[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002Fconvenio-colectivo-de-la-empresa-world-duty-free-group-sau-2025-2028":3,"menu:\u002Fes-es:":66,"sites:htmlblocks":238,"subsites":1707,"cite-subsites":5374,"footer:root":5861,"suggested:root":5960,"cite-footer:root":5964},{"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":46,"content_type_view":47,"extra_breadcrumbs":48,"body":50,"body_blocks":61,"related_pages":65},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":44,"translations":45},{"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-world-duty-free-group-sau-2025-2028","8dd6c804-3646-11f1-878c-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fspain\u002Fconvenio-colectivo-de-la-empresa-world-duty-free-group-sau-2025-2028\u002Fconvenio-colectivo-de-la-empresa-world-duty-free-group-sau-2025-2028\u002F","CONVENIO COLECTIVO DE LA EMPRESA WORLD DUTY FREE GROUP, SAU, 2025-2028","CONVENIO COLECTIVO DE LA EMPRESA WORLD DUTY FREE GROUP, SAU, 2025-2028 - 2025","Spain - CONVENIO COLECTIVO DE LA EMPRESA WORLD DUTY FREE GROUP, SAU, 2025-2028 - 2025","CONVENIO COLECTIVO DE LA EMPRESA WORLD DUTY FREE GROUP, SAU, 2025-2028 - 2025 - ",{"name":41,"data":42},"Convenio colectivo de la empresa World Duty Free Group, SA 2025-2028.html","\u003C!DOCTYPE html PUBLIC \"-\u002F\u002FW3C\u002F\u002FDTD HTML 4.01 Transitional\u002F\u002FEN\"\n \"http:\u002F\u002Fwww.w3.org\u002FTR\u002Fhtml4\u002Floose.dtd\">\n\u003C?xml version=\"1.0\" encoding=\"UTF-8\"?>\n\u003Chtml>\n\u003Chead>\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\u003C\u002Fhead>\n\n\u003Cbody>\n\n\u003Cdiv class=\"toc\">\n\u003Cul>\n \u003Cli>\u003Ca href=\"#L48\">CAPÍTULO I Disposiciones generales\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L50\">Artículo 1. Ámbito territorial.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L54\">Artículo 2. Ámbito funcional.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L58\">Artículo 3. Ámbito personal.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L66\">Artículo 4. Ámbito temporal.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L70\">Artículo 5. Incremento salarial.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L82\">Artículo 6. Denuncia.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L90\">Artículo 7. Garantías personales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L94\">Artículo 8. Vinculación a la totalidad.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L98\">Artículo 9. Comisión Mixta de Seguimiento e\n Interpretación.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L126\">Artículo 10. Cumplimiento de condiciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L132\">CAPÍTULO II Organización del trabajo\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L134\">Artículo 11. Organización.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L144\">Artículo 12. Compensación de condiciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L150\">CAPÍTULO III Contratación\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L152\">Artículo 13. Disposiciones comunes.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L156\">Artículo 14. Contratos formativos.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L160\">Artículo 15. Contrato a tiempo parcial.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L170\">Artículo 16. Contrato de trabajo para trabajadores\n fijos discontinuos.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L184\">Artículo 17. Derecho de preferencia.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L188\">Artículo 18. Contrato de Circunstancias de la\n Producción.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L192\">Artículo 19. Conversión en indefinidos.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L196\">Artículo 20. Período de prueba.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L212\">Artículo 21. Trabajos de distinto grupo profesional\n superior.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L218\">Artículo 22. Trabajos de grupo profesional\n inferior.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L222\">CAPÍTULO IV Clasificación profesional\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L224\">Artículo 23. Criterios generales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L232\">Artículo 24. Grupos profesionales.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L252\">CAPÍTULO V Modificación, suspensión y extinción del\n contrato\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L254\">Artículo 25. Movilidad geográfica.\n Traslado.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L282\">Artículo 26. Comisión de Promoción\n Profesional.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L296\">Artículo 27. Cobertura de vacantes.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L312\">Artículo 28. Incompatibilidades.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L324\">Artículo 29. Excedencias.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L350\">Artículo 30. Preaviso en supuestos de cese.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L356\">CAPÍTULO VI Retribuciones\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L358\">Artículo 31. Conceptos generales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L378\">Artículo 32.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L426\">Artículo 33. Compensación por trabajos\n nocturnos.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L434\">Artículo 34. Retribuciones extrasalariales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L442\">Artículo 35. Anticipos reintegrables.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L446\">Artículo 36. Pago de haberes.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L450\">Artículo 37. Prestación por matrimonio y\n natalidad.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L460\">Artículo 38. Prestaciones en casos de baja por\n enfermedad o accidente y absentismo.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L496\">CAPÍTULO VII Jornada, permisos y vacaciones\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L498\">Artículo 39. Jornada de trabajo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L516\">Artículo 40. Horas extraordinarias.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L534\">Artículo 41. Permisos.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L600\">Artículo 42. Reducción por guarda legal.\n Conciliación de la vida laboral y familiar.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L628\">Artículo 43. Vacaciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L654\">Artículo 44. Jubilación.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L729\">CAPÍTULO VIII Régimen disciplinario\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L731\">Artículo 45. Competencia.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L735\">Artículo 46. Concepto.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L739\">Artículo 47. Graduación de las faltas.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L832\">Artículo 48. Sanciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L852\">Artículo 49. Expediente sancionador.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L858\">Artículo 50. Resolución.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L872\">Artículo 51. Prescripción.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L876\">CAPÍTULO IX Seguridad, salud laboral y formación\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L878\">Artículo 52. Seguridad en el trabajo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L892\">Artículo 53. Prevención del acoso en el\n trabajo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L898\">Artículo 54. Comités de Seguridad y Salud\n (CSS).\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L912\">Artículo 55. Equipos de protección\n individual.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L918\">Artículo 56. Planes de Autoprotección.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L924\">Artículo 57. Salud laboral.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L940\">Artículo 58. Formación en materia de prevención de\n riesgos laborales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L948\">Artículo 59. Uniformes.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L962\">Artículo 60. Formación.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L970\">CAPÍTULO X Derechos de representación colectiva\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L972\">Artículo 61. Disposiciones generales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L984\">Artículo 62. Comité Intercentros.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L992\">Artículo 63. Ámbito funcional.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1012\">Artículo 64. Reuniones.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1024\">CAPÍTULO XI Acción social. Protección\n familiar\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1026\">Artículo 65. Cuantía.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1030\">Artículo 66. Beneficiarios.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1040\">Artículo 67. Derecho a la asignación.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1050\">Artículo 68. Requisitos formales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1056\">Artículo 69. Becas.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1082\">Artículo 70. Condiciones excepcionales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1088\">Artículo 71. Personal con discapacidad.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1092\">Artículo 72. Seguro de accidentes.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1098\">Artículo 73. Seguro de vida.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1104\">Artículo 74. Guarderías, aparcamiento y\n restaurante.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1110\">CAPÍTULO XII Otras disposiciones\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L1112\">Artículo 75. Cláusula de garantía.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1135\">Artículo 76. Política de Igualdad de trato y\n oportunidades.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1141\">CAPÍTULO XIII Garantía de mantenimiento de empleo y\n subrogación\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1145\">CAPÍTULO XIV Prima de objetivos\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1409\">Disposición adicional primera.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1415\">ANEXO 1 Definición de 1.° y 2.° grados consanguinidad\n y afinidad\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1427\">ANEXO 2 Reglamento del fondo social de préstamos\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L1429\">Artículo 1.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1433\">Artículo 2.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1455\">Artículo 3. Período de amortización.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1463\">Artículo 4. Requisitos de la solicitud.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1473\">Artículo 5. Preferencias.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1501\">Artículo 6. Tramitación. Forma y motivación de la\n solicitud.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1517\">ANEXO 3 Utilización de las herramientas\n informáticas\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1531\">ANEXO 4 Sistema de retribución variable\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L1799\">Tablas anexas. Retribución Variable Plataforma\n Logística ZAL\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1949\">ANEXO 5 Desconexión digital\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1959\">ANEXO 6 Criterios y pruebas de promoción a Grupo III,\n Supervisor\u002Fa de Tienda\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1987\">ANEXO 7 Acuerdo SIMA sobre devolución de\n jornada\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L2049\">ANEXO 8 Medidas para la igualdad y no discriminación de\n las personas LGTBI en el ámbito laboral\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L2119\">ANEXO 9 Protocolo de prevención y tratamiento de\n situaciones de acoso social, y por razónde sexo, acoso y violencia contra\n las personas LGTBI y actos discriminatorios\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>532 Resolución de 22 de diciembre de 2025, de la Dirección General de\nTrabajo, por la que se registra y publica el Convenio colectivo de World Duty\nFree Group, SA.\u003C\u002Fp>\n\n\u003Cp>Visto el texto del Convenio colectivo de la empresa World Duty Free Group,\nSA (código de convenio n.° 90000252011981), que fue suscrito con fecha 14 de\nagosto de 2025, de una parte por los designados por la Dirección de la\nempresa, en representación de la misma, y de otra por las secciones sindicales\nde USO, CC. OO. y UGT, en representación de los trabajadores afectados, y que\nha sido finalmente subsanado en fecha 4 de diciembre de 2025, y de conformidad\ncon lo dispuesto en el artículo 90, apartados 2 y 3, de la Ley del Estatuto de\nlos Trabajadores, texto refundido aprobado por el Real Decreto Legislativo\n2\u002F2015, de 23 de octubre (BOE de 24 de octubre), y en el Real Decreto 713\u002F2010,\nde 28 de mayo, sobre registro y depósito de convenios colectivos, acuerdos\ncolectivos de trabajo y planes de igualdad.\u003C\u002Fp>\n\n\u003Cp>Esta Dirección General de Trabajo resuelve:\u003C\u002Fp>\n\n\u003Cp>Primero.\u003C\u002Fp>\n\n\u003Cp>Ordenar la inscripción del mencionado convenio colectivo en el\ncorrespondiente Registro de convenios colectivos, acuerdos colectivos de\ntrabajo y planes de igualdad con funcionamiento a través de medios\nelectrónicos de este centro directivo, con notificación a la Comisión\nNegociadora.\u003C\u002Fp>\n\n\u003Cp>Segundo.\u003C\u002Fp>\n\n\u003Cp>Disponer su publicación en el «Boletín Oficial del Estado».\u003C\u002Fp>\n\n\u003Cp>Madrid, 22 de diciembre de 2025.-La Directora General de Trabajo, María\nNieves González García.\u003C\u002Fp>\n\n\u003Ch1>CONVENIO COLECTIVO DE LA EMPRESA WORLD DUTY FREE GROUP, SAU, 2025-2028\u003C\u002Fh1>\n\n\u003Ch2 id=\"L48\">CAPÍTULO I Disposiciones generales\u003C\u002Fh2>\n\n\u003Ch3 id=\"L50\">Artículo 1. Ámbito territorial.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio es de aplicación a todos los centros de trabajo\nubicados en España que la empresa World Duty Free Group, SAU, posee en la\nactualidad o que puedan crearse durante su período de vigencia.\u003C\u002Fp>\n\n\u003Ch3 id=\"L54\">Artículo 2. Ámbito funcional.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio colectivo será de aplicación a las personas\ntrabajadoras World Duty Free Group, SAU, incluidos en los ámbitos territorial\ny personal cualquiera que sea las funciones que desempeñen. \u003C\u002Fp>\n\n\u003Ch3 id=\"L58\">Artículo 3. Ámbito personal.\u003C\u002Fh3>\n\n\u003Cp>Se regirá por el presente convenio el personal que presta sus servicios en\nWorld Duty Free Group, SAU, con excepción del siguiente:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)Presidente, Consejeros y Secretario del Consejo\nde Administración.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)Consejero Delegado, Directores, y todos aquellos\ntrabajadores integrados en el Grupo Profesional I, que se define en el\nartículo 24 del presente convenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L66\">Artículo 4. Ámbito temporal.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio entrará en vigor en el momento de su publicación en\nel «Boletín Oficial del Estado», sin perjuicio del carácter retroactivo del\nincremento salarial pactado, al 1 de enero de 2025 o de la determinación de\nfechas específicas de entrada en vigor de aquellos conceptos en los que\nexpresamente así se establezca. El convenio extenderá su vigencia hasta el 31\nde diciembre de 2028.\u003C\u002Fp>\n\n\u003Ch3 id=\"L70\">Artículo 5. Incremento salarial.\u003C\u002Fh3>\n\n\u003Cp>Con efectos 1 de enero, el Salario Mínimo Garantizado (SMG) se\nincrementará en el 3 % a cuenta, para todos los grupos profesionales, para el\naño 2025.\u003C\u002Fp>\n\n\u003Cp>Asimismo, los conceptos Ayuda Familiar, Becas, Mejora Voluntaria,\nComplemento Individual, Dietas, Prestación por Matrimonio y Prestación por\nNatalidad y el concepto Condición Más Beneficiosa Básica, se incrementarán\nen la misma proporción.\u003C\u002Fp>\n\n\u003Cp>Para cada uno de los años de vigencia del convenio (2026, 2027 y 2028), Con\nefectos 1 de enero, el Salario Mínimo Garantizado (SMG) se incrementará en el\n2 % a cuenta, para todos los grupos profesionales.\u003C\u002Fp>\n\n\u003Cp>Asimismo, los conceptos Ayuda Familiar, Becas, Mejora Voluntaria,\nComplemento Individual, Dietas, Prestación por Matrimonio y Prestación por\nNatalidad y el concepto Condición Más Beneficiosa Básica, se incrementarán\nen la misma proporción.\u003C\u002Fp>\n\n\u003Cp>Se establece para todos los años de vigencia del convenio, una cláusula de\nactualización del IPC, siempre que esta sea superior a la subida adelantada a\ncuenta, en las tablas salariales de cada año, operando siempre la cifra más\nbeneficiosa de los dos escenarios, para las personas trabajadoras.\u003C\u002Fp>\n\n\u003Ch3 id=\"L82\">Artículo 6. Denuncia.\u003C\u002Fh3>\n\n\u003Cp>1.La denuncia del presente convenio colectivo efectuada por cualquiera de\nlas partes legitimadas para ello, de conformidad con el artículo 87 del\nEstatuto de los Trabajadores, se efectuará por escrito, en el que se harán\nconstar los capítulos, artículos o Preceptos que se pretenden revisar y el\nalcance de la revisión. El escrito se presentará, por la parte denunciante, a\nla otra, antes del último mes de vigencia del convenio o de la fecha de\nexpiración señalada a cada título, en su caso.\u003C\u002Fp>\n\n\u003Cp>2.Las condiciones pactadas en el presente convenio subsistirán en todo\ncaso, hasta su revisión, con excepción de aquellas cláusulas en las que\nexpresamente se prevea su no subsistencia en caso de prórroga del convenio o\nse prevea su aplicación para fechas determinadas.\u003C\u002Fp>\n\n\u003Cp>Si transcurridos doce meses desde la finalización del periodo de vigencia\ndel presente convenio no se hubiese alcanzado un acuerdo para su renovación,\nlas partes, en el marco de lo establecido en el artículo 86.3 del Estatuto de\nlos Trabajadores, convienen en solventar las discrepancias existentes en la\nnegociación mediante el sometimiento voluntario a los procedimientos\nestablecidos mediante los acuerdos interprofesionales de ámbito estatal. \u003C\u002Fp>\n\n\u003Ch3 id=\"L90\">Artículo 7. Garantías personales.\u003C\u002Fh3>\n\n\u003Cp>Con independencia de las condiciones establecidas en el texto del presente\nconvenio, se respetarán las mejoras que, a título individual o colectivo\ndiferenciado, pudieran disfrutar algunas de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Ch3 id=\"L94\">Artículo 8. Vinculación a la totalidad.\u003C\u002Fh3>\n\n\u003Cp>En el supuesto de que, por actos de la Autoridad Laboral competente, o, en\nsu caso, de la jurisdiccional, se impidiese la entrada en vigor del presente\nconvenio o de algunos de sus artículos, el convenio quedaría sin efecto en su\ntotalidad y su contenido deberá ser reconsiderado totalmente por la Comisión\nNegociadora del convenio, que, a estos efectos, se reunirá en un plazo máximo\nde ocho días.\u003C\u002Fp>\n\n\u003Ch3 id=\"L98\">Artículo 9. Comisión Mixta de Seguimiento e Interpretación.\u003C\u002Fh3>\n\n\u003Cp>Se crea una Comisión Mixta del convenio. Esta Comisión dará su\ninterpretación del convenio, cuando una de las partes estime que la\naplicación dada a las normas del mismo no es correcta. Las funciones de la\nComisión Mixta serán, además, las siguientes:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)Informar y asesorar a la Dirección, Comités de\nEmpresa, Delegados de Personal y a las personas trabajadoras sobre cualquier\nduda o incidencia que pueda producirse sobre el articulado del convenio, para\nuna interpretación correcta. Recibirá cuantas consultas en este sentido se le\nhagan.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)Entender de forma previa y obligatoria a la vía\njurisdiccional en relación a los conflictos colectivos que pudieran\ninterponerse con respecto a la aplicación e interpretación del presente\nconvenio colectivo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c)Cuantas otras medidas tiendan a fomentar la\naplicación práctica del convenio.\u003C\u002Fp>\n\n\u003Cp>Esta Comisión estará integrada por un número igual de representantes de\nlos Trabajadores y de la Empresa. Se designarán dos Vocales por cada uno de\nlos sindicatos firmantes del presente convenio, ponderándose el voto en\nfunción de la representatividad en el Comité Intercentros.\u003C\u002Fp>\n\n\u003Cp>Un asesor sindical por cada sindicato firmante, a designar por las personas\ntrabajadoras, así como igual número de asesores por parte de la Empresa,\npodrán asistir a las reuniones de la Comisión, con voz, pero sin voto.\u003C\u002Fp>\n\n\u003Cp>En caso de dimisión o cese como Delegados de Personal, o miembros de los\nComités, baja en la Empresa o por cualquier otra causa, la sustitución se\nrealizará por la parte a la que pertenezca el Vocal, y según acuerden los\nrepresentantes sociales o la Empresa respectivamente.\u003C\u002Fp>\n\n\u003Cp>Se nombrará un Secretario de la Comisión, por elección entre todos los\nVocales, puesto que habrá de recaer en un Vocal representante laboral. A solos\nefectos de coordinar las deliberaciones de la Comisión, se elegirá un\nPresidente, de la misma forma que el Secretario, pero de entre los Vocales\nrepresentantes de la Empresa. Todos los Vocales tendrán los mismos derechos\nque el Presidente y Secretario. De cada reunión el Secretario levantará Acta\nque se aprobará bien inmediatamente después de finalizada la reunión, o al\ndía siguiente de ésta.\u003C\u002Fp>\n\n\u003Cp>Los asuntos sometidos a la Comisión Mixta revestirán el carácter de\nordinarios y extraordinarios. Otorgará tal calificación cualquiera de las\npartes. En el primer supuesto, la Comisión Mixta Paritaria deberá resolver en\nel plazo de veinte días y, en los segundos, en tres días hábiles.\u003C\u002Fp>\n\n\u003Cp>Tal como establece la disposición adicional 1.a del presente convenio, si\nno pudiera llegarse a un acuerdo en el seno de esta comisión, ambas partes\nconvienen en acudir a los mecanismos establecidos en el VI Acuerdo de Solución\nAutónoma de Conflictos Laborales (ASAC). En todo caso, la adhesión y\nsometimiento al procedimiento de arbitraje será siempre con carácter\nvoluntario. \u003C\u002Fp>\n\n\u003Cp>Cualquiera de las partes podrá tomar la iniciativa en relación con la\nconvocatoria de la comisión Mixta, fijándose la fecha de la reunión en el\nplazo de quince días desde la convocatoria. Los miembros de la comisión Mixta\ntendrán acceso a cualquier información que pueda repercutir en la normativa\nde este convenio.\u003C\u002Fp>\n\n\u003Cp>Con carácter previo a la interposición de Conflicto Colectivo siempre\nhabrá de reunirse la Comisión Mixta. La reunión deberá celebrarse no más\ntarde de los siete días siguientes a su Convocatoria, salvo que por razones de\nagenda de las partes éstas establezcan un plazo superior.\u003C\u002Fp>\n\n\u003Cp>La Comisión Mixta fija su domicilio en las Oficinas Centrales de la\nCompañía en Madrid, calle Josefa Valcárcel, núm. 30.\u003C\u002Fp>\n\n\u003Ch3 id=\"L126\">Artículo 10. Cumplimiento de condiciones.\u003C\u002Fh3>\n\n\u003Cp>La Empresa y las personas trabajadoras se comprometen a cumplir y respetar,\ntanto lo pactado en este convenio, como todas las disposiciones legales que,\ndentro del ámbito laboral, se dicten o entren en vigor durante la vigencia del\nmismo. Las organizaciones sindicales, se comprometen igualmente a mantener la\nnormalidad laboral en los centros de la Empresa, en relación con las materias\ny condiciones que en el convenio se pacten.\u003C\u002Fp>\n\n\u003Cp>En todo caso, cuando las personas trabajadoras consideren justificado hacer\nuso del derecho a la huelga, tal derecho se ejercerá con arreglo a lo\ndispuesto en la legislación vigente.\u003C\u002Fp>\n\n\u003Ch2 id=\"L132\">CAPÍTULO II Organización del trabajo\u003C\u002Fh2>\n\n\u003Ch3 id=\"L134\">Artículo 11. Organización.\u003C\u002Fh3>\n\n\u003Cp>Es competencia de la Empresa la organización general del trabajo, dentro de\nlas disposiciones legales, correspondiéndole la planificación y\nestructuración del mismo, así como el señalamiento de previsiones,\npresupuestos y objetivos de todos los centros de trabajo y la descripción y\nasignación de funciones y responsabilidad de cada sección o departamento y\ndemás atribuciones que la normativa laboral le atribuya.\u003C\u002Fp>\n\n\u003Cp>La ordenación práctica y concreta del trabajo es competencia y\nresponsabilidad de los mandos intermedios que la desarrollarán de acuerdo con\nlas instrucciones impartidas por la Empresa.\u003C\u002Fp>\n\n\u003Cp>En todo caso, la Empresa viene obligada a informar al Comité del Centro\nrespectivo de cuantas medidas adopte en relación con cualquier gestión que\npueda afectar al desarrollo profesional de las personas trabajadoras y en\nespecial de la implantación de medios y métodos de control o de evaluación\nde rendimientos, sin perjuicio de lo establecido en el artículo 64,\nUno-Cuatro, del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>En cualquier caso, en el supuesto de que como consecuencia de la\nmecanización o de los progresos técnicos que se den en los distintos puestos\nde trabajo se dé causa para la disminución de retribuciones o supresión de\npuestos de trabajo, se abrirá un período de consultas con los representantes\nde los trabajadores por un período no inferior a treinta días.\u003C\u002Fp>\n\n\u003Ch3 id=\"L144\">Artículo 12. Compensación de condiciones.\u003C\u002Fh3>\n\n\u003Cp>La entrada en vigor de este convenio implica la sustitución de las\ncondiciones laborales vigentes hasta la fecha por las establecidas en el\npresente pacto colectivo.\u003C\u002Fp>\n\n\u003Cp>Cuando el importe total, en cómputo anual, de las condiciones económicas\nresultantes de las disposiciones legales futuras, sea inferior al de las\nestablecidas en este convenio, prevalecerán éstas. \u003C\u002Fp>\n\n\u003Ch2 id=\"L150\">CAPÍTULO III Contratación\u003C\u002Fh2>\n\n\u003Ch3 id=\"L152\">Artículo 13. Disposiciones comunes.\u003C\u002Fh3>\n\n\u003Cp>Los distintos cometidos asignados a cada puesto de trabajo son enunciativos.\nTodo trabajador está obligado a ejecutar cuantos trabajos u operaciones le\nordenen sus superiores dentro de los cometidos propios de su función y\nespecialidad en el grupo profesional que lo califica.\u003C\u002Fp>\n\n\u003Ch3 id=\"L156\">Artículo 14. Contratos formativos.\u003C\u002Fh3>\n\n\u003Cp>La Empresa podrá contratar a trabajadores con contratos formativos\ncumpliendo con los requisitos establecidos en el artículo 11 del Estatuto de\nlos Trabajadores, si bien tales contrataciones sólo podrán realizarse para\npuestos de trabajo encuadrados en el Grupo Profesional II y III. Dichos\ncontratos se circunscribirán al centro de trabajo de la Oficina de Madrid y al\npersonal administrativo de los centros adscritos a las direcciones operativas.\nEl salario establecido para los trabajadores con contratos formativos no será\nen ningún caso inferior al 95 % del salario establecido en convenio colectivo\npara el grupo profesional correspondiente.\u003C\u002Fp>\n\n\u003Ch3 id=\"L160\">Artículo 15. Contrato a tiempo parcial.\u003C\u002Fh3>\n\n\u003Cp>El contrato a tiempo parcial es aquel por el que la persona trabajadora se\ncompromete a prestar sus servicios durante un número de horas inferior a la\njornada anual establecida en el convenio colectivo, siendo la retribución de\nla persona trabajadora proporcional a la jornada realizada. Como norma general\nno podrán celebrarse contratos a tiempo parcial para desempeñar jornadas\ninferiores a doce horas semanales o cuarenta y ocho al mes salvo circunstancias\nexcepcionales que puedan concurrir, en cuyo caso se dará traslado de la\ncontratación efectuada y motivos de la misma al Comité de Empresa.\u003C\u002Fp>\n\n\u003Cp>En los contratos de trabajo a tiempo parcial podrá establecerse la\nrealización de horas complementarias que en ningún caso podrán exceder del\n30 % de las horas ordinarias contratadas.\u003C\u002Fp>\n\n\u003Cp>Las horas complementarias podrán distribuirse con carácter trimestral en\nfunción de las necesidades organizativas y productivas de la empresa, debiendo\ncomunicar la empresa al trabajador la fecha y horario concreto de realización\nde las horas complementarias con un preaviso de siete días.\u003C\u002Fp>\n\n\u003Cp>La consolidación de las horas complementarias se realizará en el primer\ntramo en un 35 % de la media anual de las realizadas en los primeros dos años\ny en un 45 % de la media anual de las realizadas en los siguientes dos\naños.\u003C\u002Fp>\n\n\u003Ch3 id=\"L170\">Artículo 16. Contrato de trabajo para trabajadores fijos\ndiscontinuos.\u003C\u002Fh3>\n\n\u003Cp>Aquellas personas trabajadoras que hayan venido siendo contratados por\nduración determinada durante dos o más temporadas correlativas en las tiendas\nde apertura temporal, tendrán la condición de trabajadores fijos de carácter\ndiscontinuo.\u003C\u002Fp>\n\n\u003Cp>El llamamiento a las personas trabajadoras se efectuará por riguroso orden\nde antigüedad dentro de la categoría profesional y a medida que las\nnecesidades del tráfico demanden un mayor número de personas trabajadoras y\nen función de la jornada contratada. La cesación de los servicios se llevará\na cabo siguiendo el mismo orden, produciéndose por tanto el cese en primer\nlugar de las personas trabajadoras de menor antigüedad.\u003C\u002Fp>\n\n\u003Cp>En todo caso, a partir del año 2026 se garantizarán 8 meses de actividad\npara las personas contratadas con contratos Fijos Discontinuos. \u003C\u002Fp>\n\n\u003Cp>Los períodos trabajados en virtud de contratos por tiempo determinado (con\nexcepción de los celebrados por sustitución o interinidad) en las dos\ntemporadas anteriores a la adquisición de la condición de fijos discontinuos,\nserán reconocidos a efectos de cómputo de antigüedad en la Empresa,\nproduciéndose repercusión económica por este concepto a partir de la fecha\nde formalización del contrato de trabajo.\u003C\u002Fp>\n\n\u003Cp>En los supuestos de centros de trabajo que permanezcan abiertos durante todo\nel año, aquellos trabajadores que hayan sido contratados mediante contratos de\nduración determinada durante dos temporadas seguidas y coincidentes\nadquirirán la condición de fijos discontinuos, computándose a efectos de\nantigüedad los períodos trabajados en las dos temporadas anteriores a la\nadquisición de la condición de fijos discontinuos.\u003C\u002Fp>\n\n\u003Cp>Durante la temporada en que se produzca el llamamiento de las personas\ntrabajadoras fijas discontinuas no se podrá proceder a la contratación\nmediante Empresas de Trabajo Temporal, hasta que no se produzca el llamamiento\nde la totalidad de las personas trabajadoras fijas discontinuas del centro de\ntrabajo correspondiente.\u003C\u002Fp>\n\n\u003Ch3 id=\"L184\">Artículo 17. Derecho de preferencia.\u003C\u002Fh3>\n\n\u003Cp>Las personas trabajadoras contratadas a tiempo parcial que hubieran prestado\nservicios más de tres años y las personas trabajadoras con contrato de\ntrabajo fijo discontinuo con una antigüedad en la empresa superior a tres\ntemporadas, tendrán derecho preferente a ocupar la primera vacante a tiempo\ncompleto que se produzca en su centro de trabajo y en la misma categoría o\ngrupo profesional, debiendo formular petición previa por escrito en el plazo\nde siete días desde que la empresa publicara la existencia de dicha vacante en\nel Tablón de Anuncios y la comunicara al Comité del centro. Las vacantes se\ncubrirán previa solicitud por escrito de los interesados por riguroso orden de\nantigüedad en la Empresa y en el supuesto de concurrencia de varias peticiones\ncon la misma antigüedad, prevalecerá la solicitud de la persona trabajadora\nde mayor edad.\u003C\u002Fp>\n\n\u003Ch3 id=\"L188\">Artículo 18. Contrato de Circunstancias de la Producción.\u003C\u002Fh3>\n\n\u003Cp>Se estará a lo dispuesto en el artículo 15 en el Estatuto de los\nTrabajadores y a lo regulado en cuanto a duración máxima en el convenio\nsectorial, que actualmente establece que la duración máxima de este contrato\nserá de doce meses, sin que la duración total del contrato pueda exceder de\ndicho límite máximo, o del que cada momento fuera de aplicación en la\nlegislación general y en el convenio sectorial.\u003C\u002Fp>\n\n\u003Ch3 id=\"L192\">Artículo 19. Conversión en indefinidos.\u003C\u002Fh3>\n\n\u003Cp>Las personas trabajadoras contratadas por contratos de carácter temporal,\ncualquiera que sea su modalidad, que hayan estado vinculados a la Empresa en\nvirtud de dos o más contratos y acumulen un periodo de prestación de\nservicios superior a dieciocho meses dentro de un periodo de veinticuatro\nmeses, adquirirán la condición de trabajador fijo. Se excluyen de la\naplicación de este cómputo los contratos formativos.\u003C\u002Fp>\n\n\u003Ch3 id=\"L196\">Artículo 20. Período de prueba.\u003C\u002Fh3>\n\n\u003Cp>El ingreso de los trabajadores se considerará hecho a título de prueba,\ncuyo período será variable según la índole del puesto a cubrir y que, en\nningún caso, podrá exceder de los siguientes períodos:\u003C\u002Fp>\n\u003Cul>\n \u003Cli>Grupo profesional II: Seis meses.\u003C\u002Fli>\n \u003Cli>Grupos profesionales III y IV: Dos meses.\u003C\u002Fli>\n \u003Cli>Grupo profesional V: Un mes. \u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>Sólo se entenderá que la persona trabajadora está sujeta al período de\nprueba si así consta por escrito. Durante el período de prueba, por la\nEmpresa y la persona trabajadora podrá resolverse libremente el contrato sin\nplazo de preaviso y sin derecho a indemnización alguna.\u003C\u002Fp>\n\n\u003Ch3 id=\"L212\">Artículo 21. Trabajos de distinto grupo profesional\nsuperior.\u003C\u002Fh3>\n\n\u003Cp>Cuando el trabajo lo haga preciso y existan, además, razones técnicas u\norganizativas que lo justifiquen y por el tiempo imprescindible para su\natención siempre de manera temporal, el trabajador estará obligado a realizar\nfunciones de grupo superior a las que correspondan al profesional que tuviera\nreconocido. Si dichos trabajos rebasasen los quince días deberán ser\nordenados por escrito y cuando superen seis meses, en el período de un año, u\nocho durante dos, el Comité de Empresa de cada centro podrá reclamar ante la\nEmpresa la convocatoria para la cobertura de la función vacante excluyendo\naquellos casos en que las funciones se realicen por sustitución de una persona\ntrabajadora con derecho a la reserva del puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>La persona trabajadora que realice funciones de grupo profesional superior\ntendrá derecho a percibir la diferencia existente entre el salario del grupo\nprofesional de origen y el de las funciones del grupo superior encomendado.\u003C\u002Fp>\n\n\u003Ch3 id=\"L218\">Artículo 22. Trabajos de grupo profesional inferior.\u003C\u002Fh3>\n\n\u003Cp>La Empresa, por necesidad perentoria e imprevisible, podrá ordenar la\nrealización de tareas correspondientes a grupo profesional inferior al que\npertenezca la persona trabajadora y por el tiempo imprescindible. La persona\ntrabajadora afectada, mantendrá el salario y beneficios de su propio grupo\nprofesional.\u003C\u002Fp>\n\n\u003Ch2 id=\"L222\">CAPÍTULO IV Clasificación profesional\u003C\u002Fh2>\n\n\u003Ch3 id=\"L224\">Artículo 23. Criterios generales.\u003C\u002Fh3>\n\n\u003Cp>Las personas trabajadoras de la Empresa afectadas por este convenio estarán\nclasificadas en grupos profesionales en atención a las funciones que\ndesarrollen y de acuerdo con las definiciones que se especifican en los\nartículos siguientes a cuyo objeto se han tenido en cuenta factores de\nautonomía, mando, responsabilidad, conocimientos, iniciativa y complejidad de\nlos trabajos a desarrollar.\u003C\u002Fp>\n\n\u003Cp>La enumeración de los grupos profesionales que se establece no supone\nobligación para la Empresa de tener provistos todos ellos si sus necesidades\nno lo requieren. Por otro lado, esta clasificación y demás normas que la\ncontemplan tienen por objeto alcanzar una estructura profesional acorde a las\nnecesidades de la Empresa, que facilite la mejor integración de todo el\ncolectivo en las tareas productivas y organizativas y su mejor adecuación a un\npuesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>La clasificación se realizará por interpretación y aplicación de los\ncriterios generales y por las funciones básicas más representativas, sin que\ntal clasificación suponga, en ningún caso, que se excluya en los puestos de\ntrabajo de cada grupo profesional la realización de tareas complementarias que\nserían básicas para los puestos incluidos en grupos profesionales\ninferiores.\u003C\u002Fp>\n\n\u003Ch3 id=\"L232\">Artículo 24. Grupos profesionales.\u003C\u002Fh3>\n\n\u003Cp>a)Grupo profesional I: Personas trabajadoras que tienen la responsabilidad\ndirecta en la gestión, comprendiendo trabajos de decisión y funciones de\norganización, planificación, ejecución y control. Poseen un cierto grado de\nautonomía, iniciativa y responsabilidad, realizando labores de jefatura y\nmando, asumiendo la responsabilidad global de un área funcional, departamento\no centro de trabajo en la Empresa. \u003C\u002Fp>\n\n\u003Cp>b)Grupo profesional II: Personas trabajadoras que pueden tener\nresponsabilidad de mando dirigiendo y coordinando los trabajos de un sector o\ngrupo de personas, efectuando sus tareas con autonomía dentro del área\nfuncional en la que están incardinados.\u003C\u002Fp>\n\n\u003Cp>c)Grupo profesional III: Personas trabajadoras cuyo trabajo requiere amplios\nconocimientos y destrezas dentro de las diferentes especialidades que supongan\nun determinado grado de profesionalidad en el desempeño de los trabajos\nasignados, y que pueden coordinar o supervisar el trabajo de un grupo de\ntrabajadores.\u003C\u002Fp>\n\n\u003Cp>d)Grupo profesional IV: Aquellas personas trabajadoras que, aunque realicen\ntareas con instrucciones precisas, necesitan conocimientos profesionales,\nactitudes prácticas o exigencia de razonamiento, comportando, en todo caso,\nresponsabilidad en la ejecución, aunque bajo algún tipo de supervisión.\u003C\u002Fp>\n\n\u003Cp>Se garantiza que, el 75 % de la plantilla fija y fija discontinua de venta\n(Personas Vendedoras y Auxiliares de venta), serán grupo IV.\u003C\u002Fp>\n\n\u003Cp>Para dar cumplimiento a esta garantía del 75 %, se revisará mensualmente a\nnivel estatal el porcentaje real y se informará al Comité Intercentros, para\nhacer el seguimiento de posibles vacantes y proceder a su cobertura con los\ncriterios establecidos en este artículo.\u003C\u002Fp>\n\n\u003Cp>e)Grupo profesional V+: Personas trabajadoras que realizan sus trabajos\nsegún instrucciones concretas y precisas con alto grado de dependencia y\nsupervisión jerárquica y funcional (comprendiendo la realización de trabajos\nauxiliares o complementarios de los anteriores). Parcialmente podrán realizar\ntareas de Grupo profesional IV, como máximo durante el 40 % de su jornada\nanual.\u003C\u002Fp>\n\n\u003Cp>f)Grupo profesional V: Personas trabajadoras que realizan sus trabajos\nsegún instrucciones concretas y precisas con alto grado de dependencia y\nsupervisión jerárquica y funcional (comprendiendo la realización de trabajos\nauxiliares o complementarios de los anteriores), así como aquellos que\nrequieran una aportación de esfuerzo físico.\u003C\u002Fp>\n\n\u003Cp>Las personas contratadas en este grupo profesional para realizar tareas de\nAuxiliares de Venta, promocionarán automáticamente a Grupo V+, después de\nhaber cumplido dieciocho meses de permanencia en la empresa, incluida la\nantigüedad anterior a la firma del convenio.\u003C\u002Fp>\n\n\u003Ch2 id=\"L252\">CAPÍTULO V Modificación, suspensión y extinción del\ncontrato\u003C\u002Fh2>\n\n\u003Ch3 id=\"L254\">Artículo 25. Movilidad geográfica. Traslado.\u003C\u002Fh3>\n\n\u003Cp>Se entiende por traslado el cambio de un puesto de trabajo de un centro a\notro y que implique para la persona trabajadora un cambio permanente de\nresidencia a otra provincia.\u003C\u002Fp>\n\n\u003Cp>El traslado podrá realizarse:\u003C\u002Fp>\n\n\u003Cp>a)A instancias de la persona trabajadora, formulada por escrito.\u003C\u002Fp>\n\n\u003Cp>b)Por mutuo acuerdo entre empresa y persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>c)Por decisión de la Dirección de la empresa, en el caso de necesidades\ndel servicio.\u003C\u002Fp>\n\n\u003Cp>En el supuesto a), la persona trabajadora no tendrá derecho a\nindemnización alguna.\u003C\u002Fp>\n\n\u003Cp>Los desplazamientos temporales voluntarios a nuevos centros de trabajo no\nsupondrán traslados en los términos previstos en el presente artículo y en\nellos se estará, en cuanto a retribuciones se refiere, a lo acordado entre la\npersona trabajadora desplazada y la empresa.\u003C\u002Fp>\n\n\u003Cp>En el supuesto b), se estará a lo convenido entre ambas partes. \u003C\u002Fp>\n\n\u003Cp>Cuando el traslado se efectúe por necesidades del servicio y siempre que\nexistan probadas razones técnicas, organizativas o de productividad que lo\njustifiquen, la Dirección de la Empresa lo podrá llevar a cabo, sin perjuicio\nde lo establecido en el artículo 40 del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>Con ocasión del traslado forzoso, la empresa:\u003C\u002Fp>\n\n\u003Cp>a)Abonará al trabajador, previa justificación por éste, todos los gastos\nde viaje de él y su familia, así como la de los enseres.\u003C\u002Fp>\n\n\u003Cp>b)Una indemnización consistente en dos meses de salario.\u003C\u002Fp>\n\n\u003Cp>Cuando se produzca vacante a cubrir, del grupo de la persona trabajadora\ntrasladada, en el centro de trabajo de origen, aquél tendrá derecho\npreferente a ocupar dicha vacante siempre que cumpla con los requerimientos y\nexigencias de la misma.\u003C\u002Fp>\n\n\u003Ch3 id=\"L282\">Artículo 26. Comisión de Promoción Profesional.\u003C\u002Fh3>\n\n\u003Cp>Ambas partes reconocen la importancia de la promoción profesional como\nherramienta de motivación dentro de la empresa.\u003C\u002Fp>\n\n\u003Cp>Se nombrará una Comisión de Promoción Profesional con sede en OO. CC.\ncuya composición será la misma de la Comisión Mixta regulada en el artículo\n9 del presente convenio. A esta Comisión se le dará traslado de todas las\nconvocatorias que no afecten a puestos de confianza ni de libre designación y\nademás sus miembros participarán en la aplicación y corrección de pruebas\nen caso de la promoción a Grupo III.\u003C\u002Fp>\n\n\u003Cp>La Comisión de Promoción Profesional tendrá como objetivo prioritario dar\ncontinuidad al proceso de promoción iniciado de Grupos III en el ZAL (nueve\nvacantes), Almacenes Aeropuertos (nueve vacantes) y OO. CC. (20-30 posiciones),\nde las vacantes propuestas hasta la fecha.\u003C\u002Fp>\n\n\u003Cp>Esta Comisión también tendrá la tarea de crear en los cinco aeropuertos\nde cabecera, entre diez y quince nuevas vacantes Grupo IV en total en\nalmacenes, definiendo entre ambas partes las responsabilidades que se\nconsideran para dichos puestos.\u003C\u002Fp>\n\n\u003Cp>A partir de los procesos de promoción ya iniciados y una vez finalizados,\npara posteriores vacantes en el ZAL y OO. CC., de todos los grupos\nprofesionales (incluido el Grupo III), estas se cubrirán internamente a\ntravés de criterios concretos, sin necesidad de convocar pruebas o exámenes\nde promoción acordados entre la empresa y la RLPT.\u003C\u002Fp>\n\n\u003Cp>Para procesos de promoción de Grupo III puesto de Supervisión de Tienda,\nlos criterios y las pruebas serán las acordadas en el último proceso\nrealizado en 2024 (anexo 6).\u003C\u002Fp>\n\n\u003Ch3 id=\"L296\">Artículo 27. Cobertura de vacantes.\u003C\u002Fh3>\n\n\u003Cp>Sin perjuicio de las garantías establecidas en el artículo 16, cuando la\nEmpresa decida cubrir una vacante o una plaza de nueva creación, publicar los\nrequerimientos de aptitud oportunos para asegurar la capacidad profesional y\nlas condiciones físicas y psicológicas necesarias.\u003C\u002Fp>\n\n\u003Cp>El sistema de promoción profesional será de aplicación a la totalidad de\nlas personas trabajadoras afectados por el presente convenio, estableciéndose\ndos procedimientos:\u003C\u002Fp>\n\n\u003Cp>a)Libre designación de la empresa: Será libremente designado por la\nEmpresa todo aquel personal encuadrado en el Grupo Profesional II, así como\ntodos los encuadrados en el Grupo Profesional III cuyos puestos sean\nconsiderados de confianza, personal adscrito a las Direcciones y personal de\nsecretaría de Dirección. En este supuesto se establece con carácter general\nuna preferencia a favor de los trabajadores de la empresa para ocupar vacantes\nen niveles superiores a aquel en el que estuvieran adscritos. \u003C\u002Fp>\n\n\u003Cp>b)Para vacantes en el ZAL y OO. CC., de Grupo profesional III, éstas se\ncubrirán internamente a través de criterios concretos, sin necesidad de\nconvocar pruebas o exámenes de promoción acordados entre la empresa y la\nRLPT.\u003C\u002Fp>\n\n\u003Cp>c)Pruebas de ascenso: Se dará traslado a la Comisión de Promoción\nProfesional de todas las convocatorias que no afecten a puestos de confianza y\nademás participarán en la aplicación de las pruebas y su corrección en caso\nel Grupo profesional III. Cuando existan plazas vacantes y éstas vayan a\ncubrirse mediante pruebas de ascenso se dará la correspondiente difusión y se\npondrá en conocimiento de la Comisión de Promoción Profesional con la\nsuficiente antelación haciendo constar en la convocatoria el puesto vacante,\ngrupo profesional y categoría. Se abrirá un periodo de diez días para la\npresentación de candidaturas; los interesados habrán de señalar el puesto\nque ocupan en la actualidad, experiencia, cursos realizados en su caso y demás\ncircunstancias relevantes a efectos de selección. Transcurrido el plazo, la\nComisión de Promoción Profesional señalará día y hora para la realización\nde las correspondientes pruebas, fijando el aviso al menos con cinco días de\nantelación. Las pruebas, siempre que las vacantes no sean de libre\ndesignación de la Empresa, se desarrollarán en presencia de la Comisión de\nPromoción Profesional. Igualmente, siempre que las vacantes a cubrir no sean\nde libre designación de la Empresa, la Comisión de Promoción Profesional\ncorregirá las pruebas y decidirá por mayoría qué persona trabajadora reúne\nlas condiciones objetivas para promocionar, en el caso que ninguno de los\ncandidatos reúna las condiciones objetivas requeridas declarará el concurso\ndesierto. La Comisión de Promoción Profesional dará traslado de la\nresolución a la dirección de la Empresa, que propondrá la candidatura de\nmayor puntuación para la cobertura de la vacante. Caso de existir dos o más\npersonas trabajadoras con igual puntuación la decisión de quién cubrirá la\nvacante será adoptada teniendo en cuenta, en su caso, la preferencia para el\ngénero menos representado en el puesto a cubrir.\u003C\u002Fp>\n\n\u003Cp>Con independencia de los requisitos objetivos de idoneidad para cubrir el\npuesto la Comisión de Promoción Profesional tomará en consideración las\nsiguientes circunstancias entre otras: Que el candidato haya realizado con\naprovechamiento cursos y estudios de perfeccionamiento profesional\nespecíficos, la inexistencia de sanciones frente a la persona trabajadora, y\naquellas recogidas en el Procedimiento de Promoción Profesional.\u003C\u002Fp>\n\n\u003Cp>En cualquier caso, se anunciarán siempre los puestos a cubrir, con\ndifusión digital a todos los centros del grupo al que pertenece la empresa,\npudiendo el personal adscrito al presente convenio enviar su solicitud\nadjuntando el «curriculum vitae».\u003C\u002Fp>\n\n\u003Ch3 id=\"L312\">Artículo 28. Incompatibilidades.\u003C\u002Fh3>\n\n\u003Cp>El personal no podrá trabajar, por cuenta propia o ajena, ni colaborar, en\nEmpresas que comercien con las mismas mercancías que lo hace World Duty Free\nGroup, SAU, o realicen iguales actos de producción o de prestación de\nservicios.\u003C\u002Fp>\n\n\u003Cp>Al efecto de comprobar si existe esa concurrencia, el personal está\nobligado a comunicar a la Dirección de Recursos Humanos el nombre de la\nEmpresa con la que trabaja o colabora, y la función que en la misma\ndesempeñe.\u003C\u002Fp>\n\n\u003Cp>Se considerará falta grave la no comunicación u ocultación de los datos\ncitados.\u003C\u002Fp>\n\n\u003Cp>La Empresa, en el supuesto de personas trabajadoras contratadas a tiempo\nparcial deberá, con carácter previo a la adopción de una decisión negativa\na la compatibilidad del trabajo realizado en World Duty Free Group, SAU, con el\nde otra u otras empresas, solicitar informe al Comité de Empresa.\u003C\u002Fp>\n\n\u003Cp>La persona trabajadora no aceptará remuneración alguna u otro provecho o\nbeneficio ofrecido por cualquier persona o Empresa con la cual World Duty Free\nGroup, SAU, tiene negocios o con la que está relacionada por su ocupación en\nla misma, e igualmente tampoco podrá suscribir contrato alguno, en nombre de\nWorld Duty Free Group, SAU, con familiares dentro del segundo grado de afinidad\no consanguinidad sin que exista autorización expresa por parte de la\nEmpresa. \u003C\u002Fp>\n\n\u003Ch3 id=\"L324\">Artículo 29. Excedencias.\u003C\u002Fh3>\n\n\u003Cp>Para la obtención de cualquier modalidad de excedencia, la persona deberá\ncomunicar por escrito su solicitud a la Empresa con al menos quince días de\nantelación a la fecha de inicio. El reingreso en el servicio activo de los\nexcedentes se verificará previa solicitud por escrito de los interesados, con\nun mes de antelación al vencimiento de la excedencia (salvo disposición\nespecífica), siendo la fecha de presentación de la solicitud la que\ndeterminará la prioridad para el reingreso en el supuesto de concurrencia de\nvarias peticiones. La inobservancia del periodo de preaviso supondrá la\npérdida del derecho de reingreso.\u003C\u002Fp>\n\n\u003Cp>Los excedentes de cualquier modalidad pertenecientes a los grupos\nprofesionales II y III perderán el derecho a reingreso en el caso de que\nutilicen sus excedencias para trabajar en una actividad relacionada con el\n«Retail» aeroportuario.\u003C\u002Fp>\n\n\u003Cp>a)Voluntaria. Las personas trabajadoras, con al menos una antigüedad en la\nempresa de un año tienen derecho a que se les reconozca la posibilidad de\nsituarse en excedencia voluntaria por un plazo no menor a cuatro meses y no\nmayor a cinco años. La excedencia no será concedida hasta que la persona\ntrabajadora no haya liquidado los anticipos y los préstamos recibidos. Este\nderecho solo podrá ser ejercitado otra vez por el mismo trabajador si han\ntranscurrido cuatro años desde el final de la anterior excedencia voluntaria.\nEl excedente tendrá derecho a ocupar la primera vacante que se produzca de su\nmodalidad y categoría en el centro de trabajo en el que prestaba sus\nservicios.\u003C\u002Fp>\n\n\u003Cp>b)Forzosa. Se considera como tal el nombramiento para cargo público o\nelección para cargo público o sindical de ámbito provincial o superior, con\nla consiguiente toma de posesión y que no entrañe relación de empleo\nlaboral. Al trabajador en excedencia forzosa se le reservará su plaza mientras\ntal situación dure.\u003C\u002Fp>\n\n\u003Cp>Concluido el motivo o razón por el que fuera otorgada esta excedencia, la\npersona beneficiaria deberá incorporarse a su puesto de trabajo en el plazo\nprevisto por la legislación vigente. En caso contrario, perderá su derecho y\ndejará de ostentar la condición de persona trabajadora de World Duty Free\nGroup, SAU.\u003C\u002Fp>\n\n\u003Cp>c)Para cuidado de hijo. Las personas trabajadoras tendrán derecho a un\nperiodo de excedencia, no superior a tres años que podrá disfrutarse de forma\nfraccionada, para atender el cuidado de cada hijo, tanto cuando lo sea por\nnaturaleza, 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>La reincorporación será obligatoria, siempre que se notifique a la empresa\ncon quince días de antelación a la fecha de vencimiento de la excedencia,\nsiendo el periodo de excedencia computable a efectos de antigüedad.\u003C\u002Fp>\n\n\u003Cp>En lo no previsto en este apartado resultará de aplicación en su\nintegridad lo dispuesto en el artículo 46.3 del Estatuto de los\ntrabajadores.\u003C\u002Fp>\n\n\u003Cp>d)Para cuidado de familiar. Las personas trabajadoras tendrán derecho a\nsolicitar excedencia por un periodo no superior a dos años que podrá\ndisfrutarse de forma fraccionada para atender al cuidado del cónyuge o pareja\nde hecho, o de un familiar hasta el segundo grado de consanguinidad y por\nafinidad, incluido el familiar consanguíneo de la pareja de hecho, que por\nrazones de edad, accidente, enfermedad o discapacidad no pueda valerse por sí\nmismo y no desempeñe actividad retribuida.\u003C\u002Fp>\n\n\u003Cp>Si dos o más personas trabajadoras de la empresa generasen este derecho,\npor el mismo sujeto causante, la empresa podrá limitar su ejercicio\nsimultáneo por razones fundadas y objetivas de funcionamiento 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>La reincorporación será obligatoria, siendo el periodo de excedencia\ncomputable a efectos de antigüedad.\u003C\u002Fp>\n\n\u003Cp>En lo no previsto en este apartado resultará de aplicación en su\nintegridad lo dispuesto en el artículo 46.3 del Estatuto de los\nTrabajadores. \u003C\u002Fp>\n\n\u003Ch3 id=\"L350\">Artículo 30. Preaviso en supuestos de cese.\u003C\u002Fh3>\n\n\u003Cp>En el supuesto de que el cese se produzca por voluntad de la persona\ntrabajadora, éste deberá comunicarlo a la empresa por escrito, con una\nantelación de quince días. La ausencia de este aviso facultará a la empresa\na aplicar en la liquidación de las retribuciones salariales devengadas por la\npersona trabajadora, una minoración equivalente a las retribuciones\ncorrespondientes a los días de defecto en el preaviso.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de contratos de trabajo de carácter temporal, cualquiera que\nsea la modalidad contractual, y el contrato se extinga por expiración del\ntiempo convenido, la empresa deberá preavisar por escrito con quince días de\nantelación en los casos en que así se exija legalmente, debiéndose abonar en\ncaso de incumplimiento de preaviso el salario correspondiente a los días de\ntal incumplimiento total o parcial.\u003C\u002Fp>\n\n\u003Ch2 id=\"L356\">CAPÍTULO VI Retribuciones\u003C\u002Fh2>\n\n\u003Ch3 id=\"L358\">Artículo 31. Conceptos generales.\u003C\u002Fh3>\n\n\u003Cp>Retribución es la percepción económica de la persona trabajadora por el\ncumplimiento de su contrato de trabajo. Esta retribución puede ser de dos\nclases:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)Salarial.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)Extrasalarial.\u003C\u002Fp>\n\n\u003Cp>Los conceptos salariales serán los siguientes:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1)Salario mínimo garantizado.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2)Complementos personales.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3)Complementos de vencimiento periódico superior\nal mes.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">4)Incentivos de ventas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">5)Complemento de puesto de trabajo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L378\">Artículo 32.\u003C\u002Fh3>\n\n\u003Cp>1.Salario mínimo garantizado. Es la parte de la retribución de la persona\ntrabajadora fijada por unidad de tiempo, de acuerdo con la jornada normal de\ntrabajo y que consta en la primera columna del anexo de la tabla salarial de\neste convenio.\u003C\u002Fp>\n\n\u003Cp>La cantidad que se establece en la Tabla Salarial lo es en cómputo anual,\npor lo que su distribución mensual se efectuará dividiendo la cantidad\nestablecida entre dieciséis pagas.\u003C\u002Fp>\n\n\u003Cp>Adicionalmente, a partir de la firma del convenio, se acuerda que, para las\nnuevas contrataciones, se podrán prorratear las cuatro pagas extraordinarias\nen doce mensualidades, a elección de la persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>El Salario Mínimo Garantizado, en caso de jornadas reducidas o especiales\nde trabajo, será el que proporcionalmente corresponda a las mismas.\u003C\u002Fp>\n\n\u003Cp>El Salario Mínimo Garantizado que para cada uno de los Grupos Profesionales\nse establece en la tabla salarial que figura como anexo al presente convenio\ncolectivo, integra en el mismo los anteriores niveles retributivos.\u003C\u002Fp>\n\n\u003Cp>2.Complementos personales. Son los que se derivan de las condiciones\npersonales de la persona trabajadora:\u003C\u002Fp>\n\n\u003Cp>2.1Antigüedad. Como compensación por la permanencia en la empresa se\nestablece un complemento, que será abonado a todos los trabajadores incluidos\ndentro del ámbito de aplicación del convenio, a razón de 31,85 euros, por\ncada tres años de servicio en la empresa.\u003C\u002Fp>\n\n\u003Cp>Tal cantidad se abonará en el mes en que se cumplan los tres años\ncorrespondientes y se hará efectiva junto con las demás remuneraciones y en\ndoce mensualidades. \u003C\u002Fp>\n\n\u003Cp>En el supuesto de que alguna persona trabajadora percibiera por el concepto\nde antigüedad, una cantidad superior a la que resulte de aplicación conforme\na lo establecido en este precepto, se le mantendrá tal cantidad como\ncondición más beneficiosa que quedará congelada, hasta que, por aplicación\nde esta fórmula, se supere la cantidad anteriormente percibida.\u003C\u002Fp>\n\n\u003Cp>2.2Condición más Beneficiosa Básica. Aquellas personas trabajadoras que\nvinieran percibiendo, como consecuencia de la aplicación de anteriores\nconvenios de Aldeasa, la denominada Condición Más Beneficiosa Básica,\ncontinuarán percibiendo la cuantía consolidada.\u003C\u002Fp>\n\n\u003Cp>2.3Condición más Beneficiosa Complementaria. Las personas trabajadoras que\ncomo consecuencia de la aplicación de los anteriores convenios de Aldeasa\nvinieran percibiendo Pluses tales como Idioma, Jefatura y Juramento,\nTransporte, establecidos en anteriores convenios colectivos, continuarán\npercibiendo las cantidades consolidadas por tales pluses abonándose bajo el\nconcepto de «Condición más Beneficiosa Complementaria».\u003C\u002Fp>\n\n\u003Cp>Tales cantidades se percibirán a título personal y no generarán derecho\nalguno para personas trabajadoras que se incorporen con posterioridad a la\nfecha de firma del convenio a la Empresa.\u003C\u002Fp>\n\n\u003Cp>Este concepto salarial no podrá ser objeto de compensación y absorción\ncon otras retribuciones que vinieran percibiendo las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>2.4Complemento individual. Las personas trabajadoras sujetas a la nueva\nestructura retributiva que perciban un complemento individual, cualquiera que\nfuere su naturaleza e instrumento de concesión, lo consolidarán en la\ncuantía existente con anterioridad a la integración de la prima voluntaria\n(complemento puesto de trabajo) en tal concepto salarial, como complemento\nsalarial no compensable ni absorbible con los incrementos que se pacten en\nfuturos convenios colectivos, pudiendo ser objeto de compensación y absorción\nen el supuesto de que el trabajador pasara a percibir los conceptos de\ncondición más beneficiosa básica, complementaria, incentivos o comisiones de\nventas.\u003C\u002Fp>\n\n\u003Cp>3.Complementos de vencimientos superiores al mes.\u003C\u002Fp>\n\n\u003Cp>3.1Pagas extraordinarias. Las personas trabajadoras tienen derecho a cuatro\npagas extraordinarias en los meses de marzo, junio, septiembre y diciembre,\ncuyo importe para cada persona trabajadora corresponde a los conceptos Salario\nMínimo Garantizado más Condición más Beneficiosa Básica para aquellos que\nvinieran percibiendo tal concepto.\u003C\u002Fp>\n\n\u003Cp>Se abonarán al final de cada uno de dichos meses y proporcionalmente al\ntiempo de servicio prestado entre las fechas de devengo de cada una de ellas,\nque son las siguientes:\u003C\u002Fp>\n\n\u003Cp>1)Paga de marzo: De 1 de abril a 31 de marzo.\u003C\u002Fp>\n\n\u003Cp>2)Paga de junio: De 1 de julio a 30 de junio siguiente.\u003C\u002Fp>\n\n\u003Cp>3)Paga de septiembre: De 1 de octubre a 30 de septiembre siguientes.\u003C\u002Fp>\n\n\u003Cp>4)Paga de diciembre: De 1 de enero a 31 de diciembre siguiente.\u003C\u002Fp>\n\n\u003Cp>4.Retribución variable. Las personas trabajadoras adscritos a los puntos de\nventa, almacenes y almacenes distribuidores tendrán derecho a la percepción\nde una retribución variable que se calculará en función de los criterios que\nse establecen en el anexo n.° 4 del presente convenio colectivo.\u003C\u002Fp>\n\n\u003Cp>La retribución variable se percibirá, en su caso, de forma proporcional a\nlos días trabajados y al porcentaje de jornada de la persona\ntrabajadora. \u003C\u002Fp>\n\n\u003Ch3 id=\"L426\">Artículo 33. Compensación por trabajos nocturnos.\u003C\u002Fh3>\n\n\u003Cp>Se considera nocturno el trabajo realizado entre las diez de la noche y las\nseis de la mañana. Específicamente ambas partes convienen en computar la hora\nnocturna a razón de una hora y quince minutos hasta que el cómputo anual de\nhoras de trabajo efectivas alcance 1.750 horas establecidas para cada uno de\nlos años de vigencia del convenio, considerándose como extraordinarias el\nexceso.\u003C\u002Fp>\n\n\u003Cp>El cómputo de las horas nocturnas realizadas podrá ser compensado mediante\nsu retribución dineraria a razón de 1,25 horas a elección de la persona\ntrabajadora con carácter anual. Si se opta por la retribución, ésta será\nsatisfecha en el mes siguiente a la comunicación de la realización.\u003C\u002Fp>\n\n\u003Cp>El cómputo de tiempo horario de la nocturnidad no afecta al personal\ncontratado expresamente para realizar trabajos en horas nocturnas.\u003C\u002Fp>\n\n\u003Ch3 id=\"L434\">Artículo 34. Retribuciones extrasalariales.\u003C\u002Fh3>\n\n\u003Cp>No tendrán la consideración legal de salario los siguientes conceptos,\nentre otros:\u003C\u002Fp>\n\n\u003Cp>1.Periodo igual o inferior a treinta días: Todo desplazamiento del centro\nde trabajo habitual, ordenado por la Empresa, igual o inferior a treinta días,\na cualquier población o país, devengará dietas en la forma y condiciones que\ntenga establecidas la Empresa, salvo pacto entre las partes.\u003C\u002Fp>\n\n\u003Cp>2.Periodo superior a treinta días: Cuando el desplazamiento se realice a\nTiendas de apertura temporal o por cualquier otra causa ordenada por la\nEmpresa, siempre que se efectúe a población distinta a la de su residencia\nhabitual y tenga una duración superior a treinta días, se estará a lo\nacordado entre las partes.\u003C\u002Fp>\n\n\u003Ch3 id=\"L442\">Artículo 35. Anticipos reintegrables.\u003C\u002Fh3>\n\n\u003Cp>Mejorando lo dispuesto en el artículo 29 del Estatuto de los Trabajadores,\nla Empresa continuará aplicando el régimen de concesión de anticipos a\ncuenta, reintegrables y sin interés. El plazo máximo de devolución será de\nun año.\u003C\u002Fp>\n\n\u003Ch3 id=\"L446\">Artículo 36. Pago de haberes.\u003C\u002Fh3>\n\n\u003Cp>El pago del salario se efectuará mediante ingreso de su importe en la\nentidad bancaria o de ahorro que la persona trabajadora designe entregándose\nrecibo del salario a las personas trabajadoras. Esta obligación podrá\ncumplirse empleando medios telemáticos, cuando la persona trabajadora disponga\nde dirección de correo electrónico de la Empresa o así lo solicite\nvoluntariamente.\u003C\u002Fp>\n\n\u003Ch3 id=\"L450\">Artículo 37. Prestación por matrimonio y natalidad.\u003C\u002Fh3>\n\n\u003Cp>La Empresa abonará a las personas trabajadoras, cuando contraigan\nmatrimonio, la cantidad de 308,44 euros. En el supuesto de que ambos\ncontrayentes presten servicios en la empresa, los dos tendrán derecho a la\nPrestación por matrimonio.\u003C\u002Fp>\n\n\u003Cp>Para acreditar la condición de pareja de hecho el solicitante del permiso\ndeberá aportar el certificado que acredite estar inscrito en el registro de\nuniones de hecho establecido a tal efecto. Dicha certificación podrá\nsustituirse en aquellas poblaciones donde no exista registro oficial mediante\nel correspondiente certificado de convivencia expedido por la autoridad legal\ncompetente.\u003C\u002Fp>\n\n\u003Cp>Igualmente, la Empresa abonará la cantidad de 308,44 euros por el\nnacimiento o adopción de cada hijo.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de que tanto el padre como la madre presten sus servicios en\nla Empresa sólo uno de ellos tendrá derecho a la percepción de la\nPrestación por natalidad. \u003C\u002Fp>\n\n\u003Ch3 id=\"L460\">Artículo 38. Prestaciones en casos de baja por enfermedad o\naccidente y absentismo.\u003C\u002Fh3>\n\n\u003Cp>1.Baja médica por enfermedad común, enfermedad profesional o por accidente\nlaboral. En los supuestos de baja médica por enfermedad profesional y de\naccidente laboral la Empresa abonará a la persona trabajadora las diferencias\nexistentes en cada caso entre las prestaciones que conceda al trabajador la\nSeguridad Social y el 100 % de la retribución fija salarial que la persona\ntrabajadora estuviese devengando en el momento de producirse la baja.\u003C\u002Fp>\n\n\u003Cp>2.Baja médica por enfermedad común. En los supuestos de baja médica por\nenfermedad, siempre que ésta no venga derivada de enfermedad crónica\ndiagnosticada ni de accidente no laboral con hospitalización, la Empresa no\nabonará el complemento de IT a partir de la quinta baja en que incurra la\npersona trabajadora dentro del año natural.\u003C\u002Fp>\n\n\u003Cp>3.Regulación común para todas las situaciones de baja. Para todos los\nsupuestos, con independencia de la naturaleza de la contingencia ya sea\nprofesional o común, la obligación de complementar de la Empresa coincidirá\ncon la duración de su obligación de «pago delegado»; por lo tanto, cuando\nla persona trabajadora pase a cargo de la Seguridad Social dejará de abonar\ncualquier complemento, coincidiendo con su baja formal en el Sistema de\nSeguridad Social a cargo de la Empresa y hasta que sea valorado por el EVI y la\nDirección Provincial del INSS dicte la resolución que proceda en función de\nsu situación médica.\u003C\u002Fp>\n\n\u003Cp>Las partes firmantes reconocen la necesidad del tratamiento del problema del\nabsentismo y entienden que su reducción implica tanto el aumento de la\npresencia de la persona trabajadora en el puesto de trabajo como las adecuadas\ncondiciones de seguridad, higiene y ambiente de trabajo.\u003C\u002Fp>\n\n\u003Cp>De igual forma, las partes son conscientes del grave quebrantamiento que en\nla atención a los clientes produce el absentismo cuando se superan\ndeterminados niveles, así como la necesidad de disminuirlo dada su negativa\nincidencia en la eficacia de los servicios.\u003C\u002Fp>\n\n\u003Cp>Se regulan las siguientes situaciones:\u003C\u002Fp>\n\n\u003Cp>1.Ausencias aisladas. Las ausencias aisladas de horas cuyo origen no esté\ncontemplado como permiso retribuido o licencia en el presente convenio deberán\njustificarse en el plazo de veinticuatro horas por los medios adecuados al\norigen de la ausencia.\u003C\u002Fp>\n\n\u003Cp>Sin perjuicio de las medidas disciplinarias que puedan adoptarse en caso de\nno acreditarse el motivo de la ausencia en el puesto de trabajo, éste no será\nretribuido en ningún caso, descontándose el número de horas en que no haya\nhabido prestación efectiva de trabajo. Previo acuerdo entre Empresa y la\npersona trabajadora, el tiempo invertido en la ausencia, podrá ser recuperado\nen los siete días posteriores como alternativa al descuento. Las ausencias de\njornadas completas cuyo origen no esté contemplado como permiso retribuido o\nlicencia en el presente convenio deberán justificarse en el plazo de\nveinticuatro horas por los medios adecuados al origen de la ausencia.\u003C\u002Fp>\n\n\u003Cp>Sin perjuicio de las medidas disciplinarias que puedan adoptarse en caso de\nno acreditarse el motivo de la ausencia en el puesto de trabajo, éste no será\nretribuido en ningún caso, descontándose de nómina el importe equivalente a\nlas jornadas en que no haya habido prestación efectiva de trabajo.\u003C\u002Fp>\n\n\u003Cp>2.Ausencias por enfermedad común o accidente no laboral de uno a tres\ndías.\u003C\u002Fp>\n\n\u003Cp>2.1Ausencias aisladas. El trabajador comunicará su ausencia a la Unidad de\nControl de Presencia, en el caso de OOCC, o persona responsable en el centro\ncon preferencia hasta una hora después del inicio de la jornada, salvo causas\nde fuerza mayor que lo impidan.\u003C\u002Fp>\n\n\u003Cp>En todo caso, de no producirse con posterioridad la justificación\npertinente se descontará al trabajador el día faltado sin perjuicio de la\nadopción de otras medidas disciplinarias. \u003C\u002Fp>\n\n\u003Cp>2.2Ausencias de dos o tres días. De no recibir por parte de la S.S. el\narchivo FIE, se descontarán a la persona trabajadora los días faltados sin\nperjuicio de la adopción de otras medidas disciplinarias.\u003C\u002Fp>\n\n\u003Cp>En ambos casos la empresa podrá practicar las inspecciones médicas\noportunas, según lo dispuesto en el artículo 20 del Estatuto de los\nTrabajadores.\u003C\u002Fp>\n\n\u003Cp>3.Incidencias en el cumplimiento del horario establecido y tramitación de\nincidencias. Todo el personal adscrito al presente convenio debe cumplir el\nhorario establecido.\u003C\u002Fp>\n\n\u003Cp>Consecuentemente es de obligado cumplimiento el formalizar a través del\nreloj de presencia (o parte de firmas) tanto la entrada como la salida del\npuesto de trabajo en todas sus incidencias.\u003C\u002Fp>\n\n\u003Cp>Se considerará falta grave eludir los sistemas de control horario, así\ncomo impedir que sean detectados los incumplimientos injustificados de la\njornada de trabajo.\u003C\u002Fp>\n\n\u003Ch2 id=\"L496\">CAPÍTULO VII Jornada, permisos y vacaciones\u003C\u002Fh2>\n\n\u003Ch3 id=\"L498\">Artículo 39. Jornada de trabajo.\u003C\u002Fh3>\n\n\u003Cp>La jornada máxima laboral anual se establece en 1.750 horas de trabajo\nefectivo para cada uno de los años de vigencia del presente convenio. Los\nhorarios se adaptarán a las exigencias propias de cada centro de trabajo.\u003C\u002Fp>\n\n\u003Cp>Las 16 horas de devolución de jornada recogidas en anteriores convenios se\nregirán por lo especificado en el acuerdo firmado en el SIMA en 2025 (anexo\n7).\u003C\u002Fp>\n\n\u003Cp>Debido a las características de la actividad desempeñada por World Duty\nFree Group, SAU, la distribución de la jornada podrá efectuarse de forma\nirregular, teniendo la condición de días laborables todos los días del año\nincluyendo sábados, domingos y festivos, excepción hecha de los días 1 de\nenero y 25 de diciembre en los que la prestación de servicios tendrá\ncarácter voluntario y será retribuida con 200 euros cada uno de ellos; la\njornada máxima a realizar en estas fechas será de diez horas efectivas. Con\ncarácter anual se establecerá para cada centro de trabajo un calendario con\nturnos rotativos. Dicho calendario, debido a la variación que sufre la\nactividad comercial de la Empresa podrá ser modificado por ésta en función\nde las necesidades que se produzcan, pudiéndose efectuar prolongaciones de\njornada hasta un máximo de doce horas diarias con respeto a los descansos\nlegalmente establecidos y siempre que tales prolongaciones de jornada sean\ncompensadas con disminuciones en periodos de menor actividad, de modo que en\nningún caso la jornada ordinaria supere las horas anuales pactadas para cada\nuno de los años de vigencia del convenio. Las modificaciones que se realicen\nsobre el calendario anual y que supongan modificación de horarios de las\npersonas trabajadoras adscritas al mismo deberán ser consultadas previamente\nal Comité de Empresa del centro afectado con siete días de antelación a su\nentrada en vigor, salvo que sea aceptada por la persona trabajadora con\ncarácter voluntario. La consulta no tendrá carácter vinculante.\u003C\u002Fp>\n\n\u003Cp>Las horas realizadas sobre la jornada máxima anual establecida en el\npresente artículo podrán ser compensadas bien mediante su retribución\ndineraria en el equivalente al número de horas realizadas, bien en tiempo de\ndescanso en la misma proporción de exceso de acuerdo con las necesidades\norganizativas del centro de trabajo y de común acuerdo entre la Empresa y la\npersona trabajadora.\u003C\u002Fp>\n\n\u003Cp>Si se opta por la retribución, ésta será satisfecha en el mes siguiente a\nla comunicación de la realización de dicho exceso. Si la opción lo es por la\ncompensación en tiempo de descanso, la devolución del exceso de jornada\ndeberá producirse dentro de los tres meses siguientes. \u003C\u002Fp>\n\n\u003Cp>Todas las personas trabajadoras adscritas al presente convenio tendrán\nderecho a dos días de descanso a la semana que podrán ser acumulados por\nperiodos de hasta dos semanas.\u003C\u002Fp>\n\n\u003Cp>Con carácter general el número máximo de festivos nacionales,\nautonómicos o locales a trabajar dentro del año quedará establecido en dos.\nLos que excedan de tal número serán compensados con descansos equivalentes\ncuya fecha será de libre elección del trabajador siempre que las necesidades\nproductivas que se den en el centro lo permitan.\u003C\u002Fp>\n\n\u003Cp>Únicamente se considerarán a estos efectos los festivos establecidos en el\ncalendario laboral que hayan sido efectivamente trabajados. Aquellos que se\ntrabajen voluntariamente por cambio de turnos entre las personas trabajadoras\nse considerarán compensables con un límite de tres cambios anuales.\u003C\u002Fp>\n\n\u003Ch3 id=\"L516\">Artículo 40. Horas extraordinarias.\u003C\u002Fh3>\n\n\u003Cp>Las horas trabajadas en exceso sobre las establecidas en el horario de cada\ncentro de trabajo tendrán el carácter de horas extraordinarias, siendo su\nrealización obligatoria en el caso de las efectuadas para realizar inventarios\ny balances o por causa legal de fuerza mayor, y compensándose las mismas con\ndescansos en el siguiente trimestre a la fecha de su realización.\u003C\u002Fp>\n\n\u003Cp>Con carácter excepcional, en aquellos supuestos en los que por razones\norganizativas resulte imposible la compensación con descanso y siempre que el\nnúmero de horas realizadas no exceda de los límites legales, serán abonadas\ncon el importe que resulte de la aplicación de la siguiente fórmula:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\u003Cp class=\"MsoNormal\">\u003Cimg width=\"355\" height=\"57\" id=\"Kép 1\"\nsrc=\"..\u002F..\u002Ftáblázatok\u002FDok1_elemei\u002Fimage001.jpg\">\u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\u003Cp>S.B.G.= Salario Mínimo Garantizado.\u003C\u002Fp>\n\n\u003Cp>C.B.B.= Condición más Beneficiosa Básica.\u003C\u002Fp>\n\n\u003Cp>C.B.C.= Condición más Beneficiosa Complementaria.\u003C\u002Fp>\n\n\u003Cp>A = Antigüedad.\u003C\u002Fp>\n\n\u003Ch3 id=\"L534\">Artículo 41. Permisos.\u003C\u002Fh3>\n\n\u003Cp>A)Permisos no retribuidos. La empresa podrá otorgar, siempre que el volumen\nde plantilla y las necesidades de trabajo lo permitan, permisos no retribuidos\na las personas trabajadoras, por el período necesario para atender\ncircunstancias excepcionales que puedan producirse.\u003C\u002Fp>\n\n\u003Cp>Corresponde a la Empresa su otorgamiento en función de las necesidades\nproductivas que se den en el centro de trabajo en el que se solicite el\npermiso.\u003C\u002Fp>\n\n\u003Cp>La persona trabajadora que solicite un permiso no retribuido deberá\njustificar su petición. En todo caso corresponde a la Dirección de la empresa\nsu otorgamiento.\u003C\u002Fp>\n\n\u003Cp>Durante el disfrute de permiso no retribuido, la empresa se hará cargo del\nimporte de aportación a la Seguridad Social que le corresponda, siendo por\ncuenta de la persona trabajadora la suya.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras que hayan ejercitado el derecho a disfrutar de\npermiso no retribuido, no podrán volver a solicitar un nuevo permiso hasta el\ntranscurso de dos años desde el disfrute del último permiso.\u003C\u002Fp>\n\n\u003Cp>B)Permisos por asuntos personales. La empresa concederá cuatro días de\npermiso retribuido por cada persona trabajadora y año, para asuntos\npersonales, en las siguientes condiciones:\u003C\u002Fp>\n\n\u003Cp>1.Los cuatro días podrán ser acumulados a los días de vacaciones, si\nexistiera acuerdo entre el trabajador y la Dirección del centro y fuera\nposible por razones de organización de la actividad. En ese caso, una vez\nsolicitados con la suficiente \u003C\u002Fp>\n\n\u003Cp>antelación, y si fuera posible su otorgamiento sin menoscabo de la\norganización de la actividad, no podrá revocarse la autorización ya que ello\nocasionaría un perjuicio para la persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>2.Su no disfrute dentro del año natural, supone su pérdida.\u003C\u002Fp>\n\n\u003Cp>3.Pueden ser compensados económicamente cuando su no disfrute, lo sea por\ncausa imputable a la Empresa, que deberá dejar constancia fehaciente.\u003C\u002Fp>\n\n\u003Cp>4.Serán solicitados previamente al Jefe del Centro o Departamento y\ncomunicados a la Dirección de Recursos Humanos.\u003C\u002Fp>\n\n\u003Cp>C)Permisos retribuidos. La persona trabajadora, previo aviso y\njustificación adecuada, tendrá derecho a solicitar los siguientes permisos\nretribuidos por los tiempos y causas siguientes:\u003C\u002Fp>\n\n\u003Cp>1.Quince días naturales en caso de matrimonio o registro de pareja de\nhecho, que comenzarán a disfrutarse el primer día laborable tras el hecho\ncausante, siendo acumulables a vacaciones, siempre que la organización lo\npermita.\u003C\u002Fp>\n\n\u003Cp>2.Tres días naturales en los casos de nacimiento de hijo. Cuando con tal\nmotivo el trabajador necesite hacer un desplazamiento al efecto el plazo será\nde cinco días.\u003C\u002Fp>\n\n\u003Cp>3.Tres (3) días laborables por el fallecimiento, cinco (5) días por\naccidente o enfermedades graves, hospitalización o intervención quirúrgica\nsin hospitalización que precise reposo domiciliario, de parientes hasta\nsegundo grado de consanguinidad o afinidad, incluido el familiar consanguíneo\nde la pareja de hecho, así como de cualquier otra persona distinta de las\nanteriores, que conviva con la persona trabajadora en el mismo domicilio y que\nrequiera el cuidado efectivo de aquella. Cuando con tal motivo el trabajador\nnecesite hacer un desplazamiento al efecto, el plazo se aumentará en dos\ndías.\u003C\u002Fp>\n\n\u003Cp>Durante el tiempo de hospitalización de familiar de primer grado o del\ncónyuge por causa de enfermedad o accidente grave el trabajador podrá\ndisponer de su permiso, previa petición al departamento de Recursos Humanos\ncorrespondiente, en días completos separados.\u003C\u002Fp>\n\n\u003Cp>4.Un día por traslado del domicilio habitual.\u003C\u002Fp>\n\n\u003Cp>5.Por el tiempo indispensable para el cumplimiento de un deber inexcusable\nde carácter público y personal, comprendiendo el sufragio activo.\u003C\u002Fp>\n\n\u003Cp>6.Para realizar funciones sindicales o de representación del personal en\nlos términos establecidos legalmente.\u003C\u002Fp>\n\n\u003Cp>7.Por el tiempo indispensable para la realización de exámenes prenatales y\ntécnicas de preparación al parto que deban realizarse dentro de la jornada de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>8.Por el tiempo necesario para realizar exámenes finales, parciales o de\naptitud para la obtención de un título académico o profesional oficial.\u003C\u002Fp>\n\n\u003Cp>9.Por el tiempo indispensable para realizar pruebas médicas pre y post\noperatorias y los controles periódicos por enfermedad crónica en hospitales\npúblicos y clínicas privadas cuya citación previa pueda ser justificada.\u003C\u002Fp>\n\n\u003Cp>10.Hasta catorce horas anuales para acompañar a consulta médica a\nfamiliares en primer grado o en su defecto, podrán ser utilizadas por la\npersona trabajadora para beneficio propio.\u003C\u002Fp>\n\n\u003Cp>11.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 ET.\u003C\u002Fp>\n\n\u003Cp>Cuando la naturaleza de la prestación laboral sea compatible con el trabajo\na distancia y el estado de las redes de comunicación permita su desarrollo, la\nEmpresa \u003C\u002Fp>\n\n\u003Cp>podrá establecerlo, observando el resto de las obligaciones formales y\nmateriales recogidas en la Ley 10\u002F2021, de 9 de julio, de trabajo a distancia,\ny, en particular, el suministro de medios, equipos y herramientas adecuados, en\nlos términos previstos en el artículo 47.6 del ET.\u003C\u002Fp>\n\n\u003Cp>12.Por el tiempo indispensable para la realización de los actos\npreparatorios de la donación de órganos o tejidos siempre que deban tener\nlugar dentro de la jornada de trabajo.\u003C\u002Fp>\n\n\u003Cp>13.La persona trabajadora tendrá derecho a ausentarse del trabajo por causa\nde fuerza mayor cuando sea necesario por motivos familiares urgentes\nrelacionados con familiares o personas convivientes, en caso de enfermedad o\naccidente que hagan indispensable su presencia inmediata, aportando las\npersonas trabajadoras, en su caso, acreditación del motivo de ausencia.\u003C\u002Fp>\n\n\u003Cp>Se reconocen los mismos derechos que el convenio contempla en el artículo\n41.C), en el apartado 3, a las parejas de hecho.\u003C\u002Fp>\n\n\u003Cp>Para acreditar la condición de pareja de hecho el solicitante del permiso\ndeberá aportar el certificado que acredite estar inscrito en el registro de\nuniones de hecho establecido a tal efecto. Dicha certificación podrá\nsustituirse en aquellas poblaciones donde no exista registro oficial mediante\nel correspondiente certificado de convivencia expedido por la autoridad legal\ncompetente.\u003C\u002Fp>\n\n\u003Cp>D)Lactancia. Las personas trabajadoras, por lactancia de un hijo\u002Fa menor de\nnueve meses, tendrán derecho a una hora de ausencia del trabajo que podrán\ndividir en dos fracciones. La duración del permiso se incrementará\nproporcionalmente en los casos de un parto múltiple. Este permiso constituye\nun derecho individual de las personas trabajadoras, Pero sólo podrá ser\nejercido por uno de los progenitores en caso de que ambos trabajen.\u003C\u002Fp>\n\n\u003Cp>Mejorando lo dispuesto en lo legislado a este efecto, las horas establecidas\ncomo permiso para lactancia podrán acumularse mediante el disfrute de un mes\nde permiso retribuido, o la proporción que correspondan en función del\nperiodo de alta en la empresa de quien ejerza este derecho con posterioridad al\nparto, hasta que el hijo\u002Fa cumpla nueve meses.\u003C\u002Fp>\n\n\u003Ch3 id=\"L600\">Artículo 42. Reducción por guarda legal. Conciliación de la\nvida laboral y familiar.\u003C\u002Fh3>\n\n\u003Cp>Quien por razón de guarda legal tenga a su cuidado directo algún menor de\ndoce años o una persona con discapacidad que no desempeñe otra actividad\nretribuida, o quien tenga a su cuidado directo un familiar hasta el segundo\ngrado de consanguinidad o afinidad, que por razones de edad, accidente o\nenfermedad no pueda valerse por sí mismo y que no desempeñe actividad\nretribuida, tendrá derecho a una reducción de la jornada de trabajo diaria,\ncon la disminución proporcional del salario entre, al menos, un octavo y un\nmáximo de la mitad de la duración de aquélla; podrán concretar la elección\nde horario dentro de las secuencias establecidas en el centro.\u003C\u002Fp>\n\n\u003Cp>El progenitor,, guardador con fines de adopción o acogedor permanente,\ntendrá derecho a una reducción de la jornada de trabajo con la disminución\nproporcional de salario de, al menos, la mitad de la duración de aquella para\nel cuidado, durante la hospitalización y tratamiento continuado del menor a su\ncargo afectado por cáncer (tumores malignos, melanomas y carcinomas), o por\ncualquier otra enfermedad grave que implique un ingreso hospitalario de larga\nduración y requiera la necesidad de su cuidado directo, continuo y permanente,\nacreditado por el informe del Servició Público de Salud u órgano\nadministrativo sanitario de la Comunidad Autónoma correspondiente y, como\nmáximo, hasta que el hijo o persona que hubiere sido objeto de acogimiento\npermanente o de guarda con fines de adopción cumpla los veintitrés años.\u003C\u002Fp>\n\n\u003Cp>En consecuencia, el mero cumplimiento de los dieciocho años de edad por el\nhijo o el menor sujeto a acogimiento permanente o a guarda con fines de\nadopción no será causa de extinción de la reducción de la jornada, si se\nmantiene la necesidad de cuidado directo, continuo y permanente. \u003C\u002Fp>\n\n\u003Cp>No obstante, cumplidos los dieciocho años, se podrá reconocer el derecho a\nla reducción de jornada hasta que el causante cumpla veintitrés años en los\nsupuestos en que el padecimiento de cáncer o enfermedad grave haya sido\ndiagnosticado antes de alcanzar la mayoría de edad, siempre que en el momento\nde la solicitud se acrediten los requisitos establecidos en los párrafos\nanteriores, salvo la edad.\u003C\u002Fp>\n\n\u003Cp>Asimismo, se mantendrá el derecho a esta reducción hasta que la persona\ncumpla veintiséis años si antes de alcanzar veintitrés años acreditara,\nademás, un grado de discapacidad igual o superior al 65 por ciento.\u003C\u002Fp>\n\n\u003Cp>Estas reducciones de jornada constituyen un derecho individual de las\npersonas trabajadoras. No obstante, si dos o más personas trabajadoras de la\nEmpresa generasen este derecho por el mismo sujeto causante, la empresa podrá\nlimitar su ejercicio simultáneo por razones fundadas y objetivas de\nfuncionamiento debidamente motivadas por escrito debiendo en tal caso la\nempresa ofrecer un plan alternativo que asegure el disfrute de ambas personas\ntrabajadoras y que posibilite 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>En estos supuestos, se podrá solicitar la prestación económica por\ncuidado de menores afectados por cáncer o enfermedad grave, que compensa la\npérdida de ingresos que sufren las personas trabajadoras progenitores,\nadoptantes o acogedores. La solicitud se presenta ante la entidad gestora o\nmutua colaboradora, de conformidad con el Real Decreto 1148\u002F2011, de 29 de\njulio.\u003C\u002Fp>\n\n\u003Cp>La Empresa aplicará lo regulado en la Ley 39\u002F1999, de Conciliación de la\nVida Laboral y Familiar de las Personas Trabajadoras y en la Ley Orgánica\n3\u002F2007, para la Igualdad efectiva de mujeres y hombres. En esa línea y para\nfavorecer la conciliación de la vida laboral y familiar adoptará las\nsiguientes medidas:\u003C\u002Fp>\n\n\u003Cp>a)Las personas trabajadoras con hijos menores de doce años tendrán derecho\na permutar el turno de trabajo que les corresponda realizar (mañana, tarde,\nsolape, noche) con otro trabajador del mismo centro de trabajo que realice las\nmismas funciones y tenga la misma jornada laboral.\u003C\u002Fp>\n\n\u003Cp>b)Las personas trabajadoras con hijos\u002Fas menores de doce años de edad\ntendrán derecho de preferencia sobre las nuevas contrataciones a la elección\nde turno horario, sin necesidad de reducir la jornada laboral, cuando aquellas\nse realicen para cubrir un turno existente que quede vacante.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras de OOCC con hijos menores de doce años de edad\ntendrán derecho de preferencia sobre las nuevas contrataciones en el supuesto\nde que se realicen contrataciones en jornada continua, siempre que la persona\ntrabajadora esté facultado para la realización de las funciones objeto de\ncontrataciones.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras con hijos\u002Fas entre doce y catorce años de edad\ntendrán la opción, en casos excepcionales de salud o circunstancias\nfamiliares, de continuar prestando servicios a tiempo parcial, dentro de la\nsecuencia de turnos habitual establecida en su centro de trabajo, siendo\npotestativa por parte de la Empresa su autorización. Esta reducción temporal\nde jornada no estará asimilada a la reducción de jornada por razón de guarda\nlegal establecida por ley.\u003C\u002Fp>\n\n\u003Ch3 id=\"L628\">Artículo 43. Vacaciones.\u003C\u002Fh3>\n\n\u003Cp>Todas las personas trabajadoras afectadas por este convenio tienen derecho a\ntreinta días naturales de vacaciones anuales retribuidas. Este período podrá\nfraccionarse en dos, previa autorización de la Dirección de la Empresa,\nsiempre con una duración mínima de ocho días cada uno de ellos.\u003C\u002Fp>\n\n\u003Cp>Con independencia de este precepto general, la empresa se compromete a que\nen cada centro se pueda pactar con los comités correspondientes cualquier otra\ndistribución que resulte asumible para la organización del centro. \u003C\u002Fp>\n\n\u003Cp>Cuando el periodo de vacaciones fijado en el calendario de vacaciones del\ncentro coincida en el tiempo con una IT derivada del embarazo, el parto o la\nlactancia natural, o con el periodo de suspensión previsto en el artículo\n48.4, 5 y 7 del ET, las personas trabajadoras tendrán derecho a disfrutar las\nvacaciones en fecha distinta a la de la IT o a la del disfrute del permiso que\npor aplicación de dicho precepto le correspondiera, al final el periodo de\nsuspensión, aunque hubiera terminado el año natural a que corresponda.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de que el periodo de vacaciones coincida con una incapacidad\ntemporal por contingencias distintas a las señaladas en el párrafo anterior\nque imposibilite a la persona trabajadora disfrutarlas, total o parcialmente,\ndurante el año natural a que corresponden, la persona trabajadora podrá\nhacerlo una vez finalice su incapacidad y siempre que no hayan transcurrido\nmás de dieciocho meses a partir del final del año en que se hayan\noriginado.\u003C\u002Fp>\n\n\u003Cp>Las vacaciones se iniciarán en días laborables, de acuerdo con las\nsecuencias de turnos y horarios que rigen en los distintos centros de trabajo\nde la Empresa.\u003C\u002Fp>\n\n\u003Cp>En Oficinas Centrales el cómputo se efectuará como la diferencia entre el\nprimero y el último día laborable de cada período.\u003C\u002Fp>\n\n\u003Cp>La Empresa podrá no autorizar períodos vacacionales por necesidades de\ntrabajo, en especial en aquellos centros de trabajo que dependan del tráfico\nturístico se excluirán como períodos de vacaciones los de mayor actividad de\nla Empresa. No obstante, en todos los centros de trabajo, al menos el 5 % de la\nplantilla podrá disfrutar de vacaciones en el período comprendido entre el 15\nde junio y el 15 de septiembre.\u003C\u002Fp>\n\n\u003Cp>El personal que se incorpore a la Empresa dentro del año natural,\ndisfrutará el período vacacional proporcional al que por su permanencia en la\nEmpresa le corresponda ese año. Al personal que cese en el transcurso del año\nnatural y hubiese disfrutado un período vacacional superior al que realmente\nle corresponda, le será descontado de su finiquito el importe correspondiente\na las vacaciones disfrutadas en exceso. Por el contrario, si en el momento del\ncese le faltara por disfrutar vacaciones, su importe le será abonado en el\nfiniquito.\u003C\u002Fp>\n\n\u003Cp>En todo caso las percepciones correspondientes a vacaciones anuales\ndevengadas y no disfrutadas y que sean retribuidas a la finalización de la\nrelación laboral serán objeto de liquidación y cotización complementaria\nsegún lo dispuesto en las normas generales de la Seguridad Social.\u003C\u002Fp>\n\n\u003Cp>Como principio para el derecho de opción de las personas trabajadoras a un\ndeterminado turno de vacaciones, dentro del sistema de excepción establecido\nen el párrafo tercero de este artículo, se establece que el trabajador que\noptó y tuvo preferencia sobre otro trabajador en la elección del disfrute en\ntemporada de actividad alta o en otro turno determinado, perderá ese derecho\nde opción hasta tanto no lo ejerciten el resto de sus compañeros en un centro\nde trabajo o punto de venta.\u003C\u002Fp>\n\n\u003Cp>Aquellos trabajadores que hubieran causado alta con anterioridad al 31 de\ndiciembre de 1993, y que por el hecho de disfrutar sus vacaciones en períodos\nde menor actividad tenían derecho a ocho días más de vacaciones anuales\nsobre las establecidas con carácter general, continuarán manteniendo tal\nderecho como condición más beneficiosa de carácter personal.\u003C\u002Fp>\n\n\u003Cp>La concreción de la temporada baja vendrá determinada en cada uno de los\ncentros de trabajo junto con el calendario anual.\u003C\u002Fp>\n\n\u003Ch3 id=\"L654\">Artículo 44. Jubilación.\u003C\u002Fh3>\n\n\u003Cp>A)Jubilación parcial.\u003C\u002Fp>\n\n\u003Cp>-Sin contrato de relevo. Previo acuerdo con la empresa, aquellos\ntrabajadores (contratos a jornada completa o parcial) que habiendo cumplido la\nedad que en cada momento establezca la normativa de la Seguridad Social que\nresulte aplicable, y reúnan los requisitos para causar derecho a la pensión\nde jubilación, siempre que se produzca una reducción de su jornada de trabajo\ncomprendida entre un mínimo del 25 % y un máximo del 50 %, podrán acceder a\nla jubilación parcial sin necesidad de la celebración \u003C\u002Fp>\n\n\u003Cp>simultánea de un contrato de relevo. Los porcentajes indicados se\nentenderán referidos a la jornada de un trabajador a tiempo completo\ncomparable.\u003C\u002Fp>\n\n\u003Cp>-Con contrato de relevo. Con acuerdo previo con la empresa, siempre que con\ncarácter simultáneo se celebre un contrato de relevo en los términos\nprevistos en el artículo 12.7 del Estatuto de los Trabajadores, los\ntrabajadores a tiempo completo podrán acceder a la jubilación parcial cuando\nreúnan los siguientes requisitos:\u003C\u002Fp>\n\n\u003Cp>-Deberán estar contratados a jornada completa. Se asimilan los contratados\na tiempo parcial cuyas jornadas, en conjunto, equivalgan en días teóricos a\nlos de un trabajador a tiempo completo comparable, siempre que se reúnan en\nlos distintos empleos los requisitos de antigüedad, reducción de jornada y\ncontratación relevista.\u003C\u002Fp>\n\n\u003Cp>-Que se celebre simultáneamente un contrato de relevo.\u003C\u002Fp>\n\n\u003Cp>-Edad mínima establecida en la normativa de Seguridad Social.\u003C\u002Fp>\n\n\u003Cp>-Reducción de jornada: estará comprendida en los márgenes que establezca\nen cada momento la ley. Los porcentajes se entenderán referidos a la jornada\nde un trabajador a tiempo completo.\u003C\u002Fp>\n\n\u003Cp>-Periodo mínimo de cotización legalmente establecido.\u003C\u002Fp>\n\n\u003Cp>-Antigüedad en la empresa: Al menos seis años inmediatamente anteriores a\nla fecha de jubilación parcial. A tal efecto, se computará la antigüedad\nacreditada en la empresa anterior si ha mediado una sucesión de empresa o\nempresas pertenecientes al grupo.\u003C\u002Fp>\n\n\u003Cp>En todo caso, y siempre que se consolide la tendencia jurisprudencial, se\npodrá concentrar el periodo a trabajar.\u003C\u002Fp>\n\n\u003Cp>B)Jubilación voluntaria anticipada. Para poder acceder a la situación de\njubilación anticipada, que será de carácter voluntario para la persona\ntrabajadora, ésta deberá acreditar que cumple con los requisitos legalmente\nexigibles para que sea reconocida por el organismo correspondiente, la\nsituación legal de jubilación.\u003C\u002Fp>\n\n\u003Cp>En los casos en los que la persona trabajadora decida acceder a la\njubilación voluntaria anticipada si esta fuera aceptada por la Empresa, podrá\nser gratificado por, con arreglo a las siguientes cuantías:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\"\nstyle=\"border-collapse:collapse\">\n \u003Ctbody>\n \u003Ctr style=\"height:18.7pt\">\n \u003Ctd width=\"302\"\n style=\"width:226.5pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp\n class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cb>\u003Cspan\n style=\"font-size:11.0pt\">Edad\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"161\"\n style=\"width:120.5pt;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\n class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cb>\u003Cspan\n style=\"font-size:11.0pt\">Indemnización\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"302\"\n style=\"width:226.5pt;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\n class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt\">Edad de jubilación\n ordinaria menos dos años.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"161\"\n style=\"width:120.5pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt\">100 % del salario\n anual.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.3pt\">\n \u003Ctd width=\"302\"\n style=\"width:226.5pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp\n class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt\">Edad de jubilación\n ordinaria menos un año.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"161\"\n style=\"width:120.5pt;border:solid windowtext 1.0pt;padding: 0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp\n class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt\">90 % del salario\n anual.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>En el caso de que la persona trabajadora fuera perceptora del concepto\ndenominado CBB, si su solicitud fuera aceptada por la Empresa percibirá,\nadicionalmente a la cuantía de la citada gratificación, una cantidad\nequivalente a multiplicar por veinticuatro el último importe mensual abonado\npor este concepto, no siendo de aplicación en estos casos la cláusula de\ngarantía del artículo 75 del presente convenio.\u003C\u002Fp>\n\n\u003Ch2 id=\"L729\">CAPÍTULO VIII Régimen disciplinario\u003C\u002Fh2>\n\n\u003Ch3 id=\"L731\">Artículo 45. Competencia.\u003C\u002Fh3>\n\n\u003Cp>La facultad disciplinaria sobre el personal comprendido en el presente\nconvenio corresponde al Director de Recursos Humanos de la Empresa, que la\nejercerá bien directamente o a través del Jefe de Área de Relaciones\nLaborales o Jefes de Centro. Para las faltas graves y muy graves el poder\nsancionador lo ejerce el Director de Recursos Humanos y en las leves el Jefe de\nÁrea de Relaciones Laborales, los Jefes de Recursos Humanos de las Direcciones\nTerritoriales y Responsables de Centro o persona en quien el Director de\nRecursos Humanos delegue. De la imposición de sanciones por faltas graves y\nmuy graves se dará cuenta al Comité o delegados de Personal del centro de\ntrabajo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L735\">Artículo 46. Concepto.\u003C\u002Fh3>\n\n\u003Cp>Se considera falta toda acción u omisión que suponga quebranto o\ndesconocimiento por el trabajador de los deberes de cualquier índole para con\nla Empresa, o trasgresión de las disposiciones legales en vigor y en especial\nde lo dispuesto por el presente convenio y en la reglamentación sobre\nSeguridad y Salud Laboral.\u003C\u002Fp>\n\n\u003Ch3 id=\"L739\">Artículo 47. Graduación de las faltas.\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>A)Se considerarán faltas leves.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1)Descuido o demora injustificada en la ejecución del trabajo.\u003C\u002Fp>\n\n\u003Cp>2)Falta de puntualidad injustificada en la entrada o salida al trabajo\nsuperior a quince minutos. El retraso superior a cinco minutos e inferior a\nquince, se considerará falta cuando se produzca tres veces en un período\nmensual.\u003C\u002Fp>\n\n\u003Cp>Si de estos retrasos se derivan, por la función especial de la persona\ntrabajadora, perjuicios para el trabajo encomendado, la falta se calificará de\ngrave.\u003C\u002Fp>\n\n\u003Cp>3)Ausencia injustificada del puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>4)No atender al público o a los compañeros de trabajo con la corrección,\ndiligencia, uniformidad y aseo debidos.\u003C\u002Fp>\n\n\u003Cp>5)Las discusiones con compañeros de trabajo cuando no son en presencia del\npúblico.\u003C\u002Fp>\n\n\u003Cp>6)La falta de asistencia injustificada al trabajo, a los cursos de\nformación organizados por la empresa o a los que voluntariamente se adscriba\nla persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>7)No avisar en caso de falta justificada al trabajo en las primeras horas de\ncomienzo de la jornada, salvo que se acredite la imposibilidad.\u003C\u002Fp>\n\n\u003Cp>8)No comunicar a la dirección de Recursos Humanos los cambios de residencia\no domicilio, así como las alteraciones familiares que afecten a efectos\nfiscales o de Seguridad Social.\u003C\u002Fp>\n\n\u003Cp>9)El empleo de teléfonos móviles durante la jornada laboral en contra de\nlas instrucciones de la empresa, con la excepción de los casos de urgencia que\nhayan sido expresamente autorizados.\u003C\u002Fp>\n\n\u003Cp>La reiteración en la comisión de estas faltas dará lugar,\nautomáticamente, a su consideración como graves, sin perjuicio de lo indicado\nen el Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B)Se considerarán faltas graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1)Las faltas injustificadas de asistencia al trabajo o a los cursos de\nformación a que se refiere el artículo 60 de este convenio, durante tres\ndías alternos en un mes.\u003C\u002Fp>\n\n\u003Cp>2)La simulación de enfermedad o accidente.\u003C\u002Fp>\n\n\u003Cp>3)El incumplimiento de las funciones encomendadas con perjuicio para el\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>4)La embriaguez o el uso de drogas, cuando no sea de manera habitual,\nsiempre que afecte al desarrollo del trabajo.\u003C\u002Fp>\n\n\u003Cp>5)Simulación de la presencia de otro trabajador, fichando o firmando por\nél.\u003C\u002Fp>\n\n\u003Cp>6)El quebranto del secreto profesional.\u003C\u002Fp>\n\n\u003Cp>7)Los daños y deterioros en las mercaderías o pertenencias de la Empresa,\ncuando se produzcan por negligencia.\u003C\u002Fp>\n\n\u003Cp>8)La no presentación a la Empresa de los partes de baja, confirmación y\nalta de incapacidad temporal, en los plazos legalmente establecidos.\u003C\u002Fp>\n\n\u003Cp>9)Facilitar la clave de acceso individual a otra persona, simular la\nidentidad de otro utilizando su clave y la creación de copias de ficheros sin\nla autorización de la empresa. Si se derivase perjuicio para la empresa,\npodrá ser considerada como falta muy grave. \u003C\u002Fp>\n\n\u003Cp>10)La utilización para fines personales de los medios tecnológicos puestos\na disposición de la persona trabajadora para el desempeño de sus funciones,\nparticularmente la utilización de Internet o el correo electrónico de forma\nreiterada para usos que no tengan conexión con el trabajo a desempeñar en la\nEmpresa.\u003C\u002Fp>\n\n\u003Cp>11)No utilizar los equipos de protección individual, en aquellos puestos de\ntrabajo en los que sea obligatoria su utilización, así como incumplir con la\nnormativa de prevención de riesgos laborales. Si como consecuencia de los\nincumplimientos anteriormente señalados se pusiera gravemente en peligro la\nintegridad física de alguna persona trabajadora, la falta tendrá la\nconsideración de muy grave.\u003C\u002Fp>\n\n\u003Cp>La reiteración en la comisión de estas faltas, dará lugar\nautomáticamente a su consideración como muy graves, sin perjuicio de lo\nindicado en el Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>C)Se considerarán faltas muy graves.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1)La falta de asistencia al trabajo o a los cursos de formación a que se\nrefiere el artículo 39 injustificadamente durante tres días consecutivos, o\ndurante tres días consecutivos, o durante más de tres días alternos en un\nmes.\u003C\u002Fp>\n\n\u003Cp>2)Fraude, deslealtad o abuso de confianza en las gestiones encomendadas.\nAsí como el hurto, robo o apropiación indebida tanto a la empresa como a los\ncompañeros de trabajo o a cualquier otra persona dentro de las dependencias de\nla empresa o durante el trabajo en cualquier otro lugar, o de muestras\npromocionales o cualquier otro tipo de artículo, descuento o beneficio\ndestinado a clientes, con independencia de que tenga o no valor de mercado.\u003C\u002Fp>\n\n\u003Cp>3)La simulación de enfermedad o accidente alegada por la persona\ntrabajadora para no asistir al trabajo, así como, en la situación de\nincapacidad temporal, cuando se realicen trabajos de cualquier tipo por cuenta\npropia o ajena o actividad incompatible con su situación de incapacidad que\nprovoquen la prolongación de la baja.\u003C\u002Fp>\n\n\u003Cp>4)Los malos tratos de obra a clientes o compañeros de cualquier categoría,\nasí como la alteración de las reglas de convivencia manifestada a través de\ndiscusiones violentas.\u003C\u002Fp>\n\n\u003Cp>5)El abuso de autoridad, considerándose como tal, la comisión por un\nsuperior de un hecho arbitrario, con infracción de un derecho del trabajador,\nde donde se derive un perjuicio grave y acreditado para el subordinado, ya sea\nde orden material o moral.\u003C\u002Fp>\n\n\u003Cp>6)Causar accidente grave por negligencia o imprudencia inexcusable.\u003C\u002Fp>\n\n\u003Cp>7)La embriaguez y el uso de drogas de forma habitual, siempre que afecte al\ndesarrollo del trabajo.\u003C\u002Fp>\n\n\u003Cp>8)Sustraer, hacer desaparecer, ocultar, inutilizar, destrozar o causar\ndaños de desperfectos de forma voluntaria en cualquier tipo de bienes,\nmercancías, equipos u otras pertenencias de la empresa, de los clientes o de\nlos compañeros.\u003C\u002Fp>\n\n\u003Cp>9)La indisciplina y desobediencia con grave perjuicio para el trabajo.\u003C\u002Fp>\n\n\u003Cp>10)Incurrir en infracción de la Legislación sobre contrabando, o no\najustar su conducta en todo momento, a cuantas prescripciones en este orden se\nseñalen por las Autoridades de Aduanas o por la Empresa.\u003C\u002Fp>\n\n\u003Cp>11)Tomar, usar o adquirir indebidamente productos o artículos de las\ntiendas de World Duty Free Group, SAU, o que se custodian en sus almacenes,\naunque estén deteriorados, caducados o de cualquier forma no sean aptos para\nsu venta o comercialización.\u003C\u002Fp>\n\n\u003Cp>12)Ocultar o falsear datos que deban ser facilitados a la Empresa dando\nlugar a percepciones improcedentes.\u003C\u002Fp>\n\n\u003Cp>13)Las agresiones a la intimidad y las ofensas verbales o físicas de\ncarácter sexual, sin distinción de sexo. Las conductas de acoso psicológico\no el comportamiento de índole sexual (acoso sexual y por razón de sexo) ya\nsea físico, verbal o de cualquier otra índole no deseado, inoportuno y sin\nreciprocidad, que atente contra la salud, la dignidad de hombres y mujeres en\nel trabajo, la seguridad en el empleo o propicie unas condiciones de trabajo\ntensas o intimidatorias. Si la referida conducta es llevada a cabo \u003C\u002Fp>\n\n\u003Cp>prevaliéndose de una posición jerárquica, supondrá una circunstancia\nagravante de aquélla.\u003C\u002Fp>\n\n\u003Cp>14)Las expresiones ofensivas e intencionadas contra el origen racial,\ncreencias religiosas, principios morales y políticos, discapacidad, edad y\norientación sexual de las personas que trabajan en la empresa.\u003C\u002Fp>\n\n\u003Cp>15)Incurrir en infracción de lo dispuesto en el artículo 28 del convenio\ncolectivo realizando actividades que en el citado precepto se declaran\nincompatibles, o, realizar contratos con familiares sin contar con la debida\nautorización de la Empresa.\u003C\u002Fp>\n\n\u003Cp>16)El quebranto del secreto profesional, con grave perjuicio para la\nempresa.\u003C\u002Fp>\n\n\u003Cp>La enumeración de las distintas clases de faltas, que anteceden, no es\nlimitativa, sino simplemente enunciativa, debiéndose asimilar a las de los\ngrupos correspondientes cualesquiera otras, atendiendo a las circunstancias y\nconsecuencias de la falta.\u003C\u002Fp>\n\n\u003Ch3 id=\"L832\">Artículo 48. Sanciones.\u003C\u002Fh3>\n\n\u003Cp>A)Por la comisión de faltas leves, la sanción que podrá imponerse es la\nde amonestación, verbal o escrita, o suspensión de empleo y sueldo de hasta\ndos días.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B)Por las faltas graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1)Suspensión de empleo y sueldo de tres a diez días.\u003C\u002Fp>\n\n\u003Cp>2)Inhabilitación para concurrir a pruebas de ascenso en los dos años\nsiguientes a la comisión de la falta.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>C)Por las faltas muy graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1)Suspensión de empleo y sueldo de once a sesenta días.\u003C\u002Fp>\n\n\u003Cp>2)Separación de la empresa con pérdida de todos los derechos, con\nexcepción de los salarios devengados que tuviera el trabajador y la\nliquidación de partes proporcionales que le correspondieran al día en que se\nproduzca la separación.\u003C\u002Fp>\n\n\u003Cp>Las faltas muy graves enumeradas en el artículo 47, apartado C), números\n10) y 11), serán sancionadas siempre con la separación de la empresa con\npérdida de todos los derechos, con excepción de los salarios devengados que\ntuviera la persona trabajadora y la liquidación de partes proporcionales que\nle correspondieran al día en que se produzca la separación.\u003C\u002Fp>\n\n\u003Ch3 id=\"L852\">Artículo 49. Expediente sancionador.\u003C\u002Fh3>\n\n\u003Cp>Para la imposición de cualquiera de las sanciones por faltas leves no será\nprecisa la instrucción de expediente disciplinario. No será tampoco precisa\nla instrucción de expediente disciplinario en el caso de infractores\nsorprendidos en la comisión flagrante de los supuestos contemplados en el\napartado 10) del apartado C) del artículo 47 y en los de sustracción, consumo\nno autorizado o apropiación indebidas de bienes o artículos de las\ninstalaciones de Aldeasa a que se refieren los apartados 8) y 11) del apartado\nC) de dicho artículo.\u003C\u002Fp>\n\n\u003Cp>En todos los demás casos de sanciones por faltas graves y muy graves todas\nlas actuaciones se practicarán por escrito, comunicándose previamente a la\npersona trabajadora y dándose cuenta de la resolución a los representantes de\nlas personas trabajadoras del centro de trabajo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L858\">Artículo 50. Resolución.\u003C\u002Fh3>\n\n\u003Cp>En la misma providencia de incoación de expediente se nombrará un\nInstructor, notificándose ambos extremos al trabajador sujeto al expediente y\nal Instructor.\u003C\u002Fp>\n\n\u003Cp>El Instructor, realizará cuantas actuaciones estime necesarias para el\nesclarecimiento de los hechos y la determinación de las responsabilidades\nsusceptibles de sanción. A la \u003C\u002Fp>\n\n\u003Cp>vista de las actuaciones pasará pliego de cargos al expedientado si\nprocediese, o, en caso contrario, propondrá a la Dirección de la empresa su\nsobreseimiento.\u003C\u002Fp>\n\n\u003Cp>La persona expedientada tendrá cinco días para contestar a los cargos y\npresentar las pruebas que estime convenientes.\u003C\u002Fp>\n\n\u003Cp>Recibida la contestación al pliego de cargos, el Instructor con su informe\nsobre los hechos propondrá a la Empresa la resolución que estime adecuada a\nderecho y ésta en el plazo de cinco días a contar desde el informe impondrá\nla sanción que estime correcta, que se notificará al interesado por\nescrito.\u003C\u002Fp>\n\n\u003Cp>En caso de suspensión de empleo y sueldo o despido de una persona\ntrabajadora, y antes de que éstas se produzcan de forma efectiva, el Comité\nde Empresa, delegado de personal o delegado sindical deberá ser informado. En\ncualquier caso, la persona trabajadora podrá solicitar la asistencia y\npresencia de los representantes de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Ch3 id=\"L872\">Artículo 51. Prescripción.\u003C\u002Fh3>\n\n\u003Cp>Las faltas leves prescribirán a los diez días, las graves a los veinte\ndías y las muy graves a los sesenta días a partir de la fecha en que la\nDirección de Recursos Humanos de la Empresa tuvo conocimiento de su comisión\ny, en todo caso, a los seis meses de haberse cometido.\u003C\u002Fp>\n\n\u003Ch2 id=\"L876\">CAPÍTULO IX Seguridad, salud laboral y formación\u003C\u002Fh2>\n\n\u003Ch3 id=\"L878\">Artículo 52. Seguridad en el trabajo.\u003C\u002Fh3>\n\n\u003Cp>World Duty Free Group, SAU, tiene como objetivo permanente y prioritario\nmejorar las condiciones de Seguridad y Salud de sus trabajadores, reducir la\nsiniestralidad laboral, y potenciar una cultura preventiva en el conjunto de la\nempresa, con la extensión y compromisos recogidos en el documento de Política\nde Prevención de Riesgos Laborales de World Duty Free Group, SAU.\u003C\u002Fp>\n\n\u003Cp>Para lograr los objetivos y principios de acción preventiva que conforman\ndicha Política se continuará con la implantación del Sistema de Gestión de\nPrevención de Riesgos Laborales que regulará, por medio del Plan de Gestión\nde Prevención y Riesgos Laborales, Procedimientos e Instrucciones que lo\ndesarrollan, las actividades y órganos preventivos de World Duty Free Group,\nSAU.\u003C\u002Fp>\n\n\u003Cp>El citado Plan, implantado en World Duty Free Group, SAU, así como los\nProcedimientos e Instrucciones que lo conformen constituyen el eje fundamental\nde la actividad preventiva de World Duty Free Group, SAU, razón por la cual\nambas partes se remiten al mismo en cuanto regulación de todas las materias\nque contiene, así como de las que se vayan incorporando en el futuro. Dicho\nPlan se pondrá a disposición de todos los trabajadores de World Duty Free\nGroup, SAU.\u003C\u002Fp>\n\n\u003Cp>En cumplimiento de lo establecido en la legislación vigente en materia de\nprevención de riesgos laborales, World Duty Free Group, SAU, ha procedido a\nconstituir un Servicio de Prevención.\u003C\u002Fp>\n\n\u003Cp>Este Servicio de Prevención se configurará como una unidad organizativa\nespecífica y con las funciones asignadas por la normativa vigente. Para ello\nestará dotado del conjunto de medios humanos y materiales necesarios para\nrealizar las actividades preventivas, a fin de garantizar la adecuada\nprotección de la seguridad y salud de los trabajadores, asesorando y\nasistiendo a la empresa, a los trabajadores, a sus representantes y los\nórganos de representación.\u003C\u002Fp>\n\n\u003Cp>En cuantas materias afecten a la seguridad y salud de los trabajadores, se\nestará a las previsiones establecidas en la Ley 31\u002F1995, de 8 de noviembre, de\nprevención de Riesgos Laborales, y cuantas disposiciones legales,\nreglamentarias y convencionales desarrollen las mismas o aquéllas cuya\npromulgación sustituyesen a éstas. \u003C\u002Fp>\n\n\u003Ch3 id=\"L892\">Artículo 53. Prevención del acoso en el trabajo.\u003C\u002Fh3>\n\n\u003Cp>Las personas trabajadoras tienen derecho al respeto de su integridad y a la\nconsideración debida a su dignidad personal, comprendida la protección frente\nal acoso moral, sexual y por razón de sexo en el trabajo por parte de\ncompañeros y superiores.\u003C\u002Fp>\n\n\u003Cp>La Empresa prevendrá y combatirá, dentro de su política de recursos\nhumanos, el problema del acoso moral en todas sus posibles vertientes\nmanteniendo protocolos al respecto dentro del Plan de Prevención de Riesgos\nLaborales y el Plan de Igualdad.\u003C\u002Fp>\n\n\u003Ch3 id=\"L898\">Artículo 54. Comités de Seguridad y Salud (CSS).\u003C\u002Fh3>\n\n\u003Cp>De acuerdo con lo establecido en el apartado 2.1.5 del Plan de Gestión de\nPrevención y Riesgos Laborales se establece un órgano de encuentro entre los\nrepresentantes de los trabajadores y la empresa:\u003C\u002Fp>\n\n\u003Cp>Comité de Seguridad y Salud (CSS). Se constituirá un CSS en todos los\ncentros de trabajo que cuenten con cincuenta o más trabajadores. Para los\ncentros con menos de 50 trabajadores será el Delegado de Prevención el que\nasuma las competencias de Comité, junto a la representación de World Duty\nFree Group, SAU, dando los pasos hacia la creación en el futuro del Comité\nIntercentros de Seguridad y Salud Laboral.\u003C\u002Fp>\n\n\u003Cp>Los CSS estarán formados por los Delegados de prevención y por los\nrepresentantes de la Empresa.\u003C\u002Fp>\n\n\u003Cp>El CSS es el órgano paritario y colegiado de participación destinado a la\nconsulta regular periódica de las actuaciones de la empresa en materia de\nprevención de riesgos. Sus actuaciones estarán reguladas por un reglamento\nInterno y por el Procedimiento correspondiente. Se reunirá trimestralmente y\nsiempre que lo solicite alguna de las representaciones del mismo. De todas las\nreuniones se levantará acta que se dejará archivada en el centro y se\nenviará una copia de la misma al Servicio de prevención ubicado en OOCC.\u003C\u002Fp>\n\n\u003Cp>Los Delegados de prevención son los representantes de las personas\ntrabajadoras con funciones específicas en materia de prevención de riesgos\nlaborales, serán designados por los miembros del Comité de centro o Delegados\nde personal, según proceda en cada caso, con las competencias establecidas en\nla Ley 31\u002F1995, de 8 de noviembre, de Prevención de Riesgos Laborales,\nconsiderándose como tiempo de trabajo efectivo el invertido por estos en las\nreuniones del CSS, así como el destinado a las visitas previstas en las letras\na) y c) del número 2 del artículo 36 de la citada ley.\u003C\u002Fp>\n\n\u003Cp>En las reuniones del CSS podrán participar con voz pero sin voto, los\nDelegados Sindicales y los responsables técnicos de la prevención en la\nempresa que no estén incluidos en la composición del CSS.\u003C\u002Fp>\n\n\u003Ch3 id=\"L912\">Artículo 55. Equipos de protección individual.\u003C\u002Fh3>\n\n\u003Cp>El uso de vestuario y equipos de protección individual tendrá carácter\nobligatorio. World Duty Free Group, SAU, proporcionará al personal la\ncorrespondiente dotación de equipos de protección individual adecuados para\nel desempeño de sus funciones cuando por la naturaleza de las tareas a\nrealizar sean necesarios.\u003C\u002Fp>\n\n\u003Cp>Los EPI'S estarán en adecuado estado de conservación y se adaptarán a las\ncondiciones físicas de la persona trabajadora, para que no dificulten el\nnormal desenvolvimiento en sus actividades, siendo ergonómicos en su diseño y\ncaracterísticas, de fácil limpieza y de uso exclusivo y personal.\u003C\u002Fp>\n\n\u003Ch3 id=\"L918\">Artículo 56. Planes de Autoprotección.\u003C\u002Fh3>\n\n\u003Cp>Será obligatorio para todo trabajador de World Duty Free Group, SAU,\ncolaborar en los Planes de Autoprotección y formar parte de los Equipos de los\nmismos para los que se les designe. \u003C\u002Fp>\n\n\u003Cp>Para la formación específica teórico-práctica de las funciones a\ndesarrollar que es necesaria para formar parte de los equipos de los Planes de\nAutoprotección la persona trabajadora estará obligado a seguir las\nenseñanzas, dentro del horario de trabajo o en otras horas con descuento de la\njornada laboral del tiempo invertido en las mismas.\u003C\u002Fp>\n\n\u003Ch3 id=\"L924\">Artículo 57. Salud laboral.\u003C\u002Fh3>\n\n\u003Cp>La empresa garantizará reconocimientos médicos específicos, en función\nde los riesgos de cada puesto de trabajo, gratuitos y anuales a todo el\npersonal. Dichos reconocimientos se regularán por medio de Protocolos.\u003C\u002Fp>\n\n\u003Cp>Se establece como período de inicio de la realización de los\nreconocimientos médicos el segundo trimestre de cada año.\u003C\u002Fp>\n\n\u003Cp>World Duty Free Group, SAU, desarrolla la vigilancia de la salud en los\ntérminos determinados en el artículo 22 de la ley 31\u002F1995 de Prevención de\nRiesgos Laborales.\u003C\u002Fp>\n\n\u003Cp>Asimismo, se gestionarán para las personas trabajadoras que voluntariamente\nlo soliciten reconocimientos ginecológicos y urológicos, siendo sufragado su\ncoste por la Empresa.\u003C\u002Fp>\n\n\u003Cp>Salud laboral durante el embarazo y la lactancia:\u003C\u002Fp>\n\n\u003Cp>A partir de la notificación por la trabajadora a la empresa de su\nsituación de embarazo, se procederá a revisar la evaluación de su puesto de\ntrabajo adoptando, en caso de que fuera necesario, las medidas preventivas\nnecesarias para evitar que puedan producirse riesgos que afecten negativamente\na la salud de la trabajadora o a la del feto.\u003C\u002Fp>\n\n\u003Cp>Siempre que sea posible, en los supuestos de riesgo durante el embarazo o\ndurante la lactancia natural, se facilitará a la trabajadora un puesto de\ntrabajo compatible con su situación y en su centro de trabajo. De no ser\nposible se procederá a la suspensión del contrato de trabajo en los términos\nprevistos en los artículos 45.1.e) y 48.7 del ET.\u003C\u002Fp>\n\n\u003Ch3 id=\"L940\">Artículo 58. Formación en materia de prevención de riesgos\nlaborales.\u003C\u002Fh3>\n\n\u003Cp>Se promoverá la más completa formación en materia de prevención de\nriesgos laborales a todos los trabajadores.\u003C\u002Fp>\n\n\u003Cp>La empresa proporcionará a los miembros de los CSS, representantes de la\nempresa y Delegados de Prevención los medios y la formación en materia\npreventiva que resulten necesarios para el ejercicio de sus funciones.\u003C\u002Fp>\n\n\u003Cp>Dichos cursos se establecerán de acuerdo a un programa de formación\nespecífica en esta materia que se determinará dentro del Plan de Formación\nAnual de World Duty Free Group, SAU.\u003C\u002Fp>\n\n\u003Ch3 id=\"L948\">Artículo 59. Uniformes.\u003C\u002Fh3>\n\n\u003Cp>El personal estará obligado a utilizar la uniformidad adecuada que para\ncada puesto de trabajo establezca la empresa. A tal efecto la empresa\nfacilitará al personal de atención directa al público dos uniformes anuales\nde utilización obligatoria por dicho personal.\u003C\u002Fp>\n\n\u003Cp>La no utilización del uniforme completo suministrado será considerada\nfalta leve y la reiteración de esta falta dará lugar automáticamente su\nconsideración como grave.\u003C\u002Fp>\n\n\u003Cp>Se establece una ayuda para calzado de 110 euros anuales para todo el\npersonal comercial (Product Managers, Responsables de Servicio, Supervisores y\nVendedores) que se hará efectiva en dos pagos de 55 euros.\u003C\u002Fp>\n\n\u003Cp>Esta ayuda de calzado se abonará en función del tiempo trabajado.\u003C\u002Fp>\n\n\u003Cp>Al personal de almacenes y otras instalaciones semejantes se le\nsuministrará equipos de trabajos por año, completos y adecuados a las\ncorrespondientes tareas.\u003C\u002Fp>\n\n\u003Cp>En todo caso los trabajadores están obligados a conservar las prendas\nsuministradas con cuidado y pulcritud. \u003C\u002Fp>\n\n\u003Ch3 id=\"L962\">Artículo 60. Formación.\u003C\u002Fh3>\n\n\u003Cp>La Empresa potenciará la realización de cursos de formación y\nperfeccionamiento profesional, que redunden en beneficio de una mayor\ncualificación y especialización del personal, en materias relacionadas con su\nfunción y que puedan contribuir a su promoción o reconversión.\u003C\u002Fp>\n\n\u003Cp>A estos efectos se confeccionará anualmente un Plan de Formación que la\nDirección de la Empresa remitirá al Comité Intercentros para su informe,\npudiendo éste proponer nuevos cursos para la mejora del mismo.\u003C\u002Fp>\n\n\u003Cp>Los cursos, una vez aprobados por la Dirección de la empresa, tendrán\ncarácter obligatorio para el personal afectado, realizándose, en lo posible,\ndentro de la jornada laboral, y en caso de que por necesidades de organización\nse realicen fuera del horario de trabajo, las personas trabajadoras afectadas\ntendrán derecho a una compensación económica o a su sustitución por\ndescansos en tiempo equivalente al empleado en la realización de los cursos,\nsiempre que las horas de formación unidas a la jornada laboral efectivamente\nrealizada por el trabajador supongan superación de la jornada anual\nestablecida para cada uno de los años de vigencia del convenio.\u003C\u002Fp>\n\n\u003Ch2 id=\"L970\">CAPÍTULO X Derechos de representación colectiva\u003C\u002Fh2>\n\n\u003Ch3 id=\"L972\">Artículo 61. Disposiciones generales.\u003C\u002Fh3>\n\n\u003Cp>La empresa facilitará el lícito ejercicio de las actividades de la\nrepresentación colectiva o sindical, en sus centros de trabajo, a los\nDelegados de Personal o Vocales de los Comités de Centro, elegidos por los\ntrabajadores, de acuerdo con la legislación vigente.\u003C\u002Fp>\n\n\u003Cp>Las relaciones entre la Empresa y Comité o Delegados de personal se\nllevarán a cabo a través de la Dirección de Recursos Humanos por parte de la\nEmpresa y el Presidente o Secretario por parte del Comité.\u003C\u002Fp>\n\n\u003Cp>Se acuerda expresamente la acumulación de horas sindicales en uno o más\nmiembros del Comité de Empresa siempre que pertenezcan al mismo centro de\ntrabajo los representantes cedentes y los beneficiarios del crédito\nhorario.\u003C\u002Fp>\n\n\u003Cp>El sistema de acumulación de horas sindicales podrá utilizarse en el\námbito del conjunto de la empresa de forma que cada sindicato con\nrepresentación en la empresa podrá acumular las horas de representación que\ncorresponden a los delegados o componentes del Comité de Empresa de su\nsindicato, en dos representantes o delegados sindicales designados por cada\norganización sindical.\u003C\u002Fp>\n\n\u003Cp>Mejorando lo dispuesto en la Ley Orgánica de Libertad Sindical, cada\nsindicato tendrá derecho al nombramiento de dos delegados sindicales.\u003C\u002Fp>\n\n\u003Ch3 id=\"L984\">Artículo 62. Comité Intercentros.\u003C\u002Fh3>\n\n\u003Cp>El Comité Intercentros es el órgano representativo y colegiado de todas\nlas personas trabajadoras de la empresa. Estará constituido por un máximo de\ntrece miembros, designados por y de entre los representantes de personal,\npudiendo participar un delegado sindical por cada sindicato presente en el\nmismo.\u003C\u002Fp>\n\n\u003Cp>Para la designación concreta de los representantes de cada centro de\ntrabajo que deban formar parte del Comité Intercentros, se tendrá en cuenta\nla proporcionalidad de los sindicatos en el conjunto de la Empresa.\u003C\u002Fp>\n\n\u003Cp>El mandato de los miembros del Comité Intercentros tendrá la misma\nduración que la del Comité del centro de trabajo al que pertenezcan, pudiendo\ndurante la vigencia del mandato ser sustituidos previa notificación del\nsindicato correspondiente. \u003C\u002Fp>\n\n\u003Ch3 id=\"L992\">Artículo 63. Ámbito funcional.\u003C\u002Fh3>\n\n\u003Cp>El Comité Intercentros tendrá a su cargo todas las cuestiones que excedan\na las competencias propias de los Comités de Empresa y Delegados de Personal,\npor ser cuestiones que afecten o, puedan afectar a varios centros de trabajo y\nentre ellas, las siguientes:\u003C\u002Fp>\n\n\u003Cp>1.Proponer a la Dirección de la empresa medidas de seguridad e higiene de\ncarácter general y vigilar su cumplimiento.\u003C\u002Fp>\n\n\u003Cp>2.Proponer a la Dirección de la empresa planes generales de formación\nprofesional.\u003C\u002Fp>\n\n\u003Cp>3.Solicitar motivadamente de la Dirección de la empresa la realización de\nasambleas de trabajadores, responsabilizándose del buen orden de las\nmismas.\u003C\u002Fp>\n\n\u003Cp>4.Intervenir en todos aquellos problemas laborales de carácter individual y\ncolectivo que formulen los trabajadores. Su representación ante la Empresa se\nhará por la Presidencia o Secretaría.\u003C\u002Fp>\n\n\u003Cp>5.Informar a propuesta de la Dirección de la empresa sobre adecuación de\nlos niveles salariales y los grupos profesionales contemplados en el presente\nconvenio.\u003C\u002Fp>\n\n\u003Cp>Con base en el contenido de estas informaciones, el Comité Intercentros\npodrá formular proposiciones a la Dirección de la Empresa, que ésta\ncontestará debidamente sobre la aceptación o no de las propuestas\nformuladas.\u003C\u002Fp>\n\n\u003Cp>Los gastos de viaje y dietas que se ocasionen con motivo de las reuniones\ndel Comité Intercentros, correrán a cargo de la Empresa, con excepción de\nlas extraordinarias no autorizadas por ella.\u003C\u002Fp>\n\n\u003Cp>El lugar de reunión del Comité será en los locales de la sede social de\nla empresa, que facilitará los medios necesarios para que se pueda desarrollar\neficazmente.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1012\">Artículo 64. Reuniones.\u003C\u002Fh3>\n\n\u003Cp>El Comité Intercentros se reunirá con la empresa cuando lo solicite la\nmitad más uno de sus miembros, un tercio de los trabajadores representados o a\npetición de la misma.\u003C\u002Fp>\n\n\u003Cp>La solicitud para las reuniones del Comité será cursada por la Presidencia\no la Secretaría a la Dirección de Recursos Humanos de la Empresa, con cinco\ndías hábiles de antelación como mínimo, salvo en los supuestos\nexcepcionales de negociación colectiva o conflicto, en que podrá reducirse\ndicho plazo a lo estrictamente necesario.\u003C\u002Fp>\n\n\u003Cp>En la solicitud se habrá de señalar si se trata de reunión normal o\nconvocada a petición de alguna de las partes indicadas en el primer párrafo\nde este artículo, orden del día con los asuntos a tratar, fecha y hora de su\ncelebración.\u003C\u002Fp>\n\n\u003Cp>Recibida la solicitud, la empresa dará las instrucciones necesarias y\nprecisas para autorizar la salida de los miembros del Comité de sus\nrespectivos puestos de trabajo.\u003C\u002Fp>\n\n\u003Cp>Los miembros del Comité Intercentros que se encuentren desplazados\ndevengarán dietas y gastos de transporte.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1024\">CAPÍTULO XI Acción social. Protección familiar\u003C\u002Fh3>\n\n\u003Ch3 id=\"L1026\">Artículo 65. Cuantía.\u003C\u002Fh3>\n\n\u003Cp>Con efectos del día 1 de enero de 2025 se fija una ayuda mensual en razón\nde la familia de 49,36 euros, por cónyuge y la misma cantidad por cada hijo\u002Fa\nmenor de veintitrés años que cumplan los requisitos señalados en los\nartículos siguientes, de todo el personal de la Empresa con más de doce meses\nde antigüedad, siempre en proporción a su jornada de trabajo. \u003C\u002Fp>\n\n\u003Ch3 id=\"L1030\">Artículo 66. Beneficiarios.\u003C\u002Fh3>\n\n\u003Cp>Causará derecho a la asignación de protección familiar el cónyuge que\nconviva con el beneficiario y dependa económicamente de él; se entenderá que\nno concurre esta última condición cuando el cónyuge realice trabajos por\ncuenta propia o ajena o reciba prestaciones periódicas de la Seguridad Social,\nla Empresa abonará la diferencia hasta completar la cifra más elevada,\ncontinuando el trabajador en el cobro de la correspondiente a la Seguridad\nSocial.\u003C\u002Fp>\n\n\u003Cp>Si se extinguiese el derecho a la prestación de la Seguridad Social,\nsubsistiendo la obligación de World Duty Free Group, SAU, ésta revisará la\nsituación y abonará la totalidad de la suma correspondiente desde el momento\nde aquella extinción.\u003C\u002Fp>\n\n\u003Cp>Si lo que se extinguiese fuese el derecho a la prestación a cargo de World\nDuty Free Group, SAU, ésta dejará de abonar la diferencia antes citada.\u003C\u002Fp>\n\n\u003Cp>No se apreciará falta de convivencia en los casos de separación\ntransitoria y ocasional por razón de trabajo, imposibilidad de encontrar\nvivienda en el nuevo puesto de destino y demás circunstancias similares.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1040\">Artículo 67. Derecho a la asignación.\u003C\u002Fh3>\n\n\u003Cp>Causarán derecho a la asignación los\u002Fas hijos\u002Fas, de cualesquiera de los\ncónyuges, menores de veintitrés años, que convivan con el beneficiario y\ndependan económicamente de él. En el supuesto de que los hijos no convivan\ncon el beneficiario, éste deberá acreditar que están a su cargo; se\nentenderá en todo caso que concurre esta circunstancia cuando la falta de\nconvivencia esté motivada por razón de estudios.\u003C\u002Fp>\n\n\u003Cp>Los\u002Fas hijos\u002Fas mayores de veintitrés años tendrán derecho a la\nasignación familiar, si están incapacitados para el trabajo y a cargo del\nbeneficiario, se entenderá por incapacidad para el trabajo de los hijos, la\ndefinida en el artículo anterior, ejercitando la reducción o minoración\nregulada en el artículo 65, si tuvieran derecho a prestaciones económicas en\nla Seguridad Social en razón a su incapacidad.\u003C\u002Fp>\n\n\u003Cp>El hecho de que los\u002Fas hijo\u002Fas menores de veintitrés años trabajen por\ncuenta propia o ajena, no impedirá que puedan considerarse como hijos a cargo\ndel beneficiario, siempre que dicho trabajo tenga carácter esporádico o\neventual, pero aquellos que perciban un sueldo o estén afiliados a la\nSeguridad Social, no causarán derecho a la asignación por ayuda familiar.\u003C\u002Fp>\n\n\u003Cp>El derecho a la asignación de protección familiar por hijo menor de\nveintitrés años solo será abonable a uno de los cónyuges cuando ambos\ntrabajen en la compañía, que serán quienes determinen cuál de ellos será\nel perceptor.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1050\">Artículo 68. Requisitos formales.\u003C\u002Fh3>\n\n\u003Cp>El personal con cónyuge y\u002Fo hijos\u002Fas que tengan derecho a la asignación\nfamiliar, deberá comunicar a la Dirección de Recursos Humanos, en tiempo\noportuno, cualquier circunstancia familiar de la cual dependa la adquisición o\npérdida del derecho a la asignación, adjuntando en su caso fotocopia del\nlibro de familia o en su defecto certificación del registro Civil de la\ninscripción correspondiente, declaración jurada, etc.\u003C\u002Fp>\n\n\u003Cp>Independientemente de esa comunicación deberán realizar la Declaración\nanual de Situación Familiar.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1056\">Artículo 69. Becas.\u003C\u002Fh3>\n\n\u003Cp>Causarán derecho a la prestación en concepto de beca por estudios los\u002Fas\nhijos\u002Fas mayores de un año y menores de veintitrés, de todo el personal de la\nEmpresa con más de doce meses continuados de antigüedad. El devengo de las\nbecas será del 1 de septiembre al 30 de agosto.\u003C\u002Fp>\n\n\u003Cp>La cantidad a percibir por cada hijo\u002Fa será de 391,70 euros anuales, que se\nabonarán en su totalidad en el mes de agosto de cada año. Esta cantidad se\nincrementará en un 25 % en los casos de familia numerosa general y en un 50\n% para los casos de familia numerosa especial.\u003C\u002Fp>\n\n\u003Cp>Las personas contratadas con contrato Fijo discontinuo, con más de doce\nmeses de antigüedad, percibirán el 100 % del importe de la beca,\nindependientemente del periodo de llamamiento que haya trabajado durante el\nperiodo de asignación.\u003C\u002Fp>\n\n\u003Cp>En la misma forma, las personas trabajadoras que deseen cursar estudios\noficiales tendrán derecho a percibir una beca en la cuantía fijada en el\npresente artículo, siempre que se cumplan las siguientes condiciones:\u003C\u002Fp>\n\n\u003Cp>a)Los estudios deberán guardar relación con su trabajo en la Empresa y\nredundar en una mejor formación profesional de la persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>b)La persona trabajadora deberá justificar el aprovechamiento de los\nestudios, entendiéndose que esta condición se cumple cuando, al finalizar el\ncurso, puede acceder al curso superior.\u003C\u002Fp>\n\n\u003Cp>c)Los cursos deberán ser impartidos en centros homologados de enseñanza y\nen horarios compatibles con la asistencia al trabajo.\u003C\u002Fp>\n\n\u003Cp>d)La asignación fijada por la empresa para este concepto no podrá superar\nla cantidad global de 12.000 euros durante el periodo de vigencia del presente\nconvenio.\u003C\u002Fp>\n\n\u003Cp>e)En caso de disparidad de criterios las becas serán concedidas por una\nComisión Mixta formada por dos personas por parte de la Empresa y otras dos\npor parte del Comité Intercentros.\u003C\u002Fp>\n\n\u003Cp>El personal que en el momento del pago del importe de la beca por estudios\nno haya completado el año de servicio, percibirá la parte proporcional a los\nmeses que corresponda.\u003C\u002Fp>\n\n\u003Cp>Durante los meses de junio y julio, el personal con derecho a esta\nprestación entregará al Jefe de Centro de Trabajo, documentación fehaciente\nreferida a las propias personas trabajadoras o a sus hijos\u002Fas con edades\ncomprendidas entre uno y veintitrés años, de haber realizado estudios en\nCentros de Enseñanza Oficial en el curso a que se refiere la beca en relación\ncon el año académico precedente.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de que tanto el padre como la madre presten sus servicios en\nla empresa sólo uno de ellos tendrá derecho a la percepción.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1082\">Artículo 70. Condiciones excepcionales.\u003C\u002Fh3>\n\n\u003Cp>Podrá solicitarse, excepcionalmente, la prestación por beca de estudios,\ncuando el hijo\u002Fa hubiese superado la edad de veintitrés años sin pasar de\nveinticinco o siendo menor de esa edad, cuando realice estudios que no puedan\nefectuarse en centros oficiales o privados reconocidos, siempre que los mismos\nabarquen el año escolar completo.\u003C\u002Fp>\n\n\u003Cp>La petición se efectuará en el impreso que le será facilitado por la\nDirección de Recursos Humanos, adjuntando al mismo todos los recibos\nsatisfechos en el curso escolar. Esta solicitud, debidamente cumplimentada en\ntodos sus apartados, deberá entregarse al Jefe de Personal o al Jefe de Centro\nde trabajo, dentro del plazo de admisión de certificados de matrícula. La\nconcesión de la beca, en este caso, será discrecional.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1088\">Artículo 71. Personal con discapacidad.\u003C\u002Fh3>\n\n\u003Cp>Con el fin de mantener en el trabajo y evitar la baja en la empresa, a la\npersona trabajadora que, por su discapacidad, no se halle en situación de dar\nrendimiento normal en su puesto de trabajo, extremo éste que se acreditará\nmediante certificado del facultativo que corresponda, la Empresa procurará\ndestinarlo a trabajos adecuados a sus condiciones, encuadrándolo al efecto en\nel puesto conveniente si existe disponible. \u003C\u002Fp>\n\n\u003Ch3 id=\"L1092\">Artículo 72. Seguro de accidentes.\u003C\u002Fh3>\n\n\u003Cp>La Empresa tendrá suscrito un Seguro de Accidentes para todas las personas\ntrabajadoras, determinando para cada uno de ellos de indemnizaciones de 37.000\neuros en caso de muerte o incapacidad permanente absoluta para todo tipo de\ntrabajo y en el caso de incapacidad permanente parcial o lesiones permanentes\nno invalidantes la indemnización que corresponda según baremo.\u003C\u002Fp>\n\n\u003Cp>El importe de la indemnización será de aplicación a partir de la firma\ndel presente convenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1098\">Artículo 73. Seguro de vida.\u003C\u002Fh3>\n\n\u003Cp>La Empresa deberá suscribir un seguro de Vida para todas las personas\ntrabajadoras, fijándose una indemnización de 21.000 euros para el supuesto de\nfallecimiento o incapacidad permanente absoluta para todo tipo de trabajo.\u003C\u002Fp>\n\n\u003Cp>El importe de la indemnización será de aplicación a partir de la firma\ndel presente convenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1104\">Artículo 74. Guarderías, aparcamiento y restaurante.\u003C\u002Fh3>\n\n\u003Cp>La empresa asume el compromiso de estudiar la viabilidad del establecimiento\nde conciertos con guarderías, al objeto de que estas puedan ser utilizadas por\nlos hijos de los trabajadores y en el caso de que se instalen guarderías en\nlos aeropuertos, por alguna de las empresas que prestan servicios en los\nmismos, tratará de que el derecho a la utilización de las mismas se extienda\na los trabajadores de World Duty Free Group, SAU.\u003C\u002Fp>\n\n\u003Cp>Igualmente asume el compromiso de estudiar la viabilidad de establecer\nconciertos con aparcamientos en los centros de trabajo, así como restaurantes\nal objeto de que puedan ser utilizados por las personas trabajadoras de la\nEmpresa, con descuentos sobre los precios oficiales.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1110\">CAPÍTULO XII Otras disposiciones\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1112\">Artículo 75. Cláusula de garantía.\u003C\u002Fh3>\n\n\u003Cp>En el supuesto de que se produzca la extinción de un contrato de trabajo de\ncarácter fijo y fijo discontinuo de un trabajador que como consecuencia de la\naplicación de Convenios anteriores tuviera consolidado un salario superior al\nmínimo garantizado fijado en este convenio colectivo, la empresa se obligará\na sustituir el referido contrato de trabajo por otro con idéntico nivel\nsalarial al del trabajador sustituido.\u003C\u002Fp>\n\n\u003Cp>Se excepcionarán de la aplicación de lo establecido en el apartado\nanterior los supuestos de extinción de contrato por acuerdo de las partes,\nbaja voluntaria, excedencia cuando no se inste el derecho de reingreso, despido\nprocedente, fallecimiento, jubilación e incapacidad en cualquier grado. La\nempresa se compromete expresamente a sustituir el referido contrato de trabajo\npor otro con idéntico nivel salarial en el caso de despido declarado\nimprocedente.\u003C\u002Fp>\n\n\u003Cp>No obstante lo anterior, podrán establecerse pactos individuales mediante\nlos cuales las personas trabajadoras sujetas a la estructura salarial\nestablecida en anteriores convenios se incorporen a la nueva estructura\nsalarial fijada en el presente, siempre que con carácter previo se pacte con\nel Comité de Empresa las condiciones generales que habrán de regir tales\npactos individuales, que deberán estar basados en la voluntariedad, la no\ndiscriminación y el respeto a la libertad y autonomía de las partes.\u003C\u002Fp>\n\n\u003Cp>La Empresa informará al Comité de empresa del centro con carácter previo\nde la solicitud del trabajador y oirá su valoración del pacto a\nsuscribir. \u003C\u002Fp>\n\n\u003Cp>El número de CBB pendientes de adjudicación se verificará en cada uno de\nlos centros en reunión conjunta de la empresa y el Comité de centro según\nlos criterios siguientes:\u003C\u002Fp>\n\u003Cul>\n \u003Cli>Antigüedad: 70%\u003C\u002Fli>\n \u003Cli>Absentismo individual: 30%\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>Antigüedad: Expresada por días desde la fecha de alta en la empresa con el\nmismo baremo que utiliza para el abono del complemento de antigüedad es decir\ncontabilizando los periodos siempre que no medie una liquidación intermedia\npor extinción de contrato.\u003C\u002Fp>\n\n\u003Cp>Absentismo individual: Por días teniéndose en cuenta los 24 meses\nanteriores y entendiendo como absentismo el definido como tal a efectos\nlegales, con excepción del Accidente de Trabajo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1135\">Artículo 76. Política de Igualdad de trato y\noportunidades.\u003C\u002Fh3>\n\n\u003Cp>El Plan de Igualdad entre mujeres y hombres de World Duty Free Group, SAU,\ntiene como fin dar cumplimiento a la Ley Orgánica 3\u002F2007, de 22 de marzo, de\nigualdad efectiva entre mujeres y hombres (LOIEMH). La igualdad de trato y\noportunidades entre mujeres y hombres es una prioridad en el Plan Estratégico\nde la Empresa, considerándose como un principio fundamental de las relaciones\nlaborales y de la gestión de los Recursos Humanos de la misma.\u003C\u002Fp>\n\n\u003Cp>El compromiso de la Dirección junto con la implicación de la plantilla\nservirá para conseguir que el Plan de Igualdad sea un instrumento efectivo de\nmejora del clima laboral, mejora de la calidad de vida de todos los\ntrabajadores, hombres y mujeres, garantizando los recursos humanos y materiales\nque sean necesarios para su implantación, seguimiento y evaluación.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1141\">CAPÍTULO XIII Garantía de mantenimiento de empleo y\nsubrogación\u003C\u002Fh2>\n\n\u003Cp>Las partes firmantes del presente convenio en su compromiso con el\nmantenimiento del empleo se someten expresamente en todo lo no regulado en el\nII Acuerdo Marco de Operadores de Retail Aeroportuario (AMORA) o acuerdo\u002Fnorma\nque le sustituya, y concretamente en lo referido a la regulación de las\nsucesiones empresariales de las compañías de comercio establecidas en\naeropuertos, estaciones marítimas y ferroviarias.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1145\">CAPÍTULO XIV Prima de objetivos\u003C\u002Fh2>\n\n\u003Cp>Para cada uno de los años de vigencia del convenio, con el fin de premiar\nla consecución de un resultado financiero positivo, se establece una prima de\nobjetivos.\u003C\u002Fp>\n\n\u003Cp>Una vez cerrado cada uno de los ejercicios y para el supuesto que, en cada\nuno de ellos, el resultado operativo (EBIT) del negocio minorista («Retail»)\nen España, de la sociedad World Duty Free Group, SAU, sea superior al 5 %\nrespecto del obtenido en al año anterior, se establece una prima en la\ncuantía de 200 euros lineales. Esta prima se incrementará en 15 euros por\ncada punto de más superado dicho 5 % hasta un tope del 25 % con una cuantía\nmáxima de 500 euros. La cuantía final a percibir será abonada en el mes\nsiguiente al del cierre de cada uno de los ejercicios.\u003C\u002Fp>\n\n\u003Cp>El abono de la prima se efectuará en proporción al tiempo trabajado y a la\njornada del trabajador, y no tendrá carácter consolidable. \u003C\u002Fp>\n\n\u003Cp>Tabla de prima de objetivos\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\"\nstyle=\"border-collapse:collapse\">\n \u003Ctbody>\n \u003Ctr style=\"height:37.9pt\">\n \u003Ctd width=\"124\"\n style=\"width:92.65pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cb>\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">Incremento\n porcentual — Porcentaje\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"99\"\n style=\"width:73.9pt;border-top:solid windowtext 1.0pt; border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cb>\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">Cuantía\n a percibir — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"124\"\n style=\"width:92.65pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">5\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"99\"\n style=\"width:73.9pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">200\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"124\"\n style=\"width:92.65pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">6\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"99\"\n style=\"width:73.9pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">215\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"124\"\n style=\"width:92.65pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">7\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"99\"\n style=\"width:73.9pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">230\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"124\"\n style=\"width:92.65pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">8\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"99\"\n style=\"width:73.9pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">245\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"124\"\n style=\"width:92.65pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">9\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"99\"\n style=\"width:73.9pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">260\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"124\"\n style=\"width:92.65pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">10\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"99\"\n style=\"width:73.9pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">275\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"124\"\n style=\"width:92.65pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">11\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"99\"\n style=\"width:73.9pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">290\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"124\"\n style=\"width:92.65pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">12\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"99\"\n style=\"width:73.9pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">305\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"124\"\n style=\"width:92.65pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">13\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"99\"\n style=\"width:73.9pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">320\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"124\"\n style=\"width:92.65pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">14\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"99\"\n style=\"width:73.9pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">335\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"124\"\n style=\"width:92.65pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">15\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"99\"\n style=\"width:73.9pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">350\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"124\"\n style=\"width:92.65pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">16\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"99\"\n style=\"width:73.9pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">365\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"124\"\n style=\"width:92.65pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">17\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"99\"\n style=\"width:73.9pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">380\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"124\"\n style=\"width:92.65pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">18\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"99\"\n style=\"width:73.9pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">395\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"124\"\n style=\"width:92.65pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">19\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"99\"\n style=\"width:73.9pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">410\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"124\"\n style=\"width:92.65pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">20\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"99\"\n style=\"width:73.9pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">425\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"124\"\n style=\"width:92.65pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">21\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"99\"\n style=\"width:73.9pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">440\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"124\"\n style=\"width:92.65pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">22\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"99\"\n style=\"width:73.9pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">455\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"124\"\n style=\"width:92.65pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">23\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"99\"\n style=\"width:73.9pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">470\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"124\"\n style=\"width:92.65pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">24\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"99\"\n style=\"width:73.9pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">485\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.3pt\">\n \u003Ctd width=\"124\"\n style=\"width:92.65pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">25\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"99\"\n style=\"width:73.9pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.3pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">500\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L1409\">Disposición adicional primera.\u003C\u002Fh2>\n\n\u003Cp>Las partes firmantes del presente convenio consideran necesario establecer\nprocedimientos voluntarios de solución de conflictos de carácter colectivo,\nasumiendo en su integridad el VI Acuerdo sobre Solución Autónoma de\nConflictos Laborales (ASAC), sometiéndose con carácter previo a cualquier\nconflicto a los órganos de solución de conflictos establecidos a nivel\nautonómico y nacional.\u003C\u002Fp>\n\n\u003Cp>Asimismo, con carácter previo al ejercicio del derecho de huelga, las\npartes se comprometen a agotar los procedimientos voluntarios de solución de\nconflictos conforme a lo establecido en el párrafo anterior.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1415\">ANEXO 1 Definición de 1.° y 2.° grados consanguinidad y\nafinidad\u003C\u002Fh2>\n\n\u003Cp>Se consideran familiares en primer grado de consanguinidad o afinidad de la\npersona trabajadora afectada: Cónyuge o pareja de hecho, hijos\u002Fas,\npadres\u002Fmadres y suegros\u002F suegras.\u003C\u002Fp>\n\n\u003Cp>Se consideran familiares en segundo grado de consanguinidad o afinidad de la\npersona trabajadora afectado: Hermanos\u002Fas, cuñados\u002Fas, nietos\u002Fas y\nabuelos\u002Fas. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\u003Cp class=\"MsoNormal\">\u003Cimg width=\"420\" height=\"386\" id=\"Kép 11\"\nsrc=\"..\u002F..\u002Ftáblázatok\u002FDok4_elemei\u002Fimage001.jpg\">\u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L1427\">ANEXO 2 Reglamento del fondo social de préstamos\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1429\">Artículo 1.\u003C\u002Fh3>\n\n\u003Cp>El objeto del presente reglamento consiste en la regulación del Fondo\nSocial de Préstamos de World Duty Free Group, SAU.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1433\">Artículo 2.\u003C\u002Fh3>\n\n\u003Cp>La cuantía total del fondo se establece en 360.607,26 euros. Las\naportaciones realizadas contra este fondo serán siempre disponibles hasta el\nlímite anteriormente fijado.\u003C\u002Fp>\n\n\u003Cp>Las cuantías de los préstamos del Fondo Social tendrán como tope las\nsiguientes cantidades:\u003C\u002Fp>\n\n\u003Cp>1.Personal fijo: Hasta 6.010,12 euros.\u003C\u002Fp>\n\n\u003Cp>2.Personal fijo-discontinuo: Hasta 3.005,06 euros.\u003C\u002Fp>\n\n\u003Cp>3.Personal con contrato temporal:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Más de doce meses de antigüedad: Hasta 1.803,04\neuros.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Más de nueve meses de antigüedad: Hasta 1.202,02\neuros.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Más de seis meses de antigüedad: Hasta 601,01\neuros.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Más de tres meses de antigüedad: Hasta 300,51\neuros.\u003C\u002Fp>\n\n\u003Cp>En todos los casos los préstamos guardarán proporción a la jornada de\ntrabajo desarrollada.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1455\">Artículo 3. Período de amortización.\u003C\u002Fh3>\n\n\u003Cp>La Empresa aplicará el interés legal del dinero vigente (o índice que lo\nsustituya) procediéndose a su actualización tras su publicación en el\n«Boletín Oficial del Estado». \u003C\u002Fp>\n\n\u003Cp>Los préstamos concedidos se amortizarán en un plazo no superior a los\ntreinta meses o cuarenta pagas a partir de la fecha de la concesión. Los\ntrabajadores fijos- discontinuos deberán necesariamente amortizar los\npréstamos durante el período anual de prestación de servicios, salvo\nafianzamiento suficiente a juicio de la empresa, en cuyo caso el período de\namortización podrá ser de dos temporadas.\u003C\u002Fp>\n\n\u003Cp>El vencimiento de la deuda, en caso de término de la contratación laboral\no suspensión por excedencia, se producirá automáticamente y por la totalidad\nde la cuantía pendiente hasta el momento del cese o suspensión.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1463\">Artículo 4. Requisitos de la solicitud.\u003C\u002Fh3>\n\n\u003Cp>El personal de la Empresa ante una grave necesidad imprevisible, debidamente\njustificada, podrá solicitar un préstamo del Fondo Social.\u003C\u002Fp>\n\n\u003Cp>El préstamo deberá destinarse única y exclusivamente a cubrir la\nnecesidad o necesidades expuestas y justificadas en la correspondiente\nsolicitud.\u003C\u002Fp>\n\n\u003Cp>No podrá solicitarse más de un préstamo por empleado en el mismo año, ni\nsolicitar otro en tanto no se haya liquidado totalmente el anterior.\u003C\u002Fp>\n\n\u003Cp>La Empresa podrá pedir del solicitante, en casos excepcionales, el\ncompromiso de hasta dos avalistas que pudieran responder de la deuda\nsolidariamente. También podrá solicitar al empleado que justifique que el\npréstamo concedido se ha utilizado para el fin solicitado.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1473\">Artículo 5. Preferencias.\u003C\u002Fh3>\n\n\u003Cp>A) El Comité Intercentros juzgará como preferentes a los trabajadores que,\nreuniendo los requisitos generales, concurran en alguna de las siguientes\ncircunstancias y según el siguiente orden:\u003C\u002Fp>\n\n\u003Cp>1)Existencia de alguna enfermedad bien en el empleado o bien en algún\nmiembro de la familia que habitualmente convive con él, y origine gastos\nextraordinarios que no cubra la Seguridad Social.\u003C\u002Fp>\n\n\u003Cp>2)El nacimiento de hijo\u002Fa, fallecimiento de cónyuge, descendiente o\nascendiente que conviva y\u002Fo dependa económicamente del empleado.\u003C\u002Fp>\n\n\u003Cp>3)El desalojo obligado de la vivienda habitual que ocupa, por causas ajenas\na su voluntad.\u003C\u002Fp>\n\n\u003Cp>4)El personal que vaya a contraer matrimonio en un plazo máximo no superior\na tres meses, contados a partir de la petición.\u003C\u002Fp>\n\n\u003Cp>5)La necesidad de titulación oficial de la vivienda habitual a su nombre\nmediante escritura pública.\u003C\u002Fp>\n\n\u003Cp>6)La necesidad de reformas importantes en la vivienda de uso habitual y\npermanente por antigüedad de la misma o por aumento de familiares a cargo del\nempleado.\u003C\u002Fp>\n\n\u003Cp>7)La compra de vivienda habitual para uso permanente como domicilio del\nempleado.\u003C\u002Fp>\n\n\u003Cp>8)Cualquier otra circunstancia imprevista que, a criterio del Comité\nIntercentros, motive dificultades económicas importantes del empleado.\u003C\u002Fp>\n\n\u003Cp>9)En el caso de igualdad respecto a las anteriores circunstancias, se\nconsiderará preferencialmente y por el siguiente orden, las condiciones de:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1)A quienes nunca se les haya otorgado otro\npréstamo de este fondo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2)Empleados con un menor poder adquisitivo, en\nfunción del salario percibido.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3)Mayor antigüedad en la Empresa. \u003C\u002Fp>\n\n\u003Ch3 id=\"L1501\">Artículo 6. Tramitación. Forma y motivación de la\nsolicitud.\u003C\u002Fh3>\n\n\u003Cp>La solicitud de préstamo deberá dirigirse a la Dirección de la empresa, a\ntravés del Comité Intercentros, haciendo constar en la misma los siguientes\ndatos:\u003C\u002Fp>\n\n\u003Cp>a)Identidad del solicitante, categoría laboral, antigüedad en la Empresa,\nhaberes netos mensuales que percibe y centro de trabajo al que pertenece. Así\ncomo préstamos recibidos de la Empresa y su amortización en los dos años\nanteriores.\u003C\u002Fp>\n\n\u003Cp>b)Circunstancias económicas y laborales de los familiares que\npermanentemente conviven con él.\u003C\u002Fp>\n\n\u003Cp>c)Circunstancias personales que motivan la petición y cualquier otro dato\nque el peticionario considere de interés para fundamentar la misma.\u003C\u002Fp>\n\n\u003Cp>d)Aceptación de las condiciones del préstamo contenidas en el presente\nreglamento, comprometiéndose a amortizar anticipadamente el préstamo en caso\nde comprobarse falsedad en alguno de los datos o motivos expuestos en la\nsolicitud.\u003C\u002Fp>\n\n\u003Cp>e)Acompañar los documentos que el peticionario considere necesarios para\njustificar el destino del préstamo solicitado.\u003C\u002Fp>\n\n\u003Cp>El Comité Intercentros remitirá la petición con su informe escrito a la\nEmpresa, la cual decidirá si la concesión es procedente o posible.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1517\">ANEXO 3 Utilización de las herramientas informáticas\u003C\u002Fh2>\n\n\u003Cp>Los medios informáticos, incluido el correo electrónico y el acceso a\nInternet, son herramientas de trabajo propiedad de la empresa, tanto en\nrelación con el hardware y con el software instalado como en relación con los\ncontenidos, y como tales herramientas deberán ser considerados, estando\ndestinados los mismos al uso estrictamente profesional en función de los\ncometidos laborales encomendados al trabajador.\u003C\u002Fp>\n\n\u003Cp>La persona trabajadora será responsable del uso de su contraseña personal,\nasí como de la custodia de todos los documentos existentes en su ordenador, no\npudiendo hacer uso de su contenido para fines distintos de los laborales,\nrevelar o difundir su contenido ni obtener copias mediante cualquier\nprocedimiento para utilizarlas fuera del ámbito de la empresa, salvo que tenga\nautorización expresa de la empresa para ello.\u003C\u002Fp>\n\n\u003Cp>El cumplimiento de los principios anteriores se basa en la relación de\nconfianza existente entre la empresa y las personas trabajadoras. La empresa\nestablecerá mecanismos de control sólo cuando existan indicios fundados de\nviolación grave de estas normas y siempre de acuerdo con la legislación\nvigente.\u003C\u002Fp>\n\n\u003Cp>Se considera una violación grave a esta norma lo siguiente: Envío de\npornografía (de cualquier tipo), archivos de contenido racista (pueden ser\nchistes), envío consciente de archivos que contengan virus ejecutables, envío\na la competencia o personas no autorizadas de información confidencial y\nrestringida de la compañía, envío de información protegida por la LOTARD,\nenvío de cadenas de mensajes electrónicos, la falsificación de mensajes o\nimágenes de correo electrónico, el envío de mensajes o imágenes de material\nofensivo, inapropiado o con contenidos discriminatorios por razones de género,\nedad, sexo, discapacidad, etc., aquellos que promuevan el acoso sexual, así\ncomo la utilización de la red para juegos de azar, sorteos, subastas, descarga\nde vídeo, audio u otros materiales no relacionados con la actividad\nprofesional.\u003C\u002Fp>\n\n\u003Cp>Cuando existan indicios de uso ilícito o abusivo por parte de una persona\ntrabajadora, la Empresa realizará las comprobaciones oportunas y, si fuera\npreciso, realizará una auditoria en el ordenador del empleado o en los\nsistemas que ofrecen el servicio, que se efectuará en horario laboral y en\npresencia de algún representante de los trabajadores, con respecto a la\ndignidad e intimidad del empleado. \u003C\u002Fp>\n\n\u003Cp>Cualquier incumplimiento de la normativa relativa al uso de los medios\ninformáticos será considerado como falta grave a efectos laborales y la\nreincidencia será considerada como falta muy grave.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1531\">ANEXO 4 Sistema de retribución variable\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>A) Dirección de operaciones nacionales\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El sistema de retribución variable de los centros adscritos a la Dirección\nde Operaciones Nacionales se compone de comisiones sobre ventas e hitos.\u003C\u002Fp>\n\n\u003Cp>1.Comisiones sobre ventas.\u003C\u002Fp>\n\n\u003Cp>1.1Alcance. Personal Comercial y de Administración y Personal de Apoyo de\nlos Grupos II, III, IV, V+ y V.\u003C\u002Fp>\n\n\u003Cp>1.2Aplicación. Comisión sobre las ventas del centro de trabajo\n(aeropuerto) repercutidas al empleado.\u003C\u002Fp>\n\n\u003Cp>1.3Cálculo de la comisión. Se percibirá desde el primer euro de venta de\nacuerdo al grado de consecución del objetivo según los siguientes tramos:\u003C\u002Fp>\n\u003Cul>\n \u003Cli>Tramo I: Entre 0 % y 94,99 %.\u003C\u002Fli>\n \u003Cli>Tramo II: Entre 95 % y 104,99 %.\u003C\u002Fli>\n \u003Cli>Tramo III: A partir de 105 %.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>1.4Asignación de ventas a las personas empleadas. Las comisiones sobre las\nventas del centro de trabajo (aeropuerto) se repercutirán en su totalidad a\nlos trabajadores de acuerdo a los siguientes criterios:\u003C\u002Fp>\n\n\u003Cp>1.Tiempo efectivamente trabajado. El cobro de la retribución variable se\ndevengará por el tiempo efectivamente trabajado incluyendo en éste las\nausencias debidas a accidente de Trabajo, Permiso de Lactancia, Horas de\nCompensación por Inventarios Rotativos, Vacaciones y los Permisos Retribuidos\ncontemplados en el artículo 41.B) y C).\u003C\u002Fp>\n\n\u003Cp>2.Correctores de grupo profesional.\u003C\u002Fp>\n\u003Cul>\n \u003Cli>Grupo profesional II: 1,72.\u003C\u002Fli>\n \u003Cli>Grupo profesional III: 1,43.\u003C\u002Fli>\n \u003Cli>Grupo profesional IV: 1,12.\u003C\u002Fli>\n \u003Cli>Grupo profesional V+: 1,06.\u003C\u002Fli>\n \u003Cli>Grupo profesional V: 1,00.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>3.Condición de perceptor.\u003C\u002Fp>\n\u003Cul>\n \u003Cli style=\"margin-left:0em\">Con CBB: 0,25.\u003C\u002Fli>\n \u003Cli style=\"margin-left:0em\">Sin CBB: 1,00.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>4.Exclusiones. La persona trabajadora que haya incurrido en los siguientes\nsupuestos no será incluida en el reparto:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.° Haya tenido tres o más descuadres en caja,\npositivos o negativos superiores a 24 euros cada uno de ellos.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.° Haya incurrido en tres o más faltas\ninjustificadas de puntualidad superiores a diez minutos cada una de ellas o en\nun acumulado mensual superior a sesenta minutos.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3.° Se le haya impuesto una sanción por falta\ngrave o muy grave, que haya adquirido firmeza.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">4.° Haya acumulado en un periodo de doce meses\nconsecutivos tres sanciones por falta leve que hayan adquirido firmeza, en cuyo\ncaso se perderá el derecho a percibir la retribución variable en el primer\nmes a que tuviera derecho después de haber adquirido firmeza la tercera\nsanción por falta leve.\u003C\u002Fp>\n\n\u003Cp>Como resultado se obtendrán unas horas ponderadas que equivaldrán al % de\nparticipación en el reparto de la comisión sobre ventas del centro en el mes\nde que se trate. En cualquier caso, la suma de la comisión sobre ventas\nrepercutidas a los trabajadores coincidirá con la comisión total sobre\nventas.\u003C\u002Fp>\n\n\u003Cp>La Empresa calculará las comisiones de acuerdo a los objetivos comerciales\nde cada centro de trabajo (aeropuerto) Dada la estacionalidad de las ventas se\nfijarán dos tipos de comisiones distintos a lo largo del año para evitar\nfluctuaciones excesivas de este concepto en la retribución del trabajador:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)Temporada de mayor actividad: Abril, mayo, junio,\njulio, agosto, septiembre y octubre.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)Temporada de menor actividad: Enero, febrero,\nmarzo, noviembre y diciembre.\u003C\u002Fp>\n\n\u003Cp>Los porcentajes actualmente vigentes de comisiones de ventas para cada\nAeropuerto y temporada serán los acordados en el anterior convenio en tanto se\nnegocie el nuevo sistema de retribución variable acorde con la política de\nincentivos global del grupo DUFRY que permita incrementar los estándares de\ncalidad y atención a los clientes.\u003C\u002Fp>\n\n\u003Cp>Ambas partes se comprometen a analizar en el seno de la Comisión para el\nSeguimiento de la Retribución Variable, con el fin de debatir y acordar un\nsistema que pudiera ser aprobado con posterioridad por la Comisión\nNegociadora, y, por tanto, pudiera ser incorporado al presente convenio.\u003C\u002Fp>\n\n\u003Cp>1.5 Comunicación de objetivos. La Empresa se obliga a comunicar a comienzo\ndel ejercicio de cada uno de los años de vigencia del presente convenio, y\npara todo el año, los distintos tramos por aeropuerto y objetivos comerciales\nmensualizados para la totalidad de los mismos.\u003C\u002Fp>\n\n\u003Cp>2. Hitos.\u003C\u002Fp>\n\n\u003Cp>2.1Concepto. Se define el hito como aquel concepto retributivo de naturaleza\nvariable determinado por la superación de una cifra de ventas por aeropuerto,\nagrupación comercial o punto de venta (según los casos) equivalente al\ndecimoctavo día de mayor venta del año.\u003C\u002Fp>\n\n\u003Cp>2.2Importe. Cada vez que se alcance este hito se abonará la cantidad de 80\neuros al personal que haya trabajado efectivamente siete horas o más durante\nla jornada diaria de referencia en su centro de asignación. En el caso de\nhaber trabajado una cantidad inferior de horas la cantidad a percibir será de\n59,50 euros.\u003C\u002Fp>\n\n\u003Cp>2.3Ámbito personal de aplicación. Las personas trabajadoras de los\naeropuertos con derecho a percibir este concepto retributivo serán aquellos\nadscritos a los Grupos II, III, IV, V+ y V, y asignados a las tareas\ncomerciales, de administración, y de logística y almacén.\u003C\u002Fp>\n\n\u003Cp>El personal dedicado a las tareas comerciales cobrará el Hito en función\ndel punto de venta al que esté asignado al menos el 50 % de su jornada\nlaboral. Si una persona trabajadora asignada a un punto de venta que alcance un\nhito y que por necesidades organizativas de la empresa tuviera que desplazarse\na otro punto de venta donde no se consiguiera para cubrir una necesidad\ncircunstancial, tendrá derecho a cobrar el hito conseguido en el punto de\nventa de origen.\u003C\u002Fp>\n\n\u003Cp>En aquellos aeropuertos en los que la complejidad de la oferta comercial\nasí lo justifique, se podrá establecer que el hito sea asignado en lugar de\npor tienda por el grupo de tiendas englobadas bajo una supervisión común\n(«agrupación comercial»).\u003C\u002Fp>\n\n\u003Cp>El personal dedicado a tareas de apoyo (administración, logística y\nalmacén) cobrará el Hito en función del aeropuerto de asignación. El\nderecho a la percepción del importe del hito para este personal de apoyo se\ngenerará con independencia de que el día de consecución esté o no presente,\nsalvo que la ausencia se haya producido por los\u003C\u002Fp>\n\n\u003Cp>siguientes motivos: Vacaciones y los permisos retribuidos contemplados en el\nartículo 41.A), B) y C) del presente convenio colectivo, en la medida en que\nno causen discriminación.\u003C\u002Fp>\n\n\u003Cp>2.4Reglas de cobro. El número de hitos alcanzables por cada aeropuerto,\nagrupación comercial o punto de venta (según los casos) es de dos al mes,\nsiendo acumulables en el año natural hasta un total de veinticuatro. Es decir,\nque los hitos no conseguidos en meses anteriores por cada aeropuerto,\nagrupación comercial o punto de venta (según los casos) se acumulan para los\nmeses siguientes del año en curso para facilitar su consecución en aquellos\ncentros con una distribución irregular de la actividad.\u003C\u002Fp>\n\n\u003Cp>En el transcurso del mes se abonarán por cada aeropuerto, agrupación\ncomercial o punto de venta (según los casos) los dos primeros hitos que se\nconsigan por orden cronológico, y posteriormente los hitos «acumulados» si\nlos hubiese, hasta el límite disponible.\u003C\u002Fp>\n\n\u003Cp>En los aeropuertos turísticos, y dado que durante los meses de noviembre y\ndiciembre la posibilidad de obtener hito desciende notablemente, el cupo de\nhitos mensuales será de cuatro para el mes de septiembre y cuatro para el mes\nde octubre, quedando sólo los no conseguidos para los meses de noviembre y\ndiciembre.\u003C\u002Fp>\n\n\u003Cp>Si un trabajador asignado a un punto de venta que ya hubiera conseguido en\nel transcurso del mes sus dos hitos mensuales, no hubiera estado presente por\nefecto de la propia turnicidad o por encontrarse en situación de vacaciones en\nel momento de la consecución de los mismos (o de uno de ellos), y por lo tanto\nno hubiera generado derecho a cobrarlos, podrá acceder a su cobro cuando el\npunto de venta alcance de nuevo un hito durante el mes en curso y el trabajador\npreste efectivamente sus servicios ese día.\u003C\u002Fp>\n\n\u003Cp>2.5Información. Con el fin de incentivar la consecución de este concepto\nretributivo, la Empresa se compromete a facilitar a través de los Responsables\nde Servicio o de los Supervisores la información diaria de las ventas\nproducidas en cada punto de venta al personal adscrito al mismo durante el\nturno.\u003C\u002Fp>\n\n\u003Cp>2.6Cálculo de hito en caso de ausencia de ventas en el año anterior. En el\ncaso de que con motivo de la apertura de un nuevo espacio comercial no exista\nun histórico de ventas que permita calcular la cuantía del Hito de la manera\nprevista en el punto 2.1, la Empresa se compromete a calcular de la manera más\nobjetiva posible un importe que permita acceder a los empleados asignados a\neste nuevo centro al cobro de este concepto en condiciones análogas a las del\nresto del personal.\u003C\u002Fp>\n\n\u003Cp>Comisión de Seguimiento de la Retribución Variable. Se constituirá una\nComisión entre la empresa y los representantes de los trabajadores con el\nobjeto de analizar el funcionamiento y resultado del nuevo sistema.\u003C\u002Fp>\n\n\u003Cp>La Comisión estará compuesta según se establece en el artículo 9 para la\nComisión Mixta.\u003C\u002Fp>\n\n\u003Cp>Las fechas de reunión de la citada Comisión, con carácter ordinario,\nquedarán fijadas los meses de julio y diciembre para cada uno de los años de\nvigencia del presente convenio.\u003C\u002Fp>\n\n\u003Cp>Asimismo, y salvo en caso excepcional de variaciones significativas de\nplantilla, tráfico aéreo, superficie comercial y cualquier circunstancia que\ntuviera relación con el negocio, la Empresa se compromete a no disminuir el\nporcentaje de tramos.\u003C\u002Fp>\n\n\u003Cp>Además, en el supuesto de producirse alguna circunstancia excepcional que\npudiera influir en el cálculo de la retribución variable, las partes podrán\nsolicitar la reunión de la Comisión con carácter extraordinario para adoptar\nlas medidas pertinentes.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B)Plataforma logística (ZAL)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Porcentajes máximos de reparto. El importe máximo de retribución\nvariable a percibir por los trabajadores adscritos a los Grupos II, III, IV y\nV, que no tengan derecho a \u003C\u002Fp>\n\n\u003Cp>percibir el concepto de Condición Más Beneficiosa Básica, será del 40 %\ndel Salario Mínimo Garantizado.\u003C\u002Fp>\n\n\u003Cp>Para los trabajadores con derecho a percibir retribución variable que\nvinieran percibiendo el concepto de CBB, el importe máximo a percibir será\ndel 12,22 % del Salario Mínimo Garantizado.\u003C\u002Fp>\n\n\u003Cp>La retribución variable se percibirá, en su caso, en doce mensualidades y\nel módulo de cálculo para los porcentajes máximos a percibir será el\nresultante de dividir el Salario Mínimo Garantizado entre doce.\u003C\u002Fp>\n\n\u003Cp>2.Exclusiones. El trabajador que haya incurrido en los siguientes supuestos\nno será incluido en el reparto.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Tres o más faltas de puntualidad superiores a 10\nminutos cada una de ellas o en un acumulado mensual de sesenta minutos.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Sanción por falta grave o muy grave que haya\nadquirido firmeza.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Acumulación en un periodo de doce meses\nconsecutivos de tres sanciones por falta leve que hayan adquirido firmeza, en\ncuyo caso se perderá el derecho a percibir la retribución variable en el\nprimer mes a que tuviera derecho después de haber adquirido firmeza la tercera\nsanción por falta leve.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Se excluirá del salario devengado la parte\nproporcional de los días de ausencia, incluso justificada, con excepción de\nlas debidas a vacaciones, accidentes de trabajo, permisos retribuidos recogidos\nen los artículos 41.B) y C) del presente convenio.\u003C\u002Fp>\n\n\u003Cp>3.Criterios de reparto y definiciones. La cuantía de la retribución\nvariable que corresponda a cada uno de los grupos profesionales se repartirá\nconforme a los siguientes criterios:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\"\nstyle=\"border-collapse:collapse\">\n \u003Ctbody>\n \u003Ctr style=\"height:47.5pt\">\n \u003Ctd width=\"155\"\n style=\"width:115.9pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:47.5pt\">\u003Cp\n class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan\n lang=\"ES\"\n style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"184\"\n style=\"width:138.25pt;border:none;border-top:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:47.5pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:129%\">\u003Cspan\n class=\"Egyb\">\u003Cb>\u003Cspan\n style=\"font-size:11.0pt; line-height:129%;font-family:"Times New Roman",serif\">Incremento\n de la productividad mensual (calculada en\n unidades)\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n \u003Cp class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:129%\">\u003Cspan\n class=\"Egyb\">\u003Cb>\u003Cspan\n style=\"font-size:11.0pt; line-height:129%;font-family:"Times New Roman",serif\">—\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n \u003Cp class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:129%\">\u003Cspan\n class=\"Egyb\">\u003Cb>\u003Cspan\n style=\"font-size:11.0pt; line-height:129%;font-family:"Times New Roman",serif\">Porcentaje\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"184\"\n style=\"width:138.25pt;border:none;border-top:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:47.5pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:129%\">\u003Cspan\n class=\"Egyb\">\u003Cb>\u003Cspan\n style=\"font-size:11.0pt; line-height:129%;font-family:"Times New Roman",serif\">Incremento\n de la productividad mensual (calculada en líneas)\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n \u003Cp class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:129%\">\u003Cspan\n class=\"Egyb\">\u003Cb>\u003Cspan\n style=\"font-size:11.0pt; line-height:129%;font-family:"Times New Roman",serif\">—\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n \u003Cp class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:129%\">\u003Cspan\n class=\"Egyb\">\u003Cb>\u003Cspan\n style=\"font-size:11.0pt; line-height:129%;font-family:"Times New Roman",serif\">Porcentaje\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"158\"\n style=\"width:118.3pt;border-top:solid windowtext 1.0pt; border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:47.5pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:129%\">\u003Cspan\n class=\"Egyb\">\u003Cb>\u003Cspan\n style=\"font-size:11.0pt; line-height:129%;font-family:"Times New Roman",serif\">Mejora\n de la productividad presupuestada\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n \u003Cp class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:129%\">\u003Cspan\n class=\"Egyb\">\u003Cb>\u003Cspan\n style=\"font-size:11.0pt; line-height:129%;font-family:"Times New Roman",serif\">—\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n \u003Cp class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:129%\">\u003Cspan\n class=\"Egyb\">\u003Cb>\u003Cspan\n style=\"font-size:11.0pt; line-height:129%;font-family:"Times New Roman",serif\">Porcentaje\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.3pt\">\n \u003Ctd width=\"155\"\n style=\"width:115.9pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">Grupos\n profesionales II, III, IV y V.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"184\"\n style=\"width:138.25pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">15\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"184\"\n style=\"width:138.25pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">15\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"158\"\n style=\"width:118.3pt;border:solid windowtext 1.0pt;padding: 0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">10\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>Unidades: Unidades de venta, suma de las unidades movidas tanto de entrada\ncomo de salida en la Plataforma Logística de Distribución.\u003C\u002Fp>\n\n\u003Cp>Líneas: Registros informáticos por referencia que su ponen movimientos de\nmercancía en la Plataforma Logística de Distribución.\u003C\u002Fp>\n\n\u003Cp>Para cada uno de los tramos, la consecución se calculará tal como se\ndefine a continuación:\u003C\u002Fp>\n\n\u003Cp>3.1Incremento de la productividad mensual (calculada en unidades). Se define\nproductividad mensual como:\u003C\u002Fp>\n\n\u003Cp>\u003Cimg width=\"233\" height=\"53\" id=\"Kép 12\"\nsrc=\"..\u002F..\u002Ftáblázatok\u002FDok6_elemei\u002Fimage001.jpg\">\u003C\u002Fp>\n\n\u003Cp>El indicador será:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\u003Cp class=\"MsoNormal\">\u003Cimg width=\"509\" height=\"50\" id=\"Kép 13\"\nsrc=\"..\u002F..\u002Ftáblázatok\u002FDok7_elemei\u002Fimage001.jpg\">\u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\u003Cp>Si el resultado obtenido es mayor o igual que 0 se determinará el\nporcentaje de retribución variable según se recoge en la tabla 1 anexa. \u003C\u002Fp>\n\n\u003Cp>3.2Incremento de la productividad mensual (calculada en líneas). Se define\nproductividad mensual como:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\u003Cp class=\"MsoNormal\">\u003Cimg width=\"572\" height=\"132\" id=\"Kép 14\"\nsrc=\"..\u002F..\u002Ftáblázatok\u002FDok8_elemei\u002Fimage001.jpg\">\u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\u003Cp>Si el resultado obtenido es mayor o igual que 0 se determinará el\nporcentaje de retribución variable según se recoge en la tabla 1 anexa.\u003C\u002Fp>\n\n\u003Cp>3.3Mejora de la productividad presupuestada. Se define como productividad\npresupuestada:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\u003Cp class=\"MsoNormal\" style=\"text-align:justify\">\u003Cimg width=\"523\" height=\"247\"\nid=\"Kép 15\" src=\"..\u002F..\u002Ftáblázatok\u002FDok9_elemei\u002Fimage001.jpg\">\u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\u003Cp>Si el resultado obtenido es mayor o igual que 0 se determinará el\nporcentaje de retribución variable según se recoge en la tabla 2 anexa.\u003C\u002Fp>\n\n\u003Cp>Adaptación del modelo a modificaciones significativas de la actividad.\u003C\u002Fp>\n\n\u003Cp>Las partes acuerdan que, en caso de producirse un cambio significativo en el\nmodelo de suministro de la Plataforma Logística, la empresa se reunirá con la\nRepresentación Social del centro (informando a la Comisión Mixta de\nSeguimiento e Interpretación del convenio) para, a la vista del cambio,\nanalizar los diferentes criterios y\u002Fo parámetros y, si procede, acordar la\ncorrección de las desviaciones de los mismos que pudieran verse afectados y\nque resulten asumibles.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1799\">Tablas anexas. Retribución Variable Plataforma Logística\nZAL\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Tabla 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\"\nstyle=\"border-collapse:collapse\">\n \u003Ctbody>\n \u003Ctr style=\"height:18.7pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cb>\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">%\n A Prod. hasta\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;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\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cb>\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">%\n Retr. variable\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;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\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">0\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">0\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;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\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">1\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">3,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;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\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">2\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">3,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;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\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">3\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">3,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;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\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">4\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">4,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;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\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">5\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">4,75\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">6\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;padding: 0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">5,50\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border-top:none;border-left:solid windowtext 1.0pt; border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">7\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">6,25\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border-top:none;border-left:solid windowtext 1.0pt; border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">8\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">7,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border-top:none;border-left:solid windowtext 1.0pt; border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">9\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">7,75\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border-top:none;border-left:solid windowtext 1.0pt; border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">10\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">8,50\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border-top:none;border-left:solid windowtext 1.0pt; border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">11\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">9,25\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border-top:none;border-left:solid windowtext 1.0pt; border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">12\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">10,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border-top:none;border-left:solid windowtext 1.0pt; border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">13\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">10,50\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border-top:none;border-left:solid windowtext 1.0pt; border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">14\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">11,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border-top:none;border-left:solid windowtext 1.0pt; border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">15\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">11,50\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border-top:none;border-left:solid windowtext 1.0pt; border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">16\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">12,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border-top:none;border-left:solid windowtext 1.0pt; border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">17\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">12,50\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border-top:none;border-left:solid windowtext 1.0pt; border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">18\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">13,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border-top:none;border-left:solid windowtext 1.0pt; border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">19\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">13,25\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border-top:none;border-left:solid windowtext 1.0pt; border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">20\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">13,50\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border-top:none;border-left:solid windowtext 1.0pt; border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">21\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">13,75\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border-top:none;border-left:solid windowtext 1.0pt; border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">22\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">14,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border-top:none;border-left:solid windowtext 1.0pt; border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">23\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">14,25\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border-top:none;border-left:solid windowtext 1.0pt; border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">24\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">14,50\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border-top:none;border-left:solid windowtext 1.0pt; border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">25\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">14,75\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border-top:none;border-left:solid windowtext 1.0pt; border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">26\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">15,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Tabla 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\"\nstyle=\"border-collapse:collapse\">\n \u003Ctbody>\n \u003Ctr style=\"height:18.7pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cb>\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">%\n \u003Ci>A\u003C\u002Fi> Prod. hasta\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;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\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cb>\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">%\n Retr. variable\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;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\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">0\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">0\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;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\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">1\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">3,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;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\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">2\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">3,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;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\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">3\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">3,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;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\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">4\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">4,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;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\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">5\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">4,75\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;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\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">6\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">5,50\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;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\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">7\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">6,25\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;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\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">8\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">7,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;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\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">9\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">7,75\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;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\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">10\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">8,50\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;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\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">11\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">9,25\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.3pt\">\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">12\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"106\"\n style=\"width:79.45pt;border:solid windowtext 1.0pt;padding: 0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">10,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>World Duty Free Group, SA\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Tablas salariales 2025 (provisionales)\u003C\u002Fp>\n\n\u003Cp>3 %\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\"\nstyle=\"border-collapse:collapse\">\n \u003Ctbody>\n \u003Ctr style=\"height:18.7pt\">\n \u003Ctd width=\"230\" colspan=\"3\"\n style=\"width:172.3pt;border:solid windowtext 1.0pt; border-bottom:none;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cb>\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">Grupo\n Profesional Euros año Euros paga\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"101\"\n style=\"width:76.1pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">II\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\"\n 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\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">32.158,91\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\"\n style=\"width:49.9pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">2.009,93\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"101\"\n style=\"width:76.1pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">III\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\"\n 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\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">26.800,27\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\"\n style=\"width:49.9pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">1.675,02\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"101\"\n style=\"width:76.1pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">IV\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\"\n 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\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">20.944,60\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\"\n style=\"width:49.9pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">1.309,04\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"101\"\n style=\"width:76.1pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\"\n 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\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">19.821,88\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\"\n style=\"width:49.9pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">1.238,87\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.3pt\">\n \u003Ctd width=\"101\"\n style=\"width:76.1pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">V\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\"\n style=\"width:46.3pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">18.699,86\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\"\n style=\"width:49.9pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.3pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">1.168,74\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003Cspan lang=\"ES\">\u003C\u002Fspan>Otros conceptos:\u003C\u002Fp>\n\n\u003Cp>Ayuda familiar: 49,36 euros.\u003C\u002Fp>\n\n\u003Cp>Becas de estudio: 391,70 euros.\u003C\u002Fp>\n\n\u003Cp>Premio natalidad: 308,44 euros.\u003C\u002Fp>\n\n\u003Cp>Premio matrimonio: 308,44 euros.\u003C\u002Fp>\n\n\u003Cp>Antigüedad: 31,85 euros.\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\"\nstyle=\"border-collapse:collapse\">\n \u003Ctbody>\n \u003Ctr style=\"height:56.65pt\">\n \u003Ctd width=\"68\"\n style=\"width:51.35pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:56.65pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cb>\u003Cspan\n style=\"font-size:8.0pt\">Grupo\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"150\" colspan=\"2\"\n style=\"width:112.8pt;border:none;border-top:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:56.65pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"margin-bottom:8.0pt;text-align:center; text-indent:0cm;line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cb>\u003Cspan\n style=\"font-size:8.0pt\">España\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n \u003Cp class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Dieta completa Media\n dieta —                              \n —\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n \u003Cp class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cb>\u003Cspan\n style=\"font-size:8.0pt\">Euros             \n Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"151\" colspan=\"2\"\n style=\"width:113.25pt;border-top:solid windowtext 1.0pt; border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:56.65pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"margin-bottom:8.0pt;text-align:center; text-indent:0cm;line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cb>\u003Cspan\n style=\"font-size:8.0pt\">Extranjero\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n \u003Cp class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Dieta completa Media\n dieta —                              \n —\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n \u003Cp class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cb>\u003Cspan\n style=\"font-size:8.0pt\">Euros            \n Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"68\"\n style=\"width:51.35pt;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\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">II\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"84\"\n style=\"width:63.1pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">48,50\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\"\n style=\"width:49.7pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">29,09\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"84\"\n style=\"width:63.1pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">85,08\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\"\n style=\"width:50.15pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">51,42\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.3pt\">\n \u003Ctd width=\"68\"\n style=\"width:51.35pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">III, IV, V+\n V\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"84\"\n style=\"width:63.1pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">36,38\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"66\"\n style=\"width:49.7pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">21,85\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"84\"\n style=\"width:63.1pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">74,46\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"67\"\n style=\"width:50.15pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.3pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">44,43\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L1949\">ANEXO 5 Desconexión digital\u003C\u002Fh2>\n\n\u003Cp>De común acuerdo y al objeto de evitar la sobreexposición tecnológica de\nnuestros trabajadores, las partes coinciden en la necesidad de impulsar el\nderecho a la desconexión digital una vez finalizada la jornada laboral y por\nello, los trabajadores tienen derecho a no responder a cualquier tipo de\ncomunicación por cualquier canal (correo electrónico, teléfono, WhatsApp,\nredes sociales, etc.) fuera de su horario de trabajo, salvo por causa de fuerza\nmayor o circunstancias excepcionales, creando así hábitos saludables al\nrespecto.\u003C\u002Fp>\n\n\u003Cp>Así, se promueve el uso razonable y responsable de los medios tecnológicos\npara facilitar la optimización del tiempo de trabajo y la sensibilización de\nnuestros profesionales, convirtiendo el tiempo de descanso, permisos y\nvacaciones en un derecho de los trabajadores y en un objetivo estratégico de\nla empresa.\u003C\u002Fp>\n\n\u003Cp>La Empresa se compromete a promover la sensibilización y formación\ndirigidas a mandos y empleados con el fin de informar sobre los riesgos,\ndesafíos y buenas prácticas relacionados con el uso de las herramientas\ninformáticas a través de un procedimiento interno y de píldoras formativas\nonline. \u003C\u002Fp>\n\n\u003Ch2 id=\"L1959\">ANEXO 6 Criterios y pruebas de promoción a Grupo III,\nSupervisor\u002Fa de Tienda\u003C\u002Fh2>\n\n\u003Cp>Para procesos de promoción de Grupo III puesto de Supervisión de Tienda,\nlos criterios y las pruebas serán las acordadas en el último proceso\nrealizado en 2024, que se incluye a continuación:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\"\nstyle=\"border-collapse:collapse\">\n \u003Ctbody>\n \u003Ctr style=\"height:18.7pt\">\n \u003Ctd width=\"71\"\n style=\"width:53.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cb>\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">Sobre\n 100 %\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"204\"\n style=\"width:153.1pt;border:none;border-top:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cb>\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">Prueba\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"254\"\n style=\"width:190.55pt;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\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cb>\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">Contenido\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:49.45pt\">\n \u003Ctd width=\"71\"\n style=\"width:53.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:49.45pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">55\n %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"204\"\n style=\"width:153.1pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:49.45pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:110%\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt;line-height: 110%;font-family:"Times New Roman",serif\">Análisis\n de Competencias Operativas y Comerciales.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"254\"\n style=\"width:190.55pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:49.45pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">Test\n individual de Competencias Comerciales.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n \u003Cp class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">Resolución\n individual de casos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n \u003Cp class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">Simulación\n de casos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n \u003Cp class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">Entrevistas\n individuales.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"71\"\n style=\"width:53.3pt;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\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">30%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"204\"\n style=\"width:153.1pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">Test\n de procedimientos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"254\"\n style=\"width:190.55pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan\n lang=\"ES\"\n style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"71\"\n style=\"width:53.3pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">15%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"204\"\n style=\"width:153.1pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"Egyb0\" align=\"center\"\n style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan\n class=\"Egyb\">\u003Cspan\n style=\"font-size:11.0pt; font-family:"Times New Roman",serif\">Inglés.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"254\"\n style=\"width:190.55pt;border:solid windowtext 1.0pt;padding: 0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp\n class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan\n lang=\"ES\"\n style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003Cspan lang=\"ES\"> \u003C\u002Fspan>En cuanto a las pruebas:\u003C\u002Fp>\n\n\u003Cp>-Un test de procedimientos, de veinte preguntas, se establece un plazo\nestimado de cuarenta minutos de duración.\u003C\u002Fp>\n\n\u003Cp>-El examen de inglés, una conversación oral de unos diez-quince minutos de\nduración.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1987\">ANEXO 7 Acuerdo SIMA sobre devolución de jornada\u003C\u002Fh2>\n\n\u003Cp>En relación a las dieciséis horas de devolución de jornada recogidas en\nanteriores convenios se regirán por lo especificado en el acuerdo firmado en\nel SIMA en 2025, que se recoge a continuación:\u003C\u002Fp>\n\n\u003Cp>Acta de acuerdo\u003C\u002Fp>\n\n\u003Cp>En relación con la solicitud de mediación presentada el día 6 de febrero\nde 2025 y con fecha de inicio de tramitación 7 de febrero de 2025 promovida\npor USO, Federación de Servicios CC. OO. y FeSMC-UGT frente a World Duty Free\nGroup (WDFG) por motivo, según consta en la misma, de establecimiento\nunilateral de requisitos para el disfrute de los dos días libres denominados\n«RJ» por el personal afectado, Reunidos en la Sede del Servicio\nInterconfederal de Mediación y Arbitraje (SIMA-FSP), sita en la calle San\nBernardo, 20, 5.a planta de Madrid (28015), el día 3 de marzo de 2025, a las\n09:30 horas:\u003C\u002Fp>\n\n\u003Cp>Doña Pilar Caballero Marcos, en su condición de Representante de CC.\nOO.\u003C\u002Fp>\n\n\u003Cp>Don Rolando Cano Moreno, en su condición de Asesor de CC. OO.\u003C\u002Fp>\n\n\u003Cp>Don Jhon Jairo Rivera Bustos, en su condición de Representante de USO.\u003C\u002Fp>\n\n\u003Cp>Doña María Eugenia Moreno Díaz, en su condición de Abogada de USO.\u003C\u002Fp>\n\n\u003Cp>Don Bernardo García Rodríguez, en su condición de Representante de\nFeSMC-UGT.\u003C\u002Fp>\n\n\u003Cp>Doña Cristina Guitart Santos, en su condición de Asesora de FeSMC-UGT.\u003C\u002Fp>\n\n\u003Cp>Don Miguel Ángel Taboada Luna, en su condición de Asesor de FeSMC-UGT.\u003C\u002Fp>\n\n\u003Cp>Don Francisco José Peraile Alegre, en su condición de Representante de\nCGT.\u003C\u002Fp>\n\n\u003Cp>Don José Luis Morillas García-Poblador, en su condición de Asesor de\nCGT.\u003C\u002Fp>\n\n\u003Cp>Doña María Jesús Díaz González, en su condición de Representante de\nWDFG.\u003C\u002Fp>\n\n\u003Cp>Don Markus Enrique Giersiepen, en su condición de Asesor de WDFG. \u003C\u002Fp>\n\n\u003Cp>Asisten telemáticamente:\u003C\u002Fp>\n\n\u003Cp>Doña Elena Cano Mellado, en su condición de Delegada de CC. OO.\u003C\u002Fp>\n\n\u003Cp>Doña Ana María Forés Cortés, en su condición de Delegada de CC. OO.\u003C\u002Fp>\n\n\u003Cp>Doña María Eugenia Morales Guerrero, en su condición de Delegada de CC.\nOO.\u003C\u002Fp>\n\n\u003Cp>La persona mediadora que interviene es Doña Cristina Cortés Suárez.\u003C\u002Fp>\n\n\u003Cp>Esta reunión finalizó teniendo como resultado el siguiente acuerdo entre\nlas partes intervinientes:\u003C\u002Fp>\n\n\u003Cp>1.Las dieciséis horas de devolución de jornada, en forma de días\ncompletos de libranza, se seguirán manteniendo para las personas contratadas\ncon anterioridad al 1 de enero de 2025 y que además cumplan con la condición\nde haber disfrutado de este derecho en años anteriores. Quedan expresamente\nexcluidas las personas que no hubiesen dispuesto anteriormente de estos dos\ndías adicionales de libranza.\u003C\u002Fp>\n\n\u003Cp>2.Para las personas que tengan derecho a estos dos días (dieciséis horas),\néstos no computan como tiempo de trabajo efectivo, a ningún efecto, tampoco\nel de jornada anual. Se asimilan al disfrute de días de vacaciones.\u003C\u002Fp>\n\n\u003Cp>3.El hecho de disponer de estos dos días, en ningún caso altera la\nsecuencia de turnos o los horarios en comparación con los de otras personas\nque no dispusiesen de estos dos días.\u003C\u002Fp>\n\n\u003Cp>4.Para facilitar la planificación anual, tanto operativa de la empresa como\npersonal de los trabajadores, los dos días podrán solicitarse para el año\nsiguiente antes de finalizar cada año durante el proceso de solicitud de\nvacaciones.\u003C\u002Fp>\n\n\u003Cp>5.Como consecuencia del presente acuerdo la parte solicitante manifiesta que\nprocederá a desistir del procedimiento de conflicto colectivo con el número\nde autos 11\u002F2025 seguido ante la Sala de lo Social de la Audiencia Nacional.\u003C\u002Fp>\n\n\u003Cp>En este mismo acto las organizaciones que suscriben el acuerdo solicitan\nformalmente al SIMA-FSP la realización de los trámites oportunos para su\nregistro, inscripción y publicación en REGCON, tal y como dispone el\nartículo 18.2 del ASAC VI en relación con los artículos 6 y 8 del Real\nDecreto 713\u002F2010, de 28 de mayo, sobre registro y depósito de convenios y\nacuerdos colectivos de trabajo.\u003C\u002Fp>\n\n\u003Cp>Los asistentes consideran suficiente la suscripción de la presente acta por\nun miembro de cada una de las organizaciones.\u003C\u002Fp>\n\n\u003Cp>Acta que se levanta en Madrid, siendo las 10:20 horas del día 3 de marzo de\n2025 y que suscribe Diego Ribera Sanchis, Letrado del Servicio Interconfederal\nde Mediación y Arbitraje.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2049\">ANEXO 8 Medidas para la igualdad y no discriminación de las\npersonas LGTBI en el ámbito laboral\u003C\u002Fh2>\n\n\u003Cp>En el marco del compromiso de la empresa y la representación de los\ntrabajadores con la promoción de la igualdad, la diversidad y la no\ndiscriminación en el entorno laboral, y en consonancia con las\nreivindicaciones en materia de avances sociales y laborales para el colectivo\nLGTBI, se incorpora al presente convenio colectivo el siguiente artículo\nadicional para el respeto de los derechos de las personas LGTBI en el\ntrabajo:\u003C\u002Fp>\n\n\u003Cp>1.Cláusula General de Igualdad de Trato y No Discriminación: Se garantiza\nla igualdad de trato y la no discriminación por motivos de orientación\nsexual, identidad sexual, expresión de género o características sexuales en\ntodos los aspectos de la relación laboral, incluyendo el acceso al empleo, la\ncontratación, la clasificación \u003C\u002Fp>\n\n\u003Cp>profesional, la promoción, la formación, las condiciones de trabajo, la\nretribución, el régimen disciplinario y la extinción del contrato.\u003C\u002Fp>\n\n\u003Cp>2.Acceso al empleo: La empresa se compromete a erradicar estereotipos en los\nprocesos de selección, priorizando la formación e idoneidad de las personas\ncandidatas independientemente de su orientación sexual, identidad sexual o\nexpresión de género, con especial atención a las personas trans.\u003C\u002Fp>\n\n\u003Cp>Se establecerán criterios de selección objetivos y transparentes,\ngarantizando procesos inclusivos y libres de sesgos LGTBIfóbicos. Se\ninformará a la Representación Legal de las Personas Trabajadoras (RLPT) sobre\nlos parámetros de los algoritmos o sistemas de inteligencia artificial\nutilizados en la selección para evitar sesgos discriminatorios. El personal\nencargado de la selección recibirá formación específica en diversidad\nLGTBI. En caso de procesos externos, se verificará que la entidad contratada\nincorpora esta perspectiva. Se garantizará el derecho a la intimidad de las\npersonas candidatas, evitando preguntas invasivas sobre su vida personal o\nfamiliar, así como la solicitud de datos que puedan vulnerar este principio,\nespecialmente aquellos relacionados con la orientación sexual, identidad\nsexual, expresión de género o características sexuales. Se prohíben los\nreconocimientos médicos que excluyan a personas por su estado serológico,\nniveles hormonales o análisis de anatomía y morfología corporal,\nespecialmente en lo relativo a los genitales, tanto en el acceso como en la\npromoción y mantenimiento del empleo.\u003C\u002Fp>\n\n\u003Cp>3.Clasificación y promoción profesional: Los criterios de clasificación,\npromoción profesional y ascensos se basarán en elementos objetivos de\ncualificación y capacidad, garantizando la igualdad de oportunidades para las\npersonas LGTBI. Se prohíbe cualquier discriminación por orientación sexual,\nidentidad sexual, expresión de género, características sexuales o\npertenencia a grupo familiar en la promoción profesional. Los departamentos de\nrecursos humanos realizarán análisis de los procesos de promoción para\neliminar posibles sesgos discriminatorios.\u003C\u002Fp>\n\n\u003Cp>4.Formación, sensibilización y lenguaje: Se integrarán en los planes de\nformación módulos específicos sobre los derechos de las personas LGTBI en el\námbito laboral, con especial incidencia en la igualdad de trato y\noportunidades y la no discriminación. Esta formación se dirigirá a toda la\nplantilla, incluyendo mandos intermedios y personal con responsabilidad en la\ngestión de recursos humanos. Los contenidos mínimos de la formación\nincluirán el conocimiento de las medidas LGTBI del presente convenio,\nconceptos básicos sobre diversidad sexual, familiar y de género (según la\nLey 4\u002F2023), protocolos de acompañamiento a personas trans (si existen) y\nprotocolos contra el acoso discriminatorio. Se fomentará el uso de un lenguaje\nrespetuoso con la diversidad en toda la documentación interna y comunicaciones\nde la empresa.\u003C\u002Fp>\n\n\u003Cp>5.Entornos laborales diversos, seguros e inclusivos: Se promoverá la\nheterogeneidad de las plantillas y se garantizará la protección contra\ncomportamientos LGTBIfóbicos a través de protocolos de prevención y\nactuación frente al acoso y la violencia en el trabajo.\u003C\u002Fp>\n\n\u003Cp>6.Permisos y beneficios sociales: Se atenderá a la realidad de las familias\ndiversas, incluyendo cónyuges y parejas de hecho LGTBI, garantizando el acceso\na permisos, beneficios sociales y derechos en igualdad de condiciones. Se\ngarantizará el disfrute de permisos para asistencia médica o trámites\nlegales en igualdad de condiciones, con especial atención a las personas\ntrans.\u003C\u002Fp>\n\n\u003Cp>Todos los derechos recogidos en este convenio, normativa interna, pactos y\nacuerdos serán de aplicación a las personas LGTBI, independientemente de su\nmodelo de familia.\u003C\u002Fp>\n\n\u003Cp>Medidas específicas para personas trabajadoras trans y progenitores de\nhijos\u002Fas en proceso de transición:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Permiso retribuido para los trámites necesarios\npara el cambio registral.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Permiso retribuido por acompañamiento a hijos e\nhijas para los trámites necesarios para el cambio registral. \u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Excedencia para tratamientos de afirmación de\ngénero en los mismos términos que la excedencia por cuidado de menor o\nfamiliar.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Posibilidad de adoptar medidas de adaptación de\njornada o puesto durante el periodo de afirmación de género.\u003C\u002Fp>\n\n\u003Cp>7.Prevención de la violencia por LGTBIfobia: Se promoverá un ambiente de\nrespeto y corrección en el trabajo, prohibiéndose expresiones y modales\ninsultantes, humillantes o intimidatorios. No se permitirán actitudes de\naislamiento o reducción de la comunicación, ni acciones dirigidas al\ndescrédito de la reputación laboral o personal. Las reprensiones se\nrealizarán de forma discreta. Se prohíbe la distribución arbitraria o\nabusiva de tareas y el hostigamiento por presentar reclamaciones contra la\ndiscriminación.\u003C\u002Fp>\n\n\u003Cp>8.Salud laboral y riesgos psicosociales: Se incluirá la LGTBIfobia en la\nevaluación de riesgos laborales para proteger la salud de las personas\ntrabajadoras. Se implementarán actuaciones para prevenir, identificar y actuar\nante situaciones de discriminación y acoso por motivos de orientación sexual,\nidentidad sexual, expresión de género, características sexuales y diversidad\nfamiliar. Se impulsarán evaluaciones de riesgos psicosociales para identificar\ny corregir deficiencias en la organización del trabajo que puedan favorecer la\ndiscriminación o el acoso.\u003C\u002Fp>\n\n\u003Cp>9.Régimen disciplinario: Las conductas contrarias al principio de igualdad\nde trato y a los derechos de las personas LGTBI se considerarán infracciones\nlaborales, tipificándose como muy graves aquellas que por su importancia,\nintensidad y frecuencia se produzcan.\u003C\u002Fp>\n\n\u003Cp>Se considerarán, al menos, faltas muy graves las siguientes conductas:\u003C\u002Fp>\n\n\u003Cp>a)Expresiones vejatorias y humillantes sobre el aspecto físico, forma de\nser, vestir o hablar.\u003C\u002Fp>\n\n\u003Cp>b)Insultos relacionados con la orientación sexual, identidad o expresión\nde género o características sexuales y pertenencia a grupo familiar.\u003C\u002Fp>\n\n\u003Cp>c)Ridiculización y humillación por LGTBIfobia, bromas o comentarios\ntránsfobos u homófobos.\u003C\u002Fp>\n\n\u003Cp>d)Uso de medios de la empresa para difundir información maliciosa sobre la\norientación sexual, identidad o expresión de género o características\nsexuales.\u003C\u002Fp>\n\n\u003Cp>e)Ignorar, acosar, excluir o aislar a personas por su orientación sexual,\nidentidad o expresión de género o características sexuales.\u003C\u002Fp>\n\n\u003Cp>f)Negarse a nombrar a una persona trans como requiere o utilizar\ndeliberadamente artículos o pronombres no correspondientes con su identidad de\ngénero.\u003C\u002Fp>\n\n\u003Cp>g)Dar un tratamiento desigual basado en la identidad de género,\norientación sexual o características sexuales.\u003C\u002Fp>\n\n\u003Cp>h)Exhibición de material que menoscabe la dignidad de las personas por su\norientación sexual, identidad o expresión de género, características\nsexuales o pertenencia a grupo.\u003C\u002Fp>\n\n\u003Cp>i)Agresiones físicas motivadas por la orientación sexual, identidad o\nexpresión de género, características sexuales o pertenencia a grupo\nfamiliar.\u003C\u002Fp>\n\n\u003Cp>j)Impedir el acceso a las instalaciones por motivos de orientación sexual,\nidentidad o expresión de género, características sexuales o pertenencia a\ngrupo familiar.\u003C\u002Fp>\n\n\u003Cp>k)Violencia sexual motivada por la orientación sexual, identidad o\nexpresión de género, características sexuales o pertenencia a grupo\nfamiliar.\u003C\u002Fp>\n\n\u003Cp>l)Revelar la orientación sexual o identidad de género de una persona sin\nsu consentimiento.\u003C\u002Fp>\n\n\u003Cp>La empresa y la representación de los trabajadores se comprometen a velar\npor el cumplimiento efectivo de este artículo adicional y a promover un\nentorno laboral donde todas las personas se sientan respetadas y valoradas en\nsu diversidad. \u003C\u002Fp>\n\n\u003Ch2 id=\"L2119\">ANEXO 9 Protocolo de prevención y tratamiento de situaciones de\nacoso social, y por razónde sexo, acoso y violencia contra las personas LGTBI\ny actos discriminatorios\u003C\u002Fh2>\n\n\u003Cp>Este Protocolo se aplicará en toda la empresa.\u003C\u002Fp>\n\n\u003Cp>1.Declaración de principios. Entre los principios de conducta y actuación\ndentro del ámbito funcional del presente convenio colectivo está el «Respeto\na las Personas» cómo condición indispensable para el desarrollo individual y\nprofesional, teniendo su reflejo más inmediato en los principios de «Respeto\na la Legalidad» y «Respeto a los Derechos Humanos» que regulan la actividad\nde todas las personas en el ejercicio de sus funciones, que obliga a observar\nun trato adecuado, respetuoso y digno, garantizando la salvaguarda de los\nderechos fundamentales de carácter laboral, la intimidad personal y la\nigualdad.\u003C\u002Fp>\n\n\u003Cp>En este mismo sentido, la Ley Orgánica 3\u002F2007, de 22 de marzo, para la\nigualdad efectiva de mujeres y hombres, reconoce que la igualdad es un\nprincipio jurídico universal reconocido en diversos textos internacionales\nsobre derechos humanos, instituyendo la obligación de promover condiciones de\ntrabajo que eviten la situaciones de acoso, así como arbitrando procedimientos\nespecíficos para su prevención y dar cauce a las denuncias o reclamaciones\nque puedan formular quienes hayan sido objeto del mismo.\u003C\u002Fp>\n\n\u003Cp>La anterior declaración se reitera en la Ley 4\u002F2023, de 28 de febrero, para\nla igualdad real y de las personas trans y para la garantía de los derechos de\nlas personas LGTBI, cuyo objetivo es desarrollar y garantizar los derechos de\nlas personas lesbianas, gais, bisexuales, trans e intersexuales erradicando las\nsituaciones de discriminación, para asegurar que en España se pueda vivir la\norientación sexual, la identidad sexual, la expresión de género, las\ncaracterísticas sexuales y la diversidad familiar con plena libertad.\u003C\u002Fp>\n\n\u003Cp>Las organizaciones firmantes del presente convenio colectivo consideramos\nque las conductas contrarias a los principios anteriormente enunciados, y más\nconcretamente, aquellas que el presente texto identifique como conductas de\nacoso, son inaceptables, y por tanto debe adoptarse en todos los niveles un\ncompromiso mutuo de colaboración, en la tolerancia cero ante cualquier tipo de\nacoso.\u003C\u002Fp>\n\n\u003Cp>El presente protocolo tiene como objetivo prevenir que se produzca el acoso\nen el entorno laboral y, si ocurre, asegurar que se dispone de los\nprocedimientos adecuados para tratar el problema y evitar que se repita. Con\nestas medidas se pretende garantizar en la empresa entornos laborales libres de\nacoso, en los que todas las personas están obligadas a respetar su integridad\ny dignidad en el ámbito profesional y personal.\u003C\u002Fp>\n\n\u003Cp>Por lo anteriormente expuesto, y en desarrollo del deber establecido en el\nartículo 48.1 de la Ley Orgánica 3\u002F2007, de 22 de marzo, para la igualdad\nefectiva de mujeres y hombres, así como 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, las partes firmantes\nacuerdan el siguiente protocolo.\u003C\u002Fp>\n\n\u003Cp>2.Ámbito personal. Así mismo, resultará de aplicación a las solicitudes\nde empleo, personal de puesta a disposición, proveedoras, clientes y\nvisitas.\u003C\u002Fp>\n\n\u003Cp>3.Definiciones y medidas preventivas.\u003C\u002Fp>\n\n\u003Cp>a)Acoso moral (mobbing): Se entiende como tal toda conducta abusiva o de\nviolencia psicológica que se realice de forma prolongada en el tiempo sobre\nuna persona en el ámbito laboral, manifestada a través de reiterados\ncomportamientos, hechos, órdenes o palabras que tengan como finalidad\ndesacreditar, desconsiderar o aislar a una persona con objeto de conseguir un\nauto-abandono del trabajo produciendo un daño progresivo y continuo en su\ndignidad o integridad psíquica. Se considera circunstancia \u003C\u002Fp>\n\n\u003Cp>agravante el hecho de que la persona que ejerce el acoso ostente alguna\nforma de autoridad jerárquica en la estructura de la empresa sobre la persona\nacosada.\u003C\u002Fp>\n\n\u003Cp>El acoso moral se puede presentar de tres formas:\u003C\u002Fp>\n\n\u003Cp>1.De forma descendente, cuando quien acosa ocupa un cargo superior a la\npresunta víctima del acoso.\u003C\u002Fp>\n\n\u003Cp>2.De forma horizontal, cuando se produce entre personas del mismo nivel\njerárquico, buscando normalmente quien acosa entorpecer el trabajo de quien lo\nsufre con el fin de deteriorar la imagen profesional de este e incluso\natribuirse a sí mismo méritos ajenos.\u003C\u002Fp>\n\n\u003Cp>3.De forma ascendente, cuando quien acosa es una persona que ocupa un puesto\nde inferior nivel jerárquico al de la presunta víctima.\u003C\u002Fp>\n\n\u003Cp>b)Acoso sexual. De conformidad con lo establecido en el artículo 2.1.d) de\nla Directiva 54\u002F2006, de 5 de julio, y artículo 7 de la Ley Orgánica 3\u002F2007,\nde 21 de marzo, se considera acoso sexual la situación en la que se produce\ncualquier comportamiento verbal, no verbal o físico, de índole sexual con el\npropósito o el efecto de atentar contra la dignidad de una persona, en\nparticular cuando se crea un entorno intimidatorio, hostil, degradante,\nhumillante u ofensivo.\u003C\u002Fp>\n\n\u003Cp>c)Acoso por razón de sexo. De conformidad con lo establecido en el\nartículo 2.1.c) de la Directiva 54\u002F2006, de 5 de julio, y artículo 7 de la\nLey Orgánica 3\u002F2007, de 21 de marzo, se define así la situación en que se\nproduce un comportamiento, relacionado con el sexo de una persona con el\npropósito o el efecto de atentar contra la dignidad de la persona, y de crear\nun entorno intimidatorio, hostil, degradante, humillante u ofensivo.\u003C\u002Fp>\n\n\u003Cp>d)Acoso y violencia entre las personas LGTBI. De conformidad con el\nartículo 3.d) de la Ley 4\u002F2023, de 28 de febrero, para la igualdad real y\nefectiva de las personas trans y para la garantía de las personas LGTBI, es\nacoso discriminatorio cualquier conducta realizada por razón de alguna de las\ncausas de discriminación previstas en la citada 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 y\nofensivo como consecuencia de su orientación sexual, identidad sexual,\nexpresión de género o características sexuales.\u003C\u002Fp>\n\n\u003Cp>e)Actos discriminatorios. Tanto el acoso sexual como el acoso por razón de\nsexo se configuran en el artículo 7.3 de la Ley Orgánica 3\u002F2007, para la\nigualdad efectiva de mujeres y hombres, como actos discriminatorios, siendo los\nmismos objetos de prohibición expresa en los principios de comportamiento y\nactuación, gozando de la especial protección otorgada por la Constitución\nespañola a los derechos fundamentales.\u003C\u002Fp>\n\n\u003Cp>f)Medidas preventivas. Se establecen como medidas preventivas de acoso, las\nsiguientes:\u003C\u002Fp>\n\n\u003Cp>1)Sensibilizar a la plantilla tanto en la definición y formas de\nmanifestación de los diferentes tipos de acoso, como en los procedimientos de\nactuación determinados en este protocolo, caso de producirse.\u003C\u002Fp>\n\n\u003Cp>2)Respetar el principio de no tolerar estas conductas, empleándose de ser\nnecesarias, las medidas disciplinarias previstas en la legislación laboral de\naplicación.\u003C\u002Fp>\n\n\u003Cp>3)Establecer el principio de corresponsabilidad de todas las personas\ntrabajadoras en la vigilancia de los comportamientos laborales.\u003C\u002Fp>\n\n\u003Cp>4)Definir programas formativos y\u002Fo de comunicación, que favorezcan la\ncomunicación y cercanía en cualquiera de los niveles de la organización.\u003C\u002Fp>\n\n\u003Cp>5)Procedimiento de actuación. La empresa garantiza la activación del\nprocedimiento descrito a continuación cuando se produzca una denuncia de acoso\nmoral, sexual, por razón de sexo, acoso y violencia contra las personas LGTBI\no acto \u003C\u002Fp>\n\n\u003Cp>discriminatorio, contando para ello con la participación de los\nrepresentantes de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>a)Principios del procedimiento de actuación. El procedimiento de actuación\nse regirá por los siguientes principios, que deberán ser observados en todo\nmomento:\u003C\u002Fp>\n\n\u003Cp>-Garantía de confidencialidad y protección de la intimidad y la dignidad\nde las personas implicadas, garantizando en todo caso la preservación de la\nidentidad y circunstancias personales de quien denuncie, así como la\nprotección física y psicológica de la presunta víctima.\u003C\u002Fp>\n\n\u003Cp>-Prioridad y tramitación urgente.\u003C\u002Fp>\n\n\u003Cp>-Investigación exhaustiva de los hechos, y si es preciso, dirigida por\nprofesionales especializados, que garanticen una audiencia imparcial y un trato\njusto a todas las personas afectadas.\u003C\u002Fp>\n\n\u003Cp>-Garantía de actuación adoptando las medidas necesarias, incluidas, en su\ncaso, las de carácter disciplinario, contra la persona o personas cuyas\nconductas de acoso sexual o acoso por razón de sexo resulten probadas, así\ncomo también con relación a quien formule imputación o denuncia falsa,\nmediando mala fe.\u003C\u002Fp>\n\n\u003Cp>-Indemnidad frente a represalias, garantizando que no se producirá trato\nadverso o efecto negativo en una persona como consecuencia de la presentación\npor su parte de denuncia o manifestación en cualquier sentido dirigida a\nimpedir la situación de acoso y a iniciar el presente procedimiento (sin\nperjuicio de las medidas disciplinarias que pudieran arbitrarse en situaciones\nde denuncia manifiestamente falsas, o como consecuencia de su participación en\nla investigación en cualquier forma).\u003C\u002Fp>\n\n\u003Cp>-Garantía de que la persona acosada pueda seguir en su puesto de trabajo en\nlas mismas condiciones si esa es su voluntad.\u003C\u002Fp>\n\n\u003Cp>b)Ámbito de aplicación. El presente procedimiento es interno, por tanto,\nno excluye ni condiciona las acciones legales que se pudieran ejercer por parte\nde las personas perjudicadas.\u003C\u002Fp>\n\n\u003Cp>c)Iniciación del procedimiento. El procedimiento se iniciará por la puesta\nen conocimiento a los responsables de recursos humanos del centro de trabajo,\nde la situación de acoso moral, sexual o por razón de sexo, orientación\nsexual, identidad sexual, expresión de género o características sexuales,\nque podrá realizarse de cualquiera de las siguientes formas:\u003C\u002Fp>\n\n\u003Cp>1.Directamente por la persona afectada.\u003C\u002Fp>\n\n\u003Cp>2.A través de los representantes de las personas trabajadoras o cualquier\notra persona autorizada por la víctima y en cuyo caso deberá constar el\nconsentimiento expreso e informando de la víctima.\u003C\u002Fp>\n\n\u003Cp>3.Por cualquier persona que tenga conocimiento de la situación.\u003C\u002Fp>\n\n\u003Cp>d)Instrucción. La instrucción y resolución del expediente correrá\nsiempre a cargo de las personas responsables de recursos humanos de la empresa\nque serán las encargadas de instruir el procedimiento y vigilar que durante el\nmismo se respeten los principios informadores que se recogen en el\nprocedimiento de actuación.\u003C\u002Fp>\n\n\u003Cp>Quienes instruyan el caso, salvo que la persona afectada por el acoso\nmanifieste lo contrario, para lo cual se le preguntará expresamente, pondrán\nen conocimiento de los representantes de las personas trabajadoras la\nsituación, manteniéndoles en todo momento al corriente de sus actuaciones.\nMientras no conste el consentimiento expreso de la presunta víctima no se\npodrá por tanto poner la situación en conocimiento de los representantes de\nlas personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>Las personas participantes en la instrucción (dirección, sindicatos o\ncualesquiera) quedan sujetas a la obligación de sigilo profesional sobre las\ninformaciones a que tengan acceso durante la tramitación del expediente. El\nincumplimiento de esta obligación podrá ser objeto de sanción. \u003C\u002Fp>\n\n\u003Cp>Excepcionalmente y atendiendo a especiales circunstancias que pudieran\nconcurrir en algún caso, se podrá delegar la instrucción del expediente en\notra persona que designase la Dirección de Recursos Humanos.\u003C\u002Fp>\n\n\u003Cp>e)Procedimiento previo. Con la puesta en conocimiento de la situación de\nacoso, se iniciará de forma automática un procedimiento previo, cuyo objetivo\nes resolver el problema de forma inmediata, ya que, en ocasiones, el mero hecho\nde manifestar a la persona que presuntamente acosa a otra las consecuencias\nofensivas o intimidatorias que genera su comportamiento, es suficiente para que\nse solucione el problema.\u003C\u002Fp>\n\n\u003Cp>En esta fase del procedimiento, la persona que instruya el expediente se\nentrevistará con las partes con la finalidad de esclarecer los hechos y\nalcanzar una solución aceptada por ambas.\u003C\u002Fp>\n\n\u003Cp>El procedimiento previo es muy recomendable, pero en cualquier caso\nfacultativo para la presunta víctima. Una vez iniciado, y en el caso de que el\nmismo no finalice en un plazo de diez días desde su inicio habiendo resuelto\nel problema de acoso, dará lugar necesariamente a la apertura del\nprocedimiento formal.\u003C\u002Fp>\n\n\u003Cp>f)Procedimiento formal. El procedimiento formal se iniciará con la\napertura, por la parte instructora, de un expediente informativo.\u003C\u002Fp>\n\n\u003Cp>Para la elaboración del mismo, en la instrucción se podrán practicar\ncuantas diligencias se consideren necesarias para el esclarecimiento de los\nhechos denunciados, manteniéndose la formalidad de dar trámite de audiencia a\nlas partes implicadas.\u003C\u002Fp>\n\n\u003Cp>En el más breve plazo posible, sin superar nunca un máximo de treinta\ndías, se deberá redactar un informe que contenga la descripción de los\nhechos denunciados, la metodología empleada, las circunstancias concurrentes,\nla intensidad de los mismos, la reiteración en la conducta y el grado de\nafectación sobre las obligaciones laborales y el entorno laboral de la\npresunta víctima y las medidas cautelares y\u002Fo preventivas si procede.\u003C\u002Fp>\n\n\u003Cp>En todo caso deberá recoger la convicción o no de la parte instructora de\nhaberse cometido los hechos denunciados, explicitando los hechos que han\nquedado objetivamente acreditados en base a las diligencias practicadas.\u003C\u002Fp>\n\n\u003Cp>g)Medidas cautelares. Durante la tramitación del expediente a propuesta de\nla parte instructora, la Dirección de la Empresa podrá tomar las medidas\ncautelares necesarias conducentes al cese inmediato de la situación de acoso,\nsin que dichas medidas puedan suponer perjuicio en las condiciones laborales de\nlas personas implicadas.\u003C\u002Fp>\n\n\u003Cp>Estas Medidas podrán consistir en la separación de la víctima de la\npresunta persona acosadora, reordenación del tiempo de trabajo, cambio de\npuesto, movilidad funcional o geográfica o aquellas otras que se estimen\noportunas y proporcionadas a las circunstancias del caso.\u003C\u002Fp>\n\n\u003Cp>h)Asistencia a las partes. Durante la tramitación del expediente las partes\nimplicadas podrán ser asistidas y acompañadas por una persona de confianza,\nsea o no representante de las personas trabajadoras, quien deberá guardar\nsigilo sobre la información a que tenga acceso.\u003C\u002Fp>\n\n\u003Cp>Esta persona de confianza podrá estar presente en la toma de declaraciones\ny en las comunicaciones que la parte instructora dirija a las personas\nimplicadas.\u003C\u002Fp>\n\n\u003Cp>i)Cierre del expediente. La Dirección de la empresa, tomando en\nconsideración la gravedad y trascendencia de los hechos acreditados,\nadoptará, en un plazo máximo de quince días las medidas correctoras\nnecesarias, pudiendo ser éstas la ratificación como definitivas de las\nmedidas cautelares adoptadas en la tramitación del expediente.\u003C\u002Fp>\n\n\u003Cp>En todo caso los representantes de las personas trabajadoras tendrán\nconocimiento del resultado final de todos los expedientes que puedan\ntramitarse, así como de las medidas adoptadas, excepción hecha de la\nidentidad y circunstancias personales de la presunta víctima del acoso, (si\nésta solicitó que los hechos no fuesen puestos en conocimiento de la\nmisma). \u003C\u002Fp>\n\n\u003Cp>En todo caso, si se constata cualquier situación de acoso o acto\ndiscriminatorio se impondrán las medidas sancionadoras disciplinarias\nprevistas en la ley. Del mismo modo, si resultase acreditado, se considerará\ntambién acto de discriminación por razón de sexo.\u003C\u002Fp>\n\n\u003Cp>En el caso de que se determine la no existencia de acoso en cualquiera de\nsus modalidades, e igualmente se determine la mala fe de la denuncia, se\naplicarán las medidas disciplinarias correspondientes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>https:\u002F\u002Fwww.boe.es\u003C\u002Fp>\n\n\u003Cp>BOLETÍN OFICIAL DEL ESTADO\u003C\u002Fp>\n\n\u003Cp>D. L.: M-1\u002F1958 - ISSN: 0212-033X\u003C\u002Fp>\n\n\u003Cp>cve: BOE-A-2026-532\u003C\u002Fp>\n\n\u003Cp>Verificable en https:\u002F\u002Fwww.boe.es\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\u003C\u002Fbody>\n\u003C\u002Fhtml>\n",{},"\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>CONVENIO COLECTIVO DE LA EMPRESA WORLD DUTY FREE GROUP, SAU, 2025-2028 - 2025\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2025-01-01\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">Fecha de término: → 2028-12-31\u003C\u002Fdiv>\n \n \n\n \u003C!-- TODO: previous CBA logic -->\n \u003C!-- TODO: status logic -->\n\n \n\n \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n \n\n \n\n \u003Cdiv id=\"display-FIRMPRI\">\n Sector público o privado: → \n \u003C\u002Fdiv>\n \n \u003Cdiv>Concluido por:\u003C\u002Fdiv>\n\n \n\n \n\n \n\n \n\n \n\n \n\n \u003C\u002Fdiv>\n\n \n\n \n\n \n\n\n \n\n \n \n \n \n\n \n \n\n \n\n \n\n \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[49],{"title":37,"slug":33},[51],{"type":52,"data":53},"call_to_action_body_block",{"title":54,"description":55,"variant":56,"link":57},"Compare los convenios colectivos","Compara los artículos de los Convenios Colectivos de España entre los diferentes sectores, temas y 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