[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002Fconvenio-colectivo-del-grupo-de-empresas-bebidas-naturales-2025-2027":3,"menu:\u002Fes-es:":243,"sites:htmlblocks":415,"subsites":1884,"cite-subsites":5551,"footer:root":6038,"suggested:root":6137,"cite-footer:root":6141},{"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":223,"content_type_view":224,"extra_breadcrumbs":225,"body":227,"body_blocks":238,"related_pages":242},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":221,"translations":222},{"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-del-grupo-de-empresas-bebidas-naturales-2025-2027","0af5d002-3663-11f1-a49f-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fspain\u002Fconvenio-colectivo-del-grupo-de-empresas-bebidas-naturales-2025-2027\u002Fconvenio-colectivo-del-grupo-de-empresas-bebidas-naturales-2025-2027\u002F","Convenio colectivo del Grupo de empresas «Bebidas Naturales» 2025_2027","ESP Bebidas Naturales, S.L - 2025","Spain - ESP Bebidas Naturales, S.L - 2025","ESP Bebidas Naturales, S.L - 2025 - Industria manufacturera",{"name":41,"data":42},"Convenio colectivo del Grupo de empresas de Bebidas Naturales_ 2026.html","\n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New29\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\n\u003Cdiv class=\"toc\">\n\u003Cul>\n  \u003Cli>\u003Ca href=\"#L47\">CAPÍTULO I Disposiciones generales\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L49\">Artículo 1. Ámbito de aplicación y ámbito\n        funcional.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L55\">Artículo 2. Ámbito territorial.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L59\">Artículo 3. Ámbito personal.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L65\">Artículo 4. Ámbito temporal.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L69\">Artículo 5. Prórroga y denuncia.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L75\">Artículo 6. Norma no discriminatoria.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L81\">Artículo 7. Condiciones más beneficiosas.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L85\">Artículo 8. Absorción y compensación.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L89\">Artículo 9. Vinculación a la totalidad.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L95\">Artículo 10. Comisión Paritaria.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L121\">CAPÍTULO II Ingreso al trabajo, extinción del contrato\n    y modalidades de contratación\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L123\">Artículo 11. Selección del personal.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L127\">Artículo 12. Ingresos y periodos de prueba.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L143\">Artículo 13. Baja voluntaria.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L149\">Artículo 14. Contratación.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L189\">Artículo 15. Grupos Profesionales.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L231\">Artículo 16. Promociones internas.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L235\">Artículo 17. Movilidad funcional.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L249\">Artículo 18. Jornada y horarios de trabajo.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L271\">Artículo 19. Licencias.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L323\">Artículo 20. Vacaciones.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L337\">Artículo 21. Excedencias.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L361\">Artículo 22. Reducciones de jornada por guarda\n        legal.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L369\">Artículo 23. Retribuciones.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L445\">Artículo 24. Plus Disponibilidad Centros\n        Logísticos.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L459\">Artículo 25. Anticipos.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L463\">Artículo 26. Seguro Médico e indemnización por\n        defunción.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L475\">Artículo 27. Horas Extras.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L487\">Artículo 28. Complemento IT.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L493\">Artículo 29. Jubilación parcial.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L497\">Artículo 30. Régimen disciplinario.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L603\">Artículo 31. Régimen de sanciones y\n        prescripción.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L633\">Artículo 32. Ropa de trabajo.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L639\">Artículo 33. Buenas Prácticas de trabajo.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L651\">Artículo 34. Medidas de Igualdad y Protocolo de\n        acoso sexual o por razón de sexo.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L897\">Artículo 35. Acoso moral: Protocolo de\n        actuación.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L955\">Artículo 36. Protocolo acoso y violencia LGTBI:\n        Medidas para la Igualdad y No Discriminación de las Personas\n      LGTBI.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1051\">Artículo 37. Protección a las trabajadoras\n        víctimas de la violencia de género.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1067\">Artículo 38. Gestión medioambiental.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1087\">Artículo 39. Inmigración y minorías\n      étnicas.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1091\">Artículo 40. Solución extrajudicial de conflictos\n        laborales.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1111\">ANEXO I \u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L2034\">Tablas salariales año 2025 expresadas en euros\n        brutos\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1133\">Tablas conceptos horas extras, horas extras festivas\n        y nocturnidad 2025 expresadas en euros brutos\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1157\">Tablas salariales año 2026 expresadas en euros\n        brutos\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L3470\">\u003Cspan lang=\"ES\">Tablas conceptos horas extras, horas\n        extras festivas y nocturnidad 2026 expesadas en euros\n        brutos \u003C\u002Fspan>\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\n\u003Cp>III.OTRAS DISPOSICIONES\u003C\u002Fp>\n\n\u003Cp>MINISTERIO DE TRABAJO Y ECONOMÍA SOCIAL\u003C\u002Fp>\n\n\u003Cp>3362 Resolución de 30 de enero de 2026, de la Dirección General de\nTrabajo, por la que se registra y publica el Convenio colectivo del Grupo de\nempresas «Bebidas Naturales».\u003C\u002Fp>\n\n\u003Cp>Visto el texto del convenio colectivo del Grupo de empresas de «Bebidas\nNaturales» (Bebidas Naturales, SL; Aguas de Cortes, SA; Agua de Bronchales,\nSA; Fuente Arevalillo, SL, y Font Teix, SA) -Código de convenio núm.\n90103053012018-, que fue suscrito con fecha 10 de julio de 2025, de una parte\npor las personas designadas por la Dirección de las empresas, en\nrepresentación de las mismas, y de otra por las organizaciones sindicales\nFICA-UGT y Federación Estatal de Industria de CC.OO., en representación de\nlos trabajadores afectados, y que ha sido definitivamente subsanado en fecha 26\nde enero de 2026, y de conformidad con lo dispuesto en el artículo 90,\napartados 2 y 3, de la Ley del Estatuto de los Trabajadores, texto refundido\naprobado por el Real Decreto Legislativo 2\u002F2015, de 23 de octubre (BOE de 24 de\noctubre), y en el Real Decreto 713\u002F2010, de 28 de mayo, sobre registro y\ndepósito de convenios colectivos, acuerdos colectivos de trabajo y planes de\nigualdad,\u003C\u002Fp>\n\n\u003Cp>Esta Dirección General de Trabajo resuelve:\u003C\u002Fp>\n\n\u003Cp>Primero.\u003C\u002Fp>\n\n\u003Cp>Ordenar la inscripción del citado convenio colectivo en el correspondiente\nRegistro de convenios colectivos, acuerdos colectivos de trabajo y planes de\nigualdad con funcionamiento a través de medios electrónicos de este Centro\nDirectivo, con notificación a la Comisión Negociadora.\u003C\u002Fp>\n\n\u003Cp>Segundo.\u003C\u002Fp>\n\n\u003Cp>Disponer su publicación en el «Boletín Oficial del Estado».\u003C\u002Fp>\n\n\u003Cp>Madrid, 30 de enero de 2026.-La Directora General de Trabajo, María Nieves\nGonzález García.\u003C\u002Fp>\n\n\u003Ch1>CONVENIO COLECTIVO DE TRABAJO DEL GRUPO DE EMPRESAS DE «BEBIDAS\nNATURALES»\u003C\u002Fh1>\n\n\u003Ch2 id=\"L47\">CAPÍTULO I Disposiciones generales\u003C\u002Fh2>\n\n\u003Ch3 id=\"L49\">Artículo 1. Ámbito de aplicación y ámbito funcional.\u003C\u002Fh3>\n\n\u003Cp>1.El presente convenio colectivo constituye un cuerpo de normas reguladoras\nde las relaciones de trabajo de las siguientes empresas pertenecientes al Grupo\nBebidas Naturales: Bebidas naturales SL, Aguas de Cortes SA, Agua de Bronchales\nSA, Fuente Arevalillo SL y Font Teix SA, y las personas trabajadoras incluidas\nen su ámbito personal de aplicación.\u003C\u002Fp>\n\n\u003Cp>2.Se ha concertado de conformidad con lo establecido en el título III del\nEstatuto de los Trabajadores y como resultado de la negociación desarrollada\ncon los sindicatos FICA-UGT e INDUSTRIA-CCOO, que representan a la totalidad de\nla representación legal de los trabajadores, con la Dirección de las Empresas\ndel Grupo. \u003C\u002Fp>\n\n\u003Ch3 id=\"L55\">Artículo 2. Ámbito territorial.\u003C\u002Fh3>\n\n\u003Cp>Este convenio será de aplicación a todas las empresas del Grupo\nrelacionadas en el artículo 1.1. y a los centros de trabajo que las empresas\ntienen establecidos o se establezcan en el futuro en todo el territorio del\nEstado. Las especialidades de cada una de las empresas del Grupo se especifican\nen el cuerpo normativo del convenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L59\">Artículo 3. Ámbito personal.\u003C\u002Fh3>\n\n\u003Cp>1.El convenio resulta de aplicación a todas las personas que trabajan en el\nGrupo de empresas (en adelante la empresa o las empresas), vinculadas por\nrelación laboral común, sea cuál sea su categoría o grupo profesional,\nprofesión, especialidad, edad, sexo, condición, con las excepciones\nsiguientes del personal al que se refieren los artículos 1.3 y 2.1.a) del\nEstatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>2.Cuando lo previsto en un artículo no sea de aplicación a alguna de las\nempresas del Grupo, o tenga un periodo de adaptación o convergencia, se\nexpresará específicamente o se recogerá en Disposiciones Transitorias o\nAdicionales.\u003C\u002Fp>\n\n\u003Ch3 id=\"L65\">Artículo 4. Ámbito temporal.\u003C\u002Fh3>\n\n\u003Cp>La duración de este convenio será de tres años, y se extenderá desde el\n1 de enero de 2025 y hasta el 31 de diciembre de 2027.\u003C\u002Fp>\n\n\u003Ch3 id=\"L69\">Artículo 5. Prórroga y denuncia.\u003C\u002Fh3>\n\n\u003Cp>1.El convenio podrá ser denunciado por cualquiera de las partes mediante\ncomunicación por escrito con un plazo de preaviso de un mes a la fecha de su\nvencimiento. Denunciado el convenio se estará para la constitución de la\ncomisión negociadora y plazos de negociación a lo previsto en el artículo\n89.2 ET. En caso de no mediar denuncia se entenderá tácita y automáticamente\nprorrogado por períodos anuales.\u003C\u002Fp>\n\n\u003Cp>2.Durante la negociación para su renovación, las condiciones pactadas en\nel presente convenio colectivo subsistirán en todo caso, hasta la firma de un\nnuevo convenio, incluso si ésta se demorase más allá de un año.\u003C\u002Fp>\n\n\u003Ch3 id=\"L75\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Ch3 id=\"L75\">Artículo 6. Norma no discriminatoria.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-gender\">\u003Cp>1.Las empresas del Grupo velarán activamente por que se respete el\nprincipio de igualdad en el trabajo a todos los efectos (acceso al empleo,\nselección, retribución, formación, etc.) y niveles de aplicación, no\nadmitiéndose discriminaciones por razones de edad, género, discapacidad,\norientación sexual, ideología, religión, raza, o nacionalidad en ningún\naspecto de la relación laboral, puesto de trabajo o cualquier concepto que se\ncontempla en este convenio o en la normativa general dentro de los límites\nenmarcados por el ordenamiento jurídico.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Todas las referencias realizadas a trabajadores, hijos, interesados, y\ncualquier otra de aparente género masculino, se redactan así para buscar la\nmayor simplificación en la redacción del texto, y se entienden efectuadas en\ngénero neutro; es decir, también referidas al género femenino, salvo en\naquellos casos en que, por imperativo legal, correspondan a la mujer.\u003C\u002Fp>\n\n\u003Ch3 id=\"L81\">Artículo 7. Condiciones más beneficiosas.\u003C\u002Fh3>\n\n\u003Cp>Se respetarán las establecidas a título personal que, en cómputo anual,\nexcedan de las del convenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L85\">Artículo 8. Absorción y compensación.\u003C\u002Fh3>\n\n\u003Cp>Podrá operar el instituto de la absorción y compensación de los salarios\nen los términos fijados en el artículo 26.5 del Estatuto de los\nTrabajadores. \u003C\u002Fp>\n\n\u003Ch3 id=\"L89\">Artículo 9. Vinculación a la totalidad.\u003C\u002Fh3>\n\n\u003Cp>1.Las condiciones del presente convenio forman un todo orgánico e\nindivisible y, a efectos de su aplicación práctica, serán consideradas\nglobalmente, asumiendo las partes su cumplimiento con vinculación a la\ntotalidad del mismo.\u003C\u002Fp>\n\n\u003Cp>2.En el supuesto de que la jurisdicción laboral declarase la nulidad total\ndel presente convenio, las partes se comprometen en el plazo de treinta días a\nconstituir la Comisión Negociadora encargada de elaborar un nuevo convenio\najustado a la legalidad. En el caso de nulidad parcial que afectará a alguno\nde los artículos del convenio, éste deberá ser revisado y reconsiderarse si\nasí lo quiere alguna de las partes.\u003C\u002Fp>\n\n\u003Ch3 id=\"L95\">Artículo 10. Comisión Paritaria.\u003C\u002Fh3>\n\n\u003Cp>1.Ambas partes negociadoras acuerdan constituir en el plazo de un mes desde\nla publicación del convenio, una Comisión Paritaria como órgano de\ninterpretación y vigilancia del cumplimiento del presente convenio colectivo,\ncon sede en avenida Real de Madrid 81-83 de Beniparrell, Valencia.\u003C\u002Fp>\n\n\u003Cp>2.La Comisión estará compuesta por cinco miembros por la parte social y\ncinco por la representación empresarial. La Comisión elegirá de entre sus\nmiembros a un Presidente o Presidenta y a un Secretario o Secretaria, que\nrecaerá alternativamente en cada una de las representaciones. De las reuniones\ncelebradas por la Comisión, se levantará acta en la que figurarán las\ndecisiones tomadas, debiendo ser firmadas las mismas por la totalidad de los\nmiembros asistentes a ellas. La Comisión se constituirá formalmente a la\nfirma del presente convenio dotándose de un reglamento de funcionamiento. Para\nque exista acuerdo se requerirá el voto favorable de la mayoría de cada una\nde las representaciones.\u003C\u002Fp>\n\n\u003Cp>3.Con independencia de la autorregulación prevista en el apartado anterior,\nlos asuntos sometidos a la Comisión Paritaria revestirán el carácter de\nordinarios o extraordinarios. Otorgarán tal calificación cualquier de las\npartes. En el primer supuesto, la Comisión deberá resolver en el plazo de\nquince días y en el segundo, en el máximo de dos días. Procederá a\nconvocarla, indistintamente, cualesquiera de las partes que la integran. Para\nla adopción de acuerdos válidos será necesario el voto favorable mayoritario\nde cada una de las dos representaciones.\u003C\u002Fp>\n\n\u003Cp>En periodos de consultas en caso de inaplicación de las condiciones de\ntrabajo del convenio se estará en cuanto a procedimiento y plazos a lo\nestablecido a tal efecto en el artículo 82.3 del Estatuto de los\nTrabajadores.\u003C\u002Fp>\n\n\u003Cp>4.Son funciones específicas de la Comisión Paritaria las siguientes:\u003C\u002Fp>\n\n\u003Cp>a)Interpretación del presente convenio en su más amplio sentido.\u003C\u002Fp>\n\n\u003Cp>b)Aplicación de lo pactado y vigilancia de su cumplimiento, así como el\nseguimiento de aquellos acuerdos cuyo desarrollo debe producirse en el tiempo y\ndurante la totalidad de la vigencia de los mismos, en especial, el seguimiento\ndel régimen de aplicación de la distribución irregular de la jornada.\u003C\u002Fp>\n\n\u003Cp>c)Mediación, arbitraje voluntario por ambas partes y conciliación, en caso\nde conflicto entre las empresas del Grupo y trabajadoras y trabajadores, en el\nsupuesto de conflicto colectivo. A instancia de uno de sus órganos podrá\nsolicitarse la inmediata reunión de ésta Comisión a los efectos de\ninterponer su mediación, interpretar lo acordado y ofrecer su arbitraje.\u003C\u002Fp>\n\n\u003Cp>d)Entender, de forma previa y obligatoria a la vía administrativa y\njurisdiccional sobre la interposición de cualquier tipo de controversia o\nconflicto de carácter colectivo. Tendrán el carácter de controversia o\nconflicto colectivo, las disputas laborales que comprendan a una pluralidad de\ntrabajadoras y trabajadores, o en las que la interpretación objeto de la\ndivergencia, afecte a intereses suprapersonales.\u003C\u002Fp>\n\n\u003Cp>e)Pronunciarse, en caso de desacuerdo, en los supuestos de inaplicación de\nlas condiciones del convenio a que se refiere el artículo 82.3 ET y en los\ntérminos allí \u003C\u002Fp>\n\n\u003Cp>prevenidos. Caso de no alcanzar un acuerdo en estas materias las partes\npodrán recurrir de manera voluntaria a los procedimientos previstos en el\nASAC.\u003C\u002Fp>\n\n\u003Ch2 id=\"L121\">CAPÍTULO II Ingreso al trabajo, extinción del contrato y\nmodalidades de contratación\u003C\u002Fh2>\n\n\u003Ch3 id=\"L123\">Artículo 11. Selección del personal.\u003C\u002Fh3>\n\n\u003Cp>Las empresas del Grupo realizarán las pruebas de ingreso que consideren\noportunas, y clasificarán al personal con arreglo a las funciones para las que\nhaya sido contratado y no por las que pudiera estar capacitado.\u003C\u002Fp>\n\n\u003Ch3 id=\"L127\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">Artículo 12. Ingresos y periodos de prueba.\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>1.Podrá concertarse por escrito un periodo de prueba para el personal de\nnuevo ingreso dentro de los siguientes límites:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp style=\"margin-left:2em;\">-Personal técnico titulado: seis meses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp style=\"margin-left:2em;\">-Personal técnico no titulado: tres meses.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Personal oficial: dos meses.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Personal ayudante, especialista y limpieza: un\nmes.\u003C\u002Fp>\n\n\u003Cp>2.Transcurrido el periodo de prueba sin que se haya producido el\ndesistimiento, el contrato producirá plenos efectos, computándose el tiempo\nde los servicios prestados en la antigüedad del trabajador o trabajadora en la\nempresa, y entendiéndose a todos los efectos que el periodo de prueba se\ncomputa tan sólo en el tiempo de trabajo efectivo, independientemente del\nmayor o menor número de horas realizadas cada uno de tales días.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">3.Las situaciones de incapacidad temporal, nacimiento, adopción, guarda con\nfines de adopción, acogimiento, riesgo durante el embarazo, riesgo durante la\nlactancia, violencia de género, que afecten al trabajador o trabajadora\ndurante el periodo de prueba interrumpen el cómputo del mismo, siempre que se\nproduzca acuerdo entre ambas partes.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L143\">Artículo 13. Baja voluntaria.\u003C\u002Fh3>\n\n\u003Cp>Cuando una persona trabajadora desee cesar de forma voluntaria en la\nempresa, deberá comunicarlo por escrito con una antelación mínima de quince\ndías. La falta de preaviso, dará lugar al descuento salarial equivalente a\nlos días omitidos.\u003C\u002Fp>\n\n\u003Cp>Si el contrato de trabajo es de duración determinada superior al año, la\nparte del contrato que formule la denuncia estará obligada a notificar a la\notra la terminación del mismo con una antelación mínima de quince días. La\nfalta de preaviso, dará lugar al abono o al descuento salarial equivalente a\nlos días omitidos.\u003C\u002Fp>\n\n\u003Ch3 id=\"L149\">Artículo 14. Contratación.\u003C\u002Fh3>\n\n\u003Cp>1.La contratación de trabajadoras y trabajadores se ajustará a las normas\nlegales generales sobre colocación vigentes en cada momento y a las\nespecíficas que figuran en el presente convenio colectivo, comprometiéndose a\nla utilización de los distintos modos de contratación previstos en la ley, de\nacuerdo con la finalidad de cada uno de los contratos.\u003C\u002Fp>\n\n\u003Cp>2.Las trabajadoras y trabajadores que en un periodo de veinticuatro meses\nhubieran estado contratados durante un plazo superior a dieciocho meses,\nadquirirán la condición de trabajadoras fijas y trabajadores fijos. Quedarán\nexceptuados de esta medida los contratos de contratos de duración determinada\npara la sustitución de una persona trabajadora con derecho a reserva de puesto\nde trabajo, formativos y de relevo. \u003C\u002Fp>\n\n\u003Cp>3.Serán de aplicación a las diferentes modalidades de contratación los\nsiguientes apartados:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)Las condiciones pactadas en el presente convenio\ncolectivo se refieren a la realización de la jornada máxima ordinaria pactada\npor lo que se aplicarán proporcionalmente en función de la jornada efectiva\nque se realice.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)Todas las personas trabajadoras disfrutarán de\nlas mismas licencias o permisos, vacaciones retribuidas, regímenes de descanso\nsemanal, pagas extraordinarias, opción a cursos de formación, etc., siempre\nque sean compatibles con la naturaleza de su contrato en proporción al tiempo\nefectivamente trabajado y del carácter divisible o indivisible de las\nprestaciones que pudieran corresponderles.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c)Las trabajadoras y trabajadores contratados a\ntiempo completo que deseen novar su contrato de trabajo transformándolo a\ntiempo parcial, podrán hacerlo por acuerdo con la Dirección de las Empresas,\nen el que se establecerán las nuevas condiciones de trabajo. De igual forma\ncuando exista oportunidad y conveniencia mutua, podrán novar el contrato de\naquellas personas trabajadoras que, estando contratadas a tiempo parcial,\nquieran aumentar su dedicación pactada, en más horas o porcentaje, hasta\npoder pactar el tiempo completo. La novación a mayor jornada puede ser por\ntiempo indefinido, o por tiempo cierto; en este caso deberá de constar el\npacto por escrito, y donde figurará la causa de la temporalidad (que deberá\nde ajustarse a las causas generales de la contratación por tiempo\ndeterminado). No se considerará novación de contrato de trabajo la reducción\nde jornada por razón de guarda legal en los términos previstos en el\nartículo 37.6 del Estatuto de los Trabajadores o el presente convenio.\u003C\u002Fp>\n\n\u003Cp>4.Contrato por circunstancias de la producción.\u003C\u002Fp>\n\n\u003Cp>Se estará a lo regulado en el convenio colectivo sectorial\ncorrespondiente.\u003C\u002Fp>\n\n\u003Cp>5.Contrato de relevo.\u003C\u002Fp>\n\n\u003Cp>Se estará a lo dispuesto en el artículo 12 del Estatuto de los\nTrabajadores. La empresa deberá facilitar la jubilación parcial de las\npersonas trabajadoras que lo soliciten, cumpliendo las formalidades que\nconduzcan a la realización del correspondiente contrato de relevo.\u003C\u002Fp>\n\n\u003Cp>6.Contrato de duración determinada para la sustitución de una persona\ntrabajadora.\u003C\u002Fp>\n\n\u003Cp>Para sustituir a personas trabajadoras con derecho a reserva de puesto de\ntrabajo en los supuestos previstos en los artículos 37, 38, 40.4, 45 y 46 del\nET, se podrán celebrar contratos de duración determinada para la sustitución\nde una persona trabajadora al amparo del artículo 15.3 del Estatuto de los\nTrabajadores. Así, a título enunciativo y no limitativo, se conviene la\nposibilidad de su celebración para suplir las ausencias derivadas de: IT.,\nnacimiento, riesgo durante el embarazo, excedencias, permisos retribuidos,\nsuspensiones de empleo y sueldo, sustituciones por formación, y otros permisos\nanálogos debiendo de constar, en estos casos, en el contrato, el nombre o\nnombres y periodos de las trabajadoras y los trabajadores objeto de la\nsustitución, y la\u002Fs causa\u002Fs, pudiendo acumularse sucesivamente varias de ellas\nen un solo contrato. (...).\u003C\u002Fp>\n\n\u003Cp>7.Contrato fijo discontinuo.\u003C\u002Fp>\n\n\u003Cp>a)El personal fijo discontinuo será llamado cada vez que vaya a llevarse a\ncabo la actividad para la que fue contratado, efectuándose el llamamiento de\nforma gradual en función de las necesidades que exija en cada momento el\nvolumen de trabajo a desarrollar. El llamamiento se hará por riguroso orden de\nantigüedad, según exija el volumen de actividad de la empresa, quedando\nfacultado el empresario o empresaria para el desarrollo de la movilidad\nfuncional reconocida por las leyes. El cese en el trabajo se realizará por\norden inverso al de la antigüedad. La empresa, junto con la Representación\nLegal de los Trabajadores y Trabajadoras, elaborarán la lista de\nfijos\u002Fas \u003C\u002Fp>\n\n\u003Cp>discontinuos\u002Fas que anualmente será revisada y servirá para el orden de\nprelación en el llamamiento.\u003C\u002Fp>\n\n\u003Cp>El llamamiento se efectuará mediante la oportuna comunicación siguiendo\npara ello la costumbre habitual y en todo caso se realizará de forma\nfehaciente con la máxima antelación posible. En caso de incumplimiento del\nllamamiento, la trabajadora o el trabajador podrá reclamar en procedimiento\npor despido ante la jurisdicción competente iniciándose el plazo para ello\ndesde el día en que tuviese conocimiento de la falta de convocatoria.\u003C\u002Fp>\n\n\u003Cp>b)El trabajador o trabajadora que haya sido llamado o llamada en tiempo y\nforma y no se incorpore a la Empresa en el momento fijado para ello perderá la\ncondición de fijo discontinuo o fija discontinua, respectivamente,\nasimilándose tal circunstancia a la baja voluntaria en la empresa.\u003C\u002Fp>\n\n\u003Cp>La falta de incorporación al llamamiento no supondrá la pérdida del turno\nde orden que el trabajador o la trabajadora tenga en el censo correspondiente\ncuando éste o ésta se encuentre en situación de incapacidad temporal,\nperiodo de descanso por nacimiento, riesgo durante el embarazo, adopción o\nacogimiento, excedencia, licencia o aquellas otras justificadas y que estén\ndebidamente acreditadas. Una vez se produzca la incorporación quedará\nreanudada la relación laboral.\u003C\u002Fp>\n\n\u003Cp>Caso de que la no reincorporación obedezca a razones de mejora de empleo u\notra razón de necesidad personal, deberá comunicarlo a la empresa por\nescrito, no supondrá tampoco la pérdida del turno de orden que el trabajador\no la trabajadora tenga en el censo correspondiente. En este caso no se tendrá\nen cuenta el periodo no trabajado ni a efectos de antigüedad ni acceso a\nningún otro beneficio social.\u003C\u002Fp>\n\n\u003Ch3 id=\"L189\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">Artículo 15. Grupos Profesionales.\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Cp>\u003Cstrong>Grupo 6. Responsables.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Es la trabajadora o trabajador que depende de la Dirección General, y asume\nla responsabilidad completa de la gestión de su área funcional, a partir de\nlas directrices generales directamente emanadas de la Dirección a la que da\ncuenta de su gestión. Realiza con la formación y experiencia necesaria\nfunciones de integración, coordinación y supervisión de funciones realizadas\npor el personal Adjunto- si los hubiera- adscritos a su área, con la\nformación y experiencia necesaria, asumiendo la máxima responsabilidad en al\nárea que tiene a su cargo a través de la coordinación de los medios\nmateriales y de la supervisión del equipo humano a su cargo.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo 5. Adjuntos.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Es la trabajadora o trabajador que con un estadio organizativo menor que el\npersonal Responsable, pero con un alto grado de autonomía, especialización,\nexperiencia y dotes necesarias, define, integra, coordina y supervisa las\ntareas heterogéneas de un equipo de trabajo o turno de las secciones que tenga\nasignadas. Se incluye necesariamente además la realización o desarrollo de\nprogramas o aplicación de técnicas siguiendo las instrucciones generales.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo 4. Técnicos.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Es la trabajadora o trabajador que habiendo adquirido el máximo grado de\nespecialización profesional y experiencia necesaria maneja con total\nautonomía e iniciativa las tareas propias de su puesto de trabajo, comportando\nbajo supervisión un alto nivel de responsabilidad, siendo responsable, además\ndel orden y limpieza de su zona de trabajo, de dirigir a un grupo de Oficiales\ny cualificados de acuerdo con las indicaciones dadas por su Responsable o\nAdjunto. Asimismo, quedará encuadrado en este Grupo Profesional la trabajadora\no trabajador que con el máximo grado de especialización profesional y un alto\nnivel de responsabilidad realice funciones de técnico \u003C\u002Fp>\n\n\u003Cp>de mantenimiento bajo las indicaciones del Responsable\u002FAdjunto de equipo del\nárea de mantenimiento.\u003C\u002Fp>\n\n\u003Cp>Todos los trabajadores adscritos a este Grupo Profesional deberán haber\nsuperado una evaluación técnica para la consolidación en el mismo.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo 3.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cem>A)Expertos.\u003C\u002Fem>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Son las personas trabajadoras que, además de las funciones exigidas a los\nOficiales y Cualificados, tienen la capacidad y el conocimiento de realizar y\npracticar con absoluta polivalencia y autonomía todas las operaciones y tareas\npropias del área o sección, y además cuando las necesidades productivas u\norganizativas así lo requieren, asumen y se responsabilizan de forma\ndiscontinua de la coordinación de una o varias secciones del proceso\nproductivo de la empresa y del personal asociado, con plena responsabilidad,\nalta autonomía, siendo el responsable de aplicar la normativa interna de la\nempresa relativa a seguridad e higiene, calidad, disciplina y producción en el\nárea o áreas que coordine temporalmente.\u003C\u002Fp>\n\n\u003Cp>Conoce y maneja adecuadamente los sistemas informáticos aplicados en la\nempresa en los procesos productivos, tiene capacidad e interviene en la\nresolución de las incidencias que se producen en el área y tiene\nconocimientos técnicos y capacidad profesional suficiente como para asumir en\ndeterminados momentos las funciones de su superior inmediato.\u003C\u002Fp>\n\n\u003Cp>Todos los trabajadores adscritos a este Grupo Profesional deberán haber\nsuperado una evaluación técnica para la consolidación en el mismo. Los\ncriterios de evaluación serán negociados entre la RLT y la Dirección de cada\ncentro.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cem>B)Oficiales y cualificados.\u003C\u002Fem>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Es la trabajadora o trabajador que con un alto grado de especialización\nprofesional, formación y experiencia necesaria maneja con autonomía e\niniciativa las tareas propias de su puesto de trabajo, comportando bajo\nsupervisión un cierto nivel de responsabilidad, siendo responsable del orden y\nlimpieza de su zona de trabajo. Todos los trabajadores adscritos a este Grupo\nProfesional deberán haber aprobado una evaluación específica de para la\nconsolidación en el mismo.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cem>C)upo 2. Especialistas y limpieza.\u003C\u002Fem>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Es la trabajadora o trabajador que habiendo realizado el proceso de\nformación y aprendizaje de seis meses y que sin llegar a la perfección\nexigida a los Oficiales y Técnicos, maneja y realiza con cierto grado de\nespecialización profesional, formación y experiencia necesaria las tareas\npropias de su puesto de trabajo con cierta autonomía.\u003C\u002Fp>\n\n\u003Cp>Asimismo, quedará encuadrado indefinidamente en este Grupo Profesional la\ntrabajadora o trabajador que habiendo realizado el proceso de formación y\naprendizaje su misión consista en la limpieza de los aseos, vestuarios,\noficinas y demás locales de la empresa, cumpliendo los estándares de calidad\ny seguridad.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo 1. Ayudantes.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Es la trabajadora o trabajador de nueva incorporación en cualquier área\nfuncional existente en la Empresa, que se encuentra en proceso de formación de\naproximadamente seis meses de duración, que está adquiriendo la capacitación\npara desempeñar el puesto de trabajo, cumpliendo con los estándares de\ncalidad e higiene. Será responsable del orden y limpieza de su zona de\ntrabajo. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L231\">Artículo 16. Promociones internas.\u003C\u002Fh3>\n\n\u003Cp>Los centros de trabajo proveerán de un adecuado canal de comunicación\nsobre promociones internas a fin de efectuar la correcta publicación de las\nofertas y vacantes que se produzcan en los centros de trabajo de todas las\náreas o departamentos existentes en los mismos.\u003C\u002Fp>\n\n\u003Ch3 id=\"L235\">Artículo 17. Movilidad funcional.\u003C\u002Fh3>\n\n\u003Cp>1.La movilidad funcional en el seno de la empresa no tendrá otras\nlimitaciones que las exigidas por las titulaciones académicas o profesionales\nprecisas para ejercer la prestación laboral, así como con lo dispuesto en el\nartículo 39 del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>2.La movilidad funcional para la realización de funciones no\ncorrespondientes al mismo grupo profesional será posible cuando existan\nrazones técnicas u organizativas que la justifiquen, por el tiempo necesario\npara su atención. En el caso de encomienda de funciones inferiores, ésta\ndeberá estar justificada por necesidades perentorias o imprevisibles de la\nactividad productiva. La Empresa deberá comunicar esta situación a los\nrepresentantes de los trabajadores.\u003C\u002Fp>\n\n\u003Cp>3.La movilidad funcional se realizará sin menoscabo de la dignidad del\ntrabajador o trabajadora y sin perjuicio de su formación y promoción\nprofesional, teniendo derecho a la retribución correspondiente a las funciones\nque efectivamente realice, salvo en los casos de encomienda de funciones\ninferiores, en los que mantendrá la retribución de origen, salvo que el\ncambio se hubiese realizado a petición del trabajador o trabajadora, en cuyo\ncaso el salario se acomodará al del nuevo grupo profesional.\u003C\u002Fp>\n\n\u003Cp>No cabrá invocar las causas de despido objetivo, de ineptitud sobrevenida o\nde falta de adaptación en los supuestos de realización de funciones distintas\nde las habituales como consecuencia de la movilidad funcional.\u003C\u002Fp>\n\n\u003Cp>4.Si como consecuencia de la movilidad funcional se realizasen funciones\nsuperiores a las de los grupos equivalentes de origen por un periodo superior a\nseis meses durante un año, el trabajador o trabajadora podrá reclamar el\nascenso.\u003C\u002Fp>\n\n\u003Cp>5.El cambio de funciones distintas de las pactadas no incluido en los\nsupuestos anteriores, requerirá el acuerdo entre las partes.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch3 id=\"L249\">Artículo 18. Jornada y horarios de trabajo.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspyear\">\u003Cp>La jornada laboral anual máxima será de 1.784 horas de trabajo efectivo\ndurante la vigencia del convenio.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1.La estructura concreta de la jornada y el horario de trabajo será la\npropia de cada Empresa, tal y como se venían desarrollando como hasta ahora\npudiendo realizarse jornadas partidas o turnos rotativos de trabajo de\nmañana-tarde y noche de acuerdo a las necesidades de cada\ncentro\u002Fsección\u002Fárea de trabajo.\u003C\u002Fp>\n\n\u003Cp>Así para las Áreas Logísticas de las empresas, dada cuenta de la especial\nnaturaleza de la actividad que desarrollan, queda establecido que su jornada de\ntrabajo lo será de lunes a sábados.\u003C\u002Fp>\n\n\u003Cp>Al inicio y finalización de cada jornada de trabajo el trabajador o\ntrabajadora deberá estar físicamente en su puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>2.Los trabajadores y trabajadoras que realicen su jornada durante más de 6\nhoras continuadas tendrán derecho a un descanso de veinte minutos, que será\nconsiderado como tiempo efectivo de trabajo.\u003C\u002Fp>\n\n\u003Cp>La distribución de la jornada respetará en todo caso los periodos mínimos\nde descanso diario entre jornadas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>3.Jornada cuarto\u002Fquinto turno: La realización de la jornada establecida en\neste convenio se podrá efectuar mediante un sistema de turnicidad, por el cual\ndicha jornada se realice de lunes a domingos, mediante turnos rotativos de\nmañana-tarde-noche, de \u003C\u002Fp>\n\n\u003Cp>forma que el descanso semanal no coincida necesariamente con el sábado y\u002Fo\ndomingo de cada semana.\u003C\u002Fp>\n\n\u003Cp>Cuando se haga precisa la implantación de este sistema de turnicidad, la\nempresa informará a la Representación Legal de los trabajadores del centro de\ntrabajo en cuestión, y las personas trabajadoras que efectivamente realicen el\ncuarto turno recibirán mensualmente la cantidad dispuesta en el anexo I en\nconcepto de «plus turnicidad».\u003C\u002Fp>\n\n\u003Cp>Asimismo, cuando la aplicación del sistema de turnicidad en régimen de\ncuarto\u002Fquinto turno implique, en cómputo general anual, una menor realización\nde horas efectivas respecto a las horas teóricas establecidas en el presente\nconvenio, los días festivos y las vacaciones anuales coincidirán con los\ndías de descanso contemplados en dicho sistema de trabajo, a fin de compensar\nel desfase horario generado.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Ch3 id=\"L271\">Artículo 19. Licencias.\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>A)Licencias retribuidas:\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Las trabajadoras y los trabajadores, previo aviso y justificación, podrán\nausentarse del trabajo, con derecho a remuneración, por los motivos y por el\ntiempo siguiente:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>1.Quince días naturales consecutivos en caso de matrimonio, contados desde\nel mismo día de la celebración del mismo. Será de aplicación este mismo\npermiso a los casos de uniones de hecho, siempre que se acredite el\ncumplimiento de los requisitos establecidos en las respectivas legislaciones\nautonómicas reguladoras de este tipo de uniones, que resulten de aplicación\nal personal afectado.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>2.En caso de fallecimiento del cónyuge, pareja de hecho o parientes hasta\nel segundo grado de consanguinidad o afinidad, dos días laborables; si precisa\ndesplazamiento de al menos 150 kms desde el domicilio, el permiso lo será de\ncuatro días laborables.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.Por accidente o enfermedad grave\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">, hospitalización -incluida la\ndomiciliaria- o intervención quirúrgica sin hospitalización que precise\nreposo domiciliario del cónyuge, pareja de hecho, de parientes hasta el\nsegundo grado de consanguinidad o afinidad, así como de cualquier otra persona\ndistinta de las anteriores, que conviva con la persona trabajadora en el mismo\ndomicilio y que requiera el cuidado efectivo de aquella, cinco días\nlaborables. Se considerará enfermedad grave a los efectos de la concesión de\npermiso, cuando así sea dictaminada por un médico especialista, o exija\nhospitalización, o intervención quirúrgica sin hospitalización que precise\nreposo domiciliario.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.Por nacimiento de nieto o nieta, un día laborable. Este permiso está\ndestinado exclusivamente a las personas trabajadoras que acrediten su\ncondición de abuelo\u002Fa para dar cobertura en los supuestos en los que cuyo\nhijo\u002Fa no estén unidos mediante vínculo matrimonial o pareja de hecho y por\nende no tengan cobertura de algún permiso retribuido dispuesto en el presente\nconvenio.\u003C\u002Fp>\n\n\u003Cp>5.Por traslado de domicilio, un día.\u003C\u002Fp>\n\n\u003Cp>6.El tiempo necesario para asistir a consulta médica de la seguridad\nsocial, bien el propio trabajador o trabajadora, bien para acompañar a sus\nhijos o hijas menores de dieciséis años, a sus padres o cónyuges siempre que\néstos tengan una discapacidad acreditada superior al 33%, o sean declarados\ndependientes por las autoridades competentes. Los permisos contenidos en éste\nnúmero tendrán una limitación de quince permisos anuales.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cp>7.En los supuestos de nacimiento, adopción, guarda con fines de adopción o\nacogimiento, de acuerdo con el artículo 45.1.d) ET, tendrán derecho a una\nhora de ausencia del trabajo, que podrán dividir en dos fracciones. La\nduración del permiso se incrementará proporcionalmente en los casos de\nnacimiento, adopción, guarda con fines de adopción o acogimiento\nmúltiples.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Quien ejerza este derecho, por su voluntad, podrá sustituirlo por una\nreducción de su jornada en media hora con la misma finalidad o por una\nacumulación total de los \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cp>nueve meses de lactancia como mínimo por dieciséis días laborales de\ndescanso o condición más beneficiosa.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>La reducción de jornada contemplada en este apartado constituye un derecho\nindividual de las personas trabajadoras sin que pueda transferirse su ejercicio\na la otra persona progenitora, adoptante, guardadora o acogedora. No obstante,\nsi dos personas trabajadoras de la misma empresa ejercen este derecho por el\nmismo sujeto causante, podrá limitarse su ejercicio simultáneo por razones\nfundadas y objetivas de funcionamiento de la empresa, debidamente motivadas por\nescrito, debiendo en tal caso la empresa ofrecer un plan alternativo que\nasegure el disfrute de ambas personas trabajadoras y que posibilite el\nejercicio de los derechos de conciliación.\u003C\u002Fp>\n\n\u003Cp>Cuando ambas personas progenitoras, adoptantes, guardadoras o acogedoras\nejerzan este derecho con la misma duración y régimen, el periodo de disfrute\npodrá extenderse hasta que el lactante cumpla doce meses, con reducción\nproporcional del salario a partir del cumplimiento de los nueve meses.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">8.Para realizar funciones sindicales o de representación del personal en\nlos términos establecidos legal o convencionalmente.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ADMINISTRATIVE_trigger\">\u003Cp>9.Por el tiempo indispensable, para el cumplimiento de un deber inexcusable\nde carácter público y personal, comprendido el ejercicio del sufragio activo.\nCuando el cumplimiento del deber antes referido suponga la imposibilidad de la\nprestación del trabajo debido en más del veinte por ciento de las horas\nlaborables en un periodo de tres meses, podrá la empresa pasar al trabajador\u002Fa\nafectado\u002Fa a la situación de excedencia regulada en el artículo 46.1 del\nEstatuto de los Trabajadores. En el supuesto de que el trabajador o\ntrabajadora, por cumplimiento del deber o desempeño del cargo, perciba una\nindemnización, se descontará el importe de la misma del salario a que tuviera\nderecho en la empresa.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">10.El tiempo necesario para asistir a exámenes prenatales y técnicas de\npreparación al parto y, en los casos de adopción, guarda con fines de\nadopción o acogimiento, para la asistencia a las preceptivas sesiones de\ninformación y preparación y para la realización de los preceptivos informes\npsicológicos y sociales previos a la declaración de idoneidad, siempre, en\ntodos los casos, que deban tener lugar dentro de la jornada de trabajo.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.Hasta cuatro días por imposibilidad de acceder al centro de trabajo o\ntransitar por las vías de circulación necesarias para acudir al mismo, como\nconsecuencia de las recomendaciones, limitaciones o prohibiciones al\ndesplazamiento establecidas por las autoridades competentes, así como cuando\nconcurra una situación de riesgo grave e inminente, incluidas las derivadas de\nuna catástrofe o fenómeno meteorológico adverso. Transcurridos los cuatro\ndías, el permiso se prolongará hasta que desaparezcan las circunstancias que\nlo justificaron, sin perjuicio de la posibilidad de la empresa de aplicar una\nsuspensión del contrato de trabajo o una reducción de jornada derivada de\nfuerza mayor en los términos previstos en el artículo 47.6.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-remote_work_options\">\u003Cp>Cuando la naturaleza de la prestación laboral sea compatible con el trabajo\na distancia y el estado de las redes de comunicación permita su desarrollo, la\nempresa podrá establecerlo, observando el resto de las obligaciones formales y\nmateriales recogidas en la Ley 10\u002F2021, de 9 de julio, de trabajo a distancia,\ny, en particular, el suministro de medios, equipos y herramientas adecuados.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>12.Por el tiempo indispensable para la realización de los actos\npreparatorios de la donación de órganos o tejidos siempre que deban tener\nlugar dentro de la jornada de trabajo.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B)Licencias no retribuidas:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Las trabajadoras y los trabajadores, previo aviso y justificación, podrán\nausentarse del trabajo sin derecho a retribución y\u002Fo debiendo recuperar las\nhoras previo acuerdo con su Responsable, por los motivos y por el tiempo\nsiguiente:\u003C\u002Fp>\n\n\u003Cp>1.Para el acompañamiento a familiares de primer grado de consanguinidad,\nincluidos cónyuge y descendientes menores de hasta dieciocho años de edad,\nsiempre \u003C\u002Fp>\n\n\u003Cp>que no dispongan de medios de transporte para desplazamiento a centros\nmédicos especialistas que impliquen más de una hora de trayecto -de ida y\nvuelta- con límite máximo de tres veces al año. Para acceder a dicho permiso\nserá necesario que la persona trabajadora preavise a su responsable directo\ncon un mínimo de diez días de antelación.\u003C\u002Fp>\n\n\u003Cp>2.Por las horas restantes hasta completar la jornada diaria cuando tras el\nacompañamiento a hijos\u002Fas menores de catorce años a visita de médico de\ncabecera, se determine y prescriba expresamente por parte del facultativo\n«reposo domiciliario para el menor» con un límite de máximo tres veces al\naño. En caso de que ambos progenitores presten servicios en la empresa, sólo\nlo disfrutará uno de ellos.\u003C\u002Fp>\n\n\u003Cp>3.Por el tiempo indispensable para concurrir a exámenes oficiales, cuando\nla persona trabajadora curse con regularidad estudios para la obtención de un\ntítulo académico o profesional oficiales.\u003C\u002Fp>\n\n\u003Ch3 id=\"L323\">Artículo 20. Vacaciones.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysfixeddays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">1.Los trabajadores y trabajadoras afectados por el presente convenio,\ndisfrutarán de un período de vacaciones de veintitrés días laborables al\naño. En el supuesto de que su antigüedad no llegue al año, realizarán la\nparte proporcional que le corresponda en función de los meses trabajados.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysfixed\">\u003Cp>2.Dada la estacionalidad de los productos que envasan las empresas del\nGrupo, éstas podrán excluir como periodo vacacional los meses de mayo, junio,\njulio, agosto y septiembre.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.El periodo de vacaciones puede ser fraccionado mediante acuerdo de las\npartes, mediante días sueltos laborables o días acumulados laborables.\u003C\u002Fp>\n\n\u003Cp>4.La planificación de las vacaciones tendrá en cuenta la posible\nsimultaneidad de más de un miembro del mismo equipo con objeto de no\ninterferir en las tareas producción. Es por ello, que se disfrutaran en\ncualquier periodo del año, pero no podrán coincidir en su disfrute dos o más\ntrabajadores o trabajadoras que presten servicios en la misma línea de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>5.El calendario de vacaciones se negociará entre las empresas del Grupo y\nlos representantes de los trabajadores y trabajadoras de cada una de ellas al\ninicio de cada año natural, fijándose las vacaciones del personal al menos\ncon dos meses de antelación a su disfrute.\u003C\u002Fp>\n\n\u003Cp>6.En el caso que el trabajador o trabajadora cese en la empresa en el\ntrascurso del año, se le compensara en metálico, la parte proporcional de\nvacaciones que pudiera corresponderle, detrayendo la cantidad resultante, en el\nsupuesto de haber disfrutado más días de los que proporcionalmente le\ncorrespondan hasta la fecha del cese.\u003C\u002Fp>\n\n\u003Ch3 id=\"L337\">Artículo 21. Excedencias.\u003C\u002Fh3>\n\n\u003Cp>1.La excedencia podrá ser voluntaria o forzosa. La forzosa, que dará\nderecho a la conservación del puesto y al cómputo de la antigüedad de su\nvigencia, se concederá por la designación o elección para un cargo público\nque imposibilite la asistencia al trabajo. El reingreso deberá ser solicitado\ndentro del mes siguiente al cese en el cargo público.\u003C\u002Fp>\n\n\u003Cp>2.La trabajadora y el trabajador con al menos una antigüedad en la empresa\nde un año tiene derecho a que se le reconozca la posibilidad de situarse en\nexcedencia voluntaria por un plazo no menor a cuatro meses y no mayor a cinco\naños. Este derecho solo podrá ser ejercitado otra vez por el mismo trabajador\no trabajadora si han transcurrido cuatro años desde el final de la anterior\nexcedencia voluntaria.\u003C\u002Fp>\n\n\u003Cp>3.Las trabajadoras y los trabajadores tendrán derecho a un periodo de\nexcedencia de duración no superior a tres años para atender al cuidado de\ncada hijo o hija, tanto cuando lo sea por naturaleza, como por adopción, o en\nlos supuestos de guarda con fines de adopción o acogimiento permanente, a\ncontar desde la fecha de nacimiento o, en su caso, de la resolución judicial o\nadministrativa. \u003C\u002Fp>\n\n\u003Cp>También tendrán derecho a un periodo de excedencia, de duración no\nsuperior a dos años, las trabajadoras y los trabajadores para atender al\ncuidado de un familiar hasta el segundo grado de consanguinidad o afinidad, que\npor razones de edad, accidente, enfermedad o discapacidad no pueda valerse por\nsí mismo o misma, y no desempeñe actividad retribuida.\u003C\u002Fp>\n\n\u003Cp>La excedencia contemplada en el presente apartado, cuyo periodo de duración\npodrá disfrutarse de forma fraccionada, constituye un derecho individual de\nlos trabajadores, hombres o mujeres. No obstante, si dos o más personas\ntrabajadoras de la misma empresa generasen este derecho por el mismo sujeto\ncausante, la empresa podrá limitar su ejercicio simultáneo por razones\nfundadas y objetivas de funcionamiento debidamente motivadas por escrito\ndebiendo en tal caso la empresa ofrecer un plan alternativo que asegure el\ndisfrute de ambas personas trabajadoras y que posibilite el ejercicio de los\nderechos de conciliación. Cuando un nuevo sujeto causante diera derecho a un\nnuevo periodo de excedencia, el inicio de la misma dará fin al que, en su\ncaso, se viniera disfrutando.\u003C\u002Fp>\n\n\u003Cp>El periodo en que la trabajadora y el trabajador permanezca en situación de\nexcedencia conforme a lo establecido en este artículo será computable a\nefectos de antigüedad y la trabajadora y el trabajador tendrá derecho a la\nasistencia a cursos de formación profesional, a cuya participación deberá\nser convocado o convocada por la empresaria o empresario, especialmente con\nocasión de su reincorporación. Durante el primer año tendrá derecho a la\nreserva de su puesto de trabajo. Transcurrido dicho plazo, la reserva quedará\nreferida a un puesto de trabajo del mismo grupo profesional o categoría\nequivalente.\u003C\u002Fp>\n\n\u003Cp>No obstante, cuando la trabajadora y el trabajador formen parte de una\nfamilia que tenga reconocida oficialmente la condición de familia numerosa, la\nreserva de su puesto de trabajo se extenderá hasta un máximo de quince meses\ncuando se trate de una familia numerosa de categoría general, y hasta un\nmáximo de dieciocho meses si se trata de categoría especial.\u003C\u002Fp>\n\n\u003Cp>En el ejercicio de este derecho se tendrá en cuenta el fomento de la\ncorresponsabilidad entre mujeres y hombres y, asimismo, evitar la perpetuación\nde roles y estereotipos de género.\u003C\u002Fp>\n\n\u003Cp>4.Asimismo podrán solicitar su paso a la situación de excedencia en las\nempresas del Grupo, las trabajadoras y los trabajadores que ejerzan funciones\nsindicales de ámbito provincial o superior mientras dure el ejercicio de su\ncargo representativo.\u003C\u002Fp>\n\n\u003Cp>5.La trabajadora y el trabajador en excedencia voluntaria conserva solo un\nderecho preferente al reingreso en las vacantes de igual o similar categoría a\nla suya que hubiera o se produjeran en la empresa a la que estuviera adscrito o\nadscrita.\u003C\u002Fp>\n\n\u003Cp>6.Para todos los casos expuestos en el presente artículo, se entiende que\nla trabajadora y el trabajador perderán su derecho a reingreso en los\nsupuestos siguientes: a) Por renuncia expresa. b) En cualquiera de los dos\ncasos, reincorporación automática o derecho preferente al reingreso, no\nsolicitar formalmente su reingreso, al menos un mes antes de la finalización\ndel período de excedencia. c) Rehusar el ofrecimiento de una vacante que se\nproduzca en un puesto igual o similar al que hubiese ocupado anteriormente,\ncuando la excedencia no conlleve la reincorporación automática a su anterior\npuesto.\u003C\u002Fp>\n\n\u003Ch3 id=\"L361\">Artículo 22. Reducciones de jornada por guarda legal.\u003C\u002Fh3>\n\n\u003Cp>Quien por razones de guarda legal tenga a su cuidado directo algún menor de\ndoce años o una persona con discapacidad que no desempeñe una actividad\nretribuida tendrá derecho a una reducción de la jornada de trabajo diaria,\ncon la disminución proporcional del salario entre, al menos, un octavo y un\nmáximo de la mitad de la duración de aquella.\u003C\u002Fp>\n\n\u003Cp>Tendrá el mismo derecho quien precise encargarse del cuidado directo del\ncónyuge o pareja de hecho, o un familiar hasta el segundo grado de\nconsanguinidad y afinidad, incluido el familiar consanguíneo de la pareja de\nhecho, que por razones de edad, accidente o enfermedad no pueda valerse por sí\nmismo, y que no desempeñe actividad retribuida. \u003C\u002Fp>\n\n\u003Cp>La reducción de jornada contempladas en este apartado constituye un derecho\nindividual de los trabajadores, hombres o mujeres. No obstante, si dos o más\ntrabajadores de la misma empresa generasen este derecho por el mismo sujeto\ncausante, el empresario podrá limitar su ejercicio simultáneo por razones\nfundadas y objetivas de funcionamiento de la empresa, debidamente motivadas por\nescrito, debiendo en tal caso la empresa ofrecer un plan alternativo que\nasegure el disfrute de ambas personas trabajadoras y que posibilite el\nejercicio de los derechos de conciliación.\u003C\u002Fp>\n\n\u003Ch3 id=\"L369\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">Artículo 23. Retribuciones.\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>Salario convenio: se entiende por Salario de convenio, el salario mínimo\nestablecido en cada Grupo Profesional, que debe alcanzar cada trabajadora y\ntrabajador en función de su pertenencia y desempeño. Es el salario mínimo de\ncontratación, remunera la jornada anual de trabajo a tiempo completo e incluye\ndos pagas extraordinarias, prorrateadas en doce mensualidades.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">Clausula revisión salarial año 2027: En el caso que el IPC acumulado de\nlos dos primeros años de la vigencia del presente convenio sea superior al 5%,\nel exceso que resulte del 5% y con un máximo del 3%, servirá de base de\ncálculo para el incremento que se negocie para 2027.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Variable:\u003C\u002Fp>\n\n\u003Cp>Las partes firmantes del presente convenio acuerdan establecer una variable\nanual vinculada tanto a los beneficios de la propia empresa, como a los del\nconjunto de empresas del negocio.\u003C\u002Fp>\n\n\u003Cp>La trabajadora y el trabajador referido exclusivamente en la tabla de la\nvariable que se adjunta en el anexo I tendrán derecho a percibir anualmente\nuna cuantía bruta salarial, de acuerdo con el porcentaje de consecución de\nlos objetivos estipulados para cada uno de los años. Cada trabajadora y\ntrabajador referido en la tabla recibirá anualmente un documento individual\ncon el detalle de la variable, referencia y tabla de consecución de los\nobjetivos a alcanzar. En cualquier caso, la extinción de la relación laboral\nentre empresa y el trabajador o trabajadora, supondrá la pérdida de la\nretribución variable en curso. Será de aplicación exclusivamente a los\ntrabajadores cuyo grupo se encuadre del 2 al 6, según se muestra en el anexo 1\nde la tabla de salarios.\u003C\u002Fp>\n\n\u003Cp>Plus de Nocturnidad: Cuando el personal tenga que trabajar en horario\nnocturno, se abonarán las horas trabajadas según se muestra en el anexo 1 de\nla tabla de salarios correspondiente a la jornada completa nocturna.\u003C\u002Fp>\n\n\u003Cp>Plus Presencia: La presencia de las personas trabajadoras en el puesto de\ntrabajo lleva implícita una actitud positiva y prueba de ello es la\npuntualidad y la asistencia diaria a su responsabilidad. Para la consecución\ndel objetivo de mejora del índice de absentismo, se acuerda el abono de un\ncomplemento denominado «Plus Presencia» que premia tanto la puntualidad como\nla no ausencia. Será de aplicación exclusivamente a los trabajadores cuyo\ngrupo se encuadre del 2 al 4.\u003C\u002Fp>\n\n\u003Cp>La liquidación del Plus Presencia será cuatrimestral y se abonará en las\nnóminas de los meses de abril, agosto y diciembre. Los periodos de aplicación\nse aplicarán de modo que el primer cuatrimestre se calcule entre el 16 de\ndiciembre y el 15 de abril, el segundo desde el 16 de abril y hasta el 15 de\nagosto, y el tercero desde el 16 de agosto y hasta el 15 de diciembre.\u003C\u002Fp>\n\n\u003Cp>A partir del 1 de enero de 2026, la liquidación del Plus Presencia será\ntrimestral y se abonará en las nóminas de los meses de marzo, junio,\nseptiembre y diciembre. Los periodos de aplicación se aplicarán de modo que\nel primer trimestre se calcule entre el 16 de diciembre y el 15 de marzo, el\nsegundo desde el 16 de marzo y hasta el 15 de junio, el tercero desde el 16 de\njunio hasta el 15 de septiembre, y el cuarto desde el 16 de septiembre y hasta\nel 15 de diciembre. \u003C\u002Fp>\n\n\u003Cp>El criterio de consecución del plus será el porcentaje de absentismo de la\npersona trabajadora en el ejercicio, entendido como horas\u002Fabsentismo vs\nhoras\u002Fteóricas. La tabla de consecución será la que sigue:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt\">Tasa de\n        absentismo\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height: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:11.0pt\">Nivel de\n        consecución\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt\"><1 %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt\">100 %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt\"><2 %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt\">75 %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt\"><3 %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt\">50 %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt\"><4 %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt\">25 %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt\">=>4 %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt\">0%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Cp>No tendrán la consideración de absentismo a estos efectos las bajas por\ncontingencia profesional, los reposos de mutua, las bajas por riesgo durante el\nembarazo, nacimiento, permiso de lactancia, el crédito horario sindical, el\ntiempo de formación, las vacaciones ni los descansos retribuidos para jornadas\ncontinuadas. El importe del complemento en situaciones de bajas por riesgo\ndurante el embarazo, nacimiento y cuidado de menor, así como para las nuevas\ncontrataciones, será proporcional al tiempo de alta efectivo en el\ncuatrimestre.\u003C\u002Fp>\n\n\u003Cp>A partir del 16 de abril de 2025, el criterio de consecución del plus será\nel porcentaje de absentismo de la persona trabajadora en el periodo, entendido\ncomo horas\u002F absentismo vs horas\u002Fteóricas. La tabla de consecución será la\nque sigue:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Tasa\n        de absentismo\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height: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:11.0pt;   font-family:"Times New Roman",serif\">Nivel\n        de consecución\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">=\n        0 %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">125\n        %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">>0\n        % y <1 %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">100\n        %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">>1\n        % y <2 %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">75\n        %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">>2\n        % y <3 %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">50\n        %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">>3\n        % y <4 %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">25\n        %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">=>4\n        %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">0%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>No tendrán la consideración de absentismo a estos efectos, las bajas por\nriesgo durante el embarazo, nacimiento, las consultas a médico de embarazadas\nsiempre y cuando no hayan podido cambiar el turno de trabajo por necesidades\norganizativas, el crédito horario sindical, el tiempo de formación, las\nvacaciones ni los descansos retribuidos para jornadas continuadas establecidos\nen el artículo 24.10 y 25.9 del convenio. El importe del complemento en\nsituaciones de bajas por riesgo durante el embarazo, nacimiento y cuidado de\nmenor, así como para las nuevas contrataciones, será proporcional al tiempo\nde alta efectivo en el cuatrimestre.\u003C\u002Fp>\n\n\u003Cp>El valor fijado para el complemento «Plus Presencia» se fija en los\nsiguientes importes, expresado en los siguientes euros brutos:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:-.05pt;border-collapse:collapse\">\n  \u003Cthead>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border-top:solid windowtext 1.0pt;    border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;    padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;    line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;    font-family:"Times New Roman",serif\">Tasa\n        de absentismo\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border-top:solid windowtext 1.0pt;    border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;    padding:0cm .5pt 0cm .5pt;height: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:11.0pt;    font-family:"Times New Roman",serif\">Nivel\n        de consecución\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Fthead>\n  \u003Ctbody>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">=\n        0 %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">125\n        %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">>0\n        % y <1 %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">100\n        %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">>1\n        % y <2 %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">75\n        %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">>2\n        % y <3 %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">50\n        %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">>3\n        % y <4 %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">25\n        %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">=>4\n        %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">0%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\">\u003C\u002Fspan>A partir del 16 de abril de 2025,\nel valor fijado para el complemento «Plus Presencia» se fija en los\nsiguientes importes, expresado en los siguientes euros brutos:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"315\" colspan=\"3\" style=\"width:236.15pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">Grupos\n        profesionales Denominación Plus presencia anual\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"119\" style=\"width:89.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">Grupo\n        2.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\" style=\"width:61.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">Especialistas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\" style=\"width:85.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">600\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"119\" style=\"width:89.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">Grupo\n        3B.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\" style=\"width:61.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">Oficiales.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\" style=\"width:85.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">660\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"119\" style=\"width:89.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">Grupo\n        3A.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\" style=\"width:61.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">Expertos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\" style=\"width:85.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">660\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"119\" style=\"width:89.05pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">Grupo\n        4.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\" style=\"width:61.2pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">Técnicos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\" style=\"width:85.9pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">740\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L445\">Artículo 24. Plus Disponibilidad Centros Logísticos.\u003C\u002Fh3>\n\n\u003Cp>1.En los Centros Logísticos de las empresas Aguas de Cortes SA, Agua de\nBronchales SA, y Fuente Arevalillo SL, se pacta el abono de un complemento\ndenominado «Plus Disponibilidad» que será de aplicación a las trabajadoras\ny los trabajadores adscritos a dicha Área que tengan que acudir a trabajar en\nlas jornadas de los sábados, domingo y festivos.\u003C\u002Fp>\n\n\u003Cp>2.Considerando el esfuerzo que realiza el personal en cuanto a su\ndisponibilidad en función de las necesidades organizativas y de servicio para\nel perfecto desarrollo del trabajo procede considerar el «Plus\nDisponibilidad» para las trabajadoras y los trabajadores cuya función se\nencuadra en los grupos profesionales 1, 2 y 3 de acuerdo a las siguientes\ncantidades brutas mensuales:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:18.95pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height: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:11.0pt;   font-family:"Times New Roman",serif\">Plus\n        disponibilidad\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">2025\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">110,52\n        euros.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">2026\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">112,73\n        euros.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L459\">Artículo 25. Anticipos.\u003C\u002Fh3>\n\n\u003Cp>La trabajadora y el trabajador tendrán derecho a solicitar, sin que llegue\nel día señalado para el pago y por un máximo de tres veces al año, un\nanticipo a cuenta del trabajo ya realizado. La trabajadora y el trabajador\ndeberán solicitar el anticipo antes del día quince del mes en cuestión o\núltimo día laborable anterior en caso de coincidir éste con fin de semana o\nfestivo. El importe del anticipo podrá ser de hasta el 50% de las cantidades\ndevengadas, de modo que el importe solicitado a cuenta de anticipo le será\ndescontado en la nómina del mes en cuestión.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Ch3 id=\"L463\">Artículo 26. Seguro Médico e indemnización por defunción.\u003C\u002Fh3>\n\n\u003Cp>1.Cada empresa suscribirá como tomador una póliza de seguro médico, con\nla mercantil Adeslas en el caso del año 2025, que permita a los trabajadores y\ntrabajadoras de la misma, asegurarse en la misma con un ahorro de costes en\ntorno al 30% para la plantilla.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>La empresa informará a la Representación Legal de los Trabajadores sobre\nel procedimiento de gestión de las pólizas, altas, precio, especialidades,\netc., de modo que los trabajadores tengan completa información sobre el\nparticular.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">2.Como medida de mejora social, y para los casos de fallecimiento de un\ntrabajador o trabajadora en situación de alta en la Empresa y sea cual sea la\ncircunstancia del óbito, la Empresa indemnizará a los herederos legales en\ncuantía equivalente a una anualidad de salario.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>El régimen jurídico de la indemnización por muerte, dependerá de las\ncircunstancias jurídicas y mercantiles que más beneficiosas resulten para la\nempresa y los trabajadores y trabajadoras (cotización, retención a la\nSeguridad Social, externalización, etc.). Si se \u003C\u002Fp>\n\n\u003Cp>entendiese gravoso o complejo instaurar un sistema como el descrito, las\nempresas propondrán medidas alternativas de mejora social que, pactadas con la\nRepresentación Legal de los Trabajadores, supongan un compromiso económico\nparejo a lo antedicho.\u003C\u002Fp>\n\n\u003Ch3 id=\"L475\">Artículo 27. Horas Extras.\u003C\u002Fh3>\n\n\u003Cp>Las horas extraordinarias se clasificarán en:\u003C\u002Fp>\n\n\u003Cp>1.De obligada realización: se considerarán como tales las motivadas por\ntrabajos de reparación imprevistos u otros daños análogos, así como para\nsuplir ausencias imprevistas o cambios en los turnos de trabajo o por las\nnecesidades imprevisibles de producción (periodos de punta).\u003C\u002Fp>\n\n\u003Cp>2.De realización voluntaria: todas las no contempladas en la letra\nanterior.\u003C\u002Fp>\n\n\u003Cp>3.Las horas extraordinarias que se realicen, podrán ser compensadas por\njornadas de descanso dentro de los dos meses siguientes a su realización, o\ndeberán ser abonadas con la nómina del mes siguiente al que se realicen. El\nimporte de las horas extraordinarias es el estipulado en el anexo I del\npresente convenio. Las horas extraordinarias efectuadas para prevenir o reparar\nsiniestros y otros daños extraordinarios y urgentes, sin perjuicio de su\ncompensación como horas extraordinarias, no se tendrán en cuenta a efectos\ndel cómputo máximo de 80 horas ex artículo 35.2 del Estatuto de los\nTrabajadores.\u003C\u002Fp>\n\n\u003Cp>4.Cuando el personal tenga que trabajar en domingo o festivo se abonarán\nlas horas extras festivas trabajadas, según tablas estipuladas en el anexo I,\nsalvo cuando las trabajadoras y los trabajadores hayan sido contratadas o\ncontratados únicamente para trabajar en domingos o festivos, o cuando la\nprestación de servicios en dichos domingos o festivos sea inherente a la\nimplantación de un cuarto o quinto turno de trabajo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch3 id=\"L487\">Artículo 28. Complemento IT.\u003C\u002Fh3>\n\n\u003Cp>Las Empresas del Grupo, en el supuesto de IT por enfermedad laboral o\naccidente de trabajo, complementarán las percepciones por IT, hasta el 100% de\nla base reguladora.\u003C\u002Fp>\n\n\u003Cp>Asimismo, en el supuesto de hospitalización por IT por Contingencias\nComunes, las empresas del Grupo complementarán las percepciones por I.T hasta\nel 100% de la base reguladora durante el tiempo que dure la\nhospitalización.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L493\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch3 id=\"L493\">Artículo 29. Jubilación parcial.\u003C\u002Fh3>\n\n\u003Cp>Para el acceso de la trabajadora y el trabajador a la jubilación parcial,\nse estará a lo dispuesto en el apartado 215 de la Ley General de la Seguridad\nSocial y demás disposiciones concordantes.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L497\">Artículo 30. Régimen disciplinario.\u003C\u002Fh3>\n\n\u003Cp>1.Las empresas del Grupo podrán sancionar las acciones u omisiones punibles\nen que incurran los trabajadores de acuerdo con la graduación de las faltas y\nsanciones que se establecen en el presente texto.\u003C\u002Fp>\n\n\u003Cp>2.Toda falta cometida por un trabajador o trabajadora se clasificará,\natendiendo a su importancia y trascendencia, en leve, grave o muy grave.\u003C\u002Fp>\n\n\u003Cp>3.La falta, sea cual fuere su calificación, requerirá comunicación\nescrita y motivada de la empresa al trabajador o trabajadora.\u003C\u002Fp>\n\n\u003Cp>4.La imposición de sanciones por faltas graves y muy graves será\nnotificada a los representantes legales de los trabajadores.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>A)Faltas leves.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.De una a tres faltas de puntualidad injustificadas en un mes que no\nsuperen los treinta minutos. Se entiende por impuntualidad el retraso en la\nincorporación al puesto de trabajo de cinco a treinta minutos. \u003C\u002Fp>\n\n\u003Cp>En todo caso será falta leve el exceso de diez minutos en la suma de tiempo\nde retrasos en el período de treinta días.\u003C\u002Fp>\n\n\u003Cp>2.Ausencia parcial de las jornadas de trabajo diarias, sin haber causa\njustificada o la debida autorización.\u003C\u002Fp>\n\n\u003Cp>3.El descuido, error o demora inexplicable en la ejecución de cualquier\ntrabajo, así como los pequeños descuidos en la conservación del material y\nde la uniformidad.\u003C\u002Fp>\n\n\u003Cp>4.La falta de aseo e higiene personal que afecte negativamente a la imagen\nde la empresa a la convivencia entre compañeros de trabajo o a la calidad del\nproceso productivo.\u003C\u002Fp>\n\n\u003Cp>5.No atender a cualquier persona ajena a la empresa y que tenga alguna\nrelación productiva con la misma (comerciales, proveedores, compradoras, etc.)\ny al público en general, con la diligencia debida.\u003C\u002Fp>\n\n\u003Cp>6.El incumplimiento de los procedimientos y normas puestos en conocimiento\ndel trabajador o trabajadora, siempre que por su trascendencia no pueda\nconsiderarse grave o muy grave.\u003C\u002Fp>\n\n\u003Cp>7.El abandono del puesto de trabajo sin causa justificada aun cuando sea por\nbreve tiempo.\u003C\u002Fp>\n\n\u003Cp>8.El uso de los teléfonos móviles particulares en el lugar de trabajo.\u003C\u002Fp>\n\n\u003Cp>9.No cursar en el plazo máximo de tres días, la justificación exigible\ncuando se falte al trabajo por motivo justificado, a no ser que se pruebe la\nimposibilidad de hacerlo.\u003C\u002Fp>\n\n\u003Cp>10.Los comentarios despectivos, los insultos, las discusiones o altercados\nverbales producidos durante el tiempo de trabajo o en las instalaciones de la\nempresa, que puedan perjudicar levemente la imagen de la misma.\u003C\u002Fp>\n\n\u003Cp>11.No fichar o marcar en apartados de control a la entrada o salida de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>12.No comunicar los cambios experimentados en la familia que pueda afectar a\nlas obligaciones o prestaciones de la Seguridad Social en el plazo de siete\ndías naturales desde que se produzcan los hechos. No comunicar a la empresa el\ncambio de domicilio en el mismo plazo. Será falta grave la ocultación\nmaliciosa de este tipo de datos.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B)Faltas graves.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.De cuatro a diez faltas de puntualidad injustificadas en un mes que no\nsuperen los sesenta minutos. Se entiende por impuntualidad el retraso en la\nincorporación al puesto de trabajo de cinco a treinta minutos.\u003C\u002Fp>\n\n\u003Cp>En todo caso será falta grave el exceso de treinta minutos en la suma de\ntiempo de retrasos en el período de treinta días.\u003C\u002Fp>\n\n\u003Cp>2.Descuido o negligencia en la conservación de los géneros, materiales,\nmercancías en instalaciones de la Empresa, así como el desorden en su\nutilización que provoque retraso o disminuya la eficacia en el trabajo, o bien\nla imprudencia en actos de trabajo, que implique peligro de ocasionar\naccidentes.\u003C\u002Fp>\n\n\u003Cp>3.Faltar al trabajo un día en el período de seis meses, sin haber causa\njustificada o la debida autorización.\u003C\u002Fp>\n\n\u003Cp>4.No entregar el correspondiente parte de baja por IT de cualquier tipo, o\npor maternidad, a los tres días hábiles, de haberse producido el hecho\ncausante, así como no entregar los partes de confirmación en el plazo de\nsiete días naturales desde la fecha de su expedición.\u003C\u002Fp>\n\n\u003Cp>5.El incumplimiento de los procedimientos y normas puestos en conocimiento\ndel trabajador o trabajadora, siempre que por su trascendencia no pueda\nconsiderarse muy grave.\u003C\u002Fp>\n\n\u003Cp>6.Las discusiones escandalosas, o altercados verbales producidos durante el\ntiempo de trabajo o en las instalaciones de la empresa, que puedan perjudicar\ngravemente la imagen de la misma, así como la falta notoria de respeto y\nconsideración debida la público o compañeros de trabajo.\u003C\u002Fp>\n\n\u003Cp>7.La desobediencia a las órdenes de los superiores jerárquicos en\ncualquier materia de trabajo. Si la misma implicase quebranto manifiesto de la\ndisciplina o de ella se derivase perjuicio grave para la empresa, se\nconsiderará falta muy grave. \u003C\u002Fp>\n\n\u003Cp>8.Ocultación de hechos o faltas que el trabajador o trabajadora hubiese\nrealizado o presenciado, así como la ocultación maliciosa de errores o\nequivocaciones propias o ajenas, que originen perjuicio para la empresa.\u003C\u002Fp>\n\n\u003Cp>9.Simular la presencia de otro trabajador o trabajadora, fichando, firmando,\nhablando en su nombre o cualquier otro medio.\u003C\u002Fp>\n\n\u003Cp>10.Entregarse a juegos o distracciones, cualesquiera que sean, durante el\ntiempo de trabajo. Así como la realización, sin el oportuno permiso, de\ntrabajos personales o particulares, durante la jornada de trabajo o utilizar\nmedios materiales de la empresa.\u003C\u002Fp>\n\n\u003Cp>11.La reincidencia en falta leve, aunque sea de distinta naturaleza dentro\nde un trimestre y habiendo mediado comunicación escrita.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>C)Faltas muy graves.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Más de diez faltas de puntualidad injustificadas en un mes que superen\nlos sesenta minutos. Se entiende por impuntualidad el retraso en la\nincorporación al puesto de trabajo de cinco a treinta minutos.\u003C\u002Fp>\n\n\u003Cp>En todo caso será falta muy grave el exceso de sesenta minutos en la suma\nde tiempo de retrasos en el período de treinta días.\u003C\u002Fp>\n\n\u003Cp>2.Faltar al trabajo más de un día en el período de seis meses, sin haber\ncausa justificada o la debida autorización.\u003C\u002Fp>\n\n\u003Cp>3.La realización del trabajo bajo los efectos de sustancias psicotrópicas,\nestupefacientes o alcohol, cuando se manifiestan externamente los efectos de\ntales sustancias, así como el consumo, aunque sea ocasional durante la jornada\nlaboral o en las dependencias de la empresa de alcohol, sustancias\npsicotrópicas, estupefacientes o en general de productos cuyo comercio sea\nilegal. Sólo cuando la embriaguez o la toxicomanía aquí referida sea\nhabitual o si repercute negativamente en el trabajo, el trabajador o la\ntrabajadora podrá ser sancionado por la Dirección de la empresa con el\ndespido disciplinario.\u003C\u002Fp>\n\n\u003Cp>4.El incumplimiento de los procedimientos y normas puestos en conocimiento\ndel trabajador o trabajadora, siempre que por su trascendencia se considerase\nmuy grave.\u003C\u002Fp>\n\n\u003Cp>5.El fraude, deslealtad o abuso de confianza en las gestiones encomendadas y\nla aceptación de favores o recompensas de cualquier tipo en perjuicios de los\nintereses de la empresa. Así como realizar negociaciones de comercio o\nindustria por cuenta propia o por cuenta de otra persona, sin expresa\nautorización por escrito de la empresa.\u003C\u002Fp>\n\n\u003Cp>6.La simulación de enfermedad o accidente.\u003C\u002Fp>\n\n\u003Cp>7.El robo o hurto o la malversación de bienes o intereses de la empresa,\ncompañeros de trabajo, también a terceros cuando estos se realicen en las\ninstalaciones de la empresa o con ocasión de la realización del trabajo.\u003C\u002Fp>\n\n\u003Cp>8.Hacer desaparecer, inutilizar o causar desperfectos de forma consciente en\nproductos maquinaria, herramientas, instalaciones, edificios, enseres o\ndocumentos de la empresa.\u003C\u002Fp>\n\n\u003Cp>9.Agredir física o verbalmente a sus superiores o compañeros o familiares\nde estos. El abuso de autoridad de los jefes y su ocultación no poniéndolo en\nconocimiento de los responsables de la empresa.\u003C\u002Fp>\n\n\u003Cp>10.La disminución continuada y voluntaria en el rendimiento normal o\npactado en el trabajo.\u003C\u002Fp>\n\n\u003Cp>11.El acoso sexual o por razón de sexo, entendiendo como tal conducta\nverbal, no verbal o física, de naturaleza sexual, indeseada por la persona a\nla que se dirige y cuya aceptación o rechazo es utilizada como base para una\ndecisión que tenga efectos sobre el acceso al empleo o las condiciones de\ntrabajo de la persona acosada, o para crear un ambiente intimidatorio o\nhumillante para ésta. Así como las conductas discriminatorias y el acoso por\nrazón de orientación sexual, identidad sexual, expresión de género y\ncaracterísticas sexuales.\u003C\u002Fp>\n\n\u003Cp>12.La reiteración en falta grave, aunque sea de distinta naturaleza siempre\nque se cometa dentro de un trimestre y habiendo mediado comunicación\nescrita. \u003C\u002Fp>\n\n\u003Cp>13.La desobediencia a los superiores en materia de trabajo que implique un\nquebranto grave a la disciplina o un perjuicio igualmente grave para la\nempresa.\u003C\u002Fp>\n\n\u003Cp>14.La obstrucción total o parcial de cualquier sistema de protección o\nseguridad de la empresa. Así como la inobservancia de las medidas de seguridad\ne higiene adoptadas por la empresa.\u003C\u002Fp>\n\n\u003Cp>15.No respetar, conociendo las medidas o normas de seguridad e higiene, por\nnegligencia, descuido o voluntad propia, las medidas de protección y de\nprevención derivadas de la Actividad Preventiva y muy especialmente la\nnegativa al uso correcto de los Equipos de Protección Individual (EPI).\u003C\u002Fp>\n\n\u003Cp>16.La aceptación de favores o recompensas de cualquier índole en perjuicio\nde los intereses de la Empresa.\u003C\u002Fp>\n\n\u003Cp>17.El consumo de productos propiedad de la empresa que no hayan sido\npreviamente abonados, así como venderse o cobrarse a sí mismo.\u003C\u002Fp>\n\n\u003Cp>18.Realizar negociaciones de comercio o industria por cuenta propia o de\notra persona sin expresa autorización de la empresa.\u003C\u002Fp>\n\n\u003Cp>19.La utilización para uso propio y particular de los medios materiales y\nelementos de comunicación (en especial el teléfono, Internet y correo\nelectrónico) quedando facultada la empresa para acceder a las comunicaciones\ncon el objeto de verificar el fraude cuando existan indicios razonables de uso\nindebido de los mismos.\u003C\u002Fp>\n\n\u003Ch3 id=\"L603\">Artículo 31. Régimen de sanciones y prescripción.\u003C\u002Fh3>\n\n\u003Cp>Las sanciones máximas que podrán imponerse en cada caso atendiendo a la\ngravedad de las faltas cometidas serán las siguientes:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1.Por faltas leves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a)Amonestación verbal.\u003C\u002Fp>\n\n\u003Cp>b)Amonestación por escrito.\u003C\u002Fp>\n\n\u003Cp>c)Suspensión de empleo y sueldo de hasta tres días.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Por faltas graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a) Suspensión de empleo y sueldo de cuatro a quince días.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.Por faltas muy graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a)Suspensión de empleo y sueldo de dieciséis a sesenta días.\u003C\u002Fp>\n\n\u003Cp>b)Rescisión del contrato por despido disciplinario.\u003C\u002Fp>\n\n\u003Cp>Para la imposición de las sanciones se seguirán los trámites previstos en\nla legislación general.\u003C\u002Fp>\n\n\u003Cp>4.Las faltas enumeradas en el convenio prescribirán:\u003C\u002Fp>\n\n\u003Cp>Las leves a los diez días, las graves a los veinte días y las muy graves a\nlos sesenta días y, en todo caso, a los seis meses de haberse cometido.\u003C\u002Fp>\n\n\u003Cp>Los plazos reseñados comenzarán a contar a partir de la fecha en que la\nempresa tuvo conocimiento de la comisión de los hechos.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3 id=\"L633\">Artículo 32. Ropa de trabajo.\u003C\u002Fh3>\n\n\u003Cp>1.Las empresas del Grupo proveerán al trabajador y trabajadora de uniforme\nde trabajo y zapatos de seguridad para la prestación del servicio atendiendo a\nlas necesidades y estacionalidad del año, siendo el trabajador y trabajadora\nresponsable de mantenerlos en buen estado.\u003C\u002Fp>\n\n\u003Cp>2.El trabajador o trabajadora no podrá usar la ropa laboral entregada por\nlas empresas del Grupo para ninguna actividad ajena a las de la propia\nempresa. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L639\">Artículo 33. Buenas Prácticas de trabajo.\u003C\u002Fh3>\n\n\u003Cp>Los trabajadores y trabajadoras se obligan a:\u003C\u002Fp>\n\n\u003Cp>1.Cumplir estrictamente con el Manual de Buenas Prácticas de la Empresa.\u003C\u002Fp>\n\n\u003Cp>2.Cumplir con las obligaciones concretas de su puesto de trabajo, de\nconformidad a las reglas de la buena fe y diligencia.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">3.Observar las medidas de seguridad e higiene que se adopten.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.Contribuir a la mejora de la productividad.\u003C\u002Fp>\n\n\u003Ch3 id=\"L651\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Ch3 id=\"L651\">Artículo 34. Medidas de Igualdad y Protocolo de acoso sexual o\npor razón de sexo.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>1.Es pretensión de las empresas del Grupo y sus trabajadores, de\nconformidad con las previsiones de la Ley Orgánica 3\u002F2007, de 22 de marzo,\npara la igualdad efectiva de mujeres y hombres, y sobre la base del más\nabsoluto respeto del principio de igualdad de trato y oportunidades en el\námbito laboral, adoptar medidas dirigidas a evitar cualquier tipo de\ndiscriminación laboral entre mujeres y hombres.\u003C\u002Fp>\n\n\u003Cp>El objetivo principal de este artículo es superar el planteamiento basado\nexclusivamente en la prohibición de discriminar para adoptar una perspectiva\nmás amplia que abarca la obligación de impedir la discriminación y promover\nla igualdad efectiva.\u003C\u002Fp>\n\n\u003Cp>Las empresas del grupo se compromete en los tres primeros meses de vigencia\ndel presente convenio a realizar una campaña de difusión y conocimiento de\ndicho protocolo entre la plantilla. Dicha campaña se repetirá una vez al año\nmientas dure la vigencia de este convenio.\u003C\u002Fp>\n\n\u003Cp>2.A partir de la definición legal del plan de igualdad como conjunto\nordenado de medidas adoptadas después de realizar un diagnóstico de\nsituación, tendentes a alcanzar en la empresa la igualdad de trato y de\noportunidades entre mujeres y hombres, las medidas a considerar para su\nvaloración en la negociación del plan de igualdad en la empresa, tendrán en\nconsideración los criterios a los que se refiere el artículo 17.4 del\nEstatuto de los Trabajadores, pudiéndose en la negociación establecer medidas\nde acción positiva en materia de condiciones de contratación, promoción o\nformación, de modo que en igualdad de condiciones de idoneidad, tengan\npreferencia las personas del sexo menos representado para favorecer su acceso\nen el grupo, categoría profesional o puesto de trabajo de que se trate.\u003C\u002Fp>\n\n\u003Cp>En el marco de esta política, cuyo objeto es el de establecer medidas de\nacción positiva para favorecer el acceso de las mujeres al empleo y la\naplicación efectiva del principio de igualdad de trato y no discriminación en\nlas condiciones de trabajo entre mujeres y hombres, el Grupo pondrá en marcha\nacciones cuyos objetivos persiguen:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)Fomentar la aplicación de medidas de\nequiparación personal y profesional de manera permanente entre todas las\npersonas que forman parte del Grupo independientemente de su sexo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)Impulsar programas y acciones para la\neliminación de barreras físicas y sociales que perpetúan hábitos, tipos de\nprofesiones y roles que tradicionalmente se han asociado a uno de los dos sexos\ny hoy pueden ser desempeñados por ambos.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c)Sensibilizar y preparar a todas las personas\nintegrantes del Grupo para que favorezcan la igualdad de trato y de\noportunidades, eliminen los tratos discriminatorios y eviten el uso sexista del\nlenguaje.\u003C\u002Fp>\n\n\u003Cp>3.Protocolo contra el acoso sexual o por razón de sexo. El Grupo, siguiendo\ncon su compromiso en la defensa de la dignidad de todos los trabajadores y\ntrabajadoras, apuesta por crear y\u002Fo mantener un entorno laboral que respete la\ndignidad y libertad personal. Ser tratado con dignidad es un derecho de toda\npersona. En virtud de este derecho, la Dirección y la representación de los\ntrabajadores y trabajadoras se comprometen a crear, mantener y proteger, con\ntodas las medidas a su alcance, un entorno laboral donde se respeten los\nderechos, la dignidad y la libertad sexual de todas las personas que trabajan\nen la organización. \u003C\u002Fp>\n\n\u003Cp>De manera especial se destaca el papel que las personas con puestos\ndirectivos deben jugar a la hora de garantizar, con los medios a su alcance,\nque no se produzcan situaciones de acoso en cualquiera de sus modalidades. Por\neste motivo, el Grupo hace público que no se tolerarán situaciones ciertas de\nacoso sexual o por razón de sexo en nuestra organización.\u003C\u002Fp>\n\n\u003Cp>El objeto de este protocolo es recopilar las recomendaciones básicas para\nla prevención de situaciones de acoso sexual o por razón de sexo en\ncualquiera de sus modalidades en y establecer las pautas de actuación en el\ncaso de sospecha del mismo. Dicho protocolo afectará a todos los centros de\ntrabajo del Grupo.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Declaración de Principios:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Garantizar un ambiente de trabajo digno, igualitario y no discriminatorio a\ntodas las personas.\u003C\u002Fp>\n\n\u003Cp>Garantizar la protección y ayuda a la víctima, así como su derecho a la\nintimidad y privacidad.\u003C\u002Fp>\n\n\u003Cp>Considerar explícitamente el acoso como falta muy grave que conlleva las\noportunas sanciones.\u003C\u002Fp>\n\n\u003Cp>Garantizar el carácter urgente, ágil y confidencial del citado proceso,\nasí como el respeto y la prohibición de cualquier tipo de represalias hacia\ncualquiera de las personas que intervengan en el mismo.\u003C\u002Fp>\n\n\u003Cp>Garantizar la participación de la representación del personal en la\ntramitación del proceso.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Definiciones:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Acoso Sexual: cualquier comportamiento, verbal o físico, de naturaleza\nsexual que tenga el propósito o produzca el efecto de atentar contra la\ndignidad de una persona, en particular cuando se crea un entorno intimidatorio,\ndegradante u ofensivo.\u003C\u002Fp>\n\n\u003Cp>Se distingue de las aproximaciones libremente aceptadas y recíprocas, en la\nmedida en que no son deseadas por la persona que es objeto de ellas.\u003C\u002Fp>\n\n\u003Cp>Un único episodio no deseado puede ser constitutivo de acoso sexual.\u003C\u002Fp>\n\n\u003Cp>Acoso por razón de sexo: cualquier comportamiento realizado en función del\nsexo de una persona, con el propósito o el efecto de atentar contra su\ndignidad y de crear un entorno intimidatorio, degradante u ofensivo.\u003C\u002Fp>\n\n\u003Cp>Acoso ambiental (indirecto): su característica principal es que los sujetos\nactivos mantienen una conducta de naturaleza sexual, de cualquier tipo, que\ntiene como consecuencia, buscada o no, producir un contexto intimidatorio,\nhostil, ofensivo o humillante. Esta conducta repercute en el ambiente de\ntrabajo. Como ejemplo se pueden citar los comentarios, insinuaciones y chistes\nde naturaleza y contenido sexual, la decoración del entorno con motivos\nsexuales, la exhibición de revistas de contenido sexual, etc. Suele darse\nentre compañeros sin presión ni relación de poder jerárquico entre\nacosador\u002Fa y acosado\u002Fa.\u003C\u002Fp>\n\n\u003Cp>Chantaje sexual (directo): cuando la negativa o sumisión de una persona a\nesta conducta se utiliza, implícita o explícitamente, como fundamento de una\ndecisión que repercute sobre el acceso de esta persona al trabajo, a la\ncontinuidad del trabajo, la promoción profesional, el salario, etc. Suelde\ndarse entre personas que mantienen una relación de poder jerárquico entre\nacosador\u002Fa y acosado\u002Fa.\u003C\u002Fp>\n\n\u003Cp>Algunas de las situaciones habituales de chantaje sexual son:\u003C\u002Fp>\n\n\u003Cp>El contacto físico deliberado y no solicitado, o un acercamiento físico\nexcesivo o innecesario.\u003C\u002Fp>\n\n\u003Cp>Invitaciones persistentes para participar en actividades sociales lúdicas,\npese a que la persona objeto de las mismas haya dejado claro que resultan no\ndeseadas e inoportunas.\u003C\u002Fp>\n\n\u003Cp>Invitaciones impúdicas o comprometedoras y peticiones de favores sexuales,\ncuando las mismas se asocien, por medio de actitudes, insinuaciones o\ndirectamente a una \u003C\u002Fp>\n\n\u003Cp>mejora de las condiciones de trabajo, a la estabilidad en el empleo o\nafectar a la carrera profesional y\u002Fo existan amenazas en el caso de no acceder\nla víctima.\u003C\u002Fp>\n\n\u003Cp>Cualquier otro comportamiento que tenga como causa o como objetivo la\ndiscriminación, el abuso, la vejación o la humillación del trabajador\u002Fa por\nrazón de su condición sexual.\u003C\u002Fp>\n\n\u003Cp>El condicionamiento de un derecho o de una expectativa de derecho a la\naceptación de una situación constitutiva de acoso sexual o de acoso por\nrazón de sexo se considerará también acto de discriminación directa por\nrazón de sexo.\u003C\u002Fp>\n\n\u003Cp>En cuanto al sujeto activo se considerará acoso cuando provenga de jefes,\ncompañeros e incluso clientes, proveedores o terceros relacionados con la\nvíctima por causa del trabajo.\u003C\u002Fp>\n\n\u003Cp>En cuanto al sujeto pasivo éste siempre quedará referido a cualquier\ntrabajador\u002Fa, independientemente del nivel del mismo y de la naturaleza de la\nrelación laboral.\u003C\u002Fp>\n\n\u003Cp>El ámbito del acoso sexual será el centro de trabajo y si se produce fuera\ndel mismo deberá probarse que la relación es por causa directa o como\nconsecuencia ligada al trabajo.\u003C\u002Fp>\n\n\u003Cp>Taxonomía de situaciones de acoso sexual o por razón de sexo.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Faltas leves:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cul>\n  \u003Cli>Chistes de contenido sexual sobre la mujer o el hombre.\u003C\u002Fli>\n  \u003Cli>Piropos o comentarios sexuales contra los trabajadores\u002Fas.\u003C\u002Fli>\n  \u003Cli>Pedir reiteradamente citas.\u003C\u002Fli>\n  \u003Cli>Acercamiento excesivo.\u003C\u002Fli>\n  \u003Cli>Hacer gestos y miradas insinuantes.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>\u003Cstrong>Faltas graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cul>\n  \u003Cli>Hacer preguntas sobre su vida sexual.\u003C\u002Fli>\n  \u003Cli>Hacer insinuaciones sexuales.\u003C\u002Fli>\n  \u003Cli>Pedir abiertamente relaciones sexuales sin presiones.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>\u003Cstrong>Faltas muy graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cul>\n  \u003Cli>Abrazos y besos no deseados.\u003C\u002Fli>\n  \u003Cli>Tocamientos, pellizcos.\u003C\u002Fli>\n  \u003Cli>Acorralamientos.\u003C\u002Fli>\n  \u003Cli>Presionar para obtener sexo a cambio de mejoras o amenazas.\u003C\u002Fli>\n  \u003Cli>Realizar actos sexuales bajo presión de despido.\u003C\u002Fli>\n  \u003Cli>Asalto sexual.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>\u003Cstrong>Procedimientos:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>\u003Cstrong>Procedimiento Preliminar.\u003C\u002Fstrong>\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>Siempre que la persona afectada esté de acuerdo, se intentará resolver el\nproblema de manera preliminar en primera instancia.\u003C\u002Fp>\n\n\u003Cp>La persona afectada comunicará al Comité de Igualdad o alguno de sus\nmiembros de manera verbal o por escrito el supuesto acto de acoso.\u003C\u002Fp>\n\n\u003Cp>En caso de ser otra persona diferente a la afectada la que comunique la\nsituación de acoso lo hará por escrito. El Comité de Igualdad se reunirá\ncon el supuesto agresor\u002Fa y\u002Fo con ambas partes con la finalidad de conseguir la\ninterrupción de la situación de acoso y alcanzará una solución aceptada por\nambas partes. En el más breve plazo de tiempo posible, como máximo siete\ndías, el Comité de Igualdad dará por finalizado el procedimiento preliminar,\nproponiendo, si lo estima oportuno, incluso la apertura del procedimiento\nformal. Si el\u002Fla denunciante no queda satisfecho\u002Fa con la solución propuesta o\nla misma es incumplida por el agresor\u002Fa, podrá presentar la denuncia por el\nprocedimiento formal. \u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cem>Procedimiento Formal.\u003C\u002Fem>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La persona que denuncia podrá hacer llegar su denuncia por cualquier medio\no persona al Comité de Igualdad o a cualquiera de sus miembros.\u003C\u002Fp>\n\n\u003Cp>En caso de no ser la víctima la que realice la denuncia ésta deberá\nentregarse al Comité de Igualdad o a cualquiera de sus miembros por\nescrito.\u003C\u002Fp>\n\n\u003Cp>Cuando se trate de denuncias verbales, el Comité de Igualdad valorará la\nfuente, la naturaleza y la seriedad de dicha denuncia y, si encuentra indicios\nsuficientes, actuará de oficio investigando la situación denunciada.\u003C\u002Fp>\n\n\u003Cp>Si la denuncia o queja fuese interpuesta ante la Dirección de la Empresa o\nalguien que la represente, deberán remitir de forma inmediata dicha denuncia\nal Comité de Igualdad para el inicio de la investigación.\u003C\u002Fp>\n\n\u003Cp>Una vez iniciada la investigación, si la víctima así lo desea, sólo\ntratará con la persona elegida del Comité de Igualdad como instructor\u002Fa y\nsólo explicará su situación una vez, salvo que resultase imprescindible para\nla resolución del caso. Dicho instructor\u002Fa determinará el momento y la\nnecesidad de formalizar por escrito la denuncia.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>\u003Cstrong>Medidas cautelares.\u003C\u002Fstrong>\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>En los casos de denuncia de acoso sexual y hasta el cierre del\nprocedimiento, y siempre que existan indicios suficientes de la existencia del\nacoso, el Comité de Igualdad solicitará cautelarmente la separación de la\nvíctima y la presunta persona acosadora, así como otras medidas cautelares\nque estime oportunas y proporcionadas a las circunstancias del caso, incluidas\nlas previstas en la Ley Orgánica 1\u002F2004, de 28 de diciembre, de medidas de\nprotección integral contra la Violencia de Género (artículo 21.1), mediante\nescrito que dirigirá al Departamento de Personas y Valores de la empresa.\nEstas medidas, en ningún caso, podrán suponer para la víctima un perjuicio o\nmenoscabo en sus condiciones de trabajo, ni modificación sustancial de las\nmismas.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>\u003Cstrong>Tramitación.\u003C\u002Fstrong>\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>En el plazo de tres días laborales el Comité de Igualdad nombrará una\npersona que hará de instructor\u002Fa con la víctima y se encargará de las\ninvestigaciones preliminares oportunas, tras lo cual, trasladará a la persona\ndenunciada información detallada sobre la naturaleza y contenido de la\ndenuncia, con acuse de recibo. Al mismo tiempo, se pondrá en conocimiento del\nDepartamento de Personas y Valores la existencia de la misma y el inicio de\nactuaciones.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>\u003Cstrong>El Instructor\u002Fa con la víctima.\u003C\u002Fstrong>\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>No podrá tener, ni haber tenido, relación laboral de dependencia o\nascendencia con ninguna de las partes.\u003C\u002Fp>\n\n\u003Cp>Llevará personalmente la investigación, pudiendo utilizar los medios que\nestime conveniente para esclarecer los hechos denunciados, manteniendo siempre\nla confidencialidad en todas sus actuaciones.\u003C\u002Fp>\n\n\u003Cp>No podrá tener lazos de consanguinidad hasta 2.° grado con ninguna de las\npersonas afectadas por la denuncia.\u003C\u002Fp>\n\n\u003Cp>Dicha persona requerirá de la autorización del Departamento de Personas y\nValores para entrevistarse con personas diferentes del acosado\u002Fa y presunto\nacosador\u002Fa, así como para acceder a las dependencias de la empresa.\u003C\u002Fp>\n\n\u003Cp>Sus competencias serán las siguientes:\u003C\u002Fp>\n\n\u003Cp>Asistir durante todo el procedimiento a la persona que denuncia ser víctima\nde una situación de acoso sexual o por razón de sexo e iniciar las\nactuaciones que sean precisas.\u003C\u002Fp>\n\n\u003Cp>Representar a la víctima ante el Comité de Igualdad, siempre que ésta\nasí lo determine.\u003C\u002Fp>\n\n\u003Cp>Efectuar las entrevistas con las personas afectadas. \u003C\u002Fp>\n\n\u003Cp>Recabar la intervención de expertos.\u003C\u002Fp>\n\n\u003Cp>Mantener las reuniones con las personas implicadas que estime oportunas.\u003C\u002Fp>\n\n\u003Cp>Tener acceso a los centros de trabajo.\u003C\u002Fp>\n\n\u003Cp>Prestar la asistencia necesaria posterior que, razonablemente, necesitase la\nvíctima, incluida la gestión ante la Dirección de la empresa de aquellas\nmedidas que resultasen convenientes adoptar.\u003C\u002Fp>\n\n\u003Cp>Reportar al Comité de Igualdad un informe preliminar.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>\u003Cstrong>Informe de Conclusiones.\u003C\u002Fstrong>\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>En el plazo máximo de quince días laborales, contados a partir de la\npresentación de la denuncia, el Comité de Igualdad, finalizada la\ninvestigación, y previa presentación del Informe Preliminar por parte del\nInstructor\u002Fa elaborará y aprobará el informe sobre el supuesto de acoso\ninvestigado, en el que indicará las conclusiones alcanzadas, las\ncircunstancias agravantes o atenuantes observadas en el mismo e instará, en su\ncaso, a la apertura de procedimiento disciplinario contra la persona\ndenunciada. Todo ello se trasladará, a los efectos oportunos, a la Dirección\nCorporativa de Personas y Valores. Corresponde sólo a dicho Departamento el\nincoar la posible actuación disciplinaria.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>\u003Cstrong>Circunstancias agravantes.\u003C\u002Fstrong>\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>A efectos de valorar la gravedad de los hechos y determinar las sanciones\nque, en su caso, pudieran imponerse, se tendrán como circunstancias agravantes\naquellas situaciones en las que:\u003C\u002Fp>\n\n\u003Cp>La persona denunciada sea reincidente en la comisión de actos de acoso.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>\u003Cstrong>Existan dos o más víctimas.\u003C\u002Fstrong>\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>Se demuestren conductas intimidatorias o represalias por parte de la persona\nagresora.\u003C\u002Fp>\n\n\u003Cp>La persona agresora tenga poder de decisión sobre la relación laboral de\nla víctima.\u003C\u002Fp>\n\n\u003Cp>La víctima sufra algún tipo de discapacidad física o mental.\u003C\u002Fp>\n\n\u003Cp>El estado psicológico o físico de la víctima haya sufrido graves\nalteraciones, médicamente acreditadas.\u003C\u002Fp>\n\n\u003Cp>El contrato de la víctima sea no indefinido, o que su relación con la\nempresa no tenga carácter laboral.\u003C\u002Fp>\n\n\u003Cp>El acoso se produzca durante un proceso de selección de personal.\u003C\u002Fp>\n\n\u003Cp>Se ejerzan presiones o coacciones sobre la víctima, testigos o personas de\nsu entorno laboral o familiar con el objeto de evitar o entorpecer el buen fin\nde la investigación.\u003C\u002Fp>\n\n\u003Cp>Será siempre un agravante la situación de contratación temporal o en\nperiodo de prueba e incluso como becario\u002Fa en prácticas de la víctima.\u003C\u002Fp>\n\n\u003Cp>Represalias:\u003C\u002Fp>\n\n\u003Cp>Se prohíben expresamente represalias contra las personas que participen en\nlas actuaciones siguientes:\u003C\u002Fp>\n\n\u003Cp>Efectuar una denuncia o atestiguar, ayudar o participar en una\ninvestigación.\u003C\u002Fp>\n\n\u003Cp>Oponerse a cualquier conducta que constituya acoso por razón de sexo contra\nsí mismo o a terceros.\u003C\u002Fp>\n\n\u003Cp>Realizar una alegación o denuncia de buena fe, aún si después de la\ninvestigación no se ha podido constatar. Sin embargo, las denuncias o\nalegaciones realizadas que se demuestren como intencionadamente no honestas o\ndolosas podrán ser constitutivas de actuación disciplinaria, sin perjuicio de\nlas restantes acciones que en derecho pudieran corresponder. \u003C\u002Fp>\n\n\u003Cp>\u003Cem>\u003Cstrong>Comité de Igualdad.\u003C\u002Fstrong>\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>Cualquier persona que forme parte del Comité de Igualdad involucrada en un\nprocedimiento de acoso o afectada por relación de parentesco, de amistad o\nenemistad manifiesta, o de superioridad o subordinación jerárquica inmediata\nrespecto de la víctima o la persona denunciada, quedará automáticamente\ninvalidada para cualquier procedimiento hasta la resolución de su caso. En\neste caso, la parte correspondiente sustituirá al objeto de restablecer la\ntotalidad del Comité de Igualdad.\u003C\u002Fp>\n\n\u003Cp>Competencias y atribuciones del Comité de Igualdad:\u003C\u002Fp>\n\n\u003Cp>Recibir todas las denuncias por acoso.\u003C\u002Fp>\n\n\u003Cp>Llevar a cabo la investigación de las denuncias de acuerdo con lo\nestablecido en este protocolo, para lo que dispondrá por parte de la empresa\nde los medios necesarios y tendrá acceso a toda la información y\ndocumentación que pudiera tener relación con el caso. Tendrá libre acceso a\ntodas las dependencias de la empresa, debiendo toda la plantilla prestar la\ndebida colaboración que por parte del Comité de Igualdad se le requiera,\nprevia autorización del Departamento de Personas y Valores.\u003C\u002Fp>\n\n\u003Cp>Recomendar y gestionar ante el Departamento de Personas y Valores las\nmedidas precautorias que estime convenientes.\u003C\u002Fp>\n\n\u003Cp>Elaborar un informe con las conclusiones sobre el supuesto de acoso\ninvestigado, que incluirán los indicios y medios de prueba del caso, sus\nposibles agravantes o atenuantes, e instar, en su caso, a la Dirección de\nPersonas y Valores de la empresa a la apertura de procedimiento disciplinario\ncontra la persona denunciada, debiendo ser informada de tal extremo y de la\nsanción impuesta.\u003C\u002Fp>\n\n\u003Cp>Supervisar el efectivo cumplimiento de las sanciones impuestas como\nconsecuencia de casos de acoso.\u003C\u002Fp>\n\n\u003Cp>Velar por las garantías comprendidas en este protocolo.\u003C\u002Fp>\n\n\u003Cp>Anualmente, efectuar un informe, sin datos concretos, del conjunto de\nactuaciones en materia de acoso, que elevará al Departamento de Personas y\nValores.\u003C\u002Fp>\n\n\u003Cp>Cualesquiera otras que se pudieran derivar de la naturaleza de sus funciones\ny de lo contemplado en el presente protocolo.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>\u003Cstrong>Difusión del protocolo.\u003C\u002Fstrong>\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>Se dará publicidad a este protocolo mediante su publicación en el tablón\nde anuncios de todos los centros de trabajo.\u003C\u002Fp>\n\n\u003Cp>De manera especial se enviará a todas las personas del Comité de\nDirección y a los delegados de prevención del Grupo, así como a los miembros\ndel Comité de Igualdad.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>\u003Cstrong>Otras disposiciones.\u003C\u002Fstrong>\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>En todas las comunicaciones, que como consecuencia de la sanción deberán\nrealizarse a los Sindicatos, Órganos directivos y Órganos de gobierno, se\nomitirá el nombre de la persona objeto del acoso.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de resolución del expediente con sanción, que no conlleve\nel traslado forzoso o el despido, la empresa tomará las medidas oportunas para\nque el agresor\u002Fa y la víctima no convivan en el mismo ambiente laboral,\nteniendo la persona agredida la opción de permanecer en su puesto o la\nposibilidad de solicitar un traslado, el cual será resuelto, de manera\nexcepcional, fuera de las normas que en cada momento estén vigentes sobre\ntraslados, no pudiendo suponer una mejora o detrimento en sus condiciones\nlaborales.\u003C\u002Fp>\n\n\u003Cp>Si se han producido represalias o ha habido perjuicios para la víctima\ndurante el acoso y\u002Fo el procedimiento de investigación, ésta tendrá derecho\na ser restituida en las condiciones en que se encontraba antes del mismo.\u003C\u002Fp>\n\n\u003Cp>Si el resultado del expediente es de sobreseimiento, pero con expresa\ndeclaración sobre la buena fe de la denuncia, el\u002Fla denunciante podrá\ntambién solicitar el traslado de \u003C\u002Fp>\n\n\u003Cp>puesto de trabajo, sin que el mismo suponga una mejora o detrimento en sus\ncondiciones laborales, siendo potestativo de la empresa su concesión.\u003C\u002Fp>\n\n\u003Cp>Si por parte del agresor\u002Fa se produjeran represalias o actos de\ndiscriminación sobre la persona denunciante, dichas conductas serán\nconsideradas como falta laboral, incoándose el correspondiente expediente\ndisciplinario.\u003C\u002Fp>\n\n\u003Cp>Tanto el Departamento de Personas y Valores como los Sindicatos deberán\nproporcionar información y asesoramiento a cuentos empleados\u002Fas lo requieran\nsobre el tema objeto de este protocolo, así como de las posibles maneras de\nresolver las reclamaciones en materia de acoso sexual.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L897\">Artículo 35. Acoso moral: Protocolo de actuación.\u003C\u002Fh3>\n\n\u003Cp>-. Se entiende por acoso moral toda conducta, práctica o comportamiento,\nrealizada de modo sistemático o recurrente en el seno de una relación de\ntrabajo, que suponga directa o indirectamente un menoscabo o atentado contra la\ndignidad del trabajador o trabajadora, a los que se intenta someter emocional y\npsicológicamente de forma violenta u hostil, y que persigue anular su\ncapacidad promocional profesional o su permanencia en el puesto, afectando\nnegativamente al entorno laboral.\u003C\u002Fp>\n\n\u003Cp>Describe una situación en la que una persona o un grupo de personas ejercen\nuna violencia u hostigamiento psicológico con la finalidad de atentar contra\nsu dignidad y para crear un entorno intimidatorio, humillante u ofensivo, de\nforma sistemática, generalmente durante un tiempo prolongado, sobre otra\npersona en el lugar de trabajo.\u003C\u002Fp>\n\n\u003Cp>-. La empresa velará por la consecución de un ambiente adecuado en el\ntrabajo, libre de comportamientos indeseados de carácter o connotación sexual\no de cualquier otro tipo, y adoptará las medidas oportunas al efecto cuando\ntenga o pueda tener conocimiento de las mismas, incluidas aquéllas de\ncarácter sancionador. Es voluntad de la empresa establecer las siguientes\nnormas de comportamiento para prevenir situaciones que favorezcan la aparición\nde casos de acoso en el trabajo:\u003C\u002Fp>\n\n\u003Cp>-No se actuará de forma individual ni colectiva contra la reputación o la\ndignidad personal de ninguna trabajadora o trabajador.\u003C\u002Fp>\n\n\u003Cp>-No se actuará de forma individual ni colectiva contra el ejercicio del\ntrabajo de ningún empleado o empleada, ya sea encomendando un trabajo excesivo\no injustificadamente escaso, innecesario, para el que no esté cualificado,\netc.\u003C\u002Fp>\n\n\u003Cp>-No se manipulará de forma individual ni colectiva la información o\ncomunicación que deba recibir cualquier empleado o empleada para la\nrealización de su trabajo; no manteniéndole en situación de ambigüedad de\nrol, no informándole sobre aspectos de sus funciones, responsabilidades,\nmétodos de trabajo, haciendo uso hostil de la comunicación tanto\nexplícitamente (amenazándole, criticándole acerca de temas tanto laborales\ncomo de su vida privada) como implícitamente (no dirigiéndole la palabra, no\nhaciendo caso de sus opiniones, ignorando su presencia).\u003C\u002Fp>\n\n\u003Cp>-No se permitirán situaciones de iniquidad mediante el establecimiento de\ndiferencias de trato o mediante la distribución no equitativa del trabajo.\u003C\u002Fp>\n\n\u003Cp>Cualquiera de las conductas descritas anteriormente, serán perseguidas y\nsancionadas en función de su gravedad.\u003C\u002Fp>\n\n\u003Cp>3. Con independencia de las acciones que puedan interponerse al respecto\nante cualesquiera instancias administrativas o judiciales, el procedimiento\ninterno se iniciara con la denuncia, por parte del que se entienda afectado o\nafectada por una situación de acoso, ante un representante de la dirección de\nla empresa.\u003C\u002Fp>\n\n\u003Cp>La denuncia dará lugar a la inmediata apertura de expediente informativo\npor parte de la empresa, especialmente encaminado a averiguar la realidad de\nlos hechos e impedir, de confirmarse éstos, la continuidad del acoso\ndenunciado, para lo que se articularan las medidas oportunas al efecto.\nCualquier denuncia de este cariz se deberá poner en conocimiento inmediato del\ncomité de seguridad y salud, siempre que así lo solicite la persona\nafectada.\u003C\u002Fp>\n\n\u003Cp>Procedimiento:\u003C\u002Fp>\n\n\u003Cp>Una vez recibida la denuncia, se iniciara un expediente informativo formando\npara ello, una comisión de la que formaran parte un componente del Servicio de\nPrevención, otro del Comité de Empresa y otro de la Dirección y se\nconvocará una reunión de dicho comité para el comienzo del proceso, en el\nque se instruirá un procedimiento investigador previsto para tales casos y\nello con la finalidad de averiguar y esclarecer los hechos denunciados. El\ndenunciante indicará que componente del Comité de Empresa desea que esté en\nla Comisión de Investigación.\u003C\u002Fp>\n\n\u003Cp>Al recibo de la denuncia y hasta el cierre del procedimiento, y siempre que\nexistan indicios suficientes de la existencia del acoso, se podrá solicitar\ncautelarmente la separación de la víctima y la presunta persona acosadora,\nasí como otras medidas cautelares que estime oportunas y proporcionadas a las\ncircunstancias del caso.\u003C\u002Fp>\n\n\u003Cp>Si la denuncia por sí misma no fuera suficiente la Comisión de\nInvestigación designada, podrá citar a la persona denunciante, a fin de que\nmatice, aclare o aporte lo que considere oportuno.\u003C\u002Fp>\n\n\u003Cp>A la vista de las manifestaciones vertidas en la denuncia o en las\ndeclaraciones posteriores, la Comisión Investigadora, acordara la citación de\ncuantas personas estimen conveniente dando trámite de audiencia a todos los\nafectados y afectadas, implicados o implicadas, o posibles conocedores de los\nhechos, practicándose cuantas diligencias puedan considerarse pertinentes a\nlos efectos de aclarar los mismos.\u003C\u002Fp>\n\n\u003Cp>En cualquier caso, y una vez finalizado el expediente, se redactará un\nInforme de conclusiones, ratificado por la Comisión Investigadora, del que se\ndará cumplida información sobre el resultado de la misma tanto al denunciante\ncomo al denunciado o denunciada.\u003C\u002Fp>\n\n\u003Cp>Durante este proceso, que deberá estar sustanciado en un plazo máximo de\nquince días, guardaran todos los actuantes una absoluta confidencialidad y\nreserva por afectar directamente a la intimidad y honorabilidad de las\npersonas.\u003C\u002Fp>\n\n\u003Cp>El informe podrá finalizar con:\u003C\u002Fp>\n\n\u003Cp>A)Archivo de la denuncia, motivado por alguno de los siguientes\nsupuestos:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Desistimiento del denunciante (salvo que de oficio\nprocediera continuar la investigación de la misma).\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Falta de objeto o insuficiencia de indicios.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Que por actuaciones previas se pueda dar por\nresuelto el contenido de la denuncia.\u003C\u002Fp>\n\n\u003Cp>B)Si del análisis del caso se dedujera la comisión de alguna otra falta,\ndistinta al mobbing y tipificada en la normativa existente, se propondrá la\nincoación del expediente disciplinario que corresponda.\u003C\u002Fp>\n\n\u003Cp>C)Si del referido informe se dedujese que se trata de un conflicto laboral\nde carácter interpersonal u otras situaciones de riesgo psicosocial, o\nsimilares, se propondrán medidas correctoras que aconseje el informe de\nconclusión y la Comisión Investigadora que serán en todo caso valoradas y\nratificadas por la Dirección Corporativa de Personas y Valores.\u003C\u002Fp>\n\n\u003Cp>D)Indicios claros de Acoso Laboral:\u003C\u002Fp>\n\n\u003Cp>Cuando del referido informe se deduzca con claridad la existencia de acoso\nlaboral, el\u002Fla precitado\u002Fa responsable podrá ordenar la incoación de un\nexpediente disciplinario por la comisión de una falta muy grave de acoso, y\naplicará si procede, medidas correctoras de la situación.\u003C\u002Fp>\n\n\u003Cp>Si se detecta alguna otra falta distinta al acoso, se propondrá las\nacciones correctoras que pongan fin a la situación producida y se promoverá,\nen su caso, el expediente correspondiente. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Ch3 id=\"L955\">Artículo 36. Protocolo acoso y violencia LGTBI: Medidas para la\nIgualdad y No Discriminación de las Personas LGTBI.\u003C\u002Fh3>\n\n\u003Cp>El grupo de empresas de Bebidas Naturales, comprometido con la diversidad,\nla igualdad de oportunidades y el respeto a los derechos fundamentales de todas\nlas personas, adopta las siguientes medidas conforme a lo dispuesto en la Ley\n4\u002F2023, de 28 de febrero, y el Real Decreto 1026\u002F2024, de 8 de octubre, que\ndesarrollan el marco normativo de protección y no discriminación de las\npersonas LGTBI en el ámbito laboral.\u003C\u002Fp>\n\n\u003Cp>Estas medidas serán de aplicación a todo el personal que preste servicios\ndentro del ámbito organizativo del grupo, independientemente de su vínculo\ncontractual, así como a personas candidatas, personal externo, proveedores y\nvisitantes.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1.Principios de igualdad y no discriminación.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El grupo de empresas de Bebidas Naturales promoverá un entorno laboral\nlibre de discriminación por orientación e identidad sexual, expresión de\ngénero o características sexuales, asegurando condiciones equitativas en el\nacceso al empleo, promoción profesional, retribución, formación y demás\ncondiciones laborales.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Acceso al empleo.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se garantizará que los procesos de selección y contratación se basen\nexclusivamente en la formación, competencias y adecuación al puesto, evitando\nestereotipos y sesgos. Se impartirá formación específica a las personas\nresponsables de los procesos selectivos, con especial atención a la inclusión\ndel colectivo trans.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.Clasificación y Promoción Profesional.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Los criterios para la clasificación, promoción y ascenso serán objetivos,\ntransparentes y medibles. Se evitará cualquier forma de discriminación\ndirecta o indirecta, favoreciendo un desarrollo profesional igualitario para\ntodas las personas.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4.Formación, Sensibilización y Lenguaje Inclusivo.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se incluirán contenidos sobre diversidad LGTBI en los planes de formación\ndirigidos a toda la plantilla, especialmente a puestos con responsabilidad en\nla gestión de personas. Los contenidos mínimos incluirán:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Marco normativo y medidas del protocolo LGTBI.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Definiciones clave sobre orientación, identidad y\nexpresión de género.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Protocolo de acompañamiento a personas trans.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Prevención y actuación frente al acoso\nLGTBIfóbico.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Promoción de lenguaje respetuoso e inclusivo.\u003C\u002Fp>\n\n\u003Cp>Asimismo, se integrará este compromiso en el protocolo de acogida a nuevas\nincorporaciones.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5.Entorno laboral seguro e inclusivo.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se reforzarán los protocolos internos para prevenir, detectar y actuar\nfrente a conductas discriminatorias. El grupo de empresas de Bebidas Naturales\npromoverá activamente la diversidad como valor de equipo y de\norganización.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>6.Permisos y beneficios sociales.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se garantizará la igualdad en el acceso a permisos y beneficios sociales,\nreconociendo la diversidad de modelos familiares, incluidas parejas de hecho y\nfamilias homoparentales. Se prestará especial atención a las necesidades\nespecíficas del colectivo trans. \u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>7.Régimen disciplinario.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Las conductas discriminatorias por razón de orientación e identidad sexual\no expresión de género serán consideradas faltas muy graves. Se aplicará el\ncorrespondiente régimen sancionador con especial agravamiento si la conducta\nparte de una posición jerárquica superior o ante la inacción\ninstitucional.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>8.Protocolo de Actuación Frente al Acoso LGTBIfóbico.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El grupo de empresas de Bebidas Naturales establecerá un protocolo\nespecífico y confidencial que permitirá activar medidas urgentes ante\nsituaciones de acoso o violencia por razones LGTBI. Este protocolo\nincluirá:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Declaración de principios y ámbito de\naplicación.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Comisión instructora imparcial y formada en\nigualdad.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Procedimientos ágiles, confidenciales y\nprotectores para las víctimas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Medidas correctoras, sancionadoras y de\nseguimiento.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Mecanismos de denuncia segura, incluido canal\nconfidencial de comunicación.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>9.Seguimiento y Evaluación.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Las medidas aquí descritas serán objeto de seguimiento periódico por\nparte de los órganos competentes en materia de igualdad, en colaboración con\nla representación legal de las personas trabajadoras, con el objetivo de\ngarantizar su correcta implementación, actualización y mejora continua.\u003C\u002Fp>\n\n\u003Cp>Procedimiento de actuación:\u003C\u002Fp>\n\n\u003Cp>La persona que denuncia, o a quién ésta autorice, podrá hacer llegar su\ndenuncia a la Dirección de la empresa, a través de cualquier medio, siendo\npreferente el canal de denuncias código-etico@importaco.com\u003C\u002Fp>\n\n\u003Cp>En caso de que la denuncia no sea presentada directamente por la persona\nafectada, se deberá necesariamente incluir su consentimiento expreso e\ninformado para iniciar las actuaciones del protocolo.\u003C\u002Fp>\n\n\u003Cp>La denuncia dará lugar a la apertura de expediente informativo por parte de\nla empresa en el plazo de tres días hábiles, constituyéndose una Comisión\nde investigación ad hoc formada por un componente del Servicio de Prevención,\notro del Comité de Empresa y otro de la Dirección, encaminado a averiguar la\nrealidad de los hechos e impedir, de confirmarse éstos, la continuidad del\nacoso o violencia denunciado, para lo que se articularán las medidas oportunas\nal efecto.\u003C\u002Fp>\n\n\u003Cp>Siempre que existan indicios suficientes de la existencia del acoso, la\nComisión de investigación podrá solicitar cautelarmente la separación de la\npersona denunciante y la presunta persona acosadora, así como otras medidas\ncautelares que estime oportunas y proporcionadas a las circunstancias del caso,\nmediante escrito que dirigirá al Departamento de Personas y Valores de la\nempresa. Estas medidas, en ningún caso, podrán suponer para la persona\ndenunciante un perjuicio o menoscabo en sus condiciones de trabajo, ni\nmodificación sustancial de las mismas.\u003C\u002Fp>\n\n\u003Cp>El proceso deberá estar sustanciado en un plazo máximo de quince días\nhábiles contados desde la constitución de la Comisión de investigación.\u003C\u002Fp>\n\n\u003Cp>El informe podrá finalizar con:\u003C\u002Fp>\n\n\u003Cp>A)Archivo de la denuncia, motivado por alguno de los siguientes\nsupuestos:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Desistimiento del denunciante (salvo que de oficio\nprocediera continuar la investigación de la misma).\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Falta de objeto o insuficiencia de indicios.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Que por actuaciones previas se pueda dar por\nresuelto el contenido de la denuncia. \u003C\u002Fp>\n\n\u003Cp>B)Si del análisis del caso se dedujera la comisión de alguna otra falta\ndistinta a la de acoso o violencia por razón de orientación e identidad\nsexual o expresión de género, y tipificada en la normativa existente, se\npropondrá la incoación del expediente disciplinario que corresponda.\u003C\u002Fp>\n\n\u003Cp>C)Si del referido informe se dedujese que se trata de un conflicto laboral\nde carácter interpersonal u otras situaciones de riesgo psicosocial, o\nsimilares, se propondrán medidas correctoras que aconseje el informe de\nconclusión y la Comisión Investigadora que serán en todo caso valoradas y\nratificadas por la Dirección Corporativa de Personas y Valores.\u003C\u002Fp>\n\n\u003Cp>D)Indicios claros de Acoso y\u002Fo violencia:\u003C\u002Fp>\n\n\u003Cp>Cuando del referido informe se deduzca con claridad la existencia de acoso y\no violencia por razón de orientación e identidad sexual o expresión de\ngénero, el\u002Fla precitado\u002Fa responsable podrá ordenar la incoación de un\nexpediente disciplinario por la comisión de una falta muy grave de acoso, y\naplicará si procede, medidas correctoras de la situación.\u003C\u002Fp>\n\n\u003Cp>Si se detecta alguna otra falta distinta al acoso, se propondrá las\nacciones correctoras que pongan fin a la situación producida y se promoverá,\nen su caso, el expediente correspondiente.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1051\">Artículo 37. Protección a las trabajadoras víctimas de la\nviolencia de género.\u003C\u002Fh3>\n\n\u003Cp>1.Se entiende por «violencia de género», a los efectos previstos en este\nconvenio, la expresamente declarada como tal por la aplicación de la Ley\nOrgánica 1\u002F2004, según definición de su artículo primero, entendiendo por\ntal la violencia que, como manifestación de la discriminación, la situación\nde desigualdad y las relaciones de poder de los hombres sobre las mujeres, se\nejerce sobre éstas por parte de quienes sean o hayan sido sus cónyuges o de\nquienes estén o hayan estado ligados a ellas por relaciones similares de\nafectividad, aun sin convivencia.\u003C\u002Fp>\n\n\u003Cp>2.Aquellas trabajadoras pertenecientes a la plantilla de la empresa y que\nsean declarados oficialmente como víctimas de la denominada violencia de\ngénero, les serán de aplicación todos los beneficios al efecto previsto en\nla Ley Orgánica 1\u002F2004, de 28 de diciembre, de medidas de protección integral\ncontra la violencia de género. Entre las mismas cabe destacar las\nsiguientes:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Derecho preferente para ocupar puestos de trabajo\nde igual nivel organizativo si necesitan cambiar las víctimas de residencia,\nderecho preferente extensible asimismo a las víctimas de terrorismo y a las\nvictimas de violencia sexual ex artículo 40.4 ET.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violenceleave\">\u003Cp style=\"margin-left:2em;\">-Permisos de trabajo retribuido a fin de que puedan\nrealizarse las gestiones (cambio de residencia, asistencia a juicios, acudir a\ntratamiento psicológico, etc.).\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Suspensión de la relación laboral con reserva\ndel puesto de trabajo y jornadas flexibles durante el periodo de tiempo\nsuficiente para que la víctima normalice su situación.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp style=\"margin-left:2em;\">-Anticipación del periodo vacacional.\u003C\u002Fp>\n\n\u003Cp>3.Las ausencias o faltas de puntualidad al trabajo motivadas por la\nsituación física o psicológica derivada de la violencia de género se\nconsiderarán justificadas, cuando así lo determinen los servicios sociales de\natención o servicios de salud, según proceda, sin perjuicio de que dichas\nausencias sean comunicadas por la trabajadora a la empresa a la mayor brevedad.\nLas situaciones de violencia que dan lugar al reconocimiento de los derechos\nregulados en este convenio se acreditarán con la orden de protección a favor\nde la víctima. Excepcionalmente, será título de acreditación de esta\nsituación, el informe del Ministerio Fiscal que indique la existencia de\nindicios de que la demandante es víctima de violencia de género hasta tanto\nse dicte la orden de protección. \u003C\u002Fp>\n\n\u003Ch3 id=\"L1067\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-green_trigger\">\u003Ch3 id=\"L1067\">Artículo 38. Gestión medioambiental.\u003C\u002Fh3>\n\n\u003Cp>La protección del medio ambiente es uno de los principios básicos de\ngestión del Bebidas Naturales, es por ello que las partes firmantes del\npresente convenio se comprometen a aplicar una política de protección del\nmedio ambiente, que tiende a superar las expectativas de los clientes, las\nexigencias legales y confirma que no impactará conscientemente sobre el medio\nambiente. Como base del sistema de gestión medioambiental se establecen en el\npresente artículo los siguientes conceptos y objetivos:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Reducción del consumo energético.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Reducción del consumo de agua.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Reducción del consumo de papel y otros bienes\nconsumibles.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Recogida selectiva y fomento del reciclaje de los\nresiduos generados.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Introducir todas aquellas medidas económicamente\ny tecnológicamente viables que comporten un mayor respeto hacia el entorno,\nestableciendo planes para la prevención y reducción de todos los tipos de\ncontaminación y los impactos medioambientales de los distintos procesos de\nnegocio, presentes o en desarrollo (en condiciones normales o en caso de\nincidentes) dentro de un sistema de mejora continua.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Sustitución de aquellos materiales y productos\nque en su producción y utilización provocan un deterioro medioambiental.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Fomentar la responsabilidad a todos los niveles de\nla organización respecto a temas ambientales a través de programas de\nformación e información para el personal, colaboradores o colaboradoras\n(clientes, proveedores y subcontratistas) y organismos.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Mejorar el comportamiento ambiental de las\ninstalaciones y actividades de la compañía.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp style=\"margin-left:2em;\">\u003C\u002Fp>\n\n\u003Ch3 id=\"L1087\">Artículo 39. Inmigración y minorías étnicas.\u003C\u002Fh3>\n\n\u003Cp>Las partes declaran inaceptables los actos y comportamientos de\ndiscriminación racista, xenófoba y formas conexas de intolerancia en general,\ny específicamente contra las trabajadoras y los trabajadores inmigrantes o\nminorías étnicas que formen parte de esta organización, para lo cual\nmanifiesta su compromiso con la promoción del respeto por la diversidad y la\ninteracción multicultural, garantizando la aplicación a estos colectivos de\nigualdad de condiciones laborales, derechos y libertades que para el resto de\ntrabajadoras y trabajadores en todas aquellas materias que afecten a su\nrelación laboral, especialmente en las referidas a formas y tipos de\ncontratación, retribuciones, prevención y seguridad, clasificación y\npromoción, formación, y derecho a prestaciones sociales. Del mismo modo, y en\nla medida de sus posibilidades, la gestión de la diversidad será parte\nintegrante de la política de gestión de los recursos humanos de la empresa\ncon el objetivo de crear una cultura empresarial en la cual cada persona\ntrabajadora, sin distinción alguna, pueda desarrollar plenamente sus\ncapacidades y cualidades. Por ello, en consideración con las necesidades\nsocio-culturales y familiares específicos de estos grupos, y en aras de\nposibilitar su plena integración laboral y su adaptación al entorno social,\ndesde la organización de la empresa se asumirá el papel de integrador social\ny mediador intercultural tratando de ayudar a estos trabajadores o trabajadoras\npara concluir con éxito su adaptación a la dinámica de la empresa y la\nsociedad.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1091\">Artículo 40. Solución extrajudicial de conflictos\nlaborales.\u003C\u002Fh3>\n\n\u003Cp>Las partes firmantes del presente convenio Colectivo acuerdan adherirse en\nsu totalidad y sin condicionamiento alguno, al VI Acuerdo sobre Solución\nAutónoma de Conflicto Laborales (ASAC). Las partes signatarias del presente\nconvenio, siempre partiendo del uso voluntario de estos procedimientos,\nconsideran la mediación y arbitraje como posibles alternativas para cualquier\nconflicto posible. Esta mediación o arbitraje se llevará a cabo a través del\nServicio Interconfederal de Mediación y Arbitraje y cuyo laudo se impone por\nel compromiso adquirido. \u003C\u002Fp>\n\n\u003Cp>Disposición adicional primera.\u003C\u002Fp>\n\n\u003Cp>La empresa tiene instaladas cámaras de video vigilancia en las plataformas\nde mercancías y puntos de venta para la protección del patrimonio de la\nempresa y la seguridad de las personas. Además del público conocimiento\nderivado de las la cartelería instalada e información global, se informará\nespecífica y personalmente a las trabajadoras y los trabajadores y al comité\nsobre el particular por la posibilidad de que las grabaciones puedan utilizarse\nen caso de comisión de ilícitos laborales o penales, en el bien entendido del\nnecesario respeto y salvaguarda del derecho a la intimidad de la trabajadora y\nel trabajador y a la protección de sus datos personales.\u003C\u002Fp>\n\n\u003Cp>Disposición final primera.\u003C\u002Fp>\n\n\u003Cp>Lo pactado en este documento queda sujeto al estricto cumplimiento por ambas\npartes de todas sus cláusulas y condiciones.\u003C\u002Fp>\n\n\u003Cp>Disposición final segunda.\u003C\u002Fp>\n\n\u003Cp>Las referencias que en este convenio se realizan a los «días», tendrán\nconsideración de naturales salvo que expresamente se les dote de naturaleza\nlaborable.\u003C\u002Fp>\n\n\u003Cp>En Valencia, a 10 de julio de 2025.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch2 id=\"L1111\">ANEXO I \u003C\u002Fh2>\n\n\u003Ch3 id=\"L2034\">Tablas salariales año 2025 expresadas en euros brutos\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:28.3pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupos\n        profesionales\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:22.0pt;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Denominación\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Salario\n        bruto anual 2025\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Salario\n        convenio mensual\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Prorrata\n        pagas mensual\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        1.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Ayudantes.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">18.605,69\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">1.328,98\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">221,50\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        2.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Especialistas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">18.605,69\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">1.328,98\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">221,50\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        3B.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Oficiales.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">20.841,90\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">1.488,71\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">248,12\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        3A.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Expertos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">21.714,06\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">1.551,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">258,50\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        4.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Técnicos\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">23.078,25\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">1.648,45\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">274,74\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        5.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Adjuntos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">25.901,95\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">1.850,14\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">308,36\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        6.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Responsables.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">29.788,82\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">2.127,77\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">354,6\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1133\">Tablas conceptos horas extras, horas extras festivas y\nnocturnidad 2025 expresadas en euros brutos\u003C\u002Fh3>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:-.05pt;border-collapse:collapse\">\n  \u003Cthead>\n    \u003Ctr style=\"height:28.55pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;    border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;    padding:0cm .5pt 0cm .5pt;height:28.55pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;    line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;    font-family:"Times New Roman",serif\">Grupos\n        Profesionales\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border:none;border-top:solid windowtext 1.0pt;    padding:0cm .5pt 0cm .5pt;height:28.55pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:22.0pt;    line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;    font-family:"Times New Roman",serif\">Denominación\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border:none;border-top:solid windowtext 1.0pt;    padding:0cm .5pt 0cm .5pt;height:28.55pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;    line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;    font-family:"Times New Roman",serif\">Hora\n        extra\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:none;border-top:solid windowtext 1.0pt;    padding:0cm .5pt 0cm .5pt;height:28.55pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;    line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;    font-family:"Times New Roman",serif\">Hora\n        extra festiva\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;    border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;    padding:0cm .5pt 0cm .5pt;height:28.55pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;    line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;    font-family:"Times New Roman",serif\">Nocturnidad\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Fthead>\n  \u003Ctbody>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        1.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Ayudantes.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">14,37\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">20,29\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">15,66\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        2.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Especialistas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">14,37\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">20,29\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">15,66\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        3B.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Oficiales.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">15,43\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">22,73\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">19,86\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        3A.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Expertos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">16,53\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">23,96\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">20,81\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        4.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Técnicos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">17,37\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">25,17\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">21,93\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        5.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Adjuntos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">19,84\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">29,16\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">21,62\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        6.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Responsables.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">—\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">—\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">—\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\"> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:8.0pt;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupos\n        profesionales\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:22.0pt;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Denominación\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Plus\n        turnicidad\u002Fmes\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Variable\n        anual\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        1.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Ayudantes.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">250\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">—\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        2.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Especialistas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">250\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">1.860,57\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        3B.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Oficiales.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">280\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">2.084,18\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        3A.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Expertos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">295\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">2.171,40\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        4.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Técnicos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">310\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">2.307,83\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        5.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Adjuntos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">—\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">2.590,19\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        6.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Responsables.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">—\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">2.978,88\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_table_selection_txt\">\u003Ch3 id=\"L1157\">Tablas salariales año 2026 expresadas en euros brutos\u003C\u002Fh3>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:28.3pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupos\n        profesionales\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:22.0pt;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Denominación\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Salario\n        Bruto Anual 2026\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Salario\n        convenio mensual\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Prorrata\n        pagas mensual\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        1.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Ayudantes.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">18.977,81\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">1.355,56\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">225,93\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        2.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Especialistas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">18.977,81\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">1.355,56\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">225,93\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        3B.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Oficiales.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">21.258,73\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">1.518,48\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">253,08\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        3A.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Expertos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">22.148,34\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">1.582,02\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">263,67\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        4.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Técnicos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">23.539,82\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">1.681,42\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">280,24\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        5.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Adjuntos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">26.419,98\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">1.887,14\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">314,52\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        6.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Responsables.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">30.384,59\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">2.170,33\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">361,72\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\n\n\u003Ch3 class=\"MsoNormal\" id=\"L3470\">\u003Cspan lang=\"ES\">Tablas conceptos horas extras,\nhoras extras festivas y nocturnidad 2026 expesadas en euros brutos \u003C\u002Fspan>\u003C\u002Fh3>\n\u003C\u002Fdiv>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:-.05pt;border-collapse:collapse\">\n  \u003Cthead>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:solid windowtext 1.0pt;    border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;    padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:8.0pt;    line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;    font-family:"Times New Roman",serif\">Grupos\n        profesionales\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border:none;border-top:solid windowtext 1.0pt;    padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:22.0pt;    line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;    font-family:"Times New Roman",serif\">Denominación\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border:none;border-top:solid windowtext 1.0pt;    padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;    line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;    font-family:"Times New Roman",serif\">Plus\n        turnicidad\u002Fmes\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:solid windowtext 1.0pt;    border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;    padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;    line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;    font-family:"Times New Roman",serif\">Variable\n        anual\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Fthead>\n  \u003Ctbody>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        1.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Ayudantes.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">280\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">—\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        2.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Especialistas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">280\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">1.897,78\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        3B.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Oficiales.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">300\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">2.125,87\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        3A.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Expertos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">310\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">2.214,83\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        4.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Técnicos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">320\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">2.353,98\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        5.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Adjuntos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">—\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">2.642,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\"> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetxt\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003C\u002Fdiv>\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:28.3pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr style=\"height:28.3pt\">\u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr style=\"height:28.3pt\">\u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr style=\"height:28.3pt\">\u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupos\n        profesionales\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:22.0pt;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Denominación\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Hora\n        extra\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Hora\n        extra festiva\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Nocturnidad\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        1.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Ayudantes.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">14,66\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">20,70\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">15,97\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        2.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Especialistas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">14,66\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">20,70\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">15,97\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        3B.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Oficiales.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">15,74\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceamount1_general\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">23,19\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">20,26\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        3A.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Expertos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">16,86\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">24,44\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">21,22\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        4.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Técnicos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">17,71\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">25,68\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">22,37\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        5.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Adjuntos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">20,23\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">29,74\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">22,05\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        6.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Responsables.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">—\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">—\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">—\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr style=\"height:17.3pt\">\u003C\u002Ftr>\u003Ctr style=\"height:17.3pt\">\u003C\u002Ftr>\u003Ctr style=\"height:17.3pt\">\u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:17.3pt\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\"> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:8.0pt;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupos\n        profesionales\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Denominación\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Plus\n        turnicidad\u002Fmes\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Variable\n        anual\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Grupo\n        6.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Responsables.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.1pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">—\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">3.038,46\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003Cspan style=\"font-size: 10pt\">\u003Cem>\u003Cspan lang=\"ES\">\u003C\u002Fspan>* Se acuerda que\npara el año 2027, se aplicará el incremento que se pacte a nivel general en\nel convenio en el Plus turnicidad.\u003C\u002Fem>\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"JOBTITLE_trigger":44,"JOBTYPE_descriptions":47,"SOCSEC_trigger":51,"contracttrial":55,"contracttrialperiod":59,"disabilitypay":62,"healthinsurance":66,"healthandsafetypolicy":70,"protectiveclothing":74,"funeralpay":78,"pregnancy":82,"WORKFAM_trigger":86,"timeoff":88,"childcare":92,"childcareleave":96,"deathrelativesleave":98,"marriageleave":102,"nursingmothers":106,"maternity_nursing_breaks_duration":110,"maternity_nursing_breaks_length":113,"breastfeeding_workingtime":117,"GENEQ_trigger":121,"eqpay":125,"gender":129,"discrimination":133,"sexualhar":135,"violence":138,"violenceleave":142,"WORKHOURS_trigger":146,"hourspyear":150,"holidaysdays":154,"holidaysweeks":158,"holidaysfixed":160,"holidaysfixeddays":164,"TRADEUNLEAV_trigger":166,"ADMINISTRATIVE_trigger":170,"remote_work_options":174,"WAGES_trigger":178,"WAGES_determined":181,"PAYSCALES_trigger":185,"PAYSCALES_table_selection_txt":189,"STRUCINCR_trigger":193,"ONCERISE_trigger":197,"NOCTPREM_trigger":199,"shiftallowancetxt":202,"OVERTIME_trigger":206,"overtimeallowancetype_general":208,"overtimeallowanceamount1_general":210,"SUNDAY_trigger":213,"green_trigger":217},{"bindId":45,"name":46,"text":46},"JOBTITLE_trigger","Artículo 15. Grupos Profesionales.",{"bindId":48,"name":49,"text":50},"JOBTYPE_descriptions","Grupo 6. Responsables. Es la trabajadora","Grupo 6. Responsables.\n\nEs la trabajadora o trabajador que depende de la Dirección General, y asume\nla responsabilidad completa de la gestión de su área funcional, a partir de\nlas directrices generales directamente emanadas de la Dirección a la que da\ncuenta de su gestión. Realiza con la formación y experiencia necesaria\nfunciones de integración, coordinación y supervisión de funciones realizadas\npor el personal Adjunto- si los hubiera- adscritos a su área, con la\nformación y experiencia necesaria, asumiendo la máxima responsabilidad en al\nárea que tiene a su cargo a través de la coordinación de los medios\nmateriales y de la supervisión del equipo humano a su cargo.\n\nGrupo 5. Adjuntos.\n\nEs la trabajadora o trabajador que con un estadio organizativo menor que el\npersonal Responsable, pero con un alto grado de autonomía, especialización,\nexperiencia y dotes necesarias, define, integra, coordina y supervisa las\ntareas heterogéneas de un equipo de trabajo o turno de las secciones que tenga\nasignadas. Se incluye necesariamente además la realización o desarrollo de\nprogramas o aplicación de técnicas siguiendo las instrucciones generales.\n\nGrupo 4. Técnicos.\n\nEs la trabajadora o trabajador que habiendo adquirido el máximo grado de\nespecialización profesional y experiencia necesaria maneja con total\nautonomía e iniciativa las tareas propias de su puesto de trabajo, comportando\nbajo supervisión un alto nivel de responsabilidad, siendo responsable, además\ndel orden y limpieza de su zona de trabajo, de dirigir a un grupo de Oficiales\ny cualificados de acuerdo con las indicaciones dadas por su Responsable o\nAdjunto. Asimismo, quedará encuadrado en este Grupo Profesional la trabajadora\no trabajador que con el máximo grado de especialización profesional y un alto\nnivel de responsabilidad realice funciones de técnico \n\nde mantenimiento bajo las indicaciones del Responsable\u002FAdjunto de equipo del\nárea de mantenimiento.\n\nTodos los trabajadores adscritos a este Grupo Profesional deberán haber\nsuperado una evaluación técnica para la consolidación en el mismo.\n\nGrupo 3.\n\nA)Expertos.\n\nSon las personas trabajadoras que, además de las funciones exigidas a los\nOficiales y Cualificados, tienen la capacidad y el conocimiento de realizar y\npracticar con absoluta polivalencia y autonomía todas las operaciones y tareas\npropias del área o sección, y además cuando las necesidades productivas u\norganizativas así lo requieren, asumen y se responsabilizan de forma\ndiscontinua de la coordinación de una o varias secciones del proceso\nproductivo de la empresa y del personal asociado, con plena responsabilidad,\nalta autonomía, siendo el responsable de aplicar la normativa interna de la\nempresa relativa a seguridad e higiene, calidad, disciplina y producción en el\nárea o áreas que coordine temporalmente.\n\nConoce y maneja adecuadamente los sistemas informáticos aplicados en la\nempresa en los procesos productivos, tiene capacidad e interviene en la\nresolución de las incidencias que se producen en el área y tiene\nconocimientos técnicos y capacidad profesional suficiente como para asumir en\ndeterminados momentos las funciones de su superior inmediato.\n\nTodos los trabajadores adscritos a este Grupo Profesional deberán haber\nsuperado una evaluación técnica para la consolidación en el mismo. Los\ncriterios de evaluación serán negociados entre la RLT y la Dirección de cada\ncentro.\n\nB)Oficiales y cualificados.\n\nEs la trabajadora o trabajador que con un alto grado de especialización\nprofesional, formación y experiencia necesaria maneja con autonomía e\niniciativa las tareas propias de su puesto de trabajo, comportando bajo\nsupervisión un cierto nivel de responsabilidad, siendo responsable del orden y\nlimpieza de su zona de trabajo. Todos los trabajadores adscritos a este Grupo\nProfesional deberán haber aprobado una evaluación específica de para la\nconsolidación en el mismo.\n\nC)upo 2. Especialistas y limpieza.\n\nEs la trabajadora o trabajador que habiendo realizado el proceso de\nformación y aprendizaje de seis meses y que sin llegar a la perfección\nexigida a los Oficiales y Técnicos, maneja y realiza con cierto grado de\nespecialización profesional, formación y experiencia necesaria las tareas\npropias de su puesto de trabajo con cierta autonomía.\n\nAsimismo, quedará encuadrado indefinidamente en este Grupo Profesional la\ntrabajadora o trabajador que habiendo realizado el proceso de formación y\naprendizaje su misión consista en la limpieza de los aseos, vestuarios,\noficinas y demás locales de la empresa, cumpliendo los estándares de calidad\ny seguridad.\n\nGrupo 1. Ayudantes.\n\nEs la trabajadora o trabajador de nueva incorporación en cualquier área\nfuncional existente en la Empresa, que se encuentra en proceso de formación de\naproximadamente seis meses de duración, que está adquiriendo la capacitación\npara desempeñar el puesto de trabajo, cumpliendo con los estándares de\ncalidad e higiene. Será responsable del orden y limpieza de su zona de\ntrabajo. ",{"bindId":52,"name":53,"text":54},"SOCSEC_trigger","Artículo 29. Jubilación parcial. Para el","Artículo 29. Jubilación parcial.\n\nPara el acceso de la trabajadora y el trabajador a la jubilación parcial,\nse estará a lo dispuesto en el apartado 215 de la Ley General de la Seguridad\nSocial y demás disposiciones concordantes.",{"bindId":56,"name":57,"text":58},"contracttrial","Artículo 12. Ingresos y periodos de prue","Artículo 12. Ingresos y periodos de prueba.",{"bindId":60,"name":61,"text":61},"contracttrialperiod","-Personal técnico titulado: seis meses.",{"bindId":63,"name":64,"text":65},"disabilitypay","Artículo 28. Complemento IT. Las Empresa","Artículo 28. Complemento IT.\n\nLas Empresas del Grupo, en el supuesto de IT por enfermedad laboral o\naccidente de trabajo, complementarán las percepciones por IT, hasta el 100% de\nla base reguladora.\n\nAsimismo, en el supuesto de hospitalización por IT por Contingencias\nComunes, las empresas del Grupo complementarán las percepciones por I.T hasta\nel 100% de la base reguladora durante el tiempo que dure la\nhospitalización.",{"bindId":67,"name":68,"text":69},"healthinsurance","Artículo 26. Seguro Médico e indemnizaci","Artículo 26. Seguro Médico e indemnización por defunción.\n\n1.Cada empresa suscribirá como tomador una póliza de seguro médico, con\nla mercantil Adeslas en el caso del año 2025, que permita a los trabajadores y\ntrabajadoras de la misma, asegurarse en la misma con un ahorro de costes en\ntorno al 30% para la plantilla.",{"bindId":71,"name":72,"text":73},"healthandsafetypolicy","3.Observar las medidas de seguridad e hi","3.Observar las medidas de seguridad e higiene que se adopten.",{"bindId":75,"name":76,"text":77},"protectiveclothing","Artículo 32. Ropa de trabajo. 1.Las empr","Artículo 32. Ropa de trabajo.\n\n1.Las empresas del Grupo proveerán al trabajador y trabajadora de uniforme\nde trabajo y zapatos de seguridad para la prestación del servicio atendiendo a\nlas necesidades y estacionalidad del año, siendo el trabajador y trabajadora\nresponsable de mantenerlos en buen estado.\n\n2.El trabajador o trabajadora no podrá usar la ropa laboral entregada por\nlas empresas del Grupo para ninguna actividad ajena a las de la propia\nempresa. ",{"bindId":79,"name":80,"text":81},"funeralpay","2.Como medida de mejora social, y para l","2.Como medida de mejora social, y para los casos de fallecimiento de un\ntrabajador o trabajadora en situación de alta en la Empresa y sea cual sea la\ncircunstancia del óbito, la Empresa indemnizará a los herederos legales en\ncuantía equivalente a una anualidad de salario.",{"bindId":83,"name":84,"text":85},"pregnancy","3.Las situaciones de incapacidad tempora","3.Las situaciones de incapacidad temporal, nacimiento, adopción, guarda con\nfines de adopción, acogimiento, riesgo durante el embarazo, riesgo durante la\nlactancia, violencia de género, que afecten al trabajador o trabajadora\ndurante el periodo de prueba interrumpen el cómputo del mismo, siempre que se\nproduzca acuerdo entre ambas partes.",{"bindId":87,"name":84,"text":85},"WORKFAM_trigger",{"bindId":89,"name":90,"text":91},"timeoff","10.El tiempo necesario para asistir a ex","10.El tiempo necesario para asistir a exámenes prenatales y técnicas de\npreparación al parto y, en los casos de adopción, guarda con fines de\nadopción o acogimiento, para la asistencia a las preceptivas sesiones de\ninformación y preparación y para la realización de los preceptivos informes\npsicológicos y sociales previos a la declaración de idoneidad, siempre, en\ntodos los casos, que deban tener lugar dentro de la jornada de trabajo.",{"bindId":93,"name":94,"text":95},"childcare",", hospitalización -incluida la domicilia",", hospitalización -incluida la\ndomiciliaria- o intervención quirúrgica sin hospitalización que precise\nreposo domiciliario del cónyuge, pareja de hecho, de parientes hasta el\nsegundo grado de consanguinidad o afinidad, así como de cualquier otra persona\ndistinta de las anteriores, que conviva con la persona trabajadora en el mismo\ndomicilio y que requiera el cuidado efectivo de aquella, cinco días\nlaborables. Se considerará enfermedad grave a los efectos de la concesión de\npermiso, cuando así sea dictaminada por un médico especialista, o exija\nhospitalización, o intervención quirúrgica sin hospitalización que precise\nreposo domiciliario.",{"bindId":97,"name":94,"text":95},"childcareleave",{"bindId":99,"name":100,"text":101},"deathrelativesleave","2.En caso de fallecimiento del cónyuge, ","2.En caso de fallecimiento del cónyuge, pareja de hecho o parientes hasta\nel segundo grado de consanguinidad o afinidad, dos días laborables; si precisa\ndesplazamiento de al menos 150 kms desde el domicilio, el permiso lo será de\ncuatro días laborables.",{"bindId":103,"name":104,"text":105},"marriageleave","1.Quince días naturales consecutivos en ","1.Quince días naturales consecutivos en caso de matrimonio, contados desde\nel mismo día de la celebración del mismo. Será de aplicación este mismo\npermiso a los casos de uniones de hecho, siempre que se acredite el\ncumplimiento de los requisitos establecidos en las respectivas legislaciones\nautonómicas reguladoras de este tipo de uniones, que resulten de aplicación\nal personal afectado.",{"bindId":107,"name":108,"text":109},"nursingmothers","7.En los supuestos de nacimiento, adopci","7.En los supuestos de nacimiento, adopción, guarda con fines de adopción o\nacogimiento, de acuerdo con el artículo 45.1.d) ET, tendrán derecho a una\nhora de ausencia del trabajo, que podrán dividir en dos fracciones. La\nduración del permiso se incrementará proporcionalmente en los casos de\nnacimiento, adopción, guarda con fines de adopción o acogimiento\nmúltiples.\n\nQuien ejerza este derecho, por su voluntad, podrá sustituirlo por una\nreducción de su jornada en media hora con la misma finalidad o por una\nacumulación total de los \n\nnueve meses de lactancia como mínimo por dieciséis días laborales de\ndescanso o condición más beneficiosa.",{"bindId":111,"name":108,"text":112},"maternity_nursing_breaks_duration","7.En los supuestos de nacimiento, adopción, guarda con fines de adopción o\nacogimiento, de acuerdo con el artículo 45.1.d) ET, tendrán derecho a una\nhora de ausencia del trabajo, que podrán dividir en dos fracciones. La\nduración del permiso se incrementará proporcionalmente en los casos de\nnacimiento, adopción, guarda con fines de adopción o acogimiento\nmúltiples.",{"bindId":114,"name":115,"text":116},"maternity_nursing_breaks_length","nueve meses de lactancia como mínimo por","nueve meses de lactancia como mínimo por dieciséis días laborales de\ndescanso o condición más beneficiosa.",{"bindId":118,"name":119,"text":120},"breastfeeding_workingtime","Artículo 19. Licencias. A)Licencias retr","Artículo 19. Licencias.\n\nA)Licencias retribuidas:",{"bindId":122,"name":123,"text":124},"GENEQ_trigger","Artículo 34. Medidas de Igualdad y Proto","Artículo 34. Medidas de Igualdad y Protocolo de acoso sexual o\npor razón de sexo.\n\n1.Es pretensión de las empresas del Grupo y sus trabajadores, de\nconformidad con las previsiones de la Ley Orgánica 3\u002F2007, de 22 de marzo,\npara la igualdad efectiva de mujeres y hombres, y sobre la base del más\nabsoluto respeto del principio de igualdad de trato y oportunidades en el\námbito laboral, adoptar medidas dirigidas a evitar cualquier tipo de\ndiscriminación laboral entre mujeres y hombres.\n\nEl objetivo principal de este artículo es superar el planteamiento basado\nexclusivamente en la prohibición de discriminar para adoptar una perspectiva\nmás amplia que abarca la obligación de impedir la discriminación y promover\nla igualdad efectiva.\n\nLas empresas del grupo se compromete en los tres primeros meses de vigencia\ndel presente convenio a realizar una campaña de difusión y conocimiento de\ndicho protocolo entre la plantilla. Dicha campaña se repetirá una vez al año\nmientas dure la vigencia de este convenio.\n\n2.A partir de la definición legal del plan de igualdad como conjunto\nordenado de medidas adoptadas después de realizar un diagnóstico de\nsituación, tendentes a alcanzar en la empresa la igualdad de trato y de\noportunidades entre mujeres y hombres, las medidas a considerar para su\nvaloración en la negociación del plan de igualdad en la empresa, tendrán en\nconsideración los criterios a los que se refiere el artículo 17.4 del\nEstatuto de los Trabajadores, pudiéndose en la negociación establecer medidas\nde acción positiva en materia de condiciones de contratación, promoción o\nformación, de modo que en igualdad de condiciones de idoneidad, tengan\npreferencia las personas del sexo menos representado para favorecer su acceso\nen el grupo, categoría profesional o puesto de trabajo de que se trate.\n\nEn el marco de esta política, cuyo objeto es el de establecer medidas de\nacción positiva para favorecer el acceso de las mujeres al empleo y la\naplicación efectiva del principio de igualdad de trato y no discriminación en\nlas condiciones de trabajo entre mujeres y hombres, el Grupo pondrá en marcha\nacciones cuyos objetivos persiguen:\n\na)Fomentar la aplicación de medidas de\nequiparación personal y profesional de manera permanente entre todas las\npersonas que forman parte del Grupo independientemente de su sexo.\n\nb)Impulsar programas y acciones para la\neliminación de barreras físicas y sociales que perpetúan hábitos, tipos de\nprofesiones y roles que tradicionalmente se han asociado a uno de los dos sexos\ny hoy pueden ser desempeñados por ambos.\n\nc)Sensibilizar y preparar a todas las personas\nintegrantes del Grupo para que favorezcan la igualdad de trato y de\noportunidades, eliminen los tratos discriminatorios y eviten el uso sexista del\nlenguaje.\n\n3.Protocolo contra el acoso sexual o por razón de sexo. El Grupo, siguiendo\ncon su compromiso en la defensa de la dignidad de todos los trabajadores y\ntrabajadoras, apuesta por crear y\u002Fo mantener un entorno laboral que respete la\ndignidad y libertad personal. Ser tratado con dignidad es un derecho de toda\npersona. En virtud de este derecho, la Dirección y la representación de los\ntrabajadores y trabajadoras se comprometen a crear, mantener y proteger, con\ntodas las medidas a su alcance, un entorno laboral donde se respeten los\nderechos, la dignidad y la libertad sexual de todas las personas que trabajan\nen la organización. \n\nDe manera especial se destaca el papel que las personas con puestos\ndirectivos deben jugar a la hora de garantizar, con los medios a su alcance,\nque no se produzcan situaciones de acoso en cualquiera de sus modalidades. Por\neste motivo, el Grupo hace público que no se tolerarán situaciones ciertas de\nacoso sexual o por razón de sexo en nuestra organización.\n\nEl objeto de este protocolo es recopilar las recomendaciones básicas para\nla prevención de situaciones de acoso sexual o por razón de sexo en\ncualquiera de sus modalidades en y establecer las pautas de actuación en el\ncaso de sospecha del mismo. Dicho protocolo afectará a todos los centros de\ntrabajo del Grupo.\n\nDeclaración de Principios:\n\nGarantizar un ambiente de trabajo digno, igualitario y no discriminatorio a\ntodas las personas.\n\nGarantizar la protección y ayuda a la víctima, así como su derecho a la\nintimidad y privacidad.\n\nConsiderar explícitamente el acoso como falta muy grave que conlleva las\noportunas sanciones.\n\nGarantizar el carácter urgente, ágil y confidencial del citado proceso,\nasí como el respeto y la prohibición de cualquier tipo de represalias hacia\ncualquiera de las personas que intervengan en el mismo.\n\nGarantizar la participación de la representación del personal en la\ntramitación del proceso.\n\nDefiniciones:\n\nAcoso Sexual: cualquier comportamiento, verbal o físico, de naturaleza\nsexual que tenga el propósito o produzca el efecto de atentar contra la\ndignidad de una persona, en particular cuando se crea un entorno intimidatorio,\ndegradante u ofensivo.\n\nSe distingue de las aproximaciones libremente aceptadas y recíprocas, en la\nmedida en que no son deseadas por la persona que es objeto de ellas.\n\nUn único episodio no deseado puede ser constitutivo de acoso sexual.\n\nAcoso por razón de sexo: cualquier comportamiento realizado en función del\nsexo de una persona, con el propósito o el efecto de atentar contra su\ndignidad y de crear un entorno intimidatorio, degradante u ofensivo.\n\nAcoso ambiental (indirecto): su característica principal es que los sujetos\nactivos mantienen una conducta de naturaleza sexual, de cualquier tipo, que\ntiene como consecuencia, buscada o no, producir un contexto intimidatorio,\nhostil, ofensivo o humillante. Esta conducta repercute en el ambiente de\ntrabajo. Como ejemplo se pueden citar los comentarios, insinuaciones y chistes\nde naturaleza y contenido sexual, la decoración del entorno con motivos\nsexuales, la exhibición de revistas de contenido sexual, etc. Suele darse\nentre compañeros sin presión ni relación de poder jerárquico entre\nacosador\u002Fa y acosado\u002Fa.\n\nChantaje sexual (directo): cuando la negativa o sumisión de una persona a\nesta conducta se utiliza, implícita o explícitamente, como fundamento de una\ndecisión que repercute sobre el acceso de esta persona al trabajo, a la\ncontinuidad del trabajo, la promoción profesional, el salario, etc. Suelde\ndarse entre personas que mantienen una relación de poder jerárquico entre\nacosador\u002Fa y acosado\u002Fa.\n\nAlgunas de las situaciones habituales de chantaje sexual son:\n\nEl contacto físico deliberado y no solicitado, o un acercamiento físico\nexcesivo o innecesario.\n\nInvitaciones persistentes para participar en actividades sociales lúdicas,\npese a que la persona objeto de las mismas haya dejado claro que resultan no\ndeseadas e inoportunas.\n\nInvitaciones impúdicas o comprometedoras y peticiones de favores sexuales,\ncuando las mismas se asocien, por medio de actitudes, insinuaciones o\ndirectamente a una \n\nmejora de las condiciones de trabajo, a la estabilidad en el empleo o\nafectar a la carrera profesional y\u002Fo existan amenazas en el caso de no acceder\nla víctima.\n\nCualquier otro comportamiento que tenga como causa o como objetivo la\ndiscriminación, el abuso, la vejación o la humillación del trabajador\u002Fa por\nrazón de su condición sexual.\n\nEl condicionamiento de un derecho o de una expectativa de derecho a la\naceptación de una situación constitutiva de acoso sexual o de acoso por\nrazón de sexo se considerará también acto de discriminación directa por\nrazón de sexo.\n\nEn cuanto al sujeto activo se considerará acoso cuando provenga de jefes,\ncompañeros e incluso clientes, proveedores o terceros relacionados con la\nvíctima por causa del trabajo.\n\nEn cuanto al sujeto pasivo éste siempre quedará referido a cualquier\ntrabajador\u002Fa, independientemente del nivel del mismo y de la naturaleza de la\nrelación laboral.\n\nEl ámbito del acoso sexual será el centro de trabajo y si se produce fuera\ndel mismo deberá probarse que la relación es por causa directa o como\nconsecuencia ligada al trabajo.\n\nTaxonomía de situaciones de acoso sexual o por razón de sexo.\n\nFaltas leves:\n\n  Chistes de contenido sexual sobre la mujer o el hombre.\n  Piropos o comentarios sexuales contra los trabajadores\u002Fas.\n  Pedir reiteradamente citas.\n  Acercamiento excesivo.\n  Hacer gestos y miradas insinuantes.\n\n\nFaltas graves:\n\n  Hacer preguntas sobre su vida sexual.\n  Hacer insinuaciones sexuales.\n  Pedir abiertamente relaciones sexuales sin presiones.\n\n\nFaltas muy graves:\n\n  Abrazos y besos no deseados.\n  Tocamientos, pellizcos.\n  Acorralamientos.\n  Presionar para obtener sexo a cambio de mejoras o amenazas.\n  Realizar actos sexuales bajo presión de despido.\n  Asalto sexual.\n\n\nProcedimientos:\n\nProcedimiento Preliminar.\n\nSiempre que la persona afectada esté de acuerdo, se intentará resolver el\nproblema de manera preliminar en primera instancia.\n\nLa persona afectada comunicará al Comité de Igualdad o alguno de sus\nmiembros de manera verbal o por escrito el supuesto acto de acoso.\n\nEn caso de ser otra persona diferente a la afectada la que comunique la\nsituación de acoso lo hará por escrito. El Comité de Igualdad se reunirá\ncon el supuesto agresor\u002Fa y\u002Fo con ambas partes con la finalidad de conseguir la\ninterrupción de la situación de acoso y alcanzará una solución aceptada por\nambas partes. En el más breve plazo de tiempo posible, como máximo siete\ndías, el Comité de Igualdad dará por finalizado el procedimiento preliminar,\nproponiendo, si lo estima oportuno, incluso la apertura del procedimiento\nformal. Si el\u002Fla denunciante no queda satisfecho\u002Fa con la solución propuesta o\nla misma es incumplida por el agresor\u002Fa, podrá presentar la denuncia por el\nprocedimiento formal. \n\nProcedimiento Formal.\n\nLa persona que denuncia podrá hacer llegar su denuncia por cualquier medio\no persona al Comité de Igualdad o a cualquiera de sus miembros.\n\nEn caso de no ser la víctima la que realice la denuncia ésta deberá\nentregarse al Comité de Igualdad o a cualquiera de sus miembros por\nescrito.\n\nCuando se trate de denuncias verbales, el Comité de Igualdad valorará la\nfuente, la naturaleza y la seriedad de dicha denuncia y, si encuentra indicios\nsuficientes, actuará de oficio investigando la situación denunciada.\n\nSi la denuncia o queja fuese interpuesta ante la Dirección de la Empresa o\nalguien que la represente, deberán remitir de forma inmediata dicha denuncia\nal Comité de Igualdad para el inicio de la investigación.\n\nUna vez iniciada la investigación, si la víctima así lo desea, sólo\ntratará con la persona elegida del Comité de Igualdad como instructor\u002Fa y\nsólo explicará su situación una vez, salvo que resultase imprescindible para\nla resolución del caso. Dicho instructor\u002Fa determinará el momento y la\nnecesidad de formalizar por escrito la denuncia.\n\nMedidas cautelares.\n\nEn los casos de denuncia de acoso sexual y hasta el cierre del\nprocedimiento, y siempre que existan indicios suficientes de la existencia del\nacoso, el Comité de Igualdad solicitará cautelarmente la separación de la\nvíctima y la presunta persona acosadora, así como otras medidas cautelares\nque estime oportunas y proporcionadas a las circunstancias del caso, incluidas\nlas previstas en la Ley Orgánica 1\u002F2004, de 28 de diciembre, de medidas de\nprotección integral contra la Violencia de Género (artículo 21.1), mediante\nescrito que dirigirá al Departamento de Personas y Valores de la empresa.\nEstas medidas, en ningún caso, podrán suponer para la víctima un perjuicio o\nmenoscabo en sus condiciones de trabajo, ni modificación sustancial de las\nmismas.\n\nTramitación.\n\nEn el plazo de tres días laborales el Comité de Igualdad nombrará una\npersona que hará de instructor\u002Fa con la víctima y se encargará de las\ninvestigaciones preliminares oportunas, tras lo cual, trasladará a la persona\ndenunciada información detallada sobre la naturaleza y contenido de la\ndenuncia, con acuse de recibo. Al mismo tiempo, se pondrá en conocimiento del\nDepartamento de Personas y Valores la existencia de la misma y el inicio de\nactuaciones.\n\nEl Instructor\u002Fa con la víctima.\n\nNo podrá tener, ni haber tenido, relación laboral de dependencia o\nascendencia con ninguna de las partes.\n\nLlevará personalmente la investigación, pudiendo utilizar los medios que\nestime conveniente para esclarecer los hechos denunciados, manteniendo siempre\nla confidencialidad en todas sus actuaciones.\n\nNo podrá tener lazos de consanguinidad hasta 2.° grado con ninguna de las\npersonas afectadas por la denuncia.\n\nDicha persona requerirá de la autorización del Departamento de Personas y\nValores para entrevistarse con personas diferentes del acosado\u002Fa y presunto\nacosador\u002Fa, así como para acceder a las dependencias de la empresa.\n\nSus competencias serán las siguientes:\n\nAsistir durante todo el procedimiento a la persona que denuncia ser víctima\nde una situación de acoso sexual o por razón de sexo e iniciar las\nactuaciones que sean precisas.\n\nRepresentar a la víctima ante el Comité de Igualdad, siempre que ésta\nasí lo determine.\n\nEfectuar las entrevistas con las personas afectadas. \n\nRecabar la intervención de expertos.\n\nMantener las reuniones con las personas implicadas que estime oportunas.\n\nTener acceso a los centros de trabajo.\n\nPrestar la asistencia necesaria posterior que, razonablemente, necesitase la\nvíctima, incluida la gestión ante la Dirección de la empresa de aquellas\nmedidas que resultasen convenientes adoptar.\n\nReportar al Comité de Igualdad un informe preliminar.\n\nInforme de Conclusiones.\n\nEn el plazo máximo de quince días laborales, contados a partir de la\npresentación de la denuncia, el Comité de Igualdad, finalizada la\ninvestigación, y previa presentación del Informe Preliminar por parte del\nInstructor\u002Fa elaborará y aprobará el informe sobre el supuesto de acoso\ninvestigado, en el que indicará las conclusiones alcanzadas, las\ncircunstancias agravantes o atenuantes observadas en el mismo e instará, en su\ncaso, a la apertura de procedimiento disciplinario contra la persona\ndenunciada. Todo ello se trasladará, a los efectos oportunos, a la Dirección\nCorporativa de Personas y Valores. Corresponde sólo a dicho Departamento el\nincoar la posible actuación disciplinaria.\n\nCircunstancias agravantes.\n\nA efectos de valorar la gravedad de los hechos y determinar las sanciones\nque, en su caso, pudieran imponerse, se tendrán como circunstancias agravantes\naquellas situaciones en las que:\n\nLa persona denunciada sea reincidente en la comisión de actos de acoso.\n\nExistan dos o más víctimas.\n\nSe demuestren conductas intimidatorias o represalias por parte de la persona\nagresora.\n\nLa persona agresora tenga poder de decisión sobre la relación laboral de\nla víctima.\n\nLa víctima sufra algún tipo de discapacidad física o mental.\n\nEl estado psicológico o físico de la víctima haya sufrido graves\nalteraciones, médicamente acreditadas.\n\nEl contrato de la víctima sea no indefinido, o que su relación con la\nempresa no tenga carácter laboral.\n\nEl acoso se produzca durante un proceso de selección de personal.\n\nSe ejerzan presiones o coacciones sobre la víctima, testigos o personas de\nsu entorno laboral o familiar con el objeto de evitar o entorpecer el buen fin\nde la investigación.\n\nSerá siempre un agravante la situación de contratación temporal o en\nperiodo de prueba e incluso como becario\u002Fa en prácticas de la víctima.\n\nRepresalias:\n\nSe prohíben expresamente represalias contra las personas que participen en\nlas actuaciones siguientes:\n\nEfectuar una denuncia o atestiguar, ayudar o participar en una\ninvestigación.\n\nOponerse a cualquier conducta que constituya acoso por razón de sexo contra\nsí mismo o a terceros.\n\nRealizar una alegación o denuncia de buena fe, aún si después de la\ninvestigación no se ha podido constatar. Sin embargo, las denuncias o\nalegaciones realizadas que se demuestren como intencionadamente no honestas o\ndolosas podrán ser constitutivas de actuación disciplinaria, sin perjuicio de\nlas restantes acciones que en derecho pudieran corresponder. \n\nComité de Igualdad.\n\nCualquier persona que forme parte del Comité de Igualdad involucrada en un\nprocedimiento de acoso o afectada por relación de parentesco, de amistad o\nenemistad manifiesta, o de superioridad o subordinación jerárquica inmediata\nrespecto de la víctima o la persona denunciada, quedará automáticamente\ninvalidada para cualquier procedimiento hasta la resolución de su caso. En\neste caso, la parte correspondiente sustituirá al objeto de restablecer la\ntotalidad del Comité de Igualdad.\n\nCompetencias y atribuciones del Comité de Igualdad:\n\nRecibir todas las denuncias por acoso.\n\nLlevar a cabo la investigación de las denuncias de acuerdo con lo\nestablecido en este protocolo, para lo que dispondrá por parte de la empresa\nde los medios necesarios y tendrá acceso a toda la información y\ndocumentación que pudiera tener relación con el caso. Tendrá libre acceso a\ntodas las dependencias de la empresa, debiendo toda la plantilla prestar la\ndebida colaboración que por parte del Comité de Igualdad se le requiera,\nprevia autorización del Departamento de Personas y Valores.\n\nRecomendar y gestionar ante el Departamento de Personas y Valores las\nmedidas precautorias que estime convenientes.\n\nElaborar un informe con las conclusiones sobre el supuesto de acoso\ninvestigado, que incluirán los indicios y medios de prueba del caso, sus\nposibles agravantes o atenuantes, e instar, en su caso, a la Dirección de\nPersonas y Valores de la empresa a la apertura de procedimiento disciplinario\ncontra la persona denunciada, debiendo ser informada de tal extremo y de la\nsanción impuesta.\n\nSupervisar el efectivo cumplimiento de las sanciones impuestas como\nconsecuencia de casos de acoso.\n\nVelar por las garantías comprendidas en este protocolo.\n\nAnualmente, efectuar un informe, sin datos concretos, del conjunto de\nactuaciones en materia de acoso, que elevará al Departamento de Personas y\nValores.\n\nCualesquiera otras que se pudieran derivar de la naturaleza de sus funciones\ny de lo contemplado en el presente protocolo.\n\nDifusión del protocolo.\n\nSe dará publicidad a este protocolo mediante su publicación en el tablón\nde anuncios de todos los centros de trabajo.\n\nDe manera especial se enviará a todas las personas del Comité de\nDirección y a los delegados de prevención del Grupo, así como a los miembros\ndel Comité de Igualdad.\n\nOtras disposiciones.\n\nEn todas las comunicaciones, que como consecuencia de la sanción deberán\nrealizarse a los Sindicatos, Órganos directivos y Órganos de gobierno, se\nomitirá el nombre de la persona objeto del acoso.\n\nEn el supuesto de resolución del expediente con sanción, que no conlleve\nel traslado forzoso o el despido, la empresa tomará las medidas oportunas para\nque el agresor\u002Fa y la víctima no convivan en el mismo ambiente laboral,\nteniendo la persona agredida la opción de permanecer en su puesto o la\nposibilidad de solicitar un traslado, el cual será resuelto, de manera\nexcepcional, fuera de las normas que en cada momento estén vigentes sobre\ntraslados, no pudiendo suponer una mejora o detrimento en sus condiciones\nlaborales.\n\nSi se han producido represalias o ha habido perjuicios para la víctima\ndurante el acoso y\u002Fo el procedimiento de investigación, ésta tendrá derecho\na ser restituida en las condiciones en que se encontraba antes del mismo.\n\nSi el resultado del expediente es de sobreseimiento, pero con expresa\ndeclaración sobre la buena fe de la denuncia, el\u002Fla denunciante podrá\ntambién solicitar el traslado de \n\npuesto de trabajo, sin que el mismo suponga una mejora o detrimento en sus\ncondiciones laborales, siendo potestativo de la empresa su concesión.\n\nSi por parte del agresor\u002Fa se produjeran represalias o actos de\ndiscriminación sobre la persona denunciante, dichas conductas serán\nconsideradas como falta laboral, incoándose el correspondiente expediente\ndisciplinario.\n\nTanto el Departamento de Personas y Valores como los Sindicatos deberán\nproporcionar información y asesoramiento a cuentos empleados\u002Fas lo requieran\nsobre el tema objeto de este protocolo, así como de las posibles maneras de\nresolver las reclamaciones en materia de acoso sexual.",{"bindId":126,"name":127,"text":128},"eqpay","Artículo 6. Norma no discriminatoria. 1.","Artículo 6. Norma no discriminatoria.\n\n1.Las empresas del Grupo velarán activamente por que se respete el\nprincipio de igualdad en el trabajo a todos los efectos (acceso al empleo,\nselección, retribución, formación, etc.) y niveles de aplicación, no\nadmitiéndose discriminaciones por razones de edad, género, discapacidad,\norientación sexual, ideología, religión, raza, o nacionalidad en ningún\naspecto de la relación laboral, puesto de trabajo o cualquier concepto que se\ncontempla en este convenio o en la normativa general dentro de los límites\nenmarcados por el ordenamiento jurídico.",{"bindId":130,"name":131,"text":132},"gender","1.Las empresas del Grupo velarán activam","1.Las empresas del Grupo velarán activamente por que se respete el\nprincipio de igualdad en el trabajo a todos los efectos (acceso al empleo,\nselección, retribución, formación, etc.) y niveles de aplicación, no\nadmitiéndose discriminaciones por razones de edad, género, discapacidad,\norientación sexual, ideología, religión, raza, o nacionalidad en ningún\naspecto de la relación laboral, puesto de trabajo o cualquier concepto que se\ncontempla en este convenio o en la normativa general dentro de los límites\nenmarcados por el ordenamiento jurídico.",{"bindId":134,"name":131,"text":132},"discrimination",{"bindId":136,"name":123,"text":137},"sexualhar","Artículo 34. Medidas de Igualdad y Protocolo de acoso sexual o\npor razón de sexo.",{"bindId":139,"name":140,"text":141},"violence","Artículo 36. Protocolo acoso y violencia","Artículo 36. Protocolo acoso y violencia LGTBI: Medidas para la\nIgualdad y No Discriminación de las Personas LGTBI.\n\nEl grupo de empresas de Bebidas Naturales, comprometido con la diversidad,\nla igualdad de oportunidades y el respeto a los derechos fundamentales de todas\nlas personas, adopta las siguientes medidas conforme a lo dispuesto en la Ley\n4\u002F2023, de 28 de febrero, y el Real Decreto 1026\u002F2024, de 8 de octubre, que\ndesarrollan el marco normativo de protección y no discriminación de las\npersonas LGTBI en el ámbito laboral.\n\nEstas medidas serán de aplicación a todo el personal que preste servicios\ndentro del ámbito organizativo del grupo, independientemente de su vínculo\ncontractual, así como a personas candidatas, personal externo, proveedores y\nvisitantes.\n\n1.Principios de igualdad y no discriminación.\n\nEl grupo de empresas de Bebidas Naturales promoverá un entorno laboral\nlibre de discriminación por orientación e identidad sexual, expresión de\ngénero o características sexuales, asegurando condiciones equitativas en el\nacceso al empleo, promoción profesional, retribución, formación y demás\ncondiciones laborales.\n\n2.Acceso al empleo.\n\nSe garantizará que los procesos de selección y contratación se basen\nexclusivamente en la formación, competencias y adecuación al puesto, evitando\nestereotipos y sesgos. Se impartirá formación específica a las personas\nresponsables de los procesos selectivos, con especial atención a la inclusión\ndel colectivo trans.\n\n3.Clasificación y Promoción Profesional.\n\nLos criterios para la clasificación, promoción y ascenso serán objetivos,\ntransparentes y medibles. Se evitará cualquier forma de discriminación\ndirecta o indirecta, favoreciendo un desarrollo profesional igualitario para\ntodas las personas.\n\n4.Formación, Sensibilización y Lenguaje Inclusivo.\n\nSe incluirán contenidos sobre diversidad LGTBI en los planes de formación\ndirigidos a toda la plantilla, especialmente a puestos con responsabilidad en\nla gestión de personas. Los contenidos mínimos incluirán:\n\n-Marco normativo y medidas del protocolo LGTBI.\n\n-Definiciones clave sobre orientación, identidad y\nexpresión de género.\n\n-Protocolo de acompañamiento a personas trans.\n\n-Prevención y actuación frente al acoso\nLGTBIfóbico.\n\n-Promoción de lenguaje respetuoso e inclusivo.\n\nAsimismo, se integrará este compromiso en el protocolo de acogida a nuevas\nincorporaciones.\n\n5.Entorno laboral seguro e inclusivo.\n\nSe reforzarán los protocolos internos para prevenir, detectar y actuar\nfrente a conductas discriminatorias. El grupo de empresas de Bebidas Naturales\npromoverá activamente la diversidad como valor de equipo y de\norganización.\n\n6.Permisos y beneficios sociales.\n\nSe garantizará la igualdad en el acceso a permisos y beneficios sociales,\nreconociendo la diversidad de modelos familiares, incluidas parejas de hecho y\nfamilias homoparentales. Se prestará especial atención a las necesidades\nespecíficas del colectivo trans. \n\n7.Régimen disciplinario.\n\nLas conductas discriminatorias por razón de orientación e identidad sexual\no expresión de género serán consideradas faltas muy graves. Se aplicará el\ncorrespondiente régimen sancionador con especial agravamiento si la conducta\nparte de una posición jerárquica superior o ante la inacción\ninstitucional.\n\n8.Protocolo de Actuación Frente al Acoso LGTBIfóbico.\n\nEl grupo de empresas de Bebidas Naturales establecerá un protocolo\nespecífico y confidencial que permitirá activar medidas urgentes ante\nsituaciones de acoso o violencia por razones LGTBI. Este protocolo\nincluirá:\n\n-Declaración de principios y ámbito de\naplicación.\n\n-Comisión instructora imparcial y formada en\nigualdad.\n\n-Procedimientos ágiles, confidenciales y\nprotectores para las víctimas.\n\n-Medidas correctoras, sancionadoras y de\nseguimiento.\n\n-Mecanismos de denuncia segura, incluido canal\nconfidencial de comunicación.\n\n9.Seguimiento y Evaluación.\n\nLas medidas aquí descritas serán objeto de seguimiento periódico por\nparte de los órganos competentes en materia de igualdad, en colaboración con\nla representación legal de las personas trabajadoras, con el objetivo de\ngarantizar su correcta implementación, actualización y mejora continua.\n\nProcedimiento de actuación:\n\nLa persona que denuncia, o a quién ésta autorice, podrá hacer llegar su\ndenuncia a la Dirección de la empresa, a través de cualquier medio, siendo\npreferente el canal de denuncias código-etico@importaco.com\n\nEn caso de que la denuncia no sea presentada directamente por la persona\nafectada, se deberá necesariamente incluir su consentimiento expreso e\ninformado para iniciar las actuaciones del protocolo.\n\nLa denuncia dará lugar a la apertura de expediente informativo por parte de\nla empresa en el plazo de tres días hábiles, constituyéndose una Comisión\nde investigación ad hoc formada por un componente del Servicio de Prevención,\notro del Comité de Empresa y otro de la Dirección, encaminado a averiguar la\nrealidad de los hechos e impedir, de confirmarse éstos, la continuidad del\nacoso o violencia denunciado, para lo que se articularán las medidas oportunas\nal efecto.\n\nSiempre que existan indicios suficientes de la existencia del acoso, la\nComisión de investigación podrá solicitar cautelarmente la separación de la\npersona denunciante y la presunta persona acosadora, así como otras medidas\ncautelares que estime oportunas y proporcionadas a las circunstancias del caso,\nmediante escrito que dirigirá al Departamento de Personas y Valores de la\nempresa. Estas medidas, en ningún caso, podrán suponer para la persona\ndenunciante un perjuicio o menoscabo en sus condiciones de trabajo, ni\nmodificación sustancial de las mismas.\n\nEl proceso deberá estar sustanciado en un plazo máximo de quince días\nhábiles contados desde la constitución de la Comisión de investigación.\n\nEl informe podrá finalizar con:\n\nA)Archivo de la denuncia, motivado por alguno de los siguientes\nsupuestos:\n\n-Desistimiento del denunciante (salvo que de oficio\nprocediera continuar la investigación de la misma).\n\n-Falta de objeto o insuficiencia de indicios.\n\n-Que por actuaciones previas se pueda dar por\nresuelto el contenido de la denuncia. \n\nB)Si del análisis del caso se dedujera la comisión de alguna otra falta\ndistinta a la de acoso o violencia por razón de orientación e identidad\nsexual o expresión de género, y tipificada en la normativa existente, se\npropondrá la incoación del expediente disciplinario que corresponda.\n\nC)Si del referido informe se dedujese que se trata de un conflicto laboral\nde carácter interpersonal u otras situaciones de riesgo psicosocial, o\nsimilares, se propondrán medidas correctoras que aconseje el informe de\nconclusión y la Comisión Investigadora que serán en todo caso valoradas y\nratificadas por la Dirección Corporativa de Personas y Valores.\n\nD)Indicios claros de Acoso y\u002Fo violencia:\n\nCuando del referido informe se deduzca con claridad la existencia de acoso y\no violencia por razón de orientación e identidad sexual o expresión de\ngénero, el\u002Fla precitado\u002Fa responsable podrá ordenar la incoación de un\nexpediente disciplinario por la comisión de una falta muy grave de acoso, y\naplicará si procede, medidas correctoras de la situación.\n\nSi se detecta alguna otra falta distinta al acoso, se propondrá las\nacciones correctoras que pongan fin a la situación producida y se promoverá,\nen su caso, el expediente correspondiente.",{"bindId":143,"name":144,"text":145},"violenceleave","-Permisos de trabajo retribuido a fin de","-Permisos de trabajo retribuido a fin de que puedan\nrealizarse las gestiones (cambio de residencia, asistencia a juicios, acudir a\ntratamiento psicológico, etc.).\n\n-Suspensión de la relación laboral con reserva\ndel puesto de trabajo y jornadas flexibles durante el periodo de tiempo\nsuficiente para que la víctima normalice su situación.",{"bindId":147,"name":148,"text":149},"WORKHOURS_trigger","Artículo 18. Jornada y horarios de traba","Artículo 18. Jornada y horarios de trabajo.",{"bindId":151,"name":152,"text":153},"hourspyear","La jornada laboral anual máxima será de ","La jornada laboral anual máxima será de 1.784 horas de trabajo efectivo\ndurante la vigencia del convenio.",{"bindId":155,"name":156,"text":157},"holidaysdays","1.Los trabajadores y trabajadoras afecta","1.Los trabajadores y trabajadoras afectados por el presente convenio,\ndisfrutarán de un período de vacaciones de veintitrés días laborables al\naño. En el supuesto de que su antigüedad no llegue al año, realizarán la\nparte proporcional que le corresponda en función de los meses trabajados.",{"bindId":159,"name":156,"text":157},"holidaysweeks",{"bindId":161,"name":162,"text":163},"holidaysfixed","2.Dada la estacionalidad de los producto","2.Dada la estacionalidad de los productos que envasan las empresas del\nGrupo, éstas podrán excluir como periodo vacacional los meses de mayo, junio,\njulio, agosto y septiembre.",{"bindId":165,"name":156,"text":157},"holidaysfixeddays",{"bindId":167,"name":168,"text":169},"TRADEUNLEAV_trigger","8.Para realizar funciones sindicales o d","8.Para realizar funciones sindicales o de representación del personal en\nlos términos establecidos legal o convencionalmente.",{"bindId":171,"name":172,"text":173},"ADMINISTRATIVE_trigger","9.Por el tiempo indispensable, para el c","9.Por el tiempo indispensable, para el cumplimiento de un deber inexcusable\nde carácter público y personal, comprendido el ejercicio del sufragio activo.\nCuando el cumplimiento del deber antes referido suponga la imposibilidad de la\nprestación del trabajo debido en más del veinte por ciento de las horas\nlaborables en un periodo de tres meses, podrá la empresa pasar al trabajador\u002Fa\nafectado\u002Fa a la situación de excedencia regulada en el artículo 46.1 del\nEstatuto de los Trabajadores. En el supuesto de que el trabajador o\ntrabajadora, por cumplimiento del deber o desempeño del cargo, perciba una\nindemnización, se descontará el importe de la misma del salario a que tuviera\nderecho en la empresa.",{"bindId":175,"name":176,"text":177},"remote_work_options","Cuando la naturaleza de la prestación la","Cuando la naturaleza de la prestación laboral sea compatible con el trabajo\na distancia y el estado de las redes de comunicación permita su desarrollo, la\nempresa podrá establecerlo, observando el resto de las obligaciones formales y\nmateriales recogidas en la Ley 10\u002F2021, de 9 de julio, de trabajo a distancia,\ny, en particular, el suministro de medios, equipos y herramientas adecuados.",{"bindId":179,"name":180,"text":180},"WAGES_trigger","Artículo 23. Retribuciones.",{"bindId":182,"name":183,"text":184},"WAGES_determined","Salario convenio: se entiende por Salari","Salario convenio: se entiende por Salario de convenio, el salario mínimo\nestablecido en cada Grupo Profesional, que debe alcanzar cada trabajadora y\ntrabajador en función de su pertenencia y desempeño. Es el salario mínimo de\ncontratación, remunera la jornada anual de trabajo a tiempo completo e incluye\ndos pagas extraordinarias, prorrateadas en doce mensualidades.",{"bindId":186,"name":187,"text":188},"PAYSCALES_trigger","ANEXO I Tablas salariales año 2025 expre","ANEXO I \n\nTablas salariales año 2025 expresadas en euros brutos",{"bindId":190,"name":191,"text":192},"PAYSCALES_table_selection_txt","Tablas salariales año 2026 expresadas en","Tablas salariales año 2026 expresadas en euros brutos\n\n\n\n\n  \n    \n      Grupos\n        profesionales\n      \n      Denominación\n      \n      Salario\n        Bruto Anual 2026\n      \n      Salario\n        convenio mensual\n      \n      Prorrata\n        pagas mensual\n      \n    \n    \n      Grupo\n        1.\n      \n      Ayudantes.\n      \n      18.977,81\n      \n      1.355,56\n      \n      225,93\n      \n    \n    \n      Grupo\n        2.\n      \n      Especialistas.\n      \n      18.977,81\n      \n      1.355,56\n      \n      225,93\n      \n    \n    \n      Grupo\n        3B.\n      \n      Oficiales.\n      \n      21.258,73\n      \n      1.518,48\n      \n      253,08\n      \n    \n    \n      Grupo\n        3A.\n      \n      Expertos.\n      \n      22.148,34\n      \n      1.582,02\n      \n      263,67\n      \n    \n    \n      Grupo\n        4.\n      \n      Técnicos.\n      \n      23.539,82\n      \n      1.681,42\n      \n      280,24\n      \n    \n    \n      Grupo\n        5.\n      \n      Adjuntos.\n      \n      26.419,98\n      \n      1.887,14\n      \n      314,52\n      \n    \n    \n      Grupo\n        6.\n      \n      Responsables.\n      \n      30.384,59\n      \n      2.170,33\n      \n      361,72\n      \n    \n  \n",{"bindId":194,"name":195,"text":196},"STRUCINCR_trigger","Clausula revisión salarial año 2027: En ","Clausula revisión salarial año 2027: En el caso que el IPC acumulado de\nlos dos primeros años de la vigencia del presente convenio sea superior al 5%,\nel exceso que resulte del 5% y con un máximo del 3%, servirá de base de\ncálculo para el incremento que se negocie para 2027.",{"bindId":198,"name":183,"text":184},"ONCERISE_trigger",{"bindId":200,"name":201,"text":201},"NOCTPREM_trigger","Nocturnidad",{"bindId":203,"name":204,"text":205},"shiftallowancetxt","Grupos profesionales Denominación Hora e","Grupos\n        profesionales\n      \n      Denominación\n      \n      Hora\n        extra\n      \n      Hora\n        extra festiva\n      \n      Nocturnidad\n      \n    \n    \n      Grupo\n        1.\n      \n      Ayudantes.\n      \n      14,66\n      \n      20,70\n      \n      15,97\n      \n    \n    \n      Grupo\n        2.\n      \n      Especialistas.\n      \n      14,66\n      \n      20,70\n      \n      15,97\n      \n    \n    \n      Grupo\n        3B.\n      \n      Oficiales.\n      \n      15,74\n      \n      23,19\n      \n      20,26\n      \n    \n    \n      Grupo\n        3A.\n      \n      Expertos.\n      \n      16,86\n      \n      24,44\n      \n      21,22\n      \n    \n    \n      Grupo\n        4.\n      \n      Técnicos.\n      \n      17,71\n      \n      25,68\n      \n      22,37\n      \n    \n    \n      Grupo\n        5.\n      \n      Adjuntos.\n      \n      20,23\n      \n      29,74\n      \n      22,05\n      \n    \n    \n      Grupo\n        6.\n      \n      Responsables.\n      \n      —\n      \n      —\n      \n      —",{"bindId":207,"name":204,"text":205},"OVERTIME_trigger",{"bindId":209,"name":204,"text":205},"overtimeallowancetype_general",{"bindId":211,"name":212,"text":212},"overtimeallowanceamount1_general","23,19",{"bindId":214,"name":215,"text":216},"SUNDAY_trigger","3.Jornada cuarto\u002Fquinto turno: La realiz","3.Jornada cuarto\u002Fquinto turno: La realización de la jornada establecida en\neste convenio se podrá efectuar mediante un sistema de turnicidad, por el cual\ndicha jornada se realice de lunes a domingos, mediante turnos rotativos de\nmañana-tarde-noche, de \n\nforma que el descanso semanal no coincida necesariamente con el sábado y\u002Fo\ndomingo de cada semana.\n\nCuando se haga precisa la implantación de este sistema de turnicidad, la\nempresa informará a la Representación Legal de los trabajadores del centro de\ntrabajo en cuestión, y las personas trabajadoras que efectivamente realicen el\ncuarto turno recibirán mensualmente la cantidad dispuesta en el anexo I en\nconcepto de «plus turnicidad».\n\nAsimismo, cuando la aplicación del sistema de turnicidad en régimen de\ncuarto\u002Fquinto turno implique, en cómputo general anual, una menor realización\nde horas efectivas respecto a las horas teóricas establecidas en el presente\nconvenio, los días festivos y las vacaciones anuales coincidirán con los\ndías de descanso contemplados en dicho sistema de trabajo, a fin de compensar\nel desfase horario generado.",{"bindId":218,"name":219,"text":220},"green_trigger","Artículo 38. Gestión medioambiental. La ","Artículo 38. Gestión medioambiental.\n\nLa protección del medio ambiente es uno de los principios básicos de\ngestión del Bebidas Naturales, es por ello que las partes firmantes del\npresente convenio se comprometen a aplicar una política de protección del\nmedio ambiente, que tiende a superar las expectativas de los clientes, las\nexigencias legales y confirma que no impactará conscientemente sobre el medio\nambiente. Como base del sistema de gestión medioambiental se establecen en el\npresente artículo los siguientes conceptos y objetivos:\n\n-Reducción del consumo energético.\n\n-Reducción del consumo de agua.\n\n-Reducción del consumo de papel y otros bienes\nconsumibles.\n\n-Recogida selectiva y fomento del reciclaje de los\nresiduos generados.\n\n-Introducir todas aquellas medidas económicamente\ny tecnológicamente viables que comporten un mayor respeto hacia el entorno,\nestableciendo planes para la prevención y reducción de todos los tipos de\ncontaminación y los impactos medioambientales de los distintos procesos de\nnegocio, presentes o en desarrollo (en condiciones normales o en caso de\nincidentes) dentro de un sistema de mejora continua.\n\n-Sustitución de aquellos materiales y productos\nque en su producción y utilización provocan un deterioro medioambiental.\n\n-Fomentar la responsabilidad a todos los niveles de\nla organización respecto a temas ambientales a través de programas de\nformación e información para el personal, colaboradores o colaboradoras\n(clientes, proveedores y subcontratistas) y organismos.\n\n-Mejorar el comportamiento ambiental de las\ninstalaciones y actividades de la compañía.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ESP Bebidas Naturales, S.L - 2025\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2025-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Fecha de término: → 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: → 2026-01-30\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: → Industria manufacturera\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Nombre de la industria: → Fabricación de bebidas  \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                        Bebidas Naturales, S.L\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Nombres de los sindicatos: → \n\n                \n                    \n                    \u003Cspan>\n                        UGT-FICA - Federación de Industria, Construcción y Agro de la Unión General de Trabajadoras y Trabajadores, FECOHT-CCOO - Federación de Industria\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SEGURIDAD SOCIAL Y PENSIONES\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">El empleador contribuye al fondo de pensión del trabajador: → Not specified\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">El empleador contribuye al fondo para discapacidad del trabajador: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">El empleador contribuye al fondo de desempleo del trabajador: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">ENFERMEDAD E INCAPACIDAD\u003C\u002Fh3>\n\n            \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: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Contribución acordada para seguro médico de familiares: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Política de salud y seguridad acordada: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Capacitación en salud y seguridad acordada: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Vestuario protector facilitado → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Chequeo médico regular o anual o visitas proporcionadas por el empleador → 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 → Insufficient data\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Apoyo para funeral: → Sí\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ACUERDOS SOBRE FAMILIA Y TRABAJO\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Estabilidad laboral tras la licencia de maternidad: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibición de discriminación relacionada con la maternidad → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibición de obligar a las embarazadas o trabajadoras en lactancia materna para desarrollar trabajos peligrosos o poco saludables → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Evaluación de riesgos sobre salud y seguridad de las embarazdas o madres con lactancia → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Posibilidad de alternativas al trabajo peligroso o no saludable para las enbarazadas o trabajadoras en lactancia → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Tiempo libre para exámenes médicos prenatales: → Sí\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibición de la detección del embarazo antes de la regularización de los trabajadores no estándar: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibición de la detección del embarazo antes de la promoción: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilidades para lactancia: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Cuidados infantiles proporcionados por el empleador: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Cuidados infantiles subsidiados por el empleador: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Subsidio para la educación de los hijos: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Licencia pagada anual en caso de cuidado de parientes: → 5 días\n            \u003C\u002Fdiv>\n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Duración del permiso retibuido en caso de muerte de un pariente: → 2 días\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">TEMAS DE IGUALDAD DE GENERO\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Igual salario para igual valor: → Sí\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Referencia especial al género en la igualdad de pago: → Sí\u003C\u002Fdiv>\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: → Sí\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Apoyo a mujeres trabajadoras con discapacidades: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Monitoreo de la igualdad de género → Sí\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">CONTRATOS DE TRABAJO\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Duración del período de prueba: → 183 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            \n\n            \n\n            \u003Cdiv id=\"display-hourspyear\">\n                Horas de trabajo por año: → 1783.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Licencia anual pagada: → 23.0 días\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Licencia anual pagada: → 3.0 semanas\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysfixeddays\">\n                Periodo fijo de vacaciones pagadas: → 23.0 días\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Periodos acordados de descansos semanales: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Máximo número de domingos \u002F festivos que pueden trabajarse en un año: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Permiso pagado para actividades sindicales: →  días\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Permiso pagado para aisitir a juicios o deberes administrativos: → -10.0 días\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Disposiciones sobre horarios de trabajo flexible: → Sí\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">SALARIOS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Salarios determinados por medio de escalas de pago: → Yes, in more than one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Ajuste por aumento de costo de vida: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Incremento salarial:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Incremento salarial: → 3.0 %\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 -1.0 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                \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",[226],{"title":37,"slug":33},[228],{"type":229,"data":230},"call_to_action_body_block",{"title":231,"description":232,"variant":233,"link":234},"Compare los convenios colectivos","Compara los artículos de los Convenios Colectivos de España entre los diferentes sectores, temas y 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