[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002Fconvenio-colectivo-de-ramiro-arnedo-sa-2025-2029":3,"menu:\u002Fes-es:":88,"sites:htmlblocks":260,"subsites":1729,"cite-subsites":5396,"footer:root":5883,"suggested:root":5982,"cite-footer:root":5986},{"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":68,"content_type_view":69,"extra_breadcrumbs":70,"body":72,"body_blocks":83,"related_pages":87},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":66,"translations":67},{"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-ramiro-arnedo-sa-2025-2029","77caa292-54fa-11f1-bc0a-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fspain\u002Fconvenio-colectivo-de-ramiro-arnedo-sa-2025-2029\u002Fconvenio-colectivo-de-ramiro-arnedo-sa-2025-2029\u002F","CONVENIO COLECTIVO DE RAMIRO ARNEDO, SA 2025_2029","CONVENIO COLECTIVO DE RAMIRO ARNEDO, SA 2025_2029 - 2025","Spain - CONVENIO COLECTIVO DE RAMIRO ARNEDO, SA 2025_2029 - 2025","CONVENIO COLECTIVO DE RAMIRO ARNEDO, SA 2025_2029 - 2025 - Agricultura, silvicultura, pesca",{"name":41,"data":42},"CONVENIO COLECTIVO DE RAMIRO ARNEDO, SA_2025.html","\n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n \u003Ctitle>New29\u003C\u002Ftitle>\n \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\n\u003Cdiv class=\"toc\">\n\u003Cul>\n \u003Cli>\u003Ca href=\"#L43\">CAPÍTULO I\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L45\">Artículo 1. Ámbito funcional, personal y\n territorial.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L53\">Artículo 2. Partes negociadoras.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L57\">Artículo 3. Duración, vigencia, denuncia y\n prórroga.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L65\">Artículo 4. Marco legal y vinculación a la\n totalidad.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L73\">Artículo 5. Comisión Paritaria.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L97\">CAPÍTULO II\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L99\">Artículo 6. Dirección y control de la actividad\n laboral.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L109\">Artículo 7. Clasificación profesional.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L215\">Artículo 8. Período de prueba.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L315\">Artículo 9. Preaviso y ceses.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L325\">Artículo 10. Jubilación parcial.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L329\">Artículo 11. Premio de jubilación.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L353\">Artículo 12. Trabajo a distancia.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L357\">CAPÍTULO III\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L359\">Artículo 13. Jornada de trabajo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L373\">Artículo 14. Horario de trabajo y calendario\n laboral.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L379\">Artículo 15. Horas extraordinarias.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L389\">Artículo 16. Vacaciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L405\">Artículo 17. Permisos retribuidos.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L445\">Artículo 18. Conciliación de la vida laboral,\n familiar y personal.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L517\">CAPÍTULO IV\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L519\">Artículo 19. Conceptos retributivos.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L533\">Artículo 20. Salario base y complementos.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L543\">Artículo 21. Gratificaciones\n extraordinarias.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L551\">Artículo 22. Aumentos periódicos por años de\n servicio.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L559\">Artículo 23. Incrementos salariales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L563\">Artículo 24. Compensación y absorción de futuras\n mejoras.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L569\">Artículo 25. Retenciones salariales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L575\">Artículo 26. Trabajos especiales.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L579\">CAPÍTULO V\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L581\">Artículo 27. Prestaciones complementarias por\n contingencias comunes y profesionales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L589\">Artículo 28. Seguros.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L603\">Artículo 29. Anticipos.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L607\">CAPÍTULO VI\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L609\">Artículo 30. Prevención de riesgos\n laborales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L643\">Artículo 31. Garantía de igualdad y no\n discriminación entre las personas.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L651\">Artículo 32. Reserva de plantilla a favor de\n trabajadores con discapacidad.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L655\">CAPÍTULO VII\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L657\">Artículo 33. Crédito horario y otros derechos de\n los representantes legales de las personas trabajadoras.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L661\">Artículo 34. Derecho de información.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L671\">CAPÍTULO VIII\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L673\">Artículo 35. Faltas y sanciones laborales. Su\n procedimiento.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L783\">CAPÍTULO IX\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L785\">Artículo 36. Aprovechamiento de las materias\n primas.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L789\">Artículo 37. Protección del medio ambiente.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L795\">Artículo 38. Cláusula LGTBI.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L841\">ANEXO I\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L843\">Tabla de salarios 2025\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \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>11936 Resolución de 30 de mayo de 2025, de la Dirección General de\nTrabajo, por la que se registra y publica el Convenio colectivo de Ramiro\nArnedo, SA.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MNCOMPA_1\">\u003Cp>Visto el texto del I Convenio colectivo de la empresa Ramiro Arnedo, SA\n(código de convenio n.° 90104882012025) para el periodo 2025 a 2029, que fue\nsuscrito con fecha 26 de marzo de 2025, de una parte, por las personas\ndesignadas por la Empresa en representación de la misma, y de otra por el\nComité de Empresa y los\u002Fas Delegados\u002Fas de Personal, en representación de las\npersonas trabajadoras afectadas, y que ha sido finalmente subsanado mediante\nacta de 21 de mayo de 2025, y de conformidad con lo dispuesto en el artículo\n90, apartados 2 y 3, de la Ley del Estatuto de los Trabajadores, texto\nrefundido aprobado por Real Decreto Legislativo 2\u002F2015, de 23 de octubre, y en\nel Real Decreto 713\u002F2010, de 28 de mayo, sobre registro y depósito de\nconvenios colectivos, acuerdos colectivos de trabajo y planes de igualdad,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Esta Dirección General de Trabajo resuelve:\u003C\u002Fp>\n\n\u003Cp>Primero.\u003C\u002Fp>\n\n\u003Cp>Ordenar la inscripción del citado convenio colectivo en el correspondiente\nRegistro de convenios colectivos, acuerdos colectivos de trabajo y planes de\nigualdad, con funcionamiento a través de medios electrónicos de este centro\ndirectivo, con notificación a la Comisión Negociadora.\u003C\u002Fp>\n\n\u003Cp>Segundo.\u003C\u002Fp>\n\n\u003Cp>Disponer su publicación en el «Boletín Oficial del Estado».\u003C\u002Fp>\n\n\u003Cp>Madrid, 30 de mayo de 2025.-La Directora General de Trabajo, María Nieves\nGonzález García.\u003C\u002Fp>\n\n\u003Ch1>CONVENIO COLECTIVO DE RAMIRO ARNEDO, SA\u003C\u002Fh1>\n\n\u003Ch2 id=\"L43\">CAPÍTULO I\u003C\u002Fh2>\n\n\u003Ch3 id=\"L45\">Artículo 1. Ámbito funcional, personal y territorial.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio regula las relaciones entre la empresa Ramiro Arnedo,\nSA, y las personas trabajadoras incluidas en el ámbito personal y territorial\ncorrespondiente a sus centros de trabajo sitos en Calahorra (La Rioja), Murcia\ny Almería, y se aplicará con preferencia a lo dispuesto en las demás normas\nlaborales.\u003C\u002Fp>\n\n\u003Cp>Quedan excluidas las relaciones comprendidas en el artículo 1.°,3, del\nReal Decreto Legislativo 2\u002F2015, de 23 de octubre, por el que se aprueba el\ntexto refundido de la Ley del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>En congruencia con la cláusula de garantía adicional contenida en el\npresente convenio colectivo, sus condiciones se entenderán de mínimos con\nrelación a las materias prevalentes de convenios de ámbito superior en que\nesté incluido por la actividad propia de la empresa. \u003C\u002Fp>\n\n\u003Ch3 id=\"L53\">Artículo 2. Partes negociadoras.\u003C\u002Fh3>\n\n\u003Cp>En virtud de distintos territorios que abarca el presente convenio\ncolectivo, su negociación y acuerdo se ha alcanzado entre la representación\nde la empresa y la representación legal de las personas trabajadoras de cada\nuno de los centros de trabajo, elegida democráticamente y en proporción a los\nempleados, que ocupa cada uno de ellos.\u003C\u002Fp>\n\n\u003Ch3 id=\"L57\">Artículo 3. Duración, vigencia, denuncia y prórroga.\u003C\u002Fh3>\n\n\u003Cp>La duración propia del presente convenio será de cinco años, desde el 1\nde enero de 2025 hasta el 31 de diciembre 2029, entrando en vigor al día\nsiguiente de su publicación en el BOE, salvo el régimen de retribuciones, que\nserá aplicado retroactivamente desde el 1 de enero 2025.\u003C\u002Fp>\n\n\u003Cp>El presente convenio se entenderá denunciado de forma automática a la\nfinalización de su vigencia, debiendo iniciar la negociación del nuevo texto\nconvencional.\u003C\u002Fp>\n\n\u003Cp>En tanto en cuanto no entre en vigor el próximo convenio colectivo se\nprorrogará la vigencia propia del actual en todo su contenido.\u003C\u002Fp>\n\n\u003Ch3 id=\"L65\">Artículo 4. Marco legal y vinculación a la totalidad.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio colectivo se remite, en todo lo que no se halle\nexpresamente regulado en él, a la normativa española en materia laboral y de\nseguridad social.\u003C\u002Fp>\n\n\u003Cp>Las condiciones pactadas en este convenio colectivo conforman un todo\norgánico e indivisible, si bien en el supuesto de que alguno de sus artículos\nse declarara nulo, quedará inaplicable, no afectando al resto del articulado\nhasta que las partes firmantes ajusten el contenido del convenio a la\nlegalidad.\u003C\u002Fp>\n\n\u003Cp>Se respetarán las condiciones personales, económicas y sociales que,\nglobalmente y en su conjunto, exceden de lo pactado expresamente en este\nconvenio, manteniéndose estrictamente ad personam.\u003C\u002Fp>\n\n\u003Ch3 id=\"L73\">Artículo 5. Comisión Paritaria.\u003C\u002Fh3>\n\n\u003Cp>Dentro del plazo de un mes desde la firma de este convenio se creará una\nComisión Paritaria, que estará compuesta por la parte social y la parte\nempresarial, al cincuenta por ciento cada una, concretando el número de\nasistentes, en la primera reunión que se lleve a cabo.\u003C\u002Fp>\n\n\u003Cp>Se encomienda a esta comisión la interpretación, el seguimiento y la\nvigilancia de lo convenido, el examen previo y la decisión acerca de los\nconflictos sometidos a la misma en aquellos procedimientos de solución de\néstos, cuando así sea necesario, de acuerdo con lo establecido en el presente\nconvenio.\u003C\u002Fp>\n\n\u003Cp>Así mismo, con carácter previo a la interposición de cualquier conflicto\nindividual o colectivo derivado de la interpretación o aplicación de lo\ndispuesto en el presente convenio, tanto en reclamaciones previas a la\nAutoridad Laboral competente como ante los Organismos Jurisdiccionales, podrán\nplantearse las cuestiones litigiosas a la Comisión Paritaria.\u003C\u002Fp>\n\n\u003Cp>De conformidad con lo dispuesto en el título III del Estatuto de los\nTrabajadores, los acuerdos que la Comisión adopte sobre materias objeto de\neste convenio y en su aplicación e interpretación.\u003C\u002Fp>\n\n\u003Cp>La Comisión Paritaria se reunirá a instancias de cualquiera de las partes,\nen el plazo de quince días desde la solicitud de la convocatoria, salvo que\ncircunstancias de urgencia requieran que la reunión se celebre en un plazo tal\nque salvaguarde los derechos de cualquiera de las partes.\u003C\u002Fp>\n\n\u003Cp>Los acuerdos de la Comisión requerirán, en cualquier caso, el voto\nfavorable de las tres cuartas partes de los miembros de la Comisión y su\nresolución no deberá superar el plazo de una semana.\u003C\u002Fp>\n\n\u003Cp>Cuando la Comisión Paritaria no logre acuerdo en relación con el conflicto\nplanteado, las partes someterán las discrepancias producidas en su seno a los\nsistemas no \u003C\u002Fp>\n\n\u003Cp>judiciales de solución extrajudicial de conflictos en los términos\nestablecidos en el artículo 85.3 e) del Texto Refundido de la Ley del Estatuto\nde los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">Entre las funciones de esta Comisión estará también las de elaboración y\npromoción de planes de formación de empresa destinados a adecuar los\nconocimientos profesionales de la plantilla y facilitar su formación\nprofesional. Así mismo, evaluará las acciones realizadas a fin de revisar las\norientaciones, promover nuevas actividades y actualizar la definición de los\nobjetivos y prioridades de la formación profesional.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>La inaplicación en la empresa de las condiciones de trabajo reguladas en el\npresente convenio colectivo podrá producirse respecto de las materias y\nconforme a las causas contempladas en el artículo 82.3 del Estatuto de los\nTrabajadores, siguiendo los procedimientos regulados en el mismo con las\nadaptaciones que se establecen a continuación. La solicitud de descuelgue se\ncomunicará por la empresa a la representación legal de las personas\ntrabajadoras señalada en el artículo 87.1 del Estatuto de los Trabajadores,\npara proceder al desarrollo previo de un período de consultas en los términos\ndel artículo 41.4 del Estatuto de los Trabajadores. La comunicación deberá\nhacerse por escrito, y en ella se incluirá la documentación que resulte\npertinente y justifique el descuelgue. El acuerdo deberá determinar con\nexactitud las nuevas condiciones de trabajo aplicables en la empresa y su\nduración, que no podrá prolongarse más allá del momento en que resulte\naplicable un nuevo convenio en la empresa. Las discrepancias que pudieran\nsurgir durante la negociación se someterán preceptivamente a la comisión\nparitaria del presente convenio, la cual dispondrá de un plazo máximo de\nsiete días naturales para pronunciarse. La comisión paritaria se pronunciará\npor resolución motivada en la que, al menos, queden reflejados los hechos. En\ncaso de desacuerdo, cada representación de la citada comisión podrá expresar\nsu pronunciamiento con referencia a los hechos que lo motivan.\u003C\u002Fp>\n\n\u003Cp>Cuando la intervención de la comisión paritaria hubiera sido sin acuerdo,\nlas partes asumirán los procedimientos para solventar de manera efectiva las\ndiscrepancias que puedan surgir para la no aplicación de las condiciones de\ntrabajo a que se refiere el artículo 82.3 ET, adaptando en su caso las\nactuaciones establecidas a este respecto en los acuerdos interprofesionales de\námbito estatal o autonómico.\u003C\u002Fp>\n\n\u003Ch2 id=\"L97\">CAPÍTULO II\u003C\u002Fh2>\n\n\u003Ch3 id=\"L99\">Artículo 6. Dirección y control de la actividad laboral.\u003C\u002Fh3>\n\n\u003Cp>La organización del trabajo es facultad exclusiva de la dirección de la\nempresa, que será responsable de su uso en los términos establecidos en la\nLey y en el presente convenio.\u003C\u002Fp>\n\n\u003Cp>Dicha facultad comprende, entre otras, la exigencia de la actividad y del\nrendimiento establecido; la fijación de los objetivos de la actividad de la\nempresa; la distribución del personal en los distintos puestos de trabajo; la\ndeterminación de las tareas a realizar por cada trabajador o puesto de\ntrabajo; la realización de las modificaciones precisas en los métodos de\ntrabajo y en la propia organización de dicho trabajo; y la movilidad y\nredistribución del personal, con arreglo a necesidades técnicas o de\norganización, o del mejor aprovechamiento de las aptitudes del personal en\nplantilla.\u003C\u002Fp>\n\n\u003Cp>La movilidad geográfica justificada por razones económicas, técnicas,\norganizativas o de producción, o por contrataciones referidas a la actividad\nempresarial, se ajustará a lo establecido en el artículo 40 del Estatuto de\nlos Trabajadores.\u003C\u002Fp>\n\n\u003Cp>Sin merma de la facultad que le corresponde a la dirección de la empresa o\na sus representantes legales, los comités de empresa, delegados o delegadas de\npersonal, deberán ser informados previamente de los cambios organizativos que\nse produzcan. \u003C\u002Fp>\n\n\u003Ch3 id=\"L109\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">\u003Ch3 id=\"L109\">Artículo 7. Clasificación profesional.\u003C\u002Fh3>\n\n\u003Cp>Se establece un sistema de clasificación profesional por grupos\nprofesionales, determinados por aquellos puestos de trabajo que presentan una\nbase profesional homogénea dentro de la organización del trabajo.\u003C\u002Fp>\n\n\u003Cp>La empresa ostenta los siguientes Grupos Profesionales y Categorías\nProfesionales de cada uno de ellos:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo Profesional 1. Personal Técnico Titulado:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Titulado\u002Fa superior máster: Titulación Superior y Máster.\u003C\u002Fp>\n\n\u003Cp>-Titulado\u002Fa superior: Sin Máster.\u003C\u002Fp>\n\n\u003Cp>-Titulado\u002Fa grado medio: Titulación Grado Medio.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo Profesional 2. Personal Administración:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Responsable administración: Titulación Superior sin Máster, personal a\ncargo.\u003C\u002Fp>\n\n\u003Cp>-Técnico\u002Fa administración: Titulación Grado Medio.\u003C\u002Fp>\n\n\u003Cp>-Auxiliar administración: Sin titulación, labores elementales.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo Profesional 3. Personal Agrícola:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Responsable finca: Titulación Superior, personal a cargo.\u003C\u002Fp>\n\n\u003Cp>-Capataz: Titulación Grado Medio, personal a cargo.\u003C\u002Fp>\n\n\u003Cp>-Especialista agrícola: Sin formación, personal a cargo.\u003C\u002Fp>\n\n\u003Cp>-Peón\u002Fa agrícola: Sin formación.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>-Grupo Profesional 4. Personal Almacén:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Responsable almacén: Titulación Grado Medio, personal a cargo.\u003C\u002Fp>\n\n\u003Cp>-Encargado\u002Fa almacén: Sin formación, personal a cargo.\u003C\u002Fp>\n\n\u003Cp>-Técnico\u002Fa almacén: Sin formación.\u003C\u002Fp>\n\n\u003Cp>-Auxiliar administración almacén. Sin titulación, labores elementales.\u003C\u002Fp>\n\n\u003Cp>-Auxiliar almacén: Sin titulación, labores elementales.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo Profesional 5. Personal Desarrollo:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Responsable desarrollo: Titulación Superior Sin Máster, personal a\ncargo.\u003C\u002Fp>\n\n\u003Cp>-Técnico\u002Fa desarrollo: Titulación Grado Medio.\u003C\u002Fp>\n\n\u003Cp>-Auxiliar desarrollo: Sin titulación, labores elementales.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo Profesional 6. Personal informática:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Responsable informática: Titulación Superior Sin Máster, personal a\ncargo.\u003C\u002Fp>\n\n\u003Cp>-Técnico\u002Fa informática: Titulación Superior.\u003C\u002Fp>\n\n\u003Cp>-Auxiliar informática: Sin titulación, labores elementales.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo Profesional 7. Personal laboratorio:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Responsable laboratorio: Titulación Superior sin Máster, personal a\ncargo.\u003C\u002Fp>\n\n\u003Cp>-Técnico\u002Fa laboratorio: Titulación Grado Medio.\u003C\u002Fp>\n\n\u003Cp>-Auxiliar laboratorio: Sin titulación, labores elementales.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo Profesional 8. Marketing:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Responsable marketing: Titulación Superior, personal a cargo.\u003C\u002Fp>\n\n\u003Cp>-Técnico\u002Fa marketing: Titulación superior.\u003C\u002Fp>\n\n\u003Cp>-Auxiliar marketing: Sin titulación, labores elementales. \u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo Profesional 9. Personal Investigación:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Director\u002Fa técnico: Titulación Superior con Máster, Dirección\nDepartamento, personal a cargo.\u003C\u002Fp>\n\n\u003Cp>-Jefe\u002Fa de departamento: Titulación Superior, con Máster, personal a\ncargo.\u003C\u002Fp>\n\n\u003Cp>-Investigador\u002Fa senior: Titulación Superior con Máster, personal a\ncargo.\u003C\u002Fp>\n\n\u003Cp>-Investigador\u002Fa junior: Titulación Superior con Máster.\u003C\u002Fp>\n\n\u003Cp>-Ayudante\u002Fa investigación: Titulación Superior.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo Profesional 10. Personal Producciones:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Responsable producciones: Titulación superior, personal a cargo.\u003C\u002Fp>\n\n\u003Cp>-Técnico\u002Fa producciones: Titulación grado medio.\u003C\u002Fp>\n\n\u003Cp>-Auxiliar administrativo producciones: Sin titulación, labores\nelementales.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo Profesional 11. Personal Ventas:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Jefe\u002Fa ventas: Titulación Superior sin Máster, personal a cargo.\u003C\u002Fp>\n\n\u003Cp>-Delegado\u002Fa comercial: Titulación Superior sin Máster.\u003C\u002Fp>\n\n\u003Cp>-Técnico\u002Fa comercial: Titulación Superior sin Máster.\u003C\u002Fp>\n\n\u003Cp>-Auxiliar ventas: Sin titulación, labores elementales.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L215\">Artículo 8. Período de prueba.\u003C\u002Fh3>\n\n\u003Cp>Podrá concertarse por escrito un período de prueba, durante el cual\ncualquiera de las partes podrá desistir o rescindir el contrato sin preaviso\nni derecho a indemnización de ningún tipo, a excepción del salario devengado\nhasta el momento del cese.\u003C\u002Fp>\n\n\u003Cp>El periodo de prueba se concertará por escrito con sujeción a los\nsiguientes límites:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>a)Ciento veinte días:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Titulado\u002Fa superior máster.\u003C\u002Fp>\n\n\u003Cp>-Titulado\u002Fa superior.\u003C\u002Fp>\n\n\u003Cp>-Titulado\u002Fa grado medio.\u003C\u002Fp>\n\n\u003Cp>-Responsable administración.\u003C\u002Fp>\n\n\u003Cp>-Responsable finca.\u003C\u002Fp>\n\n\u003Cp>-Capataz.\u003C\u002Fp>\n\n\u003Cp>-Responsable almacén.\u003C\u002Fp>\n\n\u003Cp>-Responsable desarrollo.\u003C\u002Fp>\n\n\u003Cp>-Responsable informática.\u003C\u002Fp>\n\n\u003Cp>-Responsable laboratorio.\u003C\u002Fp>\n\n\u003Cp>-Responsable marketing.\u003C\u002Fp>\n\n\u003Cp>-Director\u002Fa técnico.\u003C\u002Fp>\n\n\u003Cp>-Jefe\u002Fa de departamento.\u003C\u002Fp>\n\n\u003Cp>-Investigador\u002Fa senior.\u003C\u002Fp>\n\n\u003Cp>-Investigador\u002Fa junior.\u003C\u002Fp>\n\n\u003Cp>-Ayudante\u002Fa investigación.\u003C\u002Fp>\n\n\u003Cp>-Responsable producciones.\u003C\u002Fp>\n\n\u003Cp>-Jefe ventas.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>b)Sesenta días:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Técnico\u002Fa administración.\u003C\u002Fp>\n\n\u003Cp>-Encargado\u002Fa almacén.\u003C\u002Fp>\n\n\u003Cp>-Técnico\u002Fa desarrollo.\u003C\u002Fp>\n\n\u003Cp>-Técnico\u002Fa informática.\u003C\u002Fp>\n\n\u003Cp>-Técnico\u002Fa laboratorio.\u003C\u002Fp>\n\n\u003Cp>-Técnico\u002Fa marketing. \u003C\u002Fp>\n\n\u003Cp>-Técnico\u002Fa producciones.\u003C\u002Fp>\n\n\u003Cp>-Delegado\u002Fa comercial.\u003C\u002Fp>\n\n\u003Cp>-Técnico\u002Fa comercial.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>c)Treinta días:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Auxiliar administración.\u003C\u002Fp>\n\n\u003Cp>-Especialista agrícola.\u003C\u002Fp>\n\n\u003Cp>-Peón\u002Fa agrícola.\u003C\u002Fp>\n\n\u003Cp>-Técnico\u002Fa almacén.\u003C\u002Fp>\n\n\u003Cp>-Auxiliar administración almacén.\u003C\u002Fp>\n\n\u003Cp>-Auxiliar almacén.\u003C\u002Fp>\n\n\u003Cp>-Auxiliar desarrollo.\u003C\u002Fp>\n\n\u003Cp>-Auxiliar informática.\u003C\u002Fp>\n\n\u003Cp>-Auxiliar laboratorio.\u003C\u002Fp>\n\n\u003Cp>-Auxiliar marketing.\u003C\u002Fp>\n\n\u003Cp>-Auxiliar producciones.\u003C\u002Fp>\n\n\u003Cp>-Auxiliar ventas.\u003C\u002Fp>\n\n\u003Cp>En los contratos formativos para la obtención de la práctica profesional\nadecuada al nivel de estudios, el período de prueba no podrá ser superior a\nun mes. Si el contrato de trabajo hubiera sido precedido por un contrato en\nprácticas o para la formación, el tiempo de formación o prácticas\ncomputará como período de prueba. Si al término del contrato de prácticas\nla persona trabajadora continuase en la empresa, no podrá concertarse un nuevo\nperíodo de prueba.\u003C\u002Fp>\n\n\u003Cp>Derechos y obligaciones. Durante el período de prueba, la persona\ntrabajadora tendrá los mismos derechos y obligaciones correspondientes a su\npuesto de trabajo, así como al percibo de la retribución correspondiente al\ngrupo profesional en el que hubiera sido clasificado.\u003C\u002Fp>\n\n\u003Cp>El período de prueba será nulo, si la persona trabajadora hubiera\ndesarrollado con anterioridad en la misma empresa las mismas funciones\ncorrespondientes al mismo grupo profesional bajo cualquier modalidad\ncontractual.\u003C\u002Fp>\n\n\u003Cp>Transcurrido el período de prueba sin que se haya producido el\ndesistimiento, el contrato producirá plenos efectos, computándose el tiempo\nde los servicios prestados a efectos de antigüedad en la empresa.\u003C\u002Fp>\n\n\u003Cp>Los supuestos legalmente establecidos interrumpen el cómputo del período\nde prueba, así como la extinción del mismo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L315\">Artículo 9. Preaviso y ceses.\u003C\u002Fh3>\n\n\u003Cp>Superado el período de prueba, la persona trabajadora que desee cesar\nvoluntariamente en el servicio de la empresa vendrá obligada a ponerlo en\nconocimiento de ésta, cumpliendo un plazo de preaviso de un mes, para el\npersonal incluido en los epígrafes a) y b) del artículo 8. Siendo el preaviso\nde quince días, para el personal incluido en el epígrafe c).\u003C\u002Fp>\n\n\u003Cp>En el supuesto de que no se respetase el plazo de preaviso antes expuesto,\nla empresa queda facultada para deducir de la liquidación final un número de\ndías equivalente al preaviso no realizado.\u003C\u002Fp>\n\n\u003Cp>El preaviso deberá ser ejercitado por escrito, quedando obligada la empresa\na suscribir el acuse de recibo.\u003C\u002Fp>\n\n\u003Cp>A la extinción de la relación laboral, la empresa deberá abonar a las\npersonas trabajadoras, en un plazo no superior a quince días los emolumentos\ndevengados por aquellos conceptos fijos que pudieran ser calculados en ese\nplazo. Dicha persona, tendrá derecho a ser indemnizada con el importe del\nsalario de un día por cada día de retraso en el periodo anteriormente citado\nen la liquidación. \u003C\u002Fp>\n\n\u003Ch3 id=\"L325\">Artículo 10. Jubilación parcial.\u003C\u002Fh3>\n\n\u003Cp>Ambas partes acuerdan que toda persona afectada por el presente convenio\npueda jubilarse anticipadamente siempre que se cumplan los requisitos que\nestablezca la legislación vigente en cada momento y las partes alcancen\nacuerdo al respecto.\u003C\u002Fp>\n\n\u003Ch3 id=\"L329\">Artículo 11. Premio de jubilación.\u003C\u002Fh3>\n\n\u003Cp>La libre aceptación por la empresa de la propuesta de la plena jubilación\nde los trabajadores, con más de veinte años de servicio, que tenga lugar\ndurante la vigencia de este convenio, motivará por parte de aquella la\nconcesión a estos de un complemento de jubilación cuya cuantía ira en\nfunción de la siguiente escala:\u003C\u002Fp>\n\n\u003Cp>-Por jubilación voluntaria a los sesenta años: Doce mensualidades.\u003C\u002Fp>\n\n\u003Cp>-Porjubilaciónvoluntariaa los sesenta yun años: Once mensualidades.\u003C\u002Fp>\n\n\u003Cp>-Porjubilaciónvoluntariaa los sesenta ydos años: Diez mensualidades.\u003C\u002Fp>\n\n\u003Cp>-Porjubilaciónvoluntariaa los sesenta ytres años: Nueve mensualidades.\u003C\u002Fp>\n\n\u003Cp>-Porjubilaciónvoluntariaa los sesenta ycuatro años: Seis mensualidades.\u003C\u002Fp>\n\n\u003Cp>-Porjubilaciónvoluntariaa los sesenta ycinco años: Dos mensualidades.\u003C\u002Fp>\n\n\u003Cp>Dichas mensualidades serán calculadas por el Salario Real y cuando exceda\nde dos, las empresas podrán fraccionar su pago en el plazo máximo de un\naño.\u003C\u002Fp>\n\n\u003Cp>Para el cálculo del premio de jubilación, se procederá a prorratear las\nmensualidades correspondientes, con la edad exacta en que el empleado cause\nbaja en la empresa. Utilizando como referencia las mensualidades y edades\nindicadas anteriormente.\u003C\u002Fp>\n\n\u003Cp>Si cumplidos los sesenta y cinco años la persona trabajadora no solicita la\njubilación correspondiente, perderá el derecho a estos complementos.\u003C\u002Fp>\n\n\u003Cp>Cuando la jubilación voluntaria de la persona trabajadora acontezca por la\nvía del artículo anterior, es decir, jubilación mediante el correspondiente\ncontrato de relevo no serán de aplicación los complementos de jubilación\nprevistos en este artículo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L353\">Artículo 12. Trabajo a distancia.\u003C\u002Fh3>\n\n\u003Cp>En relación con esta materia, será de aplicación lo establecido en la Ley\n10\u002F2021, de 10 de julio.\u003C\u002Fp>\n\n\u003Ch2 id=\"L357\">CAPÍTULO III\u003C\u002Fh2>\n\n\u003Ch3 id=\"L359\">Artículo 13. Jornada de trabajo.\u003C\u002Fh3>\n\n\u003Cp>La jornada ordinaria de trabajo efectivo será de 1.774 horas anuales\ndurante toda la vigencia del presente convenio colectivo.\u003C\u002Fp>\n\n\u003Cp>La duración de la jornada será de 8 horas al día que podrá\nmaterializarse de lunes a domingo.\u003C\u002Fp>\n\n\u003Cp>Durante los meses de mayor rigor climatológico y en los puestos de trabajo\na la intemperie podrán adecuarse las jornadas diarias a las horas que menos se\nsufra por calor o frio.\u003C\u002Fp>\n\n\u003Cp>Dada la especial actividad de la empresa, la misma se reserva la facultad de\nflexibilizar la jornada de trabajo y distribuir irregularmente la jornada hasta\nel 10 % al año, de acuerdo con las necesidades de producción y a tenor de lo\nestablecido en el presente convenio colectivo y en el artículo 34 del Estatuto\nde los Trabajadores y demás disposiciones legales.\u003C\u002Fp>\n\n\u003Cp>Toda reducción de jornada establecida por cualquier disposición legal\nsobre la señalada en el párrafo anterior no implicará merma alguna en el\ndescanso reglamentario concedido en la jornada semanal.\u003C\u002Fp>\n\n\u003Cp>En caso de jornada continuada de seis o más horas de trabajo se establece\nun descanso retribuido de veinte minutos. \u003C\u002Fp>\n\n\u003Ch3 id=\"L373\">Artículo 14. Horario de trabajo y calendario laboral.\u003C\u002Fh3>\n\n\u003Cp>Los horarios de trabajo quedarán designados en los calendarios laborales\nanuales.\u003C\u002Fp>\n\n\u003Cp>Una vez publicado el calendario laboral en el boletín oficial\ncorrespondiente a cada centro de trabajo, la empresa, con intervención de los\nrepresentantes legales de los trabajadores, señalará el calendario oficial\npara el año siguiente, así como la fiesta patronal propia a cada una de las\nlocalidades donde la empresa ostenta dichos centros de trabajo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L379\">Artículo 15. Horas extraordinarias.\u003C\u002Fh3>\n\n\u003Cp>Se consideran horas extraordinarias aquellas que se realicen fuera o sobre\nla jornada laboral establecida en el calendario laboral de la empresa,\nentendiendo éste en su acepción general y en los horarios especiales que\ntengan o puedan tener determinadas secciones, bien por costumbre, organización\nde la producción o acuerdo. Dichas horas se comunicarán al superior\ninmediato.\u003C\u002Fp>\n\n\u003Cp>La Dirección de la Empresa informará a los representantes legales de los\ntrabajadores sobre las horas extraordinarias realizadas con una periodicidad\nmensual.\u003C\u002Fp>\n\n\u003Cp>Cada hora extraordinaria será compensada a razón 15 euros las realizadas\nentre semana y 20 euros, los fines de semana (entendiendo por tales sábados,\ndomingos y festivos).\u003C\u002Fp>\n\n\u003Cp>La compensación de las horas extraordinarias se realizará con la siguiente\nequivalencia, cada hora extra realizada equivaldrá a una hora y media de\ntiempo de descanso, siendo a elección del empleado la forma de retribución,\nbien sea económica o a través de tiempo de descanso.\u003C\u002Fp>\n\n\u003Ch3 id=\"L389\">Artículo 16. Vacaciones.\u003C\u002Fh3>\n\n\u003Cp>El personal comprendido en el presente convenio disfrutará anualmente de\nlas vacaciones que se fijen en el calendario laboral de cada anualidad en\natención al número total de horas trabajadas.\u003C\u002Fp>\n\n\u003Cp>Las vacaciones se disfrutarán en la época en que de común acuerdo fije\ntrabajador y la empresa.\u003C\u002Fp>\n\n\u003Cp>Cuando un trabajador o trabajadora, cese en el transcurso del año, tendrá\nderecho a la parte proporcional de las vacaciones debido al tiempo trabajado,\nal igual que aquéllos que se hayan incorporado a la empresa dentro del año en\nque se disfruten.\u003C\u002Fp>\n\n\u003Cp>Se podrán solicitar días sueltos de vacaciones, por ajuste de jornada\nderivada de flexibilidad, por ajuste de jornada anual y\u002Fo por asuntos\nparticulares, siempre de común acuerdo entre la empresa y los trabajadores. El\npersonal trabajador deberá rellenar una solicitud de vacaciones con un mínimo\nde un mes de antelación.\u003C\u002Fp>\n\n\u003Cp>Cuando el periodo de vacaciones fijado en el calendario de vacaciones de la\nempresa al que se refiere el párrafo anterior coincida en el tiempo con una\nincapacidad temporal derivada del embarazo, el parto o la lactancia natural o\ncon el periodo de suspensión del contrato de trabajo previsto en los apartados\n4, 5 y 7 del artículo 48, se tendrá derecho a disfrutar las vacaciones en\nfecha distinta a la de la incapacidad temporal o a la del disfrute del permiso\nque por aplicación de dicho precepto le correspondiera, al finalizar el\nperiodo de suspensión, aunque haya terminado el año natural a que\ncorrespondan.\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 al trabajador disfrutarlas, total o parcialmente, durante el\naño natural a que corresponden, el trabajador podrá hacerlo una vez finalice\nsu incapacidad y siempre que no hayan transcurrido más de dieciocho meses a\npartir del final del año en que se hubieran originado. \u003C\u002Fp>\n\n\u003Cp>En el caso de no producirse acuerdo en cuanto a la época del disfrute de\nlas vacaciones, la jurisdicción social fijará la fecha que para el disfrute\ncorresponda, de conformidad con lo establecido en la Ley.\u003C\u002Fp>\n\n\u003Ch3 id=\"L405\">Artículo 17. Permisos retribuidos.\u003C\u002Fh3>\n\n\u003Cp>Los trabajadores, previo aviso y justificación, podrán ausentarse del\ntrabajo con derecho a percibir la retribución real, por los motivos y el\ntiempo siguiente:\u003C\u002Fp>\n\n\u003Cp>1.Quince (15) días naturales ininterrumpidos en caso de matrimonio, a\ncontar desde el primer día laborable posterior al que acontezca el citado\nevento y también del registro en las parejas de hecho, con un máximo de un\npermiso anual de esta naturaleza.\u003C\u002Fp>\n\n\u003Cp>2.Cinco (5) días laborables por accidente o enfermedad graves,\nhospitalización o intervención quirúrgica sin hospitalización que precise\nreposo domiciliario del cónyuge, pareja de hecho o parientes hasta el segundo\ngrado por consanguineidad o afinidad, incluido el familiar consanguíneo de la\npareja 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. Pudiéndose disfrutar los cinco (5)\ndías laborables mientras dure el hecho causante.\u003C\u002Fp>\n\n\u003Cp>3.Dos (2) días laborables por el fallecimiento del cónyuge o pareja de\nhecho, o parientes hasta el segundo grado de consanguinidad o afinidad. Cuando\npor tal motivo la persona trabajadora necesite hacer un desplazamiento al\nefecto, el plazo será de cinco días, siempre que la distancia al sumar los\ndos trayectos (ida y vuelta) supere los 250 kilómetros.\u003C\u002Fp>\n\n\u003Cp>4.Cuatro (4) días para ausentarse del trabajo por causa de fuerza mayor,\ncuando sea necesario por motivos familiares urgentes relacionados con\nfamiliares o personas convivientes, en caso de enfermedad o accidente que hagan\nindispensable su presencia inmediata. Estas horas de ausencia deben ser\nretribuidas cuando no sobrepasen cuatro días al año. El motivo de ausencia\ndebe ser acreditado.\u003C\u002Fp>\n\n\u003Cp>5.Un (1) día por traslado del domicilio habitual.\u003C\u002Fp>\n\n\u003Cp>6.Por el tiempo indispensable, para el cumplimiento de un deber inexcusable\nde carácter público y personal. En el caso de que el cumplimiento del deber\nsuponga la imposibilidad de prestación del trabajo en más del veinte por\nciento de las horas laborables en un período de tres meses, la empresa podrá\npasar al trabajador afectado a la situación de excedencia forzosa regulada en\nel artículo 46.1 del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>Si el trabajador, por cumplimiento del deber o desempeño del cargo, percibe\nindemnización, el importe de esta será descontado del salario a que tuviera\nderecho en la empresa.\u003C\u002Fp>\n\n\u003Cp>7.Para realizar funciones sindicales o de representación del personal.\u003C\u002Fp>\n\n\u003Cp>8.Por el tiempo indispensable para la realización de exámenes prenatales y\ntécnicas de preparación al parto y, en los casos de adopción, guarda con\nfines de adopción o acogimiento, para la asistencia a las preceptivas sesiones\nde información y preparación y para la realización de los preceptivos\ninformes psicológicos y sociales previos a la declaración de idoneidad,\nsiempre, en todos los casos, que deban tener lugar dentro de la jornada de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>9.En los casos de nacimiento de hijos prematuros o que, por cualquier causa,\ndeban permanecer hospitalizados a continuación del parto, el progenitor\ntendrá derecho a ausentarse del trabajo durante una hora al día. Asimismo,\ntendrá derecho a reducir su jornada de trabajo hasta un máximo de dos horas,\ncon disminución proporcional de salario. Para el disfrute de este permiso se\nestará a lo previsto en el artículo 37.5 del Estatuto de los Trabajadores. En\ncuanto a la concreción horaria y determinación de este permiso y reducción\nde jornada, se estará a lo dispuesto en el artículo 37.7 del mismo texto\nlegal. \u003C\u002Fp>\n\n\u003Cp>10.La asistencia a clínica y consultorios médicos durante la jornada de\ntrabajo serán retribuidas según salario convenio, siempre que estos no tengan\nestablecidos horarios de consulta que permitan asistir a ellos fuera de la\njornada de trabajo. A excepción de cuando sean superadas las dieciséis horas\nanuales, cifra a partir de la cual las horas empleadas para tal fin, deberán\nser recuperadas.\u003C\u002Fp>\n\n\u003Cp>11.Un día por boda de padres o hijos del trabajador.\u003C\u002Fp>\n\n\u003Cp>12.Hasta cuatro días por imposibilidad de acceder al centro de trabajo o\ntransitar por las vías de circulación necesarias para acudir al mismo como\nconsecuencia de las recomendaciones, limitaciones o prohibiciones al\ndesplazamiento establecidas por las autoridades competentes, así como cuando\nconcurra una situación de riesgo grave e inminente, incluidas las derivadas de\nuna catástrofe o fenómeno meteorológico adverso. Transcurridos los cuatro\ndías, el permiso se prolongará hasta que desaparezcan las circunstancias que\nlo justificaron, sin perjuicio de la posibilidad de la empresa de aplicar una\nsuspensión del contrato de trabajo o una reducción de jornada derivada de\nfuerza mayor en los términos previstos en el artículo 47.6.\u003C\u002Fp>\n\n\u003Cp>Cuando la naturaleza de la prestación laboral sea compatible con el trabajo\na distancia y el estado de las redes de comunicación permita su desarrollo, la\nempresa podrá establecerlo, observando el resto de las obligaciones formales y\nmateriales recogidas en la Ley 10\u002F2021, de 9 de julio, de trabajo a distancia,\ny en particular, el suministro de medios, equipos y herramientas adecuados.\u003C\u002Fp>\n\n\u003Cp>13.Por el tiempo indispensable para la realización de los actos\npreparatorios de la donación de órganos o tejido siempre que deban tener\nlugar dentro la jornada de trabajo.\u003C\u002Fp>\n\n\u003Cp>En todos los supuestos contemplados en este artículo, el trabajador\u002Fa\ndeberá presentar los documentos o justificantes legales o médicos que\nacrediten las circunstancias alegadas para la obtención y disfrute de tales\npermisos.\u003C\u002Fp>\n\n\u003Cp>Todos los permisos retribuidos del presente artículo serán de aplicación\na las parejas de hecho registradas como tal, de acuerdo con la legislación que\nen cada caso resulte de aplicación.\u003C\u002Fp>\n\n\u003Cp>En todo caso, en cuanto a permisos, licencias y excedencias será siempre de\naplicación lo dispuesto en el Estatuto de los Trabajadores, con carácter de\nderecho mínimo garantizado.\u003C\u002Fp>\n\n\u003Ch3 id=\"L445\">Artículo 18. Conciliación de la vida laboral, familiar y\npersonal.\u003C\u002Fh3>\n\n\u003Cp>Excedencia voluntaria. Las personas trabajadoras con al menos un año de\nantigüedad en la empresa podrán solicitar la excedencia voluntaria por un\nplazo mínimo de cuatro meses y no superior a cinco años, no computándose el\ntiempo que dure esta situación a ningún efecto.\u003C\u002Fp>\n\n\u003Cp>La petición de excedencia voluntaria será presentada al menos con treinta\ndías de antelación a la fecha de inicio prevista.\u003C\u002Fp>\n\n\u003Cp>Igualmente deberá ser solicitado por escrito el reingreso en la empresa al\nmenos treinta días antes del fin de su período de excedencia, estando\nobligada la empresa a contestar por escrito a tal petición en el plazo de\nquince a partir del siguiente al de la solicitud de reingreso.\u003C\u002Fp>\n\n\u003Cp>Si el trabajador o trabajadora en situación de excedencia no solicita el\nreingreso en el plazo establecido, al finalizar su excedencia, causará baja\nvoluntaria en la empresa. Este derecho sólo podrá ser ejercitado otra vez por\nla misma persona, si han transcurrido cuatro años desde el final de la\nanterior excedencia.\u003C\u002Fp>\n\n\u003Cp>El trabajador o trabajadora en excedencia voluntaria conserva solo un\nderecho preferente al reingreso en las vacantes de igual o similar categoría a\nla suya que hubiera o se produjeran en la empresa.\u003C\u002Fp>\n\n\u003Cp>Excedencia por cuidado de hijos\u002Fas y por cuidado de familiares. Los\ntrabajadores tendrán derecho a un periodo de excedencia de duración no\nsuperior a tres años para atender al cuidado de cada hijo, tanto cuando lo sea\npor naturaleza, como por adopción, o en los supuestos de guarda con fines de\nadopción o acogimiento permanente, a contar desde la fecha de nacimiento o, en\nsu caso, de la resolución judicial o administrativa.\u003C\u002Fp>\n\n\u003Cp>También tendrán derecho a un periodo de excedencia, de duración no\nsuperior a dos años, los trabajadores para atender al cuidado del cónyuge o\npareja de hecho, o de un familiar hasta el segundo grado de consanguinidad y\npor afinidad, incluido el familiar consanguíneo de la pareja de hecho, que por\nrazones de edad, accidente, enfermedad o discapacidad no pueda valerse por sí\nmismo, y no desempeñe actividad retribuida.\u003C\u002Fp>\n\n\u003Cp>La excedencia contemplada en el presente apartado, cuyo periodo de duración\npodrá disfrutarse de forma fraccionada, constituye un derecho individual de\nlos trabajadores y trabajadoras. No obstante, si dos o más personas\ntrabajadoras de la misma empresa generasen este derecho por el mismo sujeto\ncausante, la empresa podrá limitar su ejercicio simultáneo por razones\nfundadas y objetivas de funcionamiento debidamente motivadas por escrito\ndebiendo en tal caso la empresa ofrecer un plan alternativo que asegure el\ndisfrute de ambas personas trabajadoras y que posibilite el ejercicio de los\nderechos de conciliación.\u003C\u002Fp>\n\n\u003Cp>Cuando un nuevo sujeto causante diera derecho a un nuevo periodo de\nexcedencia, el inicio de la misma dará fin al que, en su caso, se viniera\ndisfrutando.\u003C\u002Fp>\n\n\u003Cp>El periodo en que la persona trabajadora permanezca en situación de\nexcedencia conforme a lo establecido en este artículo será computable a\nefectos de antigüedad y el trabajador tendrá derecho a la asistencia a cursos\nde formación profesional, a cuya participación deberá ser convocado por la\nempresa, especialmente con ocasión de su reincorporación. Durante el primer\naño tendrá derecho a la reserva de su puesto de trabajo. Transcurrido dicho\nplazo, la reserva quedará referida a un puesto de trabajo del mismo grupo\nprofesional o categoría equivalente.\u003C\u002Fp>\n\n\u003Cp>No obstante, cuando la persona trabajadora forme parte de una familia que\ntenga reconocida la condición de familia numerosa, la reserva de su puesto de\ntrabajo se extenderá hasta un máximo de quince meses cuando se trate de una\nfamilia numerosa de categoría general, y hasta un máximo de dieciocho meses\nsi se trata de categoría especial. Cuando la persona ejerza este derecho con\nla misma duración y régimen que el otro progenitor, la reserva de puesto de\ntrabajo se extenderá hasta un máximo de dieciocho meses.\u003C\u002Fp>\n\n\u003Cp>En el ejercicio de este derecho se tendrá en cuenta el fomento de la\ncorresponsabilidad entre mujeres y hombres y, asimismo, evitar la perpetuación\nde roles y estereotipos de género.\u003C\u002Fp>\n\n\u003Cp>Cuidado del lactante. En los supuestos de nacimiento, adopción, guarda con\nfines de adopción o acogimiento, de acuerdo con el artículo 45.1.d), del\nTexto Refundido de la Ley del Estatuto de los Trabajadores, las personas\ntrabajadoras tendrán derecho a una hora de ausencia del trabajo, que podrán\ndividir en dos fracciones, para el cuidado del lactante hasta que este cumpla\nnueve meses. La duración del permiso se incrementará proporcionalmente en los\ncasos de nacimiento, adopción, guarda con fines de adopción o acogimiento\nmúltiples.\u003C\u002Fp>\n\n\u003Cp>Quien ejerza este derecho, por su voluntad, podrá sustituirlo por una\nreducción de su jornada en media hora con la misma finalidad o acumularlo en\njornadas completas.\u003C\u002Fp>\n\n\u003Cp>En los casos contemplados en este apartado, el personal podrá disfrutar\neste derecho acumulando las horas a días completos, y sumarlo al período de\nbaja por nacimiento y\u002Fo vacaciones.\u003C\u002Fp>\n\n\u003Cp>La reducción de jornada contemplada en este apartado constituye un derecho\nindividual de las personas trabajadoras sin que pueda transferirse su ejercicio\na la otra persona progenitora, adoptante, guardadora o acogedora.\u003C\u002Fp>\n\n\u003Cp>No obstante, si dos personas trabajadoras de la misma empresa ejercen este\nderecho por el mismo sujeto causante, podrá limitarse su ejercicio simultáneo\npor razones fundadas y objetivas de funcionamiento de la empresa, debidamente\nmotivadas por escrito, debiendo en tal caso la empresa ofrecer un plan\nalternativo que asegure el disfrute de ambas personas trabajadoras y que\nposibilite el ejercicio de los derechos de conciliación. \u003C\u002Fp>\n\n\u003Cp>Cuando ambas personas progenitoras, adoptantes, guardadoras o acogedoras\nejerzan este derecho con la misma duración y régimen, el periodo de disfrute\npodrá extenderse hasta que el lactante cumpla doce meses, con reducción\nproporcional del salario a partir del cumplimiento de los nueve meses.\u003C\u002Fp>\n\n\u003Cp>La concreción horaria y la determinación del período de disfrute del este\npermiso corresponderá a quien ejerza este derecho, dentro de su jornada\nordinaria, quien deberá preavisar a la empresa con quince días de antelación\ntanto la fecha de inicio como la fecha en que se reincorporará a su jornada\nordinaria, salvo fuerza mayor.\u003C\u002Fp>\n\n\u003Cp>Se podrán unir vacaciones al período de baja por nacimiento de hijo,\nsiempre y cuando así sea solicitado por el personal afectado.\u003C\u002Fp>\n\n\u003Cp>La duración del permiso se incrementará proporcionalmente en casos de\nnacimiento, adopción, guarda con fines de adopción o acogimiento\nmúltiples.\u003C\u002Fp>\n\n\u003Cp>Este permiso podrá ser disfrutado indistintamente por el padre o la madre\nen el caso de que ambos trabajen.\u003C\u002Fp>\n\n\u003Cp>Suspensión del contrato por nacimiento. El nacimiento, que comprende el\nparto y el cuidado de menor de doce meses, suspenderá el contrato de trabajo\nde la madre biológica durante dieciséis semanas, de las cuales serán\nobligatorias las seis ininterrumpidas inmediatamente posteriores al parto, que\nhabrán de disfrutarse a jornada completa, para asegurar la protección de la\nsalud de la madre.\u003C\u002Fp>\n\n\u003Cp>El nacimiento suspenderá el contrato de trabajo del progenitor distinto de\nla madre biológica durante dieciséis semanas, de las cuales serán\nobligatorias las seis semanas ininterrumpidas inmediatamente posteriores al\nparto, que habrán de disfrutarse a jornada completa, para el cumplimiento de\nlos deberes de cuidado.\u003C\u002Fp>\n\n\u003Cp>En lo no regulado en el presente artículo en materia de suspensión del\ncontrato de trabajo por nacimiento, se estará a lo previsto en el artículo 48\ndel Estatuto de los Trabajadores. Igual remisión se realiza para la\nsuspensión derivada de adopción, guarda con fines de adopción y\nacogimiento.\u003C\u002Fp>\n\n\u003Cp>Reducción de jornada. Las personas trabajadoras que por razones de guarda\nlegal tengan a su cuidado directo a un menor de doce años o a persona con\ndiscapacidad, que no desempeñe actividad retribuida, tendrán derecho a una\nreducción de la jornada de trabajo diaria y dentro de su jornada ordinaria,\ncon disminución proporcional del salario, entre, al menos un octavo y un\nmáximo de la mitad de la duración de aquélla.\u003C\u002Fp>\n\n\u003Cp>Tendrá el mismo derecho quien precise encargarse del cuidado directo del\ncónyuge o pareja de hecho, o un familiar hasta el segundo grado de\nconsanguinidad y afinidad, incluido el familiar consanguíneo de la pareja de\nhecho, que por razones de edad, accidente o enfermedad no pueda valerse por sí\nmismo, y que no desempeñe actividad retribuida.\u003C\u002Fp>\n\n\u003Cp>Los progenitores, guardadores con fines de adopción o acogedores\npermanentes, tendrán derecho a una reducción de la jornada de trabajo, con la\ndisminución proporcional del salario de, al menos, la mitad de la duración de\naquélla, para el cuidado durante la hospitalización o tratamiento continuado\ndel menor a su cargo afectado por cáncer o por cualquier otra enfermedad\ngrave, que implique un ingreso hospitalario de larga duración y requiera de su\ncuidado directo, continuo y permanente, acreditado por el Servicio Público de\nSalud u organismo administrativo competente de la comunidad autónoma\ncorrespondiente y, como máximo hasta que el hijo o la persona que haya sido\nobjeto de acogimiento permanente o de guarda con fines de adopción, cumpla los\nveintitrés años.\u003C\u002Fp>\n\n\u003Cp>El cumplimiento de la edad de dieciocho años por el hijo o menor sujeto a\nacogimiento permanente o a guarda con fines de adopción no será causa de\nextinción de la reducción de jornada, si se mantiene la necesidad de cuidado\ndirecto, continuo y permanente.\u003C\u002Fp>\n\n\u003Cp>En los supuestos de nulidad, separación, divorcio, extinción de la pareja\nde hecho o cuando se acredite ser víctima de violencia de género, el derecho\na la reducción de jornada se reconocerá a favor del progenitor, guardador o\nacogedor con quien conviva la persona enferma, siempre que cumpla el resto de\nlos requisitos exigidos. \u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras que tengan la consideración de víctimas de\nviolencia de género, de violencia sexual o de víctimas del terrorismo\ntendrán derecho, para hacer efectiva su protección o su derecho a la\nasistencia social integral, a la reducción de la jornada de trabajo con\ndisminución proporcional del salario o a la reordenación del tiempo de\ntrabajo, a través de la adaptación del horario, de la aplicación del horario\nflexible o de otras formas de ordenación del tiempo de trabajo que se utilicen\nen la empresa. También tendrán derecho a realizar su trabajo total o\nparcialmente a distancia o a dejar de hacerlo si este fuera el sistema\nestablecido, siempre en ambos casos que esta modalidad de prestación de\nservicios sea compatible con el puesto y funciones desarrolladas por la\npersona.\u003C\u002Fp>\n\n\u003Cp>En todos los supuestos de reducción de jornada, el trabajador, salvo fuerza\nmayor, deberá preavisar por escrito a la empresa, con quince días de\nantelación, precisando la fecha en que iniciará y finalizará dicha\nreducción.\u003C\u002Fp>\n\n\u003Cp>Cuando dos o más personas trabajadoras de la empresa generasen este derecho\npor el mismo sujeto causante, se podrá limitar su ejercicio simultáneo por\nrazones justificadas de funcionamiento de la empresa, debidamente motivadas por\nescrito, debiendo en tal caso la empresa ofrecer un plan alternativo que\nasegure el disfrute de ambas personas trabajadoras y que posibilite el\nejercicio de los derechos de conciliación.\u003C\u002Fp>\n\n\u003Cp>Otros derechos. Se dispondrán de un día en caso de boda de hermano,\ndebiendo el trabajador recuperar las horas de la citada jornada.\u003C\u002Fp>\n\n\u003Ch2 id=\"L517\">CAPÍTULO IV\u003C\u002Fh2>\n\n\u003Ch3 id=\"L519\">Artículo 19. Conceptos retributivos.\u003C\u002Fh3>\n\n\u003Cp>El régimen retributivo pactado en el presente convenio se estructura de la\nsiguiente forma:\u003C\u002Fp>\n\n\u003Cp>-Salario base.\u003C\u002Fp>\n\n\u003Cp>-Antigüedad.\u003C\u002Fp>\n\n\u003Cp>-Complementos: Salariales, personales y de puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>-Gratificaciones extraordinarias.\u003C\u002Fp>\n\n\u003Cp>-Remuneraciones variables.\u003C\u002Fp>\n\n\u003Ch3 id=\"L533\">Artículo 20. Salario base y complementos.\u003C\u002Fh3>\n\n\u003Cp>1.Salario base: Es el que se fija como importe de la retribución primaria o\nbásica y se determina para cada categoría profesional en las tablas\nsalariales.\u003C\u002Fp>\n\n\u003Cp>2.Antigüedad: El personal comprendido en este convenio percibirá aumentos\nperiódicos por años de servicio consistentes en el abono de cuatrienios en la\ncuantía del cinco por ciento del salario base del convenio, correspondiente a\nla categoría en que esté clasificado.\u003C\u002Fp>\n\n\u003Cp>3.Complemento salarial: Es el que se corresponde a la categoría profesional\ndel trabajador; complementos personales son la antigüedad o aquellos propios a\nla contratación del trabajador; y los del puesto de trabajo los que\ncorresponden a las funciones encomendadas, tiempo del trabajo, nocturnidad.\u003C\u002Fp>\n\n\u003Cp>Las cantidades para percibir por este complemento se adicionarán a las que\nel trabajador viniere percibiendo, estando sujetas a revalorización conforme a\nlo dispuesto en el artículo 23 del presente convenio colectivo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L543\">Artículo 21. Gratificaciones extraordinarias.\u003C\u002Fh3>\n\n\u003Cp>Las gratificaciones de verano y navidad. Serán satisfechas cada una de\nellas a razón de una mensualidad completa. Su devengo será semestral, y\nserán satisfechas durante los meses de julio y diciembre. \u003C\u002Fp>\n\n\u003Cp>Gratificación de primavera. Se abonará esta gratificación, equivalente a\ntreinta días de retribución, durante el mes de marzo de cada año. Su devengo\nserá anual, generándose por el ejercicio inmediatamente anterior al que se\nsatisface.\u003C\u002Fp>\n\n\u003Cp>En los casos de tiempo de servicio en la empresa inferior a un año, las\ncitadas gratificaciones extraordinarias se satisfarán proporcionalmente al\ntiempo trabajado.\u003C\u002Fp>\n\n\u003Ch3 id=\"L551\">Artículo 22. Aumentos periódicos por años de servicio.\u003C\u002Fh3>\n\n\u003Cp>El personal comprendido en este convenio percibirá aumentos periódicos por\naños de servicio consistentes en el abono de cuatrienios, en la cuantía del\ncinco por ciento del salario base del convenio, correspondiente a la categoría\nen que esté clasificado.\u003C\u002Fp>\n\n\u003Cp>El devengo y abono generados por el cumplimiento del tiempo de servicio en\nla empresa quedará limitado a un máximo de seis cuatrienios, resultando\ndefinitivo y consolidado su importe desde esta fecha.\u003C\u002Fp>\n\n\u003Cp>Dicho importe consolidado, se reflejará en su momento (cumplidos los seis\ncuatrienios) en un complemento en nómina denominado antigüedad consolidada,\nque no será compensable ni absorbible.\u003C\u002Fp>\n\n\u003Ch3 id=\"L559\">Artículo 23. Incrementos salariales.\u003C\u002Fh3>\n\n\u003Cp>Anualmente durante la vigencia del presente convenio, al menos se\npracticará revisión del salario real, en función del aumento que haya\nsufrido el IPC nacional en el año inmediatamente anterior.\u003C\u002Fp>\n\n\u003Ch3 id=\"L563\">Artículo 24. Compensación y absorción de futuras mejoras.\u003C\u002Fh3>\n\n\u003Cp>Las retribuciones y condiciones contenidas en el presente convenio,\nvaloradas en su conjunto, serán compensables hasta donde alcancen, con las\nmejoras y retribuciones que sobre las mínimas reglamentarias vinieran en la\nactualidad satisfaciendo la empresa, cualquiera que sea el motivo,\ndenominación o naturaleza de dichas mejoras y retribuciones, valoradas\ntambién en su conjunto.\u003C\u002Fp>\n\n\u003Cp>Las condiciones resultantes de este convenio son absorbibles hasta donde\nalcance, por cualesquiera otras que, por disposición legal, convenio,\ncontrato, etc., puedan establecerse en el futuro.\u003C\u002Fp>\n\n\u003Ch3 id=\"L569\">Artículo 25. Retenciones salariales.\u003C\u002Fh3>\n\n\u003Cp>Los impuestos y cargas sociales que graven o puedan gravar en lo sucesivo\nlas percepciones del personal, incluidos los rendimientos en especie, serán\nsatisfechos por quien corresponda con arreglo a lo establecido en las normas de\naplicación.\u003C\u002Fp>\n\n\u003Cp>Los importes de cualesquiera percepciones que figuren en el presente\nconvenio son, en todo caso, percepciones brutas.\u003C\u002Fp>\n\n\u003Ch3 id=\"L575\">Artículo 26. Trabajos especiales.\u003C\u002Fh3>\n\n\u003Cp>El personal que trabaje en campo aplicando productos fitosanitarios,\npercibirá durante el período en el que acometa tal actividad la cifra de 100\neuros brutos mensuales. Tal cantidad se aplicará proporcionalmente al tiempo\ntrabajado con estos productos y no se consolidará entre los restantes\nemolumentos salariales, de tal manera que exclusivamente se percibirá cuando\nse realicen tales labores.\u003C\u002Fp>\n\n\u003Ch2 id=\"L579\">CAPÍTULO V\u003C\u002Fh2>\n\n\u003Ch3 id=\"L581\">Artículo 27. Prestaciones complementarias por contingencias\ncomunes y profesionales.\u003C\u002Fh3>\n\n\u003Cp>El personal afectado por el presente convenio, comprendido en el régimen de\nasistencia de la Seguridad Social, además de los beneficios otorgados por la\nmisma, \u003C\u002Fp>\n\n\u003Cp>tendrá derecho en el supuesto de incapacidad laboral por cualquier\ncontingencia común o profesional, debidamente acreditada, a que la empresa\nabone o complete las prestaciones obligatorias hasta el importe íntegro de sus\nretribuciones y hasta un límite máximo de dieciocho meses o 545 días, aunque\nel trabajador haya sido sustituido.\u003C\u002Fp>\n\n\u003Cp>Para la percepción de la diferencia a cargo de la empresa, en caso de\nenfermedad común, será condición indispensable que el trabajador cumpla con\nlas prescripciones y tratamientos, prescritos por el facultativo del Sistema\nPúblico de Salud, perdiendo el derecho reconocido en este artículo los\ntrabajadores incumplidores.\u003C\u002Fp>\n\n\u003Ch3 id=\"L589\">Artículo 28. Seguros.\u003C\u002Fh3>\n\n\u003Cp>La empresa se compromete a mantener durante la vigencia del presente\nconvenio una póliza colectiva para todo el personal en activo de la plantilla,\nesto es, trabajadores que figuren dados de alta en el momento de producirse el\nhecho causante, y que asegure las siguientes cantidades:\u003C\u002Fp>\n\n\u003Cp>1.Muerte por accidente laboral: 40.000 euros.\u003C\u002Fp>\n\n\u003Cp>2.Gran incapacidad por accidente laboral: 50.000 euros.\u003C\u002Fp>\n\n\u003Cp>3.Incapacidad permanente absoluta por accidente laboral: 50.000 euros.\u003C\u002Fp>\n\n\u003Cp>4.Incapacidad permanente total por accidente laboral: 40.000 euros.\u003C\u002Fp>\n\n\u003Cp>Solo se incluyen supuestos de accidente laboral, en ningún caso derivados\nde enfermedad profesional, común o accidente no laboral.\u003C\u002Fp>\n\n\u003Ch3 id=\"L603\">Artículo 29. Anticipos.\u003C\u002Fh3>\n\n\u003Cp>Las personas trabajadoras podrán solicitar y percibir anticipos a cuenta\npor el trabajo ya realizado, sin que pueda exceder del noventa por cien (90 %)\ndel importe del salario, salvo que la empresa decidiera conceder un anticipo en\nporcentaje superior en base a las circunstancias concurrentes en el caso.\u003C\u002Fp>\n\n\u003Ch2 id=\"L607\">CAPÍTULO VI\u003C\u002Fh2>\n\n\u003Ch3 id=\"L609\">Artículo 30. Prevención de riesgos laborales.\u003C\u002Fh3>\n\n\u003Cp>Las partes firmantes manifiestan su compromiso con la seguridad y salud de\nlos trabajadores, estableciendo como objetivo la protección de estos frente a\nlos riesgos derivados del trabajo, entre las cuales:\u003C\u002Fp>\n\n\u003Cp>1)Vigilancia de la salud. La empresa, a través del servicio médico\ncontratado efectuará un reconocimiento médico anual a todo el personal, que\nserá realizado durante el primer semestre de cada año. En el supuesto de que\nel trabajador rechazase tal reconocimiento médico, deberá firmar un documento\nen el cual quede reflejada su negativa a realizar el examen médico. También\ndeberán someterse a reconocimiento médico aquellos trabajadores que se\nreincorporen a su puesto de trabajo tras largos procesos de incapacidad\ntemporal.\u003C\u002Fp>\n\n\u003Cp>2)Evaluación de riesgos. La empresa realizará una evaluación inicial de\nriesgos para la seguridad y salud de los trabajadores, teniendo en cuenta, con\ncarácter general, las características de los puestos existentes y de las\npersonas que deban desempeñarlos. La evaluación será actualizada cuando\ncambien las condiciones de trabajo y, en todo caso, se someterá a\nconsideración y se revisará, si fuera necesario, con ocasión de los daños\npara la salud que se hayan producido. Si los resultados de la evaluación\npusieran de manifiesto situaciones de riesgos, la empresa realizará las\nactividades preventivas necesarias para eliminar o reducir y controlar tales\nriesgos, y que serán objeto de planificación en los términos legalmente\nprevistos.\u003C\u002Fp>\n\n\u003Cp>3)Protección de la maternidad. Si los resultados de la evaluación\nrevelasen un riesgo para la seguridad y salud o una posible repercusión sobre\nel embarazo o la \u003C\u002Fp>\n\n\u003Cp>lactancia de las trabajadoras, la empresa adoptará las medidas necesarias\npara evitar la exposición a dicho riesgo a través de una adaptación de las\ncondiciones o del tiempo de trabajo de la trabajadora afectada. Cuando la\nadaptación de las condiciones o del tiempo de trabajo no resulte posible o, a\npesar de la adaptación, las condiciones de un puesto de trabajo pudieran\ninfluir negativamente en la salud de la trabajadora embarazada o del feto, y\nasí lo certifiquen los Servicios Médicos del Instituto Nacional de la\nSeguridad Social o de las Mutuas, con el informe del médico del Servicio\nNacional de Salud que asista facultativamente a la trabajadora, esta deberá\ndesempeñar un puesto de trabajo o función diferente y compatible con su\nestado.\u003C\u002Fp>\n\n\u003Cp>4)\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">Formación e información. La empresa garantiza que cada trabajador\nreciba, a lo largo de su relación laboral, información y formación de los\nriesgos inherentes a los puestos de trabajo, que tendrá carácter inicial,\ncoincidiendo con el comienzo de la prestación de servicios, y periódica en\nfunción del resultado de la evaluación de riesgos y de las necesidades\nformativas que la empresa estime convenientes en este ámbito.\u003C\u002Fdiv>\u003C\u002Fp>\n\n\u003Cp>5)Delegados de Prevención. Los delegados de Prevención podrán reunirse\ncada mes, y a través de la empresa y de los representantes de los trabajadores\nse podrán acordar reuniones al objeto de desarrollar la política de seguridad\ny salud. Anualmente la empresa entregará al delegado de Prevención un informe\ncon el plan de prevención de riesgos laborales actualizado, así como un\nestudio sobre futuras acciones previstas en esta materia. El delegado de\nPrevención de los trabajadores será informado en todo momento de las visitas\nrealizadas por la Mutua correspondientes y de su objeto.\u003C\u002Fp>\n\n\u003Cp>6)Obligaciones de los trabajadores en materia de prevención de riesgos:\u003C\u002Fp>\n\n\u003Cp>-Velar, según sus posibilidades y mediante el cumplimiento de las medidas\nde prevención que en cada caso sean adoptadas, por su propia seguridad y salud\nen el trabajo y por las de aquellas otras personas a las que pueda afectar su\nactividad profesional, a causa de sus actos y omisiones en el trabajo, de\nconformidad con su formación y las instrucciones de la empresa.\u003C\u002Fp>\n\n\u003Cp>-Usar adecuadamente, de acuerdo con su naturaleza y los riesgos previsibles,\nlas máquinas, aparatos, herramientas, sustancias peligrosas, equipos de\ntransporte y, en general, cualesquiera otros medios con los que desarrollen su\nactividad.\u003C\u002Fp>\n\n\u003Cp>-Utilizar correctamente los medios y equipos de protección facilitados por\nla empresa, de acuerdo con las instrucciones recibidas de ésta.\u003C\u002Fp>\n\n\u003Cp>-No poner fuera de funcionamiento y utilizar correctamente los dispositivos\nde seguridad existentes o que se instalen en los medios relacionados con su\nactividad o en los lugares de trabajo en los que ésta tenga lugar.\u003C\u002Fp>\n\n\u003Cp>-Informar de inmediato a su superior jerárquico directo, y a los\ntrabajadores designados para realizar actividades de protección y de\nprevención o, en su caso, al servicio de prevención, acerca de cualquier\nsituación que, a su juicio, entrañe, por motivos razonables, un riesgo para\nla seguridad y la salud de los trabajadores.\u003C\u002Fp>\n\n\u003Cp>-Contribuir al cumplimiento de las obligaciones establecidas por la\nautoridad competente con el fin de proteger la seguridad y salud de los\ntrabajadores en el trabajo.\u003C\u002Fp>\n\n\u003Cp>-Cooperar con la empresa para que ésta pueda garantizar unas condiciones de\ntrabajo que sean seguras y no entrañen riesgos para la seguridad y la salud de\nlos trabajadores.\u003C\u002Fp>\n\n\u003Cp>El incumplimiento por los trabajadores de las obligaciones en materia de\nprevención de riesgos tendrá la consideración de incumplimiento laboral\ngrave. Si dichas acciones u omisiones tuvieran trascendencia grave para la\nintegridad física o la salud propia o del resto de trabajadores o\ntrabajadoras, se considerará como falta muy grave.\u003C\u002Fp>\n\n\u003Ch3 id=\"L643\">Artículo 31. Garantía de igualdad y no discriminación entre\nlas personas.\u003C\u002Fh3>\n\n\u003Cp>Las partes firmantes de este convenio se comprometen a garantizar la no\ndiscriminación por nacimiento, sexo, raza, religión, opinión o cualquier\notra condición o circunstancia personal o social, como prescribe el artículo\n14 de la Constitución. \u003C\u002Fp>\n\n\u003Cp>Los derechos establecidos en el presente convenio afectan por igual al\nhombre y a la mujer de acuerdo con las disposiciones vigentes en cada momento.\nNinguna cláusula de este podrá ser interpretada en sentido discriminatorio en\nlos grupos profesionales, condiciones de trabajo o remuneración entre\ntrabajadores de uno u otro sexo.\u003C\u002Fp>\n\n\u003Cp>De igual manera, en el ámbito laboral, no se permitirá ni tolerará el\nacoso sexual, ni el acoso por razón de sexo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L651\">Artículo 32. Reserva de plantilla a favor de trabajadores con\ndiscapacidad.\u003C\u002Fh3>\n\n\u003Cp>En relación con esta materia se estará a lo dispuesto legalmente.\u003C\u002Fp>\n\n\u003Ch2 id=\"L655\">CAPÍTULO VII\u003C\u002Fh2>\n\n\u003Ch3 id=\"L657\">Artículo 33. Crédito horario y otros derechos de los\nrepresentantes legales de las personas trabajadoras.\u003C\u002Fh3>\n\n\u003Cp>Para quienes ostenten cargos de representación legal de las personas\ntrabajadoras se estará a lo dispuesto en el Estatuto de los Trabajadores y\ndemás normativa de aplicación.\u003C\u002Fp>\n\n\u003Ch3 id=\"L661\">Artículo 34. Derecho de información.\u003C\u002Fh3>\n\n\u003Cp>Durante el mes de enero, finalizado el ejercicio anual de la empresa, se\nentregará a los representantes legales de las personas trabajadoras, la\nsiguiente documentación:\u003C\u002Fp>\n\n\u003Cp>1.Balance y cuenta de resultados correspondiente al ejercicio finalizado.\u003C\u002Fp>\n\n\u003Cp>2.Situación actual de la plantilla: Plantilla actual y futuras\ncontrataciones previstas.\u003C\u002Fp>\n\n\u003Cp>La información sobre evolución general del sector, situación de la\nproducción y ventas se realizará trimestralmente y la información de las\nhoras extraordinarias realizadas mensualmente.\u003C\u002Fp>\n\n\u003Ch2 id=\"L671\">CAPÍTULO VIII\u003C\u002Fh2>\n\n\u003Ch3 id=\"L673\">Artículo 35. Faltas y sanciones laborales. Su procedimiento.\u003C\u002Fh3>\n\n\u003Cp>La facultad disciplinaria sobre los trabajadores y trabajadoras comprendidos\nen el presente convenio corresponde a la dirección de la empresa o las\npersonas en las que ésta delegue.\u003C\u002Fp>\n\n\u003Cp>La empresa podrá sancionar a los trabajadores y las trabajadoras que\nincumplan sus obligaciones laborales, de acuerdo con la calificación de faltas\nque se establece en el presente convenio.\u003C\u002Fp>\n\n\u003Cp>Las acciones u omisiones punibles en que incurran los trabajadores y las\ntrabajadoras se clasificarán atendiendo a su importancia y trascendencia en\nleves, graves y muy graves.\u003C\u002Fp>\n\n\u003Cp>A la hora de calificar una infracción, deberá además tenerse en cuenta si\nexiste reiteración en este tipo de conductas, la existencia de advertencias\nprevias y la gravedad del daño causado.\u003C\u002Fp>\n\n\u003Cp>La enumeración de las faltas que se señalan a continuación tiene\ncarácter enunciativa y no limitativa, por lo que podrá ser sancionada por la\nempresa cualquier infracción de la normativa laboral vigente o incumplimiento\ncontractual, aún en el caso de no estar tipificadas en el presente\nconvenio. \u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Faltas leves. Se considerarán como faltas leves las\nsiguientes:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1)Los retrasos en la entrada y los adelantos en la salida, injustificados y\nmenores o iguales a tres en un mes, sin perjuicio de los márgenes de\nflexibilidad establecidos en la empresa.\u003C\u002Fp>\n\n\u003Cp>2)No fichar a la entrada y a la salida del trabajo, o registrar\nincorrectamente el fichaje, en dos ocasiones durante el plazo de un mes.\u003C\u002Fp>\n\n\u003Cp>3)Ausentarse del trabajo sin causa justificada, ni contar con el permiso de\nsu responsable inmediato, siempre que no exceda de una hora y no afecte\ngravemente al servicio.\u003C\u002Fp>\n\n\u003Cp>4)El trato incorrecto o descortés con la dirección de la empresa y con los\ncompañeros y compañeras de trabajo.\u003C\u002Fp>\n\n\u003Cp>5)No comunicar a la empresa con la debida diligencia los cambios de\ndomicilio y\u002Fo variaciones en la situación familiar que puedan tener incidencia\nen la Seguridad Social, Hacienda Pública, acción asistencial o régimen\nobligacional de la empresa.\u003C\u002Fp>\n\n\u003Cp>6)No informar a la persona responsable o superior inmediato en las primeras\nhoras de la jornada de las causas de inasistencia al trabajo, salvo causa\njustificada que pueda impedirlo.\u003C\u002Fp>\n\n\u003Cp>7)Queda prohibido el uso de teléfonos móviles particulares durante la\njornada de trabajo, a excepción de situaciones de emergencia familiar u otras\ncausas de fuerza mayor. La falta podrá ser considerada muy grave cuando\nconcurra reiteración en atención a la entidad y trascendencia del riesgo o\ndaño efectivo producido en la integridad física de la persona trabajadora\nincumplidora o del resto del personal, así como en las instalaciones o\nmaquinaria de la empresa. Debe entenderse que el teléfono móvil es uno de los\nprincipales portadores de virus, los cuales pueden contaminar las fincas\ndestinadas a investigación, pudiendo en última instancia llegar a la clausura\nde las mismas, como medida preventiva. Así como también puede llegar a ser el\norigen de determinados accidentes laborales, originados por la utilización del\nteléfono móvil, mientras se realiza la manipulación de maquinaria.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Faltas graves. Se considerarán faltas graves las\nsiguientes:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1)Los retrasos en la entrada y los adelantos en la salida, injustificados y\nque excedan de tres en un mes, o que se reiteren en un período de tres meses\nsuperando su número el de ocho, y todo ello sin perjuicio de los márgenes de\nflexibilidad establecidos en la empresa.\u003C\u002Fp>\n\n\u003Cp>2)No fichar a la entrada y a la salida del trabajo, o registrar\nincorrectamente el fichaje, en más de dos ocasiones durante el plazo de dos\nmeses.\u003C\u002Fp>\n\n\u003Cp>3)La falta al trabajo o ausentarse del puesto de trabajo durante un día sin\ncausa justificada. Cuando de esta falta se deriven perjuicios para la empresa,\nse considerará como falta muy grave.\u003C\u002Fp>\n\n\u003Cp>4)La desobediencia a sus superiores en cualquier materia de trabajo. Si la\ndesobediencia es reiterada, implica quebranto para el trabajo o de ella se\nderivase perjuicio para la empresa, podrá ser considerada como falta muy\ngrave.\u003C\u002Fp>\n\n\u003Cp>5)La imprudencia o negligencia en acto de trabajo. Si implicase riesgo de\naccidente para el trabajador, para sus compañeros o compañeras o peligro de\navería para las instalaciones de la empresa, se considerarla como falta muy\ngrave.\u003C\u002Fp>\n\n\u003Cp>6)Acciones u omisiones que supongan incumplimiento de normas, procedimientos\no instrucciones de la empresa en aplicación de la normativa de prevención de\nriesgos laborales. Si dichas acciones u omisiones tuvieran trascendencia grave\npara la integridad física o la salud propia o del resto de trabajadores o\ntrabajadoras, se considerará como falta muy grave.\u003C\u002Fp>\n\n\u003Cp>7)No comunicar a la empresa hechos que hayan podido presenciarse o que\nfueren conocidos y que causen o puedan causar perjuicio grave para los\nintereses de la empresa.\u003C\u002Fp>\n\n\u003Cp>8)La ocultación maliciosa de errores propios y de retrasos producidos en el\ntrabajo que causen perjuicio para la empresa.\u003C\u002Fp>\n\n\u003Cp>9)La reincidencia o reiteración en tres faltas leves, aunque sean de\ndistinta naturaleza, cometidas dentro de un período de tres meses siguientes\nde haberse producido la primera.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Faltas muy graves. Se considerarán faltas muy graves las\nsiguientes:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1)La falta al trabajo o ausentarse del puesto de trabajo durante dos días\nen un período de dos meses, sin causa justificada.\u003C\u002Fp>\n\n\u003Cp>2)La transgresión de la buena fe contractual, así como el fraude,\ndeslealtad o abuso de confianza, en el desempeño del trabajo y\u002Fo en las\ngestiones encomendadas, así como en el trato con los compañeros y compañeras\nde trabajo o cualquiera otra persona al servicio de la empresa en relación al\ntrabajo con esta.\u003C\u002Fp>\n\n\u003Cp>3)Causar daños de manera intencionada a personas o hacer desaparecer,\ninutilizar o causar desperfectos en materiales, útiles, herramientas,\nmaquinaria, aparatos, instalaciones, edificios, enseres y documentos de la\nempresa, así como emplearlos para uso propio o sacarlos de las dependencias de\nla empresa sin la debida autorización.\u003C\u002Fp>\n\n\u003Cp>4)La simulación de enfermedad o accidente, así como la realización de\nactividades incompatibles con la situación de baja por enfermedad o\naccidente.\u003C\u002Fp>\n\n\u003Cp>5)La embriaguez habitual o toxicomanía cuando redunde negativamente en el\nrendimiento en el trabajo o puedan ocasionar riesgos a la seguridad en el\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>6)Fumar en el interior de las dependencias de la empresa, salvo en los\nlugares especialmente habilitados para ello.\u003C\u002Fp>\n\n\u003Cp>7)La violación del secreto de correspondencia o documentos reservados a la\nempresa.\u003C\u002Fp>\n\n\u003Cp>8)Los malos tratos de palabra u obra, el abuso de autoridad o la falta grave\nde respeto y consideración a los directivos y mandos de la empresa o a sus\nfamiliares, así como a los compañeros y compañeras, y subordinados.\u003C\u002Fp>\n\n\u003Cp>9)El acoso laboral y el abuso de autoridad por parte de superiores.\u003C\u002Fp>\n\n\u003Cp>10)El acoso sexual y por razón de sexo en los términos establecidos en la\nLey y en el convenio colectivo, así como aquellos comportamientos que atenten\ncontra la libertad sexual, la orientación e identidad sexual y la expresión\nde género de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>11)La disminución continuada y voluntaria en el rendimiento del trabajo\nnormal o pactado.\u003C\u002Fp>\n\n\u003Cp>12)La ausencia injustificada de más de dos días consecutivos al\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>13)La reincidencia en falta grave, aunque sea de distinta naturaleza,\nsiempre que se cometa en un período de seis meses siguientes de haberse\nproducido la primera.\u003C\u002Fp>\n\n\u003Cp>14)Los incumplimientos en materia de seguridad e higiene.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Sanciones\u003C\u002Fstrong>. Corresponde a la Dirección de la empresa la\nfacultad de imponer las sanciones en los términos contenidos en el presente\nconvenio.\u003C\u002Fp>\n\n\u003Cp>Las sanciones máximas que pueden imponerse en cada caso, atendiendo a la\ngravedad de la falta cometida, serán las siguientes:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>A)Por faltas leves:\u003C\u002Fstrong> Amonestación verbal, amonestación por\nescrito, suspensión de empleo y sueldo hasta tres (3) días.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B)Por faltas graves:\u003C\u002Fstrong> Suspensión de empleo y sueldo hasta\nquince (15) días.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>C)Por faltas muy graves:\u003C\u002Fstrong> Desde la suspensión de empleo y\nsueldo de dieciséis (16) a sesenta (60) días hasta el despido de la persona\ntrabajadora.\u003C\u002Fp>\n\n\u003Cp>Procedimiento sancionador. La facultad de la empresa para imponer sanciones\ndeberá ejercitarse por escrito, salvo en el caso de amonestación verbal.\u003C\u002Fp>\n\n\u003Cp>De toda sanción impuesta se dará traslado del escrito a la persona\nsancionada, quien deberá acusar recibo, o en su lugar, un testigo en caso de\nnegarse a ello,\u003C\u002Fp>\n\n\u003Cp>entregando siempre copia al interesado objeto de sanción conteniéndose el\ntipo de falta cometida, la fecha y los hechos que la motivan.\u003C\u002Fp>\n\n\u003Cp>La imposición de sanciones por faltas graves y muy graves será notificada\na los representantes legales de los trabajadores.\u003C\u002Fp>\n\n\u003Cp>La empresa, atendiendo a las circunstancias concurrentes, podrá aplicar a\nlas faltas cualesquiera de las sanciones previstas para tipos de inferior\ngravedad sin que tal disminución de la sanción implique variación en la\ncalificación de la falta.\u003C\u002Fp>\n\n\u003Cp>No será necesario la incoación de expediente contradictorio excepto a la\nrepresentación legal de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>En los supuestos de faltas muy graves que puedan acarrear la sanción por\ndespido, la empresa deberá incoar frente al trabajador interesado trámite de\naudiencia, para que en el plazo de cinco días naturales pueda manifestar lo\nque a su derecho convenga, periodo en el que se suspende la prescripción de la\nfalta.\u003C\u002Fp>\n\n\u003Cp>Prescripción. Las faltas cometidas por las personas trabajadoras\nprescribirán en los siguientes plazos, a computar desde la fecha en que la\nempresa tuvo conocimiento de su comisión, y, en todo caso, a los seis meses de\nhaberse cometido.\u003C\u002Fp>\n\n\u003Cp>-Faltas leves: Prescribirán a los diez (10) días.\u003C\u002Fp>\n\n\u003Cp>-Faltas graves: Prescribirán a los veinte (20) días.\u003C\u002Fp>\n\n\u003Cp>-Faltas muy graves: Prescribirán a los sesenta (60) días.\u003C\u002Fp>\n\n\u003Ch2 id=\"L783\">CAPÍTULO IX\u003C\u002Fh2>\n\n\u003Ch3 id=\"L785\">Artículo 36. Aprovechamiento de las materias primas.\u003C\u002Fh3>\n\n\u003Cp>Empresa y sus representantes legales, establecerán cuantas medidas\nconsideren convenientes en orden a mejorar la producción, a una más depurada\ncalidad y al perfeccionamiento de los servicios, a la economía de materiales y\nsuministros, y al más y mejor aprovechamiento de las materias primas y a la\nconservación de maquinaría, instalaciones y toda clase de herramienta y\nútiles de trabajo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-green_trigger\">\u003Ch3 id=\"L789\">Artículo 37. Protección del medio ambiente.\u003C\u002Fh3>\n\n\u003Cp>Las partes firmantes desean concluir este convenio colectivo con el firme\ncompromiso de mejorar y actuar respetuosamente con el medio ambiente,\nprotegiendo los intereses sociales en este ámbito.\u003C\u002Fp>\n\n\u003Cp>A tal efecto se considera fundamental para conseguir este fin colaborar,\npromover y fomentar la cooperación entre la dirección de la empresa y los\ntrabajadores para el cumplimiento y seguimiento de la normativa medioambiental,\nasí como proponiendo medidas tendentes a reducir riesgos y colaborar en el\ndiseño y desarrollo de acciones formativas en materias relacionadas al medio\nambiente.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L795\">Artículo 38. Cláusula LGTBI.\u003C\u002Fh3>\n\n\u003Cp>La empresa implementará un Plan LGTBI, con las siguientes\ncaracterísticas:\u003C\u002Fp>\n\n\u003Cp>1.Existencia de cláusulas de igualdad de trato y no discriminación, con\nreferencia expresa no solo a la orientación e identidad sexual sino también a\nla expresión de género o características sexuales.\u003C\u002Fp>\n\n\u003Cp>2.Garantizar el acceso al empleo con medidas que contribuyan a erradicar\nestereotipos del colectivo LGTBI en los procesos de selección y que garanticen\nla utilización de criterios objetivos como la formación o la idoneidad de la\npersona para el puesto concreto., con especial atención a las personas trans\ncomo colectivo especialmente vulnerable.\u003C\u002Fp>\n\n\u003Cp>Para ello, se establecen las siguientes medidas:\u003C\u002Fp>\n\n\u003Cp>-Se garantizará que los procesos de acceso, selección y contratación no\ncontienen elementos discriminatorios por razón de la orientación e identidad\nsexual o su expresión de género, con especial atención a las personas trans\ncomo colectivo especialmente vulnerable, priorizando la formación e idoneidad\nde la persona para el puesto de trabajo independientemente de su orientación\nsexual o su expresión de género.\u003C\u002Fp>\n\n\u003Cp>-Todas las ofertas de empleo que se publiquen se redactarán en lenguaje\ninclusivo y con los requisitos necesarios para el puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>-Las personas que participen en los procesos de selección dispondrán de la\nformación adecuada, para evitar cualquier sesgo o estereotipo de género,\norientación o identidad o características sexuales, y realizarán las\nentrevistas omitiendo las circunstancias personales o familiares de las\npersonas entrevistadas, no relevantes para el proceso de selección.\u003C\u002Fp>\n\n\u003Cp>3.Establecimiento de criterios para la clasificación y promoción\nprofesional que no conlleven discriminación. Como medida para ello se\nestablecerán y publicaran los criterios objetivos que se tendrán o se hayan\ntenido en cuenta para las reclasificaciones o las promociones realizadas.\u003C\u002Fp>\n\n\u003Cp>4.Integrar en los planes de formación de la empresa módulos específicos\nsobre derechos del colectivo LGTBI dirigidos a toda la plantilla. Para ello se\nestablecerán las siguientes medidas:\u003C\u002Fp>\n\n\u003Cp>-En la formación que se imparta se tendrá en cuenta de forma transversal\nel principio de Igualdad de oportunidades y no discriminación de las personas\nLGTBI.\u003C\u002Fp>\n\n\u003Cp>-Se realizarán acciones formativas dirigidas a toda la plantilla,\nincluyendo los mandos intermedios, puestos directivos y personas trabajadoras\ncon responsabilidad en la dirección de personas y recursos humanos en las que\nse tenga en cuenta, de forma transversal la igualdad de oportunidades y la no\ndiscriminación de las personas LGTBI.\u003C\u002Fp>\n\n\u003Cp>-Se informará y difundirá entre toda la plantilla sobre el conjunto de\nestas medidas planificadas LGTBI.\u003C\u002Fp>\n\n\u003Cp>-Se realizarán acciones o jornadas de sensibilización a la plantilla, en\nmaterias tales como el protocolo de prevención del acoso; entornos libres de\ndiscriminación e inclusivos, igualdad de trato y no discriminación.\u003C\u002Fp>\n\n\u003Cp>-Se fomentará la utilización de lenguaje y de material audiovisual\ninclusivo en las comunicaciones de la empresa.\u003C\u002Fp>\n\n\u003Cp>5.Promover la heterogeneidad de la plantilla para lograr entornos laborales\ndiversos, seguros e inclusivos, con el fin de prevenir situaciones de acoso y\nviolencia en el trabajo.\u003C\u002Fp>\n\n\u003Cp>Y como medida para ello, la empresa cuenta con un Protocolo de actuación,\npara la atención del acoso y la violencia contra las personas LGTBI, en el\námbito laboral.\u003C\u002Fp>\n\n\u003Cp>6.Garantizar el acceso a los permisos y beneficios sociales sin\ndiscriminación alguna y en condiciones de igualdad, con especial atención a\nlas personas, teniendo en cuenta la existencia de distintos modelos de\nfamilia.\u003C\u002Fp>\n\n\u003Cp>Dada la naturaleza y especial protección que tienen los datos relativos a\nla identidad u orientación sexual y expresión de género, la empresa tratará\ndichos datos con la máxima confidencialidad y sigilo, extremando el rigor y la\nprudencia en el tratamiento y gestión de dichos datos, usándolos\nexclusivamente para aquellas cuestiones en las que sea imprescindible\nhacerlo.\u003C\u002Fp>\n\n\u003Cp>Todas las personas que participen en la gestión y tratamiento de dichos\ndatos se comprometerán a tratar con confidencialidad la citada\ninformación.\u003C\u002Fp>\n\n\u003Cp>Cláusula de garantía adicional.\u003C\u002Fp>\n\n\u003Cp>Garantía artículo 84 del Estatuto de los Trabajadores, este convenio se\nentenderá de mínimos con relación a las materias prevalentes de convenios de\námbito superior en que esté incluido por la actividad propia de la\nempresa.\u003C\u002Fp>\n\n\u003Cp>En Calahorra (La Rioja) a 21 de mayo de 2025.\u003C\u002Fp>\n\n\u003Ch2 id=\"L841\">ANEXO I\u003C\u002Fh2>\n\n\u003Ch3 id=\"L843\">Tabla de salarios 2025\u003C\u002Fh3>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n \u003Ctbody>\n \u003Ctr style=\"height:18.95pt\">\n \u003Ctd width=\"22\" style=\"width:16.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"339\" colspan=\"3\" style=\"width:253.9pt;border-top:solid windowtext 1.0pt; border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:7.5pt\">Salario base Bruto\n año\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"22\" rowspan=\"4\" style=\"width:16.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Personal Técnico\n Titulado\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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:16.8pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Titulado\u002Fa\n Superior Máster.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.365,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">20.475,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Titulado\u002FA\n Superior.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.363,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">20.445,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Titulado\u002FA\n Grado Medio.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.360,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">20.400,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"22\" rowspan=\"4\" style=\"width:16.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">2\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Personal\n Administración\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Responsable\n Administración.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.360,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">20.400,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Técnico\u002Fa\n Administración.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.255,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">18.825,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Auxiliar\n Administración.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.180,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">17.700,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"22\" rowspan=\"5\" style=\"width:16.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">3\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Personal\n Agrícola\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Responsable\n Finca.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.360,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">20.400,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Capataz.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.320,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">19.800,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Especialista\n Agrícola.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.255,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">18.825,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Peón\u002Fa\n Agrícola.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.180,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">17.700,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"22\" rowspan=\"6\" style=\"width:16.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">4\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Personal\n Almacén\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Responsable\n Almacén.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.360,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">20.400,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Encargado\u002Fa\n Almacén.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.320,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">19.800,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Técnico\u002Fa\n Almacén.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.255,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">18.825,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Auxiliar\n Administración Almacén.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.180,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">17.700,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Auxiliar\n Almacén.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.180,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">17.700,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"22\" rowspan=\"4\" style=\"width:16.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">5\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Personal\n Desarrollo\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Responsable\n Desarrollo.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.360,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">20.400,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Técnico\u002Fa\n Desarrollo.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.255,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">18.825,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Auxiliar\n Desarrollo.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.180,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">17.700,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"22\" rowspan=\"4\" style=\"width:16.3pt;border:solid windowtext 1.0pt; border-right:none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">6\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Personal\n Informática\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Responsable\n Informática.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.360,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">20.400,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Técnico\u002Fa\n Informática.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.255,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">18.825,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.3pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Auxiliar\n Informática.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" style=\"width:53.3pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.180,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">17.700,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"22\" rowspan=\"4\" style=\"width:16.3pt;border:none;border-left:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">7\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"206\" style=\"width:154.3pt;border:none;border-left:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Personal\n Laboratorio\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" style=\"width:53.3pt;border:none;border-left:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border-top:none;border-left:solid windowtext 1.0pt; border-bottom:none;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Responsable\n Laboratorio.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.360,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">20.400,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Técnico\u002Fa\n Laboratorio.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.255,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">18.825,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Auxiliar\n Laboratorio.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.180,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">17.700,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"22\" rowspan=\"4\" style=\"width:16.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">8\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Marketing\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Responsable\n Marketing.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.360,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">20.400,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Técnico\u002Fa\n Marketing.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.255,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">18.825,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Auxiliar\n Marketing.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.180,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">17.700,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"22\" rowspan=\"6\" style=\"width:16.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">9\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Personal\n Investigación\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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:16.8pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Director\u002Fa\n Técnico.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.365,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">20.475,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Jefe\u002Fa\n de Departamento.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.365,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">20.475,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Investigador\u002Fa\n Senior.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.365,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">20.475,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Investigador\u002Fa\n Junior.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.363,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">20.445,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Ayudante\u002Fa\n Investigación.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.255,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">18.825,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"22\" rowspan=\"4\" style=\"width:16.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">10\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Personal\n Producciones\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Responsable\n Producciones.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.360,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">20.400,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Técnico\u002Fa\n Producciones.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.255,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">18.825,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Auxiliar\n Administrativo Producciones.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.180,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">17.700,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"22\" rowspan=\"5\" style=\"width:16.3pt;border:solid windowtext 1.0pt; border-right:none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">11\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Personal\n Ventas\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Jefe\u002FA\n Ventas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.360,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">20.400,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Delegado\u002FA\n Comercial.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.357,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">20.355,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border-top:solid windowtext 1.0pt; border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Técnico\u002Fa\n Comercial.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" 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 class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.355,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;border-bottom: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">20.325,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"206\" style=\"width:154.3pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">Auxiliar\n Ventas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"71\" style=\"width:53.3pt;border:solid windowtext 1.0pt;border-right: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">1.180,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"62\" style=\"width:46.3pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt;font-family:"Franklin Gothic Book",sans-serif\">17.700,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\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\n",{"CBA_MNCOMPA_1":44,"JOBTITLE_trigger":48,"TRAINING_trigger":52,"trainingprogrammes":56,"green_trigger":58,"healthandsafetytraining":62},{"bindId":45,"name":46,"text":47},"CBA_MNCOMPA_1","Visto el texto del I Convenio colectivo ","Visto el texto del I Convenio colectivo de la empresa Ramiro Arnedo, SA\n(código de convenio n.° 90104882012025) para el periodo 2025 a 2029, que fue\nsuscrito con fecha 26 de marzo de 2025, de una parte, por las personas\ndesignadas por la Empresa en representación de la misma, y de otra por el\nComité de Empresa y los\u002Fas Delegados\u002Fas de Personal, en representación de las\npersonas trabajadoras afectadas, y que ha sido finalmente subsanado mediante\nacta de 21 de mayo de 2025, y de conformidad con lo dispuesto en el artículo\n90, apartados 2 y 3, de la Ley del Estatuto de los Trabajadores, texto\nrefundido aprobado por Real Decreto Legislativo 2\u002F2015, de 23 de octubre, y en\nel Real Decreto 713\u002F2010, de 28 de mayo, sobre registro y depósito de\nconvenios colectivos, acuerdos colectivos de trabajo y planes de igualdad,",{"bindId":49,"name":50,"text":51},"JOBTITLE_trigger","Artículo 7. Clasificación profesional. S","Artículo 7. Clasificación profesional.\n\nSe establece un sistema de clasificación profesional por grupos\nprofesionales, determinados por aquellos puestos de trabajo que presentan una\nbase profesional homogénea dentro de la organización del trabajo.\n\nLa empresa ostenta los siguientes Grupos Profesionales y Categorías\nProfesionales de cada uno de ellos:\n\nGrupo Profesional 1. Personal Técnico Titulado:\n\n-Titulado\u002Fa superior máster: Titulación Superior y Máster.\n\n-Titulado\u002Fa superior: Sin Máster.\n\n-Titulado\u002Fa grado medio: Titulación Grado Medio.\n\nGrupo Profesional 2. Personal Administración:\n\n-Responsable administración: Titulación Superior sin Máster, personal a\ncargo.\n\n-Técnico\u002Fa administración: Titulación Grado Medio.\n\n-Auxiliar administración: Sin titulación, labores elementales.\n\nGrupo Profesional 3. Personal Agrícola:\n\n-Responsable finca: Titulación Superior, personal a cargo.\n\n-Capataz: Titulación Grado Medio, personal a cargo.\n\n-Especialista agrícola: Sin formación, personal a cargo.\n\n-Peón\u002Fa agrícola: Sin formación.\n\n-Grupo Profesional 4. Personal Almacén:\n\n-Responsable almacén: Titulación Grado Medio, personal a cargo.\n\n-Encargado\u002Fa almacén: Sin formación, personal a cargo.\n\n-Técnico\u002Fa almacén: Sin formación.\n\n-Auxiliar administración almacén. Sin titulación, labores elementales.\n\n-Auxiliar almacén: Sin titulación, labores elementales.\n\nGrupo Profesional 5. Personal Desarrollo:\n\n-Responsable desarrollo: Titulación Superior Sin Máster, personal a\ncargo.\n\n-Técnico\u002Fa desarrollo: Titulación Grado Medio.\n\n-Auxiliar desarrollo: Sin titulación, labores elementales.\n\nGrupo Profesional 6. Personal informática:\n\n-Responsable informática: Titulación Superior Sin Máster, personal a\ncargo.\n\n-Técnico\u002Fa informática: Titulación Superior.\n\n-Auxiliar informática: Sin titulación, labores elementales.\n\nGrupo Profesional 7. Personal laboratorio:\n\n-Responsable laboratorio: Titulación Superior sin Máster, personal a\ncargo.\n\n-Técnico\u002Fa laboratorio: Titulación Grado Medio.\n\n-Auxiliar laboratorio: Sin titulación, labores elementales.\n\nGrupo Profesional 8. Marketing:\n\n-Responsable marketing: Titulación Superior, personal a cargo.\n\n-Técnico\u002Fa marketing: Titulación superior.\n\n-Auxiliar marketing: Sin titulación, labores elementales. \n\nGrupo Profesional 9. Personal Investigación:\n\n-Director\u002Fa técnico: Titulación Superior con Máster, Dirección\nDepartamento, personal a cargo.\n\n-Jefe\u002Fa de departamento: Titulación Superior, con Máster, personal a\ncargo.\n\n-Investigador\u002Fa senior: Titulación Superior con Máster, personal a\ncargo.\n\n-Investigador\u002Fa junior: Titulación Superior con Máster.\n\n-Ayudante\u002Fa investigación: Titulación Superior.\n\nGrupo Profesional 10. Personal Producciones:\n\n-Responsable producciones: Titulación superior, personal a cargo.\n\n-Técnico\u002Fa producciones: Titulación grado medio.\n\n-Auxiliar administrativo producciones: Sin titulación, labores\nelementales.\n\nGrupo Profesional 11. Personal Ventas:\n\n-Jefe\u002Fa ventas: Titulación Superior sin Máster, personal a cargo.\n\n-Delegado\u002Fa comercial: Titulación Superior sin Máster.\n\n-Técnico\u002Fa comercial: Titulación Superior sin Máster.\n\n-Auxiliar ventas: Sin titulación, labores elementales.",{"bindId":53,"name":54,"text":55},"TRAINING_trigger","Entre las funciones de esta Comisión est","Entre las funciones de esta Comisión estará también las de elaboración y\npromoción de planes de formación de empresa destinados a adecuar los\nconocimientos profesionales de la plantilla y facilitar su formación\nprofesional. Así mismo, evaluará las acciones realizadas a fin de revisar las\norientaciones, promover nuevas actividades y actualizar la definición de los\nobjetivos y prioridades de la formación profesional.",{"bindId":57,"name":54,"text":55},"trainingprogrammes",{"bindId":59,"name":60,"text":61},"green_trigger","Artículo 37. Protección del medio ambien","Artículo 37. Protección del medio ambiente.\n\nLas partes firmantes desean concluir este convenio colectivo con el firme\ncompromiso de mejorar y actuar respetuosamente con el medio ambiente,\nprotegiendo los intereses sociales en este ámbito.\n\nA tal efecto se considera fundamental para conseguir este fin colaborar,\npromover y fomentar la cooperación entre la dirección de la empresa y los\ntrabajadores para el cumplimiento y seguimiento de la normativa medioambiental,\nasí como proponiendo medidas tendentes a reducir riesgos y colaborar en el\ndiseño y desarrollo de acciones formativas en materias relacionadas al medio\nambiente.",{"bindId":63,"name":64,"text":65},"healthandsafetytraining","Formación e información. La empresa gara","Formación e información. La empresa garantiza que cada trabajador\nreciba, a lo largo de su relación laboral, información y formación de los\nriesgos inherentes a los puestos de trabajo, que tendrá carácter inicial,\ncoincidiendo con el comienzo de la prestación de servicios, y periódica en\nfunción del resultado de la evaluación de riesgos y de las necesidades\nformativas que la empresa estime convenientes en este ámbito.","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>CONVENIO COLECTIVO DE RAMIRO ARNEDO, SA 2025_2029 - 2025\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2025-01-01\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">Fecha de término: → 2029-12-31\u003C\u002Fdiv>\n \n \n\n \u003C!-- TODO: previous CBA logic -->\n \u003C!-- TODO: status logic -->\n\n \n \u003Cdiv id=\"display-cbaratified\">Ratificado por: → Ministry\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-cbaactorratified\">\n Ratificado en: → 2025-05-30\n \u003C\u002Fdiv>\n \n\n \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n \u003Cdiv id=\"display-SECTOR1\">\n Nombre de la industria: → Agricultura, silvicultura, pesca\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-NACE2004\">\n Nombre de la industria: → Actividades de apoyo a la agricultura, a la ganadería y de preparación posterior a la cosecha  \n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-FIRMPRI\">\n Sector público o privado: → En el sector privado\n \u003C\u002Fdiv>\n \n \u003Cdiv>Concluido por:\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n \n \n \u003Cdiv>\n Nombre de la compañía: → \n \n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \n\n \n\n \u003Cdiv id=\"display-casignemployees\">\n Nombre otras firmas por lado de los trabajadores: → Works Council - Comité de Empresa + staff delegates\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv class=\"section training\">\n \u003Ch3 id=\"display-TRAINING_trigger\">CAPACITACIÓN\u003C\u002Fh3>\n \u003Cdiv id=\"display-trainingprogrammes\">Programas de capacitación: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-apprenticeships\">Aprendizajes: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-trainingfund\">El empleador contribuye al fondo para capacitación del trabajador: → No\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \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",[71],{"title":37,"slug":33},[73],{"type":74,"data":75},"call_to_action_body_block",{"title":76,"description":77,"variant":78,"link":79},"Compare los convenios colectivos","Compara los artículos de los Convenios Colectivos de España entre los diferentes sectores, temas y países.","dark",{"title":76,"url":80,"description":76,"rel":81,"type":82},"\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002Fcompare-los-convenios-colectivos","follow","internal",[84],{"type":74,"data":85},{"title":76,"description":77,"variant":78,"link":86},{"title":76,"url":80,"description":76,"rel":81,"type":82},[],{"title":17,"seo_title":89,"description":7,"path":90,"redirect_url":7,"locale":18,"children":91},"WageIndicator España: salarios y derechos laborales","\u002Fes-es",[92,181,209],{"title":20,"seo_title":93,"description":7,"path":94,"redirect_url":7,"locale":18,"children":95},"Trabajar en España: salarios y condiciones laborales","\u002Fes-es\u002Ftrabajo-en-espana",[96,100,104,120,169,177],{"title":97,"seo_title":8,"description":7,"path":98,"redirect_url":7,"locale":18,"children":99},"Salario mínimo","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario-minimo",[],{"title":101,"seo_title":8,"description":7,"path":102,"redirect_url":7,"locale":18,"children":103},"Salarios vitales","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalarios-vitales",[],{"title":105,"seo_title":8,"description":7,"path":106,"redirect_url":7,"locale":18,"children":107},"Salario","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario",[108,112,116],{"title":109,"seo_title":8,"description":7,"path":110,"redirect_url":7,"locale":18,"children":111},"Compara tu salario","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario\u002Fcompara-tu-salario",[],{"title":113,"seo_title":8,"description":7,"path":114,"redirect_url":7,"locale":18,"children":115},"Encuesta salarial","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario\u002Fencuesta-salarial",[],{"title":117,"seo_title":8,"description":7,"path":118,"redirect_url":7,"locale":18,"children":119},"Salario de famosos","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario\u002Ffamosos",[],{"title":121,"seo_title":122,"description":7,"path":123,"redirect_url":7,"locale":18,"children":124},"Leyes laborales","Leyes laborales en España: contratos, salarios","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales",[125,129,133,137,141,145,149,153,157,161,165],{"title":126,"seo_title":8,"description":7,"path":127,"redirect_url":7,"locale":18,"children":128},"Compensación y tiempo de trabajo","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Fcompensacion-y-tiempo-de-trabajo",[],{"title":130,"seo_title":8,"description":7,"path":131,"redirect_url":7,"locale":18,"children":132},"Licencia por enfermedad","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Flicencia-por-enfermedad",[],{"title":134,"seo_title":8,"description":7,"path":135,"redirect_url":7,"locale":18,"children":136},"Maternidad y 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