[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002Fconvenio-colectivo-empresa-avatel-telecom-sa-2024":3,"menu:\u002Fes-es:":246,"sites:htmlblocks":415,"subsites":1854,"cite-subsites":5417,"footer:root":5894,"suggested:root":5992,"cite-footer:root":5996},{"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":226,"content_type_view":227,"extra_breadcrumbs":228,"body":230,"body_blocks":241,"related_pages":245},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":224,"translations":225},{"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-empresa-avatel-telecom-sa-2024","e55a1bc6-179c-11f1-a9eb-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fspain\u002Fconvenio-colectivo-empresa-avatel-telecom-sa-2024\u002Fconvenio-colectivo-empresa-avatel-telecom-sa-2024\u002F","Convenio colectivo empresa Avatel Telecom, SA 2024","Convenio colectivo empresa Avatel Telecom, SA 2024 - 2024","Spain - Convenio colectivo empresa Avatel Telecom, SA 2024 - 2024","Convenio colectivo empresa Avatel Telecom, SA 2024 - 2024 - Transporte, logistica y comunicaciones",{"name":41,"data":42},"Convenio colectivo de la empresa Avatel Telecom, SA. 2023.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>Convenio colectivo de la empresa Avatel Telecom, SA. 2023\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>III. OTRAS DISPOSICIONES\u003C\u002Fh1>\n\n\u003Ch1>MINISTERIO DE TRABAJO Y ECONOMÍA SOCIAL\u003C\u002Fh1>\n\n\u003Ch1>Convenio colectivo empresa Avatel Telecom, SA\u003C\u002Fh1>\n\n\u003Ch1>22 de marzo de 2024\u003C\u002Fh1>\n\n\u003Cp>\u003Cstrong>6845\u003C\u002Fstrong> Resolución de 22 de marzo de 2024, de la Dirección\nGeneral de Trabajo, por la que se registra y publica el Convenio colectivo de\nAvatel Telecom, SA.\u003C\u002Fp>\n\n\u003Cp>Visto el texto del Convenio colectivo de la empresa Avatel Telecom, SA\n(Código de convenio: 90104582012024), que fue suscrito en fecha 4 de diciembre\nde 2023, de una parte por los designados por la dirección de la empresa, en\nrepresentación de la misma, y, de otra, por los representantes de los\ntrabajadores de las organizaciones sindicales de UGT, FETICO y CCOO, y que ha\nsido finalmente subsanado mediante Acta de 13 de febrero de 2024, 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>\u003Cstrong>Primero.\u003C\u002Fstrong>\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>\u003Cstrong>Segundo.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Disponer su publicación en el «Boletín Oficial del Estado».\u003C\u002Fp>\n\n\u003Cp>Madrid, 22 de marzo de 2024.-La Directora General de Trabajo, María Nieves\nGonzález García.\u003C\u002Fp>\n\n\u003Ch2>CAPÍTULO I\u003C\u002Fh2>\n\n\u003Ch2>Condiciones generales\u003C\u002Fh2>\n\n\u003Ch3>Artículo 1. Ámbito de aplicación.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MNCOMPA_1\">\u003Cp>El presente convenio colectivo será de aplicación obligatoria en las\nrelaciones laborales entre la empresa Avatel Telecom, SA (en adelante «la\nempresa» o «la compañía»), y todo el personal con vinculación laboral a\naquella que preste sus servicios en la actualidad, o en lo sucesivo, en los\ncentros de trabajo de la empresa dentro del territorio nacional, constituidos o\nque puedan constituirse en el futuro, durante el tiempo de su vigencia.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Artículo 2. Vigencia del convenio.\u003C\u002Fh3>\n\n\u003Cp>La duración del presente convenio se extenderá desde la publicación en el\n«Boletín Oficial del Estado» hasta el 31 de diciembre de 2024. \u003C\u002Fp>\n\n\u003Cp>Llegada su finalización quedará automáticamente denunciado sin necesidad\nde previo requerimiento, comprometiéndose ambas partes a iniciar la\nnegociación de un nuevo convenio. Concluida su vigencia, y hasta tanto en\ncuanto no se logre nuevo acuerdo, será de aplicación en todo su contenido.\u003C\u002Fp>\n\n\u003Ch3>Artículo 3. Concurrencia de convenios colectivos.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio colectivo, que forma un todo orgánico y completo.\u003C\u002Fp>\n\n\u003Cp>En lo no previsto en el convenio colectivo se aplicará el Estatuto de los\nTrabajadores.\u003C\u002Fp>\n\n\u003Cp>A la finalización de su vigencia y, en tanto no entre en vigor el nuevo\nconvenio colectivo acordado, mantendrá su vigencia la totalidad de su\ncontenido.\u003C\u002Fp>\n\n\u003Ch3>Artículo 4. Cláusula general de compensaciones y absorciones.\u003C\u002Fh3>\n\n\u003Cp>Las condiciones pactadas en el presente convenio compensan en su totalidad a\nlas que hasta la firma del mismo regían en la empresa en virtud de cualquier\nconvenio o pacto de origen o carácter colectivo, salvo que expresamente se\ndiga lo contrario en el presente convenio. Las condiciones pactadas son\nabsorbibles y compensables en su totalidad con las que anteriormente rigieran,\npor mejora pactada o unilateralmente concedida por la empresa, imperativo\nlegal, jurisprudencial, pacto o por cualquier causa, salvo que expresamente se\nestablezca lo contrario.\u003C\u002Fp>\n\n\u003Ch3>Artículo 5. Garantías personales.\u003C\u002Fh3>\n\n\u003Cp>Se respetarán como derechos adquiridos, a título personal, las situaciones\nque pudieran existir a la fecha de la firma de este convenio que, computadas en\nconjunto y anualmente, resultasen superiores a las establecidas en el mismo.\u003C\u002Fp>\n\n\u003Ch3>Artículo 6. Comisión Paritaria de Interpretación, Vigilancia y\nEstudio.\u003C\u002Fh3>\n\n\u003Cp>1.En los quince días siguientes a la fecha de la publicación del presente\nconvenio en el BOE, se constituirá una comisión con la denominación del\nepígrafe de este artículo, compuesta paritariamente de seis miembros por la\nempresa y seis miembros por la representación sindical en proporción a la\nrepresentación que ostentan a la firma del presente convenio, con carácter\npermanente; cada parte podrá contar con la asistencia de una persona asesora\nen las reuniones que se celebren, cuyo coste será sufragado por cada parte\ninteresada.\u003C\u002Fp>\n\n\u003Cp>2.Esta comisión asumirá las funciones de interpretación, estudio y\nvigilancia de lo pactado, seguimiento y desarrollo de cuantos temas integren\neste instrumento jurídico y sus anexos, y durante la totalidad de la vigencia.\nEn especial, la comisión mediará con carácter previo a la interposición de\ncualquier conflicto colectivo derivado de la interpretación o aplicación de\nlo dispuesto en el presente convenio.\u003C\u002Fp>\n\n\u003Cp>3.Para quedar constituida válidamente la Comisión Paritaria serán\nnecesaria la presencia como mínimo de todos los representantes de cada parte.\nLos acuerdos habrán de adoptarse por unanimidad de los asistentes, siendo\ndichos acuerdos vinculantes para la compañía y los trabajadores.\u003C\u002Fp>\n\n\u003Cp>4.La comisión se reunirá, a petición de cualquiera de las partes, en un\nplazo máximo de siete días, desde la fecha de solicitud registrada de la\nmisma, en la que deberá constar el orden del día correspondiente. Se\nlevantarán acta de los acuerdos tomados, a los efectos legalmente\nestablecidos.\u003C\u002Fp>\n\n\u003Cp>5.Eventualmente, a esta comisión podrán asistir aquellas personas que, en\nrazón de su cargo o de representación laboral, se considere conveniente por\nla comisión, en razón a los temas que deban ser tratados.\u003C\u002Fp>\n\n\u003Cp>6.Se facilitará a los miembros de esta comisión, en un plazo máximo de\nsiete días, cuantos datos requieran por el procedimiento formal para\nesclarecer cualquier asunto relativo al presente convenio, así como la\ninformación necesaria para el desempeño de sus funciones. \u003C\u002Fp>\n\n\u003Cp>7.Se entenderá como requisito previo para acudir a cualquier vía de\nconflicto colectivo administrativa o jurisdiccional el haber intentado\npreviamente solución al conflicto en el seno de la comisión paritaria del\nconvenio, para lo cual la parte interesada deberá requerir la convocatoria de\nreunión en la que se levantará la correspondiente acta con el resultado de la\npetición. En caso de no celebrarse la reunión en plazo de siete días desde\nque se comunique la convocatoria por la parte interesada y por causa no\nimputable a ella, dicha parte quedará libre de acudir a la vía administrativa\no judicial correspondiente.\u003C\u002Fp>\n\n\u003Ch3>Artículo 7. Efectos económicos retroactivos de la tabla salarial.\u003C\u002Fh3>\n\n\u003Cp>Desde la publicación del presente convenio en el BOE, entrará en vigor las\ntablas salariales, anexo I del presente convenio con efectos retroactivos al 1\nde enero de 2024.\u003C\u002Fp>\n\n\u003Ch2>CAPITULO II\u003C\u002Fh2>\n\n\u003Ch2>Régimen de trabajo\u003C\u002Fh2>\n\n\u003Ch3>Artículo 8. Jornada.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspyear\">La jornada ordinaria máxima de trabajo efectivo, en cómputo anual, será\nde 1.752 horas anuales. Los días 24 y 31 de diciembre y 5 de enero la jornada\nhabitual finalizará a las 14,00 horas en los puestos en los que así sea\nposible y siempre y cuando estos días sean laborables.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Al objeto de ajustar las horas anuales de prestación de servicio con las\nhoras definidas en convenio, según la normativa aplicable a la conciliación\nde la vida laboral y familiar, la empresa adaptará las fechas y el horario de\nmanera que las horas efectivas de trabajo sean las definidas en convenio, para\nello se ofrecerán días de vacaciones según acuerdo entre las partes. La\npresente compensación de horas podrá ser limitada mediante acuerdo entre RLT\ny la empresa.\u003C\u002Fp>\n\n\u003Cp>Habrá flexibilidad horaria de media hora respecto a la hora de entrada y\nsalida, en aquellos puestos de trabajo cuya naturaleza lo permita.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>Las jornadas que excedan más de seis horas continuadas, tendrán derecho a\nun descanso de quince minutos.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Artículo 9. Prestación de servicios en noches y festivos.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">a)Plus de Nocturnidad. Aquellos trabajadores cuya naturaleza de contrato se\nrealicen en jornada completa en período nocturno, de 22,00 a 07,00 horas,\npercibirán un complemento salarial como Plus de Nocturnidad equivalente al 15%\ndel salario base de su categoría.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)Hora Nocturna. Aquellos trabajadores que, por necesidades del servicio,\nque deban trabajar entre las 22,00 horas y las 07,00 horas del día siguiente,\nsiempre y cuando éste no sea su horario habitual, percibirán por cada hora\nefectiva de trabajo y bajo la nomenclatura de Hora Nocturna, un 100% del valor\nde la hora ordinaria conforme al salario bruto de su categoría.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>c)Hora Festiva. Aquellos trabajadores que, por necesidades del servicio, que\ndeban trabajar un día festivo, siempre y cuando este no sea su horario\nhabitual, percibirán por cada hora efectiva de trabajo y bajo la nomenclatura\nde Hora Festiva, un 85 % del valor de la hora ordinaria conforme al salario\nbase bruto de su categoría.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>Artículo 10. Vacaciones.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>Todos los trabajadores tendrán derecho a veintitrés días laborables de\nvacaciones que deberán ser disfrutados como regla general de enero a diciembre\ndel año en curso. Se establece como fecha máxima para el disfrute de las\nvacaciones el último día del mes de febrero del año siguiente a su devengo,\nsalvo excepciones autorizadas por el responsable del solicitante. El personal\nque ingrese durante el año tendrá derecho al disfrute de la parte\nproporcional de las vacaciones que haya devengado.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>El período de su disfrute se fijará de común acuerdo entre la empresa y\nel trabajador y será preferentemente repartido entre los periodos de Semana\nSanta, julio, agosto y Navidad, salvo que la naturaleza de la actividad de la\nempresa y las circunstancias de esta aconsejen otra fecha o que voluntariamente\nlos trabajadores así lo soliciten.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Ch3>Artículo 11. Licencias retribuidas.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Las personas trabajadoras, previo aviso y con justificación, podrán\nausentarse del trabajo, con derecho a remuneración, por alguno de los motivos\ny por el tiempo siguiente:\u003C\u002Fp>\n\n\u003Cp>a)En caso de matrimonio diecisiete días naturales, que podrán ser\nacumulables al período de vacaciones. Se extienden los derechos reconocidos\npor razón de matrimonio a las parejas de hecho legalmente reconocidas. Todos\nlos derechos reconocidos en este convenio por razón de matrimonio serán\nextensivos a las parejas de hecho que tengan reconocida dicha condición según\nla legislación aplicable en cada Comunidad Autónoma.\u003C\u002Fp>\n\n\u003Cp>b)Por matrimonio de padres, hermanos e hijos: Un día laboral. Si es fuera\nde provincia dos días laborales.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">c)Por el tiempo necesario 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 hayan de realizarse dentro de su jornada\nlaboral.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>d)Cinco días laborables por enfermedad o accidente grave u hospitalización\no intervención quirúrgica sin hospitalización que precise de reposo\ndomiciliario del cónyuge, pareja de hecho o parientes hasta el segundo grado\npor consanguineidad o afinidad, incluido el familiar consanguíneo de la pareja\nde hecho, 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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>d bis) Cuatro días laborables por fallecimiento del cónyuge, pareja de\nhecho o parientes hasta el segundo grado de consanguinidad o afinidad.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e)Estos días, en caso de enfermedad, accidente grave u hospitalización, se\npodrán disfrutar de manera continua o discontinua en el plazo de hasta diez\ndías después de producirse el hecho causante.\u003C\u002Fp>\n\n\u003Cp>f)Dos días laborables por traslado de domicilio habitual.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-administrativedays\">g)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>h)A los permisos necesarios para concurrir a exámenes, así como a una\npreferencia para elegir turno de trabajo si éste es el régimen instaurado en\nla empresa, cuando curse con regularidad estudios para obtener un título\nacadémico o profesional, incluyendo el examen para la obtención del carnet de\nconducir.\u003C\u002Fp>\n\n\u003Cp>i)Por la disposición del crédito de horas mensuales atribuido a los\nlegales representantes de los trabajadores para el ejercicio de sus funciones\nde representación.\u003C\u002Fp>\n\n\u003Cp>j)Visitas médicas: El tiempo imprescindible cuando se trate de visitas al\nmédico especialista, limitándose a veinticuatro horas anuales para visitas a\nmédicos de cabecera. Salvo caso de urgencia, el trabajador deberá preavisar a\nla empresa con una antelación mínima de veinticuatro horas. El personal con\nhijos con discapacidad tendrá derecho al permiso contemplado en este apartado\nsin que opere la limitación en el número de horas.\u003C\u002Fp>\n\n\u003Cp>En todos los casos el trabajador deberá aportar a la empresa justificante\nde la visita realizada. \u003C\u002Fp>\n\n\u003Cp>k)Las personas trabajadoras tendrán derecho a ausentarse del trabajo\ndurante cuatro horas en el caso de nacimiento prematuro de hijo o hija, o que,\npor cualquier causa, deban permanecer hospitalizados a continuación del parto.\nAsimismo, tendrán derecho a reducir su jornada de trabajo hasta un máximo de\ndos horas, con la disminución proporcional del salario.\u003C\u002Fp>\n\n\u003Cp>l)Un día de asuntos propios, que no podrá ser disfrutado lunes o viernes,\nni previos o posteriores a días festivos.\u003C\u002Fp>\n\n\u003Cp>m)Permiso previo al nacimiento y cuidado del menor: Las trabajadoras podrán\nsolicitar un permiso retribuido con una antelación de quince días naturales a\nla fecha prevista de parto, y con la confirmación de su correspondiente\nmédico-ginecólogo.\u003C\u002Fp>\n\n\u003Ch3>Artículo 12. Licencias no retribuidas.\u003C\u002Fh3>\n\n\u003Cp>1.Excedencia voluntaria.\u003C\u002Fp>\n\n\u003Cp>La persona trabajadora con al menos una antigüedad en la empresa de un año\ntiene derecho a que se le reconozca la posibilidad de situarse en excedencia\nvoluntaria por un plazo no menor a cuatro meses y no mayor a cinco años. Este\nderecho sólo podrá ser ejercitado otra vez si han transcurrido cuatro años\ndesde el final de la anterior excedencia.\u003C\u002Fp>\n\n\u003Cp>El trabajador\u002Fa excedente conserva sólo un derecho preferente al reingreso\nen las vacantes de igual o similar categoría a la suya que hubiera o se\nprodujeran en la empresa.\u003C\u002Fp>\n\n\u003Cp>2.Excedencias para atender el cuidado de menores y familiares.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras tendrán derecho a un período de excedencia para\nel cuidado de cada hija\u002Fo, tanto cuando lo sea por naturaleza como por\nadopción, o guarda con fines de adopción o acogimiento permanente, a contar\ndesde la fecha de nacimiento, o en su caso, de la resolución judicial o\nadministrativa. En el supuesto de adopción internacional el derecho nace en el\nmomento de la notificación de la embajada. La excedencia contemplada en este\napartado constituye un derecho individual de los trabajadores hombres o\nmujeres. No obstante, si dos o más trabajadoras\u002Fes de la misma empresa\ngenerasen ese derecho por el mismo sujeto causante, el empresario podrá\nlimitar su ejercicio simultáneo por razones justificadas de funcionamiento de\nla empresa. Cuando un nuevo sujeto causante diera derecho a un nuevo periodo de\nexcedencia el inicio de la misma dará fin al que en su caso se viniera\ndisfrutando.\u003C\u002Fp>\n\n\u003Cp>La duración de este tipo de excedencia podrá alcanzar un período no\nsuperior a tres años, a contar desde la fecha de nacimiento o adopción.\u003C\u002Fp>\n\n\u003Cp>También tendrán derecho a un periodo de excedencia que no podrá ser\nsuperior a tres años, para atender al cuidado del cónyuge o pareja de hecho,\no de un familiar hasta el segundo grado de consanguinidad y por afinidad,\nincluido el familiar consanguíneo de la pareja de hecho, que por razones de\nedad, accidente, enfermedad o discapacidad no pueda valerse por sí mismo, y no\ndesempeñe actividad retribuida. Cuando exista un nuevo familiar causante de\nderecho a un nuevo periodo de excedencia el inicio de la misma pondrá fin al\nque se venga disfrutando.\u003C\u002Fp>\n\n\u003Cp>El período en que la persona trabajadora permanezca en situación de\nexcedencia conforme a lo establecido en este artículo será computable a\nefectos de antigüedad y la persona trabajadora tendrá derecho a la asistencia\na cursos de formación profesional, a cuya participación deberá ser convocada\npor el empresario, especialmente con ocasión de su reincorporación.\u003C\u002Fp>\n\n\u003Cp>Durante el primer año tendrá derecho a la reserva de su puesto de trabajo.\nTranscurrido dicho plazo, la reserva quedará referida a un puesto de trabajo\ndel mismo grupo profesional o categoría equivalente.\u003C\u002Fp>\n\n\u003Cp>No obstante, cuando el trabajador forme parte de una familia que tenga\nreconocida oficialmente la condición de familia numerosa, la reserva de su\npuesto de trabajo se extenderá hasta un máximo de quince meses cuando se\ntrate de una familia numerosa de categoría general, y hasta un máximo de\ndieciocho meses si se trata de categoría especial. Cuando la persona ejerza\neste derecho con la misma duración y régimen que el otro progenitor, la\nreserva de puesto de trabajo se extenderá hasta un máximo de dieciocho\nmeses.\u003C\u002Fp>\n\n\u003Cp>Las excedencias por reguladas en este artículo se han de solicitar siempre\npor escrito, con treinta días naturales de antelación como mínimo, respecto\na la fecha de inicio. La empresa ha de contestar, también por escrito, en el\nplazo de los diez días siguientes.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Ch3>Artículo 13. Permiso de lactancia.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cp>Para la lactancia de menores de nueve meses, por nacimiento, adopción,\nguarda con fines de adopción o acogimiento, las personas trabajadoras tienen\nderecho a una pausa o reducción de jornada de una hora de trabajo diaria\ndurante la cual podrán ausentarse del lugar del centro de trabajo, que pueden\ndividir en dos fracciones.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>La persona trabajadora, por su voluntad, solicitará formalmente por escrito\ncon quince días naturales de anterioridad al momento de su reincorporación\ndespués del período del permiso por nacimiento y cuidado del menor, podrá\nsustituir este derecho por un permiso retribuido de quince días naturales con\nla misma finalidad, a disfrutar de forma ininterrumpida a continuación del\nalta del permiso por nacimiento y cuidado del menor. En el supuesto de parto\nmúltiple, el tiempo de reducción de jornada será de una hora por cada hijo y\nen el supuesto de que se opte por la acumulación del permiso, éste será de\nveintidós días naturales. En todo caso la duración el permiso se\nincrementará proporcionalmente en los casos de parto múltiple.\u003C\u002Fp>\n\n\u003Cp>La reducción de jornada contemplada en este apartado constituye un derecho\nindividual de las personas trabajadoras sin que pueda transferirse su ejercicio\nal otro progenitor, adoptante, guardador\u002Fa o acogedor\u002Fa. No obstante, si dos\npersonas trabajadoras de la misma empresa ejercen este derecho por el mismo\nsujeto causante, la dirección de la empresa podrá limitar su ejercicio\nsimultáneo por razones justificadas de funcionamiento de la empresa, que\ndeberá comunicar por escrito, debiendo en tal caso la empresa ofrecer un plan\nalternativo que asegure el disfrute de ambas personas trabajadoras y que\nposibilite el ejercicio de los derechos de conciliación.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Artículo 14. Reducción de jornada por guarda legal.\u003C\u002Fh3>\n\n\u003Cp>Quien por razones de guarda legal tenga a su cuidado un menor de doce años,\no una persona con discapacidad que no ejerza una actividad retribuida, tiene\nderecho a una reducción de la jornada laboral como máximo de la mitad, con\nuna disminución correspondiente de sus retribuciones. La reducción de jornada\ncontemplada en el presente apartado constituye un derecho individual de hombres\no mujeres. No obstante, si dos o más personas trabajadoras de la misma empresa\ngenerasen este derecho por el mismo sujeto causante, el empresario podrá\nlimitar su ejercicio simultáneo por razones justificadas de funcionamiento de\nla empresa, debidamente motivadas por escrito, debiendo en tal caso la empresa\nofrecer un plan alternativo que asegure el disfrute de ambas personas\ntrabajadoras y que posibilite el ejercicio de los derechos de conciliación.\u003C\u002Fp>\n\n\u003Cp>El mismo derecho se reconoce a quien precise encargarse del cuidado directo\ndel cónyuge o pareja de hecho o tenga a su cuidado un familiar de hasta\nsegundo grado de consanguinidad o afinidad, incluido el familiar consanguíneo\nde la pareja de hecho que no desempeñe ninguna actividad retribuida y que por\nrazón de edad, accidente o enfermedad no pueda valerse por sí mismo.\u003C\u002Fp>\n\n\u003Cp>A fin de evitar futuras controversias se pactan una serie de criterios y\nmedidas para facilitar el ejercicio de los derechos de conciliación de la vida\npersonal, familiar y laboral del trabajador\u002Fa y la cobertura de las necesidades\nproductivas y organizativas de las empresas que son:\u003C\u002Fp>\n\n\u003Cp>1.° Preaviso por parte del trabajador\u002Fa a la empresa. El\u002Fla trabajador\u002Fa\nque comunique su intención de reducir jornada por guarda legal comunicará tal\ncircunstancia a la empresa por escrito como mínimo con quince días naturales\nde antelación a la fecha de inicio de la misma, salvo fuerza mayor, con\nindicación precisa del horario en que se propone concretar en su jornada\nordinaria diaria y la fecha de finalización del período de reducción de\njornada.\u003C\u002Fp>\n\n\u003Cp>2.° La concreción horaria y la determinación del período de disfrute de\nla reducción de jornada corresponderán al trabajador, dentro de su jornada\nordinaria diaria. En el caso de que la jornada ordinaria del trabajador\u002Fa se\nencuentre determinado dentro de un régimen de turnos deberá solicitar la\nreducción de jornada en base a los citados turnos.\u003C\u002Fp>\n\n\u003Cp>3.° Resolución motivada de la empresa sobre el horario solicitado. Si en\nel centro de trabajo no hubiese ninguna otra reducción de jornada por guarda\nlegal en el mismo turno de trabajo del horario solicitado se concederá la\npetición. En el caso contrario, la contestación de la empresa justificará el\nproblema que se origina en función de los horarios de apertura y\u002Fo de los\u002Fas\ntrabajadores\u002Fas en el centro, así como la carga de la venta por franjas\nhorarias.\u003C\u002Fp>\n\n\u003Cp>4.° Alternativas para la concesión del horario solicitado. En ningún\ncaso, podrá trasladarse al trabajador\u002Fa como respuesta directa a su petición\nde concreción horaria por guarda legal. No obstante, cuando a juicio de la\nempresa concurran causas organizativas en los términos expuestos en el\npárrafo anterior, de acuerdo con lo dispuesto en el artículo 139 de la Ley\n36\u002F2011, de 10 de octubre, la empresa podrá proponer la concesión del horario\nsolicitado en otro centro. En el caso de que el\u002Fla trabajador\u002Fa acepte el\ncambio de centro por este supuesto, tendrá derecho a no ser trasladado\u002Fa a\notro centro mientras disfrute de la reducción de jornada en los términos\nsolicitados y con el horario establecido durante el tiempo que dure tal\nsituación y tendrá prioridad de permanencia en el mismo en caso de movilidad\npor causas objetivas.\u003C\u002Fp>\n\n\u003Ch3>Artículo 15. Horas extraordinarias.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Es la intención de la Empresa reducir al mínimo indispensable, hasta su\ndesaparición, la realización de las horas extraordinarias, de forma que\nsiempre que sea posible se compensarán por tiempos equivalentes de descanso,\nen caso de no poder ser compensadas, su remuneración de determinará de la\nsiguiente forma:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>a)Hora extraordinaria necesaria para pedidos o períodos punta de\nproducción o que vengan exigidas por la necesidad de reparar siniestros y\notros daños extraordinarios y urgentes: se abonará por hora efectiva\nprestada, tendrá un valor 85% sobre el salario bruto de la categoría.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Hora extraordinaria festiva: se abonará por hora efectiva prestada en\ndomingo o festivo, tendrá un valor del 100% sobre el salario bruto de la\ncategoría.\u003C\u002Fp>\n\n\u003Cp>c)Hora extraordinaria nocturna: se abonará por hora efectiva prestada en\nhorario de 22,00 horas a 07,00 horas, tendrá un valor del 100% sobre el\nsalario bruto de la categoría.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CAPITULO III\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Ch2>Condiciones económicas\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch3>Artículo 16. Salario base.\u003C\u002Fh3>\n\n\u003Cp>El salario base\u002Fgrupo para todos los trabajadores afectados por el presente\nconvenio será el que refleja para su categoría profesional la Columna de\nSalario Grupo de las tablas salariales del anexo I. \u003C\u002Fp>\n\n\u003Ch3>Artículo 17. Estructura salarial.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">Las retribuciones de los trabajadores afectados por este convenio estarán\nconstituidas por el salario base y los complementos del mismo. Los importes\nanuales recogidos en las tablas salariales vigentes habrán de distribuirse en\ndoce mensualidades naturales, más una paga extraordinaria en el mes de julio y\notra en Navidad, de acuerdo con lo establecido en el presente artículo.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dicha retribución será percibida por los trabajadores en 12 mensualidades,\nlas pagas extraordinarias se encuentran prorrateadas mes a mes en su nómina\ncorrespondiente. Se establece un nivel salarial mínimo por cada grupo\nprofesional, de tal modo que ningún empleado\u002Fa perteneciente al grupo\nprofesional podrá tener un salario bruto fijo anual inferior a este nivel.\u003C\u002Fp>\n\n\u003Cp>De acuerdo al artículo 26.3 del Real Decreto Legislativo 2\u002F2015, de 23 de\noctubre, por el que se aprueba el texto refundido de la Ley del Estatuto de los\nTrabajadores la estructura salarial consignada en el presente artículo y en\nlas tablas anexas al convenio, podrá ser modificada al efecto de que el\ntrabajador perciba hasta un 30% del salario en retribución flexible, previo\nacuerdo entre empresa y trabajador.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Artículo 17 bis. Antigüedad.\u003C\u002Fh3>\n\n\u003Cp>El personal comprendido en este convenio percibirá aumentos periódicos por\naño de servicio, consistente en el abono de trienios en la cuantía de un 5%\ndel salario base correspondiente a la categoría profesional en el que esté\nclasificado, que no serán compensables ni absorbibles.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Ch3>Artículo 18. Guardia de disponibilidad.\u003C\u002Fh3>\n\n\u003Cp>Aquellos técnicos superiores que por necesidades del servicio deban\nencontrarse disponibles al efecto de solucionar cualquier incidencia fuera de\nsu horario habitual, percibirá como Guardia de Disponibilidad 250 euros brutos\nmensuales por semana de guardia. En caso de concurrencia durante el periodo de\nguardia haya uno o varios días festivos, habrá un suplemento de 40 euros\nbrutos por día festivo. En este sentido, los domingos no se tendrán en cuenta\ncomo día festivo.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En este sentido, se entiende como Técnico Superior aquellas personas que\nreúnan todos y cada uno de los siguientes requisitos:\u003C\u002Fp>\n\n\u003Cp>-Experiencia demostrada en plataformas y arquitecturas técnicas\ncomplejas.\u003C\u002Fp>\n\n\u003Cp>-Operación, administración y gestión de plataformas técnicas que den\nservicios a nivel nacional.\u003C\u002Fp>\n\n\u003Cp>-Gestión de problemas e incidencias técnicas, así como su escalado a los\nniveles 3 de soporte (proveedores).\u003C\u002Fp>\n\n\u003Cp>-Interacción transversal con departamentos técnicos para desarrollo de\nsoluciones o resolución de problemas.\u003C\u002Fp>\n\n\u003Cp>-Disponibilidad 24 x 7.\u003C\u002Fp>\n\n\u003Cp>-Conocimientos generales técnicos en redes IP y seguridad.\u003C\u002Fp>\n\n\u003Cp>La percepción del mencionado plus se determina por semanas de lunes a\ndomingo, con la limitación de que un mismo trabajador no podrá realizar más\nde una guardia al mes, salvo casos de fuerza mayor.\u003C\u002Fp>\n\n\u003Cp>Aquellos trabajadores, que, sin ser técnicos superiores, presten servicios\ndentro de un departamento el cual tenga por obligación la necesidad de que al\nmenos uno de sus integrantes se encuentre disponible al efecto de solucionar\ncualquier incidencia fuera de su horario habitual y siempre que sea necesario\nel desplazamiento para solucionar la incidencia, percibirá como Guardia\nDisponibilidad 150 euros brutos mensuales.\u003C\u002Fp>\n\n\u003Cp>La percepción del mencionado plus se determina por semanas de lunes a\ndomingo, siempre de forma voluntaria por parte del trabajador, sin tener\nobligación a ello, dependiendo siempre de lo establecido en el contrato o\nanexos al mismo, en cuyo caso el trabajador no podrá negarse, con la\nlimitación de que un mismo trabajador no podrá realizar más de una guardia\nal mes, salvo casos de fuerza mayor. En caso de concurrencia durante el periodo\nde guardia haya uno o varios días festivos, habrá un suplemento de 40 euros\nbrutos por día festivo.\u003C\u002Fp>\n\n\u003Cp>En este sentido, los domingos no se tendrán en cuenta como día festivo.\u003C\u002Fp>\n\n\u003Ch3>Artículo 19. Plus carencia de incentivos.\u003C\u002Fh3>\n\n\u003Cp>Todo personal que no trabaje con sistemas de incentivos. sea a la\nproducción, sea por méritos valorados u otros análogos, percibirán la\ncantidad fija especificada en tablas cada mes de alta en la empresa,\nprorrateándose para aquellos trabajadores que inicien o finalicen durante el\nmes efectivo. Este Plus no será tenido en cuenta a la hora de calcular las\npagas extraordinarias.\u003C\u002Fp>\n\n\u003Ch3>Artículo 20. Kilom\u003C\u002Fh3>\u003Ch3>etraje.\u003C\u002Fh3>\n\n\u003Cp>Aquellos trabajadores que por necesidades del servicio deban desplazarse\nutilizando su propio vehículo percibirán 0,29 euros por kilómetro.\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Artículo 21. Dietas.\u003C\u002Fh3>\n\n\u003Cp>Quienes, por necesidades de las empresas, tengan que desplazarse a más de\n45 kilómetros de aquella donde radique su centro de trabajo, percibirán una\ndieta en base a las siguientes cuantías, a menos que ya tengan uso y disfrute\nuna tarjeta comida destinada para ello:\u003C\u002Fp>\n\n\u003Cp>1.Media dieta, 17,35 euros. Se incluirán aquellos trabajadores que\npernocten su domicilio habitual.\u003C\u002Fp>\n\n\u003Cp>2.Dietas completas, 45 euros. Se incluirán aquellos trabajadores que no\npernocten en su domicilio habitual.\u003C\u002Fp>\n\n\u003Ch2>CAPITULO IV\u003C\u002Fh2>\n\n\u003Ch2>Ingresos y ceses\u003C\u002Fh2>\n\n\u003Ch3>Artículo 22. Período de prueba.\u003C\u002Fh3>\n\n\u003Cp>El período de prueba es la fase temporal del contrato de trabajo en el que\nlas partes pueden someter el mismo a condición resolutoria, concertando un\nlapso de comprobación práctica de la viabilidad de la futura relación\nlaboral. Sólo se entenderá que el trabajador está sujeto a período de\nprueba, si así consta por escrito.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>Artículo 23. Duración del periodo de prueba.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>Podrá concertarse por escrito un período de prueba, que en ningún caso\npodrá exceder de tres meses para los técnicos titulados, ni de un mes para el\nresto de personal, excepto para el personal no cualificado, en cuyo caso la\nduración máxima será de quince días laborables. El empresario y el\ntrabajador están, respectivamente, obligados a realizar las experiencias que\nconstituyan el objeto de la prueba.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Si el contrato de trabajo hubiera sido precedido por un contrato de\nformación en alternancia o por un contrato formativo para la obtención de\npráctica profesional, el tiempo contratado computará como período de prueba.\nSi al término del contrato de prácticas el trabajador continuase en la\nempresa, no podrá concertarse un nuevo período de prueba.\u003C\u002Fp>\n\n\u003Cp>En caso de Incapacidad Temporal del trabajador el Periodo de Prueba quedará\nen suspenso, continuando nuevamente a partir del alta del trabajador. \u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Artículo 24. Ascensos y promociones.\u003C\u002Fh3>\n\n\u003Cp>Los ascensos se ajustarán al régimen siguiente:\u003C\u002Fp>\n\n\u003Cp>A)El ascenso de los trabajadores a puestos de trabajo que impliquen mando o\nconfianza será de libre designación por la empresa.\u003C\u002Fp>\n\n\u003Cp>B)Para ascender a un grupo profesional superior, se establecerán sistemas\nde carácter objetivo, tomando como referencia, entre otras, las siguientes\ncircunstancias:\u003C\u002Fp>\n\n\u003Cp>-Titulación adecuada.\u003C\u002Fp>\n\n\u003Cp>-Conocimientos del puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>-Historial profesional.\u003C\u002Fp>\n\n\u003Cp>En cualquier caso, la decisión corresponderá al empresario, sin perjuicio\nde que se cumplan estas condiciones objetivas. Acompañada a la decisión de\nascenso la empresa podrá poner en período de prueba al trabajador.\u003C\u002Fp>\n\n\u003Ch3>Artículo 25. Derechos y obligaciones.\u003C\u002Fh3>\n\n\u003Cp>Durante el período de prueba, el trabajador tendrá los mismos derechos y\nobligaciones correspondientes a su puesto de trabajo, así como al percibo de\nla retribución correspondiente al grupo profesional en el que hubiera sido\nclasificado.\u003C\u002Fp>\n\n\u003Cp>El período de prueba será nulo, si el trabajador hubiera desarrollado con\nanterioridad en la empresa las mismas funciones bajo cualquier modalidad\ncontractual.\u003C\u002Fp>\n\n\u003Ch3>Artículo 26. Resolución o desistimiento del contrato.\u003C\u002Fh3>\n\n\u003Cp>Durante el período de prueba, el contrato de trabajo podrá ser resuelto a\ninstancia de cualquiera de las partes. El desistimiento o resolución del\ncontrato de trabajo durante el período de prueba puede producirse en cualquier\nmomento del mismo. La resolución del contrato durante el período de prueba no\nimplica indemnización alguna para ninguna de las partes. Transcurrido el\nperíodo de prueba sin que se haya producido el desistimiento, el contrato\nproducirá plenos efectos, computándose el tiempo de los servicios prestados a\nefectos de antigüedad en la empresa o grupo de empresas.\u003C\u002Fp>\n\n\u003Ch3>Artículo 27. Interrupción del período de prueba.\u003C\u002Fh3>\n\n\u003Cp>El período de prueba se computará por días laborables de trabajo\nefectivo. Las situaciones de incapacidad temporal, nacimiento, adopción,\nguarda con fines de adopción, acogimiento, riesgo durante el embarazo, riesgo\ndurante la lactancia y violencia de género, que afecten a la persona\ntrabajadora durante el periodo de prueba, interrumpen el cómputo del mismo\nsiempre que se produzca acuerdo entre ambas partes.\u003C\u002Fp>\n\n\u003Ch3>Artículo 28. Ceses voluntarios.\u003C\u002Fh3>\n\n\u003Cp>Los trabajadores y trabajadoras que deseen cesar voluntariamente en el\nservicio de la empresa vendrán obligados a ponerlo en conocimiento de la\nmisma, cumpliendo los siguientes plazos de preaviso: Grupo profesional 3, 4, 5,\n6, 7 y 8: quince días naturales. Grupo profesional 1 y 2: un mes. El\nincumplimiento de la obligación de preavisar con la referida antelación dará\nderecho a la empresa a descontar en la liquidación que le pueda corresponder,\nuna cuantía equivalente al importe de su salario diario por cada día de\nretraso en el aviso. \u003C\u002Fp>\n\n\u003Ch3>Artículo 29. Contratación.\u003C\u002Fh3>\n\n\u003Cp>1.Contrato de formación en alternancia.\u003C\u002Fp>\n\n\u003Cp>Se estará a lo previsto en el artículo 11 del Estatuto de los\nTrabajadores.\u003C\u002Fp>\n\n\u003Cp>No existirá periodo de prueba para aquellos trabajadores que presten\nservicios bajo esta modalidad de contratación.\u003C\u002Fp>\n\n\u003Cp>La duración del contrato no podrá ser inferior a tres meses, el plazo\nmáximo por el que podrá ser concertado el Contrato Formativo será de dos\naños. Las situaciones de incapacidad temporal, nacimiento, adopción, guarda\ncon fines de adopción, acogimiento, riesgo durante el embarazo, riesgo durante\nla lactancia y violencia de género interrumpirán el cómputo de la duración\ndel contrato. La retribución será la fijada legalmente.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">2.Contrato formativo para la obtención de la práctica profesional.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Se estará a lo previsto en el artículo 11 del Estatuto de los\nTrabajadores.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>El periodo de prueba para los trabajadores contratados bajo esta modalidad\nserá de un mes.\u003C\u002Fp>\n\n\u003Cp>La duración del contrato no podrá ser inferior a seis meses, el plazo\nmáximo por el que podrá ser concertado el Contrato formativo para la\nobtención de la práctica profesional será de un año.\u003C\u002Fp>\n\n\u003Cp>Las retribuciones de los trabajadores contratados bajo la modalidad de\nContrato formativo para la obtención de la práctica profesional, será como\nmínimo el 85% del salario del grupo profesional y nivel retributivo\ncorrespondiente a las funciones desempeñadas. En ningún caso la retribución\npodrá ser inferior al salario mínimo interprofesional en proporción al\ntiempo de trabajo efectivo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>La empresa deberá poner en conocimiento de la representación legal de los\ntrabajadores los acuerdos de cooperación educativa o formativa.\u003C\u002Fp>\n\n\u003Cp>3.Contratos de duración determinada por circunstancias de la\nproducción.\u003C\u002Fp>\n\n\u003Cp>Se estará a lo previsto en el artículo 15 del Estatuto de los\nTrabajadores.\u003C\u002Fp>\n\n\u003Cp>Se entenderá por circunstancias de la producción el incremento ocasional e\nimprevisible de la actividad y las oscilaciones, que, aun tratándose de la\nactividad normal de la empresa, generan un desajuste temporal entre el empleo\nestable disponible y el que se requiere, de acuerdo a la siguiente\ndefinición:\u003C\u002Fp>\n\n\u003Cp>1.Incremento ocasional, imprevisible y toda aquella oscilación que (aun\nsiendo actividad normal) genera un desajuste temporal (incluye a aquellos que\nderivan de vacaciones anuales):\u003C\u002Fp>\n\n\u003Cp>a.Duración máxima: No podrá exceder de seis meses.\u003C\u002Fp>\n\n\u003Cp>b.Cabe una única prórroga acordada, siempre que no se exceda el límite\nmáximo.\u003C\u002Fp>\n\n\u003Cp>2.Incremento ocasional, previsible y con una duración reducida\u002Flimitada:\u003C\u002Fp>\n\n\u003Cp>a.Duración máxima: Noventa días por año natural, independientemente de\nlos trabajadores que sean necesarios en cada uno de dichos días para atender\nlas concretas situaciones que justifican la contratación, que deberán estar\ndebidamente identificadas en el contrato.\u003C\u002Fp>\n\n\u003Cp>b.Estos noventa días no se podrán utilizar de forma continuada.\u003C\u002Fp>\n\n\u003Cp>c.La empresa deberá informar a la representación legal de los trabajadores\nde la previsión anual del uso de estos contratos.\u003C\u002Fp>\n\n\u003Cp>No podrá identificarse como causa de este contrato la realización de los\ntrabajos en el marco de las contratas, subcontratas o concesiones\nadministrativas que constituyan la actividad habitual\u002Fordinaria de la\nempresa.\u003C\u002Fp>\n\n\u003Cp>4.Contrato de duración determinada para la sustitución de una persona\ntrabajadora.\u003C\u002Fp>\n\n\u003Cp>Se estará a lo previsto en el artículo 15 del Estatuto de los\nTrabajadores.\u003C\u002Fp>\n\n\u003Cp>Se realizará un contrato de duración determinada para la sustitución de\nuna persona trabajadora siempre que se especifique en el contrato el nombre de\nla persona sustituida y la causa de la sustitución. En tal supuesto, la\nprestación de servicios podrá iniciarse antes de que se produzca la ausencia\nde la persona sustituida, coincidiendo en el desarrollo de las funciones el\ntiempo imprescindible para garantizar el desempeño adecuado del puesto y, como\nmáximo, durante quince días.\u003C\u002Fp>\n\n\u003Cp>Asimismo, el contrato de sustitución podrá concertarse para completar la\njornada reducida por otra persona trabajadora, cuando dicha reducción se\nampare en causas legalmente establecidas o reguladas en el convenio colectivo y\nse especifique en el contrato el nombre de la persona sustituida y la causa de\nla sustitución.\u003C\u002Fp>\n\n\u003Cp>El contrato de sustitución podrá ser también celebrado para la cobertura\ntemporal de un puesto de trabajo durante el proceso de selección o promoción\npara su cobertura definitiva mediante contrato fijo, sin que su duración pueda\nser en este caso superior a tres meses, ni podrá celebrarse un nuevo contrato\ncon el mismo objeto una vez superada dicha duración máxima.\u003C\u002Fp>\n\n\u003Cp>5.Contrato a tiempo parcial.\u003C\u002Fp>\n\n\u003Cp>El contrato de trabajo se entenderá celebrado a tiempo parcial cuando se\nhaya acordado prestación de servicios durante un número de horas al día, a\nla semana, al mes o al año inferior a la jornada de trabajo de una persona\ntrabajadora a tiempo completo comparable.\u003C\u002Fp>\n\n\u003Cp>A efectos de lo dispuesto en el apartado anterior, y de conformidad con lo\nprevisto en el artículo 12.1 del Estatuto de los Trabajadores, se entenderá\npor «trabajador a tiempo completo comparable» a un trabajador a tiempo\ncompleto de la misma empresa y centro de trabajo, con el mismo tipo de contrato\nde trabajo y que realice un trabajo idéntico o similar. Si en la empresa no\nhubiera ningún trabajador comparable a tiempo completo, se considerará la\njornada a tiempo completo la prevista en el convenio colectivo de aplicación\no, en su defecto, la jornada máxima legal.\u003C\u002Fp>\n\n\u003Cp>En los contratos a tiempo parcial con jornada de trabajo no inferior a diez\nhoras semanales en cómputo anual, se podrá pactar, en cualquier momento de la\nvigencia del contrato, la realización de horas complementarias. El pacto de\nhoras complementarias deberá recoger el número de horas complementarias cuya\nrealización podrá ser requerida por la empresa. El número de horas\ncomplementarias pactadas no podrá exceder del 60% de las horas ordinarias\nreflejadas en el contrato a tiempo parcial.\u003C\u002Fp>\n\n\u003Cp>Sin perjuicio del pacto de horas complementarias, en los contratos a tiempo\nparcial de duración indefinida con una jornada de trabajo no inferior a diez\nhoras semanales en cómputo anual, el empresario podrá, en cualquier momento,\nofrecer al trabajador o trabajadora la realización de horas complementarias de\naceptación voluntaria, cuyo número no podrá superar el 30 por 100, de las\nhoras ordinarias objeto del contrato. La negativa del trabajador o trabajadora\na la realización de estas horas no constituirá conducta laboral\nsancionable.\u003C\u002Fp>\n\n\u003Cp>Estas horas complementarias no se computarán a efectos de los porcentajes\nde horas complementarias pactadas que se establecen en el presente\nartículo.\u003C\u002Fp>\n\n\u003Cp>En todo caso, la suma de las horas ordinarias y complementarias, incluidas\nlas previamente pactadas y las voluntarias, no podrá exceder del límite legal\ndel trabajo a tiempo parcial definido en el párrafo primero de este\nartículo.\u003C\u002Fp>\n\n\u003Cp>La distribución y forma de realización de horas complementarias, se\nllevará a cabo según lo pactado en el acuerdo de horas complementarias\nfirmado entre empresa y persona trabajadora. La empresa comunicará al\ntrabajador o trabajadora la realización de las horas complementarias con una\nantelación mínima de cuarenta y ocho horas. \u003C\u002Fp>\n\n\u003Cp>Las personas contratadas bajo la modalidad de Contrato Formativo no podrán\nrealizar horas complementarias ni horas extraordinarias, salvo en el supuesto\nprevisto en el artículo 35.3.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">\u003Ch2>CAPITULO V\u003C\u002Fh2>\n\n\u003Ch2>Grupos profesionales\u003C\u002Fh2>\n\n\u003Ch3>Artículo 30. Criterios generales.\u003C\u002Fh3>\n\n\u003Cp>Los trabajadores\u002Fas se clasificarán en grupos profesionales, hasta tener\nuna específica que será estudiada y preparada en el ámbito de la comisión\nparitaria, en atención a las funciones que se desarrollan de conformidad con\nlas diferentes categorías de los artículos siguientes, que se deberá\nnegociar y aprobar en el seno de la Comisión Negociadora del convenio para su\nincorporación, en el caso de alcanzarse acuerdo, al convenio colectivo.\u003C\u002Fp>\n\n\u003Cp>Las partes acuerdan simplificar dicha clasificación profesional,\nextinguiendo o equiparando categorías profesionales que pudieran ser\nenglobadas en otras similares en cuanto a clasificación funcional y\neconómica.\u003C\u002Fp>\n\n\u003Cp>No obstante, se pacta que los trabajadores puedan realizar puntualmente\nfunciones correspondientes a categorías inferiores sin perjuicio de que la\nretribución nunca podrá ser inferior a la que tenga garantizada en atención\na su categoría profesional establecida en contrato. De igual forma, la\nejecución puntual de trabajos correspondientes a una categoría superior\nincluso superando lo dispuesto en el artículo 39.2 del Estatuto, no implicará\nderecho a obtener mediante ascenso dicha categoría superior con carácter\ndefinitivo sin perjuicio del derecho al cobro del salario correspondiente a las\nfunciones que realmente realice. En todo caso, la movilidad funcional para la\nrealización de funciones, tanto superiores como inferiores, no\ncorrespondientes al grupo profesional solo será posible si existen, además,\nrazones técnicas u organizativas que la justifiquen y por el tiempo\nimprescindible para su atención, debiendo el empresario comunicar su decisión\ny las razones de esta a los representantes de los trabajadores.\u003C\u002Fp>\n\n\u003Cp>La estructura profesional que se define tiene por objeto conseguir una\norganización racional y eficiente de los recursos humanos.\u003C\u002Fp>\n\n\u003Cp>La clasificación se realizará en grupos profesionales, por interpretación\ny aplicación de los factores de valoración y por las tareas y funciones\nbásicas más representativas que desarrollen los trabajadores.\u003C\u002Fp>\n\n\u003Cp>Por acuerdo entre el trabajador y el empresario se establecerá el contenido\nde la prestación laboral objeto del contrato de trabajo, así como su\npertenencia a uno de los grupos profesionales previstos en este convenio.\u003C\u002Fp>\n\n\u003Cp>Requisitos de promoción:\u003C\u002Fp>\n\n\u003Cp>1.La clasificación profesional se efectúa atendiendo fundamentalmente a\nlos criterios de aptitudes profesionales, titulaciones y contenido general de\nla prestación.\u003C\u002Fp>\n\n\u003Cp>2. La clasificación se realiza en grupos profesionales y por\ninterpretación y aplicación de criterios generales objetivos y por las tareas\ny funciones básicas más representativas que desarrollen las personas\ntrabajadoras.\u003C\u002Fp>\n\n\u003Cp>3. En caso de concurrencia en un puesto de trabajo de tareas básicas\ncorrespondientes a diferentes grupos profesionales, la clasificación se\nrealizará en función de las actividades propias del grupo profesional\nsuperior. Este criterio de clasificación no supondrá que se excluya en los\npuestos de trabajo de cada grupo profesional la realización de tareas\ncomplementarias que sean básicas para puestos clasificados en grupos\nprofesionales inferiores.\u003C\u002Fp>\n\n\u003Cp>4.Los criterios de definición de los grupos profesionales se acomodan a\nreglas comunes para todas las personas trabajadoras, garantizando la ausencia\nde discriminación directa o indirecta entre hombres y mujeres. \u003C\u002Fp>\n\n\u003Cp>5.Los factores que influyen en la clasificación profesional de las personas\ntrabajadoras y que, por tanto, indican la pertenencia de cada uno de estos a un\ndeterminado grupo profesional, según los criterios determinados en el\nartículo 22 del Estatuto de los Trabajadores, son los siguientes:\u003C\u002Fp>\n\n\u003Cp>a.Conocimientos. Factor para cuya valoración deberá tenerse en cuenta,\nademás de la formación básica necesaria para poder cumplir correctamente el\ncometido, el grado de conocimiento y experiencia adquiridos, así como la\ndificultad en la adquisición de dichos conocimientos o experiencias.\u003C\u002Fp>\n\n\u003Cp>b.Iniciativa. Factor para cuya valoración deberá tenerse en cuenta el\nmayor o menor grado de dependencia a directrices o normas para la ejecución de\nla función.\u003C\u002Fp>\n\n\u003Cp>c.Autonomía. Factor para cuya valoración deberá tenerse en cuenta la\nmayor o menor dependencia jerárquica en el desempeño de la función que se\ndesarrolle.\u003C\u002Fp>\n\n\u003Cp>d.Responsabilidad. Factor para cuya valoración deberá tenerse en cuenta\ntanto el grado de autonomía de acción del titular de la función, como el\ngrado de influencia sobre los resultados e importancia de la gestión.\u003C\u002Fp>\n\n\u003Cp>e.Mando. Factor que tendrá en cuenta el conjunto de tareas de\nplanificación, organización, control y dirección de las actividades de\notros, asignadas por la dirección de la empresa, que requieren de los\nconocimientos para comprender, motivar y desarrollar a las personas que\ndependen jerárquicamente del puesto, teniendo en cuenta la naturaleza del\ncolectivo y el número de personas sobre las que ejerce el mando.\u003C\u002Fp>\n\n\u003Cp>f.Complejidad. Factor cuya valoración estará en función del mayor o menor\nnúmero, así como del mayor o menor grado de integración del resto de los\nfactores en la tarea o puesto encomendado.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Cp>Grupo I. Dirección de Área\u003C\u002Fp>\n\n\u003Cp>1.Criterios generales: El personal perteneciente a este grupo planifica,\norganiza, dirige y coordina las diversas actividades propias del\ndesenvolvimiento de la empresa.\u003C\u002Fp>\n\n\u003Cp>Realiza funciones que comprenden la elaboración de la política de\norganización, los planteamientos generales de la utilización eficaz de los\nrecursos humanos y de los aspectos materiales, la orientación y el control de\nactividades de la organización conforme al programa establecido o a la\npolítica adoptada; el establecimiento y mantenimiento de estructuras\nproductivas y de apoyo y el desarrollo de la política industrial, financiera o\ncomercial.\u003C\u002Fp>\n\n\u003Cp>Toma decisiones o participa en su elaboración. Desempeña altos puestos de\ndirección y ejecución de los mismos niveles en los departamentos, divisiones,\ngrupos, fábricas, plantas, etc., en que se estructura la empresa y que\nresponden siempre a la particular ordenación de cada una.\u003C\u002Fp>\n\n\u003Cp>2.Formación: Titulación de grado superior o experiencia profesional\nequivalente y acreditada.\u003C\u002Fp>\n\n\u003Cp>3.Categorías: Comprenden este grupo, entre otras, las categorías de\nDirección general, Gerencia, Dirección Técnica y de Proyectos, Dirección de\nAdministración y Dirección Comercial.\u003C\u002Fp>\n\n\u003Cp>Grupo II. Dirección de departamento\u003C\u002Fp>\n\n\u003Cp>1.Criterios generales: Bajo la supervisión y jerarquía orgánica de los\nórganos y responsables de dirección, ostentan la jefatura y supervisión de\nlas distintas áreas organizativas de la empresa, ejerciendo responsabilidades\nde mando en atención a los objetivos marcados por la dirección con un alto\ngrado de exigencia, autonomía y contenido intelectual.\u003C\u002Fp>\n\n\u003Cp>Realizar actividades complejas de carácter técnico relacionadas con la\ntecnología, la planta y la red necesarias para el diseño y desarrollo de los\nproyectos o fases de proyectos de planta o red, así como aquellas actividades\nde carácter técnico administrativo en procesos de soporte y\u002Fo apoyo a las\nfunciones del negocio y supervisar las actividades, normativas,\nespecificaciones técnicas y las necesidades del cliente con el fin de asegurar\nla correcta realización dentro de los niveles de calidad, servicio, coste y\nplazos establecidos.\u003C\u002Fp>\n\n\u003Cp>2.Formación: Pertenecen a ese grupo los trabajadores cuyos puestos\nrequieren estar en posesión de una titulación universitaria, o con\nconocimientos equivalentes adquiridos por la experiencia profesional en la\nmisma.\u003C\u002Fp>\n\n\u003Cp>3.Categorías: Se encuadran en esta categoría los trabajadores que\ndesarrollen las funciones de jefe de área técnica, jefe de proyectos e\ningeniería, jefe de administración, jefe de área comercial y marketing, jefe\nde compras, jefe de comunicación corporativa y estrategia y jefe de recursos\nhumanos y formación. Se podrá acceder a estas categorías mediante promoción\ninterna desde el grupo de encargados de área.\u003C\u002Fp>\n\n\u003Cp>Grupo III. Gerentes de unidad de negocio y responsables de departamento\u003C\u002Fp>\n\n\u003Cp>1.Criterios generales: Realizar la supervisión directa de la actividad de\nun grupo, con responsabilidad de mando sobre el mismo, y coordinar en un marco\nde instrucciones precisas técnicas y de gestión, realizando funciones de\ncoordinación, integración y supervisión de las actividades\u002Ftareas ejecutadas\npor el conjunto de sus colaboradores, sin perjuicio de su participación\npersonal en la ejecución del trabajo.\u003C\u002Fp>\n\n\u003Cp>Engloba funciones de asesoramiento técnico para su ejecución, de\ndistribución del trabajo, de seguimiento e instrucción del personal a su\ncargo, supervisando y gestionando los trabajos de mayor complejidad dentro del\námbito de actuación correspondiente.\u003C\u002Fp>\n\n\u003Cp>2.Formación: Técnico superior en Formación Profesional o titulación\nsuperior, o conocimientos equivalentes adquiridos por la experiencia\nprofesional.\u003C\u002Fp>\n\n\u003Cp>3.Categorías: Se encuadran esta categoría los antiguos jefes de\ndepartamento encargados de las áreas técnicas de despliegue, infraestructura,\naverías, fusión, ingeniería y desarrollo.\u003C\u002Fp>\n\n\u003Cp>Grupo IV. Técnicos y soporte operativo\u003C\u002Fp>\n\n\u003Cp>1.Criterios generales: Tareas técnicas que se ejecuten según instrucciones\nconcretas con alto grado de dependencia que requieran esfuerzo físico o\natención. Asimismo, formarán parte de este grupo las tareas que consisten en\noperaciones técnicas de instalación de cable, ejecución de trabajos de\nconstrucción de redes realizadas siguiendo un método de trabajo preciso,\ntrabajos de instalación y puesta en marcha a clientes finales de los servicios\nprestados por la empresa, incluyendo configuración informática, así como las\nlabores de soporte operativo que incluyen conductores y almacén, todo ello con\nalto grado de supervisión y que normalmente exigen conocimientos profesionales\nde carácter elemental y de un periodo breve de adaptación.\u003C\u002Fp>\n\n\u003Cp>2. Formación: Titulación Formación Profesional de grado medio\u002FEducación\nSecundaria y\u002Fo conocimientos en el desarrollo de su profesión.\u003C\u002Fp>\n\n\u003Cp>3.Categorías: En el ámbito de las instalaciones, se engloban en este grupo\nlos puestos y categorías profesionales de instalador, técnicos de\ninstalaciones y averías, diferenciando entre aquellos que, por sus\nconocimientos y experiencia asumen funciones de instalación avanzada, así\ncomo de coordinación de cuadrillas de los técnicos e instaladores con\nconocimientos medios y básicos, así como aprendices. Por su parte, se\nengloban también en este grupo el responsable y trabajadores adscritos al\nalmacén.\u003C\u002Fp>\n\n\u003Cp>Grupo V. Oficina técnica\u003C\u002Fp>\n\n\u003Cp>1.Criterios generales: Diseño de proyectos de ingeniería y software,\ntareas técnicas de oficina que no conllevan necesariamente, aunque sí\naccesoriamente la ejecución de trabajos de campo, relacionadas con tales\nproyectos tanto para la implantación por parte de la empresa como para su\nentrega a terceros, dirección y ejecución de proyectos, supervisión y\ncontrol de su ejecución, bajo la supervisión del responsable de dirección de\nárea técnica y de los jefes de proyectos, ingeniería y desarrollo.\u003C\u002Fp>\n\n\u003Cp>2.Formación: Titulación Formación Profesional de grado medio\u002FEducación\nSecundaria y\u002Fo conocimientos en el desarrollo de su profesión.\u003C\u002Fp>\n\n\u003Cp>3.Categorías: Se engloban en esta categoría a título enunciativo los\ntrabajadores pertenecientes al área de oficina técnica y de proyectos, tanto\nlos que prestan servicio en el área de diseño e ingeniería de proyectos de\ndespliegue de redes como los que prestan servicio como técnicos informáticos\nde configuración de software y atención de averías desde la oficina,\ndiferenciando entre aquellos que, por sus conocimientos y experiencia asumen\nfunciones de oficina técnica avanzada de aquellos que tienen conocimientos\nmedios y básicos, así como aprendices.\u003C\u002Fp>\n\n\u003Cp>Grupo VI. Administración y gestión\u003C\u002Fp>\n\n\u003Cp>1.Criterios generales: Realizar bajo la supervisión de mandos o\nprofesionales de más alta cualificación la ejecución de trabajos de\ncarácter operativo relacionadas con la administración general de la empresa y\nde tareas administrativas diversas, incluida contabilidad y facturación.\nResolver problemas que se le planteen en su ámbito de actuación con\nautonomía necesaria a través del análisis y elección entre un conjunto de\nalternativas siguiendo los procedimientos establecidos.\u003C\u002Fp>\n\n\u003Cp>2.Formación: Titulación Formación Profesional de grado medio\u002FEducación\nSecundaria y\u002Fo conocimientos en el desarrollo de su profesión.\u003C\u002Fp>\n\n\u003Cp>3.Categorías: Se engloban en esta categoría los puestos profesionales a\ntítulo meramente enunciativo, Oficial de 1.a administrativo, Oficial de 2.a\nadministrativo y Auxiliar administrativo.\u003C\u002Fp>\n\n\u003Cp>Grupo VII. Marketing y ventas\u003C\u002Fp>\n\n\u003Cp>1.Criterios generales: Realizar bajo la supervisión de mandos o\nprofesionales de más alta cualificación la ejecución de trabajos de\ncarácter operativo relacionadas con el departamento comercial y de marketing\nde la empresa, tales como venta, atención al cliente y comercialización de\nproductos, servicios y contenidos tanto de forma directa como a través de\nherramientas digitales, así como las actividades de soporte\u002Fapoyo a posiciones\ny\u002Fo unidades organizativas en las que se encuadran. Así mismo, la ejecución\nde tareas relacionadas con el departamento de comunicación de la empresa.\u003C\u002Fp>\n\n\u003Cp>2.Formación: Titulación Formación Profesional de grado medio\u002FEducación\nSecundaria y\u002Fo conocimientos en el desarrollo de su profesión.\u003C\u002Fp>\n\n\u003Cp>3.Categorías: Se engloban en esta categoría los puestos profesionales a\ntítulo meramente enunciativo de Supervisor, comercial, Atención al cliente\n(dependiente), Auxiliar de atención al cliente (dependiente).\u003C\u002Fp>\n\n\u003Cp>Grupo VIII. Personal subalterno\u003C\u002Fp>\n\n\u003Cp>1.Criterios generales: Ejecutan tareas según instrucciones concretas, con\nun alto grado de dependencia y supervisión, requieren esfuerzo físico o\natención, sólo ocasionalmente requieren una formación específica, y en\ngeneral únicamente exigen conocimientos profesionales de carácter elemental y\nde un breve periodo de adaptación.\u003C\u002Fp>\n\n\u003Cp>2.Formación: Titulación Formación Profesional de grado medio\u002FEducación\nSecundaria y\u002Fo conocimientos en el desarrollo de su profesión.\u003C\u002Fp>\n\n\u003Cp>3.Categorías: Se engloban en esta categoría los puestos profesionales a\ntítulo meramente enunciativo conductores y personal de limpieza.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>CAPITULO VI\u003C\u002Fh2>\n\n\u003Ch2>Desplazamientos, dietas y centros de trabajo itinerantes\u003C\u002Fh2>\n\n\u003Ch3>Artículo 31. Desplazamiento.\u003C\u002Fh3>\n\n\u003Cp>Por razones técnicas, organizativas o de producción, la empresa podrá\ndesplazar a sus trabajadores con carácter temporal hasta el límite de doce\nmeses en un periodo de tres años, a población distinta a la de su residencia\nhabitual abonando, además de los salarios, los gastos de viaje y las dietas o\nsuplidos. La empresa correrá con los gastos de pernoctación del\ntrabajador.\u003C\u002Fp>\n\n\u003Cp>Cuando el trabajador se oponga al desplazamiento alegando justa causa,\ncompete a la autoridad judicial previa demanda del trabajador desplazado, sin\nperjuicio de la ejecutividad de la decisión, conocer la cuestión y su\nresolución, que será de inmediato cumplimiento para ambas partes.\u003C\u002Fp>\n\n\u003Cp>Si la incorporación a obra se prevé por tiempo superior a seis meses, el\nempleador se verá obligado a preavisarlo con treinta días naturales, como\nmínimo, de antelación, si la incorporación a obra se prevé por tiempo\ninferior a seis meses, el preaviso será de treinta días naturales, salvo en\nlos casos motivados por la necesidad de efectuar reparaciones urgentes, que se\npreavisará con el tiempo máximo posible.\u003C\u002Fp>\n\n\u003Cp>Cuando por circunstancias económicas justificadas u organizativas, con el\nfin de evitar la pérdida de empleo, las empresas tengan la necesidad de\ndestinar a algún miembro de la plantilla de un centro de trabajo a otro,\néstas, podrán llevarlo a cabo siempre, cumpliendo las siguientes\ncircunstancias:\u003C\u002Fp>\n\n\u003Cp>1.° El cambio de centro de trabajo, no podrá exceder de 30 km desde el\ncentro de trabajo de origen.\u003C\u002Fp>\n\n\u003Cp>2.° Se respetarán las condiciones de trabajo, anteriores al cambio de\ncentro de trabajo como son el horario de trabajo, los turnos, categorías\nprofesionales, etc.\u003C\u002Fp>\n\n\u003Cp>3.° Se preavisará con una antelación mínima de siete días laborables,\nasí como la correspondiente comunicación a la representación de la\nplantilla, salvo en los supuestos en que la distancia del centro actual de\ntrabajo al nuevo centro de destino no exceda de 25 km, en cuyo caso, este\npreaviso será de tres días laborables.\u003C\u002Fp>\n\n\u003Cp>4.° Se facilitará, en la medida de lo posible, la reubicación del\ntrabajador en otro puesto de similares características que no comporte\ndesplazamiento para el trabajador.\u003C\u002Fp>\n\n\u003Ch3>Artículo 32. Centros de trabajo itinerantes.\u003C\u002Fh3>\n\n\u003Cp>Aquellos trabajadores que han sido contratados específicamente para la\nprestación de sus servicios en obras dentro del territorio nacional, con las\nocupación de montaje, tendido de líneas, tendido de cables, redes\ntelefónicas, etc., en las cuales la movilidad geográfica es condición\nhabitual de su actividad en consonancia con el carácter transitorio, móvil o\nitinerante de sus centros de trabajo, que se trasladan o desaparecen con la\npropia ejecución de las obras no se aplicarán lo determinado en el artículos\n31 del presente convenio.\u003C\u002Fp>\n\n\u003Cp>Se hará constar en el contrato de trabajo o anexos posteriores cuando el\ntrabajador preste sus servicios de forma habitual en centros de trabajo\nmóviles o itinerantes.\u003C\u002Fp>\n\n\u003Cp>Cuando los trabajadores sean contratados específicamente para cubrir\npuestos de trabajo itinerantes, correrán por cuenta de la empresa los\ndesplazamientos, el alojamiento y la manutención.\u003C\u002Fp>\n\n\u003Cp>Si el trabajador acordara con la empresa hacerse cargo del alojamiento, los\ndesplazamientos o la manutención, tendrá derecho a percibir, al menos, las\ncantidades establecidas para dichos conceptos en los artículos 20 y 21 del\npresente convenio. \u003C\u002Fp>\n\n\u003Ch2>CAPITULO VII\u003C\u002Fh2>\n\n\u003Ch2>Cláusula de descuelgue\u003C\u002Fh2>\n\n\u003Ch3>Artículo 33. Cláusula de descuelgue.\u003C\u002Fh3>\n\n\u003Cp>1.La inaplicación en la empresa de las condiciones de trabajo reguladas en\nel presente convenio colectivo podrá producirse respecto de las materias y\nconforme a las causas contempladas en el artículo 82.3 del Estatuto de los\nTrabajadores, siguiendo los procedimientos regulados en el mismo con las\nadaptaciones que se establecen a continuación.\u003C\u002Fp>\n\n\u003Cp>Cuando concurran causas económicas, técnicas, organizativas o de\nproducción, por acuerdo entre la empresa y los comités de empresa o\nRepresentación Legal de los Trabajadores se podrá proceder, previo desarrollo\nde un periodo de consultas en los términos del artículo 41.4, a inaplicar en\nla empresa las condiciones de trabajo previstas en el presente convenio\ncolectivo que afecten a las siguientes materias:\u003C\u002Fp>\n\n\u003Cp>a)Jornada de trabajo.\u003C\u002Fp>\n\n\u003Cp>b)Horario y distribución del tiempo de trabajo.\u003C\u002Fp>\n\n\u003Cp>c)Régimen de trabajo a turnos.\u003C\u002Fp>\n\n\u003Cp>d)Sistema de remuneración y cuantía salarial.\u003C\u002Fp>\n\n\u003Cp>e)Sistema de trabajo y rendimiento.\u003C\u002Fp>\n\n\u003Cp>f)Funciones, cuando excedan de los límites que para la movilidad funcional\nprevé el artículo 39 del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>g)Mejoras voluntarias de la acción protectora de la Seguridad Social.\u003C\u002Fp>\n\n\u003Cp>2.La solicitud de descuelgue se comunicará por el empresario a la\nrepresentación unitaria o sindical de los trabajadores para proceder al\ndesarrollo previo de un periodo de consultas en los términos del artículo\n82.3 del ET.\u003C\u002Fp>\n\n\u003Cp>3.El acuerdo deberá determinar con exactitud las nuevas condiciones de\ntrabajo aplicables en la empresa y su duración.\u003C\u002Fp>\n\n\u003Cp>4.Las discrepancias que pudieran surgir durante la negociación se\nsometerán preceptivamente a la Comisión Mixta Paritaria de Interpretación\ndel presente convenio. La Comisión Mixta Paritaria se pronunciará por\nresolución motivada, en la que, al menos, queden reflejados los hechos. En\ncaso de desacuerdo, cada representación de la citada Comisión podrá expresar\nsu pronunciamiento, con referencia a los hechos que lo motivan.\u003C\u002Fp>\n\n\u003Cp>5.Cuando la intervención de la Comisión Paritaria hubiera sido sin\nacuerdo, las partes deberán seguir las previsiones del artículo 82.3 del\nEstatuto de los Trabajadores, recurriendo en primer lugar a los procedimientos\nestablecidos en el acuerdo de solución autónoma de conflictos colectivos\n(ASAC), conforme a lo dispuesto en el VI ASAC (BOE de 23 de diciembre 2020),\nResolución de 10 de diciembre de 2020, de la Dirección General de Trabajo que\ndispone el registro y publicación de dicho acuerdo.\u003C\u002Fp>\n\n\u003Cp>El resultado de los procedimientos a que se refieren los párrafos\nanteriores que haya finalizado con la inaplicación de condiciones de trabajo\ndeberá ser comunicado a la autoridad laboral a los solos efectos de\ndepósito.\u003C\u002Fp>\n\n\u003Ch2>CAPITULO VIII\u003C\u002Fh2>\n\n\u003Ch2>Régimen disciplinario\u003C\u002Fh2>\n\n\u003Ch3>Artículo 34. Tipificación de las faltas.\u003C\u002Fh3>\n\n\u003Cp>Tendrán la consideración de falta los incumplimientos de las obligaciones\nlaborales del trabajador\u002Fa atribuibles al mismo por su comisión voluntaria o\npor su conducta negligente. Las faltas se graduarán atendiendo a su\nvoluntariedad, importancia, trascendencia y reincidencia en la actividad normal\nde la empresa en leves, graves y muy graves de conformidad con lo que se\ndispone en el presente artículo y en las normas vigentes del ordenamiento\njurídico laboral en lo que resulten de pertinente aplicación.\u003C\u002Fp>\n\n\u003Cp>1.Faltas leves. Se considerarán faltas leves las siguientes:\u003C\u002Fp>\n\n\u003Cp>a)Dos faltas injustificadas de puntualidad por un tiempo superior a diez\nminutos e inferior a treinta minutos cada una, en la asistencia al trabajo\ndentro de un período de treinta días.\u003C\u002Fp>\n\n\u003Cp>b)El abandono injustificado del puesto de trabajo, sin previo aviso, si el\nmismo es superior a diez minutos e inferior a treinta minutos. Al margen de su\nduración, si como consecuencia del abandono se originase un perjuicio de\nconsideración a la empresa o fuera causa directa de accidente de los\ncompañeros de trabajo, se considerará falta grave o muy grave a tenor de lo\nestablecido en los apartados siguientes respecto de la infracción de normas de\nseguridad y salud laboral.\u003C\u002Fp>\n\n\u003Cp>c)La mera desobediencia a los superiores jerárquicos de quien dependa el\ntrabajador en cualquier materia que sea propia del servicio, excepto cuando se\njustifique tal desobediencia por causar daño material u\u002Fo personal al propio\ntrabajador, empresa o terceros.\u003C\u002Fp>\n\n\u003Cp>d)El incumplimiento de las obligaciones previstas en el artículo 29 de la\nLey 31\u002F1995, de 8 de noviembre, de Prevención de Riesgos Laborales y en las\ndisposiciones del presente convenio sectorial referidas a obligaciones de los\ntrabajadores en materia de seguridad y salud, siempre que su inobservancia no\nentrañe riesgo grave para sus compañeros\u002Fas de trabajo o terceras\npersonas.\u003C\u002Fp>\n\n\u003Cp>e)El descuido imprudente en la conservación del material de trabajo siempre\nque no provoque un daño grave a la empresa.\u003C\u002Fp>\n\n\u003Cp>f)La ausencia de comunicación o de notificación a la empresa de las bajas\npor enfermedad, partes de confirmación o alta, de la justificación de las\nfaltas al trabajo, de los cambios de domicilio, o de las alteraciones de la\nunidad familiar a efectos del impuesto. Se considerará que existe tal ausencia\ncuando dichas comunicaciones no se realicen en el plazo establecido o, de no\nhaberlo, en un plazo razonable que no podrá exceder de diez días. Se\nexceptúan los supuestos de imposibilidad imprevista objetivamente\ndemostrable.\u003C\u002Fp>\n\n\u003Cp>g)La asistencia al trabajo en evidente estado de embriaguez o bajo los\nefectos de drogas o estupefacientes, que pudiera repercutir en la imagen de la\nempresa.\u003C\u002Fp>\n\n\u003Cp>h)Cualquier otro incumplimiento que suponga una infracción leve, en los\ntérminos del primer párrafo del presente artículo, de los deberes laborales\ndel trabajador\u002Fa, consignados en el presente convenio.\u003C\u002Fp>\n\n\u003Cp>2.Faltas graves. Se considerarán faltas graves las siguientes:\u003C\u002Fp>\n\n\u003Cp>a)Más de tres faltas injustificadas de puntualidad en la asistencia al\ntrabajo, superiores a diez minutos e inferior a treinta minutos o dos faltas\ninjustificadas superiores a treinta minutos, en un período de treinta\ndías.\u003C\u002Fp>\n\n\u003Cp>b)El abandono injustificado sin previo aviso o autorización, de una\nduración superior a treinta minutos e inferior a cuarenta y cinco minutos, del\npuesto de trabajo cuando como consecuencia de ello se causará un perjuicio de\nconsideración a la empresa o fuera causa directa de accidente de los\ncompañeros\u002Fas de trabajo.\u003C\u002Fp>\n\n\u003Cp>c)La desobediencia a la Dirección de la empresa o a quienes se encuentren\ncon facultades de dirección u organización en el ejercicio regular de sus\nfunciones en cualquier materia de trabajo. Si la desobediencia fuese reiterada\no implicase quebranto manifiesto de la disciplina en el trabajo o de ella se\nderivase perjuicio para la empresa o para las personas podrá ser calificada\ncomo falta muy grave.\u003C\u002Fp>\n\n\u003Cp>d)Simular mediante cualquier forma la presencia de otro trabajador\u002Fa en la\nempresa a los efectos del cumplimiento de sus obligaciones laborales.\u003C\u002Fp>\n\n\u003Cp>e)La asistencia al trabajo en estado de embriaguez o bajo los efectos de\ndrogas o estupefacientes cuando ello repercuta en el cumplimiento de la\nprestación laboral.\u003C\u002Fp>\n\n\u003Cp>f)El incumplimiento de las obligaciones previstas en el artículo 29 de la\nLey 31\u002F1995, de 8 de noviembre, de Prevención de Riesgos Laborales y de las\ndisposiciones del presente convenio general referidas a obligaciones de los\ntrabajadores en materia de seguridad y salud, cuando tal incumplimiento origine\ndaños graves para la seguridad y salud de los trabajadores\u002Fas.\u003C\u002Fp>\n\n\u003Cp>g)La reiteración o reincidencia en la comisión de faltas leves en un\nperíodo de tres meses, habiendo mediado amonestación escrita, excluidas las\nfaltas de puntualidad.\u003C\u002Fp>\n\n\u003Cp>h)La negligencia, imprudencia o descuido en el trabajo o conservación y\ncuidado de los materiales y herramientas de la empresa cuando provoquen a la\nmisma un daño grave.\u003C\u002Fp>\n\n\u003Cp>i)La simulación de enfermedad o accidente, así como la alegación de\nmotivos falsos para la obtención de permisos y licencias.\u003C\u002Fp>\n\n\u003Cp>j)La utilización de los medios informáticos, telemáticos o tecnológicos\npuestos a disposición por la empresa de forma contraria a lo dispuesto en los\ncódigos y protocolos de uso de dichos medios tecnológicos establecido en cada\nempresa.\u003C\u002Fp>\n\n\u003Cp>k)El descuido imprudente en la conservación del material de trabajo siempre\nque provoque un daño grave a la empresa.\u003C\u002Fp>\n\n\u003Cp>l)Cualquier otro incumplimiento que suponga una infracción grave, en los\ntérminos del primer párrafo del presente artículo, de los deberes laborales\ndel trabajador\u002Fa, consignados en el presente convenio.\u003C\u002Fp>\n\n\u003Cp>3.Faltas muy graves. Se considerarán faltas muy graves las siguientes:\u003C\u002Fp>\n\n\u003Cp>a)Más de cinco faltas injustificadas de puntualidad en la asistencia al\ntrabajo, superiores a diez minutos e inferior a treinta minutos, cometidas en\nun período de tres meses.\u003C\u002Fp>\n\n\u003Cp>b)La falta de asistencia al trabajo no justificada por tres días o más en\nun período de treinta días, o de más de cinco días en un período de tres\nmeses.\u003C\u002Fp>\n\n\u003Cp>c)El abandono injustificado sin previo aviso o autorización, de una\nduración superior a una hora, del puesto de trabajo cuando como consecuencia\nde ello se causará un perjuicio de consideración a la empresa o fuera causa\ndirecta de accidente de los compañeros\u002Fas de trabajo\u003C\u002Fp>\n\n\u003Cp>d)Las riñas o discusiones graves durante el tiempo de trabajo entre\ncompañeros\u002Fas siempre que repercutan gravemente en el normal desarrollo de la\nactividad laboral.\u003C\u002Fp>\n\n\u003Cp>e)El fraude o el abuso de confianza en las gestiones encomendadas, así como\nel hurto o robo tanto a la empresa como al resto de compañeros\u002Fas de trabajo o\na cualquier otra persona dentro del lugar de trabajo o durante el cumplimiento\nde este.\u003C\u002Fp>\n\n\u003Cp>f)Hacer desaparecer, inutilizar, destrozar o causar desperfectos en los\nmateriales, herramientas, útiles, vehículos, instalaciones, o incluso\ndocumentos de la empresa.\u003C\u002Fp>\n\n\u003Cp>g)El acoso laboral, sea este sexual, por razón de sexo, moral o\npsicológico.\u003C\u002Fp>\n\n\u003Cp>h)Hallarse en estado de embriaguez o bajo el efecto del consumo de drogas o\nestupefacientes de forma reiterada durante el cumplimiento del trabajo con muy\ngrave repercusión en el mismo.\u003C\u002Fp>\n\n\u003Cp>i) Los malos tratos de palabra u obra a los superiores, compañeros\u002Fas o\nsubordinados\u002Fas dentro de la jornada o en su lugar de trabajo, así como a\nterceras personas dentro del tiempo de trabajo, así como el abuso de\nautoridad.\u003C\u002Fp>\n\n\u003Cp>j) El incumplimiento de las obligaciones previstas en el artículo 29 de la\nLey 31\u002F1995, de 8 de noviembre, de Prevención de Riesgos Laborales y en las\ndisposiciones del presente convenio general referidas a obligaciones de los\ntrabajadores en materia de seguridad y salud, siempre que de tal incumplimiento\nse derive un riesgo grave e inminente para la seguridad y salud.\u003C\u002Fp>\n\n\u003Cp>k)La reiteración o reincidencia en la comisión de faltas graves en un\nperíodo de seis meses siempre que hayan sido objeto de sanción por\nescrito. \u003C\u002Fp>\n\n\u003Cp>l)La utilización de los medios informáticos, telemáticos o tecnológicos\npuestos a disposición por la empresa de forma contraria a lo dispuesto en los\ncódigos y protocolos de uso de dichos medios tecnológicos establecido en cada\nempresa, cuando de ello se derive un perjuicio grave para la empresa.\u003C\u002Fp>\n\n\u003Cp>m)Cualquier otro incumplimiento que suponga una infracción muy grave, en\nlos términos del primer párrafo del presente artículo, de los deberes\nlaborales del trabajador\u002Fa, consignados en el presente convenio.\u003C\u002Fp>\n\n\u003Cp>n)Cualquier abuso de autoridad que implique daño a un trabajador derivado\ndel aprovechamiento de la situación jerárquica como responsable.\u003C\u002Fp>\n\n\u003Ch3>Artículo 35. Sanciones.\u003C\u002Fh3>\n\n\u003Cp>Las sanciones que podrán imponerse a los trabajadores\u002Fas por la comisión\nde las faltas mencionadas serán las siguientes:\u003C\u002Fp>\n\n\u003Cp>a)Por faltas leves:\u003C\u002Fp>\n\n\u003Cp>-Amonestación escrita.\u003C\u002Fp>\n\n\u003Cp>-Suspensión de empleo y sueldo hasta un máximo de dos días.\u003C\u002Fp>\n\n\u003Cp>b)Por faltas graves:\u003C\u002Fp>\n\n\u003Cp>-Suspensión de empleo y sueldo de tres a quince días.\u003C\u002Fp>\n\n\u003Cp>c)Por faltas muy graves:\u003C\u002Fp>\n\n\u003Cp>-Suspensión de empleo y sueldo de dieciséis a treinta días.\u003C\u002Fp>\n\n\u003Cp>-Despido.\u003C\u002Fp>\n\n\u003Ch3>Artículo 36. Procedimiento sancionador.\u003C\u002Fh3>\n\n\u003Cp>En las faltas muy graves la empresa dará traslado a los representantes\nlegales de los trabajadores\u002Fas de una copia de la carta de sanción entregada\nal trabajador\u002Fa, dentro de los dos días hábiles siguientes al de la\ncomunicación al interesado\u002Fa.\u003C\u002Fp>\n\n\u003Cp>En el caso de sanciones muy graves impuestas a los\u002Flas representantes\nlegales de los trabajadores\u002Fas o a los delegados\u002Fas sindicales será necesaria\nla previa entrega de pliego de descargos, al cual el interesado podrá formular\naquellas alegaciones que estimase oportunas en un plazo de cuatro días\nhábiles a contar desde la notificación del referido pliego. Una vez recibidas\nlas alegaciones la empresa emitirá la sanción, si correspondiere, en el plazo\nmáximo de una semana. El incumplimiento de este requisito provocará la\nnulidad de la sanción.\u003C\u002Fp>\n\n\u003Cp>En cualquier momento, bien por resultar necesario para el mejor conocimiento\nde los hechos, naturaleza o alcance de estos, o bien para evitar eventuales\ndaños, se podrá aplicar cautelarmente la suspensión de empleo, no de sueldo,\nde la persona afectada por un plazo máximo de dos meses, quedando a\ndisposición de la empresa durante el tiempo de suspensión, o bien adoptar\ncualquier otra medida organizativa de carácter temporal hasta la finalización\ndel procedimiento sancionador.\u003C\u002Fp>\n\n\u003Cp>En todo caso durante este periodo de dos meses, la persona afectada no\npodrá ser trasladada a un centro de trabajo que diste más de 30 km del de\norigen, manteniéndole todas las condiciones de trabajo del centro donde venía\nprestando sus servicios.\u003C\u002Fp>\n\n\u003Ch3>Artículo 37. Prescripción.\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 sesenta días a partir de la fecha en que\nla empresa tuvo conocimiento de su comisión y, en todo caso, a los seis meses\nde haberse cometido. Cuando se abra cualquier tipo de expedientes informativos\npara la averiguación de hechos que pudieran suponer la comisión de una\ninfracción de carácter laboral, la prescripción quedará interrumpida. \u003C\u002Fp>\n\n\u003Ch2>CAPITULO IX\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Ch2>Conciliación e igualdad\u003C\u002Fh2>\n\n\u003Ch3>Artículo 38. Política de igualdad.\u003C\u002Fh3>\n\n\u003Cp>Las partes firmantes del convenio están interesadas en desarrollar en sus\námbitos respectivos medidas para conseguir la igualdad de oportunidades para\nhombres y mujeres en el trabajo, con la finalidad de contribuir al pleno\ndesarrollo de los derechos y capacidades de las personas.\u003C\u002Fp>\n\n\u003Cp>A este respecto se crea una Comisión de Igualdad de carácter paritario que\nimpulsará y desarrollará actuaciones en el marco del artículo 85.2 del\nEstatuto de los Trabajadores y orientará a las empresas y a las personas\ntrabajadoras que lo demanden sobre los principios generales de aplicación de\nla Ley de Igualdad.\u003C\u002Fp>\n\n\u003Cp>Las partes firmantes del convenio, para garantizar la efectividad del\nprincipio de igualdad de trato y oportunidades reconocido en la Constitución\nEspañola y en el Estatuto de los Trabajadores, quieren dejar constancia del\nrechazo de actitudes que limiten las oportunidades y generen desigualdades ya\nsean por razón de sexo, orientación sexual o identidad de género,\nnacimiento, origen racial o étnico, religión, edad, discapacidad, enfermedad,\nlengua o cualquier otra condición o circunstancia personal o social.\u003C\u002Fp>\n\n\u003Cp>Para ello elaborará un Plan de Igualdad de acuerdo con lo dispuesto en el\nReal Decreto-ley 6\u002F2019, de 1 de marzo, de medidas urgentes para garantía de\nla igualdad de trato y de oportunidades entre mujeres y hombres en el empleo y\nla ocupación.\u003C\u002Fp>\n\n\u003Cp>Estos planes de igualdad, que deberán negociarse con la representación\nlegal creando una comisión de igualdad paritaria, con la elaboración del\ndiagnóstico de situación, medidas de evaluación y seguimiento, para evitar\ndiscriminaciones y garantizar igualdad de oportunidades. En caso de\ndiscrepancias en la negociación de los planes de igualdad, será la comisión\nparitaria la que resuelva. Los planes de igualdad deberán registrarse en el\nregistro oficial.\u003C\u002Fp>\n\n\u003Cp>Entre las medidas para la aplicación efectiva del principio de igualdad de\ntrato y no discriminación en las condiciones de trabajo entre mujeres y\nhombres, se encuentran:\u003C\u002Fp>\n\n\u003Cp>-Se estudiarán medidas para un mayor acceso de las mujeres a todas las\nprofesiones, de cara a un equilibrio profesional e ir eliminando la\nsegregación ocupacional.\u003C\u002Fp>\n\n\u003Cp>-Se utilizarán los informes estadísticos sobre el sector como instrumento\npara detectar posibles situaciones de desequilibrio. Se elaborará un programa\nde acciones positivas ajustadas a la situación laboral de cada empresa.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpromotion\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>-El Acceso al empleo. Nadie podrá ser discriminado directa o indirectamente\npor razón de sexo, orientación sexual o identidad de género, nacimiento,\norigen racial o étnico, religión, edad, discapacidad, enfermedad, lengua o\ncualquier otra condición o circunstancia personal o social en el acceso al\ntrabajo.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-gender\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>-Retribución. Para un mismo trabajo o para un trabajo al que se atribuye un\nmismo valor se eliminará la discriminación, directa o indirecta, por razón\nde sexo, en el conjunto de los elementos y condiciones de la retribución. En\nla fijación de los niveles retributivos, tablas salariales y determinación de\ncomplementos salariales y extrasalariales velarán especialmente por la\naplicación de este principio de igualdad retributiva por razón de sexo.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violenceleave\">\u003Cp>En este sentido a los trabajadores que tengan la consideración de víctimas\nde violencia de género o víctimas del terrorismo, se les facilitarán, entre\notros, los siguientes derechos:\u003C\u002Fp>\n\n\u003Cp>-Derecho a la reducción de la jornada laboral, con reducción proporcional\ndel salario.\u003C\u002Fp>\n\n\u003Cp>-Derecho a la reordenación del tiempo de trabajo a través de la\nadaptación del horario o aplicación del horario flexible.\u003C\u002Fp>\n\n\u003Cp>-Derecho preferente al cambio de centro de trabajo si ello fuera posible,\ncon reserva del puesto de trabajo por un periodo de seis meses.\u003C\u002Fp>\n\n\u003Cp>-Derecho a la suspensión y excedencia de la relación laboral con reserva\nde puesto de trabajo, durante seis meses, salvo que se prorrogase la\nsuspensión por resolución judicial.\u003C\u002Fp>\n\n\u003Cp>-Derecho a la extinción del contrato de trabajo con derecho a las\nprestaciones por desempleo, en los términos previstos en la Ley General de la\nSeguridad Social.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Para acceder a estos derechos las trabajadoras deberán tener acreditada\njudicial o administrativamente la consideración de violencia de género y\ncomunicarlo de manera fehaciente a la dirección de la empresa.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>En el caso de trabajador haya sufrido daños físicos o psíquicos como\nconsecuencia de la actividad terrorista será necesaria el previo\nreconocimiento del Ministerio del Interior o de sentencia judicial firme.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Artículo 39. Apoyo al nacimiento y cuidado del menor.\u003C\u002Fh3>\n\n\u003Cp>La empresa se compromete a prestar apoyo al nacimiento y cuidado del menor,\nlos trabajadores que se encuentren de alta en la empresa en el momento de\nnacimiento del menor, además de los derechos ya reconocidos, percibirán una\ncesta de productos básicos entregada en nombre de la empresa. En el caso de\nque ambos progenitores sean empleados de la empresa solo se percibirá la cesta\npor uno de ellos.\u003C\u002Fp>\n\n\u003Ch4>\u003C\u002Fh4>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Ch4>Artículo 39 bis. Ayuda al menor.\u003C\u002Fh4>\n\n\u003Cp>Se abonará una ayuda a las personas trabajadoras por cada hijo\u002Faño en\nedades comprendidas entre los 0 y 3 años por valor de 200 euros al año.\u003C\u002Fp>\n\n\u003Cp>Estas cantidades serán abonadas en una sola vez entre los meses de agosto y\noctubre. Para percibir estas ayudas será necesaria la presentación de un\ndocumento acreditativo. Para cualquier otro caso se estudiará individualmente\nla situación excepcional que pudiera existir.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-newtech_trigger\">\u003Ch3>Artículo 40. Desconexión digital.\u003C\u002Fh3>\n\n\u003Cp>Los trabajadores tendrán derecho a la desconexión digital a fin de\ngarantizar, fuera del tiempo de trabajo legal o convencionalmente establecido,\nel respeto de su tiempo de descanso, permisos y vacaciones, así como de su\nintimidad personal y familiar.\u003C\u002Fp>\n\n\u003Cp>La empresa garantizará a sus personas trabajadoras el derecho a la\ndesconexión digital una vez finalizada la jornada laboral. Las personas\ntrabajadoras tendrán derecho a no responder a ninguna comunicación fuese cual\nfuese el medio utilizado una vez finalizada su jornada laboral. Se excluye la\naplicación del derecho a desconexión digital a aquellas personas trabajadoras\nque permanezcan a disposición de la compañía y perciban por ello un\ncomplemento de disponibilidad.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch3>Artículo 41. Complemento por enfermedad. (Incapacidad laboral).\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">La empresa complementará las prestaciones que reciben sus trabajadores en\nsituación de Incapacidad Temporal de la Seguridad Social hasta el 100% de la\nbase de cotización a partir del 4.° día inclusive en los casos de enfermedad\ncomún. En la base de cotización se encuentra incluida la prorrata de pagas\nextras. En los supuestos de riesgo en el embarazo, enfermedad profesional o\naccidente de trabajo, cuando se produzca una contingencia de baja médica que\ndé lugar a situación de I. T., se completará hasta el 100% de la base de\nreguladora desde el momento que se produzca esta contingencia. \u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Artículo 42. Seguro por incapacidad permanente total, absoluta, gran\ninvalidez y muerte.\u003C\u002Fh3>\n\n\u003Cp>La empresa se compromete a suscribir un seguro que cubra las contingencias\nde incapacidad permanente total, absoluta para todo tipo de trabajo, gran\ninvalidez y muerte, a favor de todos y cada uno de los trabajadores por un\ncapital de dieciocho mil euros (18.000 euros) durante la vigencia del\nconvenio.\u003C\u002Fp>\n\n\u003Cp>La inclusión en las correspondientes pólizas de la contingencia de\nInvalidez Total y la inclusión de la nueva cobertura por enfermedad\nprofesional, deberán ser efectivas en todo caso desde la publicación en el\nBOE del presente convenio.\u003C\u002Fp>\n\n\u003Cp>El seguro será suscrito por parte de la empresa y proporcionará el\ncertificado de estar al corriente de su suscripción a los representantes\nlegales de los trabajadores.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Ch3>Artículo 43. Seguro de vida.\u003C\u002Fh3>\n\n\u003Cp>La empresa se compromete a suscribir un seguro de vida que cubra las\ncontingencias de incapacidad permanente total, absoluta para todo tipo de\ntrabajo, gran invalidez y muerte, por un capital de veinte mil euros (20.000\neuros), durante la vigencia del convenio.\u003C\u002Fp>\n\n\u003Cp>El seguro será suscrito por parte de la empresa y proporcionará el\ncertificado de estar al corriente de su suscripción a los representantes\nlegales de los trabajadores.\u003C\u002Fp>\n\n\u003Cp>El seguro de vida expuesto tendrá las especificaciones y excepciones que se\ndeterminen en las cláusulas específicas. Los seguros mencionados en el\nartículo 42 y en el presente serán acumulativos de acuerdo con las cláusulas\ncontractuales.\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CAPÍTULO X\u003C\u002Fh2>\n\n\u003Ch2>Derechos de representación y reunión de los trabajadores\u003C\u002Fh2>\n\n\u003Ch3>Artículo 44. Afiliación sindical.\u003C\u002Fh3>\n\n\u003Cp>Según lo establecido en los artículos 4.1 apartado b) del Estatuto de los\nTrabajadores y en el artículo 1.1 de la Ley Orgánica de Libertad Sindical,\nlos trabajadores podrán sindicarse libremente, y por ello no sufrirán\ndiscriminación y trato diferenciado.\u003C\u002Fp>\n\n\u003Cp>En función de lo dispuesto en el artículo 8.1 apartados a), b) y c) y el\nartículo 8.2 apartado a) de la Ley Orgánica de Libertad Sindical, dentro del\námbito de la Empresa o del Centro de Trabajo al que en cada momento puedan\nestar adscritos, los trabajadores afiliados a un sindicato podrán:\u003C\u002Fp>\n\n\u003Cp>1.Celebrar reuniones, fuera de las horas de trabajo sin perturbar la\nactividad laboral, previa notificación a la Dirección.\u003C\u002Fp>\n\n\u003Cp>2.Distribuir información sindical.\u003C\u002Fp>\n\n\u003Cp>3.Recaudar cuotas.\u003C\u002Fp>\n\n\u003Cp>4.Recibir la información que le remita su sindicato.\u003C\u002Fp>\n\n\u003Cp>La Empresa no podrá sujetar el empleo de un trabajador a la condición de\nque no se afilie o renuncie a su afiliación sindical, ni tampoco despedirle o\nperjudicarle de cualquier forma por dicha causa o por el correcto ejercicio de\nsu actividad sindical.\u003C\u002Fp>\n\n\u003Ch3>Artículo 45. Garantías sindicales.\u003C\u002Fh3>\n\n\u003Cp>Se estará a lo dispuesto en estas materias en el E.T. y la Ley Orgánica de\nLibertad Sindical y demás normas complementarias contenidas en la legislación\nlaboral vigente. \u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>Artículo 46. Horas sindicales.\u003C\u002Fh3>\n\n\u003Cp>La representación legal de los trabajadores de la empresa dispondrá, de\nacuerdo con lo establecido en el artículo 68.e) del ET, de un crédito mensual\nde horas sindicales por cada uno de sus miembros. El uso de horas sindicales\ndeberá ser notificado por escrito a la Dirección de Recursos Humanos de la\nEmpresa, con una antelación máxima de veinticuatro horas a la fecha de\ndisfrute. En la medida de lo posible, las horas sindicales no podrán ser\ndisfrutadas los lunes o viernes, ni previos o posteriores a días festivos.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Artículo 47. Cuotas sindicales.\u003C\u002Fh3>\n\n\u003Cp>A requerimiento de los trabajadores afiliados a los sindicatos, la empresa\ndescontará de la nómina mensual de los trabajadores, el importe de la cuota\nsindical correspondiente.\u003C\u002Fp>\n\n\u003Cp>El trabajador interesado en la realización de tal operación remitirá a la\ndirección de la empresa, un escrito en el que se expresará con claridad la\norden de descuento, el sindicato al que pertenece, la cantidad y el número de\ncuenta a la que debe de transferir, salvo que el sindicato correspondiente ya\nhaya proporcionado la referida cuenta. La empresa efectuará las antedichas\ndetracciones, salvo indicaciones en contrario.\u003C\u002Fp>\n\n\u003Ch3>Artículo 48. Prácticas antisindicales.\u003C\u002Fh3>\n\n\u003Cp>La Dirección de la Empresa manifiesta estar en la mejor disposición y\nrespeto a la actividad sindical, facilitando su acción para alcanzar un clima\nlaboral óptimo. Por lo que, en los supuestos que, a juicio de alguna de las\npartes, quepa calificar de prácticas o actitudes antisindicales, la Empresa se\nsujeta y remite a lo establecido en el título V de la Ley Orgánica de\nLibertad Sindical (artículos 12 y 13) y demás disposiciones legales en vigor\nen esta materia.\u003C\u002Fp>\n\n\u003Ch2>CAPITULO XI\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>Seguridad y salud laboral\u003C\u002Fh2>\n\n\u003Ch3>Artículo 49. Salud laboral. Principios generales.\u003C\u002Fh3>\n\n\u003Cp>1.Tanto la empresa como los trabajadores\u002Fas vienen obligados a observar y\ncumplir las disposiciones contenidas en la normativa que sobre Seguridad y\nSalud Laboral se encuentren vigentes en cada momento, y de forma especial las\nde la Ley 31\u002F1995, de 8 de noviembre, de Prevención de Riesgos Laborales, y\nsus disposiciones de desarrollo, así como el Real Decreto 39\u002F1997, por el que\nse aprueba el Reglamento de los Servicios de Prevención.\u003C\u002Fp>\n\n\u003Cp>Durante la vigencia del presente convenio colectivo, las partes potenciarán\nuna adecuada política de prevención en función de la naturaleza de las\nactividades desarrolladas por la empresa en cuestión.\u003C\u002Fp>\n\n\u003Cp>2.En cumplimiento de ello, se promoverá creación de la figura del Delegado\nde Prevención y de los Comités de Seguridad y Salud. De la misma forma, por\nlas empresas se realizará, como acción continuada, la Evaluación de Riesgos\ny el Plan de Prevención, conforme a las pautas que se indican en el presente\ncapítulo.\u003C\u002Fp>\n\n\u003Cp>3.A los efectos de lo dispuesto en el artículo 35.4 de la Ley de\nPrevención de Riesgos Laborales, el comité de empresa o en su caso los\nrepresentantes de los trabajadores podrán representar a los trabajadores.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Artículo 50. Servicios de prevención.\u003C\u002Fh3>\n\n\u003Cp>1.En aplicación de lo dispuesto en el Reglamento de los Servicios de\nPrevención, la organización de la empresa recurrirá a un Servicio de\nPrevención propio, ajeno o mixto.\u003C\u002Fp>\n\n\u003Cp>Al objeto de asegurar el que todos los empleados\u002Fas cuenten con la\nformación necesaria en materia de Prevención de Riesgos Laborales, en\nrelación con las actividades a desarrollar, los citados Servicios de\nPrevención en coordinación con los de Formación de la empresa desarrollarán\ne impartirán la formación necesaria en orden a limitar la accidentabilidad\nlaboral.\u003C\u002Fp>\n\n\u003Cp>2.El Servicio de Prevención de la empresa dispondrá de las instalaciones y\nlos medios humanos y materiales necesarios.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Ch3>Artículo 51. Vigilancia de la salud en función de los riesgos.\u003C\u002Fh3>\n\n\u003Cp>1. En aplicación del artículo 22 de la Ley de Prevención de Riesgos\nLaborales, la empresa garantizará a los trabajadores la vigilancia periódica\nde su estado de salud en función de los riesgos inherentes al trabajo.\u003C\u002Fp>\n\n\u003Cp>Se realizarán los siguientes tipos de reconocimientos médicos:\u003C\u002Fp>\n\n\u003Cp>-Reconocimiento médico inicial después de la incorporación al puesto.\u003C\u002Fp>\n\n\u003Cp>-Reconocimiento médico tras ausencia prolongada por motivos de salud.\u003C\u002Fp>\n\n\u003Cp>-Reconocimiento médico a trabajadores sensibles.\u003C\u002Fp>\n\n\u003Cp>-Reconocimientos médicos periódicos anuales.\u003C\u002Fp>\n\n\u003Cp>La vigilancia de la salud de los trabajadores sólo podrá llevarse a cabo\ncuando éstos presten su consentimiento.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Ch3>Artículo 52. Formación en materia de prevención de riesgos.\u003C\u002Fh3>\n\n\u003Cp>La empresa promoverá la formación del personal en materia de prevención\nde riesgos laborales, velando por una adecuada formación de cada persona\ntrabajadora, así como de los delegados de prevención.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>Artículo 53. Ropa y equipos de protección individual.\u003C\u002Fh3>\n\n\u003Cp>Los servicios de prevención determinarán, tras la evaluación específica\nde actividad, los puestos de trabajo en los que deba recurrirse a la\nprotección individual, y precisará para cada uno de estos puestos el riesgo o\nriesgos frente a los que debe ofrecerse protección, las partes del cuerpo a\nproteger y el tipo de prenda o equipo que deberá proporcionarse gratuitamente\na los trabajadores.\u003C\u002Fp>\n\n\u003Cp>Los trabajadores, con arreglo a su formación y siguiendo las instrucciones\nde la Dirección de la empresa, deberán utilizar correctamente los medios y\nequipos de protección facilitados por esta.\u003C\u002Fp>\n\n\u003Cp>Dependiendo de cada puesto de trabajo la empresa pondrá a disposición de\nlos trabajadores ropa y equipamiento que al menos comprenderá:\u003C\u002Fp>\n\n\u003Cp>Técnicos:\u003C\u002Fp>\n\n\u003Cp>-Un chaleco de verano y chaqueta de invierno.\u003C\u002Fp>\n\n\u003Cp>-Dos pantalones.\u003C\u002Fp>\n\n\u003Cp>-Cinco polos.\u003C\u002Fp>\n\n\u003Cp>-Botas de seguridad.\u003C\u002Fp>\n\n\u003Cp>Comerciales y atención al cliente:\u003C\u002Fp>\n\n\u003Cp>-Tres polos de verano.\u003C\u002Fp>\n\n\u003Cp>-Tres camisas. \u003C\u002Fp>\n\n\u003Cp>El deterioro involuntario de estas prendas por causa del propio trabajo\ndará lugar a su sustitución, en todo caso de manera anual se repondrán los\nequipamientos que fueran necesarios a solicitud del trabajador afectado.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ANEXO I\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Cp>\u003Cstrong>Tabla salarial 2024\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"15\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"347\">\u003Cp>Niveles\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>Salario Base x 14 (€)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>P.C.I x 12\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"15\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"347\">\u003Cp>Grupo I. Dirección de área.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>1.907,11\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>118,56\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"15\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"347\">\u003Cp>Grupo II. Dirección de departamento.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>1.743,85\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>118,56\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"15\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"347\">\u003Cp>Grupo III. Gerentes de unidad de negocio y\n        responsables de departamento.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>1.418,24\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>118,56\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"15\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"347\">\u003Cp>Grupo IV. Técnicos y soporte operativo.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"15\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"347\">\u003Cp>Técnico superior.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>1.743,85\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>118,56\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"15\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"347\">\u003Cp>Técnico.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>1.414,38\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>118,56\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"15\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"347\">\u003Cp>Jefe de obra.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>1.503,56\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>118,56\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"15\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"347\">\u003Cp>Encargado de obra.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>1.414,38\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>118,56\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"347\">\u003Cp>Oficial de 1.\u003Csup>a\u003C\u002Fsup>.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>1.408,23\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>118,56\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"15\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"347\">\u003Cp>Oficial de 2.a.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>1.357,37\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>118,56\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"15\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"347\">\u003Cp>Oficial de 3.a.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>1.320,11\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>118,56\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"15\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"347\">\u003Cp>Peón.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>1.256,57\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>122,68\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"15\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"347\">\u003Cp>Mozo de almacén.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>1.098,73\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>122,68\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"15\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"347\">\u003Cp>Grupo V. Oficina técnica.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"15\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"347\">\u003Cp>Titulado superior.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>1.743,85\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>118,56\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"15\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"347\">\u003Cp>Titulado grado medio.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>1.336,90\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>118,56\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"15\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"347\">\u003Cp>Grupo VI. Administración y gestión.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"15\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"347\">\u003Cp>Oficial de 1.a administrativo.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>1.743,85\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>118,56\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"347\">\u003Cp>Oficial de 2.a administrativo.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>1.318,51\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>118,56\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"15\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"347\">\u003Cp>Auxiliar administrativo.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>1.147,04\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>118,56\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"15\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"347\">\u003Cp>Grupo VII. Marketing y ventas.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"15\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"347\">\u003Cp>Supervisor\u002FCoordinador.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>1.318,51\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>118,56\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"15\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"347\">\u003Cp>Comercial.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>1040,40\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>34,68\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"15\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"347\">\u003Cp>Atención al cliente (dependiente).\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>1040,40\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>34,68\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"15\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"347\">\u003Cp>Auxiliar de atención al cliente (dependiente).\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>1040,40\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>31,21\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"15\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"347\">\u003Cp>Grupo VIII. Personal subalterno.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"15\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"347\">\u003Cp>Personal de limpieza.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>1040,40\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>31,21\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"15\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"347\">\u003Cp>Conductor.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>1040,40\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>31,21\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"CBA_MNCOMPA_1":44,"JOBTITLE_trigger":48,"JOBTYPE_descriptions":52,"TRAINING_trigger":56,"trainingprogrammes":60,"apprenticeships":63,"SOCSEC_trigger":66,"contracttrial":70,"contracttrialperiod":74,"disabilitypay":78,"healthandsafetypolicy":81,"protectiveclothing":85,"healthandsafetytraining":89,"hivpolicy":93,"WORKFAM_trigger":97,"pregnancy":100,"timeoff":104,"childcare":108,"childcareleave":112,"deathrelativesleave":114,"nursingmothers":118,"maternity_nursing_breaks_duration":122,"maternity_nursing_breaks_length":126,"educationtuition":128,"GENEQ_trigger":132,"eqpay":136,"gender":140,"discrimination":142,"eqpromotion":146,"sexualhar":148,"violenceleave":152,"hourspyear":155,"PAIDLEAV_trigger":159,"holidaysdays":163,"holidaysweeks":167,"SCHEDULE_trigger":169,"TRADEUNLEAV_trigger":173,"administrativedays":177,"WAGES_trigger":181,"WAGES_determined":185,"PAYSCALES_trigger":188,"ONCERISE_trigger":191,"ONCERISE2_trigger":195,"NOCTPREM_trigger":197,"CONSIGN_trigger":201,"OVERTIME_trigger":205,"overtimeallowancetype_general":209,"overtimeallowanceperc1_general":213,"SUNDAY_trigger":216,"newtech_trigger":220},{"bindId":45,"name":46,"text":47},"CBA_MNCOMPA_1","El presente convenio colectivo será de a","El presente convenio colectivo será de aplicación obligatoria en las\nrelaciones laborales entre la empresa Avatel Telecom, SA (en adelante «la\nempresa» o «la compañía»), y todo el personal con vinculación laboral a\naquella que preste sus servicios en la actualidad, o en lo sucesivo, en los\ncentros de trabajo de la empresa dentro del territorio nacional, constituidos o\nque puedan constituirse en el futuro, durante el tiempo de su vigencia.",{"bindId":49,"name":50,"text":51},"JOBTITLE_trigger","CAPITULO V Grupos profesionales Artículo","CAPITULO V\n\nGrupos profesionales\n\nArtículo 30. Criterios generales.\n\nLos trabajadores\u002Fas se clasificarán en grupos profesionales, hasta tener\nuna específica que será estudiada y preparada en el ámbito de la comisión\nparitaria, en atención a las funciones que se desarrollan de conformidad con\nlas diferentes categorías de los artículos siguientes, que se deberá\nnegociar y aprobar en el seno de la Comisión Negociadora del convenio para su\nincorporación, en el caso de alcanzarse acuerdo, al convenio colectivo.\n\nLas partes acuerdan simplificar dicha clasificación profesional,\nextinguiendo o equiparando categorías profesionales que pudieran ser\nenglobadas en otras similares en cuanto a clasificación funcional y\neconómica.\n\nNo obstante, se pacta que los trabajadores puedan realizar puntualmente\nfunciones correspondientes a categorías inferiores sin perjuicio de que la\nretribución nunca podrá ser inferior a la que tenga garantizada en atención\na su categoría profesional establecida en contrato. De igual forma, la\nejecución puntual de trabajos correspondientes a una categoría superior\nincluso superando lo dispuesto en el artículo 39.2 del Estatuto, no implicará\nderecho a obtener mediante ascenso dicha categoría superior con carácter\ndefinitivo sin perjuicio del derecho al cobro del salario correspondiente a las\nfunciones que realmente realice. En todo caso, la movilidad funcional para la\nrealización de funciones, tanto superiores como inferiores, no\ncorrespondientes al grupo profesional solo será posible si existen, además,\nrazones técnicas u organizativas que la justifiquen y por el tiempo\nimprescindible para su atención, debiendo el empresario comunicar su decisión\ny las razones de esta a los representantes de los trabajadores.\n\nLa estructura profesional que se define tiene por objeto conseguir una\norganización racional y eficiente de los recursos humanos.\n\nLa clasificación se realizará en grupos profesionales, por interpretación\ny aplicación de los factores de valoración y por las tareas y funciones\nbásicas más representativas que desarrollen los trabajadores.\n\nPor acuerdo entre el trabajador y el empresario se establecerá el contenido\nde la prestación laboral objeto del contrato de trabajo, así como su\npertenencia a uno de los grupos profesionales previstos en este convenio.\n\nRequisitos de promoción:\n\n1.La clasificación profesional se efectúa atendiendo fundamentalmente a\nlos criterios de aptitudes profesionales, titulaciones y contenido general de\nla prestación.\n\n2. La clasificación se realiza en grupos profesionales y por\ninterpretación y aplicación de criterios generales objetivos y por las tareas\ny funciones básicas más representativas que desarrollen las personas\ntrabajadoras.\n\n3. En caso de concurrencia en un puesto de trabajo de tareas básicas\ncorrespondientes a diferentes grupos profesionales, la clasificación se\nrealizará en función de las actividades propias del grupo profesional\nsuperior. Este criterio de clasificación no supondrá que se excluya en los\npuestos de trabajo de cada grupo profesional la realización de tareas\ncomplementarias que sean básicas para puestos clasificados en grupos\nprofesionales inferiores.\n\n4.Los criterios de definición de los grupos profesionales se acomodan a\nreglas comunes para todas las personas trabajadoras, garantizando la ausencia\nde discriminación directa o indirecta entre hombres y mujeres. \n\n5.Los factores que influyen en la clasificación profesional de las personas\ntrabajadoras y que, por tanto, indican la pertenencia de cada uno de estos a un\ndeterminado grupo profesional, según los criterios determinados en el\nartículo 22 del Estatuto de los Trabajadores, son los siguientes:\n\na.Conocimientos. Factor para cuya valoración deberá tenerse en cuenta,\nademás de la formación básica necesaria para poder cumplir correctamente el\ncometido, el grado de conocimiento y experiencia adquiridos, así como la\ndificultad en la adquisición de dichos conocimientos o experiencias.\n\nb.Iniciativa. Factor para cuya valoración deberá tenerse en cuenta el\nmayor o menor grado de dependencia a directrices o normas para la ejecución de\nla función.\n\nc.Autonomía. Factor para cuya valoración deberá tenerse en cuenta la\nmayor o menor dependencia jerárquica en el desempeño de la función que se\ndesarrolle.\n\nd.Responsabilidad. Factor para cuya valoración deberá tenerse en cuenta\ntanto el grado de autonomía de acción del titular de la función, como el\ngrado de influencia sobre los resultados e importancia de la gestión.\n\ne.Mando. Factor que tendrá en cuenta el conjunto de tareas de\nplanificación, organización, control y dirección de las actividades de\notros, asignadas por la dirección de la empresa, que requieren de los\nconocimientos para comprender, motivar y desarrollar a las personas que\ndependen jerárquicamente del puesto, teniendo en cuenta la naturaleza del\ncolectivo y el número de personas sobre las que ejerce el mando.\n\nf.Complejidad. Factor cuya valoración estará en función del mayor o menor\nnúmero, así como del mayor o menor grado de integración del resto de los\nfactores en la tarea o puesto encomendado.",{"bindId":53,"name":54,"text":55},"JOBTYPE_descriptions","Grupo I. Dirección de Área 1.Criterios g","Grupo I. Dirección de Área\n\n1.Criterios generales: El personal perteneciente a este grupo planifica,\norganiza, dirige y coordina las diversas actividades propias del\ndesenvolvimiento de la empresa.\n\nRealiza funciones que comprenden la elaboración de la política de\norganización, los planteamientos generales de la utilización eficaz de los\nrecursos humanos y de los aspectos materiales, la orientación y el control de\nactividades de la organización conforme al programa establecido o a la\npolítica adoptada; el establecimiento y mantenimiento de estructuras\nproductivas y de apoyo y el desarrollo de la política industrial, financiera o\ncomercial.\n\nToma decisiones o participa en su elaboración. Desempeña altos puestos de\ndirección y ejecución de los mismos niveles en los departamentos, divisiones,\ngrupos, fábricas, plantas, etc., en que se estructura la empresa y que\nresponden siempre a la particular ordenación de cada una.\n\n2.Formación: Titulación de grado superior o experiencia profesional\nequivalente y acreditada.\n\n3.Categorías: Comprenden este grupo, entre otras, las categorías de\nDirección general, Gerencia, Dirección Técnica y de Proyectos, Dirección de\nAdministración y Dirección Comercial.\n\nGrupo II. Dirección de departamento\n\n1.Criterios generales: Bajo la supervisión y jerarquía orgánica de los\nórganos y responsables de dirección, ostentan la jefatura y supervisión de\nlas distintas áreas organizativas de la empresa, ejerciendo responsabilidades\nde mando en atención a los objetivos marcados por la dirección con un alto\ngrado de exigencia, autonomía y contenido intelectual.\n\nRealizar actividades complejas de carácter técnico relacionadas con la\ntecnología, la planta y la red necesarias para el diseño y desarrollo de los\nproyectos o fases de proyectos de planta o red, así como aquellas actividades\nde carácter técnico administrativo en procesos de soporte y\u002Fo apoyo a las\nfunciones del negocio y supervisar las actividades, normativas,\nespecificaciones técnicas y las necesidades del cliente con el fin de asegurar\nla correcta realización dentro de los niveles de calidad, servicio, coste y\nplazos establecidos.\n\n2.Formación: Pertenecen a ese grupo los trabajadores cuyos puestos\nrequieren estar en posesión de una titulación universitaria, o con\nconocimientos equivalentes adquiridos por la experiencia profesional en la\nmisma.\n\n3.Categorías: Se encuadran en esta categoría los trabajadores que\ndesarrollen las funciones de jefe de área técnica, jefe de proyectos e\ningeniería, jefe de administración, jefe de área comercial y marketing, jefe\nde compras, jefe de comunicación corporativa y estrategia y jefe de recursos\nhumanos y formación. Se podrá acceder a estas categorías mediante promoción\ninterna desde el grupo de encargados de área.\n\nGrupo III. Gerentes de unidad de negocio y responsables de departamento\n\n1.Criterios generales: Realizar la supervisión directa de la actividad de\nun grupo, con responsabilidad de mando sobre el mismo, y coordinar en un marco\nde instrucciones precisas técnicas y de gestión, realizando funciones de\ncoordinación, integración y supervisión de las actividades\u002Ftareas ejecutadas\npor el conjunto de sus colaboradores, sin perjuicio de su participación\npersonal en la ejecución del trabajo.\n\nEngloba funciones de asesoramiento técnico para su ejecución, de\ndistribución del trabajo, de seguimiento e instrucción del personal a su\ncargo, supervisando y gestionando los trabajos de mayor complejidad dentro del\námbito de actuación correspondiente.\n\n2.Formación: Técnico superior en Formación Profesional o titulación\nsuperior, o conocimientos equivalentes adquiridos por la experiencia\nprofesional.\n\n3.Categorías: Se encuadran esta categoría los antiguos jefes de\ndepartamento encargados de las áreas técnicas de despliegue, infraestructura,\naverías, fusión, ingeniería y desarrollo.\n\nGrupo IV. Técnicos y soporte operativo\n\n1.Criterios generales: Tareas técnicas que se ejecuten según instrucciones\nconcretas con alto grado de dependencia que requieran esfuerzo físico o\natención. Asimismo, formarán parte de este grupo las tareas que consisten en\noperaciones técnicas de instalación de cable, ejecución de trabajos de\nconstrucción de redes realizadas siguiendo un método de trabajo preciso,\ntrabajos de instalación y puesta en marcha a clientes finales de los servicios\nprestados por la empresa, incluyendo configuración informática, así como las\nlabores de soporte operativo que incluyen conductores y almacén, todo ello con\nalto grado de supervisión y que normalmente exigen conocimientos profesionales\nde carácter elemental y de un periodo breve de adaptación.\n\n2. Formación: Titulación Formación Profesional de grado medio\u002FEducación\nSecundaria y\u002Fo conocimientos en el desarrollo de su profesión.\n\n3.Categorías: En el ámbito de las instalaciones, se engloban en este grupo\nlos puestos y categorías profesionales de instalador, técnicos de\ninstalaciones y averías, diferenciando entre aquellos que, por sus\nconocimientos y experiencia asumen funciones de instalación avanzada, así\ncomo de coordinación de cuadrillas de los técnicos e instaladores con\nconocimientos medios y básicos, así como aprendices. Por su parte, se\nengloban también en este grupo el responsable y trabajadores adscritos al\nalmacén.\n\nGrupo V. Oficina técnica\n\n1.Criterios generales: Diseño de proyectos de ingeniería y software,\ntareas técnicas de oficina que no conllevan necesariamente, aunque sí\naccesoriamente la ejecución de trabajos de campo, relacionadas con tales\nproyectos tanto para la implantación por parte de la empresa como para su\nentrega a terceros, dirección y ejecución de proyectos, supervisión y\ncontrol de su ejecución, bajo la supervisión del responsable de dirección de\nárea técnica y de los jefes de proyectos, ingeniería y desarrollo.\n\n2.Formación: Titulación Formación Profesional de grado medio\u002FEducación\nSecundaria y\u002Fo conocimientos en el desarrollo de su profesión.\n\n3.Categorías: Se engloban en esta categoría a título enunciativo los\ntrabajadores pertenecientes al área de oficina técnica y de proyectos, tanto\nlos que prestan servicio en el área de diseño e ingeniería de proyectos de\ndespliegue de redes como los que prestan servicio como técnicos informáticos\nde configuración de software y atención de averías desde la oficina,\ndiferenciando entre aquellos que, por sus conocimientos y experiencia asumen\nfunciones de oficina técnica avanzada de aquellos que tienen conocimientos\nmedios y básicos, así como aprendices.\n\nGrupo VI. Administración y gestión\n\n1.Criterios generales: Realizar bajo la supervisión de mandos o\nprofesionales de más alta cualificación la ejecución de trabajos de\ncarácter operativo relacionadas con la administración general de la empresa y\nde tareas administrativas diversas, incluida contabilidad y facturación.\nResolver problemas que se le planteen en su ámbito de actuación con\nautonomía necesaria a través del análisis y elección entre un conjunto de\nalternativas siguiendo los procedimientos establecidos.\n\n2.Formación: Titulación Formación Profesional de grado medio\u002FEducación\nSecundaria y\u002Fo conocimientos en el desarrollo de su profesión.\n\n3.Categorías: Se engloban en esta categoría los puestos profesionales a\ntítulo meramente enunciativo, Oficial de 1.a administrativo, Oficial de 2.a\nadministrativo y Auxiliar administrativo.\n\nGrupo VII. Marketing y ventas\n\n1.Criterios generales: Realizar bajo la supervisión de mandos o\nprofesionales de más alta cualificación la ejecución de trabajos de\ncarácter operativo relacionadas con el departamento comercial y de marketing\nde la empresa, tales como venta, atención al cliente y comercialización de\nproductos, servicios y contenidos tanto de forma directa como a través de\nherramientas digitales, así como las actividades de soporte\u002Fapoyo a posiciones\ny\u002Fo unidades organizativas en las que se encuadran. Así mismo, la ejecución\nde tareas relacionadas con el departamento de comunicación de la empresa.\n\n2.Formación: Titulación Formación Profesional de grado medio\u002FEducación\nSecundaria y\u002Fo conocimientos en el desarrollo de su profesión.\n\n3.Categorías: Se engloban en esta categoría los puestos profesionales a\ntítulo meramente enunciativo de Supervisor, comercial, Atención al cliente\n(dependiente), Auxiliar de atención al cliente (dependiente).\n\nGrupo VIII. Personal subalterno\n\n1.Criterios generales: Ejecutan tareas según instrucciones concretas, con\nun alto grado de dependencia y supervisión, requieren esfuerzo físico o\natención, sólo ocasionalmente requieren una formación específica, y en\ngeneral únicamente exigen conocimientos profesionales de carácter elemental y\nde un breve periodo de adaptación.\n\n2.Formación: Titulación Formación Profesional de grado medio\u002FEducación\nSecundaria y\u002Fo conocimientos en el desarrollo de su profesión.\n\n3.Categorías: Se engloban en esta categoría los puestos profesionales a\ntítulo meramente enunciativo conductores y personal de limpieza.",{"bindId":57,"name":58,"text":59},"TRAINING_trigger","2.Contrato formativo para la obtención d","2.Contrato formativo para la obtención de la práctica profesional.",{"bindId":61,"name":58,"text":62},"trainingprogrammes","2.Contrato formativo para la obtención de la práctica profesional.\n\nSe estará a lo previsto en el artículo 11 del Estatuto de los\nTrabajadores.",{"bindId":64,"name":58,"text":65},"apprenticeships","2.Contrato formativo para la obtención de la práctica profesional.\n\nSe estará a lo previsto en el artículo 11 del Estatuto de los\nTrabajadores.\n\nEl periodo de prueba para los trabajadores contratados bajo esta modalidad\nserá de un mes.\n\nLa duración del contrato no podrá ser inferior a seis meses, el plazo\nmáximo por el que podrá ser concertado el Contrato formativo para la\nobtención de la práctica profesional será de un año.\n\nLas retribuciones de los trabajadores contratados bajo la modalidad de\nContrato formativo para la obtención de la práctica profesional, será como\nmínimo el 85% del salario del grupo profesional y nivel retributivo\ncorrespondiente a las funciones desempeñadas. En ningún caso la retribución\npodrá ser inferior al salario mínimo interprofesional en proporción al\ntiempo de trabajo efectivo.",{"bindId":67,"name":68,"text":69},"SOCSEC_trigger","Artículo 41. Complemento por enfermedad.","Artículo 41. Complemento por enfermedad. (Incapacidad laboral).\n\nLa empresa complementará las prestaciones que reciben sus trabajadores en\nsituación de Incapacidad Temporal de la Seguridad Social hasta el 100% de la\nbase de cotización a partir del 4.° día inclusive en los casos de enfermedad\ncomún. En la base de cotización se encuentra incluida la prorrata de pagas\nextras. En los supuestos de riesgo en el embarazo, enfermedad profesional o\naccidente de trabajo, cuando se produzca una contingencia de baja médica que\ndé lugar a situación de I. T., se completará hasta el 100% de la base de\nreguladora desde el momento que se produzca esta contingencia. ",{"bindId":71,"name":72,"text":73},"contracttrial","Artículo 23. Duración del periodo de pru","Artículo 23. Duración del periodo de prueba.\n\nPodrá concertarse por escrito un período de prueba, que en ningún caso\npodrá exceder de tres meses para los técnicos titulados, ni de un mes para el\nresto de personal, excepto para el personal no cualificado, en cuyo caso la\nduración máxima será de quince días laborables. El empresario y el\ntrabajador están, respectivamente, obligados a realizar las experiencias que\nconstituyan el objeto de la prueba.\n\nSi el contrato de trabajo hubiera sido precedido por un contrato de\nformación en alternancia o por un contrato formativo para la obtención de\npráctica profesional, el tiempo contratado computará como período de prueba.\nSi al término del contrato de prácticas el trabajador continuase en la\nempresa, no podrá concertarse un nuevo período de prueba.\n\nEn caso de Incapacidad Temporal del trabajador el Periodo de Prueba quedará\nen suspenso, continuando nuevamente a partir del alta del trabajador. ",{"bindId":75,"name":76,"text":77},"contracttrialperiod","Podrá concertarse por escrito un período","Podrá concertarse por escrito un período de prueba, que en ningún caso\npodrá exceder de tres meses para los técnicos titulados, ni de un mes para el\nresto de personal, excepto para el personal no cualificado, en cuyo caso la\nduración máxima será de quince días laborables. El empresario y el\ntrabajador están, respectivamente, obligados a realizar las experiencias que\nconstituyan el objeto de la prueba.",{"bindId":79,"name":68,"text":80},"disabilitypay","Artículo 41. Complemento por enfermedad. (Incapacidad laboral).\n\nLa empresa complementará las prestaciones que reciben sus trabajadores en\nsituación de Incapacidad Temporal de la Seguridad Social hasta el 100% de la\nbase de cotización a partir del 4.° día inclusive en los casos de enfermedad\ncomún. En la base de cotización se encuentra incluida la prorrata de pagas\nextras. En los supuestos de riesgo en el embarazo, enfermedad profesional o\naccidente de trabajo, cuando se produzca una contingencia de baja médica que\ndé lugar a situación de I. T., se completará hasta el 100% de la base de\nreguladora desde el momento que se produzca esta contingencia. \n\nArtículo 42. Seguro por incapacidad permanente total, absoluta, gran\ninvalidez y muerte.\n\nLa empresa se compromete a suscribir un seguro que cubra las contingencias\nde incapacidad permanente total, absoluta para todo tipo de trabajo, gran\ninvalidez y muerte, a favor de todos y cada uno de los trabajadores por un\ncapital de dieciocho mil euros (18.000 euros) durante la vigencia del\nconvenio.\n\nLa inclusión en las correspondientes pólizas de la contingencia de\nInvalidez Total y la inclusión de la nueva cobertura por enfermedad\nprofesional, deberán ser efectivas en todo caso desde la publicación en el\nBOE del presente convenio.\n\nEl seguro será suscrito por parte de la empresa y proporcionará el\ncertificado de estar al corriente de su suscripción a los representantes\nlegales de los trabajadores.",{"bindId":82,"name":83,"text":84},"healthandsafetypolicy","Seguridad y salud laboral Artículo 49. S","Seguridad y salud laboral\n\nArtículo 49. Salud laboral. Principios generales.\n\n1.Tanto la empresa como los trabajadores\u002Fas vienen obligados a observar y\ncumplir las disposiciones contenidas en la normativa que sobre Seguridad y\nSalud Laboral se encuentren vigentes en cada momento, y de forma especial las\nde la Ley 31\u002F1995, de 8 de noviembre, de Prevención de Riesgos Laborales, y\nsus disposiciones de desarrollo, así como el Real Decreto 39\u002F1997, por el que\nse aprueba el Reglamento de los Servicios de Prevención.\n\nDurante la vigencia del presente convenio colectivo, las partes potenciarán\nuna adecuada política de prevención en función de la naturaleza de las\nactividades desarrolladas por la empresa en cuestión.\n\n2.En cumplimiento de ello, se promoverá creación de la figura del Delegado\nde Prevención y de los Comités de Seguridad y Salud. De la misma forma, por\nlas empresas se realizará, como acción continuada, la Evaluación de Riesgos\ny el Plan de Prevención, conforme a las pautas que se indican en el presente\ncapítulo.\n\n3.A los efectos de lo dispuesto en el artículo 35.4 de la Ley de\nPrevención de Riesgos Laborales, el comité de empresa o en su caso los\nrepresentantes de los trabajadores podrán representar a los trabajadores.",{"bindId":86,"name":87,"text":88},"protectiveclothing","Artículo 53. Ropa y equipos de protecció","Artículo 53. Ropa y equipos de protección individual.\n\nLos servicios de prevención determinarán, tras la evaluación específica\nde actividad, los puestos de trabajo en los que deba recurrirse a la\nprotección individual, y precisará para cada uno de estos puestos el riesgo o\nriesgos frente a los que debe ofrecerse protección, las partes del cuerpo a\nproteger y el tipo de prenda o equipo que deberá proporcionarse gratuitamente\na los trabajadores.\n\nLos trabajadores, con arreglo a su formación y siguiendo las instrucciones\nde la Dirección de la empresa, deberán utilizar correctamente los medios y\nequipos de protección facilitados por esta.\n\nDependiendo de cada puesto de trabajo la empresa pondrá a disposición de\nlos trabajadores ropa y equipamiento que al menos comprenderá:\n\nTécnicos:\n\n-Un chaleco de verano y chaqueta de invierno.\n\n-Dos pantalones.\n\n-Cinco polos.\n\n-Botas de seguridad.\n\nComerciales y atención al cliente:\n\n-Tres polos de verano.\n\n-Tres camisas. \n\nEl deterioro involuntario de estas prendas por causa del propio trabajo\ndará lugar a su sustitución, en todo caso de manera anual se repondrán los\nequipamientos que fueran necesarios a solicitud del trabajador afectado.",{"bindId":90,"name":91,"text":92},"healthandsafetytraining","Artículo 52. Formación en materia de pre","Artículo 52. Formación en materia de prevención de riesgos.\n\nLa empresa promoverá la formación del personal en materia de prevención\nde riesgos laborales, velando por una adecuada formación de cada persona\ntrabajadora, así como de los delegados de prevención.",{"bindId":94,"name":95,"text":96},"hivpolicy","Artículo 51. Vigilancia de la salud en f","Artículo 51. Vigilancia de la salud en función de los riesgos.\n\n1. En aplicación del artículo 22 de la Ley de Prevención de Riesgos\nLaborales, la empresa garantizará a los trabajadores la vigilancia periódica\nde su estado de salud en función de los riesgos inherentes al trabajo.\n\nSe realizarán los siguientes tipos de reconocimientos médicos:\n\n-Reconocimiento médico inicial después de la incorporación al puesto.\n\n-Reconocimiento médico tras ausencia prolongada por motivos de salud.\n\n-Reconocimiento médico a trabajadores sensibles.\n\n-Reconocimientos médicos periódicos anuales.\n\nLa vigilancia de la salud de los trabajadores sólo podrá llevarse a cabo\ncuando éstos presten su consentimiento.",{"bindId":98,"name":99,"text":99},"WORKFAM_trigger","Artículo 11. Licencias retribuidas.",{"bindId":101,"name":102,"text":103},"pregnancy","La empresa complementará las prestacione","La empresa complementará las prestaciones que reciben sus trabajadores en\nsituación de Incapacidad Temporal de la Seguridad Social hasta el 100% de la\nbase de cotización a partir del 4.° día inclusive en los casos de enfermedad\ncomún. En la base de cotización se encuentra incluida la prorrata de pagas\nextras. En los supuestos de riesgo en el embarazo, enfermedad profesional o\naccidente de trabajo, cuando se produzca una contingencia de baja médica que\ndé lugar a situación de I. T., se completará hasta el 100% de la base de\nreguladora desde el momento que se produzca esta contingencia. ",{"bindId":105,"name":106,"text":107},"timeoff","c)Por el tiempo necesario para la realiz","c)Por el tiempo necesario 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 hayan de realizarse dentro de su jornada\nlaboral.",{"bindId":109,"name":110,"text":111},"childcare","d)Cinco días laborables por enfermedad o","d)Cinco días laborables por enfermedad o accidente grave u hospitalización\no intervención quirúrgica sin hospitalización que precise de reposo\ndomiciliario del cónyuge, pareja de hecho o parientes hasta el segundo grado\npor consanguineidad o afinidad, incluido el familiar consanguíneo de la pareja\nde hecho, 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":113,"name":110,"text":111},"childcareleave",{"bindId":115,"name":116,"text":117},"deathrelativesleave","d bis) Cuatro días laborables por fallec","d bis) Cuatro días laborables por fallecimiento del cónyuge, pareja de\nhecho o parientes hasta el segundo grado de consanguinidad o afinidad.",{"bindId":119,"name":120,"text":121},"nursingmothers","Artículo 13. Permiso de lactancia. Para ","Artículo 13. Permiso de lactancia.\n\nPara la lactancia de menores de nueve meses, por nacimiento, adopción,\nguarda con fines de adopción o acogimiento, las personas trabajadoras tienen\nderecho a una pausa o reducción de jornada de una hora de trabajo diaria\ndurante la cual podrán ausentarse del lugar del centro de trabajo, que pueden\ndividir en dos fracciones.\n\nLa persona trabajadora, por su voluntad, solicitará formalmente por escrito\ncon quince días naturales de anterioridad al momento de su reincorporación\ndespués del período del permiso por nacimiento y cuidado del menor, podrá\nsustituir este derecho por un permiso retribuido de quince días naturales con\nla misma finalidad, a disfrutar de forma ininterrumpida a continuación del\nalta del permiso por nacimiento y cuidado del menor. En el supuesto de parto\nmúltiple, el tiempo de reducción de jornada será de una hora por cada hijo y\nen el supuesto de que se opte por la acumulación del permiso, éste será de\nveintidós días naturales. En todo caso la duración el permiso se\nincrementará proporcionalmente en los casos de parto múltiple.\n\nLa reducción de jornada contemplada en este apartado constituye un derecho\nindividual de las personas trabajadoras sin que pueda transferirse su ejercicio\nal otro progenitor, adoptante, guardador\u002Fa o acogedor\u002Fa. No obstante, si dos\npersonas trabajadoras de la misma empresa ejercen este derecho por el mismo\nsujeto causante, la dirección de la empresa podrá limitar su ejercicio\nsimultáneo por razones justificadas de funcionamiento de la empresa, que\ndeberá comunicar por escrito, debiendo en tal caso la empresa ofrecer un plan\nalternativo que asegure el disfrute de ambas personas trabajadoras y que\nposibilite el ejercicio de los derechos de conciliación.",{"bindId":123,"name":124,"text":125},"maternity_nursing_breaks_duration","Para la lactancia de menores de nueve me","Para la lactancia de menores de nueve meses, por nacimiento, adopción,\nguarda con fines de adopción o acogimiento, las personas trabajadoras tienen\nderecho a una pausa o reducción de jornada de una hora de trabajo diaria\ndurante la cual podrán ausentarse del lugar del centro de trabajo, que pueden\ndividir en dos fracciones.",{"bindId":127,"name":124,"text":125},"maternity_nursing_breaks_length",{"bindId":129,"name":130,"text":131},"educationtuition","Artículo 39 bis. Ayuda al menor. Se abon","Artículo 39 bis. Ayuda al menor.\n\nSe abonará una ayuda a las personas trabajadoras por cada hijo\u002Faño en\nedades comprendidas entre los 0 y 3 años por valor de 200 euros al año.\n\nEstas cantidades serán abonadas en una sola vez entre los meses de agosto y\noctubre. Para percibir estas ayudas será necesaria la presentación de un\ndocumento acreditativo. Para cualquier otro caso se estudiará individualmente\nla situación excepcional que pudiera existir.",{"bindId":133,"name":134,"text":135},"GENEQ_trigger","Conciliación e igualdad Artículo 38. Pol","Conciliación e igualdad\n\nArtículo 38. Política de igualdad.\n\nLas partes firmantes del convenio están interesadas en desarrollar en sus\námbitos respectivos medidas para conseguir la igualdad de oportunidades para\nhombres y mujeres en el trabajo, con la finalidad de contribuir al pleno\ndesarrollo de los derechos y capacidades de las personas.\n\nA este respecto se crea una Comisión de Igualdad de carácter paritario que\nimpulsará y desarrollará actuaciones en el marco del artículo 85.2 del\nEstatuto de los Trabajadores y orientará a las empresas y a las personas\ntrabajadoras que lo demanden sobre los principios generales de aplicación de\nla Ley de Igualdad.\n\nLas partes firmantes del convenio, para garantizar la efectividad del\nprincipio de igualdad de trato y oportunidades reconocido en la Constitución\nEspañola y en el Estatuto de los Trabajadores, quieren dejar constancia del\nrechazo de actitudes que limiten las oportunidades y generen desigualdades ya\nsean por razón de sexo, orientación sexual o identidad de género,\nnacimiento, origen racial o étnico, religión, edad, discapacidad, enfermedad,\nlengua o cualquier otra condición o circunstancia personal o social.\n\nPara ello elaborará un Plan de Igualdad de acuerdo con lo dispuesto en el\nReal Decreto-ley 6\u002F2019, de 1 de marzo, de medidas urgentes para garantía de\nla igualdad de trato y de oportunidades entre mujeres y hombres en el empleo y\nla ocupación.\n\nEstos planes de igualdad, que deberán negociarse con la representación\nlegal creando una comisión de igualdad paritaria, con la elaboración del\ndiagnóstico de situación, medidas de evaluación y seguimiento, para evitar\ndiscriminaciones y garantizar igualdad de oportunidades. En caso de\ndiscrepancias en la negociación de los planes de igualdad, será la comisión\nparitaria la que resuelva. Los planes de igualdad deberán registrarse en el\nregistro oficial.\n\nEntre las medidas para la aplicación efectiva del principio de igualdad de\ntrato y no discriminación en las condiciones de trabajo entre mujeres y\nhombres, se encuentran:\n\n-Se estudiarán medidas para un mayor acceso de las mujeres a todas las\nprofesiones, de cara a un equilibrio profesional e ir eliminando la\nsegregación ocupacional.\n\n-Se utilizarán los informes estadísticos sobre el sector como instrumento\npara detectar posibles situaciones de desequilibrio. Se elaborará un programa\nde acciones positivas ajustadas a la situación laboral de cada empresa.\n\n-El Acceso al empleo. Nadie podrá ser discriminado directa o indirectamente\npor razón de sexo, orientación sexual o identidad de género, nacimiento,\norigen racial o étnico, religión, edad, discapacidad, enfermedad, lengua o\ncualquier otra condición o circunstancia personal o social en el acceso al\ntrabajo.\n\n-Retribución. Para un mismo trabajo o para un trabajo al que se atribuye un\nmismo valor se eliminará la discriminación, directa o indirecta, por razón\nde sexo, en el conjunto de los elementos y condiciones de la retribución. En\nla fijación de los niveles retributivos, tablas salariales y determinación de\ncomplementos salariales y extrasalariales velarán especialmente por la\naplicación de este principio de igualdad retributiva por razón de sexo.\n\nEn este sentido a los trabajadores que tengan la consideración de víctimas\nde violencia de género o víctimas del terrorismo, se les facilitarán, entre\notros, los siguientes derechos:\n\n-Derecho a la reducción de la jornada laboral, con reducción proporcional\ndel salario.\n\n-Derecho a la reordenación del tiempo de trabajo a través de la\nadaptación del horario o aplicación del horario flexible.\n\n-Derecho preferente al cambio de centro de trabajo si ello fuera posible,\ncon reserva del puesto de trabajo por un periodo de seis meses.\n\n-Derecho a la suspensión y excedencia de la relación laboral con reserva\nde puesto de trabajo, durante seis meses, salvo que se prorrogase la\nsuspensión por resolución judicial.\n\n-Derecho a la extinción del contrato de trabajo con derecho a las\nprestaciones por desempleo, en los términos previstos en la Ley General de la\nSeguridad Social.\n\nPara acceder a estos derechos las trabajadoras deberán tener acreditada\njudicial o administrativamente la consideración de violencia de género y\ncomunicarlo de manera fehaciente a la dirección de la empresa.\n\nEn el caso de trabajador haya sufrido daños físicos o psíquicos como\nconsecuencia de la actividad terrorista será necesaria el previo\nreconocimiento del Ministerio del Interior o de sentencia judicial firme.",{"bindId":137,"name":138,"text":139},"eqpay","-Retribución. Para un mismo trabajo o pa","-Retribución. Para un mismo trabajo o para un trabajo al que se atribuye un\nmismo valor se eliminará la discriminación, directa o indirecta, por razón\nde sexo, en el conjunto de los elementos y condiciones de la retribución. En\nla fijación de los niveles retributivos, tablas salariales y determinación de\ncomplementos salariales y extrasalariales velarán especialmente por la\naplicación de este principio de igualdad retributiva por razón de sexo.",{"bindId":141,"name":138,"text":139},"gender",{"bindId":143,"name":144,"text":145},"discrimination","-El Acceso al empleo. Nadie podrá ser di","-El Acceso al empleo. Nadie podrá ser discriminado directa o indirectamente\npor razón de sexo, orientación sexual o identidad de género, nacimiento,\norigen racial o étnico, religión, edad, discapacidad, enfermedad, lengua o\ncualquier otra condición o circunstancia personal o social en el acceso al\ntrabajo.",{"bindId":147,"name":144,"text":145},"eqpromotion",{"bindId":149,"name":150,"text":151},"sexualhar","En este sentido a los trabajadores que t","En este sentido a los trabajadores que tengan la consideración de víctimas\nde violencia de género o víctimas del terrorismo, se les facilitarán, entre\notros, los siguientes derechos:\n\n-Derecho a la reducción de la jornada laboral, con reducción proporcional\ndel salario.\n\n-Derecho a la reordenación del tiempo de trabajo a través de la\nadaptación del horario o aplicación del horario flexible.\n\n-Derecho preferente al cambio de centro de trabajo si ello fuera posible,\ncon reserva del puesto de trabajo por un periodo de seis meses.\n\n-Derecho a la suspensión y excedencia de la relación laboral con reserva\nde puesto de trabajo, durante seis meses, salvo que se prorrogase la\nsuspensión por resolución judicial.\n\n-Derecho a la extinción del contrato de trabajo con derecho a las\nprestaciones por desempleo, en los términos previstos en la Ley General de la\nSeguridad Social.\n\nPara acceder a estos derechos las trabajadoras deberán tener acreditada\njudicial o administrativamente la consideración de violencia de género y\ncomunicarlo de manera fehaciente a la dirección de la empresa.",{"bindId":153,"name":150,"text":154},"violenceleave","En este sentido a los trabajadores que tengan la consideración de víctimas\nde violencia de género o víctimas del terrorismo, se les facilitarán, entre\notros, los siguientes derechos:\n\n-Derecho a la reducción de la jornada laboral, con reducción proporcional\ndel salario.\n\n-Derecho a la reordenación del tiempo de trabajo a través de la\nadaptación del horario o aplicación del horario flexible.\n\n-Derecho preferente al cambio de centro de trabajo si ello fuera posible,\ncon reserva del puesto de trabajo por un periodo de seis meses.\n\n-Derecho a la suspensión y excedencia de la relación laboral con reserva\nde puesto de trabajo, durante seis meses, salvo que se prorrogase la\nsuspensión por resolución judicial.\n\n-Derecho a la extinción del contrato de trabajo con derecho a las\nprestaciones por desempleo, en los términos previstos en la Ley General de la\nSeguridad Social.",{"bindId":156,"name":157,"text":158},"hourspyear","La jornada ordinaria máxima de trabajo e","La jornada ordinaria máxima de trabajo efectivo, en cómputo anual, será\nde 1.752 horas anuales. Los días 24 y 31 de diciembre y 5 de enero la jornada\nhabitual finalizará a las 14,00 horas en los puestos en los que así sea\nposible y siempre y cuando estos días sean laborables.",{"bindId":160,"name":161,"text":162},"PAIDLEAV_trigger","Artículo 10. Vacaciones. Todos los traba","Artículo 10. Vacaciones.\n\nTodos los trabajadores tendrán derecho a veintitrés días laborables de\nvacaciones que deberán ser disfrutados como regla general de enero a diciembre\ndel año en curso. Se establece como fecha máxima para el disfrute de las\nvacaciones el último día del mes de febrero del año siguiente a su devengo,\nsalvo excepciones autorizadas por el responsable del solicitante. El personal\nque ingrese durante el año tendrá derecho al disfrute de la parte\nproporcional de las vacaciones que haya devengado.\n\nEl período de su disfrute se fijará de común acuerdo entre la empresa y\nel trabajador y será preferentemente repartido entre los periodos de Semana\nSanta, julio, agosto y Navidad, salvo que la naturaleza de la actividad de la\nempresa y las circunstancias de esta aconsejen otra fecha o que voluntariamente\nlos trabajadores así lo soliciten.",{"bindId":164,"name":165,"text":166},"holidaysdays","Todos los trabajadores tendrán derecho a","Todos los trabajadores tendrán derecho a veintitrés días laborables de\nvacaciones que deberán ser disfrutados como regla general de enero a diciembre\ndel año en curso. Se establece como fecha máxima para el disfrute de las\nvacaciones el último día del mes de febrero del año siguiente a su devengo,\nsalvo excepciones autorizadas por el responsable del solicitante. El personal\nque ingrese durante el año tendrá derecho al disfrute de la parte\nproporcional de las vacaciones que haya devengado.",{"bindId":168,"name":165,"text":166},"holidaysweeks",{"bindId":170,"name":171,"text":172},"SCHEDULE_trigger","Las jornadas que excedan más de seis hor","Las jornadas que excedan más de seis horas continuadas, tendrán derecho a\nun descanso de quince minutos.",{"bindId":174,"name":175,"text":176},"TRADEUNLEAV_trigger","Artículo 46. Horas sindicales. La repres","Artículo 46. Horas sindicales.\n\nLa representación legal de los trabajadores de la empresa dispondrá, de\nacuerdo con lo establecido en el artículo 68.e) del ET, de un crédito mensual\nde horas sindicales por cada uno de sus miembros. El uso de horas sindicales\ndeberá ser notificado por escrito a la Dirección de Recursos Humanos de la\nEmpresa, con una antelación máxima de veinticuatro horas a la fecha de\ndisfrute. En la medida de lo posible, las horas sindicales no podrán ser\ndisfrutadas los lunes o viernes, ni previos o posteriores a días festivos.",{"bindId":178,"name":179,"text":180},"administrativedays","g)Por el tiempo indispensable para el cu","g)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":182,"name":183,"text":184},"WAGES_trigger","Artículo 16. Salario base. El salario ba","Artículo 16. Salario base.\n\nEl salario base\u002Fgrupo para todos los trabajadores afectados por el presente\nconvenio será el que refleja para su categoría profesional la Columna de\nSalario Grupo de las tablas salariales del anexo I. \n\nArtículo 17. Estructura salarial.\n\nLas retribuciones de los trabajadores afectados por este convenio estarán\nconstituidas por el salario base y los complementos del mismo. Los importes\nanuales recogidos en las tablas salariales vigentes habrán de distribuirse en\ndoce mensualidades naturales, más una paga extraordinaria en el mes de julio y\notra en Navidad, de acuerdo con lo establecido en el presente artículo.\n\nDicha retribución será percibida por los trabajadores en 12 mensualidades,\nlas pagas extraordinarias se encuentran prorrateadas mes a mes en su nómina\ncorrespondiente. Se establece un nivel salarial mínimo por cada grupo\nprofesional, de tal modo que ningún empleado\u002Fa perteneciente al grupo\nprofesional podrá tener un salario bruto fijo anual inferior a este nivel.\n\nDe acuerdo al artículo 26.3 del Real Decreto Legislativo 2\u002F2015, de 23 de\noctubre, por el que se aprueba el texto refundido de la Ley del Estatuto de los\nTrabajadores la estructura salarial consignada en el presente artículo y en\nlas tablas anexas al convenio, podrá ser modificada al efecto de que el\ntrabajador perciba hasta un 30% del salario en retribución flexible, previo\nacuerdo entre empresa y trabajador.",{"bindId":186,"name":187,"text":187},"WAGES_determined","Condiciones económicas",{"bindId":189,"name":190,"text":190},"PAYSCALES_trigger","Tabla salarial 2024",{"bindId":192,"name":193,"text":194},"ONCERISE_trigger","Las retribuciones de los trabajadores af","Las retribuciones de los trabajadores afectados por este convenio estarán\nconstituidas por el salario base y los complementos del mismo. Los importes\nanuales recogidos en las tablas salariales vigentes habrán de distribuirse en\ndoce mensualidades naturales, más una paga extraordinaria en el mes de julio y\notra en Navidad, de acuerdo con lo establecido en el presente artículo.",{"bindId":196,"name":193,"text":194},"ONCERISE2_trigger",{"bindId":198,"name":199,"text":200},"NOCTPREM_trigger","a)Plus de Nocturnidad. Aquellos trabajad","a)Plus de Nocturnidad. Aquellos trabajadores cuya naturaleza de contrato se\nrealicen en jornada completa en período nocturno, de 22,00 a 07,00 horas,\npercibirán un complemento salarial como Plus de Nocturnidad equivalente al 15%\ndel salario base de su categoría.",{"bindId":202,"name":203,"text":204},"CONSIGN_trigger","Artículo 18. Guardia de disponibilidad. ","Artículo 18. Guardia de disponibilidad.\n\nAquellos técnicos superiores que por necesidades del servicio deban\nencontrarse disponibles al efecto de solucionar cualquier incidencia fuera de\nsu horario habitual, percibirá como Guardia de Disponibilidad 250 euros brutos\nmensuales por semana de guardia. En caso de concurrencia durante el periodo de\nguardia haya uno o varios días festivos, habrá un suplemento de 40 euros\nbrutos por día festivo. En este sentido, los domingos no se tendrán en cuenta\ncomo día festivo.",{"bindId":206,"name":207,"text":208},"OVERTIME_trigger","Es la intención de la Empresa reducir al","Es la intención de la Empresa reducir al mínimo indispensable, hasta su\ndesaparición, la realización de las horas extraordinarias, de forma que\nsiempre que sea posible se compensarán por tiempos equivalentes de descanso,\nen caso de no poder ser compensadas, su remuneración de determinará de la\nsiguiente forma:\n\na)Hora extraordinaria necesaria para pedidos o períodos punta de\nproducción o que vengan exigidas por la necesidad de reparar siniestros y\notros daños extraordinarios y urgentes: se abonará por hora efectiva\nprestada, tendrá un valor 85% sobre el salario bruto de la categoría.\n\nb)Hora extraordinaria festiva: se abonará por hora efectiva prestada en\ndomingo o festivo, tendrá un valor del 100% sobre el salario bruto de la\ncategoría.\n\nc)Hora extraordinaria nocturna: se abonará por hora efectiva prestada en\nhorario de 22,00 horas a 07,00 horas, tendrá un valor del 100% sobre el\nsalario bruto de la categoría.",{"bindId":210,"name":211,"text":212},"overtimeallowancetype_general","a)Hora extraordinaria necesaria para ped","a)Hora extraordinaria necesaria para pedidos o períodos punta de\nproducción o que vengan exigidas por la necesidad de reparar siniestros y\notros daños extraordinarios y urgentes: se abonará por hora efectiva\nprestada, tendrá un valor 85% sobre el salario bruto de la categoría.\n\nb)Hora extraordinaria festiva: se abonará por hora efectiva prestada en\ndomingo o festivo, tendrá un valor del 100% sobre el salario bruto de la\ncategoría.\n\nc)Hora extraordinaria nocturna: se abonará por hora efectiva prestada en\nhorario de 22,00 horas a 07,00 horas, tendrá un valor del 100% sobre el\nsalario bruto de la categoría.",{"bindId":214,"name":211,"text":215},"overtimeallowanceperc1_general","a)Hora extraordinaria necesaria para pedidos o períodos punta de\nproducción o que vengan exigidas por la necesidad de reparar siniestros y\notros daños extraordinarios y urgentes: se abonará por hora efectiva\nprestada, tendrá un valor 85% sobre el salario bruto de la categoría.",{"bindId":217,"name":218,"text":219},"SUNDAY_trigger","c)Hora Festiva. Aquellos trabajadores qu","c)Hora Festiva. Aquellos trabajadores que, por necesidades del servicio, que\ndeban trabajar un día festivo, siempre y cuando este no sea su horario\nhabitual, percibirán por cada hora efectiva de trabajo y bajo la nomenclatura\nde Hora Festiva, un 85 % del valor de la hora ordinaria conforme al salario\nbase bruto de su categoría.",{"bindId":221,"name":222,"text":223},"newtech_trigger","Artículo 40. Desconexión digital. Los tr","Artículo 40. Desconexión digital.\n\nLos trabajadores tendrán derecho a la desconexión digital a fin de\ngarantizar, fuera del tiempo de trabajo legal o convencionalmente establecido,\nel respeto de su tiempo de descanso, permisos y vacaciones, así como de su\nintimidad personal y familiar.\n\nLa empresa garantizará a sus personas trabajadoras el derecho a la\ndesconexión digital una vez finalizada la jornada laboral. Las personas\ntrabajadoras tendrán derecho a no responder a ninguna comunicación fuese cual\nfuese el medio utilizado una vez finalizada su jornada laboral. Se excluye la\naplicación del derecho a desconexión digital a aquellas personas trabajadoras\nque permanezcan a disposición de la compañía y perciban por ello un\ncomplemento de disponibilidad.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Convenio colectivo empresa Avatel Telecom, SA 2024 - 2024\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2024-03-22\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Fecha de término: → 2024-12-31\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: → 2024-03-22\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: → Telecomunicaciones inalámbricas  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Sector público o privado: → En el sector privado\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluido por:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Nombre de la compañía: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Nombres de los sindicatos: → \n\n                \n                    \n                    \u003Cspan>\n                        FETICO - Federación de Trabajadores Independientes de Comercio, CCOO - Confederación Sindical de Comisiones Obreras, UGT - Unión General de Trabajadores\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SEGURIDAD SOCIAL Y PENSIONES\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">El empleador contribuye al fondo de pensión del trabajador: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">El empleador contribuye al fondo para discapacidad del trabajador: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">El empleador contribuye al fondo de desempleo del trabajador: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \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: → Sí\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            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Disposiciones relativas a volver al trabajo después de larga enfermedad, por ejemplo, tratamiento para el cáncer → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Licencia pagada por menstruación → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Indemnización en caso de incapacidad por accidente de trabajo: → Sí\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SALUD Y SEGURIDAD Y ASISTENCIA MÉDICA\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Asistencia médica acordada: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Asistencia médica para familiares acordada: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribución acordada para seguro médico: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Contribución acordada para seguro médico de familiares: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Política de salud y seguridad acordada: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Capacitación en salud y seguridad acordada: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Vestuario protector facilitado → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Chequeo médico regular o anual o visitas proporcionadas por el empleador → 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, Professional risks\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            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Estabilidad laboral tras la licencia de maternidad: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibición de discriminación relacionada con la maternidad → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibición de obligar a las embarazadas o trabajadoras en lactancia materna para desarrollar trabajos peligrosos o poco saludables → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Evaluación de riesgos sobre salud y seguridad de las embarazdas o madres con lactancia → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Posibilidad de alternativas al trabajo peligroso o no saludable para las enbarazadas o trabajadoras en lactancia → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Tiempo libre para exámenes médicos prenatales: → Sí\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibición de la detección del embarazo antes de la regularización de los trabajadores no estándar: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibición de la detección del embarazo antes de la promoción: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilidades para lactancia: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Cuidados infantiles proporcionados por el empleador: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Cuidados infantiles subsidiados por el empleador: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Subsidio para la educación de los hijos: → Sí\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Licencia pagada anual en caso de cuidado de parientes: → 5 días\n            \u003C\u002Fdiv>\n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Duración del permiso retibuido en caso de muerte de un pariente: → 4 días\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">TEMAS DE IGUALDAD DE GENERO\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Igual salario para igual valor: → Sí\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Referencia especial al género en la igualdad de pago: → Sí\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Cláusulas de discriminación en el trabajo: → Sí\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Igualdad de oportunidades para la promoción de las mujeres: → Sí\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Igualdad de oportunidades de formación y reciclaje para las mujeres: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Dirigente sindical de igualdad de género en el lugar de trabajo? → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Cláusulas sobre acoso sexual en el trabajo: → Sí\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Cláusulas sobre violencia en el trabajo: → Sí\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Permiso especial para trabajadoras\u002Fes sujetas o violencia doméstica o de la pareja: → Sí\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Apoyo a mujeres trabajadoras con discapacidades: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Monitoreo de la igualdad de género → Sí\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">CONTRATOS DE TRABAJO\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Duración del período de prueba: → 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: → 1752.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Licencia anual pagada: → 23.0 días\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Licencia anual pagada: → 4.5 semanas\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Periodos acordados de descansos semanales: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Máximo número de domingos \u002F festivos que pueden trabajarse en un año: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Permiso pagado para actividades sindicales: → -10.0 días\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Permiso pagado para aisitir a juicios o deberes administrativos: →  días\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Disposiciones sobre horarios de trabajo flexible: → Sí\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">SALARIOS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Salarios determinados por medio de escalas de pago: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Ajuste por aumento de costo de vida: → \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Pago extra único:\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Pago extra único por desempeño de la compañía: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Prima por trabajo vespertino o nocturno:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Prima por trabajo vespertino o nocturno: → 115 % 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            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Pago por trabajo en espera:\u003C\u002Fh4>\n         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