[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002Fconvenio-colectivo-de-trasmed-gle-sl-2027":3,"menu:\u002Fes-es:":259,"sites:htmlblocks":431,"subsites":1900,"cite-subsites":5567,"footer:root":6054,"suggested:root":6153,"cite-footer:root":6157},{"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":239,"content_type_view":240,"extra_breadcrumbs":241,"body":243,"body_blocks":254,"related_pages":258},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":237,"translations":238},{"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-trasmed-gle-sl-2027","b8dda0a2-3fe9-11f1-b670-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fspain\u002Fconvenio-colectivo-de-trasmed-gle-sl-2027\u002Fconvenio-colectivo-de-trasmed-gle-sl-2027\u002F","Convenio colectivo de Trasmed GLE, SL 2027","Convenio colectivo de Trasmed GLE, SL 2027 - 2025","Spain - Convenio colectivo de Trasmed GLE, SL 2027 - 2025","Convenio colectivo de Trasmed GLE, SL 2027 - 2025 - Transporte, logistica y comunicaciones",{"name":41,"data":42},"I CONVENIO COLECTIVO DE TRASMED GLE, SL Y SU PERSONAL DE TIERRA.html","\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New31\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\n\u003Cdiv class=\"toc\">\n\u003Cul>\n  \u003Cli>\u003Ca href=\"#L45\">CAPÍTULO I Ámbito de aplicación del convenio\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L47\">Artículo 1. Ámbito personal, funcional y\n        territorial.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L65\">Artículo 2. Ámbito temporal.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L71\">Artículo 3. Exclusión de otros convenios y\n        pactos.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L75\">Artículo 4. Compensación y absorción.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L81\">Artículo 5. Vinculación a la totalidad.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L87\">Artículo 6. Derecho supletorio.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L93\">CAPÍTULO II Organización del trabajo y clasificación\n    profesional\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L95\">Artículo 7. Organización y dirección del\n        trabajo.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L101\">Artículo 8. Clasificación Profesional: Modelo de\n        Grupos y Niveles.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L227\">Artículo 9. Uniformidad.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L235\">CAPÍTULO III Jornada laboral, descansos, vacaciones y\n    licencias\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L237\">Artículo 10. Jornada laboral.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L249\">Artículo 11. Horario.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L259\">Artículo 12. Trabajo a distancia.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L263\">Artículo 13. Vacaciones.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L271\">Artículo 14. Licencias y permisos.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L321\">Artículo 15. Excedencias.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L357\">CAPÍTULO IV Contratación de personal\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L359\">Artículo 16. Contratación de Personal.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L363\">Artículo 17. Período de prueba.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L373\">CAPÍTULO V Retribuciones salariales y estructura\n    salarial\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L375\">Artículo 18. Salario base.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L379\">Artículo 19. Pagas Extraordinarias.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L389\">Artículo 20. Complementos salariales. Complementos\n        de Puesto de Trabajo.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L401\">Artículo 21. Horas extraordinarias y trabajo en\n        Festivos.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L437\">Artículo 22. Dietas y gastos de locomoción.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L457\">CAPÍTULO VI Prevención de riesgos laborales\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L459\">Artículo 23. Seguridad y Salud Laboral. Prevención\n        de Riesgos Laborales.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L467\">Artículo 24. Organización de la\n      prevención.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L521\">CAPÍTULO VII Mejoras sociales\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L523\">Artículo 25. Billetes de pasaje.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L549\">Artículo 26. Ausencias por enfermedad.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L559\">Artículo 27. Anticipos.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L571\">Artículo 28. Póliza de seguro.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L591\">Artículo 29. Jubilación anticipada.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L601\">Artículo 30. Otras mejoras sociales.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L617\">Artículo 31. Ayuda escolar.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L625\">Artículo 32. Formación Profesional.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L635\">CAPÍTULO VIII Traslados\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L637\">Artículo 33. Traslados.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L709\">CAPÍTULO IX Régimen disciplinario\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L711\">Artículo 34. Faltas y sanciones laborales.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L857\">Artículo 35. Audiencia previa.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L861\">Artículo 36. Prescripción de faltas y\n      sanciones.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L869\">CAPÍTULO X Protección derechos fundamentales. Igualdad\n    en el trabajo\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L871\">Artículo 37. Principios generales.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L881\">Artículo 38. Igualdad y no discriminación.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L895\">Artículo 39. Medidas de protección integral contra\n        la violencia de género.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L925\">CAPÍTULO XI Representación del personal, ejercicio de\n    derechos sindicales y comisión paritaria de vigilancia, control y\n    resolución de conflictos del convenio\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L927\">Artículo 40. Órganos de representación de las\n        personas trabajadoras.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L939\">Artículo 41. Comité Intercentros.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L963\">Artículo 42. De los sindicatos.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L973\">Artículo 43. De las garantías de la representación\n        legal y sindical.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L987\">Artículo 44. Licencia sindical.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L991\">Artículo 45. De las Asambleas.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L995\">Artículo 46. Comisión Paritaria de Vigilancia,\n        Control y Resolución de Conflictos del Convenio.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1047\">Disposición adicional primera. Cláusula de revisión\n    salarial.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1073\">Disposición adicional segunda. Disposiciones aplicables\n    al personal que proviene de Compañía Trasmediterránea, SA\n  (Tierra).\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1099\">Disposición adicional tercera. Adecuación al\n    convenio.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1107\">Disposición adicional cuarta. Régimen específico del\n    personal operativo de muelle de Trasmed en Valencia.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1187\">Disposición adicional quinta. Cláusula de\n  empleo.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1213\">Disposición adicional sexta. Lenguaje inclusivo y no\n    sexista.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1219\">Disposición transitoria primera. Entrada en\n  vigor.\u003C\u002Fa>\u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\n\u003Cp>III.OTRAS DISPOSICIONES\u003C\u002Fp>\n\n\u003Cp>MINISTERIO DE TRABAJO Y ECONOMÍA SOCIAL\u003C\u002Fp>\n\n\u003Cp>23023 Resolución de 30 de octubre de 2025, de la Dirección General de\nTrabajo, por la que se registra y publica el Convenio colectivo de Trasmed GLE,\nSL.\u003C\u002Fp>\n\n\u003Cp>Visto el texto del Convenio colectivo de la empresa Trasmed GLE, SL (código\nde convenio n.° 90104992012025), que fue suscrito con fecha 30 de junio de\n2025, de una parte, por los designados por la Dirección de la empresa, en\nrepresentación de la misma, y de otra, por Delegados de personal, en\nrepresentación de los trabajadores afectados, y que ha quedado finalmente\nsubsanado en fecha 27 de octubre de 2025, y de conformidad con lo dispuesto en\nel artículo 90, apartados 2 y 3, de la Ley del Estatuto de los Trabajadores,\ntexto refundido aprobado por Real Decreto Legislativo 2\u002F2015, de 23 de octubre,\ny en el Real Decreto 713\u002F2010, de 28 de mayo, sobre registro y depósito de\nconvenios, acuerdos colectivos de trabajo y planes de igualdad,\u003C\u002Fp>\n\n\u003Cp>Esta Dirección General de Trabajo resuelve:\u003C\u002Fp>\n\n\u003Cp>Primero.\u003C\u002Fp>\n\n\u003Cp>Ordenar la inscripción del citado convenio colectivo en el correspondiente\nRegistro de convenios, acuerdos colectivos de trabajo y planes de igualdad, con\nfuncionamiento a través de medios electrónicos de este Centro Directivo, con\nnotificación 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 octubre de 2025.-La Directora General de Trabajo, María\nNieves González García.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MNCOMPA_1\">\u003Ch1>I CONVENIO COLECTIVO DE TRASMED GLE, SL Y SU PERSONAL DE TIERRA\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L45\">CAPÍTULO I Ámbito de aplicación del convenio\u003C\u002Fh2>\n\n\u003Ch3 id=\"L47\">Artículo 1. Ámbito personal, funcional y territorial.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio regula las condiciones económicas, sociales y de\ntrabajo del personal de tierra contratado por Trasmed GLE, en adelante Trasmed,\ncon las particularidades del presente artículo.\u003C\u002Fp>\n\n\u003Cp>Al colectivo de personas trabajadoras que ocupa los puestos del Grupo de\nDirección se les aplicarán exclusivamente el capítulo II (Organización y\nclasificación profesional), artículo 13 (vacaciones), artículo 14 (licencias\ny permisos), artículo 18 (salario base y tablas salariales a las que hace\nreferencia dicho artículo), artículo 19 (pagas extraordinarias), artículo 13\n(vacaciones), artículo 14 (licencias y permisos), capítulo VI (prevención de\nriesgos laborales) capítulo VII (mejoras sociales) y capítulo IX (Régimen\nDisciplinario), estando el resto de sus condiciones reguladas por los acuerdos\nindividuales que tengan suscritos con la Empresa. \u003C\u002Fp>\n\n\u003Cp>Quedan expresamente excluidos de la aplicación de este convenio el personal\nde tierra de Trasmed al que se le viene aplicando uno de los siguientes\nconvenios colectivos sectoriales:\u003C\u002Fp>\n\n\u003Cp>a)Convenio colectivo provincial regulador de las condiciones de trabajo en\nlas empresas estibadoras portuarias de la provincia de Barcelona y las personas\ntrabajadoras de las mismas.\u003C\u002Fp>\n\n\u003Cp>b)Convenio colectivo para la regulación de las relaciones laborales del\nsector de la estiba del puerto de Valencia.\u003C\u002Fp>\n\n\u003Cp>No obstante, el personal de alta en la empresa de los anteriores convenios\ncolectivos podrá manifestar su voluntad de estar incluido en el ámbito del\npresente convenio, siempre que sea por unanimidad y el conjunto global del\npersonal afectado por cada uno de ellos. Se considerará cada colectivo\nexcluido de manera individualizada. La inclusión deberá ser solicitada en el\nplazo máximo de 30 días desde su firma del presente convenio.\u003C\u002Fp>\n\n\u003Cp>El ámbito funcional del presente convenio se extiende a toda la actividad\nde la empresa desarrollada por personal de tierra de Trasmed, con la salvedad\nindicada en el apartado anterior, esto, excluyendo aquellas actividades a las\nque se les aplican los convenios colectivos sectoriales relacionados.\u003C\u002Fp>\n\n\u003Cp>El convenio regirá en todos los centros y lugares de trabajo en tierra que\nla empresa Trasmed tenga en todo el territorio nacional.\u003C\u002Fp>\n\n\u003Ch3 id=\"L65\">Artículo 2. Ámbito temporal.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio entrará en vigor, con independencia de la fecha de su\npublicación en el «Boletín Oficial del Estado», en el momento de su firma,\nmanteniendo su vigencia hasta el 31 de diciembre de 2027, con las\nparticularidades recogidas en la disposición transitoria primera.\u003C\u002Fp>\n\n\u003Cp>La denuncia del convenio se producirá de modo automático el día 31 de\ndiciembre del año 2027, y hasta tanto no se alcance un acuerdo expreso, se\nmantendrá en vigor todo el articulado del convenio denunciado.\u003C\u002Fp>\n\n\u003Ch3 id=\"L71\">Artículo 3. Exclusión de otros convenios y pactos.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio sustituye y sucede en su totalidad a todo convenio,\nacuerdos o pactos de carácter colectivo en cuanto a la materia reguladora\ncontenida en el mismo, o condiciones anteriores existentes entre la\nrepresentación de la empresa actual y empresas anteriores que ésta haya\nadquirido o en las que se ha subrogado, y su personal, constituyendo éste la\núnica norma convencional por la que se rigen las relaciones laborales de dicho\npersonal incluido en su ámbito de aplicación.\u003C\u002Fp>\n\n\u003Ch3 id=\"L75\">Artículo 4. Compensación y absorción.\u003C\u002Fh3>\n\n\u003Cp>Si las condiciones y acuerdos económicos de que disfrute cualquier persona\ntrabajadora afectada por el presente convenio fueran más favorables en su\nconjunto y en cómputo anual, que las contempladas en el presente convenio\ncolectivo, se mantendrán a título ad personam, hasta que sean absorbidos y\ncompensados por las condiciones y acuerdos establecidos en el mismo.\u003C\u002Fp>\n\n\u003Cp>No obstante y sin perjuicio de lo dispuesto en la disposición adicional\ncuarta, las personas trabajadoras que, al momento de la entrada en vigor del\npresente convenio, tengan reconocida a título individual alguna condición\npersonal más beneficiosa, la mantendrán como garantía «ad personam» en los\ntérminos y condiciones que se hubieran establecido en el momento de su\nconcesión o constitución. \u003C\u002Fp>\n\n\u003Ch3 id=\"L81\">Artículo 5. Vinculación a la totalidad.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio constituye una unidad indivisible por lo que no podrá\npretenderse la aplicación de una o varias de sus cláusulas, desechando el\nresto, sino que siempre habrá de ser aplicado y observado en su integridad y\nconsiderado globalmente.\u003C\u002Fp>\n\n\u003Cp>Si alguno de los artículos del convenio fuera declarada nulo por sentencia\nfirme y, a juicio de las partes, este hecho desvirtuase el contenido del mismo,\néstas decidirán si se revisa únicamente la parte afectada o el convenio en\nsu totalidad.\u003C\u002Fp>\n\n\u003Ch3 id=\"L87\">Artículo 6. Derecho supletorio.\u003C\u002Fh3>\n\n\u003Cp>Para todo lo no previsto en el presente convenio se estará a lo dispuesto\nen el Estatuto de los Trabajadores y demás normativa vigente de\naplicación.\u003C\u002Fp>\n\n\u003Ch2 id=\"L93\">CAPÍTULO II Organización del trabajo y clasificación\nprofesional\u003C\u002Fh2>\n\n\u003Ch3 id=\"L95\">Artículo 7. Organización y dirección del trabajo.\u003C\u002Fh3>\n\n\u003Cp>La organización y dirección del trabajo en la empresa es facultad de su\nDirección, que deberá ejercitarla dentro de los límites impuestos por la\nlegislación vigente.\u003C\u002Fp>\n\n\u003Cp>La Dirección de la empresa informará al Comité Intercentros, Comités de\nCentros y Delegados de Personal de los Centros afectados, de la estructura\norganizativa y funcional vigente en cada momento. Asimismo, estudiará toda\nsugerencia o propuesta que aporte la Representación de los Trabajadores en\nesta materia.\u003C\u002Fp>\n\n\u003Ch3 id=\"L101\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ch3 id=\"L101\">Artículo 8. Clasificación Profesional: Modelo de Grupos y\nNiveles.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>1.Aspectos generales.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se establece un Sistema de Clasificación Profesional, en virtud de los\ncriterios establecidos en el artículo 22 del Estatuto de los Trabajadores, por\nmedio de Grupos y Niveles Profesionales, teniendo en cuenta el contenido\ngeneral del trabajo a desarrollar.\u003C\u002Fp>\n\n\u003Cp>La definición funcional y la determinación del Grupo Profesional\ncorresponden a la empresa, en coherencia con el principio de organización.\u003C\u002Fp>\n\n\u003Cp>El contenido de la prestación laboral y la adscripción a un Grupo\nprofesional se ha establecido por la empresa según los siguientes\ncriterios:\u003C\u002Fp>\n\n\u003Cp>a)Cualquier persona trabajadora, en función del puesto de trabajo que\ndesarrolle, está encuadrado en un Grupo y Nivel Profesional de los\nestablecidos en el presente apartado, que definirá su posición en el esquema\norganizativo y retributivo.\u003C\u002Fp>\n\n\u003Cp>b)La posesión por parte de una persona trabajadora de alguna o de todas las\ncompetencias representativas de un Grupo Profesional determinado no implica la\nadscripción al mismo, sino que su clasificación estará determinada por la\nexigencia y el ejercicio efectivo de tales competencias en las funciones\ncorrespondientes a su puesto de trabajo. Por tanto, el encuadramiento en un\ndeterminado Grupo Profesional se lleva a cabo por las funciones realmente\nrealizadas por el trabajador, con independencia del rol, la denominación del\npuesto o su titulación.\u003C\u002Fp>\n\n\u003Cp>c)El Grupo Profesional es la unidad de clasificación que agrupa a las\npersonas trabajadoras en función de las aptitudes profesionales y contenido\ngeneral de la prestación laboral.\u003C\u002Fp>\n\n\u003Cp>Se establecen cinco Grupos Profesionales:\u003C\u002Fp>\n\n\u003Cp>-Grupo de Administración.\u003C\u002Fp>\n\n\u003Cp>-Grupo de Operaciones.\u003C\u002Fp>\n\n\u003Cp>-Grupo Técnico. \u003C\u002Fp>\n\n\u003Cp>-Grupo Comercial.\u003C\u002Fp>\n\n\u003Cp>-Grupo de Dirección.\u003C\u002Fp>\n\n\u003Cp>d)La pertenencia a un Grupo Profesional implica el desempeño de todas las\ntareas y cometidos que le son propios, así como las tareas suplementarias y\u002Fo\nauxiliares precisas que integran el proceso de negocio completo del que forman\nparte, salvo aquellas que requieran de una titulación específica y\u002Fo\ncolegiación obligatoria.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Cp>\u003Cstrong>2.Grupos Profesionales.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se entiende por Grupo Profesional el que aúna unitariamente las\ncompetencias profesionales y\u002Fo titulaciones y contenido general de la\nprestación, e incluye distintas tareas, funciones, especialidades\nprofesionales o responsabilidades asignadas al trabajador.\u003C\u002Fp>\n\n\u003Cp>a)Grupo Profesional de Administración:\u003C\u002Fp>\n\n\u003Cp>Serán encuadradas en el presente Grupo, las personas trabajadoras que por\nsus conocimientos y\u002Fo experiencia realizan tareas administrativas en cualquiera\nde los procesos de la Empresa y, en general, las específicas de puestos de\noficina, pudiendo realizar, a su vez, funciones de supervisión o\ncoordinación.\u003C\u002Fp>\n\n\u003Cp>b)Grupo Profesional de Operaciones:\u003C\u002Fp>\n\n\u003Cp>Serán encuadradas en el presente Grupo, personal que por sus conocimientos\ny\u002Fo experiencia ejecuta tareas relacionadas con la operativa del negocio, bien\ndirectamente, o realizando labores auxiliares, pudiendo desempeñar, a su vez,\nfunciones de supervisión o coordinación.\u003C\u002Fp>\n\n\u003Cp>c)Grupo Profesional Técnico:\u003C\u002Fp>\n\n\u003Cp>Serán encuadradas en el presente Grupo, personal que precisa, para el\ndesempeño de su trabajo, de competencias profesionales y experiencia con un\nalto grado de especialización, equivalente al que se puede adquirir con\ntitulaciones universitarias, y que realiza tareas técnicas complejas que\nimplican una cualificación determinada pudiendo realizar, a su vez, funciones\nde supervisión o coordinación.\u003C\u002Fp>\n\n\u003Cp>d)Grupo Profesional Comercial:\u003C\u002Fp>\n\n\u003Cp>Serán encuadradas en el presente Grupo, los trabajadores\u002Fas que tienen como\nfunción principal la propia de la actividad comercial, esto es, la\nincorporación a la empresa de nuevos clientes, bien de forma directa o a\ntravés de una red de agentes y la coordinación de la red de ventas.\u003C\u002Fp>\n\n\u003Cp>e)Grupo Profesional de Dirección:\u003C\u002Fp>\n\n\u003Cp>De libre designación por parte de la Dirección General de la empresa.\nMuestra competencia profesional en un amplio conjunto de actividades complejas\nen diversos contextos y que, en muchos casos, requieren conjugar variables\ntécnicas, económicas y organizativas para planificar acciones, definir\nprocesos, servicios y\u002Fo proyectos.\u003C\u002Fp>\n\n\u003Cp>Asume la responsabilidad de la función asignada habiendo sido designado\u002Fa\npor alguno de los siguientes motivos:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">I)Estar directamente vinculado\u002Fa su puesto de\ntrabajo con la asistencia directa y de confianza de la Dirección General.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">II)Ejercicio de la responsabilidad general de la\ndelegación de una terminal o puerto.\u003C\u002Fp>\n\n\u003Cp>Puede gestionar equipos de trabajo, así como reporta directamente a la\nDirección General de la empresa, tomar decisiones sobre la asignación de\nrecursos, con alto nivel de iniciativa y de autonomía. \u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Niveles Profesionales:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Dentro de cada Grupo Profesional se encuentran distintos Niveles\nprofesionales.\u003C\u002Fp>\n\n\u003Cp>Se han definido cuatro niveles diferenciados, con excepción del Grupo\nProfesional de Dirección que únicamente tiene un nivel, en base a la\ncontribución de los puestos a la Organización y para ello se han seguido\ncriterios basados en dos aspectos, que son:\u003C\u002Fp>\n\n\u003Cp>a)La complejidad de las funciones desempeñadas.\u003C\u002Fp>\n\n\u003Cp>b)La autonomía en la ejecución y toma de decisiones en el desempeño de\nlas tareas.\u003C\u002Fp>\n\n\u003Cp>Definición de niveles profesionales:\u003C\u002Fp>\n\n\u003Cp>Nivel I:\u003C\u002Fp>\n\n\u003Cp>-Muestra competencia profesional en un conjunto de actividades simples y\u002Fo\nfunciones estructuradas dentro de procesos normalizados y vinculadas,\nprincipalmente, a un trabajo de ejecución que precisa de supervisión.\nAsimismo, se corresponde con los niveles iniciales de desarrollo y\u002Fo madurez de\nlas competencias profesionales requeridas dentro de un Grupo Profesional.\u003C\u002Fp>\n\n\u003Cp>-Iniciativa y autonomía limitada.\u003C\u002Fp>\n\n\u003Cp>Nivel II:\u003C\u002Fp>\n\n\u003Cp>-Muestra competencia profesional en un conjunto de actividades determinadas\nque, aunque pueden ejecutarse con autonomía y en algunos casos ser complejas,\nrequieren de orientación y soporte y no exigen un elevado grado de\nresponsabilidad.\u003C\u002Fp>\n\n\u003Cp>-Iniciativa y autonomía media y muy orientada al trabajo propio, aunque\nrequieren de colaboración y trabajo en equipo.\u003C\u002Fp>\n\n\u003Cp>Nivel III:\u003C\u002Fp>\n\n\u003Cp>-Muestra competencia profesional en una amplia gama de actividades,\nfrecuentemente complejas, que requieren dominio de procedimientos y\u002Fo técnicas\ny que se ejecutan con autonomía, precisándose, en algún caso, apoyo puntual.\nImplica un elevado nivel de responsabilidad sobre la función asignada. En\nalgunos casos, puede asumir la coordinación y\u002Fo supervisión de terceros.\u003C\u002Fp>\n\n\u003Cp>-Elevado grado de iniciativa y autonomía.\u003C\u002Fp>\n\n\u003Cp>Nivel IV:\u003C\u002Fp>\n\n\u003Cp>-Muestra competencia profesional en un amplio conjunto de actividades\ncomplejas en diversos contextos y que, en muchos casos, requieren conjugar\nvariables técnicas, económicas y organizativas para planificar acciones,\ndefinir procesos, servicios y\u002Fo proyectos. Asume la responsabilidad de la\nfunción asignada.\u003C\u002Fp>\n\n\u003Cp>-Puede gestionar equipos de trabajo, así como tomar decisiones sobre la\nasignación de recursos.\u003C\u002Fp>\n\n\u003Cp>-Alto nivel de iniciativa, autonomía y toma de decisiones.\u003C\u002Fp>\n\n\u003Cp>Nivel V:\u003C\u002Fp>\n\n\u003Cp>-Exclusivamente destinado al Grupo de Dirección, con las funciones propias\nde dicho grupo.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.Movilidad entre Niveles Profesionales.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La movilidad entre los niveles del mismo Grupo Profesional se efectuará en\nel marco de los procesos de valoración interna de acuerdo a los procedimientos\nde evaluación establecidos por la Empresa, o por libre designación de la\nmisma. \u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4.Tabla de Clasificación Profesional.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Grupos profesionales\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"53\" style=\"width:39.85pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Niveles\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\" style=\"width:83.3pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Administración\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" style=\"width:71.3pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Operaciones\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.45pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:14.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Comercial\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.45pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Técnico\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.7pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Dirección\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"53\" style=\"width:39.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:15.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">V\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\" style=\"width:83.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" style=\"width:71.3pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.7pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Dirección\n        V.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"53\" style=\"width:39.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:15.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">IV\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\" style=\"width:83.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Administración\n        IV.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" style=\"width:71.3pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Operaciones\n        IV.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Comercial\n        IV.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Técnico\n        IV.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.7pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"53\" style=\"width:39.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:15.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">III\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\" style=\"width:83.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Administración\n        III.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" style=\"width:71.3pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Operaciones\n        III.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Comercial\n        III.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Técnico\n        III.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.7pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"53\" style=\"width:39.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:15.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">II\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\" style=\"width:83.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Administración\n        II.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" style=\"width:71.3pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Operaciones\n        II.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Comercial\n        II.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Técnico\n        II.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.7pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"53\" style=\"width:39.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">I\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\" style=\"width:83.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Administración\n        I.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" style=\"width:71.3pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Operaciones\n        I.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Comercial\n        I.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Técnico I.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.7pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\u003Ctbody>\u003Ctr style=\"height:17.3pt\">\u003Ctd width=\"90\" style=\"width:67.7pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3 id=\"L227\">Artículo 9. Uniformidad.\u003C\u002Fh3>\n\n\u003Cp>La Empresa facilitará uniformes, calzado, así como equipos de protección\nindividual adecuados al Personal que lo precise para la prestación de su\nservicio, debiendo ser utilizados exclusivamente para tal fin.\u003C\u002Fp>\n\n\u003Cp>En cuanto a la reposición de calzado de uniformidad para el personal de\noficina, se abonará a aquel colectivo que viniera percibiéndolo a la entrada\nen vigor del presente convenio, el importe de 55 euros 2 veces por\nanualidad.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2 id=\"L235\">CAPÍTULO III Jornada laboral, descansos, vacaciones y\nlicencias\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L237\">Artículo 10. Jornada laboral.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>La jornada laboral podrá ser continuada, partida o en régimen de turnos,\nsiendo su duración de 37 horas semanales en cómputo anual, de lunes a\ndomingo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>De mutuo acuerdo entre la Dirección y la Representación de las Personas\nTrabajadoras en cada Centro de Trabajo, se podrá determinar el establecimiento\nde jornada intensiva en cada Departamento, en el periodo comprendido entre el\n15 de junio y el 15 de septiembre.\u003C\u002Fp>\n\n\u003Cp>Siempre que no revista el carácter de modificación sustancial conforme a\nla legislación vigente, la empresa, en función de las necesidades del\nservicio podrá sustituir la jornada que se venga realizando por otro tipo de\njornada, requiriéndose para ello que la Dirección lo notifique a la persona\ntrabajadora con un preaviso mínimo de 5 días, salvo en aquellos casos que por\ncircunstancias imprevisibles no pudiera respetarse este plazo.\u003C\u002Fp>\n\n\u003Cp>Se podrá acordar, una vez establecida la Temporada Alta, una distribución\nirregular de la jornada a lo largo del año superior al 10% de la jornada de\ntrabajo de las personas trabajadoras, respetándose las doce horas mínimas de\ndescanso entre jornada y jornada, así como el descanso semanal. En cualquier\ncaso, el trabajador deberá conocer con un preaviso de cinco días el día y\nhora de la prestación de trabajo resultante.\u003C\u002Fp>\n\n\u003Cp>No obstante lo anterior, respecto del personal del departamento de\noperaciones de muelle de Trasmed en Valencia, atendiendo a la especialidad de\nsu labor, por medio este convenio se establece una regulación específica\nsobre la distribución de su jornada, resultando expresamente regulada en la\ndisposición adicional cuarta de este convenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L249\">Artículo 11. Horario.\u003C\u002Fh3>\n\n\u003Cp>Los horarios de trabajo para todo el personal serán los confeccionados por\nla Dirección, previa consulta con la Representación Legal de las Personas\nTrabajadoras en cada Centro de Trabajo, según las necesidades de los servicios\ny las exigencias organizativas de la Empresa. \u003C\u002Fp>\n\n\u003Cp>Los horarios de trabajo serán publicados como mínimo 15 días antes de la\nfinalización de los que estén en vigor en cada momento.\u003C\u002Fp>\n\n\u003Cp>Siempre que no revista el carácter de modificación sustancial conforme a\nla legislación vigente, en función de las necesidades del servicio, la\nempresa podrá cambiar el horario que se venga realizando por otro distinto\nrequiriéndose para ello, que la Dirección lo notifique a la persona\ntrabajadora con un preaviso mínimo de 5 días, salvo en aquellos casos que por\ncircunstancias imprevisibles no pudiera respetarse este plazo y que este cambio\nno suponga distribución irregular de la jornada.\u003C\u002Fp>\n\n\u003Cp>La determinación del período de temporada alta será fijada por la Empresa\nde acuerdo a la evolución del mercado y a la demanda de clientes de pasaje y\ncarga y en función, asimismo, de la estacionalidad en la actividad que\ndesarrolla la empresa.\u003C\u002Fp>\n\n\u003Ch3 id=\"L259\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-flexible_work_options\">\u003Ch3 id=\"L259\">Artículo 12. Trabajo a distancia.\u003C\u002Fh3>\n\n\u003Cp>Las partes se comprometen a analizar, en atención a la especificidad de la\nactividad de la empresa, durante el periodo de vigencia del presente convenio,\nlos puestos susceptibles de ser incluidos en las políticas de trabajo a\ndistancia o teletrabajo de la Empresa.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L263\">Artículo 13. Vacaciones.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">a)El período de vacaciones será de 22 días laborables, computados de\nlunes a viernes, siempre que la vinculación a la Empresa sea igual o superior\na un año. En caso contrario, se concederán proporcionalmente al tiempo\ntrabajado.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays2\">\u003Cp>b)El 16 de Julio, festividad de la Virgen del Carmen, Patrona de la Marina\nMercante, y el lunes de Pascua de Resurrección, se considerarán días no\nlaborables.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Si cualquiera de estos dos días coincidiera con un día declarado festivo\nse trasladará su disfrute a otra fecha decidida, para cada persona\ntrabajadora, por la Dirección del Centro.\u003C\u002Fp>\n\n\u003Ch3 id=\"L271\">Artículo 14. Licencias y permisos.\u003C\u002Fh3>\n\n\u003Cp>1.Licencias.\u003C\u002Fp>\n\n\u003Cp>a)Sin sueldo.\u003C\u002Fp>\n\n\u003Cp>Se concederá licencia de hasta un año para terminación de estudios que\nden derecho a título, en cualquiera de sus grados, o por otra causa\njustificada, en ambos casos a juicio de la Dirección de la Empresa.\u003C\u002Fp>\n\n\u003Cp>Esta licencia no será computable a efectos de antigüedad.\u003C\u002Fp>\n\n\u003Cp>b)Con medio sueldo.\u003C\u002Fp>\n\n\u003Cp>El personal que lleve un mínimo de dos años de servicio, podrá solicitar,\nen caso de verdadera necesidad a juicio de la Empresa, licencia con medio\nsueldo, hasta un plazo no superior a 60 días. Nunca podrá solicitarse esta\nlicencia más de una vez en el transcurso de tres años.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>2.Permisos con sueldo.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Sin perjuicio de lo previsto en la Legislación vigente, se establecen los\nsiguientes:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>a)Por matrimonio o registro de parejas de hecho, veinte días naturales a\ndisfrutar desde el primer día laborable inmediatamente posterior al matrimonio\no inscripción como pareja de hecho.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>El presente permiso, de mutuo acuerdo con la empresa, podrá disfrutarse de\nforma acumulada a vacaciones. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">b)Por nacimiento de hijo\u002Fa o adopción, adicionalmente a lo establecido en\nla legislación vigente, se establecen cuatro días naturales, prorrogables a\nseis en caso de gravedad o dificultades en la adopción. El disfrute se\nproducirá tras la prestación de nacimiento o cuidado de menor o, en su caso,\ndurante la primera interrupción tras el periodo obligatorio.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>c)En caso de fallecimiento, accidente, enfermedad grave, hospitalización o\nintervención quirúrgica sin hospitalización que precise reposo domiciliario\ndel cónyuge, pareja de hecho o conviviente, descendientes o ascendientes de la\npersona trabajadora o del cónyuge o conviviente, el tiempo indispensable hasta\nun máximo de siete días naturales.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>d)En caso de fallecimiento, accidente, enfermedad grave, hospitalización o\nintervención quirúrgica sin hospitalización de familiares, no comprendidos\nen el anterior apartado, hasta el segundo grado de consanguinidad de la persona\ntrabajadora o del cónyuge o conviviente, el tiempo indispensable hasta un\nmáximo de cinco días.\u003C\u002Fp>\n\n\u003Cp>e)En caso de matrimonio de hijos\u002Fas, de hermanos\u002Fas o de familiares hasta el\nsegundo grado de consanguinidad de la persona trabajadora o del cónyuge o\nconviviente, dos días naturales prorrogables a tres en caso de desplazamiento\nfuera de la provincia.\u003C\u002Fp>\n\n\u003Cp>f)En caso de traslado de domicilio, dos días laborables.\u003C\u002Fp>\n\n\u003Cp>g)Exámenes. Las personas trabajadoras que acrediten estar matriculadas en\nun centro oficial de enseñanza, tendrán derecho a un permiso por la duración\nnecesaria para concurrir a los oportunos exámenes o pruebas en el centro\ncorrespondiente, debiendo presentar la justificación fehaciente de su\nrealización.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">h)En relación al permiso por lactancia\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\"> previsto en el artículo 37.4 del\nEstatuto de los Trabajadores, la persona trabajadora que decida sustituir los\nperíodos de ausencia al trabajo por lactancia por su acumulación en jornadas\ncompletas, disfrutará de un permiso de 21 días laborables una vez finalice el\nperiodo de descanso obligatorio o cuando se produzca la primera interrupción\nsi este se prolongara. Dicha opción por el permiso acumulado en días, deberá\nser comunicado por la persona trabajadora a la Empresa con carácter previo a\nsu incorporación del periodo de descanso obligatorio o de la primera\ninterrupción si este se prolongara.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i)Hasta cuatro días por imposibilidad de acceder al centro de trabajo o\ntransitar por las vías de circulación necesarias para acudir al mismo, como\nconsecuencia de las recomendaciones, limitaciones o prohibiciones al\ndesplazamiento establecidas por las autoridades competentes, así como cuando\nconcurra una situación de riesgo grave e inminente, incluidas las derivadas de\nuna catástrofe o fenómeno meteorológico adverso. Transcurridos los cuatro\ndías, el permiso se prolongará hasta que desaparezcan las circunstancias que\nlo justificaron, sin perjuicio de la posibilidad de la empresa de aplicar una\nsuspensión del contrato de trabajo o una reducción de jornada derivada de\nfuerza mayor en los términos previstos en el artículo 47.6 del ET.\u003C\u002Fp>\n\n\u003Cp>No obstante lo anterior, cuando la naturaleza de la prestación laboral sea\ncompatible con el trabajo a distancia y el estado de las redes de comunicación\npermita su desarrollo, la empresa podrá establecerlo, observando el resto de\nlas obligaciones formales y materiales recogidas en la Ley 10\u002F2021, de 9 de\njulio, de trabajo a distancia, y, en particular, el suministro de medios,\nequipos y herramientas.\u003C\u002Fp>\n\n\u003Cp>j)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\ntrabajos adecuados.\u003C\u002Fp>\n\n\u003Cp>k)Por el tiempo indispensable para la realización de los actos\npreparatorios de la donación de órganos o tejidos siempre que deban tener\nlugar dentro de la jornada de trabajo. \u003C\u002Fp>\n\n\u003Cp>l)La persona trabajadora tendrá derecho a ausentarse del trabajo por causa\nde fuerza mayor cuando sea necesario por motivos familiares urgentes\nrelacionados con familiares o personas convivientes, en caso de enfermedad o\naccidente que hagan indispensable su presencia inmediata.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras tendrán derecho a que sean retribuidas las horas\nde ausencia por las causas previstas en el presente apartado equivalentes a\ncuatro días al año, aportando las personas trabajadoras, en su caso,\nacreditación del motivo de ausencia.\u003C\u002Fp>\n\n\u003Cp>En ningún caso podrán descontarse del período de vacaciones los permisos\nconcedidos.\u003C\u002Fp>\n\n\u003Ch3 id=\"L321\">Artículo 15. Excedencias.\u003C\u002Fh3>\n\n\u003Cp>En esta materia se estará a lo previsto en el Estatuto de los Trabajadores\nen cada momento.\u003C\u002Fp>\n\n\u003Cp>1.Excedencia voluntaria.\u003C\u002Fp>\n\n\u003Cp>Podrá solicitarla toda persona trabajadora que cuente, al menos, con un\naño de antigüedad en la Empresa. Las peticiones se resolverán dentro de los\n30 días siguientes a la fecha de presentación.\u003C\u002Fp>\n\n\u003Cp>El plazo mínimo para las excedencias será de cuatro meses, renovable de\naño en año, hasta un máximo de cinco años.\u003C\u002Fp>\n\n\u003Cp>El tiempo transcurrido en esta situación no se computará a ningún\nefecto.\u003C\u002Fp>\n\n\u003Cp>Si un mes antes de finalizar el plazo para el que se concedió la\nexcedencia, la persona excedente no solicitase su reingreso en la Empresa,\ncausará baja definitivamente en la misma. Si solicitase el reingreso, éste se\nefectuará tan pronto exista vacante de su Grupo Profesional y nivel\nprofesional.\u003C\u002Fp>\n\n\u003Cp>La persona excedente, una vez incorporada a la Empresa, no podrá solicitar\nuna nueva excedencia hasta que no hayan transcurrido, al menos, dos años de\nservicio activo en la empresa o un periodo de cuatro años desde la\nincorporación si resultare inferior, desde la finalización de aquélla.\u003C\u002Fp>\n\n\u003Cp>2.Excedencia forzosa.\u003C\u002Fp>\n\n\u003Cp>Dará lugar a la situación de excedencia forzosa cualquiera de las causas\nsiguientes: nombramiento para cargos públicos o políticos, electivos o por\ndesignación, y, para el caso de cargos sindicales, siempre que estos sean de\námbito provincial o superior.\u003C\u002Fp>\n\n\u003Cp>En los casos de cargo público, político o sindical a nivel directivo de un\nSindicato legalmente establecido, la Excedencia comprenderá todo el tiempo que\ndure el cargo que la determine, y otorgará derecho a ocupar un puesto\nequivalente del mismo Grupo y nivel profesional, computándose el tiempo de\nexcedencia a efectos de antigüedad.\u003C\u002Fp>\n\n\u003Cp>La persona excedente deberá solicitar su reingreso dentro del mes siguiente\nal cese en el cargo público, político o sindical. En caso de no ejercer dicha\npetición dentro del plazo anteriormente señalado, perderá su derecho al\nreingreso en la Empresa.\u003C\u002Fp>\n\n\u003Cp>3.Excedencia por cuidado de hijos, adopción, guarda con fines de adopción\no acogimiento, atención al cuidado del cónyuge o pareja de hecho, o de\nfamiliar hasta el segundo grado de consanguinidad o afinidad.\u003C\u002Fp>\n\n\u003Cp>El alumbramiento, adopción, guarda con fines de adopción o acogimiento da\nderecho a cualquiera de los cónyuges o convivientes a disfrutar de excedencias\npor un período máximo de 3 años prorrogable de año en año, a contar desde\nla fecha del término de la prestación de nacimiento o cuidado de menor o, en\nsu caso, a contar desde la fecha de la resolución judicial o administrativa\n-en caso de no dar derecho a la anterior prestación-. Los sucesivos\nalumbramientos darán derecho a nuevos períodos de excedencia que, en cada\ncaso, pondrán fin al que vinieran disfrutando. \u003C\u002Fp>\n\n\u003Cp>También tendrán derecho a un periodo de excedencia, de duración no\nsuperior a dos años, las personas trabajadoras para atender al cuidado del\ncónyuge o pareja de hecho, o de familiar hasta el segundo grado de\nconsanguinidad o afinidad, incluido el familiar consanguíneo de la pareja de\nhecho, que por razones de edad, accidente, enfermedad o discapacidad, no pueda\nvalerse por si mismo y no desempeñe actividad retribuida.\u003C\u002Fp>\n\n\u003Cp>El que se halle disfrutando de estas excedencias podrá solicitar en\ncualquier momento su reingreso automático, avisando con treinta días de\nantelación.\u003C\u002Fp>\n\n\u003Cp>Por su parte, agotado el plazo de las anteriores excedencias sin haber\nsolicitado el reingreso treinta días naturales antes de la finalización de la\nmisma, se causará baja definitiva en la empresa.\u003C\u002Fp>\n\n\u003Ch2 id=\"L357\">CAPÍTULO IV Contratación de personal\u003C\u002Fh2>\n\n\u003Ch3 id=\"L359\">Artículo 16. Contratación de Personal.\u003C\u002Fh3>\n\n\u003Cp>La regulación de los procedimientos de contratación de personal y\ncobertura de vacantes será competencia de la Dirección de la Empresa, con\nrespeto a lo previsto en la legislación laboral vigente.\u003C\u002Fp>\n\n\u003Ch3 id=\"L363\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3 id=\"L363\">Artículo 17. Período de prueba.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>La duración del período de prueba, que se reflejará en el contrato de\ntrabajo, se ajustará con carácter general a lo previsto en el Estatuto de los\nTrabajadores sobre la materia, sin perjuicio de lo dispuesto en los siguientes\npárrafos.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>En cualquier momento anterior a la terminación del período de prueba,\nambas partes podrán rescindir unilateralmente el Contrato, sin necesidad de\nprevio aviso, ni indemnización de ningún género, y sin otra percepción por\nparte de la persona trabajadora que la liquidación de los haberes\npendientes.\u003C\u002Fp>\n\n\u003Cp>A efectos de cómputo de periodo de prueba solo se tendrán en cuenta los\ndías efectivamente trabajados, interrumpiendo el cómputo del mismo las\nsituaciones de incapacidad temporal, nacimiento, adopción, guarda con fines de\nadopción o acogimiento, riesgo durante el embarazo, riesgo durante la\nlactancia y violencia de género y, en general, cualquier suspensión de\ncontrato que afecte al trabajador durante el periodo de prueba\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>.\u003C\u002Fp>\n\n\u003Ch2 id=\"L373\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">CAPÍTULO V Retribuciones salariales y estructura salarial\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Ch3 id=\"L375\">Artículo 18. Salario base.\u003C\u002Fh3>\n\n\u003Cp>Se entiende por salario base el correspondiente a la persona trabajadora en\nfunción de su pertenencia a uno de los Grupos Profesionales y niveles\nsalariales descritos en el presente convenio colectivo, siendo para el año\n2025 el que figura en las tablas salariales del anexo I.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L379\">Artículo 19. Pagas Extraordinarias.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">La Empresa satisfará a todo el personal anualmente cuatro pagas\nextraordinarias que serán abonadas el día 15 de los meses siguientes: marzo,\njunio, septiembre y diciembre de cada año, correspondiendo a las mismas el\nimporte de una mensualidad de Salario Base. Cada una de las pagas\nextraordinarias tendrá devengo anual, generándose desde el día 1 de los\nmeses citados.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En el caso de personal de nuevo ingreso o cese antes de terminar el año, se\npercibirá la parte proporcional correspondiente de dichas pagas. \u003C\u002Fp>\n\n\u003Cp>No obstante, las personas trabajadoras podrán acogerse a la opción de\npercibir su salario en 12 pagas, con las pagas extraordinarias prorrateadas.\nDicha opción deberá comunicarse a la dirección de la empresa como fecha\nlímite, el 30 de noviembre del año anterior, vinculando la misma durante la\nanualidad completa.\u003C\u002Fp>\n\n\u003Cp>El personal que preste sus servicios a tiempo parcial o jornada reducida,\ntendrá derecho a iguales pagas en la parte proporcional que le corresponda por\nel tiempo realmente trabajado.\u003C\u002Fp>\n\n\u003Ch3 id=\"L389\">Artículo 20. Complementos salariales. Complementos de Puesto de\nTrabajo.\u003C\u002Fh3>\n\n\u003Cp>Trabajo en horario nocturno: Se consideran tales horas las que se realicen\ndentro de la jornada laboral, entre las 22:00 horas y las 6:00 horas del día\nsiguiente. Estas horas no tienen la consideración de extraordinarias, al\nrealizarse dentro de la jornada ordinaria.\u003C\u002Fp>\n\n\u003Cp>No obstante lo anterior, se reconoce el mantenimiento del horario nocturno\nentre las 20:00 horas y has 08:00 horas del día siguiente a las personas\ntrabajadoras que a la suscripción del presente convenio así lo tuvieran\nreconocido como condición personal pactada o derivada del marco convencional\nprevio.\u003C\u002Fp>\n\n\u003Cp>En ningún caso podrán compensarse las citadas horas con horas de descanso\nen días sucesivos.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">Se establece un valor unitario por cada hora realizada en horario nocturno\npor importe de 4,14 euros.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>La anterior cuantía se mantendrá invariable durante la vigencia del\nconvenio al haber sido actualizada la misma conforme a los incrementos\nprevistos de la disposición adicional primera.\u003C\u002Fp>\n\n\u003Ch3 id=\"L401\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-OVERTIME_trigger\">\u003Ch3 id=\"L401\">Artículo 21. Horas extraordinarias y trabajo en Festivos.\u003C\u002Fh3>\n\n\u003Cp>a)Horas extraordinarias.\u003C\u002Fp>\n\n\u003Cp>En lo que se refiere a las mismas se estará a lo dispuesto en el artículo\n35 del Estatuto de los Trabajadores y demás legislación vigente, debiendo\ntenerse en cuenta que, aquellas que sean motivadas por periodos punta de\nproducción, retrasos en la entrada o salida de los buques y ausencias\nimprevistas, tendrán la consideración de obligatorias, siendo las demás,\nfuera de estos supuestos, de realización con carácter voluntario.\u003C\u002Fp>\n\n\u003Cp>De conformidad con las necesidades organizativas de cada centro de trabajo,\nde común acuerdo entre empresa y la persona trabajadora se podrá optar entre\nla compensación por tiempo de descanso dentro de los cuatro meses siguientes a\nsu realización en el caso de que éstas no quisieran imputarse dentro del\nlímite legal establecido o abono a valor de hora ordinaria. En el caso de\ncompensarse con descanso, la proporción a aplicar será de 1,5 hora de\ndescanso por cada hora extra. En dicho caso se exigirá la mayor homogeneidad\nen los criterios de aplicación en función de las condiciones de trabajo\naplicables a cada colectivo de cada centro de trabajo.\u003C\u002Fp>\n\n\u003Cp>Ambas partes mantienen el compromiso de seguir adoptando las medidas\nnecesarias encaminadas a la no realización de horas extraordinarias.\u003C\u002Fp>\n\n\u003Cp>b)Trabajo en domingos y festivos.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Cuando la persona trabajadora realice su jornada laboral en domingos o\nfestivos, se abonarán los siguientes complementos:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Hasta 1 hora: 18,07 euros.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Hasta 2 horas: 18,07 euros.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Hasta 3 horas: 24,85 euros.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Hasta 4 horas: 31,61 euros.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Hasta 5 horas: 38,41 euros.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Hasta 6 horas: 45,17 euros. \u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Hasta 7 horas: 51,91 euros.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Hasta 8 horas: 60,41 euros.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Las anteriores cuantías se mantendrán invariables durante la vigencia del\nconvenio al haber sido actualizadas las mismas conforme a los incrementos\nprevistos de la disposición adicional primera.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">Asimismo, corresponderá un día de descanso semanal compensatorio que, con\ncarácter general, se efectuará entre el lunes y viernes de la semana\nsiguiente al domingo o festivo trabajado.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>No obstante y atendiendo a las características específicas en la\ndistribución de la jornada del personal del departamento de operaciones de\nmuelle de Trasmed en Valencia, no resultará de aplicación el baremo ni la\ncompensación de descanso semanal para señalado personal, estándose a lo\nregulado para el mismo en la disposición adicional cuarta del presente\nconvenio.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L437\">Artículo 22. Dietas y gastos de locomoción.\u003C\u002Fh3>\n\n\u003Cp>Para la gestión de los viajes por motivos laborales, se estará a la\nPolítica y Procedimiento establecido por la Empresa para la reserva, compra y\ngestión de billetes y hoteles.\u003C\u002Fp>\n\n\u003Cp>Por traslados a Aeropuertos u otros traslados por motivos laborales se\nabonarán, previo justificante, las cantidades correspondientes.\u003C\u002Fp>\n\n\u003Cp>Se establece que, a opción de las personas trabajadoras, en sus viajes por\nmotivos laborales, se abonen dietas en vez de la gestión del viaje en base al\nProcedimiento citado.\u003C\u002Fp>\n\n\u003Cp>El importe de las dietas se fija en:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Por manutención 44,32 euros.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Por alojamiento 44,32 euros.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras, antes de iniciar el desplazamiento, podrán\nsolicitar un anticipo para poder sufragar los gastos que origine el mismo.\u003C\u002Fp>\n\n\u003Cp>Se fija en 0,31 euros por kilómetro el desplazamiento con vehículo\npropio.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2 id=\"L457\">CAPÍTULO VI Prevención de riesgos laborales\u003C\u002Fh2>\n\n\u003Ch3 id=\"L459\">Artículo 23. Seguridad y Salud Laboral. Prevención de Riesgos\nLaborales.\u003C\u002Fh3>\n\n\u003Cp>Las personas trabajadoras tienen derecho a una protección eficaz en materia\nde seguridad y salud en el trabajo, lo que supone la existencia de un\ncorrelativo deber del empresario de protección de los trabajadores frente a\nlos riesgos laborales.\u003C\u002Fp>\n\n\u003Cp>En cumplimiento de tal deber de protección, la Empresa garantiza la\nseguridad y la salud de las personas trabajadoras a su servicio en todos los\naspectos relacionados con el trabajo. A estos efectos, en el marco de sus\nresponsabilidades, realiza la prevención de los riesgos laborales mediante la\nadopción de cuantas medidas sean necesarias para la protección de la\nseguridad y la salud de las personas trabajadoras, con las especialidades que\nse recogen en la normativa vigente.\u003C\u002Fp>\n\n\u003Cp>Para llevar a cabo esta actividad, la Dirección de la Empresa tiene\nintegrada la prevención de riesgos laborales en el conjunto de las\nactividades, organización y gestión de la misma. Para ello, cuenta con un\nPlan de Prevención de Riesgos que incluye toda la estructura preventiva de la\nempresa. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L467\">Artículo 24. Organización de la prevención.\u003C\u002Fh3>\n\n\u003Cp>a)Estructuras técnicas de prevención, Servicio de Prevención de Riesgos\nLaborales.\u003C\u002Fp>\n\n\u003Cp>El modelo de organización de la Empresa se establece en función de lo\nprevisto en la Ley 31\u002F95, de Prevención de Riesgos Laborales, y normativa\ncomplementaria en materia del servicio de prevención. El ámbito de\naplicación alcanzará a todos los centros de trabajo.\u003C\u002Fp>\n\n\u003Cp>La organización preventiva está constituida por una estructura interna\napoyada por las estructuras externas necesarias para poder dar cumplimiento a\ntodas las obligaciones legales en materia de Prevención de Riesgos Laborales.\nLas entidades colaboradoras externas siempre serán entidades debidamente\nacreditadas para la actividad que realicen, si así se exige legalmente.\u003C\u002Fp>\n\n\u003Cp>Las labores de ejecución y seguimiento de las actuaciones identificadas por\nel Servicio de Prevención serán gestionadas por las Direcciones y\nDepartamentos correspondientes.\u003C\u002Fp>\n\n\u003Cp>Toda la estructura de Dirección y Mando de la empresa deberá cumplir y\nhacer cumplir al personal a su cargo la normativa legal vigente en materia de\nPrevención de Riesgos Laborales, así como las normas y procedimientos\ninternos de seguridad y salud.\u003C\u002Fp>\n\n\u003Cp>Todas las personas trabajadoras deberán conocer y cumplir las normas\ngenerales y las específicas de su puesto de trabajo para cooperar con la\nempresa en el deber de protección de su salud en el trabajo.\u003C\u002Fp>\n\n\u003Cp>Se continuarán desarrollando procedimientos de seguridad y salud que\nfaciliten la aplicación práctica de la actividad preventiva y su gestión en\nlos centros de trabajo.\u003C\u002Fp>\n\n\u003Cp>b)Órganos de Participación y Representación.\u003C\u002Fp>\n\n\u003Cp>Delegados de Prevención:\u003C\u002Fp>\n\n\u003Cp>Serán designados conforme al artículo 35 de la Ley de Prevención de\nRiesgos laborales.\u003C\u002Fp>\n\n\u003Cp>Los Delegados de Prevención únicamente podrán disfrutar del crédito\nhorario previsto en la legislación vigente dentro del ámbito de su centro de\ntrabajo y para funciones específicas de prevención de riesgos laborales.\u003C\u002Fp>\n\n\u003Cp>Comité de Seguridad y Salud:\u003C\u002Fp>\n\n\u003Cp>Serán constituidos conforme al artículo 38 de la Ley de Prevención de\nRiesgos laborales. Sus facultades y competencias serán las previstas en la\nlegislación vigente en cada momento.\u003C\u002Fp>\n\n\u003Cp>Comité Intercentros de Seguridad y Salud:\u003C\u002Fp>\n\n\u003Cp>Se constituye un Comité Intercentros de Seguridad y Salud.\u003C\u002Fp>\n\n\u003Cp>La composición del mismo será paritaria, estando formada por 3 miembros de\nla parte social, siendo designados éstos entre los delegados de prevención,\nprocurando asegurar la presencia de un representante por cada uno de los\ncentros de trabajo actuales, delegados de Secciones Sindicales o liberados por\nacumulación de horas sindicales, e igual número por parte de la Dirección de\nla Empresa.\u003C\u002Fp>\n\n\u003Cp>Este Comité se reunirá cada seis meses por acuerdo de ambas partes o a\ninstancias del Servicio de Prevención mediante comunicación escrita a ambas\npartes.\u003C\u002Fp>\n\n\u003Cp>En este Comité Intercentros se tratarán los temas generales que afecten a\ntoda la Empresa o que superen el ámbito de un centro de trabajo, ya que los\nasuntos específicos de los centros de trabajo se deberán tratar en cada\ncomité de centro o directamente con el responsable de dicho centro, en caso de\nno existir comité.\u003C\u002Fp>\n\n\u003Cp>Las partes podrán acudir a las reuniones del Comité Intercentros con\nasesores, con voz pero sin voto, previa petición y aprobación por mayoría\ndel Comité o por el Servicio \u003C\u002Fp>\n\n\u003Cp>de prevención. La Dirección de la Empresa facilitará al mencionado\nComité la presencia de asesores si así fuera decidido.\u003C\u002Fp>\n\n\u003Cp>Los gastos ocasionados como consecuencia de la realización de labores de\nprevención por el Comité Intercentros correrán por cuenta de la Empresa,\nprevia información a la Dirección de la empresa y su rendimiento de cuentas\nposterior.\u003C\u002Fp>\n\n\u003Cp>De todas las reuniones del Comité, se levantará acta por parte de la\nSecretaría, dándose traslado de la misma una vez aprobada a todos los centros\nde trabajo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cp>c)Formación.\u003C\u002Fp>\n\n\u003Cp>En cumplimiento del deber de protección, se impartirá la formación\nnecesaria y adecuada a las personas trabajadoras en materia preventiva.\u003C\u002Fp>\n\n\u003Cp>Se impartirá la formación necesaria a todas las personas trabajadoras en\nfunción de la Ley y normativa de Prevención de Riesgos Laborales. La empresa\npondrá la formación y recursos necesarios a disposición de todas las\npersonas trabajadoras en esta materia, así como efectuará el seguimiento\ncorrespondiente de dicha formación.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch2 id=\"L521\">CAPÍTULO VII Mejoras sociales\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L523\">Artículo 25. Billetes de pasaje.\u003C\u002Fh3>\n\n\u003Cp>El personal de la empresa tendrá derecho a cuatro billetes gratuitos de\npasaje, salvo impuestos y tasas, durante todo el año y según disponibilidad,\nen los buques de la empresa. En las mismas condiciones, tendrán derecho a una\nbonificación del 75 % sobre el precio de tarifa vigente sobre la\nmanutención.\u003C\u002Fp>\n\n\u003Cp>Se aplicará la tarifa comercial más baja siempre y cuando esté dentro de\nlos límites fijados por la Agencia Tributaria.\u003C\u002Fp>\n\n\u003Cp>Cuatro veces al año, tendrán derecho al flete gratuito de su automóvil,\nsalvo impuestos y tasas, en los recorridos y buques antes indicados. El resto\nde los viajes que soliciten para el transporte de su automóvil, tendrá una\nbonificación del 50 %.\u003C\u002Fp>\n\n\u003Cp>Las condiciones descritas en los párrafos anteriores, salvo impuestos y\ntasas, serán aplicadas a todo el personal que, desde julio de 2021, haya\ncausado o cause baja por incapacidad, jubilación, o cualquier otra situación\nequivalente, fuera de temporada alta y sujeto a disponibilidad, y a su cónyuge\no conviviente habitual, así como al cónyuge o conviviente sobreviviente.\u003C\u002Fp>\n\n\u003Cp>Se atenderán los casos especiales de las personas trabajadoras de las\nislas, que, por sus especiales características geográficas, necesitasen una\nampliación de este beneficio, estudiándose las peculiaridades de cada caso en\nconcreto.\u003C\u002Fp>\n\n\u003Cp>El cónyuge o conviviente habitual, hijos\u002Fas solteros\u002Fas, progenitores de\nlas personas trabajadoras o de sus cónyuges, tendrán derecho a tres viajes al\naño, en las mismas condiciones determinadas para el empleado\u002Fa, siempre sujeto\na disponibilidad, especialmente en temporada alta.\u003C\u002Fp>\n\n\u003Cp>Si efectúan más viajes durante el período del año, tendrán derecho a un\n50% de reducción en el precio del pasaje, salvo impuestos y a tasas, y a una\nreducción del 75 % en la manutención a precio de tarifa.\u003C\u002Fp>\n\n\u003Cp>En temporada baja, desde el 1 de octubre al 30 de mayo, si la petición de\npasaje se realiza para salidas en las que haya plazas disponibles en los\nbuques, se concederá pasaje gratuito a los familiares indicados anteriormente,\ndebiendo abonar los impuestos y el 25 % de la manutención a precio de\ntarifa.\u003C\u002Fp>\n\n\u003Cp>A las personas trabajadoras, así como a las personas que hubieran causado\nbaja en Trasmed con motivo en su jubilación o situaciones equivalentes, que\ntengan hijos\u002Fas a sus expensas estudiando en centros ubicados en zonas\ndistintas de las de su residencia, accesibles por medio de los buques de la\nempresa, se les concederá, durante el período \u003C\u002Fp>\n\n\u003Cp>en que cursen sus estudios, pasaje gratuito, salvo impuestos, y el 75 % de\nla manutención a precio de tarifa, sin limitación de fechas ni edad.\u003C\u002Fp>\n\n\u003Cp>Las peticiones de todas estas bonificaciones para los familiares de las\npersonas trabajadoras deberán solicitarse a la Dirección de la Empresa, quien\narbitrará las fórmulas necesarias para su resolución, dentro de los dos\nprimeros días hábiles siguientes a la petición, considerando el sábado como\ndía no hábil.\u003C\u002Fp>\n\n\u003Cp>Habrá una bonificación del 60 % para las consumiciones efectuadas en\ncualquier bar del buque, para las personas trabajadoras y sus familiares.\u003C\u002Fp>\n\n\u003Ch3 id=\"L549\">Artículo 26. Ausencias por enfermedad.\u003C\u002Fh3>\n\n\u003Cp>Para que la enfermedad pueda ser considerada como causa justificada de\ninasistencia al trabajo, será necesario que la persona trabajadora informe a\nla Empresa, siempre que fuera posible, dentro de la jornada en que se produzca\ndicha enfermedad. La empresa podrá requerir justificante médico de la\nausencia, siempre y cuando no diera lugar al inicio de situación de\nincapacidad temporal.\u003C\u002Fp>\n\n\u003Cp>El incumplimiento de tal requisito podrá ser calificado por la Empresa como\ncausa injustificada de inasistencia al trabajo, a todos los efectos.\u003C\u002Fp>\n\n\u003Cp>En caso de enfermedad que requiera visita a médico especialista, la persona\ntrabajadora podrá disfrutar del tiempo necesario para asistir al mismo,\ndebiendo presentar posteriormente el oportuno justificante.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspaytype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">Durante el período de enfermedad, enfermedad profesional y\u002Fo accidente de\ntrabajo, la persona trabajadora tendrá derecho a percibir el 100 % de su\nsalario fijo.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L559\">Artículo 27. Anticipos.\u003C\u002Fh3>\n\n\u003Cp>Se estará a lo dispuesto en el párrafo segundo del apartado primero del\nartículo 29 del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>Asimismo, el personal tendrá derecho a la concesión de anticipos hasta un\nmáximo de 4.000 euros. El anticipo se descontará como máximo en 12 meses.\u003C\u002Fp>\n\n\u003Cp>Anticipos especiales:\u003C\u002Fp>\n\n\u003Cp>La Dirección de la Empresa podrá conceder anticipos especiales a las\npersonas trabajadoras en caso de especial necesidad, y con criterios de\nexcepcionalidad.\u003C\u002Fp>\n\n\u003Cp>Las causas para su solicitud deberán tener un carácter realmente\nextraordinario, lo cual deberá deducirse tanto de los motivos expuestos como\nde los justificantes con que se acredite la necesidad y cuantía solicitada y\nen ningún caso tendrá como fin la adquisición de bienes muebles o\ninmuebles.\u003C\u002Fp>\n\n\u003Ch3 id=\"L571\">Artículo 28. Póliza de seguro.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cp>Póliza de Accidentes:\u003C\u002Fp>\n\n\u003Cp>La empresa efectuará la contratación de un seguro colectivo de accidentes\nde trabajo individual, cuyas garantías se extenderán a todas las personas que\nforman parte de su plantilla.\u003C\u002Fp>\n\n\u003Cp>Las garantías y sumas aseguradas por persona trabajadora serán las\nsiguientes:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Fallecimiento: 25.000,00 euros.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp style=\"margin-left:2em;\">Incapacidad permanente según baremo, hasta\n25.000,00 euros.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Incapacidad profesional total: 25.000,00 euros.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Incapacidad profesional absoluta: 25.000,00\neuros.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Gran incapacidad: 25.000,00 euros.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp style=\"margin-left:2em;\">\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">Gastos de sepelio: 3.000,00 euros. \u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L591\">Artículo 29. Jubilación anticipada.\u003C\u002Fh3>\n\n\u003Cp>Para las personas trabajadoras que se jubilen anticipadamente y cuyas edades\nestén comprendidas entre uno y dos años previos a la edad ordinaria de\njubilación legalmente establecida, en su caso, haciendo uso de coeficientes\nreductores de la edad de jubilación, le corresponderán las condiciones\neconómicas siguientes al momento de su jubilación:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-A un año anterior 12.000 euros brutos a tanto\nalzado.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-A dos años anteriores 15.000 euros brutos a tanto\nalzado.\u003C\u002Fp>\n\n\u003Cp>Estas cantidades a tanto alzado se ajustarán a los años y fracción de\nmeses.\u003C\u002Fp>\n\n\u003Ch3 id=\"L601\">Artículo 30. Otras mejoras sociales.\u003C\u002Fh3>\n\n\u003Cp>Se percibirán las cantidades que, a continuación se exponen, en cada uno\nde los casos siguientes:\u003C\u002Fp>\n\n\u003Cp>Por matrimonio o, alternativamente, registro de parejas de hecho de la\npersona trabajadora: 400 euros.\u003C\u002Fp>\n\n\u003Cp>Por nacimiento o adopción de hijo\u002Fa de la persona trabajadora: 400\neuros.\u003C\u002Fp>\n\n\u003Cp>Por defunción de la persona trabajadora: 6.000 euros.\u003C\u002Fp>\n\n\u003Cp>Incapacidad permanente total para la profesión habitual y absoluta para\ntodo trabajo, siempre que cause baja en la Empresa:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Niveles 1 y 2: 8.000 euros.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Niveles 3, 4 y 5: 13.000 euros.\u003C\u002Fp>\n\n\u003Ch3 id=\"L617\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Ch3 id=\"L617\">Artículo 31. Ayuda escolar.\u003C\u002Fh3>\n\n\u003Cp>Las personas trabajadoras con tres o más años de servicio continuado en la\nEmpresa y con contrato en vigor percibirán por este concepto y unidad familiar\nla cuantía de 150 euros anuales por cada hijo\u002Fa hasta el cumplimiento de 22\naños.\u003C\u002Fp>\n\n\u003Cp>A fin de tener acceso a la ayuda citada, se aportará a la correspondiente\nsolicitud el certificado de matrícula expedido por el centro docente donde se\nvayan a cursar los estudios, así como fotocopia del libro de familia.\u003C\u002Fp>\n\n\u003Cp>La ayuda escolar se abonará en el mes de noviembre y el plazo para su\nsolicitud finaliza el día 31 de octubre del mismo año. Las solicitudes\npresentadas fuera del plazo citado serán desestimadas.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L625\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch3 id=\"L625\">Artículo 32. Formación Profesional.\u003C\u002Fh3>\n\n\u003Cp>El Plan de Formación de la empresa responderá a las necesidades formativas\nreales, inmediatas y específicas de la empresa y sus personas trabajadoras,\nfavoreciendo la polivalencia y el desarrollo profesional de los empleados.\u003C\u002Fp>\n\n\u003Cp>Las distintas acciones formativas se desarrollarán con la flexibilidad\nnecesaria con respecto a sus contenidos y al momento de su impartición para\natender las necesidades de la empresa de manera ágil y adecuar las\ncompetencias de las personas trabajadoras a los requerimientos de cada\nmomento.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>El Plan de Formación se desarrollará dentro del horario de trabajo y\nrespetando el derecho de información y consulta de la representación legal de\nlas personas trabajadoras. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L635\">CAPÍTULO VIII Traslados\u003C\u002Fh2>\n\n\u003Ch3 id=\"L637\">Artículo 33. Traslados.\u003C\u002Fh3>\n\n\u003Cp>La regulación de traslados en la Empresa será la siguiente:\u003C\u002Fp>\n\n\u003Cp>a)Traslado voluntario.\u003C\u002Fp>\n\n\u003Cp>La persona trabajadora podrá solicitar voluntariamente su traslado de uno a\notro centro de trabajo.\u003C\u002Fp>\n\n\u003Cp>Al producirse una vacante en cualquier centro de trabajo, las peticiones de\ntraslado cursadas hasta ese momento, serán consideradas de acuerdo con las\nnormas siguientes:\u003C\u002Fp>\n\n\u003Cp>a.1 Tendrá derecho preferente el personal que fundamente su petición de\ntraslado en el hecho de reunirse con su cónyuge o conviviente.\u003C\u002Fp>\n\n\u003Cp>a.2 Las restantes peticiones serán consideradas siempre y cuando a juicio\nde la Dirección reúnan las condiciones requeridas.\u003C\u002Fp>\n\n\u003Cp>a.3 Finalmente, en los casos en que sea necesario, para resolver cualquier\npetición de traslado se recurrirá a la antigüedad de la misma.\u003C\u002Fp>\n\n\u003Cp>a.4 Los gastos ocasionados por estos traslados voluntarios serán siempre\nsoportados por la persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>b)Traslado forzoso.\u003C\u002Fp>\n\n\u003Cp>Los traslados forzosos se llevarán a cabo de acuerdo con lo dispuesto en el\nartículo 40.° del Estatuto de los Trabajadores, relativo a la movilidad\ngeográfica, y al resto de la Legislación aplicable.\u003C\u002Fp>\n\n\u003Cp>c)Traslado convencional.\u003C\u002Fp>\n\n\u003Cp>La Dirección de la Empresa podrá pactar Traslados con su personal.\u003C\u002Fp>\n\n\u003Cp>En tal caso las condiciones mínimas de los mismos serán las siguientes:\u003C\u002Fp>\n\n\u003Cp>c.1 La persona trabajadora tendrá derecho a que la Empresa le abone los\ngastos de viaje suyos y los de los familiares que convivan con él, así como\nel transporte gratuito del mobiliario, enseres y demás bienes.\u003C\u002Fp>\n\n\u003Cp>c.2 El plazo de incorporación al nuevo destino será el que se acuerde en\ncada caso.\u003C\u002Fp>\n\n\u003Cp>c.3 Siempre que el cónyuge sea trabajador\u002Fa de la misma Empresa, tendrá\nderecho preferente a ocupar plaza en la misma localidad.\u003C\u002Fp>\n\n\u003Cp>c.4 La persona trabajadora trasladada tendrá derecho a percibir el importe\nde dos mensualidades de sus haberes a tanto alzado, así como a la concesión\nde un préstamo de vivienda por importe de 5.036 euros que deberá solicitar\ndentro de los dos años inmediatamente posterior a la fecha del traslado.\u003C\u002Fp>\n\n\u003Cp>d)Derecho preferente a ocupar otro puesto de trabajo de víctimas de\nviolencia de género o de terrorismo en otro centro de trabajo.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras que tengan la consideración de víctimas de\nviolencia de género o de víctimas del terrorismo que se vean obligados a\nabandonar el puesto de trabajo en la localidad donde venían prestando sus\nservicios, para hacer efectiva su protección o su derecho a la asistencia\nsocial integral, tendrán derecho preferente a ocupar otro puesto de trabajo,\ndel mismo grupo profesional o categoría equivalente, que la empresa tenga\nvacante en cualquier otro de sus centros de trabajo.\u003C\u002Fp>\n\n\u003Cp>En tales supuestos, la empresa estará obligada a comunicar a los\ntrabajadores las vacantes existentes en dicho momento o las que se pudieran\nproducir en el futuro. \u003C\u002Fp>\n\n\u003Cp>El traslado o el cambio de centro de trabajo tendrá una duración inicial\nde seis meses, durante los cuales la empresa tendrá la obligación de reservar\nel puesto de trabajo que anteriormente ocupaban las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>Terminado este periodo, las personas trabajadoras podrán optar entre el\nregreso a su puesto de trabajo anterior o la continuidad en el nuevo. En este\núltimo caso, decaerá la mencionada obligación de reserva.\u003C\u002Fp>\n\n\u003Cp>e)Derecho preferente a ocupar otro puesto de trabajo de personas\ntrabajadoras con discapacidad en otro centro de trabajo.\u003C\u002Fp>\n\n\u003Cp>Para hacer efectivo su derecho de protección a la salud, las personas\ntrabajadoras con discapacidad que acrediten la necesidad de recibir fuera de su\nlocalidad un tratamiento de habilitación o rehabilitación médico-funcional o\natención, tratamiento u orientación psicológica relacionado con su\ndiscapacidad, tendrán derecho preferente a ocupar otro puesto de trabajo, del\nmismo grupo profesional, que la empresa tuviera vacante en otro de sus centros\nde trabajo en una localidad en que sea más accesible dicho tratamiento, en los\ntérminos y condiciones establecidos en el apartado anterior para las\ntrabajadoras víctimas de violencia de género y para las víctimas del\nterrorismo.\u003C\u002Fp>\n\n\u003Cp>f)Desplazamientos Temporales del servicio por causas económicas, técnicas,\norganizativas o de producción, o por contrataciones de la actividad\nempresarial.\u003C\u002Fp>\n\n\u003Cp>Por razones económicas, técnicas, organizativas o de producción, o bien\ncontrataciones referidas a la actividad empresarial, la empresa podrá efectuar\ndesplazamientos temporales de las personas trabajadoras que exijan que éstas\nresidan en población distinta de la de su domicilio habitual.\u003C\u002Fp>\n\n\u003Cp>Los desplazamientos se efectuarán de conformidad con lo siguiente:\u003C\u002Fp>\n\n\u003Cp>f.1 Las necesidades temporales del servicio que den lugar a desplazamientos\ntemporales serán cubiertas, en primer término, por el personal voluntario que\nasí lo solicite. Si no lo hubiera, se designará por la Dirección de la\nEmpresa.\u003C\u002Fp>\n\n\u003Cp>f.2 Se efectuarán coincidiendo con la temporada alta del lugar de\ndestino.\u003C\u002Fp>\n\n\u003Cp>f.3 Se harán con carácter rotativo, comunicándose en todo caso a la\npersona trabajadora afectada con al menos un mes de antelación.\u003C\u002Fp>\n\n\u003Cp>f.4 La jornada y horario aplicables durante el desplazamiento, serán los\ncorrespondientes al puesto de trabajo que se desempeñe en el nuevo destino.\u003C\u002Fp>\n\n\u003Cp>f.5 Si entre los lugares de origen y destino existen medios propios de las\nnavieras del mismo grupo empresarial al que la empresa presta servicios de\ntierra, se le proporcionará, gratuitamente, un viaje de ida y vuelta cada fin\nde semana, siempre que su período de descanso se lo permita.\u003C\u002Fp>\n\n\u003Cp>f.6 Las dietas especificas aplicables a los desplazamientos temporales\nascenderán a 629 euros por mes natural completo o parte alícuota\nproporcional, siendo por cuenta de la Empresa el viaje de ida y vuelta al lugar\nde destino, designándose por ella el medio de transporte a utilizar. Esta\ndieta es incompatible con la dieta a la que se refiere el artículo 22.\u003C\u002Fp>\n\n\u003Cp>f.7 Por cada mes completo de desplazamiento, la persona trabajadora tendrá\nderecho a disfrutar de 1,33 días de permiso sin computar como tales los de\nviaje.\u003C\u002Fp>\n\n\u003Ch2 id=\"L709\">CAPÍTULO IX Régimen disciplinario\u003C\u002Fh2>\n\n\u003Ch3 id=\"L711\">Artículo 34. Faltas y sanciones laborales.\u003C\u002Fh3>\n\n\u003Cp>En lo relativo a las faltas y sanciones de las personas trabajadoras, se\nestará, en todo caso, a lo dispuesto en el artículo 58.° del Estatuto de los\nTrabajadores. \u003C\u002Fp>\n\n\u003Cp>De acuerdo con lo dispuesto en el apartado 1 del artículo 58.° se\nestablece la graduación de faltas y sanciones que, atendiendo a su entidad,\ntrascendencia, reincidencia e intencionalidad, se calificarán como:\u003C\u002Fp>\n\n\u003Cp>-Faltas leves.\u003C\u002Fp>\n\n\u003Cp>-Faltas graves.\u003C\u002Fp>\n\n\u003Cp>-Faltas muy graves.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Son faltas leves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a)Tres días de impuntualidad en días no consecutivos durante un mes sin\nque exista causa justificada.\u003C\u002Fp>\n\n\u003Cp>b)La falta de asistencia al trabajo cuando, aun siendo justificada, no medie\nnotificación previa o en el plazo de 24 horas posteriores de la causa al\nresponsable, salvo en los casos de fuerza mayor.\u003C\u002Fp>\n\n\u003Cp>c)El abandono del puesto de trabajo sin salir del centro de trabajo, sin que\nmedie autorización de su jefe superior inmediato o causa justificada.\u003C\u002Fp>\n\n\u003Cp>d)La desatención y falta de respeto o de corrección en el trato con sus\ncompañeros o con el público cuando no perjudique gravemente la ejecución del\ntrabajo o la imagen de la Empresa.\u003C\u002Fp>\n\n\u003Cp>e)La falta de aseo o limpieza personal ocasional.\u003C\u002Fp>\n\n\u003Cp>f)La embriaguez ocasional cuando no repercuta gravemente en el trabajo.\u003C\u002Fp>\n\n\u003Cp>g)Infringir la prohibición de fumar en el centro de trabajo de acuerdo con\nla legislación en vigor.\u003C\u002Fp>\n\n\u003Cp>h)No comunicar, por escrito, al Departamento de Recursos Humanos los cambios\nde domicilio dentro de los cinco días después de haberse efectuado aquél.\u003C\u002Fp>\n\n\u003Cp>i)No comunicar las variaciones de su situación familiar que puedan afectar\na la Seguridad Social o a la acción asistencial de la Empresa.\u003C\u002Fp>\n\n\u003Cp>j)La demora, negligencia o descuido en el trabajo cuando no causen perjuicio\nirreparable a los intereses de la Empresa.\u003C\u002Fp>\n\n\u003Cp>k)La negligencia en la conservación de los locales, material o documentos\nde la Empresa que produzcan daños de escasa importancia en los mismos.\u003C\u002Fp>\n\n\u003Cp>l)No llevar el uniforme completo en la jornada laboral en aquellos puestos\nde trabajo que se haya determinado.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Son faltas graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a)La reincidencia en la comisión de dos o más faltas leves de la misma\nnaturaleza, o tres o más de distinta naturaleza, siempre que tengan lugar\ndentro de un período de seis meses a contar desde la comisión de la primera y\nhubiera mediado advertencia escrita o sanción sobre las mismas.\u003C\u002Fp>\n\n\u003Cp>b)Las faltas de puntualidad tres días consecutivos en el periodo de un\nmes.\u003C\u002Fp>\n\n\u003Cp>c)Cuatro días de impuntualidad en días no consecutivos durante un mes sin\nque exista causa justificada.\u003C\u002Fp>\n\n\u003Cp>d)La falta de asistencia al trabajo un día al mes sin causa justificada.\u003C\u002Fp>\n\n\u003Cp>e)La falta de aseo y limpieza personal cuando sea de tal índole que afecte\nal normal desarrollo del trabajo, a la imagen de la Empresa, o produzca queja\njustificada y reiterada de los compañeros o del público.\u003C\u002Fp>\n\n\u003Cp>f)La embriaguez no habitual o situación análoga derivada del consumo de\nproductos psicotrópicos o similares, si repercute negativamente en el\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>g)Introducir en los locales de la Empresa bebidas alcohólicas, drogas o\nsustancias estupefacientes.\u003C\u002Fp>\n\n\u003Cp>h)El incumplimiento de las obligaciones legales, reglamentarias o\nconvencionales impuestas a la persona trabajadora en materia de prevención de\nriesgos laborales, seguridad y salud laboral cuando no se genere daño en las\npersonas o las cosas.\u003C\u002Fp>\n\n\u003Cp>i)No comunicar a la Empresa los datos sobre su situación familiar o estado\ncivil, siempre que afecte a sus obligaciones tributarias o con la Seguridad\nSocial. El \u003C\u002Fp>\n\n\u003Cp>falseamiento de dichos datos por parte de la persona trabajadora, tendrá la\nconsideración de falta laboral muy grave.\u003C\u002Fp>\n\n\u003Cp>j)La negligencia o desinterés inexcusable en el trabajo cuando cause\nperjuicio grave para la Empresa, las personas o las cosas.\u003C\u002Fp>\n\n\u003Cp>k)La negligencia en la conservación de los locales, material o documentos\nde la Empresa, que produzcan daños de gravedad en los mismos.\u003C\u002Fp>\n\n\u003Cp>l)La desobediencia a las órdenes de los superiores, así como el\nincumplimiento de las normas específicas de la Empresa, siempre que no incida\ngravemente en la ejecución del trabajo.\u003C\u002Fp>\n\n\u003Cp>m)El quebrantamiento o violación de secretos de obligada reserva que no\nproduzca grave perjuicio para la Empresa.\u003C\u002Fp>\n\n\u003Cp>n)El originar riñas, alborotos, o discusiones graves que entorpezcan la\nnormal actividad de la Empresa.\u003C\u002Fp>\n\n\u003Cp>o)Provocar y participar en riñas y pendencias callejeras o hallarse en\nestado de embriaguez, siempre que se esté fuera de servicio y con el uniforme\nde la empresa.\u003C\u002Fp>\n\n\u003Cp>p)La simulación de enfermedad o accidente.\u003C\u002Fp>\n\n\u003Cp>q)Aceptar obsequios, ventajas o prerrogativas de cualquier género de\nterceros, por llevar a cabo un servicio de la Empresa.\u003C\u002Fp>\n\n\u003Cp>r)No realizar el fichaje o hacerlo por otra persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Son faltas muy graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a)La reincidencia en la comisión de dos o más faltas graves, aunque sean\nde distinta naturaleza, siempre que tengan lugar en un período de un año\ndesde la comisión de la primera y hubiere mediado sanción sobre ellas.\u003C\u002Fp>\n\n\u003Cp>b)El abandono del puesto de trabajo sin causa justificada cuando como\nconsecuencia del mismo se origine un perjuicio grave para la Empresa.\u003C\u002Fp>\n\n\u003Cp>c)La falta de asistencia al trabajo durante 3 días en el periodo de un\nmes.\u003C\u002Fp>\n\n\u003Cp>d)El fraude, la deslealtad o el abuso de confianza en las gestiones\nencomendadas, así como en el trato con las otras personas trabajadoras o\ncualquiera otra persona al servicio de la Empresa en relación de trabajo con\nesta, o hacer, en las instalaciones de la Empresa negociaciones de comercio o\nindustria por cuenta propia o de otra persona sin expresa autorización de\naquella.\u003C\u002Fp>\n\n\u003Cp>e)El fraude, hurto o robo, tanto a la Empresa como a los compañeros de\ntrabajo, o a cualquiera otra persona dentro de las dependencias de la Empresa o\ncon ocasión del desarrollo del trabajo fuera de la Empresa.\u003C\u002Fp>\n\n\u003Cp>f)La embriaguez habitual o toxicomanía, si repercute negativamente en el\ntrabajo. Se entenderá que la embriaguez es habitual cuando hayan mediado\npreviamente dos apercibimientos escritos por la misma causa.\u003C\u002Fp>\n\n\u003Cp>g)Los daños o perjuicios causados a las personas, incluyendo al propio\ntrabajador, a la Empresa o sus instalaciones, por la inobservancia de las\nmedidas sobre prevención y protección de seguridad en el trabajo, facilitadas\npor la empresa.\u003C\u002Fp>\n\n\u003Cp>h)Dedicarse a trabajos de la misma actividad que impliquen competencia\ndesleal a la Empresa.\u003C\u002Fp>\n\n\u003Cp>i)La disminución continuada y voluntaria en el rendimiento normal del\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>j)La negligencia en la conservación de los locales, material o documentos\nde la Empresa, que produzcan o pudieran producir daños de notoria importancia\nen los mismos.\u003C\u002Fp>\n\n\u003Cp>k)La desobediencia a las órdenes de los superiores, así como el\nincumplimiento de las normas específicas de la empresa que impliquen quebranto\nmanifiesto de disciplina o de ellas derive o grave perjuicio para la misma.\u003C\u002Fp>\n\n\u003Cp>l)Transgresión de la buena fe contractual, así como el abuso de confianza\nen el desempeño del trabajo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cp>m)Ofensas verbales o físicas a los superiores, compañeros o con el\npúblico en general. \u003C\u002Fp>\n\n\u003Cp>n)Todo comportamiento o conducta, en el ámbito laboral, que atente el\nrespeto de la intimidad y dignidad de la mujer o del hombre mediante la ofensa,\nfísica o verbal, de carácter sexual. Si tal conducta o comportamiento se\nlleva a cabo prevaliéndose de una posición jerárquica supondrá una\ncircunstancia agravante.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>o)La denuncia falsa en materia de acoso, cuando la empresa tuviera motivos\nrazonables para pensar que la información contenida en la denuncia no es\nveraz.\u003C\u002Fp>\n\n\u003Cp>p)La retención, no autorizada debidamente por el jefe correspondiente, de\ndocumentos, cartas, datos o su aplicación, destino o usos distintos de los que\ncorrespondan, que comporten perjuicio grave a la Empresa.\u003C\u002Fp>\n\n\u003Cp>q)El quebrantamiento o violación del secreto de correspondencia o de\ndocumentos reservados, o datos de reserva obligada, que produzca o pudiera\nproducir grave perjuicio para la organización y funcionamiento de la\nEmpresa.\u003C\u002Fp>\n\n\u003Cp>r)El falseamiento voluntario de datos e informaciones de la Empresa, que\norigine o pudiera originar grave quebranto a la misma.\u003C\u002Fp>\n\n\u003Cp>s)El abuso de autoridad por parte de los superiores, que deberá ser puesto\nen conocimiento de la Dirección de la Empresa por la persona trabajadora o por\nla Representación Legal de estas, por quien lo sufre para la imposición de la\nsanción que proceda.\u003C\u002Fp>\n\n\u003Cp>t)La utilización de las máquinas, herramientas o útiles entregados por la\nEmpresa para uso distinto al determinado por la misma sin que medie expresa\nautorización de ésta. A título ilustrativo, se encontrarán entre estos\nmedios o herramientas el ordenador, teléfono, dispositivos electrónicos,\nmedios de transporte, etc., por lo que cualquier uso de los mismos distinto del\nprofesional expresamente autorizado por la empresa constituirá una falta muy\ngrave.\u003C\u002Fp>\n\n\u003Cp>u)El uso indebido de las prendas y accesorios que componen el uniforme de\ntrabajo cuando se utilicen fuera de la jornada o para fines ajenos a la\nprestación de servicios.\u003C\u002Fp>\n\n\u003Cp>v)El incumplimiento de las políticas, códigos de conducta, normas o\ninstrucciones que tenga establecidas la Empresa.\u003C\u002Fp>\n\n\u003Cp>w)Cualquier otra acción u omisión que merezca tal calificación, de\nacuerdo con lo dispuesto en el artículo 54 del Estatuto de los\nTrabajadores.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Sanciones:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Por faltas leves:\u003C\u002Fp>\n\n\u003Cp>Amonestación por escrito.\u003C\u002Fp>\n\n\u003Cp>Por faltas graves:\u003C\u002Fp>\n\n\u003Cp>Amonestación por escrito.\u003C\u002Fp>\n\n\u003Cp>Suspensión de empleo y sueldo de uno a diez días.\u003C\u002Fp>\n\n\u003Cp>Por faltas muy graves:\u003C\u002Fp>\n\n\u003Cp>Amonestación por escrito.\u003C\u002Fp>\n\n\u003Cp>Suspensión de empleo y sueldo por tiempo no inferior a once días ni\nsuperior a seis meses.\u003C\u002Fp>\n\n\u003Cp>Despido.\u003C\u002Fp>\n\n\u003Ch3 id=\"L857\">Artículo 35. Audiencia previa.\u003C\u002Fh3>\n\n\u003Cp>Para aquellos casos en que resulten imputadas faltas que pudieran dar lugar\na la sanción de despido, la empresa concederá a la persona trabajadora un\nplazo de tres días para que, si a su derecho interesa, formule alegaciones con\ncarácter previo -en su caso- a la imposición de la correspondiente\nsanción. \u003C\u002Fp>\n\n\u003Ch3 id=\"L861\">Artículo 36. Prescripción de faltas y sanciones.\u003C\u002Fh3>\n\n\u003Cp>En lo relativo a la prescripción de faltas y sanciones se estará en todo\ncaso a lo dispuesto en el artículo 60 del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>En lo que se refiere a las invalidaciones de las notas desfavorables, éstas\ndesaparecerán de los expedientes personales al año, tres años, o cinco\naños, según se trate de faltas leves, graves o muy graves, respectivamente,\nsiempre y cuando la persona sancionada no haya vuelto a ser sancionada durante\nlos citados períodos de tiempo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Ch2 id=\"L869\">CAPÍTULO X Protección derechos fundamentales. Igualdad en el\ntrabajo\u003C\u002Fh2>\n\n\u003Ch3 id=\"L871\">Artículo 37. Principios generales.\u003C\u002Fh3>\n\n\u003Cp>Las mujeres y los hombres son iguales en dignidad, así como en derechos y\ndeberes. El principio de igualdad de trato entre mujeres y hombres supone la\nausencia de toda discriminación, directa o indirecta, por razón de sexo, y,\nespecialmente, las derivadas de la maternidad, la asunción de obligaciones\nfamiliares y el estado civil.\u003C\u002Fp>\n\n\u003Cp>La igualdad de trato entre mujeres y hombres es un principio informador del\nordenamiento jurídico y como tal se integra y habrá de observarse en la\ninterpretación y aplicación de todas las normas del presente convenio.\u003C\u002Fp>\n\n\u003Cp>Mediante la regulación contenida en este capítulo se contribuye a hacer\nefectivo el derecho de igualdad de trato y de oportunidades, entre mujeres y\nhombres, en particular a través de la eliminación y prevención de la\ndiscriminación de la mujer, sea cual fuere su circunstancia o condición,\nconforme a lo dispuesto en la Ley Orgánica 3\u002F2007, de 22 de marzo, para la\nigualdad efectiva de mujeres y hombres.\u003C\u002Fp>\n\n\u003Cp>El principio de igualdad de trato y de oportunidades entre mujeres y hombres\nse garantizará, en los términos previstos en la normativa aplicable, así\nconforme a las medidas y acciones previstas en el I Plan de Igualdad de\nOportunidades Trasmed 2023-2027, en el acceso al empleo, en la contratación,\nen la formación profesional, en la promoción profesional, en las condiciones\nde trabajo, incluidas las retributivas, las de conciliación y las de despido,\ny en la afiliación y participación en las organizaciones sindicales y\nempresariales.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Ch3 id=\"L881\">Artículo 38. Igualdad y no discriminación.\u003C\u002Fh3>\n\n\u003Cp>Trasmed tiene un fuerte compromiso con la igualdad y la diversidad y otorga\ngran importancia a su política de conciliación y sus diferentes iniciativas\npara favorecer la inclusión de todas las personas sin diferencias por razón\nde raza, creencias, origen, sexo, orientación sexual, edad o discapacidad.\u003C\u002Fp>\n\n\u003Cp>Por ello, Trasmed se compromete a aplicar el principio de igualdad y a\ngarantizar la eliminación de cualquier tipo de discriminación, medida o\npráctica laboral que suponga un trato discriminatorio por razón de sexo,\nedad, religión, etnia, nacionalidad, discapacidad, orientación sexual,\nideología, etc.\u003C\u002Fp>\n\n\u003Cp>Trasmed declara su compromiso explícito y firme de no tolerar en el seno de\nla empresa ningún tipo de práctica discriminatoria considerada como acoso por\nrazón de sexo, orientación e identidad sexual y expresión de género,\nquedando prohibida expresamente cualquier conducta de esta naturaleza.\u003C\u002Fp>\n\n\u003Cp>Que reuniendo los requisitos establecidos en el artículo 15 de la Ley\n4\u002F2023, de 28 de febrero, para la igualdad real y efectiva de las personas\ntrans y para la garantía de los derechos de las personas LGTBI, actualmente se\nencuentran en proceso de negociación, de manera conjunta con el colectivo de\ntierra y flota que compone la empresa, las medidas planificadas establecidas en\nel anexo I del Real \u003C\u002Fp>\n\n\u003Cp>Decreto 1026\u002F2024 de 8 de octubre, así como el protocolo frente al acoso y\nla violencia según se dispone en el anexo II de la señalada norma.\u003C\u002Fp>\n\n\u003Cp>En consecuencia con lo anterior, las partes acuerdan que una vez concluido\nel proceso negociador, las señaladas medidas planificadas resultarán parte\nintegrante del presente convenio colectivo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Ch3 id=\"L895\">Artículo 39. Medidas de protección integral contra la violencia\nde género.\u003C\u002Fh3>\n\n\u003Cp>Estas medidas suponen un paso más en la sensibilización y reconocimiento\nde la violencia hacia las mujeres como un problema social, cuya aplicación y\ngarantía de los derechos contemplados supone reforzar el compromiso con la\neliminación de la violencia, adquirido por parte de las instituciones\npúblicas y de las organizaciones sociales, patronales y sindicales.\nConsideramos que el convenio colectivo juega un papel fundamental en la\ndifusión de las medidas recogidas en esta ley, garantizando los derechos\nrelativos a las condiciones laborales que regula.\u003C\u002Fp>\n\n\u003Cp>Se entiende por trabajadora víctima de la violencia de género a los\nefectos previstos en este convenio la expresamente declarada como tal por\naplicación de la Ley Orgánica 1\u002F2004, de 28 de diciembre.\u003C\u002Fp>\n\n\u003Cp>Derechos de la trabajadora víctima de violencia acreditando la\nsituación:\u003C\u002Fp>\n\n\u003Cp>a)La trabajadora víctima de violencia de género tendrá derecho, para\nhacer efectiva su protección o su derecho a la asistencia social integral, a\nla reducción de la jornada de trabajo en los mismos términos establecidos\npara la reducción de jornada por guarda legal en el Estatuto de los\nTrabajadores y en el presente convenio.\u003C\u002Fp>\n\n\u003Cp>b)La trabajadora víctima de violencia de género que se vea obligada a\nabandonar el puesto de trabajo en la localidad donde venía prestando sus\nservicios, para hacer efectiva su protección o su derecho a la asistencia\nsocial integral, tendrá derecho a ocupar otro puesto de trabajo, del mismo\ngrupo profesional o categoría equivalente, que la empresa tenga vacante en\ncualquier otro de sus centros de trabajo.\u003C\u002Fp>\n\n\u003Cp>En tales supuestos, la empresa estará obligada a comunicar a la trabajadora\nlas vacantes existentes en dicho momento o las que se pudieran producir en el\nfuturo.\u003C\u002Fp>\n\n\u003Cp>Igualmente, la empresa podrá acordar con la trabajadora el abono de los\ngastos correspondientes al desplazamiento.\u003C\u002Fp>\n\n\u003Cp>El traslado o el cambio de centro de trabajo tendrán una duración inicial\nde seis meses, que se podrán ampliar a instancia de la trabajadora hasta tres\naños, durante los cuales la empresa tendrá la obligación de reservar el\npuesto de trabajo que anteriormente ocupaba la trabajadora.\u003C\u002Fp>\n\n\u003Cp>Terminado este período, la trabajadora podrá optar entre el regreso a su\npuesto de trabajo anterior o la continuidad en el nuevo. En este último caso,\ndecaerá la mencionada obligación de reserva.\u003C\u002Fp>\n\n\u003Cp>c)El contrato de trabajo podrá suspenderse por decisión de la trabajadora\nque se vea obligada a abandonar su puesto de trabajo como consecuencia de ser\nvíctima de violencia de género. El período de suspensión tendrá una\nduración inicial que no podrá exceder de seis meses, salvo que de las\nactuaciones de tutela judicial resultase que la efectividad del derecho de\nprotección de la víctima requiriese la continuidad de la suspensión. En este\ncaso, el juez podrá prorrogar la suspensión por períodos de tres meses, con\nun máximo de dieciocho meses.\u003C\u002Fp>\n\n\u003Cp>d)El contrato de trabajo podrá extinguirse de conformidad a lo dispuesto en\nel artículo 49 del ET, por decisión de la trabajadora que se vea obligada a\nabandonar definitivamente su puesto de trabajo como consecuencia de ser\nvíctima de violencia de género.\u003C\u002Fp>\n\n\u003Cp>e)No se computarán como faltas de asistencia, las ausencias motivadas por\nla situación física o psicológica derivada de violencia de género,\nacreditada por los servicios sociales de atención o servicios de salud, según\nproceda. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L925\">CAPÍTULO XI Representación del personal, ejercicio de derechos\nsindicales y comisión paritaria de vigilancia, control y resolución de\nconflictos del convenio\u003C\u002Fh2>\n\n\u003Ch3 id=\"L927\">Artículo 40. Órganos de representación de las personas\ntrabajadoras.\u003C\u002Fh3>\n\n\u003Cp>1.Los órganos de representación de las personas trabajadoras serán los\nque resulten de la aplicación de la Legislación vigente en cada momento\n(Comités de Empresa y Delegados de Personal).\u003C\u002Fp>\n\n\u003Cp>2.En materia de facultades, competencias (derechos de información y\nconsulta), así como garantías y capacidad, se estará expresamente a lo\nregulado en los artículos 64, 65 y 68 del Estatuto de los Trabajadores y en la\nLey Orgánica de Libertad Sindical.\u003C\u002Fp>\n\n\u003Cp>Sin perjuicio de lo previsto en la legislación vigente, los Delegados de\nPersonal y miembros del Comité de Empresa:\u003C\u002Fp>\n\n\u003Cp>a)Serán informados, con carácter previo, sobre las propuestas de\nreclasificación profesional que se produzcan en la Empresa.\u003C\u002Fp>\n\n\u003Cp>b)Se reunirán periódicamente con la Dirección de sus respectivos centros\nde trabajo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L939\">Artículo 41. Comité Intercentros.\u003C\u002Fh3>\n\n\u003Cp>Su composición y competencia se ajustará a las normas siguientes:\u003C\u002Fp>\n\n\u003Cp>a)Se constituirá un Comité Intercentros compuesto por seis miembros, de\nacuerdo con el artículo 63.3 del Estatuto de los Trabajadores. En el citado\nComité Intercentros se procurará que estén representados el mayor número de\nCentros de Trabajo.\u003C\u002Fp>\n\n\u003Cp>b)Este Comité ostenta la representación de todas las personas trabajadoras\nde la Empresa, siendo asimismo el interlocutor válido ante la Dirección de la\nmisma para asuntos de carácter general.\u003C\u002Fp>\n\n\u003Cp>c)Este Comité designará a sus Representantes en la Comisión negociadora\ndel Convenio Colectivo de la Empresa, y a los miembros de la Comisión\nParitaria del artículo 46. El Comité Intercentros mantendrá dos reuniones\nanuales para desempeño de sus funciones.\u003C\u002Fp>\n\n\u003Cp>La Secretaría del Comité Intercentros informará a la Dirección de la\nEmpresa del orden del día de cada reunión setenta y dos horas antes de la\ncelebración de la misma.\u003C\u002Fp>\n\n\u003Cp>De las reuniones celebradas se levantará Acta contestando la Empresa a\ntravés de la Secretaría del Comité y en un plazo de diez días, a aquellos\ntemas a los que no haya podido responder en las reuniones.\u003C\u002Fp>\n\n\u003Cp>d)El Comité Intercentros se constituirá como órgano previo a los\nplanteamientos de carácter colectivo de personas trabajadoras de la Empresa,\nasumiendo o no los procedimientos planteados por los colectivos de que se trate\n(a nivel de Empresa o Centro de Trabajo) en el plazo más breve posible, si la\nurgencia del asunto lo requiere.\u003C\u002Fp>\n\n\u003Cp>e)Por parte de la Dirección de la Empresa se darán las máximas\nfacilidades al representante del Comité que ocupe la Secretaría del mismo,\npara que realice las funciones que, como tal, debe llevar a efecto. Dicho\nSecretario\u002Fa dispondrá de local o ubicación adecuada para la realización de\nsus funciones, así como de cuantos elementos precise para llevar a cabo los\nmismos.\u003C\u002Fp>\n\n\u003Cp>f)El tiempo invertido en las reuniones del Comité Intercentros no se\ncomputará dentro de las horas concedidas a la Representación de las Personas\nTrabajadoras para el desarrollo de sus funciones.\u003C\u002Fp>\n\n\u003Cp>g)En caso de conflicto colectivo planteado en cualquier Centro de Trabajo,\nel Comité Intercentros se reunirá en aquél con carácter extraordinario a\ninstancias de la Representación de las Personas Trabajadoras, sin perjuicio de\nlo previsto en el punto d) de este artículo y habiendo informado a la\nDirección de la Empresa. \u003C\u002Fp>\n\n\u003Cp>h)El Comité Intercentros recibirá la información a que se refiere el\nartículo 64.° del Estatuto de los Trabajadores en sus apartados 1, 2 y 3.\u003C\u002Fp>\n\n\u003Ch3 id=\"L963\">Artículo 42. De los sindicatos.\u003C\u002Fh3>\n\n\u003Cp>La Dirección reconoce la existencia de Secciones Sindicales de acuerdo con\nlo establecido en la Ley Orgánica de Libertad Sindical.\u003C\u002Fp>\n\n\u003Cp>Las distintas Secciones Sindicales podrán reunirse en el Centro de Trabajo,\ndentro de la última hora de la jornada normal de trabajo y con un tope máximo\nde seis horas anuales.\u003C\u002Fp>\n\n\u003Cp>Cada uno de los Sindicatos que haya obtenido representación en el Comité\nIntercentros estará representado por la respectiva Sección Sindical, formada,\nen este caso, por un Delegado Sindical, de conformidad con lo previsto en el\nartículo 10.2 de la LOLS, que tendrá los mismos derechos y garantías que los\nRepresentantes de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>El Delegado Sindical de cada uno de los Sindicatos con representación en el\nComité Intercentros, asistirá a las reuniones de éste con voz pero sin voto,\nno computándose a estos efectos las horas utilizadas en dichas reuniones\ndentro del crédito horario.\u003C\u002Fp>\n\n\u003Ch3 id=\"L973\">Artículo 43. De las garantías de la representación legal y\nsindical.\u003C\u002Fh3>\n\n\u003Cp>Sin perjuicio de las garantías reconocidas en el ordenamiento jurídico,\nlos Representantes de las Personas Trabajadoras y los Delegados Sindicales\ngozarán de las siguientes garantías:\u003C\u002Fp>\n\n\u003Cp>a.Gozarán de siete días naturales de permiso anual no retribuido por\nasistencia a cursillo de formación sindical, previa justificación documental\nde asistencia al citado cursillo, excepto cuando utilicen las horas\nsindicales.\u003C\u002Fp>\n\n\u003Cp>b.Asimismo, gozarán del tiempo necesario, sin retribuir, por asistencia a\ncongresos de su Central Sindical, sin exceder de cuatro días laborables\nanuales, previa justificación documental de su asistencia a los mismos,\nexcepto cuando utilicen las horas sindicales.\u003C\u002Fp>\n\n\u003Cp>c.Las horas mensuales retribuidas que disfrutarán por dedicación a las\ntareas de representación serán las previstas en el Estatuto de los\nTrabajadores en función del límite de plantilla existente en la empresa,\nrespetándose un mínimo de 30 horas para el caso de que la plantilla de la\nempresa fuera inferior a doscientas cincuenta y una personas trabajadoras.\nEstas horas podrán acumularse en uno o varios miembros del Comité, Delegados\nde Personal y Delegado Sindical, siempre que se notifique de ello a la\nDirección con la debida antelación.\u003C\u002Fp>\n\n\u003Cp>d.Ninguna persona representante podrá ser objeto de cualquier clase de\ndiscriminación o represalia consistente en actos u omisiones realizados por el\nempresario o personal que lo represente, que impidan o dificulten el normal y\nlibre ejercicio de las funciones propias de su cargo o perjudiquen sus\nintereses o derechos laborales.\u003C\u002Fp>\n\n\u003Cp>e.Podrán utilizar los instrumentos de comunicación que la Empresa posea\npara realizar, exclusivamente, sus funciones de representación sindical.\u003C\u002Fp>\n\n\u003Ch3 id=\"L987\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3 id=\"L987\">Artículo 44. Licencia sindical.\u003C\u002Fh3>\n\n\u003Cp>Las personas trabajadoras pertenecientes a Sindicatos legalmente\nconstituidos tanto a nivel nacional como provincial o local, podrán asistir a\nsus convenciones, reuniones anuales y cursillos de formación con la deducción\nde los haberes correspondientes a los días de ausencia, siempre que lo\npermitan las necesidades del servicio en el Centro de Trabajo. \u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L991\">Artículo 45. De las Asambleas.\u003C\u002Fh3>\n\n\u003Cp>En esta materia se estará a lo dispuesto en los artículos 77.° al 80.°\ndel Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Ch3 id=\"L995\">Artículo 46. Comisión Paritaria de Vigilancia, Control y\nResolución de Conflictos del Convenio.\u003C\u002Fh3>\n\n\u003Cp>Se acuerda establecer una Comisión Paritaria como órgano de\ninterpretación, vigilancia y control del cumplimiento del presente convenio\ncolectivo para entender de aquellas cuestiones establecidas en la ley y de\ncuantas otras le sean atribuidas, incluido el sometimiento de las discrepancias\nproducidas en su seno a los sistemas no judiciales de solución de conflictos\nestablecidos mediante los acuerdos interprofesionales de ámbito estatal o\nautonómico previstos en el artículo 83 del ET.\u003C\u002Fp>\n\n\u003Cp>De acuerdo con lo establecido en el artículo 91.4 ET las resoluciones de la\nComisión Paritaria sobre interpretación o aplicación del convenio tendrán\nla misma eficacia jurídica y tramitación que los convenios colectivos\nregulados en el Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>La Comisión Paritaria está integrada por un máximo de diez vocales, cinco\nrepresentantes de la Empresa designados por ésta y cinco de la representación\nsocial.\u003C\u002Fp>\n\n\u003Cp>Los representantes de la Empresa podrán delegar o acumular sus votos en uno\no varios de sus miembros, no resultando necesaria la asistencia de la totalidad\nde los mismos a las reuniones de la Comisión cuando así lo estimen oportuno.\nLos representantes de la parte social podrán igualmente delegar sus votos en\nuno o varios de sus miembros.\u003C\u002Fp>\n\n\u003Cp>- Funciones de la Comisión:\u003C\u002Fp>\n\n\u003Cp>a)Informar sobre la voluntad de las Partes firmantes del convenio en\nrelación con el contenido del mismo.\u003C\u002Fp>\n\n\u003Cp>b)Cualesquiera otras actividades que tiendan a una mejor aplicación,\nentendimiento y desarrollo de lo establecido en el convenio.\u003C\u002Fp>\n\n\u003Cp>c)Todas aquellas en que el presente convenio haya previsto su\nintervención.\u003C\u002Fp>\n\n\u003Cp>d)Conocimiento y resolución de las discrepancias que le sean sometidas tras\nla finalización del periodo de consultas en materia de inaplicación de las\ncondiciones de trabajo del presente convenio colectivo en los supuestos\ncontemplados en el artículo 82.3 del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>e)Resolución de incidencias, dudas y divergencias en relación con la\naplicación e interpretación de los artículos del presente convenio,\nespecialmente si se trata de conflictos de naturaleza colectiva que pudieran\nfundamentar el planteamiento de huelga.\u003C\u002Fp>\n\n\u003Cp>f)Si hipotéticamente la Empresa tuviese necesidad de tramitar algún\nexpediente de regulación de empleo, se informaría, con carácter previo, a la\nComisión Paritaria.\u003C\u002Fp>\n\n\u003Cp>g)Cualesquiera otras que le vengan específicamente atribuidas por ley.\u003C\u002Fp>\n\n\u003Cp>-Funcionamiento, procedimientos y plazos de actuación:\u003C\u002Fp>\n\n\u003Cp>Convocatoria: La Comisión Paritaria se reunirá a instancia de cualquiera\nde las partes conforme el procedimiento más adelante detallado, fijándose de\nmutuo acuerdo la fecha, hora y orden del día con información detallada de los\ntemas a tratar. Las reuniones tendrán lugar en la dirección que determine la\nEmpresa, salvo que los temas a tratar recomienden o sea aconsejable por\noperatividad celebrarlas en otro centro de trabajo.\u003C\u002Fp>\n\n\u003Cp>Constitución y Asistentes: Se entenderá válidamente constituida la\nComisión Paritaria cuando como mínimo asista la mayoría simple de cada\nrepresentación ya sea personalmente o por delegación de representación.\nAsimismo, las partes podrán asistir acompañadas de los asesores, jurídicos o\nsindicales, que en cada caso se determine que serán designados por cada una de\nlas representaciones.\u003C\u002Fp>\n\n\u003Cp>Al finalizar cada reunión se levantará la correspondiente acta. \u003C\u002Fp>\n\n\u003Cp>-Procedimiento:\u003C\u002Fp>\n\n\u003Cp>a)La parte que lo estime oportuno podrá dirigirse a la Comisión Paritaria,\npor escrito, planteando la cuestión que la Comisión estime debe conocer y, en\nsu caso resolver, por entender que entra en su competencia.\u003C\u002Fp>\n\n\u003Cp>b)El escrito necesariamente contendrá: (I) Exposición del asunto que se\nplantea. (II) Fundamentación, en su caso, que entienda el proponente que le\nasiste (III) Propuesta o petición que se formula.\u003C\u002Fp>\n\n\u003Cp>c)Una vez recibida la solicitud, la Comisión fijará la fecha de reunión\nque necesariamente se celebrará en el término de 5 días naturales y en la\nque se estudiará el asunto planteado.\u003C\u002Fp>\n\n\u003Cp>d)La Comisión Paritaria adoptará los acuerdos por mayoría simple de cada\nuna de las partes asistentes, social y empresarial, y quedarán reflejados por\nescrito siendo una vez adoptados, vinculantes para ambas partes.\u003C\u002Fp>\n\n\u003Cp>e)Los asuntos sometidos a la Comisión Paritaria se resolverán en el plazo\nde 7 días.\u003C\u002Fp>\n\n\u003Cp>Las discrepancias que puedan surgir en el seno de la Comisión Paritaria en\nrelación con cualquiera de las competencias citadas, así como cualesquiera\notras que le vengan específicamente atribuidas por ley, se resolverán de\nconformidad con las reglas establecidas en el VI Acuerdo sobre Solución\nAutónoma de Conflictos Laborales (ASAC), y tendrá carácter necesario antes\nde entablar reclamación colectiva ante la autoridad laboral y\u002Fo judicial\ncompetente y\u002Fo si se trata de conflictos de naturaleza colectiva que pudieran\nfundamentar el planteamiento de huelga.\u003C\u002Fp>\n\n\u003Cp>- Procedimiento de Inaplicación del convenio:\u003C\u002Fp>\n\n\u003Cp>De darse las circunstancias necesarias para tener que modificar el contenido\ndel convenio se abrirá el oportuno proceso negociador a ese fin y, de no\nalcanzar acuerdo entre las partes y de no haber sido posible solventar las\ndiscrepancias en el seno de la Comisión Paritaria (tal y como se prevé en el\napartado d) del apartado Funciones de la Comisión del artículo 46), se\nacudirá al procedimiento de solución extrajudicial de conflictos establecido\nen el VI Acuerdo sobre Solución Autónoma de Conflictos Laborales (ASAC) o el\nque le sustituya.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1047\">\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch2 id=\"L1047\">Disposición adicional primera. Cláusula de revisión\nsalarial.\u003C\u002Fh2>\n\n\u003Cp>Para el año 2025 el incremento será del 2,5 % del salario bruto de cada\npersona trabajadora.\u003C\u002Fp>\n\n\u003Cp>El presente incremento se encuentra incorporado en las Tablas Salariales\nreflejadas en el anexo I del convenio.\u003C\u002Fp>\n\n\u003Cp>Los efectos económicos de este incremento salarial tendrán efectos\nretroactivos, generándose los correspondientes atrasos desde enero de 2025.\u003C\u002Fp>\n\n\u003Cp>Una vez conocido el dato del IPC real del ejercicio 2025, si este fuera\nsuperior al 2,5 % inicialmente aplicado, se procederá a la revisión de las\ncuantías salariales añadiendo el diferencial existente hasta un máximo de un\n3 %, no generándose derecho a atrasos por esta revisión salarial.\u003C\u002Fp>\n\n\u003Cp>De producirse esta revisión salarial, las cuantías resultantes tras la\nmisma constituirán la base sobre las que se aplicará el incremento salarial\npara el año 2026.\u003C\u002Fp>\n\n\u003Cp>Para el año 2026 el incremento será del 2 % del salario bruto de cada\npersona trabajadora.\u003C\u002Fp>\n\n\u003Cp>Una vez conocido el dato del IPC real del ejercicio 2026, si este fuera\nsuperior al 2 % inicialmente aplicado, se procederá a la revisión de las\ncuantías salariales añadiendo el diferencial existente hasta un máximo de un\n3 %, no generándose derecho a atrasos por esta revisión salarial.\u003C\u002Fp>\n\n\u003Cp>De producirse esta revisión salarial, las cuantías resultantes tras la\nmisma constituirán la base sobre las que se aplicará el incremento salarial\npara el año 2027. \u003C\u002Fp>\n\n\u003Cp>Para el año 2027 el incremento será del 2% del salario bruto de cada\npersona trabajadora.\u003C\u002Fp>\n\n\u003Cp>Una vez conocido el dato del IPC real del ejercicio 2027, si este fuera\nsuperior al 2 % inicialmente aplicado, se procederá a la revisión de las\ncuantías salariales añadiendo el diferencial existente hasta un máximo de un\n3 %, no generándose derecho a atrasos por esta revisión salarial.\u003C\u002Fp>\n\n\u003Cp>Las cuantías salariales, en su caso, resultantes de la señalada revisión\nserán abonadas desde la nómina enero, incluyéndose expresamente la\ncorrespondiente, en su caso, al IPC real del año 2027, que será la nómina de\nenero 2028.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L1073\">Disposición adicional segunda. Disposiciones aplicables al\npersonal que proviene de Compañía Trasmediterránea, SA (Tierra).\u003C\u002Fh2>\n\n\u003Cp>Se entenderá como personal que proviene de Compañía Trasmediterránea, SA\n(Tierra) aquellas personas trabajadoras que, a fecha de entrada en vigor del\npresente convenio, se les venía aplicando la disposición adicional segunda\ndel Convenio Colectivo de Artra Servicios Corporativos, que trasladaba las\ncondiciones del convenio de la entonces Compañía Trasmediterránea, SA\n(Tierra).\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras del colectivo regulado en la presente disposición\nadicional segunda que vengan percibiendo\u002Fdisfrutando los conceptos que se\ndescriben a continuación como garantía ad personam, mantendrán el\npercibo\u002Fdisfrute de los mismos, en el caso que corresponda cada uno de ellos,\nsegún se vengan percibiendo los mismos:\u003C\u002Fp>\n\n\u003Cp>1.Complemento Personal.\u003C\u002Fp>\n\n\u003Cp>Recibe esta denominación la cantidad que, a título personal, vienen\npercibiendo determinadas personas trabajadoras y cuya cuantía no figura en las\nTablas Salariales ni responde a complementos de puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>Este Complemento formará parte de las 12 pagas anuales, no será absorbible\nni compensable y tendrá los mismos incrementos que se acuerden en la\nnegociación colectiva.\u003C\u002Fp>\n\n\u003Cp>2.Cambios de Jornadas y Turnos.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras del colectivo regulado en la presente disposición\nque vienen percibiendo alguno de los complementos por cambio de jornada\nreflejados en este apartado, mantienen consolidados los mismos. Si se produce\nun cambio de jornada, se les abonará la diferencia, si la hubiera, que\ncorresponda al régimen de jornada que se les aplique.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Turnos: 221,44 euros\u002Fmensuales.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Jornada Partida: 282,95 euros\u002Fmensuales.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Jornada Flexible: 378,06 euros\u002Fmensuales.\u003C\u002Fp>\n\n\u003Cp>3.Puentes y días de libre disposición.\u003C\u002Fp>\n\n\u003Cp>El personal regulado en la presente disposición adicional segunda\nmantendrá el disfrute de dos puentes al año y dos días de libre disposición\npor ajuste de calendario.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1099\">Disposición adicional tercera. Adecuación al convenio.\u003C\u002Fh2>\n\n\u003Cp>Aquellas personas trabajadoras que, a la entrada en vigor del presente\nconvenio y fruto de su adecuado encuadramiento a la clasificación profesional\ndel mismo, vieran minorada la cuantía del Salario Base que hasta el momento\nvienen percibiendo por la aplicación de las Tablas Salariales del convenio,\nmantendrán la diferencia entre ambas cuantías como Plus de Adecuación del\nconvenio. \u003C\u002Fp>\n\n\u003Cp>Este Plus formará parte de las 12 pagas anuales, no siendo absorbible ni\ncompensable y teniendo los mismos incrementos que se acuerden en la\nnegociación colectiva.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1107\">Disposición adicional cuarta. Régimen específico del personal\noperativo de muelle de Trasmed en Valencia.\u003C\u002Fh2>\n\n\u003Cp>Atendiendo a la especialidad de su labor, por medio del presente convenio se\nestablece una regulación específica sobre la distribución de la jornada para\nel personal del Departamento de Operaciones de Muelle de TRASMED en Valencia,\ncon objeto de desarrollar de una manera más eficiente las funciones propias de\ndicho personal, conjugando las necesidades para la adecuada prestación del\nservicio con el respeto a los límites de jornada legal y convencionalmente\nestablecidos.\u003C\u002Fp>\n\n\u003Cp>Las señaladas funciones incluyen, entre otras:\u003C\u002Fp>\n\n\u003Cp>-Operaciones en cruceros.\u003C\u002Fp>\n\n\u003Cp>-Tratamientos de pasarelas.\u003C\u002Fp>\n\n\u003Cp>-Gestión de terminal para plataformas, camiones y coches.\u003C\u002Fp>\n\n\u003Cp>-Entrada y salida de equipo.\u003C\u002Fp>\n\n\u003Cp>-Estiba y desestiba de ferries.\u003C\u002Fp>\n\n\u003Cp>-Control de preembarque de vehículos de pasaje.\u003C\u002Fp>\n\n\u003Cp>-Coordinación del embarque de pasajeros a pie.\u003C\u002Fp>\n\n\u003Cp>-Coordinación de seguridad.\u003C\u002Fp>\n\n\u003Cp>-Cualquier otra tarea relacionada con la operativa portuaria en la\nconcesión de Trasmed en Valencia.\u003C\u002Fp>\n\n\u003Cp>Jornada y distribución del tiempo de trabajo:\u003C\u002Fp>\n\n\u003Cp>a)Resulta de aplicación al presente personal tanto la duración de la\njornada como las posibles modalidades para su ejecución de la jornada, así\ncomo la posibilidad de cambio de la misma previstas en el artículo 10 de este\nconvenio colectivo.\u003C\u002Fp>\n\n\u003Cp>b)La distribución de la jornada para este personal se realizará mediante\nturnos de trabajo rotativos, conforme al cuadrante establecido, pudiendo\ndesarrollarse ésta de manera continuada o partida.\u003C\u002Fp>\n\n\u003Cp>Los cuadrantes serán elaborados mensualmente, conociendo de esta manera las\npersonas trabajadoras del departamento su jornada y horario con la antelación\nsuficiente.\u003C\u002Fp>\n\n\u003Cp>El horario se organizará sobre un modelo troncal, de cadencia mensual,\nrespetando los descansos legales, actualizándose mensualmente.\u003C\u002Fp>\n\n\u003Cp>c)Se establece una temporada alta específica del 15 de septiembre al 30 de\nnoviembre, durante la cual podrá aplicarse una distribución irregular de la\njornada de hasta un 25 % adicional, respetando los descansos legales.\u003C\u002Fp>\n\n\u003Cp>Durante este periodo de temporada alta, podrá desarrollarse una jornada\nmáxima de hasta 45 horas semanales.\u003C\u002Fp>\n\n\u003Cp>d)En el resto de periodos (temporada baja), la jornada ordinaria no\nexcederá de 32 horas semanales, generando una bolsa de horas de hasta 150\nhoras anuales por persona trabajadora, destinadas al desempeño de sus\nfunciones durante la señalada temporada alta y dentro de los límites\nindicados.\u003C\u002Fp>\n\n\u003Cp>Dicha bolsa de horas no será acumulativa para el año siguiente en caso de\nno utilización por parte de la empresa.\u003C\u002Fp>\n\n\u003Cp>e)El horario habitual será:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">De lunes a viernes: de 8:30 h hasta la salida del\núltimo barco (entre las 22:00 y 23:00 h).\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Sábados y domingos: de 17:00 h a 23:00 h. \u003C\u002Fp>\n\n\u003Cp>Descanso semanal:\u003C\u002Fp>\n\n\u003Cp>Dada la especial distribución de jornada, no será de aplicación el\ndescanso compensatorio por trabajar domingo o festivo previsto en el artículo\n21.b del convenio, sin perjuicio del respeto a los descansos legales\nmínimos.\u003C\u002Fp>\n\n\u003Cp>Clasificación profesional y retribución:\u003C\u002Fp>\n\n\u003Cp>En términos generales, resultará de aplicación al presente colectivo la\nclasificación profesional, así como las retribuciones previstas en el\nconvenio, con las particularidades que se establecen a continuación:\u003C\u002Fp>\n\n\u003Cp>a)El encuadramiento básico de este personal será en el Grupo Operativo y\nNivel II, con la consecuente retribución conforme a las Tablas Salariales del\nanexo I.\u003C\u002Fp>\n\n\u003Cp>b)Por su parte, para aquel personal del presente colectivo que a la firma\ndel convenio se encontraran en alta en la empresa, con objeto de compensar los\nefectos de la modificación de la organización en el desarrollo de su trabajo,\nse establece el percibo de la cantidad de 4.070,40 euros como complemento ad\npersonam, denominándose «Complemento de Muelle».\u003C\u002Fp>\n\n\u003Cp>La cuantía del «Complemento de Muelle» se distribuirá entre las 12 pagas\nordinarias, resultando una cantidad consolidada, no absorbible ni compensable,\nasí como revalorizable conforme a los incrementos del convenio.\u003C\u002Fp>\n\n\u003Cp>Con el señalado complemento se entiende retribuida la jornada que este\npersonal realice hasta las 23.00 hs.\u003C\u002Fp>\n\n\u003Cp>c)Las horas realizadas a partir de las 22:00 h (o 23:00 h en el caso del\npersonal que perciban el «Complemento de Muelle») se retribuirán conforme al\nplus de nocturnidad previsto en el artículo 20 del convenio, así como -en su\ncaso- con las horas extraordinarias que correspondan.\u003C\u002Fp>\n\n\u003Cp>d)Por cada domingo o festivo trabajado, se abonará un complemento de 90\neuros brutos, no resultando de aplicación el baremo ni el descanso semanal\ncompensatorio previsto en el artículo 21 b) del convenio.\u003C\u002Fp>\n\n\u003Cp>Polivalencia funcional:\u003C\u002Fp>\n\n\u003Cp>Todo el personal deberá ser polivalente, es decir, estar capacitado para\nrealizar todas las funciones descritas anteriormente. A tal efecto, la empresa\nse compromete a proporcionar la formación necesaria para alcanzar dicha\nversatilidad operativa.\u003C\u002Fp>\n\n\u003Cp>Revisión del acuerdo:\u003C\u002Fp>\n\n\u003Cp>En caso de adquisición de nuevos buques o modificación sustancial de las\noperativas, ambas partes se comprometen a renegociar las condiciones de jornada\ny organización del trabajo.\u003C\u002Fp>\n\n\u003Cp>Sustitución de condiciones anteriores:\u003C\u002Fp>\n\n\u003Cp>Las condiciones establecidas en la presente disposición adicional\nsustituyen íntegramente a las que se vinieran aplicando con anterioridad a la\nentrada en vigor.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1187\">Disposición adicional quinta. Cláusula de empleo.\u003C\u002Fh2>\n\n\u003Cp>1.Garantía de empleo.\u003C\u002Fp>\n\n\u003Cp>Es objetivo común y prioritario de las partes firmantes del presente\nconvenio, el mantenimiento y fomento de la estabilidad del empleo.\u003C\u002Fp>\n\n\u003Cp>En aras a ello, las partes se comprometen a:\u003C\u002Fp>\n\n\u003Cp>-Promocionar la contratación indefinida.\u003C\u002Fp>\n\n\u003Cp>-La transformación de contratos temporales en contratos indefinidos. \u003C\u002Fp>\n\n\u003Cp>-La igualdad de oportunidades.\u003C\u002Fp>\n\n\u003Cp>-Evitar el encadenamiento injustificado de sucesivos contratos temporales\npara cubrir un mismo puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>2.Jubilación forzosa y promoción del empleo estable.\u003C\u002Fp>\n\n\u003Cp>Al amparo de lo dispuesto en la disposición adicional décima del texto\nrefundido de la Ley del Estatuto de los Trabajadores, disposición cuya vigente\nredacción es la publicada por Ley 21\u002F2021, de 28 de diciembre, de garantía\ndel poder adquisitivo de las pensiones y de otras medidas de refuerzo de la\nsostenibilidad financiera y social del sistema público de pensiones, en aras\nde favorecer la prolongación de la vida laboral, se posibilita la extinción\ndel contrato de trabajo por el cumplimiento por el trabajador de una edad igual\no superior a 68 años, siempre que cumplan los siguientes requisitos:\u003C\u002Fp>\n\n\u003Cp>a)La persona trabajadora afectada por la extinción del contrato de trabajo\ndeberá reunir los requisitos exigidos por la normativa de Seguridad Social\npara tener derecho al cien por ciento de la pensión ordinaria de jubilación\nen su modalidad contributiva.\u003C\u002Fp>\n\n\u003Cp>b)Esta medida se vincula como objetivo coherente de política de empleo, al\nrelevo generacional a través de la contratación indefinida y a tiempo\ncompleto de, al menos, una nueva persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>La decisión extintiva de la relación laboral será con carácter previo\ncomunicada por la empresa a la representación legal de las personas\ntrabajadoras y a la propia persona trabajadora afectada.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1213\">Disposición adicional sexta. Lenguaje inclusivo y no\nsexista.\u003C\u002Fh2>\n\n\u003Cp>Uno de los pilares fundamentales del presente convenio es la voluntad de las\npartes firmantes de aplicar políticas efectivas y reales en materia de\nigualdad.\u003C\u002Fp>\n\n\u003Cp>A este respecto, todas las referencias que en el presente convenio se\nefectúen en género masculino -incluyendo referencias a grupos y categorías\nprofesionales-, se entenderán hechas indistintamente tanto al género\nmasculino como femenino evitándose repeticiones, que generan dificultades\nsintácticas y de concordancia, y complican innecesariamente la redacción y\nlectura de los textos.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1219\">Disposición transitoria primera. Entrada en vigor.\u003C\u002Fh2>\n\n\u003Cp>La clasificación profesional y los efectos económicos del presente\nconvenio se aplicarán a partir de 1 de enero de 2025, entendiendo por\nclasificación profesional la aplicación del capítulo II y por efectos\neconómicos la aplicación del capítulo V.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Cp>ANEXO I\u003C\u002Fp>\n\n\u003Cp>Tablas salariales 2025\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:-.05pt;border-collapse:collapse;border:none\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:18.95pt\">\n      \u003Ctd width=\"53\" style=\"width:39.85pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:18.95pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Niveles\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\" style=\"width:83.3pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Administrativo\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" style=\"width:71.3pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Operaciones\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.45pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Comercial\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.45pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Técnico\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.7pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Dirección\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"53\" style=\"width:39.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">V\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\" style=\"width:83.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" style=\"width:71.3pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.7pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">2.500 €\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"53\" style=\"width:39.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">IV\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\" style=\"width:83.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.748,67\n        €\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" style=\"width:71.3pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.748,67\n        €\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.748,67\n        €\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">2.304,82\n        €\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.7pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:16.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"53\" style=\"width:39.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">III\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\" style=\"width:83.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.456,53\n        €\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" style=\"width:71.3pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.456,53\n        €\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.456,53\n        €\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.920,70\n        €\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.7pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"53\" style=\"width:39.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">II\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\" style=\"width:83.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.214,35\n        €\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" style=\"width:71.3pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.214,35\n        €\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.214,35\n        €\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.600,58\n        €\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.7pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"53\" style=\"width:39.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">I\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\" style=\"width:83.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.036,00\n        €\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" style=\"width:71.3pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.036,00\n        €\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.036,00\n        €\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.333,82\n        €\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.7pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:-.05pt;border-collapse:collapse;border:none\">\u003Ctbody>\u003Ctr style=\"height:17.3pt\">\u003Ctd width=\"90\" style=\"width:67.7pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\"> \u003C\u002Fspan>\u003C\u002Fp>\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\u003Cp>\u003C\u002Fp>\n\n\n",{"CBA_MNCOMPA_1":44,"JOBTITLE_trigger":48,"JOBTYPE_descriptions":52,"jobclassifaction1":56,"TRAINING_trigger":59,"trainingprogrammes":63,"SOCSEC_trigger":67,"disabilityfund":70,"contracttrial":74,"contracttrialperiod":78,"maxsicknesspay":82,"maxsicknesspayperc":86,"maxsicknesspaytype":88,"disabilitypay":90,"healthandsafetypolicy":94,"protectiveclothing":98,"healthandsafetytraining":102,"funeralpay":106,"WORKFAM_trigger":110,"paidmaternityleave":114,"paidmaternityleavepay":118,"paidmaternityleavepayperc":121,"paidpaternityleave":123,"paidpaternityleaveduration":125,"paidpaternityleavepay":127,"paidpaternityleavepayperc":129,"childcare":131,"childcareleave":135,"deathrelativesleave":137,"marriageleave":139,"nursingmothers":143,"maternity_nursing_breaks_duration":147,"maternity_nursing_breaks_length":149,"educationtuition":151,"GENEQ_trigger":155,"discrimination":159,"sexualhar":163,"violence":167,"WORKHOURS_trigger":171,"hourspweek":175,"holidaysdays":179,"holidaysweeks":183,"bankholidays2":185,"schedulesrestpw":189,"TRADEUNLEAV_trigger":193,"flexible_work_options":197,"WAGES_trigger":201,"WAGES_determined":205,"PAYSCALES_trigger":209,"STRUCINCR_trigger":213,"ONCERISE_trigger":217,"ONCERISE2_trigger":221,"NOCTPREM_trigger":223,"OVERTIME_trigger":227,"overtimeallowancetype_general":231,"SUNDAY_trigger":235},{"bindId":45,"name":46,"text":47},"CBA_MNCOMPA_1","I CONVENIO COLECTIVO DE TRASMED GLE, SL ","I CONVENIO COLECTIVO DE TRASMED GLE, SL Y SU PERSONAL DE TIERRA",{"bindId":49,"name":50,"text":51},"JOBTITLE_trigger","Artículo 8. Clasificación Profesional: M","Artículo 8. Clasificación Profesional: Modelo de Grupos y\nNiveles.\n\n1.Aspectos generales.\n\nSe establece un Sistema de Clasificación Profesional, en virtud de los\ncriterios establecidos en el artículo 22 del Estatuto de los Trabajadores, por\nmedio de Grupos y Niveles Profesionales, teniendo en cuenta el contenido\ngeneral del trabajo a desarrollar.\n\nLa definición funcional y la determinación del Grupo Profesional\ncorresponden a la empresa, en coherencia con el principio de organización.\n\nEl contenido de la prestación laboral y la adscripción a un Grupo\nprofesional se ha establecido por la empresa según los siguientes\ncriterios:\n\na)Cualquier persona trabajadora, en función del puesto de trabajo que\ndesarrolle, está encuadrado en un Grupo y Nivel Profesional de los\nestablecidos en el presente apartado, que definirá su posición en el esquema\norganizativo y retributivo.\n\nb)La posesión por parte de una persona trabajadora de alguna o de todas las\ncompetencias representativas de un Grupo Profesional determinado no implica la\nadscripción al mismo, sino que su clasificación estará determinada por la\nexigencia y el ejercicio efectivo de tales competencias en las funciones\ncorrespondientes a su puesto de trabajo. Por tanto, el encuadramiento en un\ndeterminado Grupo Profesional se lleva a cabo por las funciones realmente\nrealizadas por el trabajador, con independencia del rol, la denominación del\npuesto o su titulación.\n\nc)El Grupo Profesional es la unidad de clasificación que agrupa a las\npersonas trabajadoras en función de las aptitudes profesionales y contenido\ngeneral de la prestación laboral.\n\nSe establecen cinco Grupos Profesionales:\n\n-Grupo de Administración.\n\n-Grupo de Operaciones.\n\n-Grupo Técnico. \n\n-Grupo Comercial.\n\n-Grupo de Dirección.\n\nd)La pertenencia a un Grupo Profesional implica el desempeño de todas las\ntareas y cometidos que le son propios, así como las tareas suplementarias y\u002Fo\nauxiliares precisas que integran el proceso de negocio completo del que forman\nparte, salvo aquellas que requieran de una titulación específica y\u002Fo\ncolegiación obligatoria.",{"bindId":53,"name":54,"text":55},"JOBTYPE_descriptions","2.Grupos Profesionales. Se entiende por ","2.Grupos Profesionales.\n\nSe entiende por Grupo Profesional el que aúna unitariamente las\ncompetencias profesionales y\u002Fo titulaciones y contenido general de la\nprestación, e incluye distintas tareas, funciones, especialidades\nprofesionales o responsabilidades asignadas al trabajador.\n\na)Grupo Profesional de Administración:\n\nSerán encuadradas en el presente Grupo, las personas trabajadoras que por\nsus conocimientos y\u002Fo experiencia realizan tareas administrativas en cualquiera\nde los procesos de la Empresa y, en general, las específicas de puestos de\noficina, pudiendo realizar, a su vez, funciones de supervisión o\ncoordinación.\n\nb)Grupo Profesional de Operaciones:\n\nSerán encuadradas en el presente Grupo, personal que por sus conocimientos\ny\u002Fo experiencia ejecuta tareas relacionadas con la operativa del negocio, bien\ndirectamente, o realizando labores auxiliares, pudiendo desempeñar, a su vez,\nfunciones de supervisión o coordinación.\n\nc)Grupo Profesional Técnico:\n\nSerán encuadradas en el presente Grupo, personal que precisa, para el\ndesempeño de su trabajo, de competencias profesionales y experiencia con un\nalto grado de especialización, equivalente al que se puede adquirir con\ntitulaciones universitarias, y que realiza tareas técnicas complejas que\nimplican una cualificación determinada pudiendo realizar, a su vez, funciones\nde supervisión o coordinación.\n\nd)Grupo Profesional Comercial:\n\nSerán encuadradas en el presente Grupo, los trabajadores\u002Fas que tienen como\nfunción principal la propia de la actividad comercial, esto es, la\nincorporación a la empresa de nuevos clientes, bien de forma directa o a\ntravés de una red de agentes y la coordinación de la red de ventas.\n\ne)Grupo Profesional de Dirección:\n\nDe libre designación por parte de la Dirección General de la empresa.\nMuestra competencia profesional en un amplio conjunto de actividades complejas\nen diversos contextos y que, en muchos casos, requieren conjugar variables\ntécnicas, económicas y organizativas para planificar acciones, definir\nprocesos, servicios y\u002Fo proyectos.\n\nAsume la responsabilidad de la función asignada habiendo sido designado\u002Fa\npor alguno de los siguientes motivos:\n\nI)Estar directamente vinculado\u002Fa su puesto de\ntrabajo con la asistencia directa y de confianza de la Dirección General.\n\nII)Ejercicio de la responsabilidad general de la\ndelegación de una terminal o puerto.\n\nPuede gestionar equipos de trabajo, así como reporta directamente a la\nDirección General de la empresa, tomar decisiones sobre la asignación de\nrecursos, con alto nivel de iniciativa y de autonomía. \n\nNiveles Profesionales:\n\nDentro de cada Grupo Profesional se encuentran distintos Niveles\nprofesionales.\n\nSe han definido cuatro niveles diferenciados, con excepción del Grupo\nProfesional de Dirección que únicamente tiene un nivel, en base a la\ncontribución de los puestos a la Organización y para ello se han seguido\ncriterios basados en dos aspectos, que son:\n\na)La complejidad de las funciones desempeñadas.\n\nb)La autonomía en la ejecución y toma de decisiones en el desempeño de\nlas tareas.\n\nDefinición de niveles profesionales:\n\nNivel I:\n\n-Muestra competencia profesional en un conjunto de actividades simples y\u002Fo\nfunciones estructuradas dentro de procesos normalizados y vinculadas,\nprincipalmente, a un trabajo de ejecución que precisa de supervisión.\nAsimismo, se corresponde con los niveles iniciales de desarrollo y\u002Fo madurez de\nlas competencias profesionales requeridas dentro de un Grupo Profesional.\n\n-Iniciativa y autonomía limitada.\n\nNivel II:\n\n-Muestra competencia profesional en un conjunto de actividades determinadas\nque, aunque pueden ejecutarse con autonomía y en algunos casos ser complejas,\nrequieren de orientación y soporte y no exigen un elevado grado de\nresponsabilidad.\n\n-Iniciativa y autonomía media y muy orientada al trabajo propio, aunque\nrequieren de colaboración y trabajo en equipo.\n\nNivel III:\n\n-Muestra competencia profesional en una amplia gama de actividades,\nfrecuentemente complejas, que requieren dominio de procedimientos y\u002Fo técnicas\ny que se ejecutan con autonomía, precisándose, en algún caso, apoyo puntual.\nImplica un elevado nivel de responsabilidad sobre la función asignada. En\nalgunos casos, puede asumir la coordinación y\u002Fo supervisión de terceros.\n\n-Elevado grado de iniciativa y autonomía.\n\nNivel IV:\n\n-Muestra competencia profesional en un amplio conjunto de actividades\ncomplejas en diversos contextos y que, en muchos casos, requieren conjugar\nvariables técnicas, económicas y organizativas para planificar acciones,\ndefinir procesos, servicios y\u002Fo proyectos. Asume la responsabilidad de la\nfunción asignada.\n\n-Puede gestionar equipos de trabajo, así como tomar decisiones sobre la\nasignación de recursos.\n\n-Alto nivel de iniciativa, autonomía y toma de decisiones.\n\nNivel V:\n\n-Exclusivamente destinado al Grupo de Dirección, con las funciones propias\nde dicho grupo.\n\n3.Movilidad entre Niveles Profesionales.\n\nLa movilidad entre los niveles del mismo Grupo Profesional se efectuará en\nel marco de los procesos de valoración interna de acuerdo a los procedimientos\nde evaluación establecidos por la Empresa, o por libre designación de la\nmisma. \n\n4.Tabla de Clasificación Profesional.\n\nGrupos profesionales\n\n\n\n\n  \n    \n      Niveles\n      \n      Administración\n      \n      Operaciones\n      \n      Comercial\n      \n      Técnico\n      \n      Dirección\n      \n    \n    \n      V\n      \n       \n      \n       \n      \n       \n      \n       \n      \n      Dirección\n        V.\n      \n    \n    \n      IV\n      \n      Administración\n        IV.\n      \n      Operaciones\n        IV.\n      \n      Comercial\n        IV.\n      \n      Técnico\n        IV.\n      \n       \n      \n    \n    \n      III\n      \n      Administración\n        III.\n      \n      Operaciones\n        III.\n      \n      Comercial\n        III.\n      \n      Técnico\n        III.\n      \n       \n      \n    \n    \n      II\n      \n      Administración\n        II.\n      \n      Operaciones\n        II.\n      \n      Comercial\n        II.\n      \n      Técnico\n        II.\n      \n       \n      \n    \n    \n      I\n      \n      Administración\n        I.\n      \n      Operaciones\n        I.\n      \n      Comercial\n        I.\n      \n      Técnico I.\n      \n       ",{"bindId":57,"name":50,"text":58},"jobclassifaction1","Artículo 8. Clasificación Profesional: Modelo de Grupos y\nNiveles.",{"bindId":60,"name":61,"text":62},"TRAINING_trigger","Artículo 32. Formación Profesional. El P","Artículo 32. Formación Profesional.\n\nEl Plan de Formación de la empresa responderá a las necesidades formativas\nreales, inmediatas y específicas de la empresa y sus personas trabajadoras,\nfavoreciendo la polivalencia y el desarrollo profesional de los empleados.\n\nLas distintas acciones formativas se desarrollarán con la flexibilidad\nnecesaria con respecto a sus contenidos y al momento de su impartición para\natender las necesidades de la empresa de manera ágil y adecuar las\ncompetencias de las personas trabajadoras a los requerimientos de cada\nmomento.",{"bindId":64,"name":65,"text":66},"trainingprogrammes","El Plan de Formación se desarrollará den","El Plan de Formación se desarrollará dentro del horario de trabajo y\nrespetando el derecho de información y consulta de la representación legal de\nlas personas trabajadoras. ",{"bindId":68,"name":69,"text":69},"SOCSEC_trigger","CAPÍTULO VII Mejoras sociales",{"bindId":71,"name":72,"text":73},"disabilityfund","Póliza de Accidentes: La empresa efectua","Póliza de Accidentes:\n\nLa empresa efectuará la contratación de un seguro colectivo de accidentes\nde trabajo individual, cuyas garantías se extenderán a todas las personas que\nforman parte de su plantilla.\n\nLas garantías y sumas aseguradas por persona trabajadora serán las\nsiguientes:\n\nFallecimiento: 25.000,00 euros.\n\nIncapacidad permanente según baremo, hasta\n25.000,00 euros.\n\nIncapacidad profesional total: 25.000,00 euros.\n\nIncapacidad profesional absoluta: 25.000,00\neuros.\n\nGran incapacidad: 25.000,00 euros.",{"bindId":75,"name":76,"text":77},"contracttrial","Artículo 17. Período de prueba. La durac","Artículo 17. Período de prueba.\n\nLa duración del período de prueba, que se reflejará en el contrato de\ntrabajo, se ajustará con carácter general a lo previsto en el Estatuto de los\nTrabajadores sobre la materia, sin perjuicio de lo dispuesto en los siguientes\npárrafos.\n\nEn cualquier momento anterior a la terminación del período de prueba,\nambas partes podrán rescindir unilateralmente el Contrato, sin necesidad de\nprevio aviso, ni indemnización de ningún género, y sin otra percepción por\nparte de la persona trabajadora que la liquidación de los haberes\npendientes.\n\nA efectos de cómputo de periodo de prueba solo se tendrán en cuenta los\ndías efectivamente trabajados, interrumpiendo el cómputo del mismo las\nsituaciones de incapacidad temporal, nacimiento, adopción, guarda con fines de\nadopción o acogimiento, riesgo durante el embarazo, riesgo durante la\nlactancia y violencia de género y, en general, cualquier suspensión de\ncontrato que afecte al trabajador durante el periodo de prueba",{"bindId":79,"name":80,"text":81},"contracttrialperiod","La duración del período de prueba, que s","La duración del período de prueba, que se reflejará en el contrato de\ntrabajo, se ajustará con carácter general a lo previsto en el Estatuto de los\nTrabajadores sobre la materia, sin perjuicio de lo dispuesto en los siguientes\npárrafos.",{"bindId":83,"name":84,"text":85},"maxsicknesspay","Durante el período de enfermedad, enferm","Durante el período de enfermedad, enfermedad profesional y\u002Fo accidente de\ntrabajo, la persona trabajadora tendrá derecho a percibir el 100 % de su\nsalario fijo.",{"bindId":87,"name":84,"text":85},"maxsicknesspayperc",{"bindId":89,"name":84,"text":85},"maxsicknesspaytype",{"bindId":91,"name":92,"text":93},"disabilitypay","Incapacidad permanente según baremo, has","Incapacidad permanente según baremo, hasta\n25.000,00 euros.\n\nIncapacidad profesional total: 25.000,00 euros.\n\nIncapacidad profesional absoluta: 25.000,00\neuros.\n\nGran incapacidad: 25.000,00 euros.",{"bindId":95,"name":96,"text":97},"healthandsafetypolicy","CAPÍTULO VI Prevención de riesgos labora","CAPÍTULO VI Prevención de riesgos laborales\n\nArtículo 23. Seguridad y Salud Laboral. Prevención de Riesgos\nLaborales.\n\nLas personas trabajadoras tienen derecho a una protección eficaz en materia\nde seguridad y salud en el trabajo, lo que supone la existencia de un\ncorrelativo deber del empresario de protección de los trabajadores frente a\nlos riesgos laborales.\n\nEn cumplimiento de tal deber de protección, la Empresa garantiza la\nseguridad y la salud de las personas trabajadoras a su servicio en todos los\naspectos relacionados con el trabajo. A estos efectos, en el marco de sus\nresponsabilidades, realiza la prevención de los riesgos laborales mediante la\nadopción de cuantas medidas sean necesarias para la protección de la\nseguridad y la salud de las personas trabajadoras, con las especialidades que\nse recogen en la normativa vigente.\n\nPara llevar a cabo esta actividad, la Dirección de la Empresa tiene\nintegrada la prevención de riesgos laborales en el conjunto de las\nactividades, organización y gestión de la misma. Para ello, cuenta con un\nPlan de Prevención de Riesgos que incluye toda la estructura preventiva de la\nempresa. ",{"bindId":99,"name":100,"text":101},"protectiveclothing","Artículo 9. Uniformidad. La Empresa faci","Artículo 9. Uniformidad.\n\nLa Empresa facilitará uniformes, calzado, así como equipos de protección\nindividual adecuados al Personal que lo precise para la prestación de su\nservicio, debiendo ser utilizados exclusivamente para tal fin.\n\nEn cuanto a la reposición de calzado de uniformidad para el personal de\noficina, se abonará a aquel colectivo que viniera percibiéndolo a la entrada\nen vigor del presente convenio, el importe de 55 euros 2 veces por\nanualidad.",{"bindId":103,"name":104,"text":105},"healthandsafetytraining","c)Formación. En cumplimiento del deber d","c)Formación.\n\nEn cumplimiento del deber de protección, se impartirá la formación\nnecesaria y adecuada a las personas trabajadoras en materia preventiva.\n\nSe impartirá la formación necesaria a todas las personas trabajadoras en\nfunción de la Ley y normativa de Prevención de Riesgos Laborales. La empresa\npondrá la formación y recursos necesarios a disposición de todas las\npersonas trabajadoras en esta materia, así como efectuará el seguimiento\ncorrespondiente de dicha formación.",{"bindId":107,"name":108,"text":109},"funeralpay","Gastos de sepelio: 3.000,00 euros. ","Gastos de sepelio: 3.000,00 euros. ",{"bindId":111,"name":112,"text":113},"WORKFAM_trigger","h)En relación al permiso por lactancia p","h)En relación al permiso por lactancia previsto en el artículo 37.4 del\nEstatuto de los Trabajadores, la persona trabajadora que decida sustituir los\nperíodos de ausencia al trabajo por lactancia por su acumulación en jornadas\ncompletas, disfrutará de un permiso de 21 días laborables una vez finalice el\nperiodo de descanso obligatorio o cuando se produzca la primera interrupción\nsi este se prolongara. Dicha opción por el permiso acumulado en días, deberá\nser comunicado por la persona trabajadora a la Empresa con carácter previo a\nsu incorporación del periodo de descanso obligatorio o de la primera\ninterrupción si este se prolongara.",{"bindId":115,"name":116,"text":117},"paidmaternityleave","b)Por nacimiento de hijo\u002Fa o adopción, a","b)Por nacimiento de hijo\u002Fa o adopción, adicionalmente a lo establecido en\nla legislación vigente, se establecen cuatro días naturales, prorrogables a\nseis en caso de gravedad o dificultades en la adopción. El disfrute se\nproducirá tras la prestación de nacimiento o cuidado de menor o, en su caso,\ndurante la primera interrupción tras el periodo obligatorio.",{"bindId":119,"name":120,"text":120},"paidmaternityleavepay","2.Permisos con sueldo.",{"bindId":122,"name":120,"text":120},"paidmaternityleavepayperc",{"bindId":124,"name":116,"text":117},"paidpaternityleave",{"bindId":126,"name":116,"text":117},"paidpaternityleaveduration",{"bindId":128,"name":120,"text":120},"paidpaternityleavepay",{"bindId":130,"name":120,"text":120},"paidpaternityleavepayperc",{"bindId":132,"name":133,"text":134},"childcare","c)En caso de fallecimiento, accidente, e","c)En caso de fallecimiento, accidente, enfermedad grave, hospitalización o\nintervención quirúrgica sin hospitalización que precise reposo domiciliario\ndel cónyuge, pareja de hecho o conviviente, descendientes o ascendientes de la\npersona trabajadora o del cónyuge o conviviente, el tiempo indispensable hasta\nun máximo de siete días naturales.",{"bindId":136,"name":133,"text":134},"childcareleave",{"bindId":138,"name":133,"text":134},"deathrelativesleave",{"bindId":140,"name":141,"text":142},"marriageleave","a)Por matrimonio o registro de parejas d","a)Por matrimonio o registro de parejas de hecho, veinte días naturales a\ndisfrutar desde el primer día laborable inmediatamente posterior al matrimonio\no inscripción como pareja de hecho.",{"bindId":144,"name":145,"text":146},"nursingmothers"," previsto en el artículo 37.4 del Estatu"," previsto en el artículo 37.4 del\nEstatuto de los Trabajadores, la persona trabajadora que decida sustituir los\nperíodos de ausencia al trabajo por lactancia por su acumulación en jornadas\ncompletas, disfrutará de un permiso de 21 días laborables una vez finalice el\nperiodo de descanso obligatorio o cuando se produzca la primera interrupción\nsi este se prolongara. Dicha opción por el permiso acumulado en días, deberá\nser comunicado por la persona trabajadora a la Empresa con carácter previo a\nsu incorporación del periodo de descanso obligatorio o de la primera\ninterrupción si este se prolongara.",{"bindId":148,"name":145,"text":146},"maternity_nursing_breaks_duration",{"bindId":150,"name":145,"text":146},"maternity_nursing_breaks_length",{"bindId":152,"name":153,"text":154},"educationtuition","Artículo 31. Ayuda escolar. Las personas","Artículo 31. Ayuda escolar.\n\nLas personas trabajadoras con tres o más años de servicio continuado en la\nEmpresa y con contrato en vigor percibirán por este concepto y unidad familiar\nla cuantía de 150 euros anuales por cada hijo\u002Fa hasta el cumplimiento de 22\naños.\n\nA fin de tener acceso a la ayuda citada, se aportará a la correspondiente\nsolicitud el certificado de matrícula expedido por el centro docente donde se\nvayan a cursar los estudios, así como fotocopia del libro de familia.\n\nLa ayuda escolar se abonará en el mes de noviembre y el plazo para su\nsolicitud finaliza el día 31 de octubre del mismo año. Las solicitudes\npresentadas fuera del plazo citado serán desestimadas.",{"bindId":156,"name":157,"text":158},"GENEQ_trigger","CAPÍTULO X Protección derechos fundament","CAPÍTULO X Protección derechos fundamentales. Igualdad en el\ntrabajo\n\nArtículo 37. Principios generales.\n\nLas mujeres y los hombres son iguales en dignidad, así como en derechos y\ndeberes. El principio de igualdad de trato entre mujeres y hombres supone la\nausencia de toda discriminación, directa o indirecta, por razón de sexo, y,\nespecialmente, las derivadas de la maternidad, la asunción de obligaciones\nfamiliares y el estado civil.\n\nLa igualdad de trato entre mujeres y hombres es un principio informador del\nordenamiento jurídico y como tal se integra y habrá de observarse en la\ninterpretación y aplicación de todas las normas del presente convenio.\n\nMediante la regulación contenida en este capítulo se contribuye a hacer\nefectivo el derecho de igualdad de trato y de oportunidades, entre mujeres y\nhombres, en particular a través de la eliminación y prevención de la\ndiscriminación de la mujer, sea cual fuere su circunstancia o condición,\nconforme a lo dispuesto en la Ley Orgánica 3\u002F2007, de 22 de marzo, para la\nigualdad efectiva de mujeres y hombres.\n\nEl principio de igualdad de trato y de oportunidades entre mujeres y hombres\nse garantizará, en los términos previstos en la normativa aplicable, así\nconforme a las medidas y acciones previstas en el I Plan de Igualdad de\nOportunidades Trasmed 2023-2027, en el acceso al empleo, en la contratación,\nen la formación profesional, en la promoción profesional, en las condiciones\nde trabajo, incluidas las retributivas, las de conciliación y las de despido,\ny en la afiliación y participación en las organizaciones sindicales y\nempresariales.",{"bindId":160,"name":161,"text":162},"discrimination","Artículo 38. Igualdad y no discriminació","Artículo 38. Igualdad y no discriminación.\n\nTrasmed tiene un fuerte compromiso con la igualdad y la diversidad y otorga\ngran importancia a su política de conciliación y sus diferentes iniciativas\npara favorecer la inclusión de todas las personas sin diferencias por razón\nde raza, creencias, origen, sexo, orientación sexual, edad o discapacidad.\n\nPor ello, Trasmed se compromete a aplicar el principio de igualdad y a\ngarantizar la eliminación de cualquier tipo de discriminación, medida o\npráctica laboral que suponga un trato discriminatorio por razón de sexo,\nedad, religión, etnia, nacionalidad, discapacidad, orientación sexual,\nideología, etc.\n\nTrasmed declara su compromiso explícito y firme de no tolerar en el seno de\nla empresa ningún tipo de práctica discriminatoria considerada como acoso por\nrazón de sexo, orientación e identidad sexual y expresión de género,\nquedando prohibida expresamente cualquier conducta de esta naturaleza.\n\nQue reuniendo los requisitos establecidos en el artículo 15 de la Ley\n4\u002F2023, de 28 de febrero, para la igualdad real y efectiva de las personas\ntrans y para la garantía de los derechos de las personas LGTBI, actualmente se\nencuentran en proceso de negociación, de manera conjunta con el colectivo de\ntierra y flota que compone la empresa, las medidas planificadas establecidas en\nel anexo I del Real \n\nDecreto 1026\u002F2024 de 8 de octubre, así como el protocolo frente al acoso y\nla violencia según se dispone en el anexo II de la señalada norma.\n\nEn consecuencia con lo anterior, las partes acuerdan que una vez concluido\nel proceso negociador, las señaladas medidas planificadas resultarán parte\nintegrante del presente convenio colectivo.",{"bindId":164,"name":165,"text":166},"sexualhar","Artículo 39. Medidas de protección integ","Artículo 39. Medidas de protección integral contra la violencia\nde género.\n\nEstas medidas suponen un paso más en la sensibilización y reconocimiento\nde la violencia hacia las mujeres como un problema social, cuya aplicación y\ngarantía de los derechos contemplados supone reforzar el compromiso con la\neliminación de la violencia, adquirido por parte de las instituciones\npúblicas y de las organizaciones sociales, patronales y sindicales.\nConsideramos que el convenio colectivo juega un papel fundamental en la\ndifusión de las medidas recogidas en esta ley, garantizando los derechos\nrelativos a las condiciones laborales que regula.\n\nSe entiende por trabajadora víctima de la violencia de género a los\nefectos previstos en este convenio la expresamente declarada como tal por\naplicación de la Ley Orgánica 1\u002F2004, de 28 de diciembre.\n\nDerechos de la trabajadora víctima de violencia acreditando la\nsituación:\n\na)La trabajadora víctima de violencia de género tendrá derecho, para\nhacer efectiva su protección o su derecho a la asistencia social integral, a\nla reducción de la jornada de trabajo en los mismos términos establecidos\npara la reducción de jornada por guarda legal en el Estatuto de los\nTrabajadores y en el presente convenio.\n\nb)La trabajadora víctima de violencia de género que se vea obligada a\nabandonar el puesto de trabajo en la localidad donde venía prestando sus\nservicios, para hacer efectiva su protección o su derecho a la asistencia\nsocial integral, tendrá derecho a ocupar otro puesto de trabajo, del mismo\ngrupo profesional o categoría equivalente, que la empresa tenga vacante en\ncualquier otro de sus centros de trabajo.\n\nEn tales supuestos, la empresa estará obligada a comunicar a la trabajadora\nlas vacantes existentes en dicho momento o las que se pudieran producir en el\nfuturo.\n\nIgualmente, la empresa podrá acordar con la trabajadora el abono de los\ngastos correspondientes al desplazamiento.\n\nEl traslado o el cambio de centro de trabajo tendrán una duración inicial\nde seis meses, que se podrán ampliar a instancia de la trabajadora hasta tres\naños, durante los cuales la empresa tendrá la obligación de reservar el\npuesto de trabajo que anteriormente ocupaba la trabajadora.\n\nTerminado este período, la trabajadora podrá optar entre el regreso a su\npuesto de trabajo anterior o la continuidad en el nuevo. En este último caso,\ndecaerá la mencionada obligación de reserva.\n\nc)El contrato de trabajo podrá suspenderse por decisión de la trabajadora\nque se vea obligada a abandonar su puesto de trabajo como consecuencia de ser\nvíctima de violencia de género. El período de suspensión tendrá una\nduración inicial que no podrá exceder de seis meses, salvo que de las\nactuaciones de tutela judicial resultase que la efectividad del derecho de\nprotección de la víctima requiriese la continuidad de la suspensión. En este\ncaso, el juez podrá prorrogar la suspensión por períodos de tres meses, con\nun máximo de dieciocho meses.\n\nd)El contrato de trabajo podrá extinguirse de conformidad a lo dispuesto en\nel artículo 49 del ET, por decisión de la trabajadora que se vea obligada a\nabandonar definitivamente su puesto de trabajo como consecuencia de ser\nvíctima de violencia de género.\n\ne)No se computarán como faltas de asistencia, las ausencias motivadas por\nla situación física o psicológica derivada de violencia de género,\nacreditada por los servicios sociales de atención o servicios de salud, según\nproceda. ",{"bindId":168,"name":169,"text":170},"violence","m)Ofensas verbales o físicas a los super","m)Ofensas verbales o físicas a los superiores, compañeros o con el\npúblico en general. \n\nn)Todo comportamiento o conducta, en el ámbito laboral, que atente el\nrespeto de la intimidad y dignidad de la mujer o del hombre mediante la ofensa,\nfísica o verbal, de carácter sexual. Si tal conducta o comportamiento se\nlleva a cabo prevaliéndose de una posición jerárquica supondrá una\ncircunstancia agravante.",{"bindId":172,"name":173,"text":174},"WORKHOURS_trigger","CAPÍTULO III Jornada laboral, descansos,","CAPÍTULO III Jornada laboral, descansos, vacaciones y\nlicencias",{"bindId":176,"name":177,"text":178},"hourspweek","La jornada laboral podrá ser continuada,","La jornada laboral podrá ser continuada, partida o en régimen de turnos,\nsiendo su duración de 37 horas semanales en cómputo anual, de lunes a\ndomingo.",{"bindId":180,"name":181,"text":182},"holidaysdays","a)El período de vacaciones será de 22 dí","a)El período de vacaciones será de 22 días laborables, computados de\nlunes a viernes, siempre que la vinculación a la Empresa sea igual o superior\na un año. En caso contrario, se concederán proporcionalmente al tiempo\ntrabajado.",{"bindId":184,"name":181,"text":182},"holidaysweeks",{"bindId":186,"name":187,"text":188},"bankholidays2","b)El 16 de Julio, festividad de la Virge","b)El 16 de Julio, festividad de la Virgen del Carmen, Patrona de la Marina\nMercante, y el lunes de Pascua de Resurrección, se considerarán días no\nlaborables.",{"bindId":190,"name":191,"text":192},"schedulesrestpw","Asimismo, corresponderá un día de descan","Asimismo, corresponderá un día de descanso semanal compensatorio que, con\ncarácter general, se efectuará entre el lunes y viernes de la semana\nsiguiente al domingo o festivo trabajado.",{"bindId":194,"name":195,"text":196},"TRADEUNLEAV_trigger","Artículo 44. Licencia sindical. Las pers","Artículo 44. Licencia sindical.\n\nLas personas trabajadoras pertenecientes a Sindicatos legalmente\nconstituidos tanto a nivel nacional como provincial o local, podrán asistir a\nsus convenciones, reuniones anuales y cursillos de formación con la deducción\nde los haberes correspondientes a los días de ausencia, siempre que lo\npermitan las necesidades del servicio en el Centro de Trabajo. ",{"bindId":198,"name":199,"text":200},"flexible_work_options","Artículo 12. Trabajo a distancia. Las pa","Artículo 12. Trabajo a distancia.\n\nLas partes se comprometen a analizar, en atención a la especificidad de la\nactividad de la empresa, durante el periodo de vigencia del presente convenio,\nlos puestos susceptibles de ser incluidos en las políticas de trabajo a\ndistancia o teletrabajo de la Empresa.",{"bindId":202,"name":203,"text":204},"WAGES_trigger","CAPÍTULO V Retribuciones salariales y es","CAPÍTULO V Retribuciones salariales y estructura salarial",{"bindId":206,"name":207,"text":208},"WAGES_determined","Artículo 18. Salario base. Se entiende p","Artículo 18. Salario base.\n\nSe entiende por salario base el correspondiente a la persona trabajadora en\nfunción de su pertenencia a uno de los Grupos Profesionales y niveles\nsalariales descritos en el presente convenio colectivo, siendo para el año\n2025 el que figura en las tablas salariales del anexo I.",{"bindId":210,"name":211,"text":212},"PAYSCALES_trigger","ANEXO I Tablas salariales 2025 Niveles A","ANEXO I\n\nTablas salariales 2025\n\n\n\n\n  \n    \n      Niveles\n      \n      Administrativo\n      \n      Operaciones\n      \n      Comercial\n      \n      Técnico\n      \n      Dirección\n      \n    \n    \n      V\n      \n       \n      \n       \n      \n       \n      \n       \n      \n      2.500 €\n      \n    \n    \n      IV\n      \n      1.748,67\n        €\n      \n      1.748,67\n        €\n      \n      1.748,67\n        €\n      \n      2.304,82\n        €\n      \n       \n      \n    \n    \n      III\n      \n      1.456,53\n        €\n      \n      1.456,53\n        €\n      \n      1.456,53\n        €\n      \n      1.920,70\n        €\n      \n       \n      \n    \n    \n      II\n      \n      1.214,35\n        €\n      \n      1.214,35\n        €\n      \n      1.214,35\n        €\n      \n      1.600,58\n        €\n      \n       \n      \n    \n    \n      I\n      \n      1.036,00\n        €\n      \n      1.036,00\n        €\n      \n      1.036,00\n        €\n      \n      1.333,82\n        €\n      \n       ",{"bindId":214,"name":215,"text":216},"STRUCINCR_trigger","Disposición adicional primera. Cláusula ","Disposición adicional primera. Cláusula de revisión\nsalarial.\n\nPara el año 2025 el incremento será del 2,5 % del salario bruto de cada\npersona trabajadora.\n\nEl presente incremento se encuentra incorporado en las Tablas Salariales\nreflejadas en el anexo I del convenio.\n\nLos efectos económicos de este incremento salarial tendrán efectos\nretroactivos, generándose los correspondientes atrasos desde enero de 2025.\n\nUna vez conocido el dato del IPC real del ejercicio 2025, si este fuera\nsuperior al 2,5 % inicialmente aplicado, se procederá a la revisión de las\ncuantías salariales añadiendo el diferencial existente hasta un máximo de un\n3 %, no generándose derecho a atrasos por esta revisión salarial.\n\nDe producirse esta revisión salarial, las cuantías resultantes tras la\nmisma constituirán la base sobre las que se aplicará el incremento salarial\npara el año 2026.\n\nPara el año 2026 el incremento será del 2 % del salario bruto de cada\npersona trabajadora.\n\nUna vez conocido el dato del IPC real del ejercicio 2026, si este fuera\nsuperior al 2 % inicialmente aplicado, se procederá a la revisión de las\ncuantías salariales añadiendo el diferencial existente hasta un máximo de un\n3 %, no generándose derecho a atrasos por esta revisión salarial.\n\nDe producirse esta revisión salarial, las cuantías resultantes tras la\nmisma constituirán la base sobre las que se aplicará el incremento salarial\npara el año 2027. \n\nPara el año 2027 el incremento será del 2% del salario bruto de cada\npersona trabajadora.\n\nUna vez conocido el dato del IPC real del ejercicio 2027, si este fuera\nsuperior al 2 % inicialmente aplicado, se procederá a la revisión de las\ncuantías salariales añadiendo el diferencial existente hasta un máximo de un\n3 %, no generándose derecho a atrasos por esta revisión salarial.\n\nLas cuantías salariales, en su caso, resultantes de la señalada revisión\nserán abonadas desde la nómina enero, incluyéndose expresamente la\ncorrespondiente, en su caso, al IPC real del año 2027, que será la nómina de\nenero 2028.",{"bindId":218,"name":219,"text":220},"ONCERISE_trigger","La Empresa satisfará a todo el personal ","La Empresa satisfará a todo el personal anualmente cuatro pagas\nextraordinarias que serán abonadas el día 15 de los meses siguientes: marzo,\njunio, septiembre y diciembre de cada año, correspondiendo a las mismas el\nimporte de una mensualidad de Salario Base. Cada una de las pagas\nextraordinarias tendrá devengo anual, generándose desde el día 1 de los\nmeses citados.",{"bindId":222,"name":219,"text":220},"ONCERISE2_trigger",{"bindId":224,"name":225,"text":226},"NOCTPREM_trigger","Se establece un valor unitario por cada ","Se establece un valor unitario por cada hora realizada en horario nocturno\npor importe de 4,14 euros.",{"bindId":228,"name":229,"text":230},"OVERTIME_trigger","Artículo 21. Horas extraordinarias y tra","Artículo 21. Horas extraordinarias y trabajo en Festivos.\n\na)Horas extraordinarias.\n\nEn lo que se refiere a las mismas se estará a lo dispuesto en el artículo\n35 del Estatuto de los Trabajadores y demás legislación vigente, debiendo\ntenerse en cuenta que, aquellas que sean motivadas por periodos punta de\nproducción, retrasos en la entrada o salida de los buques y ausencias\nimprevistas, tendrán la consideración de obligatorias, siendo las demás,\nfuera de estos supuestos, de realización con carácter voluntario.\n\nDe conformidad con las necesidades organizativas de cada centro de trabajo,\nde común acuerdo entre empresa y la persona trabajadora se podrá optar entre\nla compensación por tiempo de descanso dentro de los cuatro meses siguientes a\nsu realización en el caso de que éstas no quisieran imputarse dentro del\nlímite legal establecido o abono a valor de hora ordinaria. En el caso de\ncompensarse con descanso, la proporción a aplicar será de 1,5 hora de\ndescanso por cada hora extra. En dicho caso se exigirá la mayor homogeneidad\nen los criterios de aplicación en función de las condiciones de trabajo\naplicables a cada colectivo de cada centro de trabajo.\n\nAmbas partes mantienen el compromiso de seguir adoptando las medidas\nnecesarias encaminadas a la no realización de horas extraordinarias.\n\nb)Trabajo en domingos y festivos.\n\nCuando la persona trabajadora realice su jornada laboral en domingos o\nfestivos, se abonarán los siguientes complementos:\n\nHasta 1 hora: 18,07 euros.\n\nHasta 2 horas: 18,07 euros.\n\nHasta 3 horas: 24,85 euros.\n\nHasta 4 horas: 31,61 euros.\n\nHasta 5 horas: 38,41 euros.\n\nHasta 6 horas: 45,17 euros. \n\nHasta 7 horas: 51,91 euros.\n\nHasta 8 horas: 60,41 euros.\n\nLas anteriores cuantías se mantendrán invariables durante la vigencia del\nconvenio al haber sido actualizadas las mismas conforme a los incrementos\nprevistos de la disposición adicional primera.\n\nAsimismo, corresponderá un día de descanso semanal compensatorio que, con\ncarácter general, se efectuará entre el lunes y viernes de la semana\nsiguiente al domingo o festivo trabajado.\n\nNo obstante y atendiendo a las características específicas en la\ndistribución de la jornada del personal del departamento de operaciones de\nmuelle de Trasmed en Valencia, no resultará de aplicación el baremo ni la\ncompensación de descanso semanal para señalado personal, estándose a lo\nregulado para el mismo en la disposición adicional cuarta del presente\nconvenio.",{"bindId":232,"name":233,"text":234},"overtimeallowancetype_general","Cuando la persona trabajadora realice su","Cuando la persona trabajadora realice su jornada laboral en domingos o\nfestivos, se abonarán los siguientes complementos:\n\nHasta 1 hora: 18,07 euros.\n\nHasta 2 horas: 18,07 euros.\n\nHasta 3 horas: 24,85 euros.\n\nHasta 4 horas: 31,61 euros.\n\nHasta 5 horas: 38,41 euros.\n\nHasta 6 horas: 45,17 euros. \n\nHasta 7 horas: 51,91 euros.\n\nHasta 8 horas: 60,41 euros.",{"bindId":236,"name":233,"text":234},"SUNDAY_trigger","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Convenio colectivo de Trasmed GLE, SL 2027 - 2025\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2025-10-30\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Fecha de término: → 2027-12-31\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: → 2025-10-30\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: → Transporte, logistica y comunicaciones\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Nombre de la industria: → Transporte marítimo de pasajeros  \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: → Staff delegates\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SEGURIDAD SOCIAL Y PENSIONES\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">El empleador contribuye al fondo de pensión del trabajador: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">El empleador contribuye al fondo para discapacidad del trabajador: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">El empleador contribuye al fondo de desempleo del trabajador: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">CAPACITACIÓN\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Programas de capacitación: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Aprendizajes: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">El empleador contribuye al fondo para capacitación del trabajador: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">ENFERMEDAD E INCAPACIDAD\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Máximo para las indemnizaciones por enfermedad: → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Disposiciones relativas a volver al trabajo después de larga enfermedad, por ejemplo, tratamiento para el cáncer → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Licencia pagada por menstruación → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Indemnización en caso de incapacidad por accidente de trabajo: → Sí\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SALUD Y SEGURIDAD Y ASISTENCIA MÉDICA\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Asistencia médica acordada: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Asistencia médica para familiares acordada: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribución acordada para seguro médico: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Contribución acordada para seguro médico de familiares: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Política de salud y seguridad acordada: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Capacitación en salud y seguridad acordada: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Vestuario protector facilitado → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Chequeo médico regular o anual o visitas proporcionadas por el empleador → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Seguimiento de los riesgos musculo-esqueléticos de las estaciones de trabajo, riego profesional y\u002Fo relación entre trebajo y salud → Employee involvement in the monitoring\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Apoyo para funeral: → Sí\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Contribució mínima de la empresa para los gastos de funeral\u002Fenterramiento → EUR 3000.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ACUERDOS SOBRE FAMILIA Y TRABAJO\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Licencia de maternidad pagada: → -10 semanas\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Licencia de maternidad pagada restringida a 100 % de salario básico\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Estabilidad laboral tras la licencia de maternidad: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibición de discriminación relacionada con la maternidad → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibición de obligar a las embarazadas o trabajadoras en lactancia materna para desarrollar trabajos peligrosos o poco saludables → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Evaluación de riesgos sobre salud y seguridad de las embarazdas o madres con lactancia → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Posibilidad de alternativas al trabajo peligroso o no saludable para las enbarazadas o trabajadoras en lactancia → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Tiempo libre para exámenes médicos prenatales: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibición de la detección del embarazo antes de la regularización de los trabajadores no estándar: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibición de la detección del embarazo antes de la promoción: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilidades para lactancia: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Cuidados infantiles proporcionados por el empleador: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Cuidados infantiles subsidiados por el empleador: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Subsidio para la educación de los hijos: → Sí\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Licencia pagada anual en caso de cuidado de parientes: → 7 días\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Licencia de paternidad pagada: → 4 días\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Duración del permiso retibuido en caso de muerte de un pariente: → 7 días\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">TEMAS DE IGUALDAD DE GENERO\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Igual salario para igual valor: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Cláusulas de discriminación en el trabajo: → Sí\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Igualdad de oportunidades para la promoción de las mujeres: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Igualdad de oportunidades de formación y reciclaje para las mujeres: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Dirigente sindical de igualdad de género en el lugar de trabajo? → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Cláusulas sobre acoso sexual en el trabajo: → Sí\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Cláusulas sobre violencia en el trabajo: → Sí\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Permiso especial para trabajadoras\u002Fes sujetas o violencia doméstica o de la pareja: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Apoyo a mujeres trabajadoras con discapacidades: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Monitoreo de la igualdad de género → No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">CONTRATOS DE TRABAJO\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Duración del período de prueba: → The CBA explicitly refers to the law días\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Trabajadores a tiempo parcial excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Disposiciones sobre trabajadores temporales: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Aprendices excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Ftrabajos para estudiantes excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">HORAS DE TRABAJO, HORARIOS Y DIAS FESTIVOS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Horas de trabajo por semana: → 37.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Licencia anual pagada: → 22.0 días\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Licencia anual pagada: → 3.0 semanas\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Días festivos pagados: → Lady of Carmen Day (16th July)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Periodos acordados de descansos semanales: → Sí\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Máximo número de domingos \u002F festivos que pueden trabajarse en un año: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Permiso pagado para actividades sindicales: →  días\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Disposiciones sobre horarios de trabajo flexible: → Sí\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">SALARIOS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Salarios determinados por medio de escalas de pago: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Ajuste por aumento de costo de vida: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Incremento salarial:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Incremento salarial: → 2.5 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Pago extra único:\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Pago extra único por desempeño de la compañía: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Prima por trabajo vespertino o nocturno:\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Prima por trabajo vespertino o nocturno: → EUR  por mes\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Prima por trabajo nocturno únicamente: → Sí\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Prima por tiempo extra:\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Prima por trabajo en Domingo:\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-sundayallowanceamount1\">\n                    Prima por trabajo en Domingo: → EUR 18.07 por domingo\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Vales de alimenos:\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Prestaciones alimentarias proporcionadas: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Asistencia legal gratuita: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[242],{"title":37,"slug":33},[244],{"type":245,"data":246},"call_to_action_body_block",{"title":247,"description":248,"variant":249,"link":250},"Compare los convenios colectivos","Compara los artículos de los Convenios Colectivos de España entre los diferentes sectores, temas y 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