cp>a)En la movilidad entre personal adscrito a servicios y el adscrito a tareas\nadministrativas dentro de la Familia de Administración y Servicios.\u003C\u002Fp>\n\n\u003Cp>b)En la movilidad entre personal adscrito a tareas informáticas y el\nadscrito a tareas técnicas y de emisiones dentro del Grupo I de la Familia de\nTécnica, Emisiones e Informática.\u003C\u002Fp>\n\n\u003Cp>1.Funciones de nivel retributivo superior.\u003C\u002Fp>\n\n\u003Cp>Por circunstancias excepcionales y coyunturales, así como durante el\nproceso en el que se resuelve un concurso de provisión de vacantes, la Empresa\npodrá disponer que el personal realice funciones correspondientes a niveles\nretributivos superiores dentro de su familia profesional a aquellos a los que\ncorresponde su puesto de trabajo, comunicándolo a la Representación de las\npersonas trabajadoras. En estos casos, tanto el inicio de la realización de\nfunciones de nivel retributivo superior como su cese se comunicarán por\nescrito al personal.\u003C\u002Fp>\n\n\u003Cp>Si se realizan funciones superiores por un periodo superior a seis meses\ndurante un año u ocho meses durante dos años, la persona trabajadora\nconsolidará el nivel retributivo superior a efectos de promoción, comunicando\nla Empresa al Comité Intercentros el ascenso efectivo. Durante el periodo en\nel que se desarrollen las funciones de nivel retributivo superior se\npercibirán las diferencias salariales correspondientes.\u003C\u002Fp>\n\n\u003Cp>2.Funciones de nivel retributivo inferior.\u003C\u002Fp>\n\n\u003Cp>La Empresa, asimismo, podrá destinar a personal de su plantilla a realizar\ntrabajos correspondientes a niveles inferiores dentro de su misma Familia\nfuncional y Grupo y sólo podrá realizarse trabajos correspondientes a Grupo\ninferior por necesidades perentorias o imprevisibles de la actividad\nproductiva, durante un período máximo de cuatro meses y comunicándolo por\nescrito a la persona afectada y a la representación social.\u003C\u002Fp>\n\n\u003Cp>En cualquier caso, la persona trabajadora mantendrá las retribuciones y\ndemás derechos derivados de su grupo, familia y nivel salarial. Esta\ncircunstancia no podrá afectar a la misma persona en un periodo máximo de un\naño.\u003C\u002Fp>\n\n\u003Ch2 id=\"L495\">CAPÍTULO III Empleo y contratación\u003C\u002Fh2>\n\n\u003Ch3 id=\"L497\">Artículo 10. Estabilidad en el empleo.\u003C\u002Fh3>\n\n\u003Cp>La estabilidad en el empleo es un principio de la política laboral de\nUniprex, SAU Con tal objetivo, ambas partes acuerdan:\u003C\u002Fp>\n\n\u003Cp>1.La forma ordinaria de contrato es el contrato indefinido. Sólo se podrá\nacudir a contratos de duración determinada para cubrir aquellas necesidades en\nla forma determinada en el artículo correspondiente a contratación\ntemporal.\u003C\u002Fp>\n\n\u003Cp>2.Las personas trabajadoras que en un periodo de veinticuatro meses hubieran\nestado contratadas durante un plazo superior a dieciocho meses, con o sin\nsolución de continuidad, para el mismo o diferente puesto de trabajo, mediante\ndos o más contratos por circunstancias de la producción, sea directamente o a\ntravés de su puesta a disposición por empresas de trabajo temporal,\nadquirirán la condición de personas trabajadoras fijas. Esta previsión\ntambién será de aplicación cuando se produzcan supuestos de sucesión o\nsubrogación empresarial conforme a lo dispuesto legal o convencionalmente.\u003C\u002Fp>\n\n\u003Cp>Asimismo, adquirirá la condición de fija la persona que ocupe un puesto de\ntrabajo que haya estado ocupado con o sin solución de continuidad, durante\nmás de dieciocho meses en un periodo de veinticuatro meses mediante contratos\npor circunstancias de la producción, incluidos los contratos de puesta a\ndisposición realizados con empresas de trabajo temporal.\u003C\u002Fp>\n\n\u003Ch3 id=\"L507\">Artículo 11. Provisión de plazas.\u003C\u002Fh3>\n\n\u003Cp>La provisión de puestos vacantes se llevará a cabo de acuerdo con el\nsiguiente procedimiento:\u003C\u002Fp>\n\n\u003Cp>a)Recursos internos: mediante el sistema de promoción interna recogido en\nel artículo 17 del presente convenio.\u003C\u002Fp>\n\n\u003Cp>La Empresa se compromete a cubrir mediante el sistema de promoción interna\ntodas las vacantes que se produzcan, entendiendo como tales aquellos puestos de\ntrabajo ya existentes en la Empresa y que deban cubrirse mediante contratación\nlaboral, y siempre que no vayan a ser objeto de amortización.\u003C\u002Fp>\n\n\u003Cp>La Empresa informará a la representación de las personas trabajadoras de\nlos puestos de trabajo vacantes a los efectos de articular la aplicación de\nlos sistemas de promoción fijados en el presente convenio colectivo.\u003C\u002Fp>\n\n\u003Cp>b)Contratación externa: Para el resto de las vacantes y puestos de trabajo\nque pudieran producirse, la Empresa optará por su cobertura mediante recursos\ninternos, de acuerdo con el artículo 17 o mediante contratación externa.\u003C\u002Fp>\n\n\u003Ch3 id=\"L519\">Artículo 12. Copia básica.\u003C\u002Fh3>\n\n\u003Cp>La Empresa se obliga a entregar a la representación de las personas\ntrabajadoras copia básica de las contrataciones que realice de acuerdo con lo\ndispuesto en la normativa legal, así, como en su caso, copia básica de las\nprórrogas de contratos temporales.\u003C\u002Fp>\n\n\u003Ch3 id=\"L523\">Artículo 13. Contratación temporal.\u003C\u002Fh3>\n\n\u003Cp>Se podrán utilizar las modalidades de contratación fijadas en el presente\nartículo, con la regulación que en el mismo se fijan. En lo no dispuesto en\nel presente artículo, se estará a lo que recoja la legislación vigente en la\nmateria y demás normas de aplicación. \u003C\u002Fp>\n\n\u003Cp>1.Contrato formativo para la obtención de la práctica profesional: podrá\nconcertarse con quienes estuvieren en posesión de título universitario o de\nformación profesional de grado medio o superior o títulos oficialmente\nreconocidos como equivalentes, de acuerdo con las leyes reguladoras del sistema\neducativo vigente, o de certificado de profesionalidad de acuerdo con lo\nprevisto en la legislación vigente en cada momento, que habiliten para el\nejercicio profesional, dentro de los tres años o de cinco años siguientes a\nla terminación de los correspondientes estudios cuando el contrato se\nconcierte con personal con capacidades diferentes.\u003C\u002Fp>\n\n\u003Cp>La duración de este contrato no podrá ser inferior a seis meses ni exceder\nde un año. El periodo de prueba será de tres meses.\u003C\u002Fp>\n\n\u003Cp>La retribución será del 100 % del salario fijado en convenio para quien\ndesempeñe el mismo o equivalente puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>Esta modalidad sólo se podrá concertar para puestos de trabajo\ncorrespondientes a los Grupos Profesionales I (en aquellos puestos de trabajo\nque no conlleven jefatura) y II.\u003C\u002Fp>\n\n\u003Cp>El total de contrataciones formativas para la obtención de la práctica\nprofesional no podrá superar el 5 % del total de la plantilla.\u003C\u002Fp>\n\n\u003Cp>2.Contrato para la formación en alternancia: Sólo se podrá celebrar con\npersonas de hasta treinta años que carezcan de la titulación requerida para\nrealizar un contrato formativo para la obtención de la práctica profesional.\nLa limitación de edad será siempre que el contrato se suscriba en el marco de\ncertificados de profesionalidad de nivel 1 y 2, y programas públicos o\nprivados de formación en alternancia de empleo-formación, que formen parte\ndel Catálogo de especialidades formativas del Sistema Nacional de Empleo. Los\nlímites de edad y en la duración máxima del contrato formativo no serán de\naplicación cuando se concierte con personas con discapacidad.\u003C\u002Fp>\n\n\u003Cp>La duración mínima del contrato será de tres meses y la máxima de dos\naños.\u003C\u002Fp>\n\n\u003Cp>La retribución no podrá ser inferior al 60 o al 75 % durante el primero o\nel segundo año de vigencia del contrato, respectivamente, del salario fijado\nen convenio para personal que desempeñe el mismo o equivalente puesto de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>Para garantizar la formación asociada a este contrato, el programa de\nformación asociado estará integrado en el correspondiente programa anual de\nformación fijado en el artículo 22 del presente convenio colectivo.\u003C\u002Fp>\n\n\u003Cp>El contrato de formación en alternancia sólo podrá celebrarse para cubrir\npuestos de trabajo del Grupo III de las familias Técnica, Emisiones e\nInformática, y de la familia de Administración y Servicios.\u003C\u002Fp>\n\n\u003Cp>En ningún caso el volumen de contratos de este tipo podrá superar el 3 %\nde la plantilla.\u003C\u002Fp>\n\n\u003Cp>3.Contrato de Sustitución: se podrá concertar esta modalidad de contrato\npara sustituir a plantilla con derecho a reserva de puesto de trabajo con las\ncondiciones recogidas en la legislación vigente.\u003C\u002Fp>\n\n\u003Cp>4.Contrato de duración determinada por circunstancias de la producción: se\npodrá concertar esta modalidad de contrato cuando obedezca a incremento\nocasional e imprevisible de la actividad y las oscilaciones que, aun\ntratándose de la actividad normal de la empresa, generan un desajuste temporal\nentre el empleo estable disponible y el que se requiere de acuerdo con la\nlegislación vigente. Entre las oscilaciones a que se refiere este párrafo se\nentenderán incluidas aquellas que derivan de las vacaciones anuales. Tendrá\nuna duración máxima de seis meses prorrogable al máximo establecido en\nconvenio sectorial vigente en cada momento.\u003C\u002Fp>\n\n\u003Cp>En caso de que el contrato se hubiera concertado por una duración inferior\na la máxima legal o convencionalmente establecida, podrá prorrogarse,\nmediante acuerdo de las partes, por una única vez, sin que la duración total\ndel contrato pueda exceder de dicha duración máxima.\u003C\u002Fp>\n\n\u003Cp>En el caso de que inicialmente se concierte por una duración inferior a la\nmáxima de seis meses sólo se podrá prorrogar una vez.\u003C\u002Fp>\n\n\u003Cp>5.Jubilación parcial y contrato de relevo: para que la persona trabajadora\npueda acceder a la jubilación parcial antes de alcanzar la edad ordinaria de\njubilación, en los\u003C\u002Fp>\n\n\u003Cp>términos establecidos en el texto refundido de la Ley General de la\nSeguridad Social y demás disposiciones concordantes, deberá acordar con la\nempresa una reducción de jornada y de salario de entre un mínimo del\nveinticinco por ciento y un máximo del setenta y cinco por ciento y la empresa\ndeberá concertar simultáneamente un contrato de relevo, con objeto de\nsustituir la jornada de trabajo dejada vacante por la persona que se jubila\nparcialmente.\u003C\u002Fp>\n\n\u003Cp>Los contratos de relevo que se establezcan como consecuencia de dicha\njubilación tendrán carácter indefinido y a tiempo completo, debiendo\nmantenerse al menos durante los dos años posteriores a la extinción de la\njubilación parcial.\u003C\u002Fp>\n\n\u003Cp>En el caso de que el contrato de relevo se realice una vez alcanzada la edad\nordinaria de jubilación se podrá celebrar un contrato de relevo cuya jornada,\ncomo mínimo, será la dejada vacante por el jubilado parcial pudiendo ser por\ntiempo indefinido o de duración determinada, debiendo mantenerse el contrato,\nal menos, durante un año.\u003C\u002Fp>\n\n\u003Cp>6.Contrato de personas con capacidades diferentes: Se realizará de acuerdo\ncon la legislación vigente.\u003C\u002Fp>\n\n\u003Ch3 id=\"L567\">Artículo 14. Contratación a tiempo parcial.\u003C\u002Fh3>\n\n\u003Cp>Se entiende por contrato a tiempo parcial aquel en el que la jornada semanal\ntotal esté incluida entre las 15 horas semanales como mínimo y el 77 % de la\njornada semanal ordinaria fijada en el presente convenio colectivo como\nmáximo. No se podrán celebrar contratos a tiempo parcial por debajo de la\njornada mínima antes fijada. Aquellos contratos que, incluidas las horas\ncomplementarias que se pacten, superen el 77 % de la jornada semanal ordinaria,\nse retribuirán como si se trataran de contratos a jornada completa.\u003C\u002Fp>\n\n\u003Cp>No obstante, no será de aplicación lo expresado en el párrafo anterior a\naquellos contratos a tiempo parcial válidamente suscritos con la empresa que\nsobrepasen el límite del 77 % con motivo de verificarse por cualquier\ncircunstancia legal o pactada una reducción de la jornada semanal\nordinaria.\u003C\u002Fp>\n\n\u003Cp>La jornada de trabajo se regirá por los mismos criterios por los que se\nrige la jornada laboral ordinaria en el presente convenio colectivo. Dicha\njornada se hará siempre en horario continuado, salvo pacto en contrario con el\ntrabajador y con la Representación de las personas trabajadoras. En cualquier\ncaso, el personal conocerá al inicio de la prestación laboral bajo esta\nmodalidad el horario fijado, así como, en su caso, la posible distribución de\nturnos.\u003C\u002Fp>\n\n\u003Cp>Sólo se podrá realizar pacto de horas complementarias en los contratos\nindefinidos a tiempo parcial. Las horas complementarias deberán pactarse entre\nEmpresa y persona trabajadora. Dicho pacto se hará por período de un año.\nFijado el período inicial del acuerdo de horas complementarias, el mismo se\nconsiderará prorrogado automáticamente por un año más salvo que dicha\npersona renuncie a él con al menos quince días de antelación a la\nfinalización del período pactado.\u003C\u002Fp>\n\n\u003Cp>Si durante dos años consecutivos se realizara una jornada superior a la\njornada ordinaria pactada en más de un 10 % a través de las horas\ncomplementarias, se tendrá derecho al incremento de la jornada ordinaria en un\n10 %, comunicándose dicha ampliación al Servicio Público de Empleo y al\nComité Intercentros. Esta ampliación no impedirá suscribir un nuevo pacto de\nhoras complementarias con los mismos requisitos y topes establecidos en el\npresente convenio.\u003C\u002Fp>\n\n\u003Cp>La presente regulación de los contratos a tiempo parcial no afectará a las\njornadas reducidas contempladas en el artículo 31 (Conciliación vida familiar\ny laboral).\u003C\u002Fp>\n\n\u003Ch3 id=\"L581\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3 id=\"L581\">Artículo 15. Periodo de prueba.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>Salvo lo regulado de manera específica en el artículo 13 del presente\nconvenio, se podrá pactar por escrito en el contrato de trabajo un período de\nprueba que, en ningún caso, podrá exceder de seis meses para personal\ntitulado, ni de tres meses para el resto de la plantilla. Para el personal del\nGrupo III el período de prueba será de 30 días. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Durante el período de prueba las personas trabajadoras tendrán los\nderechos y obligaciones correspondientes a su grupo profesional y al puesto que\ndesempeñe como si fuera de plantilla, pero cualquiera de las partes podrá\ndesistir de la realización del trabajo, sin que tal decisión dé lugar a\nindemnización.\u003C\u002Fp>\n\n\u003Cp>Transcurrido el período de prueba sin que se haya producido el\ndesistimiento, el contrato producirá plenos efectos, computándose el tiempo\nde los servicios prestados en la antigüedad de la relación laboral.\u003C\u002Fp>\n\n\u003Cp>Las situaciones de incapacidad temporal, nacimiento, adopción, guarda con\nfines de adopción, acogimiento, riesgo durante el embarazo, riesgo durante la\nlactancia y violencia de género, que afecten a la persona trabajadora durante\nel periodo de prueba, interrumpen el cómputo del mismo siempre que se produzca\nacuerdo entre ambas partes.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch3 id=\"L591\">Artículo 16. Ceses.\u003C\u002Fh3>\n\n\u003Cp>El personal que cause baja en la Empresa deberá comunicarlo a la misma con\nuna antelación de quince días.\u003C\u002Fp>\n\n\u003Cp>La falta de comunicación supondrá para el descuento de un día de haberes\npor cada uno que le falte en la citada comunicación.\u003C\u002Fp>\n\n\u003Cp>En el momento de la liquidación la persona trabajadora deberá devolver\ntodos los utensilios pertenecientes a la Empresa y el carné profesional o la\ntarjeta de control que le haya sido entregada por la Sociedad. En caso de\npérdida o no devolución, la Empresa estará facultada para descontar de la\nliquidación correspondiente el importe de estos utensilios.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L601\">CAPÍTULO IV Promoción\u003C\u002Fh2>\n\n\u003Ch3 id=\"L603\">Artículo 17. Promoción interna.\u003C\u002Fh3>\n\n\u003Cp>La promoción a grupos o niveles superiores podrá producirse por cualquiera\nde los siguientes procedimientos:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Por libre designación.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Por concurso.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1.Libre designación.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El sistema de libre designación será utilizado para cubrir puestos de\nconfianza, entendidos éstos, como los caracterizados por la alta\nconfidencialidad de la información que manejen o aquellos puestos del Grupo I\nque impliquen jefatura.\u003C\u002Fp>\n\n\u003Cp>En dicho supuesto la persona designada pasará a cubrir la plaza\nprovisionalmente y sin cambio de puesto durante un plazo de tres meses, al\nfinal de los cuales consolidará el puesto en función del rendimiento\nacreditado o volverá a su puesto de procedencia.\u003C\u002Fp>\n\n\u003Cp>Durante los tres meses en los que ocupe la plaza de manera provisional\npercibirá las diferencias salariales correspondientes, si las hubiere.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Concurso.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Salvo las plazas que de acuerdo al apartado anterior se adjudiquen por el\nprocedimiento de libre designación, el resto de vacantes de acuerdo con lo\nestablecido en el artículo 11 se adjudicarán por el procedimiento de\nconcurso.\u003C\u002Fp>\n\n\u003Cp>Producida la vacante, la Empresa comunicará a través de los distintos\nmedios pertinentes la existencia de la misma, de tal manera que pueda ser\nconocida por toda la plantilla, convocándose a tal efecto el correspondiente\nconcurso. De dicha comunicación se enviará copia a la Representación de las\npersonas trabajadoras del centro en el que se produce la vacante y al Comité\nIntercentros.\u003C\u002Fp>\n\n\u003Cp>Al mismo podrá presentarse cualquier persona fija o temporal de la Empresa,\ncon una antigüedad mínima de un año en la compañía.\u003C\u002Fp>\n\n\u003Cp>Quien acceda a una vacante por este procedimiento no podrá optar a otras\nvacantes que se convoquen hasta transcurrido un año en su actual puesto de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>En el referido concurso, la Dirección de la Empresa definirá los\nrequisitos necesarios para el puesto a cubrir, informando de ellos en la misma\nconvocatoria del concurso.\u003C\u002Fp>\n\n\u003Cp>Para la adjudicación de la vacante, y siempre que cumplan los requisitos\npublicados en el concurso del puesto, a las personas que se presenten se les\ncomputarán los siguientes puntos:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.Por cada año de antigüedad en el grupo, familia\ny nivel profesional: un punto. Por este concepto no se pueden obtener más de\ncinco puntos.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.Cada curso de formación profesional organizado o\nautorizado por la Empresa superado con éxito, desde la fecha del último\nascenso de nivel, se valorará con dos puntos. La superación de más de un\ncurso en el mismo periodo será valorado con un punto adicional, por cada uno\nde ellos.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3.Por la obtención de algún título académico de\ngrado medio o superior no relacionado con su puesto de trabajo, un punto.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">4.Por la obtención de algún título académico de\ngrado medio o superior relacionado con su puesto de trabajo o título similar\nde conocimiento de un idioma: dos puntos el grado medio y tres puntos el grado\nsuperior.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">5.Por méritos relevantes reconocidos por entidades\najenas a la Empresa: un punto.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">6.Por premios y menciones de acuerdo a lo señalado\nen artículo 44: un punto.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">7.Informe de mando inmediato: máximo tres\npuntos.\u003C\u002Fp>\n\n\u003Cp>En los concursos, en caso de igualdad de puntos entre dos o más aspirantes,\nla asignación de vacantes se realizará teniendo en cuenta el siguiente orden\nde preferencia:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)En primer lugar, tendrá preferencia quien\npertenezca al mismo grupo y familia profesional y misma localidad.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)En segundo lugar, quien resida en la misma\nlocalidad.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c)En tercer lugar, las personas del mismo grupo y\nfamilia profesional y diferente localidad.\u003C\u002Fp>\n\n\u003Cp>En cualquier caso, la convocatoria deberá contener como mínimo las\nsiguientes especificaciones:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Puesto a cubrir.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Formación exigible.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Destino geográfico.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Nivel salarial y complementos, si los hubiere.\u003C\u002Fp>\n\n\u003Cp>El plazo mínimo para la presentación de candidaturas a contar desde la\nconvocatoria será de 7 días naturales y el plazo máximo de diez días. Dicho\nplazo se fijará en función de la urgencia de cobertura de la vacante.\u003C\u002Fp>\n\n\u003Cp>Finalizado el plazo de presentación de candidaturas, se constituirá la\ncorrespondiente Comisión que estará presidida por la persona que designe la\nDirección de la Empresa, y de la que formarán parte, además, dos vocales\ndesignados por la Dirección de la Empresa y dos vocales designados por el\nComité Intercentros de entre sus miembros.\u003C\u002Fp>\n\n\u003Cp>La Comisión se reunirá en el plazo máximo de cinco días naturales a\ncontar desde el cierre de la presentación de candidaturas, al objeto de\nproceder a la ponderación de los criterios señalados en el presente artículo\ny a la adjudicación de la vacante. Tras la publicación de la adjudicación de\nla vacante se abrirá un plazo de tres días hábiles para posibles\nreclamaciones, que serán analizadas y resueltas por la Comisión, que\nprocederá a resolver al día hábil siguiente. \u003C\u002Fp>\n\n\u003Cp>En caso de declararse desierto el concurso convocado por falta de\npresentación de candidaturas o por no reunir éstas los requisitos exigidos en\nel concurso, se procederá a la contratación directa si a juicio de la\nDirección de la Empresa resulta necesario.\u003C\u002Fp>\n\n\u003Ch2 id=\"L675\">CAPÍTULO V Movilidad geográfica\u003C\u002Fh2>\n\n\u003Ch3 id=\"L677\">Artículo 18. Traslados.\u003C\u002Fh3>\n\n\u003Cp>Se entiende por traslado el cambio de lugar de trabajo habitual de una\npoblación a otra, que implique el cambio de residencia para la persona\nafectada, pudiendo efectuarse:\u003C\u002Fp>\n\n\u003Cp>a)Por solicitud voluntaria del personal.\u003C\u002Fp>\n\n\u003Cp>b)Por haber participado en un concurso de promoción que implica cambio de\nresidencia.\u003C\u002Fp>\n\n\u003Cp>c)Por causas matrimoniales. la persona trabajadora cuyo cónyuge haya\nsufrido un traslado forzoso, tendrá derecho a cubrir la primera vacante que se\nproduzca en el centro de trabajo o en el más cercano situado en el lugar al\nque haya sido trasladada su pareja, siempre que ambos trabajen en Uniprex,\nSAU.\u003C\u002Fp>\n\n\u003Cp>d)A iniciativa de la Empresa. Cuando existan probadas razones técnicas,\norganizativas o productivas que lo justifiquen, preavisando por escrito al\nComité Intercentros con una antelación de al menos treinta días. La persona\nafectada tendrá derecho a optar entre el traslado percibiendo una\ncompensación por gastos, o a rescindir su contrato mediante la indemnización\nque se fije de acuerdo con lo estipulado en la legislación vigente, salvo\nacuerdo más favorable para la persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>En traslados producidos a iniciativa de la Empresa, ésta deberá\nnotificarlos al Comité Intercentros al tiempo que se le notifica a quien\nafecte el traslado. Durante el periodo de 30 días el Comité Intercentros se\nreunirá con la Empresa para intentar acordar soluciones o alternativas que\ntraten de paliar o mejorar los posibles efectos negativos del traslado.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>e)La compensación a que se refiere el apartado anterior, comprenderá los\ngastos de traslado propios y de su familia a cargo, estableciéndose estos\ngastos en una cantidad fija mensual de setecientos cincuenta euros brutos (750\neuros) mínimo durante doce meses, cantidad a la que se añadirán los gastos\nde matriculación escolar de los hijos, libros y resto de material escolar\nsiempre que se hayan ocasionado con motivo del mencionado traslado, previa\njustificación de los mencionados gastos.\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L693\">Artículo 19. Solicitudes de traslado voluntario.\u003C\u002Fh3>\n\n\u003Cp>Las solicitudes de traslado voluntario deberán ser enviadas a la Dirección\nde Recursos Humanos con el fin de que en ésta se cuente con toda la\ninformación necesaria para proveer las vacantes y puestos de nueva creación\nque se produzcan en la Empresa. Igualmente se enviará copia de las mismas al\nComité Intercentros.\u003C\u002Fp>\n\n\u003Ch3 id=\"L697\">Artículo 20. Permuta de puestos de trabajo.\u003C\u002Fh3>\n\n\u003Cp>Se reconoce como causa de cambio de puesto de trabajo, el mutuo acuerdo\nentre la empresa y dos personas de plantilla, siempre que sean de igual nivel,\nfamilia y grupo profesional y distinta localidad. La empresa deberá facilitar\nal Comité Intercentros la relación de las solicitudes de permutas. Los datos\ndeberán ser expuestos en los tablones de anuncios de todos los centros de\ntrabajo implicados en la permuta.\u003C\u002Fp>\n\n\u003Cp>La permuta no dará derecho a indemnización alguna y supondrá la\naceptación de las modificaciones de retribución a que pudiera dar lugar.\u003C\u002Fp>\n\n\u003Ch3 id=\"L703\">Artículo 21. Comisiones de servicios.\u003C\u002Fh3>\n\n\u003Cp>Por razones técnicas, organizativas o de producción, o bien por\ncontrataciones referidas a la actividad empresarial, la empresa podrá realizar\ndesplazamientos temporales de su personal que exija residir en población\ndistinta de su domicilio habitual, hasta el límite de siete meses, abonando,\nademás de los salarios, los gastos de viaje, dietas y el pago de alquiler de\nla vivienda en la cual resida durante ese tiempo o en su caso el\nalojamiento.\u003C\u002Fp>\n\n\u003Cp>Si dicho desplazamiento es por tiempo superior a dos meses y medio, la\npersona designada tendrá derecho a un permiso de cinco días laborables de\nestancia en su domicilio de origen por cada dos meses de desplazamiento, sin\ncomputar como tales los de viaje, cuyos gastos correrán a cargo de la\nempresa.\u003C\u002Fp>\n\n\u003Ch2 id=\"L711\">\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2 id=\"L711\">CAPÍTULO VI Formación\u003C\u002Fh2>\n\n\u003Ch3 id=\"L713\">Artículo 22. Formación profesional.\u003C\u002Fh3>\n\n\u003Cp>a)En la situación que atraviesa el sector de la comunicación, la\nFormación Continua es cada vez más, un factor esencial para asegurar la\ncompetitividad de las empresas.\u003C\u002Fp>\n\n\u003Cp>En este sentido la Dirección de la empresa y la Representación de las\npersonas trabajadoras, son conscientes del papel de la Formación como un\ninstrumento esencial para alcanzar el liderazgo y afrontar con éxito el reto\nde la competencia.\u003C\u002Fp>\n\n\u003Cp>Se entiende por Formación Continua el conjunto de acciones formativas que\ndesarrolla la Empresa, dirigida tanto a la mejora de las competencias y\ncualificaciones como a la recalificación de su plantilla, que permitan\ncompatibilizar la mayor competitividad de la empresa con la Formación\nindividual.\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Por tanto, la formación no puede limitarse a acciones puntuales, sino que\nhay que considerarla como una función permanente dentro de la empresa y de la\nvida laboral de la plantilla, destinada no sólo a cualificar en la\nutilización de las herramientas o el dominio de tareas concretas de un puesto,\nsino también a generar cambios de actitudes y de valores.\u003C\u002Fp>\n\n\u003Cp>En este sentido las partes firmantes asumen el contenido íntegro del\nAcuerdo Nacional de Formación Continua o equivalente en vigor, declarando que\neste desarrollará sus efectos en el ámbito funcional y territorial del\npresente convenio.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cp>b)En el marco de los criterios generales a los que se refiere el apartado\nanterior, la Formación Continua se encauzará prioritariamente hacia:\u003C\u002Fp>\n\n\u003Cp>El conocimiento detallado de las novedades técnicas, el desarrollo de\nnuevas tecnologías y de nuevos sistemas en la organización del trabajo.\u003C\u002Fp>\n\n\u003Cp>La especialización, en diversos grados, en algún área, sector o materia\nrelativa a la cualificación o recalificación de los contenidos profesionales\ny\u002Fo requerimientos del puesto.\u003C\u002Fp>\n\n\u003Cp>El fomento de una cultura de prevención de riesgos laborales y seguridad en\nel trabajo.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes_newtech\">\u003Cp>Una función preventiva para anticipar las posibles consecuencias que deban\nafrontar los trabajadores y la empresa fruto de la competitividad y de los\nprocesos económicos o tecnológicos.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)La Empresa promoverá la realización de un programa de Formación\nContinua que tendrá carácter anual.\u003C\u002Fp>\n\n\u003Cp>d)Mecanismos de participación:\u003C\u002Fp>\n\n\u003Cp>La Comisión Mixta Paritaria del Convenio Colectivo, asumirá entre sus\nfunciones, las relativas al fomento y desarrollo de los Planes de Formación\nContinua en la empresa, contribuyendo a su elaboración, desarrollo y\nseguimiento en los términos establecidos en este convenio. \u003C\u002Fp>\n\n\u003Cp>La Comisión Mixta Paritaria tendrá, entre otras, las siguientes\nfunciones:\u003C\u002Fp>\n\n\u003Cp>Participar en la elaboración de los Planes de Formación de las personas\nincluidas en el ámbito de aplicación del convenio colectivo (cursos,\nconsideración de los mismos y nivel, familia y grupo profesional a los que\nafecta).\u003C\u002Fp>\n\n\u003Cp>Participar en el desarrollo de los concursos de promoción y ascensos.\u003C\u002Fp>\n\n\u003Cp>Verificar la ejecución de los Planes de Formación.\u003C\u002Fp>\n\n\u003Cp>Desarrollar propuestas de Formación para todos los trabajadores.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>Proponer los planes de formación para su subvención, a la Fundación\nemanada de los Acuerdos Nacionales de Formación Continua en vigor.\u003C\u002Fp>\n\n\u003Cp>Se acuerda un 1 % sobre el total de la plantilla de toda la empresa de\nP.I.F. (Permisos individuales de Formación).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e)Desarrollo de la formación:\u003C\u002Fp>\n\n\u003Cp>Una vez fijado el correspondiente Plan de Formación, este contará con la\nsuficiente publicidad para conocimiento de todo el personal, y especialmente\npara las familias, grupos profesionales y\u002Fo niveles afectados por su\ndesarrollo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>Preferentemente, la formación se impartirá contando con los recursos\npropios de la Empresa, mediante concertación con entidades y organismos de\nreconocida solvencia. Se deberá tener en cuenta la idoneidad de las\ninstalaciones y la adecuada optimización y utilización de los diferentes\nrecursos pedagógicos.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>A las acciones de Formación incluidas en el Plan, que se les identifique\ncomo de carácter obligatorio, asistirá el personal seleccionado y si se\nprodujeran plazas vacantes, previa autorización de la empresa podrán asistir\notros interesados en su contenido por razones de promoción, cualificación o\ndesarrollo de nuevos sistemas de producción.\u003C\u002Fp>\n\n\u003Cp>Cuando para la realización de cursos de Formación identificados como\nobligatorios, el personal deba salir de su residencia, percibirá los gastos de\ndesplazamiento, alojamiento, manutención o dieta, según corresponda.\u003C\u002Fp>\n\n\u003Cp>Cuando para la realización de cursos de formación identificados como\nobligatorios, estos deban realizarse en horario fuera del habitual de la\nprestación laboral, el tiempo empleado en dicha formación será siempre\ncompensado económicamente o en libranza. El importe de dicha compensación\nserá el abono de una hora ordinaria de trabajo por hora de formación o\ndescanso equivalente.\u003C\u002Fp>\n\n\u003Cp>A la finalización de las acciones de formación, a los asistentes se les\nexpedirá el correspondiente título de aptitud o asistencia.\u003C\u002Fp>\n\n\u003Cp>f)La empresa tendrá plena libertad para realizar otras actividades\nformativas que estime necesarias, sin menoscabo de otros derechos reconocidos\nen el presente artículo.\u003C\u002Fp>\n\n\u003Cp>g)La empresa concederá los permisos retribuidos para la asistencia a\nexámenes a quienes se inscriban en cursos cuya finalidad sea la obtención de\ntitulaciones oficiales, así como los que concurran a oposiciones. Igualmente,\ny en función de las necesidades del servicio, se permitirá la adaptación de\nla jornada al horario lectivo. En este supuesto el permiso se concederá en el\nacto, sin perjuicio de las sanciones que pudieran imponerse si se alega causa\nque resulte falsa.\u003C\u002Fp>\n\n\u003Cp>h)Se podrá solicitar un permiso de Formación no remunerado para la\nrealización de curso de Formación Profesional. La duración del permiso será\ncomo máximo igual al del curso al que se ha inscrito, y deberá notificarlo\ncon un mes de antelación como mínimo, acreditando esta circunstancia por los\nmedios que se establezcan. En este supuesto la persona trabajadora también\npodrá solicitar la adaptación de su jornada en función de las necesidades\ndel servicio. Para acceder a este permiso se deberá tener un año de\nantigüedad como mínimo en la Empresa.\u003C\u002Fp>\n\n\u003Cp>i)Cuando el personal haya recibido una especialización profesional con\ncargo a la empresa para poner en marcha proyectos determinados o realizar un\ntrabajo específico, podrá pactarse entre las partes la permanencia en la\nempresa durante cierto tiempo.\u003C\u002Fp>\n\n\u003Cp>Para que el pacto de permanencia sea válido ha de entenderse en primer\nlugar referido a una especialización profesional distinta por principio de la\ngenérica del Grupo o Familia profesional de pertenencia y, en segundo lugar,\nque la formación percibida exceda por su naturaleza del derecho ordinario a\nrecibir formación a cargo de la Empresa. El acuerdo no será de duración\nsuperior a dos años y se formalizará siempre por escrito. Si la persona\ntrabajadora abandona la Empresa antes del primer año desde la finalización de\nla formación impartida, la empresa tendrá derecho a una indemnización de\ndaños y perjuicios por el importe equivalente al 100 % del coste de la\nformación recibida a cargo de la empresa. Si la salida se verifica\ntranscurrido el año, la indemnización solo será del 50 % de dicho\nimporte.\u003C\u002Fp>\n\n\u003Cp>j)El personal de Uniprex no podrá ser obligado a realizar funciones\ncorrespondientes a áreas o subáreas ajenas a su especialización o a familias\ndistintas a la de su pertenencia, si previamente no ha recibido la formación\nadecuada.\u003C\u002Fp>\n\n\u003Cp>Los permisos, turnos más favorables y reducciones de jornada concedidos en\nrazón de estudios, promoción y formación profesional, podrán ser anulados,\nen caso de falta de aprovechamiento por el interesado en sus estudios o\ninasistencia a clase.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch2 id=\"L785\">CAPÍTULO VII Beneficios sociales\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L787\">Artículo 23. Integración laboral de personas con capacidades\ndiferentes.\u003C\u002Fh3>\n\n\u003Cp>a)Será objeto fundamental de la política laboral de la Dirección de la\nEmpresa, la integración de personas con capacidades diferentes, previa\nformación y adaptación del puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>b)La persona a la que le sobrevenga una discapacidad a juicio del Servicio\nMédico de la Seguridad Social y a consecuencia de la cual no se halle en\nsituación de alcanzar el rendimiento normal correspondiente a su nivel y grupo\nprofesional, podrá ser destinado a puestos de trabajo adecuados a sus nuevas\ncapacidades, mientras éstas persistan.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SICDIS_trigger\">\u003Ch3 id=\"L793\">Artículo 24. Incapacidad temporal (IT).\u003C\u002Fh3>\n\n\u003Cp>El personal que inicie un proceso de Incapacidad laboral (IT= Incapacidad\nTemporal) deberán de comunicar a la empresa, el mismo día que este se\nproduzca, el inicio del proceso de baja e igualmente, deberán de comunicar a\nla empresa el alta médica el mismo día que ésta se produzca.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspaytype\">\u003Cp>Las personas trabajadoras percibirán en situación de enfermedad o\naccidente, como complemento de la prestación económica de la Seguridad\nSocial:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cp>1.En el caso de enfermedad o accidente (ANL= Accidente no laboral o EC=\nEnfermedad común): una cantidad que, sumada a la prestación de la Seguridad\nSocial, resulte equivalente al 100 % de la cantidad constituida por su salario\nfuncional (base y compl. Ad Personam del artículo 35.7) y al 95 % de sus\ncomplementos desde el primer día.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>2.En el caso de Enfermedad o accidente Laboral (AL= Accidente laboral o EP=\nEnfermedad profesional): el trabajador percibirá una cantidad que sumada a la\nprestación de la Seguridad Social, resulte equivalente al 100 % de su salario\nreal.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L803\">Artículo 25. Fondo Social.\u003C\u002Fh3>\n\n\u003Cp>La empresa creará un Fondo Social para cada uno de los años de vigencia.\nSu cuantía anual es de setenta y siete mil euros (77.000 euros) que será\ngestionado y distribuido, de acuerdo con la reglamentación que establezca la\nComisión Mixta Paritaria. El remanente del Fondo Social del año\ninmediatamente anterior al año en curso que no haya sido consumido se\nañadirá a la cantidad dotada para ese año. \u003C\u002Fp>\n\n\u003Ch3 id=\"L807\">Artículo 26. Anticipos.\u003C\u002Fh3>\n\n\u003Cp>La plantilla de Uniprex tendrá derecho a recibir anticipos a cuenta por el\ntrabajo ya realizado (días trabajados en el mes en curso y prorrata de pagas\nextras devengadas al momento de la solicitud). La petición será admitida de\ninmediato y atendida en el más breve espacio de tiempo, con un máximo de 5\ndías.\u003C\u002Fp>\n\n\u003Cp>La cantidad anticipada será descontada en nómina en las 6 siguientes\nmensualidades a contar desde la fecha de la concesión.\u003C\u002Fp>\n\n\u003Ch3 id=\"L813\">Artículo 27. Préstamos al personal.\u003C\u002Fh3>\n\n\u003Cp>El personal con antigüedad mínima de dos años podrá solicitar la\nconcesión de un préstamo, acreditando necesidad apremiante e inaplazable,\nequivalente a una o dos mensualidades, que se reintegrarán en un máximo de 18\npagas. No devengarán interés alguno y su concesión será discrecional por la\nDirección de la empresa.\u003C\u002Fp>\n\n\u003Ch3 id=\"L817\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch3 id=\"L817\">Artículo 28. Seguro de vida para el personal.\u003C\u002Fh3>\n\n\u003Cp>La empresa continuará, durante la vigencia del presente convenio,\nsufragando los costes de la concertación de un Seguro de Vida que cubra los\nriesgos de muerte e invalidez absoluta para toda su plantilla, con un capital\nde 36.060,73 euros para el beneficiario que designe la persona trabajadora. En\nel caso de los trabajadores técnicos de alta y accidentes in itinere se\nestablece un capital de 42.070,85 euros.\u003C\u002Fp>\n\n\u003Cp>La empresa se compromete a entregar copia (a petición del interesado) de la\nrenovación anual a cada persona trabajadora en la que consten las coberturas y\nbeneficiarios de dicho seguro y hacer las gestiones precisas para que, quien\nquiera aumentar el capital de este seguro, pueda hacerlo, corriendo a su cargo\nel incremento de la cuota correspondiente.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L823\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch3 id=\"L823\">Artículo 29. Jubilaciones.\u003C\u002Fh3>\n\n\u003Cp>La empresa, junto con el Comité Intercentros, analizará las condiciones de\njubilación anticipada para el personal interesado en ella.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2 id=\"L829\">CAPÍTULO VIII Permisos y excedencias\u003C\u002Fh2>\n\n\u003Ch3 id=\"L831\">Artículo 30. Licencias y permisos.\u003C\u002Fh3>\n\n\u003Cp>1. La empresa concederá, de acuerdo con lo establecido en la vigente\nnormativa laboral, las siguientes licencias:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>a)Quince días naturales en caso de matrimonio o parejas de hecho. En ambos\ncasos la fecha de inicio de dicho permiso será el mismo día del matrimonio o\ninscripción de la pareja de hecho salvo que dicho día coincida con el\ndescanso semanal de la persona trabajadora en cuyo caso comenzará el primer\ndía laborable.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Para la obtención de dicha licencia es preciso, que se solicite, al menos,\ncon treinta días de antelación a la fecha del comienzo de su disfrute.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">b)Cinco días en los casos de hospitalización de parientes o intervención\nquirúrgica sin hospitalización que precise reposo domiciliario del cónyuge,\npareja de hecho o parientes hasta el segundo grado por consanguinidad o\nafinidad, incluido el familiar consanguíneo de la pareja de hecho, así como\nde cualquier otra persona distinta de las anteriores, que conviva con la\npersona trabajadora en el mismo domicilio y que requiera el cuidado efectivo de\naquella, enfermedad grave o fallecimiento de cónyuge, pareja de hecho y\nparientes hasta el segundo grado de consanguinidad o afinidad, que se ampliará\nen dos días más por enfermedad grave o fallecimiento de padres, hijos,\ncónyuge o pareja de hecho, si requiere desplazamiento fuera de su lugar de\nresidencia a una distancia igual o mayor a 300 kilómetros.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En el caso de fallecimiento, este permiso comenzará el mismo día del\nóbito, salvo que la persona trabajadora hubiese cumplido su jornada\nlaboral.\u003C\u002Fp>\n\n\u003Cp>En los demás casos, mediando justificación médica que acredite el caso, y\ncon el fin de atender al familiar enfermo, los días podrán disfrutarse de\nforma alterna durante el período que ocupe la hospitalización o el reposo\ndomiciliario por intervención quirúrgica.\u003C\u002Fp>\n\n\u003Cp>c)Dos días por traslado de domicilio habitual.\u003C\u002Fp>\n\n\u003Cp>Las licencias a que se refieren los apartados b) y c) se concederán en el\nacto, sin perjuicio de sanciones que pudieran imponerse si se alega causa que\nresulte falsa.\u003C\u002Fp>\n\n\u003Cp>La Empresa, en todo caso, exigirá los oportunos justificantes acreditativos\ndel disfrute efectivo del derecho a que se refiere el párrafo anterior.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ADMINISTRATIVE_trigger\">d)Por el tiempo indispensable para el cumplimiento de un deber inexcusable\nde carácter público o personal. Cuando conste en una norma legal o\nconvencional un período determinado, se estará a lo que ésta disponga en\ncuanto a duración de la ausencia.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">e)Por el tiempo indispensable para la realización de exámenes prenatales y\ntécnicas de preparación al parto y, en los casos de adopción, guarda con\nfines de adopción o acogimiento, para la asistencia a las preceptivas sesiones\nde información y preparación y para la realización de los preceptivos\ninformes psicológicos y sociales previos a la declaración de idoneidad,\nsiempre, en todos los casos, que deban tener lugar dentro de la jornada de\ntrabajo.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f)Un día si fuera en el lugar de residencia, en los casos de matrimonio de\nhijos, hermanos o padres. Si requiere desplazamiento fuera de su lugar de\nresidencia a una distancia igual o mayor a 300 kilómetros el permiso será de\ntres días.\u003C\u002Fp>\n\n\u003Cp>g)Para realizar funciones sindicales o de representación del personal, en\nlos términos establecidos en el presente convenio y demás normas y\nlegislación de aplicación.\u003C\u002Fp>\n\n\u003Cp>h)En caso extraordinario debidamente acreditado, se concederán licencias\npor el tiempo que sea preciso sin percibo de haberes con el consentimiento de\nla Empresa y siempre que las necesidades del servicio lo permitan y la persona\nsolicitante cuente con un año de antigüedad como mínimo, y sin que la\nlicencia exceda, en todo caso, de dos meses al año. Durante el tiempo que\nduren estas licencias, el contrato quedará suspendido a todos los efectos,\nreincorporándose la persona a su puesto a la finalización de dicha\nlicencia.\u003C\u002Fp>\n\n\u003Cp>Quien haga uso de este permiso deberá presentar la justificación\nsuficiente del motivo alegado para la solicitud de la licencia o permiso\nconcedido o a conceder.\u003C\u002Fp>\n\n\u003Cp>i)Por motivos particulares y mediando justificación, hasta 5 días en el\naño natural, siempre que las necesidades del servicio lo permitan y respetando\nen todos los casos la intimidad de la persona trabajadora. Se solicitará el\ncitado permiso por escrito, con una antelación mínima de 7 días -salvo casos\nimprevisibles-, a la Dirección de la empresa que, a su vez, por escrito, en el\nplazo de 48 horas, comunicará a quien hubiese solicitado el permiso del\ndisfrute de esos días. Para tener derecho a esta clase de permiso, la persona\ntrabajadora deberá haber superado satisfactoriamente el período de prueba.\nEste permiso podrá ser anulado, en cualquier momento por causas de fuerza\nmayor o circunstancias extraordinarias si por necesidades del servicio fuera\npreciso contar con el interesado, previo aviso al mismo y con comunicación de\ntal anulación al Comité Intercentros. Únicamente, en caso excepcional, por\ncausas debidamente justificadas, podrá concederse el permiso de asuntos\npropios el día anterior o posterior a la libranza semanal.\u003C\u002Fp>\n\n\u003Cp>j)Todo el personal tendrá derecho a 6 días de permiso retribuido, a\ndisfrutar entre Navidad y Semana Santa. Su distribución será, sin posibilidad\nde cambio a periodo distinto, salvo acuerdo entre las partes, de la siguiente\nmanera:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Tres días en Navidad.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Tres días en Semana Santa. \u003C\u002Fp>\n\n\u003Cp>k)La persona trabajadora tendrá derecho a ausentarse del trabajo por causa\nde fuerza mayor cuando sea necesario por motivos familiares urgentes\nrelacionados con familiares o personas convivientes, en caso de enfermedad o\naccidente que hagan indispensable su presencia inmediata.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras tendrán derecho a que sean retribuidas las horas\nde ausencia por las causas previstas en el presente apartado equivalentes a\ncuatro días al año, conforme a lo establecido en convenio colectivo o, en su\ndefecto, en acuerdo entre la empresa y la representación legal de las personas\ntrabajadoras aportando las personas trabajadoras, en su caso, acreditación del\nmotivo de ausencia.\u003C\u002Fp>\n\n\u003Cp>l)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 del Estatuto de\nlos Trabajadores.\u003C\u002Fp>\n\n\u003Cp>m)Por el tiempo indispensable para la realización de actos preparatorios de\nla donación de órganos o tejidos siempre que deban tener lugar dentro de la\njornada de trabajo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Ch3 id=\"L881\">Artículo 31. Conciliación de la vida familiar y laboral.\u003C\u002Fh3>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>1.Reducción de la jornada por motivos familiares.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">A)En los supuestos de nacimiento, adopción guarda con fines de adopción o\nacogimiento, de acuerdo con el artículo 45.1.d) del Estatuto de los\nTrabajadores, para la lactancia del menor hasta que este cumpla nueve meses, el\npersonal de Uniprex tendrá derecho a una hora de ausencia del trabajo, que\npodrán dividir en dos fracciones. La duración del permiso se incrementará\nproporcionalmente en los casos de\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv> parto, adopción, guarda con fines de\nadopción o acogimiento múltiples. Quien ejerza este derecho, por su voluntad,\npodrá sustituirlo por una reducción de su jornada en una hora con la misma\nfinalidad o acumularlo en 15 días laborables pudiéndose descontar el exceso\ndisfrutado en caso de no generarse el derecho por disfrute de otras situaciones\ndurante los primeros 9 meses del menor. La reducción de jornada contemplada en\neste apartado constituye un derecho individual de las personas trabajadoras sin\nque pueda transferirse su ejercicio a la otra persona progenitora, adoptante,\nguardadora o acogedora. No obstante, si dos personas trabajadoras de la misma\nempresa ejercen este derecho por el mismo sujeto causante, podrá limitarse su\nejercicio simultáneo por razones fundadas y objetivas de funcionamiento de la\nempresa, debidamente motivadas por escrito, debiendo en tal caso la empresa\nofrecer un plan alternativo que asegure el disfrute de ambas personas\ntrabajadoras y que posibilite el ejercicio de los derechos de conciliación.\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Cuando ambas personas progenitoras, adoptantes, guardadoras o acogedoras\nejerzan este derecho con la misma duración y régimen, el periodo de disfrute\npodrá extenderse hasta que el lactante cumpla doce meses, con reducción\nproporcional del salario a partir del cumplimiento de los nueve meses.\u003C\u002Fp>\n\n\u003Cp>B)Quien por razones de guarda legal tenga a su cuidado directo algún menor\nde doce años o una persona con discapacidad que no desempeñe una actividad\nretribuida, tendrá derecho a una reducción de la jornada de trabajo, con la\ndisminución proporcional del salario entre, un octavo y un máximo de la mitad\nde la duración de aquella.\u003C\u002Fp>\n\n\u003Cp>Tendrá el mismo derecho quien precise encargarse del cuidado directo del\ncónyuge o pareja de hecho, o un familiar hasta el segundo grado de\nconsanguinidad o afinidad, incluido el familiar consanguíneo de la pareja de\nhecho, que por razones de edad, accidente o enfermedad no pueda valerse por sí\nmismo, y que no desempeñe actividad retribuida.\u003C\u002Fp>\n\n\u003Cp>Las reducciones de jornada contempladas en este apartado constituyen un\nderecho individual de los trabajadores, hombres o mujeres. No obstante, si dos\no más trabajadores de la misma empresa generasen este derecho por el mismo\nsujeto causante, el empresario podrá limitar su ejercicio simultáneo por\nrazones fundadas y objetivas de funcionamiento de la empresa, debidamente\nmotivadas por escrito, debiendo en tal caso la empresa ofrecer un plan\nalternativo que asegure el disfrute de ambas personas trabajadoras y que\nposibilite el ejercicio de los derechos de conciliación.\u003C\u002Fp>\n\n\u003Cp>En el ejercicio de este derecho se tendrá en cuenta el fomento de la\ncorresponsabilidad entre mujeres y hombres y, asimismo, evitar la perpetuación\nde roles y estereotipos de género.\u003C\u002Fp>\n\n\u003Cp>La concreción horaria y la determinación del periodo de disfrute del\npermiso de lactancia y de la reducción de jornada, previstos en los apartados\nA y B de este artículo, corresponderá al trabajador, dentro de su jornada\nordinaria. El trabajador deberá preavisar al empresario, al menos, con siete\ndías de antelación la fecha de inicio de dicha reducción, así como\npreavisar con siete días de antelación, la fecha en que se reincorporará a\nsu jornada ordinaria.\u003C\u002Fp>\n\n\u003Cp>2.Excedencia por cuidado familiares.\u003C\u002Fp>\n\n\u003Cp>Los trabajadores tendrán derecho a un periodo de excedencia de duración no\nsuperior a tres años para atender al cuidado de cada hijo, tanto cuando lo sea\npor naturaleza, como por adopción, o en los supuestos de guarda con fines de\nadopción o acogimiento permanente, a contar desde la fecha de nacimiento o, en\nsu caso, de la resolución judicial o administrativa.\u003C\u002Fp>\n\n\u003Cp>Quien ejerza este derecho deberá preavisar al empresario, al menos, con\nsiete días de antelación la fecha de inicio de dicha excedencia.\u003C\u002Fp>\n\n\u003Cp>También tendrán derecho a un periodo de excedencia, de duración no\nsuperior a tres años, el personal que necesite atender al cuidado de un\nfamiliar, hasta el segundo grado de consanguinidad o afinidad, que por razones\nde edad, accidente o enfermedad no pueda valerse por sí mismo, y no desempeñe\nactividad retribuida.\u003C\u002Fp>\n\n\u003Cp>La excedencia contemplada en el presente apartado constituye un derecho\nindividual de las personas trabajadoras, hombres o mujeres. No obstante, si dos\no más miembros de la misma empresa generasen este derecho por el mismo sujeto\ncausante y, se pretendiera ejercer este derecho por los mismos de forma\nsimultánea, la Empresa sólo por razones justificadas de funcionamiento de la\nmisma podrá limitar el ejercicio del derecho, planteando antes tal\ncircunstancia en la Comisión Mixta Paritaria que analizará las posibles\nsoluciones a la situación antes de que la Empresa proceda a limitar el\nejercicio del mencionado derecho.\u003C\u002Fp>\n\n\u003Cp>Cuando un nuevo sujeto causante diera derecho a un nuevo periodo de\nexcedencia, el inicio de la misma dará fin al que, en su caso, se viniera\ndisfrutando.\u003C\u002Fp>\n\n\u003Cp>El periodo en que el trabajador permanezca en situación de excedencia\nconforme a lo establecido en este artículo será computable a efectos de\nantigüedad y se tendrá derecho a la asistencia a cursos de formación\nprofesional, a cuya participación deberá ser convocada la persona trabajadora\npor el empresario, especialmente con ocasión de su reincorporación. Durante\nel primer año tendrá derecho a la reserva de su puesto de trabajo.\nTranscurrido dicho plazo, la reincorporación se verificará, en cuanto se\nproduzca una vacante en un puesto de trabajo del mismo nivel, familia y grupo\nprofesional, pudiendo por una sola vez rechazarse el puesto con el fin de\naguardar en el plazo de 6 meses máximo a que se produzca una vacante en la\nmisma localidad, o localidades cercanas. Pasado ese plazo, deberá cubrirse de\nacuerdo a lo establecido legalmente en un puesto de su mismo nivel, familia y\ngrupo que se verifique.\u003C\u002Fp>\n\n\u003Cp>No obstante, cuando la persona trabajadora forme parte de una familia que\ntenga reconocida la condición de familia numerosa, la reserva de su puesto de\ntrabajo se extenderá hasta un máximo de quince meses cuando se trate de una\nfamilia numerosa \u003C\u002Fp>\n\n\u003Cp>de categoría general, y hasta un máximo de dieciocho meses si se trata de\ncategoría especial. Cuando la persona ejerza este derecho con la misma\nduración y régimen que el otro progenitor, la reserva de puesto de trabajo se\nextenderá hasta un máximo de dieciocho meses.\u003C\u002Fp>\n\n\u003Cp>En el ejercicio de este derecho se tendrá en cuenta el fomento de la\ncorresponsabilidad entre mujeres y hombres y, asimismo, evitar la perpetuación\nde roles y estereotipos de género.\u003C\u002Fp>\n\n\u003Cp>3.Suspensión del contrato por nacimiento, adopción o acogimiento.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>1.El nacimiento, que comprende el parto y el cuidado de menor, suspenderá\nel contrato de trabajo de la madre biológica y el del progenitor distinto de\nla madre biológica durante diecinueve semanas.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>En el supuesto de monoparentalidad, por existir una única persona\nprogenitora, el periodo de suspensión será de treinta y dos semanas.\u003C\u002Fp>\n\n\u003Cp>En los casos de parto prematuro y en aquellos en que, por cualquier otra\ncausa, el neonato deba permanecer hospitalizado a continuación del parto, el\nperiodo de suspensión podrá computarse, a instancia de la madre biológica o\ndel otro progenitor, a partir de la fecha del alta hospitalaria. Se excluyen de\ndicho cómputo las seis semanas posteriores al parto, de suspensión\nobligatoria del contrato de la madre biológica.\u003C\u002Fp>\n\n\u003Cp>En los casos de parto prematuro con falta de peso y en aquellos otros en que\nel neonato precise, por alguna condición clínica, hospitalización a\ncontinuación del parto, por un periodo superior a siete días, el periodo de\nsuspensión se ampliará en tantos días como el nacido se encuentre\nhospitalizado, con un máximo de trece semanas adicionales, y en los términos\nen que reglamentariamente se desarrolle.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de fallecimiento del hijo o hija, el periodo de suspensión\nno se verá reducido, salvo que, una vez finalizadas las seis semanas de\ndescanso obligatorio, se solicite la reincorporación al puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>En caso de fallecimiento de uno de los progenitores, el otro progenitor\npodrá hacer uso de la totalidad o, en su caso, de la parte que reste de\npermiso.\u003C\u002Fp>\n\n\u003Cp>La suspensión del contrato de cada uno de los progenitores por el cuidado\nde menor se distribuye de la siguiente manera:\u003C\u002Fp>\n\n\u003Cp>a)Seis semanas ininterrumpidas inmediatamente posteriores al parto serán\nobligatorias y habrán de disfrutarse a jornada completa.\u003C\u002Fp>\n\n\u003Cp>b)Once semanas, veintidós en el caso de monoparentalidad, que podrán\ndistribuirse a voluntad de la persona trabajadora, en períodos semanales a\ndisfrutar de forma acumulada o interrumpida y ejercitarse desde la\nfinalización de la suspensión obligatoria posterior al parto hasta que el\nhijo o la hija cumpla doce meses. No obstante, la madre biológica podrá\nanticipar su ejercicio hasta cuatro semanas antes de la fecha previsible del\nparto.\u003C\u002Fp>\n\n\u003Cp>c)Dos semanas, cuatro en el caso de monoparentalidad, para el cuidado del\nmenor que podrán distribuirse a voluntad de la persona trabajadora, en\nperíodos semanales de forma acumulada o interrumpida hasta que el hijo o la\nhija cumpla los ocho años.\u003C\u002Fp>\n\n\u003Cp>Este derecho es individual de la persona trabajadora sin que pueda\ntransferirse su ejercicio al otro progenitor.\u003C\u002Fp>\n\n\u003Cp>Las suspensiones previstas en las letras b) y c) podrán disfrutarse en\nrégimen de jornada completa o de jornada parcial, previo acuerdo entre la\nempresa y la persona trabajadora, y conforme se determine\nreglamentariamente.\u003C\u002Fp>\n\n\u003Cp>La persona trabajadora deberá comunicar a la empresa, con una antelación\nmínima de quince días, el ejercicio de este derecho. Cuando los dos\nprogenitores que ejerzan este derecho trabajen para la misma empresa, la\ndirección empresarial podrá limitar su ejercicio simultáneo por razones\nfundadas y objetivas, debidamente motivadas por escrito.\u003C\u002Fp>\n\n\u003Cp>A efectos de lo dispuesto en este apartado, el término de madre biológica\nincluye también a las personas trans gestantes.\u003C\u002Fp>\n\n\u003Cp>2.En los supuestos de adopción, de guarda con fines de adopción y de\nacogimiento, la suspensión tendrá una duración de diecinueve semanas para\ncada adoptante, guardador o acogedor.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de monoparentalidad, por existir una única persona\nadoptante, guardadora con fines de adopción o acogedora, el periodo de\nsuspensión será de treinta y dos semanas.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de fallecimiento del menor, el periodo de suspensión no se\nverá reducido, salvo que, una vez finalizadas las seis semanas de descanso\nobligatorio, se solicite la reincorporación al puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>En caso de fallecimiento de una de las personas adoptantes, guardadoras con\nfines de adopción o acogedoras, la otra persona podrá hacer uso de la\ntotalidad o, en su caso, de la parte que reste de permiso.\u003C\u002Fp>\n\n\u003Cp>La suspensión del contrato de cada persona adoptante, guardador o acogedora\npor el cuidado de menor se distribuye de la siguiente manera:\u003C\u002Fp>\n\n\u003Cp>a)Seis semanas deberán disfrutarse a jornada completa de forma obligatoria\ne ininterrumpida, inmediatamente después de la resolución judicial por la que\nse constituye la adopción o bien de la decisión administrativa de guarda con\nfines de adopción o de acogimiento.\u003C\u002Fp>\n\n\u003Cp>b)Once semanas, veintidós en el caso de monoparentalidad, que podrán\ndistribuirse, a voluntad de la persona trabajadora, en períodos semanales a\ndisfrutar de forma acumulada o interrumpida y ejercitarse dentro de los doce\nmeses siguientes a la resolución judicial por la que se constituya la\nadopción o bien a la decisión administrativa de guarda con fines de adopción\no de acogimiento.\u003C\u002Fp>\n\n\u003Cp>c)Dos semanas, cuatro en el caso de monoparentalidad, para el cuidado del\nmenor que podrán distribuirse, a voluntad de la persona trabajadora, en\nperíodos semanales de forma acumulada o interrumpida hasta que el menor cumpla\nlos ocho años.\u003C\u002Fp>\n\n\u003Cp>En ningún caso un mismo menor dará derecho a varios periodos de\nsuspensión en la misma persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>En los supuestos de adopción internacional, cuando sea necesario el\ndesplazamiento previo de los progenitores al país de origen del adoptado, el\nperiodo de suspensión previsto para cada caso en este apartado podrá\niniciarse hasta cuatro semanas antes de la resolución por la que se constituye\nla adopción.\u003C\u002Fp>\n\n\u003Cp>Este derecho es individual de la persona trabajadora sin que pueda\ntransferirse su ejercicio al otro adoptante, guardador con fines de adopción o\nacogedor.\u003C\u002Fp>\n\n\u003Cp>Las suspensiones previstas en las letras b) y c) podrán disfrutarse en\nrégimen de jornada completa o de jornada parcial, previo acuerdo entre la\nempresa y la persona trabajadora, y conforme se determine\nreglamentariamente.\u003C\u002Fp>\n\n\u003Cp>La persona trabajadora deberá comunicar a la empresa, con una antelación\nmínima de quince días, Cuando los dos adoptantes, guardadores o acogedores\nque ejerzan este derecho trabajen para la misma empresa, la dirección\nempresarial podrá limitar su ejercicio simultáneo por razones fundadas y\nobjetivas, debidamente motivadas por escrito.\u003C\u002Fp>\n\n\u003Cp>3.La regulación introducida por los apartados 1 y 2, modificados por los\nartículos 48.4 y 5 del Estatuto de los Trabajadores, respecto de la adición\nde las dos semanas, cuatro en el caso de monoparentalidad, de suspensión del\ncontrato de trabajo o del permiso por nacimiento y cuidado de menor que se\npueden disfrutar hasta que el menor cumpla los ocho años de edad, será de\naplicación a los hechos causantes producidos a partir del 2 de agosto de\n2024.\u003C\u002Fp>\n\n\u003Cp>El disfrute de dichas semanas de suspensión de contrato de trabajo o del\npermiso por nacimiento y cuidado de menor, así como la prestación económica\ncorrespondiente, podrá solicitarse a partir del 1 de enero de 2026 y no\nrequerirá un nuevo reconocimiento del derecho, siendo de aplicación la\nnormativa reguladora del disfrute del periodo de descanso voluntario por\nnacimiento y cuidado de menor. \u003C\u002Fp>\n\n\u003Cp>4.En el supuesto de discapacidad del hijo o hija en el nacimiento,\nadopción, en situación de guarda con fines de adopción o de acogimiento, la\nsuspensión del contrato a que se refieren los apartados 4 y 5 tendrá una\nduración adicional de dos semanas, una para cada una de las personas\nprogenitoras. Igual ampliación procederá en el supuesto de nacimiento,\nadopción, guarda con fines de adopción o acogimiento múltiple por cada hijo\no hija distinta del primero. En caso de haber una única persona progenitora,\nesta podrá disfrutar de las ampliaciones completas previstas en este apartado\npara el caso de familias con dos personas progenitoras.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">5.En el supuesto de riesgo durante el embarazo o de riesgo durante la\nlactancia natural, en los términos previstos en el artículo 26 de la Ley\n31\u002F1995, de 8 de noviembre, de Prevención de Riesgos Laborales, la suspensión\ndel contrato finalizará el día en que se inicie la suspensión del contrato\npor parto o el lactante cumpla nueve meses, respectivamente, o, en ambos casos,\ncuando desaparezca la imposibilidad de la trabajadora de reincorporarse a su\npuesto anterior o a otro compatible con su estado.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-riskassessment\">\u003Cp>A)En el caso de que se den por exposición de las trabajadoras en situación\nde embarazo o parto reciente o agentes, procedimientos o condiciones de trabajo\nque puedan influir negativamente en su salud o en la del feto, en cualquier\nactividad susceptible de presentar un riesgo específico que revelase un riesgo\npara la seguridad y la salud o una posible repercusión sobre el embarazo o la\nlactancia de las citadas trabajadoras, el empresario adoptará las medidas\nnecesarias para evitar la exposición a dicho riesgo, a través de una\nadaptación de las condiciones o del tiempo de trabajo de la trabajadora\nafectada. Dichas medidas incluirán, cuando resulte necesario, la no\nrealización de trabajo nocturno o de trabajo a turnos.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\">\u003Cp>B)Cuando la adaptación de las condiciones o del tiempo de trabajo no\nresulte posible o, a pesar de tal adaptación, las condiciones de un puesto de\ntrabajo pudieran influir negativamente en la salud de la trabajadora embarazada\no del feto, y así lo certifiquen los Servicios Médicos del Instituto Nacional\nde la Seguridad Social o de las Mutuas, con el informe del médico del Servicio\nNacional de la Salud que asista facultativamente a la trabajadora, ésta\ndeberá desempeñar un puesto de trabajo o función diferente y compatible con\nsu estado. El empresario deberá determinar, previa consulta con los\nrepresentantes de los trabajadores, la relación de los puestos de trabajo\nexentos de riesgo a estos efectos.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">El cambio de puesto o función se llevará a cabo de conformidad con las\nreglas y criterios que se apliquen en los supuestos de movilidad funcional y\ntendrá efectos hasta el momento en que el estado de salud de la trabajadora\npermita su reincorporación al anterior puesto.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En el supuesto de que, aun aplicando las reglas señaladas en el párrafo\nanterior, no existiese puesto de trabajo o función compatible, la trabajadora\npodrá ser destinada a un puesto no correspondiente a su nivel, familia y grupo\nprofesional, si bien conservará el derecho al conjunto de retribuciones de su\npuesto de origen.\u003C\u002Fp>\n\n\u003Cp>C)Si dicho cambio de puesto no resultara técnica u objetivamente posible, o\nno pueda razonablemente exigirse por motivos justificados, podrá declararse el\npaso de la trabajadora afectada a la situación de suspensión del contrato por\nriesgo durante el embarazo, contemplada en el artículo 45.1.e) del Estatuto de\nlos Trabajadores, durante el periodo necesario para la protección de su\nseguridad o de su salud y mientras persista la imposibilidad de reincorporarse\na su puesto anterior o a otro puesto compatible con su estado.\u003C\u002Fp>\n\n\u003Cp>D)Lo dispuesto en los apartados A) y B) de este apartado será también de\naplicación durante el período de lactancia natural, si las condiciones de\ntrabajo pudieran influir negativamente en la salud de la mujer o del hijo y\nasí lo certifiquen los Servicios Médicos del Instituto Nacional de la\nSeguridad Social o de las Mutuas, en función de la Entidad con la que se tenga\nconcertada la cobertura de los riesgos profesionales, con el informe del\nmédico del Servicio Nacional de Salud que asista facultativamente a la\ntrabajadora o a su hijo. Podrá, asimismo, declararse el pase de la trabajadora\nafectada a la situación de suspensión del contrato por riesgo durante la\nlactancia natural de hijos menores de nueve meses contemplada en el artículo\n45.1.d) del Estatuto de los Trabajadores, si se dan las circunstancias\nprevistas en el artículo 26.3 de la Ley de Prevención de Riesgos\nLaborales.\u003C\u002Fp>\n\n\u003Cp>E)En el supuesto previsto en el artículo 45.1.n) del Estatuto de los\nTrabajadores, el periodo de suspensión tendrá una duración inicial que no\npodrá exceder de seis meses, salvo que de las actuaciones de tutela judicial\nresultase que la efectividad del derecho de protección de la víctima\nrequiriese la continuidad de la suspensión. En este caso, el juez podrá\nprorrogar la suspensión por periodos de tres meses, con un máximo de\ndieciocho meses.\u003C\u002Fp>\n\n\u003Cp>Los trabajadores se beneficiarán de cualquier mejora en las condiciones de\ntrabajo a la que hubieran podido tener derecho durante la suspensión del\ncontrato en los supuestos a que se refieren los apartados 4 a 8 del artículo\n48 del Estatuto de los Trabajadores.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1003\">Artículo 32. Excedencias.\u003C\u002Fh3>\n\n\u003Cp>1.Excedencia forzosa. Dará lugar a la situación de excedencia forzosa la\ndesignación o elección para un cargo público, que imposibilite la asistencia\nal trabajo, así como cualquier otra causa legal de excedencia forzosa cuyos\nefectos se asimilen a la excedencia regulada en el apartado 1 del artículo 46\ndel Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>La persona trabajadora permanecerá en esta situación mientras desempeñe\nel cargo que la determine, o persista la causa por la que se le concedió la\nexcedencia forzosa, y tendrá derecho a reingresar al servicio activo ocupando\nplaza de su nivel, familia y grupo profesional y a que se le compute el tiempo\nde excedencia a efectos de antigüedad. La solicitud de reincorporación al\nservicio deberá efectuarse dentro del mes siguiente de haber cesado en el\ncargo o de haber desaparecido las citadas causas.\u003C\u002Fp>\n\n\u003Cp>La no solicitud o la no reincorporación tras la misma por causas no\nimputables a la Empresa producirán la baja en la misma.\u003C\u002Fp>\n\n\u003Cp>2.Excedencia voluntaria. Las personas trabajadoras, con al menos una\nantigüedad en la Empresa no inferior a un año, tienen derecho a que se le\nreconozca la posibilidad de situarse en excedencia voluntaria por un plazo no\nmenor a cuatro meses y no mayor a cinco años. Este derecho solo podrá ser\nejercitado otra vez por la misma persona si ha transcurrido cuatro años desde\nel final de la anterior excedencia.\u003C\u002Fp>\n\n\u003Cp>Dicha excedencia habrá de solicitarse con un preaviso mínimo de siete\ndías.\u003C\u002Fp>\n\n\u003Cp>No se concederá excedencia voluntaria a quienes en el momento de\nsolicitarla estuviesen pendientes del cumplimiento de una sanción derivada de\nla comisión de falta grave o muy grave o sometida a expediente disciplinario\npor supuestas infracciones de la misma índole.\u003C\u002Fp>\n\n\u003Cp>Con excepción del personal de la Familia Administrativa y Servicios y, todo\nel personal adscrito al Grupo III del convenio, la situación de excedencia\nvoluntaria no podrá ser utilizada para prestar servicios laborales o\nprofesionales en cualquier otro medio de radiodifusión público o privado,\ndentro del territorio nacional, salvo autorización expresa de la Dirección de\nla Empresa. Caso de no respetar lo estipulado, se entenderá que la persona\ntrabajadora rescinde voluntariamente su contrato de trabajo y pierde todos sus\nderechos.\u003C\u002Fp>\n\n\u003Cp>No se computará el tiempo que se permanezca en esta situación a efectos de\nantigüedad.\u003C\u002Fp>\n\n\u003Cp>Se perderá el derecho a reingresar si no se solicita dicho reingreso un mes\nantes de expirar el plazo por el cual se concedió la excedencia.\u003C\u002Fp>\n\n\u003Cp>En los supuestos de excedencia voluntaria quien solicite el reingreso\ntendrá derecho a reincorporarse a su centro de trabajo original siempre que\nexista vacante de su familia y grupo profesional en el mismo. En el caso de no\nexistir vacante en su centro de trabajo de origen, la empresa pondrá en\nconocimiento de la persona trabajadora las vacantes más próximas a su centro\nde trabajo de origen. \u003C\u002Fp>\n\n\u003Cp>3.Las personas trabajadoras que ejerzan funciones sindicales de ámbito\nprovincial o superior, siempre que así sea justificado por los órganos\nprovinciales o superiores, y mientras dure el ejercicio de su cargo, tendrán\nderecho a obtener excedencia especial, así como a los beneficios regulados\npara la excedencia forzosa.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1029\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">CAPÍTULO IX Retribuciones\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Ch3 id=\"L1031\">Artículo 33. Disposiciones generales sobre retribuciones.\u003C\u002Fh3>\n\n\u003Cp>Las retribuciones del personal a que afecta este convenio estarán\nconstituidas por el salario base, pluses y complementos que correspondan.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>A)Retribución fija:\u003C\u002Fp>\n\n\u003Cp>Año 2025: para el año 2025 se fija un incremento salarial de aplicable a\ntodos los conceptos retributivos, incluido el plus transporte, conforme a los\nsiguientes tramos de salario bruto anual:\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>Tramo salarial bruto Anual\u003C\u002Ftd>\n \u003Ctd>Incremento Aplicable — Porcentaje\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Hasta 25.000\u003C\u002Ftd>\n \u003Ctd>4\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Entre 25.001 y 30.000\u003C\u002Ftd>\n \u003Ctd>3,50\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Más de 30.000\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Se aplicará el 3 % del incremento a todos los conceptos (Salario Base,\nPluses y Complementos, incluido el Plus Transporte) y el exceso de cada tramo\nque supere el 3 % se aplicará en el complemento nómina.\u003C\u002Fp>\n\n\u003Cp>Este incremento será de aplicación con efectos de 1 de enero de 2025.\u003C\u002Fp>\n\n\u003Cp>Se adjunta como anexo I la Tabla de salario base para 2025.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>Año 2026: para el año 2026 se fija un incremento salarial del 2,8 % que\nserá de aplicación sobre todos los conceptos retributivos, incluido el plus\ntransporte.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Se adjunta como anexo I la Tabla de salario base para 2026.\u003C\u002Fp>\n\n\u003Cp>B)Retribución variable:\u003C\u002Fp>\n\n\u003Cp>Año 2025: se establece una retribución variable de un 1 % en caso de\nsuperar el EBITDA presupuestado en Uniprex en 500.000 euros o del 2 % si se\nsupera en 1 millón de euros. Para ello, la empresa comunicará al Comité\ncuál es el presupuesto acordado para 2025 cuando se tenga constancia de ello.\nEsta retribución se aplicará sobre el salario base y el complemento ad\npersonam y será abonado en un único pago. El 20 % del importe correspondiente\nse consolidará sobre el salario base y el complemento Ad Personam con efectos\ndesde el 1 de enero de 2026.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCEONLY_trigger\">\u003Cp>Año 2026: se establece una retribución variable de un 1 % en caso de\nsuperar el EBITDA presupuestado en Uniprex en 500.000 euros o del 2 % si se\nsupera en 1 millón de euros. Para ello, la empresa comunicará al Comité\ncuál es el presupuesto acordado para 2026 cuando se tenga constancia de ello.\nEsta retribución se aplicará sobre el salario base y el complemento ad\npersonam y será abonado en un único pago. El 20 % del importe correspondiente\nse consolidará sobre el salario base y el complemento Ad Personam con efectos\ndesde el 1 de enero de 2027.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>C)Compensación y Absorción:\u003C\u002Fp>\n\n\u003Cp>Durante la vigencia del presente convenio colectivo, los incrementos\nsalariales señalados en los párrafos anteriores no podrán ser compensados y\nabsorbidos de los complementos de coordinación de tareas, plus de\nresponsabilidad, complemento de nómina, plus de libre disposición y plus de\npolivalencia.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1069\">Artículo 34. Plus de Transporte.\u003C\u002Fh3>\n\n\u003Cp>Se establece con carácter general un plus de transporte mensual a percibir\ndurante 11 meses al año con los importes establecidos en el anexo II.\u003C\u002Fp>\n\n\u003Cp>El pago de este plus se efectuará cada uno de los meses que van de enero a\njulio y de septiembre a diciembre del correspondiente año en curso,\nentendiéndose como tal plus de transporte a la compensación por\ndesplazamiento habitual del personal desde su domicilio al centro de trabajo y\nviceversa.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1075\">Artículo 35. Complementos.\u003C\u002Fh3>\n\n\u003Cp>Los Complementos Salariales habrán de quedar incluidos en alguna de las\nsiguientes modalidades:\u003C\u002Fp>\n\n\u003Cp>1.Plus de coordinación de tareas. Quien, a solicitud de la Dirección,\ncoordine a un equipo de personas de manera eventual (sin tener por su grupo\nprofesional la obligación de realizar tareas de coordinación de un equipo de\npersonas) percibirá la cantidad mínima establecida en el anexo II. Dicho plus\nes de puesto de trabajo y dejará de percibirse en el momento en que cesen las\ntareas por las que se satisfacía el mismo, o en el momento en que el\ntrabajador\u002Fa haya consolidado un nivel retributivo superior, dentro del cual\nquede integrada dicha actividad de coordinación sin que en tales casos pueda\nsufrir una merma económica derivada del ascenso de nivel.\u003C\u002Fp>\n\n\u003Cp>2.Plus de Responsabilidad. Es el complemento de trabajo que podrá la\nEmpresa asignar a aquellas personas por asumir la dirección de un área de\nservicio concreto en la Empresa, o prestar sus servicios en un programa o\ndepartamento que por sus características (audiencia, complejidad, intensidad)\nsupongan una especial responsabilidad, con independencia del grupo profesional\nde quien lo ocupe. La cantidad mínima a satisfacer por la Empresa por este\nconcepto será la establecida en el anexo II. Por encima de esta cantidad\ncorresponde a la Dirección de la Empresa establecer discrecionalmente la\ncantidad que, en concreto, se satisfaga a la persona trabajadora por este\nconcepto, cantidad que tendrá una vigencia mínima de un año, salvo\nextinción anterior del contrato. Este complemento es de índole funcional y su\npercepción, en la cantidad mínima pactada, depende exclusivamente del\nejercicio de la actividad profesional en el puesto de trabajo asignado, por lo\nque no tendrá carácter consolidable y dejará de percibirse en el momento en\nque cesen las tareas por las que se satisfacía el mismo, o en el momento en\nque se consolide un nivel retributivo superior, dentro del cual quede integrada\ndicha actividad de responsabilidad, sin que en tales casos pueda sufrir la\npersona trabajadora una merma económica derivada del ascenso de nivel.\u003C\u002Fp>\n\n\u003Cp>3.Plus de realización y grabación:\u003C\u002Fp>\n\n\u003Cp>A)Contenido publicitario grabado: De las cantidades cobradas al cliente en\nconcepto de producción y realización, la empresa abonará a quienes\nintervengan (locutores, técnicos, etc.) en la grabación de cuñas,\nmicroprogramas, programas publicitarios o pódcast, la cantidad que las partes\npacten, que en ningún caso será superior al 75 % de la cantidad cobrada al\ncliente por estos conceptos. Queda excluido de este apartado el personal\nadscrito al estudio de producción de servicios centrales.\u003C\u002Fp>\n\n\u003Cp>B)Por la publicidad en directo, tales como menciones publicitarias,\nmicroprogramas o programas publicitarios, que requieran una labor previa de\nproducción y realización, la empresa abonará a quienes intervengan\n(locutores, técnicos, etc.) en dicha producción y realización, hasta un\nmáximo del 75 % de las cantidades cobradas al cliente por dichos conceptos.\u003C\u002Fp>\n\n\u003Cp>C)En las campañas publicitarias realizadas en directo, en las que el\ncliente requiera de forma expresa la intervención personal de un trabajador\nconcreto y por lo tanto ello suponga cierto grado de implicación a la hora de\nla realización publicitaria en directo, la empresa abonará a quienes\nintervengan (locutores, técnicos, etc.) hasta un máximo del 75 % de las\ncantidades cobradas al cliente por los conceptos de producción y\nrealización.\u003C\u002Fp>\n\n\u003Cp>Este plus será aplicable para la publicidad local y regional quedando\nexcluida la de cadena.\u003C\u002Fp>\n\n\u003Cp>4.Plus de idiomas. Aquellas personas que conozcan un idioma extranjero con\nel nivel suficiente como para poder utilizarlo con fluidez en su trabajo\npercibirán la cantidad establecida en el anexo II, siempre que dicho idioma\nsea un elemento indispensable en su labor y que sea realmente utilizado.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">5.Plus de peligrosidad. Aquellas personas adscritas al Departamento Técnico\nque realicen habitualmente tareas que entrañen un riesgo para su integridad\nfísica percibirán un plus de peligrosidad por un importe equivalente al 20 %\nde su salario base.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Este plus no supone, en modo alguno, que la Empresa haga dejación de sus\nobligaciones en materia de seguridad e higiene en el trabajo ni que el personal\ndeje de prestar la diligencia y precaución exigidas en el mismo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>6.Plus de nocturnidad. Las horas de la jornada de trabajo realizadas en\nhorario nocturno (de 22:00 a 06:00 horas), serán abonadas con un incremento\ndel 25 % respecto de la hora ordinaria según el salario base de quien realice\nla nocturnidad, salvo en caso de contratación específica para este\nhorario.\u003C\u002Fp>\n\n\u003Cp>No obstante lo anterior, quienes realicen el 75 % o más de su jornada en\nhorario nocturno (de 22:00 a 06:00 horas) percibirán, además del citado\nincremento del 25 % respecto a la hora ordinaria según salario base, la\ncantidad bruta establecida en el anexo II, o la cuantía proporcional de esta\ncantidad según el número de jornadas nocturnas trabajadas en la mensualidad\ncorrespondiente. En todo caso esta cantidad se podrá compensar y absorber de\ncualquier otro plus de carácter funcional que recompense la necesidad de\ntrabajar en horario nocturno.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-SENIOR_trigger\">\u003Cp>7.Complemento Ad Personam. Es un complemento personal derivado del extinto\n«complemento personal de antigüedad».\u003C\u002Fp>\n\n\u003Cp>Las cantidades percibidas en este complemento tendrán el mismo tratamiento\nque el salario base y experimentarán idénticos incrementos salariales que los\nque en cada caso se pacten en las tablas salariales. Este complemento Ad\nPersonam, así como sus futuros incrementos, no podrá ser objeto de\ncompensación y absorción bajo ningún concepto.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>8.Complemento nómina. Se entiende por dicho complemento la cantidad y\ncalidad de los trabajos desarrollados durante la jornada laboral. Dicho\ncomplemento no condiciona una prolongación de jornada. La naturaleza de este\ncomplemento es de carácter no funcional.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cp>9.Plus de libre disposición. Complemento asignado a aquellas personas que,\nen función de las necesidades del servicio y de forma justificada, tengan\nobligación de permanecer a las órdenes del Director de la Emisora fuera del\nturno de trabajo, con posibilidad de incorporarse al mismo si las necesidades\ndel servicio lo requieren y las circunstancias no lo impiden. Este complemento\ncompensa, tanto la libre disposición como las prolongaciones de jornada\nordinaria que pudieran producirse. En modo alguno este plus puede lesionar el\ndescanso irrenunciable de la persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>Los pluses que por este concepto o absorbidos por éste, no cubrirán más\nde 4 horas mensuales de prolongación de jornada, abonándose el resto, en su\ncaso como horas extraordinarias.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>La cuantía mínima de este plus será la establecida en el anexo II.\u003C\u002Fp>\n\n\u003Cp>10.Plus de Polivalencia. Atendiendo a las necesidades de algunas emisoras en\nlas que por sus circunstancias organizativas se producen supuestos de\npolivalencia y, no\u003C\u002Fp>\n\n\u003Cp>obstante lo dispuesto en el artículo 9 para movilidad funcional, la\nplantilla podrá percibir un plus de polivalencia si realiza de manera habitual\nlas tareas propias de una familia funcional distinta a la que esté adscrita\ncon carácter principal.\u003C\u002Fp>\n\n\u003Cp>Este plus sustituirá a cualquier otro plus funcional que de hecho hubiera\nsido otorgado por la razón de compensar precisamente la polivalencia que ahora\ncubre este nuevo complemento. En tal caso, se garantiza que el nuevo plus de\nPolivalencia no podrá ser inferior al importe que de hecho se venía\npercibiendo en el plus funcional al que en su caso sustituye.\u003C\u002Fp>\n\n\u003Cp>El importe mínimo de este será el establecido en el anexo II.\u003C\u002Fp>\n\n\u003Cp>11.Plus de Navidad (25 de diciembre) y Año Nuevo (1 de enero). Quienes\nrealicen su jornada íntegramente entre las 21:00 h. del 24 de diciembre y las\n24:00 h. de 25 de diciembre, o entre las 21:00 h. del 31 de diciembre y las\n24:00 h. del día 1 de enero percibirán la cantidad establecida en el anexo\nII. Las personas trabajadoras que tengan jornada entre los citados horarios\npercibirán la parte proporcional de dicho plus según el tiempo trabajado.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>12.Plus de sábado y\u002Fo domingo. Dadas las especiales características de la\nprestación del trabajo en los servicios centrales de la cadena en San\nSebastián de los Reyes (Madrid) y por la prestación de servicios para la\nprogramación de cadena nacional, se establece un plus por cada sábado y\u002Fo\ndomingo trabajado dentro de la jornada ordinaria semanal establecida de acuerdo\ncon los turnos de trabajo fijados semanalmente. El importe de dicho plus es la\ncantidad establecida en el anexo II.\u003C\u002Fp>\n\n\u003Cp>Este plus no será de aplicación en los siguientes casos:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Personal que preste servicios de forma\nextraordinaria fuera de su jornada habitual en sábado y\u002Fo domingo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Personal que fuere contratado específicamente\npara este horario o programación.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Personal que estuviera percibiendo complemento de\nnómina.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Personal que perciba plus de responsabilidad si\néste es mayor a 1,5 veces al importe mínimo anual.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Personal que tenga reconocido cualquier plus que\ncompense específicamente el trabajo en fin de semana.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Personal que tenga establecida una compensación\ncon descanso por trabajos en fin de semana, que como mínimo será de un día\nde libranza adherido al descanso semanal.\u003C\u002Fp>\n\n\u003Cp>Este plus entrará en vigor a partir del día 1 del mes siguiente a la firma\ndel presente convenio.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1145\">Artículo 36. Dietas y kilometraje.\u003C\u002Fh3>\n\n\u003Cp>Salvo acuerdo entre Empresa y plantilla, quien realice sus funciones fuera\nde la localidad de su centro de trabajo tendrá derecho a percibir las\nsiguientes dietas:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>a)Año 2025:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Nacional: 57 euros.\u003C\u002Fp>\n\n\u003Cp>Internacional: 105 euros.\u003C\u002Fp>\n\n\u003Cp>La Empresa sufragará los gastos originados por el traslado, hospedaje y\ndesayuno. No se podrá presentar ningún otro justificante por gastos de\nmanutención.\u003C\u002Fp>\n\n\u003Cp>Si el desplazamiento sólo ocupara media jornada, la dieta de manutención\nserá de 28,5 euros para nacional y 63 euros para internacional.\u003C\u002Fp>\n\n\u003Cp>Si se utiliza el vehículo propio para el desarrollo de los cometidos\nlaborales fuera del centro de trabajo, la persona trabajadora deberá someterse\na las formalidades de régimen interno de la Empresa a tal efecto, de modo que\nquede constancia expresa del consentimiento para el uso del mismo. El\nkilometraje será abonado a razón de 0,23 euros\u002FKm. \u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>b)Año 2026:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Nacional: 60 euros.\u003C\u002Fp>\n\n\u003Cp>Internacional: 120 euros.\u003C\u002Fp>\n\n\u003Cp>La Empresa sufragará los gastos originados por el traslado, hospedaje y\ndesayuno. No se podrá presentar ningún otro justificante por gastos de\nmanutención.\u003C\u002Fp>\n\n\u003Cp>Si el desplazamiento sólo ocupara media jornada, la dieta de manutención\nserá de 30 euros para nacional y 63 euros para internacional.\u003C\u002Fp>\n\n\u003Cp>Si se utiliza el vehículo propio para el desarrollo de los cometidos\nlaborales fuera del centro de trabajo, la persona trabajadora deberá someterse\na las formalidades de régimen interno de la Empresa a tal efecto, de modo que\nquede constancia expresa del consentimiento para el uso del mismo. El\nkilometraje será abonado a razón de 0,26 euros\u002FKm.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1173\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3 id=\"L1173\">Artículo 37. Gratificaciones Extraordinarias.\u003C\u002Fh3>\n\n\u003Cp>El número de pagas extraordinarias es de cuatro, siendo:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp style=\"margin-left:2em;\">-Dos pagas enteras: julio y diciembre.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp style=\"margin-left:2em;\">-Dos medias pagas: abril y octubre.\u003C\u002Fp>\n\n\u003Cp>La cuantía de cada paga extra vendrá determinada sólo por las\npercepciones mensuales fijas, siempre que se trate de complementos cuyo pago se\ndistribuya en quince mensualidades.\u003C\u002Fp>\n\n\u003Cp>El período de devengo de las pagas enteras es el siguiente:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Paga de julio: de 1 de enero a 30 de junio.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Paga de diciembre: de 1 de Julio a 31 de\ndiciembre.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">El abono de las pagas enteras será en la primera\nsemana del mes de julio y en la primera semana de diciembre,\nrespectivamente.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">El período de devengo de las medias pagas es el\nsiguiente:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Paga de abril: del 1 de octubre a 31 de marzo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Paga de octubre: de 1 de abril a 30 de\nseptiembre.\u003C\u002Fp>\n\n\u003Cp>El abono de las medias pagas será en la primera semana de los meses de\nabril y octubre.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2 id=\"L1201\">CAPÍTULO X Jornada y vacaciones\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1203\">Artículo 38. Jornada de trabajo.\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Año 2025:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Criterios generales\u003C\u002Fp>\n\n\u003Cp>Salvo lo establecido en el presente convenio para la jornada laboral semanal\nde verano y Navidad, con carácter general la jornada laboral semanal es de 37\nhoras, como máximo, para todo el personal sujeto a convenio.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>A)Jornada de invierno.\u003C\u002Fp>\n\n\u003Cp>1.Con carácter general, en la jornada partida de lunes a jueves y en la\ncontinua de los viernes, se establecen horarios flexibles en cada centro de\ntrabajo, siendo el margen horario de referencia para el cumplimiento de la\njornada:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">De 08.00 horas a 18.00 horas.\u003C\u002Fp>\n\n\u003Cp>Los horarios de trabajo podrán ser pactados en cada centro de trabajo en\nfunción de las necesidades de cada uno de ellos. En la jornada partida, por\nacuerdo entre empresa y persona trabajadora, el intervalo entre las dos partes\nde la jornada, podrá ser reducido desde el máximo de dos (2) horas a un\nmínimo de una (1) hora.\u003C\u002Fp>\n\n\u003Cp>Siempre que las necesidades del servicio lo permitan, durante la jornada de\ninvierno se podrá facilitar la realización de jornada continua en aquellas\nemisoras, programas o departamentos que lo permitan sin que se vea mermada la\norganización del servicio.\u003C\u002Fp>\n\n\u003Cp>2.Jornada continua de los viernes\u003C\u002Fp>\n\n\u003Cp>Siempre que las necesidades del servicio lo permitan, la empresa se\ncompromete a facilitar la jornada continua los viernes, que quedará\ncomprendida en el siguiente horario de referencia:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Viernes de 8:30 horas a 13.30 horas.\u003C\u002Fp>\n\n\u003Cp>La Empresa establecerá un sistema de guardias con el personal mínimo\nimprescindible que aseguren el funcionamiento de todos sus departamentos y\nemisoras en horario de tarde. A este fin se establecerán turnos de carácter\nrotativo en cada departamento y emisora. Dichas guardias no darán lugar a\nningún tipo de compensación por parte de la empresa a la persona\ntrabajadora.\u003C\u002Fp>\n\n\u003Cp>B)Jornada de verano.\u003C\u002Fp>\n\n\u003Cp>Se fija un horario de verano, de 35 horas semanales, para todas aquellas\npersonas que se puedan acoger al mismo sin alterar sustancialmente el\ndesempeño de su trabajo, tal y como sucede, en principio, con el personal de\nadministración, secretarías y personal técnico de alta frecuencia, sin\ndetrimento de cualquier otro departamento que pudiera acogerse a juicio de la\nempresa. Este horario de verano se fija desde el 1 de junio al 15 de\nseptiembre. Con carácter general, el horario de referencia será de 08.00\nhoras a 15.00 horas, de lunes a viernes, dejando siempre a expensas de las\nnecesidades del servicio puntuales, la incorporación a su anterior horario\nhasta finalizar la excepcionalidad del servicio.\u003C\u002Fp>\n\n\u003Cp>Durante el horario de verano, la Empresa establecerá un sistema de guardias\ncon el personal mínimo imprescindible que asegure el funcionamiento de todos\nsus departamentos y emisoras en horario de tarde. A este fin se establecerán\nturnos de carácter rotativo en cada departamento y emisora. Dichas guardias no\ndarán lugar a ningún tipo de compensación por parte de la empresa al\ntrabajador.\u003C\u002Fp>\n\n\u003Cp>Todo el personal que, por necesidades del servicio, durante los meses de\nverano, continúe con su jornada habitual será compensado con cuatro días de\ndescanso a disfrutar durante el tiempo que dure la mencionada jornada de\nverano.\u003C\u002Fp>\n\n\u003Cp>En ningún caso la jornada de 35 horas semanales podrá realizarse en\njornada partida.\u003C\u002Fp>\n\n\u003Cp>C)Jornada de Navidad.\u003C\u002Fp>\n\n\u003Cp>Se fija un horario de Navidad, de 35 horas semanales, para todas aquellas\npersonas que se puedan acoger al mismo sin alterar sustancialmente el\ndesempeño de su trabajo, tal y como sucede, en principio, con el personal de\nadministración, secretarías y personal técnico de alta frecuencia, sin\ndetrimento de cualquier otro departamento que pudiera acogerse a juicio de la\nempresa. Este horario de Navidad tendrá igualmente un horario \u003C\u002Fp>\n\n\u003Cp>de referencia que será de 08.00 horas a 15.00 horas, de lunes a viernes,\ndejando siempre a expensas de las necesidades del servicio puntuales, la\nincorporación a su anterior horario hasta finalizar la excepcionalidad del\nservicio.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>La duración de dicha jornada será de tres semanas estableciéndose dentro\ndel calendario anual siendo voluntad de las partes adecuarlo al Calendario\nEscolar en aras de la conciliación de la vida laboral y familiar.\u003C\u002Fp>\n\n\u003Cp>Durante el horario de Navidad, la Empresa establecerá un sistema de\nguardias con el personal mínimo imprescindible que asegure el funcionamiento\nde todos sus departamentos y emisoras en horario de tarde. A este fin se\nestablecerán turnos de carácter rotativo en cada departamento y emisora.\nDichas guardias no darán lugar a ningún tipo de compensación por parte de la\nempresa al trabajador.\u003C\u002Fp>\n\n\u003Cp>Todo el personal que, por necesidades del servicio, durante las citadas tres\nsemanas de Navidad, continúe con su jornada habitual será compensado con un\n(1) día de descanso a disfrutar durante el tiempo que dure la mencionada\njornada.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>\u003Cstrong>Año 2026:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Criterios generales\u003C\u002Fp>\n\n\u003Cp>La jornada laboral ordinaria para todo el personal incluido en el ámbito de\naplicación del presente convenio será, como máximo, de 35 horas\nsemanales.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>A)Jornada de Invierno.\u003C\u002Fp>\n\n\u003Cp>1.Con carácter general, en la jornada partida de lunes a jueves y en la\ncontinua de los viernes, se establecen horarios flexibles en cada centro de\ntrabajo, siendo el margen horario de referencia para el cumplimiento de la\njornada:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">De 08.00 horas a 18.00 horas.\u003C\u002Fp>\n\n\u003Cp>Los horarios de trabajo podrán ser pactados en cada centro de trabajo en\nfunción de las necesidades de cada uno de ellos. En la jornada partida, por\nacuerdo entre empresa y persona trabajadora, el intervalo entre las dos partes\nde la jornada, podrá ser reducido desde el máximo de dos (2) horas a un\nmínimo de una (1) hora.\u003C\u002Fp>\n\n\u003Cp>Siempre que las necesidades del servicio lo permitan, durante la jornada de\ninvierno se podrá facilitar la realización de jornada continua en aquellas\nemisoras, programas o departamentos que lo permitan sin que se vea mermada la\norganización del servicio.\u003C\u002Fp>\n\n\u003Cp>2.Jornada continua de los viernes: Siempre que las necesidades del servicio\nlo permitan, la empresa se compromete a facilitar la jornada continua los\nviernes, que quedará comprendida en el siguiente horario de referencia:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Viernes de 8:30 horas a 13.30 horas.\u003C\u002Fp>\n\n\u003Cp>La Empresa establecerá un sistema de turnos rotativos en cada departamento\ny emisora con el personal mínimo imprescindible que aseguren el funcionamiento\nde todos sus departamentos y emisoras en horario de tarde. Dichos turnos no\ndarán lugar a ningún tipo de compensación por parte de la empresa a la\npersona trabajadora.\u003C\u002Fp>\n\n\u003Cp>B)Jornada de verano.\u003C\u002Fp>\n\n\u003Cp>Durante el periodo comprendido entre el 1 de junio y el 15 de septiembre, se\naplicará una jornada intensiva de 35 horas semanales, de lunes a viernes, para\naquellas personas cuya actividad lo permita sin afectar sustancialmente al\ndesarrollo de sus funciones. En principio, esta medida será aplicable al\npersonal de administración, secretarías y personal técnico de alta\nfrecuencia, sin perjuicio de su extensión a otros departamentos a criterio de\nla empresa.\u003C\u002Fp>\n\n\u003Cp>El horario de referencia será:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">De 08:00 a 15:00 horas.\u003C\u002Fp>\n\n\u003Cp>En caso de necesidades puntuales del servicio, la empresa podrá requerir la\nreincorporación temporal al horario habitual hasta que finalice la situación\nexcepcional.\u003C\u002Fp>\n\n\u003Cp>La Empresa establecerá un sistema de turnos rotativos en cada departamento\ny emisora con el personal mínimo imprescindible que aseguren el funcionamiento\nde todos sus departamentos y emisoras en horario de tarde. Dichos turnos no\ndarán lugar a ningún tipo de compensación por parte de la empresa a la\npersona trabajadora.\u003C\u002Fp>\n\n\u003Cp>C)Jornada de Navidad.\u003C\u002Fp>\n\n\u003Cp>Durante el periodo navideño, se aplicará una jornada intensiva de 35 horas\nsemanales, de lunes a viernes, para aquellas personas cuya actividad lo permita\nsin afectar sustancialmente al desarrollo de sus funciones. Esta medida será\naplicable, en principio, al personal de administración, secretarías y\npersonal técnico de alta frecuencia, sin perjuicio de su extensión a otros\ndepartamentos a criterio de la empresa.\u003C\u002Fp>\n\n\u003Cp>El horario de referencia será:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">De 08:00 a 15:00 horas.\u003C\u002Fp>\n\n\u003Cp>La duración de esta jornada será de tres semanas, a determinar en el\ncalendario laboral anual, procurando su adecuación al calendario escolar para\nfavorecer la conciliación de la vida laboral y familiar.\u003C\u002Fp>\n\n\u003Cp>La Empresa establecerá un sistema de turnos rotativos en cada departamento\ny emisora con el personal mínimo imprescindible que aseguren el funcionamiento\nde todos sus departamentos y emisoras en horario de tarde. Dichos turnos no\ndarán lugar a ningún tipo de compensación por parte de la empresa a la\npersona trabajadora.\u003C\u002Fp>\n\n\u003Cp>D)Intervalo entre jornadas de trabajo. Entre la terminación de una jornada\ny el inicio de la siguiente mediarán, como mínimo, doce horas.\u003C\u002Fp>\n\n\u003Cp>E)Descanso semanal. La plantilla disfrutará de un descanso semanal de dos\ndías ininterrumpidos, que coincidirán siempre que sea posible con los días\nsábado y domingo.\u003C\u002Fp>\n\n\u003Cp>F)Todo el personal, que en su jornada ordinaria libre por descanso semanal\nalgún festivo de los 14 fijados por el calendario laboral, tendrá derecho a\nun día de descanso más sobre su descanso semanal. Estos días se disfrutarán\nen la fecha que el trabajador solicite, previa conformidad de la empresa,\natendiendo a las necesidades del servicio, dentro de los tres meses siguientes\nal hecho causante y antes de finalizar el año natural.\u003C\u002Fp>\n\n\u003Cp>G)Compensación libranzas\u002Ffestivos trabajados. Quién se incorpore un día\nde su libranza o alguno de los festivos del calendario laboral, será\ncompensado de la siguiente forma:\u003C\u002Fp>\n\n\u003Cp>a)Descanso compensatorio.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-De 0 a 4 horas trabajadas en una misma jornada, se\ncompensará con el descanso equivalente a 4 horas extras festivas según se\nestablece en el artículo 39.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-De 5 horas trabajadas en adelante, se compensará\ncon el descanso equivalente al número de horas extras festivas efectivamente\ntrabajadas según se establece en el artículo 39.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Al alcanzar la jornada completa trabajada se le\ncomputará como un día festivo trabajado y se compensará con dos días de\ndescanso.\u003C\u002Fp>\n\n\u003Cp>b)Compensación económica.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-De 0 a 4 horas trabajadas en una misma jornada, se\ncompensará con el importe equivalente a 4 horas extras festivas según se\nestablece en el artículo 39. \u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-De 5 horas trabajadas en adelante, se compensará\ncon el importe equivalente al número de horas extras festivas efectivamente\ntrabajadas según se establece en el artículo 39.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Al alcanzar la jornada completa trabajada se le\ncomputará como un día festivo trabajado y se compensará con el importe de\n202 euros brutos para los niveles 3, 4, 5 y 6 y de 225 euros brutos para los\nniveles 7, 8 y 9 o la cuantía proporcional en caso de jornada reducida o a\ntiempo parcial.\u003C\u002Fp>\n\n\u003Cp>Durante los tres meses siguientes al día que se haya generado la\ncompensación, será la empresa la que opte por compensar económicamente o en\ndescanso. En caso de descanso compensatorio, deberá ser comunicado con al\nmenos 15 días de antelación y tendrá que adherirse a los días de libranza\nsemanal, salvo acuerdo entre empresa y persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>Transcurrido este plazo de tres meses y durante los siguientes tres meses,\nserá la persona trabajadora quien opte por solicitar que se le compense\neconómicamente o en descanso. En caso de descanso compensatorio, deberá ser\ncomunicado con al menos 15 días de antelación y tendrá que adherirse a los\ndías de libranza semanal salvo acuerdo entre las dos partes.\u003C\u002Fp>\n\n\u003Cp>En caso de coincidencia de más de dos solicitudes, para una misma fecha o\nperíodo que imposibiliten la cobertura de la programación habitual, será\npotestad de la empresa establecer el orden de prelación.\u003C\u002Fp>\n\n\u003Cp>Los descansos compensatorios acumulados deberán disfrutarse en el año\nnatural en el que se hayan generado.\u003C\u002Fp>\n\n\u003Cp>2.Jornada, turnos y horario del personal sujeto a programación\u003C\u002Fp>\n\n\u003Cp>La turnicidad y rotación son inherentes al personal adscrito a las familias\nde Contenidos y Técnica vinculados a la programación.\u003C\u002Fp>\n\n\u003Cp>En este supuesto se establecerá un calendario de turnos y rotaciones para\ncubrir la emisión de la programación, con una jornada que no excederá de las\n8 horas diarias y que deberá estar publicado por la empresa con un mínimo de\n15 días de antelación, sin poderse realizar cambios salvo acuerdo entre\nempresa y trabajador o fuerza de causa mayor.\u003C\u002Fp>\n\n\u003Cp>Para este personal la jornada se distribuye en función de las necesidades\ndel servicio, entre todos los días de la semana, sin distinción de festivos,\nrespetándose en todo caso el descanso semanal ininterrumpido de dos días.\u003C\u002Fp>\n\n\u003Cp>Dichos descansos semanales podrán acumularse para su disfrute en periodos\nde hasta 14 días.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1339\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3 id=\"L1339\">Artículo 39. Horas Extraordinarias.\u003C\u002Fh3>\n\n\u003Cp>Tendrán la consideración de horas extraordinarias aquellas horas de\ntrabajo que se realicen sobre la duración máxima de la jornada ordinaria de\ntrabajo y se abonarán o se compensarán de la forma siguiente:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">-Compensación económica:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetxt\">\u003C\u002Fdiv>\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n \u003Cthead>\n \u003Ctr style=\"height:18.7pt\">\n \u003Ctd width=\"161\" style=\"width:120.95pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Fthead>\u003Cthead>\u003Ctr style=\"height:18.7pt\">\u003Ctd width=\"161\" style=\"width:120.95pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Fthead>\u003Cthead>\u003Ctr style=\"height:18.7pt\">\u003Ctd width=\"161\" style=\"width:120.95pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:8.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"95\" style=\"width:71.3pt;border:none;border-top:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Niveles 7,8 y\n 9\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"96\" style=\"width:72.25pt;border-top:solid windowtext 1.0pt; border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Niveles 3, 4, 5 y\n 6\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Fthead>\n \u003Ctbody>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"161\" style=\"width:120.95pt;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:8.0pt\">Hora extraordinaria\n normal.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"95\" style=\"width:71.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.0pt\">24 euros\n brutos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"96\" style=\"width:72.25pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.0pt\">22 euros\n brutos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"161\" style=\"width:120.95pt;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:8.0pt\">Hora extraordinaria\n nocturna\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"95\" style=\"width:71.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.0pt\">28 euros\n brutos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"96\" style=\"width:72.25pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.0pt\">26 euros\n brutos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.3pt\">\n \u003Ctd width=\"161\" style=\"width:120.95pt;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:8.0pt\">Hora extraordinaria\n festiva\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"95\" style=\"width:71.3pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.0pt\">31 euros\n brutos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"96\" style=\"width:72.25pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.0pt\">28 euros\n brutos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003Ctbody>\u003Ctr style=\"height:17.3pt\">\u003C\u002Ftr>\u003C\u002Ftbody>\u003Ctbody>\u003Ctr style=\"height:17.3pt\">\u003Ctd width=\"96\" style=\"width:72.25pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.3pt\">\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\"> \u003C\u002Fspan>-Compensación con descanso:\u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\u003Cp>La equivalencia de las horas extraordinarias y los tiempos de descanso es la\nsiguiente:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1 Hora extra normal: 1 hora y media.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1 Hora extra nocturna: 2 horas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1 Hora extra festiva: 2 horas.\u003C\u002Fp>\n\n\u003Cp>Durante los tres meses siguientes al día que se haya generado la\ncompensación, será la empresa la que optará por compensar económicamente o\nen descanso. En caso de descanso compensatorio, deberá ser comunicado con al\nmenos 15 días de antelación y tendrá que adherirse a los días de libranza\nsemanal, salvo acuerdo entre las partes afectadas.\u003C\u002Fp>\n\n\u003Cp>Transcurrido este plazo de tres meses y durante los siguientes tres meses,\nserá la persona trabajadora quien opte por solicitar que se le compensen\neconómicamente o en descanso. En caso de descanso compensatorio, deberá ser\ncomunicado con al menos 15 días de antelación y tendrá que adherirse a los\ndías de libranza semanal salvo acuerdo entre las dos partes.\u003C\u002Fp>\n\n\u003Cp>En caso de coincidencia de más de dos solicitudes, para una misma fecha o\nperíodo que imposibiliten la cobertura de la programación habitual, será\npotestad de la empresa establecer el orden de prelación.\u003C\u002Fp>\n\n\u003Cp>Los descansos compensatorios acumulados deberán disfrutarse en el año\nnatural en el que se hayan generado.\u003C\u002Fp>\n\n\u003Cp>Se considerarán horas extraordinarias el tiempo que el redactor espere, por\nimperativo de los distintos controles de grabación, el envío de la\ninformación.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cp>El número de horas extraordinarias no podrá ser superior a ochenta al\naño, salvo lo previsto en los párrafos siguientes. Para aquellas personas que\npor la modalidad o duración de su contrato realizasen una jornada en cómputo\nanual inferior a la jornada general en la empresa, el número máximo anual de\nhoras extraordinarias se reducirá en la misma proporción que exista entre\ntales jornadas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>A los efectos de lo dispuesto en el párrafo anterior, no se computarán las\nhoras extraordinarias que hayan sido compensadas mediante descanso dentro de\nlos dos meses siguientes a su realización.\u003C\u002Fp>\n\n\u003Cp>No se tendrá en cuenta, a efectos de la duración máxima de la jornada\nordinaria laboral, ni para el cómputo del número máximo de las horas\nextraordinarias autorizadas, el exceso de las trabajadas para prevenir o\nreparar siniestros y otros daños extraordinarios y urgentes, sin perjuicio de\nsu compensación como horas extraordinarias.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Ch3 id=\"L1373\">Artículo 40. Vacaciones.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cp>1.Todo el personal disfrutará de unas vacaciones anuales retribuidas de 24\ndías laborables al año. Los periodos vacacionales no podrán iniciarse en\nsábado, domingo o festivo. El personal sujeto a turnicidad no podrá iniciar\nsus vacaciones en sus días de libranza. En cualquier caso al personal sujeto\nturnos se le garantizan sus días laborables de vacaciones anuales y sus 14\ndías festivos.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>El disfrute de las vacaciones no se podrá realizar en más de tres\nperiodos, salvo acuerdo empresa y trabajador.\u003C\u002Fp>\n\n\u003Cp>2.El personal que ingrese en el transcurso del año tendrá derecho a la\nparte proporcional de los días laborables de vacaciones en función del tiempo\ntranscurrido desde la fecha de inicio de la relación laboral hasta el 31 de\ndiciembre del año en que se deban disfrutar.\u003C\u002Fp>\n\n\u003Cp>El personal que cese en el transcurso del año tendrá derecho a la parte\nproporcional de los días laborables de vacaciones en función del tiempo\ntrabajado durante el mismo. \u003C\u002Fp>\n\n\u003Cp>3.El calendario de vacaciones será fijado de común acuerdo entre Empresa y\nplantilla con antelación suficiente para que cada persona conozca las fechas\nque le corresponden dos meses antes del comienzo del periodo vacacional\ncitado.\u003C\u002Fp>\n\n\u003Cp>Para la elaboración del calendario se tendrán en cuenta las solicitudes\nenviadas por cada persona solicitante, en las que asimismo se deberán indicar\nlos periodos de disfrute elegidos por orden de preferencia.\u003C\u002Fp>\n\n\u003Cp>En caso de imposibilidad de concesión simultánea de vacaciones en los\nperíodos solicitados a varias personas por necesidades de servicio\nestablecidas por la Dirección, se establece el siguiente orden de prelación\nen personas trabajadoras con:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.° Mayor antigüedad.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.° Hijos en edad escolar.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3.° Convivencia de modo estable con otra persona,\nya sea con vínculo matrimonial o sin él.\u003C\u002Fp>\n\n\u003Cp>Con el fin de no perjudicar sistemáticamente a determinadas personas al\nasumir el orden de prelación establecido, quienes hayan disfrutado sus\nvacaciones en un periodo no deseado, tendrán prioridad, con independencia del\norden citado, para escoger sus vacaciones al año siguiente. En caso de ser\nvarios los que se encontraran en la misma situación, volverá a regir entre\nellos el orden de preferencia indicado.\u003C\u002Fp>\n\n\u003Cp>La Empresa hará pública, salvo imposibilidad justificada, antes de abrirse\nel período de solicitudes de vacaciones, la distribución numérica de\npersonas que, en función de las necesidades de servicio, podrán disfrutar\nvacaciones cada mes del año, siendo esta distribución meramente\nindicativa.\u003C\u002Fp>\n\n\u003Cp>4. Cuando el periodo de vacaciones coincida en el tiempo con una incapacidad\ntemporal derivada del embarazo, el parto o la lactancia natural o con el\nperiodo de suspensión del contrato de trabajo previsto en los apartados 4, 5 y\n7 del artículo 48 del ET, se tendrá derecho a disfrutar las vacaciones en\nfecha distinta a la de la incapacidad temporal o a la del disfrute del permiso\nque por aplicación de dicho precepto le correspondiera, al finalizar el\nperiodo de suspensión, aunque haya terminado el año natural a que\ncorrespondan. En el supuesto de que el periodo de vacaciones coincida con una\nincapacidad 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\u003Ch2 id=\"L1403\">CAPÍTULO XI Deberes, premios y sanciones\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1405\">Artículo 41. Obligaciones del personal.\u003C\u002Fh3>\n\n\u003Cp>Todo el personal viene obligado a:\u003C\u002Fp>\n\n\u003Cp>a)Encontrarse en su puesto de trabajo a la hora señalada y a permanecer en\nél durante el horario fijado.\u003C\u002Fp>\n\n\u003Cp>b)No realizar durante el horario de trabajo ocupaciones ajenas al\nservicio.\u003C\u002Fp>\n\n\u003Cp>c)Desempeñar con la debida atención y diligencia el cometido que tenga\nencomendado.\u003C\u002Fp>\n\n\u003Cp>d)Usar adecuadamente el material e instalaciones.\u003C\u002Fp>\n\n\u003Cp>e)Guardar secreto profesional.\u003C\u002Fp>\n\n\u003Cp>f)Dar aviso a sus superiores cuando alguna necesidad imprevista, urgente y\njustificada impida la asistencia al trabajo.\u003C\u002Fp>\n\n\u003Cp>g)Dar conocimiento del cambio de domicilio.\u003C\u002Fp>\n\n\u003Cp>h)Cumplir las órdenes de sus superiores.\u003C\u002Fp>\n\n\u003Cp>i)Presentarse y permanecer en el lugar de trabajo con el debido aseo y\ndecoro.\u003C\u002Fp>\n\n\u003Cp>j)No recibir gratificación alguna de Organismo, Entidad o personas ajenas\nen relación con el desempeño del servicio.\u003C\u002Fp>\n\n\u003Cp>k)No facilitar información privativa y de uso interior a Entidad o persona\najena a la Empresa.\u003C\u002Fp>\n\n\u003Cp>l)No realizar actos de competencia desleal o que menoscaben la imagen\ncorporativa y comercial de la Empresa, sus órganos e intereses incluidas las\nredes sociales.\u003C\u002Fp>\n\n\u003Cp>m)Observar en todos sus cometidos las normas del presente convenio y\naquellas otras que pudieran dictarse.\u003C\u002Fp>\n\n\u003Cp>n)En la Incapacidad Temporal derivada de enfermedad, la plantilla estará\nobligada a someterse al reconocimiento del servicio médico que la Empresa\nindique; la negativa a practicar este reconocimiento será considerado como\nfalta muy grave.\u003C\u002Fp>\n\n\u003Cp>o)Cumplir las obligaciones derivadas de la Ley de Prevención de Riesgos\nLaborales y normas de desarrollo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1439\">Artículo 42. Incompatibilidades.\u003C\u002Fh3>\n\n\u003Cp>El desempeño de la función asignada en la Empresa será incompatible con\nel ejercicio habitual de cualquier cargo, profesión o actividad que impida o\nmenoscabe el estricto cumplimiento de los deberes del empleado, y muy\nespecialmente, salvo autorización expresa, en medios de comunicación social,\nla realización de podcast y en todas aquellas cuyo trabajo o materia coincida\ncon algún sector específico de la Empresa.\u003C\u002Fp>\n\n\u003Cp>En caso de denegación de la autorización ésta se hará de manera razonada\nal interesado.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Ch3 id=\"L1445\">Artículo 43. Acoso sexual, abuso de autoridad y abuso\nmoral.\u003C\u002Fh3>\n\n\u003Cp>La Empresa considerará como faltas muy graves y sancionará en consecuencia\nlos supuestos de acoso sexual así como el abuso de autoridad o de moral que\npudieran cometer sus Directivos, jefes o mandos intermedios.\u003C\u002Fp>\n\n\u003Cp>Se considerará acoso sexual en el ámbito de la Empresa cualquier\ncomportamiento verbal o físico, de naturaleza sexual que tenga el propósito o\nproduzca el efecto de atentar contra la dignidad de una persona, en particular\ncuando se crea un entorno intimidatorio, degradante u ofensivo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cp>Se considerará abuso de autoridad o abuso moral, en el ámbito de la\nEmpresa siempre que un superior cometa un hecho arbitrario con infracción de\nprecepto legal y con perjuicio notorio para un inferior.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>En estos casos la persona perjudicada pondrá en conocimiento del Comité o\nDelegado de Personal, y lo comunicará por escrito a su jefe inmediato, quien\ntendrá la obligación de tramitar la queja hasta la Dirección de la\nEmpresa.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1455\">Artículo 44. Premios.\u003C\u002Fh3>\n\n\u003Cp>1.Las personas trabajadoras que se distingan notoriamente en el cumplimiento\nde sus deberes podrán ser premiados, entre otras, con las siguientes\nrecompensas:\u003C\u002Fp>\n\n\u003Cp>a)Mediante menciones honoríficas.\u003C\u002Fp>\n\n\u003Cp>b)Felicitaciones por escrito.\u003C\u002Fp>\n\n\u003Cp>c)Premios en metálico.\u003C\u002Fp>\n\n\u003Cp>d)Concesiones de becas y viajes de estudio.\u003C\u002Fp>\n\n\u003Cp>e)Aumento de período de vacaciones.\u003C\u002Fp>\n\n\u003Cp>f)Intercambio profesional con entidades análogas.\u003C\u002Fp>\n\n\u003Cp>Estas recompensas se anotarán en el expediente de la persona premiada,\nhaciéndose públicas en los tablones de anuncios para general conocimiento.\nIgualmente se valorarán con un punto y se tendrán en cuenta en los concursos\ndesarrollados a través del artículo 17 del presente convenio. \u003C\u002Fp>\n\n\u003Cp>2.Premio de fidelidad. Quienes, a partir de la firma de este convenio,\nadquieran o tengan una antigüedad en la Empresa de 30 años recibirán una\nmensualidad por premio de fidelidad y aquellos que adquieran una antigüedad de\n15 años en la Empresa tendrán derecho a la mitad de una mensualidad.\u003C\u002Fp>\n\n\u003Cp>3.Premio por matrimonio o nacimiento. Se establece un premio de nupcialidad\ny por constitución de pareja de hecho por importe de 213 euros.\u003C\u002Fp>\n\n\u003Cp>Asimismo, se establece un premio por cada nacimiento o adopción de 213\neuros.\u003C\u002Fp>\n\n\u003Cp>En ambos casos, los premios se abonarán en la nómina del mes siguiente a\naquel en que se produjera el acontecimiento y éste deberá acreditarse en el\nplazo máximo de tres meses desde la fecha del matrimonio y\nnacimiento\u002Fadopción, mediante la presentación de la correspondiente fotocopia\ndel Libro de Familia al Departamento de Recursos Humanos de la Empresa o, para\nel caso de parejas de hecho, ateniéndose a los requisitos que establezca la\nComisión Mixta Paritaria.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1481\">Artículo 45. Faltas.\u003C\u002Fh3>\n\n\u003Cp>Se consideran faltas las acciones u omisiones que supongan quebranto o\ndesconocimiento de los deberes de cualquier índole impuestos por las\ndisposiciones legales en vigor y, en especial, por el presente convenio. Las\nfaltas se clasificarán en consideración a su importancia, trascendencia y\nmalicia en leves, graves y muy graves.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>A)Serán faltas leves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Descuido o demora en la ejecución de cualquier trabajo, siempre que no\nproduzca perturbaciones importantes en el servicio, en cuyo caso podrá ser\nconsiderada como grave o muy grave.\u003C\u002Fp>\n\n\u003Cp>2.La falta de puntualidad injustificada en la asistencia al trabajo, siempre\nque no exceda de seis al mes y este retraso no produzca perjuicios en el\nservicio, en cuyo caso podrá ser considerada como falta grave o muy grave.\u003C\u002Fp>\n\n\u003Cp>3.No cursar en tiempo oportuno la baja correspondiente, cuando se falta al\ntrabajo por motivo justificado, a no ser que se pruebe la imposibilidad de\nhaberlo efectuado.\u003C\u002Fp>\n\n\u003Cp>4.La ausencia injustificada del lugar de prestación de trabajo o el\nabandono reiterado. Siempre que como consecuencia de esta conducta se\nprodujeran accidentes, deterioro de las instalaciones o menoscabo del servicio,\nla falta puede ser considerada grave o muy grave.\u003C\u002Fp>\n\n\u003Cp>5.Pequeños descuidos en la conservación del material, mobiliario o\nenseres.\u003C\u002Fp>\n\n\u003Cp>6.No atender al público con la corrección y diligencia debidas.\u003C\u002Fp>\n\n\u003Cp>7.No comunicar a la Empresa los cambios de domicilio.\u003C\u002Fp>\n\n\u003Cp>8.Las discusiones con los compañeros de trabajo en las dependencias de la\nEmpresa.\u003C\u002Fp>\n\n\u003Cp>9.Faltar al trabajo un día sin la debida autorización o sin causa\njustificada comunicada previamente, salvo que pruebe la imposibilidad de\nhacerlo, siempre que de esta falta no se derive perjuicio para el servicio, en\ncuyo caso será considerada como falta grave o muy grave si el perjuicio es\ngrave o muy grave.\u003C\u002Fp>\n\n\u003Cp>10.La no comunicación con puntualidad de las alteraciones familiares que\nafecten al Régimen General de la Seguridad Social.\u003C\u002Fp>\n\n\u003Cp>11.En general las acciones y omisiones de características análogas a las\nanteriormente relacionadas.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B)Se considerarán como faltas graves las siguientes:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Más de seis faltas de puntualidad en la asistencia al trabajo no\njustificadas en el período de un mes. Cuando de estas faltas se deriven\nperjuicio para el servicio se considerarán como faltas muy graves.\u003C\u002Fp>\n\n\u003Cp>2.Faltar dos días al trabajo durante el período de un mes sin causa\njustificada. Cuando de estas faltas se deriven perjuicios para el servicio, se\nconsiderarán como faltas muy graves. No se considerará injustificada la falta\nal trabajo que se derive de\u003C\u002Fp>\n\n\u003Cp>detención a la persona trabajadora si ésta posteriormente es absuelta de\nlos cargos que se le hubieran imputado.\u003C\u002Fp>\n\n\u003Cp>3.Omitir la comunicación de las alteraciones familiares que afecten al\nRégimen General de la Seguridad Social. Si las circunstancias revelasen\nespecial malicia en esta omisión, la falta se considerará muy grave.\u003C\u002Fp>\n\n\u003Cp>4.Dedicarse a juegos, entretenimientos o pasatiempos de cualquier clase\nestando de servicio.\u003C\u002Fp>\n\n\u003Cp>5.La simulación de enfermedad o accidente.\u003C\u002Fp>\n\n\u003Cp>6.La desobediencia a sus superiores, en cualquier materia de servicio. Si\nesta desobediencia implica quebranto manifiesto de disciplina o de ella se\nderivase perjuicio notorio para la Entidad, podrá ser considerada como falta\nmuy grave.\u003C\u002Fp>\n\n\u003Cp>7.Simular la presencia de otra persona empleada, fichando o firmando por\nella la entrada o salida del trabajo.\u003C\u002Fp>\n\n\u003Cp>8.La negligencia o descuido en el trabajo que afecte a la buena marcha del\nmismo o el retraso en las actuaciones que le son propias.\u003C\u002Fp>\n\n\u003Cp>9.La imprudencia en acto de servicio. Si implica riesgo de accidente para la\npersona trabajadora, para sus compañeros o peligro de avería para las\ninstalaciones, será considerada muy grave.\u003C\u002Fp>\n\n\u003Cp>10.Realizar sin permiso oportuno trabajos particulares durante la jornada,\nasí como emplear para uso propio útiles o materiales de la empresa.\u003C\u002Fp>\n\n\u003Cp>11.Las derivadas de los supuestos prevenidos en los números 2, 4 y 9 del\nartículo de faltas leves.\u003C\u002Fp>\n\n\u003Cp>12.La reincidencia en seis faltas leves, aunque sean de distinta naturaleza,\ndentro de un trimestre y habiendo mediado amonestación.\u003C\u002Fp>\n\n\u003Cp>13.La falta de decoro o moralidad.\u003C\u002Fp>\n\n\u003Cp>14.Los altercados dentro del lugar de trabajo.\u003C\u002Fp>\n\n\u003Cp>15.La negativa injustificada a prestar servicios extraordinarios en los\ncasos en que por su carácter de imperiosa necesidad así lo requieran.\u003C\u002Fp>\n\n\u003Cp>16.Y en general, todas las acciones u omisiones de características\nanálogas en gravedad a las anteriormente relacionadas.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>C)Se considerarán como faltas muy graves las\nsiguientes:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Más de diez faltas de asistencia al trabajo en un período de seis meses,\no veinte durante un año, sin la debida justificación.\u003C\u002Fp>\n\n\u003Cp>2.El fraude, deslealtad o abuso de confianza en las gestiones encomendadas,\nasí como en el trato con compañeros de trabajo o cualquier otra persona al\nservicio de la Empresa o en relación de trabajo con ésta.\u003C\u002Fp>\n\n\u003Cp>3.Hacer desaparecer, inutilizar, destrozar o causar desperfectos en\nmateriales, útiles, herramienta, maquinaria, aparatos, instalaciones,\nedificios, enseres y documentos de la Empresa.\u003C\u002Fp>\n\n\u003Cp>4.La condena por delitos o la omisión o participación por parte del\nproductor en hechos que revelasen la peligrosidad de los mismos, así como los\nque impliquen desconfianza o descrédito para el autor o la Empresa y los que\nafecten a la seguridad, normalidad o funcionamiento de ésta.\u003C\u002Fp>\n\n\u003Cp>5.La embriaguez habitual durante el servicio si repercute negativamente en\nel trabajo.\u003C\u002Fp>\n\n\u003Cp>6.Violar el secreto de correspondencia o documentos reservados de la Empresa\no del personal.\u003C\u002Fp>\n\n\u003Cp>7.Revelar a elementos extraños a la Empresa datos de reserva obligada.\u003C\u002Fp>\n\n\u003Cp>8.Los malos tratos de palabra y obra, el abuso de autoridad y la falta grave\nde respeto y consideración a los Jefes, así como a los compañeros y personas\nsubordinadas o sus familiares.\u003C\u002Fp>\n\n\u003Cp>9.Causar accidentes graves por negligencia o imprudencia inexcusable.\u003C\u002Fp>\n\n\u003Cp>10.Abandonar el trabajo en puestos de responsabilidad. \u003C\u002Fp>\n\n\u003Cp>11.La disminución voluntaria y continuada en el rendimiento normal de la\nlabor encomendada.\u003C\u002Fp>\n\n\u003Cp>12.Las frecuentes riñas y pendencias con los compañeros de trabajo.\u003C\u002Fp>\n\n\u003Cp>13.La reincidencia en falta grave, aunque sea de distinta naturaleza siempre\nque se cometa dentro de un período de seis meses de la primera.\u003C\u002Fp>\n\n\u003Cp>14.Recibir gratificación alguna de Organismo, Entidad o personas ajenas en\nrelación con el desempeño del servicio.\u003C\u002Fp>\n\n\u003Cp>15.Facilitar información privativa y de uso interior a Entidad o persona\najena a la Empresa.\u003C\u002Fp>\n\n\u003Cp>16.Realizar actos de competencia desleal o que menoscaben la imagen\ncorporativa y comercial de la Empresa, sus órganos e intereses.\u003C\u002Fp>\n\n\u003Cp>17.El retraso de más de dos días en la entrega al Director del centro de\ntrabajo del dinero cobrado por cuenta de la Empresa. El Director del centro de\ntrabajo estará obligado a dar justificante de lo entregado por la persona\ntrabajadora.\u003C\u002Fp>\n\n\u003Cp>18.El acoso sexual, las agresiones verbales, físicas por parte de la\nplantilla, cualquiera que sea su puesto o cargo, en el centro de trabajo o en\nel cumplimiento de un servicio, con clara intencionalidad de carácter sexual o\nlos comportamientos que atenten contra la libertad sexual, la orientación e\nidentidad sexual y la expresión de género de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>Así mismo, se considerará como falta muy grave las agresiones de cualquier\níndole realizadas con la intencionalidad de atentar contra la dignidad e\nintimidad de las personas, tanto en su dimensión física, psíquica o\nmoral.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1585\">Artículo 46. Faltas no enumeradas en los artículos\nprecedentes.\u003C\u002Fh3>\n\n\u003Cp>La enumeración de las faltas que se contienen en los artículos precedentes\nno es limitativa sino simplemente enunciativa, y por ello tendrán la misma\ncalificación aquellos hechos análogos que pueden cometerse, aunque no estén\nexpresamente recogidos en los mencionados artículos, en especial todos\naquellos incumplimientos de las obligaciones del personal recogidas en el\npresente convenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1589\">Artículo 47. Sanciones.\u003C\u002Fh3>\n\n\u003Cp>Las sanciones máximas que podrán imponerse a los que incurran en faltas\nserán las siguientes:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>a)Por faltas leves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Amonestación por escrito.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>b)Por faltas graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Suspensión de empleo y sueldo de uno a quince días.\u003C\u002Fp>\n\n\u003Cp>2.Traslado de destino dentro de la misma localidad.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>c)Por faltas muy graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Suspensión de empleo y sueldo de dieciséis a sesenta días.\u003C\u002Fp>\n\n\u003Cp>2.Traslado del servicio a distinta localidad.\u003C\u002Fp>\n\n\u003Cp>3.Despido con pérdida de todos los derechos de la Empresa.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1611\">Artículo 48. Procedimiento sancionador.\u003C\u002Fh3>\n\n\u003Cp>Corresponde a la Dirección de la Empresa o a la persona en que delegue, la\nfacultad de imponer sanciones por faltas leves, graves o muy graves. En el caso\nde las faltas graves y muy graves, el procedimiento sancionador será el\nsiguiente:\u003C\u002Fp>\n\n\u003Cp>1)Una vez que tenga conocimiento de los hechos, la Empresa incoará Pliego\nde Cargos a la persona trabajadora por escrito. Dicho Pliego contendrá\ndescripción de los hechos que, a juicio de la Empresa, son objeto de falta, la\ncalificación inicial de la misma y los plazos y procedimientos establecidos en\nel presente artículo. De dicho Pliego de cargos se entregará copia a la\nRepresentación de las personas trabajadoras de su centro o en su defecto al\nComité Intercentros. Si la persona afectada estuviera afiliada a algún\nsindicato con Sección Sindical constituida en la Empresa, se enviará copia\ndel mismo igualmente a la Sección Sindical correspondiente.\u003C\u002Fp>\n\n\u003Cp>2)Frente al Pliego de Cargos la persona afectada tendrá un plazo de 5 días\nhábiles, desde la recepción del escrito para presentar las oportunas\nalegaciones. Igualmente tendrán un plazo de 4 días hábiles desde la\nrecepción del escrito para presentar las alegaciones tanto la Representación\nLegal de las personas trabajadoras como, en su caso, la Sección Sindical\ncorrespondiente.\u003C\u002Fp>\n\n\u003Cp>3)Una vez superados los plazos antes citados, la Dirección de la Empresa\nvalorará tanto los hechos ocurridos como las alegaciones presentadas de cara a\nla calificación definitiva de la falta, si esta procede, y a la imposición de\nla correspondiente sanción de acuerdo con lo establecido en el presente\nconvenio. Dicha resolución se enviará por escrito a la persona trabajadora,\nenviando copia del mismo a la Representación Legal y a la Sección Sindical\ncorrespondiente en su caso.\u003C\u002Fp>\n\n\u003Cp>La Empresa anotará en los expedientes de su plantilla las sanciones por\nfaltas que les fueron impuestas.\u003C\u002Fp>\n\n\u003Cp>De conformidad con lo dispuesto en el Estatuto de los Trabajadores, las\nfaltas leves prescribirán a los diez días, las graves a los veinte días y\nlas muy graves a los sesenta días a partir de la fecha en que la Empresa tuvo\nconocimiento de su comisión y, en todo caso, a los seis meses de haberse\ncometido.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1627\">\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2 id=\"L1627\">CAPÍTULO XII Salud laboral\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1629\">Artículo 49. Prevención de Riesgos Laborales.\u003C\u002Fh3>\n\n\u003Cp>La Ley de Prevención de Riesgos Laborales, tiene por objeto promover la\nseguridad y la salud de las personas trabajadoras, mediante la aplicación de\nmedidas y el desarrollo de las actividades necesarias para la prevención de\nriesgos derivados del trabajo, considerando a la prevención, como al conjunto\nde actividades o medidas adoptadas o previstas en todas las fases de actividad\nde la empresa con el fin de evitar o disminuir los riesgos derivados del\nmismo.\u003C\u002Fp>\n\n\u003Cp>La política en materia de prevención a desarrollar, tendrá por objeto la\npromoción de la mejora de las condiciones de trabajo dirigida a elevar el\nnivel de protección de la seguridad y salud de la plantilla en el trabajo.\u003C\u002Fp>\n\n\u003Cp>De acuerdo con lo establecido en la citada ley, este artículo regula\naquellos aspectos sometidos a desarrollo en el ámbito normativo del convenio\ncolectivo.\u003C\u002Fp>\n\n\u003Cp>A esto efectos los Delegados de Prevención, serán designados por el pleno\ndel Comité Intercentros en un número de cuatro, salvo que por disposición\nlegal se incremente dicho número.\u003C\u002Fp>\n\n\u003Cp>El Comité de Seguridad y Salud tendrá las funciones y la composición\nrecogidas en la Ley de Prevención de Riesgos Laborales en sus artículos 38 y\n39, con capacidad de intervención en el ámbito funcional y geográfico de la\nEmpresa. \u003C\u002Fp>\n\n\u003Cp>El Comité de Seguridad y Salud actuará mediante el mecanismo de\ncodecisión sobre la determinación del contenido y calidad de los\nreconocimientos médicos, que deberá tener en cuenta la vigilancia de la salud\nsobre la base de la evaluación de riesgos de cada puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>El trabajo en terminales de ordenador, conlleva unas características que\npueden derivar en situaciones de estrés y otras enfermedades laborales. Para\nlo cual quienes presten su servicio en cualquiera de estos puestos de trabajo\ndeberán tener la posibilidad de un sistema de organización del trabajo que\nles permita poder intercalar sus diferentes funciones con el fin de no\npermanecer demasiado tiempo continuo frente a la pantalla, facilitando así la\ndisminución del riesgo laboral. Igualmente, disfrutarán de una pausa mínima\nde 10 minutos por cada dos horas de trabajo continuado en pantallas en el caso\nen que por razones organizativas deba permanecer más de ese tiempo trabajando\nen pantallas.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2 id=\"L1647\">CAPÍTULO XIII Derechos sindicales\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1649\">Artículo 50. De los Representantes de las personas\ntrabajadoras.\u003C\u002Fh3>\n\n\u003Cp>Se entenderá por Representantes de las personas trabajadoras a los Comités\nde Empresa o Delegados de Personal y a los Delegados Sindicales de la Sección\nSindical de Empresa, que tendrán las facultades, derechos y obligaciones\nseñalados para los mismos por la Ley Orgánica de Libertad Sindical, Estatuto\nde los Trabajadores y el propio convenio colectivo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1653\">Artículo 51. De las Organizaciones Sindicales.\u003C\u002Fh3>\n\n\u003Cp>Las partes firmantes ratifican su condición de interlocutores válidos, y\nse reconocen asimismo como tales, en orden a instrumentar a través de sus\norganizaciones unas relaciones laborales racionales, basadas en el respeto\nmutuo y tendentes a facilitar la resolución de cuantos conflictos y problemas\nse susciten.\u003C\u002Fp>\n\n\u003Cp>Serán nulos y sin efecto los preceptos reglamentarios, las cláusulas de\nlos convenios colectivos, los pactos individuales y las decisiones unilaterales\ndel empresario que contengan o supongan cualquier tipo de discriminación en el\nempleo o en las condiciones de trabajo, sean favorables o adversas, por razón\nde la adhesión o no a un Sindicato, a sus acuerdos o al ejercicio en general\nde actividades sindicales.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1659\">Artículo 52. Delegados Sindicales.\u003C\u002Fh3>\n\n\u003Cp>1.Las Secciones Sindicales que legalmente se constituyan, estarán\nrepresentadas, a todos los efectos, por los Delegados Sindicales Intercentros,\nelegidos por y entre sus afiliados en la Empresa.\u003C\u002Fp>\n\n\u003Cp>El número de Delegados Sindicales Intercentros que correspondan y su\ncrédito horario, estará a lo dispuesto en el artículo 10 de la LOLS,\naplicando para ello el número total de la plantilla de Uniprex SAU.\u003C\u002Fp>\n\n\u003Cp>El Sindicato legalmente constituido, comunicará por escrito a la Dirección\nde la Empresa la persona o personas que ejercerán las funciones propias de\nDelegado Sindical Intercentros.\u003C\u002Fp>\n\n\u003Cp>2.Funciones de los Delegados Sindicales:\u003C\u002Fp>\n\n\u003Cp>2.1Representar y defender los intereses del Sindicato a quien representa, y\nde las personas afiliadas del mismo en la Empresa, y servir de instrumento de\ncomunicación entre su Sindicato y la Dirección de la Empresa.\u003C\u002Fp>\n\n\u003Cp>2.2Asistir a las reuniones de los Comités de Empresa y del Comité de\nSeguridad y Salud, con voz y sin voto.\u003C\u002Fp>\n\n\u003Cp>2.3Tendrá acceso a la misma información y documentación que la Empresa\ndeba poner a disposición del Comité de Empresa de acuerdo con lo regulado a\ntravés de la ley, estando obligados a guardar sigilo profesional en las\nmaterias en las que legalmente proceda. Poseerán las mismas garantías y\nderechos reconocidos por la ley y el convenio colectivo, a los miembros del\nComités de Empresa.\u003C\u002Fp>\n\n\u003Cp>2.4Serán oídos por la Empresa en el tratamiento de aquellos problemas de\ncarácter colectivo que afecten a la plantilla en general y a las personas\nafiliadas al Sindicato en particular.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1677\">Artículo 53. Garantías Sindicales.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">1.Se establece una bolsa mensual de horas sindicales de 100 horas, a\ndisposición del Comité Intercentros para el desarrollo de las funciones que\nle son propias. Dicha bolsa de horas sindicales será adicional a las horas\nsindicales que por ley, o por las restantes disposiciones de convenio\ncolectivo, le correspondieran. Los criterios de reparto de la citada bolsa de\nhoras serán acordados por el Comité Intercentros.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Cuando un miembro del Comité de Empresa o del Comité Intercentros, haya\nagotado su crédito personal, podrá acumular el de otros miembros de su mismo\nComité para el mismo período, con autorización expresa de estos, poniéndolo\nen conocimiento previo de la dirección de la Empresa.\u003C\u002Fp>\n\n\u003Cp>El ejercicio de la acumulación horaria antes citada, no supondrá menoscabo\no merma alguna de todos sus derechos reconocidos o que se reconozcan\ncolectivamente, en el transcurso de su ejercicio, a los de su mismo grupo o\nnivel.\u003C\u002Fp>\n\n\u003Cp>2.Las horas invertidas en las reuniones de la Comisión Mixta Paritaria, el\nComité de Seguridad y Salud, así como las diferentes Comisiones Mixtas\nseñaladas en las disposiciones adicionales del presente convenio colectivo, o\naquellas nuevas que de mutuo acuerdo se pudieran constituir, serán a cargo de\nla Empresa, no siendo computables como parte del crédito horario establecido\nen la ley o en el presente convenio. Igualmente, no será computable el tiempo\nde asistencia a reuniones convocadas por la dirección de la Empresa.\u003C\u002Fp>\n\n\u003Cp>3.La Empresa sufragará los gastos de los Representantes de las personas\ntrabajadoras originados como consecuencia de la asistencia a los plenos del\nComité Intercentros o a cualquiera de las Comisiones y Grupos de Trabajo\ndesarrollados en el presente convenio, o que de común acuerdo se pudieran\ndesarrollar por parte de la Comisión Mixta Paritaria.\u003C\u002Fp>\n\n\u003Cp>4.Se garantiza el derecho a utilizar el correo electrónico sin\nrestricciones para la comunicación entre los trabajadores, las Secciones\nSindicales constituidas y los Comités de empresa o Delegados de personal. En\nese sentido se dotará al Comité Intercentros y a los diferentes Comités de\nempresa y Delegados de personal de dirección de correo electrónico con la que\nse pueda garantizar el citado derecho.\u003C\u002Fp>\n\n\u003Cp>Igualmente se garantiza el derecho a utilizar la Intranet e Internet por la\nplantilla para acceder a sitios web de carácter sindical y\u002Fo relacionados con\nsus derechos laborales y civiles.\u003C\u002Fp>\n\n\u003Cp>Los Representantes de las personas trabajadoras harán un uso adecuado del\ncorreo electrónico tratando de evitar comunicaciones que por su extensión\npudieran entorpecer el normal desarrollo del trabajo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1695\">Artículo 54. Comité Intercentros.\u003C\u002Fh3>\n\n\u003Cp>El Comité Intercentros constituye el órgano representativo unitario de la\nplantilla de la Empresa, estando compuesto por trece (13) miembros designados\nentre los integrantes de los distintos Comités de Centro y Delegados de\nPersonal.\u003C\u002Fp>\n\n\u003Cp>La duración del mandato de sus miembros será de cuatro (4) años, contados\na partir de la fecha de su elección. En su constitución se respetará la\nproporcionalidad sindical conforme a los resultados electorales globales\nvigentes en el momento de su formación. \u003C\u002Fp>\n\n\u003Cp>Durante la vigencia del mandato, las vacantes que se produzcan por cualquier\ncausa serán cubiertas por representantes del mismo sindicato al que\npertenecía la persona sustituida, con el fin de mantener la representatividad\nsindical existente en el momento de su constitución.\u003C\u002Fp>\n\n\u003Cp>El presente artículo será de aplicación al Comité Intercentros elegido y\nen funcionamiento con anterioridad a la firma del presente convenio\ncolectivo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>El Comité Intercentros ostentará todas las competencias que el Estatuto de\nlos Trabajadores y demás normas legales atribuyen a los Comités de Empresa,\nreferidas al conjunto de la Empresa, incluyendo expresamente la negociación de\nlos planes de igualdad.\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Asimismo, asumirá todas aquellas competencias que el presente convenio\ncolectivo le atribuya de forma expresa o que, con carácter general, se\nreconozcan a la representación legal de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>El funcionamiento del Comité Intercentros se regirá por su propio\nreglamento, aprobado por su Pleno.\u003C\u002Fp>\n\n\u003Cp>Los miembros del Comité Intercentros dispondrán de un crédito de cuarenta\n(40) horas mensuales, acumulables entre uno o varios representantes, previa\ncomunicación a la Dirección de la Empresa y con el acuerdo expreso del propio\nComité.\u003C\u002Fp>\n\n\u003Cp>En todos los centros de trabajo existirán tablones de anuncios destinados\nal uso de la representación social, con el fin de facilitar la difusión de\ninformación por parte del Comité Intercentros.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-direct_participation_trigger\">\u003Ch3 id=\"L1715\">Artículo 55. Comisión Mixta Paritaria.\u003C\u002Fh3>\n\n\u003Cp>La Comisión Mixta Paritaria del convenio colectivo estará compuesta por\ncuatro miembros nombrados por la Dirección de la Empresa y otros cuatro\nmiembros nombrados por el Comité Intercentros elegidos de entre los miembros\nde los sindicatos que hayan firmado con conformidad el convenio.\u003C\u002Fp>\n\n\u003Cp>Sus funciones serán las siguientes:\u003C\u002Fp>\n\n\u003Cp>a)Será el órgano de interpretación y vigilancia del presente convenio\ncolectivo.\u003C\u002Fp>\n\n\u003Cp>b)Tendrá además todas las funciones que le asigna el presente convenio\ncolectivo.\u003C\u002Fp>\n\n\u003Cp>c)Todas aquellas otras que la Dirección de la Empresa y el Comité\nIntercentros acuerden.\u003C\u002Fp>\n\n\u003Cp>La Comisión Mixta Paritaria se constituirá en el plazo de un mes desde la\nfirma del presente convenio colectivo. Se reunirá al menos una vez cada dos\nmeses, bien de común acuerdo o bien cuando lo soliciten mayoritariamente\ncualquiera de las dos partes.\u003C\u002Fp>\n\n\u003Cp>Para que exista acuerdo se requerirá la mayoría simple de cada una de las\ndos representaciones.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L1733\">CAPÍTULO XIV Otras disposiciones\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1735\">Artículo 56. Acuerdo de Solución Autónoma de Conflictos.\u003C\u002Fh3>\n\n\u003Cp>Ambas partes acuerdan adherirse al VI Acuerdo de Solución Autónoma de\nConflictos (ASAC), así como a su Reglamento de Desarrollo.\u003C\u002Fp>\n\n\u003Cp>Conforme a lo establecido en la letra e) del apartado 3 del artículo 85 ET,\nlas discrepancias no resueltas en el seno de la Comisión Mixta Paritaria en\nmateria de no aplicación de las condiciones laborables reguladas en este\nconvenio colectivo se pondrán en conocimiento del SIMA al objeto de iniciar el\npreceptivo procedimiento de mediación previsto en el ASAC-VI.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1741\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-flexible_work_options\">\u003Ch3 id=\"L1741\">Artículo 57. Trabajo a distancia.\u003C\u002Fh3>\n\n\u003Cp>Las partes negociadoras del presente convenio reconocen el trabajo a\ndistancia como modalidad de contrato de trabajo que ha cobrado protagonismo en\nlos últimos años, consistente en el desempeño de la actividad profesional\nsin la presencia física de la persona trabajadora en el centro de trabajo,\ndurante toda o una parte de su jornada laboral, utilizando las tecnologías\nnecesarias, y por este motivo, las partes negociadoras acordarán los términos\nen los que se aplicará esta modalidad en la empresa, así como los modelos de\nanexo al contrato laboral.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-newtech_aiam\">\u003Ch3 id=\"L1745\">Artículo 58. Transformación digital.\u003C\u002Fh3>\n\n\u003Cp>Los firmantes del presente convenio constatan que las nuevas realidades\ndigitales han supuesto un cambio sobre la situación anterior que es\nconveniente abordar.\u003C\u002Fp>\n\n\u003Cp>Estas nuevas realidades resultan imparables y exigen necesariamente una\nadaptación a las mismas en todos los estamentos y personas de la empresa.\u003C\u002Fp>\n\n\u003Cp>Uniprex impartirá la formación necesaria para la adaptación de la\nplantilla a las nuevas realidades que se plantean. Esta formación tendrá un\nreconocimiento oficial por parte de la compañía. Los cursos de formación\nserán considerados como tiempo efectivo de trabajo y se desarrollarán dentro\nde la jornada laboral de cada trabajador si ello es posible. Cuando no lo sea,\nse abonarán las horas adicionales. Estos cursos serán financiados\níntegramente por la Empresa.\u003C\u002Fp>\n\n\u003Cp>Las tareas relacionadas con los entornos digitales tendrán carácter\nfundamentalmente complementario a las labores que los trabajadores vienen\ndesarrollando, incorporándose a los soportes digitales con las adaptaciones\nnecesarias para su difusión.\u003C\u002Fp>\n\n\u003Cp>La redacción de contenidos en exclusiva para soportes digitales, trabajos\nde diseño gráfico, toma y edición de fotografía y grabación y realización\nde vídeo tendrán carácter voluntario.\u003C\u002Fp>\n\n\u003Cp>En cualquier caso, el personal adscrito al área digital queda excluido del\npresente artículo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-remote_work_options\">\u003Ch3 id=\"L1759\">Artículo 59. Desconexión digital.\u003C\u002Fh3>\n\n\u003Cp>La disposición final decimotercera de la Ley Orgánica de Protección de\nDatos añade un nuevo artículo al Estatuto de los Trabajadores, el 20 bis,\nsegún el cual, se reconoce, de forma muy amplia y genérica, el derecho a la\nintimidad en el uso de los dispositivos digitales de las personas trabajadoras,\nel derecho a la desconexión digital y el derecho a la intimidad frente al uso\nde dispositivos de videovigilancia y geolocalización, dejando un amplio margen\nde libertad a las partes para proceder a su regulación.\u003C\u002Fp>\n\n\u003Cp>Uniprex se compromete a impulsar las medidas incluidas en el anexo IV del\nconvenio para potenciar el tiempo de descanso una vez finalizada la jornada\nlaboral, reconociendo el derecho a la desconexión digital como elemento\nfundamental para lograr una mejor ordenación del tiempo de trabajo en aras del\nrespeto de la vida privada y familiar, mejorar la conciliación de la vida\npersonal, familiar y laboral y contribuir a la optimización de la salud\nlaboral del conjunto de las personas trabajadoras.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1767\">Artículo 60. Medidas planificadas para la igualdad y no\ndiscriminación de las personas LGTBI.\u003C\u002Fh3>\n\n\u003Cp>El objetivo del presente acuerdo es dar cumplimiento a la obligación\nempresarial de contar con un conjunto planificado de medidas y recursos para\nalcanzar la igualdad real y efectiva de las personas LGTBI (en adelante,\n«medidas planificadas»), establecida en el artículo 15.1 de la Ley 4\u002F2023,\nde 28 de febrero, para la igualdad real y efectiva de las personas trans y para\nla garantía de los derechos de las personas LGTBI.\u003C\u002Fp>\n\n\u003Cp>El acuerdo se sujeta a los contenidos regulados en el Real Decreto\n1026\u002F2024, de 8 de octubre, por el que se desarrolla el conjunto planificado de\nlas medidas para la igualdad y no discriminación de las personas LGTBI en las\nempresas, y se adjunta como anexo V. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch2 id=\"L1773\">ANEXO I\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_table_selection_txt\">\u003C\u002Fdiv>\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n \u003Ctbody>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;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\">\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr style=\"height:17.05pt\">\u003Ctd width=\"34\" style=\"width:25.45pt;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 style=\"font-size:8.5pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;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 style=\"font-size:8.5pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"116\" colspan=\"2\" style=\"width:87.35pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Salario base\n 2025\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"117\" colspan=\"2\" style=\"width:87.6pt;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\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Salario base\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=\"34\" style=\"width:25.45pt;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\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Nivel\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;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\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Grupo profesional\n denominación\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Anual\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Mensual\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Anual\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;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\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Mensual\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;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:8.5pt\">3\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;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:8.5pt\">III - Auxiliar\n Administración\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">. 17.854,32\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.190,29\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">18.354,24\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.223,62\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">3\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">III - Auxiliar\n Servicios.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">17.854,32\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.190,29\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">18.354,24\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.223,62\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;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:8.5pt\">3\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;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:8.5pt\">III - Auxiliar\n Técnico.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">17.854,32\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.190,29\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">18.354,24\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.223,62\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;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:8.5pt\">3\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;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:8.5pt\">III - Auxiliar de Redacción\n y Contenidos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">17.854,32\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.190,29\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">18.354,24\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.223,62\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">3\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">III - Auxiliar\n Informático.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">17.854,32\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.190,29\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">18.354,24\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.223,62\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;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:8.5pt\">4\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;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:8.5pt\">II - Técnico\n Servicios.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">19.222,23\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.281,47\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">19.760,45\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.317,36\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;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:8.5pt\">4\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;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:8.5pt\">II - Técnico\n Administración.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">19.222,23\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.281,47\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">19.760,45\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.317,36\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">4\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">II - Técnico de Redacción\n y Contenidos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">19.222,23\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.281,47\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">19.760,45\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.317,36\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;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:8.5pt\">5\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;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:8.5pt\">II - Técnico\n Administrativo.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">20.263,49\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.350,90\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">20.830,87\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.388,72\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;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:8.5pt\">5\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;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:8.5pt\">II - Técnico\n Servicios.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">20.263,49\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.350,90\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">20.830,87\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.388,72\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;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:8.5pt\">5\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;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:8.5pt\">II - Técnico especialista\n «Baja».\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">20.263,49\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.350,90\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">20.830,87\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.388,72\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">5\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">II - Técnico especialista\n «Alta».\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">20.263,49\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.350,90\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">20.830,87\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.388,72\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;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:8.5pt\">5\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;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:8.5pt\">II - Técnico de Redacción\n y Contenidos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">20.263,49\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.350,90\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">20.830,87\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.388,72\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;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:8.5pt\">5\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;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:8.5pt\">II - Técnico\n Informático.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">20.263,49\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.350,90\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">20.830,87\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.388,72\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">6\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">II - Técnico\n Administrativo.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">21.294,52\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.419,64\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">21.890,77\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.459,39\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;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:8.5pt\">6\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;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:8.5pt\">II - Técnico especialista\n «Baja».\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">21.294,52\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.419,64\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">21.890,77\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.459,39\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;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:8.5pt\">6\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;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:8.5pt\">II - Técnico\n Informático.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">21.294,52\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.419,64\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">21.890,77\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.459,39\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;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:8.5pt\">6\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;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:8.5pt\">II - Técnico de Redacción\n y Contenidos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">21.294,52\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.419,64\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">21.890,77\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.459,39\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">6\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">II - Técnico especialista\n «Alta».\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">21.294,52\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.419,64\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">21.890,77\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.459,39\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;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:8.5pt\">7\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;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:8.5pt\">I - Coordinador\n Administrativo.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">23.040,14\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.536,01\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">23.685,27\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.579,02\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;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:8.5pt\">7\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;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:8.5pt\">I - Coordinador\n Técnico.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">23.040,14\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.536,01\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">23.685,27\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.579,02\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">7\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">I - Coordinador de\n Redacción y Contenidos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">23.040,14\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.536,01\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">23.685,27\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.579,02\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;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:8.5pt\">8\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;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:8.5pt\">I - Coordinador de\n Redacción y Contenidos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">25.010,35\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.667,35\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">25.710,64\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.714,04\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;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:8.5pt\">8\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;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:8.5pt\">I - Coordinador\n Administrativo.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">25.010,35\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.667,35\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">25.710,64\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.714,04\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">8\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">I - Coordinador\n Técnico.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">25.010,35\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.667,35\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">25.710,64\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.714,04\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;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:8.5pt\">9\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;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:8.5pt\">I - Coordinador\n Técnico.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">27.817,62\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.854,52\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">28.596,52\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.906,44\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;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:8.5pt\">9\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;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:8.5pt\">I - Coordinador\n Administrativo.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">27.817,62\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.854,52\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">28.596,52\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.906,44\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.3pt\">\n \u003Ctd width=\"34\" style=\"width:25.45pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">9\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"242\" style=\"width:181.2pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">I - Coordinador de\n Redacción y Contenidos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">27.817,62\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.05pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.854,52\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">28.596,52\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.906,44\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr style=\"height:17.3pt\">\u003Ctd width=\"55\" style=\"width:41.3pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.3pt\">\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L1839\">ANEXO II\u003C\u002Fh2>\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=\"53\" rowspan=\"2\" style=\"width:39.85pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Artículo\n convenio\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"222\" rowspan=\"2\" style=\"width:166.55pt;border:none;border-top:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Pluses y\n complementos\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"127\" colspan=\"2\" style=\"width:95.25pt;border:none;border-top:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">2025\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"127\" colspan=\"2\" style=\"width:95.25pt;border-top:solid windowtext 1.0pt; border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">2026\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:18.7pt\">\n \u003Ctd width=\"63\" style=\"width:47.5pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Anual\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"64\" style=\"width:47.75pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Mensual\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"63\" style=\"width:47.5pt;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Anual\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"64\" style=\"width:47.75pt;border:none;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Mensual\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"53\" style=\"width:39.85pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">34\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"222\" style=\"width:166.55pt;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\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Plus de transporte (11\n mensualidades).\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n \u003C\u002Ftd>\n \u003Ctd width=\"63\" style=\"width:47.5pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">735,24\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"64\" style=\"width:47.75pt;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\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">66,84\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"63\" style=\"width:47.5pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">755,83\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"64\" style=\"width:47.75pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">68,71\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"53\" style=\"width:39.85pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">35.1\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"222\" style=\"width:166.55pt;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\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Plus de coordinación de\n tareas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"63\" style=\"width:47.5pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">2.132,51\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"64\" style=\"width:47.75pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">177,71\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"63\" style=\"width:47.5pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">2.192,22\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"64\" style=\"width:47.75pt;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:8.5pt\">182,68\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"53\" style=\"width:39.85pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">35.2\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"222\" style=\"width:166.55pt;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\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Plus de\n responsabilidad.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"63\" style=\"width:47.5pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">2.762,57\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"64\" style=\"width:47.75pt;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\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">230,22\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"63\" style=\"width:47.5pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">2.839,93\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"64\" style=\"width:47.75pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">236,66\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"53\" style=\"width:39.85pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">35.4\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"222\" style=\"width:166.55pt;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\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Plus de\n idiomas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"63\" style=\"width:47.5pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.427,27\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"64\" style=\"width:47.75pt;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\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">118,93\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"63\" style=\"width:47.5pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.467,23\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"64\" style=\"width:47.75pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">122,26\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"53\" style=\"width:39.85pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">35.6\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"222\" style=\"width:166.55pt;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\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>Plus de\n nocturnidad.\u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"63\" style=\"width:47.5pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">2.881,15\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"64\" style=\"width:47.75pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">240,09\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"63\" style=\"width:47.5pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">2.961,82\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"64\" style=\"width:47.75pt;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:8.5pt\">246,82\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"53\" style=\"width:39.85pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">35.9\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"222\" style=\"width:166.55pt;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\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Plus de libre\n disposición.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"63\" style=\"width:47.5pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">2.744,30\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"64\" style=\"width:47.75pt;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\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">228,69\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"63\" style=\"width:47.5pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">2.821,14\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"64\" style=\"width:47.75pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">235,09\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.3pt\">\n \u003Ctd width=\"53\" style=\"width:39.85pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">35.10\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"222\" style=\"width:166.55pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Plus de\n polivalencia.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"63\" style=\"width:47.5pt;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:8.5pt\">1.986,25\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"64\" style=\"width:47.75pt;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:8.5pt\">165,52\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"63\" style=\"width:47.5pt;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:8.5pt\">2.041,87\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"64\" style=\"width:47.75pt;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:8.5pt\">170,16\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\" style=\"margin-bottom:15.95pt;line-height:.05pt\">\u003Cspan lang=\"ES\"> \u003C\u002Fspan>\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:37.9pt\">\n \u003Ctd width=\"53\" style=\"width:39.85pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Artículo\n convenio\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"349\" style=\"width:261.85pt;border:none;border-top:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Pluses y\n complementos\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"63\" style=\"width:47.5pt;border:none;border-top:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Precio día jornada\n completa\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"64\" style=\"width:47.75pt;border-top:solid windowtext 1.0pt; border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Precio día jornada\n completa\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:28.1pt\">\n \u003Ctd width=\"53\" style=\"width:39.85pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:28.1pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">35.12\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"349\" style=\"width:261.85pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:28.1pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:110%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;line-height:110%\">Plus\n sábados y\u002Fo domingos (sólo programación de cadena nacional en\n jornada ordinaria de trabajo).\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"63\" style=\"width:47.5pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:28.1pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">25,75\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"64\" style=\"width:47.75pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:28.1pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">26,47\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\" style=\"margin-bottom:15.95pt;line-height:.05pt\">\u003Cspan lang=\"ES\"> \u003C\u002Fspan>\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:37.9pt\">\n \u003Ctd width=\"53\" style=\"width:39.85pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Artículo\n convenio\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"349\" style=\"width:261.85pt;border:none;border-top:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Pluses y\n complementos\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"63\" style=\"width:47.5pt;border:none;border-top:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Precio día jornada\n completa\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"64\" style=\"width:47.75pt;border-top:solid windowtext 1.0pt; border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Precio día jornada\n completa\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.3pt\">\n \u003Ctd width=\"53\" style=\"width:39.85pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">35.11\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"349\" style=\"width:261.85pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Plus de Navidad y Año\n Nuevo.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"63\" style=\"width:47.5pt;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:8.5pt\">117,64\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"64\" style=\"width:47.75pt;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:8.5pt\">120,94\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003Cspan lang=\"ES\" style=\"font-size:12.0pt;font-family:"Microsoft Sans Serif",sans-serif; color:black\">\u003Cbr clear=\"all\" style=\"page-break-before:always\">\n\u003C\u002Fspan>ANEXO III\u003C\u002Fp>\n\n\u003Cp>Árbol genealógico\u003C\u002Fp>\n\n\u003Cp>Grados de consanguinidad y afinidad\u003C\u002Fp>\n\n\u003Cp>\u003Cimg alt=\"kép\" src=\"..\u002F..\u002F..\u002F..\u002F..\u002FKépek\u002FKépkivágás.JPG\" width=\"484\" height=\"532\">\u003C\u002Fp>\n\n\u003Ch2 id=\"L2001\">ANEXO IV Política de desconexión digital\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2003\">I.Antecedentes\u003C\u002Fh3>\n\n\u003Cp>Con la revolución digital y los procesos de automatización y\nglobalización, se produce el fenómeno de la conectividad permanente, que\npuede afectar a todos los ámbitos personales.\u003C\u002Fp>\n\n\u003Cp>La digitalización tiene una presencia indiscutible en el entorno laboral,\nde ahí que el texto refundido de la Ley del Estatuto de los Trabajadores (en\nadelante «Estatuto de los Trabajadores»), haya incluido el artículo 20 bis\nreconociendo, de forma amplia y genérica, el derecho a la intimidad en el uso\nde los dispositivos digitales de las personas trabajadoras, el derecho a la\ndesconexión digital y el derecho a la intimidad frente al uso de dispositivos\nde videovigilancia y geolocalización, dejando un amplio margen de libertad\npara proceder a su regulación.\u003C\u002Fp>\n\n\u003Cp>Para dar respuesta a la necesidad de establecer una delimitación entre el\ntiempo de trabajo y el tiempo de descanso del personal, Uniprex se compromete\nasí a impulsar medidas para potenciar el tiempo de descanso una vez finalizada\nla jornada laboral, reconociendo el derecho a la desconexión digital como\nelemento fundamental para lograr una mejor ordenación del tiempo de trabajo en\naras del respeto de la vida privada y familiar.\u003C\u002Fp>\n\n\u003Cp>Las presentes disposiciones tienen por objeto el establecimiento de medidas\nque tiendan a asegurar el respeto del tiempo de descanso y vacaciones de las\npersonas empleadas, así como el respeto a su intimidad familiar y personal,\nfuere cual fuere la jornada ordinaria de trabajo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2013\">II.Medidas\u003C\u002Fh3>\n\n\u003Cp>Primera. Derecho a la desconexión digital una vez finalizada la jornada\nlaboral.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras de Uniprex tendrán derecho a no responder a\nninguna comunicación, fuere cual fuere el medio utilizado (correo\nelectrónico, WhatsApp, teléfono, etc.), una vez finalizada su jornada\nlaboral, salvo que concurran las circunstancias establecidas en la medida\nquinta.\u003C\u002Fp>\n\n\u003Cp>Segunda.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras se comprometen al uso adecuado de los medios\ninformáticos y tecnológicos puestos a disposición por la empresa, evitando\nen la medida de lo posible su empleo fuera de la jornada ordinaria estipulada\nen el contrato de trabajo.\u003C\u002Fp>\n\n\u003Cp>Los responsables que gestionen equipos, deben observar especialmente las\npolíticas de desconexión digital, al ser una posición referente respecto a\nlos equipos que coordinan. Por lo tanto, los superiores jerárquicos\n-ponderando razonable y responsablemente las circunstancias concurrentes a la\nactividad y al negocio- se abstendrán de requerir respuesta en las\ncomunicaciones enviadas a las personas empleadas fuera de horario de trabajo,\nsiempre que pudieran suponer para los destinatarios de las mismas la\nrealización de un trabajo efectivo en tiempo de descanso. Por ello, las\npersonas empleadas destinatarias de la comunicación tendrán derecho a no\nresponder a la misma hasta el inicio de la siguiente jornada laboral.\u003C\u002Fp>\n\n\u003Cp>En este sentido, en caso de tener que enviar una comunicación que pueda\nsuponer respuesta fuera del horario establecido al efecto, el emisor asumirá\nexpresamente que la respuesta podrá esperar a la jornada laboral\nsiguiente. \u003C\u002Fp>\n\n\u003Cp>Tercera.\u003C\u002Fp>\n\n\u003Cp>A efectos de garantizar el derecho a la desconexión en relación con la\nefectiva conciliación de la vida personal, familiar y laboral, la convocatoria\nde reuniones de trabajo, tanto a nivel interno como las que se lleven a cabo\ncon clientes, se realizarán teniendo en cuenta el tiempo aproximado de\nduración y, preferiblemente, no se extenderá hasta más tarde de la\nfinalización de la jornada ordinaria de la persona trabajadora, a fin de que\nno se vea afectado el tiempo de descanso.\u003C\u002Fp>\n\n\u003Cp>Con carácter excepcional, y siempre que concurran las circunstancias\nestablecidas en la medida quinta, el apartado anterior no será de\naplicación.\u003C\u002Fp>\n\n\u003Cp>Cuarta.\u003C\u002Fp>\n\n\u003Cp>Uniprex garantizará a las personas empleadas el derecho la desconexión\ndigital durante el periodo que duren sus descansos, vacaciones, permisos,\nincapacidades o excedencias, con los mismos términos, incluido el personal\nfuera de convenios.\u003C\u002Fp>\n\n\u003Cp>Las personas empleadas tendrán la obligación de dejar un mensaje de aviso\nen el correo electrónico con la mención de «ausente», indicando los datos\nde contacto de las personas designadas para su reemplazo, así como las fechas\nde duración de los periodos.\u003C\u002Fp>\n\n\u003Cp>Quinta.\u003C\u002Fp>\n\n\u003Cp>No serán de aplicación las medidas que garantizan el derecho a la\ndesconexión digital en los casos en que concurran circunstancias excepcionales\no causas de fuerza mayor o que supongan un grave o evidente\u002Finminente perjuicio\nempresarial o del negocio, cuya urgencia temporal necesita de una respuesta\ninmediata.\u003C\u002Fp>\n\n\u003Cp>En dichos supuestos, la Compañía que requiera una respuesta de la persona\ntrabajadora, una vez finalizada su jornada laboral, contactará por el método\nde comunicación habitual para comunicarle la situación de urgencia que motiva\ndicha situación.\u003C\u002Fp>\n\n\u003Cp>Se excluye la aplicación del derecho a desconexión digital a aquellas\npersonas trabajadoras con posiciones de alta responsabilidad o cargos de\nconfianza que permanezcan a disposición de la Compañía y perciban, por ello,\nun complemento asociado a dicha alta responsabilidad.\u003C\u002Fp>\n\n\u003Cp>Sexta.\u003C\u002Fp>\n\n\u003Cp>Uniprex garantizará el derecho a la desconexión digital tanto a las\npersonas empleadas que realicen su jornada de forma presencial como a los\nsupuestos de realización total o parcial del trabajo a distancia, así como en\nel domicilio de la persona trabajadora vinculado al uso con fines laborales de\nherramientas tecnológicas.\u003C\u002Fp>\n\n\u003Cp>Séptima.\u003C\u002Fp>\n\n\u003Cp>Uniprex implementará las medidas de sensibilización sobre las que se\nampara el derecho a la desconexión digital. Para lo cual se informará y\u002Fo\nformará al personal sobre la necesaria protección de este derecho, teniendo\nen cuenta las circunstancias, tanto laborales como personales de todas las\npersonas trabajadoras, y para ello se pondrá a disposición de las mismas,\ntoda la información y\u002Fo formación que precisen para la compresión y\nposterior aplicación de las mencionadas medidas protectoras del derecho a la\ndesconexión digital.\u003C\u002Fp>\n\n\u003Cp>Será menester de los responsables de equipo y\u002Fo superiores jerárquicos de\nlas personas empleadas, fomentar y educar mediante la práctica responsable de\nlas tecnologías, y con el propósito de dar cumplimiento al derecho a la\ndesconexión digital.\u003C\u002Fp>\n\n\u003Cp>Octava.\u003C\u002Fp>\n\n\u003Cp>Uniprex, no podrá sancionar disciplinariamente a las personas empleadas con\nocasión del ejercicio de su derecho a desconexión digital en los términos\nestablecidos en la presente política.\u003C\u002Fp>\n\n\u003Cp>Novena.\u003C\u002Fp>\n\n\u003Cp>Uniprex, reconoce y formaliza el derecho a la desconexión digital como un\nderecho, aunque no como una obligación, aplicable a todas las personas\ntrabajadoras. Esto implica expresamente que, aquellas personas trabajadoras que\nrealicen comunicaciones fuera del horario establecido en esta política podrán\nhacerlo con total libertad; sin embargo, deben asumir que no tendrán respuesta\nhasta el siguiente día laborable posterior de la persona trabajadora. Las\núnicas excepciones serían las reconocidas en la medida Quinta de esta\npolítica, por lo que, para procurar la intervención o respuesta de alguna\npersona trabajadora, deberían aplicarse los mecanismos previstos en\naquélla.\u003C\u002Fp>\n\n\u003Cp>Décima.\u003C\u002Fp>\n\n\u003Cp>El ámbito de aplicación de esta política es el de las personas\ntrabajadoras de Uniprex, con la excepción prevista en la medida quinta para\nlas personas trabajadoras que perciban complemento de disponibilidad o de\nsimilar naturaleza.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Ch2 id=\"L2071\">ANEXO V Plan de Medidas para la protección del colectivo\nLGTBI\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>Declaración de principios\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La igualdad de oportunidades y la diversidad son dos de los principios\nbásicos de la cultura empresarial de Uniprex y forman parte asimismo de sus\npolíticas corporativas, como en la política de Recursos Humanos, en la que se\nrecoge su compromiso por ofrecer a las personas trabajadoras remuneraciones\ncompetitivas, motivadoras y equitativas, por el desarrollo profesional y la\nfidelización del talento, por la igualdad de oportunidades, la no\ndiscriminación y la diversidad en los procesos de selección y promoción y\npor un entorno laboral flexible.\u003C\u002Fp>\n\n\u003Cp>Las partes firmantes manifiestan su compromiso por alcanzar espacios de\ntrabajo seguros, unas relaciones laborales basadas en la libertad y el respeto\nentre las personas y por consiguiente libres de situaciones de LGTBIfobia y\nacoso por razón de orientación sexual, identidad de género y\u002Fo expresión de\ngénero. Y por ello considera necesario adoptar medidas preventivas y\nsancionadoras de conductas no toleradas, garantizando que el trabajo se\ndesarrolle en un entorno laboral en el que se respeten la dignidad de la\npersona y los derechos y valores constitucionalmente reconocidos.\u003C\u002Fp>\n\n\u003Cp>Este manifiesto se encuadra dentro del marco legal que ofrece la Ley 4\u002F2023\nde 28 de febrero para la igualdad real y efectiva de las personas trans y para\nla garantía de los derechos de las personas LGTBI, en el artículo 15, de\nIgualdad y no discriminación LGTBI en las empresas, por el que las empresas de\nmás de cincuenta personas trabajadoras deberán contar con un conjunto\nplanificado de medidas y recursos para alcanzar la igualdad real y efectiva de\nlas personas LGTBI, que incluya un Protocolo de actuación para la atención\ndel acoso o la violencia contra las personas LGTBI. \u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Objetivos del plan de igualdad y diversidad LGTBI+\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La Comisión de negociación del Plan ante el acoso por razón de\norientación sexual, identidad de género y\u002Fo expresión de género establece\ncomo objetivos generales del Plan de Igualdad LGTBI+ de Uniprex los\nsiguientes:\u003C\u002Fp>\n\n\u003Cp>Garantizar la igualdad de trato y oportunidades, y prevenir, corregir y\neliminar toda forma de discriminación por razón de orientación sexual,\nidentidad de género y\u002Fo expresión de género en la Empresa.\u003C\u002Fp>\n\n\u003Cp>Integrar en el Plan el Protocolo de actuación para la atención del acoso o\nla violencia contra las personas LGTBI+, junto con las medidas implementadas\nencaminadas a la inclusión de colectivos LGBTI+, y de promoción y garantía\nde igualdad y no discriminación por razón de orientación sexual, identidad\nde género y\u002Fo expresión de género en la Empresa.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Vigencia y entrada en vigor\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El presente acuerdo entrará en vigor a la fecha de firma del mismo, y su\nvigencia se sujetará a la del convenio colectivo del que forma parte.\u003C\u002Fp>\n\n\u003Cp>Ámbito de aplicación\u003C\u002Fp>\n\n\u003Cp>El protocolo se aplica a las personas que trabajan en Uniprex,\nindependientemente del vínculo jurídico que los una a éste y, por tanto,\nserá de aplicación no sólo a la plantilla laboral sino también a cualquier\notro personal que pudiera tener una relación asimilable, siempre que\ndesarrollen su actividad dentro del ámbito organizativo de la empresa.\u003C\u002Fp>\n\n\u003Cp>También será de aplicación a aquellas personas que no forman parte de la\nempresa pero que se relacionan con ella en razón de su trabajo: clientela y\nproveedores\u002Fas. En caso de que resulte implicado personal ajeno a la empresa,\nse dará conocimiento del suceso a su respectiva empresa, para que sea ésta la\nque tome la medida que crea oportuna.\u003C\u002Fp>\n\n\u003Cp>El protocolo será de aplicación a las situaciones de acoso por\norientación sexual, identidad de género y\u002Fo expresión de género que se\nproduzcan durante el trabajo, en relación con el trabajo o como resultado de\neste:\u003C\u002Fp>\n\n\u003Cp>-En el 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).\u003C\u002Fp>\n\n\u003Cp>-En el alojamiento proporcionado por la persona empleadora.\u003C\u002Fp>\n\n\u003Cp>-En los trayectos entre el domicilio y el lugar de trabajo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>\u003Cstrong>Definiciones de conductas no toleradas\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Según la Ley 4\u002F2023 de 28 de febrero, se entiende por:\u003C\u002Fp>\n\n\u003Cp>Discriminación directa: Situación en que se encuentra una persona o grupo\nen que se integra que sea, haya sido o pudiera ser tratada de manera menos\nfavorable que otras en situación análoga o comparable por razón de\norientación sexual e identidad sexual, expresión de género o\ncaracterísticas sexuales.\u003C\u002Fp>\n\n\u003Cp>Se considerará discriminación directa la denegación de ajustes razonables\na las personas con discapacidad. A tal efecto, se entiende por ajustes\nrazonables las modificaciones y adaptaciones necesarias y adecuadas del\nambiente físico, social y actitudinal que no impongan una carga\ndesproporcionada o indebida, cuando se requieran en un caso particular de\nmanera eficaz y práctica, para facilitar la accesibilidad y la participación\ny garantizar a las personas con discapacidad el goce o ejercicio, en igualdad\nde condiciones con las demás, de todos los derechos.\u003C\u002Fp>\n\n\u003Cp>Discriminación indirecta: Se produce cuando una disposición, criterio o\npráctica aparentemente neutros ocasiona o puede ocasionar a una o varias\npersonas una desventaja particular con respecto a otras por razón de\norientación sexual, e identidad sexual, expresión de género o\ncaracterísticas sexuales.\u003C\u002Fp>\n\n\u003Cp>Discriminación múltiple e interseccional:\u003C\u002Fp>\n\n\u003Cp>Se produce discriminación múltiple cuando una persona es discriminada, de\nmanera simultánea o consecutiva, por dos o más causas de las previstas en\nesta ley, y\u002Fo por otra causa o causas de discriminación previstas en la Ley\n15\u002F2022, de 12 de julio, integral para la igualdad de trato y la no\ndiscriminación.\u003C\u002Fp>\n\n\u003Cp>Se produce discriminación interseccional cuando concurren o interactúan\ndiversas causas comprendidas en el apartado anterior, generando una forma\nespecífica de discriminación.\u003C\u002Fp>\n\n\u003Cp>Acoso discriminatorio: Cualquier conducta realizada por razón de alguna de\nlas causas de discriminación previstas en esta ley, con el objetivo o la\nconsecuencia de atentar contra la dignidad de una persona o grupo en que se\nintegra y de crear un entorno intimidatorio, hostil, degradante, humillante u\nofensivo.\u003C\u002Fp>\n\n\u003Cp>Discriminación por asociación y discriminación por error: Existe\ndiscriminación por asociación cuando una persona o grupo en que se integra,\ndebido a su relación con otra sobre la que concurra alguna de las causas de\ndiscriminación por razón de orientación e identidad sexual, expresión de\ngénero o características sexuales, es objeto de un trato discriminatorio.\u003C\u002Fp>\n\n\u003Cp>La discriminación por error es aquella que se funda en una apreciación\nincorrecta acerca de las características de la persona o personas\ndiscriminadas.\u003C\u002Fp>\n\n\u003Cp>LGTBIfobia: Toda actitud, conducta o discurso de rechazo, repudio,\nprejuicio, discriminación o intolerancia hacia las personas LGTBI por el hecho\nde serlo, o ser percibidas como tales.\u003C\u002Fp>\n\n\u003Cp>Homofobia: Toda actitud, conducta o discurso de rechazo, repudio, prejuicio,\ndiscriminación o intolerancia hacia las personas homosexuales por el hecho de\nserlo, o ser percibidas como tales.\u003C\u002Fp>\n\n\u003Cp>Bifobia: Toda actitud, conducta o discurso de rechazo, repudio, prejuicio,\ndiscriminación o intolerancia hacia las personas bisexuales por el hecho de\nserlo, o ser percibidas como tales.\u003C\u002Fp>\n\n\u003Cp>Transfobia: Toda actitud, conducta o discurso de rechazo, repudio,\nprejuicio, discriminación o intolerancia hacia las personas trans por el hecho\nde serlo, o ser percibidas como tales.\u003C\u002Fp>\n\n\u003Cp>Inducción, orden o instrucción de discriminar: Es discriminatoria toda\ninducción, orden o instrucción de discriminar por cualquiera de las causas\nestablecidas en esta ley. La inducción ha de ser concreta, directa y eficaz\npara hacer surgir en otra persona una actuación discriminatoria.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Medidas de prevención\u003C\u002Fp>\n\n\u003Cp>Con la finalidad de establecer un mecanismo que determine como actuar de\nmanera efectiva e integral ante cualquier comportamiento que pueda resultar\nconstitutivo de acoso por orientación sexual, identidad de género y\u002Fo\nexpresión sexual se implantarán las siguientes medidas:\u003C\u002Fp>\n\n\u003Cp>Promoverá un entorno de respeto y corrección en el ambiente de trabajo,\ninculcando a todos los trabajadores\u002Fas los valores de igualdad de trato,\nrespeto, dignidad y libre desarrollo de la personalidad, y de no\ndiscriminación de las personas trabajadoras LGTBI+.\u003C\u002Fp>\n\n\u003Cp>Procurará la integración del personal de nuevo ingreso, evitando\nsituaciones de aislamiento, mediante un plan de acogida y seguimiento del\ntrabajador\u002Fa.\u003C\u002Fp>\n\n\u003Cp>Facilitará información a toda la plantilla sobre los principios y valores\nque deben respetarse en la empresa y sobre las conductas que no se\nadmiten. \u003C\u002Fp>\n\n\u003Cp>Prohibirá las insinuaciones o manifestaciones que sean contrarias a los\nprincipios reseñados, tanto en las comunicaciones internas (uso del lenguaje e\nimágenes) como en las actitudes, y que inciten a la LGTBIfobia.\u003C\u002Fp>\n\n\u003Cp>Cuando se detecten conductas Lgtbifóbicas, en un determinado colectivo o\nequipo de trabajo, la Dirección de la Empresa se dirigirá inmediatamente al\nresponsable del mismo, a fin de informarle sobre la situación detectada, las\nobligaciones que deben respetarse y las consecuencias que se derivan de su\nincumplimiento, llevándose a cabo las reuniones que en cada caso procedan,\npara analizar lo ocurrido y normalizar las conductas.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Contenido de las medidas\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1.Acceso al empleo.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.1La admisión e ingreso de las personas trabajadoras y su contratación es\nfacultad de la dirección de la empresa. No obstante, estas tendrán el deber\nde asegurar un procedimiento de selección basado en criterios objetivos y no\ndiscriminatorios.\u003C\u002Fp>\n\n\u003Cp>1.2En los procesos de selección, la empresa priorizará la formación e\nidoneidad de la persona para el puesto de trabajo, independientemente de su\norientación e identidad sexual o su expresión de género, con especial\natención a las personas trans como colectivo especialmente vulnerable.\u003C\u002Fp>\n\n\u003Cp>1.3La empresa formará a los equipos directivos, departamento de Recursos\nHumanos y responsables de la selección y contratación en diversidad y en una\ngestión de recursos humanos diversa y transincluyente, con el fin de erradicar\nestereotipos en el acceso al empleo de las personas LGTB+.\u003C\u002Fp>\n\n\u003Cp>1.4Se garantizará la participación de la representación de las personas\ntrabajadoras, en caso de que la hubiera, en los procesos de selección y\ncontratación de personal, al objeto de avalar la igualdad de oportunidades.\u003C\u002Fp>\n\n\u003Cp>1.5En el caso de las personas trans que no hayan podido cambiar todavía su\ndocumentación legal, evitar que la presentación de una documentación oficial\ncon un nombre y expresión de género diferente suponga un motivo para denegar\nsu contratación en caso de que reúna los requisitos requeridos para el\npuesto.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpromotion\">\u003Cp>\u003Cstrong>2.Clasificación y promoción profesional.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>2.1La clasificación, la promoción profesional y el régimen de ascensos se\nrealizará de forma que no conlleve discriminación directa o indirecta para el\ncolectivo de personas LGTBI, se basará en elementos objetivos tales como la\ncualificación profesional y capacidad y garantizará el desarrollo de su\ncarrera profesional en igualdad de condiciones.\u003C\u002Fp>\n\n\u003Cp>2.2En caso de que existiera comisión de igualdad de oportunidades en el\nseno de la empresa, esta participará en todos los procesos de promoción y\u002Fo\nascenso.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqtraining\">\u003Cp>\u003Cstrong>3.Formación, sensibilización y lenguaje.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>3.1La empresa integrará en su plan de formación módulos específicos\nsobre los derechos de las personas LGTBI+ en el ámbito laboral, con especial\nincidencia en la igualdad de trato y oportunidades y en la no\ndiscriminación.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.2Potenciar la formación en igualdad de oportunidades y en diversidad en\nel conjunto de la empresa, incluidos los mandos intermedios y la dirección,\nque contemple como mínimo:\u003C\u002Fp>\n\n\u003Cp>a)Conocimiento general y difusión del conjunto de medidas planificadas\nLGTBI+ recogidas en este convenio colectivo.\u003C\u002Fp>\n\n\u003Cp>b)Conocimiento de las definiciones y conceptos básicos sobre diversidad\nsexual, familiar y de género contenidas en la Ley 4\u002F2023, de 28 de febrero,\npara la igualdad real\u003C\u002Fp>\n\n\u003Cp>y efectiva de las personas trans y para la garantía de los derechos de las\npersonas LGTBI+.\u003C\u002Fp>\n\n\u003Cp>c)Las empresas deberán difundir en los centros de trabajo información\nsobre la existencia del protocolo de acompañamiento a las personas trans en el\nempleo, en caso de que dispongan del mismo.\u003C\u002Fp>\n\n\u003Cp>d)Las empresas deberán informar y publicitar, en sitio visible en los\ncentros de trabajo, la existencia de un protocolo para la prevención,\ndetección y actuación frente al acoso discriminatorio o violencia por razón\nde orientación e identidad sexual, expresión de género y características\nsexuales.\u003C\u002Fp>\n\n\u003Cp>3.3Promover la formación y sensibilización a toda la plantilla sobre la\nrealidad trans.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4.Entornos laborales diversos, seguros e inclusivos.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La empresa promoverá la heterogeneidad de las plantillas para lograr un\nentorno laboral diverso, inclusivo y seguro. A tal fin, garantizará la\nprotección contra comportamientos LGTBIfóbicos, especialmente a través del\nprotocolo frente al acoso laboral, acoso sexual y acoso por razón de sexo.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5.Permisos y beneficios sociales.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>5.1La empresa garantizará a todas las personas trabajadoras el disfrute en\ncondiciones de igualdad de los permisos para la asistencia a consultas médicas\no trámites legales, con especial atención a las personas trans.\u003C\u002Fp>\n\n\u003Cp>5.2Asimismo, atenderá a la realidad de las familias diversas, cónyuges,\nparejas de hecho LGTBI+, garantizando el acceso en igualdad de condiciones a\ntodos los permisos, beneficios sociales y derechos contemplados, sin\ndiscriminación por razón de orientación e identidad sexual, expresión de\ngénero y diversidad familiar.\u003C\u002Fp>\n\n\u003Cp>5.3La empresa concederá los permisos necesarios que requiera la persona\ntrans gestante, así como los beneficios sociales previstos por la empresa, en\nigualdad de derechos y condiciones que el resto.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>6.Protocolo de actuación para la atención del acoso o la violencia\ncontra las personas LGTBI+.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>6.1Procedimiento de actuación.\u003C\u002Fp>\n\n\u003Cp>La Dirección de Uniprex garantiza la activación del procedimiento interno\nde actuaciones cuando se denuncie la existencia de conductas o de hechos\nsusceptibles de ser considerados acoso por orientación sexual, identidad de\ngénero y\u002Fo expresión sexual.\u003C\u002Fp>\n\n\u003Cp>6.2Principios rectores del Procedimiento.\u003C\u002Fp>\n\n\u003Cp>-Protección de la intimidad, confidencialidad y dignidad de las personas\nimplicadas.\u003C\u002Fp>\n\n\u003Cp>-Protección del trabajador\u002Fa presuntamente acosado\u002Fa en cuanto a su\nseguridad y salud.\u003C\u002Fp>\n\n\u003Cp>-Audiencia imparcial y tratamiento justo para todas las personas\nafectadas.\u003C\u002Fp>\n\n\u003Cp>-Garantía de preservación de la identidad y circunstancias de la persona\nque denuncia.\u003C\u002Fp>\n\n\u003Cp>-No se divulgará ninguna información a partes o personas no implicadas en\nel caso, salvo que sea necesario para la investigación.\u003C\u002Fp>\n\n\u003Cp>-Tramitación urgente, sin demoras indebidas.\u003C\u002Fp>\n\n\u003Cp>-Investigación profesional y exhaustiva de los hechos denunciados.\u003C\u002Fp>\n\n\u003Cp>-Adopción de las medidas de todo orden, incluidas en su caso las de\ncarácter disciplinario, contra la persona\u002Fs cuyas conductas de acoso resulten\nacreditadas. Igualmente se considera reprobable y merecedora de reproche toda\nimputación, acusación o denuncia falsa en relación con estos\ncomportamientos, adoptándose las medidas que sean necesarias. \u003C\u002Fp>\n\n\u003Cp>6.3Protocolo de Actuación.\u003C\u002Fp>\n\n\u003Cp>El objetivo de este procedimiento de actuación es solucionar los casos de\nacoso por orientación sexual, identidad de género y\u002Fo expresión sexual que\npuedan surgir en Uniprex y facilitar a las víctimas todo el apoyo que\nnecesiten, así como aportarles soluciones ágiles y satisfactorias.\u003C\u002Fp>\n\n\u003Cp>A estos efectos se crea un Grupo de estudio al acoso por razón de\norientación sexual, identidad de género y\u002Fo expresión de género compuesto\npor tres personas que deberá reunir las debidas condiciones de aptitud,\nobjetividad e imparcialidad.\u003C\u002Fp>\n\n\u003Cp>Uno será el responsable de Recursos Humanos y las otras dos personas se\ndesignarán por los representantes de las personas trabajadoras si bien, la\nresponsabilidad de la instrucción y las conclusiones finales se hará por\nparte del responsable de Recursos Humanos.\u003C\u002Fp>\n\n\u003Cp>Si algún miembro del Grupo incurriera en el supuesto de incompatibilidad en\nun caso concreto, el Grupo designará a un suplente que cumpla con las debidas\ncondiciones. La adopción de acuerdos requerirá el voto favorable de al menos\ndos miembros del Grupo.\u003C\u002Fp>\n\n\u003Cp>Las denuncias por acoso se formularán ante Recursos Humanos, directamente\npor la persona afectada o a través de su representación sindical o por\ncualquier persona que tenga conocimiento de la situación.\u003C\u002Fp>\n\n\u003Cp>La reclamación o denuncia podrá cursarse de forma verbal o por escrito.\u003C\u002Fp>\n\n\u003Cp>Asimismo, podrán formularse tanto de forma confidencial como anónima\nutilizando el Canal de Consultas y Denuncias, a través del correo\ncanal-consultasydenuncias@atresmedia.com o de la web\nwww.atresmediacorporacion.com. Las consultas y denuncias recibidas a través\ndel canal serán gestionadas conforme al Procedimiento del canal publicado en\nla web corporativa y serán trasladadas a la Dirección de Recursos Humanos\npara su tramitación según lo establecido en el presente protocolo.\u003C\u002Fp>\n\n\u003Cp>La duda o consulta dará lugar a que el Interlocutor del Grupo de estudio,\nen un plazo máximo de siete días hábiles desde que se recibe la consulta, se\nponga en contacto con la persona para resolverla y establecer en su caso, el\nprocedimiento a seguir, llevándolo hasta el escalón del Protocolo que resulte\nnecesario o hasta cuando el sujeto pasivo desee.\u003C\u002Fp>\n\n\u003Cp>Por otro lado, la reclamación o denuncia dará lugar a la inmediata\napertura de expediente informativo por parte del Grupo, en un plazo de 3 días\nhábiles desde que se recibe la denuncia, encaminado a averiguar los hechos e\nimpedir la continuidad del acoso para lo que se articularán las medidas\noportunas. El Interlocutor prestará asistencia, asesoramiento, y ayuda al\ntrabajador\u002Fa presuntamente acosado\u002Fa en todo el proceso y recabará toda la\ninformación que necesite para el esclarecimiento de los hechos. El\nInterlocutor podrá realizar en su caso, las entrevistas necesarias con la\npersona denunciada. Tras obtener los resultados elevará un informe al Grupo de\nDecisión y se optará por el procedimiento más adecuado:\u003C\u002Fp>\n\n\u003Cp>Procedimiento informal\u003C\u002Fp>\n\n\u003Cp>Este procedimiento busca a través del Grupo de estudio de acoso, remediar\nla situación de manera extraoficial, mediante la mediación y la\nconciliación. Se mantendrá una reunión con la persona acosada y una reunión\ncon la persona denunciada para manifestarle las consecuencias de sus\ncomportamientos y para interrumpir inmediatamente la situación de posible\nacoso para alcanzar una solución aceptada por ambas partes, en un plazo\nmáximo de 30 días hábiles desde la apertura del expediente. Podrá acordarse\nla figura de un mediador para resolver el problema.\u003C\u002Fp>\n\n\u003Cp>Procedimiento formal\u003C\u002Fp>\n\n\u003Cp>Cuando el procedimiento anterior no dé resultados o sea inapropiado para el\ncaso en cuestión, se podrá acordar, en un plazo de dos días hábiles desde\nque se reúne el Grupo de estudio al acoso, y si las circunstancias así lo\naconsejan, una investigación de los \u003C\u002Fp>\n\n\u003Cp>hechos por parte del Grupo con los medios que considere necesarios para\nesclarecer los hechos denunciados: informes, testigos, entrevistas etc.\u003C\u002Fp>\n\n\u003Cp>Se mantendrá siempre la confidencialidad en todas sus actuaciones y se\npodrá solicitar, si así se considera necesaria, la colaboración del\ndepartamento de Prevención y Salud Laboral.\u003C\u002Fp>\n\n\u003Cp>El Grupo resolverá en un plazo máximo de 30 días hábiles desde el día\nde la apertura del expediente:\u003C\u002Fp>\n\n\u003Cp>Si se constata la existencia de acoso, el Grupo de estudio del acoso\ntrasladará el expediente a la Dirección de la empresa para que se adopten las\nmedidas disciplinarias que correspondan. Durante este tiempo, y si el Grupo\nentiende que los hechos analizados revisten especial gravedad, podrá proponer\nlas medidas cautelares que estime pertinentes hasta la resolución del caso:\nofrecer apoyo psicológico al acosado, pactar la modificación de las\ncondiciones de trabajo que se estimen beneficiosas para la recuperación de la\nvíctima, adoptar las medidas de vigilancia en protección al trabajador\nacosado etc.\u003C\u002Fp>\n\n\u003Cp>Si se constata que no existe acoso, pero sí un conflicto personal generado\npor el trabajo, la Dirección de Recursos Humanos adoptará las medidas\noportunas para solucionarlo.\u003C\u002Fp>\n\n\u003Cp>Si se constata que la denuncia es falsa, será constitutiva así mismo de\nactuación disciplinaria hacia el denunciante.\u003C\u002Fp>\n\n\u003Cp>6.4Disposiciones varias.\u003C\u002Fp>\n\n\u003Cp>Se prohíbe expresamente cualquier represalia contra las personas que\nefectúen una denuncia, atestigüen, colaboren o participen en las\ninvestigaciones que se lleven a cabo.\u003C\u002Fp>\n\n\u003Cp>Para preservar la intimidad y la confidencialidad de las partes se les\nasignará a las mismas un código numérico al comienzo del Procedimiento.\u003C\u002Fp>\n\n\u003Cp>En todas las comunicaciones que se vayan a realizar a lo largo del proceso,\nse omitirá el nombre de las personas implicadas.\u003C\u002Fp>\n\n\u003Cp>El archivo de todas las actuaciones practicadas quedarán custodiadas en el\ndespacho de la Dirección de Recursos Humanos.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbasignsingle":44,"JOBTITLE_trigger":48,"JOBTYPE_descriptions":52,"trainingprogrammes":56,"trainingprogrammes_newtech":60,"trainingfund":64,"TRAINING_trigger":68,"SOCSEC_trigger":72,"pensionfund":75,"disabilityfund":79,"contracttrial":83,"contracttrialperiod":87,"contractseverancepay":91,"SICDIS_trigger":95,"maxsicknesspay":99,"maxsicknesspayperc":103,"maxsicknesspaytype":105,"disabilitypay":108,"healthandsafetypolicy":112,"healthandsafetytraining":116,"WORKFAM_trigger":120,"nursingmothers":124,"maternity_nursing_breaks_duration":128,"maternity_nursing_breaks_length":130,"breastfeeding_workingtime":132,"paidmaternityleave":134,"paidmaternityleaveduration":138,"paidmaternityleaveall":140,"jobsecuritymothers":143,"pregnancy":147,"riskassessment":151,"alternatives":155,"timeoff":159,"paidpaternityleave":163,"paidpaternityleaveduration":165,"paidpaternityleavepay":167,"childcare":169,"childcareleave":173,"deathrelativesleave":175,"marriageleave":177,"sexualhar":181,"violence":185,"WORKHOURS_trigger":189,"hourspweek":192,"hoursovertimemax":196,"holidaysdays":200,"holidaysweeks":204,"bankholidays1":208,"schedulesrestpw":210,"TRADEUNLEAV_trigger":214,"tradeunleavdays":218,"ADMINISTRATIVE_trigger":220,"flexible_work_options":224,"remote_work_options":228,"newtech_aiam":232,"WAGES_trigger":236,"WAGES_determined":239,"PAYSCALES_trigger":243,"PAYSCALES_table_selection_txt":246,"STRUCINCR_trigger":250,"ONCEONLY_trigger":254,"ONCERISE_trigger":258,"ONCERISE2_trigger":262,"OVERTIME_trigger":265,"overtimeallowancetype_general":269,"overtimeallowancetxt":273,"HARDSHIP_trigger":275,"NOCTPREM_trigger":279,"CONSIGN_trigger":283,"SUNDAY_trigger":287,"COMMUTE_trigger":291,"SENIOR_trigger":295,"direct_participation_trigger":299,"discrimination":303,"GENEQ_trigger":307,"eqpromotion":311,"eqtraining":315},{"bindId":45,"name":46,"text":47},"cbasignsingle","CONVENIO COLECTIVO DE UNIPREX, SAU CONVE","CONVENIO COLECTIVO DE UNIPREX, SAU CONVENIO COLECTIVO DE UNIPREX, SAU\n2025-2026",{"bindId":49,"name":50,"text":51},"JOBTITLE_trigger","CAPÍTULO II Clasificación Profesional Ar","CAPÍTULO II Clasificación Profesional\n\nArtículo 8. Adscripción a Grupos y Niveles.\n\nEl personal se clasifica y distribuye teniendo en cuenta las funciones que\nrealiza en los Grupos Profesionales, Familias Funcionales y Niveles Salariales\nque a continuación se determinan.\n\nAspectos básicos para la clasificación\n\n1.Grupo profesional.\n\nSe entiende por grupo profesional el que agrupa unitariamente las aptitudes\nprofesionales, titulaciones y contenido general de la prestación. \n\n2.Elementos que definen los grupos profesionales.\n\nAptitud Profesional:\n\nResultado de la ponderación global de los siguientes factores:\n\na)Conocimientos\u002FCompetencia: es el conjunto de conocimientos técnicos,\nexperiencia o habilidades requeridas por la amplitud y\u002Fo complejidad de la\nfunción desempeñada, con independencia de su forma de adquisición.\n\nb)Capacidad de Dirección: entendida como la capacidad requerida para\nintegrar y armonizar recursos, actividades, funciones y objetivos distintos, y\nconseguir resultados a través de otros, a los que ha de supervisar, orientar,\nmotivar y desarrollar.\n\nc)Iniciativa\u002FAutonomía: entendida en función del grado de sujeción a\nplanes, normas y procedimientos establecidos para el desarrollo de las\nfunciones; y la capacidad de adoptar y asumir decisiones.\n\nd)Complejidad: entendida como el grado de dificultad, complejidad,\ndiversidad y definición de los problemas a abordar y resolver habitualmente en\nel puesto.\n\ne)Responsabilidad: es el nivel de autonomía de decisión y acción\nconcedido a un puesto y su incidencia y capacidad crítica sobre los\nresultados. Tiene como dimensiones el tipo y características de sus resultados\ny el grado, naturaleza y proximidad de la supervisión, revisión o dirección\nque recibe en su actuación.\n\nf)Titulación: formación mínima exigible para el correcto desempeño del\npuesto.\n\n3.Nivel retributivo.\n\nEs el que agrupa funciones de similar aptitud profesional y\u002Fo titulación de\nlas diferentes familias, con una misma retribución salarial.",{"bindId":53,"name":54,"text":55},"JOBTYPE_descriptions","4.Sistema de clasificación profesional. ","4.Sistema de clasificación profesional.\n\nEl sistema de Clasificación Profesional quedará integrado por los\nsiguientes grupos profesionales y familias, con los contenidos que se señalan\na continuación:\n\nGrupo I:\n\nCriterios generales:\n\nEstán en este Grupo Profesional los puestos que requieren conocimientos\ntécnicos o de gestión amplios. Cuentan para el desempeño de su función con\npropia y elevada autonomía y responsabilidad sobre el ámbito o unidad de\ntrabajo encomendado, generalmente una sección o subfunción dentro de su\nfamilia o área funcional.\n\nCoordinan o integran, operativa y conceptualmente, funciones y objetivos\nhomogéneos en una unidad funcional o de negocio de cierta complejidad. Las\ndirectrices establecidas se complementan con iniciativas propias derivadas de\nlos conocimientos especializados requeridos por la función.\n\nIncorporan elementos de planificación, programación, asesoramiento,\nevaluación, organización, coordinación y control de los procesos de trabajo\na realizar y de los medios materiales y humanos. Normalmente tienen\nresponsabilidad sobre otros empleados\u002F colaboradores que han de integrar y,\nmotivar.\n\nTitulación: Conocimientos técnicos y especializados y\u002Fo formación mínima\nequivalente a Titulación Universitaria de Grado Medio o Superior.\n\nNiveles Retributivos: a efectos de retribución se encuentran distribuidos\nen los Niveles 7, 8 y 9.\n\nGrupo II:\n\nCriterios generales:\n\nEstán en este Grupo Profesional los puestos que cuentan, para el desempeño\nde su función, con cierto grado de autonomía para realizar y\u002Fo supervisar\nfunciones en el ámbito de su competencia, con un apropiado conocimiento de las\nactividades relacionadas, por lo que requieren de habilidades especializadas,\nno puramente teóricas, adquiridas a través de la titulación, experiencia en\nel trabajo, y en parte también por calificaciones profesionales.\n\nRealizan y\u002Fo supervisan, de forma próxima, actividades específicas en\ncuanto a objetivo y contenido, resolviendo problemas técnicos o prácticos de\nsu campo de actuación conforme a los sistemas, normas y procedimientos\nestablecidos.\n\nPrograman y organizan su propio trabajo o el de un pequeño equipo de\npersonas colaboradoras, con cierta autonomía para interpretar las normas\nrecibidas, aunque deben consultar las principales decisiones a su superior.\n\nTitulación: Conocimientos singulares de las funciones, tareas y operativa,\ncon una formación mínima correspondiente a Bachillerato, BUP, FP2 o\nsimilar.\n\nNiveles Retributivos: a efectos de retribución se encuentran distribuidos\nen los Niveles 4, 5 y 6.\n\nGrupo III:\n\nCriterios generales:\n\nEstán en este Grupo Profesional los puestos que están sujetos al\nseguimiento de procedimientos e instrucciones precisas y preestablecidas.\nRealizan actividades o funciones básicas, instrumentales, de apoyo o\ndesarrollo parcial en los procesos de trabajo, por lo que, no necesitando de\nformación específica, pueden requerir de adecuados conocimientos y aptitudes\nprácticas en el manejo de equipos específicos de oficina, telemáticos y de\nradiodifusión.\n\nSon puestos que no integran resultados fuera del propio desempeño de las\nfunciones encomendadas, y su grado de autonomía y responsabilidad queda\nlimitada por una supervisión estrecha, directa o sistemática.\n\nTitulación: Conocimientos básicos o de cierta especialización o habilidad\ninstrumental, con una formación mínima, en su caso, correspondiente a ESO,\nFP1 o similar.\n\nNiveles Retributivos: a efectos de retribución se encuentran en el nivel\n3.\n\n5.Funciones específicas de las diferentes familias por grupos profesionales\ny niveles.\n\nTodo el personal sujeto al presente convenio queda encuadrado en una de las\nsiguientes familias o áreas funcionales:\n\n-Administrativa y Servicios.\n\n-Técnica, Emisiones e Informática.\n\n-Contenidos.\n\nCriterios generales:\n\n-La inclusión de la persona trabajadora, dentro de\ncada grupo profesional y nivel retributivo será el resultado de la\nponderación global de los factores antes mencionados, y en su caso, de las\ntitulaciones requeridas, reconociéndose expresamente a efectos habilitantes,\nen todo caso, la capacitación profesional que a la fecha de suscripción del\npresente convenio colectivo estuvieran prestando sus servicios en la\nCompañía. \n\n-En el contenido de cada nivel que a continuación\nse describe se entiende siempre comprendido e incluido igualmente el\nconocimiento de las funciones correspondientes a los niveles inferiores dentro\nde cada Grupo y Familia.\n\nFamilia administrativa y servicios\n\nFunciones del Grupo I:\n\n-Coordinación, análisis, asesoramiento y control de la elaboración de\ninformación económico-financiera especializada, así como de otras materias\ncorrespondientes a esta familia funcional. Nivel 9.\n\n-Resolver las incidencias que se generen en el grupo laboral a su cargo y\nelaborar informes dentro del ámbito de su competencia. Nivel 8.\n\n-Supervisar que en el desarrollo de las actividades encomendadas se cumplen\nlas normativas, instrucciones, circulares y normas específicas de\nprocedimientos. Nivel 7.\n\nFunciones del Grupo II:\n\n-Supervisión y control de operaciones contables, administrativas y de\ngestión de cobros y pagos. Nivel 6.\n\n-Analizar, tratar y resolver la documentación que se tramite en su puesto\nde acuerdo con las normas y los reglamentos en vigor. Nivel 5.\n\n-Supervisión y control del mantenimiento y reparación de equipos e\ninstalaciones. Nivel 5.\n\n-Introducción y revisión de datos en sistemas mecanizados (pauta de\npublicidad). Nivel 5.\n\n-Dar curso a las incidencias y reclamaciones de índole laboral, siguiendo\nlas indicaciones encomendadas por los superiores. Nivel 4.\n\n-Registrar y tramitar informes, así como redactar escritos dentro del\námbito de su responsabilidad, cuidando la calidad de los mismos y de los datos\nque los integran. Nivel 4.\n\nFunciones del Grupo III:\n\n-Control de la agenda de niveles jerárquicos superiores. Nivel 3.\n\n-Revisión e introducción de datos en sistemas mecanizados. Nivel 3.\n\n-Manejo de centralitas y servicios de recepción. Nivel 3.\n\n-Realización de actividades de clasificación y archivo de documentación.\nNivel 3.\n\n-Igualmente, el personal de servicios se encargará del mantenimiento y\nreparación de equipos, inmuebles e instalaciones. Nivel 3.\n\nFamilia de contenidos\n\nFunciones del Grupo I:\n\n-Dirección, y creación de programas. Nivel 9.\n\n-Coordinación de programas y equipos humanos. Nivel 8.\n\n-Redacción y edición de programas provinciales, regionales y nacionales.\nNivel 7.\n\nFunciones del Grupo II:\n\n-Edición y Realización de programas. Nivel 6.\n\n-Presentación y Producción de programas. Nivel 6.\n\n-Redacción y locución. Nivel 6.\n\n-Organización y clasificación de archivos sonoros. Nivel 5.\n\n-Redacción y locución simple. Nivel 5.\n\n-Captación de información. Nivel 4.\n\n-Manejo de equipos de baja frecuencia como complemento a su labor principal.\nNivel 4.\n\nFunciones del Grupo III:\n\n-Redacción de textos sencillos. Nivel 3.\n\nFamilia técnica, emisiones e informática\n\nFunciones del Grupo I:\n\n-Coordinación de equipos técnicos y humanos con un alto grado de\nespecialización y experiencia. Nivel 9.\n\n-Coordinación y administración de sistemas informáticos. Nivel 9.\n\n-Coordinación del trabajo de equipos técnicos propios y subcontratados.\nNivel 8.\n\n-Actualización de sistemas informáticos. Nivel 8.\n\n-Coordinación técnica de las emisoras (alta\u002Fbaja). Nivel 7.\n\n-Supervisión y seguimiento del control de calidad de la emisión. Nivel\n7.\n\n-Análisis y verificación de sistemas informáticos. Nivel 7.\n\nFunciones del Grupo II:\n\nTécnicos.\n\n-Mantenimiento y reparación de equipos e instalaciones (alta y baja\nfrecuencia), pudiendo supervisar personal técnico. Nivel 6.\n\n-Mantenimiento y reparación de equipos e instalaciones (alta y baja\nfrecuencia). Nivel 5.\n\n-Manejo básico de los aparatos de medida y comprobación. Nivel 4.\n\n-Tareas operativas de vigilancia de equipos. Nivel 4.\n\nEmisiones.\n\n-Realización de la continuidad de las emisiones. Nivel 6.\n\n-Montaje y realización de programas en el exterior. Nivel 6.\n\n-Grabación, edición y montaje de sonidos (control y sonido). Nivel 5.\n\n-Operaciones básicas de equipos de baja frecuencia. Nivel 4.\n\nInformáticos.\n\n-Programación de ordenadores. Nivel 5.\n\n-Ejecución de tareas básicas de instalación y mantenimiento en equipos\ninformáticos. Nivel 4.\n\nFunciones del Grupo III:\n\nTécnicos.\n\n-Manejo básico de los aparatos de medida y comprobación bajo supervisión.\nNivel 3.\n\n-Vigilancia de equipos técnicos bajo supervisión. Nivel 3.\n\nEmisiones.\n\n-Colaboración en operaciones básicas de equipos de baja frecuencia bajo\nsupervisión. Nivel 3. \n\nInformáticos.\n\n-Ejecución de tareas básicas de instalación y mantenimiento en equipos\ninformáticos bajo supervisión. Nivel 3.",{"bindId":57,"name":58,"text":59},"trainingprogrammes","Preferentemente, la formación se imparti","Preferentemente, la formación se impartirá contando con los recursos\npropios de la Empresa, mediante concertación con entidades y organismos de\nreconocida solvencia. Se deberá tener en cuenta la idoneidad de las\ninstalaciones y la adecuada optimización y utilización de los diferentes\nrecursos pedagógicos.",{"bindId":61,"name":62,"text":63},"trainingprogrammes_newtech","Una función preventiva para anticipar la","Una función preventiva para anticipar las posibles consecuencias que deban\nafrontar los trabajadores y la empresa fruto de la competitividad y de los\nprocesos económicos o tecnológicos.",{"bindId":65,"name":66,"text":67},"trainingfund","Proponer los planes de formación para su","Proponer los planes de formación para su subvención, a la Fundación\nemanada de los Acuerdos Nacionales de Formación Continua en vigor.\n\nSe acuerda un 1 % sobre el total de la plantilla de toda la empresa de\nP.I.F. (Permisos individuales de Formación).",{"bindId":69,"name":70,"text":71},"TRAINING_trigger","CAPÍTULO VI Formación Artículo 22. Forma","CAPÍTULO VI Formación\n\nArtículo 22. Formación profesional.\n\na)En la situación que atraviesa el sector de la comunicación, la\nFormación Continua es cada vez más, un factor esencial para asegurar la\ncompetitividad de las empresas.\n\nEn este sentido la Dirección de la empresa y la Representación de las\npersonas trabajadoras, son conscientes del papel de la Formación como un\ninstrumento esencial para alcanzar el liderazgo y afrontar con éxito el reto\nde la competencia.\n\nSe entiende por Formación Continua el conjunto de acciones formativas que\ndesarrolla la Empresa, dirigida tanto a la mejora de las competencias y\ncualificaciones como a la recalificación de su plantilla, que permitan\ncompatibilizar la mayor competitividad de la empresa con la Formación\nindividual.\n\nPor tanto, la formación no puede limitarse a acciones puntuales, sino que\nhay que considerarla como una función permanente dentro de la empresa y de la\nvida laboral de la plantilla, destinada no sólo a cualificar en la\nutilización de las herramientas o el dominio de tareas concretas de un puesto,\nsino también a generar cambios de actitudes y de valores.\n\nEn este sentido las partes firmantes asumen el contenido íntegro del\nAcuerdo Nacional de Formación Continua o equivalente en vigor, declarando que\neste desarrollará sus efectos en el ámbito funcional y territorial del\npresente convenio.\n\nb)En el marco de los criterios generales a los que se refiere el apartado\nanterior, la Formación Continua se encauzará prioritariamente hacia:\n\nEl conocimiento detallado de las novedades técnicas, el desarrollo de\nnuevas tecnologías y de nuevos sistemas en la organización del trabajo.\n\nLa especialización, en diversos grados, en algún área, sector o materia\nrelativa a la cualificación o recalificación de los contenidos profesionales\ny\u002Fo requerimientos del puesto.\n\nEl fomento de una cultura de prevención de riesgos laborales y seguridad en\nel trabajo.\n\nUna función preventiva para anticipar las posibles consecuencias que deban\nafrontar los trabajadores y la empresa fruto de la competitividad y de los\nprocesos económicos o tecnológicos.\n\nc)La Empresa promoverá la realización de un programa de Formación\nContinua que tendrá carácter anual.\n\nd)Mecanismos de participación:\n\nLa Comisión Mixta Paritaria del Convenio Colectivo, asumirá entre sus\nfunciones, las relativas al fomento y desarrollo de los Planes de Formación\nContinua en la empresa, contribuyendo a su elaboración, desarrollo y\nseguimiento en los términos establecidos en este convenio. \n\nLa Comisión Mixta Paritaria tendrá, entre otras, las siguientes\nfunciones:\n\nParticipar en la elaboración de los Planes de Formación de las personas\nincluidas en el ámbito de aplicación del convenio colectivo (cursos,\nconsideración de los mismos y nivel, familia y grupo profesional a los que\nafecta).\n\nParticipar en el desarrollo de los concursos de promoción y ascensos.\n\nVerificar la ejecución de los Planes de Formación.\n\nDesarrollar propuestas de Formación para todos los trabajadores.\n\nProponer los planes de formación para su subvención, a la Fundación\nemanada de los Acuerdos Nacionales de Formación Continua en vigor.\n\nSe acuerda un 1 % sobre el total de la plantilla de toda la empresa de\nP.I.F. (Permisos individuales de Formación).\n\ne)Desarrollo de la formación:\n\nUna vez fijado el correspondiente Plan de Formación, este contará con la\nsuficiente publicidad para conocimiento de todo el personal, y especialmente\npara las familias, grupos profesionales y\u002Fo niveles afectados por su\ndesarrollo.\n\nPreferentemente, la formación se impartirá contando con los recursos\npropios de la Empresa, mediante concertación con entidades y organismos de\nreconocida solvencia. Se deberá tener en cuenta la idoneidad de las\ninstalaciones y la adecuada optimización y utilización de los diferentes\nrecursos pedagógicos.\n\nA las acciones de Formación incluidas en el Plan, que se les identifique\ncomo de carácter obligatorio, asistirá el personal seleccionado y si se\nprodujeran plazas vacantes, previa autorización de la empresa podrán asistir\notros interesados en su contenido por razones de promoción, cualificación o\ndesarrollo de nuevos sistemas de producción.\n\nCuando para la realización de cursos de Formación identificados como\nobligatorios, el personal deba salir de su residencia, percibirá los gastos de\ndesplazamiento, alojamiento, manutención o dieta, según corresponda.\n\nCuando para la realización de cursos de formación identificados como\nobligatorios, estos deban realizarse en horario fuera del habitual de la\nprestación laboral, el tiempo empleado en dicha formación será siempre\ncompensado económicamente o en libranza. El importe de dicha compensación\nserá el abono de una hora ordinaria de trabajo por hora de formación o\ndescanso equivalente.\n\nA la finalización de las acciones de formación, a los asistentes se les\nexpedirá el correspondiente título de aptitud o asistencia.\n\nf)La empresa tendrá plena libertad para realizar otras actividades\nformativas que estime necesarias, sin menoscabo de otros derechos reconocidos\nen el presente artículo.\n\ng)La empresa concederá los permisos retribuidos para la asistencia a\nexámenes a quienes se inscriban en cursos cuya finalidad sea la obtención de\ntitulaciones oficiales, así como los que concurran a oposiciones. Igualmente,\ny en función de las necesidades del servicio, se permitirá la adaptación de\nla jornada al horario lectivo. En este supuesto el permiso se concederá en el\nacto, sin perjuicio de las sanciones que pudieran imponerse si se alega causa\nque resulte falsa.\n\nh)Se podrá solicitar un permiso de Formación no remunerado para la\nrealización de curso de Formación Profesional. La duración del permiso será\ncomo máximo igual al del curso al que se ha inscrito, y deberá notificarlo\ncon un mes de antelación como mínimo, acreditando esta circunstancia por los\nmedios que se establezcan. En este supuesto la persona trabajadora también\npodrá solicitar la adaptación de su jornada en función de las necesidades\ndel servicio. Para acceder a este permiso se deberá tener un año de\nantigüedad como mínimo en la Empresa.\n\ni)Cuando el personal haya recibido una especialización profesional con\ncargo a la empresa para poner en marcha proyectos determinados o realizar un\ntrabajo específico, podrá pactarse entre las partes la permanencia en la\nempresa durante cierto tiempo.\n\nPara que el pacto de permanencia sea válido ha de entenderse en primer\nlugar referido a una especialización profesional distinta por principio de la\ngenérica del Grupo o Familia profesional de pertenencia y, en segundo lugar,\nque la formación percibida exceda por su naturaleza del derecho ordinario a\nrecibir formación a cargo de la Empresa. El acuerdo no será de duración\nsuperior a dos años y se formalizará siempre por escrito. Si la persona\ntrabajadora abandona la Empresa antes del primer año desde la finalización de\nla formación impartida, la empresa tendrá derecho a una indemnización de\ndaños y perjuicios por el importe equivalente al 100 % del coste de la\nformación recibida a cargo de la empresa. Si la salida se verifica\ntranscurrido el año, la indemnización solo será del 50 % de dicho\nimporte.\n\nj)El personal de Uniprex no podrá ser obligado a realizar funciones\ncorrespondientes a áreas o subáreas ajenas a su especialización o a familias\ndistintas a la de su pertenencia, si previamente no ha recibido la formación\nadecuada.\n\nLos permisos, turnos más favorables y reducciones de jornada concedidos en\nrazón de estudios, promoción y formación profesional, podrán ser anulados,\nen caso de falta de aprovechamiento por el interesado en sus estudios o\ninasistencia a clase.",{"bindId":73,"name":74,"text":74},"SOCSEC_trigger","CAPÍTULO VII Beneficios sociales",{"bindId":76,"name":77,"text":78},"pensionfund","Artículo 29. Jubilaciones. La empresa, j","Artículo 29. Jubilaciones.\n\nLa empresa, junto con el Comité Intercentros, analizará las condiciones de\njubilación anticipada para el personal interesado en ella.",{"bindId":80,"name":81,"text":82},"disabilityfund","Las personas trabajadoras percibirán en ","Las personas trabajadoras percibirán en situación de enfermedad o\naccidente, como complemento de la prestación económica de la Seguridad\nSocial:\n\n1.En el caso de enfermedad o accidente (ANL= Accidente no laboral o EC=\nEnfermedad común): una cantidad que, sumada a la prestación de la Seguridad\nSocial, resulte equivalente al 100 % de la cantidad constituida por su salario\nfuncional (base y compl. Ad Personam del artículo 35.7) y al 95 % de sus\ncomplementos desde el primer día.\n\n2.En el caso de Enfermedad o accidente Laboral (AL= Accidente laboral o EP=\nEnfermedad profesional): el trabajador percibirá una cantidad que sumada a la\nprestación de la Seguridad Social, resulte equivalente al 100 % de su salario\nreal.",{"bindId":84,"name":85,"text":86},"contracttrial","Artículo 15. Periodo de prueba. Salvo lo","Artículo 15. Periodo de prueba.\n\nSalvo lo regulado de manera específica en el artículo 13 del presente\nconvenio, se podrá pactar por escrito en el contrato de trabajo un período de\nprueba que, en ningún caso, podrá exceder de seis meses para personal\ntitulado, ni de tres meses para el resto de la plantilla. Para el personal del\nGrupo III el período de prueba será de 30 días. \n\nDurante el período de prueba las personas trabajadoras tendrán los\nderechos y obligaciones correspondientes a su grupo profesional y al puesto que\ndesempeñe como si fuera de plantilla, pero cualquiera de las partes podrá\ndesistir de la realización del trabajo, sin que tal decisión dé lugar a\nindemnización.\n\nTranscurrido el período de prueba sin que se haya producido el\ndesistimiento, el contrato producirá plenos efectos, computándose el tiempo\nde los servicios prestados en la antigüedad de la relación laboral.\n\nLas situaciones de incapacidad temporal, nacimiento, adopción, guarda con\nfines de adopción, acogimiento, riesgo durante el embarazo, riesgo durante la\nlactancia y violencia de género, que afecten a la persona trabajadora durante\nel periodo de prueba, interrumpen el cómputo del mismo siempre que se produzca\nacuerdo entre ambas partes.",{"bindId":88,"name":89,"text":90},"contracttrialperiod","Salvo lo regulado de manera específica e","Salvo lo regulado de manera específica en el artículo 13 del presente\nconvenio, se podrá pactar por escrito en el contrato de trabajo un período de\nprueba que, en ningún caso, podrá exceder de seis meses para personal\ntitulado, ni de tres meses para el resto de la plantilla. Para el personal del\nGrupo III el período de prueba será de 30 días. ",{"bindId":92,"name":93,"text":94},"contractseverancepay","Artículo 16. Ceses. El personal que caus","Artículo 16. Ceses.\n\nEl personal que cause baja en la Empresa deberá comunicarlo a la misma con\nuna antelación de quince días.\n\nLa falta de comunicación supondrá para el descuento de un día de haberes\npor cada uno que le falte en la citada comunicación.\n\nEn el momento de la liquidación la persona trabajadora deberá devolver\ntodos los utensilios pertenecientes a la Empresa y el carné profesional o la\ntarjeta de control que le haya sido entregada por la Sociedad. En caso de\npérdida o no devolución, la Empresa estará facultada para descontar de la\nliquidación correspondiente el importe de estos utensilios.",{"bindId":96,"name":97,"text":98},"SICDIS_trigger","Artículo 24. Incapacidad temporal (IT). ","Artículo 24. Incapacidad temporal (IT).\n\nEl personal que inicie un proceso de Incapacidad laboral (IT= Incapacidad\nTemporal) deberán de comunicar a la empresa, el mismo día que este se\nproduzca, el inicio del proceso de baja e igualmente, deberán de comunicar a\nla empresa el alta médica el mismo día que ésta se produzca.",{"bindId":100,"name":101,"text":102},"maxsicknesspay","1.En el caso de enfermedad o accidente (","1.En el caso de enfermedad o accidente (ANL= Accidente no laboral o EC=\nEnfermedad común): una cantidad que, sumada a la prestación de la Seguridad\nSocial, resulte equivalente al 100 % de la cantidad constituida por su salario\nfuncional (base y compl. Ad Personam del artículo 35.7) y al 95 % de sus\ncomplementos desde el primer día.",{"bindId":104,"name":101,"text":102},"maxsicknesspayperc",{"bindId":106,"name":81,"text":107},"maxsicknesspaytype","Las personas trabajadoras percibirán en situación de enfermedad o\naccidente, como complemento de la prestación económica de la Seguridad\nSocial:",{"bindId":109,"name":110,"text":111},"disabilitypay","Artículo 28. Seguro de vida para el pers","Artículo 28. Seguro de vida para el personal.\n\nLa empresa continuará, durante la vigencia del presente convenio,\nsufragando los costes de la concertación de un Seguro de Vida que cubra los\nriesgos de muerte e invalidez absoluta para toda su plantilla, con un capital\nde 36.060,73 euros para el beneficiario que designe la persona trabajadora. En\nel caso de los trabajadores técnicos de alta y accidentes in itinere se\nestablece un capital de 42.070,85 euros.\n\nLa empresa se compromete a entregar copia (a petición del interesado) de la\nrenovación anual a cada persona trabajadora en la que consten las coberturas y\nbeneficiarios de dicho seguro y hacer las gestiones precisas para que, quien\nquiera aumentar el capital de este seguro, pueda hacerlo, corriendo a su cargo\nel incremento de la cuota correspondiente.",{"bindId":113,"name":114,"text":115},"healthandsafetypolicy","CAPÍTULO XII Salud laboral Artículo 49. ","CAPÍTULO XII Salud laboral\n\nArtículo 49. Prevención de Riesgos Laborales.\n\nLa Ley de Prevención de Riesgos Laborales, tiene por objeto promover la\nseguridad y la salud de las personas trabajadoras, mediante la aplicación de\nmedidas y el desarrollo de las actividades necesarias para la prevención de\nriesgos derivados del trabajo, considerando a la prevención, como al conjunto\nde actividades o medidas adoptadas o previstas en todas las fases de actividad\nde la empresa con el fin de evitar o disminuir los riesgos derivados del\nmismo.\n\nLa política en materia de prevención a desarrollar, tendrá por objeto la\npromoción de la mejora de las condiciones de trabajo dirigida a elevar el\nnivel de protección de la seguridad y salud de la plantilla en el trabajo.\n\nDe acuerdo con lo establecido en la citada ley, este artículo regula\naquellos aspectos sometidos a desarrollo en el ámbito normativo del convenio\ncolectivo.\n\nA esto efectos los Delegados de Prevención, serán designados por el pleno\ndel Comité Intercentros en un número de cuatro, salvo que por disposición\nlegal se incremente dicho número.\n\nEl Comité de Seguridad y Salud tendrá las funciones y la composición\nrecogidas en la Ley de Prevención de Riesgos Laborales en sus artículos 38 y\n39, con capacidad de intervención en el ámbito funcional y geográfico de la\nEmpresa. \n\nEl Comité de Seguridad y Salud actuará mediante el mecanismo de\ncodecisión sobre la determinación del contenido y calidad de los\nreconocimientos médicos, que deberá tener en cuenta la vigilancia de la salud\nsobre la base de la evaluación de riesgos de cada puesto de trabajo.\n\nEl trabajo en terminales de ordenador, conlleva unas características que\npueden derivar en situaciones de estrés y otras enfermedades laborales. Para\nlo cual quienes presten su servicio en cualquiera de estos puestos de trabajo\ndeberán tener la posibilidad de un sistema de organización del trabajo que\nles permita poder intercalar sus diferentes funciones con el fin de no\npermanecer demasiado tiempo continuo frente a la pantalla, facilitando así la\ndisminución del riesgo laboral. Igualmente, disfrutarán de una pausa mínima\nde 10 minutos por cada dos horas de trabajo continuado en pantallas en el caso\nen que por razones organizativas deba permanecer más de ese tiempo trabajando\nen pantallas.",{"bindId":117,"name":118,"text":119},"healthandsafetytraining","b)En el marco de los criterios generales","b)En el marco de los criterios generales a los que se refiere el apartado\nanterior, la Formación Continua se encauzará prioritariamente hacia:\n\nEl conocimiento detallado de las novedades técnicas, el desarrollo de\nnuevas tecnologías y de nuevos sistemas en la organización del trabajo.\n\nLa especialización, en diversos grados, en algún área, sector o materia\nrelativa a la cualificación o recalificación de los contenidos profesionales\ny\u002Fo requerimientos del puesto.\n\nEl fomento de una cultura de prevención de riesgos laborales y seguridad en\nel trabajo.",{"bindId":121,"name":122,"text":123},"WORKFAM_trigger","Artículo 31. Conciliación de la vida fam","Artículo 31. Conciliación de la vida familiar y laboral.\n\n1.Reducción de la jornada por motivos familiares.\n\nA)En los supuestos de nacimiento, adopción guarda con fines de adopción o\nacogimiento, de acuerdo con el artículo 45.1.d) del Estatuto de los\nTrabajadores, para la lactancia del menor hasta que este cumpla nueve meses, el\npersonal de Uniprex tendrá derecho a una hora de ausencia del trabajo, que\npodrán dividir en dos fracciones. La duración del permiso se incrementará\nproporcionalmente en los casos de parto, adopción, guarda con fines de\nadopción o acogimiento múltiples. Quien ejerza este derecho, por su voluntad,\npodrá sustituirlo por una reducción de su jornada en una hora con la misma\nfinalidad o acumularlo en 15 días laborables pudiéndose descontar el exceso\ndisfrutado en caso de no generarse el derecho por disfrute de otras situaciones\ndurante los primeros 9 meses del menor. La reducción de jornada contemplada en\neste apartado constituye un derecho individual de las personas trabajadoras sin\nque pueda transferirse su ejercicio a la otra persona progenitora, adoptante,\nguardadora o acogedora. No obstante, si dos personas trabajadoras de la misma\nempresa ejercen este derecho por el mismo sujeto causante, podrá limitarse su\nejercicio simultáneo por razones fundadas y objetivas de funcionamiento de la\nempresa, debidamente motivadas por escrito, debiendo en tal caso la empresa\nofrecer un plan alternativo que asegure el disfrute de ambas personas\ntrabajadoras y que posibilite el ejercicio de los derechos de conciliación.\n\nCuando ambas personas progenitoras, adoptantes, guardadoras o acogedoras\nejerzan este derecho con la misma duración y régimen, el periodo de disfrute\npodrá extenderse hasta que el lactante cumpla doce meses, con reducción\nproporcional del salario a partir del cumplimiento de los nueve meses.\n\nB)Quien por razones de guarda legal tenga a su cuidado directo algún menor\nde doce años o una persona con discapacidad que no desempeñe una actividad\nretribuida, tendrá derecho a una reducción de la jornada de trabajo, con la\ndisminución proporcional del salario entre, un octavo y un máximo de la mitad\nde la duración de aquella.\n\nTendrá el mismo derecho quien precise encargarse del cuidado directo del\ncónyuge o pareja de hecho, o un familiar hasta el segundo grado de\nconsanguinidad o afinidad, incluido el familiar consanguíneo de la pareja de\nhecho, que por razones de edad, accidente o enfermedad no pueda valerse por sí\nmismo, y que no desempeñe actividad retribuida.\n\nLas reducciones de jornada contempladas en este apartado constituyen un\nderecho individual de los trabajadores, hombres o mujeres. No obstante, si dos\no más trabajadores de la misma empresa generasen este derecho por el mismo\nsujeto causante, el empresario podrá limitar su ejercicio simultáneo por\nrazones fundadas y objetivas de funcionamiento de la empresa, debidamente\nmotivadas por escrito, debiendo en tal caso la empresa ofrecer un plan\nalternativo que asegure el disfrute de ambas personas trabajadoras y que\nposibilite el ejercicio de los derechos de conciliación.\n\nEn el ejercicio de este derecho se tendrá en cuenta el fomento de la\ncorresponsabilidad entre mujeres y hombres y, asimismo, evitar la perpetuación\nde roles y estereotipos de género.\n\nLa concreción horaria y la determinación del periodo de disfrute del\npermiso de lactancia y de la reducción de jornada, previstos en los apartados\nA y B de este artículo, corresponderá al trabajador, dentro de su jornada\nordinaria. El trabajador deberá preavisar al empresario, al menos, con siete\ndías de antelación la fecha de inicio de dicha reducción, así como\npreavisar con siete días de antelación, la fecha en que se reincorporará a\nsu jornada ordinaria.\n\n2.Excedencia por cuidado familiares.\n\nLos trabajadores tendrán derecho a un periodo de excedencia de duración no\nsuperior a tres años para atender al cuidado de cada hijo, tanto cuando lo sea\npor naturaleza, como por adopción, o en los supuestos de guarda con fines de\nadopción o acogimiento permanente, a contar desde la fecha de nacimiento o, en\nsu caso, de la resolución judicial o administrativa.\n\nQuien ejerza este derecho deberá preavisar al empresario, al menos, con\nsiete días de antelación la fecha de inicio de dicha excedencia.\n\nTambién tendrán derecho a un periodo de excedencia, de duración no\nsuperior a tres años, el personal que necesite atender al cuidado de un\nfamiliar, hasta el segundo grado de consanguinidad o afinidad, que por razones\nde edad, accidente o enfermedad no pueda valerse por sí mismo, y no desempeñe\nactividad retribuida.\n\nLa excedencia contemplada en el presente apartado constituye un derecho\nindividual de las personas trabajadoras, hombres o mujeres. No obstante, si dos\no más miembros de la misma empresa generasen este derecho por el mismo sujeto\ncausante y, se pretendiera ejercer este derecho por los mismos de forma\nsimultánea, la Empresa sólo por razones justificadas de funcionamiento de la\nmisma podrá limitar el ejercicio del derecho, planteando antes tal\ncircunstancia en la Comisión Mixta Paritaria que analizará las posibles\nsoluciones a la situación antes de que la Empresa proceda a limitar el\nejercicio del mencionado derecho.\n\nCuando un nuevo sujeto causante diera derecho a un nuevo periodo de\nexcedencia, el inicio de la misma dará fin al que, en su caso, se viniera\ndisfrutando.\n\nEl periodo en que el trabajador permanezca en situación de excedencia\nconforme a lo establecido en este artículo será computable a efectos de\nantigüedad y se tendrá derecho a la asistencia a cursos de formación\nprofesional, a cuya participación deberá ser convocada la persona trabajadora\npor el empresario, especialmente con ocasión de su reincorporación. Durante\nel primer año tendrá derecho a la reserva de su puesto de trabajo.\nTranscurrido dicho plazo, la reincorporación se verificará, en cuanto se\nproduzca una vacante en un puesto de trabajo del mismo nivel, familia y grupo\nprofesional, pudiendo por una sola vez rechazarse el puesto con el fin de\naguardar en el plazo de 6 meses máximo a que se produzca una vacante en la\nmisma localidad, o localidades cercanas. Pasado ese plazo, deberá cubrirse de\nacuerdo a lo establecido legalmente en un puesto de su mismo nivel, familia y\ngrupo que se verifique.\n\nNo obstante, cuando la persona trabajadora forme parte de una familia que\ntenga reconocida la condición de familia numerosa, la reserva de su puesto de\ntrabajo se extenderá hasta un máximo de quince meses cuando se trate de una\nfamilia numerosa \n\nde categoría general, y hasta un máximo de dieciocho meses si se trata de\ncategoría especial. Cuando la persona ejerza este derecho con la misma\nduración y régimen que el otro progenitor, la reserva de puesto de trabajo se\nextenderá hasta un máximo de dieciocho meses.\n\nEn el ejercicio de este derecho se tendrá en cuenta el fomento de la\ncorresponsabilidad entre mujeres y hombres y, asimismo, evitar la perpetuación\nde roles y estereotipos de género.\n\n3.Suspensión del contrato por nacimiento, adopción o acogimiento.\n\n1.El nacimiento, que comprende el parto y el cuidado de menor, suspenderá\nel contrato de trabajo de la madre biológica y el del progenitor distinto de\nla madre biológica durante diecinueve semanas.\n\nEn el supuesto de monoparentalidad, por existir una única persona\nprogenitora, el periodo de suspensión será de treinta y dos semanas.\n\nEn los casos de parto prematuro y en aquellos en que, por cualquier otra\ncausa, el neonato deba permanecer hospitalizado a continuación del parto, el\nperiodo de suspensión podrá computarse, a instancia de la madre biológica o\ndel otro progenitor, a partir de la fecha del alta hospitalaria. Se excluyen de\ndicho cómputo las seis semanas posteriores al parto, de suspensión\nobligatoria del contrato de la madre biológica.\n\nEn los casos de parto prematuro con falta de peso y en aquellos otros en que\nel neonato precise, por alguna condición clínica, hospitalización a\ncontinuación del parto, por un periodo superior a siete días, el periodo de\nsuspensión se ampliará en tantos días como el nacido se encuentre\nhospitalizado, con un máximo de trece semanas adicionales, y en los términos\nen que reglamentariamente se desarrolle.\n\nEn el supuesto de fallecimiento del hijo o hija, el periodo de suspensión\nno se verá reducido, salvo que, una vez finalizadas las seis semanas de\ndescanso obligatorio, se solicite la reincorporación al puesto de trabajo.\n\nEn caso de fallecimiento de uno de los progenitores, el otro progenitor\npodrá hacer uso de la totalidad o, en su caso, de la parte que reste de\npermiso.\n\nLa suspensión del contrato de cada uno de los progenitores por el cuidado\nde menor se distribuye de la siguiente manera:\n\na)Seis semanas ininterrumpidas inmediatamente posteriores al parto serán\nobligatorias y habrán de disfrutarse a jornada completa.\n\nb)Once semanas, veintidós en el caso de monoparentalidad, que podrán\ndistribuirse a voluntad de la persona trabajadora, en períodos semanales a\ndisfrutar de forma acumulada o interrumpida y ejercitarse desde la\nfinalización de la suspensión obligatoria posterior al parto hasta que el\nhijo o la hija cumpla doce meses. No obstante, la madre biológica podrá\nanticipar su ejercicio hasta cuatro semanas antes de la fecha previsible del\nparto.\n\nc)Dos semanas, cuatro en el caso de monoparentalidad, para el cuidado del\nmenor que podrán distribuirse a voluntad de la persona trabajadora, en\nperíodos semanales de forma acumulada o interrumpida hasta que el hijo o la\nhija cumpla los ocho años.\n\nEste derecho es individual de la persona trabajadora sin que pueda\ntransferirse su ejercicio al otro progenitor.\n\nLas suspensiones previstas en las letras b) y c) podrán disfrutarse en\nrégimen de jornada completa o de jornada parcial, previo acuerdo entre la\nempresa y la persona trabajadora, y conforme se determine\nreglamentariamente.\n\nLa persona trabajadora deberá comunicar a la empresa, con una antelación\nmínima de quince días, el ejercicio de este derecho. Cuando los dos\nprogenitores que ejerzan este derecho trabajen para la misma empresa, la\ndirección empresarial podrá limitar su ejercicio simultáneo por razones\nfundadas y objetivas, debidamente motivadas por escrito.\n\nA efectos de lo dispuesto en este apartado, el término de madre biológica\nincluye también a las personas trans gestantes.\n\n2.En los supuestos de adopción, de guarda con fines de adopción y de\nacogimiento, la suspensión tendrá una duración de diecinueve semanas para\ncada adoptante, guardador o acogedor.\n\nEn el supuesto de monoparentalidad, por existir una única persona\nadoptante, guardadora con fines de adopción o acogedora, el periodo de\nsuspensión será de treinta y dos semanas.\n\nEn el supuesto de fallecimiento del menor, el periodo de suspensión no se\nverá reducido, salvo que, una vez finalizadas las seis semanas de descanso\nobligatorio, se solicite la reincorporación al puesto de trabajo.\n\nEn caso de fallecimiento de una de las personas adoptantes, guardadoras con\nfines de adopción o acogedoras, la otra persona podrá hacer uso de la\ntotalidad o, en su caso, de la parte que reste de permiso.\n\nLa suspensión del contrato de cada persona adoptante, guardador o acogedora\npor el cuidado de menor se distribuye de la siguiente manera:\n\na)Seis semanas deberán disfrutarse a jornada completa de forma obligatoria\ne ininterrumpida, inmediatamente después de la resolución judicial por la que\nse constituye la adopción o bien de la decisión administrativa de guarda con\nfines de adopción o de acogimiento.\n\nb)Once semanas, veintidós en el caso de monoparentalidad, que podrán\ndistribuirse, a voluntad de la persona trabajadora, en períodos semanales a\ndisfrutar de forma acumulada o interrumpida y ejercitarse dentro de los doce\nmeses siguientes a la resolución judicial por la que se constituya la\nadopción o bien a la decisión administrativa de guarda con fines de adopción\no de acogimiento.\n\nc)Dos semanas, cuatro en el caso de monoparentalidad, para el cuidado del\nmenor que podrán distribuirse, a voluntad de la persona trabajadora, en\nperíodos semanales de forma acumulada o interrumpida hasta que el menor cumpla\nlos ocho años.\n\nEn ningún caso un mismo menor dará derecho a varios periodos de\nsuspensión en la misma persona trabajadora.\n\nEn los supuestos de adopción internacional, cuando sea necesario el\ndesplazamiento previo de los progenitores al país de origen del adoptado, el\nperiodo de suspensión previsto para cada caso en este apartado podrá\niniciarse hasta cuatro semanas antes de la resolución por la que se constituye\nla adopción.\n\nEste derecho es individual de la persona trabajadora sin que pueda\ntransferirse su ejercicio al otro adoptante, guardador con fines de adopción o\nacogedor.\n\nLas suspensiones previstas en las letras b) y c) podrán disfrutarse en\nrégimen de jornada completa o de jornada parcial, previo acuerdo entre la\nempresa y la persona trabajadora, y conforme se determine\nreglamentariamente.\n\nLa persona trabajadora deberá comunicar a la empresa, con una antelación\nmínima de quince días, Cuando los dos adoptantes, guardadores o acogedores\nque ejerzan este derecho trabajen para la misma empresa, la dirección\nempresarial podrá limitar su ejercicio simultáneo por razones fundadas y\nobjetivas, debidamente motivadas por escrito.\n\n3.La regulación introducida por los apartados 1 y 2, modificados por los\nartículos 48.4 y 5 del Estatuto de los Trabajadores, respecto de la adición\nde las dos semanas, cuatro en el caso de monoparentalidad, de suspensión del\ncontrato de trabajo o del permiso por nacimiento y cuidado de menor que se\npueden disfrutar hasta que el menor cumpla los ocho años de edad, será de\naplicación a los hechos causantes producidos a partir del 2 de agosto de\n2024.\n\nEl disfrute de dichas semanas de suspensión de contrato de trabajo o del\npermiso por nacimiento y cuidado de menor, así como la prestación económica\ncorrespondiente, podrá solicitarse a partir del 1 de enero de 2026 y no\nrequerirá un nuevo reconocimiento del derecho, siendo de aplicación la\nnormativa reguladora del disfrute del periodo de descanso voluntario por\nnacimiento y cuidado de menor. \n\n4.En el supuesto de discapacidad del hijo o hija en el nacimiento,\nadopción, en situación de guarda con fines de adopción o de acogimiento, la\nsuspensión del contrato a que se refieren los apartados 4 y 5 tendrá una\nduración adicional de dos semanas, una para cada una de las personas\nprogenitoras. Igual ampliación procederá en el supuesto de nacimiento,\nadopción, guarda con fines de adopción o acogimiento múltiple por cada hijo\no hija distinta del primero. En caso de haber una única persona progenitora,\nesta podrá disfrutar de las ampliaciones completas previstas en este apartado\npara el caso de familias con dos personas progenitoras.\n\n5.En el supuesto de riesgo durante el embarazo o de riesgo durante la\nlactancia natural, en los términos previstos en el artículo 26 de la Ley\n31\u002F1995, de 8 de noviembre, de Prevención de Riesgos Laborales, la suspensión\ndel contrato finalizará el día en que se inicie la suspensión del contrato\npor parto o el lactante cumpla nueve meses, respectivamente, o, en ambos casos,\ncuando desaparezca la imposibilidad de la trabajadora de reincorporarse a su\npuesto anterior o a otro compatible con su estado.\n\nA)En el caso de que se den por exposición de las trabajadoras en situación\nde embarazo o parto reciente o agentes, procedimientos o condiciones de trabajo\nque puedan influir negativamente en su salud o en la del feto, en cualquier\nactividad susceptible de presentar un riesgo específico que revelase un riesgo\npara la seguridad y la salud o una posible repercusión sobre el embarazo o la\nlactancia de las citadas trabajadoras, el empresario adoptará las medidas\nnecesarias para evitar la exposición a dicho riesgo, a través de una\nadaptación de las condiciones o del tiempo de trabajo de la trabajadora\nafectada. Dichas medidas incluirán, cuando resulte necesario, la no\nrealización de trabajo nocturno o de trabajo a turnos.\n\nB)Cuando la adaptación de las condiciones o del tiempo de trabajo no\nresulte posible o, a pesar de tal adaptación, las condiciones de un puesto de\ntrabajo pudieran influir negativamente en la salud de la trabajadora embarazada\no del feto, y así lo certifiquen los Servicios Médicos del Instituto Nacional\nde la Seguridad Social o de las Mutuas, con el informe del médico del Servicio\nNacional de la Salud que asista facultativamente a la trabajadora, ésta\ndeberá desempeñar un puesto de trabajo o función diferente y compatible con\nsu estado. El empresario deberá determinar, previa consulta con los\nrepresentantes de los trabajadores, la relación de los puestos de trabajo\nexentos de riesgo a estos efectos.\n\nEl cambio de puesto o función se llevará a cabo de conformidad con las\nreglas y criterios que se apliquen en los supuestos de movilidad funcional y\ntendrá efectos hasta el momento en que el estado de salud de la trabajadora\npermita su reincorporación al anterior puesto.\n\nEn el supuesto de que, aun aplicando las reglas señaladas en el párrafo\nanterior, no existiese puesto de trabajo o función compatible, la trabajadora\npodrá ser destinada a un puesto no correspondiente a su nivel, familia y grupo\nprofesional, si bien conservará el derecho al conjunto de retribuciones de su\npuesto de origen.\n\nC)Si dicho cambio de puesto no resultara técnica u objetivamente posible, o\nno pueda razonablemente exigirse por motivos justificados, podrá declararse el\npaso de la trabajadora afectada a la situación de suspensión del contrato por\nriesgo durante el embarazo, contemplada en el artículo 45.1.e) del Estatuto de\nlos Trabajadores, durante el periodo necesario para la protección de su\nseguridad o de su salud y mientras persista la imposibilidad de reincorporarse\na su puesto anterior o a otro puesto compatible con su estado.\n\nD)Lo dispuesto en los apartados A) y B) de este apartado será también de\naplicación durante el período de lactancia natural, si las condiciones de\ntrabajo pudieran influir negativamente en la salud de la mujer o del hijo y\nasí lo certifiquen los Servicios Médicos del Instituto Nacional de la\nSeguridad Social o de las Mutuas, en función de la Entidad con la que se tenga\nconcertada la cobertura de los riesgos profesionales, con el informe del\nmédico del Servicio Nacional de Salud que asista facultativamente a la\ntrabajadora o a su hijo. Podrá, asimismo, declararse el pase de la trabajadora\nafectada a la situación de suspensión del contrato por riesgo durante la\nlactancia natural de hijos menores de nueve meses contemplada en el artículo\n45.1.d) del Estatuto de los Trabajadores, si se dan las circunstancias\nprevistas en el artículo 26.3 de la Ley de Prevención de Riesgos\nLaborales.\n\nE)En el supuesto previsto en el artículo 45.1.n) del Estatuto de los\nTrabajadores, el periodo de suspensión tendrá una duración inicial que no\npodrá exceder de seis meses, salvo que de las actuaciones de tutela judicial\nresultase que la efectividad del derecho de protección de la víctima\nrequiriese la continuidad de la suspensión. En este caso, el juez podrá\nprorrogar la suspensión por periodos de tres meses, con un máximo de\ndieciocho meses.\n\nLos trabajadores se beneficiarán de cualquier mejora en las condiciones de\ntrabajo a la que hubieran podido tener derecho durante la suspensión del\ncontrato en los supuestos a que se refieren los apartados 4 a 8 del artículo\n48 del Estatuto de los Trabajadores.",{"bindId":125,"name":126,"text":127},"nursingmothers","A)En los supuestos de nacimiento, adopci","A)En los supuestos de nacimiento, adopción guarda con fines de adopción o\nacogimiento, de acuerdo con el artículo 45.1.d) del Estatuto de los\nTrabajadores, para la lactancia del menor hasta que este cumpla nueve meses, el\npersonal de Uniprex tendrá derecho a una hora de ausencia del trabajo, que\npodrán dividir en dos fracciones. La duración del permiso se incrementará\nproporcionalmente en los casos de",{"bindId":129,"name":126,"text":127},"maternity_nursing_breaks_duration",{"bindId":131,"name":126,"text":127},"maternity_nursing_breaks_length",{"bindId":133,"name":126,"text":127},"breastfeeding_workingtime",{"bindId":135,"name":136,"text":137},"paidmaternityleave","1.El nacimiento, que comprende el parto ","1.El nacimiento, que comprende el parto y el cuidado de menor, suspenderá\nel contrato de trabajo de la madre biológica y el del progenitor distinto de\nla madre biológica durante diecinueve semanas.",{"bindId":139,"name":136,"text":137},"paidmaternityleaveduration",{"bindId":141,"name":122,"text":142},"paidmaternityleaveall","Artículo 31. Conciliación de la vida familiar y laboral.",{"bindId":144,"name":145,"text":146},"jobsecuritymothers","El cambio de puesto o función se llevará","El cambio de puesto o función se llevará a cabo de conformidad con las\nreglas y criterios que se apliquen en los supuestos de movilidad funcional y\ntendrá efectos hasta el momento en que el estado de salud de la trabajadora\npermita su reincorporación al anterior puesto.",{"bindId":148,"name":149,"text":150},"pregnancy","5.En el supuesto de riesgo durante el em","5.En el supuesto de riesgo durante el embarazo o de riesgo durante la\nlactancia natural, en los términos previstos en el artículo 26 de la Ley\n31\u002F1995, de 8 de noviembre, de Prevención de Riesgos Laborales, la suspensión\ndel contrato finalizará el día en que se inicie la suspensión del contrato\npor parto o el lactante cumpla nueve meses, respectivamente, o, en ambos casos,\ncuando desaparezca la imposibilidad de la trabajadora de reincorporarse a su\npuesto anterior o a otro compatible con su estado.",{"bindId":152,"name":153,"text":154},"riskassessment","A)En el caso de que se den por exposició","A)En el caso de que se den por exposición de las trabajadoras en situación\nde embarazo o parto reciente o agentes, procedimientos o condiciones de trabajo\nque puedan influir negativamente en su salud o en la del feto, en cualquier\nactividad susceptible de presentar un riesgo específico que revelase un riesgo\npara la seguridad y la salud o una posible repercusión sobre el embarazo o la\nlactancia de las citadas trabajadoras, el empresario adoptará las medidas\nnecesarias para evitar la exposición a dicho riesgo, a través de una\nadaptación de las condiciones o del tiempo de trabajo de la trabajadora\nafectada. Dichas medidas incluirán, cuando resulte necesario, la no\nrealización de trabajo nocturno o de trabajo a turnos.",{"bindId":156,"name":157,"text":158},"alternatives","B)Cuando la adaptación de las condicione","B)Cuando la adaptación de las condiciones o del tiempo de trabajo no\nresulte posible o, a pesar de tal adaptación, las condiciones de un puesto de\ntrabajo pudieran influir negativamente en la salud de la trabajadora embarazada\no del feto, y así lo certifiquen los Servicios Médicos del Instituto Nacional\nde la Seguridad Social o de las Mutuas, con el informe del médico del Servicio\nNacional de la Salud que asista facultativamente a la trabajadora, ésta\ndeberá desempeñar un puesto de trabajo o función diferente y compatible con\nsu estado. El empresario deberá determinar, previa consulta con los\nrepresentantes de los trabajadores, la relación de los puestos de trabajo\nexentos de riesgo a estos efectos.",{"bindId":160,"name":161,"text":162},"timeoff","e)Por el tiempo indispensable para la re","e)Por el tiempo indispensable para la realización de exámenes prenatales y\ntécnicas de preparación al parto y, en los casos de adopción, guarda con\nfines de adopción o acogimiento, para la asistencia a las preceptivas sesiones\nde información y preparación y para la realización de los preceptivos\ninformes psicológicos y sociales previos a la declaración de idoneidad,\nsiempre, en todos los casos, que deban tener lugar dentro de la jornada de\ntrabajo.",{"bindId":164,"name":122,"text":142},"paidpaternityleave",{"bindId":166,"name":122,"text":142},"paidpaternityleaveduration",{"bindId":168,"name":122,"text":142},"paidpaternityleavepay",{"bindId":170,"name":171,"text":172},"childcare","b)Cinco días en los casos de hospitaliza","b)Cinco días en los casos de hospitalización de parientes o intervención\nquirúrgica sin hospitalización que precise reposo domiciliario del cónyuge,\npareja de hecho o parientes hasta el segundo grado por consanguinidad o\nafinidad, incluido el familiar consanguíneo de la pareja de hecho, así como\nde cualquier otra persona distinta de las anteriores, que conviva con la\npersona trabajadora en el mismo domicilio y que requiera el cuidado efectivo de\naquella, enfermedad grave o fallecimiento de cónyuge, pareja de hecho y\nparientes hasta el segundo grado de consanguinidad o afinidad, que se ampliará\nen dos días más por enfermedad grave o fallecimiento de padres, hijos,\ncónyuge o pareja de hecho, si requiere desplazamiento fuera de su lugar de\nresidencia a una distancia igual o mayor a 300 kilómetros.",{"bindId":174,"name":171,"text":172},"childcareleave",{"bindId":176,"name":171,"text":172},"deathrelativesleave",{"bindId":178,"name":179,"text":180},"marriageleave","a)Quince días naturales en caso de matri","a)Quince días naturales en caso de matrimonio o parejas de hecho. En ambos\ncasos la fecha de inicio de dicho permiso será el mismo día del matrimonio o\ninscripción de la pareja de hecho salvo que dicho día coincida con el\ndescanso semanal de la persona trabajadora en cuyo caso comenzará el primer\ndía laborable.",{"bindId":182,"name":183,"text":184},"sexualhar","Artículo 43. Acoso sexual, abuso de auto","Artículo 43. Acoso sexual, abuso de autoridad y abuso\nmoral.\n\nLa Empresa considerará como faltas muy graves y sancionará en consecuencia\nlos supuestos de acoso sexual así como el abuso de autoridad o de moral que\npudieran cometer sus Directivos, jefes o mandos intermedios.\n\nSe considerará acoso sexual en el ámbito de la Empresa cualquier\ncomportamiento verbal o físico, de naturaleza sexual que tenga el propósito o\nproduzca el efecto de atentar contra la dignidad de una persona, en particular\ncuando se crea un entorno intimidatorio, degradante u ofensivo.\n\nSe considerará abuso de autoridad o abuso moral, en el ámbito de la\nEmpresa siempre que un superior cometa un hecho arbitrario con infracción de\nprecepto legal y con perjuicio notorio para un inferior.\n\nEn estos casos la persona perjudicada pondrá en conocimiento del Comité o\nDelegado de Personal, y lo comunicará por escrito a su jefe inmediato, quien\ntendrá la obligación de tramitar la queja hasta la Dirección de la\nEmpresa.",{"bindId":186,"name":187,"text":188},"violence","Se considerará abuso de autoridad o abus","Se considerará abuso de autoridad o abuso moral, en el ámbito de la\nEmpresa siempre que un superior cometa un hecho arbitrario con infracción de\nprecepto legal y con perjuicio notorio para un inferior.",{"bindId":190,"name":191,"text":191},"WORKHOURS_trigger","CAPÍTULO X Jornada y vacaciones",{"bindId":193,"name":194,"text":195},"hourspweek","Año 2026: 1.Criterios generales La jorna","Año 2026:\n\n1.Criterios generales\n\nLa jornada laboral ordinaria para todo el personal incluido en el ámbito de\naplicación del presente convenio será, como máximo, de 35 horas\nsemanales.",{"bindId":197,"name":198,"text":199},"hoursovertimemax","El número de horas extraordinarias no po","El número de horas extraordinarias no podrá ser superior a ochenta al\naño, salvo lo previsto en los párrafos siguientes. Para aquellas personas que\npor la modalidad o duración de su contrato realizasen una jornada en cómputo\nanual inferior a la jornada general en la empresa, el número máximo anual de\nhoras extraordinarias se reducirá en la misma proporción que exista entre\ntales jornadas.",{"bindId":201,"name":202,"text":203},"holidaysdays","Artículo 40. Vacaciones. 1.Todo el perso","Artículo 40. Vacaciones.\n\n1.Todo el personal disfrutará de unas vacaciones anuales retribuidas de 24\ndías laborables al año. Los periodos vacacionales no podrán iniciarse en\nsábado, domingo o festivo. El personal sujeto a turnicidad no podrá iniciar\nsus vacaciones en sus días de libranza. En cualquier caso al personal sujeto\nturnos se le garantizan sus días laborables de vacaciones anuales y sus 14\ndías festivos.",{"bindId":205,"name":206,"text":207},"holidaysweeks","1.Todo el personal disfrutará de unas va","1.Todo el personal disfrutará de unas vacaciones anuales retribuidas de 24\ndías laborables al año. Los periodos vacacionales no podrán iniciarse en\nsábado, domingo o festivo. El personal sujeto a turnicidad no podrá iniciar\nsus vacaciones en sus días de libranza. En cualquier caso al personal sujeto\nturnos se le garantizan sus días laborables de vacaciones anuales y sus 14\ndías festivos.",{"bindId":209,"name":206,"text":207},"bankholidays1",{"bindId":211,"name":212,"text":213},"schedulesrestpw","A)Jornada de invierno. 1.Con carácter ge","A)Jornada de invierno.\n\n1.Con carácter general, en la jornada partida de lunes a jueves y en la\ncontinua de los viernes, se establecen horarios flexibles en cada centro de\ntrabajo, siendo el margen horario de referencia para el cumplimiento de la\njornada:\n\nDe 08.00 horas a 18.00 horas.\n\nLos horarios de trabajo podrán ser pactados en cada centro de trabajo en\nfunción de las necesidades de cada uno de ellos. En la jornada partida, por\nacuerdo entre empresa y persona trabajadora, el intervalo entre las dos partes\nde la jornada, podrá ser reducido desde el máximo de dos (2) horas a un\nmínimo de una (1) hora.\n\nSiempre que las necesidades del servicio lo permitan, durante la jornada de\ninvierno se podrá facilitar la realización de jornada continua en aquellas\nemisoras, programas o departamentos que lo permitan sin que se vea mermada la\norganización del servicio.\n\n2.Jornada continua de los viernes\n\nSiempre que las necesidades del servicio lo permitan, la empresa se\ncompromete a facilitar la jornada continua los viernes, que quedará\ncomprendida en el siguiente horario de referencia:\n\nViernes de 8:30 horas a 13.30 horas.\n\nLa Empresa establecerá un sistema de guardias con el personal mínimo\nimprescindible que aseguren el funcionamiento de todos sus departamentos y\nemisoras en horario de tarde. A este fin se establecerán turnos de carácter\nrotativo en cada departamento y emisora. Dichas guardias no darán lugar a\nningún tipo de compensación por parte de la empresa a la persona\ntrabajadora.\n\nB)Jornada de verano.\n\nSe fija un horario de verano, de 35 horas semanales, para todas aquellas\npersonas que se puedan acoger al mismo sin alterar sustancialmente el\ndesempeño de su trabajo, tal y como sucede, en principio, con el personal de\nadministración, secretarías y personal técnico de alta frecuencia, sin\ndetrimento de cualquier otro departamento que pudiera acogerse a juicio de la\nempresa. Este horario de verano se fija desde el 1 de junio al 15 de\nseptiembre. Con carácter general, el horario de referencia será de 08.00\nhoras a 15.00 horas, de lunes a viernes, dejando siempre a expensas de las\nnecesidades del servicio puntuales, la incorporación a su anterior horario\nhasta finalizar la excepcionalidad del servicio.\n\nDurante el horario de verano, la Empresa establecerá un sistema de guardias\ncon el personal mínimo imprescindible que asegure el funcionamiento de todos\nsus departamentos y emisoras en horario de tarde. A este fin se establecerán\nturnos de carácter rotativo en cada departamento y emisora. Dichas guardias no\ndarán lugar a ningún tipo de compensación por parte de la empresa al\ntrabajador.\n\nTodo el personal que, por necesidades del servicio, durante los meses de\nverano, continúe con su jornada habitual será compensado con cuatro días de\ndescanso a disfrutar durante el tiempo que dure la mencionada jornada de\nverano.\n\nEn ningún caso la jornada de 35 horas semanales podrá realizarse en\njornada partida.\n\nC)Jornada de Navidad.\n\nSe fija un horario de Navidad, de 35 horas semanales, para todas aquellas\npersonas que se puedan acoger al mismo sin alterar sustancialmente el\ndesempeño de su trabajo, tal y como sucede, en principio, con el personal de\nadministración, secretarías y personal técnico de alta frecuencia, sin\ndetrimento de cualquier otro departamento que pudiera acogerse a juicio de la\nempresa. Este horario de Navidad tendrá igualmente un horario \n\nde referencia que será de 08.00 horas a 15.00 horas, de lunes a viernes,\ndejando siempre a expensas de las necesidades del servicio puntuales, la\nincorporación a su anterior horario hasta finalizar la excepcionalidad del\nservicio.",{"bindId":215,"name":216,"text":217},"TRADEUNLEAV_trigger","1.Se establece una bolsa mensual de hora","1.Se establece una bolsa mensual de horas sindicales de 100 horas, a\ndisposición del Comité Intercentros para el desarrollo de las funciones que\nle son propias. Dicha bolsa de horas sindicales será adicional a las horas\nsindicales que por ley, o por las restantes disposiciones de convenio\ncolectivo, le correspondieran. Los criterios de reparto de la citada bolsa de\nhoras serán acordados por el Comité Intercentros.",{"bindId":219,"name":216,"text":217},"tradeunleavdays",{"bindId":221,"name":222,"text":223},"ADMINISTRATIVE_trigger","d)Por el tiempo indispensable para el cu","d)Por el tiempo indispensable para el cumplimiento de un deber inexcusable\nde carácter público o personal. Cuando conste en una norma legal o\nconvencional un período determinado, se estará a lo que ésta disponga en\ncuanto a duración de la ausencia.",{"bindId":225,"name":226,"text":227},"flexible_work_options","Artículo 57. Trabajo a distancia. Las pa","Artículo 57. Trabajo a distancia.\n\nLas partes negociadoras del presente convenio reconocen el trabajo a\ndistancia como modalidad de contrato de trabajo que ha cobrado protagonismo en\nlos últimos años, consistente en el desempeño de la actividad profesional\nsin la presencia física de la persona trabajadora en el centro de trabajo,\ndurante toda o una parte de su jornada laboral, utilizando las tecnologías\nnecesarias, y por este motivo, las partes negociadoras acordarán los términos\nen los que se aplicará esta modalidad en la empresa, así como los modelos de\nanexo al contrato laboral.",{"bindId":229,"name":230,"text":231},"remote_work_options","Artículo 59. Desconexión digital. La dis","Artículo 59. Desconexión digital.\n\nLa disposición final decimotercera de la Ley Orgánica de Protección de\nDatos añade un nuevo artículo al Estatuto de los Trabajadores, el 20 bis,\nsegún el cual, se reconoce, de forma muy amplia y genérica, el derecho a la\nintimidad en el uso de los dispositivos digitales de las personas trabajadoras,\nel derecho a la desconexión digital y el derecho a la intimidad frente al uso\nde dispositivos de videovigilancia y geolocalización, dejando un amplio margen\nde libertad a las partes para proceder a su regulación.\n\nUniprex se compromete a impulsar las medidas incluidas en el anexo IV del\nconvenio para potenciar el tiempo de descanso una vez finalizada la jornada\nlaboral, reconociendo el derecho a la desconexión digital como elemento\nfundamental para lograr una mejor ordenación del tiempo de trabajo en aras del\nrespeto de la vida privada y familiar, mejorar la conciliación de la vida\npersonal, familiar y laboral y contribuir a la optimización de la salud\nlaboral del conjunto de las personas trabajadoras.",{"bindId":233,"name":234,"text":235},"newtech_aiam","Artículo 58. Transformación digital. Los","Artículo 58. Transformación digital.\n\nLos firmantes del presente convenio constatan que las nuevas realidades\ndigitales han supuesto un cambio sobre la situación anterior que es\nconveniente abordar.\n\nEstas nuevas realidades resultan imparables y exigen necesariamente una\nadaptación a las mismas en todos los estamentos y personas de la empresa.\n\nUniprex impartirá la formación necesaria para la adaptación de la\nplantilla a las nuevas realidades que se plantean. Esta formación tendrá un\nreconocimiento oficial por parte de la compañía. Los cursos de formación\nserán considerados como tiempo efectivo de trabajo y se desarrollarán dentro\nde la jornada laboral de cada trabajador si ello es posible. Cuando no lo sea,\nse abonarán las horas adicionales. Estos cursos serán financiados\níntegramente por la Empresa.\n\nLas tareas relacionadas con los entornos digitales tendrán carácter\nfundamentalmente complementario a las labores que los trabajadores vienen\ndesarrollando, incorporándose a los soportes digitales con las adaptaciones\nnecesarias para su difusión.\n\nLa redacción de contenidos en exclusiva para soportes digitales, trabajos\nde diseño gráfico, toma y edición de fotografía y grabación y realización\nde vídeo tendrán carácter voluntario.\n\nEn cualquier caso, el personal adscrito al área digital queda excluido del\npresente artículo.",{"bindId":237,"name":238,"text":238},"WAGES_trigger","CAPÍTULO IX Retribuciones",{"bindId":240,"name":241,"text":242},"WAGES_determined","Artículo 33. Disposiciones generales sob","Artículo 33. Disposiciones generales sobre retribuciones.\n\nLas retribuciones del personal a que afecta este convenio estarán\nconstituidas por el salario base, pluses y complementos que correspondan.",{"bindId":244,"name":245,"text":245},"PAYSCALES_trigger","ANEXO I",{"bindId":247,"name":248,"text":249},"PAYSCALES_table_selection_txt"," Salario base 2025 Salario base 2026 Niv"," \n \n  \n \n Salario base\n 2025\n \n Salario base\n 2026\n \n \n \n Nivel\n \n Grupo profesional\n denominación\n \n Anual\n \n Mensual\n \n Anual\n \n Mensual\n \n \n \n 3\n \n III - Auxiliar\n Administración\n \n . 17.854,32\n \n 1.190,29\n \n 18.354,24\n \n 1.223,62\n \n \n \n 3\n \n III - Auxiliar\n Servicios.\n \n 17.854,32\n \n 1.190,29\n \n 18.354,24\n \n 1.223,62\n \n \n \n 3\n \n III - Auxiliar\n Técnico.\n \n 17.854,32\n \n 1.190,29\n \n 18.354,24\n \n 1.223,62\n \n \n \n 3\n \n III - Auxiliar de Redacción\n y Contenidos.\n \n 17.854,32\n \n 1.190,29\n \n 18.354,24\n \n 1.223,62\n \n \n \n 3\n \n III - Auxiliar\n Informático.\n \n 17.854,32\n \n 1.190,29\n \n 18.354,24\n \n 1.223,62\n \n \n \n 4\n \n II - Técnico\n Servicios.\n \n 19.222,23\n \n 1.281,47\n \n 19.760,45\n \n 1.317,36\n \n \n \n 4\n \n II - Técnico\n Administración.\n \n 19.222,23\n \n 1.281,47\n \n 19.760,45\n \n 1.317,36\n \n \n \n 4\n \n II - Técnico de Redacción\n y Contenidos.\n \n 19.222,23\n \n 1.281,47\n \n 19.760,45\n \n 1.317,36\n \n \n \n 5\n \n II - Técnico\n Administrativo.\n \n 20.263,49\n \n 1.350,90\n \n 20.830,87\n \n 1.388,72\n \n \n \n 5\n \n II - Técnico\n Servicios.\n \n 20.263,49\n \n 1.350,90\n \n 20.830,87\n \n 1.388,72\n \n \n \n 5\n \n II - Técnico especialista\n «Baja».\n \n 20.263,49\n \n 1.350,90\n \n 20.830,87\n \n 1.388,72\n \n \n \n 5\n \n II - Técnico especialista\n «Alta».\n \n 20.263,49\n \n 1.350,90\n \n 20.830,87\n \n 1.388,72\n \n \n \n 5\n \n II - Técnico de Redacción\n y Contenidos.\n \n 20.263,49\n \n 1.350,90\n \n 20.830,87\n \n 1.388,72\n \n \n \n 5\n \n II - Técnico\n Informático.\n \n 20.263,49\n \n 1.350,90\n \n 20.830,87\n \n 1.388,72\n \n \n \n 6\n \n II - Técnico\n Administrativo.\n \n 21.294,52\n \n 1.419,64\n \n 21.890,77\n \n 1.459,39\n \n \n \n 6\n \n II - Técnico especialista\n «Baja».\n \n 21.294,52\n \n 1.419,64\n \n 21.890,77\n \n 1.459,39\n \n \n \n 6\n \n II - Técnico\n Informático.\n \n 21.294,52\n \n 1.419,64\n \n 21.890,77\n \n 1.459,39\n \n \n \n 6\n \n II - Técnico de Redacción\n y Contenidos.\n \n 21.294,52\n \n 1.419,64\n \n 21.890,77\n \n 1.459,39\n \n \n \n 6\n \n II - Técnico especialista\n «Alta».\n \n 21.294,52\n \n 1.419,64\n \n 21.890,77\n \n 1.459,39\n \n \n \n 7\n \n I - Coordinador\n Administrativo.\n \n 23.040,14\n \n 1.536,01\n \n 23.685,27\n \n 1.579,02\n \n \n \n 7\n \n I - Coordinador\n Técnico.\n \n 23.040,14\n \n 1.536,01\n \n 23.685,27\n \n 1.579,02\n \n \n \n 7\n \n I - Coordinador de\n Redacción y Contenidos.\n \n 23.040,14\n \n 1.536,01\n \n 23.685,27\n \n 1.579,02\n \n \n \n 8\n \n I - Coordinador de\n Redacción y Contenidos.\n \n 25.010,35\n \n 1.667,35\n \n 25.710,64\n \n 1.714,04\n \n \n \n 8\n \n I - Coordinador\n Administrativo.\n \n 25.010,35\n \n 1.667,35\n \n 25.710,64\n \n 1.714,04\n \n \n \n 8\n \n I - Coordinador\n Técnico.\n \n 25.010,35\n \n 1.667,35\n \n 25.710,64\n \n 1.714,04\n \n \n \n 9\n \n I - Coordinador\n Técnico.\n \n 27.817,62\n \n 1.854,52\n \n 28.596,52\n \n 1.906,44\n \n \n \n 9\n \n I - Coordinador\n Administrativo.\n \n 27.817,62\n \n 1.854,52\n \n 28.596,52\n \n 1.906,44\n \n \n \n 9\n \n I - Coordinador de\n Redacción y Contenidos.\n \n 27.817,62\n \n 1.854,52\n \n 28.596,52\n \n 1.906,44",{"bindId":251,"name":252,"text":253},"STRUCINCR_trigger","Año 2026: para el año 2026 se fija un in","Año 2026: para el año 2026 se fija un incremento salarial del 2,8 % que\nserá de aplicación sobre todos los conceptos retributivos, incluido el plus\ntransporte.",{"bindId":255,"name":256,"text":257},"ONCEONLY_trigger","Año 2026: se establece una retribución v","Año 2026: se establece una retribución variable de un 1 % en caso de\nsuperar el EBITDA presupuestado en Uniprex en 500.000 euros o del 2 % si se\nsupera en 1 millón de euros. Para ello, la empresa comunicará al Comité\ncuál es el presupuesto acordado para 2026 cuando se tenga constancia de ello.\nEsta retribución se aplicará sobre el salario base y el complemento ad\npersonam y será abonado en un único pago. El 20 % del importe correspondiente\nse consolidará sobre el salario base y el complemento Ad Personam con efectos\ndesde el 1 de enero de 2027.",{"bindId":259,"name":260,"text":261},"ONCERISE_trigger","Artículo 37. Gratificaciones Extraordina","Artículo 37. Gratificaciones Extraordinarias.\n\nEl número de pagas extraordinarias es de cuatro, siendo:\n\n-Dos pagas enteras: julio y diciembre.\n\n-Dos medias pagas: abril y octubre.\n\nLa cuantía de cada paga extra vendrá determinada sólo por las\npercepciones mensuales fijas, siempre que se trate de complementos cuyo pago se\ndistribuya en quince mensualidades.\n\nEl período de devengo de las pagas enteras es el siguiente:\n\nPaga de julio: de 1 de enero a 30 de junio.\n\nPaga de diciembre: de 1 de Julio a 31 de\ndiciembre.\n\nEl abono de las pagas enteras será en la primera\nsemana del mes de julio y en la primera semana de diciembre,\nrespectivamente.\n\nEl período de devengo de las medias pagas es el\nsiguiente:\n\nPaga de abril: del 1 de octubre a 31 de marzo.\n\nPaga de octubre: de 1 de abril a 30 de\nseptiembre.\n\nEl abono de las medias pagas será en la primera semana de los meses de\nabril y octubre.",{"bindId":263,"name":264,"text":264},"ONCERISE2_trigger","-Dos pagas enteras: julio y diciembre.",{"bindId":266,"name":267,"text":268},"OVERTIME_trigger","Artículo 39. Horas Extraordinarias. Tend","Artículo 39. Horas Extraordinarias.\n\nTendrán la consideración de horas extraordinarias aquellas horas de\ntrabajo que se realicen sobre la duración máxima de la jornada ordinaria de\ntrabajo y se abonarán o se compensarán de la forma siguiente:\n\n-Compensación económica:\n\n\n\n\n \n \n  \n \n Niveles 7,8 y\n 9\n \n Niveles 3, 4, 5 y\n 6\n \n \n \n \n \n Hora extraordinaria\n normal.\n \n 24 euros\n brutos.\n \n 22 euros\n brutos.\n \n \n \n Hora extraordinaria\n nocturna\n \n 28 euros\n brutos.\n \n 26 euros\n brutos.\n \n \n \n Hora extraordinaria\n festiva\n \n 31 euros\n brutos.\n \n 28 euros\n brutos.\n \n \n \n",{"bindId":270,"name":271,"text":272},"overtimeallowancetype_general"," Niveles 7,8 y 9 Niveles 3, 4, 5 y 6 Hor"," \n \n Niveles 7,8 y\n 9\n \n Niveles 3, 4, 5 y\n 6\n \n \n \n \n \n Hora extraordinaria\n normal.\n \n 24 euros\n brutos.\n \n 22 euros\n brutos.\n \n \n \n Hora extraordinaria\n nocturna\n \n 28 euros\n brutos.\n \n 26 euros\n brutos.\n \n \n \n Hora extraordinaria\n festiva\n \n 31 euros\n brutos.\n \n 28 euros\n brutos.",{"bindId":274,"name":271,"text":272},"overtimeallowancetxt",{"bindId":276,"name":277,"text":278},"HARDSHIP_trigger","5.Plus de peligrosidad. Aquellas persona","5.Plus de peligrosidad. Aquellas personas adscritas al Departamento Técnico\nque realicen habitualmente tareas que entrañen un riesgo para su integridad\nfísica percibirán un plus de peligrosidad por un importe equivalente al 20 %\nde su salario base.",{"bindId":280,"name":281,"text":282},"NOCTPREM_trigger","6.Plus de nocturnidad. Las horas de la j","6.Plus de nocturnidad. Las horas de la jornada de trabajo realizadas en\nhorario nocturno (de 22:00 a 06:00 horas), serán abonadas con un incremento\ndel 25 % respecto de la hora ordinaria según el salario base de quien realice\nla nocturnidad, salvo en caso de contratación específica para este\nhorario.\n\nNo obstante lo anterior, quienes realicen el 75 % o más de su jornada en\nhorario nocturno (de 22:00 a 06:00 horas) percibirán, además del citado\nincremento del 25 % respecto a la hora ordinaria según salario base, la\ncantidad bruta establecida en el anexo II, o la cuantía proporcional de esta\ncantidad según el número de jornadas nocturnas trabajadas en la mensualidad\ncorrespondiente. En todo caso esta cantidad se podrá compensar y absorber de\ncualquier otro plus de carácter funcional que recompense la necesidad de\ntrabajar en horario nocturno.",{"bindId":284,"name":285,"text":286},"CONSIGN_trigger","9.Plus de libre disposición. Complemento","9.Plus de libre disposición. Complemento asignado a aquellas personas que,\nen función de las necesidades del servicio y de forma justificada, tengan\nobligación de permanecer a las órdenes del Director de la Emisora fuera del\nturno de trabajo, con posibilidad de incorporarse al mismo si las necesidades\ndel servicio lo requieren y las circunstancias no lo impiden. Este complemento\ncompensa, tanto la libre disposición como las prolongaciones de jornada\nordinaria que pudieran producirse. En modo alguno este plus puede lesionar el\ndescanso irrenunciable de la persona trabajadora.\n\nLos pluses que por este concepto o absorbidos por éste, no cubrirán más\nde 4 horas mensuales de prolongación de jornada, abonándose el resto, en su\ncaso como horas extraordinarias.",{"bindId":288,"name":289,"text":290},"SUNDAY_trigger","12.Plus de sábado y\u002Fo domingo. Dadas las","12.Plus de sábado y\u002Fo domingo. Dadas las especiales características de la\nprestación del trabajo en los servicios centrales de la cadena en San\nSebastián de los Reyes (Madrid) y por la prestación de servicios para la\nprogramación de cadena nacional, se establece un plus por cada sábado y\u002Fo\ndomingo trabajado dentro de la jornada ordinaria semanal establecida de acuerdo\ncon los turnos de trabajo fijados semanalmente. El importe de dicho plus es la\ncantidad establecida en el anexo II.\n\nEste plus no será de aplicación en los siguientes casos:\n\n-Personal que preste servicios de forma\nextraordinaria fuera de su jornada habitual en sábado y\u002Fo domingo.\n\n-Personal que fuere contratado específicamente\npara este horario o programación.\n\n-Personal que estuviera percibiendo complemento de\nnómina.\n\n-Personal que perciba plus de responsabilidad si\néste es mayor a 1,5 veces al importe mínimo anual.\n\n-Personal que tenga reconocido cualquier plus que\ncompense específicamente el trabajo en fin de semana.\n\n-Personal que tenga establecida una compensación\ncon descanso por trabajos en fin de semana, que como mínimo será de un día\nde libranza adherido al descanso semanal.\n\nEste plus entrará en vigor a partir del día 1 del mes siguiente a la firma\ndel presente convenio.",{"bindId":292,"name":293,"text":294},"COMMUTE_trigger","Plus de transporte (11 mensualidades).","Plus de transporte (11\n mensualidades).",{"bindId":296,"name":297,"text":298},"SENIOR_trigger","7.Complemento Ad Personam. Es un complem","7.Complemento Ad Personam. Es un complemento personal derivado del extinto\n«complemento personal de antigüedad».\n\nLas cantidades percibidas en este complemento tendrán el mismo tratamiento\nque el salario base y experimentarán idénticos incrementos salariales que los\nque en cada caso se pacten en las tablas salariales. Este complemento Ad\nPersonam, así como sus futuros incrementos, no podrá ser objeto de\ncompensación y absorción bajo ningún concepto.",{"bindId":300,"name":301,"text":302},"direct_participation_trigger","Artículo 55. Comisión Mixta Paritaria. L","Artículo 55. Comisión Mixta Paritaria.\n\nLa Comisión Mixta Paritaria del convenio colectivo estará compuesta por\ncuatro miembros nombrados por la Dirección de la Empresa y otros cuatro\nmiembros nombrados por el Comité Intercentros elegidos de entre los miembros\nde los sindicatos que hayan firmado con conformidad el convenio.\n\nSus funciones serán las siguientes:\n\na)Será el órgano de interpretación y vigilancia del presente convenio\ncolectivo.\n\nb)Tendrá además todas las funciones que le asigna el presente convenio\ncolectivo.\n\nc)Todas aquellas otras que la Dirección de la Empresa y el Comité\nIntercentros acuerden.\n\nLa Comisión Mixta Paritaria se constituirá en el plazo de un mes desde la\nfirma del presente convenio colectivo. Se reunirá al menos una vez cada dos\nmeses, bien de común acuerdo o bien cuando lo soliciten mayoritariamente\ncualquiera de las dos partes.\n\nPara que exista acuerdo se requerirá la mayoría simple de cada una de las\ndos representaciones.",{"bindId":304,"name":305,"text":306},"discrimination","Definiciones de conductas no toleradas S","Definiciones de conductas no toleradas\n\nSegún la Ley 4\u002F2023 de 28 de febrero, se entiende por:\n\nDiscriminación directa: Situación en que se encuentra una persona o grupo\nen que se integra que sea, haya sido o pudiera ser tratada de manera menos\nfavorable que otras en situación análoga o comparable por razón de\norientación sexual e identidad sexual, expresión de género o\ncaracterísticas sexuales.\n\nSe considerará discriminación directa la denegación de ajustes razonables\na las personas con discapacidad. A tal efecto, se entiende por ajustes\nrazonables las modificaciones y adaptaciones necesarias y adecuadas del\nambiente físico, social y actitudinal que no impongan una carga\ndesproporcionada o indebida, cuando se requieran en un caso particular de\nmanera eficaz y práctica, para facilitar la accesibilidad y la participación\ny garantizar a las personas con discapacidad el goce o ejercicio, en igualdad\nde condiciones con las demás, de todos los derechos.\n\nDiscriminación indirecta: Se produce cuando una disposición, criterio o\npráctica aparentemente neutros ocasiona o puede ocasionar a una o varias\npersonas una desventaja particular con respecto a otras por razón de\norientación sexual, e identidad sexual, expresión de género o\ncaracterísticas sexuales.\n\nDiscriminación múltiple e interseccional:\n\nSe produce discriminación múltiple cuando una persona es discriminada, de\nmanera simultánea o consecutiva, por dos o más causas de las previstas en\nesta ley, y\u002Fo por otra causa o causas de discriminación previstas en la Ley\n15\u002F2022, de 12 de julio, integral para la igualdad de trato y la no\ndiscriminación.\n\nSe produce discriminación interseccional cuando concurren o interactúan\ndiversas causas comprendidas en el apartado anterior, generando una forma\nespecífica de discriminación.\n\nAcoso discriminatorio: Cualquier conducta realizada por razón de alguna de\nlas causas de discriminación previstas en esta ley, con el objetivo o la\nconsecuencia de atentar contra la dignidad de una persona o grupo en que se\nintegra y de crear un entorno intimidatorio, hostil, degradante, humillante u\nofensivo.\n\nDiscriminación por asociación y discriminación por error: Existe\ndiscriminación por asociación cuando una persona o grupo en que se integra,\ndebido a su relación con otra sobre la que concurra alguna de las causas de\ndiscriminación por razón de orientación e identidad sexual, expresión de\ngénero o características sexuales, es objeto de un trato discriminatorio.\n\nLa discriminación por error es aquella que se funda en una apreciación\nincorrecta acerca de las características de la persona o personas\ndiscriminadas.\n\nLGTBIfobia: Toda actitud, conducta o discurso de rechazo, repudio,\nprejuicio, discriminación o intolerancia hacia las personas LGTBI por el hecho\nde serlo, o ser percibidas como tales.\n\nHomofobia: Toda actitud, conducta o discurso de rechazo, repudio, prejuicio,\ndiscriminación o intolerancia hacia las personas homosexuales por el hecho de\nserlo, o ser percibidas como tales.\n\nBifobia: Toda actitud, conducta o discurso de rechazo, repudio, prejuicio,\ndiscriminación o intolerancia hacia las personas bisexuales por el hecho de\nserlo, o ser percibidas como tales.\n\nTransfobia: Toda actitud, conducta o discurso de rechazo, repudio,\nprejuicio, discriminación o intolerancia hacia las personas trans por el hecho\nde serlo, o ser percibidas como tales.\n\nInducción, orden o instrucción de discriminar: Es discriminatoria toda\ninducción, orden o instrucción de discriminar por cualquiera de las causas\nestablecidas en esta ley. La inducción ha de ser concreta, directa y eficaz\npara hacer surgir en otra persona una actuación discriminatoria.",{"bindId":308,"name":309,"text":310},"GENEQ_trigger","ANEXO V Plan de Medidas para la protecci","ANEXO V Plan de Medidas para la protección del colectivo\nLGTBI\n\nDeclaración de principios\n\nLa igualdad de oportunidades y la diversidad son dos de los principios\nbásicos de la cultura empresarial de Uniprex y forman parte asimismo de sus\npolíticas corporativas, como en la política de Recursos Humanos, en la que se\nrecoge su compromiso por ofrecer a las personas trabajadoras remuneraciones\ncompetitivas, motivadoras y equitativas, por el desarrollo profesional y la\nfidelización del talento, por la igualdad de oportunidades, la no\ndiscriminación y la diversidad en los procesos de selección y promoción y\npor un entorno laboral flexible.\n\nLas partes firmantes manifiestan su compromiso por alcanzar espacios de\ntrabajo seguros, unas relaciones laborales basadas en la libertad y el respeto\nentre las personas y por consiguiente libres de situaciones de LGTBIfobia y\nacoso por razón de orientación sexual, identidad de género y\u002Fo expresión de\ngénero. Y por ello considera necesario adoptar medidas preventivas y\nsancionadoras de conductas no toleradas, garantizando que el trabajo se\ndesarrolle en un entorno laboral en el que se respeten la dignidad de la\npersona y los derechos y valores constitucionalmente reconocidos.\n\nEste manifiesto se encuadra dentro del marco legal que ofrece la Ley 4\u002F2023\nde 28 de febrero para la igualdad real y efectiva de las personas trans y para\nla garantía de los derechos de las personas LGTBI, en el artículo 15, de\nIgualdad y no discriminación LGTBI en las empresas, por el que las empresas de\nmás de cincuenta personas trabajadoras deberán contar con un conjunto\nplanificado de medidas y recursos para alcanzar la igualdad real y efectiva de\nlas personas LGTBI, que incluya un Protocolo de actuación para la atención\ndel acoso o la violencia contra las personas LGTBI. \n\nObjetivos del plan de igualdad y diversidad LGTBI+\n\nLa Comisión de negociación del Plan ante el acoso por razón de\norientación sexual, identidad de género y\u002Fo expresión de género establece\ncomo objetivos generales del Plan de Igualdad LGTBI+ de Uniprex los\nsiguientes:\n\nGarantizar la igualdad de trato y oportunidades, y prevenir, corregir y\neliminar toda forma de discriminación por razón de orientación sexual,\nidentidad de género y\u002Fo expresión de género en la Empresa.\n\nIntegrar en el Plan el Protocolo de actuación para la atención del acoso o\nla violencia contra las personas LGTBI+, junto con las medidas implementadas\nencaminadas a la inclusión de colectivos LGBTI+, y de promoción y garantía\nde igualdad y no discriminación por razón de orientación sexual, identidad\nde género y\u002Fo expresión de género en la Empresa.",{"bindId":312,"name":313,"text":314},"eqpromotion","2.Clasificación y promoción profesional.","2.Clasificación y promoción profesional.\n\n2.1La clasificación, la promoción profesional y el régimen de ascensos se\nrealizará de forma que no conlleve discriminación directa o indirecta para el\ncolectivo de personas LGTBI, se basará en elementos objetivos tales como la\ncualificación profesional y capacidad y garantizará el desarrollo de su\ncarrera profesional en igualdad de condiciones.\n\n2.2En caso de que existiera comisión de igualdad de oportunidades en el\nseno de la empresa, esta participará en todos los procesos de promoción y\u002Fo\nascenso.",{"bindId":316,"name":317,"text":318},"eqtraining","3.Formación, sensibilización y lenguaje.","3.Formación, sensibilización y lenguaje.\n\n3.1La empresa integrará en su plan de formación módulos específicos\nsobre los derechos de las personas LGTBI+ en el ámbito laboral, con especial\nincidencia en la igualdad de trato y oportunidades y en la no\ndiscriminación.","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>Convenio colectivo de la empresa Uniprex, SAU 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: → 2025-09-24\n \u003C\u002Fdiv>\n \n\n \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n \u003Cdiv id=\"display-SECTOR1\">\n Nombre de la industria: → Edición, artes gráficas, medios de comunicación\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-NACE2004\">\n Nombre de la industria: → Actividades de radiodifusión  , Otros\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-FIRMPRI\">\n Sector público o privado: → En el sector privado\n \u003C\u002Fdiv>\n \n \u003Cdiv>Concluido por:\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n \n \n \u003Cdiv>\n Nombre de la compañía: → \n \n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \n\n \n\n \u003Cdiv id=\"display-casignemployees\">\n Nombre otras firmas por lado de los trabajadores: → Comité Intercentros\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section social-security-pensions\">\n \u003Ch3 id=\"display-SOCSEC_trigger\">SEGURIDAD SOCIAL Y PENSIONES\u003C\u002Fh3>\n \u003Cdiv id=\"display-pensionfund\">El empleador contribuye al fondo de pensión del trabajador: → Not specified\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: → Sí\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: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-protectiveclothing\">Vestuario protector facilitado → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-hivpolicy\">Chequeo médico regular o anual o visitas proporcionadas por el empleador → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-monitoring\">Seguimiento de los riesgos musculo-esqueléticos de las estaciones de trabajo, riego profesional y\u002Fo relación entre trebajo y salud → The relationship between work and health, Employee involvement in the monitoring\u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpay\">Apoyo para funeral: → No\u003C\u002Fdiv>\n \n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section work-family-arrangements\">\n \u003Ch3 id=\"display-WORKFAM_trigger\">ACUERDOS SOBRE FAMILIA Y TRABAJO\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-paidmaternityleaveduration\">\n Licencia de maternidad pagada: → 19 semanas\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-jobsecuritymothers\">Estabilidad laboral tras la licencia de maternidad: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-maternitydiscrimination\">Prohibición de discriminación relacionada con la maternidad → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibición de obligar a las embarazadas o trabajadoras en lactancia materna para desarrollar trabajos peligrosos o poco saludables → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-riskassessment\">Evaluación de riesgos sobre salud y seguridad de las embarazdas o madres con lactancia → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-alternatives\">Posibilidad de alternativas al trabajo peligroso o no saludable para las enbarazadas o trabajadoras en lactancia → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-timeoff\">Tiempo libre para exámenes médicos prenatales: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningnonstandard\">Prohibición de la detección del embarazo antes de la regularización de los trabajadores no estándar: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningpromotion\">Prohibición de la detección del embarazo antes de la promoción: → No\u003C\u002Fdiv> \n \u003Cdiv id=\"display-nursingmothers\">Facilidades para lactancia: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcareprovision\">Cuidados infantiles proporcionados por el empleador: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcaresubsidy\">Cuidados infantiles subsidiados por el empleador: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-educationtuition\">Subsidio para la educación de los hijos: → No\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-childcareleave\">\n Licencia pagada anual en caso de cuidado de parientes: → 5 días\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-paidpaternityleaveduration\">\n Licencia de paternidad pagada: → Not specified días\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-deathrelativesleave\">\n Duración del permiso retibuido en caso de muerte de un pariente: → 5 días\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n \n \u003Cdiv class=\"section gender-equality-issues\">\n \u003Ch3 id=\"display-GENEQ_trigger\">TEMAS DE IGUALDAD DE GENERO\u003C\u002Fh3>\n \u003Cdiv id=\"display-eqpay\">Igual salario para igual valor: → 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 \u003Cdiv id=\"display-contracttrialperiod\">\n Duración del período de prueba: → 90 días\n \u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-part_time_excluded\">Trabajadores a tiempo parcial excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-tempagency\">Disposiciones sobre trabajadores temporales: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-apprentices_excluded\">Aprendices excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Ftrabajos para estudiantes excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n \n\n \u003Cdiv class=\"section working-hours\">\n \u003Ch3 id=\"display-WORKHOURS_trigger\">HORAS DE TRABAJO, HORARIOS Y DIAS FESTIVOS\u003C\u002Fh3>\n\n \n\n \u003Cdiv id=\"display-hourspweek\">\n Horas de trabajo por semana: → 35.0\n \u003C\u002Fdiv>\n\n \n\n \n\n \n\n \u003Cdiv id=\"display-hoursovertimemax\">\n Máximo de horas extras: → 1.5\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysdays\">\n Licencia anual pagada: → 24.0 días\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysweeks\">\n Licencia anual pagada: → 6.0 semanas\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-schedulesrestpw\"> Periodos acordados de descansos semanales: → Sí\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-sundays_year\">\n Máximo número de domingos \u002F festivos que pueden trabajarse en un año: → \n \u003C\u002Fdiv>\n \n \n \n \u003Cdiv id=\"display-tradeunleavdays\">\n Permiso pagado para actividades sindicales: → 100.0 días\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-administrativedays\">\n Permiso pagado para aisitir a juicios o deberes administrativos: →  días\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-FLEXWORK_trigger\"> Disposiciones sobre horarios de trabajo flexible: → Sí\n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section wages\">\n \u003Ch3 id=\"display-WAGES_trigger\">SALARIOS\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-PAYSCALES_trigger\">\n Salarios determinados por medio de escalas de pago: → Yes, in more than one table\n \u003C\u002Fdiv>\n\n \n\n\n \n \n\n \n\n \n\n \u003Cdiv id=\"display-COSTLIV_trigger\">Ajuste por aumento de costo de vida: → \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-STRUCINCR_trigger\">Incremento salarial:\u003C\u002Fh4>\n \u003Cdiv id=\"display-wageincreaseperc1\">\n Incremento salarial: → 2.8 %\n \u003C\u002Fdiv>\n \n \n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-ONCERISE_trigger\">Pago extra único:\u003C\u002Fh4>\n \n \n \u003Cdiv id=\"display-extrapayfirmperformance\">Pago extra único por desempeño de la compañía: → No\u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-NOCTPREM_trigger\">Prima por trabajo vespertino o nocturno:\u003C\u002Fh4>\n \u003Cdiv id=\"display-shiftallowanceperc1\">\n Prima por trabajo vespertino o nocturno: → 125 % de salario básico\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-shiftallowancetype1\">Prima por trabajo nocturno únicamente: → Sí\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \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 235.09\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-standbyallowancetype1\">Pago por trabajo en espera sólo Domingos: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-standbyallowancetype2\">Pago por trabajo en espera todos los días de la semana: → Sí\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n\n \u003Cdiv>\n \u003Ch4 id=\"display-OVERTIME_trigger\">Prima por tiempo extra:\u003C\u002Fh4>\n \n \n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-HARDSHIP_trigger\">Prima por trabajo pesado:\u003C\u002Fh4>\n\n \u003Cdiv id=\"display-hardshipallowanceperc1\">\n Prima por trabajo pesado: → 20% de salario básico\n \u003C\u002Fdiv>\n\n \n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-SUNDAY_trigger\">Prima por trabajo en Domingo:\u003C\u002Fh4>\n \n \u003Cdiv id=\"display-sundayallowanceamount1\">\n Prima por trabajo en Domingo: → EUR 26.47 por domingo\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-COMMUTE_trigger\">Prima por asistencia:\u003C\u002Fh4>\n \n \u003Cdiv id=\"display-commutingallowanceamount1\">\n Prima por asistencia: → EUR 68.71 por mes\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-SENIOR_trigger\">Prima por antigüedad:\u003C\u002Fh4>\n\n \n\n \n\n \n \u003C\u002Fdiv>\n\n \u003Ch4>Vales de alimenos:\u003C\u002Fh4>\n\n \n\n \u003Cdiv id=\"display-MEALALL_trigger\">Prestaciones alimentarias proporcionadas: → No\u003C\u002Fdiv>\n \n 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