[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002Fconvenio-colectivo-del-personal-tecnico-de-mantenimiento-de-swiftair-sa-2025-2028":3,"menu:\u002Fes-es:":252,"sites:htmlblocks":424,"subsites":1893,"cite-subsites":5560,"footer:root":6047,"suggested:root":6146,"cite-footer:root":6150},{"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":232,"content_type_view":233,"extra_breadcrumbs":234,"body":236,"body_blocks":247,"related_pages":251},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":230,"translations":231},{"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-personal-tecnico-de-mantenimiento-de-swiftair-sa-2025-2028","d455e908-3b0b-11f1-9c15-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fspain\u002Fconvenio-colectivo-del-personal-tecnico-de-mantenimiento-de-swiftair-sa-2025-2028\u002Fconvenio-colectivo-del-personal-tecnico-de-mantenimiento-de-swiftair-sa-2025-2028\u002F","Convenio colectivo del personal técnico de mantenimiento de Swiftair, SA  2025_2028","ESP Swiftair, SA - 2025","Spain - ESP Swiftair, SA - 2025","ESP Swiftair, SA - 2025 - Transporte, logistica y comunicaciones",{"name":41,"data":42},"Convenio colectivo del personal técnico de mantenimiento de Swiftair, SA.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 territorial.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L55\">Artículo 2. Ámbito personal y funcional.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L73\">Artículo 3. Ámbito temporal.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L79\">Artículo 4. Compensación y absorción.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L83\">Artículo 5. Vinculación a la totalidad.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L87\">Artículo 6. Derecho Supletorio.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L95\">Artículo 7. Comisión paritaria.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L117\">Artículo 8. Entrada en servicio de nuevos aviones y\n        mantenimiento en base.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L127\">Artículo 9. Servicios a aeronaves de otras\n        compañías.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L131\">Artículo 10. Pacto de permanencia y preaviso de baja\n        voluntaria.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L143\">Artículo 11. Preaviso en caso de baja voluntaria del\n        trabajador.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L153\">CAPÍTULO II Principios informadores\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L155\">Artículo 12. Salvaguarda de los intereses de la\n        compañía.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L159\">Artículo 13. Dedicación, títulos, pericia y\n        conocimientos.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L173\">Artículo 14. Legislación vigente y reglamentos\n        internos.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L179\">Artículo 15. Conocimiento del idioma\n      inglés.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L189\">Artículo 16. Contratación.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L195\">Artículo 17. Externalización.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L207\">CAPÍTULO III Régimen de trabajo y descansos\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L209\">Artículo 18. Jornada laboral, horario de trabajo y\n        descansos.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L243\">Artículo 19. Jornada irregular.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L361\">Artículo 20. Programación de turnos.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L373\">Artículo 21. Licencias y Permisos\n      Retribuidos.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L415\">Artículo 22. Vacaciones.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L435\">Artículo 23. Procedimiento de asignación de\n        vacaciones.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L507\">Artículo 24. Excedencia.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L525\">CAPÍTULO IV Clasificación profesional\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L527\">Artículo 25. Grupo profesional.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2284\">Artículo 26. Polivalencia de funciones.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L581\">Artículo 27. Cargos.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L599\">CAPÍTULO V Ingreso y progresión\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L601\">Artículo 28. Candidatos y pruebas de\n      ingreso.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L645\">Artículo 29. Período de prueba.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L657\">Artículo 30. Progresión Salarial.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L731\">Artículo 31. Requisitos comunes para la progresión\n        y promoción profesional.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L749\">Artículo 32. Cobertura de Cargos.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L761\">CAPÍTULO VI Movilidad geográfica\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L763\">Artículo 33. Movilidad geográfica.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L809\">Artículo 34. Movilidad geográfica temporal.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L825\">CAPÍTULO VII Trabajos extraordinarios fuera de base\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L827\">Artículo 35. Condiciones Generales.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L895\">Artículo 36. Identificación de trabajos fuera de\n        base.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L953\">Artículo 37. Procedimiento de asignación de\n        desplazamientos.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L963\">CAPÍTULO VIII Retribuciones\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L965\">Artículo 38. Incremento salarial.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L977\">Artículo 39. Pagas extraordinarias.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L983\">Artículo 40. Hora ordinaria.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L987\">Artículo 41. Horas nocturnas.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L991\">Artículo 42. Hora extraordinaria.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L999\">Artículo 43. Complemento por trabajo en fiestas\n        laborales y domingos.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1009\">Artículo 44. Bolsa de horas.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1015\">Artículo 45. Plus de Transporte.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1019\">Artículo 46. Gastos de viaje y kilometraje.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1031\">Artículo 47. Plus de Carreteo.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1035\">Artículo 48. Plus de jefe de Turno\u002Fjefe de\n        Flota.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1045\">Artículo 49. Plus de coordinador.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1051\">Artículo 50. Plus de habilitaciones.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1061\">Artículo 51. Plus prima de vuelo.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1065\">Artículo 52. Plus de desplazamiento.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1073\">Artículo 53. Plus formación fuera de\n      jornada.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1077\">Artículo 54. Horas AOG.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1081\">Artículo 55. Plus de flexibilidad en\n        desplazamientos.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1091\">CAPÍTULO IX Régimen disciplinario\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1093\">Artículo 56. Régimen disciplinario.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1099\">Artículo 57. Proceso sancionador.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1113\">Artículo 58. Faltas leves.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1151\">Artículo 59. Faltas graves.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1191\">Artículo 60. Faltas muy graves.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1247\">Artículo 61. Potestad disciplinaria.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1253\">Artículo 62. Sanciones.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1277\">Artículo 63. Prescripción de las faltas.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1281\">Artículo 64. Suspensión tarjeta de acceso a las\n        instalaciones aeroportuaria.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1291\">CAPÍTULO X Formación\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1293\">Artículo 65. Formación general.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1299\">Artículo 66. Formación específica requerida por\n        la organización EASA parte 145.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1305\">Artículo 67. Formación de habilitación\n      tipo.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1317\">CAPÍTULO XI Seguridad y salud en el trabajo\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1319\">Artículo 68. Seguridad y salud en el\n      trabajo.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1343\">Artículo 69. Protección de la vida\n      familiar.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1349\">Artículo 70. Reconocimientos médicos obligatorios\n        y protección del trabajador\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1353\">Artículo 71. Respeto a la intimidad y\n        confidencialidad.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1357\">Artículo 72. Casos de obligatoriedad.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1383\">CAPÍTULO XII Acción social\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1385\">Artículo 73. Ayudas económicas a los\n        trabajadores.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1393\">Artículo 74. Plus licencias.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1403\">Artículo 75. Nacimiento y cuidado del\n      menor.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1431\">Artículo 76. Reducción de jornada y concreción\n        horaria.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1435\">Artículo 77. Complemento especial IT.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1441\">Disposición transitoria primera. Adaptación de la\n    plantilla actual a la nueva clasificación profesional.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1445\">Disposición transitoria segunda. Análisis sobre\n    formación, formación online y funciones de instrucción.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1453\">Disposición transitoria tercera. Fraccionada.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1457\">Disposición transitoria cuarta. Comisión de vestuario\n    laboral.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1461\">Disposición transitoria quinta. Cláusula de\n    descuelgue.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1465\">Disposición transitoria sexta. Prevención de riesgos\n    frente a catástrofes y fenómenos meteorológicos adversos.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1469\">Disposición final primera. Vigencia.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1479\">ANEXO I Tablas salariales\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1559\">ANEXO II Evaluación progresiones\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1637\">\u003Cspan lang=\"ES\">\u003C\u002Fspan>ANEXO III Medidas planificadas\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1641\">Primero. Cláusulas de igualdad de trato y no\n        discriminación.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1645\">Segundo. Acceso al empleo.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1651\">Tercero. Clasificación y promoción\n      profesional.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1655\">Cuarto. Formación, sensibilización y\n      lenguaje.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1671\">Quinto. Entornos laborales diversos, seguros e\n        inclusivos.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1675\">Sexto. Permisos y beneficios sociales.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1681\">Séptimo. Régimen disciplinario.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1687\">ANEXO IV Protocolo de actuación frente al acoso y la\n    violencia contra las personas LGTBI\u003C\u002Fa>\u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\n\u003Cp>III.OTRAS DISPOSICIONES\u003C\u002Fp>\n\n\u003Cp>MINISTERIO DE TRABAJO Y ECONOMÍA SOCIAL\u003C\u002Fp>\n\n\u003Cp>3798 Resolución de 6 de febrero de 2026, de la Dirección General de\nTrabajo, por la que se registra y publica el Convenio colectivo del personal\ntécnico de mantenimiento de Swiftair, SA.\u003C\u002Fp>\n\n\u003Cp>Visto el texto del Convenio colectivo del personal técnico de mantenimiento\nde Swiftair, SA (código de convenio n.° 90016400012007), que fue suscrito,\ncon fecha 16 de diciembre de 2025, de una parte por los designados por la\nDirección de le empresa, en representación de la misma, y de otra por la\nsección sindical de ASETMA, en representación de los trabajadores afectados,\ny que ha sido finalmente subsanado en fecha 2 de febrero de 2026, y de\nconformidad con lo dispuesto en el artículo 90, apartados 2 y 3, de la Ley del\nEstatuto de los Trabajadores, texto refundido aprobado por el Real Decreto\nLegislativo 2\u002F2015, de 23 de octubre (BOE de 24 de octubre), y en el Real\nDecreto 713\u002F2010, de 28 de mayo, sobre registro y depósito de convenios\ncolectivos, acuerdos colectivos de trabajo y planes de igualdad,\u003C\u002Fp>\n\n\u003Cp>Esta Dirección General de Trabajo resuelve:\u003C\u002Fp>\n\n\u003Cp>Primero.\u003C\u002Fp>\n\n\u003Cp>Ordenar la inscripción del mencionado Convenio colectivo en el\ncorrespondiente Registro de convenios colectivos, acuerdos colectivos de\ntrabajo y planes de igualdad con funcionamiento a través de medios\nelectrónicos de este Centro Directivo, con notificación a la Comisión\nNegociadora.\u003C\u002Fp>\n\n\u003Cp>Segundo.\u003C\u002Fp>\n\n\u003Cp>Disponer su publicación en el «Boletín Oficial del Estado».\u003C\u002Fp>\n\n\u003Cp>Madrid, 6 de febrero de 2026.-La Directora General de Trabajo, María Nieves\nGonzález García.\u003C\u002Fp>\n\n\u003Ch1>CONVENIO COLECTIVO DEL PERSONAL TÉCNICO DE MANTENIMIENTO DE SWIFTAIR,\nSA\u003C\u002Fh1>\n\n\u003Ch2 id=\"L47\">CAPÍTULO I Disposiciones generales\u003C\u002Fh2>\n\n\u003Ch3 id=\"L49\">Artículo 1. Ámbito territorial.\u003C\u002Fh3>\n\n\u003Cp>El ámbito de aplicación del presente convenio abarca a todos los centros\nde trabajo que Swiftair, SA, tenga establecidos o establezca en el futuro en\nterritorio nacional.\u003C\u002Fp>\n\n\u003Cp>El personal contratado fuera del territorio español se regirá por las\nnormas especiales de cada país. El contratado en territorio español y\ndestinado a prestar sus servicios fuera de él, se regirá por las normas del\npresente convenio, salvo en aquellas materias en las que se haya establecido\npacto distinto. En estos supuestos se informará a la representación laboral\nde los trabajadores.\u003C\u002Fp>\n\n\u003Ch3 id=\"L55\">Artículo 2. Ámbito personal y funcional.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio afectará al colectivo de técnicos de mantenimiento\naeronáutico, entendiéndose por tales todos los grupos profesionales formados\npor técnicos de \u003C\u002Fp>\n\n\u003Cp>mantenimiento aeronaves, mecánicos y técnicos y auxiliares en estructuras\ny tratamientos superficiales que presten sus servicios por cuenta y orden de\nSwiftair, SA.\u003C\u002Fp>\n\n\u003Cp>El presente convenio excluye a otros grupos profesionales, aunque\neventualmente presten sus servicios en el departamento de mantenimiento.\u003C\u002Fp>\n\n\u003Cp>Así mismo quedan excluidos de este ámbito:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.Quienes ejerzan funciones de dirección y\nconsejo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.En general los que fuesen excluidos en virtud de\nnorma o disposición de obligado cumplimiento.\u003C\u002Fp>\n\n\u003Cp>Las partes acuerdan salvaguardar el principio de no discriminación laboral\nentre hombres y mujeres, establecido en el artículo 14 de la Constitución, en\nrelación con el 17 del Estatuto de los trabajadores y la ley orgánica 3\u002F2007,\nde 22 de marzo y artículo 4.2.c) del E.T. conforme al cual, en la relación de\ntrabajo las personas trabajadoras tienen derecho a no ser discriminadas directa\no indirectamente para el empleo o, una vez empleados, por razones de estado\ncivil, edad dentro de los límites marcados por esta ley, origen racial o\nétnico, condición social, religión o convicciones, ideas políticas,\norientación sexual, identidad sexual, expresión de género, características\nsexuales, afiliación o no a un sindicato, por razón de lengua dentro del\nEstado español, discapacidad, así como por razón de sexo, incluido el trato\ndesfavorable dispensado a mujeres u hombres por el ejercicio de los derechos de\nconciliación o corresponsabilidad de la vida familiar y laboral.\u003C\u002Fp>\n\n\u003Cp>Asimismo, y con la finalidad de respetar la igualdad de género, las partes\nfirmantes manifiestan que el uso del término «trabajador» o cualquier otro\nsinónimo de este, se realiza en un sentido neutral, y por tanto la referencia\nse debe tener realizada indistintamente a «trabajadores» y «trabajadoras» o\ncualquier otro sinónimo de estos.\u003C\u002Fp>\n\n\u003Ch3 id=\"L73\">Artículo 3. Ámbito temporal.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio entrará en vigor desde el 1 de enero de 2025, y\nmantendrá su vigencia por un período de cuatro años desde su entrada en\nvigor.\u003C\u002Fp>\n\n\u003Cp>Será prorrogado tácitamente por periodos de doce meses si, con una\nantelación mínima de dos meses a la finalización de su vigencia, no se ha\ndenunciado el mismo por alguno de los firmantes.\u003C\u002Fp>\n\n\u003Ch3 id=\"L79\">Artículo 4. Compensación y absorción.\u003C\u002Fh3>\n\n\u003Cp>Cuantas mejoras económicas se establecen en el presente convenio\nproducirán la compensación de aquellas que con carácter voluntario o pactado\nindividualmente hubiese otorgado ya la compañía u otorgue en el futuro.\nanálogamente servirá para absorber las que pudieran establecerse por\ndisposiciones legales que entren en vigor con posterioridad a la firma de este\nconvenio, considerándose en su conjunto y en cómputo anual.\u003C\u002Fp>\n\n\u003Ch3 id=\"L83\">Artículo 5. Vinculación a la totalidad.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio constituye un todo orgánico y las partes quedan\nmutuamente vinculadas al cumplimiento de su totalidad.\u003C\u002Fp>\n\n\u003Ch3 id=\"L87\">Artículo 6. Derecho Supletorio.\u003C\u002Fh3>\n\n\u003Cp>Las normas de este convenio se aplicarán con carácter prioritario y\npreferente a cualquier otra disposición o norma legal.\u003C\u002Fp>\n\n\u003Cp>Durante su vigencia no será aplicable en Swiftair, SA, ningún otro\nconvenio de ámbito nacional, interprovincial o provincial que pudiera afectar\no referirse a las actividades desarrolladas en las dependencias o por personal\nde Swiftair, SA. \u003C\u002Fp>\n\n\u003Cp>En lo no previsto o regulado por el presente convenio se aplicará lo\ndispuesto en el Estatuto de los trabajadores y demás normas legales y\nreglamentarias de ámbito estatal y europeo que regulan las respectivas\nmaterias aeronáuticas de aplicación.\u003C\u002Fp>\n\n\u003Ch3 id=\"L95\">Artículo 7. Comisión paritaria.\u003C\u002Fh3>\n\n\u003Cp>Con arreglo a lo previsto en el apartado e) del párrafo 3.° del artículo\n85 del Estatuto de los trabajadores, ambas partes negociadoras acuerdan\nestablecer una comisión paritaria para entender de cuantas cuestiones le sean\natribuidas, como órgano de representación y vigilancia del cumplimiento del\npresente convenio colectivo.\u003C\u002Fp>\n\n\u003Cp>La indicada comisión estará integrada de forma paritaria por igual número\nde representantes de los trabajadores, firmantes del convenio y de\nrepresentantes de la empresa que serán designados por la dirección de\nesta.\u003C\u002Fp>\n\n\u003Cp>Serán funciones de la comisión:\u003C\u002Fp>\n\n\u003Cp>1.La interpretación del convenio, evacuando las consultas que por\ncualquiera de las partes se le planteen por la representación de los\ntrabajadores o la dirección de la empresa.\u003C\u002Fp>\n\n\u003Cp>2.La mediación de cuantas cuestiones se le planteen por la representación\nde los trabajadores o la dirección, ya sea sobre la aplicación del convenio u\notras cuestiones surgidas entre las partes durante su vigencia.\u003C\u002Fp>\n\n\u003Cp>Si en la mediación planteada, la comisión no consigue un acuerdo entre las\npartes, la cuestión será sometida al arbitraje de la propia comisión, si\nasí lo aceptan las partes afectadas. Si tal arbitraje no es aceptado por todos\nlos afectados, se acudirá al procedimiento judicial que en derecho proceda.\u003C\u002Fp>\n\n\u003Cp>3.La mediación prevista en el párrafo anterior será obligada en todo\nconflicto colectivo de derecho.\u003C\u002Fp>\n\n\u003Cp>Esta comisión se reunirá cuando sea necesario a petición de cualquiera de\nlas partes, en un periodo de tiempo no superior a 15 días naturales, a partir\nde la fecha de recepción de la petición.\u003C\u002Fp>\n\n\u003Cp>Las decisiones de la Comisión, que sólo se entenderá constituida cuando\nestén la totalidad de sus componentes, se adoptarán por mayoría simple del\nvoto de estos, lo que se reflejará en las actas correspondientes de cada\nreunión que serán suscritas por todos y cada uno de los representantes.\u003C\u002Fp>\n\n\u003Cp>Las decisiones y funciones de esta comisión no obstaculizarán en ningún\ncaso el libre ejercicio de las jurisdicciones administrativas y contenciosas\nprevistas en los textos legales.\u003C\u002Fp>\n\n\u003Ch3 id=\"L117\">Artículo 8. Entrada en servicio de nuevos aviones y\nmantenimiento en base.\u003C\u002Fh3>\n\n\u003Cp>Se pacta expresamente que la entrada en servicio de otros aviones, la\ndiversificación de flota y tipos de aviones, así como la asunción de tareas\nde mantenimiento distintas a las actuales, no afectará a las condiciones\neconómicas del presente convenio durante su periodo de vigencia.\u003C\u002Fp>\n\n\u003Cp>Los trabajadores se comprometen a realizar cuantos cursos de aviones u otros\nestime la Compañía, de forma que la empresa pueda asignar a dichos\ntrabajadores a la flota que estime conveniente, incluso cuando esto suponga el\nmantenimiento de varias calificaciones de tipo y el trabajo en varias\nflotas.\u003C\u002Fp>\n\n\u003Cp>La empresa se reservará el derecho a asignar a los trabajadores que en cada\nmomento crea conveniente a las acciones formativas que, con carácter\nobligatorio, se impartan.\u003C\u002Fp>\n\n\u003Cp>La Compañía posibilitará a todos los trabajadores objeto de aplicación\nde este convenio el acceso a acciones formativas de carácter voluntario, que,\nsi bien enriquecerán y ampliarán los conocimientos técnicos de los mismos,\nno serán en ningún momento óbice para el normal desempeño de las tareas\npropias de cada trabajador en el ámbito de su jornada de trabajo, no siendo\neste tiempo dedicado a formación retribuido. \u003C\u002Fp>\n\n\u003Ch3 id=\"L127\">Artículo 9. Servicios a aeronaves de otras compañías.\u003C\u002Fh3>\n\n\u003Cp>La compañía podrá asignar, al amparo de la normativa aeronáutica parte\n145, servicios de mantenimiento de aeronaves a sus mecánicos, para aeronaves\nque no pertenezcan a las flotas de la compañía, y con independencia de que\ndichas aeronaves operen o no vuelos de Swiftair, siendo en todo caso de\naplicación las condiciones pactadas en este convenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L131\">Artículo 10. Pacto de permanencia y preaviso de baja\nvoluntaria.\u003C\u002Fh3>\n\n\u003Cp>La formación que, con carácter obligatorio por normativa aeronáutica\nespecífica, reciban los trabajadores con cargo a la empresa, conllevará la\nobligación de aquellos de permanecer en la misma durante el tiempo máximo\ncontemplado en el artículo 21.4 del Estatuto de los trabajadores.\u003C\u002Fp>\n\n\u003Cp>En el caso de que un trabajador causase baja en la compañía por voluntad\npropia, excedencia voluntaria o despido disciplinario declarado procedente en\nsentencia judicial firme, antes del cumplimiento del plazo señalado, vendrá\nobligado a abonar una indemnización a la Compañía, en concepto de\nformación, por los cursos recibidos.\u003C\u002Fp>\n\n\u003Cp>El importe de esta será pactado, en función del caso concreto, mediante la\nfirma de un anexo al contrato de trabajo. Se tendrá en cuenta cualquier tipo\nde subvención posible recibida por la compañía a efectos de reducir la\nindemnización a satisfacer por el trabajador, incluidas las subvenciones por\nformación o de otro tipo, ya sean de entidades públicas o privadas. Los\nrepresentantes de los trabajadores tendrán puntual conocimiento acerca de las\nsubvenciones que sean de aplicación.\u003C\u002Fp>\n\n\u003Cp>las indemnizaciones a la compañía por cursos según el presente artículo\nno serán de aplicación en caso de regulación de empleo.\u003C\u002Fp>\n\n\u003Cp>Cuando los costes sean globales a un curso, se dividirán entre el número\nde alumnos, al objeto de que el trabajador sólo asuma su parte proporcional.\nPara aquellos casos en que el coste del curso se vea incrementado por las\ncircunstancias personales de cada alumno, sólo serán imputables dichos costes\na quien efectivamente los genere.\u003C\u002Fp>\n\n\u003Ch3 id=\"L143\">Artículo 11. Preaviso en caso de baja voluntaria del\ntrabajador.\u003C\u002Fh3>\n\n\u003Cp>Teniendo en cuenta la especialización técnica de los trabajadores y la\nnecesidad de que la empresa proporcione los cursos de formación para el\ndesempeño de su trabajo, si el trabajador desea causar baja voluntaria en la\ncompañía, una vez transcurrido el periodo de prueba, se obliga a preavisar a\nla compañía de tal decisión con una antelación mínima de treinta días a\nla fecha de su baja efectiva, al objeto de permitir la necesaria programación\nde su sustitución con el menor quebranto posible, comunicando dicha baja\nvoluntaria al responsable de producción y al departamento de recursos\nhumanos.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de que el trabajador no observara el plazo de preaviso antes\nexpuesto, la compañía podrá exigirle, y éste vendrá obligado a cumplir, el\npago de un día de salario por cada día de preaviso no observado, pago\ncompensable en todo caso con las sumas que en el momento del cese acredite el\ntrabajador y, entendiéndose como salario\u002Fdía, el equivalente a la\nremuneración total percibida por el trabajador por todos los conceptos en los\núltimos seis meses, dividida por 183. Este preaviso también será de\naplicación a las solicitudes de excedencia voluntaria.\u003C\u002Fp>\n\n\u003Cp>El plazo será de sesenta días para todas aquellas personas que tengan\ncategoría de TMA y de treinta días para los mecánicos. \u003C\u002Fp>\n\n\u003Ch2 id=\"L153\">CAPÍTULO II Principios informadores\u003C\u002Fh2>\n\n\u003Ch3 id=\"L155\">Artículo 12. Salvaguarda de los intereses de la compañía.\u003C\u002Fh3>\n\n\u003Cp>Los trabajadores de mantenimiento durante el ejercicio de sus funciones se\nobligan a salvaguardar los intereses de la Compañía como propios, tomar las\nmedidas necesarias de protección de bienes que ésta les confíe y evitar toda\nconducta o actitud que pueda redundar en contra de dichos bienes, del prestigio\nde la Compañía o de sus resultados económicos.\u003C\u002Fp>\n\n\u003Ch3 id=\"L159\">Artículo 13. Dedicación, títulos, pericia y conocimientos.\u003C\u002Fh3>\n\n\u003Cp>Los trabajadores afectados por este convenio podrán dedicar parte de su\nactividad profesional a otra empresa u organismo, siempre y cuando no alteren\nel normal desarrollo de su actividad en Swiftair.\u003C\u002Fp>\n\n\u003Cp>No obstante, se pacta expresamente que dicha empresa u organismo no podrá\nrealizar tareas consideradas competencia directa con la compañía Swiftair y\nsubsidiarias. además, se obligan a cooperar con la dirección para mantener su\npericia y nivel de formación a la altura de las funciones que le corresponden\npor contrato individual o convenio colectivo.\u003C\u002Fp>\n\n\u003Cp>Los trabajadores se comprometen a mantener actualizados los títulos,\nlicencias, calificaciones y demás documentación necesaria para el normal\ndesempeño de sus funciones. También se obligan a exhibir tal documentación a\nla autoridad y a la dirección de la compañía si fueran requeridos para\nello.\u003C\u002Fp>\n\n\u003Cp>La compañía, sin olvidar la responsabilidad de cada trabajador en esta\nmateria, cooperará en la responsabilidad de mantener los títulos y licencias,\ny dará las facilidades necesarias para su renovación.\u003C\u002Fp>\n\n\u003Cp>En ningún caso asumirá la compañía gastos derivados del mantenimiento de\nhabilitaciones de flotas no mantenidas por la misma, ni para flotas a las que\nel trabajador no esté asignado.\u003C\u002Fp>\n\n\u003Cp>el director técnico de mantenimiento podrá, en función de las necesidades\noperativas del momento, no otorgar o, en su caso, cancelar la autorización\ninterna de la compañía para certificar trabajos en determinadas aeronaves y\npara personas concretas.\u003C\u002Fp>\n\n\u003Ch3 id=\"L173\">Artículo 14. Legislación vigente y reglamentos internos.\u003C\u002Fh3>\n\n\u003Cp>Para conseguir que las operaciones de mantenimiento de la Compañía se\ndesarrollen de acuerdo con los principios de seguridad, legalidad, regularidad,\npuntualidad, calidad y economía necesarios, los trabajadores se comprometen al\nconocimiento y cumplimiento de las normas o disposiciones facilitadas por la\ncompañía, muy especialmente las contenidas en los manuales de procedimientos,\nmanuales de mantenimiento y demás legalmente establecidas. Ello sin perjuicio\nde acatar las normas legales aplicables en cada caso.\u003C\u002Fp>\n\n\u003Cp>En relación con el cumplimiento del párrafo anterior, la dirección de la\ncompañía se responsabilizará de facilitar a los trabajadores de\nmantenimiento acceso a los manuales vigentes, circulares, boletines de\nactualización, e instrucciones temporales, etc., así como las revisiones\ncorrespondientes a los mismos, por el medio que en cada momento crea\noportuno.\u003C\u002Fp>\n\n\u003Ch3 id=\"L179\">Artículo 15. Conocimiento del idioma inglés.\u003C\u002Fh3>\n\n\u003Cp>Siendo el idioma inglés reconocido como el de utilización universal en el\nsector aeronáutico, los trabajadores se comprometen a mantener el nivel\nadecuado de conocimiento de este para el desempeño de sus funciones, y para el\naprovechamiento \u003C\u002Fp>\n\n\u003Cp>de cursos, la lectura y el aprendizaje de manuales aeronáuticos impartidos\no escritos en dicho idioma.\u003C\u002Fp>\n\n\u003Cp>La empresa podrá establecer como requisito del nivel de idioma\nanteriormente mencionado, la aportación de certificados que lo acrediten o\nprueba de nivel a tal efecto.\u003C\u002Fp>\n\n\u003Cp>La compañía no estará obligada a asumir costes derivados del cumplimiento\npor parte de los trabajadores del presente artículo, ya sean estos cursos,\nprácticas o de otro tipo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L189\">Artículo 16. Contratación.\u003C\u002Fh3>\n\n\u003Cp>La contratación en la compañía se hará mediante la modalidad de contrato\nque determine la normativa laboral vigente a elección de la compañía.\u003C\u002Fp>\n\n\u003Cp>Debido a las necesidades específicas de los trabajos a realizar por los\ntrabajadores y las necesidades de coordinación, acceso a la información, y\nmedios requeridos entre los mismos, todos los trabajadores afectados por este\nconvenio prestaran sus servicios única y exclusivamente en el centro de\ntrabajo o en el lugar determinado por la empresa «trabajo presencial»,\nquedando excluido la posibilidad de teletrabajo o trabajo a distancia.\u003C\u002Fp>\n\n\u003Ch3 id=\"L195\">Artículo 17. Externalización.\u003C\u002Fh3>\n\n\u003Cp>Ante la necesidad de abordar la producción en cualquiera de las bases con\nel personal existente, se podrá establecer por parte de la empresa la\nexternalización de los trabajos con el objeto de asegurar la operativa de la\ncompañía y no perjudicar los derechos de las personas trabajadoras en materia\nde descansos, días libres o vacaciones. A tal efecto la dirección de la\ncompañía dispondrá de la posibilidad de externalizar.\u003C\u002Fp>\n\n\u003Cp>La empresa informara a la representación de los trabajadores de las\nexternalizaciones que vayan a realizarse.\u003C\u002Fp>\n\n\u003Cp>Adicionalmente las partes acuerdan que, para el supuesto que con las medidas\ncontenidas en el convenio colectivo no se pueda atender la producción en\nalgún momento, las partes se reunirán para acordar medidas adicionales que\npuedan permitir que todos los trabajos sean atendidos.\u003C\u002Fp>\n\n\u003Cp>En todo caso la aplicación de esta medida no será limitativa de derechos\ncolectivos.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2 id=\"L207\">CAPÍTULO III Régimen de trabajo y descansos\u003C\u002Fh2>\n\n\u003Ch3 id=\"L209\">Artículo 18. Jornada laboral, horario de trabajo y\ndescansos.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspyear\">\u003Cp>La jornada anual se estable en 1712 horas, a realizar en días tanto\nlaborables como festivos, y en fines de semana, pudiéndose prestar la misma\nsegún las necesidades del servicio, siendo igualmente de aplicación lo\ndispuesto en el rd 1561\u002F1995, de 21 de septiembre, respecto a la ampliación de\njornadas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>La empresa podrá establecer jornadas de entre 7 y 12 horas, en todo caso se\nfija el número máximo de días de presencia en 225.\u003C\u002Fp>\n\n\u003Cp>El cómputo de la jornada se efectuará de tal forma que, en todo caso tanto\nal comienzo como al final de esta el trabajador se encuentre en su puesto de\ntrabajo y dedicado a él.\u003C\u002Fp>\n\n\u003Cp>En consecuencia, el tiempo dedicado al cambio de ropa y fichaje queda exento\ndel cómputo de jornada.\u003C\u002Fp>\n\n\u003Cp>Habrá una pausa o descanso de 15 minutos para refrigerio en aquellas\njornadas diarias continuadas que superen las 6 horas de trabajo. En aquellas\njornadas diarias continuadas que superen las 9 horas de trabajo la pausa será\nde una hora. \u003C\u002Fp>\n\n\u003Cp>En el caso de establecer jornadas especiales de trabajo de hasta doce horas\ndiarias, estas horas no serán tomadas como extraordinarias y serán\ncompensadas con tiempo de descanso.\u003C\u002Fp>\n\n\u003Cp>La compañía tendrá plena facultad para establecer la programación de las\nfunciones a ejercer por el trabajador, así como los horarios y organización\nde la jornada laboral en relación con las necesidades del servicio que presta\nla compañía.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAYwork_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundays_year\">\u003Cp>Los trabajadores tendrán derecho a dos días de descanso semanal, cuyo\ndisfrute se podrá programar acumulando los descansos de acuerdo con lo\nestablecido en el rd 1561\u002F1995, garantizándose el disfrute de un mínimo de\ndos fines de semana libres cada mes natural.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cp>Con carácter general y como referencia el turno de 8 horas, los\ntrabajadores tendrán 129 días libres que incluyen, 104 días por descanso\nsemanal, 14 días libres por compensación de festivos y 11 días de libre\ndisposición que se disfrutarán de común acuerdo entre empresa y\ntrabajador.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Con carácter general y como referencia el turno de 10 horas, los\ntrabajadores tendrán 172 días libres que incluyen, 104 días por descanso\nsemanal, 14 días libres por compensación de festivos, 43 días de\ncompensación de jornada, y 11 días de libre disposición que se disfrutarán\nde común acuerdo entre empresa y trabajador.\u003C\u002Fp>\n\n\u003Cp>Con carácter general y como referencia el turno de 12 horas, los\ntrabajadores tendrán 200 días libres que incluyen, 104 días por descanso\nsemanal, 14 días libres por compensación de festivos, 71 días de\ncompensación de jornada, y 11 días de libre disposición que se disfrutarán\nde común acuerdo entre empresa y trabajador.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Los horarios de trabajo y turnos se fijarán en función de la operativa\npropia de cada base.\u003C\u002Fp>\n\n\u003Cp>Horario nocturno: será aquel realizado en el periodo comprendido entre las\n22:00 y las 06:00 horas locales del centro de trabajo donde se encuentre el\ntrabajador.\u003C\u002Fp>\n\n\u003Cp>Estarán afectados por este tipo de horario exclusivamente los trabajadores\nque, teniendo rotación entre turnos, presten servicios ocasionalmente en esa\nfranja horaria.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>Horas extraordinarias: Se considerarán horas extraordinarias las que\nsuperen la jornada ordinaria programada de trabajo efectivo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Después de la realización de horas extraordinarias, el trabajador tendrá\ngarantizado un periodo de descanso mínimo de diez horas antes de su\nincorporación al turno de trabajo, compensando la diferencia de horas hasta la\nduodécima establecida con carácter general, con descanso en períodos de\nhasta cuatro semanas.\u003C\u002Fp>\n\n\u003Ch3 id=\"L243\">Artículo 19. Jornada irregular.\u003C\u002Fh3>\n\n\u003Cp>En base a lo estipulado en el artículo 34,2 del Estatuto de los\ntrabajadores, se acuerda establecer la distribución irregular de la jornada de\ntrabajo efectivo a lo largo del año.\u003C\u002Fp>\n\n\u003Cp>A estos efectos se considera jornada irregular, aquella en la que el\ntrabajador realiza su prestación de trabajo de forma no regular todas las\nsemanas del año, durante un determinado número de horas al día, a la semana,\nal mes, con el límite anual de la jornada que en cada momento se establezca en\nconvenio colectivo para los trabajadores a tiempo completo. Todo ello de forma\ntal, que su distribución diaria, semanal y mensual podrá variar dentro de los\nlímites y condiciones que se establecen a lo largo del presente artículo.\u003C\u002Fp>\n\n\u003Cp>El pase de jornada irregular a cualquier otro tipo de jornada establecida en\nconvenio colectivo no supondrá en ningún caso, modificación sustancial de\nlas condiciones de trabajo, percibiendo el trabajador las contraprestaciones\neconómicas que se deriven en función de la jornada que realice en cada\nmomento.\u003C\u002Fp>\n\n\u003Cp>Ambas partes pactan la posibilidad de aplicar la Jornada Irregular mediante\nel sistema de bolsa de Horas según las siguientes disposiciones:\u003C\u002Fp>\n\n\u003Cp>Aplicación de jornada irregular - bolsa de horas. \u003C\u002Fp>\n\n\u003Cp>Las disposiciones previstas en el presente artículo con pleno respeto del\nrégimen legal de jornadas y descansos, establece un sistema de bolsa de horas\ncomo instrumento de redistribución de la jornada laboral para el personal.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1.Días de presencia:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La fijación de los días de presencia será potestad de la Dirección de la\nCompañía y se realizará por cada una de las áreas de negocio.\u003C\u002Fp>\n\n\u003Cp>La reiteración en el tiempo de los días de presencia anuales no generará\nen modo alguno derecho o condición más beneficiosa adquirida para el\ntrabajador.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Régimen de flexibilidad.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La bolsa de horas se establece como un instrumento de flexibilidad en la\nordenación del tiempo de trabajo, pactado entre las partes.\u003C\u002Fp>\n\n\u003Cp>Mediante este sistema, al trabajador se le asignará una bolsa de horas\ndentro de la jornada anual de 1.712 horas con el objeto de realizar un uso\nflexible de las mismas en las condiciones de este precepto. En todo caso, la\njornada mínima diaria que se derivará del uso de este sistema de flexibilidad\nno será menor a 5 horas diarias ni mayor a 12 horas con respeto a los límites\nlegales o reglamentarios de descanso entre jornada. De este modo:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-La empresa no podrá requerir la realización de\nuna jornada de trabajo en un día programado por un tiempo inferior a cinco\nhoras.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-La empresa no podrá requerir a un trabajador, ya\npresente en su turno, que acorte su presencia en un número superior de horas,\nque dé como resultado una jornada inferior a cinco horas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-La empresa gestionará los días adicionales de\npresencia mediante jornadas completas.\u003C\u002Fp>\n\n\u003Cp>La utilización de la bolsa de horas se efectuará de forma que el\nincremento de jornada o días completos pueda llegar hasta un máximo de 171\nhoras en cómputo anual. Estas horas se compensarán con el decremento del\nmismo número de horas en dicho período, o viceversa. El incremento o\ndecremento referidos se podrán utilizar de forma alternativa, pero no en el\nmismo día.\u003C\u002Fp>\n\n\u003Cp>La liquidación de la bolsa de horas deberá realizarse a 31 de diciembre de\ncada año. No obstante, se establece un periodo de prórroga de 3 meses para\naquellos supuestos en los que no haya sido posible liquidar por exceso o por\ndefecto el uso de horas de la bolsa a dicha fecha. En ningún caso, el saldo\npositivo o negativo a 31 de diciembre podrá exceder de 25 horas.\u003C\u002Fp>\n\n\u003Cp>La jornada diaria podrá ampliarse hasta doce horas en los turnos de menos\nde 12 horas de presencia.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.Criterios de gestión de la bolsa de horas.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a)Tiempos de aviso.\u003C\u002Fp>\n\n\u003Cp>Como principio general, los avisos al trabajador se realizarán con un\nmínimo de cinco días de antelación.\u003C\u002Fp>\n\n\u003Cp>Se establecerá un sistema especial de flexibilidad reforzada, al que\npodrán adscribirse libremente los trabajadores. A quienes se adscriban, la\nempresa podrá requerirles, por necesidades de la producción, la prestación\nde sus servicios por el uso de la bolsa de horas con preaviso inferior a cinco\ndías. Los trabajadores podrán, también libremente, solicitar su exclusión\ndel sistema de flexibilidad reforzada, con un mes de antelación.\u003C\u002Fp>\n\n\u003Cp>Para la plantilla adscrita al sistema especial de flexibilidad reforzada,\ncomo principio general, los avisos al trabajador que se encuentre en su turno\nde trabajo se realizarán \u003C\u002Fp>\n\n\u003Cp>con la mayor antelación posible a partir del momento de la identificación\nde la necesidad, variación no previsible de la carga de trabajo. Los avisos\ncon plazos inferiores a 24 horas se reservarán a casos imprevistos como los\nsiguientes: aog, riesgo de incumplimiento con impacto en tat comprometido con\nel cliente, o inoperatividad de las instalaciones, equipos, u otras razones que\nafecten al proceso productivo en supuestos de relevancia para el negocio.\u003C\u002Fp>\n\n\u003Cp>No obstante, en estos casos en los que el aviso se produzca con menos de 24\nhoras, se dará oportuna justificación a la representación de los\ntrabajadores.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de que el trabajador sea requerido en un tiempo inferior a\ncinco días, con el fin de acudir a la cobertura de alguno de los supuestos\nprevistos en el apartado anterior, se le abonará la cantidad establecida al\nefecto en el anexo I, sin perjuicio del abono de las horas correspondientes por\nuso de la bolsa horas.\u003C\u002Fp>\n\n\u003Cp>b)Métodos de aviso.\u003C\u002Fp>\n\n\u003Cp>El sistema habitual de aviso de una variación al trabajador en su presencia\nprogramada se podrá realizar tanto a través de su jefatura como mediante el\nsistema de control de turnos.\u003C\u002Fp>\n\n\u003Cp>c)Principio de homogeneidad, no discriminación y voluntariedad.\u003C\u002Fp>\n\n\u003Cp>La Empresa aplicará el principio de homogeneidad, no discriminación y\nvoluntariedad en la aplicación de la bolsa de horas a nivel de sección o\ntaller, con las excepciones que pudieran derivarse de las diferencias en los\ndominios de competencias de los trabajadores encuadrados en esa sección o\ntaller. La Empresa gestionará la bolsa de horas de manera que en lo posible la\nutilización de la bolsa de horas a nivel de sección o taller en cómputo\nanual sea homogénea. En caso de no existir voluntariedad la empresa podrá\nobligar su realización, dentro de los límites de la bolsa y según sus\nnecesidades, siempre utilizando criterios de homogeneidad y no\ndiscriminación.\u003C\u002Fp>\n\n\u003Cp>En todo caso, el criterio de voluntariedad no podrá ser un impedimento para\nla correcta gestión de la bolsa de horas, por lo que se podrá requerir la\nrealización obligatoria de las horas de la bolsa cuando sea necesario cumplir\ncon la adecuada liquidación de esta en el plazo establecido.\u003C\u002Fp>\n\n\u003Cp>d)Limitaciones en los incrementos de presencia.\u003C\u002Fp>\n\n\u003Cp>No se podrá fijar días de presencia adicionales por aplicación de la\nbolsa de horas en períodos vacacionales ni en agrupaciones de días de\nlibranza programadas junto a un período vacacional, salvo en circunstancias\nexcepcionales y mediante acuerdo con el trabajador.\u003C\u002Fp>\n\n\u003Cp>Los días adicionales de presencia por bolsa de horas se producirán en los\ndías consecutivos o previos a los días de trabajo programado. En ningún caso\nsalvo voluntariedad del trabajador y cumpliendo el descanso semanal, se\nprogramarán en el resto de las libranzas.\u003C\u002Fp>\n\n\u003Cp>El número máximo de días de presencia adicionales en festivos por\naplicación de la bolsa de horas será de dos. No obstante, quedan exceptuados\nlos días 24, 25 y 31 diciembre, 1 y 6 de enero.\u003C\u002Fp>\n\n\u003Cp>e)Limitaciones en las reducciones de presencia.\u003C\u002Fp>\n\n\u003Cp>En el caso de reducciones de presencia por días completos, además de los\ncriterios de competencia, homogeneidad, no discriminación y voluntariedad se\naplicará en la medida de lo posible el principio de selección de aquellos\ntrabajadores que tengan programadas vacaciones o libranzas en días\nadyacentes. \u003C\u002Fp>\n\n\u003Cp>f)No reprogramación de las horas de bolsa programadas.\u003C\u002Fp>\n\n\u003Cp>Las horas de bolsa comunicadas y programadas al trabajador para su\nrealización no podrán ser reprogramadas de nuevo por la Empresa.\u003C\u002Fp>\n\n\u003Cp>g)Conciliación.\u003C\u002Fp>\n\n\u003Cp>La persona trabajadora podrá solicitar hacer uso de la bolsa de horas por\nrazones personales y de conciliación familiar, cuando las necesidades de\nproducción lo permitan y previa comunicación y autorización de su jefatura.\nCuando el trabajador\u002Fa permanezca adscrito voluntariamente al sistema especial\nde flexibilidad reforzada podrá solicitar hacer uso de la bolsa de horas por\nrazones personales y de conciliación familiar, cuando las necesidades de\nproducción lo permitan y previa comunicación y autorización de su jefatura,\nincluso con menos de cinco días de antelación si se está adscrito a la\nflexibilidad de reforzada.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4.Comisión de Seguimiento.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se establece una comisión paritaria compuesta por la dirección de la\nempresa, y la representación de los trabajadores\u002Fas firmantes del convenio\ncolectivo, cuya función será velar por el cumplimiento de las medidas de\nflexibilidad previstas y su adecuación a los términos pactados.\u003C\u002Fp>\n\n\u003Cp>Adicionalmente, la comisión de seguimiento tendrá las siguientes\ncompetencias:\u003C\u002Fp>\n\n\u003Cp>a)Recibir la información sobre:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Movimientos efectuados en aplicación de la bolsa\nde horas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Horas que no hubieran sido saldadas por exceso o\ndefecto a 31 de diciembre de cada año.\u003C\u002Fp>\n\n\u003Cp>b)Analizar y velar por el cumplimiento de lo pacto en materia de\nflexibilidad, evitando un mal uso de esta. De este modo se evitarán entre\notros comportamientos:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-El incumplimiento de la normativa de descanso\nentre jornada reglamentariamente establecida.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-El llamamiento en tiempo inferior a cinco días\ndebidamente justificado.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-El uso abusivo no justificado de la bolsa de\nhoras, ampliando o reduciendo de forma prolongada la jornada del trabajador\u002Fa,\nsin causa suficiente.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-El uso reiterado de la bolsa de horas sobre el\u002Fla\nmismo\u002Fa trabajador\u002Fa de forma injustificada.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-El uso de la bolsa de horas en días festivos sin\ncausa que lo justifique.\u003C\u002Fp>\n\n\u003Cp>c)Analizar las discrepancias que puedan existir en cuanto al uso de la bolsa\nde horas por parte de el\u002Fla trabajador\u002Fa por motivos personales y de\nconciliación.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5.Compensación económica del sistema de bolsa de\nhoras.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A fin de simplificar la gestión retributiva del sistema, en los supuestos\nde reducción (-) de la jornada a través de este sistema de flexibilidad, no\nsupondrá un descuento de las horas ordinarias de el\u002Fla trabajadora, de igual\nforma que en el supuesto de aumento (+) de la jornada programada por\nrequerimiento de este sistema de flexibilidad, tampoco supondrá un aumento de\nla retribución de las horas ordinarias, compensándose así entre ellas.\u003C\u002Fp>\n\n\u003Cp>Con independencia de lo dispuesto en el párrafo anterior, los\ndeslizamientos por jornada, nocturnidad, festividad, etc., se devengarán en\nfunción de la jornada efectiva realmente realizada.\u003C\u002Fp>\n\n\u003Cp>Adicionalmente se establece una compensación económica a cada hora de este\nsistema de flexibilidad, marcando el principio de devengo por cada uso de horas\n(+) y trabajador\u002Fa, establecidas en el anexo I. \u003C\u002Fp>\n\n\u003Ch3 id=\"L361\">Artículo 20. Programación de turnos.\u003C\u002Fh3>\n\n\u003Cp>La programación de turnos se publicará de forma anual, en el último\ntrimestre del año de aplicación.\u003C\u002Fp>\n\n\u003Cp>Como cambio de programación se entiende la modificación de turno de\ntrabajo «en bloque o diario», asignado a cada trabajador, incluido el cambio\nde día libre.\u003C\u002Fp>\n\n\u003Cp>Los cambios de programación podrán realizarse por bloques, número de\ndías de trabajo comprendidos entre libres, o por días sueltos.\u003C\u002Fp>\n\n\u003Cp>Los cambios de turno ya sean de bloque o de días sueltos, serán\npreavisados con la mayor antelación posible por parte de la empresa, que sólo\nhará uso de esta potestad en caso de necesidad y contando con el\nconsentimiento del trabajador.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de programaciones de turno con rotaciones de 7 días on\u002F7\ndías off, o 14 días on\u002F14 días off, la empresa podrá programar dentro de\nlos periodos de libranza «días off» hasta un máximo de 11 días de\nvacaciones, que deberán estar debidamente reflejados en las programaciones.\u003C\u002Fp>\n\n\u003Ch3 id=\"L373\">Artículo 21. Licencias y Permisos Retribuidos.\u003C\u002Fh3>\n\n\u003Cp>En esta materia se estará a la regulación dispuesta en cada momento en el\ntexto refundido del Estatuto de los trabajadores «TRET» y demás legislación\nvigente.\u003C\u002Fp>\n\n\u003Cp>La persona trabajadora, previo aviso y justificación, podrá ausentarse del\ntrabajo, con derecho a remuneración, por alguno de los motivos y por el tiempo\nsiguiente:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>a)Quince días naturales en caso de matrimonio o registro de pareja de\nhecho.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>b)Cinco días por accidente o enfermedad graves, hospitalización o\nintervención quirúrgica sin hospitalización que precise reposo domiciliario\ndel cónyuge, pareja de hecho o parientes hasta el segundo grado por\nconsanguineidad o afinidad, incluido el familiar consanguíneo de la pareja de\nhecho, así como de cualquier otra persona distinta de las anteriores, que\nconviva con la persona trabajadora en el mismo domicilio y que requiera el\ncuidado efectivo de aquella.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Dos días por el fallecimiento del cónyuge, pareja de hecho o parientes\nhasta el segundo grado de consanguinidad o afinidad. Cuando con tal motivo la\npersona trabajadora necesite hacer un desplazamiento al efecto, el plazo se\nampliará en dos días.\u003C\u002Fp>\n\n\u003Cp>c)Un día por traslado del domicilio habitual.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-administrativedays\">d)Por el tiempo indispensable, para el cumplimiento de un deber inexcusable\nde carácter público y personal, comprendido el ejercicio del sufragio activo.\nCuando conste en una norma legal o convencional un periodo determinado, se\nestará a lo que esta disponga en cuanto a duración de la ausencia y a su\ncompensación económica.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Cuando el cumplimiento del deber antes referido suponga la imposibilidad de\nla prestación 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\nafectado a la situación de excedencia regulada en el artículo 46.1.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de que el trabajador, por cumplimiento del deber o desempeño\ndel cargo, perciba una indemnización, se descontará el importe de la misma\ndel salario a que tuviera derecho en la empresa.\u003C\u002Fp>\n\n\u003Cp>e)Para realizar funciones \u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">sindicales o de representación del personal en\nlos términos establecidos legal o convencionalmente.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">f)Por el tiempo indispensable para la realización de exámenes prenatales y\ntécnicas de preparación al parto y, en los casos de adopción, guarda con\nfines de adopción o acogimiento, para la asistencia a las preceptivas sesiones\nde información y preparación y para la realización de los preceptivos\ninformes psicológicos y sociales previos a la declaración de idoneidad,\nsiempre, en todos los casos, que deban tener lugar dentro de la jornada de\ntrabajo.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g)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 \u003C\u002Fp>\n\n\u003Cp>recomendaciones, limitaciones o prohibiciones al desplazamiento establecidas\npor las autoridades competentes, así como cuando concurra una situación de\nriesgo grave e inminente, incluidas las derivadas de una catástrofe o\nfenómeno meteorológico adverso. Transcurridos los cuatro días, el permiso se\nprolongará hasta que desaparezcan las circunstancias que lo justificaron, sin\nperjuicio de la posibilidad de la empresa de aplicar una suspensión del\ncontrato de trabajo o una reducción de jornada derivada de fuerza mayor en los\ntérminos previstos en el artículo 47.6.\u003C\u002Fp>\n\n\u003Cp>Cuando la naturaleza de la prestación laboral sea compatible con el trabajo\na distancia y el estado de las redes de comunicación permita su desarrollo, la\nempresa podrá establecerlo, observando el resto de las obligaciones formales y\nmateriales recogidas en la Ley 10\u002F2021, de 9 de julio, de trabajo a distancia,\ny, en particular, el suministro de medios, equipos y herramientas adecuados.\u003C\u002Fp>\n\n\u003Cp>Por el tiempo indispensable para la realización de los actos preparatorios\nde la donación de órganos o tejidos siempre que deban tener lugar dentro de\nla jornada de trabajo.\u003C\u002Fp>\n\n\u003Cp>Adicionalmente se recoge licencia y permisos retribuidos para los siguientes\nsupuestos:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Un día como consecuencia de boda de padre o\nmadre, hijos o hijas, o hermanos o hermanas, incluso parentesco político,\nampliable a dos si fueran en distinto lugar del de residencia habitual de la\npersona trabajadora, en función de la distancia al lugar.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Hasta 3 días como máximo al año para la\nrealización de exámenes o pruebas definitivas de aptitud para aquellos\nsupuestos en el que se trate de ciclos de formación profesional siempre que\nlos estudios que se cursen tengan relación o aplicación en la compañía,\ncentros de formación EASA parte 147, o exámenes por libre establecidos por\nAESA para la obtención de una licencia de mantenimiento de aeronaves.\u003C\u002Fp>\n\n\u003Cp>Posteriormente al uso de este permiso se deberá justificar la realización\ndel examen.\u003C\u002Fp>\n\n\u003Cp>Teniendo en cuenta que se entiende que las licencias y permisos Retribuidos\ndel presente artículo se refieren al estándar de jornada de ocho horas\ndiarias, en el supuesto de jornadas superiores en los permisos y licencias\nretribuidas se computaran ocho horas.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3 id=\"L415\">Artículo 22. Vacaciones.\u003C\u002Fh3>\n\n\u003Cp>En todo lo relativo a vacaciones se estará a lo dispuesto en el texto\nrefundido del Estatuto de los trabajadores y demás legislación vigente.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>Las personas trabajadoras tendrán derecho a veintidós días laborables.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>El período vacacional deberá disfrutarse dentro del año natural.\u003C\u002Fp>\n\n\u003Cp>Los días que no se disfruten dentro de ese año, por consenso entre empresa\ny trabajador, y siendo decisión en última instancia del responsable de cada\ndepartamento como medida excepcional y en función de las necesidades de este,\npodrá extenderse el ámbito de disfrute de este período hasta el último día\ndel primer mes del año entrante.\u003C\u002Fp>\n\n\u003Cp>Si el\u002Fla trabajador\u002Fa durante su periodo de disfrute de las vacaciones cae\nen situación de incapacidad temporal, mantendrá su derecho a recuperar los\ndías transcurridos en dicha situación. En este caso, deberá comunicarlo a la\ncompañía. Los días de vacaciones dejados de disfrutar por esta causa, se\ndisfrutarán cuando las necesidades del servicio lo permitan, y una vez\nacreditado el internamiento o enfermedad mediante el documento oficial de baja\no certificación medica oficial si es en un país extranjero.\u003C\u002Fp>\n\n\u003Cp>Cuando el periodo de vacaciones fijado en el calendario de vacaciones de la\nempresa coincida en el tiempo con una incapacidad temporal derivada del\nembarazo, el parto o la lactancia natural o con el periodo de suspensión del\ncontrato de trabajo previsto en los apartados 4,5 y 7 del artículo 48 del E.T,\nse tendrá derecho a disfrutar las vacaciones en fecha distinta a la de la\nincapacidad temporal o a la del disfrute del \u003C\u002Fp>\n\n\u003Cp>permiso que por aplicación de dicho precepto le correspondan, al finalizar\nel periodo de suspensión, aunque haya terminado el año natural al que\ncorresponda.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de que el periodo de vacaciones coincida con una incapacidad\ntemporal por contingencias distintas a las señaladas en el párrafo anterior\nque imposibilite al trabajador disfrutarlas, total o parcialmente, durante el\naño natural al que corresponden, el\u002Fla trabajador\u002Fa podrá hacerlo una vez\nfinalice su incapacidad, y siempre que no hayan transcurrido más de dieciocho\nmeses a partir de la final del año en que se hayan originado.\u003C\u002Fp>\n\n\u003Cp>El\u002Fla trabajador\u002Fa que cese en el transcurso del año tendrá derecho a\npercibir la parte proporcional de vacaciones que no haya disfrutado. Caso de\nhaber disfrutado más tiempo del que le corresponda, deberá resarcir a la\nempresa del exceso, pudiendo ésta practicar el correspondiente descuento en la\nliquidación.\u003C\u002Fp>\n\n\u003Ch3 id=\"L435\">Artículo 23. Procedimiento de asignación de vacaciones.\u003C\u002Fh3>\n\n\u003Cp>Por ser necesario establecer anualmente turnos y\u002Fo fechas concretas para el\ndisfrute de vacaciones, se publicará, con la antelación suficiente, un cuadro\nen el que se establezcan los diversos turnos y fechas de vacaciones y número\nde trabajadores que pueden tomar vacaciones en cada uno de los turnos y\ncategorías profesionales.\u003C\u002Fp>\n\n\u003Cp>1.Se fijarán de común acuerdo, no debiéndose quedar ningún departamento\nsin personal que pueda atender el buen funcionamiento de este. La asignación\nde vacaciones se hará por grupos profesionales del personal de mantenimiento,\nreservándose la empresa el derecho a limitar el número de personas por base\nde cada grupo, categoría profesional y habilitación. Cuando esto ocurra,\ntendrá prioridad de asignación la persona que el año anterior hubiese tenido\nmenor puntuación.\u003C\u002Fp>\n\n\u003Cp>2.La solicitud se hará a través de la plataforma de turnos y fichajes\nestablecida por la compañía y ésta deberá ser validada por el responsable\ndel departamento.\u003C\u002Fp>\n\n\u003Cp>3.Las personas que en el plazo establecido al efecto no realicen la\nsolicitud de vacaciones, tendrán que esperar a que se publiquen las vacaciones\nde todo el personal para poder elegir las suyas.\u003C\u002Fp>\n\n\u003Cp>4.Finalizado el plazo de solicitudes, los responsables de cada departamento\nprocederán a la asignación de vacaciones, de acuerdo con las peticiones\nrecibidas y cupos existentes. El orden de elección viene dado en el sentido\ninverso a los puntos acumulados por las vacaciones del año en curso. El\nsistema de penalización de puntos, teniendo en cuenta que puede variar en\nfunción de las fechas en que caiga semana santa, será el siguiente:\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:17.3pt\">\n      \u003Ctd width=\"73\" rowspan=\"2\" style=\"width:54.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Enero.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" style=\"width:65.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Del 1 al\n        15.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\" style=\"width:48.5pt;border:solid windowtext 1.0pt;border-bottom:   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:10.0pt\">10 puntos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"87\" style=\"width:65.3pt;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:10.0pt\">Del 16 al\n        31.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\" style=\"width:48.5pt;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:10.0pt\">2 puntos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:23.35pt\">\n      \u003Ctd width=\"73\" style=\"width:54.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:23.35pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Febrero.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" style=\"width:65.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:23.35pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Todo el\n        mes.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\" style=\"width:48.5pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:23.35pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">0 puntos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:27.9pt\">\n      \u003Ctd width=\"73\" style=\"width:54.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:27.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Marzo.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" style=\"width:65.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:27.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Todo el\n        mes.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\" style=\"width:48.5pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:27.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">3 puntos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:24.55pt\">\n      \u003Ctd width=\"73\" style=\"width:54.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:24.55pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Abril.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" style=\"width:65.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:24.55pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Todo el\n        mes.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\" style=\"width:48.5pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:24.55pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">4 puntos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:29.05pt\">\n      \u003Ctd width=\"73\" style=\"width:54.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:29.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Mayo.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" style=\"width:65.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:29.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Todo el\n        mes.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\" style=\"width:48.5pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:29.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">5 puntos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"73\" rowspan=\"2\" style=\"width:54.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Junio.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" style=\"width:65.3pt;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:10.0pt\">Del 1 al\n        15.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\" style=\"width:48.5pt;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:10.0pt\">8 puntos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"87\" style=\"width:65.3pt;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:10.0pt\">Del 16 al\n        30.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\" style=\"width:48.5pt;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:10.0pt\">10 puntos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:26.05pt\">\n      \u003Ctd width=\"73\" style=\"width:54.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:26.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Julio.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" style=\"width:65.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:26.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Todo el\n        mes.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\" style=\"width:48.5pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:26.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">11 puntos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:23.45pt\">\n      \u003Ctd width=\"73\" style=\"width:54.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:23.45pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Agosto.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" style=\"width:65.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:23.45pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Todo el\n        mes.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\" style=\"width:48.5pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:23.45pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">12 puntos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"73\" rowspan=\"2\" style=\"width:54.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Septiembre.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" style=\"width:65.3pt;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:10.0pt\">Del 1 al\n        15.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\" style=\"width:48.5pt;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:10.0pt\">10 puntos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"87\" style=\"width:65.3pt;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:10.0pt\">Del 16 al\n        30.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\" style=\"width:48.5pt;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:10.0pt\">8 puntos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:29.95pt\">\n      \u003Ctd width=\"73\" style=\"width:54.95pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:29.95pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Octubre.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" style=\"width:65.3pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:29.95pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Todo el\n        mes.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\" style=\"width:48.5pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:29.95pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">1 puntos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:28.25pt\">\n      \u003Ctd width=\"73\" style=\"width:54.95pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:28.25pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Noviembre.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" style=\"width:65.3pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:28.25pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Todo el\n        mes.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\" style=\"width:48.5pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:28.25pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">0 puntos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"73\" style=\"width:54.95pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Diciembre.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" style=\"width:65.3pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Del 1 al\n        15.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\" style=\"width:48.5pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">8 puntos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"73\" style=\"width:54.95pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center\">\u003Cspan style=\"font-size:   10.0pt;line-height:110%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" style=\"width:65.3pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Del 16 al\n        31.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\" style=\"width:48.5pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">12 puntos.\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>En igualdad de condiciones se atenderán las solicitudes por orden de\nantigüedad administrativa en la empresa del trabajador\u002Fa.\u003C\u002Fp>\n\n\u003Cp>5.La semana santa tendrá una puntuación de 8 puntos por día, desde el\njueves santo hasta el segundo domingo de pascua, ambos inclusive.\u003C\u002Fp>\n\n\u003Cp>Las vacaciones disfrutadas en fechas coincidentes con las festividades\nlocales de la base en que se esté asignado tendrán una puntuación de 8\npuntos por día.\u003C\u002Fp>\n\n\u003Cp>El\u002Fla responsable de cada base remitirá anualmente al jefe\u002Fa de producción\nlas festividades de su base.\u003C\u002Fp>\n\n\u003Cp>Esta puntuación es de referencia y cada base remitirá al jefe\u002Fa de\nproducción su puntuación, teniendo en cuenta las particularidades de dichas\nbases (picos de trabajo, fiestas propias, etc.).\u003C\u002Fp>\n\n\u003Cp>6.Los\u002Flas responsables de cada departamento deberán reportar semestralmente\nal departamento de recursos humanos el estado de disfrute de vacaciones de\ntodas las personas que estén a su cargo, facilitando fotocopia de los\noriginales de cada una de las solicitudes, así como de los modelos de\nmodificación sobre la petición originaria.\u003C\u002Fp>\n\n\u003Cp>7.Con independencia de que el departamento de recursos humanos tenga\nconstancia de los períodos vacacionales de todos los trabajadores, será cada\nresponsable de departamento quien lleve el control sobre los mismos.\u003C\u002Fp>\n\n\u003Cp>8.El plazo de solicitud para los\u002Flas trabajadores\u002Fas incluidos en el ámbito\npersonal de este convenio será hasta el 30 de noviembre del año anterior al\nde disfrute, con la finalidad de poder preparar cuadrantes anuales.\u003C\u002Fp>\n\n\u003Cp>9.Ante cualquier modificación en el período de vacaciones se deberá\ninformar al responsable del departamento a que se pertenezca, cumplimentando el\nmodelo que se adjunta a este escrito como anexo II.\u003C\u002Fp>\n\n\u003Cp>10.Las personas que, después de la asignación y publicación del cuadro de\nvacaciones cambien voluntariamente de puesto de trabajo, conservaran, solo si\nello es posible, la asignación efectuada en su anterior puesto, salvo que\ndicha asignación resulte incompatible con la actividad normal en servicio. En\neste último caso se procederá a la fijación de uno o unos nuevos periodos\nvacacionales, acordes con el puesto.\u003C\u002Fp>\n\n\u003Cp>11.Las personas incorporadas a la empresa con posterioridad a la\npublicación de los cuadros de vacaciones o que hayan promocionado a otro\ndepartamento, aun habiendo elegido período vacacional y haberse adjudicado de\nmodo firme, se le asignara, el periodo de disfrute de sus vacaciones según las\nnecesidades del departamento a que se incorpore.\u003C\u002Fp>\n\n\u003Cp>12.En el supuesto de programaciones de turno con rotaciones de 7 días ON\u002F7\ndías OFF, o 14 días ON\u002F14 días OFF, dentro de los periodos de libranza\n«días OFF» se programará hasta un máximo de 11 días de vacaciones, que\ndeberán estar debidamente reflejados en las programaciones.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L507\">Artículo 24. Excedencia.\u003C\u002Fh3>\n\n\u003Cp>- Excedencia Forzosa. Estarán sujeta a la regulación vigente en cada\nmomento y demás leyes de aplicación.\u003C\u002Fp>\n\n\u003Cp>- Excedencia Voluntaria. Respecto a la solicitud, duración, concesión de\nexcedencia voluntaria y a la reincorporación posterior a la empresa, se\nestará a lo dispuesto en la Legislación vigente, no teniendo otras\nlimitaciones que las siguientes:\u003C\u002Fp>\n\n\u003Cp>-El trabajador realizará la solicitud con dos meses de antelación a la\nfecha de la excedencia, dentro de los cuales la empresa tendrá un plazo de un\nmes para contestar a la solicitud de excedencia, con objeto de adecuar la\nplantilla a la situación que sobreviene.\u003C\u002Fp>\n\n\u003Cp>-El trabajador en situación de excedencia voluntaria deberá solicitar su\nreingreso a la empresa con treinta días de antelación a la fecha de\ncumplimiento del período de excedencia. La empresa podrá solicitar\ndocumentación de la vida laboral durante el periodo de excedencia.\u003C\u002Fp>\n\n\u003Cp>- Excedencia Especial. Las personas trabajadoras podrán solicitar\nexcedencia especial de un mínimo de 15 días y un máximo de 3 meses y 29\ndías, siempre que medien causas justificadas a juicio de la dirección de la\nempresa, estando sujeta a las necesidades del servicio y a la finalización del\ndisfrute previo de las vacaciones que correspondan a la persona trabajadora\nhasta ese momento.\u003C\u002Fp>\n\n\u003Cp>Así mismo, esta excedencia especial, se solicitará con un preaviso de 15\ndías dentro de los cuales la empresa responderá a dicha solicitud.\u003C\u002Fp>\n\n\u003Ch2 id=\"L525\">\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">\u003Ch2 id=\"L525\">CAPÍTULO IV Clasificación profesional\u003C\u002Fh2>\n\n\u003Ch3 id=\"L527\">Artículo 25. Grupo profesional.\u003C\u002Fh3>\u003C\u002Fdiv>\u003Ch3 id=\"L527\">\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Cp>Todo el personal afectado por el presente convenio será clasificado en uno\nde los siguientes grupos profesionales de mantenimiento de aeronaves, donde se\nhallan encuadrados los trabajadores que realizan labores de mantenimiento y\nreparación de las aeronaves y sus componentes, asignados a la línea y\u002Fo\nrevisión:\u003C\u002Fp>\n\n\u003Cp>Mecánico:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Mecánico A, que será aquel en el que se\nencuadren todos los trabajadores contratados por la compañía para asistir al\nmantenimiento y reparación de las aeronaves, ya sea en línea o revisión, y\nque actúan bajo la supervisión y control de personal de un grupo superior.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Mecánico B, cuya principal diferencia con el\ngrupo anterior será la experiencia profesional.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Mecánico C, cuya principal diferencia con el\ngrupo anterior será la experiencia profesional.\u003C\u002Fp>\n\n\u003Cp>Técnico de mantenimiento de aeronaves y sus diferentes niveles de\nprogresión, serán aquellos trabajadores contratados por la compañía para\nmantener y reparar las aeronaves, ya sea en línea o revisión, con licencia\nEASA parte 66, con habilitación tipo o sin ella, y autorización o no de la\ncompañía para certificar las tareas de mantenimiento.\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:17.05pt\">\n      \u003Ctd width=\"34\" style=\"width:25.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">TMA\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"17\" style=\"width:12.95pt;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\">A\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"34\" style=\"width:25.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">TMA\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"17\" style=\"width:12.95pt;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\">B\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"34\" style=\"width:25.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">TMA\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"17\" style=\"width:12.95pt;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\">C\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"34\" style=\"width:25.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">TMA\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"17\" style=\"width:12.95pt;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\">D\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"34\" style=\"width:25.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">TMA\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"17\" style=\"width:12.95pt;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\">E\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"34\" style=\"width:25.45pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">TMA\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"17\" style=\"width:12.95pt;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\">F\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>Nota: Para progresar a nivel TMA C, o superior, es requisito necesario ser\nnombrado personal certificador en el caso de mantenimiento en línea, o\npersonal de apoyo en el caso de mantenimiento en base.\u003C\u002Fp>\n\n\u003Cp>Técnicos de mantenimiento estructuras y tratamientos superficiales,\nrealizan la reparación de elementos fijos y estructurales de la, ajustándose\na los procedimientos, \u003C\u002Fp>\n\n\u003Cp>normas e instrucciones, consiguiendo la calidad requerida y en condiciones\nde seguridad.\u003C\u002Fp>\n\n\u003Cp>-Auxiliar en estructuras y tratamientos superficiales a, que será aquel en\nel que se encuadren todos los trabajadores contratados por la compañía para\nasistir al mantenimiento y reparación en las estructuras de las aeronaves, ya\nsea en línea o revisión, y que actúan bajo la supervisión y control de\npersonal de un grupo superior.\u003C\u002Fp>\n\n\u003Cp>-Auxiliar en estructuras y tratamientos superficiales b, cuya principal\ndiferencia con el grupo anterior será la experiencia profesional.\u003C\u002Fp>\n\n\u003Cp>Técnicos de mantenimiento estructuras y sus diferentes niveles de\nprogresión conforme a la experiencia, desarrolla su actividad dependiendo, en\nsu caso, funcional y\u002Fo jerárquicamente de un superior. Puede tener personal a\nsu cargo en ocasiones, por temporadas o de forma estable.\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:17.05pt\">\n      \u003Ctd width=\"34\" style=\"width:25.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" 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\">TME\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"17\" style=\"width:12.95pt;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\">C\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"34\" style=\"width:25.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" 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\">TME\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"17\" style=\"width:12.95pt;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\">B\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"34\" style=\"width:25.45pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" 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\">TME\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"17\" style=\"width:12.95pt;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\">A\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=\"L2284\">Artículo 26. Polivalencia de funciones.\u003C\u002Fh3>\n\u003C\u002Fdiv>\n\n\u003Cp>La empresa, respecto de las funciones a desempeñar, de acuerdo con sus\nfacultades de organización, y siempre que la autoridad aeronáutica lo\npermita, podrá asignar al trabajador funciones elementales propias de otra\nespecialidad en aras de una mayor eficacia del proceso productivo.\u003C\u002Fp>\n\n\u003Cp>se entiende que son funciones elementales aquellas que para su correcta\nrealización es suficiente el bagaje general de conocimientos y destrezas\npropias del colectivo de técnicos de mantenimiento aeronáutico. pueden\nejecutarse con instrucciones simples y pueden requerir un entrenamiento\nmínimo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L581\">Artículo 27. Cargos.\u003C\u002Fh3>\n\n\u003Cp>La empresa podrá designar las personas que crea conveniente de entre la\nplantilla de la compañía, para ejercer las labores de organización y mando.\nlos cargos son de libre y expresa designación y remoción por la compañía.\nDichos cargos son de libre aceptación y renuncia por el trabajador, con la\nsalvedad de que, una vez aceptado el cargo, si el trabajador desease renunciar\nal mismo, deberá esperar a que la compañía, salvo que decidiese amortizar\neste cargo concreto, pueda realizar la sustitución de forma ordenada. La\ncompañía se compromete a poner la diligencia adecuada al objeto de realizar\nla sustitución lo antes posible.\u003C\u002Fp>\n\n\u003Cp>Los cargos no podrán ser nunca objeto de renuncia colectiva. Los cargos no\nse considerarán una categoría.\u003C\u002Fp>\n\n\u003Cp>-Jefe de turno, gestiona y optimiza todo el personal y medios técnicos\nasignados a su turno con el fin de asegurar el cumplimiento del parte de\nproducción y de la continuidad del proceso productivo.\u003C\u002Fp>\n\n\u003Cp>En ausencia del jefe de turno se designará de entre los TMA de la plantilla\nde compañía, con criterio de mayor nivel, antigüedad en el mismo y en la\nempresa como jefe de turno de forma interina, percibiendo la parte proporcional\ndel plus de turno.\u003C\u002Fp>\n\n\u003Cp>-Coordinador, es el responsable de asumir las funciones de supervisión\u002F\ncoordinación de grupos de trabajo delegadas por el jefe de turno, percibiendo\nel abono diario de esta función.\u003C\u002Fp>\n\n\u003Cp>El desempeño de estos cargos y cualesquiera otros conllevará el percibo de\nun plus de cargo, que dejará de ser percibido en el momento en que deje de\nostentarse dicho cargo.\u003C\u002Fp>\n\n\u003Cp>Así mismo, el abono de estos pluses no puede darse simultáneamente. \u003C\u002Fp>\n\n\u003Ch2 id=\"L599\">CAPÍTULO V Ingreso y progresión\u003C\u002Fh2>\n\n\u003Ch3 id=\"L601\">Artículo 28. Candidatos y pruebas de ingreso.\u003C\u002Fh3>\n\n\u003Cp>Es facultad de la compañía establecer y decidir las pruebas de ingreso y,\nen general, todo el proceso de elección y contratación efectiva de los\ntrabajadores de mantenimiento hasta su admisión en la compañía, sin más\nlimitaciones que las impuestas expresamente por la autoridad aeronáutica y la\nnormativa europea aplicable vigente en cada momento.\u003C\u002Fp>\n\n\u003Cp>Los requisitos básicos de ingreso serán los siguientes para los técnicos\nde mantenimiento de aeronaves y mecánicos.\u003C\u002Fp>\n\n\u003Cp>a)Disponer de LMA parte 66.\u003C\u002Fp>\n\n\u003Cp>b)Estar en proceso de realización o haber finalizado, un curso de\nformación básica en mantenimiento aeronáutico reconocido bajo la normativa\nEASA parte 147.\u003C\u002Fp>\n\n\u003Cp>c)Haber realizado un curso de ciclo formativo de grado superior en las ramas\naeronáuticas, reconocido por el ministerio de educación y ciencia, o su\nhomologo.\u003C\u002Fp>\n\n\u003Cp>En cuanto a los niveles de contratación se seguirán los siguientes\ncriterios:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Formación EASA 147 y\u002Fo ciclo formativo grado\nsuperior ingresaran como mecánico A.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-LMA A nivel mecánico B.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-LMA B1 o B2 sin habilitación, nivel TMA A.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-LMA B1 o B2 con habilitación tipo de la flota\nmantenida por la compañía, nivel TMA B.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-LMA B1 o B2 con habilitación tipo de la flota\nmantenida por la compañía y más de 5 años de experiencia reciente, nivel\nTMA C.\u003C\u002Fp>\n\n\u003Cp>Los requisitos básicos de ingreso serán los siguientes, para los técnicos\nde mantenimiento estructuras y auxiliares de estructuras y tratamientos\nsuperficiales.\u003C\u002Fp>\n\n\u003Cp>a)Ciclo formativo del ministerio de educación y ciencia en tecnologías\nafines a la familia profesional.\u003C\u002Fp>\n\n\u003Cp>b)Cursos de formación relevantes.\u003C\u002Fp>\n\n\u003Cp>c)Experiencia acreditada.\u003C\u002Fp>\n\n\u003Cp>En cuanto a los niveles de contratación se seguirán los siguientes\ncriterios:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Personal con formación sin experiencia ingresará\ncomo auxiliar en mantenimiento estructuras o tratamientos superficiales A.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Personal con formación y dos años de experiencia\ningresará como auxiliar en mantenimiento estructuras o tratamientos\nsuperficiales B.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Personal con formación y mínimo de cinco años\nde experiencia ingresará como técnicos de mantenimiento estructuras A.\u003C\u002Fp>\n\n\u003Cp>En casos excepcionales y previa consulta con los representantes del\ncolectivo de técnicos, la empresa podrá contratar en niveles superiores a\npersonal que cumpla requisitos de experiencia, formación, cualificación\nmencionados anteriormente.\u003C\u002Fp>\n\n\u003Cp>Se favorecerá la promoción interna frente a la contratación de\ntrabajadores externos.\u003C\u002Fp>\n\n\u003Ch3 id=\"L645\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3 id=\"L645\">Artículo 29. Período de prueba.\u003C\u002Fh3>\n\n\u003Cp>En los contratos de trabajo, podrá concertarse por escrito un periodo de\nprueba, con sujeción a los límites de duración que, en su caso, se establece\nen este convenio colectivo.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>Los trabajadores en posesión de título que les cualifique como técnicos,\nsiempre y cuando sean contratados para desempeñar funciones a que dicho\ntítulo hace referencia tendrán un período de prueba de tres meses. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>El resto de los trabajadores que no se encuentren incluidos en el párrafo\nanterior, tendrán un período de prueba de un mes.\u003C\u002Fp>\n\n\u003Cp>Durante el período de prueba cualquiera de las partes podrá resolver el\ncontrato de trabajo sin plazo de preaviso, sin perjuicio de las indemnizaciones\nestablecidas para los cursos en el artículo 10 del presente convenio, para los\ncasos en que el trabajador rescinda el contrato. Una vez superado el período\nde prueba, éste se computará a todos los efectos.\u003C\u002Fp>\n\n\u003Cp>En situaciones de incapacidad temporal, nacimiento, adopción, acogimiento,\nriesgo durante el embarazo, riesgo durante la lactancia, violencia de género,\nque afecten a la persona trabajadora durante el periodo de prueba, interrumpen\nel cómputo del mismo siempre que se produzca acuerdo entre ambas partes.\u003C\u002Fp>\n\n\u003Ch3 id=\"L657\">Artículo 30. Progresión Salarial.\u003C\u002Fh3>\n\n\u003Cp>Se establece para las progresiones el siguiente procedimiento:\u003C\u002Fp>\n\n\u003Cp>1.Se entiende por progresión el paso de un nivel económico a otro dentro\ndel mismo grupo profesional o el paso a un grupo profesional superior. Las\nprogresiones se producirán teniendo en cuenta la formación, méritos,\nantigüedad del trabajador, así como las facultades organizativas del\nempresario como recoge el artículo 24 del Estatuto de los trabajadores. La\nfinalidad de las progresiones y evaluaciones del trabajador habrán de respetar\nel principio de igualdad y la no discriminación entre todos los\ntrabajadores.\u003C\u002Fp>\n\n\u003Cp>2.Las progresiones se realizarán con periodicidad anual con fecha 1 de\nenero de cada año, en relación con los trabajadores susceptibles de obtener\nla correspondiente progresión, es decir, los del año anterior. El porcentaje\nmínimo autorizado de progresiones será del 20% de las personas trabajadoras\nque cumplan los requisitos de progresión.\u003C\u002Fp>\n\n\u003Cp>En todo caso se las progresiones deberán tener los requisitos del presente\nartículo.\u003C\u002Fp>\n\n\u003Cp>3.La consecución de un nivel superior por efecto de la progresión no\nestará supeditada a la existencia de vacante, pudiendo progresar todos los\ntécnicos que cumplan los requisitos siguientes:\u003C\u002Fp>\n\n\u003Cp>a) Dentro de cada categoría se establecen los siguientes niveles y tiempos\nmínimos y máximos de progresión:\u003C\u002Fp>\n\n\u003Cp>Técnicos de Mantenimiento de Aeronaves\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=\"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:18.95pt\">\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\">Niveles\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.5pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">Permanencia\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height: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\">Requisitos\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\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">TMA\n        F\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \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\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">TMA\n        E\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">2-5\n        años.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;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\">Evaluación.\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\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">TMA\n        D\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">2-5\n        años.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;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\">Evaluación.\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\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">TMA\n        C\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">2-5\n        años.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;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\">Evaluación.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:27.6pt\">\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:27.6pt\">\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\">TMA\n        B\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:27.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:27.6pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:110%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;line-height:110%;font-family:"Times New Roman",serif\">LMA\n        B + Tipo.\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\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">TMA\n        A\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.5pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;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\">LMA\n        B.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>Nota: Progresión automática a TMA B en el caso de poseer una LMA B con\nhabilitación tipo de aeronave mantenida por la compañía. \u003C\u002Fp>\n\n\u003Cp>Mecánicos\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: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\">Niveles\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.55pt;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\">Permanencia\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height: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\">Otros\n        Requisitos\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\">Mecánico\n        C.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" 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        años.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">LMA\n        A.\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\">Mecánico\n        B.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" 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        años.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\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    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;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\">Mecánico\n        A.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"90\" style=\"width:67.55pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\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=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>Nota: Progresión automática a Mecánico C en el caso de poseer una LMA\nA.\u003C\u002Fp>\n\n\u003Cp>Técnicos de mantenimiento estructuras\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: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=\"margin-left:.6pt;text-align:center;   text-indent:-.6pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;font-family:"Times New Roman",serif\">Niveles\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.5pt;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\">Permanencia\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height: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\">Otros\n        Requisitos\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\">TME\n        C.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"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=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\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    \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\">TME\n        B.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">2-5\n        años.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Evaluación.\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\">TME\n        A.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.5pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">2-5\n        años.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:11.0pt;   font-family:"Times New Roman",serif\">Evaluación.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>Auxiliar de mantenimiento estructuras o tratamientos superficiales\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:28.55pt\">\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: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\">Niveles\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:62.7pt;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\">Permanencia\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\" style=\"width:92.8pt;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\">Otros\n        Requisitos\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\">Auxiliar\n        TME\u002FTS B.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:62.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp 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\">2-3\n        años.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\" style=\"width:92.8pt;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\">Evaluación.\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:solid windowtext 1.0pt;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\">Auxiliar\n        TME\u002FTS A.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:62.7pt;border:solid windowtext 1.0pt;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        años.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\" style=\"width:92.8pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ES\" style=\"font-size:11.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>4.La empresa, con carácter excepcional y teniendo en cuenta las condiciones\nde titulación, formación, experiencia o un desarrollo extraordinario de la\ncapacidad profesional de una determinada persona, podrá establecer\nprogresiones de esta de una forma especial sin tener en cuenta los criterios\nestablecidos anteriormente.\u003C\u002Fp>\n\n\u003Cp>En dichos casos la dirección de mantenimiento facilitará a los\nrepresentantes laborales información de las personas afectadas por las\nprogresiones especiales y los términos y condiciones de estas.\u003C\u002Fp>\n\n\u003Ch3 id=\"L731\">Artículo 31. Requisitos comunes para la progresión y promoción\nprofesional.\u003C\u002Fh3>\n\n\u003Cp>Son requisitos comunes para la promoción en todos los grupos y\u002Fo\ncategorías profesionales los siguientes:\u003C\u002Fp>\n\n\u003Cp>1.No constar en el expediente del trabajador sanción por la comisión de\nuna falta catalogada como muy grave sobre su conducta profesional ni, en todo\ncaso, sanción por falta de cualquier grado en los dos años inmediatamente\nanteriores a la progresión.\u003C\u002Fp>\n\n\u003Cp>2.Haber superado los cursos, evaluaciones, pruebas e inspecciones\nperiódicas que determine la compañía para el desempeño de sus funciones.\u003C\u002Fp>\n\n\u003Cp>3.Haber realizado aquellos cursos en materia de prevención de riesgos\nlaborales que, por las funciones y responsabilidades designadas al puesto, la\nempresa haya establecido como necesarios.\u003C\u002Fp>\n\n\u003Cp>4.Informe previo con evaluación positiva de su aptitud y actitud, descrito\nen el anexo II.\u003C\u002Fp>\n\n\u003Cp>5.Haber superado el tiempo de permanencia mínimo en el nivel salarial para\nprogresar. \u003C\u002Fp>\n\n\u003Cp>Entre los trabajadores que reúnan todos los requisitos comunes y los\npropios de cada grupo o categoría, el jefe de producción o el director\ntécnico podrán promocionar a los trabajadores que, obviando el requisito de\npermanencia, les corresponda atendiendo a criterios de antigüedad\nadministrativa. Así mismo, los períodos de experiencia exigidos para cada\ngrupo y categoría podrán ser inferiores a los aquí estipulados, a criterio\nobjetivo y motivado del jefe\u002Fa de producción o del director\u002Fa técnico\u002Fa.\u003C\u002Fp>\n\n\u003Cp>En todo caso las promociones aplicadas al amparo del párrafo anterior, en\nningún caso se verá afectado el porcentaje mínimo establecido en el\nartículo 30.2 del presente convenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L749\">Artículo 32. Cobertura de Cargos.\u003C\u002Fh3>\n\n\u003Cp>En el momento que se produzca vacante de un cargo se publicará internamente\npara conocimiento de los trabajadores.\u003C\u002Fp>\n\n\u003Cp>Se cubrirá por aquel trabajador que, habiendo manifestado su voluntad de\ncubrirla, cumpla los requisitos exigidos y sea designado por la empresa. El\ncambio se formalizará por escrito.\u003C\u002Fp>\n\n\u003Cp>En el caso de que la cobertura del cargo suponga un cambio de base, éste\nserá considerado como voluntario en las condiciones expresas que se hubiese\nofertado la vacante.\u003C\u002Fp>\n\n\u003Cp>En el caso de no poder cubrir el cargo con el personal de plantilla propia,\npodrá ofrecerse a personal subcontratado.\u003C\u002Fp>\n\n\u003Ch2 id=\"L761\">CAPÍTULO VI Movilidad geográfica\u003C\u002Fh2>\n\n\u003Ch3 id=\"L763\">Artículo 33. Movilidad geográfica.\u003C\u002Fh3>\n\n\u003Cp>Es el cambio del centro de trabajo de la persona trabajadora que implica\npara el mismo el cambio de residencia permanente.\u003C\u002Fp>\n\n\u003Cp>La movilidad geográfica podrá ser voluntaria por cobertura de vacantes o a\npetición del interesado, u obligatoria.\u003C\u002Fp>\n\n\u003Cp>a)Movilidad geográfica voluntaria.\u003C\u002Fp>\n\n\u003Cp>Los traslados voluntarios se reconocen como medio de satisfacer dentro de un\nmarco lógico, las aspiraciones de cambio de centro de trabajo de las personas\ntrabajadoras.\u003C\u002Fp>\n\n\u003Cp>Podrán solicitar el traslado voluntario todas las personas trabajadoras que\nostenten las categorías y requisitos adecuados para desempeñar el puesto a\ncubrir.\u003C\u002Fp>\n\n\u003Cp>Todas las personas trabajadoras interesadas en un cambio de centro de\ntrabajo pueden en cualquier momento tramitar su solicitud de traslado al\ndepartamento de recursos humanos de la empresa.\u003C\u002Fp>\n\n\u003Cp>1.Traslado por cobertura de vacantes, la empresa publicara con treinta días\nla cobertura, con el fin de recibir todas las solicitudes.\u003C\u002Fp>\n\n\u003Cp>Cuando concurran varios trabajadores que hayan solicitado el traslado\nvoluntario, la dirección de la empresa, en función de los requisitos de\nidoneidad exigidos procederá a su concesión, primando en todo caso la\nantigüedad en la empresa.\u003C\u002Fp>\n\n\u003Cp>2.Traslados a petición del interesado cuando concurran varias solicitudes\nserán los siguientes por ese orden:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">- Mayor antigüedad en la empresa.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">- Mayor nivel. \u003C\u002Fp>\n\n\u003Cp>b)Movilidad geografía obligatoria.\u003C\u002Fp>\n\n\u003Cp>La movilidad geográfica obligatoria es aquella que viene impuesta por la\nempresa en base a la existencia de razones económicas, técnicas,\norganizativas o productivas que lo justifiquen y que se realizará de acuerdo\ncon la legislación vigente.\u003C\u002Fp>\n\n\u003Cp>En estos casos, la dirección designará al trabajador entre aquellos que\nreúnan la categoría, dominio de competencia, especialidad y requisitos\nnecesarios para ocupar el puesto. Así mismo se tendrá en cuenta la\nantigüedad en la categoría, designándose en igualdad de condiciones, al más\nmoderno en la Empresa.\u003C\u002Fp>\n\n\u003Cp>El plazo de incorporación al nuevo puesto de trabajo una vez designado el\ntrabajador y comunicada al mismo la orden de movilidad geográfica obligatoria,\nserá de 30 días a partir de la fecha de la comunicación al mismo de la\nmovilidad geográfica obligatoria.\u003C\u002Fp>\n\n\u003Cp>La empresa facilitará los pasajes necesarios preferentemente en avión, en\nla clase que corresponda al trabajador para su desplazamiento y el de sus\nbeneficiarios, hasta el lugar del nuevo destino. Cuando, por especiales\ncircunstancias, tanto el trabajador como sus beneficiarios estuviesen\nimposibilitados de realizar el viaje en avión, la Empresa sufragará el\ntraslado en otros medios de locomoción.\u003C\u002Fp>\n\n\u003Cp>La empresa sufragará, además, los gastos de traslado de muebles y enseres\nhasta el nuevo destino.\u003C\u002Fp>\n\n\u003Cp>La empresa compensará el traslado de centro de trabajo con los siguientes\nimportes mínimos mensuales en nómina:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Traslado nacional: 600 euros bruto\u002Fmes en doce\nmensualidades.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Traslado internacional: 1.200 euros bruto\u002Fmes en\ndoce mensualidades.\u003C\u002Fp>\n\n\u003Cp>Asimismo, adicionalmente, en el caso de traslados a destinos con un alto\ncoste habitacional, queda abierta la posibilidad de negociar mejoras a las\ncantidades establecidas en el caso de que la persona trabajadora afectada por\nel traslado y la empresa así lo acuerden.\u003C\u002Fp>\n\n\u003Cp>En este último caso, el trabajador que no acepte el cambio de centro de\ntrabajo podrá ejercitar las acciones que considere oportunas de acuerdo con lo\nestablecido en el artículo 40 del texto refundido del Estatuto de los\ntrabajadores.\u003C\u002Fp>\n\n\u003Ch3 id=\"L809\">Artículo 34. Movilidad geográfica temporal.\u003C\u002Fh3>\n\n\u003Cp>La empresa podrá desplazar temporalmente a sus trabajadores, por razones\neconómicas, técnicas, organizativas o de producción, o bien por\ncontrataciones referidas a la actividad empresarial, a otros centros de trabajo\nque exijan la residencia en población distinta de la de su domicilio habitual,\nsiempre que este período sea inferior a doce meses en tres años.\u003C\u002Fp>\n\n\u003Cp>La comunicación al trabajador afectado del desplazamiento con una\nantelación suficiente a la fecha de su efectividad que no podrá ser inferior\na cinco días laborables en casos de desplazamientos de duración superior a\ntres meses.\u003C\u002Fp>\n\n\u003Cp>El trabajador que acepte el desplazamiento percibirá además de su salario\nfijo, los gastos de viaje y las dietas de desplazamiento descritas en el\nartículo 35.a) del presente convenio colectivo.\u003C\u002Fp>\n\n\u003Cp>Si el desplazamiento tiene una duración superior a tres meses, el\ntrabajador tendrá derecho a un permiso de cuatro días laborables en su\ndomicilio de origen por cada tres meses de desplazamiento, sin que se puedan\ncomputar como tales los de viajes, cuyos gastos correrán a cargo del\nempresario.\u003C\u002Fp>\n\n\u003Cp>Los técnicos de mantenimiento que tengan que realizar desplazamientos a\ncentros de trabajo como consecuencia de una movilidad geográfica temporal,\nestarán obligados a realizar los cambios de jornada, turno y horario, con\nrespecto a lo que tuvieran programado en su centro de trabajo, que sean\nnecesarios para llevar a cabo sus tareas, así como atender labores de almacén\ny logística. \u003C\u002Fp>\n\n\u003Cp>Al objeto de compensar esta disponibilidad se abonará un plus flexibilidad\nen desplazamientos, a partir del tercer día desplazado de su centro de\ntrabajo.\u003C\u002Fp>\n\n\u003Ch2 id=\"L825\">CAPÍTULO VII Trabajos extraordinarios fuera de base\u003C\u002Fh2>\n\n\u003Ch3 id=\"L827\">Artículo 35. Condiciones Generales.\u003C\u002Fh3>\n\n\u003Cp>A fin de estableces las condiciones y conceptos básicos comunes para los\ndiferentes supuestos de Trabajos Extraordinarios Fuera de Base.\u003C\u002Fp>\n\n\u003Cp>a)Dietas.\u003C\u002Fp>\n\n\u003Cp>La persona trabajadora percibirá cuando se encuentre desplazado fuera de su\nbase una dieta en concepto de manutención, por cada día que permanezca\ndesplazado, que en función del ámbito geográfico en que se encuentre, será\nnacional o internacional, y se retribuirá conforme a:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Dieta Nacional: 50 euros\u002Fdía.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Dieta Internacional: 78 euros\u002Fdía.\u003C\u002Fp>\n\n\u003Cp>Los desplazamientos del lugar de alojamiento al centro de trabajo y\nviceversa correrán a cargo de la empresa.\u003C\u002Fp>\n\n\u003Cp>Nota: Se establece el umbral de tiempo para el criterio de percepción de\nmedia dieta las 16:00 horas tanto para la salida, como la llegada al centro de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>Cuando el trabajador supere su jornada ordinaria de trabajo comenzará a\ndevengar horas extraordinarias.\u003C\u002Fp>\n\n\u003Cp>En materia de dietas se estará a lo dispuesto en las normas del impuesto\nsobre la renta de las personas físicas:\u003C\u002Fp>\n\n\u003Cp>Se exceptúan de gravamen las cantidades destinadas por la empresa a\ncompensar los gastos normales de manutención y estancia, en restaurantes,\nhoteles y demás establecimientos de hostelería, devengadas por gastos en\nmunicipio distinto del lugar del trabajo habitual del perceptor y del que\nconstituya su residencia.\u003C\u002Fp>\n\n\u003Cp>Cuando se trate de desplazamiento y permanencia por un periodo continuado\nsuperior a nueve meses, no se exceptuarán de gravamen dichas asignaciones.\u003C\u002Fp>\n\n\u003Cp>A estos efectos, no se descontará el tiempo de vacaciones, en situación de\nit u otras circunstancias que no impliquen alteración del destino.\u003C\u002Fp>\n\n\u003Cp>En todas las situaciones que se tenga que permanecer fuera del centro de\ntrabajo, los transportes y estancias serán por cuenta de la compañía.\u003C\u002Fp>\n\n\u003Cp>El alojamiento deberá realizarse en hoteles de 4 estrellas o superior con\ndesayuno incluido, o en apartamentos de alojamiento individual.\u003C\u002Fp>\n\n\u003Cp>En supuestos de los desplazamientos superiores a quince días, la persona\ntrabajadora podrá optar por la percepción de la dieta completa que le\ncorresponda incrementada en un 80% siendo en este caso el hotel y el desayuno a\ncargo del desplazado.\u003C\u002Fp>\n\n\u003Cp>En ambos supuestos los gastos de viaje correrán a cargo de la empresa, con\nla debida justificación.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>b)Cobertura sanitaria.\u003C\u002Fp>\n\n\u003Cp>Dado el carácter internacional de las operaciones de la compañía, la\npersona trabajadora se compromete a mantener en vigor la tarjeta sanitaria\neuropea.\u003C\u002Fp>\n\n\u003Cp>Así mismo la empresa se compromete a facilitar la cobertura sanitaria\nequivalente a la cubierta por nuestro sistema nacional de salud, en aquellos\ndestinos donde no haya convenio bilateral de aplicación, debiendo informar de\nlos términos de la póliza y forma de uso a la persona trabajadora\ndesplazada. \u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c)Documentación necesaria.\u003C\u002Fp>\n\n\u003Cp>Teniendo en cuenta que se pueden dar diferentes circunstancias que impliquen\ndesplazamientos de las personas trabajadoras, se identifica, sin ser exclusiva,\ncierta documentación sobre la que la empresa debe tener cierta\nsupervisión.\u003C\u002Fp>\n\n\u003Cp>1.Pasaporte.\u003C\u002Fp>\n\n\u003Cp>Es obligación por parte de cada persona trabajadora disponer en todo\nmomento del pasaporte en regla y actualizado, teniendo el control de la fecha\nde caducidad la dirección de la empresa.\u003C\u002Fp>\n\n\u003Cp>2.Visados y permisos de trabajo.\u003C\u002Fp>\n\n\u003Cp>En el caso de que el desplazamiento requiera la necesidad de visado, su\ncoste y tramitación correrán a cargo de la empresa.\u003C\u002Fp>\n\n\u003Cp>3.Vacunación.\u003C\u002Fp>\n\n\u003Cp>En el caso de que el desplazamiento requiera la necesidad de cumplir con una\ncampaña de vacunación, tanto obligatoria como recomendada, el coste correrá\na cargo de la empresa.\u003C\u002Fp>\n\n\u003Cp>d)Desplazamientos en tiempo libre del trabajador «plus de\ndesplazamiento».\u003C\u002Fp>\n\n\u003Cp>Para aquellas personas trabajadoras que, de forma voluntaria, opten por\nrealizar los viajes de desplazamiento a aquellos centros de trabajos, donde se\nles asigne como Trabajos Fuera de Base, en su tiempo descanso se establecen dos\ntramos de compensación en función del tiempo empleado para llegar al\ndestino:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Hasta 6 horas de viaje.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Más de 6 horas de viaje.\u003C\u002Fp>\n\n\u003Cp>En el caso de que el desplazamiento se realice en avión, el cómputo de\ntiempo de viaje comenzará una hora antes de la salida programada del vuelo. Y\nde forma análoga, cuando el desplazamiento se realice en otro medio de\ntransporte, incluido vehículo propio, se adicionará una hora al tiempo\nempleado en el viaje.\u003C\u002Fp>\n\n\u003Cp>La finalización de los tramos se dará por concluida, una vez llegado al\nlugar de alojamiento, o centro de trabajo asignado.\u003C\u002Fp>\n\n\u003Ch3 id=\"L895\">Artículo 36. Identificación de trabajos fuera de base.\u003C\u002Fh3>\n\n\u003Cp>a)AOG (Aircraft On Ground).\u003C\u002Fp>\n\n\u003Cp>Para aquellos trabajos esporádicos extraordinarios que puedan presentarse\nfuera de base y que, por necesidades del servicio, requiera urgencia su\nterminación, tales como cambio de motor no programado o aviones en AOG, el\npersonal se verá obligado a aceptar dichos trabajos, salvo que se prevea que\nse van a encontrar en una situación de permiso retribuido, libranza\nprogramada, o fuerza mayor.\u003C\u002Fp>\n\n\u003Cp>Desplazado fuera de su base, se someterá a los siguientes principios:\u003C\u002Fp>\n\n\u003Cp>1.La dirección de mantenimiento ordenará los desplazamientos necesarios y\nsu realización. Dependiendo del tipo de trabajo a realizar, se podrá enviar a\nuna o más personas.\u003C\u002Fp>\n\n\u003Cp>2.La iniciación de dichos trabajos se hará lo más rápidamente posible a\ncualquier hora del día o de la noche. \u003C\u002Fp>\n\n\u003Cp>3.Cuando la persona trabajadora designada, se encuentre prestando servicio\ndentro de su jornada ordinaria y sea requerido para realizar una intervención\no reparación fuera de su base de trabajo, se aplicarán las siguientes\ncondiciones:\u003C\u002Fp>\n\n\u003Cp>a)Se interrumpe la jornada ordinaria, a partir del momento de activación,\ncomputando la diferencia de horas que resulten entre el la activación y el\nfinal de la jornada programada al sistema de bolsa de horas establecido en el\nartículo 19 sobre jornada irregular.\u003C\u002Fp>\n\n\u003Cp>b)Una vez producida la designación y activación de la persona trabajadora\npara esta intervención de aog, la persona trabajadora podrá acogerse a lo\ndispuesto en el artículo 35.d del presente convenio colectivo.\u003C\u002Fp>\n\n\u003Cp>4.En el supuesto de que un tma sea llamado para la atención de horas aog en\nsus días libres, la aceptación será voluntaria.\u003C\u002Fp>\n\n\u003Cp>5.Una vez en el lugar de trabajo, los técnicos procurarán terminar el\nmismo lo antes posible, siendo la persona designada como coordinador el\nresponsable de dicha urgencia, pero dando a los técnicos el tiempo suficiente\npara efectuar las comidas y, además, un mínimo de ocho horas de descanso por\njornada.\u003C\u002Fp>\n\n\u003Cp>El tiempo invertido en los traslados a y desde el lugar de residencia\neventual no se considerará como descanso.\u003C\u002Fp>\n\n\u003Cp>6.Como compensación al esfuerzo realizado en esta clase de trabajos, se\nestablecen los siguientes incentivos para los técnicos desplazados con esta\nfinalidad:\u003C\u002Fp>\n\n\u003Cp>7.Se establece una compensación por horas AOG para este tipo de trabajos\nfuera de base, iniciándose el derecho a esta compensación una vez en el lugar\nde trabajo de destino, y se dé comienzo a la actividad del requerimiento\ndesignado.\u003C\u002Fp>\n\n\u003Cp>8.Si después del descanso en el hotel, o lugar de residencia eventual, se\ntuviera que continuar trabajando, estas horas seguirán teniendo la misma\ncompensación que las anteriores. En este caso, la paralización de la\ncontabilización de las variables se producirá en el momento de abandonar el\nacceso del aeropuerto, retomando dicha contabilización en el momento de\nencontrarse nuevamente en el acceso del aeropuerto.\u003C\u002Fp>\n\n\u003Cp>9.Las horas de AOG son incompatibles con las horas extras.\u003C\u002Fp>\n\n\u003Cp>Los técnicos de mantenimiento que tengan que realizar desplazamientos a\ncentros de trabajo en comisiones de servicio por AOG, estarán obligados a\nrealizar los cambios de jornada, turno y horario, con respecto a lo que\ntuvieran programado en su centro de trabajo, que sean necesarios para llevar a\ncabo sus tareas, así como atender labores de almacén y logística.\u003C\u002Fp>\n\n\u003Cp>Al objeto de compensar esta disponibilidad se abonará un plus flexibilidad\nen desplazamientos, por día desplazado de su centro de trabajo.\u003C\u002Fp>\n\n\u003Cp>b)Refuerzos temporales a otros centros de trabajo.\u003C\u002Fp>\n\n\u003Cp>Son desplazamientos temporales a las personas trabajadoras que se les asigne\nrealizar parte de su rotación programada en otro centro de trabajo, como\nrefuerzo de la producción distinto al de su residencia habitual, y cuyo\ndesplazamiento máximo terminaría junto con su programación de trabajo.\u003C\u002Fp>\n\n\u003Cp>La comunicación al trabajador afectado del desplazamiento con una\nantelación suficiente a la fecha de su efectividad que no podrá ser inferior\na cinco días laborables.\u003C\u002Fp>\n\n\u003Cp>Los tiempos de desplazamiento, tanto de ida, como de regreso, al centro de\ntrabajo donde debe prestar sus servicios serán computados como tiempo efectivo\nde trabajo.\u003C\u002Fp>\n\n\u003Cp>Si de forma excepcional y de aceptación voluntaria de la persona\ntrabajadora, tienen que extender el desplazamiento más allá de la\nprogramación que tuviera en su centro de trabajo habitual, tendrán la\nconsideración de horas extraordinarias, respetando en todo caso el descanso\nsemanal y entre jornadas. \u003C\u002Fp>\n\n\u003Cp>La empresa se compromete a aplicar el principio de voluntariedad y equidad\nentre las personas trabajadoras que deba aplicar este Refuerzo Temporal a otros\ncentros de trabajo.\u003C\u002Fp>\n\n\u003Cp>Los técnicos de mantenimiento que tengan que realizar desplazamientos a\ncentros de trabajo en comisiones de servicio, ya sea para realizar trabajos\nprogramados, estarán obligados a realizar los cambios de jornada, turno y\nhorario, con respecto a lo que tuvieran programado en su centro de trabajo, que\nsean necesarios para llevar a cabo sus tareas, así como atender labores de\nalmacén y logística.\u003C\u002Fp>\n\n\u003Cp>Al objeto de compensar esta disponibilidad se abonará un plus flexibilidad\nen desplazamientos, a partir del tercer día desplazado de su centro de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>c)TMA de vuelo.\u003C\u002Fp>\n\n\u003Cp>Se entiende como actividad de TMA de vuelo (flight spanner), aquella en la\nque se embarca al TMA en la aeronave como miembro de la tripulación, tanto\npara monitorizar los sistemas de la aeronave durante el vuelo, como para la\nrealización de asistencias técnicas durante la escala en el aeropuerto.\u003C\u002Fp>\n\n\u003Cp>La actividad de este servicio comienza a computar una hora antes de la\nsalida programada del vuelo, a fin de cubrir los requisitos de embarque y\nservicios de asistencia de la aeronave para el despacho del vuelo, y finaliza\nuna hora después de la llegada del vuelo al destino final.\u003C\u002Fp>\n\n\u003Ch3 id=\"L953\">Artículo 37. Procedimiento de asignación de\ndesplazamientos.\u003C\u002Fh3>\n\n\u003Cp>1.El jefe de producción publicará un comunicado solicitando personal\nvoluntario para cubrir una necesidad concreta, detallando el perfil profesional\nque sea más acorde a las necesidades de la base de destino.\u003C\u002Fp>\n\n\u003Cp>2.El jefe de producción seleccionará, entre las solicitudes presentadas,\nla de la persona que técnicamente mejor se adapte a su requerimiento.\u003C\u002Fp>\n\n\u003Cp>En caso de tener que enviar a una persona a cubrir una A.O.G., por razón de\nla urgencia y los requisitos técnicos necesarios del personal adecuado para\ncubrir la misma, el jefe de Producción podrá designar libremente, entre los\ntrabajadores que se encuentren de turno.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Ch2 id=\"L963\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">CAPÍTULO VIII Retribuciones\u003C\u002Fdiv>\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3 id=\"L965\">Artículo 38. Incremento salarial.\u003C\u002Fh3>\n\n\u003Cp>Los conceptos salariales vigentes para el 2025 serán los publicados en las\ntablas del anexo I.\u003C\u002Fp>\n\n\u003Cp>Dichos importes serán objeto, a partir del 1 de enero de 2026, y para esa y\nsiguientes anualidades de vigencia del convenio, de una revisión salarial, a\nprincipio de cada uno de ellos, con la aplicación del IPC real del año\nanterior.\u003C\u002Fp>\n\n\u003Cp>En el caso de que el IPC real del año anterior fuera superior al 3%, la\nrevisión se mantendrá en el 3%.\u003C\u002Fp>\n\n\u003Cp>En el que caso de que la desviación de la cláusula anterior superará el\n3% de acumulada durante la vigencia del convenio, ambas partes se comprometen a\nrenegociar los términos de la revisión salarial.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>En el supuesto de IPC real negativo, no se producirá revisión de Tablas\ndel anexo I. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3 id=\"L977\">Artículo 39. Pagas extraordinarias.\u003C\u002Fh3>\n\n\u003Cp>Los trabajadores vinculados por el presente convenio percibirán dos pagas\nextraordinarias, en los meses de junio y diciembre, en las que se incluirá el\nvalor de una mensualidad de los conceptos salariales fijos reflejados en la\ntabla salarial del anexo I.\u003C\u002Fp>\n\n\u003Cp>El cómputo para su devengo será para la paga de junio, del 1 de julio al\n30 de junio, ambos inclusive; y para la paga de Navidad, del 1 de enero al 31\nde diciembre. El abono de estas se realizará durante los meses de julio entre\nel 01 y el 15, y diciembre entre el 01 y el 15, respectivamente.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L983\">Artículo 40. Hora ordinaria.\u003C\u002Fh3>\n\n\u003Cp>Se establece que el concepto del valor de la hora ordinaria, utilizado como\nreferencia para aquellos pluses que se calculan en función de un porcentaje de\nesta, se obtiene del cociente entre el salario bruto de cada una de las\ndiferentes categorías establecido en las tablas del anexo I, y la jornada\nanual de trabajo de 1.712 horas pactadas en el presente convenio colectivo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3 id=\"L987\">Artículo 41. Horas nocturnas.\u003C\u002Fh3>\n\n\u003Cp>El personal que trabaje algunas de las horas comprendidas entre las 22:00 y\nlas 06:00 percibirá un suplemento por cada una de las horas en concepto de\ntrabajo nocturno, correspondiente al 11% de la hora ordinaria.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3 id=\"L991\">Artículo 42. Hora extraordinaria.\u003C\u002Fh3>\n\n\u003Cp>Tendrán la consideración de horas extraordinarias cada hora de trabajo\nefectivo que se realice sobre la duración máxima de la jornada ordinaria. La\nempresa podrá requerir a los trabajadores la realización de horas\nextraordinarias dentro de los límites marcados por el Estatuto de los\ntrabajadores y legislación complementaria, entendiéndose la realización de\nestas, las que sean consecuencia de incidencias en el desarrollo de la\noperativa.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>Será facultad del trabajador, dentro de los límites establecidos por el\nartículo 35.1 del ET, se optará entre abonar las horas extras o compensarlas\npor tiempos equivalentes de descanso retribuido.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>En caso de optar por el pago, el valor de la hora extraordinaria la\nretribución de las horas extras será del 105% de la hora ordinaria.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3 id=\"L999\">Artículo 43. Complemento por trabajo en fiestas laborales y\ndomingos.\u003C\u002Fh3>\n\n\u003Cp>Las personas trabajadoras que presten servicios en domingos y días festivo,\nla compensación por horas festivas trabajadas percibirá un suplemento de la\nhora ordinaria.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Se establece un suplemento de la hora ordinaria\ndel 36%, por cada hora que se preste servicio en domingo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Se establece un suplemento de la hora ordinaria\ndel 72 %, por cada hora que se preste servicio en días festivo.\u003C\u002Fp>\n\n\u003Cp>Se entiende, que las horas a compensar económicamente son las se comprenden\nentre las 00.01 horas y las 24.00 horas, del domingo o día festivo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1009\">Artículo 44. Bolsa de horas.\u003C\u002Fh3>\n\n\u003Cp>Se establece una compensación económica a cada hora de este sistema de\nflexibilidad, consistente en un suplemento del 60% de la hora ordinaria,\nmarcando el principio de devengo por cada uso de horas (+) y trabajador. \u003C\u002Fp>\n\n\u003Cp>Así mismo para el sistema de bolsa de hora reforzada, se establece un plus\nde activación de 20 euros por requerimiento con menos de 5 días de\npreaviso.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3 id=\"L1015\">Artículo 45. Plus de Transporte.\u003C\u002Fh3>\n\n\u003Cp>Todos los trabajadores afectados por este convenio percibirán un\ncomplemento por la cantidad de 4,44 euros por cada día de asistencia al\ntrabajo. Dicho complemento no se devengará los días en que el trabajador se\nencuentre desplazado fuera de su centro de trabajo y tenga pagados o cubiertos\nlos gastos de transporte.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1019\">Artículo 46. Gastos de viaje y kilometraje.\u003C\u002Fh3>\n\n\u003Cp>Para aquellas personas que, por motivos laborales utilicen su propio\nvehículo para realizar desplazamientos, previa autorización del responsable\nde su departamento será compensados por kilómetro. Éste será de 0,26 euros\npor kilómetro, contando desde punto de salida a punto de destino.\u003C\u002Fp>\n\n\u003Cp>La empresa se compromete a publicar anualmente la normativa referente a este\ntipo de gastos que suponga una modificación de lo actualmente existente.\u003C\u002Fp>\n\n\u003Cp>Se exceptúan de gravamen las cantidades destinadas por la empresa a\ncompensar los gastos de locomoción del empleado o trabajador que se desplace\nfuera de la fábrica, taller, oficina, o centro de trabajo, para realizar su\ntrabajo en lugar distinto, en las siguientes condiciones e importes:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Cuando el empleado o trabajador utilice medios de\ntransporte público, el importe del gasto que se justifique mediante factura o\ndocumento equivalente y será abonado a través de nota de gastos.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-En otro caso, la cantidad que resulte de computar\n0,26 euros por kilómetro recorrido, siempre que se justifique la realidad del\ndesplazamiento, más los gastos de peaje y aparcamiento que se justifiquen.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1031\">Artículo 47. Plus de Carreteo.\u003C\u002Fh3>\n\n\u003Cp>Cada trabajador percibirá la cantidad de 35 euros por carreteo\nrealizado.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1035\">Artículo 48. Plus de jefe de Turno\u002Fjefe de Flota.\u003C\u002Fh3>\n\n\u003Cp>El plus jefe de Turno es establece la cantidad de 1.000 euros mensuales en\ndoce pagas.\u003C\u002Fp>\n\n\u003Cp>Estableciéndose para el supuesto de jefe de Turnos interinos la siguiente\nformula:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\u003Cp class=\"MsoNormal\">\u003Cimg width=\"447\" height=\"57\" id=\"Kép 1\" src=\"..\u002F..\u002Ftáblázatok\u002FDok8_elemei\u002Fimage001.jpg\">\u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1045\">Artículo 49. Plus de coordinador.\u003C\u002Fh3>\n\n\u003Cp>Cuando se realizan las funciones de coordinación se abona de forma diario\nen jornadas de ocho horas en la cantidad de 15 euros\u002Fdía.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de jornadas distintas a las de ocho horas se establecerá de\nforma proporcional.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1051\">Artículo 50. Plus de habilitaciones.\u003C\u002Fh3>\n\n\u003Cp>Para cada flota de aviones que los trabajadores este autorizado por la\nautoridad aeronáutica competente, a petición de Swiftair, para certificar\ntrabajos, y siempre y cuando, con carácter habitual, todos los meses, trabaje\nen aeronaves de dicha flota, se le abonara un plus de habilitaciones. \u003C\u002Fp>\n\n\u003Cp>Para cada flota a la cuarta retribuida, las personas trabajadoras\npercibirán también una cantidad adicional, pero solo cuando efectivamente\ntrabajen para dicha flota, es decir, esta cantidad será abonada exclusivamente\nlos meses en que se haga uso de la habilitación que no se tiene reconocida por\nla empresa con carácter habitual.\u003C\u002Fp>\n\n\u003Cp>Para los supuestos en que un trabajador sea destacado a otra base distinta\nde aquella en la que habitualmente presta servicios, si en la base de destino\nfueran de aplicación menos habilitaciones de las que se están retribuyendo,\nla empresa garantizara a la persona trabajadora durante un periodo máximo de\ndos meses la percepción del plus que venía percibiendo, pasando después de\nese periodo ese Plus por el que realmente corresponda al trabajador en la nueva\nbase de destacamento.\u003C\u002Fp>\n\n\u003Cp>Los importes de dicho Plus de recogen en el anexo I de la tabla salarial en\ndoce pagas, quedando reflejado como plus habilitación en función del número\nde flotas que se retribuyan.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1061\">Artículo 51. Plus prima de vuelo.\u003C\u002Fh3>\n\n\u003Cp>Se establece una prima de vuelo de 20,00 euros por hora, para retribuir la\nactividad de tma de vuelo establecida en el artículo 36.c del presente\nconvenio colectivo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1065\">Artículo 52. Plus de desplazamiento.\u003C\u002Fh3>\n\n\u003Cp>Se establecen dos tramos según la duración del viaje:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Tramo 1, hasta seis horas 132,00 euros.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Tramo 2, más de seis horas 198,00 euros.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1073\">Artículo 53. Plus formación fuera de jornada.\u003C\u002Fh3>\n\n\u003Cp>Se establece como abono por hora de formación alumno fuera de jornada, el\nvalor de la hora ordinaria del TMA A de la tabla Salarial del anexo I.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1077\">Artículo 54. Horas AOG.\u003C\u002Fh3>\n\n\u003Cp>Se establece un suplemento sobre la Hora Ordinaria del 140% para cada una de\nlas horas AOG.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1081\">Artículo 55. Plus de flexibilidad en desplazamientos.\u003C\u002Fh3>\n\n\u003Cp>Se establece una compensación económica diaria para este concepto de\nflexibilidad descrito en el artículo, 34 36.a) y 36.b) del presente convenio\ncolectivo de:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Categoría TMA y TME: 24,04 euros.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Categoría mecánico y auxiliar: 12,02 euros.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1091\">CAPÍTULO IX Régimen disciplinario\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1093\">Artículo 56. Régimen disciplinario.\u003C\u002Fh3>\n\n\u003Cp>1.Las personas trabajadoras podrán ser sancionadas por la empresa de\nacuerdo con la regulación de faltas y sanciones que se especifica en los\nartículos siguientes.\u003C\u002Fp>\n\n\u003Cp>2.Toda falta cometida por persona trabajadora se clasificará, atendiendo a\nsu índole y circunstancias que concurran, en leves, graves y muy graves. \u003C\u002Fp>\n\n\u003Ch3 id=\"L1099\">Artículo 57. Proceso sancionador.\u003C\u002Fh3>\n\n\u003Cp>La facultad de imponer las sanciones corresponderá a la dirección de la\nempresa o personas en quien por razones de su cargo se haya delegado la\nmisma.\u003C\u002Fp>\n\n\u003Cp>Será necesaria la instrucción de expediente contradictorio\ncorrespondiente, en el caso de sanciones por faltas graves y muy graves de\ntrabajadores\u002Fas que ostenten en la empresa la condición de miembro del comité\nde empresa o delegado de personal, o delegado sindical, con arreglo al\nartículo 10 de la ley orgánica de libertad sindical.\u003C\u002Fp>\n\n\u003Cp>En estos casos antes de sancionar se dará audiencia previa a los restantes\nintegrantes del comité de empresa o delegados de personal o delegados\nsindicales si los hubiere.\u003C\u002Fp>\n\n\u003Cp>La resolución en que se imponga la sanción deberá comunicarse al\ninteresado por escrito y expresará con claridad y precisión los hechos\nimputados, la calificación de la conducta infractora como falta leve, grave o\nmuy grave, la sanción impuesta y desde cuando surte efectos. No obstante, lo\nanterior, en los casos de sanción de amonestación verbal, obviamente no\nexistirá comunicación escrita.\u003C\u002Fp>\n\n\u003Cp>En el caso de sanciones por faltas graves y muy graves a personas\ntrabajadoras afiliados a un sindicato, antes de sancionarlos habrá de darse\ntrámite de audiencia a los delegados sindicales, siempre que a la empresa le\nconste la afiliación y existan en la misma delegados sindicales, con arreglo\nal artículo 10 de la ley orgánica de libertad sindical.\u003C\u002Fp>\n\n\u003Cp>La empresa dará notificación escrita a la representación de las personas\ntrabajadoras de las sanciones, graves y muy graves que imponga a cualquier\ntrabajador.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1113\">Artículo 58. Faltas leves.\u003C\u002Fh3>\n\n\u003Cp>Se consideran faltas leves:\u003C\u002Fp>\n\n\u003Cp>1.Cuatro faltas de puntualidad, con retraso superior a cinco minutos e\ninferior a quince, dentro del período de un mes.\u003C\u002Fp>\n\n\u003Cp>2.Abandonar el puesto de trabajo sin causa justificada o el servicio durante\nun breve tiempo durante la jornada o antes de haber finalizado la misma. Si se\ncausare, como consecuencia del mismo abandono, perjuicio de consideración a la\nempresa, compañeros\u002Fas de trabajo, clientes o personal del mismo, o fuera\ncausa de accidente, la falta podrá revestir la consideración de grave o muy\ngrave.\u003C\u002Fp>\n\n\u003Cp>3.No notificar, con carácter previo, la ausencia al trabajo y no\njustificar, dentro de las veinticuatro horas siguientes, salvo que se pruebe la\nimposibilidad de haberlo hecho, la razón que la motivó.\u003C\u002Fp>\n\n\u003Cp>4.Los descuidos y distracciones en la realización de trabajo o en el\ncuidado y conservación de las máquinas, útiles, herramientas, instalaciones\npropias de los clientes.\u003C\u002Fp>\n\n\u003Cp>Cuando el incumplimiento de la anterior origine consecuencias de gravedad en\nla realización del servicio, la falta podrá reputarse de grave. Para el\nmanejo de las máquinas, útiles y herramientas, a que se refiere el presente\npárrafo, deberá hacerse, en todo caso, bajo la calificación profesional que\nlo capacite o la realización del curso correspondiente que lo habilite, sin\ncuyo requisito no podrá verificarse la sanción que pudiera corresponder.\u003C\u002Fp>\n\n\u003Cp>5.La inobservancia de las órdenes de servicio, en materia leve, siempre y\ncuando existan para la persona trabajadora de forma escrita, así como la\ndesobediencia a los\u002Fas mandos, todo ello en materia leve.\u003C\u002Fp>\n\n\u003Cp>6.Las faltas de respeto y consideración en materia leve a los\nsubordinados\u002Fas, compañeros\u002Fas, mandos, personal y público, así como la\ndiscusión con los mismos dentro de la jornada de trabajo y usar palabras\nmalsonantes e indecorosas con los mismos.\u003C\u002Fp>\n\n\u003Cp>7.La falta de aseo y limpieza personal y de los uniformes, equipos, de\nmanera ocasional, así como la indebida utilización de los uniformes\nproporcionados por la empresa. \u003C\u002Fp>\n\n\u003Cp>8.No comunicar a la empresa los cambios de residencia, domicilio, teléfono\ny correo electrónico de contacto y demás circunstancias que afecten a su\nactividad laboral y a la posibilidad de comunicación de la empresa con la\npersona trabajadora.\u003C\u002Fp>\n\n\u003Cp>9.No atender al público con la corrección y diligencia debidas.\u003C\u002Fp>\n\n\u003Cp>10.Excederse en sus atribuciones o entrometerse en los servicios peculiares\nde otra persona trabajadora, cuando el caso no constituya falta grave.\u003C\u002Fp>\n\n\u003Cp>11.Permanecer en zonas o lugares distintos de aquellos en que realice su\ntrabajo habitual sin causa que lo justifique, o sin estar autorizado para\nello.\u003C\u002Fp>\n\n\u003Cp>12.Encontrarse, sin autorización, en el centro de trabajo propio o en el\ncentro de la prestación del servicio, fuera de la jornada laboral.\u003C\u002Fp>\n\n\u003Cp>13.Usar el teléfono, correo electrónico, Internet u otros medios de la\nempresa o de un cliente donde se preste el servicio para asuntos particulares\nsin la debida autorización, cuando la utilización haya sido esporádica u\nocasional.\u003C\u002Fp>\n\n\u003Cp>14.La inobservancia de las normas en materia de prevención de riesgos\nlaborales que no entrañen riesgo grave para la persona trabajadora,\ncompañeros\u002Fas o terceras personas.\u003C\u002Fp>\n\n\u003Cp>15.Fumar en las instalaciones de la empresa no habilitada para ese uso.\u003C\u002Fp>\n\n\u003Cp>16.No avisar a la empresa del inicio de una incapacidad temporal.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1151\">Artículo 59. Faltas graves.\u003C\u002Fh3>\n\n\u003Cp>Se consideran faltas graves:\u003C\u002Fp>\n\n\u003Cp>1.Cometer dos faltas leves en el período de diez días, excepto en la\npuntualidad, aunque sean de distinta naturaleza, siempre que hubiera mediado\nsanción comunicada por escrito dentro de los diez días siguientes a la\ncomisión de esta.\u003C\u002Fp>\n\n\u003Cp>2.Más de cuatro faltas de puntualidad en la asistencia al trabajo en el\nperíodo de un mes, superiora los cinco minutos e inferior a quince, o cuatro\nfaltas superiores a quince minutos cada una de ellas.\u003C\u002Fp>\n\n\u003Cp>3.La falta de asistencia al trabajo de un día en el período de un mes, sin\ncausa justificada. Será muy grave si de resultas de la ausencia se causare\ngrave perjuicio a la empresa.\u003C\u002Fp>\n\n\u003Cp>4.La desobediencia grave a los\u002Fas superiores en materia de trabajo y la\nréplica descortés a compañeros\u002Fas, mando o público; si implicase quebranto\nmanifiesto a la disciplina o de ella se derivase perjuicio notorio para la\nempresa, compañeros de trabajo o público, se reputará de muy grave.\u003C\u002Fp>\n\n\u003Cp>5.La suplantación de la personalidad de un\u002Fa compañero\u002Fa al fichar o\nfirmar, sancionándose tanto al que ficha como otro como a ese\u002Fa último\u002Fa.\u003C\u002Fp>\n\n\u003Cp>6.El empleo de tiempo de trabajo, uniformes, materiales, útiles o máquinas\nen cuestiones ajenas al trabajo o en beneficio propio.\u003C\u002Fp>\n\n\u003Cp>7.Hacer desaparecer uniformes y sellos, tanto de la empresa como de clientes\nde esta, así como causar accidentes por dolo, negligencia o imprudencia\ninexcusable.\u003C\u002Fp>\n\n\u003Cp>8.Llevar los registros, documentación, cuadernos o cualquier clase de\nanotaciones oficiales y escritos que contengan información relevante de la\nempresa sin las formalidades debidas.\u003C\u002Fp>\n\n\u003Cp>9.La desconsideración de los\u002Fas superiores hacia el personal a su mando con\nabuso de su posición dominante, será considerada falta grave, cuando no lo\nsea de naturaleza muy grave.\u003C\u002Fp>\n\n\u003Cp>10.La simulación de supuestos de enfermedad, it o accidente, así como la\nfalsificación de partes de trabajo.\u003C\u002Fp>\n\n\u003Cp>11.La inobservancia de las órdenes o el incumplimiento de las normas en\nmateria de seguridad e higiene en el trabajo que entrañen riesgo grave para\nsí mismo\u002Fa, para sus compañeros\u002Fa o terceros\u002Fas, así como negarse al uso de\nlos medios de seguridad facilitados por la empresa.\u003C\u002Fp>\n\n\u003Cp>12.No usar o hacer uso incorrecto de los equipos de protección individuales\no colectivos. \u003C\u002Fp>\n\n\u003Cp>13.Cualquier alteración o falsificación de datos personales o laborales\nrelativos a las personas trabajadoras o a sus compañeros y compañeras.\u003C\u002Fp>\n\n\u003Cp>14.Realizar sin autorización trabajos particulares en la empresa o centro\nde trabajo de prestación de servicio, así como la utilización para uso\npropio de herramientas de la empresa, tanto dentro como fuera del centro de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>15.Proporcionar datos reservados o información a la que se tenga acceso por\nel propio puesto de trabajo a personas ajenas, sin la debida autorización para\nello. Si esta acción conllevara lucro para la persona trabajadora podrá tener\nconsideración de muy grave.\u003C\u002Fp>\n\n\u003Cp>16.Introducir o facilitar el acceso al centro de trabajo a personas no\nautorizadas.\u003C\u002Fp>\n\n\u003Cp>17.Escribir o fijar letreros en el mobiliario o en las paredes de las\ndependencias de la empresa o del centro de trabajo sin autorización previa\nempresarial, tendrá la calificación de muy grave cuando los letreros fueran\nofensivos para la empresa, superiores u otras personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>18.Hacer uso indebido de los equipos de trabajo, herramientas, utillajes e\ninstalaciones, así como no utilizar la uniformidad facilitada por la\nempresa.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1191\">Artículo 60. Faltas muy graves.\u003C\u002Fh3>\n\n\u003Cp>Se consideran faltas muy graves:\u003C\u002Fp>\n\n\u003Cp>1.La reincidencia en comisión de falta grave en el período de seis meses,\naunque sea de distinta naturaleza, siempre que hubiese mediado sanción por\nescrito.\u003C\u002Fp>\n\n\u003Cp>2.Más de doce faltas no justificadas de puntualidad, cometidas en el\nperíodo de seis meses o treinta en un año, aunque hayan sido sancionadas\nindependientemente, y notificadas por escrito.\u003C\u002Fp>\n\n\u003Cp>3.Tres o más faltas injustificadas al trabajo en el período de un mes,\nmás de seis en el período de cuatro meses o más de doce en el período de un\naño, siempre que hayan sido sancionadas independientemente.\u003C\u002Fp>\n\n\u003Cp>4.La falsedad, el fraude, el abuso de confianza y el hurto o robo tanto a\ncompañeros de trabajo como a empresa o a terceros relacionados con el servicio\ndurante el desempeño de sus tareas o fuera de las mismas.\u003C\u002Fp>\n\n\u003Cp>5.Hacer desaparecer, inutilizar, causar desperfectos en máquinas,\ninstalaciones, edificios, enseres, documentos, vehículos de la empresa, etc.,\ntanto de la empresa como de clientes de esta, así como causar accidentes por\ndolo, negligencia o imprudencia inexcusable.\u003C\u002Fp>\n\n\u003Cp>6.Realizar trabajos por cuenta propia o ajena estando en situación de\nincapacidad laboral transitoria, así como realizar manipulaciones o falsedades\npara prolongar aquella situación.\u003C\u002Fp>\n\n\u003Cp>7.La embriaguez o toxicomanía habitual probada dentro de la jornada laboral\ny que repercuta negativamente en el trabajo.\u003C\u002Fp>\n\n\u003Cp>8.La violación del secreto de correspondencia o documentos de la empresa o\nde las personas en cuyos locales o instalaciones se realice la prestación de\nlos servicios, y no guardar la debida discreción, el natural sigilo en los\nasuntos y servicios en que, por la misión de su contenido, hayan de estar\nenterados.\u003C\u002Fp>\n\n\u003Cp>9.Los malos tratos de palabra o de obra, o falta grave de respeto y\nconsideración a las personas de sus superiores, compañeros\u002Fas, personal a su\ncargo o familiares de los mismos, así como a las personas en cuyos locales o\ninstalaciones realizara su actividad y a los\u002Fas empleados\u002Fas de éstas, si los\nhubiere, además de conductas discriminatorias por razón de sexo, estado\ncivil, edad, origen racial o étnico, condición social, religión,\norientación o identidad sexual, discapacidad, afiliación o no a un sindicato\nasí como por razón de lengua. Si la referida conducta es llevada a cabo\nprevaliéndose de una posición jerárquica, supondrá una circunstancia\nagravante de aquélla.\u003C\u002Fp>\n\n\u003Cp>10.El abandono del trabajo en puestos de responsabilidad una vez tomada\nposesión de estos y la inhibición o pasividad en la prestación de este o\ncuando ello \u003C\u002Fp>\n\n\u003Cp>ocasione evidente perjuicio para la empresa o pueda llegar a ser causa de\naccidente para la persona trabajadora, sus compañeros\u002Fas o terceros\u002Fas.\u003C\u002Fp>\n\n\u003Cp>11.La disminución del rendimiento voluntaria y continuada en las funciones\nde su puesto de trabajo afectando la actividad normal de la empresa, siempre\nque el rendimiento pueda ser demostrable.\u003C\u002Fp>\n\n\u003Cp>12.Originar riñas y pendencias con sus compañeros\u002Fas de trabajo o con las\npersonas o los empleados\u002Fas para los que presten sus servicios.\u003C\u002Fp>\n\n\u003Cp>13.El abuso de autoridad.\u003C\u002Fp>\n\n\u003Cp>14.La competencia ilícita por dedicarse a desarrollar por cuenta propia\nidéntica actividad que la empresa o dedicarse a ocupaciones particulares que\nestén en abierta pugna con el servicio.\u003C\u002Fp>\n\n\u003Cp>15.Entregarse a juegos y distracciones graves, todo ello durante y dentro de\nla jornada de trabajo.\u003C\u002Fp>\n\n\u003Cp>16.Exigir o pedir por sus servicios remuneración o premios de terceros,\ncualquiera que sea la forma o pretexto que para la donación se emplee.\u003C\u002Fp>\n\n\u003Cp>17.La imprudencia o negligencia inexcusable en acto de servicio. Si\nimplicase riesgo de accidente para sí o para compañeros o personal y\npúblico, o peligro de averías para las instalaciones, así como el\nincumplimiento de las normas sobre prevención de riesgos laborales, cuando\nsean causantes de accidente laboral grave o produzcan daños a la empresa.\u003C\u002Fp>\n\n\u003Cp>18.Estar dormido o dormida en el momento de prestación del servicio.\u003C\u002Fp>\n\n\u003Cp>19.La emisión maliciosa o por negligencia inexcusable de noticias o\ninformación falsa referente a la empresa o centro de trabajo incluidas las\nofensas verbales y públicas, incluso digitales (redes sociales, a través de\nwhatsapp o análogas), sobre compañeros\u002Fas, clientes, mandos o sobre la\nempresa.\u003C\u002Fp>\n\n\u003Cp>20.Usar el teléfono, correo electrónico, internet u otros medios de la\nempresa o del centro del cliente para asuntos particulares sin la debida\nautorización, cuando la utilización haya sido reiterada y habitual.\u003C\u002Fp>\n\n\u003Cp>21.El incumplimiento reiterado de los procedimientos de trabajo establecidos\npor la empresa siempre que hubieran mediado sanciones o requerimientos escritos\nprevios por parte de la empresa.\u003C\u002Fp>\n\n\u003Cp>22.El acoso laboral, así como la utilización de expresiones atentatorias\ncontra la dignidad de otras personas trabajadoras de carácter xenófobo,\nsexual, religioso y análogas cualquiera que sea la vía utilizada: verbal,\nescrita, digital o publicada en cualquier red social.\u003C\u002Fp>\n\n\u003Cp>23.La violación del secreto de correspondencia de cualquier tipo de\ndocumentos de la empresa o de las personas en cuyos locales o instalaciones se\nrealice la prestación de los servicios, y no guardar la debida discreción o\nel natural sigilo de los asuntos y servicios en que, por la misión de su\ncontenido, hayan de estar enterados, así como hacer uso indebido de la\ninformación contenida en las bases de datos, incumpliendo lo establecido en la\nley de protección de datos.\u003C\u002Fp>\n\n\u003Cp>24.Modificar el lugar de prestación de servicios, en la modalidad de\nteletrabajo, de manera temporal o definitiva sin autorización expresa de la\nempresa.\u003C\u002Fp>\n\n\u003Cp>25.Cuando las faltas prevenidas en el apartado 10 del artículo anterior se\nproduzcan en tres o más ocasiones en el periodo de tres meses, y cuando la\nfalta se cometa con abierta vejación hacia el\u002Fla trabajador\u002Fa con menosprecio\nde su condición de origen, sexo, color, raza o cualquier otra naturaleza,\nserá considerara como falta muy grave.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1247\">Artículo 61. Potestad disciplinaria.\u003C\u002Fh3>\n\n\u003Cp>De acuerdo con lo determinado en el Estatuto de los trabajadores,\ncorresponde a la dirección de la compañía la facultad de imponer sanciones\npor incumplimientos laborales, de acuerdo con la graduación de faltas y\nsanciones que se establezcan en las disposiciones legales y en el presente\nconvenio. \u003C\u002Fp>\n\n\u003Cp>De toda sanción, salvo la amonestación verbal, se dará traslado por\nescrito al interesado, quien deberá acusar recibo o firmar el enterado de la\ncomunicación.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1253\">Artículo 62. Sanciones.\u003C\u002Fh3>\n\n\u003Cp>Las sanciones máximas que podrán imponerse en cada caso, atendiendo a la\ngravedad de la falta cometida, serán las siguientes:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1.Por faltas leves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">a)Amonestación verbal.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">b)Amonestación escrita.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Por falta grave:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">a)Suspensión de empleo y sueldo de uno a quince\ndías.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">b)Inhabilitación para el ascenso durante un\naño.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.Por falta muy grave:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">a)Suspensión de empleo y sueldo de dieciséis días\na dos meses.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">b)Inhabilitación para el ascenso durante tres\naños.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">c)Despido.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1277\">Artículo 63. Prescripción de las faltas.\u003C\u002Fh3>\n\n\u003Cp>Las faltas leves prescribirán a los diez días, las faltas graves a los\nveinte días y las muy graves a los dos meses, contados a partir de la fecha de\nsu conocimiento por parte de la empresa. En todo caso, a los seis meses de\nhaberse cometido.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1281\">Artículo 64. Suspensión tarjeta de acceso a las instalaciones\naeroportuaria.\u003C\u002Fh3>\n\n\u003Cp>El personal que resulte sancionado por las autoridades competentes con la\nprivación de la tarjeta de acceso a las instalaciones aeroportuarias podrá\nver suspendido su contrato de trabajo por el tiempo de duración de la\nprivación de la referida tarjeta, incluso si se adopta de manera cautelar. En\nel caso de que la medida revistiera carácter definitivo, se considerará que\nesta circunstancia constituye una justa causa de extinción por ineptitud\nsobrevenida.\u003C\u002Fp>\n\n\u003Cp>Todo ello sin perjuicio de que los hechos den lugar a la suspensión o\nextinción de la tarjeta de acceso a las instalaciones aeroportuarias sean\ncausa de sanción disciplinaria.\u003C\u002Fp>\n\n\u003Cp>La empresa podrá aplicar la suspensión del contrato prevista en este\nartículo o decidir la imposición de la sanción disciplinaria que corresponda\nde manera alternativa.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1291\">\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2 id=\"L1291\">CAPÍTULO X Formación\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1293\">Artículo 65. Formación general.\u003C\u002Fh3>\n\n\u003Cp>La persona trabajadora estará obligada a asistir a aquellas acciones\nformativas promovidas o impartidas por la empresa dentro de la jornada a fin de\nobtener una determinada especialización o una más amplia formación\nprofesional.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Las realizadas fuera de la jornada laboral tendrán carácter voluntario, y\nen el caso de realizarse se percibirá la cantidad establecida en el anexo I,\npor hora de asistencia a curso. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3 id=\"L1299\">Artículo 66. Formación específica requerida por la\norganización EASA parte 145.\u003C\u002Fh3>\n\n\u003Cp>La formación requerida por la organización de mantenimiento aprobada EASA\nparte 145, debe ser considerada como tiempo de trabajo efectivo dentro de\njornada, ya se imparta en la modalidad presencial u online.\u003C\u002Fp>\n\n\u003Cp>A modo de ejemplo enumerativo y no restrictivo, formación ewis, ffhh, fuel\ntanks safety, procedimientos, formación recurrente, etc.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1305\">Artículo 67. Formación de habilitación tipo.\u003C\u002Fh3>\n\n\u003Cp>La empresa en un plazo máximo de 2 años desde que el trabajador comunica\nestar en posesión de una licencia parte 66 (lma), facilitará un curso de\ncalificación tipo y posterior ojt.\u003C\u002Fp>\n\n\u003Cp>Al considerarse esta formación tipo como relevante y de alta\ncualificación, el tma adquiere compromiso adicional de fidelización de 2\naños, a partir de la finalización del curso.\u003C\u002Fp>\n\n\u003Cp>En caso de no cumplirse el compromiso de fidelización por parte del\ntrabajador, estará obligado a abonar la parte proporcional del coste del curso\nen relación con los 2 años de permanencia en la empresa.\u003C\u002Fp>\n\n\u003Cp>Al inicio de la formación susceptible de compromiso de fidelidad, se debe\ninformar al empleado del coste que supone esa formación y su tabla de\namortización de los dos años.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L1317\">\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2 id=\"L1317\">CAPÍTULO XI Seguridad y salud en el trabajo\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1319\">Artículo 68. Seguridad y salud en el trabajo.\u003C\u002Fh3>\n\n\u003Cp>1.En cuantas materias afecten a seguridad y salud en el trabajo serán de\naplicación las disposiciones contenidas en la ley 31\u002F1995, de 8 de noviembre,\nde prevención de riesgos laborales, y normativa de desarrollo concordante.\u003C\u002Fp>\n\n\u003Cp>A estos efectos las empresas y trabajadores\u002Fas sometidos al presente\nconvenio deberán abordar la aplicación del párrafo anterior, en consonancia\ncon los criterios y declaraciones generales previstas en la mencionada ley.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Delegados\u002Fas de prevención:\u003C\u002Fp>\n\n\u003Cp>a)Los delegados\u002Fas de prevención son los representantes de las personas\ntrabajadoras con funciones específicas en materia de prevención de riesgos en\nel trabajo.\u003C\u002Fp>\n\n\u003Cp>En lo que se refiere a sus competencias y facultades se estará a lo\nprevisto en el artículo 36 de la ley 31\u002F1995.\u003C\u002Fp>\n\n\u003Cp>Será de aplicación a los delegados\u002Fas de prevención lo previsto en el\nartículo 37 de la ley de prevención 31\u002F1995, en su condición de\nrepresentantes de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>b)Los delegados\u002Fas de prevención serán designados por y entre los\nrepresentantes de los trabajadores\u002Fas, en el ámbito de los órganos de\nrepresentación previstos en las normas a que se refiere el artículo 34 de la\nley 31\u002F1995. Tendrá los permisos necesarios para el cumplimiento de sus\nobligaciones en los términos previstos en la legislación vigente.\u003C\u002Fp>\n\n\u003Cp>3.Comité de la seguridad y salud:\u003C\u002Fp>\n\n\u003Cp>En la empresa o centros de trabajo que cuenten con 50 o más trabajadores\u002Fas\nse constituirá un comité de seguridad y salud, que estará formado, tal y\ncomo se prevé en el artículo 38 de la mencionada ley, por los delegados\u002Fas de\nprevención, de una parte, y por \u003C\u002Fp>\n\n\u003Cp>el empresario y\u002Fo sus representantes en número igual al de los delegados\u002Fas\nde prevención de la otra.\u003C\u002Fp>\n\n\u003Cp>El comité de seguridad y salud tendrá las competencias y facultades que se\nestablecen en el artículo 39 de la ley 31\u002F1995.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Ch3 id=\"L1343\">Artículo 69. Protección de la vida familiar.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Riesgo durante el embarazo. En el supuesto de riesgo para el embarazo, en\nlos términos previstos en el artículo 26 de la ley 31\u002F1995 de prevención de\nriesgos laborales, la suspensión del contrato finalizará el día en que se\ninicie la suspensión del contrato por nacimiento de hijo, de conformidad con\nlo dispuesto en las leyes o desaparezca la imposibilidad de la persona\ntrabajadora de reincorporarse a su puesto anterior o a otro compatible con su\nestado. Durante este supuesto las personas trabajadoras percibirán un\ncomplemento sobre la prestación de la seguridad social hasta alcanzar el 100 %\ndel salario.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1349\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Ch3 id=\"L1349\">Artículo 70. Reconocimientos médicos obligatorios y\nprotección del trabajador\u003C\u002Fh3>\n\n\u003Cp>Todos los trabajadores de la empresa deberán someterse a reconocimientos\nmédicos periódicos con el objetivo de garantizar la seguridad y salud en el\ntrabajo, conforme a la normativa vigente en prevención de riesgos\nlaborales.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1353\">Artículo 71. Respeto a la intimidad y confidencialidad.\u003C\u002Fh3>\n\n\u003Cp>Los reconocimientos médicos se realizarán respetando el derecho a la\nintimidad y dignidad del trabajador, así como el principio de confidencialidad\nde los datos médicos, en cumplimiento de la legislación sobre protección de\ndatos personales y normativa sanitaria.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1357\">Artículo 72. Casos de obligatoriedad.\u003C\u002Fh3>\n\n\u003Cp>El reconocimiento médico será obligatorio en los siguientes supuestos:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Cuando la evaluación de riesgos laborales lo\nrequiera debido a la naturaleza del puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Cuando sea necesario para verificar que el estado\nde salud del trabajador no supone un riesgo para sí mismo, para otros\ntrabajadores o para terceros en el desarrollo de su actividad laboral.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Cuando así lo establezca una disposición legal o\nreglamentaria específica.\u003C\u002Fp>\n\n\u003Cp>Garantías y derechos del trabajador:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-El acceso a la información médica obtenida se\nlimitará exclusivamente al personal médico y de prevención, y solo se\ncomunicarán a la empresa las conclusiones relativas a la aptitud para el\ndesempeño del puesto de trabajo, sin detallar diagnósticos ni datos de salud\ndel trabajador.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-En caso de que un trabajador presente una\ncondición médica que requiera adaptación del puesto de trabajo, la empresa\nfacilitará las medidas necesarias, garantizando su derecho a la no\ndiscriminación y a la protección de su salud.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-El trabajador podrá solicitar la realización de\npruebas complementarias si considera que el resultado del reconocimiento afecta\na su desempeño laboral.\u003C\u002Fp>\n\n\u003Cp>Consecuencias del incumplimiento:\u003C\u002Fp>\n\n\u003Cp>El incumplimiento injustificado del reconocimiento médico podrá dar lugar\na la adopción de medidas disciplinarias proporcionales, salvo que el\ntrabajador justifique razones debidamente motivadas de objeción, en cuyo\ncaso se analizarán soluciones alternativas que garanticen tanto la protección\nde la salud individual como la colectiva en el entorno laboral.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2 id=\"L1383\">CAPÍTULO XII Acción social\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1385\">Artículo 73. Ayudas económicas a los trabajadores.\u003C\u002Fh3>\n\n\u003Cp>Todos los empleados afectados por este convenio tendrán derecho a percibir\nlas siguientes ayudas económicas:\u003C\u002Fp>\n\n\u003Cp>a)Por matrimonio o pareja de hecho; percibirán por una sola vez la cantidad\nde 500 euros brutos, efectivos en el recibo de salarios en el momento de\ncontraer matrimonio. El trabajador deberá presentar fotocopia de documento\noficial acreditativa en el plazo máximo de un mes desde la celebración del\nmatrimonio.\u003C\u002Fp>\n\n\u003Cp>b)Por el nacimiento de cada hijo u adopción, se percibirá la cantidad de\n400 euros brutos, efectivos en el momento del alumbramiento u adopción. El\ntrabajador deberá presentar fotocopia de documento oficial acreditativa en el\nplazo máximo de un mes desde el alumbramiento u adopción.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1393\">Artículo 74. Plus licencias.\u003C\u002Fh3>\n\n\u003Cp>Para aquellos TMA que estén en posesión de una licencia Categoría B1 o B2\ny obtengan la otra, B2 o B1 respectivamente, por el hecho de obtener esta\núltima percibirán de una sola vez la cantidad de euros seiscientos (600\neuros).\u003C\u002Fp>\n\n\u003Cp>De la misma forma, quienes obtengan la Categoría C serán retribuidos de\nuna sola vez también con la cantidad de euros mil doscientos (1.200 euros) por\nel hecho de haber obtenido esta cualificación superior.\u003C\u002Fp>\n\n\u003Cp>Ambas cantidades serán abonadas, una vez transcurrido seis meses desde la\nobtención de la última licencia que motiva el abono de la cuantía de que se\ntrate.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de que se contratase a un trabajador que ya tuviera en su\npoder alguna de estas categorías o las dos, no procederá el abono de estas\ncantidades, pues se entiende que en las condiciones salariales pactadas se ha\nvalorado con carácter general la preparación académica del candidato a la\ncontratación.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1403\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Ch3 id=\"L1403\">Artículo 75. Nacimiento y cuidado del menor.\u003C\u002Fh3>\n\n\u003Cp>El nacimiento, que comprende el parto y el cuidado de un menor, suspenderá\nel contrato de trabajo de la madre biológica y el del progenitor distinto de\nla madre biológica durante diecinueve semanas.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de monoparentalidad, por existir una única persona\nprogenitora, el periodo de suspensión será de treinta y dos semanas.\u003C\u002Fp>\n\n\u003Cp>En los casos de parto prematuro con falta de peso y en aquellos otros en que\nel neonato precise, por alguna condición clínica, hospitalización a\ncontinuación del parto, por un periodo superior a siete días, el periodo de\nsuspensión se ampliará en tantos días como el nacido se encuentre\nhospitalizado, con un máximo de trece semanas adicionales, y en los términos\nen que reglamentariamente se desarrolle.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de fallecimiento del hijo o hija, el periodo de suspensión\nno se verá reducido, salvo que, una vez finalizadas las seis semanas de\ndescanso obligatorio, se solicite la reincorporación al puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>En caso de fallecimiento de uno de los progenitores, el otro progenitor\npodrá hacer uso de la totalidad o, en su caso, de la parte que reste de\npermiso. \u003C\u002Fp>\n\n\u003Cp>La suspensión del contrato de cada uno de los progenitores por el cuidado\nde menor se distribuye de la siguiente manera:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>a)Seis semanas ininterrumpidas inmediatamente posteriores al parto serán\nobligatorias y habrán de disfrutarse a jornada completa.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Once semanas, veintidós en el caso de monoparentalidad, que podrán\ndistribuirse a voluntad de la persona trabajadora, en períodos semanales a\ndisfrutar de forma acumulada o interrumpida y ejercitarse desde la\nfinalización de la suspensión obligatoria posterior al parto hasta que el\nhijo o la hija cumpla doce meses. No obstante, la madre biológica podrá\nanticipar su ejercicio hasta cuatro semanas antes de la fecha previsible del\nparto.\u003C\u002Fp>\n\n\u003Cp>c)Dos semanas, cuatro en el caso de monoparentalidad, para el cuidado del\nmenor que podrán distribuirse a voluntad de la persona trabajadora, en\nperíodos semanales de forma acumulada o interrumpida hasta que el hijo o la\nhija cumpla los ocho años.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Este derecho es individual de la persona trabajadora sin que pueda\ntransferirse su ejercicio al otro progenitor.\u003C\u002Fp>\n\n\u003Cp>Las suspensiones previstas en las letras b) y c) podrán disfrutarse en\nrégimen de jornada completa o de jornada parcial, previo acuerdo entre la\nempresa y la persona trabajadora, y conforme se determine reglamentariamente.\nLa persona trabajadora deberá comunicar a la empresa, con una antelación\nmínima de quince días, el ejercicio de este derecho.\u003C\u002Fp>\n\n\u003Cp>Cuando los dos progenitores que ejerzan este derecho trabajen para la misma\nempresa, la dirección empresarial podrá limitar su ejercicio simultáneo por\nrazones fundadas y objetivas, debidamente motivadas por escrito.\u003C\u002Fp>\n\n\u003Cp>A efectos de lo dispuesto en este apartado, el término de madre biológica\nincluye también a las personas trans gestantes.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1431\">Artículo 76. Reducción de jornada y concreción horaria.\u003C\u002Fh3>\n\n\u003Cp>Las personas trabajadoras que hagan uso de su derecho a la reducción de\njornada por guarda legal, conforme a lo establecido en el vigente artículo\n37.6 del Estatuto de los trabajadores, verán reducido su salario por todos los\nconceptos en la misma proporción en que reduzcan su jornada y durante todo el\nperiodo de reducción. El plazo de preaviso de la persona trabajadora a la\nempresa ha de ser de 30 días naturales a la fecha de inicio de la reducción\nde jornada y salario.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Ch3 id=\"L1435\">Artículo 77. Complemento especial IT.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>Para los casos de baja por enfermedad común o accidente no laboral, ésta\nse acreditará mediante parte médico oficial de baja en el que deberá constar\nla fecha del primer día en que se produce el hecho causante,\nindependientemente de la duración de la baja, el trabajador percibirá el 100%\ndel salario bruto mes, solo durante los tres primeros meses de baja médica, a\npartir del tercer mes, cobrará las cantidades legalmente establecidas.Con un\nsolo día de ausencia al trabajo, deberá presentarse parte médico de baja, de\nlo contrario, se estará ante un supuesto de inasistencia injustificada al\nlugar de trabajo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">En los casos de accidente de trabajo o enfermedad profesional, el trabajador\npercibirá el 100% del salario bruto mes.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2 id=\"L1441\">Disposición transitoria primera. Adaptación de la plantilla\nactual a la nueva clasificación profesional.\u003C\u002Fh2>\n\n\u003Cp>Se establece un plazo máximo de dos meses desde la firma del presente\nconvenio colectivo, para establecer los criterios y condiciones de adaptación\nde la plantilla a la nueva Clasificación Profesional dispuesta en el presente\nconvenio colectivo.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1445\">Disposición transitoria segunda. Análisis sobre formación,\nformación online y funciones de instrucción.\u003C\u002Fh2>\n\n\u003Cp>En el seno de la comisión paritaria del artículo 7 del convenio colectivo,\npodrá establecer una subcomisión de formación, para analizar y evaluar el\nplan de formación, y asimismo establecer los procedimientos y aplicación para\nla formación online.\u003C\u002Fp>\n\n\u003Cp>De igual forma está subcomisión de formación tendrá el cometido analizar\ny desarrollar las funciones de las personas trabajadoras que realicen funciones\nde Instrucción dentro de la empresa.\u003C\u002Fp>\n\n\u003Cp>Asimismo, en el seno de esta comisión estudiará los costes y términos en\nlos que se podrán incluir como indemnización por parte de la empresa en las\ncláusulas de permanencia por formación tipo a cargo de la empresa.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1453\">Disposición transitoria tercera. Fraccionada.\u003C\u002Fh2>\n\n\u003Cp>En el seno de la comisión paritaria del artículo 7 del convenio colectivo,\nse podrá evaluar, previo estudio, análisis y acuerdo entre ambas partes la\nnecesidad de implantación de la jornada fraccionada.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch2 id=\"L1457\">Disposición transitoria cuarta. Comisión de vestuario\nlaboral.\u003C\u002Fh2>\n\n\u003Cp>En el seno de la comisión paritaria del artículo 7 del convenio colectivo,\npodrá establecer una subcomisión de vestuario laboral, para analizar y\nevaluar las prendas que componen la uniformidad y el vestuario laboral, y\nasimismo establecer los procedimientos de asignación y reposición.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L1461\">Disposición transitoria quinta. Cláusula de descuelgue.\u003C\u002Fh2>\n\n\u003Cp>de acuerdo con lo dispuesto en el artículo 82.3 del Estatuto de los\ntrabajadores, cuando concurran causas en el mismo previstas y de acuerdo con\nlos procedimientos asimismo descritos en el citado artículo, se podrá\nproceder, previo desarrollo de un periodo de consultas en los términos del\nartículo 41.4, a inaplicar en la empresa las condiciones de trabajo previstas\nen el convenio colectivo de empresa aplicable.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1465\">Disposición transitoria sexta. Prevención de riesgos frente a\ncatástrofes y fenómenos meteorológicos adversos.\u003C\u002Fh2>\n\n\u003Cp>Se establecerá una comisión paritaria en la que se negociaran protocolos\nde actuación que recojan medidas de prevención de riesgos específicamente\nreferidas a la actuación frente a catástrofes y otros fenómenos\nmeteorológicos adversos.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1469\">Disposición final primera. Vigencia.\u003C\u002Fh2>\n\n\u003Cp>A efectos de aplicación y retroactividad desde la entrada en vigor y firma\ndel presente convenio colectivo, en materia de jornada y económica se\nestablece:\u003C\u002Fp>\n\n\u003Cp>a)La jornada anual acordada será de aplicación a partir del año 2026.\u003C\u002Fp>\n\n\u003Cp>b)En materia económica se pacta expresamente entre las partes, que la\nretroactividad efectiva será del 1 de enero de 2026, sin perjuicio de proceder\na lo dispuesto en el artículo 38 del presente convenio colectivo. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch2 id=\"L1479\">ANEXO I Tablas salariales\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>A. Efectividad 1 de enero de 2025\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:47.5pt\">\n      \u003Ctd width=\"681\" colspan=\"8\" style=\"width:510.75pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:47.5pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:6.5pt\">Salario bruto anual Hora\n        extras Horas nocturnas Horas festivas Hora domingos Bolsa de horas\n        HOG\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:6.5pt\">Categoría\n        profesional\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-left:119.0pt;text-align:center;   text-indent:0cm;line-height:75%\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:   6.5pt;line-height:75%\">_                                \n        _                               \n        _                                  \n        _                                \n        _                                  \n        _\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-left:119.0pt;text-indent:0cm;line-height:75%\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:6.5pt;line-height:75%\">Euros                        \n        Euros                      \n        Euros                          \n        Euros                       \n        Euros                                  \n        Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:75%\">\u003Cspan style=\"font-size:6.5pt;line-height:75%\"> \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\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">TMA F.\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:7.5pt\">55.000,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\" style=\"width:50.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">33,73\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" style=\"width:70.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">3,53\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\" style=\"width:61.45pt;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:7.5pt\">23,13\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" style=\"width:65.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">11,57\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" style=\"width:64.1pt;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:7.5pt\">19,28\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\" style=\"width:30.0pt;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:7.5pt\">44,98\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\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">TMA E.\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:7.5pt\">50.000,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\" style=\"width:50.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">30,67\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" style=\"width:70.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">3,21\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\" style=\"width:61.45pt;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:7.5pt\">21,03\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" style=\"width:65.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">10,51\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" style=\"width:64.1pt;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:7.5pt\">17,52\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\" style=\"width:30.0pt;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:7.5pt\">40,89\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\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">TMA D.\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:7.5pt\">46.000,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\" style=\"width:50.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">28,21\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" style=\"width:70.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">2,96\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\" style=\"width:61.45pt;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:7.5pt\">19,35\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" style=\"width:65.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">9,67\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" style=\"width:64.1pt;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:7.5pt\">16,12\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\" style=\"width:30.0pt;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:7.5pt\">37,62\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\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">TMA C.\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:7.5pt\">42.500,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\" style=\"width:50.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">26,07\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" style=\"width:70.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">2,73\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\" style=\"width:61.45pt;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:7.5pt\">17,87\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" style=\"width:65.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">8,94\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" style=\"width:64.1pt;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:7.5pt\">14,89\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\" style=\"width:30.0pt;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:7.5pt\">34,75\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\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">TMA B.\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:7.5pt\">38.500,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\" style=\"width:50.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">23,61\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" style=\"width:70.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">2,47\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\" style=\"width:61.45pt;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:7.5pt\">16,19\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" style=\"width:65.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">8,10\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" style=\"width:64.1pt;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:7.5pt\">13,49\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\" style=\"width:30.0pt;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:7.5pt\">31,48\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\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">TMA A.\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:7.5pt\">36.000,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\" style=\"width:50.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">22,08\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" style=\"width:70.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">2,31\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\" style=\"width:61.45pt;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:7.5pt\">15,14\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" style=\"width:65.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">7,57\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" style=\"width:64.1pt;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:7.5pt\">12,62\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\" style=\"width:30.0pt;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:7.5pt\">29,44\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\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">Mecánico\n        C.\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:7.5pt\">30.000,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\" style=\"width:50.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">18,40\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" style=\"width:70.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">1,93\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\" style=\"width:61.45pt;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:7.5pt\">12,62\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" style=\"width:65.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">6,31\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" style=\"width:64.1pt;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:7.5pt\">10,51\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\" style=\"width:30.0pt;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:7.5pt\">24,53\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\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">Mecánico\n        B.\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:7.5pt\">28.000,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\" style=\"width:50.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">15,95\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" style=\"width:70.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">1,67\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\" style=\"width:61.45pt;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:7.5pt\">10,93\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" style=\"width:65.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">5,47\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" style=\"width:64.1pt;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:7.5pt\">9,11\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\" style=\"width:30.0pt;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:7.5pt\">21,26\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\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">Mecánico\n        A.\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:7.5pt\">22.000,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\" style=\"width:50.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">13,49\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" style=\"width:70.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">1,41\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\" style=\"width:61.45pt;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:7.5pt\">9,25\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" style=\"width:65.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">4,63\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" style=\"width:64.1pt;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:7.5pt\">7,71\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\" style=\"width:30.0pt;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:7.5pt\">17,99\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\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">TME C.\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:7.5pt\">38.500,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\" style=\"width:50.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">23,61\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" style=\"width:70.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">2,47\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\" style=\"width:61.45pt;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:7.5pt\">16,19\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" style=\"width:65.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">8,10\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" style=\"width:64.1pt;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:7.5pt\">13,49\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\" style=\"width:30.0pt;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:7.5pt\">31,48\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\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">TME B.\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:7.5pt\">33.000,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\" style=\"width:50.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">20,24\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" style=\"width:70.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">2,12\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\" style=\"width:61.45pt;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:7.5pt\">13,88\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" style=\"width:65.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">6,94\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" style=\"width:64.1pt;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:7.5pt\">11,57\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\" style=\"width:30.0pt;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:7.5pt\">26,99\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\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">TME A.\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:7.5pt\">28.000,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\" style=\"width:50.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">17,17\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" style=\"width:70.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">1,80\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\" style=\"width:61.45pt;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:7.5pt\">11,78\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" style=\"width:65.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">5,89\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" style=\"width:64.1pt;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:7.5pt\">9,81\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\" style=\"width:30.0pt;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:7.5pt\">22,90\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\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">Auxiliar TME\u002FTS\n        B.\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:7.5pt\">24.000,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\" style=\"width:50.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">14,72\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" style=\"width:70.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">1,54\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\" style=\"width:61.45pt;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:7.5pt\">10,09\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" style=\"width:65.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">5,05\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" style=\"width:64.1pt;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:7.5pt\">8,41\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\" style=\"width:30.0pt;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:7.5pt\">19,63\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\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">Auxiliar TME\u002FTS\n        A.\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:7.5pt\">20.000,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\" style=\"width:50.9pt;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:7.5pt\">12,27\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" style=\"width:70.55pt;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:7.5pt\">1,29\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\" style=\"width:61.45pt;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:7.5pt\">8,41\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" style=\"width:65.5pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">4,21\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" style=\"width:64.1pt;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:7.5pt\">7,01\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"40\" style=\"width:30.0pt;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:7.5pt\">16,36\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>Nota: El Salario Bruto Anual se abona en 14 pagas.\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:37.9pt\">\n      \u003Ctd width=\"81\" style=\"width:60.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Dieta nacional -\n        Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:77.75pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Dieta internacional -\n        Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\" style=\"width:64.8pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Plus transporte -\n        Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:77.75pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Gastos kilometraje -\n        Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\" style=\"width:57.1pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Plus\n        carreteo\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">-\n        Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"81\" valign=\"bottom\" style=\"width:60.5pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">50,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" valign=\"bottom\" style=\"width:77.75pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">78,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\" valign=\"bottom\" style=\"width:64.8pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">4,44\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" valign=\"bottom\" style=\"width:77.75pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">0,26\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\" valign=\"bottom\" style=\"width:57.1pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">35,00\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\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:38.15pt\">\n      \u003Ctd width=\"134\" style=\"width:100.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:9.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Categoría\n        profesional\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"177\" style=\"width:132.7pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Plus Flexibilidad\n        Desplazamiento - Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"134\" valign=\"bottom\" style=\"width:100.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">TMA\u002FTME.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"177\" valign=\"bottom\" style=\"width:132.7pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">24,04\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"134\" valign=\"bottom\" style=\"width:100.55pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Mecánicos y\n        Auxiliares.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"177\" valign=\"bottom\" style=\"width:132.7pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">12,02\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>Plus de Habilitación\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:47.5pt\">\n      \u003Ctd width=\"98\" style=\"width:73.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:47.5pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Plus Coordinador —\n        Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.7pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:47.5pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Plus Jefe de Turno —\n        Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\" style=\"width:56.65pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:47.5pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Hora de\n        Vuelo\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">—\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" style=\"width:70.3pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:47.5pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Plus Aviso BH < 5\n        días — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\" style=\"width:61.45pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:47.5pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Plus Despl. (1) —\n        Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\" style=\"width:61.45pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:47.5pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Plus Despl. (2) —\n        Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"98\" valign=\"bottom\" style=\"width:73.45pt;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:8.5pt\">15,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" valign=\"bottom\" style=\"width:73.7pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1.000,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\" valign=\"bottom\" style=\"width:56.65pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">20,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" valign=\"bottom\" style=\"width:70.3pt;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:8.5pt\">20,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\" valign=\"bottom\" style=\"width:61.45pt;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:8.5pt\">132,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"82\" valign=\"bottom\" style=\"width:61.45pt;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:8.5pt\">198,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L1559\">ANEXO II Evaluación progresiones\u003C\u002Fh2>\n\n\u003Cp>EVALUACIÓN PROGRESIONES\u003C\u002Fp>\n\n\u003Cp>EVALUACIÓN DE COMPETENCIAS PROFESIONALES PARA PROGRESIÓN\u003C\u002Fp>\n\n\u003Cp>Nombre del Evaluado:\u003C\u002Fp>\n\n\u003Cp>Fecha de la Evaluación:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:31.2pt\">\n      \u003Ctd width=\"177\" valign=\"bottom\" style=\"width:132.95pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:31.2pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;font-family:   "Verdana",sans-serif\">COMPETENCIAS\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:31.2pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.0pt;font-family:   "Verdana",sans-serif\">Peso\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\" style=\"width:45.85pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:31.2pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:105%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.0pt;line-height:   105%;font-family:"Verdana",sans-serif\">Jefe\n        producción\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"35\" style=\"width:25.9pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:31.2pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:105%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.0pt;line-height:   105%;font-family:"Verdana",sans-serif\">Jefe\n        turno\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" style=\"width:42.7pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:31.2pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:105%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.0pt;line-height:   105%;font-family:"Verdana",sans-serif\">Evaluador\n        1\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" style=\"width:42.5pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:31.2pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.0pt;font-family:   "Verdana",sans-serif\">Evaluador\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.0pt;font-family:   "Verdana",sans-serif\">2\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\" style=\"width:46.1pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:31.2pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:105%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.0pt;line-height:   105%;font-family:"Verdana",sans-serif\">Jefe\n        producción\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\" style=\"width:27.6pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:31.2pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:105%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.0pt;line-height:   105%;font-family:"Verdana",sans-serif\">Jefe\n        turno\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" style=\"width:42.5pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:31.2pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:105%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.0pt;line-height:   105%;font-family:"Verdana",sans-serif\">Evaluador\n        1\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\" style=\"width:43.2pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:31.2pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.0pt;font-family:"Verdana",sans-serif\">Evaluador\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.0pt;font-family:   "Verdana",sans-serif\">2\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"177\" style=\"width:132.95pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"right\" style=\"text-align:right;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.0pt;font-family:   "Verdana",sans-serif\">RENDIMIENTO:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;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\">\u003Cspan style=\"font-size:7.0pt;font-family:   "Verdana",sans-serif\">15%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\" valign=\"top\" style=\"width:45.85pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"35\" valign=\"top\" style=\"width:25.9pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"top\" style=\"width:42.7pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"top\" style=\"width:42.5pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\" valign=\"top\" style=\"width:46.1pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\" valign=\"top\" style=\"width:27.6pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"top\" style=\"width:42.5pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\" valign=\"top\" style=\"width:43.2pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"177\" style=\"width:132.95pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"right\" style=\"text-align:right;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.0pt;font-family:   "Verdana",sans-serif\">CALIDAD:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;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\">\u003Cspan style=\"font-size:7.0pt;font-family:   "Verdana",sans-serif\">15%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\" valign=\"top\" style=\"width:45.85pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"35\" valign=\"top\" style=\"width:25.9pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"top\" style=\"width:42.7pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"top\" style=\"width:42.5pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\" valign=\"top\" style=\"width:46.1pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\" valign=\"top\" style=\"width:27.6pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"top\" style=\"width:42.5pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\" valign=\"top\" style=\"width:43.2pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"177\" style=\"width:132.95pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:29.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.0pt;font-family:"Verdana",sans-serif\">CAPACIDAD\n        APRENDIZAJE:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;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\">\u003Cspan style=\"font-size:7.0pt;font-family:   "Verdana",sans-serif\">10%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\" valign=\"top\" style=\"width:45.85pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"35\" valign=\"top\" style=\"width:25.9pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"top\" style=\"width:42.7pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"top\" style=\"width:42.5pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\" valign=\"top\" style=\"width:46.1pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\" valign=\"top\" style=\"width:27.6pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"top\" style=\"width:42.5pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\" valign=\"top\" style=\"width:43.2pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.5pt\">\n      \u003Ctd width=\"177\" style=\"width:132.95pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"Egyb0\" align=\"right\" style=\"text-align:right;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.0pt;font-family:   "Verdana",sans-serif\">TOMA\n        DE DECISIONES:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:18.5pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.0pt;font-family:   "Verdana",sans-serif\">15%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\" valign=\"top\" style=\"width:45.85pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"35\" valign=\"top\" style=\"width:25.9pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"top\" style=\"width:42.7pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"top\" style=\"width:42.5pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\" valign=\"top\" style=\"width:46.1pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\" valign=\"top\" style=\"width:27.6pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"top\" style=\"width:42.5pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\" valign=\"top\" style=\"width:43.2pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"177\" style=\"width:132.95pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"right\" style=\"text-align:right;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.0pt;font-family:   "Verdana",sans-serif\">DOCUMENTACIÓN\n        TECNICA:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;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\">\u003Cspan style=\"font-size:7.0pt;font-family:   "Verdana",sans-serif\">25%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\" valign=\"top\" style=\"width:45.85pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"35\" valign=\"top\" style=\"width:25.9pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"top\" style=\"width:42.7pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"top\" style=\"width:42.5pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\" valign=\"top\" style=\"width:46.1pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\" valign=\"top\" style=\"width:27.6pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"top\" style=\"width:42.5pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\" valign=\"top\" style=\"width:43.2pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.5pt\">\n      \u003Ctd width=\"177\" style=\"width:132.95pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"Egyb0\" align=\"right\" style=\"text-align:right;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.0pt;font-family:   "Verdana",sans-serif\">ADAPTACIÓN\n        Y FLEXIBILIDAD:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:18.5pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.0pt;font-family:   "Verdana",sans-serif\">10%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\" valign=\"top\" style=\"width:45.85pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"35\" valign=\"top\" style=\"width:25.9pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"top\" style=\"width:42.7pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"top\" style=\"width:42.5pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\" valign=\"top\" style=\"width:46.1pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\" valign=\"top\" style=\"width:27.6pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"top\" style=\"width:42.5pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\" valign=\"top\" style=\"width:43.2pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"177\" style=\"width:132.95pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" align=\"right\" style=\"text-align:right;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.0pt;font-family:   "Verdana",sans-serif\">TRABAJO\n        EN EQUIPO:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;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\">\u003Cspan style=\"font-size:7.0pt;font-family:   "Verdana",sans-serif\">10%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\" valign=\"top\" style=\"width:45.85pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"35\" valign=\"top\" style=\"width:25.9pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"top\" style=\"width:42.7pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"top\" style=\"width:42.5pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\" valign=\"top\" style=\"width:46.1pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\" valign=\"top\" style=\"width:27.6pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"top\" style=\"width:42.5pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\" valign=\"top\" style=\"width:43.2pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.2pt\">\n      \u003Ctd width=\"177\" valign=\"top\" style=\"width:132.95pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:19.2pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"273\" colspan=\"5\" style=\"width:204.95pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:19.2pt\">\u003Cp class=\"Egyb0\" align=\"right\" style=\"text-align:right;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;font-family:   "Verdana",sans-serif\">%\n        Sobre la Evaluación:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\" style=\"width:46.1pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:19.2pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;font-family:   "Verdana",sans-serif\">40%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\" style=\"width:27.6pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:19.2pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;font-family:   "Verdana",sans-serif\">20%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" style=\"width:42.5pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:19.2pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;font-family:   "Verdana",sans-serif\">20%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\" style=\"width:43.2pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:19.2pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;font-family:   "Verdana",sans-serif\">20%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.45pt\">\n      \u003Ctd width=\"177\" valign=\"top\" style=\"width:132.95pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"217\" colspan=\"4\" style=\"width:162.45pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;font-family:"Verdana",sans-serif\">RESULTADO\n        DE LA EVALUACIÓN:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"top\" style=\"width:42.5pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\" valign=\"top\" style=\"width:46.1pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"37\" valign=\"top\" style=\"width:27.6pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"top\" style=\"width:42.5pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\" valign=\"top\" style=\"width:43.2pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>Jefe de Producción:\u003C\u002Fp>\n\n\u003Cp>Jefe Turno:\u003C\u002Fp>\n\n\u003Cp>Evaluador 1:\u003C\u002Fp>\n\n\u003Cp>Evaluador 2:\u003C\u002Fp>\n\n\u003Cp>Resultado de la Evaluación:\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:28.3pt\">\n      \u003Ctd width=\"134\" valign=\"top\" style=\"width:100.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:9.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\" style=\"width:80.4pt;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:129%\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:9.0pt;   line-height:129%;font-family:"Times New Roman",serif\">Nivel\n        1: Muy deficiente Nota: 0 - 1 - 2\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:78.25pt;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:129%\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:9.0pt;   line-height:129%;font-family:"Times New Roman",serif\">Nivel\n        2: Deficiente Nota: 3 - 4\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\" style=\"width:82.3pt;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:129%\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:9.0pt;   line-height:129%;font-family:"Times New Roman",serif\">Nivel\n        3: Promedio Nota: \u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:129%\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:9.0pt;   line-height:129%;font-family:"Times New Roman",serif\">5\n        - 6\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\" style=\"width:80.15pt;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:129%\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:9.0pt;   line-height:129%;font-family:"Times New Roman",serif\">Nivel\n        4: Bueno Nota: 6 - 7\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\" style=\"width:89.05pt;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:129%\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:9.0pt;   line-height:129%;font-family:"Times New Roman",serif\">Nivel\n        5: Excelente Nota: \u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm;   line-height:129%\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:9.0pt;   line-height:129%;font-family:"Times New Roman",serif\">8\n        - 9 - 10\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:81.85pt\">\n      \u003Ctd width=\"134\" style=\"width:100.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:81.85pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Rendimiento:\n        en función de la cantidad y calidad del trabajo, valorando el ritmo de\n        trabajo mantenido y el resultado.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\" style=\"width:80.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:81.85pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Realiza\n        sus tareas con un ritmo de trabajo lento y con nula calidad. Bajo nivel\n        de energía y productividad.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:81.85pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">En\n        ocasiones, su ritmo es lento y pierde el tiempo. Presenta dificultades\n        para rendir bajo presión de tiempo.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\" style=\"width:82.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:81.85pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Realiza\n        sus tareas con un ritmo de trabajo constante y con moderada\n        calidad.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\" style=\"width:80.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:81.85pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Gestiona\n        el tiempo de manera eficaz, aumentando el ritmo en situaciones de\n        apremio. Realiza sus tareas con buena calidad.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\" style=\"width:89.05pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:81.85pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Mantiene\n        un alto y sostenido nivel de productividad, alcanzando elevados niveles\n        de calidad.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:103.45pt\">\n      \u003Ctd width=\"134\" style=\"width:100.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:103.45pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Calidad:\n        conocimiento de los procedimientos y normativas que marca la compañía\n        y su correcta aplicación para conseguir los estándares\n        establecidos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\" style=\"width:80.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:103.45pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Realiza\n        sus tareas de forma desorganizada, no conoce ni aplica las pautas\n        marcadas por la compañía.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:103.45pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Desconoce\n        algunas normativas y no aplica habitualmente los procedimientos\n        establecidos de forma autónoma.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\" style=\"width:82.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:103.45pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Conoce\n        las normativas y aplica los procedimientos de forma autónoma pero, en\n        ocasiones, necesita supervisión y apoyo.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\" style=\"width:80.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:103.45pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Es\n        metódico y autónomo. Se esfuerza por ejecutar sus tareas según la\n        normativa\u002F procedimientos y alcanza los estándares\n        establecidos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\" style=\"width:89.05pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:103.45pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Optimiza\n        los métodos de trabajo y domina los procedimientos internos y\n        externos, superando los estándares establecidos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:114.0pt\">\n      \u003Ctd width=\"134\" style=\"width:100.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:114.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Capacidad\n        de aprendizaje: motivación y capacidad para asimilar la información e\n        instrucciones recibidas, y aplicarlas en el desarrollo de sus\n        tareas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\" style=\"width:80.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:114.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">No\n        presenta motivación ni capacidad para adquirir aprendizajes ni\n        entender instrucciones sencillas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:114.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Presenta\n        dificultades para entender algunas instrucciones y necesita\n        aclaraciones o repeticiones con cierta frecuencia.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\" style=\"width:82.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:114.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Entiende\n        las instrucciones y las aplica de forma correcta aunque le falta cierta\n        autonomía y motivación por aprender.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\" style=\"width:80.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:114.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Trabaja\n        de forma autónoma, aplicando las instrucciones complicadas y mostrando\n        interés por adquirir nuevos aprendizajes.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\" style=\"width:89.05pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:114.0pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Es\n        autónomo.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Comparte\n        sus conocimientos para mejorar los métodos de trabajo y es capaz de\n        llevar a la práctica cualquier instrucción. Interesado e implicado en\n        la formación continua.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:103.45pt\">\n      \u003Ctd width=\"134\" style=\"width:100.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:103.45pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Toma\n        de decisiones: capacidad para valorar las distintas alternativas de\n        actuación en una situación determinada, elegir la mejor opción y\n        asumir la responsabilidad que supone tomar dicha\n        decisión.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\" style=\"width:80.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:103.45pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">No\n        toma decisiones. Requiere un seguimiento constante del trabajo\n        realizado.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:103.45pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Tiene\n        dificultades para tomar decisiones y valorar las alternativas\n        correctas. Precisa instrucciones precisas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\" style=\"width:82.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:103.45pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Toma\n        decisión correctas en asuntos rutinarios y de poca dificultad.\n        Requiere instrucciones en situaciones complicadas o de\n        apremio.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\" style=\"width:80.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:103.45pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Generalmente,\n        identifica y valora los problemas de forma adecuada, tomando decisiones\n        correctas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\" style=\"width:89.05pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:103.45pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Capaz\n        de tomar decisiones coherentes, con elevada probabilidad de éxito, en\n        cualquier tipo de situación. Busca asumir la responsabilidad en\n        situaciones difíciles.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:114.25pt\">\n      \u003Ctd width=\"134\" style=\"width:100.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:114.25pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">DOCUMENTACION\n        TECNICA: capacidad del uso de manuales de mantenimiento, dominio del\n        inglés y gestión documental mediante los programas informáticos de\n        la compañía.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\" valign=\"bottom\" style=\"width:80.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:114.25pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">No\n        usa por norma los manuales de mantenimiento, nivel bajo del inglés, no\n        se adapta a los medios informáticos de la compañía, ni a la\n        documentación derivada de los trabajos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:114.25pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Tiene\n        dificultades para el inglés y para desenvolverse por los manuales,\n        así como para gestionar Task Cards y NRCs.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\" style=\"width:82.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:114.25pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Se\n        desenvuelve de manera aceptable por los manuales y con la\n        documentación generada por el trabajo como las Task Card y NRCs, su\n        nivel de inglés es promedio.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\" style=\"width:80.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:114.25pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Buen\n        manejo e interpretación de los manuales de mantenimiento y de la\n        documentación técnica. Buen nivel de inglés y uso de vocabulario\n        técnico.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\" style=\"width:89.05pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:114.25pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Se\n        desenvuelve con mucha soltura por los manuales, es capaz de interpretar\n        a la perfección las task cards y NRCs, su nivel de inglés es correcto\n        y hace uso del vocabulario técnico.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:114.5pt\">\n      \u003Ctd width=\"134\" valign=\"top\" style=\"width:100.55pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:114.5pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">ADAPTACIÓN\n        Y FLEXIBILIDAD: capacidad para adaptar su comportamiento a los cambios,\n        situaciones imprevistas y necesidades del departamento; especialmente\n        relativas a turnos, rotación de tareas, etc.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\" style=\"width:80.4pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:114.5pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">No\n        acepta cambios imprevistos ni se adapta a las necesidades del\n        departamento.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:114.5pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Se\n        adapta a las situaciones familiares y acepta sólo los cambios\n        habituales, mostrando una actitud poco flexible.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\" style=\"width:82.3pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:114.5pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Acepta\n        habitualmente los cambios y afronta las situaciones novedosas con\n        actitud positiva. Aunque tiene dificultades para adaptarse a diferentes\n        entornos de forma ágil.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\" style=\"width:80.15pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:114.5pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Asume\n        los cambios de forma positiva y se adapta rápidamente a diferentes\n        formas de trabajar. Flexible con horarios y fechas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\" style=\"width:89.05pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:114.5pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Polivalen-te\n        y flexible. Se adapta fácilmente a cualquier imprevis-to y al trabajo\n        con diferentes equipos o proyectos, obteniendo un rendimiento positivo\n        para la empresa.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:114.5pt\">\n      \u003Ctd width=\"134\" valign=\"top\" style=\"width:100.55pt;border-top:none;border-left:   solid windowtext 1.0pt;border-bottom:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:114.5pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Trabajo\n        en equipo: capacidad de colaborar con otras personas, compartiendo\n        información y ayudando a los compañeros a alcanzar los\n        objetivos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\" style=\"width:80.4pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:114.5pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Trabaja\n        de manera aislada, sin compartir información ni considerar otras\n        ideas. No colabora con sus compañeros ni se preocupa por integrarse en\n        el equipo.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:114.5pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Participa\n        en las tareas colectivas sólo cuando es necesario y no se implica\n        activamente en la consecución de los resultados.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\" style=\"width:82.3pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:114.5pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Coopera\n        con el grupo con actitud positiva, compartiendo información y\n        valorando las opiniones del equipo. Aunque su aportación es mínima y\n        poco productiva.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\" style=\"width:80.15pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;padding:0cm .5pt 0cm .5pt;   height:114.5pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Su\n        cooperación es activa y productiva. Promueve la participación de los\n        compañeros y fomenta un buen clima laboral.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\" style=\"width:89.05pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:114.5pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:125%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt;line-height:125%;font-family:"Times New Roman",serif\">Su\n        aportación en la consecución de objetivos grupales es elevada. Se\n        muestra solidario, integrador e implicado en el desarrollo del equipo.\n        Adopta posiciones conciliadoras en las situaciones\n        conflictivas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L1637\">\u003Cspan lang=\"ES\">\u003C\u002Fspan>ANEXO III Medidas planificadas\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Cp>De conformidad con el artículo 8.3, las medidas planificadas deberán\ndesarrollar y asumir, al menos, los siguientes contenidos:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Ch3 id=\"L1641\">Primero. Cláusulas de igualdad de trato y no\ndiscriminación.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Los convenios colectivos o acuerdos de empresa recogerán en su articulado\ncláusulas de igualdad de trato y no discriminación que contribuyan a crear un\ncontexto favorable a la diversidad y a avanzar en la erradicación de la\ndiscriminación de las personas LGTBI, con referencia expresa no solo a la\norientación e identidad sexual sino también a la expresión de género o\ncaracterísticas sexuales.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1645\">Segundo. Acceso al empleo.\u003C\u002Fh3>\n\n\u003Cp>Las empresas contribuirán a través de las medidas establecidas en su caso\nen los convenios colectivos a erradicar estereotipos en el acceso al empleo de\nlas personas LGTBI, en especial a través de la formación adecuada de las\npersonas que participan en los procesos de selección.\u003C\u002Fp>\n\n\u003Cp>Para ello es preciso establecer criterios claros y concretos para garantizar\nun adecuado proceso de selección y contratación que priorice la formación o\nidoneidad de la persona para el puesto de trabajo, independientemente de su\norientación e identidad sexual o su expresión de género, con especial\natención a las personas trans como colectivo especialmente vulnerable.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpromotion\">\u003Ch3 id=\"L1651\">Tercero. Clasificación y promoción profesional.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Los convenios colectivos y los acuerdos de empresa regularán criterios para\nla clasificación, promoción profesional y ascensos, de forma que no conlleven\ndiscriminación directa o indirecta para las personas LGTBI, basándose en\nelementos objetivos, entre otros los de cualificación y capacidad,\ngarantizando el desarrollo de su carrera profesional en igualdad de\ncondiciones.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqtraining\">\u003Ch3 id=\"L1655\">Cuarto. Formación, sensibilización y lenguaje.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Las empresas integrarán en sus planes de formación módulos específicos\nsobre los derechos de las personas LGTBI en el ámbito laboral, con especial\nincidencia en la igualdad de trato y oportunidades y en la no discriminación.\nLa formación irá dirigida a toda la plantilla, incluyendo a los mandos\nintermedios, puestos directivos y personas \u003C\u002Fp>\n\n\u003Cp>trabajadoras con responsabilidad en la dirección de personal y recursos\nhumanos. Los aspectos mínimos que deberán contener son:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Conocimiento general y difusión del conjunto de\nmedidas planificadas LGTBI recogidas en el o los convenios colectivos de\naplicación en la empresa o los acuerdos de empresa en su caso, así como su\nalcance y contenido.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Conocimiento de las definiciones y conceptos\nbásicos sobre diversidad sexual, familiar y de género contenidas en la Ley\n4\u002F2023, de 28 de febrero, para la igualdad real y efectiva de las personas\ntrans y para la garantía de los derechos de las personas LGTBI.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Conocimiento y difusión del protocolo de\nacompañamiento a las personas trans en el empleo, en caso de que se disponga\ndel mismo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Conocimiento y difusión del protocolo para la\nprevención, detección y actuación frente al acoso discriminatorio o\nviolencia por razón de orientación e identidad sexual, expresión de género\ny características sexuales.\u003C\u002Fp>\n\n\u003Cp>Se fomentarán medidas para garantizar la utilización de un lenguaje\nrespetuoso con la diversidad.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1671\">Quinto. Entornos laborales diversos, seguros e inclusivos.\u003C\u002Fh3>\n\n\u003Cp>Se promoverá la heterogeneidad de las plantillas para lograr entornos\nlaborales diversos, inclusivos y seguros. Para ello se garantizará la\nprotección contra comportamientos LGTBIfóbicos, especialmente, a través de\nlos protocolos frente al acoso y la violencia en el trabajo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1675\">Sexto. Permisos y beneficios sociales.\u003C\u002Fh3>\n\n\u003Cp>Los convenios o acuerdos colectivos deberán atender a la realidad de las\nfamilias diversas, cónyuges y parejas de hecho LGTBI, garantizando el acceso a\nlos permisos, beneficios sociales y derechos sin discriminación por razón de\norientación e identidad sexual y expresión de género.\u003C\u002Fp>\n\n\u003Cp>En este sentido se garantizará a todas las personas trabajadoras el\ndisfrute en condiciones de igualdad de los permisos que, en su caso,\nestablezcan los convenios o acuerdos colectivos para la asistencia a consultas\nmédicas o trámites legales, con especial atención a las personas trans.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1681\">Séptimo. Régimen disciplinario.\u003C\u002Fh3>\n\n\u003Cp>Se integrarán, en su caso, en el régimen disciplinario que se regule en\nlos convenios colectivos, infracciones y sanciones por comportamientos que\natenten contra la libertad sexual, la orientación e identidad sexual y la\nexpresión de género de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Ch2 id=\"L1687\">ANEXO IV Protocolo de actuación frente al acoso y la violencia\ncontra las personas LGTBI\u003C\u002Fh2>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>La estructura y contenido del protocolo ante situaciones de acoso por\norientación e identidad sexual y expresión de género se ajustará, como\nmínimo, a los siguientes apartados:\u003C\u002Fp>\n\n\u003Cp>a)Declaración de principios en la que se manifieste el compromiso\nexplícito y firme de no tolerar en el seno de la empresa ningún tipo de\npráctica discriminatoria considerada como acoso por razón de orientación e\nidentidad sexual y expresión de género, quedando prohibida expresamente\ncualquier conducta de esta naturaleza. \u003C\u002Fp>\n\n\u003Cp>b)Ámbito de aplicación: el protocolo será de aplicación directa a las\npersonas que trabajan en la empresa, independientemente del vínculo jurídico\nque las una a esta, siempre que desarrollen su actividad dentro del ámbito\norganizativo de la empresa.\u003C\u002Fp>\n\n\u003Cp>También se aplicará a quienes solicitan un puesto de trabajo, al personal\nde puesta a disposición, proveedores, clientes y visitas, entre otros.\u003C\u002Fp>\n\n\u003Cp>c)Principios rectores y garantías del procedimiento:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Agilidad, diligencia y rapidez en la\ninvestigación y resolución de la conducta denunciada que deben ser realizadas\nsin demoras indebidas, respetando los plazos que se determinen para cada parte\ndel proceso y que constarán en el protocolo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Respeto y protección de la intimidad y dignidad a\nlas personas afectadas ofreciendo un tratamiento justo a todas las\nimplicadas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Confidencialidad: las personas que intervienen en\nel procedimiento tienen obligación de guardar una estricta confidencialidad y\nreserva, no transmitirán ni divulgarán información sobre el contenido de las\ndenuncias presentadas, en proceso de investigación, o resueltas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Protección suficiente de la víctima ante\nposibles represalias, atendiendo al cuidado de su seguridad y salud, teniendo\nen cuenta las posibles consecuencias tanto físicas como psicológicas que se\nderiven de esta situación y considerando especialmente las circunstancias\nlaborales que rodeen a la persona agredida.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Contradicción a fin de garantizar una audiencia\nimparcial y un trato justo para todas las personas afectadas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Restitución de las víctimas: si el acoso\nrealizado se hubiera concretado en una modificación de las condiciones\nlaborales de la víctima la empresa debe restituirla en sus condiciones\nanteriores, si así lo solicitara.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Prohibición de represalias: queda expresamente\nprohibido y será declarado nulo cualquier acto constitutivo de represalia,\nincluidas las amenazas de represalia y las tentativas de represalia contra las\npersonas que presenten una comunicación de denuncia por los medios habilitados\npara ello, comparezcan como testigos o ayuden o participen en una\ninvestigación sobre acoso.\u003C\u002Fp>\n\n\u003Cp>d)Procedimiento de actuación: el protocolo determinará el procedimiento\npara la presentación de la denuncia o queja, así como el plazo máximo para\nsu resolución, sin perjuicio de la aplicación de las disposiciones previstas\nen la Ley 2\u002F2023, de 20 de febrero, reguladora de la protección de las\npersonas que informen sobre infracciones normativas y de lucha contra la\ncorrupción, en su respectivo ámbito personal y material.\u003C\u002Fp>\n\n\u003Cp>La denuncia puede presentarse por la persona afectada o por quien ésta\nautorice, mediante el procedimiento acordado para ello y ante la persona que se\ndetermine de la comisión encargada del proceso de investigación.\u003C\u002Fp>\n\n\u003Cp>En caso de que la denuncia no sea presentada directamente por la persona\nafectada, se debe incluir su consentimiento expreso e informado para iniciar\nlas actuaciones del protocolo.\u003C\u002Fp>\n\n\u003Cp>Tras la recepción de la queja o denuncia y, una vez constatada la\nsituación de acoso se adoptarán medidas cautelares o preventivas que aparten\na la víctima de la persona acosadora mientras se desarrolla el procedimiento\nde actuación hasta su resolución.\u003C\u002Fp>\n\n\u003Cp>En el plazo máximo de los días hábiles acordados y desde que se convoca\nla comisión, esta debe emitir un informe vinculante en uno de los sentidos\nsiguientes:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">i)Constatar indicios de acoso objeto del protocolo\ny, si procede, proponer la apertura del expediente sancionador.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">ii)No apreciar indicios de acoso objeto del\nprotocolo.\u003C\u002Fp>\n\n\u003Cp>El informe deberá incluir, como mínimo, la descripción de los hechos, la\nmetodología empleada, la valoración del caso, los resultados de la\ninvestigación y las medidas cautelares o preventivas, si procede.\u003C\u002Fp>\n\n\u003Cp>e)Resolución: en esta fase se tomarán las medidas de actuación necesarias\nteniendo en cuenta las evidencias, recomendaciones y propuestas de\nintervención del informe emitido por la comisión.\u003C\u002Fp>\n\n\u003Cp>Si hay evidencias de la existencia de una situación de acoso por razón de\norientación e identidad sexual o expresión de género, se instará la\nincoación de un expediente sancionador por una situación probada de acoso, se\npedirá la adopción de medidas correctoras, y, si procede, se continuarán\naplicando las medidas de protección a la víctima. Si no hay evidencias de la\nexistencia de una situación de acoso se procederá a archivar la denuncia.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"JOBTITLE_trigger":44,"JOBTYPE_descriptions":48,"TRAINING_trigger":52,"trainingprogrammes":56,"contracttrial":60,"contracttrialperiod":64,"maxsicknesspay":68,"maxsicknesspayperc":72,"disabilitypay":76,"healthinsurance":80,"healthandsafetypolicy":84,"hivpolicy":88,"protectiveclothing":92,"WORKFAM_trigger":96,"paidmaternityleave":100,"paidmaternityleaveduration":104,"timeoff":107,"paidpaternityleave":111,"childcare":115,"childcareleave":119,"marriageleave":121,"GENEQ_trigger":125,"discrimination":129,"eqpromotion":133,"eqtraining":137,"sexualhar":141,"violence":145,"WORKHOURS_trigger":147,"hourspyear":151,"hourspday":155,"MAXHOURS_trigger":159,"holidaysdays":163,"holidaysweeks":167,"PAIDLEAV_trigger":169,"schedulesrestpw":173,"SUNDAYwork_trigger":177,"sundays_year":179,"TRADEUNLEAV_trigger":182,"administrativedays":186,"WAGES_trigger":190,"WAGES_determined":193,"PAYSCALES_trigger":195,"STRUCINCR_trigger":198,"ONCERISE_trigger":202,"NOCTPREM_trigger":206,"OVERTIME_trigger":210,"overtimeallowancetype_general":214,"overtimeallowanceperc1_general":218,"SUNDAY_trigger":222,"COMMUTE_trigger":226},{"bindId":45,"name":46,"text":47},"JOBTITLE_trigger","CAPÍTULO IV Clasificación profesional Ar","CAPÍTULO IV Clasificación profesional\n\nArtículo 25. Grupo profesional.",{"bindId":49,"name":50,"text":51},"JOBTYPE_descriptions","Todo el personal afectado por el present","Todo el personal afectado por el presente convenio será clasificado en uno\nde los siguientes grupos profesionales de mantenimiento de aeronaves, donde se\nhallan encuadrados los trabajadores que realizan labores de mantenimiento y\nreparación de las aeronaves y sus componentes, asignados a la línea y\u002Fo\nrevisión:\n\nMecánico:\n\n-Mecánico A, que será aquel en el que se\nencuadren todos los trabajadores contratados por la compañía para asistir al\nmantenimiento y reparación de las aeronaves, ya sea en línea o revisión, y\nque actúan bajo la supervisión y control de personal de un grupo superior.\n\n-Mecánico B, cuya principal diferencia con el\ngrupo anterior será la experiencia profesional.\n\n-Mecánico C, cuya principal diferencia con el\ngrupo anterior será la experiencia profesional.\n\nTécnico de mantenimiento de aeronaves y sus diferentes niveles de\nprogresión, serán aquellos trabajadores contratados por la compañía para\nmantener y reparar las aeronaves, ya sea en línea o revisión, con licencia\nEASA parte 66, con habilitación tipo o sin ella, y autorización o no de la\ncompañía para certificar las tareas de mantenimiento.\n\n\n\n\n  \n    \n      TMA\n      \n      A\n      \n    \n    \n      TMA\n      \n      B\n      \n    \n    \n      TMA\n      \n      C\n      \n    \n    \n      TMA\n      \n      D\n      \n    \n    \n      TMA\n      \n      E\n      \n    \n    \n      TMA\n      \n      F\n      \n    \n  \n\n\n\nNota: Para progresar a nivel TMA C, o superior, es requisito necesario ser\nnombrado personal certificador en el caso de mantenimiento en línea, o\npersonal de apoyo en el caso de mantenimiento en base.\n\nTécnicos de mantenimiento estructuras y tratamientos superficiales,\nrealizan la reparación de elementos fijos y estructurales de la, ajustándose\na los procedimientos, \n\nnormas e instrucciones, consiguiendo la calidad requerida y en condiciones\nde seguridad.\n\n-Auxiliar en estructuras y tratamientos superficiales a, que será aquel en\nel que se encuadren todos los trabajadores contratados por la compañía para\nasistir al mantenimiento y reparación en las estructuras de las aeronaves, ya\nsea en línea o revisión, y que actúan bajo la supervisión y control de\npersonal de un grupo superior.\n\n-Auxiliar en estructuras y tratamientos superficiales b, cuya principal\ndiferencia con el grupo anterior será la experiencia profesional.\n\nTécnicos de mantenimiento estructuras y sus diferentes niveles de\nprogresión conforme a la experiencia, desarrolla su actividad dependiendo, en\nsu caso, funcional y\u002Fo jerárquicamente de un superior. Puede tener personal a\nsu cargo en ocasiones, por temporadas o de forma estable.\n\n\n\n\n  \n    \n      TME\n      \n      C\n      \n    \n    \n      TME\n      \n      B\n      \n    \n    \n      TME\n      \n      A\n      \n    \n  \n",{"bindId":53,"name":54,"text":55},"TRAINING_trigger","CAPÍTULO X Formación Artículo 65. Formac","CAPÍTULO X Formación\n\nArtículo 65. Formación general.\n\nLa persona trabajadora estará obligada a asistir a aquellas acciones\nformativas promovidas o impartidas por la empresa dentro de la jornada a fin de\nobtener una determinada especialización o una más amplia formación\nprofesional.",{"bindId":57,"name":58,"text":59},"trainingprogrammes","Artículo 66. Formación específica requer","Artículo 66. Formación específica requerida por la\norganización EASA parte 145.\n\nLa formación requerida por la organización de mantenimiento aprobada EASA\nparte 145, debe ser considerada como tiempo de trabajo efectivo dentro de\njornada, ya se imparta en la modalidad presencial u online.\n\nA modo de ejemplo enumerativo y no restrictivo, formación ewis, ffhh, fuel\ntanks safety, procedimientos, formación recurrente, etc.\n\nArtículo 67. Formación de habilitación tipo.\n\nLa empresa en un plazo máximo de 2 años desde que el trabajador comunica\nestar en posesión de una licencia parte 66 (lma), facilitará un curso de\ncalificación tipo y posterior ojt.\n\nAl considerarse esta formación tipo como relevante y de alta\ncualificación, el tma adquiere compromiso adicional de fidelización de 2\naños, a partir de la finalización del curso.\n\nEn caso de no cumplirse el compromiso de fidelización por parte del\ntrabajador, estará obligado a abonar la parte proporcional del coste del curso\nen relación con los 2 años de permanencia en la empresa.\n\nAl inicio de la formación susceptible de compromiso de fidelidad, se debe\ninformar al empleado del coste que supone esa formación y su tabla de\namortización de los dos años.",{"bindId":61,"name":62,"text":63},"contracttrial","Artículo 29. Período de prueba. En los c","Artículo 29. Período de prueba.\n\nEn los contratos de trabajo, podrá concertarse por escrito un periodo de\nprueba, con sujeción a los límites de duración que, en su caso, se establece\nen este convenio colectivo.",{"bindId":65,"name":66,"text":67},"contracttrialperiod","Los trabajadores en posesión de título q","Los trabajadores en posesión de título que les cualifique como técnicos,\nsiempre y cuando sean contratados para desempeñar funciones a que dicho\ntítulo hace referencia tendrán un período de prueba de tres meses. ",{"bindId":69,"name":70,"text":71},"maxsicknesspay","Artículo 77. Complemento especial IT. Pa","Artículo 77. Complemento especial IT.\n\nPara los casos de baja por enfermedad común o accidente no laboral, ésta\nse acreditará mediante parte médico oficial de baja en el que deberá constar\nla fecha del primer día en que se produce el hecho causante,\nindependientemente de la duración de la baja, el trabajador percibirá el 100%\ndel salario bruto mes, solo durante los tres primeros meses de baja médica, a\npartir del tercer mes, cobrará las cantidades legalmente establecidas.Con un\nsolo día de ausencia al trabajo, deberá presentarse parte médico de baja, de\nlo contrario, se estará ante un supuesto de inasistencia injustificada al\nlugar de trabajo.\n\nEn los casos de accidente de trabajo o enfermedad profesional, el trabajador\npercibirá el 100% del salario bruto mes.",{"bindId":73,"name":74,"text":75},"maxsicknesspayperc","Para los casos de baja por enfermedad co","Para los casos de baja por enfermedad común o accidente no laboral, ésta\nse acreditará mediante parte médico oficial de baja en el que deberá constar\nla fecha del primer día en que se produce el hecho causante,\nindependientemente de la duración de la baja, el trabajador percibirá el 100%\ndel salario bruto mes, solo durante los tres primeros meses de baja médica, a\npartir del tercer mes, cobrará las cantidades legalmente establecidas.Con un\nsolo día de ausencia al trabajo, deberá presentarse parte médico de baja, de\nlo contrario, se estará ante un supuesto de inasistencia injustificada al\nlugar de trabajo.\n\nEn los casos de accidente de trabajo o enfermedad profesional, el trabajador\npercibirá el 100% del salario bruto mes.",{"bindId":77,"name":78,"text":79},"disabilitypay","En los casos de accidente de trabajo o e","En los casos de accidente de trabajo o enfermedad profesional, el trabajador\npercibirá el 100% del salario bruto mes.",{"bindId":81,"name":82,"text":83},"healthinsurance","b)Cobertura sanitaria. Dado el carácter ","b)Cobertura sanitaria.\n\nDado el carácter internacional de las operaciones de la compañía, la\npersona trabajadora se compromete a mantener en vigor la tarjeta sanitaria\neuropea.\n\nAsí mismo la empresa se compromete a facilitar la cobertura sanitaria\nequivalente a la cubierta por nuestro sistema nacional de salud, en aquellos\ndestinos donde no haya convenio bilateral de aplicación, debiendo informar de\nlos términos de la póliza y forma de uso a la persona trabajadora\ndesplazada. ",{"bindId":85,"name":86,"text":87},"healthandsafetypolicy","CAPÍTULO XI Seguridad y salud en el trab","CAPÍTULO XI Seguridad y salud en el trabajo\n\nArtículo 68. Seguridad y salud en el trabajo.\n\n1.En cuantas materias afecten a seguridad y salud en el trabajo serán de\naplicación las disposiciones contenidas en la ley 31\u002F1995, de 8 de noviembre,\nde prevención de riesgos laborales, y normativa de desarrollo concordante.\n\nA estos efectos las empresas y trabajadores\u002Fas sometidos al presente\nconvenio deberán abordar la aplicación del párrafo anterior, en consonancia\ncon los criterios y declaraciones generales previstas en la mencionada ley.",{"bindId":89,"name":90,"text":91},"hivpolicy","Artículo 70. Reconocimientos médicos obl","Artículo 70. Reconocimientos médicos obligatorios y\nprotección del trabajador\n\nTodos los trabajadores de la empresa deberán someterse a reconocimientos\nmédicos periódicos con el objetivo de garantizar la seguridad y salud en el\ntrabajo, conforme a la normativa vigente en prevención de riesgos\nlaborales.\n\nArtículo 71. Respeto a la intimidad y confidencialidad.\n\nLos reconocimientos médicos se realizarán respetando el derecho a la\nintimidad y dignidad del trabajador, así como el principio de confidencialidad\nde los datos médicos, en cumplimiento de la legislación sobre protección de\ndatos personales y normativa sanitaria.\n\nArtículo 72. Casos de obligatoriedad.\n\nEl reconocimiento médico será obligatorio en los siguientes supuestos:\n\n-Cuando la evaluación de riesgos laborales lo\nrequiera debido a la naturaleza del puesto de trabajo.\n\n-Cuando sea necesario para verificar que el estado\nde salud del trabajador no supone un riesgo para sí mismo, para otros\ntrabajadores o para terceros en el desarrollo de su actividad laboral.\n\n-Cuando así lo establezca una disposición legal o\nreglamentaria específica.\n\nGarantías y derechos del trabajador:\n\n-El acceso a la información médica obtenida se\nlimitará exclusivamente al personal médico y de prevención, y solo se\ncomunicarán a la empresa las conclusiones relativas a la aptitud para el\ndesempeño del puesto de trabajo, sin detallar diagnósticos ni datos de salud\ndel trabajador.\n\n-En caso de que un trabajador presente una\ncondición médica que requiera adaptación del puesto de trabajo, la empresa\nfacilitará las medidas necesarias, garantizando su derecho a la no\ndiscriminación y a la protección de su salud.\n\n-El trabajador podrá solicitar la realización de\npruebas complementarias si considera que el resultado del reconocimiento afecta\na su desempeño laboral.\n\nConsecuencias del incumplimiento:\n\nEl incumplimiento injustificado del reconocimiento médico podrá dar lugar\na la adopción de medidas disciplinarias proporcionales, salvo que el\ntrabajador justifique razones debidamente motivadas de objeción, en cuyo\ncaso se analizarán soluciones alternativas que garanticen tanto la protección\nde la salud individual como la colectiva en el entorno laboral.",{"bindId":93,"name":94,"text":95},"protectiveclothing","Disposición transitoria cuarta. Comisión","Disposición transitoria cuarta. Comisión de vestuario\nlaboral.\n\nEn el seno de la comisión paritaria del artículo 7 del convenio colectivo,\npodrá establecer una subcomisión de vestuario laboral, para analizar y\nevaluar las prendas que componen la uniformidad y el vestuario laboral, y\nasimismo establecer los procedimientos de asignación y reposición.",{"bindId":97,"name":98,"text":99},"WORKFAM_trigger","Artículo 69. Protección de la vida famil","Artículo 69. Protección de la vida familiar.",{"bindId":101,"name":102,"text":103},"paidmaternityleave","a)Seis semanas ininterrumpidas inmediata","a)Seis semanas ininterrumpidas inmediatamente posteriores al parto serán\nobligatorias y habrán de disfrutarse a jornada completa.\n\nb)Once semanas, veintidós en el caso de monoparentalidad, que podrán\ndistribuirse a voluntad de la persona trabajadora, en períodos semanales a\ndisfrutar de forma acumulada o interrumpida y ejercitarse desde la\nfinalización de la suspensión obligatoria posterior al parto hasta que el\nhijo o la hija cumpla doce meses. No obstante, la madre biológica podrá\nanticipar su ejercicio hasta cuatro semanas antes de la fecha previsible del\nparto.\n\nc)Dos semanas, cuatro en el caso de monoparentalidad, para el cuidado del\nmenor que podrán distribuirse a voluntad de la persona trabajadora, en\nperíodos semanales de forma acumulada o interrumpida hasta que el hijo o la\nhija cumpla los ocho años.",{"bindId":105,"name":102,"text":106},"paidmaternityleaveduration","a)Seis semanas ininterrumpidas inmediatamente posteriores al parto serán\nobligatorias y habrán de disfrutarse a jornada completa.",{"bindId":108,"name":109,"text":110},"timeoff","f)Por el tiempo indispensable para la re","f)Por el tiempo indispensable para la realización de exámenes prenatales y\ntécnicas de preparación al parto y, en los casos de adopción, guarda con\nfines de adopción o acogimiento, para la asistencia a las preceptivas sesiones\nde información y preparación y para la realización de los preceptivos\ninformes psicológicos y sociales previos a la declaración de idoneidad,\nsiempre, en todos los casos, que deban tener lugar dentro de la jornada de\ntrabajo.",{"bindId":112,"name":113,"text":114},"paidpaternityleave","Artículo 75. Nacimiento y cuidado del me","Artículo 75. Nacimiento y cuidado del menor.\n\nEl nacimiento, que comprende el parto y el cuidado de un menor, suspenderá\nel contrato de trabajo de la madre biológica y el del progenitor distinto de\nla madre biológica durante diecinueve semanas.\n\nEn el supuesto de monoparentalidad, por existir una única persona\nprogenitora, el periodo de suspensión será de treinta y dos semanas.\n\nEn los casos de parto prematuro con falta de peso y en aquellos otros en que\nel neonato precise, por alguna condición clínica, hospitalización a\ncontinuación del parto, por un periodo superior a siete días, el periodo de\nsuspensión se ampliará en tantos días como el nacido se encuentre\nhospitalizado, con un máximo de trece semanas adicionales, y en los términos\nen que reglamentariamente se desarrolle.\n\nEn el supuesto de fallecimiento del hijo o hija, el periodo de suspensión\nno se verá reducido, salvo que, una vez finalizadas las seis semanas de\ndescanso obligatorio, se solicite la reincorporación al puesto de trabajo.\n\nEn caso de fallecimiento de uno de los progenitores, el otro progenitor\npodrá hacer uso de la totalidad o, en su caso, de la parte que reste de\npermiso. \n\nLa suspensión del contrato de cada uno de los progenitores por el cuidado\nde menor se distribuye de la siguiente manera:\n\na)Seis semanas ininterrumpidas inmediatamente posteriores al parto serán\nobligatorias y habrán de disfrutarse a jornada completa.\n\nb)Once semanas, veintidós en el caso de monoparentalidad, que podrán\ndistribuirse a voluntad de la persona trabajadora, en períodos semanales a\ndisfrutar de forma acumulada o interrumpida y ejercitarse desde la\nfinalización de la suspensión obligatoria posterior al parto hasta que el\nhijo o la hija cumpla doce meses. No obstante, la madre biológica podrá\nanticipar su ejercicio hasta cuatro semanas antes de la fecha previsible del\nparto.\n\nc)Dos semanas, cuatro en el caso de monoparentalidad, para el cuidado del\nmenor que podrán distribuirse a voluntad de la persona trabajadora, en\nperíodos semanales de forma acumulada o interrumpida hasta que el hijo o la\nhija cumpla los ocho años.\n\nEste derecho es individual de la persona trabajadora sin que pueda\ntransferirse su ejercicio al otro progenitor.\n\nLas suspensiones previstas en las letras b) y c) podrán disfrutarse en\nrégimen de jornada completa o de jornada parcial, previo acuerdo entre la\nempresa y la persona trabajadora, y conforme se determine reglamentariamente.\nLa persona trabajadora deberá comunicar a la empresa, con una antelación\nmínima de quince días, el ejercicio de este derecho.\n\nCuando los dos progenitores que ejerzan este derecho trabajen para la misma\nempresa, la dirección empresarial podrá limitar su ejercicio simultáneo por\nrazones fundadas y objetivas, debidamente motivadas por escrito.\n\nA efectos de lo dispuesto en este apartado, el término de madre biológica\nincluye también a las personas trans gestantes.",{"bindId":116,"name":117,"text":118},"childcare","b)Cinco días por accidente o enfermedad ","b)Cinco días por accidente o enfermedad graves, hospitalización o\nintervención quirúrgica sin hospitalización que precise reposo domiciliario\ndel cónyuge, pareja de hecho o parientes hasta el segundo grado por\nconsanguineidad o afinidad, incluido el familiar consanguíneo de la pareja de\nhecho, así como de cualquier otra persona distinta de las anteriores, que\nconviva con la persona trabajadora en el mismo domicilio y que requiera el\ncuidado efectivo de aquella.",{"bindId":120,"name":117,"text":118},"childcareleave",{"bindId":122,"name":123,"text":124},"marriageleave","a)Quince días naturales en caso de matri","a)Quince días naturales en caso de matrimonio o registro de pareja de\nhecho.",{"bindId":126,"name":127,"text":128},"GENEQ_trigger","De conformidad con el artículo 8.3, las ","De conformidad con el artículo 8.3, las medidas planificadas deberán\ndesarrollar y asumir, al menos, los siguientes contenidos:\n\nPrimero. Cláusulas de igualdad de trato y no\ndiscriminación.\n\nLos convenios colectivos o acuerdos de empresa recogerán en su articulado\ncláusulas de igualdad de trato y no discriminación que contribuyan a crear un\ncontexto favorable a la diversidad y a avanzar en la erradicación de la\ndiscriminación de las personas LGTBI, con referencia expresa no solo a la\norientación e identidad sexual sino también a la expresión de género o\ncaracterísticas sexuales.",{"bindId":130,"name":131,"text":132},"discrimination","Primero. Cláusulas de igualdad de trato ","Primero. Cláusulas de igualdad de trato y no\ndiscriminación.",{"bindId":134,"name":135,"text":136},"eqpromotion","Tercero. Clasificación y promoción profe","Tercero. Clasificación y promoción profesional.",{"bindId":138,"name":139,"text":140},"eqtraining","Cuarto. Formación, sensibilización y len","Cuarto. Formación, sensibilización y lenguaje.",{"bindId":142,"name":143,"text":144},"sexualhar","ANEXO IV Protocolo de actuación frente a","ANEXO IV Protocolo de actuación frente al acoso y la violencia\ncontra las personas LGTBI",{"bindId":146,"name":143,"text":144},"violence",{"bindId":148,"name":149,"text":150},"WORKHOURS_trigger","CAPÍTULO III Régimen de trabajo y descan","CAPÍTULO III Régimen de trabajo y descansos\n\nArtículo 18. Jornada laboral, horario de trabajo y\ndescansos.",{"bindId":152,"name":153,"text":154},"hourspyear","La jornada anual se estable en 1712 hora","La jornada anual se estable en 1712 horas, a realizar en días tanto\nlaborables como festivos, y en fines de semana, pudiéndose prestar la misma\nsegún las necesidades del servicio, siendo igualmente de aplicación lo\ndispuesto en el rd 1561\u002F1995, de 21 de septiembre, respecto a la ampliación de\njornadas.",{"bindId":156,"name":157,"text":158},"hourspday","Con carácter general y como referencia e","Con carácter general y como referencia el turno de 8 horas, los\ntrabajadores tendrán 129 días libres que incluyen, 104 días por descanso\nsemanal, 14 días libres por compensación de festivos y 11 días de libre\ndisposición que se disfrutarán de común acuerdo entre empresa y\ntrabajador.",{"bindId":160,"name":161,"text":162},"MAXHOURS_trigger","Horas extraordinarias: Se considerarán h","Horas extraordinarias: Se considerarán horas extraordinarias las que\nsuperen la jornada ordinaria programada de trabajo efectivo.",{"bindId":164,"name":165,"text":166},"holidaysdays","Las personas trabajadoras tendrán derech","Las personas trabajadoras tendrán derecho a veintidós días laborables.",{"bindId":168,"name":165,"text":166},"holidaysweeks",{"bindId":170,"name":171,"text":172},"PAIDLEAV_trigger","Artículo 22. Vacaciones. En todo lo rela","Artículo 22. Vacaciones.\n\nEn todo lo relativo a vacaciones se estará a lo dispuesto en el texto\nrefundido del Estatuto de los trabajadores y demás legislación vigente.\n\nLas personas trabajadoras tendrán derecho a veintidós días laborables.\n\nEl período vacacional deberá disfrutarse dentro del año natural.\n\nLos días que no se disfruten dentro de ese año, por consenso entre empresa\ny trabajador, y siendo decisión en última instancia del responsable de cada\ndepartamento como medida excepcional y en función de las necesidades de este,\npodrá extenderse el ámbito de disfrute de este período hasta el último día\ndel primer mes del año entrante.\n\nSi el\u002Fla trabajador\u002Fa durante su periodo de disfrute de las vacaciones cae\nen situación de incapacidad temporal, mantendrá su derecho a recuperar los\ndías transcurridos en dicha situación. En este caso, deberá comunicarlo a la\ncompañía. Los días de vacaciones dejados de disfrutar por esta causa, se\ndisfrutarán cuando las necesidades del servicio lo permitan, y una vez\nacreditado el internamiento o enfermedad mediante el documento oficial de baja\no certificación medica oficial si es en un país extranjero.\n\nCuando el periodo de vacaciones fijado en el calendario de vacaciones de la\nempresa coincida en el tiempo con una incapacidad temporal derivada del\nembarazo, el parto o la lactancia natural o con el periodo de suspensión del\ncontrato de trabajo previsto en los apartados 4,5 y 7 del artículo 48 del E.T,\nse tendrá derecho a disfrutar las vacaciones en fecha distinta a la de la\nincapacidad temporal o a la del disfrute del \n\npermiso que por aplicación de dicho precepto le correspondan, al finalizar\nel periodo de suspensión, aunque haya terminado el año natural al que\ncorresponda.\n\nEn el supuesto de que el periodo de vacaciones coincida con una incapacidad\ntemporal por contingencias distintas a las señaladas en el párrafo anterior\nque imposibilite al trabajador disfrutarlas, total o parcialmente, durante el\naño natural al que corresponden, el\u002Fla trabajador\u002Fa podrá hacerlo una vez\nfinalice su incapacidad, y siempre que no hayan transcurrido más de dieciocho\nmeses a partir de la final del año en que se hayan originado.\n\nEl\u002Fla trabajador\u002Fa que cese en el transcurso del año tendrá derecho a\npercibir la parte proporcional de vacaciones que no haya disfrutado. Caso de\nhaber disfrutado más tiempo del que le corresponda, deberá resarcir a la\nempresa del exceso, pudiendo ésta practicar el correspondiente descuento en la\nliquidación.\n\nArtículo 23. Procedimiento de asignación de vacaciones.\n\nPor ser necesario establecer anualmente turnos y\u002Fo fechas concretas para el\ndisfrute de vacaciones, se publicará, con la antelación suficiente, un cuadro\nen el que se establezcan los diversos turnos y fechas de vacaciones y número\nde trabajadores que pueden tomar vacaciones en cada uno de los turnos y\ncategorías profesionales.\n\n1.Se fijarán de común acuerdo, no debiéndose quedar ningún departamento\nsin personal que pueda atender el buen funcionamiento de este. La asignación\nde vacaciones se hará por grupos profesionales del personal de mantenimiento,\nreservándose la empresa el derecho a limitar el número de personas por base\nde cada grupo, categoría profesional y habilitación. Cuando esto ocurra,\ntendrá prioridad de asignación la persona que el año anterior hubiese tenido\nmenor puntuación.\n\n2.La solicitud se hará a través de la plataforma de turnos y fichajes\nestablecida por la compañía y ésta deberá ser validada por el responsable\ndel departamento.\n\n3.Las personas que en el plazo establecido al efecto no realicen la\nsolicitud de vacaciones, tendrán que esperar a que se publiquen las vacaciones\nde todo el personal para poder elegir las suyas.\n\n4.Finalizado el plazo de solicitudes, los responsables de cada departamento\nprocederán a la asignación de vacaciones, de acuerdo con las peticiones\nrecibidas y cupos existentes. El orden de elección viene dado en el sentido\ninverso a los puntos acumulados por las vacaciones del año en curso. El\nsistema de penalización de puntos, teniendo en cuenta que puede variar en\nfunción de las fechas en que caiga semana santa, será el siguiente:\n\n\n\n\n\n\n  \n    \n      Enero.\n      \n      Del 1 al\n        15.\n      \n      10 puntos.\n      \n    \n    \n      Del 16 al\n        31.\n      \n      2 puntos.\n      \n    \n    \n      Febrero.\n      \n      Todo el\n        mes.\n      \n      0 puntos.\n      \n    \n    \n      Marzo.\n      \n      Todo el\n        mes.\n      \n      3 puntos.\n      \n    \n    \n      Abril.\n      \n      Todo el\n        mes.\n      \n      4 puntos.\n      \n    \n    \n      Mayo.\n      \n      Todo el\n        mes.\n      \n      5 puntos.\n      \n    \n    \n      Junio.\n      \n      Del 1 al\n        15.\n      \n      8 puntos.\n      \n    \n    \n      Del 16 al\n        30.\n      \n      10 puntos.\n      \n    \n    \n      Julio.\n      \n      Todo el\n        mes.\n      \n      11 puntos.\n      \n    \n    \n      Agosto.\n      \n      Todo el\n        mes.\n      \n      12 puntos.\n      \n    \n    \n      Septiembre.\n      \n      Del 1 al\n        15.\n      \n      10 puntos.\n      \n    \n    \n      Del 16 al\n        30.\n      \n      8 puntos.\n      \n    \n    \n      Octubre.\n      \n      Todo el\n        mes.\n      \n      1 puntos.\n      \n    \n    \n      Noviembre.\n      \n      Todo el\n        mes.\n      \n      0 puntos.\n      \n    \n    \n      Diciembre.\n      \n      Del 1 al\n        15.\n      \n      8 puntos.\n      \n    \n    \n       \n      \n      Del 16 al\n        31.\n      \n      12 puntos.\n      \n    \n  \n\n\n\n\nEn igualdad de condiciones se atenderán las solicitudes por orden de\nantigüedad administrativa en la empresa del trabajador\u002Fa.\n\n5.La semana santa tendrá una puntuación de 8 puntos por día, desde el\njueves santo hasta el segundo domingo de pascua, ambos inclusive.\n\nLas vacaciones disfrutadas en fechas coincidentes con las festividades\nlocales de la base en que se esté asignado tendrán una puntuación de 8\npuntos por día.\n\nEl\u002Fla responsable de cada base remitirá anualmente al jefe\u002Fa de producción\nlas festividades de su base.\n\nEsta puntuación es de referencia y cada base remitirá al jefe\u002Fa de\nproducción su puntuación, teniendo en cuenta las particularidades de dichas\nbases (picos de trabajo, fiestas propias, etc.).\n\n6.Los\u002Flas responsables de cada departamento deberán reportar semestralmente\nal departamento de recursos humanos el estado de disfrute de vacaciones de\ntodas las personas que estén a su cargo, facilitando fotocopia de los\noriginales de cada una de las solicitudes, así como de los modelos de\nmodificación sobre la petición originaria.\n\n7.Con independencia de que el departamento de recursos humanos tenga\nconstancia de los períodos vacacionales de todos los trabajadores, será cada\nresponsable de departamento quien lleve el control sobre los mismos.\n\n8.El plazo de solicitud para los\u002Flas trabajadores\u002Fas incluidos en el ámbito\npersonal de este convenio será hasta el 30 de noviembre del año anterior al\nde disfrute, con la finalidad de poder preparar cuadrantes anuales.\n\n9.Ante cualquier modificación en el período de vacaciones se deberá\ninformar al responsable del departamento a que se pertenezca, cumplimentando el\nmodelo que se adjunta a este escrito como anexo II.\n\n10.Las personas que, después de la asignación y publicación del cuadro de\nvacaciones cambien voluntariamente de puesto de trabajo, conservaran, solo si\nello es posible, la asignación efectuada en su anterior puesto, salvo que\ndicha asignación resulte incompatible con la actividad normal en servicio. En\neste último caso se procederá a la fijación de uno o unos nuevos periodos\nvacacionales, acordes con el puesto.\n\n11.Las personas incorporadas a la empresa con posterioridad a la\npublicación de los cuadros de vacaciones o que hayan promocionado a otro\ndepartamento, aun habiendo elegido período vacacional y haberse adjudicado de\nmodo firme, se le asignara, el periodo de disfrute de sus vacaciones según las\nnecesidades del departamento a que se incorpore.\n\n12.En el supuesto de programaciones de turno con rotaciones de 7 días ON\u002F7\ndías OFF, o 14 días ON\u002F14 días OFF, dentro de los periodos de libranza\n«días OFF» se programará hasta un máximo de 11 días de vacaciones, que\ndeberán estar debidamente reflejados en las programaciones.",{"bindId":174,"name":175,"text":176},"schedulesrestpw","Los trabajadores tendrán derecho a dos d","Los trabajadores tendrán derecho a dos días de descanso semanal, cuyo\ndisfrute se podrá programar acumulando los descansos de acuerdo con lo\nestablecido en el rd 1561\u002F1995, garantizándose el disfrute de un mínimo de\ndos fines de semana libres cada mes natural.\n\nCon carácter general y como referencia el turno de 8 horas, los\ntrabajadores tendrán 129 días libres que incluyen, 104 días por descanso\nsemanal, 14 días libres por compensación de festivos y 11 días de libre\ndisposición que se disfrutarán de común acuerdo entre empresa y\ntrabajador.\n\nCon carácter general y como referencia el turno de 10 horas, los\ntrabajadores tendrán 172 días libres que incluyen, 104 días por descanso\nsemanal, 14 días libres por compensación de festivos, 43 días de\ncompensación de jornada, y 11 días de libre disposición que se disfrutarán\nde común acuerdo entre empresa y trabajador.\n\nCon carácter general y como referencia el turno de 12 horas, los\ntrabajadores tendrán 200 días libres que incluyen, 104 días por descanso\nsemanal, 14 días libres por compensación de festivos, 71 días de\ncompensación de jornada, y 11 días de libre disposición que se disfrutarán\nde común acuerdo entre empresa y trabajador.",{"bindId":178,"name":175,"text":176},"SUNDAYwork_trigger",{"bindId":180,"name":175,"text":181},"sundays_year","Los trabajadores tendrán derecho a dos días de descanso semanal, cuyo\ndisfrute se podrá programar acumulando los descansos de acuerdo con lo\nestablecido en el rd 1561\u002F1995, garantizándose el disfrute de un mínimo de\ndos fines de semana libres cada mes natural.",{"bindId":183,"name":184,"text":185},"TRADEUNLEAV_trigger","sindicales o de representación del perso","sindicales o de representación del personal en\nlos términos establecidos legal o convencionalmente.",{"bindId":187,"name":188,"text":189},"administrativedays","d)Por el tiempo indispensable, para el c","d)Por el tiempo indispensable, para el cumplimiento de un deber inexcusable\nde carácter público y personal, comprendido el ejercicio del sufragio activo.\nCuando conste en una norma legal o convencional un periodo determinado, se\nestará a lo que esta disponga en cuanto a duración de la ausencia y a su\ncompensación económica.",{"bindId":191,"name":192,"text":192},"WAGES_trigger","CAPÍTULO VIII Retribuciones",{"bindId":194,"name":192,"text":192},"WAGES_determined",{"bindId":196,"name":197,"text":197},"PAYSCALES_trigger","ANEXO I Tablas salariales",{"bindId":199,"name":200,"text":201},"STRUCINCR_trigger","Artículo 38. Incremento salarial. Los co","Artículo 38. Incremento salarial.\n\nLos conceptos salariales vigentes para el 2025 serán los publicados en las\ntablas del anexo I.\n\nDichos importes serán objeto, a partir del 1 de enero de 2026, y para esa y\nsiguientes anualidades de vigencia del convenio, de una revisión salarial, a\nprincipio de cada uno de ellos, con la aplicación del IPC real del año\nanterior.\n\nEn el caso de que el IPC real del año anterior fuera superior al 3%, la\nrevisión se mantendrá en el 3%.\n\nEn el que caso de que la desviación de la cláusula anterior superará el\n3% de acumulada durante la vigencia del convenio, ambas partes se comprometen a\nrenegociar los términos de la revisión salarial.",{"bindId":203,"name":204,"text":205},"ONCERISE_trigger","Artículo 39. Pagas extraordinarias. Los ","Artículo 39. Pagas extraordinarias.\n\nLos trabajadores vinculados por el presente convenio percibirán dos pagas\nextraordinarias, en los meses de junio y diciembre, en las que se incluirá el\nvalor de una mensualidad de los conceptos salariales fijos reflejados en la\ntabla salarial del anexo I.\n\nEl cómputo para su devengo será para la paga de junio, del 1 de julio al\n30 de junio, ambos inclusive; y para la paga de Navidad, del 1 de enero al 31\nde diciembre. El abono de estas se realizará durante los meses de julio entre\nel 01 y el 15, y diciembre entre el 01 y el 15, respectivamente.",{"bindId":207,"name":208,"text":209},"NOCTPREM_trigger","Artículo 41. Horas nocturnas. El persona","Artículo 41. Horas nocturnas.\n\nEl personal que trabaje algunas de las horas comprendidas entre las 22:00 y\nlas 06:00 percibirá un suplemento por cada una de las horas en concepto de\ntrabajo nocturno, correspondiente al 11% de la hora ordinaria.",{"bindId":211,"name":212,"text":213},"OVERTIME_trigger","Artículo 42. Hora extraordinaria. Tendrá","Artículo 42. Hora extraordinaria.\n\nTendrán la consideración de horas extraordinarias cada hora de trabajo\nefectivo que se realice sobre la duración máxima de la jornada ordinaria. La\nempresa podrá requerir a los trabajadores la realización de horas\nextraordinarias dentro de los límites marcados por el Estatuto de los\ntrabajadores y legislación complementaria, entendiéndose la realización de\nestas, las que sean consecuencia de incidencias en el desarrollo de la\noperativa.\n\nSerá facultad del trabajador, dentro de los límites establecidos por el\nartículo 35.1 del ET, se optará entre abonar las horas extras o compensarlas\npor tiempos equivalentes de descanso retribuido.\n\nEn caso de optar por el pago, el valor de la hora extraordinaria la\nretribución de las horas extras será del 105% de la hora ordinaria.",{"bindId":215,"name":216,"text":217},"overtimeallowancetype_general","Será facultad del trabajador, dentro de ","Será facultad del trabajador, dentro de los límites establecidos por el\nartículo 35.1 del ET, se optará entre abonar las horas extras o compensarlas\npor tiempos equivalentes de descanso retribuido.\n\nEn caso de optar por el pago, el valor de la hora extraordinaria la\nretribución de las horas extras será del 105% de la hora ordinaria.",{"bindId":219,"name":220,"text":221},"overtimeallowanceperc1_general","En caso de optar por el pago, el valor d","En caso de optar por el pago, el valor de la hora extraordinaria la\nretribución de las horas extras será del 105% de la hora ordinaria.",{"bindId":223,"name":224,"text":225},"SUNDAY_trigger","Artículo 43. Complemento por trabajo en ","Artículo 43. Complemento por trabajo en fiestas laborales y\ndomingos.\n\nLas personas trabajadoras que presten servicios en domingos y días festivo,\nla compensación por horas festivas trabajadas percibirá un suplemento de la\nhora ordinaria.\n\n-Se establece un suplemento de la hora ordinaria\ndel 36%, por cada hora que se preste servicio en domingo.\n\n-Se establece un suplemento de la hora ordinaria\ndel 72 %, por cada hora que se preste servicio en días festivo.\n\nSe entiende, que las horas a compensar económicamente son las se comprenden\nentre las 00.01 horas y las 24.00 horas, del domingo o día festivo.",{"bindId":227,"name":228,"text":229},"COMMUTE_trigger","Artículo 45. Plus de Transporte. Todos l","Artículo 45. Plus de Transporte.\n\nTodos los trabajadores afectados por este convenio percibirán un\ncomplemento por la cantidad de 4,44 euros por cada día de asistencia al\ntrabajo. Dicho complemento no se devengará los días en que el trabajador se\nencuentre desplazado fuera de su centro de trabajo y tenga pagados o cubiertos\nlos gastos de transporte.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ESP Swiftair, SA - 2025\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2025-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Fecha de término: → 2028-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratificado por: → Ministry\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratificado en: → 2026-02-06\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Nombre de la industria: → Transporte, logistica y comunicaciones\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Nombre de la industria: → Transporte aéreo de pasajeros  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Sector público o privado: → En el sector privado\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluido por:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Nombre de la compañía: → \n                        Swiftair, SA\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                        ASETMA Asociación Sindical Española de Técnicos de Mantenimiento Aeronáutico \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        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">CAPACITACIÓN\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Programas de capacitación: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Aprendizajes: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">El empleador contribuye al fondo para capacitación del trabajador: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">ENFERMEDAD E INCAPACIDAD\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Máximo para las indemnizaciones por enfermedad: → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Disposiciones relativas a volver al trabajo después de larga enfermedad, por ejemplo, tratamiento para el cáncer → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Licencia pagada por menstruación → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Indemnización en caso de incapacidad por accidente de trabajo: → Sí\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SALUD Y SEGURIDAD Y ASISTENCIA MÉDICA\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Asistencia médica acordada: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Asistencia médica para familiares acordada: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribución acordada para seguro médico: → 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 → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Seguimiento de los riesgos musculo-esqueléticos de las estaciones de trabajo, riego profesional y\u002Fo relación entre trebajo y salud → Employee involvement in the monitoring\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Apoyo para funeral: → No\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ACUERDOS SOBRE FAMILIA Y TRABAJO\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Licencia de maternidad pagada: → 12 semanas\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Estabilidad laboral tras la licencia de maternidad: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibición de discriminación relacionada con la maternidad → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibición de obligar a las embarazadas o trabajadoras en lactancia materna para desarrollar trabajos peligrosos o poco saludables → 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            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Licencia de paternidad pagada: → Not specified días\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">TEMAS DE IGUALDAD DE GENERO\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Igual salario para igual valor: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Cláusulas de discriminación en el trabajo: → Sí\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Igualdad de oportunidades para la promoción de las mujeres: → Sí\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Igualdad de oportunidades de formación y reciclaje para las mujeres: → Sí\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Dirigente sindical de igualdad de género en el lugar de trabajo? → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Cláusulas sobre acoso sexual en el trabajo: → Sí\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Cláusulas sobre violencia en el trabajo: → Sí\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Permiso especial para trabajadoras\u002Fes sujetas o violencia doméstica o de la pareja: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Apoyo a mujeres trabajadoras con discapacidades: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Monitoreo de la igualdad de género → Sí\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">CONTRATOS DE TRABAJO\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Duración del período de prueba: → 90 días\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Trabajadores a tiempo parcial excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Disposiciones sobre trabajadores temporales: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Aprendices excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Ftrabajos para estudiantes excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">HORAS DE TRABAJO, HORARIOS Y DIAS FESTIVOS\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-hourspyear\">\n                Horas de trabajo por año: → 1712.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Licencia anual pagada: → 22.0 días\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Licencia anual pagada: → 4.0 semanas\n            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único:\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Pago extra único por desempeño de la compañía: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Prima por trabajo vespertino o nocturno:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Prima por trabajo vespertino o nocturno: → 111 % de salario básico\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Prima por trabajo nocturno únicamente: → Sí\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \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            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