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Ámbito de aplicación.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L73\">Artículo 2. Vigencia.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L77\">Artículo 3. Denuncia del convenio.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L95\">CAPÍTULO II Del personal\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L97\">Artículo 4. Organización de los servicios.\n        Dirección de la actividad laboral.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L117\">Artículo 5. Clasificación según la función. Nivel\n        de clasificación profesional.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L445\">CAPÍTULO III Representación de los trabajadores\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L447\">Artículo 6. Distintos tipos de representación de\n        los trabajadores.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L495\">Artículo 7. Comisión mixta.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L527\">CAPÍTULO IV Ingresos y ascensos, permutas y traslados\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L529\">Artículo 8. Ingresos.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L539\">Artículo 9. Contratación y período de\n      prueba.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L577\">Artículo 10. Ascensos de categoría.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L605\">Artículo 11. Ceses.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L613\">Artículo 12. Recibo de finiquito.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L619\">Artículo 13. Traslados.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L629\">Artículo 14. Permutas.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L637\">CAPÍTULO V Comisiones de servicio. Trabajos de\n    categoría superior\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L639\">Artículo 15. Comisiones de servicio.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L667\">Artículo 16. Trabajos de categoría\n      superior.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L679\">CAPÍTULO VI Enfermedades, licencias y excedencias\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L681\">Artículo 17. Enfermedades.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L685\">Artículo 18. Seguro de vida.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L701\">Artículo 19. Licencias.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L797\">Artículo 20. Licencias por asuntos propios.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L815\">Artículo 21. Excedencias.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L873\">Artículo 22. Matrimonio del personal.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L881\">CAPÍTULO VII Jornada de trabajo (descanso y\n    vacaciones)\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L883\">Artículo 23. Jornada de trabajo.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L931\">Artículo 24. Horas extraordinarias.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L941\">Artículo 25. Descanso semanal.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L955\">Artículo 26. Vacaciones.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L979\">Artículo 27. Festivos.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L987\">CAPÍTULO VIII Retribuciones\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L989\">Artículo 28. Salario.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L995\">Artículo 29. Pago del salario-anticipos.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1001\">Artículo 30. Complementos salariales.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1063\">Artículo 31. Complementos de vencimiento periódico\n        superior al mes.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1091\">Artículo 32. Plus de transporte nocturno.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1097\">Artículo 33. Movilidad geográfica.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1109\">Artículo 34. Plus de insularidad.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1113\">Artículo 35. Ayudas y premios.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1133\">CAPÍTULO IX Seguridad y salud en el trabajo\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1135\">Artículo 36. Principios generales.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1149\">Artículo 37. Vigilancia de la salud y\n        maternidad.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1161\">Artículo 38. Comités de Seguridad y Salud.\n        Formación preventiva.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1177\">CAPÍTULO X Disposiciones varias\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1179\">Artículo 39. Condiciones más beneficiosas.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1185\">Artículo 40. Plan de Igualdad.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1209\">Artículo 41. Jubilación.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1233\">Artículo 42. Obligaciones del personal.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1259\">Artículo 43. Prohibiciones.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1267\">Artículo 44. Incompatibilidades.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1271\">Artículo 45. Plan de pensiones.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1279\">Artículo 46. Comisión mixta de denuncias.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1285\">CAPÍTULO XI Premios, faltas y sanciones\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1287\">Artículo 47. Premios.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1301\">Artículo 48. Faltas leves.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1327\">Artículo 49. Faltas graves.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1363\">Artículo 50. Faltas muy graves.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1399\">Artículo 51. Sanciones.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1419\">Artículo 52. Procedimiento sancionador.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1425\">Artículo 53. Abuso de autoridad.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1435\">CAPÍTULO XII Otras disposiciones\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1437\">Artículo 54. Cursos de formación.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1453\">Disposición adicional primera.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1457\">Disposición adicional segunda.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1477\">ANEXO 1\u003C\u002Fa>\u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\n\u003Cp>III.OTRAS DISPOSICIONES\u003C\u002Fp>\n\n\u003Cp>MINISTERIO DE TRABAJO Y ECONOMÍA SOCIAL\u003C\u002Fp>\n\n\u003Cp>22737 Resolución de 24 de octubre de 2025, de la Dirección General de\nTrabajo, por la que se registra y publica el Convenio Colectivo de Radio\nPopular, SA.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MNCOMPA_1\">\u003Cp>Visto el texto del Convenio Colectivo de Radio Popular, SA, (COPE) -código\nde convenio n.° 90004283011981-, que fue suscrito con fecha 10 de septiembre\nde 2025, de una parte por los designados por la dirección de la empresa, en\nrepresentación de la misma, y de otra por el comité intercentros, en\nrepresentación de los trabajadores, y que ha sido finalmente subsanado\nmediante Acta de 20 de octubre de 2025, y de conformidad con lo dispuesto en el\nartículo 90, apartados 2 y 3, de la Ley del Estatuto de los Trabajadores,\ntexto refundido aprobado por el Real Decreto Legislativo 2\u002F2015, de 23 de\noctubre (BOE de 24 de octubre), y en el Real Decreto 713\u002F2010, de 28 de mayo,\nsobre registro y depósito de convenios colectivos, acuerdos colectivos de\ntrabajo y planes de igualdad,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Esta Dirección General de Trabajo resuelve:\u003C\u002Fp>\n\n\u003Cp>Primero.\u003C\u002Fp>\n\n\u003Cp>Ordenar la inscripción del mencionado convenio colectivo en el\ncorrespondiente Registro de convenios colectivos, acuerdos colectivos de\ntrabajo y planes de igualdad con funcionamiento a través de medios\nelectrónicos de este Centro Directivo, con notificación a la Comisión\nNegociadora.\u003C\u002Fp>\n\n\u003Cp>Segundo.\u003C\u002Fp>\n\n\u003Cp>Disponer su publicación en el «Boletín Oficial del Estado».\u003C\u002Fp>\n\n\u003Cp>Madrid, 24 de octubre de 2025.-La Directora General de Trabajo, María\nNieves González García.\u003C\u002Fp>\n\n\u003Ch1>CONVENIO COLECTIVO ENTRA LA EMPRESA RADIO POPULAR, SA, -COPE- Y SUS\nTRABAJADORES 2025-2026-2027\u003C\u002Fh1>\n\n\u003Ch2 id=\"L47\">CAPÍTULO I Extensión y vigencia\u003C\u002Fh2>\n\n\u003Ch3 id=\"L49\">Artículo 1. Ámbito de aplicación.\u003C\u002Fh3>\n\n\u003Cp>1.° Las normas del presente convenio afectarán a todos los centros de\ntrabajo de Radio Popular, SA, -COPE- y demás emisoras que se adhieran.\u003C\u002Fp>\n\n\u003Cp>2.° Los preceptos serán de aplicación a todo el personal que mantenga\nrelación laboral con la empresa en las emisoras comprendidas en el apartado\nanterior.\u003C\u002Fp>\n\n\u003Cp>3.° Quedan expresamente exceptuados del ámbito de aplicación del presente\nconvenio:\u003C\u002Fp>\n\n\u003Cp>a)La actividad que se limite pura y simplemente al desempeño de consejero\nen la empresa de conformidad con lo dispuesto en el apartado c) del artículo\n1.3 del Estatuto de los Trabajadores, así como quienes ejerzan actividades de\nalta dirección o alta función, incluyéndose entre ellas los directores de\nlos servicios centrales.\u003C\u002Fp>\n\n\u003Cp>b)Los actores de cuadros artísticos, músicos, cantantes, orquestas y\nagrupaciones musicales. \u003C\u002Fp>\n\n\u003Cp>c)Los colaboradores literarios, científicos, docentes, musicales,\ndeportivos, informativos, y de las artes, siempre y cuando no se les pueda\nconsiderar incluidos en el artículo 1.1 del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>d)Los adaptadores literarios y musicales de obras no escritas expresamente\npara el medio.\u003C\u002Fp>\n\n\u003Cp>e)El personal artístico en general, cuyos servicios sean contratados para\nactuaciones concretas que no se hallen comprendidos en el apartado b) en este\nartículo.\u003C\u002Fp>\n\n\u003Cp>f)Los agentes libres de publicidad que se regirán por las condiciones que\nse estipulen en el oportuno contrato mercantil.\u003C\u002Fp>\n\n\u003Cp>g)El personal facultativo o técnico a quien se encomiende algún servicio\ndeterminado, sin continuidad en el trabajo ni sujeción a jornada, y por ello\nno figura en la plantilla de la entidad.\u003C\u002Fp>\n\n\u003Cp>No quedará excluido de la aplicación de este convenio el personal\ntécnico, profesional y administrativo que cumpla funciones pertenecientes a\ncualquiera de las categorías profesionales definidas en su texto y\u002Fo, con\ncarácter temporal o sólo parcialmente, realice alguna de las funciones que\n-como exceptuadas- se designan en este artículo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L73\">Artículo 2. Vigencia.\u003C\u002Fh3>\n\n\u003Cp>El período de vigencia del presente convenio se extiende desde su fecha de\npublicación en el «Boletín Oficial del Estado» hasta el 31 de diciembre de\n2027, mientras que las tablas salariales del anexo 1 aplicarán sus efectos\ndesde el 1 de enero de 2025.\u003C\u002Fp>\n\n\u003Ch3 id=\"L77\">Artículo 3. Denuncia del convenio.\u003C\u002Fh3>\n\n\u003Cp>La denuncia del presente convenio deberá efectuarse ante el organismo\ncompetente dentro de los tres últimos meses a la fecha de su caducidad.\u003C\u002Fp>\n\n\u003Cp>Estarán capacitados para denunciarlo:\u003C\u002Fp>\n\n\u003Cp>a)Cualquiera de las Centrales Sindicales que cuenten con delegados de los\ntrabajadores de esta empresa suficientes para formar parte de la comisión\nnegociadora.\u003C\u002Fp>\n\n\u003Cp>b)El pleno del Comité Intercentros.\u003C\u002Fp>\n\n\u003Cp>c)El Organismo que estatutariamente represente a la empresa Radio Popular,\nSA, -COPE-.\u003C\u002Fp>\n\n\u003Cp>En caso de ser denunciado el presente convenio, se mantendrá en vigor su\ncontenido íntegro hasta la firma y publicación de uno nuevo en el «Boletín\nOficial del Estado».\u003C\u002Fp>\n\n\u003Cp>Si el convenio no se denunciara en tiempo y forma debidos, se entenderá\ntácitamente prorrogado por períodos de un año, aplicándose automáticamente\nla subida salarial correspondiente al IPC real del año transcurrido.\u003C\u002Fp>\n\n\u003Ch2 id=\"L95\">CAPÍTULO II Del personal\u003C\u002Fh2>\n\n\u003Ch3 id=\"L97\">Artículo 4. Organización de los servicios. Dirección de la\nactividad laboral.\u003C\u002Fh3>\n\n\u003Cp>La organización y dirección técnica y práctica de los servicios y\ntrabajos corresponde a la Dirección de la empresa, con la intervención del\nComité Intercentros de la forma establecida en las disposiciones legales.\u003C\u002Fp>\n\n\u003Cp>La organización del trabajo tiene como objeto alcanzar en la empresa un\nnivel adecuado de productividad basado en la utilización óptima de los\nrecursos humanos, materiales y técnicos, y a preservar la salud y seguridad de\ntodos sus trabajadores, lo\u003C\u002Fp>\n\n\u003Cp>que es posible con una actitud activa y responsable de las partes firmantes\nde este convenio.\u003C\u002Fp>\n\n\u003Cp>El personal habrá de cumplir las órdenes y servicios que le sean dados\ndentro de los cometidos propios de su competencia profesional por la dirección\nde la entidad y los legítimos representantes de ella, relativos a trabajos de\nsu grupo profesional, cualquiera que sea su categoría, sección o\ndepartamento. Todo ello sin perjuicio de que pueda ejercer las acciones y\nreclamaciones que correspondan ante la propia Dirección o las autoridades\ncompetentes.\u003C\u002Fp>\n\n\u003Cp>4.1Uso de la Inteligencia Artificial.\u003C\u002Fp>\n\n\u003Cp>Las partes firmantes del presente convenio se comprometen a realizar un uso\ntransparente, razonado y ético de la inteligencia artificial (IA), conforme a\nlos criterios y reglas que se establezcan en la normativa de aplicación,\ncomprometiéndose a mantener un análisis continuado para que cualquier\nimplementación de modelos de IA respete dicha normativa, y desarrollando para\nello una guía ética para la integración y el uso responsable de la IA que ha\nsido compartida y validada por la Representación Legal de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>Cualquier uso de la IA que afecte sustancialmente a las condiciones de\ntrabajo o sustituya algunas de las funciones de cualquiera de las personas\nadscritas a este convenio deberá ser comunicada de forma previa a su\naplicación a la Representación Legal de los Trabajadores, ofreciendo a los\ntrabajadores afectados la formación requerida para su adecuación a las nuevas\ntecnologías en caso de ser necesaria.\u003C\u002Fp>\n\n\u003Cp>En cualquier caso, se respetará el derecho a la propiedad intelectual de\nlas personas trabajadoras, de tal forma que el uso de la voz solo podrá\nutilizarse exclusivamente para la producción acordada contractualmente,\nincluyendo en dicha limitación la clonación de voz e imagen, salvo\nconsentimiento expreso y por escrito de la persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>Cualquier uso de la IA estará sujeta a supervisión humana en todo el\nproceso y, en ningún caso, podrá reemplazar el criterio periodístico o\nreducir su responsabilidad en la toma de decisiones. Al mismo tiempo, deberá\nindicarse de forma clara cuando cualquier contenido haya sido generado total o\nparcialmente por IA.\u003C\u002Fp>\n\n\u003Ch3 id=\"L117\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">\u003Ch3 id=\"L117\">Artículo 5. Clasificación según la función. Nivel de\nclasificación profesional.\u003C\u002Fh3>\n\n\u003Cp>1.° Las clasificaciones funcionales y definiciones de categorías dentro\ndel mismo grupo profesional del personal consignadas en este convenio son\nmeramente enunciativas y no suponen la obligación de tener provistas todas las\nplazas y categorías enunciadas si las necesidades y estructura del centro de\ntrabajo no lo requieren.\u003C\u002Fp>\n\n\u003Cp>2.° Nivel de clasificación profesional.\u003C\u002Fp>\n\n\u003Cp>El personal se clasifica y distribuye, teniendo en cuenta las funciones que\nrealiza, en los grupos profesionales que a continuación se indican:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">I.Técnico en actividades específicas de\nradiodifusión y emisión.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">II.Programación.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">III.Administración.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">IV.Complementario general.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">V.Comercial y Márketing.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">VI.Informática.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">VII.Servicios Generales.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo I. Técnico en actividades específicas de Radiodifusión y\nEmisión\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:27.35pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:27.35pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:98.0pt;text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Categorías\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:27.35pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Nivel\n        retributivo\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:12.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Subgrupo\n        Técnicos:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Jefe\u002Fa Técnico\n        Superior.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra F.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Jefe\u002Fa\n        Técnico.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra E.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Encargado\u002Fa\n        Técnico.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra D.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Técnico\u002Fa de\n        Mantenimiento.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra C.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Ayudante\n        Técnico.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra B.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:12.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Subgrupo\n        Emisiones:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Jefe\u002Fa de\n        Emisiones.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra F.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Técnico\u002Fa Superior de\n        Control y Sonido.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra E.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Técnico\u002Fa Principal Control\n        y Sonido.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra D.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Técnico\u002Fa de Control y\n        Sonido.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra C.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Ayudante Toma de Sonido y\n        Montaje.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra B.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Grupo II. Programación\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:28.55pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:28.55pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:98.0pt;text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Categorías\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" style=\"width:58.1pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:28.55pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Nivel\n        retributivo\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Jefe\u002Fa de Programación y\u002Fo\n        Redacción.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" style=\"width:58.1pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra F.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Redactor\u002Fa Jefe y\u002Fo\n        Principal.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" style=\"width:58.1pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra E.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Redactor\u002Fa de\n        Primera.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" style=\"width:58.1pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra D.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Redactor\u002Fa.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" style=\"width:58.1pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra C.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Ayudante de\n        Programación.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" style=\"width:58.1pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra B.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Locutor\u002Fa\n        Principal.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" style=\"width:58.1pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra E.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Locutor\u002Fa de\n        Primera.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" style=\"width:58.1pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra D.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Locutor\u002Fa.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" style=\"width:58.1pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra C.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Grupo III. Administración\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:-.05pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:28.55pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:28.55pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:98.0pt;text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Categorías\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" style=\"width:58.1pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:28.55pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Nivel\n        retributivo\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Jefe\u002Fa Administrativo de\n        1.a\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" style=\"width:58.1pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra F.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Jefe\u002Fa Administrativo de\n        2.a\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" style=\"width:58.1pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra E.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Oficial Administrativo de\n        1.a\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" style=\"width:58.1pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra D.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Oficial Administrativo de\n        2.a\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" style=\"width:58.1pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra C.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Auxiliar\n        Administrativo.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" style=\"width:58.1pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra B.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cstrong>\u003Cspan lang=\"ES\">\u003C\u002Fspan>Grupo IV. Complementario\ngeneral\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:28.3pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:98.0pt;text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Categorías\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Nivel\n        retributivo\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Titulado\u002Fa\n        Superior.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra F.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Titulado\u002Fa\n        Medio.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra D.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Grupo V. Comercial y Marketing\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:28.55pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:28.55pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:98.0pt;text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Categorías\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:28.55pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Nivel\n        retributivo\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Jefe\u002Fa Comercial y\n        Marketing.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra E.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Agente\n        Comercial.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra B.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Grupo VI. Informática\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:28.3pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:98.0pt;text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Categorías\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:28.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Nivel\n        retributivo\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Jefe\u002Fa Servicios\n        Informáticos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra F.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Analista de\n        Sistemas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra E.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Programador\u002Fa de\n        Ordenadores.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra D.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Operador\u002Fa de\n        Ordenadores.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra C.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Grupo VII. Servicios Generales\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:28.55pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:28.55pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:98.0pt;text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Categorías\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:28.55pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Nivel\n        retributivo\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Oficial de 1.\u003Csup>a\u003C\u002Fsup> de\n        Mantenimiento.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra C.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Oficial de\n        Mantenimiento.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra B.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">OTR de 1.a\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra B.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"318\" style=\"width:238.3pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">OTR.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Letra A.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\n\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>\u003Cspan lang=\"ES\">\u003C\u002Fspan>\u003C\u002Fstrong>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Cp>\u003Cstrong>Definición de funciones\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo I. Técnicos en actividades de radiodifusión y\nemisión\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Subgrupo técnico.\u003C\u002Fp>\n\n\u003Cp>Es personal técnico de actividades específicas de radiodifusión el que\nparticipa en las tareas de planificación, proyecto, construcción,\nmantenimiento, operación, explotación e inspección técnica de las\ninstalaciones o equipos destinados a producción y emisión de los programas\nradiofónicos.\u003C\u002Fp>\n\n\u003Cp>Jefe\u002Fa técnico superior: Es el profesional titulado que, correspondiéndole\ntodas las funciones descritas para el jefe técnico, realiza además funciones\nde planificación, gestión de compras, ejecución de proyectos y su\ndesarrollo, asesoramiento técnico, etc., para la totalidad de las emisoras de\nla cadena.\u003C\u002Fp>\n\n\u003Cp>Jefe\u002Fa técnico: Es el profesional titulado capaz de responsabilizarse, con\nplena iniciativa, de la explotación, reparación y mantenimiento de los\nequipos de alta y baja \u003C\u002Fp>\n\n\u003Cp>frecuencia de uno o varios centros de trabajo, dirigiendo y orientando el\ntrabajo del personal técnico a sus órdenes en su caso.\u003C\u002Fp>\n\n\u003Cp>Encargado\u002Fa técnico: Es el profesional que reuniendo todas las condiciones\nque se exigen al técnico de mantenimiento, ejerce con responsabilidad\npermanente y con plena iniciativa funciones de alto nivel técnico en los\nservicios de explotación, reparación y mantenimiento de equipos de alta y\nbaja frecuencia, pudiendo tener a su cargo y bajo su responsabilidad\ninstalaciones y equipos de uno o varios centros de trabajo.\u003C\u002Fp>\n\n\u003Cp>Técnico\u002Fa de mantenimiento: Es el profesional que reuniendo todas las\ncondiciones que se exigen al ayudante técnico, posee además amplios\nconocimientos de las técnicas de radiodifusión y de las normas de\nexplotación, reparación y mantenimiento que se aplican a las mismas, está\ncapacitado para la realización de los trabajos correspondientes en alta y baja\nfrecuencia, pudiendo tener a su cargo y bajo su responsabilidad instalaciones y\nequipos de un centro de trabajo.\u003C\u002Fp>\n\n\u003Cp>Ayudante técnico: Es el profesional titulado que, con carácter\neminentemente práctico, está especializado en la técnica de los equipos y de\nlas instalaciones de radiodifusión.\u003C\u002Fp>\n\n\u003Cp>Corresponde a su función realizar, alternativa o conjuntamente, tareas\noperativas y de mantenimiento que requieran especialización técnica, efectuar\ntrabajos de montaje, cuidar el buen funcionamiento de las instalaciones o\nequipos que se les encomiende y llevar a cabo en las mismas las operaciones\nnormales de explotación, reparación y mantenimiento preventivo y\ncorrectivo.\u003C\u002Fp>\n\n\u003Cp>Debe conocer el manejo de los aparatos de medida y comprobación usuales.\u003C\u002Fp>\n\n\u003Cp>Subgrupo emisiones.\u003C\u002Fp>\n\n\u003Cp>Se integran en este grupo aquellos profesionales de las distintas\nespecialidades que posibilitan la producción de programas de\nradiodifusión.\u003C\u002Fp>\n\n\u003Cp>Jefe\u002Fa de emisiones: Es el profesional que, con pleno conocimiento de la\ntécnica de producción radiofónica, se responsabiliza con plena iniciativa de\nla realización de toda clase de programas, así como del buen orden y\nencadenamiento de la emisión de un centro de producción, a cuyo efecto\ndesigna el personal de las distintas especialidades que han de intervenir y\ndetermina los medios materiales que ha de utilizar.\u003C\u002Fp>\n\n\u003Cp>Técnico\u002Fa superior de control y sonido: Es el profesional que, con pleno\ndominio de los conocimientos y la pericia manual exigida a los técnicos de\nsonido, posee una sólida experiencia en el proceso de producción radiofónica\ny la necesaria capacitación para organizar los trabajos que requieran para su\nejecución el empleo de equipos de baja frecuencia. Le corresponde además\nrealizar personalmente cualquiera de los cometidos propios de los técnicos,\nseleccionar los medios más adecuados a cada circunstancia, llevar la\ndocumentación del servicio que se le encomienda y supervisar la calidad sonora\nde las unidades móviles.\u003C\u002Fp>\n\n\u003Cp>Técnico\u002Fa principal de control y sonido: Es el profesional que, reuniendo\nlas condiciones exigidas al técnico de control y sonido y debiendo efectuar\ncuantas funciones corresponden a esa categoría, posee amplio conocimiento de\nacústica general y baja frecuencia, que le capacitan para realizar las tomas\nde sonido en producciones radiofónicas de todo género que precisen el logro\nde determinadas perspectivas sonoras.\u003C\u002Fp>\n\n\u003Cp>Técnico\u002Fa de control y sonido: Es el profesional que, conociendo las\nposibilidades de los equipos de baja frecuencia, equipos instalados en unidades\nmóviles y de retransmisiones que se utilizan para la realización\nradiofónica, los manipula con toda destreza.\u003C\u002Fp>\n\n\u003Cp>Corresponde a su función realizar las mezclas y los encadenamientos de\nacuerdo con las indicaciones del guion o de su superior, ya sea para su\ntransmisión directa o diferida en el estudio o fuera de él, así como\nelaborar grabaciones, sus arreglos y montajes finales.\u003C\u002Fp>\n\n\u003Cp>Ayudante de toma de sonido y montaje: Es el profesional que con elementales\nconocimientos artísticos, musicales y de acústica, así como del manejo de\nlos equipos necesarios para su labor, colabora en los trabajos de toma de\nsonido y montaje, a las órdenes de su superior inmediato.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo II. Programación\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Es personal de programación el que planifica los programas, formula los\ncorrespondientes cuadros de horarios con distinción de los mismos, los idea y\nlos redacta, responsabilizándose de todo lo necesario para su posterior\nrealización por ellos mismos.\u003C\u002Fp>\n\n\u003Cp>También se incluye la realización de las tareas que conlleven la\ndistribución de audio y\u002Fo imagen en el entorno digital, siempre y cuando esta\nlabor no exceda la jornada laboral y dando prioridad a la actividad de\nradio.\u003C\u002Fp>\n\n\u003Cp>Jefe\u002Fa de programación y\u002Fo redacción: Es el profesional que, además de\ncumplir las condiciones exigidas al redactor jefe radiofónico, todas cuyas\nfunciones le corresponden, está capacitado para crear, planificar, coordinar y\ndirigir un conjunto de espacios radiofónicos de carácter común, o áreas\nconcretas de programación.\u003C\u002Fp>\n\n\u003Cp>Redactor\u002Fa jefe y\u002Fo principal: Es el profesional que con amplios\nconocimientos radiofónicos, literarios y artísticos, que además de hacer las\nfunciones correspondientes al redactor, es capaz de confeccionar y realizar en\nforma escrita y hablada espacios radiofónicos informativos de todo tipo en sus\ndiversas fases, y de organizar, orientar y vigilar el trabajo de los redactores\nde primera y redactores a sus órdenes, si los tuviese, pudiendo tener asimismo\nla responsabilidad de un área de programación. Deberá conocer y utilizar los\nequipos de baja frecuencia necesarios para la cumplimentación de su trabajo,\nsin que en ningún caso ello suponga la sustitución de las funciones\ncorrespondientes al técnico de control y sonido, salvo situaciones de fuerza\nmayor.\u003C\u002Fp>\n\n\u003Cp>Redactor\u002Fa de primera: Es el profesional capaz de confeccionar de forma\nescrita y hablada todo tipo de espacios radiofónicos y\u002Fo informativos en sus\ndiversas fases. Deberá conocer y utilizar los equipos de baja frecuencia\nnecesarios para la cumplimentación de su trabajo, sin que en ningún caso ello\nsuponga la sustitución de las funciones correspondientes al técnico de\ncontrol y sonido, salvo situaciones de fuerza mayor. Podrá asumir la\ncoordinación del personal técnico que precise en la producción de\nprogramas.\u003C\u002Fp>\n\n\u003Cp>Redactor\u002Fa: Es el profesional capaz de elaborar y presentar todo tipo de\nespacios radiofónicos y\u002Fo informativos bajo la supervisión del redactor jefe\no principal y del redactor de primera. Deberá conocer y utilizar los equipos\nde baja frecuencia necesarios para la cumplimentación de su trabajo, sin que\nen ningún caso ello suponga la sustitución de las funciones correspondientes\nal técnico de control y sonido, salvo situaciones de fuerza mayor.\u003C\u002Fp>\n\n\u003Cp>Ayudante de programación: Es el profesional que posee conocimientos\nradiofónicos básicos, siendo capaz de realizar funciones como redacción de\ntextos, confección de pautas de programación, audición, registro y\nanotación de programas y sus características, archivo, clasificación y\ncustodia del material sonoro y en general, auxiliar en la producción de\nprogramas. Deberá también conocer y utilizar los equipos de baja frecuencia\nnecesarios para la cumplimentación de su trabajo, sin que en ningún caso ello\nsuponga la sustitución de las funciones correspondientes al técnico de\ncontrol y sonido, salvo situaciones de fuerza mayor.\u003C\u002Fp>\n\n\u003Cp>Locutor\u002Fa principal: Es el profesional que, reuniendo las condiciones del\nlocutor de primera y correspondiéndole todas sus funciones, está capacitado\npara crear y presentar cualquier espacio radiofónico, con total y absoluta\niniciativa, incluidos todos aquellos relativos a temas especializados y\ncomplejos. Asimismo, deberá conocer y utilizar los equipos de baja frecuencia,\nnecesarios para la cumplimentación de su trabajo, sin que ello en ningún caso\nsuponga la sustitución de las funciones correspondientes al técnico de\ncontrol y sonido, salvo situaciones de fuerza mayor.\u003C\u002Fp>\n\n\u003Cp>Locutor\u002Fa de 1.a: Es el profesional que, reuniendo las condiciones del\nlocutor y correspondiéndole todas sus funciones, está capacitado para crear y\npresentar cualquier \u003C\u002Fp>\n\n\u003Cp>espacio radiofónico, incluidos los relativos a temas generales y de\ninformación, debiendo conocer y utilizar los equipos de baja frecuencia\nnecesarios para la cumplimentación de su trabajo, sin que en ningún caso ello\nsuponga la sustitución de las funciones correspondientes al técnico de\ncontrol y sonido, salvo situaciones de fuerza mayor.\u003C\u002Fp>\n\n\u003Cp>Locutor\u002Fa: Es el profesional que, con amplia cultura general, dominio del\nidioma y calidad de voz, está capacitado para realizar con plena iniciativa\nuna locución improvisada en espacios radiofónicos, tanto dentro como fuera de\nlos estudios. Asimismo, deberá conocer y utilizar los equipos de baja\nfrecuencia, para la cumplimentación de su trabajo, sin que en ningún caso\nello suponga la sustitución de las funciones correspondientes al técnico de\ncontrol y sonido, salvo situaciones de fuerza mayor.\u003C\u002Fp>\n\n\u003Cp>Respecto de aquellos trabajadores que a la entrada en vigor del presente\nconvenio colectivo tuviesen la categoría de locutor superior o de jefe\nsuperior de emisiones y producción, la misma les será mantenida, tanto\nnominalmente como en cuanto al importe salarial que le era aplicable, siendo\néste incrementado anualmente en el mismo porcentaje que se fije en posteriores\nconvenios para el resto de categorías del grupo de emisiones.\u003C\u002Fp>\n\n\u003Cp>En cuanto a las funciones inherentes a esta categoría a extinguir, serán\nlas mismas que correspondan al locutor principal.\u003C\u002Fp>\n\n\u003Cp>Para las descripciones de categorías realzadas para este Grupo II de\nProgramación se entenderá como situación de fuerza mayor aquellas\nextraordinarias, imprevisibles e inevitables, que no se puedan anticipar tanto\npor parte del trabajador como del empleador.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo III. Administración\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Integra este grupo el personal que participa en la gestión, organización y\ntramitación de los asuntos económicos, de personal y de carácter general. En\norden a su competencia, capacidad y responsabilidad se clasifican en las\nsiguientes categorías profesionales:\u003C\u002Fp>\n\n\u003Cp>Jefe\u002Fa administrativo de 1.a: Es el profesional que desarrolla funciones\nadministrativas, económicas o comerciales de elevada especialización con una\nde sus ramas, en varias o en todas ellas, tales como: intervención general,\ninspección administrativa, administración presupuestaria y contable,\npagaduría y nóminas, expedientes, relaciones laborales, archivos,\nadministración de asuntos generales, estudios y análisis contables o de\ncostos y otras de análoga entidad. Asimismo, deberá conocer el manejo de\nordenadores a nivel de usuario para el desempeño de sus funciones.\u003C\u002Fp>\n\n\u003Cp>Jefe\u002Fa administrativo de 2.a: Es el profesional que desarrolla con plena\nresponsabilidad funciones de control, comprobación e inspección,\nsupervisión, gestión y operación de actividades de carácter administrativo,\neconómico o comercial y laboral, referidas a un campo concreto o a varios\ncampos afines con limitados requerimientos tecnológicos y reducida complejidad\nrespecto a la categoría superior. Estarán a su cargo el orden y disciplina,\nasí como su eficacia individual y de conjunto. Asimismo, deberá conocer el\nmanejo de ordenadores a nivel de usuario para el desempeño de sus\nfunciones.\u003C\u002Fp>\n\n\u003Cp>Oficial administrativo de 1.a: Es el profesional que ejerce funciones de\ncarácter administrativo y contable, significadas por la necesidad de\naportación de cierta iniciativa, actuando según instrucciones de su superior\ninmediato, como redacción de asientos contables, taquimecanografía y\ncualesquiera análogas en significación e importancia, con o sin empleados de\nmenor categoría a sus órdenes. Corresponde también a esta categoría, entre\notros cometidos, la gestión de almacenes de complejidad media.\u003C\u002Fp>\n\n\u003Cp>Asimismo, deberá conocer el manejo de ordenadores a nivel de usuario para\nel desempeño de sus labores.\u003C\u002Fp>\n\n\u003Cp>Oficial administrativo de 2.a: Es el profesional que tiene a su cargo\nanálogas actividades de la categoría superior, pero referidas a un turno de\ntrabajo bajo instrucciones generales o en los aspectos menos complejos y más\nrepetitivos de las mismas. Asimismo, también deberá conocer el manejo de\nordenadores a nivel usuario para el desempeño de sus funciones.\u003C\u002Fp>\n\n\u003Cp>Auxiliar administrativo: Es el profesional con titulación específica de\nformación profesional en sus diversos grados o incluso universitaria en su\nnivel medio o superior, al que se le encomiendan actividades de carácter\nadministrativo en sus diversos aspectos, bajo la supervisión de sus superiores\norgánicos y\u002Fo funcionales. Asimismo, deberá conocer el manejo de ordenadores\na nivel de usuario para el desempeño de sus funciones.\u003C\u002Fp>\n\n\u003Cp>Respecto de aquellos trabajadores que a la entrada en vigor del presente\nconvenio colectivo tuviesen la categoría de jefe de administración superior,\nla misma le será mantenida, tanto nominalmente como en cuanto al importe\nsalarial que le era aplicable, siendo éste incrementado anualmente en el mismo\nporcentaje que se fije en posteriores convenios para el resto de categorías\ndel grupo de administración.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo IV. Complementario general\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se integran en este grupo aquellos profesionales que desempeñan funciones\nno comprendidas en ninguno de los restantes grupos.\u003C\u002Fp>\n\n\u003Cp>Titulado\u002Fa superior: Es el personal para cuya admisión o asignación de\npuesto de trabajo se exigió o consideró condición básica una titulación\noficial de grado superior universitario y que, desarrollando funciones propias\nde su titulación académica o de nivel adecuado a la misma, para cuya\nrealización se considera necesaria una formación superior, no es clasificable\nen otras categorías profesionales concretamente establecidas en la presente\nclasificación profesional.\u003C\u002Fp>\n\n\u003Cp>Titulado\u002Fa medio: Es el personal para cuya admisión o asignación de puesto\nde trabajo se exige como condición básica una titulación académica y no es\nclasificable en otras categorías profesionales concretamente establecidas en\nla presente clasificación profesional.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo V. Comercial y marketing\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se incluye a los profesionales que tienen como misión vender, realizar\nprospecciones de mercado, planificación y asesoramiento a clientes sobre\nformas más eficaces de desarrollar sus campañas publicitarias obteniendo el\nmáximo rendimiento de las posibilidades del medio, fijar criterios para la\ncomercialización de programas, espacios y bloques, analizar los contenidos de\nla programación general con vistas a su posible comercialización y mantener\nrelaciones y contactos con agentes y agencias de publicidad y clientes para\nconseguir la aceptación de los criterios publicitarios fijados por la\ndirección y de su política en este terreno dirigida a conseguir la eficacia,\nveracidad, dignidad de los mensajes y correcta información de la audiencia.\u003C\u002Fp>\n\n\u003Cp>Jefe\u002Fa de comercial y marketing: Es el profesional que es capaz de llevar a\ncabo la programación, dirección y ejecución de la política comercial de una\no varias emisoras, así como los contactos y relaciones con agencias\npublicitarias y clientes. Puede orientar y conexionar los distintos servicios y\ndepartamentos que intervienen en la contratación, administración y ejecución\nde la publicidad y coordinar el trabajo del personal a sus órdenes.\u003C\u002Fp>\n\n\u003Cp>Agente comercial: Es el profesional que, a las órdenes directas del jefe de\ncomercial o, en su defecto, del director de la emisora, ejecuta las misiones de\nventa y promoción que se le encomiendan. Asimismo, será responsable de la\ntramitación administrativa del ciclo comercial. \u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo VI. Informática\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se incluye en este grupo a los profesionales que en la empresa tienen la\nmisión de planificar y ejecutar programas de análisis y sistemas\ninformáticos, siguiendo las directrices que marque la dirección para la\nconsecución de objetivos a corto y largo plazo.\u003C\u002Fp>\n\n\u003Cp>Jefe\u002Fa de servicios informáticos: Es el profesional que, en posesión del\ncorrespondiente título académico, colabora con sus criterios técnicos en la\nplanificación de los sistemas informáticos a corto o largo plazo, de acuerdo\ncon los objetivos de la empresa, elección de máquinas y sistemas operativos\nde ordenador necesarios para la aplicación propuesta en cada caso, así como\nen los estudios de rentabilidad de las aplicaciones en explotación.\u003C\u002Fp>\n\n\u003Cp>Coordina el trabajo de los analistas y dirige el trabajo prestado por el\npersonal a sus órdenes directas.\u003C\u002Fp>\n\n\u003Cp>Analista de sistemas: Es el profesional que, en posesión del\ncorrespondiente título académico, es capaz de verificar análisis orgánicos\nde aplicaciones complejas para obtener la solución mecanizada de las mismas en\ncuanto a cadena de operaciones a seguir, documentos a obtener, diseño de los\nmismos, ficheros a tratar, su definición, puesta a punto de las aplicaciones,\ncreación de juegos de ensayo, detección de anomalías y tratamiento\nposterior. Elige, en cada caso, el lenguaje de programación adecuado a las\naplicaciones. Coordina el trabajo de los programadores y operadores.\u003C\u002Fp>\n\n\u003Cp>Programador\u002Fa de ordenadores: Es el profesional que, con el correspondiente\ntítulo académico o demostrada capacidad, adquiere el conocimiento profundo\ndel sistema operativo, crea los ficheros y programas que no estén disponibles\nsegún las normas y estándares en vigor en la instalación, confecciona el\norganigrama si es necesario, codifica el programa en el lenguaje elegido y\nasesora a los operadores.\u003C\u002Fp>\n\n\u003Cp>Operador\u002Fa de ordenadores: Es el profesional que, con los conocimientos\nnecesarios para el desempeño de la categoría, maneja los ordenadores para el\ntratamiento de la información e interpreta y desarrolla las instrucciones y\nórdenes para su explotación.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo VII. Servicios generales\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Integran este grupo el personal subalterno de oficios manuales y\u002Fo\nauxiliares, cuya prestación de servicios auxilia las labores generales del\nfuncionamiento de la empresa.\u003C\u002Fp>\n\n\u003Cp>Oficial de 1.a de mantenimiento: Se incluye en esta categoría al personal\nque con demostrado conocimiento de oficialía se le asigna la responsabilidad\nde los trabajos más complejos de su oficio, debiendo con su propia iniciativa\nprepararlos o desarrollarlos en base a instrucciones específicas, orales y\nescritas mediante croquis o planos, que debe saber interpretar. Coordinando\nademás al personal asignado como ayuda.\u003C\u002Fp>\n\n\u003Cp>Oficial de mantenimiento: Se incluye en esta categoría al personal que con\ndemostrado conocimiento de oficialía se le asigna la responsabilidad de los\ntrabajos más complejos de su oficio, debiendo con su propia iniciativa\nprepararlos o desarrollarlos en base a instrucciones específicas, orales o\nescritas mediante croquis o planos, que debe saber interpretar.\u003C\u002Fp>\n\n\u003Cp>Ordenanza, telefonista-recepcionista de 1.a: Está comprendido en esta\ncategoría el personal que, con probada experiencia y de acuerdo con los\nmétodos de operación, atiende, solicita y establece las comunicaciones\ntelefónicas (internas, interurbanas e internacionales) y desempeña servicios\ncomplementarios a las mismas.\u003C\u002Fp>\n\n\u003Cp>Asimismo, deberá atender a los visitantes anunciando su presencia en las\ndependencias que corresponda, comprobar los pases o autorizaciones para acceso\na los locales, responder a consultas de carácter general, acompañar a visitas\nautorizadas, efectuar la distribución interna de la correspondencia, informar\nsobre localización de despachos y personas, traslado de avisos, ejecución de\nlos encargos y recados que se le encomienden, cuidar el ornato y policía de\nlas dependencias, y otras de análoga entidad.\u003C\u002Fp>\n\n\u003Cp>Ordenanza, telefonista-recepcionista: Está comprendido en esta categoría\nel personal que, de acuerdo con los métodos de operación, atiende, solicita y\nestablece las comunicaciones telefónicas (internas, interurbanas e\ninternacionales) y desempeña servicios complementarios a las mismas.\u003C\u002Fp>\n\n\u003Cp>Asimismo, deberá atender a los visitantes anunciando su presencia en las\ndependencias que corresponda, comprobar los pases o autorizaciones para acceso\na los locales, responder a consultas de carácter general, acompañar a visitas\nautorizadas, efectuar la distribución interna de la correspondencia, informar\nsobre localización de despachos y personas, traslado de avisos, ejecución de\nlos encargos y recados que se le encomienden, cuidar el ornato y policía de\nlas dependencias, y otras de análoga entidad.\u003C\u002Fp>\n\n\u003Cp>La definición de los grupos profesionales se ajustará a criterios y\nsistemas que tengan como objeto garantizar la ausencia de discriminación,\ntanto directa como indirecta, entre mujeres y hombres.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L445\">CAPÍTULO III Representación de los trabajadores\u003C\u002Fh2>\n\n\u003Ch3 id=\"L447\">Artículo 6. Distintos tipos de representación de los\ntrabajadores.\u003C\u002Fh3>\n\n\u003Cp>a)Representantes de los trabajadores.\u003C\u002Fp>\n\n\u003Cp>Se entenderá por representantes de los trabajadores a los miembros de los\ncomités de empresa o delegados de personal y a los delegados sindicales de la\nsección sindical de empresa, que tendrán las facultades, derechos y\nobligaciones señalados para los mismos por la ley orgánica de libertad\nsindical, la LOLS, el Estatuto de los Trabajadores y el propio convenio\ncolectivo.\u003C\u002Fp>\n\n\u003Cp>b)Comité intercentros.\u003C\u002Fp>\n\n\u003Cp>El comité intercentros de Radio Popular, SA -COPE- es el órgano colegiado\nde máxima representación del conjunto de los trabajadores de Radio Popular,\nSA. Su creación viene reflejada en la resolución de 23 de abril de 1981 de la\ndirección general de trabajo, según convenio colectivo publicado en el\n«Boletín Oficial del Estado» número 116, de fecha 15 de mayo de 1981,\nartículo 3.\u003C\u002Fp>\n\n\u003Cp>El comité intercentros asumirá las siguientes funciones:\u003C\u002Fp>\n\n\u003Cp>-Defender los intereses del conjunto de los trabajadores de la empresa.\u003C\u002Fp>\n\n\u003Cp>-Establecer a través de la negociación las condiciones económicas, de\ntrabajo, sociales y sindicales de la totalidad de los trabajadores de la\nempresa.\u003C\u002Fp>\n\n\u003Cp>-Cualquier otra que el estatuto de los trabajadores atribuye a los comités\nde empresa y delegados de personal.\u003C\u002Fp>\n\n\u003Cp>-El comité intercentros de Radio Popular, SA -COPE- estará compuesto por\nun máximo de trece miembros.\u003C\u002Fp>\n\n\u003Cp>-Los gastos del comité intercentros y los por él ocasionados serán\nabonados, previa justificación, por la empresa hasta un máximo de 45.000\neuros. Quedan excluidos de la mencionada cantidad los gastos que se deriven de\nla negociación colectiva que correrán íntegramente a cargo de la empresa.\u003C\u002Fp>\n\n\u003Cp>-Las personas integrantes del comité intercentros dispondrán del tiempo\nnecesario establecido en las disposiciones vigentes para el cumplimiento de sus\nfunciones. Las horas sindicales de los miembros del comité intercentros\npodrán ser acumuladas en uno o en varios de sus miembros, sin rebasar el\nmáximo legal.\u003C\u002Fp>\n\n\u003Cp>-Las sustituciones que pudieran producirse en el seno del comité\nintercentros, se comunicarán a la empresa y a cada uno de los centros de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>-El consejo de administración, antes de adoptar decisiones de orden\nsocio-laboral, oirá a dos representantes del comité intercentros. \u003C\u002Fp>\n\n\u003Cp>c)Organizaciones sindicales.\u003C\u002Fp>\n\n\u003Cp>Las partes firmantes ratifican su condición de interlocutores válidos y se\nreconocen a sí mismos como tales, en orden a instrumentar a través de las\norganizaciones unas relaciones laborales racionales, basadas en el respeto\nmutuo y tendente a facilitar la resolución de cuantos conflictos y problemas\nse susciten.\u003C\u002Fp>\n\n\u003Cp>d)Delegados sindicales.\u003C\u002Fp>\n\n\u003Cp>Las secciones sindicales legalmente constituidas están representadas, a\ntodos los efectos, por los delegados sindicales elegidos entre sus afiliados en\nla empresa, o bien designados por el sindicato al que pertenezcan.\u003C\u002Fp>\n\n\u003Cp>El número de delegados y su crédito horario se ajustarán a lo dispuesto\nen el artículo 10 de la LOLS. Para los delegados estatales se fija un crédito\nhorario de cuarenta horas mensuales no acumulables.\u003C\u002Fp>\n\n\u003Cp>El sindicato legalmente constituido comunicará por escrito a la dirección\nde la empresa, la persona o personas que ejercerán las funciones propias de\ndelegado sindical.\u003C\u002Fp>\n\n\u003Cp>e)Funciones de los delegados sindicales.\u003C\u002Fp>\n\n\u003Cp>Representar y defender los intereses del sindicato al que esté adscrito y\nde los afiliados del mismo en la empresa, y servir de instrumento de\ncomunicación entre el sindicato y la dirección de la empresa.\u003C\u002Fp>\n\n\u003Cp>Asistir a las reuniones de los comités de empresa, comité intercentros y\ndel comité de seguridad y salud, con voz y sin voto.\u003C\u002Fp>\n\n\u003Cp>Tendrán acceso a la documentación que la empresa debe poner a disposición\nde los Comités de empresa o el Comité intercentros de acuerdo con lo regulado\na través de la Ley, estando obligados a guardar sigilo profesional en las\nmaterias en las que legalmente procedan. Poseerán las mismas garantías y\nderechos que los reconocidos por la Ley y el convenio colectivo para los\nmiembros del Comité de empresa. Y serán oídos por la empresa en el\ntratamiento de aquellos problemas de carácter colectivo que afecten a los\ntrabajadores en general y a los afiliados al sindicato en particular.\u003C\u002Fp>\n\n\u003Ch3 id=\"L495\">Artículo 7. Comisión mixta.\u003C\u002Fh3>\n\n\u003Cp>1.° La Comisión mixta del convenio se crea como órgano de\ninterpretación, vigilancia, mediación, conciliación y arbitraje.\u003C\u002Fp>\n\n\u003Cp>2.° La Comisión Mixta se compone de seis miembros, tres elegidos por el\nComité Intercentros y tres por la Representación Empresarial, de entre los\ncuales serán elegidos un Presidente\u002Fa y un Secretario\u002Fa de común acuerdo\nentre ambas partes.\u003C\u002Fp>\n\n\u003Cp>Podrá ser convocada a petición de cualquiera de las partes con un preaviso\nde cinco días hábiles.\u003C\u002Fp>\n\n\u003Cp>En cualquier caso, se debe convocar a la Comisión con carácter previa a la\ninterposición de un conflicto colectivo sobre las materias reguladas en el\nconvenio, con el fin de buscar una solución negociada que evite la vía\njurisdiccional.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de que, reunida la comisión mixta, no adoptara decisión\nsobre el punto que le fuere sometido, quedará libre la vía jurisdiccional\nprocedente.\u003C\u002Fp>\n\n\u003Cp>3.° Son funciones específicas de la Comisión mixta del convenio:\u003C\u002Fp>\n\n\u003Cp>a)La interpretación de las cláusulas del convenio.\u003C\u002Fp>\n\n\u003Cp>b)El dirimir sobre los problemas o cuestiones que le sean sometidos por las\npartes o en los supuestos previstos en el presente texto.\u003C\u002Fp>\n\n\u003Cp>c)La vigilancia del cumplimiento de lo pactado\u003C\u002Fp>\n\n\u003Cp>d)La intervención en los conflictos colectivos.\u003C\u002Fp>\n\n\u003Cp>A estos efectos cuando la Comisión tenga conocimiento, por cualquier medio,\nde que se ha producido conflicto colectivo en algún centro de trabajo,\nllevará a cabo funciones de mediación y conciliación, y en su caso, de\narbitraje.\u003C\u002Fp>\n\n\u003Cp>4.° Los acuerdos de la Comisión se tomarán por mayoría simple, siendo\nnecesario para su validez el que estén representadas ambas partes y presentes,\npor lo menos, la mitad de los miembros de cada una y el Presidente.\u003C\u002Fp>\n\n\u003Cp>5.° La Comisión mixta será convocada por su Presidente\u002Fa siempre que lo\nestime oportuno o así lo solicite cualquiera de sus partes.\u003C\u002Fp>\n\n\u003Cp>6.° Ambas partes se comprometen a aceptar solidariamente los acuerdos\nválidamente adoptados por la comisión en materia de interpretación del\nconvenio.\u003C\u002Fp>\n\n\u003Ch2 id=\"L527\">CAPÍTULO IV Ingresos y ascensos, permutas y traslados\u003C\u002Fh2>\n\n\u003Ch3 id=\"L529\">Artículo 8. Ingresos.\u003C\u002Fh3>\n\n\u003Cp>La provisión de puestos vacantes se llevará a cabo de acuerdo con el\nsiguiente procedimiento:\u003C\u002Fp>\n\n\u003Cp>a)Recursos internos mediante una adecuada política de promoción, ascensos\ny traslados voluntarios del personal de la empresa.\u003C\u002Fp>\n\n\u003Cp>Para ello y para facilitar la cobertura de las vacantes que pudieran\nproducirse, todo el personal que lleve más de un año y que pueda tener\ninterés en cambiar de centro de trabajo o actividad podrá solicitarlo\nconforme a lo dispuesto en el presente texto respecto a traslados. Esta\nconvocatoria se efectuará por la empresa a todos sus centros de trabajo por un\nplazo de diez días naturales.\u003C\u002Fp>\n\n\u003Cp>b)Corresponde a la Dirección de la empresa, con carácter exclusivo, la\ncobertura de las vacantes que se pudieran producir mediante contratación\nexterna, de acuerdo con las disposiciones legales sobre empleo, así como la\nfijación de las condiciones y pruebas que hayan de exigirse, en cada caso, al\npersonal de nuevo ingreso.\u003C\u002Fp>\n\n\u003Ch3 id=\"L539\">Artículo 9. Contratación y período de prueba.\u003C\u002Fh3>\n\n\u003Cp>1.Contratos formativos:\u003C\u002Fp>\n\n\u003Cp>a)Contrato formativo para la obtención de la práctica profesional.\u003C\u002Fp>\n\n\u003Cp>El contrato de trabajo formativo para la obtención de la práctica\nprofesional quedará regulado según lo establecido en el artículo 11.3 del\nEstatuto de los Trabajadores. Como mejora al artículo 11.3.i), la retribución\ndel trabajador en prácticas será del 90% de la establecida en el convenio\ncolectivo para la categoría correspondiente.\u003C\u002Fp>\n\n\u003Cp>En ningún caso la retribución será inferior al Salario Mínimo\nInterprofesional en proporción al tiempo de trabajo efectivo.\u003C\u002Fp>\n\n\u003Cp>b)Contrato de formación en alternancia.\u003C\u002Fp>\n\n\u003Cp>El contrato de formación en alternancia quedará regulado según lo\nestablecido en el artículo 11.2 del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>El salario de los trabajadores contratados mediante esta modalidad no será\ninferior al 75 % de la categoría profesional durante el primer año, ni\ninferior al 90 % durante el segundo.\u003C\u002Fp>\n\n\u003Cp>En ningún caso la retribución será inferior al Salario Mínimo\nInterprofesional en proporción al tiempo de trabajo efectivo. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>2.Período de prueba:\u003C\u002Fp>\n\n\u003Cp>La admisión de personal se efectuará con carácter provisional durante un\nperiodo de prueba que habrá de concertarse siempre por escrito y que se fija\nen los siguientes plazos:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>a)Para los contratos indefinidos y temporales que previsiblemente vayan a\ndurar más de un año: dos meses respecto de los trabajadores no cualificados y\nseis para el resto.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Contrato formativo para la obtención de la práctica profesional: dos\nmeses.\u003C\u002Fp>\n\n\u003Cp>c)Para los demás contratos temporales no comprendidos en los apartados\nanteriores: tres meses.\u003C\u002Fp>\n\n\u003Cp>Durante el período de prueba, el trabajador tendrá los derechos y\nobligaciones correspondientes a su categoría profesional o al puesto que\ndesempeñe como si fuera de plantilla, pero cualquiera de las partes podrá\ndesistir de la relación de trabajo sin que tal decisión dé lugar a\nindemnización.\u003C\u002Fp>\n\n\u003Cp>Transcurrido el periodo de prueba sin que se haya producido el\ndesistimiento, el contrato producirá plenos efectos, computándose el tiempo\nde los servicios prestados en la antigüedad del trabajador.\u003C\u002Fp>\n\n\u003Cp>El período de prueba no es de carácter obligatorio, por lo que la empresa\npodrá proceder a la admisión de personal con renuncia total o parcial de su\nutilización.\u003C\u002Fp>\n\n\u003Cp>La resolución a instancia empresarial será nula en el caso de las\ntrabajadoras por razón de embarazo, desde la fecha de inicio del embarazo\nhasta el comienzo del período de suspensión o maternidad, salvo que concurran\nmotivos no relacionados con el embarazo o maternidad.\u003C\u002Fp>\n\n\u003Cp>Las situaciones de incapacidad temporal, nacimiento, adopción, guarda con\nfines de adopción, acogimiento, riesgo durante el embarazo, riesgo durante la\nlactancia y violencia de género, que afecten a la persona trabajadora durante\nel periodo de prueba, interrumpen el cómputo del mismo siempre que se produzca\nacuerdo entre ambas partes.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L577\">Artículo 10. Ascensos de categoría.\u003C\u002Fh3>\n\n\u003Cp>Con el fin de regular el desarrollo profesional de los trabajadores, se\nestablecen las siguientes normas para el ascenso de categoría:\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras de la categoría B promocionarán automáticamente\ncuando se cumpla un año de su contrato por tiempo indefinido.\u003C\u002Fp>\n\n\u003Cp>a)Serán posibles factores a tener en cuenta para adelantar los plazos del\nascenso de categoría:\u003C\u002Fp>\n\n\u003Cp>-Cursos de formación profesional organizados o autorizados por la empresa,\nsuperados con éxito.\u003C\u002Fp>\n\n\u003Cp>-Capacidad demostrada para la realización de las funciones de la categoría\na la que se pretende acceder.\u003C\u002Fp>\n\n\u003Cp>-Realizar habitualmente funciones de la categoría superior.\u003C\u002Fp>\n\n\u003Cp>-La experiencia acumulada a lo largo de los años en la categoría en la que\nse encuentra clasificado el trabajador.\u003C\u002Fp>\n\n\u003Cp>-Los premios concedidos y las sanciones impuestas por la empresa.\u003C\u002Fp>\n\n\u003Cp>-La disponibilidad para el traslado.\u003C\u002Fp>\n\n\u003Cp>-La obtención de títulos académicos de grado medio o superior desde el\núltimo ascenso, siempre que tengan relación con la función desempeñada por\nla persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>b)La valoración de méritos será realizada por la Dirección de la Empresa\ny razonada ante una Comisión Paritaria Empresa\u002FComité Intercentros creada al\nefecto y\u003C\u002Fp>\n\n\u003Cp>compuesta de seis miembros. Esta Comisión se reunirá coincidiendo con las\nreuniones trimestrales del Comité Intercentros.\u003C\u002Fp>\n\n\u003Cp>c)La actuación de esta Comisión Paritaria se hará necesaria para todos\nlos ascensos de categoría dentro de la empresa, a excepción del que lleva de\nla letra E a la letra F, entendiendo que esta última letra corresponde a\njefes. Las demás se considerarán categorías laborales independientemente de\nla labor que se desempeñe.\u003C\u002Fp>\n\n\u003Ch3 id=\"L605\">Artículo 11. Ceses.\u003C\u002Fh3>\n\n\u003Cp>Los trabajadores que vayan a causar baja por voluntad propia en la empresa\ndeberán comunicarlo a la misma con una antelación mínima de quince días.\nEste plazo se amplía a dos meses en puestos de jefatura y\u002Fo\nresponsabilidad.\u003C\u002Fp>\n\n\u003Cp>La falta de comunicación del preaviso, por parte del trabajador, dará\nlugar al descuento de un día de haberes por cada dos que falte en la citada\ncomunicación.\u003C\u002Fp>\n\n\u003Cp>En el momento de la liquidación el trabajador deberá devolver todos los\nutensilios pertenecientes a la empresa y el carnet profesional que le haya sido\nentregado por la Sociedad. En caso de pérdida o no devolución, la empresa\nestará facultada para descontar de la liquidación correspondiente el importe\nde estos utensilios.\u003C\u002Fp>\n\n\u003Ch3 id=\"L613\">Artículo 12. Recibo de finiquito.\u003C\u002Fh3>\n\n\u003Cp>Todo trabajador al cesar en la empresa podrá someter el recibo de finiquito\no documento que ponga fin a la relación laboral, antes de firmarlo, a la\nsupervisión de los Comités de empresa, Delegados de Personal o en su defecto\nal Delegado Sindical o Sindicato a que esté afiliado.\u003C\u002Fp>\n\n\u003Cp>Si el trabajador optase por esta supervisión, para su confirmación el\nDelegado deberá firmar los ejemplares de empresa y trabajador, acompañándose\nel V.° B.° de la Central Sindical y Comité de empresa.\u003C\u002Fp>\n\n\u003Ch3 id=\"L619\">Artículo 13. Traslados.\u003C\u002Fh3>\n\n\u003Cp>Cuando un trabajador de la empresa citada en el artículo 1.1, del presente\nconvenio solicite un traslado a otro centro de la misma empresa fuera de su\nlocalidad, esta petición será cursada a la Dirección General y al Comité\nIntercentros.\u003C\u002Fp>\n\n\u003Cp>Todo trabajador que lleve al menos un año en la empresa y hubiera\nsolicitado por escrito el traslado, tendrá prioridad para cubrir cualquier\nplaza vacante de su categoría antes que cualquier persona ajena a la empresa.\nSe dará prioridad al trabajador que la solicite con el fin de procurarse la\nreagrupación familiar y\u002Fo demuestre una necesidad derivada del cuidado de un\nfamiliar de hasta primer grado siempre que cumpla los requerimientos del\nperfil\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violenceleave\">Las víctimas de violencia de género tendrán derecho preferente para\nocupar puestos vacantes de similar categoría si necesitan cambiar de\nresidencia. Las situaciones de violencia de género que dan lugar al\nreconocimiento de este derecho se acreditarán según lo establecido en el art\n23 de la Ley Orgánica 1\u002F2004 de «Medidas de Protección integral contra la\nViolencia de Género».\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>La empresa comunicará al Comité Intercentros cuantas vacantes se produzcan\na efectos de traslado, tal y como se establece en el artículo 8.a) del\npresente convenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L629\">Artículo 14. Permutas.\u003C\u002Fh3>\n\n\u003Cp>La entidad autorizará la permuta del personal perteneciente a la misma\ncategoría y grupo profesional con destino en localidades distintas, teniendo\nen cuenta las necesidades del servicio, la aptitud de ambos permutantes para\nsus nuevos destinos y demás circunstancias que sean susceptibles de\napreciación. En ningún caso tendrá carácter obligatorio para los\ntrabajadores.\u003C\u002Fp>\n\n\u003Cp>La permuta no dará derecho a indemnización alguna y supondrá la\naceptación de las modificaciones de retribución a que pudiera dar\nlugar. \u003C\u002Fp>\n\n\u003Ch2 id=\"L637\">CAPÍTULO V Comisiones de servicio. Trabajos de categoría\nsuperior\u003C\u002Fh2>\n\n\u003Ch3 id=\"L639\">Artículo 15. Comisiones de servicio.\u003C\u002Fh3>\n\n\u003Cp>Todo el personal que por necesidades del servicio de corta duración tenga\nque efectuar viajes o desplazarse a lugares distintos a aquel en que radique el\ncentro de trabajo, disfrutará sobre el sueldo el importe de los gastos de\nlocomoción y alojamiento y una dieta diaria equivalente a las siguientes\ncantidades:\u003C\u002Fp>\n\n\u003Cp>1.° Cuando el desplazamiento se efectúe dentro del territorio nacional:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)53.34 euros\u002Fdía cuando el desplazamiento obligue\na pernoctar en la localidad a la que haya sido desplazado o el desplazamiento\nsupere las 12 horas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)27,00 euros\u002Fdía cuando no implique la citada\npernocta, o no supere las 12 horas.\u003C\u002Fp>\n\n\u003Cp>2.° Cuando el desplazamiento se efectúe fuera del territorio nacional:\u003C\u002Fp>\n\n\u003Cp>a)Se abonará una dieta diaria por importe de 91,35 euros.\u003C\u002Fp>\n\n\u003Cp>b)Cuando el regreso se efectúe antes de las 12:00 horas del mediodía se\nabonará una dieta nacional completa. Si la llegada es posterior a las 12:00,\nse abonará una dieta internacional completa.\u003C\u002Fp>\n\n\u003Cp>Para aquellos desplazamientos en los que el trabajador use su propio\nvehículo se abonará la cantidad de 0,26 por kilómetro recorrido, en concepto\nde transporte. No se tendrán en cuenta las distancias efectuadas\ninnecesariamente para la realización del trabajo encomendado.\u003C\u002Fp>\n\n\u003Cp>Independientemente de lo anterior y en virtud de la especial disponibilidad\ny responsabilidad que los desplazamientos suponen, se fija el abono en estos\ncasos de 70 euros diarios, a partir de la primera noche de desplazamiento, para\ntodos aquellos acontecimientos que se produzcan, independientemente de su\nimportancia, duración, repercusión, etc., que obliguen a dicho\ndesplazamiento.\u003C\u002Fp>\n\n\u003Cp>Cuando no se pernocte, pero el desplazamiento supere las 10 horas, se\nabonarán 40 euros por este concepto.\u003C\u002Fp>\n\n\u003Cp>Este abono no excluye del pago de los complementos pactados en este convenio\nde festividad y nocturnidad, salvo pacto en contrario.\u003C\u002Fp>\n\n\u003Cp>Se exceptúa del régimen aquí previsto a los trabajadores que al ocupar un\npuesto de trabajo de especial responsabilidad hayan pactado con la Dirección\nde la empresa su exclusión del mismo.\u003C\u002Fp>\n\n\u003Cp>Para estos casos se establece el pago de los gastos ocasionados por la\nComisión de servicio, previa aprobación por su superior inmediato y de la\nDirección.\u003C\u002Fp>\n\n\u003Ch3 id=\"L667\">Artículo 16. Trabajos de categoría superior.\u003C\u002Fh3>\n\n\u003Cp>1.° Cuando se den razones técnicas u organizativas que lo requieran,\ncualquier trabajador podrá ser destinado a desempeñar tareas de categoría\nsuperior a la suya, por el tiempo imprescindible para su atención. Mientras\ndure tal situación y desde el primer día, el trabajador percibirá la\ntotalidad de las retribuciones correspondientes a la categoría y puesto de\ntrabajo que efectivamente desempeñe.\u003C\u002Fp>\n\n\u003Cp>2.° La situación a que se refiere el número anterior no podrá exceder\ndel plazo de tres meses continuados o seis discontinuos; transcurrido este\nplazo, el trabajador adquirirá la nueva categoría profesional a todos los\nefectos.\u003C\u002Fp>\n\n\u003Cp>3.° Lo dispuesto en el punto 2.°, no será de aplicación en los supuestos\nde suplencia a un compañero en situación de incapacidad temporal, en que el\nplazo a contar se ampliará hasta dieciocho meses.\u003C\u002Fp>\n\n\u003Cp>4.° Lo dispuesto en los puntos 1.° y 2.° del presente artículo se\nentiende sin perjuicio de derechos de terceros.\u003C\u002Fp>\n\n\u003Ch2 id=\"L679\">CAPÍTULO VI Enfermedades, licencias y excedencias\u003C\u002Fh2>\n\n\u003Ch3 id=\"L681\">Artículo 17. Enfermedades.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspaytype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">En los casos de enfermedad o accidente de trabajo, justificado mediante\nparte de incapacidad temporal, el personal tendrá derecho a un complemento que\nsupondrá para el interesado el cien por cien de sus emolumentos de carácter\nfijo, sin perjuicio de los beneficios que le correspondan con arreglo a las\nnormas de la Seguridad Social, mientras la empresa tenga la obligación de\nmantener dado de alta en la Seguridad Social al trabajador.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L685\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch3 id=\"L685\">Artículo 18. Seguro de vida.\u003C\u002Fh3>\n\n\u003Cp>Radio Popular, SA, -COPE-, mantendrá un seguro de vida para todos los\ntrabajadores afectados por el artículo 1.1, del presente convenio pactado en\nlos siguientes términos:\u003C\u002Fp>\n\n\u003Cp>a)Las primas serán abonadas íntegramente por la empresa respecto de los\nsiguientes capitales asegurados:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.Trabajador sin hijos: 30.000 euros.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.Trabajador con uno o dos hijos o descendientes\nmenores de 25 años, o mayores de dicha edad si alguno o ambos son personas con\ndiscapacidad y conviven con el beneficiario: 36.000 euros.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3.Trabajador con tres o más de tres hijos o\ndescendientes menores de 25 años, o mayores de dicha edad si alguno o varios\nson personas con discapacidad y conviven con el beneficiario: 46.000 euros.\u003C\u002Fp>\n\n\u003Cp>En caso de accidente, la cantidad que se pagará al o a los beneficiarios\nserá el doble de lo indicado.\u003C\u002Fp>\n\n\u003Cp>b)Por cada hijo con una discapacidad superior al 33 %, se añadirá al\nseguro una cuantía de 6.500 euros.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Ch3 id=\"L701\">Artículo 19. Licencias.\u003C\u002Fh3>\n\n\u003Cp>Todo el personal tendrá derecho a disfrutar, previa solicitud por escrito,\nlicencia en los casos que a continuación se relacionan y por la duración que\nse indica:\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp style=\"margin-left:2em;\">a) Con abono íntegro de la retribución y sin que\nello suponga descuento a ningún efecto:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp style=\"margin-left:2em;\">\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">a.1) Por matrimonio o registro de pareja de hecho,\nquince días. Esta licencia no podrá ser absorbida en todo o en parte, por\ncoincidir con el período de vacaciones anuales.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a.2) Durante cinco laborables (consecutivos o no)\nen los casos de:\u003C\u002Fp>\n\n\u003Cp>-Pérdida gestacional involuntaria, tanto para el padre como para la madre\nsiempre y cuando no tuvieran derecho al permiso correspondiente por nacimiento\ny cuidado del menor. En el caso de una futura regulación, este permiso se\nentenderá incluido en los días previstos al efecto para estos casos,\nacordándose la desaparición de este artículo siempre y cuando sean un mayor\nnúmero de días que los aquí reconocidos.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>-Cinco días por accidente o enfermedad graves, hospitalización o\nintervención quirúrgica sin hospitalización que precise reposo domiciliario\ndel cónyuge, pareja de hecho o parientes hasta el segundo grado por\nconsanguineidad o afinidad, incluido el familiar consanguíneo de la pareja de\nhecho, así como de las personas legalmente tuteladas o cualquier otra persona\ndistinta de las anteriores, que conviva con la persona \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>trabajadora en el mismo domicilio y que requiera el cuidado efectivo de\naquella. Estos días podrán ampliarse a tres más por necesidad justificada y\nal criterio del departamento de Recursos Humanos.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Para los casos de accidente o enfermedad grave, hospitalización o\nintervención quirúrgica sin hospitalización que precise reposo domiciliario,\nmediando justificación médica que acredite el caso, y con el fin de atender\nal familiar enfermo, los días podrán disfrutarse de forma no consecutiva,\nprevio acuerdo con la empresa, durante el período que ocupe la\nhospitalización o el reposo domiciliario por intervención quirúrgica\nteniendo en cuenta que:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">- El alta médica extinguirá el permiso, aunque no\nhayan concluido los cinco días.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">- En los supuestos de reposo domiciliario cabe\nexigir al trabajador que acredite que subsiste la necesidad de reposo durante\nel período que dure el mismo\u003C\u002Fp>\n\n\u003Cp>Las licencias se concederán en el acto, sin perjuicio de sanciones que\npudieran imponerse si se alega causa que resulte falsa. La Empresa, en todo\ncaso, exigirá los oportunos justificantes acreditativos del disfrute efectivo\ndel derecho a que se refiere el párrafo anterior.\u003C\u002Fp>\n\n\u003Cp>a.3) Cuatro días para ausentarse del trabajo por causa de fuerza mayor,\ncuando sea necesario por motivos familiares urgentes relacionados con\nfamiliares o personas convivientes, en caso de enfermedad o accidente que hagan\nindispensable su presencia inmediata. Estas horas de ausencia deben ser\nretribuidas cuando no sobrepasen 4 días al año. El motivo de ausencia debe\nser acreditado mediante justificante por el trabajador.\u003C\u002Fp>\n\n\u003Cp>a.4) Hasta cuatro días por imposibilidad de acceder al centro de trabajo o\ntransitar por las vías de circulación necesarias para acudir al mismo, como\nconsecuencia de las recomendaciones, limitaciones o prohibiciones al\ndesplazamiento establecidas por las autoridades competentes, así como cuando\nconcurra una situación de riesgo grave e inminente, incluidas las derivadas de\nuna catástrofe o fenómeno meteorológico adverso. Transcurridos los cuatro\ndías, el permiso se prolongará hasta que desaparezcan las circunstancias que\nlo justificaron, sin perjuicio de la posibilidad de la empresa de aplicar una\nsuspensión del contrato de trabajo o una reducción de jornada derivada de\nfuerza mayor en los términos previstos en el artículo 47.6. del Estatuto de\nlos Trabajadores.\u003C\u002Fp>\n\n\u003Cp>Cuando la naturaleza de la prestación laboral sea compatible con el trabajo\na distancia y el estado de las redes de comunicación permita su desarrollo, la\nempresa podrá establecerlo, observando el resto de las obligaciones formales y\nmateriales recogidas en la Ley 10\u002F2021, de trabajo a distancia, y, en\nparticular, el suministro de medios, equipos y herramientas adecuados\u003C\u002Fp>\n\n\u003Cp>a.5) Durante dos días por traslado de su domicilio habitual. En caso de\ntraslado a otra provincia no colindante la licencia será de tres días.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-administrativedays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ADMINISTRATIVE_trigger\">a.6) Por el tiempo indispensable para el cumplimiento de un deber\ninexcusable de carácter público y personal. Cuando conste de una forma legal,\nsindical o convencional un período determinado se estará a lo que ésta\ndisponga en cuanto a duración de la ausencia y a su compensación\neconómica.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a.7) Por el tiempo establecido para disfrutar de los derechos educativos\ngenerales y de la formación profesional en los supuestos y en la forma\nregulada en la Ley.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>a.8) Parto, adopción, guarda con fines de adopción y de acogimiento:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cp>La trabajadora embarazada tendrá derecho a licencia retribuida a partir de\nla semana 35 de embarazo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>Todo el personal tendrá derecho a un periodo de descanso laboral de\ndiecinueve semanas (treinta y dos semanas en caso de monoparentalidad), siendo\nobligatorias las seis semanas ininterrumpidas a jornada completa inmediatamente\nposteriores al parto (tanto en el caso de la madre biológica como del otro\nprogenitor) o inmediatamente después de la resolución judicial de adopción o\ndecisión administrativa de guarda con fines de adopción o de acogimiento. Se\nampliará en dos semanas para cada progenitor por cada menor distinto del\nprimero (en caso de parto, guarda, adopción o acogimiento múltiple) o en caso\nde discapacidad del mismo.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Las once semanas restantes (veintidós en caso de monoparentalidad) podrán\ndisfrutarse de forma acumulada o interrumpida a voluntad, en periodos\nsemanales, hasta que el menor cumpla doce meses o dentro de los 12 meses\nsiguientes a la resolución o decisión administrativa. Estas once semanas\n(veintidós en caso de monoparentalidad) podrán disfrutarse en régimen de\njornada completa o parcial, previo acuerdo con la empresa. Cada periodo de\ndisfrute deberá comunicarse a la empresa con una antelación mínima de quince\ndías.\u003C\u002Fp>\n\n\u003Cp>Las dos semanas restantes (cuatro en el caso de monoparentalidad) podrán\ndistribuirse a voluntad de la persona trabajadora, en periodos semanales de\nforma acumulada o interrumpida hasta que el hijo o la hija cumpla los 8\naños.\u003C\u002Fp>\n\n\u003Cp>Este derecho es individual de la persona trabajadora sin que pueda\ntransferirse su ejercicio al otro progenitor.\u003C\u002Fp>\n\n\u003Cp>No obstante, la madre biológica podrá anticipar su ejercicio hasta cuatro\nsemanas antes de la fecha previsible del parto. El disfrute de cada período\nsemanal o, en su caso, de la acumulación de dichos períodos, deberá\ncomunicarse a la empresa con una antelación mínima de quince días.\u003C\u002Fp>\n\n\u003Cp>En los casos de parto prematuro y en aquellos en que, por cualquier otra\ncausa, el neonato deba permanecer hospitalizado a continuación del parto, el\nperiodo de suspensión podrá computarse, a instancia de la madre biológica o\ndel otro progenitor, a partir de la fecha del alta hospitalaria. Se excluyen de\ndicho cómputo las seis semanas posteriores al parto, de suspensión\nobligatoria del contrato de la madre biológica.\u003C\u002Fp>\n\n\u003Cp>Este permiso se ampliará en los casos de parto prematuro u hospitalización\ntras el parto en tantos días como el nacido se encuentre hospitalizado, a\npartir del séptimo día con un máximo de trece semanas adicionales.\u003C\u002Fp>\n\n\u003Cp>El permiso no se verá reducido en caso de fallecimiento del menor, salvo\nque la persona trabajadora solicite la reincorporación una vez finalizada las\nseis semanas de descanso obligatorio.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">En caso de nacimiento, adopción, guarda con fines de adopción o\nacogimiento, las personas trabajadoras tendrán derecho a dos horas de ausencia\ndel trabajo que podrán dividir en dos fracciones para el cuidado del lactante\nhasta que éste cumpla doce meses. La duración del permiso se incrementará de\nforma proporcional en caso de nacimiento, adopción, guarda con fines de\nadopción o acogimiento múltiples\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Quien lo ejerza, por su voluntad, podrá sustituir este derecho por una\nreducción de la jornada laboral normal en una hora con la misma finalidad, o\nacumularlo en jornadas completas del mismo, sustituyéndolo así por un permiso\nde quince días laborables.\u003C\u002Fp>\n\n\u003Cp>Este permiso constituye un derecho individual de las personas trabajadoras,\nsin que pueda transferirse su ejercicio al otro progenitor, adoptante,\nguardador o acogedor. Como tal, puede ejercerse de manera simultánea por\nambos. Cuando ambos sean trabajadores de la misma empresa, la dirección podrá\nlimitar su ejercicio simultáneo por razones fundadas y objetivas, debidamente\nmotivadas por escrito.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras tendrán derecho a ausentarse del trabajo, previo\naviso y justificación de la necesidad a la empresa, durante una hora en el\ncaso de nacimiento prematuro del hijo o hija, o que, por cualquier otra causa,\ndeban permanecer hospitalizados a continuación del parto. Asimismo, tendrán\nderecho a reducir su jornada de trabajo hasta un máximo de dos horas, con la\ndisminución proporcional del salario.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">Además, podrán ausentarse por el tiempo indispensable para la realización\nde exámenes prenatales y técnicas de preparación al parto y, en los casos de\nadopción, guarda con fines de adopción o acogimiento, para la asistencia a\nlas preceptivas sesiones de información y preparación y para la realización\nde los preceptivos informes psicológicos y sociales previos a la declaración\nde idoneidad, siempre, en todos los casos, que deban tener lugar dentro de la\njornada de trabajo.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a.9) Por motivos particulares, hasta cinco días (con posibilidad de\nfraccionarlos en medias jornadas) durante el año siempre que las necesidades\ndel servicio lo permitan. \u003C\u002Fp>\n\n\u003Cp>Cuando el disfrute de estos días sea denegado en función de las\nnecesidades del servicio, la empresa razonará su imposibilidad para\nconcederlos. En ningún caso estos días tendrán la consideración de días de\nvacaciones.\u003C\u002Fp>\n\n\u003Cp>Tanto la solicitud como la respuesta por parte de la empresa serán cursadas\npor escrito. En caso de denegación, ésta deberá ser comunicada dentro de las\n48 horas siguientes a la solicitud.\u003C\u002Fp>\n\n\u003Cp>En la solicitud del trabajador se hará referencia expresa al motivo de la\nmisma.\u003C\u002Fp>\n\n\u003Cp>La resolución denegatoria podrá ser objeto de recurso a la Dirección de\nla empresa a través del Comité Intercentros, quienes de común acuerdo\nresolverán definitivamente la cuestión.\u003C\u002Fp>\n\n\u003Cp>Independientemente del procedimiento marcado por este artículo el\ntrabajador podrá acudir en cualquier momento, cuando así lo estime oportuno,\na la jurisdicción social siguiendo los trámites previstos en el artículo 139\nde la Ley 36\u002F2011.\u003C\u002Fp>\n\n\u003Cp>a.10) Por el tiempo necesario en caso de asistencia a consulta médica y\u002Fo\npara la realización de los actos preparatorios de la donación de órganos o\ntejidos siempre que deban tener lugar dentro de la jornada de trabajo. La\nempresa podrá requerir de la persona trabajadora el volante justificativo de\nla referida consulta.\u003C\u002Fp>\n\n\u003Cp>a.11) Para renovación del permiso de conducción, DNI o pasaporte: Media\njornada de trabajo, si coincide con jornada matinal.\u003C\u002Fp>\n\n\u003Cp>a.12) Por el tiempo necesario para las gestiones de cambio de residencia,\nasistencia jurídica, médica o psicológica derivada de la situación de\nvíctima de violencia de género con la obligación de presentar justificante\nacreditativo de la gestión.\u003C\u002Fp>\n\n\u003Cp>Esta necesidad será puesta en conocimiento de su responsable con la mayor\nantelación posible en aras de una correcta planificación y coordinación del\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>Las situaciones de violencia de género que dan lugar al reconocimiento de\neste derecho se acreditarán según lo establecido en el art 23 de la Ley\nOrgánica 1\u002F2004 de «Medidas de Protección integral contra la Violencia de\nGénero.»\u003C\u002Fp>\n\n\u003Cp>Las licencias a las que se refieren los apartados a.2), a.5), a.7), a.8) y\na.10), se concederán en el acto sin perjuicio de las sanciones que puedan\nimponerse, si se alega causa que resulte falsa.\u003C\u002Fp>\n\n\u003Cp>b) Sin derecho al abono de retribución alguna:\u003C\u002Fp>\n\n\u003Cp>Por asuntos propios, por plazo no superior a cuatro meses, siempre que se\npreavise con quince días, sin pérdida de la antigüedad, si las necesidades\ndel servicio lo permiten.\u003C\u002Fp>\n\n\u003Ch3 id=\"L797\">Artículo 20. Licencias por asuntos propios.\u003C\u002Fh3>\n\n\u003Cp>En las licencias por asuntos propios sin derecho al abono de retribución\nalguna se tendrá en cuenta que:\u003C\u002Fp>\n\n\u003Cp>Habrá de ser solicitada por escrito y por conducto del Jefe Inmediato,\nquién la cursará y emitirá el oportuno informe sobre la posibilidad de\nconcederla sin detrimento del servicio.\u003C\u002Fp>\n\n\u003Cp>Para tener derecho a esta clase de licencias, la persona trabajadora deberá\nhaber superado satisfactoriamente el período de prueba.\u003C\u002Fp>\n\n\u003Cp>No se podrá disfrutar más de una licencia de esta clase en el curso de\ncada año natural.\u003C\u002Fp>\n\n\u003Cp>Esta licencia podrá ser anulada en cualquier momento, previa notificación\nal interesado, por causas de fuerza mayor o circunstancias extraordinarias, si\npor necesidades del servicio fuera preciso contar con la concurrencia del\ninteresado.\u003C\u002Fp>\n\n\u003Cp>Se concederá o denegará dentro de los diez días siguientes a la\npresentación de la solicitud.\u003C\u002Fp>\n\n\u003Cp>Por causas debidamente justificadas, y siempre que las necesidades del\nservicio lo permitan, podrá concederse la licencia por asuntos propios durante\nel mes inmediatamente precedente o siguiente a la vacación anual, o el día\nanterior o posterior a la libranza semanal.\u003C\u002Fp>\n\n\u003Ch3 id=\"L815\">Artículo 21. Excedencias.\u003C\u002Fh3>\n\n\u003Cp>Se reconocen dos clases de excedencias: forzosa y voluntaria. Ninguna de\nellas dará derecho al sueldo mientras el excedente no se incorpore al servicio\nactivo.\u003C\u002Fp>\n\n\u003Cp>1.Excedencia forzosa:\u003C\u002Fp>\n\n\u003Cp>La petición de excedencia forzosa habrá de estar fundamentada en causa\nsuficiente.\u003C\u002Fp>\n\n\u003Cp>Dará lugar a la situación de excedencia forzosa cualquiera de las causas\nsiguientes:\u003C\u002Fp>\n\n\u003Cp>1.° Nombramiento o elección para cargo representativo de la\nAdministración Pública, Municipio, Parlamento, Congreso, Senado, Gobierno o\nbien Político o Sindical de carácter no permanente que no implique relación\nde empleo laboral o administrativo cuando resulte incompatible con el trabajo\ndesempeñado.\u003C\u002Fp>\n\n\u003Cp>En este supuesto, el empleado permanecerá en dicha situación mientras\ndesempeñe el cargo que la determine y dará derecho a la conservación del\npuesto y al cómputo de la antigüedad de su vigencia. La reincorporación al\nservicio deberá ser solicitada dentro del mes siguiente al cese en el\ncargo.\u003C\u002Fp>\n\n\u003Cp>2.° La privación de libertad como consecuencia de la condena por delito o\nfalta no dolosos cometidos al conducir una unidad móvil o cualquier otro\nvehículo designado por la empresa en el desempeño de actividades propias del\nservicio.\u003C\u002Fp>\n\n\u003Cp>Los mismos derechos asistirán a la persona trabajadora incurso en este\nsupuesto, debiendo reincorporarse igualmente al servicio dentro del mes\nsiguiente a su puesta en libertad. En este caso, durante el periodo de\ncumplimiento de la condena, la persona trabajadora devengará la mitad de su\nsueldo. Si el régimen de cumplimiento de la misma le permite acudir a su\npuesto de trabajo diariamente al menos media jornada, tendrá derecho a su\nsueldo íntegro, así como al disfrute de las vacaciones que le pudieran\ncorresponder.\u003C\u002Fp>\n\n\u003Cp>2.Excedencia voluntaria:\u003C\u002Fp>\n\n\u003Cp>La excedencia voluntaria se solicitará al menos con un mes de antelación,\ndándose respuesta de confirmación o denegación en función del cumplimiento\nde los requisitos que dan acceso a la misma establecidos en este artículo. En\ncaso de no cumplirse el preaviso, y salvo acuerdo en contra, la empresa\nprocederá a descontar los días no preavisados con la antelación debida.\u003C\u002Fp>\n\n\u003Cp>No se concederá excedencia voluntaria a quienes en el momento de\nsolicitarla estuviesen pendientes del cumplimiento de una sanción derivada de\nla comisión de falta grave o muy grave, o sometidas a expediente disciplinario\npor supuestas infracciones de la misma índole.\u003C\u002Fp>\n\n\u003Cp>Los trabajadores con al menos un año de antigüedad en la empresa, podrán\nsolicitar una excedencia voluntaria de duración entre cuatro meses y cinco\naños, sin derecho a prorroga y que se concederá por una sola vez. Para\nacogerse a otra excedencia voluntaria, el trabajador deberá cubrir un nuevo\nperiodo de al menos cuatro años de servicio efectivo en la empresa.\u003C\u002Fp>\n\n\u003Cp>A ningún efecto se computará el tiempo que los empleados permanezcan en\nesta situación.\u003C\u002Fp>\n\n\u003Cp>Si reingresa en localidad distinta a la del puesto de origen tendrá derecho\nprioritario de retorno en cuanto se produzca vacante en dicha localidad de\nprocedencia.\u003C\u002Fp>\n\n\u003Cp>Se perderá el derecho de reingresar si no se solicita dicho reingreso un\nmes antes de expirar el plazo por el cual se concedió la excedencia.\u003C\u002Fp>\n\n\u003Cp>No cabrá el derecho a la excedencia voluntaria cuando la solicitud de la\nmisma tenga como fin la prestación de servicios para otro medio de\ncomunicación. Asimismo, se perderá el derecho al reingreso cuando durante la\nsituación de excedencia el trabajador realice servicios para otro medio de\ncomunicación. \u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras tendrán derecho a un período de excedencia de\nduración no superior a tres años para atender al cuidado de cada hijo, tanto\ncuando lo sea por naturaleza, como por adopción, o en los supuestos de guarda\ncon fines de adopción o acogimiento, a contar desde la fecha de nacimiento o,\nen su caso, de la resolución judicial o administrativa.\u003C\u002Fp>\n\n\u003Cp>También tendrán derecho a un periodo de excedencia de duración hasta tres\naños, que se podrá coger de forma fraccionada y con reserva del puesto de\ntrabajo que venían desempeñando, los trabajadores que la soliciten para\natender al cuidado del cónyuge o pareja de hecho, o de un familiar hasta el\nsegundo grado de consanguinidad y por afinidad, incluido el familiar\nconsanguíneo de la pareja de hecho, así como las personas legalmente\ntuteladas, que por razones de edad, accidente, enfermedad o discapacidad no\npueda valerse por sí mismo, y no desempeñe actividad retribuida.\u003C\u002Fp>\n\n\u003Cp>La excedencia contemplada en el presente apartado, cuyo periodo de duración\npodrá disfrutarse de forma fraccionada, constituye un derecho individual de\nlos trabajadores, hombres o mujeres. No obstante, si dos o más trabajadores de\nla misma empresa generasen este derecho por el mismo sujeto causante, el\nempresario podrá limitar su ejercicio simultáneo por razones justificadas de\nfuncionamiento de la empresa.\u003C\u002Fp>\n\n\u003Cp>Cuando un nuevo sujeto causante diera derecho a un nuevo periodo de\nexcedencia, el inicio de la misma dará fin al que, en su caso, se viniera\ndisfrutando.\u003C\u002Fp>\n\n\u003Cp>El periodo en que el trabajador permanezca en situación de excedencia\nconforme a lo establecido en este artículo será computable a efectos de\nantigüedad y el trabajador tendrá derecho a la asistencia a cursos de\nformación profesional, a cuya participación deberá ser convocado por el\nempresario, especialmente con ocasión de su reincorporación.\u003C\u002Fp>\n\n\u003Cp>En los casos de excedencia por cuidado de hijo se tendrá derecho a la\nreserva de su puesto de trabajo durante los primeros 24 meses, en el mismo\ncentro en el que venía desempeñándolo. Transcurrido dicho plazo, la reserva\nquedará referida a un puesto de trabajo del mismo grupo profesional o\ncategoría equivalente.\u003C\u002Fp>\n\n\u003Cp>Las víctimas de violencia de género podrán suspender la relación laboral\ncon reserva de puesto de trabajo por una duración inicial no superior a seis\nmeses, salvo que de las actuaciones de tutela judicial resultase que la\nefectividad del derecho de protección de la víctima requiriese la continuidad\nde la suspensión. En este caso, el juez podrá prorrogar la suspensión por\nperíodos de tres meses, con un máximo de dieciocho meses, según lo\nestablecido en el art. 48.8 del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>Esta suspensión deberá ser comunicada al menos con 15 días de antelación\nen aras de una correcta organización, planificación y cobertura del\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>Las situaciones de violencia de género que dan lugar al reconocimiento de\neste derecho se acreditarán según lo establecido en el art 23 de la Ley\nOrgánica 1\u002F2004 de «Medidas de Protección integral contra la Violencia de\nGénero».\u003C\u002Fp>\n\n\u003Cp>Además, las personas trabajadoras tendrán derecho a un periodo de\nexcedencia de hasta un año, con reserva del puesto de trabajo, para realizar\nactividades de voluntariado o de carácter social fuera del territorio nacional\no cuando el voluntariado requiera cambio de residencia a otra CCAA. Esta\npetición deberá hacerse con al menos un mes de antelación al Dpto de RR.HH\nquien tras comprobar que se cumplen los requisitos para ello comunicará su\nposible aprobación.\u003C\u002Fp>\n\n\u003Cp>Esta suspensión solo podrá ser ejercitada una vez al año por la persona\nafectada\u003C\u002Fp>\n\n\u003Cp>No cabrá el derecho a la excedencia para actividades de voluntariado cuando\nla solicitud de la misma tenga como fin la prestación de servicios para otro\nmedio de comunicación. Asimismo, se perderá el derecho al reingreso cuando\ndurante la situación de excedencia el trabajador realice servicios para otro\nmedio de comunicación.\u003C\u002Fp>\n\n\u003Ch3 id=\"L873\">Artículo 22. Matrimonio del personal.\u003C\u002Fh3>\n\n\u003Cp>Cuando el trabajador siga a su cónyuge por cambio de residencia de éste, a\ncausa de traslado forzoso, tendrá derecho preferente a ocupar un puesto de\ntrabajo, si existiera\u003C\u002Fp>\n\n\u003Cp>vacante de igual o similar categoría profesional al que viene\ndesempeñando, si la empresa tuviera centro de trabajo en la localidad del\nnuevo domicilio conyugal.\u003C\u002Fp>\n\n\u003Ch2 id=\"L881\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">CAPÍTULO VII Jornada de trabajo (descanso y vacaciones)\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Ch3 id=\"L883\">Artículo 23. Jornada de trabajo.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspyear\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>1.° La jornada de trabajo será de treinta y cinco horas semanales. El\ncómputo anual es de 1.554 horas efectivas.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>2.° Las horas trabajadas durante la semana se distribuirán de modo que\nningún día el trabajador realice más de nueve horas en una misma jornada, y\nentre la terminación de la jornada diaria y el comienzo de la siguiente\ndisponga al menos de un descanso de doce horas.\u003C\u002Fp>\n\n\u003Cp>3.° En el caso de que la persona trabajadora tenga asignada una jornada\npartida, en ningún caso se le podrá dividir en más de dos partes, salvo\nacuerdo con la persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>4.° Cuando la jornada esté comprendida entre las 22 horas y las seis horas\nse considerará nocturna y será reducida en una hora.\u003C\u002Fp>\n\n\u003Cp>5.° Cuando la jornada comprenda trabajo diurno y nocturno, se considerará\njornada totalmente nocturna a todos los efectos aquella que se realice\nnormalmente en un periodo nocturno una parte no inferior a 3 horas de su\njornada diaria de trabajo, así como a aquella que se prevea que puede realizar\nen tal periodo una parte no inferior a un tercio de su jornada.\u003C\u002Fp>\n\n\u003Cp>Se considera que los turnos nocturnos y los de fin de semana, salvo\nelección voluntaria, suponen un mayor desgaste físico y\u002Fo de mayor dificultad\npara conciliar.\u003C\u002Fp>\n\n\u003Cp>Por ello, todos los trabajadores (salvo quienes hubieran sido contratados\nespecíficamente para realizar su actividad en horario nocturno o en sábados y\ndomingos) que permanezcan adscritos a dicha jornada de trabajo durante un\nperíodo superior a dos años continuados, podrán solicitar ser relevados de\ndichos turnos de trabajo y tendrán derecho a ocupar la primera vacante de su\ncategoría profesional que se produzca en horario diurno y\u002Fo de lunes a viernes\nen su centro de trabajo.\u003C\u002Fp>\n\n\u003Cp>6.° Del 1 de junio al 15 de septiembre, y del 24 de diciembre al 6 de enero\nde cada año se establecerá para el personal administrativo contenido en el\ngrupo III una jornada de trabajo intensiva por la mañana, siempre y cuando\ntodos los servicios queden garantizados para el horario de la tarde. A este\nfin, se establecerán turnos de carácter rotatorio en cada Departamento. La\njornada intensiva para este grupo se mantendrá también todos los viernes del\naño.\u003C\u002Fp>\n\n\u003Cp>7.° Los trabajadores de los restantes grupos que lo hagan en turnos de\ncarácter rotatorio, deberán conocer su jornada laboral habitual con al menos\nquince días de antelación. Esta antelación no será exigida para aquellos\nacontecimientos que no se hayan podido prever con este plazo.\u003C\u002Fp>\n\n\u003Cp>8.° Quienes por razones de guarda legal tengan a su cuidado directo algún\nmenor de 12 años, o a una persona con discapacidad; o quien precise encargarse\ndel cuidado directo del cónyuge o pareja de hecho, o un familiar hasta el\nsegundo grado de consanguinidad y afinidad, incluido el familiar consanguíneo\nde la pareja de hecho, que por razones de edad, accidente o enfermedad no pueda\nvalerse por sí mismo, y que no desempeñen actividad retribuida; y quienes\ntengan consideración de víctima de violencia de género o de terrorismo,\ntendrá derecho a una jornada reducida de trabajo diaria, con la disminución\nproporcional del salario según se recoge en los artículos 37.6, 37.7 y 37.8\ndel Estatuto de los Trabajadores\u003C\u002Fp>\n\n\u003Cp>El\u002FLa progenitor, adoptante, guardador con fines de adopción o acogedor\npermanente tendrá derecho a una reducción de la jornada de trabajo, con la\ndisminución proporcional del salario de, al menos, la mitad de la jornada,\npara el cuidado durante la hospitalización o tratamiento continuado del menor\na su cargo afectado por cáncer o \u003C\u002Fp>\n\n\u003Cp>enfermedad grave que implique un ingreso hospitalario de larga duración o\nrequiera la necesidad de su cuidado directo, continuo y permanente, acreditado\npor el servicio público de salud u órgano administrativo sanitario de la\ncomunidad autónoma correspondiente y, como máximo, hasta que el hijo o\npersona que hubiere sido objeto de acogimiento permanente o de guarda con fines\nde adopción cumpla los veintitrés años. La reducción de jornada se podrá\nacumular en jornadas completas previo acuerdo con la empresa. Las condiciones y\nel listado de enfermedades graves a las que hace referencia esta reducción de\njornada se encuentran recogidas en el Real Decreto 1148\u002F2011, de 29 de julio,\nque recoge también la prestación de la Seguridad Social para compensar la\npérdida de salario.\u003C\u002Fp>\n\n\u003Cp>El mero cumplimiento de los dieciocho años de edad por el hijo o el menor\nsujeto a acogimiento permanente o a guarda con fines de adopción no será\ncausa de extinción de la reducción de la jornada, si se mantiene la necesidad\nde cuidado directo, continuo y permanente.\u003C\u002Fp>\n\n\u003Cp>No obstante, cumplidos los 18 años, se podrá reconocer el derecho a la\nreducción de jornada hasta que el causante cumpla 23 años en los supuestos en\nque el padecimiento de cáncer o enfermedad grave haya sido diagnosticado antes\nde alcanzar la mayoría de edad, siempre que en el momento de la solicitud se\nacrediten los requisitos establecidos en los párrafos anteriores, salvo la\nedad.\u003C\u002Fp>\n\n\u003Cp>9.° Las personas trabajadoras tienen derecho a solicitar las adaptaciones\nde la duración y distribución de la jornada de trabajo, en la ordenación del\ntiempo de trabajo y en la forma de prestación, incluida la prestación de su\ntrabajo a distancia, para hacer efectivo su derecho a la conciliación de la\nvida familiar y laboral.\u003C\u002Fp>\n\n\u003Cp>Dichas adaptaciones deberán ser razonables y proporcionadas en relación\ncon las necesidades de la persona trabajadora y con las necesidades\norganizativas o productivas de la empresa.\u003C\u002Fp>\n\n\u003Cp>En el caso de que tengan hijos o hijas, las personas trabajadoras tienen\nderecho a efectuar dicha solicitud hasta que los hijos o hijas cumplan doce\naños.\u003C\u002Fp>\n\n\u003Cp>Asimismo, tendrán ese derecho aquellas que tengan necesidades de cuidado\nrespecto de los hijos e hijas mayores de doce años, el cónyuge o pareja de\nhecho, familiares por consanguinidad hasta el segundo grado de la persona\ntrabajadora, así como de otras personas dependientes cuando, en este último\ncaso, convivan en el mismo domicilio, o que por razones de edad, accidente o\nenfermedad no puedan valerse por sí mismos, debiendo justificar las\ncircunstancias en las que fundamenta su petición.\u003C\u002Fp>\n\n\u003Cp>Se prestará especial atención a aquellas personas que tengan la condición\nde víctima del terrorismo o víctima de violencia de género. En este último\ncaso, se facilitarán jornadas flexibles durante el tiempo suficiente hasta que\nla trabajadora normalice su situación.\u003C\u002Fp>\n\n\u003Cp>Ante la solicitud de adaptación de jornada, la empresa abrirá un proceso\nde negociación con la persona trabajadora durante un periodo máximo de quince\ndías, en la que participará la Comisión de Igualdad del Comité\nIntercentros.\u003C\u002Fp>\n\n\u003Cp>Finalizado el mismo, la empresa, por escrito, comunicará la aceptación de\nla petición, planteará una propuesta alternativa que posibilite las\nnecesidades de conciliación de la persona trabajadora o bien manifestará la\nnegativa a su ejercicio. En este último caso, se indicarán las razones\nobjetivas en las que se sustenta la decisión.\u003C\u002Fp>\n\n\u003Cp>La persona trabajadora tendrá derecho a solicitar el regreso a su jornada o\nmodalidad contractual anterior una vez concluido el periodo acordado o cuando\nel cambio de las circunstancias así lo justifique, aun cuando no hubiese\ntranscurrido el periodo previsto.\u003C\u002Fp>\n\n\u003Cp>10.° Las personas trabajadoras podrán reducir su jornada con reducción\nproporcional del salario para asistir a cursos de formación o\nperfeccionamiento vinculados a su actividad profesional previo acuerdo con la\nempresa. La petición se dirigirá al Dpto. de RR. HH quien tras comprobar que\nse cumplen los requisitos para ello comunicará su aprobación en un plazo\nmáximo de quince días.\u003C\u002Fp>\n\n\u003Ch3 id=\"L931\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3 id=\"L931\">Artículo 24. Horas extraordinarias.\u003C\u002Fh3>\n\n\u003Cp>Se consideran horas extraordinarias las que excedan de la jornada\nlaboral.\u003C\u002Fp>\n\n\u003Cp>A efectos del cómputo de horas extraordinarias, la jornada de cada\ntrabajador se registrará día a día y se totalizará en el periodo fijado\npara el abono de las retribuciones, entregando copia del resumen al trabajador\nen el recibo correspondiente.\u003C\u002Fp>\n\n\u003Cp>Las horas extraordinarias tendrán el carácter de voluntarias.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>Las horas extraordinarias realizadas por el personal serán compensadas\npreferentemente y siempre que las necesidades del servicio así lo permitan,\nmediante su libranza. En este caso el trabajador tendrá derecho a descansar\nlas horas extraordinarias realizadas con un recargo económico de un 25 % del\nvalor de la hora ordinaria. Dicho descanso se realizará acumulando todas las\nhoras extraordinarias pendientes, ya sea con las vacaciones anuales o no,\ntambién siempre que las necesidades del servicio lo permitan.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch3 id=\"L941\">Artículo 25. Descanso semanal.\u003C\u002Fh3>\n\n\u003Cp>Todo el personal incluido en este convenio tendrá derecho a un descanso\nsemanal de dos días ininterrumpidos, preferentemente sábados y domingos,\nsiempre que las necesidades del servicio lo permitan, sin perjuicio de que por\nel establecimiento de determinados turnos estos dos días se tengan que\ndisfrutar en otros días de la semana.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Este descanso podrá acumularse, en los casos en que por razones del\nservicio no se pudiese disfrutar, por periodos de hasta catorce días, sin\nperjuicio además de su retribución en la forma establecida en el artículo\n30.3 del vigente convenio.\u003C\u002Fp>\n\n\u003Cp>Los trabajadores que estén de guardia de fin de semana (sábado y domingo\nindivisible) y\u002Fo festivo, tendrán derecho a la retribución correspondiente\npor trabajo en día festivo prevista en el artículo 30.3. Si, además, tienen\nque cubrir algún acto o hacer alguna intervención, o elaborar cualquier tipo\nde contenido en cualquier formato, tendrán derecho a recuperar cada día\ntrabajado enlazándolo con el siguiente descanso semanal. De no poder ser así,\nla persona trabajadora y la empresa decidirán de mutuo acuerdo cuándo se\nrecupera el día, en función de las necesidades del servicio.\u003C\u002Fp>\n\n\u003Cp>Los trabajadores que, no estando de guardia, tengan que cubrir algún acto o\nhacer alguna intervención, aunque no hayan trabajado la jornada completa,\ntendrán derecho a:\u003C\u002Fp>\n\n\u003Cp>a)Recuperar el día en caso de que sea sábado.\u003C\u002Fp>\n\n\u003Cp>b)Recuperar el día y cobrar lo previsto en el artículo 30.3 en caso de que\nsea domingo y\u002Fo festivo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Ch3 id=\"L955\">Artículo 26. Vacaciones.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cp>Todo el personal con más de un año de servicio en la empresa, disfrutará\nde veinticuatro días laborables de vacaciones retribuidas, por año\nefectivamente trabajado. Además, el personal tendrá derecho a disfrutar un\ndía más de vacaciones, preferentemente los días 24 o 31 de diciembre, sin\ndetrimento de su disfrute en otras fechas comprendidas entre el 21 y 7 de enero\nsi las necesidades del servicio así lo requieren previo acuerdo entre la\nempresa y la persona trabajadora.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>A efecto del cómputo de los días de vacaciones, se entiende en todo caso\nla existencia de cinco días laborables a la semana. Aquellos trabajadores con\nuna antigüedad de veinticinco años o más en la Empresa, disfrutarán de un\ndía adicional de vacaciones, y los trabajadores con una antigüedad de treinta\ny cinco años disfrutarán de dos días adicionales.\u003C\u002Fp>\n\n\u003Cp>El período de vacaciones podrá disfrutarse en cualquier época del año,\ncon preferencia en los meses de verano.\u003C\u002Fp>\n\n\u003Cp>Cuando se establezca un régimen de turnos de vacaciones, las personas\ntrabajadoras con responsabilidades familiares tendrán preferencia a que las\nsuyas coincidan con el período de vacaciones escolares. \u003C\u002Fp>\n\n\u003Cp>También tendrán preferencia en la elección de las fechas de vacaciones\nlas personas trabajadoras con discapacidad igual o superior al 66%.\u003C\u002Fp>\n\n\u003Cp>En caso de igualdad de preferencia de varios trabajadores del mismo centro\nde trabajo con responsabilidades familiares, se establecerá un régimen\nrotatorio anual entre los trabajadores del mismo Departamento, siempre que las\nnecesidades del servicio lo permitan.\u003C\u002Fp>\n\n\u003Cp>El período o períodos de su disfrute se fijará de común acuerdo entre la\nempresa y el trabajador, de conformidad con lo establecido en su caso en el\nconvenio colectivo sobre planificación anual de las vacaciones.\u003C\u002Fp>\n\n\u003Cp>El calendario de vacaciones se hará por Departamentos y con al menos dos\nmeses de antelación al comienzo del disfrute.\u003C\u002Fp>\n\n\u003Cp>Queda prohibido descontar del periodo de vacaciones reglamentarias cualquier\npermiso que por la empresa pueda haberse concedido, así como por la situación\nde Incapacidad Temporal, siempre que la misma impida el disfrute de las\nvacaciones.\u003C\u002Fp>\n\n\u003Cp>Cuando el período de vacaciones fijado en el calendario de vacaciones de la\nempresa al que se refiere el artículo 38.2 del Estatuto de los Trabajadores,\ncoincida en el tiempo con una incapacidad temporal derivada del embarazo, el\nparto o la lactancia natural o con el periodo de suspensión del contrato de\ntrabajo previsto en el artículo 38.3 o en los apartados 4,5 y 7 del artículo\n48 del mismo Estatuto de los Trabajadores, se tendrá derecho a disfrutar las\nvacaciones en fecha distinta a la de la incapacidad temporal o a la del\ndisfrute del permiso que por aplicación de dicho precepto le correspondiera,\nal finalizar el periodo de suspensión, aunque haya terminado el año natural a\nque correspondan.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de que el período de vacaciones coincida con una incapacidad\ntemporal por contingencias distintas a las señaladas en el párrafo anterior\nque imposibilite al trabajador disfrutarlas, total o parcialmente, durante el\naño natural a que corresponden, el trabajador podrá hacerlo una vez finalice\nsu incapacidad y siempre que no hayan transcurrido más de dieciocho meses a\npartir del final del año en que se hayan originado.\u003C\u002Fp>\n\n\u003Ch3 id=\"L979\">Artículo 27. Festivos.\u003C\u002Fh3>\n\n\u003Cp>Los trabajadores de los grupos I, II y VII, tendrán derecho a disfrutar los\ncatorce días festivos de carácter retribuido y no recuperable que se fijen en\nel calendario laboral anual, incluso en el caso de que coincidan con su día de\ndescanso.\u003C\u002Fp>\n\n\u003Cp>Si el festivo fuese en día de descanso del trabajador también se tendrá\nderecho a librar ese festivo, aunque no se haya trabajado. La recuperación del\nfestivo trabajado se hará por elección de la persona trabajadora, siempre que\nlas necesidades del servicio lo permitan.\u003C\u002Fp>\n\n\u003Ch2 id=\"L987\">\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-WAGES_determined\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2 id=\"L987\">CAPÍTULO VIII Retribuciones\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L989\">Artículo 28. Salario.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>Con efectos del 1 de enero de 2025 se incrementarán las tablas salariales\ndel convenio en un 3,5%, además de un 1% más a final de año, con carácter\nretroactivo desde 01.01.2025, siempre que se llegue a cubrir el 105% del\nresultado presupuestado, y otro 1% adicional, retroactivo desde el 01.01.25,\nsiempre que se llegue a cubrir el 110% del resultado presupuestado.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Para los años restantes de vigencia de este convenio colectivo, años 2026\ny 2027, la Mesa Negociadora del convenio colectivo se compromete a una\nnegociación, dentro de la buena fe y voluntad constructiva de ambas partes, en\nfunción de la evolución de los indicadores económicos y su impacto en\nnuestro sector.\u003C\u002Fp>\n\n\u003Ch3 id=\"L995\">Artículo 29. Pago del salario-anticipos.\u003C\u002Fh3>\n\n\u003Cp>El pago de las retribuciones se efectuará por meses, sin perjuicio de que\nen situaciones especiales pueda realizarse por quincenas, decenas o semanas. La\nentidad podrá variar, de acuerdo con la representación electiva del personal,\nlos períodos de pago que tuvieran establecidos no pudiendo exceder de un\nmes.\u003C\u002Fp>\n\n\u003Cp>En caso de necesidad, la entidad, a petición de sus empleados, concederá\nanticipos hasta un límite del 90 % del salario real devengado.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1001\">Artículo 30. Complementos salariales.\u003C\u002Fh3>\n\n\u003Cp>1.° Complemento personal por antigüedad: El sistema a aplicar es el\nestablecido por módulos desde el convenio vigente en 1994:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Se abonará para todo el personal, sea cual fuere\nsu categoría profesional, un módulo por cada quinquenio de prestación de\nservicios en la empresa.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-El número máximo de módulos a percibir será de\nseis.\u003C\u002Fp>\n\n\u003Cp>La cuantía de un módulo en cada una de las dieciséis pagas anuales queda\nfijada en la tabla del anexo 1 del presente convenio colectivo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>2.° Complementos de puesto de trabajo por nocturnidad: En concepto de plus\nde nocturnidad, el trabajo realizado durante la misma se abonará con un\nincremento del 25 % sobre el valor de la hora ordinaria del trabajador.\u003C\u002Fp>\n\n\u003Cp>Se entiende por prestación de servicios en jornada nocturna la comprendida\nentre las 22.00 horas y las 06.00 horas del día siguiente.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">3.° Complementos de puesto de trabajo por festividad: El trabajador que\nrealice jornada laboral domingos y festivos percibirá en concepto de\ncompensación una cantidad equivalente al 30 % del salario diario personal del\ntrabajador, con una cuantía mínima de 40 euros, además del correspondiente\ndescanso compensatorio.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.° Complemento de puesto de trabajo de responsabilidad: Es el complemento\nde puesto de trabajo asignado a aquellas personas que ocupen un puesto de\njefatura, sean asignados para asumir la dirección de un área de servicio\nconcreto en la empresa, o presten sus servicios en un programa o departamento\nque por sus características (audiencia, complejidad, intensidad, etc.),\nsupongan una especial responsabilidad, con independencia de la categoría\nprofesional del trabajador que lo ocupe.\u003C\u002Fp>\n\n\u003Cp>Como todo complemento por puesto de trabajo, es de índole funcional y su\npercepción depende exclusivamente del ejercicio de la actividad profesional en\nel puesto de trabajo asignado, no teniendo carácter consolidable.\u003C\u002Fp>\n\n\u003Cp>Este complemento será de cantidad variable en función del área de\nresponsabilidad controlada, importancia del servicio, etc.\u003C\u002Fp>\n\n\u003Cp>A pesar del carácter no consolidable de este complemento, en caso de que un\nperceptor del mismo se encontrara en situación de Incapacidad Temporal, la\nempresa vendrá obligada a abonarlo durante el tiempo en que permanezca en\ndicha situación y mientras exista obligación de mantener dado de alta en la\nSeguridad Social al trabajador por parte de la empresa.\u003C\u002Fp>\n\n\u003Cp>5.° Complemento de puesto de trabajo de servicios centrales de la cadena:\nDadas las especiales características de la prestación del trabajo en los\nServicios Centrales de la Cadena en Madrid se establece un complemento en cada\nuna de las doce pagas ordinarias anuales. La cuantía queda fijada en la tabla\ndel anexo 1 del presente convenio colectivo.\u003C\u002Fp>\n\n\u003Cp>La cuantía de este complemento será la misma para todas las personas de la\nplantilla comprendidos en el ámbito descrito en el párrafo anterior,\nindependientemente de su categoría.\u003C\u002Fp>\n\n\u003Cp>Respecto de aquellos trabajadores que en la actualidad ya perciban por\nencima de su salario base cualquier otro tipo de complemento de la misma\nnaturaleza o mejora voluntaria (excepto festivos, nocturnidad y antigüedad),\nse entenderá que el mismo \u003C\u002Fp>\n\n\u003Cp>compensa el aquí establecido, absorbiéndose éste dentro de aquél. De\nesta forma, en su recibo de salarios se detallará de forma separada qué parte\ncorresponde al complemento establecido en este apartado y cuál al resto del\nanterior.\u003C\u002Fp>\n\n\u003Cp>Los trabajadores que perciban cualquier otro complemento por responsabilidad\nfijado en el anterior Acuerdo para el personal de Emisiones y Programación de\nlos Servicios Centrales de Cadena en Madrid, no verán aumentada su cuantía,\ndado que éste comprende cantidades superiores a la aquí fijada por este\nconcepto.\u003C\u002Fp>\n\n\u003Cp>6.° Complemento de dedicación exclusiva y disponibilidad horaria del\nextinto acuerdo para el personal de programación y emisiones de los servicios\ncentrales de cadena.\u003C\u002Fp>\n\n\u003Cp>Quienes en la actualidad perciban este complemento, consolidado en su día,\njunto con el de especial responsabilidad, en virtud del anterior convenio\ncolectivo, se les abonará conforme a la tabla salarial del anexo 1.\u003C\u002Fp>\n\n\u003Cp>Respecto del contenido obligacional del citado complemento de dedicación\nexclusiva y disponibilidad horaria, éste será el ya fijado en el documento de\nfecha 2 de abril de 1992 el cual se transcribe a continuación:\u003C\u002Fp>\n\n\u003Cp>Los trabajadores perceptores de este complemento se someterán a los cambios\nde horario laboral que fueran acordados por la dirección de la empresa por\nrazones de conveniencia organizativa dentro de las normas contenidas en el\ncapítulo VII del vigente convenio colectivo y atiendan a los requerimientos\nque pudiera hacerles la empresa en circunstancias extraordinarias y concretas,\npara ocupar su puesto de trabajo fuera de su horario y jornada habitual hasta\nun total de 10 horas mensuales. Queda entendido que las citadas 10 horas\nmensuales de disponibilidad horaria no podrán ser incluidas en las previsiones\nordinarias de turnos y que el cumplimiento de las mismas se llevará a cabo\nsiempre y cuando se produzcan circunstancias especiales, concretas y de\nimposible previsión por parte de la empresa.\u003C\u002Fp>\n\n\u003Cp>En cualquier caso, y como norma general, se entenderá que son horas de\ndisponibilidad horaria las que se utilicen para cubrir un acontecimiento\nimprevisto cuyo conocimiento previo por parte de la empresa no supere las 24\nhoras.\u003C\u002Fp>\n\n\u003Cp>A todos los efectos legales que procedan, ambas partes acuerdan que la\nprolongación de jornada por circunstancias extraordinarias y urgentes aquí\npactada, en ningún caso podrá reputarse como realización del trabajo en\nhoras extraordinarias.\u003C\u002Fp>\n\n\u003Cp>Sí tendrán tal consideración en cambio, y como tales serán abonadas, las\nhoras de trabajo desarrolladas en exceso de la jornada ordinaria por\ncircunstancias previstas con más de 24 horas de antelación y las\ndesarrolladas en exceso de la prolongación de jornada aquí pactada, es decir,\nlas que excedan del citado límite de 10 horas mensuales.\u003C\u002Fp>\n\n\u003Cp>La cuantía de este plus en cada una de las doce pagas ordinarias anuales\nqueda fijada en la tabla del anexo 1 del presente convenio colectivo.\u003C\u002Fp>\n\n\u003Cp>7.° Cuantías mínimas para los complementos de puesto de trabajo y\ndisponibilidad horaria en emisoras.\u003C\u002Fp>\n\n\u003Cp>Se establece para los trabajadores que hubiesen pactado o que pacten en un\nfuturo con la empresa el establecimiento de un plus de disponibilidad horaria\ny\u002Fo de puesto de trabajo, incluyendo en este tipo los de especial\nresponsabilidad, una cuantía mínima que queda fijada en la tabla del anexo 1\ndel presente convenio colectivo en cada una de las doce pagas ordinarias\nanuales.\u003C\u002Fp>\n\n\u003Cp>El plus de disponibilidad horaria compensará la atención de circunstancias\nespeciales y concretas que puedan requerir la actuación de la persona\ntrabajadora, sin que su percepción implique, en ningún caso, ampliación de\nla jornada ordinaria de manera habitual, pueda utilizarse para las previsiones\nordinarias de turnos o computarse para la asistencia a reuniones o acciones\nformativas fuera del horario habitual.\u003C\u002Fp>\n\n\u003Cp>Asimismo, la percepción de este plus es independiente de las compensaciones\nque pudieran corresponder por la realización de guardias de fin de semana,\nprestación de servicios en festivos o trabajo coincidente con el descanso\nsemanal, salvo pacto en contrario.\u003C\u002Fp>\n\n\u003Cp>Cuando el trabajador perciba ambos tipos de pluses las citadas cuantías\nmínimas se computarán conjuntamente.\u003C\u002Fp>\n\n\u003Cp>Los complementos descritos en los puntos 5.°, 6.° y 7.° serán abonados\npor la empresa, con el consiguiente descuento del porcentaje de reducción de\njornada, en el caso de que la persona trabajadora necesite una reducción de\njornada para el cuidado de menores de doce años o hijos con discapacidad, o\natender a un familiar hasta el segundo grado de consanguinidad o afinidad y a\npersonas legalmente tuteladas, que por razones de edad, accidente o enfermedad\nno puedan valerse por sí mismas.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3 id=\"L1063\">Artículo 31. Complementos de vencimiento periódico superior al\nmes.\u003C\u002Fh3>\n\n\u003Cp>1.° Son los siguientes:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)Paga de participación en beneficios.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)Paga de verano.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c)Paga de Navidad.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">d)Paga de patrón.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>2.° Estas pagas de verano, Patrón, Navidad y de beneficios se abonarán no\nmás tarde del 30 de junio, 28 de septiembre, 21 de diciembre y 28 de febrero\ndel año siguiente al de su devengo en esta última, respectivamente.\nConsistirán en el importe de una mensualidad, de los conceptos salario base y\nplus de antigüedad.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Para la determinación de estas pagas extraordinarias se tendrá en\ncuenta:\u003C\u002Fp>\n\n\u003Cp>a)Se estimará la mayor remuneración que se satisfaga por la empresa y los\naumentos periódicos por año de servicio.\u003C\u002Fp>\n\n\u003Cp>b)El personal que ingrese o cese en el curso de cada semestre natural,\npercibirá cada paga extraordinaria en proporción al tiempo servido,\nestimándose a tal efecto que la del verano corresponde al primer semestre, la\nde Navidad al segundo y la de beneficios al año inmediatamente anterior a la\nfecha de su pago.\u003C\u002Fp>\n\n\u003Cp>3.° La paga de Patrón tendrá las mismas características que la de\nbeneficios, Navidad y verano. Su importe será del 100%. Esta paga podrá ser\nprorrateada mensualmente a petición de los trabajadores.\u003C\u002Fp>\n\n\u003Cp>En el cálculo de esta paga, se tendrá en cuenta el periodo de servicios\nprestados desde el 1 de octubre hasta el 30 de septiembre del siguiente\naño.\u003C\u002Fp>\n\n\u003Cp>4.° La paga de beneficios corresponderá a los servicios prestados desde el\n1 de enero al 31 de diciembre del año anterior al de pago.\u003C\u002Fp>\n\n\u003Cp>Por defecto la distribución de pagas para los empleados, a partir de la\nfirma del presente convenio, será en 14 pagas (12 ordinarias con la paga de\nbeneficios y patrón prorrateadas más 2 pagas extraordinarias de verano y\nnavidad). En caso de querer otra distribución deberá ser el trabajador quien\nsolicite la distribución a 16 pagas (12 ordinarias más 4 pagas extras de\nbeneficios, verano, patrón y navidad) o 12 pagas con todas las pagas extras\nprorrateadas.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1091\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3 id=\"L1091\">Artículo 32. Plus de transporte nocturno.\u003C\u002Fh3>\n\n\u003Cp>Los trabajadores de aquellas emisoras situadas en núcleos urbanos de más\nde 400.000 habitantes de hecho (de acuerdo con el último censo urbano) y cuyo\nturno de trabajo comience o acabe entre las 0:00 horas y las 06:30 horas, o a\ndichas horas en punto, percibirán en concepto de complemento no salarial por\ntransporte la cantidad de 5 euros por cada día trabajado en dichas\ncircunstancias.\u003C\u002Fp>\n\n\u003Cp>Queda entendido que este plus de transporte desaparecerá siempre que el\ntrabajador afectado cambie su turno por otro no comprendido entre las 0.00\nhoras y las 06.30 horas de la madrugada, ambas inclusive. De igual forma,\ntampoco se abonará dicho plus durante el periodo de vacaciones ni en los\nsupuestos de inasistencia al trabajo por las razones legales que\nprocedan. \u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L1097\">Artículo 33. Movilidad geográfica.\u003C\u002Fh3>\n\n\u003Cp>a)El personal que por necesidades del servicio sea trasladado forzosamente a\nprestar su función diariamente en otro centro de trabajo enclavado a más 30\nkms. del actual, tendrá derecho al abono por parte de la Empresa del importe\ndel transporte público que necesite coger para desplazarse al nuevo centro de\ntrabajo. Si el desplazamiento se realiza en vehículo propio, la Empresa\nabonará 0,26 euros km. Además, si el tiempo de desplazamiento empleado entre\nla ida y la vuelta es superior a una hora y media al día, tendrá derecho a la\npercepción de un 10 % de su sueldo base en las 12 pagas ordinarias, en\nconcepto de plus de transporte.\u003C\u002Fp>\n\n\u003Cp>El párrafo anterior se aplicará a todos aquellos traslados negociados de\nmanera individual, y nunca a cambios de centro de trabajo que afecten a todos\nlos trabajadores o entren en la consideración de colectivos.\u003C\u002Fp>\n\n\u003Cp>b)En el caso de que el traslado forzoso no permita el desplazamiento diario,\nla empresa compensará al trabajador con el 50 % de su salario base, con una\ncuantía mínima de 800 euros mensuales en las 12 pagas ordinarias.\u003C\u002Fp>\n\n\u003Cp>Una vez notificado por escrito el traslado forzoso, con al menos quince\ndías de antelación por parte de la empresa, el trabajador tendrá hasta\nquince días para optar entre el traslado sujeto a lo regulado en los párrafos\nanteriores o la extinción de su contrato, percibiendo una indemnización\ncorrespondiente a veinte días por año con un tope de doce mensualidades.\u003C\u002Fp>\n\n\u003Cp>La empresa informará previamente al Comité Intercentros la aplicación de\ncualquier traslado forzoso.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1109\">Artículo 34. Plus de insularidad.\u003C\u002Fh3>\n\n\u003Cp>Se establece para los trabajadores que trabajan en los archipiélagos de\nBaleares y Canarias, un plus equivalente al 3 % de su salario base, y que no se\ncomputa a efectos del cálculo de plus de antigüedad.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1113\">Artículo 35. Ayudas y premios.\u003C\u002Fh3>\n\n\u003Cp>1.° Ayuda de nupcialidad: Se establece una ayuda de nupcialidad de 245\neuros.\u003C\u002Fp>\n\n\u003Cp>2.° Ayuda de natalidad: Se establece una ayuda de natalidad por cada hijo\nnacido en las condiciones expresadas en el artículo 30 del Código Civil,\nadoptado o acogido por un periodo mínimo de 6 meses. Por el primero la persona\ntrabajadora percibirá la cantidad de 208 euros y esta cantidad se\nincrementará en 80 euros por cada uno de los siguientes hijos. Es decir, 288\neuros por el segundo, 368 euros por el tercero, 448 euros por el cuarto y así\nsucesivamente.\u003C\u002Fp>\n\n\u003Cp>3.° Premio a la fidelidad y constancia: Se establece un premio a la\nfidelidad y la constancia por los años de trabajo en la empresa, que se\notorgará cuando la persona trabajadora cumpla 13, 25, 35 y 45 años de\nservicio.\u003C\u002Fp>\n\n\u003Cp>El importe de este premio será el de una mensualidad, entendiendo por ésta\nla cuantía del salario base y plus personal por antigüedad del trabajador.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">4.° Ayuda de estudios: La empresa abonará, en concepto de ayuda de\nestudios, una cantidad equivalente a 176 euros\u002Fbrutos por cada hijo que tenga\nla persona trabajadora en la guardería y después cursando Enseñanzas\nObligatorias, Formación Profesional, Bachillerato y Grado Universitario, hasta\nlos 24 años de edad, incluido el curso correspondiente a esa edad. Dicha\ncantidad se abonará en un único pago anual coincidente con la mensualidad de\noctubre, previa acreditación documentada de la matrícula de cada hijo en el\ncorrespondiente curso escolar.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">5.° Ayuda de comidas: Para los trabajadores de aquellas emisoras situadas\nen localidades con una población igual o superior a los 400.000 habitantes,\nque por necesidades de trabajo tengan que comer o cenar en la empresa y su\njornada sea continuada, comenzando antes de las 14:00 horas y finalizando\ndespués de las 16:00 horas o antes de las 20:00 horas y después de las 23:00,\nse fija el abono mediante ticket- restaurant, tarjeta-restaurant o factura\n(según se regule internamente) en una cantidad equivalente a 11 euros los\ndías laborables y 12 euros en sábados, domingos y festivos. Esta ayuda se\nabonará también excepcionalmente a los trabajadores de las restantes emisoras\nque, por necesidades del servicio, deban realizar su tarea en alguno de los\nhorarios señalados en este mismo apartado.\u003C\u002Fdiv>\u003C\u002Fp>\n\n\u003Cp>6.° Ayuda por hijos con discapacidad: Los trabajadores con hijo o hijos con\nuna discapacidad igual o superior al 33% que no tengan rentas económicas\nsuperiores a 20.000 euros, percibirán una ayuda económica de la empresa\nde1.092 euros anuales distribuidos en 91 euros mensuales en cada paga\nordinaria. En el caso de que el grado de discapacidad sea del 65 % o superior,\nla ayuda ascenderá a 2.184 euros anuales distribuidos en 182 euros mensuales\nen cada paga ordinaria. Esta ayuda se abonará desde el momento que la solicite\nla persona trabajadora con el informe médico que acredite la discapacidad. A\nestos efectos, el diagnóstico habrá de ser establecido por la Seguridad\nSocial u otro organismo competente. Deberán aportar el certificado\ncorrespondiente cada dos años, excepto cuando la discapacidad sea\npermanente.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1133\">\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2 id=\"L1133\">CAPÍTULO IX Seguridad y salud en el trabajo\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1135\">Artículo 36. Principios generales.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">Las partes firmantes del convenio colectivo consideran esencial desarrollar\nuna política de prevención de riesgos laborales para garantizar la seguridad\ny la salud de los trabajadores, acorde a las leyes sobre la materia.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Se reconoce a los Comités de Seguridad y Salud y a los delegados de\nprevención el derecho a participar en la decisión, puesta en marcha, y\ndesarrollo de toda la gestión preventiva.\u003C\u002Fp>\n\n\u003Cp>La gestión preventiva incluirá básicamente: Servicios de prevención,\nvigilancia de la salud, evaluación de riesgos, y planes de prevención.\u003C\u002Fp>\n\n\u003Cp>Esta gestión se incluirá en el conjunto de la gestión de la empresa y con\nello formará parte de los objetivos empresariales.\u003C\u002Fp>\n\n\u003Cp>Las responsabilidades de la gestión de la prevención de riesgos laborales\nse extienden a todos los niveles jerárquicos de la empresa.\u003C\u002Fp>\n\n\u003Cp>La gestión de la prevención se coordinará con las empresas\nsubcontratadas, haciéndose extensiva a éstas la política preventiva y\nvelando por el cumplimiento de los principios preventivos por parte de las\nempresas contratadas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1149\">Artículo 37. Vigilancia de la salud y maternidad.\u003C\u002Fh3>\n\n\u003Cp>La vigilancia de la salud se realizará periódicamente, según se acuerde\nen el comité de seguridad y salud, y atendiendo a los riesgos que no haya sido\nposible eliminar, según las características del puesto de trabajo y los datos\nde accidentabilidad o enfermedad que se dispongan sobre estos.\u003C\u002Fp>\n\n\u003Cp>Los reconocimientos médicos siempre serán específicos a los riesgos y a\nlos puestos.\u003C\u002Fp>\n\n\u003Cp>Los reconocimientos serán voluntarios, salvo para las personas que ocupen\npuestos de especial riesgo, y los datos que de ellos se obtengan serán\nconfidenciales, regulándose estos por la Ley de Protección de Datos.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-riskassessment\">\u003Cp>\u003Cstrong>Maternidad.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cp>En los casos de trabajadoras embarazadas o en periodo de lactancia se\nestará a lo previsto en el artículo 26 de la Ley 31\u002F1995 de Prevención de\nRiesgos Laborales cuando sus puestos de trabajo habituales no sean adecuados\npor su ergonomía, toxicidad o cualquier otro aspecto preventivo. Todo ello sin\ndetrimento de la retribución que venía percibiendo, ni de la categoría\nprofesional. \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1161\">Artículo 38. Comités de Seguridad y Salud. Formación\npreventiva.\u003C\u002Fh3>\n\n\u003Cp>Se constituirá un Comité de Seguridad y Salud Intercentros formado por\ntres miembros del Comité Intercentros y tres representantes de la empresa.\u003C\u002Fp>\n\n\u003Cp>Sus atribuciones serán todas aquellas que marca la Ley, así como la\ndecisión sobre la metodología de la evaluación de riesgos a seguir en la\nempresa por los servicios de prevención y la participación en la decisión de\nla contratación de la mutua de Accidentes de Trabajo y Enfermedades\nProfesionales.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cp>\u003Cstrong>Formación preventiva.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Toda la formación en prevención se diseñará atendiendo a la\nsiniestralidad, evaluación de riesgos y las características del puesto. Se\nimpartirá dentro de la jornada laboral.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Cp>\u003Cstrong>Prevención para corresponsales de guerra.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Los trabajadores que vayan a cubrir una guerra o a desempeñar su labor en\nuna zona especialmente conflictiva deben aceptar el trabajo de manera\ntotalmente voluntaria y emprender viaje con un seguro de vida y un seguro\nmédico especial si el de la Compañía contratada no cubre este tipo de\nacontecimientos. La empresa debe facilitarles también material de\nautoprotección suficiente apropiado. A la vuelta del conflicto la empresa\nfacilitará a todos ellos un reconocimiento médico general y exhaustivo, ante\nla posibilidad de estar expuestos a materiales altamente peligrosos. La\nestancia en la zona no debería ser superior a un mes, al haberse demostrado\nque a partir de ese plazo el enviado especial se confía, pierde la perspectiva\ny es más vulnerable a sufrir un accidente.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2 id=\"L1177\">CAPÍTULO X Disposiciones varias\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1179\">Artículo 39. Condiciones más beneficiosas.\u003C\u002Fh3>\n\n\u003Cp>Las cláusulas, retribuciones y condiciones que son consecuencia del\npresente convenio se entienden como mínimas, debiendo respetarse las más\nbeneficiosas que vinieran establecidas con anterioridad o que puedan\nestablecerse durante su vigencia.\u003C\u002Fp>\n\n\u003Cp>Respecto de aquellas retribuciones salariales superiores a las establecidas\nen el presente convenio, se estará a lo dispuesto en el artículo 26.5 del\nEstatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1185\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Ch3 id=\"L1185\">Artículo 40. Plan de Igualdad.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqtraining\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpromotion\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-gender\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>Con el presente convenio las partes expresan su voluntad de garantizar el\nprincipio de igualdad de trato y de oportunidades entre mujeres y hombres en el\nacceso al empleo, en la formación profesional, en las condiciones de trabajo,\nincluidas las retributivas, y en la afiliación y participación en las\norganizaciones sindicales y empresariales.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>En este sentido, con fecha de registro 4 de mayo de 2023, las partes\nacordaron un Plan para la Igualdad efectiva entre mujeres y hombres en virtud\nde lo dispuesto en la Ley Orgánica 3\u002F2007, disponible en la Intranet, y que\nserá actualizado para atender a la legislación vigente.\u003C\u002Fp>\n\n\u003Cp>En cumplimiento de lo dispuesto en la Ley 4\u002F2023, de 28 de febrero, para la\nigualdad real y efectiva de las personas trans y para la garantía de los\nderechos de las personas LGTBI, así como en el Real Decreto 1026\u002F2024, de 9 de\noctubre de 2024, la empresa asume el compromiso de promover entornos laborales\ninclusivos, seguros y libres de discriminación por razón de orientación\nsexual, identidad de género, expresión de género, características sexuales\no cualquier otra condición personal o social.\u003C\u002Fp>\n\n\u003Cp>A tal efecto, se incorporan al presente convenio las medidas establecidas\npor la normativa vigente, garantizando la igualdad de trato y oportunidades de\nlas personas LGTBI+ en los siguientes ámbitos:\u003C\u002Fp>\n\n\u003Cp>-\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">Igualdad de trato y no discriminación: Garantizar la igualdad de trato en\nel acceso al empleo, la clasificación profesional, la promoción y las\ncondiciones laborales.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-Sensibilización y formación: Incorporación de módulos específicos de\nformación para toda la plantilla sobre diversidad, igualdad de trato y\nprevención de la LGTBIfobia.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>-Prevención y actuación frente al acoso: Desarrollo de protocolos de\nprevención, detección y actuación frente al acoso por razón de orientación\nsexual, identidad o expresión de género.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>-Permisos y beneficios sociales: Garantía de acceso en igualdad de\ncondiciones a permisos, beneficios sociales y derechos relacionados con la\ndiversidad familiar.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cp>Para dar cumplimiento al protocolo general frente al acoso y violencia\ncontra las personas LGTBI, y cumpliendo el contenido mínimo en el anexo II del\nReal Decreto 1026\u002F2024, la comisión mixta de igualdad acordó ampliar, según\nestablece el art. 8.4 Real Decreto 1026\u002F2024, su protocolo vigente para incluir\nespecíficamente al colectivo LGTBI mediante acuerdo ratificado por la\ncomisión en fecha 1 de marzo de 2024.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>En aquellos aspectos no regulados expresamente en el presente convenio,\nserán de aplicación las medidas establecidas en la normativa vigente.\u003C\u002Fp>\n\n\u003Cp>La Comisión Mixta de Igualdad, compuesta por tres personas del Comité\nIntercentros y otras tres de la dirección de la empresa, se reunirá\ncoincidiendo con las reuniones ordinarias del Comité Intercentros.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L1209\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch3 id=\"L1209\">Artículo 41. Jubilación.\u003C\u002Fh3>\n\n\u003Cp>Conforme a la disposición adicional décima del Estatuto de los\nTrabajadores, y con el objetivo coherente de establecer una política de empleo\nvinculada a la consecución del relevo generacional y la estabilidad en el\nempleo, se acuerda establecer la jubilación obligatoria por el cumplimiento\ndel trabajador de una edad igual o superior a 68 años, siempre que se cumplan\nlos siguientes requisitos:\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>El trabajador afectado deberá reunir los requisitos exigidos por la\nnormativa de Seguridad Social para tener derecho al 100 % de la pensión\nordinaria de jubilación en su modalidad contributiva.\u003C\u002Fp>\n\n\u003Cp>Se acuerda la contratación indefinida y a tiempo completo de al menos un\nnuevo trabajador por cada jubilación obligatoria que se produzca.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>Para todo el personal con más de cinco años de antigüedad en la empresa y\ncomo reconocimiento a su trayectoria profesional, se establecen los siguientes\npremios a la jubilación:\u003C\u002Fp>\n\n\u003Cp>a)Para los trabajadores de hasta 63 años de edad, o que se jubilen entre\nveinticuatro-doce meses antes de la edad mínima exigida para la jubilación\nordinaria, una cantidad equivalente al 100 % del salario de los últimos doce\nmeses o 12.020,24 euros, según la cantidad mayor.\u003C\u002Fp>\n\n\u003Cp>b)Para los trabajadores que se jubilen entre doce-seis meses antes de la\nedad mínima exigida para la jubilación ordinaria, una cantidad equivalente al\n75 % del salario de los últimos doce meses o 9.015,18 euros, según la\ncantidad mayor.\u003C\u002Fp>\n\n\u003Cp>c)Para los trabajadores que se jubilen en los seis meses anteriores de la\nedad mínima exigida para la jubilación ordinaria, y siempre que no se haya\nsobrepasado en más de tres meses la edad mínima exigida, una cantidad\nequivalente al 50 % del salario de los últimos doce meses o 6.010,12 euros,\nsegún la cantidad mayor.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>La persona trabajadora debe cumplir el requisito de los años mínimos de\ncotización exigidos. De no ser así, se entiende que la edad mínima exigida\npara la jubilación se cumple una vez se tengan los años de cotización\nexigidos. \u003C\u002Fp>\n\n\u003Cp>Para acogerse a estos premios la persona trabajadora habrá de presentar el\ninforme de la vida laboral.\u003C\u002Fp>\n\n\u003Cp>Jubilación parcial con contrato de relevo.\u003C\u002Fp>\n\n\u003Cp>En todo lo referido a la jubilación parcial se estará a lo regulado en el\nartículo 215 de la Ley General de Seguridad Social.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1233\">Artículo 42. Obligaciones del personal.\u003C\u002Fh3>\n\n\u003Cp>Todo el personal viene obligado:\u003C\u002Fp>\n\n\u003Cp>a)A encontrarse en los puestos de trabajo a la hora señalada y a permanecer\nen ellos durante el horario fijado.\u003C\u002Fp>\n\n\u003Cp>b)A no realizar durante el horario de trabajo ocupaciones ajenas al\nservicio.\u003C\u002Fp>\n\n\u003Cp>c)A desempeñar con la debida atención y diligencia el cometido que tenga\nencomendado.\u003C\u002Fp>\n\n\u003Cp>d)A usar adecuadamente el material y las instalaciones.\u003C\u002Fp>\n\n\u003Cp>e)A guardar el secreto profesional.\u003C\u002Fp>\n\n\u003Cp>f)A dar conocimiento del cambio de domicilio.\u003C\u002Fp>\n\n\u003Cp>g)A dar aviso a sus superiores cuando alguna necesidad imprevista y\njustificada impida la asistencia al trabajo.\u003C\u002Fp>\n\n\u003Cp>h)A cumplir los trabajos que le sean encomendados por sus superiores.\u003C\u002Fp>\n\n\u003Cp>i)A presentarse y permanecer en el lugar de trabajo con el debido aseo y\ndecoro.\u003C\u002Fp>\n\n\u003Cp>j)A observar en todos sus cometidos las normas del presente convenio y\naquéllas otras que pudieran dictarse.\u003C\u002Fp>\n\n\u003Cp>k)Para una correcta coordinación y cobertura de los trabajos a realizar el\ntrabajador\u002Fa estará obligado a comunicar a su responsable, a la mayor brevedad\nposible, el inicio y finalización de su baja médica, sin que la posterior\ncomunicación que haga el sistema de salud pública le exima de esta\nobligación.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1259\">Artículo 43. Prohibiciones.\u003C\u002Fh3>\n\n\u003Cp>Queda prohibido:\u003C\u002Fp>\n\n\u003Cp>a)Recibir gratificación alguna de organismo, entidad o personas ajenas en\nrelación con el desempeño del servicio, considerándose la infracción de\nesta norma como falta muy grave.\u003C\u002Fp>\n\n\u003Cp>b)Facilitar información privativa y de uso interior a entidad o persona\najena a la empresa.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1267\">Artículo 44. Incompatibilidades.\u003C\u002Fh3>\n\n\u003Cp>El empleado no podrá desempeñar otra actividad profesional al margen de la\nempresa que interfiera de cualquier forma en su jornada laboral. Salvo\nautorización previa y expresa, la incompatibilidad será total en el caso de\nactividades profesionales que supongan una competencia directa con la actividad\nde la Empresa, ya sea en medios de comunicación tradicionales, digitales o se\ntrate de plataformas de audio o vídeo dedicadas al entretenimiento,\ninformación o divulgación surgidas en Internet.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1271\">Artículo 45. Plan de pensiones.\u003C\u002Fh3>\n\n\u003Cp>Los trabajadores incluidos en el artículo 1.1 del presente convenio con\nmás de un mes de antigüedad en la empresa, tienen derecho a adscribirse al\nplan de pensiones de empleo de la Cadena Cope. Este plan de pensiones se regula\ncon las especificaciones aprobadas por la Dirección General de Seguros con el\nnúmero 1.832.\u003C\u002Fp>\n\n\u003Cp>La aportación de cada trabajador o partícipe será siempre voluntaria. La\nempresa, como promotora del plan, incrementará en una tercera parte las\naportaciones anuales\u003C\u002Fp>\n\n\u003Cp>realizadas por los partícipes en una cantidad que nunca podrá superar la\ncifra de 300 euros anuales para cada uno.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1279\">Artículo 46. Comisión mixta de denuncias.\u003C\u002Fh3>\n\n\u003Cp>En defensa de los intereses profesionales del personal de Radio Popular, SA,\n- COPE-, se creará una Comisión paritaria empresa-trabajadores compuesta por\nseis miembros, tres por cada parte, que entenderá en aquellas denuncias en las\nque el excesivo número de colaboradores, la venta desordenada de espacios\npublicitarios o la contratación abusiva de programas, menoscabe gravemente el\nderecho al trabajo efectivo de los trabajadores. Dicha Comisión elevará a la\nDirección de la empresa recomendaciones concretas para corregir la\nsituación.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1285\">CAPÍTULO XI Premios, faltas y sanciones\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1287\">Artículo 47. Premios.\u003C\u002Fh3>\n\n\u003Cp>Los empleados que se distingan notoriamente en el cumplimiento de sus\ndeberes podrán ser premiados, entre otras, con las siguientes recompensas:\u003C\u002Fp>\n\n\u003Cp>a)Concesión de becas y viajes de estudios.\u003C\u002Fp>\n\n\u003Cp>b)Aumento del período de vacaciones.\u003C\u002Fp>\n\n\u003Cp>c)Intercambio profesional con entidades análogas.\u003C\u002Fp>\n\n\u003Cp>Estas recompensas se anotarán en el expediente del empleado y se tendrá en\ncuenta como mérito en los concursos o pruebas de ascenso, haciéndose\npúblicas en las tablillas de anuncios para general conocimiento.\u003C\u002Fp>\n\n\u003Cp>La concesión de recompensas habrá de ser otorgada a propuesta fundamentada\nde sus Jefes inmediatos o superiores y oída la representación de los\ntrabajadores en el centro de trabajo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1301\">Artículo 48. Faltas leves.\u003C\u002Fh3>\n\n\u003Cp>Se considerarán faltas las acciones u omisiones que supongan quebranto o\ndesconocimiento de los deberes de cualquier índole impuestos por las\ndisposiciones legales en vigor. Las faltas se clasificarán, en consideración\na su importancia, trascendencia y malicia, en leves, graves y muy graves.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Serán faltas leves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.a Descuido o demora en la ejecución de cualquier trabajo, siempre que no\nproduzca perturbaciones importantes en el servicio, en cuyo caso podrá ser\nconsiderada como grave o muy grave.\u003C\u002Fp>\n\n\u003Cp>2.a La falta de puntualidad injustificada, inferior a treinta minutos en la\nasistencia al trabajo, siempre que no excedan de seis al mes y este retraso no\nproduzca perjuicios en el servicio, en cuyo caso podrá ser considerada como\ngrave o muy grave.\u003C\u002Fp>\n\n\u003Cp>3.a No cursar en tiempo oportuno la baja correspondiente, cuando se falte al\ntrabajo por motivo justificado, a no ser que se pruebe la imposibilidad de\nhaberlo efectuado.\u003C\u002Fp>\n\n\u003Cp>4.a La ausencia injustificada del lugar de prestación de trabajo o el\nabandono no reiterado. Siempre que como consecuencia de esta conducta se\nprodujeran accidentes, deterioro de las instalaciones o menoscabo del servicio,\nla falta puede ser considerada como grave o muy grave.\u003C\u002Fp>\n\n\u003Cp>5.a Pequeños descuidos en la conservación del material, mobiliario o\nenseres.\u003C\u002Fp>\n\n\u003Cp>6.a No atender al público con la corrección y diligencia debidas.\u003C\u002Fp>\n\n\u003Cp>7.a No comunicar a la entidad los cambios de domicilio. \u003C\u002Fp>\n\n\u003Cp>8.a Faltar al trabajo un día sin la debida autorización o causa\njustificada, siempre que de esta falta no se deriven perjuicios para el\nservicio, en cuyo caso será considerada como grave o muy grave.\u003C\u002Fp>\n\n\u003Cp>9.a La no comunicación con puntualidad de las alteraciones familiares que\nafecten al Régimen General de la Seguridad Social.\u003C\u002Fp>\n\n\u003Cp>10.a En general, todas las acciones y omisiones de características\nanálogas a las anteriores relacionadas.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1327\">Artículo 49. Faltas graves.\u003C\u002Fh3>\n\n\u003Cp>Se calificarán como faltas graves las siguientes:\u003C\u002Fp>\n\n\u003Cp>1.a Más de seis faltas de puntualidad inferiores a treinta minutos en la\nasistencia al trabajo, no justificadas, en el período de un mes. Cuando de\nestas faltas se deriven perjuicios para el servicio, se considerarán como\nfaltas muy graves.\u003C\u002Fp>\n\n\u003Cp>2.a Faltar dos días al trabajo durante un periodo de un mes sin causa\njustificada. Cuando de estas faltas deriven perjuicios para el servicio, se\nconsiderarán como faltas muy graves. No se considerará injustificada la falta\nal trabajo que se derive de detención del trabajador si éste posteriormente\nes absuelto de los cargos que se le hubieran imputado.\u003C\u002Fp>\n\n\u003Cp>3.a Omitir la comunicación de las alteraciones familiares que afectan al\nrégimen general de la Seguridad Social. Si las circunstancias revelasen\nespecial malicia en esta omisión, la falta se considerará muy grave.\u003C\u002Fp>\n\n\u003Cp>4.a Entregarse a juegos, entretenimientos o pasatiempos de cualquier clase\nestando de servicio.\u003C\u002Fp>\n\n\u003Cp>5.a La simulación de enfermedad o accidente.\u003C\u002Fp>\n\n\u003Cp>6.a La desobediencia a sus superiores, en cualquier materia de servicio. Si\nesta desobediencia implica quebranto manifiesto de disciplina o de ella se\nderivase perjuicio notorio para la Entidad, podrá ser considerada como falta\nmuy grave.\u003C\u002Fp>\n\n\u003Cp>7.a Simular la presencia de otro empleado, fichando o firmando por él la\nentrada o salida del trabajo.\u003C\u002Fp>\n\n\u003Cp>8.a La negligencia o descuido en el trabajo que afecte a la buena marcha del\nmismo o el retraso deliberado en las actuaciones que le son propias.\u003C\u002Fp>\n\n\u003Cp>9.a La imprudencia en acto de servicio. Si implica riesgo de accidente para\nel trabajador, para sus compañeros o peligro de avería para las\ninstalaciones, será considerada muy grave.\u003C\u002Fp>\n\n\u003Cp>10.a Realizar sin el permiso oportuno trabajos particulares durante la\njornada, así como emplear para uso propio útiles o materiales de la\nentidad.\u003C\u002Fp>\n\n\u003Cp>11.a Las derivadas de los supuestos prevenidos en los números 2, 4 y 9 del\nartículo anterior.\u003C\u002Fp>\n\n\u003Cp>12.a La reincidencia en seis faltas leves, aunque sean de distinta\nnaturaleza, dentro de un trimestre habiendo mediado amonestación.\u003C\u002Fp>\n\n\u003Cp>13.a La falta de decoro.\u003C\u002Fp>\n\n\u003Cp>14.a Los altercados dentro del lugar de trabajo.\u003C\u002Fp>\n\n\u003Cp>15.a La negativa injustificada a prestar servicios extraordinarios en los\ncasos en que por su carácter de imperiosa necesidad así lo requieran.\u003C\u002Fp>\n\n\u003Cp>16.a Y, en general, todas las acciones u omisiones de características\nanálogas en gravedad a las anteriores relacionadas.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1363\">Artículo 50. Faltas muy graves.\u003C\u002Fh3>\n\n\u003Cp>Se considerarán como faltas muy graves las siguientes:\u003C\u002Fp>\n\n\u003Cp>1.a Más de diez faltas de asistencia al trabajo en un periodo de seis\nmeses, veinte durante un año, o tres en días laborables consecutivos, sin la\ndebida justificación.\u003C\u002Fp>\n\n\u003Cp>2.a El fraude, deslealtad o abuso de confianza en las gestiones\nencomendadas, así como en el trato con los compañeros de trabajo o cualquiera\notra persona al servicio de la Entidad o en relación de trabajo con ésta.\u003C\u002Fp>\n\n\u003Cp>3.a Hacer desaparecer, inutilizar, destrozar o causar desperfectos en\nmateriales, útiles, herramientas, maquinaria, aparatos, instalaciones,\nedificios, enseres, mobiliario y documentos de la entidad.\u003C\u002Fp>\n\n\u003Cp>4.a La condena por delitos dolosos y los actos ilícitos que afectan a la\nseguridad, normalidad o funcionamiento de la entidad.\u003C\u002Fp>\n\n\u003Cp>5.a La embriaguez habitual si repercute negativamente en el trabajo.\u003C\u002Fp>\n\n\u003Cp>6.a Violar el secreto de correspondencia o documentos reservados de la\nentidad o del personal.\u003C\u002Fp>\n\n\u003Cp>7.a Revelar a elementos extraños a la entidad datos de reserva obligada.\u003C\u002Fp>\n\n\u003Cp>8.a Los malos tratos de palabra y obra, el abuso de autoridad y la falta\ngrave de respeto y consideración a los Jefes, así como a los compañeros y\nsubordinados o a sus familiares.\u003C\u002Fp>\n\n\u003Cp>9.a Causar accidentes graves por dolo, negligencia o imprudencia\ninexcusable.\u003C\u002Fp>\n\n\u003Cp>10.a Abandonar el trabajo en puestos de responsabilidad.\u003C\u002Fp>\n\n\u003Cp>11.a La disminución voluntaria y continuada en el rendimiento normal de la\nlabor encomendada.\u003C\u002Fp>\n\n\u003Cp>12.a Las frecuentes riñas y pendencias con los compañeros de trabajo.\u003C\u002Fp>\n\n\u003Cp>13.a La reincidencia en falta grave, aunque sea de distinta naturaleza,\nsiempre que se cometa dentro de un periodo de seis meses de la primera.\u003C\u002Fp>\n\n\u003Cp>14.a El fraude cometido por el trabajador cuando se compruebe que el\ndesplazamiento previsto en el artículo 15 párrafo segundo del presente\nconvenio colectivo, no haya sido realizado en vehículo propio.\u003C\u002Fp>\n\n\u003Cp>15.a La realización de cualquier actividad por cuenta propia o ajena\ndurante la situación de incapacidad temporal.\u003C\u002Fp>\n\n\u003Cp>16.a El acoso sexual, por razón de sexo, laboral o psicológico y aquellas\nconductas verbales o físicas de esta naturaleza, así como los comportamientos\nque atenten contra la libertad sexual, la orientación e identidad sexual y la\nexpresión de genero de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1399\">Artículo 51. Sanciones.\u003C\u002Fh3>\n\n\u003Cp>Las sanciones máximas que podrán imponerse a los que incurran en faltas\nserán las siguientes:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>a)Por faltas leves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Amonestación verbal.\u003C\u002Fp>\n\n\u003Cp>2.Amonestación por escrito.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>b)Por faltas graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Suspensión de empleo y sueldo de tres a quince días.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>c)Por faltas muy graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Suspensión de empleo y sueldo de dieciséis a sesenta días.\u003C\u002Fp>\n\n\u003Cp>2.Despido disciplinario en los casos previstos en el Estatuto de los\nTrabajadores.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1419\">Artículo 52. Procedimiento sancionador.\u003C\u002Fh3>\n\n\u003Cp>La empresa anotará en los expedientes personales de sus empleados las\nsanciones por faltas graves o muy graves que les fueren impuestas y los premios\na que se hubieran hecho acreedores, pudiendo anotar también las reincidencias\nen faltas leves. \u003C\u002Fp>\n\n\u003Cp>Las notas desfavorables por faltas cometidas quedarán canceladas, en caso\nde no reincidir, a los seis meses las faltas graves y al año las faltas muy\ngraves. Los plazos empezarán a contarse desde la fecha que las faltas hubieran\nsido impuestas en firme.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1425\">Artículo 53. Abuso de autoridad.\u003C\u002Fh3>\n\n\u003Cp>La empresa considerará como faltas muy graves y sancionará, en\nconsecuencia, los abusos de autoridad que se pudieran cometer por sus\ndirectivos, jefes o mandos intermedios.\u003C\u002Fp>\n\n\u003Cp>Para canalizar estas denuncias la empresa tiene a disposición de toda la\nplantilla un buzón de correo electrónico (denunciasacoso@cope.es).\u003C\u002Fp>\n\n\u003Cp>Se considerará abuso de autoridad siempre que un superior cometa un hecho\narbitrario con infracción de un precepto legal y con perjuicio notorio para un\ninferior. En este caso, el trabajador perjudicado lo pondrá en conocimiento de\nsu delegado o del Comité Intercentros y lo comunicará por escrito a la\nDirección del Centro de Trabajo, quién tendrá obligación de tramitar la\nqueja hasta la Dirección de la empresa, en un plazo no superior a tres días.\nIgual tratamiento tendrá el acoso moral, psicológico y sexual.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1435\">CAPÍTULO XII Otras disposiciones\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1437\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">Artículo 54. Cursos de formación\u003C\u002Fdiv>.\u003C\u002Fh3>\n\n\u003Cp>La asistencia a cursos de formación obligatorios en cualquier modalidad\nprogramados por la empresa se realizará siempre dentro del horario laboral de\ncada empleado.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes_newtech\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>La empresa organizará por propia iniciativa o a propuesta de los\ntrabajadores, los cursos de formación que estime necesarios para el reciclaje\ny perfeccionamiento de sus trabajadores, y cursos para facilitar la adaptación\nde sus propios trabajadores a los cambios ocupacionales originados por la\nintroducción de nuevas tecnologías o por la implantación de nuevas técnicas\nde gestión. a recuperar las horas mediante la libranza de las mismas.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Para la organización y financiación de los citados cursos y planes de\nformación de sus propios trabajadores, las partes firmantes asumen el\ncontenido íntegro del Acuerdo Nacional de Formación Continua, declarando que\néste desarrollará sus efectos en el ámbito funcional y territorial del\npresente convenio.\u003C\u002Fp>\n\n\u003Cp>En cualquier caso y con independencia de la forma de financiación de los\ncitados cursos, el acceso a los mismos será voluntario y gratuito para los\ntrabajadores. Sólo podrá abandonarse el curso de formación una vez iniciado\npor razones justificadas.\u003C\u002Fp>\n\n\u003Cp>A los efectos previstos en el presente artículo, la Comisión Mixta,\ncompuesta por tres miembros del Comité Intercentros y otros tres de la\ndirección de la empresa, tendrá todas las competencias previstas en materia\nde cursos de formación (iniciativa, contenido, desarrollo y alcance). Esta\nComisión se reunirá coincidiendo con las reuniones ordinarias del Comité\nIntercentros.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras que se encuentren en periodo de permiso por\nnacimiento y cuidado del menor, adopción, guarda con fines de adopción o\nacogimiento o excedencia voluntaria por cuidado de familiar, tendrán derecho a\nparticipar en los cursos de formación convocados por la empresa.\u003C\u002Fp>\n\n\u003Cp>Los trabajadores con al menos un año de antigüedad en la empresa tienen\nderecho a un permiso retribuido de veinte horas anuales de formación\nprofesional para el empleo, vinculada a la actividad de la empresa, acumulables\npor un periodo de hasta cinco años (artículo 23.3 del Estatuto de los\nTrabajadores) y a los permisos individuales de Formación contenidos en la Ley\n30\u002F2.105\u003C\u002Fp>\n\n\u003Ch2 id=\"L1453\">Disposición adicional primera.\u003C\u002Fh2>\n\n\u003Cp>Es voluntad de la dirección de la empresa mantener la estabilidad en el\nempleo de sus trabajadores. Por esta razón, la dirección de la empresa\nmanifiesta su intención de no plantear despidos al amparo del artículo 51 del\nEstatuto de los Trabajadores durante la vigencia del presente convenio, salvo\nque la situación económica de la empresa así lo exigiera para garantizar su\nviabilidad, aspecto que en estos momentos no es previsible, con la actual\nsituación económica de la empresa.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1457\">Disposición adicional segunda.\u003C\u002Fh2>\n\n\u003Cp>La persona trabajadora, declara estar comprometido con el contenido y\ndesarrollar sus actuaciones profesionales conforme a los principios de la\nlínea editorial y código deontológico\u002Fético de conducta de Radio Popular,\nS.A., accesible a través del siguiente enlace, así como del resto de\nPolíticas y Procedimientos en materia de Compliance accesibles a través de la\nweb, asumiendo la obligación de su lectura:\u003C\u002Fp>\n\n\u003Cp>https:\u002F\u002Finstitucional.absidemedia.com\u002Flinea-editorial\u002F\u003C\u002Fp>\n\n\u003Cp>https:\u002F\u002Finstitucional.absidemedia.com\u002Fpolitica-de-compliance-penal\u002F\u003C\u002Fp>\n\n\u003Cp>En ese sentido, Radio Popular, S.A. dispone de Canal de Denuncias y un\nprotocolo de acoso accesible a través del siguiente enlace para que cualquier\nempleado pueda poner en conocimiento cualquier conducta irregular o\nincumplimiento del que hayan tenido conocimiento:\u003C\u002Fp>\n\n\u003Cp>https:\u002F\u002Finstitucional.absidemedia.com\u002Fcanal-etico\u002F\u003C\u002Fp>\n\n\u003Cp>http:\u002F\u002Fintranet.cadenacope.net\u002Fdocumentos\u002Frecursos-humanos\u002Frecursos-\nhumanos-1\u002F1214-protocolo-acoso-cope\u002Ffile\u003C\u002Fp>\n\n\u003Cp>Disposición adicional tercera. Acuerdo sobre Solución Autónoma de\nConflictos\u003C\u002Fp>\n\n\u003Cp>Adhesión al ASAC.\u003C\u002Fp>\n\n\u003Cp>Las partes firmantes del presente convenio acuerdan someter al Sistema\nInterconfederal de Mediación y Arbitraje (SIMA) los conflictos que puedan\nsurgir en el ámbito del mismo, adhiriéndose al VI Acuerdo sobre Solución\nAutónoma de Conflictos laborales (ASAC), así como a su reglamento de\ndesarrollo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch2 id=\"L1477\">ANEXO 1\u003C\u002Fh2>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:37.9pt\">\n      \u003Ctd width=\"41\" style=\"width:30.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Letras\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\" style=\"width:41.05pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Paga\n        Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\" style=\"width:46.55pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Anual\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"41\" style=\"width:30.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">A\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">1.248,10\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\" style=\"width:46.55pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">19.969,55\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"41\" style=\"width:30.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">B\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">1.344,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\" style=\"width:46.55pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">21.504,07\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"41\" style=\"width:30.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">C\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">1.382,75\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\" style=\"width:46.55pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">22.124,03\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"41\" style=\"width:30.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">D\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">1.481,02\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\" style=\"width:46.55pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">23.696,29\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"41\" style=\"width:30.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">E\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">1.555,24\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\" style=\"width:46.55pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">24.883,80\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"41\" style=\"width:30.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">F\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\" style=\"width:41.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">1.705,16\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\" style=\"width:46.55pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">27.282,48\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"41\" style=\"width:30.5pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">J\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\" style=\"width:41.05pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">1.726,46\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\" style=\"width:46.55pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">27.623,37\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\"> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003C\u002Fdiv>\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:37.9pt\">\n      \u003Ctd width=\"164\" style=\"width:122.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Plus\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\" style=\"width:33.6pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Paga\n         Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\" style=\"width:41.5pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Anual\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"164\" style=\"width:122.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003Ctd width=\"164\" style=\"width:122.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Módulo de\n        antigüedad.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\" style=\"width:33.6pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">100,62\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\" style=\"width:41.5pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">1.609.92\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003Ctd width=\"55\" style=\"width:41.5pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"164\" style=\"width:122.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Plus cuantía mínima\n        Madrid.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\" style=\"width:33.6pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">150,07\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\" style=\"width:41.5pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">1.800,85\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"164\" style=\"width:122.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">Plus disponibilidad\n        Madrid.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\" style=\"width:33.6pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">461,35\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\" style=\"width:41.5pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">5.536,15\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"164\" style=\"width:122.65pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Plus disponibilidad\n        emisoras.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\" style=\"width:33.6pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">285,35\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\" style=\"width:41.5pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">3.424,17\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003Cspan lang=\"ES\">\u003C\u002Fspan>El valor hora ordinaria de cada trabajador se halla\ncon la siguiente fórmula:\u003C\u002Fp>\n\n\u003Cp>(Salario base + módulos antigüedad) x 16 pagas\u003C\u002Fp>\n\n\u003Cp>1.554 (cómputo anual de horas)\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>https:\u002F\u002Fwww.boe.es\u003C\u002Fp>\n\n\u003Cp>BOLETÍN OFICIAL DEL ESTADO\u003C\u002Fp>\n\n\u003Cp>D. L.: M-1\u002F1958 - ISSN: 0212-033X\u003C\u002Fp>\n\n\u003Cp>cve: BOE-A-2025-22737\u003C\u002Fp>\n\n\u003Cp>Verificable en https:\u002F\u002Fwww.boe.es\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":59,"trainingprogrammes_newtech":63,"SOCSEC_trigger":65,"pensionfund":69,"disabilityfund":73,"contracttrial":77,"contracttrialperiod":81,"maxsicknesspay":85,"maxsicknesspayperc":89,"maxsicknesspaytype":91,"disabilitypay":93,"healthandsafetypolicy":95,"code_application":99,"healthandsafetytraining":103,"WORKFAM_trigger":107,"paidmaternityleave":111,"paidmaternityleaveduration":115,"paidmaternityleavepayperc":119,"paidmaternityleavepay":123,"paidmaternityleaveall":126,"pregnancy":130,"breastfeeding_dangerouswork":132,"riskassessment":136,"timeoff":138,"childcare":142,"childcareleave":146,"marriageleave":149,"nursingmothers":153,"maternity_nursing_breaks_duration":157,"maternity_nursing_breaks_length":159,"breastfeeding_workingtime":161,"educationtuition":163,"GENEQ_trigger":167,"eqpay":171,"gender":175,"discrimination":177,"eqpromotion":181,"eqtraining":183,"sexualhar":185,"violence":189,"violenceleave":193,"WORKHOURS_trigger":197,"hourspweek":201,"hourspyear":205,"holidaysdays":207,"holidaysweeks":211,"schedulesrestpw":215,"ADMINISTRATIVE_trigger":219,"administrativedays":223,"WAGES_trigger":225,"WAGES_determined":228,"PAYSCALES_trigger":232,"STRUCINCR_trigger":236,"ONCERISE_trigger":240,"ONCERISE2_trigger":244,"CONSIGN_trigger":248,"OVERTIME_trigger":252,"overtimeallowancetype_general":256,"overtimeallowanceperc1_general":260,"HARDSHIP_trigger":262,"SUNDAY_trigger":266,"NOCTPREM_trigger":270,"COMMUTE_trigger":274,"SENIOR_trigger":278,"MEALALL_trigger":282},{"bindId":45,"name":46,"text":47},"CBA_MNCOMPA_1","Visto el texto del Convenio Colectivo de","Visto el texto del Convenio Colectivo de Radio Popular, SA, (COPE) -código\nde convenio n.° 90004283011981-, que fue suscrito con fecha 10 de septiembre\nde 2025, de una parte por los designados por la dirección de la empresa, en\nrepresentación de la misma, y de otra por el comité intercentros, en\nrepresentación de los trabajadores, y que ha sido finalmente subsanado\nmediante Acta de 20 de octubre de 2025, y de conformidad con lo dispuesto en el\nartículo 90, apartados 2 y 3, de la Ley del Estatuto de los Trabajadores,\ntexto refundido aprobado por el Real Decreto Legislativo 2\u002F2015, de 23 de\noctubre (BOE de 24 de octubre), y en el Real Decreto 713\u002F2010, de 28 de mayo,\nsobre registro y depósito de convenios colectivos, acuerdos colectivos de\ntrabajo y planes de igualdad,",{"bindId":49,"name":50,"text":51},"JOBTITLE_trigger","Artículo 5. Clasificación según la funci","Artículo 5. Clasificación según la función. Nivel de\nclasificación profesional.\n\n1.° Las clasificaciones funcionales y definiciones de categorías dentro\ndel mismo grupo profesional del personal consignadas en este convenio son\nmeramente enunciativas y no suponen la obligación de tener provistas todas las\nplazas y categorías enunciadas si las necesidades y estructura del centro de\ntrabajo no lo requieren.\n\n2.° Nivel de clasificación profesional.\n\nEl personal se clasifica y distribuye, teniendo en cuenta las funciones que\nrealiza, en los grupos profesionales que a continuación se indican:\n\nI.Técnico en actividades específicas de\nradiodifusión y emisión.\n\nII.Programación.\n\nIII.Administración.\n\nIV.Complementario general.\n\nV.Comercial y Márketing.\n\nVI.Informática.\n\nVII.Servicios Generales.\n\nGrupo I. Técnico en actividades específicas de Radiodifusión y\nEmisión\n\n\n\n\n  \n    \n      Categorías\n      \n      Nivel\n        retributivo\n      \n    \n    \n      Subgrupo\n        Técnicos:\n      \n       \n      \n    \n    \n      Jefe\u002Fa Técnico\n        Superior.\n      \n      Letra F.\n      \n    \n    \n      Jefe\u002Fa\n        Técnico.\n      \n      Letra E.\n      \n    \n    \n      Encargado\u002Fa\n        Técnico.\n      \n      Letra D.\n      \n    \n    \n      Técnico\u002Fa de\n        Mantenimiento.\n      \n      Letra C.\n      \n    \n    \n      Ayudante\n        Técnico.\n      \n      Letra B.\n      \n    \n    \n      Subgrupo\n        Emisiones:\n      \n       \n      \n    \n    \n      Jefe\u002Fa de\n        Emisiones.\n      \n      Letra F.\n      \n    \n    \n      Técnico\u002Fa Superior de\n        Control y Sonido.\n      \n      Letra E.\n      \n    \n    \n      Técnico\u002Fa Principal Control\n        y Sonido.\n      \n      Letra D.\n      \n    \n    \n      Técnico\u002Fa de Control y\n        Sonido.\n      \n      Letra C.\n      \n    \n    \n      Ayudante Toma de Sonido y\n        Montaje.\n      \n      Letra B.\n      \n    \n  \n\n\n\nGrupo II. Programación\n\n\n\n\n  \n    \n      Categorías\n      \n      Nivel\n        retributivo\n      \n    \n    \n      Jefe\u002Fa de Programación y\u002Fo\n        Redacción.\n      \n      Letra F.\n      \n    \n    \n      Redactor\u002Fa Jefe y\u002Fo\n        Principal.\n      \n      Letra E.\n      \n    \n    \n      Redactor\u002Fa de\n        Primera.\n      \n      Letra D.\n      \n    \n    \n      Redactor\u002Fa.\n      \n      Letra C.\n      \n    \n    \n      Ayudante de\n        Programación.\n      \n      Letra B.\n      \n    \n    \n      Locutor\u002Fa\n        Principal.\n      \n      Letra E.\n      \n    \n    \n      Locutor\u002Fa de\n        Primera.\n      \n      Letra D.\n      \n    \n    \n      Locutor\u002Fa.\n      \n      Letra C.\n      \n    \n  \n\n\n\nGrupo III. Administración\n\n\n\n\n  \n    \n      Categorías\n      \n      Nivel\n        retributivo\n      \n    \n    \n      Jefe\u002Fa Administrativo de\n        1.a\n      \n      Letra F.\n      \n    \n    \n      Jefe\u002Fa Administrativo de\n        2.a\n      \n      Letra E.\n      \n    \n    \n      Oficial Administrativo de\n        1.a\n      \n      Letra D.\n      \n    \n    \n      Oficial Administrativo de\n        2.a\n      \n      Letra C.\n      \n    \n    \n      Auxiliar\n        Administrativo.\n      \n      Letra B.\n      \n    \n  \n\n\nGrupo IV. Complementario\ngeneral\n\n\n\n\n  \n    \n      Categorías\n      \n      Nivel\n        retributivo\n      \n    \n    \n      Titulado\u002Fa\n        Superior.\n      \n      Letra F.\n      \n    \n    \n      Titulado\u002Fa\n        Medio.\n      \n      Letra D.\n      \n    \n  \n\n\n\n\nGrupo V. Comercial y Marketing\n\n\n\n\n  \n    \n      Categorías\n      \n      Nivel\n        retributivo\n      \n    \n    \n      Jefe\u002Fa Comercial y\n        Marketing.\n      \n      Letra E.\n      \n    \n    \n      Agente\n        Comercial.\n      \n      Letra B.\n      \n    \n  \n\n\n\nGrupo VI. Informática\n\n\n\n\n  \n    \n      Categorías\n      \n      Nivel\n        retributivo\n      \n    \n    \n      Jefe\u002Fa Servicios\n        Informáticos.\n      \n      Letra F.\n      \n    \n    \n      Analista de\n        Sistemas.\n      \n      Letra E.\n      \n    \n    \n      Programador\u002Fa de\n        Ordenadores.\n      \n      Letra D.\n      \n    \n    \n      Operador\u002Fa de\n        Ordenadores.\n      \n      Letra C.\n      \n    \n  \n\n\n\nGrupo VII. Servicios Generales\n\n\n\n\n  \n    \n      Categorías\n      \n      Nivel\n        retributivo\n      \n    \n    \n      Oficial de 1.a de\n        Mantenimiento.\n      \n      Letra C.\n      \n    \n    \n      Oficial de\n        Mantenimiento.\n      \n      Letra B.\n      \n    \n    \n      OTR de 1.a\n      \n      Letra B.\n      \n    \n    \n      OTR.\n      \n      Letra A.\n      \n    \n  \n",{"bindId":53,"name":54,"text":55},"JOBTYPE_descriptions","Definición de funciones Grupo I. Técnico","Definición de funciones\n\nGrupo I. Técnicos en actividades de radiodifusión y\nemisión\n\nSubgrupo técnico.\n\nEs personal técnico de actividades específicas de radiodifusión el que\nparticipa en las tareas de planificación, proyecto, construcción,\nmantenimiento, operación, explotación e inspección técnica de las\ninstalaciones o equipos destinados a producción y emisión de los programas\nradiofónicos.\n\nJefe\u002Fa técnico superior: Es el profesional titulado que, correspondiéndole\ntodas las funciones descritas para el jefe técnico, realiza además funciones\nde planificación, gestión de compras, ejecución de proyectos y su\ndesarrollo, asesoramiento técnico, etc., para la totalidad de las emisoras de\nla cadena.\n\nJefe\u002Fa técnico: Es el profesional titulado capaz de responsabilizarse, con\nplena iniciativa, de la explotación, reparación y mantenimiento de los\nequipos de alta y baja \n\nfrecuencia de uno o varios centros de trabajo, dirigiendo y orientando el\ntrabajo del personal técnico a sus órdenes en su caso.\n\nEncargado\u002Fa técnico: Es el profesional que reuniendo todas las condiciones\nque se exigen al técnico de mantenimiento, ejerce con responsabilidad\npermanente y con plena iniciativa funciones de alto nivel técnico en los\nservicios de explotación, reparación y mantenimiento de equipos de alta y\nbaja frecuencia, pudiendo tener a su cargo y bajo su responsabilidad\ninstalaciones y equipos de uno o varios centros de trabajo.\n\nTécnico\u002Fa de mantenimiento: Es el profesional que reuniendo todas las\ncondiciones que se exigen al ayudante técnico, posee además amplios\nconocimientos de las técnicas de radiodifusión y de las normas de\nexplotación, reparación y mantenimiento que se aplican a las mismas, está\ncapacitado para la realización de los trabajos correspondientes en alta y baja\nfrecuencia, pudiendo tener a su cargo y bajo su responsabilidad instalaciones y\nequipos de un centro de trabajo.\n\nAyudante técnico: Es el profesional titulado que, con carácter\neminentemente práctico, está especializado en la técnica de los equipos y de\nlas instalaciones de radiodifusión.\n\nCorresponde a su función realizar, alternativa o conjuntamente, tareas\noperativas y de mantenimiento que requieran especialización técnica, efectuar\ntrabajos de montaje, cuidar el buen funcionamiento de las instalaciones o\nequipos que se les encomiende y llevar a cabo en las mismas las operaciones\nnormales de explotación, reparación y mantenimiento preventivo y\ncorrectivo.\n\nDebe conocer el manejo de los aparatos de medida y comprobación usuales.\n\nSubgrupo emisiones.\n\nSe integran en este grupo aquellos profesionales de las distintas\nespecialidades que posibilitan la producción de programas de\nradiodifusión.\n\nJefe\u002Fa de emisiones: Es el profesional que, con pleno conocimiento de la\ntécnica de producción radiofónica, se responsabiliza con plena iniciativa de\nla realización de toda clase de programas, así como del buen orden y\nencadenamiento de la emisión de un centro de producción, a cuyo efecto\ndesigna el personal de las distintas especialidades que han de intervenir y\ndetermina los medios materiales que ha de utilizar.\n\nTécnico\u002Fa superior de control y sonido: Es el profesional que, con pleno\ndominio de los conocimientos y la pericia manual exigida a los técnicos de\nsonido, posee una sólida experiencia en el proceso de producción radiofónica\ny la necesaria capacitación para organizar los trabajos que requieran para su\nejecución el empleo de equipos de baja frecuencia. Le corresponde además\nrealizar personalmente cualquiera de los cometidos propios de los técnicos,\nseleccionar los medios más adecuados a cada circunstancia, llevar la\ndocumentación del servicio que se le encomienda y supervisar la calidad sonora\nde las unidades móviles.\n\nTécnico\u002Fa principal de control y sonido: Es el profesional que, reuniendo\nlas condiciones exigidas al técnico de control y sonido y debiendo efectuar\ncuantas funciones corresponden a esa categoría, posee amplio conocimiento de\nacústica general y baja frecuencia, que le capacitan para realizar las tomas\nde sonido en producciones radiofónicas de todo género que precisen el logro\nde determinadas perspectivas sonoras.\n\nTécnico\u002Fa de control y sonido: Es el profesional que, conociendo las\nposibilidades de los equipos de baja frecuencia, equipos instalados en unidades\nmóviles y de retransmisiones que se utilizan para la realización\nradiofónica, los manipula con toda destreza.\n\nCorresponde a su función realizar las mezclas y los encadenamientos de\nacuerdo con las indicaciones del guion o de su superior, ya sea para su\ntransmisión directa o diferida en el estudio o fuera de él, así como\nelaborar grabaciones, sus arreglos y montajes finales.\n\nAyudante de toma de sonido y montaje: Es el profesional que con elementales\nconocimientos artísticos, musicales y de acústica, así como del manejo de\nlos equipos necesarios para su labor, colabora en los trabajos de toma de\nsonido y montaje, a las órdenes de su superior inmediato.\n\nGrupo II. Programación\n\nEs personal de programación el que planifica los programas, formula los\ncorrespondientes cuadros de horarios con distinción de los mismos, los idea y\nlos redacta, responsabilizándose de todo lo necesario para su posterior\nrealización por ellos mismos.\n\nTambién se incluye la realización de las tareas que conlleven la\ndistribución de audio y\u002Fo imagen en el entorno digital, siempre y cuando esta\nlabor no exceda la jornada laboral y dando prioridad a la actividad de\nradio.\n\nJefe\u002Fa de programación y\u002Fo redacción: Es el profesional que, además de\ncumplir las condiciones exigidas al redactor jefe radiofónico, todas cuyas\nfunciones le corresponden, está capacitado para crear, planificar, coordinar y\ndirigir un conjunto de espacios radiofónicos de carácter común, o áreas\nconcretas de programación.\n\nRedactor\u002Fa jefe y\u002Fo principal: Es el profesional que con amplios\nconocimientos radiofónicos, literarios y artísticos, que además de hacer las\nfunciones correspondientes al redactor, es capaz de confeccionar y realizar en\nforma escrita y hablada espacios radiofónicos informativos de todo tipo en sus\ndiversas fases, y de organizar, orientar y vigilar el trabajo de los redactores\nde primera y redactores a sus órdenes, si los tuviese, pudiendo tener asimismo\nla responsabilidad de un área de programación. Deberá conocer y utilizar los\nequipos de baja frecuencia necesarios para la cumplimentación de su trabajo,\nsin que en ningún caso ello suponga la sustitución de las funciones\ncorrespondientes al técnico de control y sonido, salvo situaciones de fuerza\nmayor.\n\nRedactor\u002Fa de primera: Es el profesional capaz de confeccionar de forma\nescrita y hablada todo tipo de espacios radiofónicos y\u002Fo informativos en sus\ndiversas fases. Deberá conocer y utilizar los equipos de baja frecuencia\nnecesarios para la cumplimentación de su trabajo, sin que en ningún caso ello\nsuponga la sustitución de las funciones correspondientes al técnico de\ncontrol y sonido, salvo situaciones de fuerza mayor. Podrá asumir la\ncoordinación del personal técnico que precise en la producción de\nprogramas.\n\nRedactor\u002Fa: Es el profesional capaz de elaborar y presentar todo tipo de\nespacios radiofónicos y\u002Fo informativos bajo la supervisión del redactor jefe\no principal y del redactor de primera. Deberá conocer y utilizar los equipos\nde baja frecuencia necesarios para la cumplimentación de su trabajo, sin que\nen ningún caso ello suponga la sustitución de las funciones correspondientes\nal técnico de control y sonido, salvo situaciones de fuerza mayor.\n\nAyudante de programación: Es el profesional que posee conocimientos\nradiofónicos básicos, siendo capaz de realizar funciones como redacción de\ntextos, confección de pautas de programación, audición, registro y\nanotación de programas y sus características, archivo, clasificación y\ncustodia del material sonoro y en general, auxiliar en la producción de\nprogramas. Deberá también conocer y utilizar los equipos de baja frecuencia\nnecesarios para la cumplimentación de su trabajo, sin que en ningún caso ello\nsuponga la sustitución de las funciones correspondientes al técnico de\ncontrol y sonido, salvo situaciones de fuerza mayor.\n\nLocutor\u002Fa principal: Es el profesional que, reuniendo las condiciones del\nlocutor de primera y correspondiéndole todas sus funciones, está capacitado\npara crear y presentar cualquier espacio radiofónico, con total y absoluta\niniciativa, incluidos todos aquellos relativos a temas especializados y\ncomplejos. Asimismo, deberá conocer y utilizar los equipos de baja frecuencia,\nnecesarios para la cumplimentación de su trabajo, sin que ello en ningún caso\nsuponga la sustitución de las funciones correspondientes al técnico de\ncontrol y sonido, salvo situaciones de fuerza mayor.\n\nLocutor\u002Fa de 1.a: Es el profesional que, reuniendo las condiciones del\nlocutor y correspondiéndole todas sus funciones, está capacitado para crear y\npresentar cualquier \n\nespacio radiofónico, incluidos los relativos a temas generales y de\ninformación, debiendo conocer y utilizar los equipos de baja frecuencia\nnecesarios para la cumplimentación de su trabajo, sin que en ningún caso ello\nsuponga la sustitución de las funciones correspondientes al técnico de\ncontrol y sonido, salvo situaciones de fuerza mayor.\n\nLocutor\u002Fa: Es el profesional que, con amplia cultura general, dominio del\nidioma y calidad de voz, está capacitado para realizar con plena iniciativa\nuna locución improvisada en espacios radiofónicos, tanto dentro como fuera de\nlos estudios. Asimismo, deberá conocer y utilizar los equipos de baja\nfrecuencia, para la cumplimentación de su trabajo, sin que en ningún caso\nello suponga la sustitución de las funciones correspondientes al técnico de\ncontrol y sonido, salvo situaciones de fuerza mayor.\n\nRespecto de aquellos trabajadores que a la entrada en vigor del presente\nconvenio colectivo tuviesen la categoría de locutor superior o de jefe\nsuperior de emisiones y producción, la misma les será mantenida, tanto\nnominalmente como en cuanto al importe salarial que le era aplicable, siendo\néste incrementado anualmente en el mismo porcentaje que se fije en posteriores\nconvenios para el resto de categorías del grupo de emisiones.\n\nEn cuanto a las funciones inherentes a esta categoría a extinguir, serán\nlas mismas que correspondan al locutor principal.\n\nPara las descripciones de categorías realzadas para este Grupo II de\nProgramación se entenderá como situación de fuerza mayor aquellas\nextraordinarias, imprevisibles e inevitables, que no se puedan anticipar tanto\npor parte del trabajador como del empleador.\n\nGrupo III. Administración\n\nIntegra este grupo el personal que participa en la gestión, organización y\ntramitación de los asuntos económicos, de personal y de carácter general. En\norden a su competencia, capacidad y responsabilidad se clasifican en las\nsiguientes categorías profesionales:\n\nJefe\u002Fa administrativo de 1.a: Es el profesional que desarrolla funciones\nadministrativas, económicas o comerciales de elevada especialización con una\nde sus ramas, en varias o en todas ellas, tales como: intervención general,\ninspección administrativa, administración presupuestaria y contable,\npagaduría y nóminas, expedientes, relaciones laborales, archivos,\nadministración de asuntos generales, estudios y análisis contables o de\ncostos y otras de análoga entidad. Asimismo, deberá conocer el manejo de\nordenadores a nivel de usuario para el desempeño de sus funciones.\n\nJefe\u002Fa administrativo de 2.a: Es el profesional que desarrolla con plena\nresponsabilidad funciones de control, comprobación e inspección,\nsupervisión, gestión y operación de actividades de carácter administrativo,\neconómico o comercial y laboral, referidas a un campo concreto o a varios\ncampos afines con limitados requerimientos tecnológicos y reducida complejidad\nrespecto a la categoría superior. Estarán a su cargo el orden y disciplina,\nasí como su eficacia individual y de conjunto. Asimismo, deberá conocer el\nmanejo de ordenadores a nivel de usuario para el desempeño de sus\nfunciones.\n\nOficial administrativo de 1.a: Es el profesional que ejerce funciones de\ncarácter administrativo y contable, significadas por la necesidad de\naportación de cierta iniciativa, actuando según instrucciones de su superior\ninmediato, como redacción de asientos contables, taquimecanografía y\ncualesquiera análogas en significación e importancia, con o sin empleados de\nmenor categoría a sus órdenes. Corresponde también a esta categoría, entre\notros cometidos, la gestión de almacenes de complejidad media.\n\nAsimismo, deberá conocer el manejo de ordenadores a nivel de usuario para\nel desempeño de sus labores.\n\nOficial administrativo de 2.a: Es el profesional que tiene a su cargo\nanálogas actividades de la categoría superior, pero referidas a un turno de\ntrabajo bajo instrucciones generales o en los aspectos menos complejos y más\nrepetitivos de las mismas. Asimismo, también deberá conocer el manejo de\nordenadores a nivel usuario para el desempeño de sus funciones.\n\nAuxiliar administrativo: Es el profesional con titulación específica de\nformación profesional en sus diversos grados o incluso universitaria en su\nnivel medio o superior, al que se le encomiendan actividades de carácter\nadministrativo en sus diversos aspectos, bajo la supervisión de sus superiores\norgánicos y\u002Fo funcionales. Asimismo, deberá conocer el manejo de ordenadores\na nivel de usuario para el desempeño de sus funciones.\n\nRespecto de aquellos trabajadores que a la entrada en vigor del presente\nconvenio colectivo tuviesen la categoría de jefe de administración superior,\nla misma le será mantenida, tanto nominalmente como en cuanto al importe\nsalarial que le era aplicable, siendo éste incrementado anualmente en el mismo\nporcentaje que se fije en posteriores convenios para el resto de categorías\ndel grupo de administración.\n\nGrupo IV. Complementario general\n\nSe integran en este grupo aquellos profesionales que desempeñan funciones\nno comprendidas en ninguno de los restantes grupos.\n\nTitulado\u002Fa superior: Es el personal para cuya admisión o asignación de\npuesto de trabajo se exigió o consideró condición básica una titulación\noficial de grado superior universitario y que, desarrollando funciones propias\nde su titulación académica o de nivel adecuado a la misma, para cuya\nrealización se considera necesaria una formación superior, no es clasificable\nen otras categorías profesionales concretamente establecidas en la presente\nclasificación profesional.\n\nTitulado\u002Fa medio: Es el personal para cuya admisión o asignación de puesto\nde trabajo se exige como condición básica una titulación académica y no es\nclasificable en otras categorías profesionales concretamente establecidas en\nla presente clasificación profesional.\n\nGrupo V. Comercial y marketing\n\nSe incluye a los profesionales que tienen como misión vender, realizar\nprospecciones de mercado, planificación y asesoramiento a clientes sobre\nformas más eficaces de desarrollar sus campañas publicitarias obteniendo el\nmáximo rendimiento de las posibilidades del medio, fijar criterios para la\ncomercialización de programas, espacios y bloques, analizar los contenidos de\nla programación general con vistas a su posible comercialización y mantener\nrelaciones y contactos con agentes y agencias de publicidad y clientes para\nconseguir la aceptación de los criterios publicitarios fijados por la\ndirección y de su política en este terreno dirigida a conseguir la eficacia,\nveracidad, dignidad de los mensajes y correcta información de la audiencia.\n\nJefe\u002Fa de comercial y marketing: Es el profesional que es capaz de llevar a\ncabo la programación, dirección y ejecución de la política comercial de una\no varias emisoras, así como los contactos y relaciones con agencias\npublicitarias y clientes. Puede orientar y conexionar los distintos servicios y\ndepartamentos que intervienen en la contratación, administración y ejecución\nde la publicidad y coordinar el trabajo del personal a sus órdenes.\n\nAgente comercial: Es el profesional que, a las órdenes directas del jefe de\ncomercial o, en su defecto, del director de la emisora, ejecuta las misiones de\nventa y promoción que se le encomiendan. Asimismo, será responsable de la\ntramitación administrativa del ciclo comercial. \n\nGrupo VI. Informática\n\nSe incluye en este grupo a los profesionales que en la empresa tienen la\nmisión de planificar y ejecutar programas de análisis y sistemas\ninformáticos, siguiendo las directrices que marque la dirección para la\nconsecución de objetivos a corto y largo plazo.\n\nJefe\u002Fa de servicios informáticos: Es el profesional que, en posesión del\ncorrespondiente título académico, colabora con sus criterios técnicos en la\nplanificación de los sistemas informáticos a corto o largo plazo, de acuerdo\ncon los objetivos de la empresa, elección de máquinas y sistemas operativos\nde ordenador necesarios para la aplicación propuesta en cada caso, así como\nen los estudios de rentabilidad de las aplicaciones en explotación.\n\nCoordina el trabajo de los analistas y dirige el trabajo prestado por el\npersonal a sus órdenes directas.\n\nAnalista de sistemas: Es el profesional que, en posesión del\ncorrespondiente título académico, es capaz de verificar análisis orgánicos\nde aplicaciones complejas para obtener la solución mecanizada de las mismas en\ncuanto a cadena de operaciones a seguir, documentos a obtener, diseño de los\nmismos, ficheros a tratar, su definición, puesta a punto de las aplicaciones,\ncreación de juegos de ensayo, detección de anomalías y tratamiento\nposterior. Elige, en cada caso, el lenguaje de programación adecuado a las\naplicaciones. Coordina el trabajo de los programadores y operadores.\n\nProgramador\u002Fa de ordenadores: Es el profesional que, con el correspondiente\ntítulo académico o demostrada capacidad, adquiere el conocimiento profundo\ndel sistema operativo, crea los ficheros y programas que no estén disponibles\nsegún las normas y estándares en vigor en la instalación, confecciona el\norganigrama si es necesario, codifica el programa en el lenguaje elegido y\nasesora a los operadores.\n\nOperador\u002Fa de ordenadores: Es el profesional que, con los conocimientos\nnecesarios para el desempeño de la categoría, maneja los ordenadores para el\ntratamiento de la información e interpreta y desarrolla las instrucciones y\nórdenes para su explotación.\n\nGrupo VII. Servicios generales\n\nIntegran este grupo el personal subalterno de oficios manuales y\u002Fo\nauxiliares, cuya prestación de servicios auxilia las labores generales del\nfuncionamiento de la empresa.\n\nOficial de 1.a de mantenimiento: Se incluye en esta categoría al personal\nque con demostrado conocimiento de oficialía se le asigna la responsabilidad\nde los trabajos más complejos de su oficio, debiendo con su propia iniciativa\nprepararlos o desarrollarlos en base a instrucciones específicas, orales y\nescritas mediante croquis o planos, que debe saber interpretar. Coordinando\nademás al personal asignado como ayuda.\n\nOficial de mantenimiento: Se incluye en esta categoría al personal que con\ndemostrado conocimiento de oficialía se le asigna la responsabilidad de los\ntrabajos más complejos de su oficio, debiendo con su propia iniciativa\nprepararlos o desarrollarlos en base a instrucciones específicas, orales o\nescritas mediante croquis o planos, que debe saber interpretar.\n\nOrdenanza, telefonista-recepcionista de 1.a: Está comprendido en esta\ncategoría el personal que, con probada experiencia y de acuerdo con los\nmétodos de operación, atiende, solicita y establece las comunicaciones\ntelefónicas (internas, interurbanas e internacionales) y desempeña servicios\ncomplementarios a las mismas.\n\nAsimismo, deberá atender a los visitantes anunciando su presencia en las\ndependencias que corresponda, comprobar los pases o autorizaciones para acceso\na los locales, responder a consultas de carácter general, acompañar a visitas\nautorizadas, efectuar la distribución interna de la correspondencia, informar\nsobre localización de despachos y personas, traslado de avisos, ejecución de\nlos encargos y recados que se le encomienden, cuidar el ornato y policía de\nlas dependencias, y otras de análoga entidad.\n\nOrdenanza, telefonista-recepcionista: Está comprendido en esta categoría\nel personal que, de acuerdo con los métodos de operación, atiende, solicita y\nestablece las comunicaciones telefónicas (internas, interurbanas e\ninternacionales) y desempeña servicios complementarios a las mismas.\n\nAsimismo, deberá atender a los visitantes anunciando su presencia en las\ndependencias que corresponda, comprobar los pases o autorizaciones para acceso\na los locales, responder a consultas de carácter general, acompañar a visitas\nautorizadas, efectuar la distribución interna de la correspondencia, informar\nsobre localización de despachos y personas, traslado de avisos, ejecución de\nlos encargos y recados que se le encomienden, cuidar el ornato y policía de\nlas dependencias, y otras de análoga entidad.\n\nLa definición de los grupos profesionales se ajustará a criterios y\nsistemas que tengan como objeto garantizar la ausencia de discriminación,\ntanto directa como indirecta, entre mujeres y hombres.",{"bindId":57,"name":58,"text":58},"TRAINING_trigger","Artículo 54. Cursos de formación",{"bindId":60,"name":61,"text":62},"trainingprogrammes","La empresa organizará por propia iniciat","La empresa organizará por propia iniciativa o a propuesta de los\ntrabajadores, los cursos de formación que estime necesarios para el reciclaje\ny perfeccionamiento de sus trabajadores, y cursos para facilitar la adaptación\nde sus propios trabajadores a los cambios ocupacionales originados por la\nintroducción de nuevas tecnologías o por la implantación de nuevas técnicas\nde gestión. a recuperar las horas mediante la libranza de las mismas.",{"bindId":64,"name":61,"text":62},"trainingprogrammes_newtech",{"bindId":66,"name":67,"text":68},"SOCSEC_trigger","Artículo 41. Jubilación. Conforme a la d","Artículo 41. Jubilación.\n\nConforme a la disposición adicional décima del Estatuto de los\nTrabajadores, y con el objetivo coherente de establecer una política de empleo\nvinculada a la consecución del relevo generacional y la estabilidad en el\nempleo, se acuerda establecer la jubilación obligatoria por el cumplimiento\ndel trabajador de una edad igual o superior a 68 años, siempre que se cumplan\nlos siguientes requisitos:",{"bindId":70,"name":71,"text":72},"pensionfund","Para todo el personal con más de cinco a","Para todo el personal con más de cinco años de antigüedad en la empresa y\ncomo reconocimiento a su trayectoria profesional, se establecen los siguientes\npremios a la jubilación:\n\na)Para los trabajadores de hasta 63 años de edad, o que se jubilen entre\nveinticuatro-doce meses antes de la edad mínima exigida para la jubilación\nordinaria, una cantidad equivalente al 100 % del salario de los últimos doce\nmeses o 12.020,24 euros, según la cantidad mayor.\n\nb)Para los trabajadores que se jubilen entre doce-seis meses antes de la\nedad mínima exigida para la jubilación ordinaria, una cantidad equivalente al\n75 % del salario de los últimos doce meses o 9.015,18 euros, según la\ncantidad mayor.\n\nc)Para los trabajadores que se jubilen en los seis meses anteriores de la\nedad mínima exigida para la jubilación ordinaria, y siempre que no se haya\nsobrepasado en más de tres meses la edad mínima exigida, una cantidad\nequivalente al 50 % del salario de los últimos doce meses o 6.010,12 euros,\nsegún la cantidad mayor.",{"bindId":74,"name":75,"text":76},"disabilityfund","Artículo 18. Seguro de vida. Radio Popul","Artículo 18. Seguro de vida.\n\nRadio Popular, SA, -COPE-, mantendrá un seguro de vida para todos los\ntrabajadores afectados por el artículo 1.1, del presente convenio pactado en\nlos siguientes términos:\n\na)Las primas serán abonadas íntegramente por la empresa respecto de los\nsiguientes capitales asegurados:\n\n1.Trabajador sin hijos: 30.000 euros.\n\n2.Trabajador con uno o dos hijos o descendientes\nmenores de 25 años, o mayores de dicha edad si alguno o ambos son personas con\ndiscapacidad y conviven con el beneficiario: 36.000 euros.\n\n3.Trabajador con tres o más de tres hijos o\ndescendientes menores de 25 años, o mayores de dicha edad si alguno o varios\nson personas con discapacidad y conviven con el beneficiario: 46.000 euros.\n\nEn caso de accidente, la cantidad que se pagará al o a los beneficiarios\nserá el doble de lo indicado.\n\nb)Por cada hijo con una discapacidad superior al 33 %, se añadirá al\nseguro una cuantía de 6.500 euros.",{"bindId":78,"name":79,"text":80},"contracttrial","2.Período de prueba: La admisión de pers","2.Período de prueba:\n\nLa admisión de personal se efectuará con carácter provisional durante un\nperiodo de prueba que habrá de concertarse siempre por escrito y que se fija\nen los siguientes plazos:\n\na)Para los contratos indefinidos y temporales que previsiblemente vayan a\ndurar más de un año: dos meses respecto de los trabajadores no cualificados y\nseis para el resto.\n\nb)Contrato formativo para la obtención de la práctica profesional: dos\nmeses.\n\nc)Para los demás contratos temporales no comprendidos en los apartados\nanteriores: tres meses.\n\nDurante el período de prueba, el trabajador tendrá los derechos y\nobligaciones correspondientes a su categoría profesional o al puesto que\ndesempeñe como si fuera de plantilla, pero cualquiera de las partes podrá\ndesistir de la relación de trabajo sin que tal decisión dé lugar a\nindemnización.\n\nTranscurrido el periodo de prueba sin que se haya producido el\ndesistimiento, el contrato producirá plenos efectos, computándose el tiempo\nde los servicios prestados en la antigüedad del trabajador.\n\nEl período de prueba no es de carácter obligatorio, por lo que la empresa\npodrá proceder a la admisión de personal con renuncia total o parcial de su\nutilización.\n\nLa resolución a instancia empresarial será nula en el caso de las\ntrabajadoras por razón de embarazo, desde la fecha de inicio del embarazo\nhasta el comienzo del período de suspensión o maternidad, salvo que concurran\nmotivos no relacionados con el embarazo o maternidad.\n\nLas situaciones de incapacidad temporal, nacimiento, adopción, guarda con\nfines de adopción, acogimiento, riesgo durante el embarazo, riesgo durante la\nlactancia y violencia de género, que afecten a la persona trabajadora durante\nel periodo de prueba, interrumpen el cómputo del mismo siempre que se produzca\nacuerdo entre ambas partes.",{"bindId":82,"name":83,"text":84},"contracttrialperiod","a)Para los contratos indefinidos y tempo","a)Para los contratos indefinidos y temporales que previsiblemente vayan a\ndurar más de un año: dos meses respecto de los trabajadores no cualificados y\nseis para el resto.",{"bindId":86,"name":87,"text":88},"maxsicknesspay","En los casos de enfermedad o accidente d","En los casos de enfermedad o accidente de trabajo, justificado mediante\nparte de incapacidad temporal, el personal tendrá derecho a un complemento que\nsupondrá para el interesado el cien por cien de sus emolumentos de carácter\nfijo, sin perjuicio de los beneficios que le correspondan con arreglo a las\nnormas de la Seguridad Social, mientras la empresa tenga la obligación de\nmantener dado de alta en la Seguridad Social al trabajador.",{"bindId":90,"name":87,"text":88},"maxsicknesspayperc",{"bindId":92,"name":87,"text":88},"maxsicknesspaytype",{"bindId":94,"name":75,"text":76},"disabilitypay",{"bindId":96,"name":97,"text":98},"healthandsafetypolicy","CAPÍTULO IX Seguridad y salud en el trab","CAPÍTULO IX Seguridad y salud en el trabajo\n\nArtículo 36. Principios generales.\n\nLas partes firmantes del convenio colectivo consideran esencial desarrollar\nuna política de prevención de riesgos laborales para garantizar la seguridad\ny la salud de los trabajadores, acorde a las leyes sobre la materia.\n\nSe reconoce a los Comités de Seguridad y Salud y a los delegados de\nprevención el derecho a participar en la decisión, puesta en marcha, y\ndesarrollo de toda la gestión preventiva.\n\nLa gestión preventiva incluirá básicamente: Servicios de prevención,\nvigilancia de la salud, evaluación de riesgos, y planes de prevención.\n\nEsta gestión se incluirá en el conjunto de la gestión de la empresa y con\nello formará parte de los objetivos empresariales.\n\nLas responsabilidades de la gestión de la prevención de riesgos laborales\nse extienden a todos los niveles jerárquicos de la empresa.\n\nLa gestión de la prevención se coordinará con las empresas\nsubcontratadas, haciéndose extensiva a éstas la política preventiva y\nvelando por el cumplimiento de los principios preventivos por parte de las\nempresas contratadas.",{"bindId":100,"name":101,"text":102},"code_application","Las partes firmantes del convenio colect","Las partes firmantes del convenio colectivo consideran esencial desarrollar\nuna política de prevención de riesgos laborales para garantizar la seguridad\ny la salud de los trabajadores, acorde a las leyes sobre la materia.",{"bindId":104,"name":105,"text":106},"healthandsafetytraining","Formación preventiva. Toda la formación ","Formación preventiva.\n\nToda la formación en prevención se diseñará atendiendo a la\nsiniestralidad, evaluación de riesgos y las características del puesto. Se\nimpartirá dentro de la jornada laboral.",{"bindId":108,"name":109,"text":110},"WORKFAM_trigger","Maternidad. En los casos de trabajadoras","Maternidad.\n\nEn los casos de trabajadoras embarazadas o en periodo de lactancia se\nestará a lo previsto en el artículo 26 de la Ley 31\u002F1995 de Prevención de\nRiesgos Laborales cuando sus puestos de trabajo habituales no sean adecuados\npor su ergonomía, toxicidad o cualquier otro aspecto preventivo. Todo ello sin\ndetrimento de la retribución que venía percibiendo, ni de la categoría\nprofesional. ",{"bindId":112,"name":113,"text":114},"paidmaternityleave","a.8) Parto, adopción, guarda con fines d","a.8) Parto, adopción, guarda con fines de adopción y de acogimiento:\n\nLa trabajadora embarazada tendrá derecho a licencia retribuida a partir de\nla semana 35 de embarazo.\n\nTodo el personal tendrá derecho a un periodo de descanso laboral de\ndiecinueve semanas (treinta y dos semanas en caso de monoparentalidad), siendo\nobligatorias las seis semanas ininterrumpidas a jornada completa inmediatamente\nposteriores al parto (tanto en el caso de la madre biológica como del otro\nprogenitor) o inmediatamente después de la resolución judicial de adopción o\ndecisión administrativa de guarda con fines de adopción o de acogimiento. Se\nampliará en dos semanas para cada progenitor por cada menor distinto del\nprimero (en caso de parto, guarda, adopción o acogimiento múltiple) o en caso\nde discapacidad del mismo.",{"bindId":116,"name":117,"text":118},"paidmaternityleaveduration","Todo el personal tendrá derecho a un per","Todo el personal tendrá derecho a un periodo de descanso laboral de\ndiecinueve semanas (treinta y dos semanas en caso de monoparentalidad), siendo\nobligatorias las seis semanas ininterrumpidas a jornada completa inmediatamente\nposteriores al parto (tanto en el caso de la madre biológica como del otro\nprogenitor) o inmediatamente después de la resolución judicial de adopción o\ndecisión administrativa de guarda con fines de adopción o de acogimiento. Se\nampliará en dos semanas para cada progenitor por cada menor distinto del\nprimero (en caso de parto, guarda, adopción o acogimiento múltiple) o en caso\nde discapacidad del mismo.",{"bindId":120,"name":121,"text":122},"paidmaternityleavepayperc","Artículo 19. Licencias. Todo el personal","Artículo 19. Licencias.\n\nTodo el personal tendrá derecho a disfrutar, previa solicitud por escrito,\nlicencia en los casos que a continuación se relacionan y por la duración que\nse indica:\n\na) Con abono íntegro de la retribución y sin que\nello suponga descuento a ningún efecto:",{"bindId":124,"name":121,"text":125},"paidmaternityleavepay","Artículo 19. Licencias.\n\nTodo el personal tendrá derecho a disfrutar, previa solicitud por escrito,\nlicencia en los casos que a continuación se relacionan y por la duración que\nse indica:",{"bindId":127,"name":128,"text":129},"paidmaternityleaveall","La trabajadora embarazada tendrá derecho","La trabajadora embarazada tendrá derecho a licencia retribuida a partir de\nla semana 35 de embarazo.",{"bindId":131,"name":109,"text":110},"pregnancy",{"bindId":133,"name":134,"text":135},"breastfeeding_dangerouswork","En los casos de trabajadoras embarazadas","En los casos de trabajadoras embarazadas o en periodo de lactancia se\nestará a lo previsto en el artículo 26 de la Ley 31\u002F1995 de Prevención de\nRiesgos Laborales cuando sus puestos de trabajo habituales no sean adecuados\npor su ergonomía, toxicidad o cualquier otro aspecto preventivo. Todo ello sin\ndetrimento de la retribución que venía percibiendo, ni de la categoría\nprofesional. ",{"bindId":137,"name":109,"text":110},"riskassessment",{"bindId":139,"name":140,"text":141},"timeoff","Además, podrán ausentarse por el tiempo ","Además, podrán ausentarse por el tiempo indispensable para la realización\nde exámenes prenatales y técnicas de preparación al parto y, en los casos de\nadopción, guarda con fines de adopción o acogimiento, para la asistencia a\nlas preceptivas sesiones de información y preparación y para la realización\nde los preceptivos informes psicológicos y sociales previos a la declaración\nde idoneidad, siempre, en todos los casos, que deban tener lugar dentro de la\njornada de trabajo.",{"bindId":143,"name":144,"text":145},"childcare","-Cinco días por accidente o enfermedad g","-Cinco días por accidente o enfermedad graves, hospitalización o\nintervención quirúrgica sin hospitalización que precise reposo domiciliario\ndel cónyuge, pareja de hecho o parientes hasta el segundo grado por\nconsanguineidad o afinidad, incluido el familiar consanguíneo de la pareja de\nhecho, así como de las personas legalmente tuteladas o cualquier otra persona\ndistinta de las anteriores, que conviva con la persona \n\ntrabajadora en el mismo domicilio y que requiera el cuidado efectivo de\naquella. Estos días podrán ampliarse a tres más por necesidad justificada y\nal criterio del departamento de Recursos Humanos.",{"bindId":147,"name":144,"text":148},"childcareleave","-Cinco días por accidente o enfermedad graves, hospitalización o\nintervención quirúrgica sin hospitalización que precise reposo domiciliario\ndel cónyuge, pareja de hecho o parientes hasta el segundo grado por\nconsanguineidad o afinidad, incluido el familiar consanguíneo de la pareja de\nhecho, así como de las personas legalmente tuteladas o cualquier otra persona\ndistinta de las anteriores, que conviva con la persona ",{"bindId":150,"name":151,"text":152},"marriageleave","a.1) Por matrimonio o registro de pareja","a.1) Por matrimonio o registro de pareja de hecho,\nquince días. Esta licencia no podrá ser absorbida en todo o en parte, por\ncoincidir con el período de vacaciones anuales.",{"bindId":154,"name":155,"text":156},"nursingmothers","En caso de nacimiento, adopción, guarda ","En caso de nacimiento, adopción, guarda con fines de adopción o\nacogimiento, las personas trabajadoras tendrán derecho a dos horas de ausencia\ndel trabajo que podrán dividir en dos fracciones para el cuidado del lactante\nhasta que éste cumpla doce meses. La duración del permiso se incrementará de\nforma proporcional en caso de nacimiento, adopción, guarda con fines de\nadopción o acogimiento múltiples",{"bindId":158,"name":155,"text":156},"maternity_nursing_breaks_duration",{"bindId":160,"name":155,"text":156},"maternity_nursing_breaks_length",{"bindId":162,"name":121,"text":125},"breastfeeding_workingtime",{"bindId":164,"name":165,"text":166},"educationtuition","4.° Ayuda de estudios: La empresa abonar","4.° Ayuda de estudios: La empresa abonará, en concepto de ayuda de\nestudios, una cantidad equivalente a 176 euros\u002Fbrutos por cada hijo que tenga\nla persona trabajadora en la guardería y después cursando Enseñanzas\nObligatorias, Formación Profesional, Bachillerato y Grado Universitario, hasta\nlos 24 años de edad, incluido el curso correspondiente a esa edad. Dicha\ncantidad se abonará en un único pago anual coincidente con la mensualidad de\noctubre, previa acreditación documentada de la matrícula de cada hijo en el\ncorrespondiente curso escolar.",{"bindId":168,"name":169,"text":170},"GENEQ_trigger","Artículo 40. Plan de Igualdad. Con el pr","Artículo 40. Plan de Igualdad.\n\nCon el presente convenio las partes expresan su voluntad de garantizar el\nprincipio de igualdad de trato y de oportunidades entre mujeres y hombres en el\nacceso al empleo, en la formación profesional, en las condiciones de trabajo,\nincluidas las retributivas, y en la afiliación y participación en las\norganizaciones sindicales y empresariales.\n\nEn este sentido, con fecha de registro 4 de mayo de 2023, las partes\nacordaron un Plan para la Igualdad efectiva entre mujeres y hombres en virtud\nde lo dispuesto en la Ley Orgánica 3\u002F2007, disponible en la Intranet, y que\nserá actualizado para atender a la legislación vigente.\n\nEn cumplimiento de lo dispuesto en la Ley 4\u002F2023, de 28 de febrero, para la\nigualdad real y efectiva de las personas trans y para la garantía de los\nderechos de las personas LGTBI, así como en el Real Decreto 1026\u002F2024, de 9 de\noctubre de 2024, la empresa asume el compromiso de promover entornos laborales\ninclusivos, seguros y libres de discriminación por razón de orientación\nsexual, identidad de género, expresión de género, características sexuales\no cualquier otra condición personal o social.\n\nA tal efecto, se incorporan al presente convenio las medidas establecidas\npor la normativa vigente, garantizando la igualdad de trato y oportunidades de\nlas personas LGTBI+ en los siguientes ámbitos:\n\n-Igualdad de trato y no discriminación: Garantizar la igualdad de trato en\nel acceso al empleo, la clasificación profesional, la promoción y las\ncondiciones laborales.\n\n-Sensibilización y formación: Incorporación de módulos específicos de\nformación para toda la plantilla sobre diversidad, igualdad de trato y\nprevención de la LGTBIfobia.\n\n-Prevención y actuación frente al acoso: Desarrollo de protocolos de\nprevención, detección y actuación frente al acoso por razón de orientación\nsexual, identidad o expresión de género.\n\n-Permisos y beneficios sociales: Garantía de acceso en igualdad de\ncondiciones a permisos, beneficios sociales y derechos relacionados con la\ndiversidad familiar.\n\nPara dar cumplimiento al protocolo general frente al acoso y violencia\ncontra las personas LGTBI, y cumpliendo el contenido mínimo en el anexo II del\nReal Decreto 1026\u002F2024, la comisión mixta de igualdad acordó ampliar, según\nestablece el art. 8.4 Real Decreto 1026\u002F2024, su protocolo vigente para incluir\nespecíficamente al colectivo LGTBI mediante acuerdo ratificado por la\ncomisión en fecha 1 de marzo de 2024.\n\nEn aquellos aspectos no regulados expresamente en el presente convenio,\nserán de aplicación las medidas establecidas en la normativa vigente.\n\nLa Comisión Mixta de Igualdad, compuesta por tres personas del Comité\nIntercentros y otras tres de la dirección de la empresa, se reunirá\ncoincidiendo con las reuniones ordinarias del Comité Intercentros.",{"bindId":172,"name":173,"text":174},"eqpay","Con el presente convenio las partes expr","Con el presente convenio las partes expresan su voluntad de garantizar el\nprincipio de igualdad de trato y de oportunidades entre mujeres y hombres en el\nacceso al empleo, en la formación profesional, en las condiciones de trabajo,\nincluidas las retributivas, y en la afiliación y participación en las\norganizaciones sindicales y empresariales.",{"bindId":176,"name":173,"text":174},"gender",{"bindId":178,"name":179,"text":180},"discrimination","Igualdad de trato y no discriminación: G","Igualdad de trato y no discriminación: Garantizar la igualdad de trato en\nel acceso al empleo, la clasificación profesional, la promoción y las\ncondiciones laborales.",{"bindId":182,"name":173,"text":174},"eqpromotion",{"bindId":184,"name":173,"text":174},"eqtraining",{"bindId":186,"name":187,"text":188},"sexualhar","-Prevención y actuación frente al acoso:","-Prevención y actuación frente al acoso: Desarrollo de protocolos de\nprevención, detección y actuación frente al acoso por razón de orientación\nsexual, identidad o expresión de género.",{"bindId":190,"name":191,"text":192},"violence","Para dar cumplimiento al protocolo gener","Para dar cumplimiento al protocolo general frente al acoso y violencia\ncontra las personas LGTBI, y cumpliendo el contenido mínimo en el anexo II del\nReal Decreto 1026\u002F2024, la comisión mixta de igualdad acordó ampliar, según\nestablece el art. 8.4 Real Decreto 1026\u002F2024, su protocolo vigente para incluir\nespecíficamente al colectivo LGTBI mediante acuerdo ratificado por la\ncomisión en fecha 1 de marzo de 2024.",{"bindId":194,"name":195,"text":196},"violenceleave","Las víctimas de violencia de género tend","Las víctimas de violencia de género tendrán derecho preferente para\nocupar puestos vacantes de similar categoría si necesitan cambiar de\nresidencia. Las situaciones de violencia de género que dan lugar al\nreconocimiento de este derecho se acreditarán según lo establecido en el art\n23 de la Ley Orgánica 1\u002F2004 de «Medidas de Protección integral contra la\nViolencia de Género».",{"bindId":198,"name":199,"text":200},"WORKHOURS_trigger","CAPÍTULO VII Jornada de trabajo (descans","CAPÍTULO VII Jornada de trabajo (descanso y vacaciones)",{"bindId":202,"name":203,"text":204},"hourspweek","1.° La jornada de trabajo será de treint","1.° La jornada de trabajo será de treinta y cinco horas semanales. El\ncómputo anual es de 1.554 horas efectivas.",{"bindId":206,"name":203,"text":204},"hourspyear",{"bindId":208,"name":209,"text":210},"holidaysdays","Artículo 26. Vacaciones. Todo el persona","Artículo 26. Vacaciones.\n\nTodo el personal con más de un año de servicio en la empresa, disfrutará\nde veinticuatro días laborables de vacaciones retribuidas, por año\nefectivamente trabajado. Además, el personal tendrá derecho a disfrutar un\ndía más de vacaciones, preferentemente los días 24 o 31 de diciembre, sin\ndetrimento de su disfrute en otras fechas comprendidas entre el 21 y 7 de enero\nsi las necesidades del servicio así lo requieren previo acuerdo entre la\nempresa y la persona trabajadora.",{"bindId":212,"name":213,"text":214},"holidaysweeks","Todo el personal con más de un año de se","Todo el personal con más de un año de servicio en la empresa, disfrutará\nde veinticuatro días laborables de vacaciones retribuidas, por año\nefectivamente trabajado. Además, el personal tendrá derecho a disfrutar un\ndía más de vacaciones, preferentemente los días 24 o 31 de diciembre, sin\ndetrimento de su disfrute en otras fechas comprendidas entre el 21 y 7 de enero\nsi las necesidades del servicio así lo requieren previo acuerdo entre la\nempresa y la persona trabajadora.",{"bindId":216,"name":217,"text":218},"schedulesrestpw","Artículo 25. Descanso semanal. Todo el p","Artículo 25. Descanso semanal.\n\nTodo el personal incluido en este convenio tendrá derecho a un descanso\nsemanal de dos días ininterrumpidos, preferentemente sábados y domingos,\nsiempre que las necesidades del servicio lo permitan, sin perjuicio de que por\nel establecimiento de determinados turnos estos dos días se tengan que\ndisfrutar en otros días de la semana.",{"bindId":220,"name":221,"text":222},"ADMINISTRATIVE_trigger","a.6) Por el tiempo indispensable para el","a.6) Por el tiempo indispensable para el cumplimiento de un deber\ninexcusable de carácter público y personal. Cuando conste de una forma legal,\nsindical o convencional un período determinado se estará a lo que ésta\ndisponga en cuanto a duración de la ausencia y a su compensación\neconómica.",{"bindId":224,"name":221,"text":222},"administrativedays",{"bindId":226,"name":227,"text":227},"WAGES_trigger","CAPÍTULO VIII Retribuciones",{"bindId":229,"name":230,"text":231},"WAGES_determined","CAPÍTULO VIII Retribuciones Artículo 28.","CAPÍTULO VIII Retribuciones\n\nArtículo 28. Salario.",{"bindId":233,"name":234,"text":235},"PAYSCALES_trigger","ANEXO 1 Letras Paga Euros Anual Euros A ","ANEXO 1\n\n\n\n\n  \n    \n      Letras\n      \n      Paga\n        Euros\n      \n      Anual\n\n        Euros\n      \n    \n    \n      A\n      \n      1.248,10\n      \n      19.969,55\n      \n    \n    \n      B\n      \n      1.344,00\n      \n      21.504,07\n      \n    \n    \n      C\n      \n      1.382,75\n      \n      22.124,03\n      \n    \n    \n      D\n      \n      1.481,02\n      \n      23.696,29\n      \n    \n    \n      E\n      \n      1.555,24\n      \n      24.883,80\n      \n    \n    \n      F\n      \n      1.705,16\n      \n      27.282,48\n      \n    \n    \n      J\n      \n      1.726,46\n      \n      27.623,37\n      \n    \n  \n",{"bindId":237,"name":238,"text":239},"STRUCINCR_trigger","Con efectos del 1 de enero de 2025 se in","Con efectos del 1 de enero de 2025 se incrementarán las tablas salariales\ndel convenio en un 3,5%, además de un 1% más a final de año, con carácter\nretroactivo desde 01.01.2025, siempre que se llegue a cubrir el 105% del\nresultado presupuestado, y otro 1% adicional, retroactivo desde el 01.01.25,\nsiempre que se llegue a cubrir el 110% del resultado presupuestado.",{"bindId":241,"name":242,"text":243},"ONCERISE_trigger","Artículo 31. Complementos de vencimiento","Artículo 31. Complementos de vencimiento periódico superior al\nmes.\n\n1.° Son los siguientes:\n\na)Paga de participación en beneficios.\n\nb)Paga de verano.\n\nc)Paga de Navidad.\n\nd)Paga de patrón.",{"bindId":245,"name":246,"text":247},"ONCERISE2_trigger","2.° Estas pagas de verano, Patrón, Navid","2.° Estas pagas de verano, Patrón, Navidad y de beneficios se abonarán no\nmás tarde del 30 de junio, 28 de septiembre, 21 de diciembre y 28 de febrero\ndel año siguiente al de su devengo en esta última, respectivamente.\nConsistirán en el importe de una mensualidad, de los conceptos salario base y\nplus de antigüedad.",{"bindId":249,"name":250,"text":251},"CONSIGN_trigger","Plus disponibilidad Madrid.","Plus disponibilidad\n        Madrid.",{"bindId":253,"name":254,"text":255},"OVERTIME_trigger","Artículo 24. Horas extraordinarias. Se c","Artículo 24. Horas extraordinarias.\n\nSe consideran horas extraordinarias las que excedan de la jornada\nlaboral.\n\nA efectos del cómputo de horas extraordinarias, la jornada de cada\ntrabajador se registrará día a día y se totalizará en el periodo fijado\npara el abono de las retribuciones, entregando copia del resumen al trabajador\nen el recibo correspondiente.\n\nLas horas extraordinarias tendrán el carácter de voluntarias.\n\nLas horas extraordinarias realizadas por el personal serán compensadas\npreferentemente y siempre que las necesidades del servicio así lo permitan,\nmediante su libranza. En este caso el trabajador tendrá derecho a descansar\nlas horas extraordinarias realizadas con un recargo económico de un 25 % del\nvalor de la hora ordinaria. Dicho descanso se realizará acumulando todas las\nhoras extraordinarias pendientes, ya sea con las vacaciones anuales o no,\ntambién siempre que las necesidades del servicio lo permitan.",{"bindId":257,"name":258,"text":259},"overtimeallowancetype_general","Las horas extraordinarias realizadas por","Las horas extraordinarias realizadas por el personal serán compensadas\npreferentemente y siempre que las necesidades del servicio así lo permitan,\nmediante su libranza. En este caso el trabajador tendrá derecho a descansar\nlas horas extraordinarias realizadas con un recargo económico de un 25 % del\nvalor de la hora ordinaria. Dicho descanso se realizará acumulando todas las\nhoras extraordinarias pendientes, ya sea con las vacaciones anuales o no,\ntambién siempre que las necesidades del servicio lo permitan.",{"bindId":261,"name":258,"text":259},"overtimeallowanceperc1_general",{"bindId":263,"name":264,"text":265},"HARDSHIP_trigger","Prevención para corresponsales de guerra","Prevención para corresponsales de guerra.\n\nLos trabajadores que vayan a cubrir una guerra o a desempeñar su labor en\nuna zona especialmente conflictiva deben aceptar el trabajo de manera\ntotalmente voluntaria y emprender viaje con un seguro de vida y un seguro\nmédico especial si el de la Compañía contratada no cubre este tipo de\nacontecimientos. La empresa debe facilitarles también material de\nautoprotección suficiente apropiado. A la vuelta del conflicto la empresa\nfacilitará a todos ellos un reconocimiento médico general y exhaustivo, ante\nla posibilidad de estar expuestos a materiales altamente peligrosos. La\nestancia en la zona no debería ser superior a un mes, al haberse demostrado\nque a partir de ese plazo el enviado especial se confía, pierde la perspectiva\ny es más vulnerable a sufrir un accidente.",{"bindId":267,"name":268,"text":269},"SUNDAY_trigger","3.° Complementos de puesto de trabajo po","3.° Complementos de puesto de trabajo por festividad: El trabajador que\nrealice jornada laboral domingos y festivos percibirá en concepto de\ncompensación una cantidad equivalente al 30 % del salario diario personal del\ntrabajador, con una cuantía mínima de 40 euros, además del correspondiente\ndescanso compensatorio.",{"bindId":271,"name":272,"text":273},"NOCTPREM_trigger","2.° Complementos de puesto de trabajo po","2.° Complementos de puesto de trabajo por nocturnidad: En concepto de plus\nde nocturnidad, el trabajo realizado durante la misma se abonará con un\nincremento del 25 % sobre el valor de la hora ordinaria del trabajador.\n\nSe entiende por prestación de servicios en jornada nocturna la comprendida\nentre las 22.00 horas y las 06.00 horas del día siguiente.",{"bindId":275,"name":276,"text":277},"COMMUTE_trigger","Artículo 32. Plus de transporte nocturno","Artículo 32. Plus de transporte nocturno.\n\nLos trabajadores de aquellas emisoras situadas en núcleos urbanos de más\nde 400.000 habitantes de hecho (de acuerdo con el último censo urbano) y cuyo\nturno de trabajo comience o acabe entre las 0:00 horas y las 06:30 horas, o a\ndichas horas en punto, percibirán en concepto de complemento no salarial por\ntransporte la cantidad de 5 euros por cada día trabajado en dichas\ncircunstancias.\n\nQueda entendido que este plus de transporte desaparecerá siempre que el\ntrabajador afectado cambie su turno por otro no comprendido entre las 0.00\nhoras y las 06.30 horas de la madrugada, ambas inclusive. De igual forma,\ntampoco se abonará dicho plus durante el periodo de vacaciones ni en los\nsupuestos de inasistencia al trabajo por las razones legales que\nprocedan. ",{"bindId":279,"name":280,"text":281},"SENIOR_trigger","Módulo de antigüedad. 100,62 1.609.92","Módulo de\n        antigüedad.\n      \n      100,62\n      \n      1.609.92",{"bindId":283,"name":284,"text":285},"MEALALL_trigger","5.° Ayuda de comidas: Para los trabajado","5.° Ayuda de comidas: Para los trabajadores de aquellas emisoras situadas\nen localidades con una población igual o superior a los 400.000 habitantes,\nque por necesidades de trabajo tengan que comer o cenar en la empresa y su\njornada sea continuada, comenzando antes de las 14:00 horas y finalizando\ndespués de las 16:00 horas o antes de las 20:00 horas y después de las 23:00,\nse fija el abono mediante ticket- restaurant, tarjeta-restaurant o factura\n(según se regule internamente) en una cantidad equivalente a 11 euros los\ndías laborables y 12 euros en sábados, domingos y festivos. Esta ayuda se\nabonará también excepcionalmente a los trabajadores de las restantes emisoras\nque, por necesidades del servicio, deban realizar su tarea en alguno de los\nhorarios señalados en este mismo apartado.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>CONVENIO COLECTIVO ENTRA LA EMPRESA RADIO POPULAR, SA, -COPE- Y SUS TRABAJADORES 2025-2026-2027 - 2025\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2025-10-24\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Fecha de término: → 2027-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratificado por: → Ministry\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratificado en: → 2025-10-24\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: → Edición, artes gráficas, medios de comunicación\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Nombre de la industria: → Actividades de radiodifusión  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Sector público o privado: → En el sector privado\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluido por:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Nombre de la compañía: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-casignemployees\">\n                Nombre otras firmas por lado de los trabajadores: → Comité Intercentros\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SEGURIDAD SOCIAL Y PENSIONES\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">El empleador contribuye al fondo de pensión del trabajador: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">El empleador contribuye al fondo para discapacidad del trabajador: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">El empleador contribuye al fondo de desempleo del trabajador: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">CAPACITACIÓN\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Programas de capacitación: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Aprendizajes: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">El empleador contribuye al fondo para capacitación del trabajador: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">ENFERMEDAD E INCAPACIDAD\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Máximo para las indemnizaciones por enfermedad: → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Disposiciones relativas a volver al trabajo después de larga enfermedad, por ejemplo, tratamiento para el cáncer → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Licencia pagada por menstruación → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Indemnización en caso de incapacidad por accidente de trabajo: → Sí\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SALUD Y SEGURIDAD Y ASISTENCIA MÉDICA\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Asistencia médica acordada: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Asistencia médica para familiares acordada: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribución acordada para seguro médico: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Contribución acordada para seguro médico de familiares: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Política de salud y seguridad acordada: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Capacitación en salud y seguridad acordada: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Vestuario protector facilitado → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Chequeo médico regular o anual o visitas proporcionadas por el empleador → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Seguimiento de los riesgos musculo-esqueléticos de las estaciones de trabajo, riego profesional y\u002Fo relación entre trebajo y salud → Employee involvement in the monitoring, Professional risks, The relationship between work and health\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Apoyo para funeral: → No\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ACUERDOS SOBRE FAMILIA Y TRABAJO\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Licencia de maternidad pagada: → 19 semanas\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Licencia de maternidad pagada restringida a 100 % de salario básico\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Estabilidad laboral tras la licencia de maternidad: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibición de discriminación relacionada con la maternidad → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibición de obligar a las embarazadas o trabajadoras en lactancia materna para desarrollar trabajos peligrosos o poco saludables → Sí\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Evaluación de riesgos sobre salud y seguridad de las embarazdas o madres con lactancia → Sí\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                        \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: → Sí\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Dirigente sindical de igualdad de género en el lugar de trabajo? → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Cláusulas sobre acoso sexual en el trabajo: → Sí\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Cláusulas sobre violencia en el trabajo: → Sí\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Permiso especial para trabajadoras\u002Fes sujetas o violencia doméstica o de la pareja: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Apoyo a mujeres trabajadoras con discapacidades: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Monitoreo de la igualdad de género → Sí\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">CONTRATOS DE TRABAJO\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Duración del período de prueba: → 180 días\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Trabajadores a tiempo parcial excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Disposiciones sobre trabajadores temporales: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Aprendices excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Ftrabajos para estudiantes excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">HORAS DE TRABAJO, HORARIOS Y DIAS FESTIVOS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Horas de trabajo por semana: → 35.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-hourspyear\">\n                Horas de trabajo por año: → 1553.0\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: → 5.0 semanas\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Periodos acordados de descansos semanales: → Sí\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Máximo número de domingos \u002F festivos que pueden trabajarse en un año: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \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: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">SALARIOS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Salarios determinados por medio de escalas de pago: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Ajuste por aumento de costo de vida: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Incremento salarial:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Incremento salarial: → 4.5 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Incremento salarial inicia: → 2025-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Pago extra único:\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Pago extra único por desempeño de la compañía: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Prima por trabajo vespertino o nocturno:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Prima por trabajo vespertino o nocturno: → 124 % 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                \n                \u003Cdiv id=\"display-standbyallowanceamount1\">\n                    Pago por trabajo en espera: → EUR 461.35\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype1\">Pago por trabajo en espera sólo Domingos: → Sí\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Pago por trabajo en espera todos los días de la semana: → Sí\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Prima por tiempo extra:\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-HARDSHIP_trigger\">Prima por trabajo pesado:\u003C\u002Fh4>\n\n                \n\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Prima por trabajo en Domingo:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Prima por trabajo en Domingo: → 29 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Prima por asistencia:\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Prima por asistencia: → EUR 110.0 por mes\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Prima por antigüedad:\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Prima por antigüedad: → EUR 100.62 por mes\n                \u003C\u002Fdiv>\n\n                \n            \u003C\u002Fdiv>\n\n            \u003Ch4>Vales de alimenos:\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Prestaciones alimentarias proporcionadas: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 10.0 por comida\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Asistencia legal gratuita: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    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