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Ámbito territorial.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L54\">Artículo 2. Ámbito funcional y estructura de la\n negociación colectiva.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L94\">Artículo 3. Ámbito personal.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L98\">Artículo 4. Ámbito temporal, vigencia y\n duración.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L104\">Artículo 5. Ultraactividad, denuncia y\n revisión.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L108\">Artículo 6. Vinculación a la totalidad.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L112\">CAPÍTULO II Clasificación profesional\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L114\">Artículo 7. Clasificación.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L323\">Artículo 8. Contratación de personal.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L359\">Artículo 9. Resolución unilateral del\n contrato.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L363\">Artículo 10. Movilidad funcional.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L367\">Artículo 11. Formación profesional y\n capacitación.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L371\">CAPÍTULO III Condiciones económicas\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L373\">Artículo 12. Compensación.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L377\">Artículo 13. Absorción.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L381\">Artículo 14. Garantías personales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L385\">Artículo 15. Tablas salariales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L499\">Artículo 16. Pagas ordinarias y\n extraordinarias.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L509\">Artículo 17. Revisión salarial.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L517\">Artículo 18. Cláusula aclaratoria.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L523\">Artículo 19. Aumentos por antigüedad.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L541\">Artículo 20. Permanencia.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L547\">Artículo 21. Jubilación.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L559\">Artículo 22. Ayuda por defunción.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L563\">Artículo 23. Incapacidad Temporal (IT).\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L567\">CAPÍTULO IV Jornada, horario, horas extraordinarias,\n vacaciones\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L569\">Artículo 24. Jornada laboral y horarios.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L581\">Artículo 24.1. Registro de la jornada.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L609\">Artículo 24.2. Trabajo a distancia y\n teletrabajo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L643\">Artículo 24.3. Derecho a la desconexión\n digital.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L667\">Artículo 25. Horas extraordinarias.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L681\">Artículo 26. Vacaciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L697\">CAPÍTULO V Licencias y excedencias\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L699\">Artículo 27. Licencias y medidas de conciliación de\n la vida laboral y familiar.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L779\">Artículo 28. Excedencias y suspensión con reserva\n de puesto de trabajo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L845\">Articulo 28.bis. Adaptaciones de la duración y\n distribución de la jornada de trabajo, en la ordenación del tiempo de\n trabajo y en la forma de prestación, por motivos de conciliación de\n la vida familiar y laboral.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L875\">CAPÍTULO VI Régimen disciplinario\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L877\">Artículo 29. Régimen disciplinario.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L990\">CAPÍTULO VII Disposiciones varias\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L992\">Artículo 30. Prendas de trabajo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1000\">Artículo 31. Representación de las personas\n trabajadoras.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1012\">Artículo 32. Tablón de anuncios y tablón\n digital.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1018\">CAPÍTULO VIII Igualdad de trato y oportunidades\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L1020\">Artículo 33. Igualdad de trato y\n oportunidades.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1024\">Artículo 33.1. Planes de igualdad.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1040\">Artículo 33.2. Concepto de los planes de\n igualdad.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1044\">Artículo 33.3. Diagnóstico de situación.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1074\">Artículo 33.4. Objetivos de los planes de\n igualdad.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1102\">Artículo 33.5. Competencias de las empresas y los\n representantes de las personas trabajadoras en la elaboración de los\n planes de igualdad y régimen transitorio.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1116\">Artículo 34. Inviolabilidad de la persona\n trabajadora.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1122\">CAPÍTULO IX \u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L1124\">Artículo 35. Igualdad real y efectiva y garantía\n de derechos de las personas trans y LGTBI. Protocolo.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1306\">CAPÍTULO X\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L1308\">Artículo 36. Comisión Negociadora.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1314\">Artículo 37. Comisión Mixta.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1348\">Artículo 38. Conflictos Colectivos.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1412\">Artículo 39. Corrección del absentismo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1428\">Artículo 40. Paz social.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1432\">Artículo 41. Prevención de Riesgos Laborales, y\n Protección de la Maternidad.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1440\">CAPÍTULO XI Disposiciones finales\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L1442\">Artículo 42. Concurrencia legislativa y derecho\n supletorio.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1446\">Artículo 43. Formación continua.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1454\">Disposición adicional primera.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1458\">Disposición transitoria única.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1466\">Disposición derogatoria.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1470\">ANEXO I Modelo de denuncia\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1492\">ANEXO II Modelo de consentimiento\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>16309 Resolución de 21 de julio de 2025, de la Dirección General de\nTrabajo, por la que se registra y publica el Convenio colectivo estatal para el\ncomercio de distribuidores de especialidades y productos farmacéuticos.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMEMPL_1\">\u003Cp>Visto el texto del Convenio colectivo estatal para el comercio de\ndistribuidores de especialidades y productos farmacéuticos (código convenio\nn.° 99001115011981), que fue suscrito con fecha 24 de marzo de 2025, de una\nparte por la Federación de Distribuidores Farmacéuticos (FEDIFAR) en\nrepresentación de las empresas del sector, y de otra por los sindicatos\nUGT-Servicios públicos, CCOO de Industria y FS-USO, en representación de los\ntrabajadores, y que ha sido finalmente subsanado mediante acta de 3 de junio de\n2025, y de conformidad con lo dispuesto en el artículo 90, apartados 2 y 3, de\nla Ley del Estatuto de los Trabajadores, texto refundido aprobado por el Real\nDecreto Legislativo 2\u002F2015, de 23 de octubre (BOE de 24 de octubre), y en el\nReal Decreto 713\u002F2010, de 28 de mayo, sobre registro y depósito de convenios\ncolectivos, acuerdos colectivos de trabajo 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, 21 de julio de 2025.-La Directora General de Trabajo, María Nieves\nGonzález García.\u003C\u002Fp>\n\n\u003Ch1>CONVENIO COLECTIVO ESTATAL PARA EL COMERCIO DE DISTRIBUIDORES DE\nESPECIALIDADES Y PRODUCTOS FARMACÉUTICOS\u003C\u002Fh1>\n\n\u003Ch2 id=\"L48\">CAPÍTULO I Disposiciones generales\u003C\u002Fh2>\n\n\u003Ch3 id=\"L50\">Artículo 1. Ámbito territorial.\u003C\u002Fh3>\n\n\u003Cp>Las normas del presente Convenio serán de obligatoria aplicación en todo\nel Estado español.\u003C\u002Fp>\n\n\u003Ch3 id=\"L54\">Artículo 2. Ámbito funcional y estructura de la negociación\ncolectiva.\u003C\u002Fh3>\n\n\u003Cp>El presente Convenio Colectivo será de obligada aplicación en todas las\nempresas, ya sean personas físicas o jurídicas, que se dediquen al comercio\nal por mayor de especialidades y productos farmacéuticos. De igual forma, el\nconvenio obligará a las empresas de nueva instalación, incluidas en sus\námbitos territorial y funcional.\u003C\u002Fp>\n\n\u003Cp>Ambas partes con el ánimo de evitar toda dispersión que pueda dificultar\nulteriores Convenios Colectivos de ámbito estatal y sectorial, y sin perjuicio\nde lo establecido en el \u003C\u002Fp>\n\n\u003Cp>artículo 84.2 y 84.3 del Estatuto de los Trabajadores se comprometen a no\nfomentar la deliberación y conclusión de Convenio Colectivo de trabajo de\námbito menor para estas actividades, lo que no impide acuerdos de carácter\nparticular a que puedan llegar las empresas con la representación sindical de\nlas personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>El presente Convenio colectivo ha sido negociado al amparo del artículo\n83.2 del Estatuto de los trabajadores y articula la negociación colectiva en\nel sector del comercio de distribuidores de especialidades y productos\nfarmacéuticos a través de la estructura negociadora siguiente:\u003C\u002Fp>\n\n\u003Cp>a)Convenio colectivo nacional.\u003C\u002Fp>\n\n\u003Cp>El actual convenio del comercio de distribuidores de especialidades y\nproductos farmacéuticos en su actual edición que es de aplicación directa a\nlas empresas que se encuentran dentro de su ámbito funcional dada su\nnaturaleza jurídica de Convenio Colectivo de eficacia general, con excepción\nde lo dispuesto en el apartado b) y c).\u003C\u002Fp>\n\n\u003Cp>b)Convenios colectivos de empresa o centro de trabajo.\u003C\u002Fp>\n\n\u003Cp>Los convenios de empresa atendiendo a lo dispuesto en el artículo 84.2 del\nEstatuto de los Trabajadores son autónomos salvo que los firmantes acuerden la\nsupletoriedad del presente Convenio Colectivo o la remisión de determinadas\nmaterias a lo dispuesto en éste.\u003C\u002Fp>\n\n\u003Cp>c)Convenios colectivos y acuerdos interprofesionales de Comunidad\nAutónoma.\u003C\u002Fp>\n\n\u003Cp>Atendiendo a lo dispuesto en el artículo 84.3 del Estatuto de los\ntrabajadores en el ámbito de una comunidad autónoma, los sindicatos y las\nasociaciones empresariales que reúnan los requisitos de legitimación de los\nartículos 87 y 88, podrán negociar convenios colectivos y acuerdos\ninterprofesionales de comunidad autónoma que tendrán prioridad aplicativa\nsobre cualquier otro convenio sectorial o acuerdo de ámbito estatal, siempre\nque dichos convenios y acuerdos obtengan el respaldo de las mayorías exigidas\npara constituir la comisión negociadora en la correspondiente unidad de\nnegociación y su regulación resulte más favorable para las personas\ntrabajadoras que la fijada en los convenios o acuerdos estatales.\u003C\u002Fp>\n\n\u003Cp>d)La articulación de la negociación colectiva del sector del comercio de\ndistribuidores de especialidades y productos farmacéuticos no contempla\nConvenios de ámbito superior al de empresa e inferior al Convenio Nacional,\npero, y atendiendo a los dispuesto en el artículo 83.2 del Estatuto de los\nTrabajadores, para las unidades negociadoras que existiesen o pudieran crearse\nen dicho ámbito, el Convenio Estatal será de preceptiva y obligatoria\naplicación en las siguientes materias:\u003C\u002Fp>\n\n\u003Cp>a)Salario y cualquier complemento salarial regulado en este convenio.\u003C\u002Fp>\n\n\u003Cp>b)Jornada máxima anual y su distribución.\u003C\u002Fp>\n\n\u003Cp>c)Periodo de prueba.\u003C\u002Fp>\n\n\u003Cp>d)Modalidades de contratación.\u003C\u002Fp>\n\n\u003Cp>e)Grupos Profesionales y régimen de clasificación profesional.\u003C\u002Fp>\n\n\u003Cp>f)Régimen disciplinario.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-green_trigger\">g)Normas mínimas en materia de medio ambiente y seguridad y salud en el\ntrabajo.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>h)Movilidad geográfica.\u003C\u002Fp>\n\n\u003Ch3 id=\"L94\">Artículo 3. Ámbito personal.\u003C\u002Fh3>\n\n\u003Cp>Las presentes condiciones de trabajo afectarán a todo el personal empleado\nen las empresas incluidas en los ámbitos anteriores, salvo los expresamente\nexcluidos en la legislación vigente.\u003C\u002Fp>\n\n\u003Ch3 id=\"L98\">Artículo 4. Ámbito temporal, vigencia y duración.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio entrará en vigor a partir de su publicación en el\n«Boletín Oficial del Estado». Su duración será hasta el 31 de diciembre de\n2026.\u003C\u002Fp>\n\n\u003Cp>Los efectos económicos serán desde el 1 de enero de 2024 para el primer\naño de su vigencia, y desde 1 de enero en los dos años siguientes de vigencia\n(2025 y 2026).\u003C\u002Fp>\n\n\u003Ch3 id=\"L104\">Artículo 5. Ultraactividad, denuncia y revisión.\u003C\u002Fh3>\n\n\u003Cp>Las partes se comprometen a mantener la vigencia del presente convenio hasta\nla firma de un nuevo Convenio que lo sustituya, así como a iniciar la\nnegociación del nuevo convenio tres meses antes de finalizar la vigencia\npactada, sin que sea necesario el realizar denuncia alguna, ya que quedará el\nconvenio denunciado automáticamente. Por lo demás, se estará a lo\nestablecido en la Legislación vigente en cada momento.\u003C\u002Fp>\n\n\u003Ch3 id=\"L108\">Artículo 6. Vinculación a la totalidad.\u003C\u002Fh3>\n\n\u003Cp>Las condiciones aquí pactadas forman un todo orgánico e indivisible y, a\nefectos de su aplicación práctica, serán consideradas globalmente y en\ncómputo anual.\u003C\u002Fp>\n\n\u003Ch2 id=\"L112\">\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">\u003Ch2 id=\"L112\">CAPÍTULO II Clasificación profesional\u003C\u002Fh2>\n\n\u003Ch3 id=\"L114\">Artículo 7. Clasificación.\u003C\u002Fh3>\n\n\u003Cp>Se establecen cuatro Grupos Profesionales más el Grupo 0.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Apartado 1. Clasificación funcional:\u003C\u002Fstrong> Las personas\ntrabajadoras afectadas por el presente Convenio Colectivo en el ámbito del\nSector de Comercio de distribución de Productos Farmacéuticos en atención a\nlas funciones que desarrollan y de acuerdo con las definiciones que se\nespecifican en el artículo siguiente, serán clasificados en Grupos\nProfesionales.\u003C\u002Fp>\n\n\u003Cp>Esta estructura profesional pretende obtener una más razonable estructura\nproductiva, todo ello sin merma de la dignidad, oportunidad de promoción y\njusta retribución que corresponda a cada persona asalariada de este sector.\nLos actuales puestos de trabajo y tareas se ajustarán a los grupos\nestablecidos en el presente Convenio Colectivo.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Apartado 2. Definición de los grupos profesionales:\u003C\u002Fstrong> En\neste artículo se definen los grupos profesionales que agrupan las diversas\ntareas y funciones en las empresas dedicadas a la actividad de la\nComercialización y Distribución de productos y Especialidades\nFarmacéuticas.\u003C\u002Fp>\n\n\u003Cp>A la hora de establecer una clasificación profesional por Grupos\nProfesionales, se hace preciso establecer una serie de criterios que permitan\nestablecer con rigor la pertenencia a un grupo profesional, y a estos efectos\nse establecen los siguientes:\u003C\u002Fp>\n\n\u003Cp>Autonomía: Factor para cuya valoración deberá tenerse en cuenta la mayor\no menor dependencia jerárquica en el desempeño de la función que se\ndesarrolle.\u003C\u002Fp>\n\n\u003Cp>Mando: Factor para cuya valoración deberá tenerse en cuenta:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">A)Ordenación de tareas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">B)Capacidad de interrelación.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">C)Naturaleza del colectivo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">D)Número de personas sobre las que se ejerce el\nmando.\u003C\u002Fp>\n\n\u003Cp>Responsabilidad: Factor para cuya valoración deberá tenerse en cuenta\ntanto el grado de Autonomía de acción del titular de la función, como el\ngrado de influencia sobre los resultados e importancia de las consecuencias de\nsu gestión.\u003C\u002Fp>\n\n\u003Cp>Conocimientos: Factor para cuya valoración deberá tenerse en cuenta,\nademás de la formación básica necesaria para poder cumplir correctamente el\ncometido encomendado, el grado de conocimiento y experiencia adquirido, así\ncomo el grado de dificultad en la adquisición de dichos conocimientos y\nexperiencias.\u003C\u002Fp>\n\n\u003Cp>Iniciativa: Factor para cuya valoración deberá tenerse en cuenta el mayor\no menor sometimiento a directrices o normas para la ejecución de la\nfunción.\u003C\u002Fp>\n\n\u003Cp>Complejidad: Factor cuya valoración está en función del mayor o menor\nnúmero de personas a su cargo; así como de mayor o menor grado de\nintegración de los diversos factores antes enumerados, en la tarea o puesto\nencomendado.\u003C\u002Fp>\n\n\u003Cp>Del mismo modo deberá tenerse en consideración a la hora de calificar los\npuestos de trabajo, la dimensión de la empresa o de la unidad productiva en la\nque se desarrolla la función.\u003C\u002Fp>\n\n\u003Cp>Apartado 3. Normas y criterios de encuadramiento: El encuadramiento de las\npersonas trabajadoras dentro de la estructura profesional pactada y, por\nconsiguiente, la asignación a cada uno de ellos de un determinado grupo\nprofesional será el resultado de la conjunta ponderación de los anteriores\nfactores de asignación (Conocimientos, Iniciativa, Autonomía,\nResponsabilidad, Mando y Complejidad).\u003C\u002Fp>\n\n\u003Cp>Para determinar la correcta clasificación profesional de cada tarea,\nfunción o el puesto de trabajo del que se trate, se atenderá a su contenido\nbásico esencial, sin que se excluya la posibilidad de que, en cada grupo\nprofesional, se puedan realizar tareas, de carácter complementario, que\npudieran ser básicas de puestos de trabajo de otros grupos profesionales.\u003C\u002Fp>\n\n\u003Cp>Al inicio de la relación laboral entre la empresa y la persona de la que se\ntrate, se establecerá, en el contrato laboral, el contenido básico de la\nprestación objeto del contrato de trabajo, así como su pertenencia a uno de\nlos grupos profesionales previstos en el presente Convenio Colectivo. Cuando el\ncontrato de trabajo se realice por escrito deberá reflejarse con claridad el\ngrupo profesional asignado a la persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>La asignación del Grupo Profesional, a cada persona trabajadora, se\nrealizará atendiendo a los criterios generales del punto 2 de este artículo y\nel contenido básico concreto de la prestación laboral que se desarrolle en el\npuesto de trabajo analizado.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Cp>\u003Cstrong>Descripción de los Grupos profesionales\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo profesional n.° 0\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Definición general: El personal perteneciente a este grupo planifica,\norganiza, dirige y coordina las diversas actividades necesarias para el normal\ndesenvolvimiento de la Empresa. Es responsable último en la toma de decisiones\nde toda la organización empresarial, o de una unidad autónoma con\nresponsabilidad directa de la propiedad.\u003C\u002Fp>\n\n\u003Cp>En este Grupo profesional las actividades a desarrollar son las\nsiguientes:\u003C\u002Fp>\n\n\u003Cp>Por tareas y\u002Fo funciones:\u003C\u002Fp>\n\n\u003Cp>Fijación de objetivos, planificación de medios y tareas para su\nconsecución y supervisión de su cumplimento, en el más amplio sentido.\u003C\u002Fp>\n\n\u003Cp>Cualquier otra función o tarea análoga que responda a los criterios\ngenerales y de formación atribuidos a este Grupo Profesional.\u003C\u002Fp>\n\n\u003Cp>Por formación:\u003C\u002Fp>\n\n\u003Cp>Titulación a nivel de educación universitaria, complementada con una\nformación específica para el puesto de trabajo o conocimientos profesionales\nequivalentes tras una dilatada experiencia.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo profesional n.° 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Definición general: Tareas y\u002Fo funciones que suponen la realización de\ntareas técnicas complejas y heterogéneas, con objetivos globales definidos y\nalto grado de exigencia en autonomía, iniciativa y responsabilidad. Se\nincluyen también en este grupo\u003C\u002Fp>\n\n\u003Cp>profesional funciones que suponen responsabilidad concreta para la gestión\nde una o varias áreas funcionales de la Empresa a partir de las directrices\ngenerales amplias emanadas del personal perteneciente al grupo profesional\n«0» o de la propia Dirección o propiedad de la Empresa. Funciones que\nsuponen la realización de tareas técnicas de la más alta complejidad e\nincluso la participación en la definición de los objetivos concretos a\nalcanzar en un campo, con un alto grado de autonomía, iniciativa y\nresponsabilidad en dicho cargo de especialidad técnica.\u003C\u002Fp>\n\n\u003Cp>En este Grupo profesional las Actividades a desarrollar son las\nsiguientes:\u003C\u002Fp>\n\n\u003Cp>Por tareas y\u002Fo funciones:\u003C\u002Fp>\n\n\u003Cp>Fijación de objetivos, planificación de medios y tareas para su\nconsecución y supervisión de su cumplimento, en el más amplio sentido.\u003C\u002Fp>\n\n\u003Cp>Cualquier otra función o tarea análoga que responda a los criterios\ngenerales y de formación atribuidos a este Grupo Profesional.\u003C\u002Fp>\n\n\u003Cp>Por formación:\u003C\u002Fp>\n\n\u003Cp>Titulación a nivel de educación universitaria, complementada con una\nformación específica para el puesto de trabajo o conocimientos profesionales\nequivalentes tras una dilatada experiencia.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo Profesional n.° 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Definición general: Tareas y\u002Fo funciones que suponen la integración,\ncoordinación y supervisión de tareas diversas, realizadas por un conjunto de\ncolaboradores en una misma unidad funcional. Tareas complejas pero homogéneas\nque, aun sin implicar responsabilidad de mando, tienen un alto contenido\nintelectual o de interrelación humana, en un marco de instrucciones generales\nde alta complejidad técnica.\u003C\u002Fp>\n\n\u003Cp>En este Grupo profesional las Actividades a desarrollar son las\nsiguientes:\u003C\u002Fp>\n\n\u003Cp>Por tareas y\u002Fo funciones:\u003C\u002Fp>\n\n\u003Cp>Coordinación y mando sobre un grupo de personas trabajadoras ocupadas en\ntareas homogéneas, responsabilizándose del cumplimiento de los objetivos del\ngrupo o sección, sin perjuicio de asumir personal y directamente alguna de\nellas.\u003C\u002Fp>\n\n\u003Cp>Coordinación de las actividades de una división específica dentro de la\norganización de la Empresa, ejercitando el mando sobre sus componentes,\nfijando tareas y controlando y exigiendo su cumplimiento.\u003C\u002Fp>\n\n\u003Cp>Comercialización y mercadotecnia.\u003C\u002Fp>\n\n\u003Cp>Funciones y actividades de análisis y programación de los sistemas\ninformáticos de acuerdo con la formación y titulación aportada.\u003C\u002Fp>\n\n\u003Cp>Cualquier otra función o tarea análoga que responda a los criterios\ngenerales y de formación atribuidos a este Grupo Profesional.\u003C\u002Fp>\n\n\u003Cp>Por formación:\u003C\u002Fp>\n\n\u003Cp>Titulación a nivel de educación universitaria, Módulos Profesionales de\nGrado Superior, Formación Profesional de segundo grado, o conocimientos\nprofesionales equivalentes adquiridos tras una experiencia acreditada.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo profesional n.° 3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Definición general: Tareas y\u002Fo funciones de ejecución autónoma que exigen\nhabitualmente iniciativas por parte de las personas trabajadoras encargadas de\nsu ejecución. Funciones que suponen integración, coordinación y supervisión\nde tareas homogéneas. Pueden llevar aparejado, de modo temporal, el mando\nsobre otras personas trabajadoras, además de la ejecución de tareas propias\ndiferenciadas. \u003C\u002Fp>\n\n\u003Cp>En este Grupo profesional las Actividades a desarrollar son las\nsiguientes:\u003C\u002Fp>\n\n\u003Cp>Por tareas y\u002Fo funciones:\u003C\u002Fp>\n\n\u003Cp>Promoción de las ventas, comercialización de los productos distribuidos\npor la empresa y al desarrollo de su publicidad, como también a la venta de\nlos mismos mediante cualquier modalidad o con la utilización de cualquier\nmedio técnico de comunicación.\u003C\u002Fp>\n\n\u003Cp>Funciones y actividades de análisis y programación de los sistemas\ninformáticos.\u003C\u002Fp>\n\n\u003Cp>Funciones de mantenimiento y adecuación de los procesos y sistemas\ninformáticos.\u003C\u002Fp>\n\n\u003Cp>Tareas de registro de la contabilidad en todas sus fases, por medios\ntradicionales o informáticos.\u003C\u002Fp>\n\n\u003Cp>Tareas de pedidos de compras en toda su extensión, no obstante, dichas\nfunciones podrán incorporarse a otros grupos profesionales dependiendo de la\ntipología y dimensión de la empresa.\u003C\u002Fp>\n\n\u003Cp>Coordinación de tareas de un grupo de personas trabajadoras ocupado en\nlabores de mantenimiento de maquinaria, instalaciones o vehículo.\u003C\u002Fp>\n\n\u003Cp>Cualquier otra función o tarea análoga que responda a los criterios\ngenerales y de formación atribuidos a este Grupo Profesional.\u003C\u002Fp>\n\n\u003Cp>Por formación:\u003C\u002Fp>\n\n\u003Cp>Titulación a nivel de Bachillerato, Formación Profesional de segundo\ngrado, o conocimientos profesionales equivalentes adquiridos tras una\nexperiencia acreditada.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo profesional n.° 4\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Definición general: Tareas que consisten en la ejecución de trabajos que,\naunque se realizan bajo instrucciones precisas, requieren adecuados\nconocimientos profesionales y\u002Fo aptitudes prácticas y cuya responsabilidad\nestá limitada por una supervisión directa. Tareas y\u002Fo funciones, que se\nejecutan según instrucciones concretas, claramente establecidas, con un\nmétodo de trabajo preciso, y con un alto grado de dependencia jerárquica y\u002Fo\nfuncional, que requieren preferentemente esfuerzo físico y\u002Fo atención.\u003C\u002Fp>\n\n\u003Cp>En este Grupo profesional las Actividades a desarrollar son las\nsiguientes:\u003C\u002Fp>\n\n\u003Cp>Por tareas y\u002Fo funciones:\u003C\u002Fp>\n\n\u003Cp>Recepción de pedidos por cualquier sistema, medio o procedimiento.\u003C\u002Fp>\n\n\u003Cp>Recepción de mercancías en todas sus fases, incluyendo las\ndevoluciones.\u003C\u002Fp>\n\n\u003Cp>Preparación y puesta de pedidos, entendiendo por tal todas las tareas\ncomprendidas desde la función de ordenar y colocar los productos en las\nestanterías o dispensadores automáticos, hasta su posterior separación y\npreparación, repartiéndolos en cestas o cubetas o cualquier otro medio de\nembalaje, o embalándolos y etiquetándolos para su posterior envío,\ninterpretando para ello el pedido u orden de puesta mediante un documento\nfísico o instrucción electrónica.\u003C\u002Fp>\n\n\u003Cp>Tareas de transporte interno y paletización realizado con elementos\nmecánicos.\u003C\u002Fp>\n\n\u003Cp>Tareas auxiliares de verificación y control de calidad.\u003C\u002Fp>\n\n\u003Cp>Tareas de acondicionamiento con regulación, puesta a punto, y limpieza de\ntodo tipo de máquinas auxiliares, así como de su zona de trabajo.\u003C\u002Fp>\n\n\u003Cp>Tareas de despacho de pedidos, revisión de mercancías y distribución con\nregistro en los libros o máquinas al efecto del movimiento diario.\u003C\u002Fp>\n\n\u003Cp>Funciones de conducción de vehículos de reparto.\u003C\u002Fp>\n\n\u003Cp>Funciones referidas a la recepción y realización de llamadas telefónicas\npara recibir pedidos, atender reclamaciones o gestiones de los clientes o\nproveedores, y\u002Fo atención de visitas.\u003C\u002Fp>\n\n\u003Cp>Tareas de tratamiento de textos, archivo, registro, cálculo, facturación o\nsimilares de administración. Tareas propias de secretariado.\u003C\u002Fp>\n\n\u003Cp>Gestiones de cobro.\u003C\u002Fp>\n\n\u003Cp>Tareas de registro de la contabilidad en todas sus fases, por medios\ntradicionales o informáticos.\u003C\u002Fp>\n\n\u003Cp>Mantenimiento de la operatividad de redes informáticas internas de la\nEmpresa. Puesta en funcionamiento de ordenadores y accesorios informáticos.\u003C\u002Fp>\n\n\u003Cp>Labores de redacción de correspondencia comercial, cálculo de precios a la\nvista de ofertas recibidas, recepción y tramitación de pedidos y realización\nde propuestas de contestación.\u003C\u002Fp>\n\n\u003Cp>Tareas de administración de personal como recibo de salarios, seguros\nsociales, retenciones fiscales, tramitación y control de altas y bajas,\netc.\u003C\u002Fp>\n\n\u003Cp>Operaciones elementales de manejo de máquinas sencillas, entendiendo por\ntales, aquellas que no requieran adiestramiento y conocimiento específico.\u003C\u002Fp>\n\n\u003Cp>Operaciones de carga y descarga manuales o con ayuda de elementos mecánicos\nque no requieran, para su utilización carné o formación específica.\u003C\u002Fp>\n\n\u003Cp>Tareas que consisten en efectuar recados, encargos, transporte manual,\nllevar o coger correspondencia, ayuda de un conductor.\u003C\u002Fp>\n\n\u003Cp>Tareas elementales recuperación de materias y productos.\u003C\u002Fp>\n\n\u003Cp>Tareas sencillas de mantenimiento y limpieza de locales y enseres.\u003C\u002Fp>\n\n\u003Cp>Vigilancia de edificios y locales sin requisitos especiales.\u003C\u002Fp>\n\n\u003Cp>Tareas de mecanografía, archivo, registro, cálculo, facturación o\nsimilares de administración, sin precisarse conocimientos informáticos de\nningún tipo.\u003C\u002Fp>\n\n\u003Cp>Cualquier otra función o tarea análoga que responda a los criterios\ngenerales y de formación atribuidos a este Grupo Profesional.\u003C\u002Fp>\n\n\u003Cp>Por formación:\u003C\u002Fp>\n\n\u003Cp>Titulación o conocimientos profesionales equivalentes al Graduado Escolar,\nFormación Profesional de primer grado o Educación Secundaria Obligatoria.\u003C\u002Fp>\n\n\u003Cp>Conocimientos elementales relacionados con las tareas que se desempeñan.\u003C\u002Fp>\n\n\u003Cp>En aquellos centros de trabajo que, por su reducida dimensión, la\naplicación de los contenidos de esta nueva clasificación profesional pudiese\nconllevar la articulación de una o varias tareas y\u002Fo funciones, para una misma\npersona, siendo estas funciones o tareas de diferentes grupos profesionales,\nprecisará, en todo caso, el considerar los elementos y criterios de trabajos\nde superior categoría o Grupo Profesional.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Notas aclaratorias:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.La clasificación contenida en el presente artículo, se realizará por\ninterpretación y aplicación de los criterios generales y por actividades\nbásicas más representativas desarrolladas en las funciones expresadas en cada\nuno de los grupos profesionales.\u003C\u002Fp>\n\n\u003Cp>2.En el caso de concurrencia en un puesto de trabajo de labores básicas\ncorrespondientes a diferentes grupos profesionales, la clasificación se\nrealizará en función de las actividades propias del Grupo Profesional en el\nque dedique la mayor parte de su jornada, atendiéndose en todo caso al\ncriterio de trabajos de igual valor de cara a evitar cualquier tipo de\ndiscriminación.\u003C\u002Fp>\n\n\u003Cp>3.La clasificación no supondrá en ningún caso que se excluya en los\npuestos de trabajo de cada grupo profesional la realización de actividades\ncomplementarias que pudieran ser básicas para puestos de trabajo incluidos en\ngrupos profesionales distintos.\u003C\u002Fp>\n\n\u003Cp>4.En los Grupos Profesionales las actividades a desarrollar por áreas,\ntareas y\u002Fo funciones, se describen a meros efectos informativos, sin que\nsuponga limitación funcional alguna entre las mismas y sin perjuicio de la\nmovilidad funcional legalmente prevista. \u003C\u002Fp>\n\n\u003Ch3 id=\"L323\">Artículo 8. Contratación de personal.\u003C\u002Fh3>\n\n\u003Cp>1.Todo lo relativo a los tipos de contrato, duración, suspensión y\nextinción de los mismos, se regirá por lo que establezca la legislación\nvigente en cada momento, actualmente el Real decreto 32\u002F2021.\u003C\u002Fp>\n\n\u003Cp>Así mismo, las partes acuerdan la constitución de una Comisión paritaria\nsobre contratación, que estará compuesta por 3 miembros por la parte patronal\ny 3 miembros por la parte social al objeto de analizar la situación del sector\ny abordar la adaptación, de los cambios legislativos en materia de\ncontratación a la realidad y necesidades del sector, al objeto de coadyuvar al\nmantenimiento del empleo y a la conversión de los contratos de duración\ndeterminada a contratos de tiempo indefinido.\u003C\u002Fp>\n\n\u003Cp>Las conclusiones de la comisión de estudio se trasladarán a la comisión\nnegociadora del convenio para, tras su aprobación, incorporarlas al texto del\nmismo.\u003C\u002Fp>\n\n\u003Cp>Con independencia de lo anterior, ambas partes pactan expresamente ampliar\nla vigencia de los contratos temporales hasta doce meses. Si con posterioridad\na la publicación del presente convenio, la comisión paritaria acordara una\nreducción de estos plazos, se promoverá la modificación del convenio en los\ntérminos que se consideren oportunos.\u003C\u002Fp>\n\n\u003Cp>2.Contratos de relevo:\u003C\u002Fp>\n\n\u003Cp>Para que la persona trabajadora pueda acceder a la jubilación parcial, en\nlos términos establecidos en el texto refundido de la Ley General de la\nSeguridad Social y demás disposiciones concordantes, deberá acordar con su\nempresa una reducción de jornada y de salario, y la empresa deberá concertar\nsimultáneamente un contrato de relevo, de acuerdo con lo establecido en el\napartado siguiente, con objeto de sustituir la jornada de trabajo dejada\nvacante por la persona trabajadora que se jubila parcialmente.\u003C\u002Fp>\n\n\u003Cp>También se podrá concertar el contrato de relevo para sustituir a las\npersonas trabajadoras que se jubilen parcialmente después de haber cumplido la\nedad de jubilación ordinaria que corresponda conforme a lo establecido en el\ntexto refundido de la Ley General de la Seguridad Social.\u003C\u002Fp>\n\n\u003Cp>La ejecución de este contrato de trabajo a tiempo parcial y su retribución\nserán compatibles con la pensión que la Seguridad Social reconozca a la\npersona trabajadora en concepto de jubilación parcial.\u003C\u002Fp>\n\n\u003Cp>La relación laboral se extinguirá al producirse la jubilación total de la\npersona trabajadora.\u003C\u002Fp>\n\n\u003Cp>El contrato de relevo se ajustará a las siguientes reglas:\u003C\u002Fp>\n\n\u003Cp>a)Se celebrará con una persona trabajadora en situación de desempleo o que\ntuviese concertado con la empresa un contrato de duración determinada.\u003C\u002Fp>\n\n\u003Cp>b)Salvo lo establecido en los dos párrafos siguientes, la duración del\ncontrato de relevo que se celebre como consecuencia de una jubilación parcial\ntendrá que ser indefinida o por duración determinada en los supuestos en los\nque legalmente se permita la utilización de esta modalidad de\ncontratación.\u003C\u002Fp>\n\n\u003Cp>En el supuesto previsto en el párrafo segundo del apartado 2, el contrato\nde relevo deberá alcanzar al menos una duración igual al resultado de sumar\ndos años al tiempo que le falte a la persona trabajadora sustituida para\nalcanzar la edad de jubilación ordinaria que corresponda conforme al texto\nrefundido de la Ley General de la Seguridad Social. En el supuesto de que el\ncontrato se extinga antes de alcanzar la duración mínima indicada, el\nempresario estará obligado a celebrar un nuevo contrato en los mismos\ntérminos del extinguido, por el tiempo restante.\u003C\u002Fp>\n\n\u003Cp>En el caso de la persona trabajadora jubilada parcialmente después de haber\ncumplido la edad de jubilación ordinaria prevista en el texto refundido de la\nLey General de la Seguridad Social, la duración del contrato de relevo que\npodrá celebrar la empresa para sustituir la parte de jornada dejada vacante\npor el mismo podrá ser indefinida o anual. En este segundo supuesto, el\ncontrato se prorrogará automáticamente por periodos anuales, extinguiéndose\nen todo caso al finalizar el periodo correspondiente al año en que se produzca\nla jubilación total de la persona trabajadora relevada.\u003C\u002Fp>\n\n\u003Cp>c)Salvo en el supuesto previsto en el párrafo segundo del apartado 2, el\ncontrato de relevo podrá celebrarse a jornada completa o a tiempo parcial. En\ntodo caso, la duración de la jornada deberá ser, como mínimo, igual a la\nreducción de jornada acordada por la persona trabajadora sustituida. El\nhorario de trabajo de la persona trabajadora relevista podrá completar el de\nla persona trabajadora sustituida o simultanearse con ella.\u003C\u002Fp>\n\n\u003Cp>d)El puesto de trabajo de la persona trabajadora relevista podrá ser el\nmismo de la persona trabajadora sustituida. En todo caso, deberá existir una\ncorrespondencia entre las bases de cotización de ambos, en los términos\nprevistos en el texto refundido de la Ley General de la Seguridad Social.\u003C\u002Fp>\n\n\u003Cp>Las modificaciones legales o reglamentarias que eventualmente puedan\nproducirse en el régimen jurídico de la contratación de personal,\ncontempladas en el artículo 8 del presente convenio colectivo, se entenderán\ndirectamente de aplicación.\u003C\u002Fp>\n\n\u003Ch3 id=\"L359\">Artículo 9. Resolución unilateral del contrato.\u003C\u002Fh3>\n\n\u003Cp>El personal comprendido en el ámbito del presente Convenio que se proponga\ncesar en el servicio de la empresa, deberá comunicarlo a la Dirección de la\nmisma, a través de sus mandos directos, por escrito con acuse de recibo, con\nquince días de anticipación a la fecha en que haya de dejar de prestar sus\nservicios.\u003C\u002Fp>\n\n\u003Ch3 id=\"L363\">Artículo 10. Movilidad funcional.\u003C\u002Fh3>\n\n\u003Cp>Se podrá llevar a cabo una movilidad funcional en el seno de la empresa,\nejerciendo como límite para la misma lo dispuesto en los artículos 22 y 39\ndel vigente Texto Refundido de la Ley del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Ch3 id=\"L367\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch3 id=\"L367\">Artículo 11. Formación profesional y capacitación.\u003C\u002Fh3>\n\n\u003Cp>Se estará en un todo a lo dispuesto sobre el mismo tema, formación\nprofesional, cultural, cursillos de capacitación y reconversión, a lo\ndispuesto en el Estatuto de los Trabajadores, y cumpliendo asimismo aquellas\ndisposiciones específicas que regulen los contratos formativos.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2 id=\"L371\">CAPÍTULO III Condiciones económicas\u003C\u002Fh2>\n\n\u003Ch3 id=\"L373\">Artículo 12. Compensación.\u003C\u002Fh3>\n\n\u003Cp>Las condiciones pactadas son compensables en su totalidad con las que\nanteriormente rigieran por mejora pactada o unilateralmente concedida por la\nempresa, mediante mejoras de sueldos o mediante conceptos equivalentes,\njurisprudencial, contencioso-administrativo, Convenio, pacto de cualquier\nclase, contrato individual, usos y costumbres locales, comarcales o regionales,\no por cualquier otra causa.\u003C\u002Fp>\n\n\u003Ch3 id=\"L377\">Artículo 13. Absorción.\u003C\u002Fh3>\n\n\u003Cp>Habida cuenta de la naturaleza del Convenio, las disposiciones legales\nfuturas que impliquen variación económica en todos o algunos de los conceptos\nretributivos, siempre que estén determinados dinerariamente, únicamente\ntendrán eficacia práctica si globalmente considerados superasen el nivel\ntotal del Convenio. \u003C\u002Fp>\n\n\u003Ch3 id=\"L381\">Artículo 14. Garantías personales.\u003C\u002Fh3>\n\n\u003Cp>Se respetarán las situaciones personales que, con carácter de cómputo\nanual, excedan del Convenio, manteniéndose estrictamente en calidad de\ngarantía ad personam, excepto en la cuantía o cuantías necesarias para\ncubrir la cifra estipulada en el SMG.\u003C\u002Fp>\n\n\u003Ch3 id=\"L385\">Artículo 15. Tablas salariales.\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Salario total anual:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-STRUCINCR_trigger\">\u003Cp>\u003Cstrong>1.° Incrementos por años:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Para los años de vigencia de este convenio se establecen los siguientes\nincrementos generales:\u003C\u002Fp>\n\n\u003Cp>Año 2024: 3,4 %.\u003C\u002Fp>\n\n\u003Cp>Año 2025: 3,4 %.\u003C\u002Fp>\n\n\u003Cp>Año 2026: 3 %.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>Las Tablas Salariales de aplicación en cada año de vigencia de este\nconvenio, fijadas en salario total anual, serán las siguientes:\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>A)Año 2024.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se establecen para el año 2024 los siguientes Salarios de cada Grupo:\u003C\u002Fp>\n\n\u003Cp>Grupo 0: 27.235,61 euros.\u003C\u002Fp>\n\n\u003Cp>Grupo I: 23.493,57 euros.\u003C\u002Fp>\n\n\u003Cp>Grupo II: 20.948,65 euros.\u003C\u002Fp>\n\n\u003Cp>Grupo III: 19.674,47 euros.\u003C\u002Fp>\n\n\u003Cp>Grupo IV: 18.876,36 euros.\u003C\u002Fp>\n\n\u003Cp>Salario Mínimo Garantizado: 19.646,41 euros.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B)Año 2025.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se establecen para el año 2025 los siguientes Salarios de cada Grupo:\u003C\u002Fp>\n\n\u003Cp>Grupo 0: 28.161,62 euros.\u003C\u002Fp>\n\n\u003Cp>Grupo I: 24.292,35 euros.\u003C\u002Fp>\n\n\u003Cp>Grupo II: 21.660,90 euros.\u003C\u002Fp>\n\n\u003Cp>Grupo III: 20.343,40 euros.\u003C\u002Fp>\n\n\u003Cp>Grupo IV: 19.518,16 euros.\u003C\u002Fp>\n\n\u003Cp>Salario Mínimo Garantizado: 20.314,39 euros.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_table_selection_txt\">\u003Cp>\u003Cstrong>C)Año 2026.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se establecen para el año 2026 los siguientes Salarios de cada Grupo:\u003C\u002Fp>\n\n\u003Cp>Grupo 0: 29.006,47 euros.\u003C\u002Fp>\n\n\u003Cp>Grupo I: 25.021,12 euros.\u003C\u002Fp>\n\n\u003Cp>Grupo II: 22.310,73 euros.\u003C\u002Fp>\n\n\u003Cp>Grupo III: 20.953,70 euros.\u003C\u002Fp>\n\n\u003Cp>Grupo IV: 20.103,70 euros.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageamount\">\u003Cp>Salario Mínimo Garantizado: 20.923,82 euros.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>El Salario Mínimo Garantizado se regirá por lo previsto en este\nartículo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>\u003Cstrong>2.° Salario Mínimo Garantizado.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_government\">\u003Cp>Con efectos desde el 1 de enero de 2011, se estableció un Salario Mínimo\nGarantizado de Sector por el Convenio de la Distribución Farmacéutica, en\ntérminos de\u003C\u002Fp>\n\n\u003Cp>retribución mínima por los conceptos fijos y periódicos (conforme a lo\nque más adelante se detalla) que retribuyan una jornada laboral ordinaria a\ntiempo completo; se excluye de este mínimo garantizado la retribución\nestablecida conforme a lo que rige para los contratos formativos, y aquellos\notros tipos de contrato que en el futuro pudieran establecerse por norma legal\no acuerdo interprofesional y que contemplen una posible retribución inferior a\nla que rija en los convenios de aplicación.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>El Salario Mínimo Garantizado de Sector se incorpora a las Tablas\nSalariales como un apartado más de las mismas, y en el futuro le serán de\naplicación los incrementos que se pacten.\u003C\u002Fp>\n\n\u003Cp>Aquellas personas trabajadoras a las que resulte de aplicación este Salario\nMínimo Garantizado de Sector, recibirán el importe que falte entre su\nretribución anual y la mínima garantizada en un concepto salarial\nespecífico, denominado «Complemento de Salario Mínimo Garantizado (CSMG)»,\nque recibirán en el mismo número de pagas en que cobren el Salario Base o\nSalario Convenio, y que se regirá por lo establecido en este artículo.\u003C\u002Fp>\n\n\u003Cp>Este CSMG se abonará a todos las personas trabajadoras cuya retribución\nfija anual por jornada ordinaria a tiempo completo no supere la suma del\nSalario Mínimo Garantizado. Dada la diversidad de situaciones vigentes en\nempresas y centros de trabajo que contienen mejoras salariales, y la necesidad\nde que el este CSMG se aplique sólo después de haber tenido en cuenta tales\nmejoras, se establecen los siguientes criterios para el cálculo de este nuevo\nComplemento.\u003C\u002Fp>\n\n\u003Cp>Se consideran mejoras que deben ser tenidas en cuenta para determinar si la\nretribución anual de la persona trabajadora alcanza o no el Salario Mínimo\nGarantizado de Sector:\u003C\u002Fp>\n\n\u003Cp>Todos los conceptos que retribuyan adicionalmente al Salario de Convenio una\njornada ordinaria, como salario por unidad de tiempo, medido en cómputo\nanual.\u003C\u002Fp>\n\n\u003Cp>Todos aquellos conceptos que bajo denominaciones aparente de variabilidad\ntengan establecido un importe fijo, cuya consecución no dependa de una mayor\ncantidad de tiempo, de calidad o de actividad. En los casos en los que haya\ncriterios de variabilidad, pero se garantice un mínimo de salario por este\nconcepto, tal cantidad mínima será tenida en cuenta para calcular la\nexistencia o no de CSMG. Para estos cálculos se tomará el valor anual de\nestos conceptos.\u003C\u002Fp>\n\n\u003Cp>Todos los conceptos que retribuyen la mera presencia del empleado\u002Fa en su\npuesto de trabajo, en su importe anual. Igualmente, todos los importes\nrecibidos por los empleados bajo conceptos de plus de transporte o\ndesplazamiento o similar denominación, que consista en un importe fijo que se\nperciba de forma independiente a la existencia de un desplazamiento real, o que\nse perciba alguno de los meses de manera independiente a la presencia real del\nempleado\u002Fa en su puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>Todas las mejoras de cálculo sobre las reglas de devengo de antigüedad que\nmejore en cómputo anual lo establecido en este Convenio.\u003C\u002Fp>\n\n\u003Cp>Se deja expresamente establecido que, aunque cualquiera de los conceptos\nanteriores estuviera establecido con el carácter de no compensable o no\nabsorbible, el CSMG no será de aplicación cuando el importe de esos conceptos\nsea superior a este, ya que el Salario Mínimo Garantizado se ha establecido\nprecisamente como una garantía de ingreso mínimo que ya tiene en cuenta la\nexistencia de tales retribuciones superiores al Salario de Convenio del Grupo\nIV en empresas del sector.\u003C\u002Fp>\n\n\u003Cp>La Comisión Mixta del Convenio aprobará criterios más detallados y\nejemplificados de conceptos salariales habituales en las Empresas y su régimen\nde cómputo o no a los efectos previstos en este artículo.\u003C\u002Fp>\n\n\u003Cp>En caso de desacuerdo en el seno de las empresas sobre los conceptos que\ndeban compensar el Salario Mínimo Garantizado, la Comisión Mixta de este\nConvenio actuará como órgano previo obligatorio de mediación; en caso de\nfallar la mediación la Comisión Mixta emitirá su dictamen sobre la\ncontroversia como intérprete de lo aquí acordado. En dicha mediación y\nposible interpretación se deberán aplicar los criterios indicados en este\nartículo. El plazo máximo de ambos procesos (mediación o interpretación)\nserá de 45 días desde que tenga entrada la solicitud de cualquiera de las\npartes con la explicación completa de los conceptos en discusión.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Plus de Coordinación.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El personal designado por la empresa para tal fin integrado en el Grupo 4\nque coordine habitualmente y a lo largo de su jornada laboral, las funciones de\notras personas trabajadoras integradas en el mismo percibirán el 3 % del\nsalario base del grupo, devengándose por día efectivamente trabajado.\nEntendiéndose por coordinación, distribuir tareas a otras personas,\nconduciendo sus respectivas tareas para llevar a cabo una acción común.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>\u003Cstrong>Plus de Nocturnidad.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Salvo condiciones más beneficiosas, se establece una compensación del 15 %\nsobre el salario base, en concepto de nocturnidad para aquellas personas que\ntoda o parte de su jornada de trabajo esté comprendida entre las 22.00 horas y\nlas 06.00 horas. Este incremento se realizará por hora efectivamente trabajada\ndentro del horario mencionado.\u003C\u002Fp>\n\n\u003Cp>Para hallar el valor de la hora se dividirá el salario base anual de grupo,\nentre las horas de jornada anuales establecidas en el artículo 24 del Convenio\nColectivo vigente.\u003C\u002Fp>\n\n\u003Cp>Para aquellas empresas que tuvieran establecidas condiciones más\nbeneficiosas, se aplicarán éstas, no siendo ambas acumulables.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L499\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3 id=\"L499\">Artículo 16. Pagas ordinarias y extraordinarias.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>Las anteriores retribuciones tienen el carácter de cantidades brutas, y en\ncómputo anual, incluyen expresamente las pagas extraordinarias de julio y\nNavidad, así como las de beneficios reguladas en la legislación aplicable,\nestando expresamente incluida dentro del cómputo señalado cualquier otra paga\nque por el concepto que fuese, tuvieran concedidas las empresas con\nanterioridad a la fecha de negociación del presente Convenio.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Las retribuciones que se fijan en la tabla salarial se entenderán sobre\njornada completa, y entendido como la parte de la retribución fijada por\nunidad de tiempo, sin atender a las circunstancias determinantes de sus\ncomplementos, es decir, que la remuneración anual está en función de las\nhoras también anuales de trabajo que resultan de la aplicación del artículo\n25 del presente Convenio.\u003C\u002Fp>\n\n\u003Cp>El Salario de cada Grupo está compuesto por la totalidad de los conceptos\nde cada empresa en actividad normal o habitual en trabajos no medidos. No se\nincluye en el Salario de Grupo los siguientes conceptos: antigüedad y\ncomplementos variables que dependan de cantidad y\u002Fo calidad del trabajo. En el\ncaso concreto y específico de aquellas personas trabajadoras a las que, como\nconsecuencia del cambio de categorías a grupos profesionales realizado en el\nConvenio Colectivo 2002-2004, se les estableció un complemento personal en el\nque se integró la diferencia positiva existente entre el salario que\nindividualmente venían percibiendo y el salario fijado con carácter general\nen las Tablas salariales para su nuevo grupo profesional de adscripción, para\neste supuesto concreto, dicho complemento personal no tendrá el carácter de\nabsorbible ni compensable y será revalorizable.\u003C\u002Fp>\n\n\u003Cp>A petición individual de la persona trabajadora y siempre que concurra\nacuerdo con la empresa, las pagas extraordinarias podrán prorratearse en las\n12 mensualidades ordinarias. Esta situación se podrá revertir a solicitud de\nla persona afectada con un preaviso de 2 meses. Esta forma de cobro se\nmantendrá como mínimo durante 3 años.\u003C\u002Fp>\n\n\u003Ch3 id=\"L509\">Artículo 17. Revisión salarial.\u003C\u002Fh3>\n\n\u003Cp>En el mes de enero de 2027, se reunirán las partes al objeto de revisar los\nincrementos del Índice de Precios al consumo (IPC) del año 2026. Si el IPC\npublicado por el Instituto Nacional de Estadística (INE) para el año 2026\nsuperase el 3 %, se\u003C\u002Fp>\n\n\u003Cp>procederá a incrementar las tablas por la diferencia, hasta un máximo del\n1 %. Esta revisión salarial tendrá efecto el 1 de enero de 2027.\u003C\u002Fp>\n\n\u003Cp>Además, sobre las tablas del año 2026 una vez revisadas, se aplicará,\ntambién con efecto 1 de enero de 2027, un incremento salarial adicional del\n1,2 %.\u003C\u002Fp>\n\n\u003Ch3 id=\"L517\">Artículo 18. Cláusula aclaratoria.\u003C\u002Fh3>\n\n\u003Cp>Las cantidades entregadas a cuenta del Convenio serán absorbibles y\ncompensables globalmente con el incremento acordado.\u003C\u002Fp>\n\n\u003Cp>Los atrasos devengados serán abonados de una sola vez y como máximo en el\núltimo día del mes siguiente al de la publicación en el BOE del convenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L523\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3 id=\"L523\">Artículo 19. Aumentos por antigüedad.\u003C\u002Fh3>\n\n\u003Cp>El personal comprendido en el ámbito personal del presente Convenio\npercibirá aumentos periódicos por años de servicio, consistentes en el abono\nde cuatrienios en la cuantía del 5 por 100 del salario Convenio que figura en\nla Tabla Salarial correspondiente al grupo profesional en el que esté\nclasificado.\u003C\u002Fp>\n\n\u003Cp>El cómputo de la antigüedad se regulará por las siguientes normas:\u003C\u002Fp>\n\n\u003Cp>a)La fecha inicial para su determinación será la de ingreso en la\nempresa.\u003C\u002Fp>\n\n\u003Cp>b)Para el cómputo de antigüedad se tendrá en cuenta todo el tiempo\nservido en la misma empresa, considerándose como efectivamente trabajados\ntodos los meses y días en los que la persona trabajadora haya recibido un\nsalario o remuneración, computándose como tales las licencias con sueldo y\nsituaciones de incapacidad temporal, así como las de excedencias de carácter\nforzoso para prestación de servicio militar o nombramiento para cargo público\no sindical. No se estimará el tiempo de excedencia voluntaria.\u003C\u002Fp>\n\n\u003Cp>c)Se computará la antigüedad en razón de la totalidad de los años\nprestados dentro de la empresa, cualquiera que sea el grupo profesional en que\nse encontrase encuadrado.\u003C\u002Fp>\n\n\u003Cp>d)También se estimarán los servicios prestados en las empresas en período\nde prueba y en régimen eventual, cuando inmediatamente de finalizar dicho\ncarácter pase a ocupar plaza en la plantilla de la empresa.\u003C\u002Fp>\n\n\u003Cp>e)En todo caso, los que cambien de grupo percibirán sobre el salario base\nde aquel al que se incorporen, los cuatrienios que les correspondan desde su\ningreso en la empresa, computada la antigüedad en la forma de las normas\nanteriores, pero calculados en su totalidad sobre el nuevo salario Convenio.\u003C\u002Fp>\n\n\u003Cp>f)En el caso de que una persona trabajadora cese en la empresa por despido\nprocedente o por su voluntad sin solicitar excedencia voluntaria, si\nposteriormente reingresase en la empresa, el cómputo de antigüedad se\nefectuará a partir de este último ingreso, perdiendo todos sus derechos y\nantigüedad anteriormente adquiridos.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L541\">Artículo 20. Permanencia.\u003C\u002Fh3>\n\n\u003Cp>Con el fin de reconocer la antigüedad al servicio de una misma empresa, a\ntodas aquellas personas trabajadoras cuya permanencia en la empresa alcance los\nveinticinco años, percibirán un importe de 800 euros. De igual forma, quienes\nalcancen una permanencia de cuarenta y cinco años percibirán un importe de\n1.500 euros. Dichas cantidades se abonarán una sola vez.\u003C\u002Fp>\n\n\u003Cp>Aquellas empresas que con anterioridad a la entrada en vigor de este\nConvenio hubieran abonado cantidades por estos o similares conceptos, quedarán\neximidas de su abono a aquellas personas trabajadoras que las hubieran\npercibido, cualquiera que fuese la cantidad abonada, debiendo hacerlo en las\ncondiciones establecidas en este artículo, a partir de la entrada en vigor del\npresente Convenio. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L547\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch3 id=\"L547\">Artículo 21. Jubilación.\u003C\u002Fh3>\n\n\u003Cp>Las partes firmantes del presente convenio colectivo acuerdan incorporar al\nmismo la extinción del contrato de trabajo por el cumplimiento por parte de la\npersona trabajadora de la edad de jubilación fijada en la normativa de\nSeguridad Social o en su caso una edad igual o superior a 68 años, tal y como\nse recoge en la Disposición Adicional Décima del Estatuto de los\nTrabajadores, siempre que se cumplan los siguientes requisitos:\u003C\u002Fp>\n\n\u003Cp>a)La persona trabajadora afectada por la extinción del contrato de trabajo\ndeberá cumplir los requisitos exigidos por la normativa de Seguridad Social y\nla Disposición Adicional Décima del ET, para tener derecho al cien por ciento\nde la pensión ordinaria de jubilación en su modalidad contributiva.\u003C\u002Fp>\n\n\u003Cp>b)Si la persona trabajadora hubiese cumplido la edad exigida para la\njubilación, a requerimiento de la empresa efectuado con una antelación\nmínima de 2 meses aquel deberá facilitar a ésta última un certificado de\nvida laboral expedido por la Seguridad Social, con la finalidad de comprobar el\ncumplimiento o no de las condiciones necesarias para tener derecho al cien por\nciento de la pensión ordinaria de jubilación en su modalidad contributiva.\u003C\u002Fp>\n\n\u003Cp>c)Las partes firmantes del presente convenio colectivo vinculan la presente\nmedida a objetivos coherentes de política de empleo en el ámbito de la\ndistribución mayorista de productos farmacéuticos. Por lo tanto, en caso de\nextinción del contrato de trabajo por cumplimiento de la edad legal de\njubilación, la correspondiente empresa deberá proceder a la contratación de\nuna nueva persona trabajadora con contrato indefinido y a tiempo completo\u003C\u002Fp>\n\n\u003Cp>En cualquier caso, y en materia de jubilación, se estará a lo establecido\nen cada momento en la legislación vigente.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L559\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3 id=\"L559\">Artículo 22. Ayuda por defunción.\u003C\u002Fh3>\n\n\u003Cp>En caso de fallecimiento de la persona trabajadora, habiendo transcurrido\npor lo menos un año desde su ingreso en la empresa, queda ésta obligada a\nsatisfacer a sus derechos habientes el importe de cuatro mensualidades, iguales\ncada una de ellas a la última percibida por la persona trabajadora,\nincrementada con todos los emolumentos inherentes a la misma.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L563\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch3 id=\"L563\">Artículo 23. Incapacidad Temporal (IT).\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>En caso de baja por incapacidad temporal debidamente acreditada por la\nSeguridad Social, la empresa completará las prestaciones a las que\nobligatoriamente tuviera derecho la persona trabajadora, hasta el 100 por 100\nde las retribuciones sujetas a cotización y hasta una duración máxima de\ndieciocho meses, sin perjuicio de lo establecido en el artículo 38 de este\nConvenio Colectivo.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2 id=\"L567\">CAPÍTULO IV Jornada, horario, horas extraordinarias,\nvacaciones\u003C\u002Fh2>\n\n\u003Ch3 id=\"L569\">Artículo 24. Jornada laboral y horarios.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspyear\">\u003Cp>La jornada laboral, para todas aquellas personas trabajadoras afectadas por\nel presente Convenio, no podrá exceder de mil setecientas sesenta horas (1.760\nhoras) anuales en cómputo efectivo de trabajo, tanto para la jornada partida\ncomo para la continuada.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">Se entenderá por jornada partida aquella en que haya un descanso\nininterrumpido de una hora como mínimo.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Desde las empresas del sector, así como los sindicatos firmantes de este\nconvenio entendemos que la conciliación de la vida laboral y familiar es una\nprioridad de la mejora en las condiciones laborales, por ello se fomentará la\njornada continuada o intensiva para la racionalización de horarios.\u003C\u002Fp>\n\n\u003Cp>En aquellas empresas en las que no fuera posible aplicar la jornada\nintensiva o teletrabajo en jornada de tarde debido a necesidades de\norganización y demanda de su actividad, se abonará a partir del mes de enero\ndel año 2026 un «Plus de jornada partida» de 2,5 euros por día\nefectivamente trabajado de manera presencial en jornada partida, y cuyo\ndescanso en calendario entre jornada de mañana y tarde sea superior a una hora\ny treinta minutos (1h, 30 min) Al principio de cada año natural las empresas\nseñalarán, de acuerdo con el Comité de Empresa o Delegado\u002Fs de Personal, el\ncalendario laboral del propio año.\u003C\u002Fp>\n\n\u003Cp>Los días 24 y 31 de diciembre la jornada ordinaria de trabajo finalizará a\nlas catorce treinta horas.\u003C\u002Fp>\n\n\u003Ch3 id=\"L581\">Artículo 24.1. Registro de la jornada.\u003C\u002Fh3>\n\n\u003Cp>1.En aplicación de lo previsto en el artículo 34.9 del Estatuto de los\nTrabajadores, y en tanto en cuanto las obligaciones derivadas del mismo se\nmantengan vigentes, las empresas afectadas por el presente Convenio Colectivo\ngarantizarán el registro de jornada diario de todas las personas trabajadoras\nvinculadas a las mismas mediante una relación laboral ordinaria.\u003C\u002Fp>\n\n\u003Cp>2.El sistema de registro de jornada, su organización y documentación,\npodrá implantarse a nivel de grupo de empresa, empresa o centro de trabajo. La\nimplantación del mismo se realizará previa consulta con la representación\nlegal de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>3.En defecto de acuerdo en relación con el sistema de registro de jornada,\nel mismo será establecido por la dirección de la empresa.\u003C\u002Fp>\n\n\u003Cp>4.En todo caso, el sistema de registro de jornada deberá:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Incluir el horario concreto de inicio y\nfinalización de la jornada de trabajo de cada persona trabajadora, sin\nperjuicio, en su caso, de la flexibilidad horaria existente.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Garantizar su funcionamiento de modo fiable,\ninvariable y no manipulable.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Respetar los derechos a la intimidad, así como a\nla propia imagen.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Permitir las oportunas comprobaciones por parte de\nla autoridad laboral, así como en su caso, de la persona trabajadora con\nrespeto a los límites legalmente establecidos.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Respetar los mecanismos de distribución de\njornada, horarios, descansos y otras pausas de trabajo existentes en la\nempresa.\u003C\u002Fp>\n\n\u003Cp>5.Las empresas conservarán los registros de jornada durante cuatro años y\npermanecerán a disposición de las personas trabajadoras, de sus\nrepresentantes legales y de la Inspección de Trabajo y Seguridad Social.\u003C\u002Fp>\n\n\u003Cp>6.Todos aquellos sistemas de registro de jornada vigentes con anterioridad a\nla entrada en vigor del presente Convenio Colectivo seguirán aplicándose en\nsu totalidad, siempre y cuando se encuentren debidamente adaptados al contenido\ndel artículo 34.9 del Estatuto de los Trabajadores. De lo contrario deberán\nincorporar las oportunas modificaciones al objeto de adaptar su contenido tanto\nal citado precepto como a lo regulado en el presente artículo.\u003C\u002Fp>\n\n\u003Cp>7.En el supuesto de empresas de trabajo temporal, teniendo en cuenta que, de\nconformidad con la legislación vigente, corresponde a la empresa usuaria las\nfacultades de dirección y control de la actividad laboral de las personas\ntrabajadoras puestas a disposición durante el tiempo en que éstos prestan\nservicios en su ámbito, deberá ser la empresa usuaria la obligada al\ncumplimiento del deber de registro diario de la jornada de trabajo en los\ntérminos del artículo 34.9 del Estatuto de los trabajadores, así como\ndeberá ser ésta última la que conserve los registros en los términos a que\nse refiere este precepto legal. \u003C\u002Fp>\n\n\u003Cp>8.En cuanto a las personas trabajadoras de empresas contratistas o\nsubcontratistas que presten servicios en empresas afectadas por el presente\nConvenio Colectivo, dado que el control de la actividad permanece en las\nprimeras, éstas serán las responsables del cumplimiento de las obligaciones\nrelativas al registro de jornada de sus personas trabajadoras. No obstante,\nambas empresas podrán acordar servirse de los sistemas de registro diario\nempleados en la empresa principal para sus personas trabajadoras. En todo caso\nserá obligación de la empresa contratista conservar y mantener la\ndocumentación de los registros diarios realizados.\u003C\u002Fp>\n\n\u003Ch3 id=\"L609\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Ch3 id=\"L609\">Artículo 24.2. Trabajo a distancia y teletrabajo.\u003C\u002Fh3>\n\n\u003Cp>1.En materia de trabajo a distancia y teletrabajo se estará a los dispuesto\nen la legislación vigente en cada momento, actualmente la Ley 10\u002F2021, de 9 de\njulio, de Trabajo a Distancia, así como a las especialidades contempladas en\nel presente artículo.\u003C\u002Fp>\n\n\u003Cp>2.De conformidad con lo dispuesto en la citada Ley, el trabajo a distancia\nserá voluntario para la persona trabajadora y para la empleadora y requerirá\nla firma del acuerdo individual de trabajo a distancia en los términos\nprevistos en el mismo. El acuerdo individual de trabajo a distancia deberá\nrespetar, en su caso, lo previsto en los Pactos de Aplicación a los que se\nrefiere el artículo 1 del presente Convenio Colectivo o en los acuerdos de\nempresa que puedan suscribirse sobre esta específica materia con los\nrepresentantes de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-remote_work_requirements_options\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-remote_work_where\">\u003Cp>3.Solo se considerará trabajo a distancia el realizado en el domicilio de\nla persona trabajadora o en el lugar elegido por ésta, durante toda su jornada\no parte de ella con carácter regular, quedando por tanto excluida de tal\nconsideración la prestación de servicios en lugares ubicados fuera de las\ndependencias de la empresa como consecuencia de la actividad realizada\n(actividades en instalaciones de clientes o proveedores, desplazamientos que\ntengan la consideración de jornada efectiva etc.).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>4.Para la modificación del lugar de trabajo inicialmente designado en el\nacuerdo individual de trabajo a distancia será necesario el acuerdo expreso de\nempresa y persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>5.En cualquier momento el trabajo a distancia será reversible tanto para la\nempresa como para la persona trabajadora, debiendo mediar el preaviso previsto\nen cualquiera de los acuerdos individuales o colectivos citados en el apartado\n2 del presente artículo o, en su defecto, 30 días naturales.\u003C\u002Fp>\n\n\u003Cp>No obstante, en los acuerdos colectivos que puedan suscribirse sobre esta\nmateria, se podrá contemplar la necesidad de mutuo acuerdo entre la persona\ntrabajadora y la empresa para la reversibilidad de esta situación. En ausencia\nde representantes de las personas trabajadoras no será exigible el acuerdo\ncolectivo previo para que persona trabajadora y empresa puedan acordar esta\ncuestión.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-expenses_remote\">\u003Cp>6.En materia de dotación de medios, equipos, herramientas y compensación\neconómica, aspectos a los que se refieren, respectivamente, los artículos 11\ny 12 la Ley 10\u002F2021, de 9 de julio, de Trabajo a Distancia, las partes\nfirmantes del presente Convenio Colectivo consideran que, dada la\nheterogeneidad de actividades reguladas por el mismo, los espacios adecuados\npara su regulación son los acuerdos individuales o colectivos que puedan\nsuscribirse al respecto en el ámbito de las empresas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>No obstante, en relación con la compensación económica, se regulará en\nlos citados acuerdos la cantidad a abonar en concepto de «compensación\ntrabajo distancia».\u003C\u002Fp>\n\n\u003Cp>Esta cantidad tiene naturaleza extrasalarial y está referida a personas\ntrabajadoras a jornada completa y que desarrollen el 100 por 100 de su jornada\nde trabajo en régimen de trabajo a distancia, por lo que en situaciones de\ntrabajo a tiempo parcial y\u002Fo porcentajes inferiores de trabajo a distancia se\nabonará la cantidad proporcional que corresponda.\u003C\u002Fp>\n\n\u003Cp>Se entenderá que esta cantidad compensa a la persona trabajadora por todos\nlos conceptos vinculados al desarrollo de trabajo a distancia (suministros\nenergéticos, agua, conexiones a internet, utilización de espacios o\nmobiliario, etc.), y únicamente se\u003C\u002Fp>\n\n\u003Cp>abonará a las personas que presten servicios bajo esta modalidad con\ncarácter regular de conformidad con las definiciones legales vigentes en cada\nmomento.\u003C\u002Fp>\n\n\u003Cp>En lo que se refiere a la dotación de medios, equipos y herramientas, ésta\ndeberá producirse en los términos que se desprenden de la legislación\nvigente y según lo dispuesto en los acuerdos individuales o colectivos a los\nque se ha hecho referencia anteriormente.\u003C\u002Fp>\n\n\u003Cp>7.Las personas trabajadoras a distancia tendrán los mismos derechos\ncolectivos que el resto de las personas trabajadoras de la empresa y estarán\nsometidos a las mismas condiciones de participación y elegibilidad en las\nelecciones para las instancias representativas de las personas trabajadoras o\nque prevean una representación de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>A estos efectos, salvo acuerdo expreso en contrario, dichas personas\ntrabajadoras deberán ser adscritas al centro de trabajo de la empresa más\ncercano a su domicilio en el que pudieran estar funcionalmente integrados a las\noficinas centrales de la empresa si ésta es la práctica existente.\u003C\u002Fp>\n\n\u003Cp>8.Las empresas informarán anualmente, a solicitud de los representantes de\nlas personas trabajadoras, de los puestos de trabajo susceptibles de realizarse\nbajo la modalidad de trabajo a distancia.\u003C\u002Fp>\n\n\u003Cp>9.Los criterios para la implantación del Teletrabajo deberán ceñirse a la\nNTP 412 del Instituto Nacional de Seguridad e Higiene en el Trabajo. Se\nadoptarán igualmente las especificaciones en materia de Salud Laboral dadas\npor la Directiva número 90\u002F270\u002FCEE y en el Real Decreto 488\u002F1997 en cuanto al\nmanejo de Pantallas de Visualización de Datos, o en su caso, por las normas\nque las reemplacen.\u003C\u002Fp>\n\n\u003Ch3 id=\"L643\">Artículo 24.3. Derecho a la desconexión digital.\u003C\u002Fh3>\n\n\u003Cp>El actual desarrollo tecnológico viene permitiendo la comunicación entre\nla persona trabajadora y su entorno laboral a través de dispositivos digitales\ncon independencia del momento y lugar en el que se encuentre.\u003C\u002Fp>\n\n\u003Cp>El marco descrito permite dotar a la relación laboral de mecanismos que\nimpactan positivamente en su desarrollo, si bien un uso abusivo de estos\nmecanismos puede conllevar la confusión entre tiempo de trabajo y tiempo de\ndescanso.\u003C\u002Fp>\n\n\u003Cp>Por ello, a fin de garantizar el respeto al tiempo de descanso, permisos y\nvacaciones, así como la intimidad familiar y personal de las personas\ntrabajadoras, estas tendrán derecho a la desconexión digital. El derecho a la\ndesconexión digital potenciará la conciliación de la actividad profesional y\nla vida personal sin perjuicio de las necesidades, naturaleza y objeto de la\nrelación laboral.\u003C\u002Fp>\n\n\u003Cp>Con el objetivo de garantizar el derecho a la desconexión digital las\nempresas elaborarán, previa audiencia a los representantes de las personas\ntrabajadoras, una política interna dirigida a la totalidad de sus plantillas\nque deberá:\u003C\u002Fp>\n\n\u003Cp>-Definir las modalidades de ejercicio del derecho a la desconexión\ndigital.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes_newtech\">-Definir las acciones de formación y sensibilización de las personas\ntrabajadoras sobre un uso razonable del uso de las herramientas tecnológicas\nque evite el riesgo de fatiga informática.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-Contemplar las especificidades, en su caso, del derecho a la desconexión\ndigital respecto a los mandos, así como respecto ala las personas trabajadoras\nque prestan sus servicios a distancia u otros colectivos que así lo\nrequieran.\u003C\u002Fp>\n\n\u003Cp>-Respetar los sistemas de flexibilidad en materia de jornada y\ndisponibilidad existentes en la empresa, y las necesidades de comunicación que\nde los mismos se deriven.\u003C\u002Fp>\n\n\u003Cp>-Garantizar el respeto al cumplimiento de la normativa en materia de jornada\nlaboral y descansos.\u003C\u002Fp>\n\n\u003Cp>-Garantizar la realización de aquellas comunicaciones, de imposible\ndilación, entre empresa y persona trabajadora. \u003C\u002Fp>\n\n\u003Cp>En todo caso, en la elaboración de la política de desconexión digital se\natenderá al tamaño y circunstancias empresariales, al objeto de que la misma\nresulte razonable y adecuada.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L667\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Ch3 id=\"L667\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3 id=\"L667\">Artículo 25. Horas extraordinarias.\u003C\u002Fh3>\n\n\u003Cp>Para el pago de las horas extraordinarias se tendrá en cuenta lo dispuesto\nen la legislación vigente.\u003C\u002Fp>\n\n\u003Cp>Las empresas procurarán la eliminación de las horas extraordinarias\nconsideradas como habituales, adaptando para ello sus propias estructuras y\nsistemas de trabajo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>En aquellos casos en que dicha supresión sea dificultosa, se estará a lo\ndispuesto en el Estatuto de los Trabajadores en cuanto al número máximo de\nlas realizables, procurando la sustitución en aquellos supuestos en que sea\nposible, por los sistemas de contratación contemplados en el artículo 8.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">A los efectos previstos en las disposiciones legales vigentes y dada la\nnaturaleza específica de este sector, se consideran como horas extraordinarias\npara las empresas comprendidas en el ámbito de aplicación del presente\nConvenio, aquellas que sean originadas por ausencias imprevistas, manteniendo\nperíodos punta en la producción por situaciones de anormalidad sanitaria,\nvariaciones generalizadas del «stock» por causas no imputables a la propia\nempresa, y por cambios de turno o adaptación de sistemas de mecanización,\nasí como las realizadas para cubrir los períodos de guardia fuera de jornada\nnormal y servicio de guardias en días festivos.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De la cuantía y características de las horas extraordinarias, la\nDirección de la empresa dará cuenta a la Autoridad Laboral conjuntamente con\nlos Representantes de las Personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>Las empresas podrán acordar con las personas trabajadoras la compensación\nde las horas extraordinarias por tiempos equivalentes de descanso retribuidos o\nsu compensación económica.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L681\">Artículo 26. Vacaciones.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>Todas las personas trabajadoras comprendidas dentro del ámbito personal del\npresente Convenio tendrán cada año un período, no sustituible por\ncompensación económica, de vacaciones retribuidas de 22 días hábiles, como\nmínimo 30 días naturales, salvo condición más beneficiosa que ya se viniera\naplicando, o la parte proporcional que corresponda en el caso de no llevar\ntrabajando en la misma empresa el año necesario para el disfrute pleno de este\nderecho. Si la persona trabajadora disfruta de todas sus vacaciones anuales en\nlos meses enero, febrero, marzo, abril, noviembre y diciembre, tendrá derecho\na un día hábil adicional\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>El período y la fecha de su disfrute se fijarán a primeros de año, de\ncomún acuerdo entre la empresa y los representantes legales de las personas\ntrabajadoras al objeto de que exista un principio de equidad y rotatividad. En\ncaso de desacuerdo, la fijación por parte de la empresa tendrá carácter\nejecutivo, sin perjuicio de las reclamaciones que procedan.\u003C\u002Fp>\n\n\u003Cp>Cuando una persona trabajadora cese en el transcurso del año, tendrá\nderecho a la parte proporcional de vacaciones en razón al tiempo trabajado. La\npersona trabajadora conocerá las fechas que le correspondan dos meses antes,\nal menos, del comienzo del disfrute.\u003C\u002Fp>\n\n\u003Cp>Cuando el período de vacaciones fijado en el calendario de vacaciones de la\nempresa al que se refiere el párrafo anterior coincida en el tiempo con una\nincapacidad temporal derivada del embarazo, el parto o la lactancia natural o\ncon el período de suspensión del contrato de trabajo previsto en el artículo\n48 apartados 4, 5 y 7 del Estatuto de los Trabajadores, de conformidad con el\nsegundo párrafo del artículo 38.3 del Estatuto de los Trabajadores, se\ntendrá derecho a disfrutar las vacaciones en fecha distinta a la de la\nincapacidad temporal o a la del disfrute del permiso que por aplicación\u003C\u002Fp>\n\n\u003Cp>de dicho precepto le correspondiera, al finalizar el período de\nsuspensión, aunque haya terminado el año natural a que 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 a la persona trabajadora disfrutarlas, total o parcialmente,\ndurante el año natural a que corresponden, la persona trabajadora podrá\nhacerlo una vez finalice su incapacidad y siempre que no hayan transcurrido\nmás de dieciocho meses a partir del final del año en que se hayan\noriginado.\u003C\u002Fp>\n\n\u003Cp>No obstante, todo lo contemplado en el presente artículo, la regulación de\nlas condiciones establecidas en los convenios de empresa que pudieran acordarse\ntendrá prioridad aplicativa respecto del presente convenio sectorial en las\nmaterias recogidas en el artículo 84.2 letras a, b, c, d, e, f y g del vigente\nEstatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Ch2 id=\"L697\">CAPÍTULO V Licencias y excedencias\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Ch3 id=\"L699\">Artículo 27. Licencias y medidas de conciliación de la vida\nlaboral y familiar.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>1.Licencias:\u003C\u002Fp>\n\n\u003Cp>La persona trabajadora, previo aviso y justificación, podrá faltar o\nausentarse del trabajo, con derecho a remuneración, por alguno de los motivos\ny el tiempo siguiente:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>a)Quince días naturales en caso de matrimonio o registro de pareja de\nhecho.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>b)Tres días por el fallecimiento del cónyuge, pareja de hecho o parientes\nhasta el segundo grado de consanguinidad o afinidad. Cuando con tal motivo la\npersona trabajadora necesite hacer un desplazamiento al efecto, el plazo será\nde cuatro días.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>c)Cinco días en los casos de accidente o enfermedades graves,\nhospitalización o intervención quirúrgica sin hospitalización que precise\nreposo domiciliario del cónyuge, pareja de hecho o parientes hasta el segundo\ngrado de consanguinidad o afinidad, incluido el familiar consanguíneo de la\npareja de hecho, así como de cualquier otra persona distinta de las\nanteriores, que conviva con la persona trabajadora en el mismo domicilio y que\nrequiera el cuidado efectivo de aquella.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Estos días se podrán disfrutar de forma discontinua, siempre y cuando\npersista el hecho causante.\u003C\u002Fp>\n\n\u003Cp>d)Un día por traslado del domicilio habitual.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ADMINISTRATIVE_trigger\">\u003Cp>e)Por el tiempo indispensable, para el cumplimiento de un deber inexcusable\nde carácter público y personal. Cuando conste en una norma legal o\nconvencional un período determinado, se estará a lo que ésta disponga en\ncuanto a duración de la ausencia y a su compensación económica.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Cuando el cumplimiento del deber antes referido suponga la imposibilidad de\nla prestación del trabajo debido en más del 20 por 100 de las horas\nlaborables en un período de tres meses, podrá la empresa pasar a la persona\nafectada a la situación de excedencia regulada en el apartado 1 del artículo\n46 del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de que la persona trabajadora, por cumplimiento del deber o\ndesempeño del cargo, perciba una indemnización, se descontará el importe de\nla misma del salario a que tuviera derecho en la empresa.\u003C\u002Fp>\n\n\u003Cp>f)Para realizar \u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">funciones sindicales o de representación del personal en\nlos términos establecidos en el Estatuto de los Trabajadores.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g)Un día en los casos de matrimonio de hijos, padres o hermanos, en la\nfecha del mismo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">h)Por el tiempo indispensable para la realización de exámenes prenatales y\ntécnicas de preparación al parto y, en los casos de adopción guarda con\nfines de adopción o acogimiento, para la asistencia a las preceptivas sesiones\nde información y preparación y para la realización de los preceptivos\ninformes psicológicos o sociales previos a la declaración de idoneidad,\nsiempre, en todos los casos, que deban tener lugar dentro de la jornada de\ntrabajo.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i)Las personas trabajadoras tendrán derecho a ausentarse del trabajo por\ncausa de fuerza mayor cuando sea necesario por motivos familiares urgentes\nrelacionados con familiares o personas convivientes, en caso de enfermedad o\naccidente que hagan indispensable su presencia inmediata. Las horas de ausencia\npor las causas indicadas serán retribuidas hasta las equivalentes a cuatro\ndías al año, debiendo aportar la persona trabajadora acreditación del motivo\nde ausencia.\u003C\u002Fp>\n\n\u003Cp>j)A partir del 1 de enero de 2025, se crea una bolsa de 20 horas al año\npara cada persona trabajadora y 25 horas en caso de familias monoparentales y\ndebiendo presentar justificante, para:\u003C\u002Fp>\n\n\u003Cp>-Los casos de asistencia a consulta médica propia.\u003C\u002Fp>\n\n\u003Cp>-El acompañamiento médico de familiares hasta 1.° grado de consanguinidad\no afinidad, cónyuge y pareja de hecho o familiares dependientes.\u003C\u002Fp>\n\n\u003Cp>Las enfermedades recogidas en el Real Decreto 1148\u002F2011, de 29 de julio,\nquedarán excluidas de esta bolsa de horas, pudiendo ausentarse por el tiempo\nindispensable.\u003C\u002Fp>\n\n\u003Cp>Las empresas facilitarán cambios de turno y adaptación de la jornada, a\npetición de la persona trabajadora, si fuera posible.\u003C\u002Fp>\n\n\u003Cp>k)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. Cuando la\nnaturaleza de la prestación laboral sea compatible con el trabajo a distancia\ny el estado de las redes de comunicación permita su desarrollo, la empresa\npodrá establecerlo, observando el resto de las obligaciones formales y\nmateriales recogidas en la Ley 10\u002F2021, de 9 de julio, de trabajo a distancia,\ny, en particular, el suministro de medios, equipos y herramientas adecuados.\u003C\u002Fp>\n\n\u003Cp>l)Un día por intervención quirúrgica ambulatoria propia y para\nacompañamiento de familiares hasta primer grado de consanguinidad y afinidad,\nasí como cónyuge o pareja de hecho, cuando no se precise reposo domiciliario.\nEste día deberá ser coincidente con el día de intervención.\u003C\u002Fp>\n\n\u003Cp>Las licencias se disfrutarán en días laborales, comenzando el primer día\nlaborable de la persona trabajadora, y serán de aplicación salvo condición\nmás beneficiosa que ya se viniera aplicando.\u003C\u002Fp>\n\n\u003Cp>Ante la evolución de la realidad social cambiante en materia familiar, se\nreconocen los mismos derechos que el Convenio contempla para los cónyuges en\nmatrimonio a las personas que no habiéndose casado entre ellas convivan en\nunión afectiva estable y duradera, previa justificación de estos extremos\nmediante certificación de inscripción en el correspondiente Registro Oficial\nde parejas de hecho.\u003C\u002Fp>\n\n\u003Cp>2.Medidas de conciliación de la vida laboral y familiar.\u003C\u002Fp>\n\n\u003Cp>En este apartado se está a lo dispuesto en el artículo 37 del Real Decreto\nLegislativo 2\u002F2015, de 23 de octubre, por el que se aprueba el texto refundido\nde la Ley del Estatuto de los Trabajadores:\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\">3.En los supuestos de nacimiento, adopción, guarda con fines de adopción o\nacogimiento, de acuerdo con el artículo 45.1.d), las personas trabajadoras\ntendrán derecho a una hora de ausencia del trabajo, que podrán dividir en dos\nfracciones, para el cuidado del lactante hasta que este cumpla nueve meses. La\nduración del permiso se\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>incrementará proporcionalmente en los casos de nacimiento, adopción,\nguarda con fines de adopción o acogimiento múltiples.\u003C\u002Fp>\n\n\u003Cp>Quien ejerza este derecho, por su voluntad, podrá sustituirlo por una\nreducción de su jornada en media hora con la misma finalidad o acumularlo en\njornadas completas de 15 días laborables y hasta que el lactante cumpla 12\nmeses. Las jornadas parciales estarán a lo que marque la legislación en\ncuanto a la acumulación de las horas de lactancia.\u003C\u002Fp>\n\n\u003Cp>4.Las personas trabajadoras tendrán derecho a ausentarse del trabajo\ndurante una hora en el caso de nacimiento prematuro de hijo o hija, o que, por\ncualquier causa, deban permanecer hospitalizados a continuación del parto.\nAsimismo, tendrán derecho a reducir su jornada de trabajo hasta un máximo de\ndos horas, con la disminución proporcional del salario. Para el disfrute de\neste permiso se estará a lo previsto en el apartado 7.\u003C\u002Fp>\n\n\u003Cp>5.Quien por razones de guarda legal tenga a su cuidado directo algún menor\nde doce años o una persona con discapacidad que no desempeñe una actividad\nretribuida tendrá derecho a una reducción de la jornada de trabajo diaria,\ncon la disminución proporcional del salario entre, al menos, un octavo y un\nmáximo de la mitad de la duración de aquella.\u003C\u002Fp>\n\n\u003Cp>Tendrá el mismo derecho quien precise encargarse del cuidado directo del\ncónyuge o pareja de hecho, o un familiar, hasta el segundo grado de\nconsanguinidad o afinidad, incluido el familiar consanguíneo de la pareja de\nhecho, que por razones de edad, accidente o enfermedad no pueda valerse por sí\nmismo, y que no desempeñe actividad retribuida.\u003C\u002Fp>\n\n\u003Cp>El progenitor, guardador con fines de adopción o acogedor permanente\ntendrá derecho a una reducción de la jornada de trabajo, con la disminución\nproporcional del salario de, al menos, la mitad de la duración de aquella,\npara el cuidado, durante la hospitalización y tratamiento continuado, del\nmenor a su cargo afectado por cáncer (tumores malignos, melanomas y\ncarcinomas), o por cualquier otra enfermedad grave, que implique un ingreso\nhospitalario de larga duración y requiera la necesidad de su cuidado directo,\ncontinuo y permanente, acreditado por el informe del servicio público de salud\nu órgano administrativo sanitario de la comunidad autónoma correspondiente y,\ncomo máximo, hasta que el hijo o persona que hubiere sido objeto de\nacogimiento permanente o de guarda con fines de adopción cumpla los\nveintitrés años. En consecuencia, el mero cumplimiento de los dieciocho años\npor el hijo o el menor sujeto a acogimiento permanente o a guarda con fines de\nadopción no será causa de extinción de la reducción de la jornada, si se\nmantiene la necesidad de cuidado directo, continuo y permanente. Por convenio\ncolectivo, se podrán establecer las condiciones y supuestos en los que esta\nreducción de jornada se podrá acumular en jornadas completas.\u003C\u002Fp>\n\n\u003Cp>En los supuestos de nulidad, separación, divorcio, extinción de la pareja\nde hecho, o cuando se acredite ser víctima de violencia de género, el derecho\na la reducción de jornada se reconocerá a favor del progenitor, guardador o\nacogedor con quien conviva la persona enferma, siempre que cumpla el resto de\nlos requisitos exigidos.\u003C\u002Fp>\n\n\u003Cp>Cuando la persona enferma que se encuentre en el supuesto previsto en el\npárrafo tercero de este apartado contraiga matrimonio o constituya una pareja\nde hecho, tendrá derecho a la reducción de jornada quien sea su cónyuge o\npareja de hecho, siempre que acredite las condiciones para ser beneficiario.\u003C\u002Fp>\n\n\u003Cp>Las reducciones de jornada contempladas en este apartado constituyen un\nderecho individual de los trabajadores, hombres o mujeres. No obstante, si dos\no más trabajadores de la misma empresa generasen este derecho por el mismo\nsujeto causante, el empresario podrá limitar su ejercicio simultáneo por\nrazones justificadas de funcionamiento de la empresa.\u003C\u002Fp>\n\n\u003Cp>6.La concreción horaria y la determinación de los permisos y reducciones\nde jornada, previstos en los apartados 3, 4 y 5, corresponderán a la persona\ntrabajadora dentro de su jornada ordinaria. No obstante, los convenios\ncolectivos podrán establecer criterios para la concreción horaria de la\nreducción de jornada a que se refiere el apartado 6, en atención a los\nderechos de conciliación de la vida personal, familiar y laboral de la\npersona trabajadora y las necesidades productivas y organizativas de las\nempresas. La persona trabajadora, salvo fuerza mayor, deberá preavisar al\nempresario con una antelación de quince días o la que se determine en el\nconvenio colectivo aplicable, precisando la fecha en que iniciará y\nfinalizará el permiso de cuidado del lactante o la reducción de jornada.\u003C\u002Fp>\n\n\u003Cp>Las discrepancias surgidas entre empresario y la persona trabajadora sobre\nla concreción horaria y la determinación de los periodos de disfrute\nprevistos en los apartados 4, 5 y 6 serán resueltas por la jurisdicción\nsocial a través del procedimiento establecido en el artículo 139 de la Ley\n36\u002F2011, de 10 de octubre, Reguladora de la Jurisdicción Social.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violenceleave\">\u003Cp>7.Las personas trabajadoras que tengan la consideración de víctimas de\nviolencia de género o de víctimas del terrorismo tendrán derecho, para hacer\nefectiva su protección o su derecho a la asistencia social integral, a la\nreducción de la jornada de trabajo con disminución proporcional del salario o\na la reordenación del tiempo de trabajo, a través de la adaptación del\nhorario, de la aplicación del horario flexible o de otras formas de\nordenación del tiempo de trabajo que se utilicen en la empresa. También\ntendrán derecho a realizar su trabajo total o parcialmente a distancia o a\ndejar de hacerlo si este fuera el sistema establecido, siempre en ambos casos\nque esta modalidad de prestación de servicios sea compatible con el puesto y\nfunciones desarrolladas por la persona.\u003C\u002Fp>\n\n\u003Cp>Estos derechos se podrán ejercitar en los términos que para estos\nsupuestos concretos se establezcan en los convenios colectivos o en los\nacuerdos entre la empresa y los representantes legales de las personas\ntrabajadoras, o conforme al acuerdo entre la empresa y las personas\ntrabajadoras afectadas. En su defecto, la concreción de estos derechos\ncorresponderá a estas, siendo de aplicación las reglas establecidas en el\napartado anterior, incluidas las relativas a la resolución de\ndiscrepancias.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L779\">Artículo 28. Excedencias y suspensión con reserva de puesto de\ntrabajo.\u003C\u002Fh3>\n\n\u003Cp>a)Las personas trabajadoras con un año de antigüedad en la empresa,\npodrán solicitar la excedencia voluntaria por un plazo mínimo de cuatro meses\ny no superior a cinco años. Este derecho sólo podrá ser ejercitado otra vez\npor la misma persona si han transcurrido cuatro años desde el final de la\nanterior excedencia.\u003C\u002Fp>\n\n\u003Cp>La excedencia se entenderá siempre concedida sin derecho a percibir\nretribución alguna de la empresa mientras dure y no podrá ser utilizada para\nprestar servicios en empresas similares que impliquen competencia, salvo\nautorización expresa y por escrito para ello. Si el excedente infringiese esta\nnorma, se entenderá que rescinde voluntariamente el contrato que tenía y\nperderá todos sus derechos.\u003C\u002Fp>\n\n\u003Cp>El tiempo que permanezca en la excedencia no será computable a ningún\nefecto.\u003C\u002Fp>\n\n\u003Cp>La petición de excedencia, en todo caso, será formulada por escrito y\npresentada a la Empresa con un mes de antelación, como mínimo, quien le dará\nel trámite reglamentario correspondiente.\u003C\u002Fp>\n\n\u003Cp>La reincorporación deberá igualmente ser solicitada con un mes de\nantelación a la fecha de la finalización del disfrute de la excedencia,\nsiendo admitida en este caso con carácter automático.\u003C\u002Fp>\n\n\u003Cp>b)Las personas trabajadoras tendrán derecho a un periodo de excedencia de\nduración no superior a tres años para atender al cuidado de cada hijo\u002Fhija,\ntanto cuando lo sea por naturaleza, como por adopción, o en los supuestos de\nguarda con fines de adopción o acogimiento permanente, a contar desde la fecha\nde nacimiento o, en su caso, de la resolución judicial o administrativa.\u003C\u002Fp>\n\n\u003Cp>También tendrán derecho a un periodo de excedencia, de duración no\nsuperior a dos años, las personas trabajadoras para atender al cuidado del\ncónyuge o pareja de hecho o de un familiar hasta el segundo grado de\nconsanguinidad o afinidad incluido el familiar consanguíneo de la pareja de\nhecho, que por razones de edad, accidente, enfermedad o discapacidad no pueda\nvalerse por ellas mismas, 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\nlas personas trabajadoras, hombres o mujeres. No obstante, si dos o más\npersonas de la misma empresa generasen este derecho por el mismo sujeto\ncausante, la empresa podrá limitar su ejercicio simultáneo por razones\njustificadas de funcionamiento 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 la persona trabajadora permanezca en situación de\nexcedencia conforme a lo establecido en este artículo será computable a\nefectos de antigüedad y tendrá derecho a la asistencia a cursos de formación\nprofesional, a cuya participación deberá ser convocada por la Empresa,\nespecialmente con ocasión de su reincorporación. Durante el primer año\ntendrá derecho a la reserva de su puesto de trabajo. Transcurrido dicho plazo,\nla reserva quedará referida a un puesto de trabajo del mismo grupo profesional\no categoría equivalente.\u003C\u002Fp>\n\n\u003Cp>No obstante, cuando la persona trabajadora forme parte de una familia que\ntenga reconocida la condición de familia numerosa, la reserva de su puesto de\ntrabajo se extenderá hasta un máximo de quince meses cuando se trate de una\nfamilia numerosa de categoría general, y hasta un máximo de dieciocho meses\nsi se trata de categoría especial. Cuando la persona ejerza este derecho con\nla misma duración y régimen que el otro progenitor, la reserva de puesto de\ntrabajo se extenderá hasta un máximo de dieciocho meses.\u003C\u002Fp>\n\n\u003Cp>En todo lo que no esté contemplado por este artículo se estará a la\nlegislación vigente en cada momento.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>c)Permiso por nacimiento. En este apartado se estará a lo dispuesto en el\nartículo 48 del Real Decreto Legislativo 2\u002F2015, de 23 de octubre, por el que\nse aprueba el texto refundido de la Ley del Estatuto de los Trabajadores:\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>1.El nacimiento, que comprende el parto y el cuidado de menor de doce meses,\nsuspenderá el contrato de trabajo de la madre biológica durante 16 semanas,\nde las cuales serán obligatorias las seis semanas ininterrumpidas\ninmediatamente posteriores al parto, que habrán de disfrutarse a jornada\ncompleta, para asegurar la protección de la salud de la madre.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">El nacimiento suspenderá el contrato de trabajo del progenitor distinto de\nla madre biológica durante 16 semanas, de las cuales serán obligatorias las\nseis semanas ininterrumpidas inmediatamente posteriores al parto, que habrán\nde disfrutarse a jornada completa, para el cumplimiento de los deberes de\ncuidado previstos en el artículo 68 del Código Civil.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\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>En los casos de parto prematuro con falta de peso y en aquellos otros en que\nel neonato precise, por alguna condición clínica, hospitalización a\ncontinuación del parto, por un periodo superior a siete días, el periodo de\nsuspensión se ampliará en tantos días como el nacido se encuentre\nhospitalizado, con un máximo de trece semanas adicionales, y en los términos\nen que reglamentariamente se desarrolle.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de fallecimiento del hijo o hija, el periodo de suspensión\nno se verá reducido, salvo que, una vez finalizadas las seis semanas de\ndescanso obligatorio, se solicite la reincorporación al puesto de trabajo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave_father\">\u003Cp>La suspensión del contrato de cada uno de los progenitores por el cuidado\nde menor, una vez transcurridas las primeras seis semanas inmediatamente\nposteriores al parto, podrá distribuirse a voluntad de aquellos, en períodos\nsemanales a disfrutar de forma acumulada o interrumpida y ejercitarse desde la\nfinalización de la suspensión obligatoria posterior al parto hasta que el\nhijo o la hija cumpla doce meses. No obstante, la madre biológica podrá\nanticipar su ejercicio hasta cuatro semanas antes de la fecha previsible \u003C\u002Fp>\n\n\u003Cp>del parto. El disfrute de cada período semanal o, en su caso, de la\nacumulación de dichos períodos, deberá comunicarse a la empresa con una\nantelación mínima de quince días.\u003C\u002Fp>\n\n\u003Cp>Este derecho es individual de la persona trabajadora sin que pueda\ntransferirse su ejercicio al otro progenitor.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>La suspensión del contrato de trabajo, transcurridas las primeras seis\nsemanas inmediatamente posteriores al parto, podrá disfrutarse en régimen de\njornada completa o de jornada parcial, previo acuerdo entre la empresa y la\npersona trabajadora, y conforme se determine reglamentariamente.\u003C\u002Fp>\n\n\u003Cp>La persona trabajadora deberá comunicar a la empresa, con una antelación\nmínima de quince días, el ejercicio de este derecho en los términos\nestablecidos, en su caso, en los convenios colectivos. Cuando los dos\nprogenitores que ejerzan este derecho trabajen para la misma empresa, la\ndirección empresarial podrá limitar su ejercicio simultáneo por razones\nfundadas y objetivas, debidamente motivadas por escrito.\u003C\u002Fp>\n\n\u003Cp>2.En los supuestos de adopción, de guarda con fines de adopción y de\nacogimiento, de acuerdo con el artículo 45.1.d), la suspensión tendrá una\nduración de dieciséis semanas para cada adoptante, guardador o acogedor. Seis\nsemanas deberán disfrutarse a jornada completa de forma obligatoria e\nininterrumpida inmediatamente después de la resolución judicial por la que se\nconstituye la adopción o bien de la decisión administrativa de guarda con\nfines de adopción o de acogimiento.\u003C\u002Fp>\n\n\u003Cp>Las diez semanas restantes se podrán disfrutar en períodos semanales, de\nforma acumulada o interrumpida, dentro de los doce meses siguientes a la\nresolución judicial por la que se constituya la adopción o bien a la\ndecisión administrativa de guarda con fines de adopción o de acogimiento. En\nningún caso un mismo menor dará derecho a varios periodos de suspensión en\nla misma persona trabajadora. El disfrute de cada período semanal o, en su\ncaso, de la acumulación de dichos períodos, deberá comunicarse a la empresa\ncon una antelación mínima de quince días. La suspensión de estas diez\nsemanas se podrá ejercitar en régimen de jornada completa o a tiempo parcial,\nprevio acuerdo entre la empresa y la persona trabajadora afectada, en los\ntérminos que reglamentariamente se determinen.\u003C\u002Fp>\n\n\u003Cp>En los supuestos de adopción internacional, cuando sea necesario el\ndesplazamiento previo de los progenitores al país de origen del adoptado, el\nperiodo de suspensión previsto para cada caso en este apartado podrá\niniciarse hasta cuatro semanas antes de la resolución por la que se constituye\nla adopción.\u003C\u002Fp>\n\n\u003Cp>Este derecho es individual de la persona trabajadora sin que pueda\ntransferirse su ejercicio al otro adoptante, guardador con fines de adopción o\nacogedor.\u003C\u002Fp>\n\n\u003Cp>La persona trabajadora deberá comunicar a la empresa, con una antelación\nmínima de quince días, el ejercicio de este derecho en los términos\nestablecidos, en su caso, en los convenios colectivos. Cuando los dos\nadoptantes, guardadores o acogedores que ejerzan este derecho trabajen para la\nmisma empresa, ésta podrá limitar el disfrute simultáneo de las diez semanas\nvoluntarias por razones fundadas y objetivas, debidamente motivadas por\nescrito.\u003C\u002Fp>\n\n\u003Cp>3.En el supuesto de discapacidad del hijo o hija en el nacimiento,\nadopción, en situación de guarda con fines de adopción o de acogimiento, la\nsuspensión del contrato a que se refieren los apartados 4 y 5 tendrá una\nduración adicional de dos semanas, una para cada uno de los progenitores.\nIgual ampliación procederá en el supuesto de nacimiento, adopción, guarda\ncon fines de adopción o acogimiento múltiple por cada hijo o hija distinta\ndel primero.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">4.En el supuesto de riesgo durante el embarazo o de riesgo durante la\nlactancia natural, en los términos previstos en el artículo 26 de la Ley\n31\u002F1995, de 8 de noviembre, de Prevención de Riesgos Laborales, la suspensión\ndel contrato finalizará el día en que se inicie la suspensión del contrato\npor parto o el lactante cumpla nueve meses, respectivamente, o, en ambos casos,\ncuando desaparezca la imposibilidad de la trabajadora de reincorporarse a su\npuesto anterior o a otro compatible con su estado.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.En el supuesto previsto en el artículo 45.1.n), el periodo de suspensión\ntendrá una duración inicial que no podrá exceder de seis meses, salvo que de\nlas actuaciones de tutela judicial resultase que la efectividad del derecho de\nprotección de la víctima requiriese la continuidad de la suspensión. En este\ncaso, el juez podrá prorrogar la suspensión por periodos de tres meses, con\nun máximo de dieciocho meses.\u003C\u002Fp>\n\n\u003Cp>6.Los trabajadores se beneficiarán de cualquier mejora en las condiciones\nde trabajo a la que hubieran podido tener derecho durante la suspensión del\ncontrato en los supuestos a que se refieren los apartados 1 a 5.\u003C\u002Fp>\n\n\u003Ch3 id=\"L845\">Articulo 28.bis. Adaptaciones de la duración y distribución de\nla jornada de trabajo, en la ordenación del tiempo de trabajo y en la forma de\nprestación, por motivos de conciliación de la vida familiar y laboral.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>1.Para hacer efectivo el derecho a conciliar la vida familiar y laboral las\nempresas podrán acordar con los representantes de las personas trabajadoras\nnormas de desarrollo respecto de la posibilidad individual contemplada en el\nartículo 34.8 del Estatuto de los Trabajadores de adaptación de la duración\ny distribución de la jornada de trabajo, ordenación del tiempo de trabajo y\nforma de prestación de servicios, incluida la prestación de servicios a\ndistancia.\u003C\u002Fp>\n\n\u003Cp>2.Estas normas deberán establecerse con criterios de razonabilidad en la\ncompatibilización de las necesidades de las personas trabajadoras y las\nnecesidades organizativas de la empresa. Para ello se podrán concretar las\nfranjas horarias en las que las personas trabajadoras deban coincidir en la\nprestación de servicios, que podrán variar según los departamentos o\nsecciones de aplicación. Así mismo se podrán establecer límites máximos al\nejercicio del derecho siempre que los mismos no supongan una vulneración de la\ngarantía de no discriminación, ni se impida la solicitud de las personas\ntrabajadoras una vez superados estos límites.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.En el caso de que los acuerdos a los que hace referencia el apartado\nanterior no solventasen las necesidades de las personas trabajadoras, o en el\ncaso de ausencia de dichos acuerdos, éstas podrán solicitar una adaptación\nde la jornada en los términos recogidos en el artículo 34.8 del ET y según\nel procedimiento establecidos en los apartados siguientes de este artículo.\u003C\u002Fp>\n\n\u003Cp>4.El procedimiento se iniciará con la solicitud de la persona trabajadora a\nla empresa en la que deberán concretarse los siguientes aspectos:\u003C\u002Fp>\n\n\u003Cp>-Propuesta concreta de adaptación de la duración y\u002Fo distribución de la\njornada de trabajo, ordenación del tiempo de trabajo y\u002Fo forma de prestación\nde servicios.\u003C\u002Fp>\n\n\u003Cp>-Exposición de los motivos que justifican la petición.\u003C\u002Fp>\n\n\u003Cp>-Duración temporal prevista de la medida.\u003C\u002Fp>\n\n\u003Cp>Las empresas podrán requerir de la persona trabajadora información\nadicional, atendiendo siempre a criterios de razonabilidad y respeto a la\nintimidad de las personas afectadas.\u003C\u002Fp>\n\n\u003Cp>5.Recibida la solicitud de adaptación de jornada, se abrirá un proceso de\nnegociación con la persona trabajadora durante un periodo máximo de quince\ndías.\u003C\u002Fp>\n\n\u003Cp>6.En el supuesto de solicitarlo la persona trabajadora, la empresa\ninformará a los representantes de las personas trabajadoras del inicio del\nperiodo de negociación, dándoles traslado del escrito de solicitud.\u003C\u002Fp>\n\n\u003Cp>7.La persona trabajadora podrá requerir la presencia de un representante de\nlas personas trabajadoras en el proceso de negociación.\u003C\u002Fp>\n\n\u003Cp>8.De conformidad con el artículo 34.8 del Estatuto de los Trabajadores,\nfinalizado el proceso de negociación, la empresa, por escrito, comunicará la\naceptación de la petición, planteará una propuesta alternativa que\nposibilite las necesidades de conciliación de la persona trabajadora o bien\nmanifestará la negativa a su ejercicio. En los dos últimos casos, se\nindicarán las razones objetivas en las que se sustenta la decisión. \u003C\u002Fp>\n\n\u003Cp>9.En caso de desacuerdo y de haberse solicitado por la persona trabajadora\nla presencia en el proceso negociador de un representante legal de las personas\ntrabajadoras, éste último podrá emitir informe al respecto.\u003C\u002Fp>\n\n\u003Cp>10.Las discrepancias surgidas entre la dirección de la empresa y la persona\ntrabajadora serán resueltas por la jurisdicción social a través del\nprocedimiento establecido en el artículo 139 de la Ley 36\u002F2011, de 10 de\noctubre, Reguladora de la Jurisdicción Social.\u003C\u002Fp>\n\n\u003Ch2 id=\"L875\">CAPÍTULO VI Régimen disciplinario\u003C\u002Fh2>\n\n\u003Ch3 id=\"L877\">Artículo 29. Régimen disciplinario.\u003C\u002Fh3>\n\n\u003Cp>1.La empresa podrá sancionar las acciones u omisiones punibles en que\nincurran las personas trabajadoras incluidos en el ámbito de este Convenio, de\nacuerdo con la graduación de faltas y sanciones que se establecen en el\npresente texto.\u003C\u002Fp>\n\n\u003Cp>2.Toda falta cometida por una persona trabajadora se calificará atendiendo\na su importancia y transcendencia en leve, grave o muy grave.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.Faltas leves.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se considerarán faltas leves las siguientes:\u003C\u002Fp>\n\n\u003Cp>a)La suma de faltas de puntualidad en la asistencia al trabajo cuando exceda\nde quince minutos en un mes.\u003C\u002Fp>\n\n\u003Cp>b)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>c)Pequeños descuidos en la conservación de los géneros o del material de\nla empresa.\u003C\u002Fp>\n\n\u003Cp>d)No comunicar a la empresa cualquier cambio de domicilio.\u003C\u002Fp>\n\n\u003Cp>e)Las discusiones con otras personas trabajadoras dentro de las dependencias\nde la empresa, siempre que no sea en presencia del público.\u003C\u002Fp>\n\n\u003Cp>f)El abandono del trabajo sin causa justificada, aun cuando sea por breve\ntiempo. Si como consecuencia del mismo, se originase perjuicio grave para la\nempresa o hubiere causado riesgo a la integridad de las personas, esta falta\npodrá ser considerada como grave o muy grave, según los casos.\u003C\u002Fp>\n\n\u003Cp>g)Falta de aseo y limpieza personal cuando sea de tal índole que pueda\nafectar al proceso productivo e imagen de la empresa.\u003C\u002Fp>\n\n\u003Cp>h)No atender al público con la corrección y diligencia debidos.\u003C\u002Fp>\n\n\u003Cp>i)Faltar un día al trabajo sin la debida autorización o causa\njustificada.\u003C\u002Fp>\n\n\u003Cp>j)El incumplimiento reiterado en el mismo mes y tras previo aviso de la\nobligación diaria de registrar, tanto si es presencial como telemáticamente,\nla hora de entrada, salida o alguna de las pausas que no se consideren tiempo\nde trabajo, en los sistemas establecidos de control de presencia por la\nempresa.\u003C\u002Fp>\n\n\u003Cp>k)Dilatar innecesariamente y sin causa justificada el inicio de la actividad\ntras registrar la entrada, así como anticipar su desempeño o su cese real\nantes de la hora establecida de entrada o salida.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4.Faltas graves.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se considerarán como faltas graves las siguientes:\u003C\u002Fp>\n\n\u003Cp>a)La suma de faltas de puntualidad en la asistencia al trabajo cuando exceda\nde treinta minutos en un mes.\u003C\u002Fp>\n\n\u003Cp>b)La desobediencia a la Dirección de la empresa o quienes se encuentren con\nfacultades de dirección u organización en el ejercicio regular de sus\nfunciones en cualquier materia de trabajo. Si la desobediencia fuese reiterada\no implicase quebranto manifiesto de la disciplina en el trabajo o de ella se\nderivase perjuicio para la empresa o para las personas, podrá ser calificada\ncomo falta muy grave.\u003C\u002Fp>\n\n\u003Cp>c)Descuido importante en la conservación de los géneros o del material de\nla empresa.\u003C\u002Fp>\n\n\u003Cp>d)Simular la presencia de otra persona trabajadora, fichando o firmando por\nél o ella.\u003C\u002Fp>\n\n\u003Cp>e)Las discusiones con otras personas trabajadoras en presencia del público\no que transcienda a ésta.\u003C\u002Fp>\n\n\u003Cp>f)Emplear para uso propio artículos, enseres o prendas de la empresa, o\nsacarlos de las instalaciones o dependencias de la empresa a no ser que exista\nautorización.\u003C\u002Fp>\n\n\u003Cp>g)Realizar, sin el oportuno permiso, trabajos particulares durante la\njornada laboral.\u003C\u002Fp>\n\n\u003Cp>h)La inasistencia al trabajo sin la debida autorización o causa justificada\nde dos días en seis meses.\u003C\u002Fp>\n\n\u003Cp>i)La comisión de tres faltas leves, aunque sean de distinta naturaleza,\ndentro de un trimestre y habiendo mediado sanción o amonestación por\nescrito.\u003C\u002Fp>\n\n\u003Cp>j)Las expresiones ofensivas y discriminatorias contras las personas LGTBI+,\nen particular en el ejercicio de los permisos por intervención quirúrgica\npara reasignación sexual.\u003C\u002Fp>\n\n\u003Cp>k)La violación de la confidencialidad de las personas trans que se\nencuentren en un proceso de reasignación de sexo.\u003C\u002Fp>\n\n\u003Cp>l)Las represalias, entendidas como el trato adverso que reciba una persona\ncomo consecuencia de haber presentado una queja, reclamación, denuncia,\ndestinado a impedir su discriminación por razón de orientación e identidad\nsexual, expresión de género o características sexuales.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5.Faltas muy graves.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se considerarán como faltas muy graves las siguientes:\u003C\u002Fp>\n\n\u003Cp>a)Faltar más de dos días al trabajo, sin la debida autorización o causa\njustificada en un año.\u003C\u002Fp>\n\n\u003Cp>b)La simulación de enfermedad o accidente.\u003C\u002Fp>\n\n\u003Cp>c)El fraude, deslealtad o abuso de confianza en las gestiones encomendadas,\nasí como en el trato con las otras personas trabajadoras o cualquier otra\npersona al servicio de la empresa en relación de trabajo con ésta, o hacer\nnegociaciones de comercio o industria por cuenta propia o de otra persona, sin\nexpresa autorización de la empresa, así como la competencia desleal en la\nactividad de esta.\u003C\u002Fp>\n\n\u003Cp>d)Hacer desaparecer, inutilizar o causar desperfectos en materiales,\nútiles, herramientas, maquinarias, aparatos, instalaciones, edificios, enseres\ny documentos de la empresa.\u003C\u002Fp>\n\n\u003Cp>e)El robo, hurto o malversación cometidos tanto a la empresa, como a los\ncompañeros de trabajo o cualquier otra persona dentro de las dependencias de\nla empresa o durante la jornada laboral en cualquier otro lugar.\u003C\u002Fp>\n\n\u003Cp>f)Violar el secreto de la correspondencia o documentos reservados de la\nempresa, o revelar a personas extrañas a la misma el contenido de éstos.\u003C\u002Fp>\n\n\u003Cp>g)Originar frecuentes riñas y pendencias con los compañeros de trabajo.\u003C\u002Fp>\n\n\u003Cp>h)Falta notoria de respeto o consideración al público.\u003C\u002Fp>\n\n\u003Cp>i)Los malos tratos de palabra u obra o la falta grave de respeto y\nconsideración a los jefes o sus familiares, así como a los compañeros y\nsubordinados.\u003C\u002Fp>\n\n\u003Cp>j)Toda conducta, en el ámbito laboral, que atente gravemente al respeto de\nla intimidad y dignidad mediante la ofensa, verbal o física, de carácter\nsexual. Si la referida conducta es llevada a cabo prevaliéndose de una\nposición jerárquica, supondrá una circunstancia agravante de aquélla.\u003C\u002Fp>\n\n\u003Cp>k)La comisión por un superior de un hecho arbitrario que suponga la\nvulneración de un derecho de la persona trabajadora legalmente reconocido, de\ndonde se derive un \u003C\u002Fp>\n\n\u003Cp>perjuicio grave para el subordinado. La continuada y habitual falta de aseo\ny limpieza de tal índole que pueda afectar al proceso productivo e imagen de\nla empresa.\u003C\u002Fp>\n\n\u003Cp>l)La embriaguez habitual y drogodependencia manifestada en jornada laboral y\nen su puesto de trabajo, siempre que repercuta negativamente en este. El estado\nde embriaguez o la ingestión de estupefacientes manifestados una sola vez\nserán constitutivos de falta grave.\u003C\u002Fp>\n\n\u003Cp>m)Disminución continuada y voluntaria en el rendimiento normal de su\ntrabajo siempre que no esté motivada por derecho alguno reconocido por las\nleyes.\u003C\u002Fp>\n\n\u003Cp>n)La reincidencia en falta grave, aunque sea de distinta naturaleza, siempre\nque se cometa dentro de los seis meses siguientes de haberse producido la\nprimera.\u003C\u002Fp>\n\n\u003Cp>o)El acoso sexual o por razón de sexo, identificable por la situación en\nque se produce cualquier comportamiento verbal, no verbal o físico no deseado\nde índole sexual con el propósito o el efecto de atentar contra la dignidad\nde una persona, en particular cuando se crea un entorno intimidatorio, hostil,\ndegradante, humillante u ofensivo.\u003C\u002Fp>\n\n\u003Cp>6.Régimen de sanciones: Corresponde a la Dirección de la empresa la\nfacultad de imponer sanciones en los términos estipulados en el presente\nAcuerdo. La sanción de las faltas leves, graves y muy graves requerirá\ncomunicación escrita a la persona trabajadora, haciendo constar la fecha y los\nhechos que la motivan.\u003C\u002Fp>\n\n\u003Cp>Para la imposición de sanciones se seguirán los trámites previstos en la\nlegislación general.\u003C\u002Fp>\n\n\u003Cp>7.Sanciones máximas: Las sanciones que podrán imponerse en cada caso,\natendiendo a la gravedad de la falta cometida, serán las siguientes:\u003C\u002Fp>\n\n\u003Cp>a)Por faltas leves: Amonestación verbal. Amonestación por escrito.\nSuspensión de empleo y sueldo hasta tres días.\u003C\u002Fp>\n\n\u003Cp>b)Por faltas graves: Suspensión de empleo y sueldo de tres a quince\ndías.\u003C\u002Fp>\n\n\u003Cp>c)Por faltas muy graves: Desde la suspensión de empleo y sueldo de\ndieciséis a sesenta días hasta la rescisión del contrato de trabajo en los\nsupuestos en que la falta fuera calificada en su grado máximo.\u003C\u002Fp>\n\n\u003Cp>8.Prescripción: La facultad de la Dirección de la empresa para sancionar\nprescribirá para las faltas leves a los diez días, para las graves a los\nveinte días, y para las muy graves a los sesenta días, a partir de la fecha\nen que aquélla tuvo conocimiento de su comisión, y en cualquier caso, a los\nseis meses de haberse cometido.\u003C\u002Fp>\n\n\u003Ch2 id=\"L990\">CAPÍTULO VII Disposiciones varias\u003C\u002Fh2>\n\n\u003Ch3 id=\"L992\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3 id=\"L992\">Artículo 30. Prendas de trabajo.\u003C\u002Fh3>\n\n\u003Cp>La empresa proveerá a todas las personas trabajadoras, obligatoriamente, de\ndos prendas de trabajo al año, de las conocidas y típicas para la\nrealización de las distintas actividades y que el uso viene aconsejando,\nsiendo su selección potestativa de la empresa.\u003C\u002Fp>\n\n\u003Cp>Además de lo anteriormente expuesto, el personal de los servicios de\nmantenimiento y reparto, exclusivamente, serán provistos de calzado adecuado a\nlas específicas características del trabajo que desarrollan, en cantidad de\nun par al año, o reponiendo las deterioradas.\u003C\u002Fp>\n\n\u003Cp>El uso de estas prendas y calzado será obligatorio y únicamente para la\nrealización de los trabajos propios y dentro de la jornada de trabajo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1000\">Artículo 31. Representación de las personas trabajadoras.\u003C\u002Fh3>\n\n\u003Cp>En cuanto a los sistemas de representación, número, modalidades y\nprocedimientos electorales, así como garantías y derechos para los\nrepresentantes de las personas\u003C\u002Fp>\n\n\u003Cp>trabajadoras en la empresa, dentro de los ámbitos contemplados por el\npresente Convenio, se estará a la normativa específica de aplicación en cada\nmomento.\u003C\u002Fp>\n\n\u003Cp>El Comité de empresa o delegado\u002Fa\u002Fs de personal deberá ser informado por\nla empresa de los parámetros, reglas e instrucciones en los que se basan los\nalgoritmos o sistemas de inteligencia artificial que afectan a la toma de\ndecisiones que pueden incidir en las condiciones de trabajo, el acceso y\nmantenimiento del empleo, incluida la elaboración de perfiles, siempre y\ncuando existan en la empresa los medios o criterios.\u003C\u002Fp>\n\n\u003Cp>El Comité de empresa o delegado\u002Fa\u002Fs de personal, conocerán los contratos\nde trabajo escritos de las distintas modalidades de contratación, cuando se\nproduzcan, excepto de los referidos a la contratación de relaciones laborales\nespeciales de los que sólo se notificará.\u003C\u002Fp>\n\n\u003Cp>El número de horas mensuales retribuidas que la legislación atribuye a los\nrepresentantes legales de las personas trabajadoras para el ejercicio de sus\nfunciones como tales podrán acumularse en uno o varios de ellos, siempre que\nsean cedidas voluntariamente por las otras personas delegadas y\u002Fo miembros de\nComités de Empresa comunicándolo a la empresa en un plazo mínimo de una\nsemana. Dicha acumulación será de manera mensual.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1012\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-newtech_trigger\">\u003Ch3 id=\"L1012\">Artículo 32. Tablón de anuncios y tablón digital.\u003C\u002Fh3>\n\n\u003Cp>En los centros de trabajo de las empresas incluidas en este Convenio, se\ndispondrá de un tablón de anuncios para su utilización por los\nrepresentantes del personal con fines informativos propios de las personas\ntrabajadoras. Se situará fuera de la vista del público, en lugar visible.\u003C\u002Fp>\n\n\u003Cp>Además, en aquellas empresas que dispongan de intranet corporativa, se\nhabilitará un espacio para las publicaciones del comité de empresa o\ndelegados de personal (tablón digital). Las publicaciones en el tablón\nvirtual estarán amparadas en la misma medida que el tablón físico al derecho\na la libertad sindical en su vertiente del derecho a la información.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Ch2 id=\"L1018\">CAPÍTULO VIII Igualdad de trato y oportunidades\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1020\">\u003C\u002Fh3>\u003Ch3 id=\"L1020\">Artículo 33. Igualdad de trato y oportunidades.\u003C\u002Fh3>\n\n\u003Cp>Las organizaciones firmantes del Convenio, tanto sindicales como\nempresariales, entienden que es necesario establecer un marco normativo general\nde intervención a nivel sectorial para garantizar que el derecho fundamental a\nla igualdad de trato y oportunidades en las empresas sea real y efectivo. Por\nello, acuerdan establecer criterios sobre la elaboración, estructura y\nprocedimiento de los planes de igualdad con el fin de alcanzar una gestión\nóptima de los recursos humanos que evite discriminaciones y pueda ofrecer\nigualdad de oportunidades reales, apoyándose en un permanente recurso al\ndiálogo social.\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L1024\">Artículo 33.1. Planes de igualdad.\u003C\u002Fh3>\n\n\u003Cp>De conformidad con lo dispuesto en la Ley Orgánica 3\u002F2007, el Real Decreto\n901\u002F2020, de 13 de octubre por el que se regulan los planes de igualdad y su\nregistro y se modifica el Real Decreto 713\u002F2010, de 28 de mayo, sobre registro\ny depósito de convenios y acuerdos colectivos de trabajo y el Real Decreto\n902\u002F2020, de 13 de octubre, de igualdad retributiva entre hombres y mujeres,\nlas empresas están obligadas a respetar la igualdad de trato y de\noportunidades en el ámbito laboral y, con esta finalidad, deberán adoptar\nmedidas dirigidas a evitar cualquier tipo de discriminación laboral entre\nmujeres y hombres, medidas que deberán negociar, y en su caso acordar, \u003C\u002Fp>\n\n\u003Cp>con los representantes de las personas trabajadoras en la forma que se\ndetermine en la legislación vigente.\u003C\u002Fp>\n\n\u003Cp>Las medidas de igualdad a que se refiere el párrafo anterior deberán\ndirigirse a la elaboración y aplicación de un plan de igualdad en aquellas\nempresas, tengan uno o más centros de trabajo, que superen el número de\npersonas trabajadoras que en cada momento establezca la legislación vigente\npara tener dicha obligación (actualmente, artículo 45 de la Ley Orgánica\n3\u002F2007, de 22 de marzo, para la igualdad efectiva de mujeres y hombres).\u003C\u002Fp>\n\n\u003Cp>A efectos de cuantificar el número de personas trabajadoras existentes en\nla empresa se seguirán las reglas establecidas en el Real Decreto 901\u002F2020, de\n13 de octubre por el que se regulan los planes de igualdad y su registro, o\nnorma que lo sustituya.\u003C\u002Fp>\n\n\u003Cp>Las empresas también elaborarán y aplicarán un plan de igualdad, previa\nnegociación o consulta, en su caso, con la representación legal de las\npersonas trabajadoras, cuando lo autoridad laboral hubiera acordado en un\nprocedimiento sancionador la sustitución de las sanciones accesorias por la\nelaboración y aplicación de dicho plan, en los términos que se fijen en el\nindicado acuerdo.\u003C\u002Fp>\n\n\u003Cp>La elaboración e implantación de planes de igualdad será voluntaria para\nlas demás empresas, previa consulta a la representación legal de las personas\ntrabajadoras.\u003C\u002Fp>\n\n\u003Cp>Con esta finalidad, el presente Convenio recoge a continuación una guía de\nrecomendaciones en relación con los planes de igualdad y los diagnósticos de\nsituación que podrán seguir las empresas, cuya finalidad es facilitar a estas\núltimas la aplicación e implantación de la Ley Orgánica 3\u002F2007.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1040\">Artículo 33.2. Concepto de los planes de igualdad.\u003C\u002Fh3>\n\n\u003Cp>Los planes de igualdad de las empresas son un conjunto ordenando de medidas,\nadoptados después de realizar un diagnóstico de situación, tendentes a\nalcanzar en la empresa la igualdad de trato y oportunidades entre mujeres y\nhombres y eliminar la discriminación por razón de sexo. Los planes de\nigualdad fijarán los concretos objetivos de igualdad a alcanzar, las\nestrategias y prácticas a adoptar para su consecución, así como el\nestablecimiento de sistemas eficaces de seguimiento y evaluación de los\nobjetivos fijados.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1044\">Artículo 33.3. Diagnóstico de situación.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-gender\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpromotion\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqtraining\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>Previamente a la fijación de los objetivos de igualdad que en su caso deban\nalcanzarse, se negociará un diagnóstico de situación en el seno de la\nComisión Negociadora del Plan de Igualdad siguiéndose el procedimiento\nestablecido en la legislación vigente en cada momento. La finalidad será\nobtener datos disgregados por sexos en relación con las condiciones de\ntrabajo, y con especial referencia a materias tales como el acceso al empleo,\nla formación, clasificación y promoción profesional, las condiciones\nretributivas y de ordenación de la jornada, de conciliación de la vida\nlaboral, familiar y personal, etc.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Todo ello a efectos de constatar, si las hubiere, la existencia de\nsituaciones de desigualdad de trato u oportunidades entre hombres y mujeres\ncarentes de una justificación objetiva y razonable, o situaciones de\ndiscriminación por razón de sexo que supongan la necesidad de fijar dichos\nobjetivos.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>De todo ello se levantará acta conjunta con la representación sindical.\u003C\u002Fp>\n\n\u003Cp>Sin perjuicio del contenido mínimo establecido en la legislación vigente,\nEl diagnóstico de situación deberá proporcionar datos desagregados por sexos\nen relación, entre otras, con algunas de las siguientes cuestiones:\u003C\u002Fp>\n\n\u003Cp>a)Distribución de la plantilla en relación con edades, antigüedad,\ndepartamento, nivel jerárquico, grupos profesionales y nivel de formación.\u003C\u002Fp>\n\n\u003Cp>b)Distribución de la plantilla en relación con tipos de contratos.\u003C\u002Fp>\n\n\u003Cp>c)Distribución de la plantilla en relación con grupos profesionales y\nsalarios.\u003C\u002Fp>\n\n\u003Cp>d)Distribución de la plantilla en relación con ordenación de la jornada,\nhoras anuales de trabajo, régimen de turnos y medidas de conciliación de la\nvida familiar y laboral.\u003C\u002Fp>\n\n\u003Cp>e)Distribución de la plantilla en relación con la representación\nsindical.\u003C\u002Fp>\n\n\u003Cp>f)Ingresos y ceses producidos en el último año especificando grupo\nprofesional, edad y tipo de contrato.\u003C\u002Fp>\n\n\u003Cp>g)Niveles de absentismo especificando causas y desglosando las\ncorrespondientes a permisos, incapacidades u otras.\u003C\u002Fp>\n\n\u003Cp>h)Excedencias último año y los motivos.\u003C\u002Fp>\n\n\u003Cp>i)Promociones último año especificando grupo profesional y puestos a los\nque se ha promocionado, así como promociones vinculadas a movilidad\ngeográfica.\u003C\u002Fp>\n\n\u003Cp>j)Horas de formación último año y tipo de acciones formativas. Igualmente\ndeberán diagnosticarse: Los criterios y canales de información y\u002Fo\ncomunicación utilizados en los procesos de selección, formación y\npromoción, los métodos utilizados para la descripción de perfiles\nprofesionales y puestos de trabajo, el lenguaje y contenido de las ofertas de\nempleo y de los formularios de solicitud para participar en procesos de\nselección, formación y promoción.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1074\">Artículo 33.4. Objetivos de los planes de igualdad.\u003C\u002Fh3>\n\n\u003Cp>Una vez realizado el diagnóstico de situación podrán establecerse los\nobjetivos concretos a alcanzar en base a los datos obtenidos y que podrán\nconsistir en el establecimiento de medidas de acción positiva en aquellas\ncuestiones en las que se haya constatado la existencia de situaciones de\ndesigualdad entre mujeres y hombres carentes de justificación objetiva, así\ncomo en el establecimiento de medidas generales para la aplicación efectiva\ndel principio de igualdad de trato y no discriminación.\u003C\u002Fp>\n\n\u003Cp>Tales objetivos, que incluirán las estrategias y prácticas para su\nconsecución, irán destinados preferentemente a las áreas de acceso al\nempleo, formación, clasificación y promoción profesional, condiciones\nretributivas y de jornada, conciliación de la vida familiar, etc., y, entre\notros y sin perjuicio del contenido mínimo obligatorio establecido en la\nlegislación vigente, podrán consistir en:\u003C\u002Fp>\n\n\u003Cp>a)Promover procesos de selección y promoción en igualdad que eviten la\nsegregación vertical y horizontal y la utilización del lenguaje sexista. Con\nello se pretenderá asegurar procedimientos de selección transparente para el\ningreso en la empresa mediante la redacción y difusión no discriminatoria de\nlas ofertas de empleo y el establecimiento de pruebas objetivas y adecuadas a\nlos requerimientos del puesto ofertado, relacionadas exclusivamente con la\nvaloración de aptitudes y capacidades individuales.\u003C\u002Fp>\n\n\u003Cp>b)Promover la inclusión de mujeres en puestos que impliquen mando y\u002Fo\nresponsabilidad.\u003C\u002Fp>\n\n\u003Cp>c)Establecer programas específicos para la selección\u002Fpromoción de mujeres\nen puestos en los que están subrepresentadas.\u003C\u002Fp>\n\n\u003Cp>d)Revisar la incidencia de las formas de contratación atípicas (contratos\na tiempo parcial y modalidades de contratación temporal) en el colectivo de\ntrabajadoras con relación al de personas trabajadoras y adoptar medidas\ncorrectoras en caso de mayor incidencia sobre estas de tales formas de\ncontratación.\u003C\u002Fp>\n\n\u003Cp>e)Garantizar el acceso en igualdad de hombres y mujeres a la formación de\nempresa tanto interna como externa, con el fin de garantizar la permanencia en\nel empleo de las mujeres, desarrollando su nivel formativo y su adaptabilidad a\nlos requisitos de la demanda de empleo.\u003C\u002Fp>\n\n\u003Cp>f)Información específica a las mujeres de los cursos de formación para\npuestos que tradicionalmente hayan estado ocupados por hombres.\u003C\u002Fp>\n\n\u003Cp>g)Realizar cursos específicos sobre igualdad de oportunidades. \u003C\u002Fp>\n\n\u003Cp>h)Revisar los complementos que componen el salario para verificar que no\nestén encerrando una discriminación sobre las trabajadoras.\u003C\u002Fp>\n\n\u003Cp>i)Promover procesos y establecer plazos para corregir las posibles\ndiferencias salariales existentes entre hombres y mujeres.\u003C\u002Fp>\n\n\u003Cp>j)Conseguir una mayor y mejor conciliación de la vida familiar y laboral de\nhombres y mujeres mediante campañas de sensibilización, difusión de los\npermisos y excedencias legales existentes, etc.\u003C\u002Fp>\n\n\u003Cp>k)Establecer medidas para detectar y corregir posibles riesgos para la salud\nde las trabajadoras, en especial de las mujeres embarazadas, así como acciones\ncontra los posibles casos de acoso moral, sexual y por razón de sexo, para lo\nque se consensuarán medidas preventivas, formativas de sensibilización,\ntutela, estableciendo protocolos para dicho fin.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1102\">Artículo 33.5. Competencias de las empresas y los\nrepresentantes de las personas trabajadoras en la elaboración de los planes de\nigualdad y régimen transitorio.\u003C\u002Fh3>\n\n\u003Cp>Será competencia de la Comisión Negociadora del Plan de igualdad realizar\nel diagnóstico de situación. La documentación que se desprenda de dicho\ndiagnóstico será facilitada a efectos de informe a los representantes de las\npersonas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>Una vez realizado el diagnóstico de situación, las empresas deberán\nnegociar con los representantes de las personas trabajadoras el correspondiente\nplan de igualdad sin que ello prejuzgue el resultado de la negociación ya que,\ntanto el contenido del plan como las medidas que en su caso deban adoptarse\ndependerán siempre del diagnóstico previo y de que hayan sido constatadas en\nla empresa situaciones de desigualdad de trato.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de que se produjeran discrepancias y revistieran naturaleza\nde conflicto de acuerdo con lo previsto en la ley, serán competentes los\nórganos de mediación y arbitraje de la Comisión mixta.\u003C\u002Fp>\n\n\u003Cp>Una vez implantado el plan de igualdad en la empresa se informará a los\nrepresentantes de las personas trabajadoras con carácter anual sobre su\nevolución, pudiendo estos últimos emitir informe sí así lo estiman\noportuno.\u003C\u002Fp>\n\n\u003Cp>Las empresas dispondrán de un plazo coincidente con la vigencia del\npresente convenio colectivo a efectos de aplicar lo dispuesto en los artículos\nanteriores respecto de los diagnósticos de situación y los planes de\nigualdad.\u003C\u002Fp>\n\n\u003Cp>Las Empresas afectadas por este Convenio tendrán la obligación de\nregistrar los planes de igualdad negociados.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1116\">Artículo 34. Inviolabilidad de la persona trabajadora.\u003C\u002Fh3>\n\n\u003Cp>La persona trabajadora tendrá derecho a su intimidad y a la consideración\ndebida a su dignidad.\u003C\u002Fp>\n\n\u003Cp>Sólo podrán realizarse registros sobre la persona, en sus taquillas y\nefectos particulares, cuando sean necesarios para la protección del patrimonio\nempresarial y del de las demás personas trabajadoras de la empresa dentro del\ncentro de trabajo y en horas de trabajo. En su realización se respetará al\nmáximo la dignidad e intimidad de la persona trabajadora y se contará con la\nasistencia de un representante legal de las personas trabajadoras o, en su\nausencia del centro de trabajo, de otra persona trabajadora de la empresa,\nsiempre que ello fuera posible.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L1122\">CAPÍTULO IX \u003C\u002Fh2>\n\n\u003Ch3 id=\"L1124\">Artículo 35. Igualdad real y efectiva y garantía de derechos\nde las personas trans y LGTBI. Protocolo.\u003C\u002Fh3>\n\n\u003Cp>Las partes firmantes del convenio se comprometen a cumplir con el artículo\n15 de la Ley 4\u002F2023, de 28 de febrero que establece la obligación de que las\nempresas de más\u003C\u002Fp>\n\n\u003Cp>de cincuenta personas trabajadoras cuenten con un conjunto planificado de\nmedidas y recursos para alcanzar la igualdad real y efectiva de las personas\nLGTBI, que incluya un protocolo de actuación para la atención del acoso o la\nviolencia contra las personas LGTBI. En dicho artículo se explica la\ndeterminación del alcance y contenido de estas medidas al desarrollo\nreglamentario y se explicita la necesidad de que las medidas sean pactadas\nmediante la negociación colectiva y acordadas con los representantes de las\npersonas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>En cumplimiento el RD 1026\u002F2024 de 8 de octubre, las medidas planificadas\nmínimas negociadas en este convenio que adoptarán y podrán ampliar y adaptar\na sus características y particularidades, cada una de las empresas afectadas\npor el mismo, en los términos y condiciones que estimen conveniente,\nserán:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Primero. Acceso al empleo, clasificación, y promoción\nprofesional.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Para la selección de personal se utilizarán curriculums que permitan\nidentificar y evaluar las candidaturas exclusivamente en función de los\nméritos y competencias requeridas para los diferentes puestos de trabajo. Los\nprocesos de selección evitaran cualquier pregunta o sesgo que pueda atentar\ncontra la intimidad o los derechos de las personas LGTBI, garantizando la\nigualdad de oportunidades.\u003C\u002Fp>\n\n\u003Cp>Quedan prohibidos los reconocimientos médicos en los que el estado\nserológico, los niveles hormonales o el análisis de la anatomía y\nmorfología corporal, sean causa de exclusión en el acceso y en la promoción\ndel empleo.\u003C\u002Fp>\n\n\u003Cp>Las personas encargadas del reclutamiento de personal y que participen en\nlos procesos de elección, deberán recibir una formación específica y\nadecuada para evitar sesgos. En los casos en que los procesos de selección de\npersonal y\u002Fo promoción profesional sean realizados por empresas externas, las\nempresas afectas al presente convenio colectivo velarán por que dichas\nentidades y los equipos que lo desarrollen incorporen una perspectiva inclusiva\nhacia las personas LGTBI, especialmente hacia las personas trans.\u003C\u002Fp>\n\n\u003Cp>Se garantiza el desarrollo de la carrera profesional garantizando la\nigualdad de oportunidades y no discriminación de las personas LGTBI. Los\ncriterios de ascenso y promoción deben ser objetivos y neutros, de forma que\ngaranticen la igualdad de oportunidades y no discriminación de las personas\nLGTBI.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Segundo. Formación, sensibilización y lenguaje.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Las empresas integrarán en sus planes de formación módulos específicos\nsobre los derechos de las personas LGTBI en el ámbito laboral, con especial\nincidencia en la igualdad de trato y oportunidades, reconocimiento de derechos\ny la no discriminación LGTBI.\u003C\u002Fp>\n\n\u003Cp>Se realizará una formación específica a aquellas personas que ocupen\npuestos de responsabilidad en la dirección, mandos intermedios y recursos\nhumanos, con el fin de proporcionar la información necesaria para actuar\ngarantizando la igualdad de trato y no discriminación.\u003C\u002Fp>\n\n\u003Cp>Como medida de prevención y sensibilización se incluirán en los manuales\nde bienvenida, código ético, compromiso social de la empresa y cualquier otro\ndocumento, el compromiso de la empresa con los derechos LGTBI.\u003C\u002Fp>\n\n\u003Cp>Todos los materiales de formación serán revisados para verificar que son\ninclusivos tanto en el lenguaje, como en el contenido e imágenes y evitan\nsesgos que puedan discriminar al colectivo LGTBI.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Tercero. Entornos laborales diversos, seguros e\ninclusivos.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La empresa se comprometerá a manifestar el compromiso por mantener entornos\nlaborales positivos donde se respete la dignidad de las personas trabajadoras,\nfacilitando el desarrollo profesional, el respeto a la identidad o forma de\nexpresión de género, evitando el acoso por LGTBIFOBIA y actuando con\ncontundencia si este se produce. \u003C\u002Fp>\n\n\u003Cp>Baños y vestuarios La empresa deberá disponer de cabinas y duchas\nindividuales en ambos vestuarios para salvaguardar la intimidad de todas las\npersonas trabajadoras que así lo deseen.\u003C\u002Fp>\n\n\u003Cp>Ropa de trabajo. Los uniformes deberán garantizar que sean de género\nneutro o, en su defecto, facilitar un uniforme acorde al género sentido o\nexpresado, según las indicaciones de la persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Cuarto. Permisos y beneficios sociales.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Las empresas garantizarán el acceso a los permisos, beneficios sociales y\nderechos recogidos en el presente convenio colectivo sin discriminación por\nrazón de orientación e identidad sexual y expresión de género.\u003C\u002Fp>\n\n\u003Cp>A fin de atender a la realidad de las familias diversas, podrán acogerse a\neste derecho quienes se encuentren a cargo de un menor con independencia de su\nsituación familiar y en situaciones de adopción, guarda legal y cualesquiera\notras.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Quinto. Salario.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En la determinación del régimen retributivo y en la cuantificación de\neste no podrán establecerse diferencias retributivas por razones de género,\nsexo, orientación e identidad sexual, debiendo velar en todo caso para que se\ncumpla con el principio de igualdad de trato.\u003C\u002Fp>\n\n\u003Cp>Para prevenir, investigar y sancionar los comportamientos de acoso se\nimplantará un procedimiento específico en el que se garantice la\nconfidencialidad y derecho de las personas.\u003C\u002Fp>\n\n\u003Cp>Se aplican los siguientes principios al procedimiento:\u003C\u002Fp>\n\n\u003Cp>Agilidad, diligencia y rapidez en la investigación y resolución de la\nconducta denunciada que deben ser realizadas sin demoras indebidas, respetando\nlos plazos que se determinen para cada parte del proceso y que constarán en el\nprotocolo.\u003C\u002Fp>\n\n\u003Cp>Respeto y protección de la intimidad y dignidad a las personas afectadas\nofreciendo un tratamiento justo a todas las implicadas.\u003C\u002Fp>\n\n\u003Cp>Confidencialidad: las personas que intervienen en el procedimiento tienen\nobligación de guardar una estricta confidencialidad y reserva, no\ntransmitirán ni divulgarán información sobre el contenido de las denuncias\npresentadas, en proceso de investigación, o resueltas.\u003C\u002Fp>\n\n\u003Cp>Protección suficiente de la víctima ante posibles represalias, atendiendo\nal cuidado de su seguridad y salud, teniendo en cuenta las posibles\nconsecuencias tanto físicas como psicológicas que se deriven de esta\nsituación y considerando especialmente las circunstancias laborales que rodeen\na la persona agredida.\u003C\u002Fp>\n\n\u003Cp>Contradicción a fin de garantizar una audiencia imparcial y un trato justo\npara todas las personas afectadas.\u003C\u002Fp>\n\n\u003Cp>Restitución de las víctimas: si el acoso realizado se hubiera concretado\nen una modificación de las condiciones laborales de la víctima la empresa\ndebe restituirla en sus condiciones anteriores, si así lo solicitara.\u003C\u002Fp>\n\n\u003Cp>Prohibición de represalias: queda expresamente prohibido y será declarado\nnulo cualquier acto constitutivo de represalia, incluidas las amenazas de\nrepresalia y las tentativas de represalia contra las personas que presenten una\ncomunicación de denuncia por los medios habilitados para ello, comparezcan\ncomo testigos o ayuden o participen en una investigación sobre acoso.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1.Procedimiento de actuación.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se pone a disposición de la persona trabajadora afectada por acoso por\nrazón de orientación sexual, identidad de género y\u002Fo expresión de genero\ndos tipos de procedimientos que puede seguir, sin perjuicio del uso por parte\nde la víctima de las vías administrativas, judiciales o cualesquiera otras\nque estime oportunas. Todo este\u003C\u002Fp>\n\n\u003Cp>procedimiento se plantea sin perjuicio de las disposiciones previstas en la\nley 2\u002F2023, de 20 de febrero, reguladora de la protección de las personas que\ninformen sobre infracciones normativas y de lucha contra la corrupción, en su\nrespectivo ámbito personal y material.\u003C\u002Fp>\n\n\u003Cp>Las empresas bajo el ámbito funcional del presente convenio colectivo se\ncomprometen a difundir y facilitar el presente protocolo a las personas\ntrabajadoras a su cargo. La obligación de respetar el presente protocolo se\nhará constar en los contratos suscritos con otras empresas. En ambos\nprocedimientos es posible que la persona afectada autorice a otra persona para\nque active el procedimiento oportuno. En este caso se debe hacer constar el\nconsentimiento expreso e informado de la víctima para poder activar la\ninvestigación.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Procedimiento preliminar.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Esta fase es potestativa y dependerá de la voluntad que exprese al respecto\nla persona afectada.\u003C\u002Fp>\n\n\u003Cp>El objetivo de esta fase preliminar es resolver la situación de acoso de\nforma urgente y eficaz para conseguir la interrupción de las situaciones de\nacoso y alcanzar una solución aceptada por las partes, siempre y cuando la\npersona denunciante así lo estime oportuno.\u003C\u002Fp>\n\n\u003Cp>La persona denunciante puede presentar la queja o denuncia de forma verbal o\nescrita ante la comisión de atención al acoso por razón de orientación\nsexual, identidad de género y\u002Fo de expresión de género.\u003C\u002Fp>\n\n\u003Cp>Recibida la queja o denuncia, la comisión entrevistará primeramente a la\npersona afectada, y posteriormente a la persona denunciada. En estas\nentrevistas se informará a la víctima de sus derechos, opciones y acciones\nque puede emprender la empresa, y se informará a la persona denunciada de que\nsu comportamiento no es bien recibido y que es contrario a las normas de la\nempresa. Este procedimiento preliminar tendrá una duración máxima de siete\ndías laborables a contar desde la recepción de la queja o denuncia a la\ncomisión. En ese plazo, la comisión dará por finalizada esta fase\npreliminar, valorando la consistencia de la denuncia, indicando la consecución\no no de la finalidad del procedimiento y, en su caso, proponiendo las\nactuaciones que estime convenientes, incluida la apertura del expediente\ninformativo. Todo el procedimiento será urgente y confidencial, protegiendo la\ndignidad y la intimidad de las personas afectadas. El expediente será urgente\ny confidencial protegiendo la dignidad y la intimidad de las personas\nafectadas. El expediente será confidencial y sólo podrá tener acceso a él\nla citada comisión.\u003C\u002Fp>\n\n\u003Cp>En el caso de no pasar a la tramitación del expediente informativo se\nlevantará un acta en el que incluirá:\u003C\u002Fp>\n\n\u003Cp>El acuerdo entre las partes, fin del proceso y, en su caso, adopción de las\nmedidas que se determine, o, sin acuerdo: el procedimiento informal se\nconvierte en el inicio del procedimiento formal.\u003C\u002Fp>\n\n\u003Cp>En todo caso se informará a la representación legal de las personas\ntrabajadoras, a la persona responsable de prevención de riesgos laborales y a\nla comisión de seguimiento del plan de igualdad, quienes deberán guardar\nsigilo sobre la información a la que tengan acceso.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.Procedimiento expediente informativo.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Este procedimiento se iniciará cuando la persona afectada (o persona\nautorizada) formule la denuncia a través de un escrito dirigido a la\ncomisión. La presentación de la denuncia supone la aceptación por parte de\nla persona afecta de colaborar en todas las pruebas y actuaciones necesarias\npara investigar el caso. \u003C\u002Fp>\n\n\u003Cp>Recibida la denuncia, la comisión dispondrá de 2 días hábiles para\niniciar las investigaciones teniendo en cuenta las siguientes pautas:\u003C\u002Fp>\n\n\u003Cp>Valorar la adopción de medidas cautelares, en función de la gravedad de\nlos hechos, siendo la principal la separación de las partes durante el\ndesarrollo de la investigación o cualquier otra que se considere oportuna.\u003C\u002Fp>\n\n\u003Cp>Obtener toda la información necesaria para el esclarecimiento de los\nhechos.\u003C\u002Fp>\n\n\u003Cp>Realizar entrevistas a las personas implicadas de forma separada, incluir en\nesta fase el consentimiento expreso y por escrito de las personas entrevistadas\npara acceder a la información necesaria para la investigación. Se informará\na las partes implicadas sobre el carácter confidencial y reservado de la\ninvestigación.\u003C\u002Fp>\n\n\u003Cp>Sistematizar todas las actas de las reuniones y entrevistas que se celebren\ndurante la investigación.\u003C\u002Fp>\n\n\u003Cp>Redactar un informe sobre el presunto acoso investigado en el que se\nindicará las conclusiones alcanzadas. El informe contendrá la descripción de\nlos hechos, la metodología empleada, la valoración del caso, los resultados\nde la investigación y las medidas cautelares o preventivas. En particular se\ninstará a la empresa a que adopte algunas de las siguientes medidas:\u003C\u002Fp>\n\n\u003Cp>Si se constata la existencia de acoso por razón de orientación e identidad\nsexual o expresión de género, se instará la incoación de un expediente\nsancionador ante la situación probada de acoso, solicitando la adopción de\nmedidas correctoras y, si procede, se continuarán aplicando medidas de\nprotección a la víctima. Si no hubiera traslado forzoso o despido de la\npersona acosadora, se deberán establecer medidas para que la persona acosadora\ny la persona afectada no convivan en el mismo espacio laboral. La víctima\ntendrá la opción de permanecer en su puesto de trabajo o solicitar\nvoluntariamente un traslado, sin que pueda suponer un detrimento de sus\ncondiciones laborales vigentes en ese momento.\u003C\u002Fp>\n\n\u003Cp>Cierre del expediente, si se considera que los hechos no son constitutivos\nde alguno de los tipos de acoso regulados en este protocolo.\u003C\u002Fp>\n\n\u003Cp>La decisión adoptada se comunicará por escrito a la víctima, a la persona\ndenunciada, quienes deberán guardar sigilo sobre la información a la que\ntengan acceso.\u003C\u002Fp>\n\n\u003Cp>Si de la investigación practicada se deduce la concurrencia de indicios de\nacoso, la empresa podrá adoptar otras medidas complementarias tales como:\u003C\u002Fp>\n\n\u003Cp>Apoyo psicológico y social a la persona acosada.\u003C\u002Fp>\n\n\u003Cp>Adopción de medidas de vigilancia para proteger a la víctima.\u003C\u002Fp>\n\n\u003Cp>Evaluación de los riesgos psicosociales en la empresa.\u003C\u002Fp>\n\n\u003Cp>Modificación de las condiciones laborales que, previo consentimiento de la\npersona víctima de acoso, se estimen beneficiosas para su recuperación.\u003C\u002Fp>\n\n\u003Cp>El expediente informativo deberá resolverse en un plazo máximo de 15 días\nlaborales incluyendo la resolución del expediente. En los casos de especial\ncomplejidad, las partes podrán acordar una prórroga del plazo de resolución\npor un máximo de 15 días más.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4.Tipificación.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Se considerarán faltas leves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Utilizar o emitir expresiones ofensivas y discriminatorias contra las\npersonas por razón de su orientación e identidad sexual, expresión de\ngénero o características sexuales. La reiteración se convertirá en falta\ngrave o muy grave.\u003C\u002Fp>\n\n\u003Cp>Se consideran faltas graves y muy graves:\u003C\u002Fp>\n\n\u003Cp>La reiteración de las expresiones ofensivas y discriminatorias contras las\npersonas LGTBI+, en particular el ejercicio de los permisos por intervención\nquirúrgica para reasignación sexual.\u003C\u002Fp>\n\n\u003Cp>La violación de la confidencialidad de las personas trans que se encuentren\nen un proceso de reasignación de sexo.\u003C\u002Fp>\n\n\u003Cp>Las represalias, entendidas como el trato adverso que reciba una persona\ncomo consecuencia de haber presentado una queja, reclamación, denuncia,\ndestinado a impedir su discriminación por razón de orientación e identidad\nsexual, expresión de género o características sexuales.\u003C\u002Fp>\n\n\u003Cp>Las sanciones a aplicar serán las establecidas en el convenio colectivo o\nnorma superior vigente en cada momento para las faltas leves, graves y muy\ngraves.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5.Circunstancias agravantes.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A los efectos de valorar la gravedad de los hechos y determinar las\nsanciones que en su caso, pudieran imponerse, se tendrán como circunstancias\nagravantes las siguientes:\u003C\u002Fp>\n\n\u003Cp>Que la persona denunciada sea reincidente en la comisión de actos de acoso\npor razón de orientación sexual, identidad de género y\u002Fo expresión de\ngénero.\u003C\u002Fp>\n\n\u003Cp>Que la víctima sufra algún tipo de discapacidad.\u003C\u002Fp>\n\n\u003Cp>Que la víctima esté en periodo de prueba o tenga un contrato formativo, en\nprácticas o temporal.\u003C\u002Fp>\n\n\u003Cp>Que el acoso se produzca durante el proceso de selección de personal.\u003C\u002Fp>\n\n\u003Cp>Que se ejerzan presiones y\u002Fo represalias sobre la víctima, testigos o\npersonas de su entorno laboral o familiar con el objeto de evitar o dificultar\nla investigación.\u003C\u002Fp>\n\n\u003Cp>Que se trate de un acoso descendente.\u003C\u002Fp>\n\n\u003Cp>Que sea por orden.\u003C\u002Fp>\n\n\u003Cp>Que sea en periodo de elecciones a la representación legal de la\nplantilla.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>6.Seguimiento.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Una vez cerrado el expediente, y en un plazo no superior a 30 días\nnaturales, la comisión de atención deberá realizar un seguimiento sobre los\nacuerdos adoptados y sobre su cumplimiento y\u002Fo resultado de las medidas\nadoptadas.\u003C\u002Fp>\n\n\u003Cp>Del resultado de este seguimiento se levantará acta que recogerá las\nmedidas a adoptar para el supuesto de que los hechos causantes del\nprocedimiento sigan produciéndose y se analizará también si se han\nimplantado las medidas preventivas y sancionadoras propuestas.\u003C\u002Fp>\n\n\u003Cp>El acta se remitirá a la dirección de la empresa, a la representación\nlegal y\u002Fo sindical de las personas trabajadoras, a la persona responsable de\nprevención de riesgos laborales y a la comisión de seguimiento del plan de\nigualdad, con las cautelas señaladas en el procedimiento respecto a la\nconfidencialidad de los datos personales de las personas afectadas.\u003C\u002Fp>\n\n\u003Cp>Anexo I: Modelo de denuncia.\u003C\u002Fp>\n\n\u003Cp>Anexo II: Modelo de consentimiento.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1306\">CAPÍTULO X\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1308\">Artículo 36. Comisión Negociadora.\u003C\u002Fh3>\n\n\u003Cp>Se manifiesta que, en la negociación del presente Convenio, la\nRepresentación Patronal ha estado formada por la Federación Nacional de\nAsociaciones Mayoristas de Distribuidores de Especialidades Farmacéuticas y\nProductos Farmacéuticos (FEDIFAR), por la Representación de las Personas\ntrabajadoras, la Federación de CCOO de \u003C\u002Fp>\n\n\u003Cp>Industria, la Federación Estatal de Empleadas y Empleados Públicos de UGT\n(UGT Servicios Públicos), y la Federación de Servicios de la Unión Sindical\nObrera (FS-USO).\u003C\u002Fp>\n\n\u003Ch3 id=\"L1314\">Artículo 37. Comisión Mixta.\u003C\u002Fh3>\n\n\u003Cp>Las partes negociadoras acuerdan establecer una Comisión Mixta como órgano\nde interpretación, conciliación y vigilancia del cumplimiento colectivo del\npresente Convenio.\u003C\u002Fp>\n\n\u003Cp>Composición: La Comisión Mixta está integrada paritariamente por tres\nrepresentantes de las personas trabajadoras y por tres representantes de los\nempresarios.\u003C\u002Fp>\n\n\u003Cp>Esta Comisión podrá utilizar los servicios ocasionales o permanentes de\nasesores en cuantas materias sean de su competencia. Dichos asesores serán\ndesignados libremente por cada una de las partes.\u003C\u002Fp>\n\n\u003Cp>Procedimiento: Los asuntos sometidos a la Comisión Mixta revestirán el\ncarácter de ordinarios o extraordinarios. Otorgarán tal calificación, CC.OO.\nde Industria, UGT Servicios Públicos. FS-USO y FEDIFAR.\u003C\u002Fp>\n\n\u003Cp>En el primer supuesto, la Comisión Mixta deberá resolver en el plazo de\nquince días, y en el segundo, en el máximo de siete días.\u003C\u002Fp>\n\n\u003Cp>Procederá a convocar la Comisión Mixta, indistintamente cualquiera de las\npartes que la integran.\u003C\u002Fp>\n\n\u003Cp>Funciones: Son funciones específicas de la Comisión Mixta las\nsiguientes:\u003C\u002Fp>\n\n\u003Cp>1.Interpretación del Convenio.\u003C\u002Fp>\n\n\u003Cp>2.A requerimiento de las partes, deberá mediar, conciliar o arbitrar en el\ntratamiento y solución de cuantas cuestiones y conflictos de carácter\ncolectivo que pudieran suscitarse en el ámbito de aplicación del presente\nConvenio Colectivo. La Comisión Mixta solamente entenderá de las consultas\nque, sobre interpretación del Convenio, mediación, conciliación y arbitraje,\nindividuales o colectivas, se presenten a la misma a través de alguna de las\norganizaciones firmantes.\u003C\u002Fp>\n\n\u003Cp>3.Vigilancia del cumplimiento colectivo de lo pactado.\u003C\u002Fp>\n\n\u003Cp>4.Entender bajo vicio de nulidad, de forma previa y obligatoria a la vía\nadministrativa y jurisdiccional, sobre la interposición de los conflictos\ncolectivos que surjan en las empresas afectadas por este Convenio por la\naplicación o interpretación derivadas del mismo.\u003C\u002Fp>\n\n\u003Cp>5.Entender de la inaplicación prevista en el artículo 82.3 del Estatuto de\nlos Trabajadores, cuando concurran las circunstancias legales allí contenidas\nen el plazo previsto en el mismo.\u003C\u002Fp>\n\n\u003Cp>El procedimiento para solventar de manera efectiva las discrepancias que\npuedan surgir para la no aplicación de las condiciones de trabajo a que se\nrefiere el artículo 82.3 del Estatuto de los trabajadores será el\nsiguiente:\u003C\u002Fp>\n\n\u003Cp>En caso de desacuerdo durante el período de consultas cualquiera de las\npartes podrá someter la discrepancia a la Comisión Paritaria del Convenio\nColectivo, que dispondrá de un plazo máximo de siete días para pronunciarse,\na contar desde que la discrepancia le fuera planteada. Cuando no se hubiera\nsolicitado la intervención de la comisión o ésta no hubiera alcanzado un\nacuerdo, las partes deberán recurrir a los procedimientos que se hayan\nestablecido en los acuerdos interprofesionales vigentes en cada momento en su\námbito funcional o territorial, para solventar de manera efectiva las\ndiscrepancias surgidas en la negociación de los acuerdos a que se refiere este\nartículo.\u003C\u002Fp>\n\n\u003Cp>6.Activar los procedimientos que se hayan establecido en los acuerdos\ninterprofesionales vigentes en cada momento en su ámbito funcional o\nterritorial, en caso de que las partes no acudan a la comisión o ésta no\nalcance un acuerdo con relación al artículo 82.3 del Estatuto de los\nTrabajadores.\u003C\u002Fp>\n\n\u003Cp>Ambas partes acuerdan como procedimiento para resolver las discrepancias que\npudieran producirse, el Acuerdo sobre solución autónoma de conflictos\nlaborales (ASAC) vigente. En el caso de procedimiento arbitral, éste será\nvoluntario.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1348\">Artículo 38. Conflictos Colectivos.\u003C\u002Fh3>\n\n\u003Cp>1.Serán susceptibles de someterse a los procedimientos voluntarios de\nsolución de conflictos comprendidos en el presente título, aquellas\ncontroversias o disputas laborales que comprendan a una pluralidad de personas\ntrabajadoras, o en las que la interpretación, objeto de la divergencia, afecte\na intereses suprapersonales o colectivos.\u003C\u002Fp>\n\n\u003Cp>A los efectos del presente título tendrán también el carácter de\nConflictos Colectivos aquellos que, no obstante promoverse por una persona\ntrabajadora individual, su solución sea extensible o generalizable a un grupo\nde personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>2.Los procedimientos voluntarios para la solución de los Conflictos\nColectivos son:\u003C\u002Fp>\n\n\u003Cp>a)Interpretación acordada en el seno de la Comisión Mixta.\u003C\u002Fp>\n\n\u003Cp>b)Mediación.\u003C\u002Fp>\n\n\u003Cp>c)Arbitraje.\u003C\u002Fp>\n\n\u003Cp>3.El procedimiento de mediación no estará sujeto a ninguna tramitación\npreestablecida, salvo la designación del mediador y la formalización de la\navenencia que, en su caso, se alcance.\u003C\u002Fp>\n\n\u003Cp>El procedimiento de mediación será voluntario y requerirá acuerdo de las\npartes, que harán constar documentalmente las divergencias, designando al\nmediador y señalando la gestión o gestiones sobre las que versará su\nfunción. Una copia se remitirá a la Secretaría de la Comisión Mixta.\u003C\u002Fp>\n\n\u003Cp>La designación del mediador la harán de mutuo acuerdo las partes,\npreferentemente de entre los expertos que figuren incluidos en las listas que\napruebe la Comisión Mixta.\u003C\u002Fp>\n\n\u003Cp>La Secretaría de la Comisión comunicará el nombramiento al mediador,\nnotificándole además todos aquellos extremos que sean precisos para el\ncumplimiento de su cometido.\u003C\u002Fp>\n\n\u003Cp>Sin perjuicio de lo estipulado en los párrafos anteriores, cualquiera de\nlas partes podrá dirigirse a la Comisión Mixta, solicitando sus buenos\noficios para que promueva la mediación.\u003C\u002Fp>\n\n\u003Cp>Hecha esta propuesta, la Comisión Mixta se dirigirá a las partes en\nconflicto ofreciéndoles la mediación.\u003C\u002Fp>\n\n\u003Cp>En defecto de tal petición, cuando existan razones fundadas para ello, la\nComisión Mixta podrá, por unanimidad, acordar dirigirse a las partes\ninstándolas a que soliciten la solución del conflicto a través de la\nmediación.\u003C\u002Fp>\n\n\u003Cp>Las propuestas de solución que ofrezca el mediador a las partes, podrán\nser libremente aceptadas o rechazadas por éstas. En caso de aceptación, la\navenencia conseguida tendrá la misma eficacia de lo pactado en Convenio\nColectivo.\u003C\u002Fp>\n\n\u003Cp>Dicho acuerdo se formalizará por escrito, presentándose copia a la\nautoridad laboral competente a los efectos y en el plazo previsto en el\nartículo 90 del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>4.Mediante el procedimiento de arbitraje las partes en conflicto acuerdan\nvoluntariamente encomendar a un tercero y aceptar de antemano la solución que\néste dicte sobre sus divergencias.\u003C\u002Fp>\n\n\u003Cp>El acuerdo de las partes promoviendo el arbitraje será formalizado por\nescrito, se denominará compromiso arbitral y constará, al menos, de los\nsiguientes extremos:\u003C\u002Fp>\n\n\u003Cp>Nombre del árbitro o árbitros designados.\u003C\u002Fp>\n\n\u003Cp>Cuestiones que se someten a laudo arbitral y plazo para dictarlo.\u003C\u002Fp>\n\n\u003Cp>Domicilio de las partes afectadas.\u003C\u002Fp>\n\n\u003Cp>Fecha y firma de las partes.\u003C\u002Fp>\n\n\u003Cp>Se harán llegar copias del compromiso arbitral a la Secretaría de la\nComisión Mixta y, a efectos de constancia y publicidad, a la autoridad laboral\ncompetente.\u003C\u002Fp>\n\n\u003Cp>La designación del árbitro o árbitros será libre y recaerá en expertos\nimparciales. Se llevará a cabo el nombramiento en igual forma que la señalada\npara los mediadores. \u003C\u002Fp>\n\n\u003Cp>Una vez formalizado el compromiso arbitral, las partes se abstendrán de\ninstar cualesquiera otros procedimientos sobre la cuestión o cuestiones\nsujetas al arbitraje.\u003C\u002Fp>\n\n\u003Cp>Cuando un Conflicto Colectivo haya sido sometido a arbitraje, las partes se\nabstendrán de recurrir a huelga o cierre patronal mientras dure el\nprocedimiento arbitral.\u003C\u002Fp>\n\n\u003Cp>El procedimiento arbitral se caracterizará por los principios de\ncontradicción e igualdad entre las partes. El árbitro o árbitros podrán\npedir el auxilio de expertos, si fuera preciso.\u003C\u002Fp>\n\n\u003Cp>La resolución arbitral será vinculante e inmediatamente ejecutiva y\nresolverá motivadamente todas y cada una de las cuestiones fijadas en el\ncompromiso arbitral.\u003C\u002Fp>\n\n\u003Cp>El árbitro o árbitros, que siempre actuarán conjuntamente, comunicarán a\nlas partes la resolución dentro del plazo fijado en el compromiso arbitral,\nnotificándolo igualmente a la Secretaría de la Comisión Mixta y a la\nautoridad laboral competente.\u003C\u002Fp>\n\n\u003Cp>La resolución, si procede, será objeto de depósito, registro y\npublicación a idénticos efectos de los previstos en el artículo 90 del\nEstatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>La resolución arbitral tendrá la misma eficacia de lo pactado en Convenio\nColectivo.\u003C\u002Fp>\n\n\u003Cp>Será de aplicación al procedimiento arbitral lo señalado en el artículo\n37.3 de este acuerdo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1412\">Artículo 39. Corrección del absentismo.\u003C\u002Fh3>\n\n\u003Cp>El absentismo injustificado conlleva una pérdida de productividad e incide\nde manera negativa en los costes laborales, perjudicando con ello la\ncompetitividad de las empresas y la posibilidad de mejorar los niveles de\nempleo y renta de las personas trabajadoras. La reducción del absentismo\ninjustificado en el ámbito de cada empresa debe ser un objetivo compartido por\nla representación sindical y empresarial, dado que se proyecta sobre las\ncondiciones de trabajo, el clima laboral, la productividad y la salud de las\npersonas trabajadoras. Para ello, se han de evitar, entre otros, trastornos en\nlos turnos, incrementos en volumen y ritmos de trabajo, y en horas o jornadas\nextras.\u003C\u002Fp>\n\n\u003Cp>A tal fin, se establece una comisión que debe:\u003C\u002Fp>\n\n\u003Cp>Identificar las causas del absentismo, analizando la situación, así como\nsu evolución en el ámbito correspondiente (empresa, área funcional, perfiles\ny causas).\u003C\u002Fp>\n\n\u003Cp>Establecer criterios para la reducción del absentismo injustificado, así\ncomo mecanismos de seguimiento y, en su caso, medidas correctoras.\u003C\u002Fp>\n\n\u003Cp>Difundir la información sobre la situación existente y las medidas\nacordadas.\u003C\u002Fp>\n\n\u003Cp>1.En la primera baja por incapacidad temporal del año, debidamente\nacreditada por la Seguridad Social, la empresa complementará las prestaciones\na las que obligatoriamente tuviera derecho la persona trabajadora hasta el 100\npor 100 de la retribución sujeta a cotización y desde el primer día.\u003C\u002Fp>\n\n\u003Cp>2.A partir de ésta, segunda baja y consecutivas, la empresa no abonará\ncantidad alguna en los tres primeros días aun con justificante médico. A\npartir del cuarto día y siguientes la empresa complementará hasta el 100 por\n100 y hasta un máximo de 18 meses las prestaciones sujetas a cotización a las\nque obligatoriamente tuviera derecho la persona trabajadora.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1428\">Artículo 40. Paz social.\u003C\u002Fh3>\n\n\u003Cp>Durante la vigencia del Convenio, la representación social y empresarial se\ncomprometen expresamente a mantener la paz social en el más amplio sentido del\nconcepto y siempre referido al compromiso a no tratar de alterar lo aquí\npactado.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1432\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Ch3 id=\"L1432\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">Artículo 41. Prevención de Riesgos Laborales, y Protección de\nla Maternidad.\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>La protección de la salud de las personas trabajadoras constituye un\nobjetivo básico y prioritario de las partes firmantes y consideran que para\nalcanzarlo se requiere el establecimiento y planificación de una acción\npreventiva en los centros de trabajo y en\u003C\u002Fp>\n\n\u003Cp>las empresas que tengan por fin la eliminación o reducción de los riesgos\nen su origen, a partir de su evaluación, adoptando las medidas necesarias,\ntanto en la corrección de la situación existente como en la evolución\ntécnica y organizativa de la empresa, para adaptar el trabajo a la persona y\nproteger su salud.\u003C\u002Fp>\n\n\u003Cp>En cuantas materias afecten a la prevención y salud y la seguridad de las\npersonas trabajadoras, serán de aplicación las disposiciones contenidas en la\nLey 31\u002F1995, de 8 de noviembre, de Prevención de Riesgos Laborales y normativa\nconcordante, que constituyen normas de derecho necesario mínimo e\nindisponible.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2 id=\"L1440\">CAPÍTULO XI Disposiciones finales\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1442\">Artículo 42. Concurrencia legislativa y derecho supletorio.\u003C\u002Fh3>\n\n\u003Cp>Las normas del presente Convenio, en tanto en cuanto sean más favorables en\nsu contenido a las personas trabajadoras a quienes afectan, vienen a sustituir\na cuantas Disposiciones se hallan vigentes en la fecha de su entrada en vigor,\nsean o no concurrentes a las pactadas. En todo lo no previsto en el articulado\nde este Convenio, se estará a lo dispuesto en el Real Decreto Legislativo\n2\u002F2015, de 23 de octubre, por el que se aprueba el texto refundido de la Ley\ndel Estatuto de los Trabajadores y las actualizaciones del mismo que estén en\nvigor.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3 id=\"L1446\">Artículo 43. Formación continua.\u003C\u002Fh3>\n\n\u003Cp>Los firmantes del presente Convenio se adhieren y\u002Fo adaptan a lo contenido\nen el RD 659\u002F2023, de 18 de julio, por el que se desarrolla la Ley 3\u002F2022, de\n31 de marzo, por la que se regula el Sistema de Formación Profesional para el\nEmpleo en el ámbito laboral.\u003C\u002Fp>\n\n\u003Cp>Por lo tanto, habida cuenta de que la Formación Profesional representa uno\nde los ejes estratégicos para asegurar el futuro de las empresas y personas\ntrabajadoras del Sector, así como la mejora de las posibilidades de empleo y\nde promoción profesional, económica y social, de las personas que trabajan en\nlas mismas, ambas partes acuerdan estimular la realización de acciones\nconjuntas de fomento y desarrollo de la formación en este Sector de la\ndistribución mayorista de especialidades y productos farmacéuticos.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras con al menos un año de antigüedad en la empresa\ntendrán derecho a un permiso retribuido de veinte horas anuales de formación\nprofesional para el empleo, vinculado a la actividad de la distribución\nmayorista de especialidades y productos farmacéuticos, acumulables por un\nperíodo de hasta cinco años. El derecho se entenderá cumplido en todo caso\ncuando la persona trabajadora pueda realizar las acciones formativas dirigidas\na la obtención de la formación profesional para el empleo en el marco de un\nplan de formación desarrollado por iniciativa empresarial o comprometido por\nla negociación colectiva. Sin perjuicio de lo anterior, no podrá comprender\nen el derecho a que se refiere este apartado la formación que deba\nobligatoriamente impartir la empresa a su cargo conforme a lo previsto en otras\nleyes.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L1454\">Disposición adicional primera.\u003C\u002Fh2>\n\n\u003Cp>Las partes firmantes del presente Convenio, en el seno de la Comisión\nMixta, articularán los mecanismos precisos para que se produzca la\nintervención de la misma en aquellas empresas donde no exista representación\nlegal de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1458\">Disposición transitoria única.\u003C\u002Fh2>\n\n\u003Cp>Todas aquellas normas o disposiciones reguladas, recogidas o referidas\nexpresamente en alguna disposición legal concreta y que estén recogidas en el\ntexto del Convenio Colectivo, tendrán la misma vigencia temporal que la que\nsea aplicable a la propia \u003C\u002Fp>\n\n\u003Cp>disposición legal, quedando, derogada o modificada en el momento en que se\nproduzca la derogación o modificación de esta.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de que por resolución de la jurisdicción competente se\nanulase o invalidase alguno de los pactos contenidos en el presente convenio,\nla comisión negociadora, en el plazo de 15 días desde la firmeza de la\nresolución judicial, se reunirá a fin ajustar el contenido del Convenio a la\nnueva situación creada.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1466\">Disposición derogatoria.\u003C\u002Fh2>\n\n\u003Cp>El presente convenio anula y sustituye totalmente al anterior publicado en\nel «Boletín Oficial del Estado» núm. 229, del 23 de septiembre de 2022.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1470\">ANEXO I Modelo de denuncia\u003C\u002Fh2>\n\n\u003Cp>DENUNCIA POR ACOSO, POR RAZÓN DE ORIENTACIÓN SEXUAL, IDENTIDAD DE GÉNERO\nY\u002FO EXPRESIÓN SEXUAL:\u003C\u002Fp>\n\n\u003Cp>A\u002Fa Comisión de atención al acoso por razón de orientación sexual,\nidentidad de género y\u002Fo expresión de género.\u003C\u002Fp>\n\n\u003Cp>PERSONA AFECTADA:\u003C\u002Fp>\n\n\u003Cp>PERSONA DENUNCIADA:\u003C\u002Fp>\n\n\u003Cp>HECHOS que denuncia (descripción cronológica y detallada de los hechos,\npersonas implicadas, origen del conflicto, lugar en el que sucedió, etc.):\u003C\u002Fp>\n\n\u003Cp>BREVE DESCRIPCIÓN DE OTRA INFORMACIÓN QUE SE APORTE (Testigos,\npruebas):\u003C\u002Fp>\n\n\u003Cp>SOLICITUD:\u003C\u002Fp>\n\n\u003Cp>La persona abajo firmante, solicita la apertura del procedimiento de\ninvestigación derivado del conocimiento de actos que pueden ser constitutivos\nde ACOSO POR ORIENTACIÓN SEXUAL, IDENTIDAD DE GÉNERO Y\u002FO EXPRESIÓN SEXUAL\nsolicitando que se me informe de las distintas actuaciones que se realicen\ndurante el mismo, así como su posterior resolución.\u003C\u002Fp>\n\n\u003Cp>En , a.............. de de 202.............\u003C\u002Fp>\n\n\u003Cp>Fdo.:\u003C\u002Fp>\n\n\u003Ch2 id=\"L1492\">ANEXO II Modelo de consentimiento\u003C\u002Fh2>\n\n\u003Cp>La persona da su consentimiento a ..............................., para que\nse inicie el procedimiento formal del Protocolo frente al acoso por razón de\norientación sexual, identidad de género y\u002Fo expresión de género.\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_MEMEMPL_1":44,"JOBTITLE_trigger":48,"JOBTYPE_descriptions":52,"TRAINING_trigger":56,"trainingprogrammes_newtech":60,"SOCSEC_trigger":64,"maxsicknesspay":68,"maxsicknesspayperc":72,"sicknessmaxdaysnr":76,"disabilitypay":78,"healthandsafetypolicy":80,"protectiveclothing":84,"trainingprogrammes":88,"funeralpay":92,"WORKFAM_trigger":96,"pregnancy":99,"breastfeeding_dangerouswork":101,"paidmaternityleave":105,"paidmaternityleaveduration":109,"jobsecuritymothers":111,"paidmaternityleave_father":115,"paidmaternityleaveall":119,"timeoff":121,"paidpaternityleave":125,"paidpaternityleaveduration":129,"childcare":131,"childcareleave":135,"deathrelativesleave":137,"marriageleave":141,"nursingmothers":145,"maternity_nursing_breaks_duration":149,"maternity_nursing_breaks_length":151,"breastfeeding_workingtime":153,"GENEQ_trigger":157,"eqpay":161,"gender":165,"discrimination":168,"eqpromotion":172,"eqtraining":174,"sexualhar":176,"violence":180,"violenceleave":182,"WORKHOURS_trigger":184,"hourspyear":188,"MAXHOURS_trigger":192,"holidaysdays":196,"holidaysweeks":200,"SCHEDULE_trigger":202,"TRADEUNLEAV_trigger":206,"ADMINISTRATIVE_trigger":210,"FLEXWORK_trigger":214,"remote_work_where":218,"remote_work_requirements_options":222,"expenses_remote":224,"WAGES_trigger":228,"WAGES_determined":232,"PAYSCALES_trigger":236,"PAYSCALES_table_selection_txt":238,"STRUCINCR_trigger":242,"LOWWAGE_trigger":246,"LOWWAGE_government":250,"lowwageamount":254,"ONCERISE_trigger":258,"ONCERISE2_trigger":262,"NOCTPREM_trigger":266,"OVERTIME_trigger":270,"overtimeallowancetype_general":273,"SUNDAY_trigger":277,"SENIOR_trigger":281,"green_trigger":285,"newtech_trigger":289},{"bindId":45,"name":46,"text":47},"CBA_MEMEMPL_1","Visto el texto del Convenio colectivo es","Visto el texto del Convenio colectivo estatal para el comercio de\ndistribuidores de especialidades y productos farmacéuticos (código convenio\nn.° 99001115011981), que fue suscrito con fecha 24 de marzo de 2025, de una\nparte por la Federación de Distribuidores Farmacéuticos (FEDIFAR) en\nrepresentación de las empresas del sector, y de otra por los sindicatos\nUGT-Servicios públicos, CCOO de Industria y FS-USO, en representación de los\ntrabajadores, y que ha sido finalmente subsanado mediante acta de 3 de junio de\n2025, y de conformidad con lo dispuesto en el artículo 90, apartados 2 y 3, de\nla Ley del Estatuto de los Trabajadores, texto refundido aprobado por el Real\nDecreto Legislativo 2\u002F2015, de 23 de octubre (BOE de 24 de octubre), y en el\nReal Decreto 713\u002F2010, de 28 de mayo, sobre registro y depósito de convenios\ncolectivos, acuerdos colectivos de trabajo y planes de igualdad,",{"bindId":49,"name":50,"text":51},"JOBTITLE_trigger","CAPÍTULO II Clasificación profesional Ar","CAPÍTULO II Clasificación profesional\n\nArtículo 7. Clasificación.\n\nSe establecen cuatro Grupos Profesionales más el Grupo 0.\n\nApartado 1. Clasificación funcional: Las personas\ntrabajadoras afectadas por el presente Convenio Colectivo en el ámbito del\nSector de Comercio de distribución de Productos Farmacéuticos en atención a\nlas funciones que desarrollan y de acuerdo con las definiciones que se\nespecifican en el artículo siguiente, serán clasificados en Grupos\nProfesionales.\n\nEsta estructura profesional pretende obtener una más razonable estructura\nproductiva, todo ello sin merma de la dignidad, oportunidad de promoción y\njusta retribución que corresponda a cada persona asalariada de este sector.\nLos actuales puestos de trabajo y tareas se ajustarán a los grupos\nestablecidos en el presente Convenio Colectivo.\n\nApartado 2. Definición de los grupos profesionales: En\neste artículo se definen los grupos profesionales que agrupan las diversas\ntareas y funciones en las empresas dedicadas a la actividad de la\nComercialización y Distribución de productos y Especialidades\nFarmacéuticas.\n\nA la hora de establecer una clasificación profesional por Grupos\nProfesionales, se hace preciso establecer una serie de criterios que permitan\nestablecer con rigor la pertenencia a un grupo profesional, y a estos efectos\nse establecen los siguientes:\n\nAutonomía: Factor para cuya valoración deberá tenerse en cuenta la mayor\no menor dependencia jerárquica en el desempeño de la función que se\ndesarrolle.\n\nMando: Factor para cuya valoración deberá tenerse en cuenta:\n\nA)Ordenación de tareas.\n\nB)Capacidad de interrelación.\n\nC)Naturaleza del colectivo.\n\nD)Número de personas sobre las que se ejerce el\nmando.\n\nResponsabilidad: Factor para cuya valoración deberá tenerse en cuenta\ntanto el grado de Autonomía de acción del titular de la función, como el\ngrado de influencia sobre los resultados e importancia de las consecuencias de\nsu gestión.\n\nConocimientos: Factor para cuya valoración deberá tenerse en cuenta,\nademás de la formación básica necesaria para poder cumplir correctamente el\ncometido encomendado, el grado de conocimiento y experiencia adquirido, así\ncomo el grado de dificultad en la adquisición de dichos conocimientos y\nexperiencias.\n\nIniciativa: Factor para cuya valoración deberá tenerse en cuenta el mayor\no menor sometimiento a directrices o normas para la ejecución de la\nfunción.\n\nComplejidad: Factor cuya valoración está en función del mayor o menor\nnúmero de personas a su cargo; así como de mayor o menor grado de\nintegración de los diversos factores antes enumerados, en la tarea o puesto\nencomendado.\n\nDel mismo modo deberá tenerse en consideración a la hora de calificar los\npuestos de trabajo, la dimensión de la empresa o de la unidad productiva en la\nque se desarrolla la función.\n\nApartado 3. Normas y criterios de encuadramiento: El encuadramiento de las\npersonas trabajadoras dentro de la estructura profesional pactada y, por\nconsiguiente, la asignación a cada uno de ellos de un determinado grupo\nprofesional será el resultado de la conjunta ponderación de los anteriores\nfactores de asignación (Conocimientos, Iniciativa, Autonomía,\nResponsabilidad, Mando y Complejidad).\n\nPara determinar la correcta clasificación profesional de cada tarea,\nfunción o el puesto de trabajo del que se trate, se atenderá a su contenido\nbásico esencial, sin que se excluya la posibilidad de que, en cada grupo\nprofesional, se puedan realizar tareas, de carácter complementario, que\npudieran ser básicas de puestos de trabajo de otros grupos profesionales.\n\nAl inicio de la relación laboral entre la empresa y la persona de la que se\ntrate, se establecerá, en el contrato laboral, el contenido básico de la\nprestación objeto del contrato de trabajo, así como su pertenencia a uno de\nlos grupos profesionales previstos en el presente Convenio Colectivo. Cuando el\ncontrato de trabajo se realice por escrito deberá reflejarse con claridad el\ngrupo profesional asignado a la persona trabajadora.\n\nLa asignación del Grupo Profesional, a cada persona trabajadora, se\nrealizará atendiendo a los criterios generales del punto 2 de este artículo y\nel contenido básico concreto de la prestación laboral que se desarrolle en el\npuesto de trabajo analizado.",{"bindId":53,"name":54,"text":55},"JOBTYPE_descriptions","Descripción de los Grupos profesionales ","Descripción de los Grupos profesionales\n\nGrupo profesional n.° 0\n\nDefinición general: El personal perteneciente a este grupo planifica,\norganiza, dirige y coordina las diversas actividades necesarias para el normal\ndesenvolvimiento de la Empresa. Es responsable último en la toma de decisiones\nde toda la organización empresarial, o de una unidad autónoma con\nresponsabilidad directa de la propiedad.\n\nEn este Grupo profesional las actividades a desarrollar son las\nsiguientes:\n\nPor tareas y\u002Fo funciones:\n\nFijación de objetivos, planificación de medios y tareas para su\nconsecución y supervisión de su cumplimento, en el más amplio sentido.\n\nCualquier otra función o tarea análoga que responda a los criterios\ngenerales y de formación atribuidos a este Grupo Profesional.\n\nPor formación:\n\nTitulación a nivel de educación universitaria, complementada con una\nformación específica para el puesto de trabajo o conocimientos profesionales\nequivalentes tras una dilatada experiencia.\n\nGrupo profesional n.° 1\n\nDefinición general: Tareas y\u002Fo funciones que suponen la realización de\ntareas técnicas complejas y heterogéneas, con objetivos globales definidos y\nalto grado de exigencia en autonomía, iniciativa y responsabilidad. Se\nincluyen también en este grupo\n\nprofesional funciones que suponen responsabilidad concreta para la gestión\nde una o varias áreas funcionales de la Empresa a partir de las directrices\ngenerales amplias emanadas del personal perteneciente al grupo profesional\n«0» o de la propia Dirección o propiedad de la Empresa. Funciones que\nsuponen la realización de tareas técnicas de la más alta complejidad e\nincluso la participación en la definición de los objetivos concretos a\nalcanzar en un campo, con un alto grado de autonomía, iniciativa y\nresponsabilidad en dicho cargo de especialidad técnica.\n\nEn este Grupo profesional las Actividades a desarrollar son las\nsiguientes:\n\nPor tareas y\u002Fo funciones:\n\nFijación de objetivos, planificación de medios y tareas para su\nconsecución y supervisión de su cumplimento, en el más amplio sentido.\n\nCualquier otra función o tarea análoga que responda a los criterios\ngenerales y de formación atribuidos a este Grupo Profesional.\n\nPor formación:\n\nTitulación a nivel de educación universitaria, complementada con una\nformación específica para el puesto de trabajo o conocimientos profesionales\nequivalentes tras una dilatada experiencia.\n\nGrupo Profesional n.° 2\n\nDefinición general: Tareas y\u002Fo funciones que suponen la integración,\ncoordinación y supervisión de tareas diversas, realizadas por un conjunto de\ncolaboradores en una misma unidad funcional. Tareas complejas pero homogéneas\nque, aun sin implicar responsabilidad de mando, tienen un alto contenido\nintelectual o de interrelación humana, en un marco de instrucciones generales\nde alta complejidad técnica.\n\nEn este Grupo profesional las Actividades a desarrollar son las\nsiguientes:\n\nPor tareas y\u002Fo funciones:\n\nCoordinación y mando sobre un grupo de personas trabajadoras ocupadas en\ntareas homogéneas, responsabilizándose del cumplimiento de los objetivos del\ngrupo o sección, sin perjuicio de asumir personal y directamente alguna de\nellas.\n\nCoordinación de las actividades de una división específica dentro de la\norganización de la Empresa, ejercitando el mando sobre sus componentes,\nfijando tareas y controlando y exigiendo su cumplimiento.\n\nComercialización y mercadotecnia.\n\nFunciones y actividades de análisis y programación de los sistemas\ninformáticos de acuerdo con la formación y titulación aportada.\n\nCualquier otra función o tarea análoga que responda a los criterios\ngenerales y de formación atribuidos a este Grupo Profesional.\n\nPor formación:\n\nTitulación a nivel de educación universitaria, Módulos Profesionales de\nGrado Superior, Formación Profesional de segundo grado, o conocimientos\nprofesionales equivalentes adquiridos tras una experiencia acreditada.\n\nGrupo profesional n.° 3\n\nDefinición general: Tareas y\u002Fo funciones de ejecución autónoma que exigen\nhabitualmente iniciativas por parte de las personas trabajadoras encargadas de\nsu ejecución. Funciones que suponen integración, coordinación y supervisión\nde tareas homogéneas. Pueden llevar aparejado, de modo temporal, el mando\nsobre otras personas trabajadoras, además de la ejecución de tareas propias\ndiferenciadas. \n\nEn este Grupo profesional las Actividades a desarrollar son las\nsiguientes:\n\nPor tareas y\u002Fo funciones:\n\nPromoción de las ventas, comercialización de los productos distribuidos\npor la empresa y al desarrollo de su publicidad, como también a la venta de\nlos mismos mediante cualquier modalidad o con la utilización de cualquier\nmedio técnico de comunicación.\n\nFunciones y actividades de análisis y programación de los sistemas\ninformáticos.\n\nFunciones de mantenimiento y adecuación de los procesos y sistemas\ninformáticos.\n\nTareas de registro de la contabilidad en todas sus fases, por medios\ntradicionales o informáticos.\n\nTareas de pedidos de compras en toda su extensión, no obstante, dichas\nfunciones podrán incorporarse a otros grupos profesionales dependiendo de la\ntipología y dimensión de la empresa.\n\nCoordinación de tareas de un grupo de personas trabajadoras ocupado en\nlabores de mantenimiento de maquinaria, instalaciones o vehículo.\n\nCualquier otra función o tarea análoga que responda a los criterios\ngenerales y de formación atribuidos a este Grupo Profesional.\n\nPor formación:\n\nTitulación a nivel de Bachillerato, Formación Profesional de segundo\ngrado, o conocimientos profesionales equivalentes adquiridos tras una\nexperiencia acreditada.\n\nGrupo profesional n.° 4\n\nDefinición general: Tareas que consisten en la ejecución de trabajos que,\naunque se realizan bajo instrucciones precisas, requieren adecuados\nconocimientos profesionales y\u002Fo aptitudes prácticas y cuya responsabilidad\nestá limitada por una supervisión directa. Tareas y\u002Fo funciones, que se\nejecutan según instrucciones concretas, claramente establecidas, con un\nmétodo de trabajo preciso, y con un alto grado de dependencia jerárquica y\u002Fo\nfuncional, que requieren preferentemente esfuerzo físico y\u002Fo atención.\n\nEn este Grupo profesional las Actividades a desarrollar son las\nsiguientes:\n\nPor tareas y\u002Fo funciones:\n\nRecepción de pedidos por cualquier sistema, medio o procedimiento.\n\nRecepción de mercancías en todas sus fases, incluyendo las\ndevoluciones.\n\nPreparación y puesta de pedidos, entendiendo por tal todas las tareas\ncomprendidas desde la función de ordenar y colocar los productos en las\nestanterías o dispensadores automáticos, hasta su posterior separación y\npreparación, repartiéndolos en cestas o cubetas o cualquier otro medio de\nembalaje, o embalándolos y etiquetándolos para su posterior envío,\ninterpretando para ello el pedido u orden de puesta mediante un documento\nfísico o instrucción electrónica.\n\nTareas de transporte interno y paletización realizado con elementos\nmecánicos.\n\nTareas auxiliares de verificación y control de calidad.\n\nTareas de acondicionamiento con regulación, puesta a punto, y limpieza de\ntodo tipo de máquinas auxiliares, así como de su zona de trabajo.\n\nTareas de despacho de pedidos, revisión de mercancías y distribución con\nregistro en los libros o máquinas al efecto del movimiento diario.\n\nFunciones de conducción de vehículos de reparto.\n\nFunciones referidas a la recepción y realización de llamadas telefónicas\npara recibir pedidos, atender reclamaciones o gestiones de los clientes o\nproveedores, y\u002Fo atención de visitas.\n\nTareas de tratamiento de textos, archivo, registro, cálculo, facturación o\nsimilares de administración. Tareas propias de secretariado.\n\nGestiones de cobro.\n\nTareas de registro de la contabilidad en todas sus fases, por medios\ntradicionales o informáticos.\n\nMantenimiento de la operatividad de redes informáticas internas de la\nEmpresa. Puesta en funcionamiento de ordenadores y accesorios informáticos.\n\nLabores de redacción de correspondencia comercial, cálculo de precios a la\nvista de ofertas recibidas, recepción y tramitación de pedidos y realización\nde propuestas de contestación.\n\nTareas de administración de personal como recibo de salarios, seguros\nsociales, retenciones fiscales, tramitación y control de altas y bajas,\netc.\n\nOperaciones elementales de manejo de máquinas sencillas, entendiendo por\ntales, aquellas que no requieran adiestramiento y conocimiento específico.\n\nOperaciones de carga y descarga manuales o con ayuda de elementos mecánicos\nque no requieran, para su utilización carné o formación específica.\n\nTareas que consisten en efectuar recados, encargos, transporte manual,\nllevar o coger correspondencia, ayuda de un conductor.\n\nTareas elementales recuperación de materias y productos.\n\nTareas sencillas de mantenimiento y limpieza de locales y enseres.\n\nVigilancia de edificios y locales sin requisitos especiales.\n\nTareas de mecanografía, archivo, registro, cálculo, facturación o\nsimilares de administración, sin precisarse conocimientos informáticos de\nningún tipo.\n\nCualquier otra función o tarea análoga que responda a los criterios\ngenerales y de formación atribuidos a este Grupo Profesional.\n\nPor formación:\n\nTitulación o conocimientos profesionales equivalentes al Graduado Escolar,\nFormación Profesional de primer grado o Educación Secundaria Obligatoria.\n\nConocimientos elementales relacionados con las tareas que se desempeñan.\n\nEn aquellos centros de trabajo que, por su reducida dimensión, la\naplicación de los contenidos de esta nueva clasificación profesional pudiese\nconllevar la articulación de una o varias tareas y\u002Fo funciones, para una misma\npersona, siendo estas funciones o tareas de diferentes grupos profesionales,\nprecisará, en todo caso, el considerar los elementos y criterios de trabajos\nde superior categoría o Grupo Profesional.",{"bindId":57,"name":58,"text":59},"TRAINING_trigger","Artículo 11. Formación profesional y cap","Artículo 11. Formación profesional y capacitación.\n\nSe estará en un todo a lo dispuesto sobre el mismo tema, formación\nprofesional, cultural, cursillos de capacitación y reconversión, a lo\ndispuesto en el Estatuto de los Trabajadores, y cumpliendo asimismo aquellas\ndisposiciones específicas que regulen los contratos formativos.",{"bindId":61,"name":62,"text":63},"trainingprogrammes_newtech","-Definir las acciones de formación y sen","-Definir las acciones de formación y sensibilización de las personas\ntrabajadoras sobre un uso razonable del uso de las herramientas tecnológicas\nque evite el riesgo de fatiga informática.",{"bindId":65,"name":66,"text":67},"SOCSEC_trigger","Artículo 21. Jubilación. Las partes firm","Artículo 21. Jubilación.\n\nLas partes firmantes del presente convenio colectivo acuerdan incorporar al\nmismo la extinción del contrato de trabajo por el cumplimiento por parte de la\npersona trabajadora de la edad de jubilación fijada en la normativa de\nSeguridad Social o en su caso una edad igual o superior a 68 años, tal y como\nse recoge en la Disposición Adicional Décima del Estatuto de los\nTrabajadores, siempre que se cumplan los siguientes requisitos:\n\na)La persona trabajadora afectada por la extinción del contrato de trabajo\ndeberá cumplir los requisitos exigidos por la normativa de Seguridad Social y\nla Disposición Adicional Décima del ET, para tener derecho al cien por ciento\nde la pensión ordinaria de jubilación en su modalidad contributiva.\n\nb)Si la persona trabajadora hubiese cumplido la edad exigida para la\njubilación, a requerimiento de la empresa efectuado con una antelación\nmínima de 2 meses aquel deberá facilitar a ésta última un certificado de\nvida laboral expedido por la Seguridad Social, con la finalidad de comprobar el\ncumplimiento o no de las condiciones necesarias para tener derecho al cien por\nciento de la pensión ordinaria de jubilación en su modalidad contributiva.\n\nc)Las partes firmantes del presente convenio colectivo vinculan la presente\nmedida a objetivos coherentes de política de empleo en el ámbito de la\ndistribución mayorista de productos farmacéuticos. Por lo tanto, en caso de\nextinción del contrato de trabajo por cumplimiento de la edad legal de\njubilación, la correspondiente empresa deberá proceder a la contratación de\nuna nueva persona trabajadora con contrato indefinido y a tiempo completo\n\nEn cualquier caso, y en materia de jubilación, se estará a lo establecido\nen cada momento en la legislación vigente.",{"bindId":69,"name":70,"text":71},"maxsicknesspay","Artículo 23. Incapacidad Temporal (IT). ","Artículo 23. Incapacidad Temporal (IT).\n\nEn caso de baja por incapacidad temporal debidamente acreditada por la\nSeguridad Social, la empresa completará las prestaciones a las que\nobligatoriamente tuviera derecho la persona trabajadora, hasta el 100 por 100\nde las retribuciones sujetas a cotización y hasta una duración máxima de\ndieciocho meses, sin perjuicio de lo establecido en el artículo 38 de este\nConvenio Colectivo.",{"bindId":73,"name":74,"text":75},"maxsicknesspayperc","En caso de baja por incapacidad temporal","En caso de baja por incapacidad temporal debidamente acreditada por la\nSeguridad Social, la empresa completará las prestaciones a las que\nobligatoriamente tuviera derecho la persona trabajadora, hasta el 100 por 100\nde las retribuciones sujetas a cotización y hasta una duración máxima de\ndieciocho meses, sin perjuicio de lo establecido en el artículo 38 de este\nConvenio Colectivo.",{"bindId":77,"name":74,"text":75},"sicknessmaxdaysnr",{"bindId":79,"name":70,"text":71},"disabilitypay",{"bindId":81,"name":82,"text":83},"healthandsafetypolicy","Artículo 41. Prevención de Riesgos Labor","Artículo 41. Prevención de Riesgos Laborales, y Protección de\nla Maternidad.\n\nLa protección de la salud de las personas trabajadoras constituye un\nobjetivo básico y prioritario de las partes firmantes y consideran que para\nalcanzarlo se requiere el establecimiento y planificación de una acción\npreventiva en los centros de trabajo y en\n\nlas empresas que tengan por fin la eliminación o reducción de los riesgos\nen su origen, a partir de su evaluación, adoptando las medidas necesarias,\ntanto en la corrección de la situación existente como en la evolución\ntécnica y organizativa de la empresa, para adaptar el trabajo a la persona y\nproteger su salud.\n\nEn cuantas materias afecten a la prevención y salud y la seguridad de las\npersonas trabajadoras, serán de aplicación las disposiciones contenidas en la\nLey 31\u002F1995, de 8 de noviembre, de Prevención de Riesgos Laborales y normativa\nconcordante, que constituyen normas de derecho necesario mínimo e\nindisponible.",{"bindId":85,"name":86,"text":87},"protectiveclothing","Artículo 30. Prendas de trabajo. La empr","Artículo 30. Prendas de trabajo.\n\nLa empresa proveerá a todas las personas trabajadoras, obligatoriamente, de\ndos prendas de trabajo al año, de las conocidas y típicas para la\nrealización de las distintas actividades y que el uso viene aconsejando,\nsiendo su selección potestativa de la empresa.\n\nAdemás de lo anteriormente expuesto, el personal de los servicios de\nmantenimiento y reparto, exclusivamente, serán provistos de calzado adecuado a\nlas específicas características del trabajo que desarrollan, en cantidad de\nun par al año, o reponiendo las deterioradas.\n\nEl uso de estas prendas y calzado será obligatorio y únicamente para la\nrealización de los trabajos propios y dentro de la jornada de trabajo.",{"bindId":89,"name":90,"text":91},"trainingprogrammes","Artículo 43. Formación continua. Los fir","Artículo 43. Formación continua.\n\nLos firmantes del presente Convenio se adhieren y\u002Fo adaptan a lo contenido\nen el RD 659\u002F2023, de 18 de julio, por el que se desarrolla la Ley 3\u002F2022, de\n31 de marzo, por la que se regula el Sistema de Formación Profesional para el\nEmpleo en el ámbito laboral.\n\nPor lo tanto, habida cuenta de que la Formación Profesional representa uno\nde los ejes estratégicos para asegurar el futuro de las empresas y personas\ntrabajadoras del Sector, así como la mejora de las posibilidades de empleo y\nde promoción profesional, económica y social, de las personas que trabajan en\nlas mismas, ambas partes acuerdan estimular la realización de acciones\nconjuntas de fomento y desarrollo de la formación en este Sector de la\ndistribución mayorista de especialidades y productos farmacéuticos.\n\nLas personas trabajadoras con al menos un año de antigüedad en la empresa\ntendrán derecho a un permiso retribuido de veinte horas anuales de formación\nprofesional para el empleo, vinculado a la actividad de la distribución\nmayorista de especialidades y productos farmacéuticos, acumulables por un\nperíodo de hasta cinco años. El derecho se entenderá cumplido en todo caso\ncuando la persona trabajadora pueda realizar las acciones formativas dirigidas\na la obtención de la formación profesional para el empleo en el marco de un\nplan de formación desarrollado por iniciativa empresarial o comprometido por\nla negociación colectiva. Sin perjuicio de lo anterior, no podrá comprender\nen el derecho a que se refiere este apartado la formación que deba\nobligatoriamente impartir la empresa a su cargo conforme a lo previsto en otras\nleyes.",{"bindId":93,"name":94,"text":95},"funeralpay","Artículo 22. Ayuda por defunción. En cas","Artículo 22. Ayuda por defunción.\n\nEn caso de fallecimiento de la persona trabajadora, habiendo transcurrido\npor lo menos un año desde su ingreso en la empresa, queda ésta obligada a\nsatisfacer a sus derechos habientes el importe de cuatro mensualidades, iguales\ncada una de ellas a la última percibida por la persona trabajadora,\nincrementada con todos los emolumentos inherentes a la misma.",{"bindId":97,"name":82,"text":98},"WORKFAM_trigger","Artículo 41. Prevención de Riesgos Laborales, y Protección de\nla Maternidad.",{"bindId":100,"name":82,"text":83},"pregnancy",{"bindId":102,"name":103,"text":104},"breastfeeding_dangerouswork","4.En el supuesto de riesgo durante el em","4.En el supuesto de riesgo durante el embarazo o de riesgo durante la\nlactancia natural, en los términos previstos en el artículo 26 de la Ley\n31\u002F1995, de 8 de noviembre, de Prevención de Riesgos Laborales, la suspensión\ndel contrato finalizará el día en que se inicie la suspensión del contrato\npor parto o el lactante cumpla nueve meses, respectivamente, o, en ambos casos,\ncuando desaparezca la imposibilidad de la trabajadora de reincorporarse a su\npuesto anterior o a otro compatible con su estado.",{"bindId":106,"name":107,"text":108},"paidmaternityleave","1.El nacimiento, que comprende el parto ","1.El nacimiento, que comprende el parto y el cuidado de menor de doce meses,\nsuspenderá el contrato de trabajo de la madre biológica durante 16 semanas,\nde las cuales serán obligatorias las seis semanas ininterrumpidas\ninmediatamente posteriores al parto, que habrán de disfrutarse a jornada\ncompleta, para asegurar la protección de la salud de la madre.\n\nEl nacimiento suspenderá el contrato de trabajo del progenitor distinto de\nla madre biológica durante 16 semanas, de las cuales serán obligatorias las\nseis semanas ininterrumpidas inmediatamente posteriores al parto, que habrán\nde disfrutarse a jornada completa, para el cumplimiento de los deberes de\ncuidado previstos en el artículo 68 del Código Civil.",{"bindId":110,"name":107,"text":108},"paidmaternityleaveduration",{"bindId":112,"name":113,"text":114},"jobsecuritymothers","c)Permiso por nacimiento. En este aparta","c)Permiso por nacimiento. En este apartado se estará a lo dispuesto en el\nartículo 48 del Real Decreto Legislativo 2\u002F2015, de 23 de octubre, por el que\nse aprueba el texto refundido de la Ley del Estatuto de los Trabajadores:",{"bindId":116,"name":117,"text":118},"paidmaternityleave_father","La suspensión del contrato de cada uno d","La suspensión del contrato de cada uno de los progenitores por el cuidado\nde menor, una vez transcurridas las primeras seis semanas inmediatamente\nposteriores al parto, podrá distribuirse a voluntad de aquellos, en períodos\nsemanales a disfrutar de forma acumulada o interrumpida y ejercitarse desde la\nfinalización de la suspensión obligatoria posterior al parto hasta que el\nhijo o la hija cumpla doce meses. No obstante, la madre biológica podrá\nanticipar su ejercicio hasta cuatro semanas antes de la fecha previsible \n\ndel parto. El disfrute de cada período semanal o, en su caso, de la\nacumulación de dichos períodos, deberá comunicarse a la empresa con una\nantelación mínima de quince días.\n\nEste derecho es individual de la persona trabajadora sin que pueda\ntransferirse su ejercicio al otro progenitor.",{"bindId":120,"name":113,"text":114},"paidmaternityleaveall",{"bindId":122,"name":123,"text":124},"timeoff","h)Por el tiempo indispensable para la re","h)Por el tiempo indispensable para la realización de exámenes prenatales y\ntécnicas de preparación al parto y, en los casos de adopción guarda con\nfines de adopción o acogimiento, para la asistencia a las preceptivas sesiones\nde información y preparación y para la realización de los preceptivos\ninformes psicológicos o sociales previos a la declaración de idoneidad,\nsiempre, en todos los casos, que deban tener lugar dentro de la jornada de\ntrabajo.",{"bindId":126,"name":127,"text":128},"paidpaternityleave","El nacimiento suspenderá el contrato de ","El nacimiento suspenderá el contrato de trabajo del progenitor distinto de\nla madre biológica durante 16 semanas, de las cuales serán obligatorias las\nseis semanas ininterrumpidas inmediatamente posteriores al parto, que habrán\nde disfrutarse a jornada completa, para el cumplimiento de los deberes de\ncuidado previstos en el artículo 68 del Código Civil.",{"bindId":130,"name":127,"text":128},"paidpaternityleaveduration",{"bindId":132,"name":133,"text":134},"childcare","c)Cinco días en los casos de accidente o","c)Cinco días en los casos de accidente o enfermedades graves,\nhospitalización o intervención quirúrgica sin hospitalización que precise\nreposo domiciliario del cónyuge, pareja de hecho o parientes hasta el segundo\ngrado de consanguinidad o afinidad, incluido el familiar consanguíneo de la\npareja de hecho, así como de cualquier otra persona distinta de las\nanteriores, que conviva con la persona trabajadora en el mismo domicilio y que\nrequiera el cuidado efectivo de aquella.",{"bindId":136,"name":133,"text":134},"childcareleave",{"bindId":138,"name":139,"text":140},"deathrelativesleave","b)Tres días por el fallecimiento del cón","b)Tres días por el fallecimiento del cónyuge, pareja de hecho o parientes\nhasta el segundo grado de consanguinidad o afinidad. Cuando con tal motivo la\npersona trabajadora necesite hacer un desplazamiento al efecto, el plazo será\nde cuatro días.",{"bindId":142,"name":143,"text":144},"marriageleave","a)Quince días naturales en caso de matri","a)Quince días naturales en caso de matrimonio o registro de pareja de\nhecho.",{"bindId":146,"name":147,"text":148},"nursingmothers","3.En los supuestos de nacimiento, adopci","3.En los supuestos de nacimiento, adopción, guarda con fines de adopción o\nacogimiento, de acuerdo con el artículo 45.1.d), las personas trabajadoras\ntendrán derecho a una hora de ausencia del trabajo, que podrán dividir en dos\nfracciones, para el cuidado del lactante hasta que este cumpla nueve meses. La\nduración del permiso se",{"bindId":150,"name":147,"text":148},"maternity_nursing_breaks_duration",{"bindId":152,"name":147,"text":148},"maternity_nursing_breaks_length",{"bindId":154,"name":155,"text":156},"breastfeeding_workingtime","Artículo 27. Licencias y medidas de conc","Artículo 27. Licencias y medidas de conciliación de la vida\nlaboral y familiar.",{"bindId":158,"name":159,"text":160},"GENEQ_trigger","CAPÍTULO VIII Igualdad de trato y oportu","CAPÍTULO VIII Igualdad de trato y oportunidades\n\nArtículo 33. Igualdad de trato y oportunidades.\n\nLas organizaciones firmantes del Convenio, tanto sindicales como\nempresariales, entienden que es necesario establecer un marco normativo general\nde intervención a nivel sectorial para garantizar que el derecho fundamental a\nla igualdad de trato y oportunidades en las empresas sea real y efectivo. Por\nello, acuerdan establecer criterios sobre la elaboración, estructura y\nprocedimiento de los planes de igualdad con el fin de alcanzar una gestión\nóptima de los recursos humanos que evite discriminaciones y pueda ofrecer\nigualdad de oportunidades reales, apoyándose en un permanente recurso al\ndiálogo social.\n\nArtículo 33.1. Planes de igualdad.\n\nDe conformidad con lo dispuesto en la Ley Orgánica 3\u002F2007, el Real Decreto\n901\u002F2020, de 13 de octubre por el que se regulan los planes de igualdad y su\nregistro y se modifica el Real Decreto 713\u002F2010, de 28 de mayo, sobre registro\ny depósito de convenios y acuerdos colectivos de trabajo y el Real Decreto\n902\u002F2020, de 13 de octubre, de igualdad retributiva entre hombres y mujeres,\nlas empresas están obligadas a respetar la igualdad de trato y de\noportunidades en el ámbito laboral y, con esta finalidad, deberán adoptar\nmedidas dirigidas a evitar cualquier tipo de discriminación laboral entre\nmujeres y hombres, medidas que deberán negociar, y en su caso acordar, \n\ncon los representantes de las personas trabajadoras en la forma que se\ndetermine en la legislación vigente.\n\nLas medidas de igualdad a que se refiere el párrafo anterior deberán\ndirigirse a la elaboración y aplicación de un plan de igualdad en aquellas\nempresas, tengan uno o más centros de trabajo, que superen el número de\npersonas trabajadoras que en cada momento establezca la legislación vigente\npara tener dicha obligación (actualmente, artículo 45 de la Ley Orgánica\n3\u002F2007, de 22 de marzo, para la igualdad efectiva de mujeres y hombres).\n\nA efectos de cuantificar el número de personas trabajadoras existentes en\nla empresa se seguirán las reglas establecidas en el Real Decreto 901\u002F2020, de\n13 de octubre por el que se regulan los planes de igualdad y su registro, o\nnorma que lo sustituya.\n\nLas empresas también elaborarán y aplicarán un plan de igualdad, previa\nnegociación o consulta, en su caso, con la representación legal de las\npersonas trabajadoras, cuando lo autoridad laboral hubiera acordado en un\nprocedimiento sancionador la sustitución de las sanciones accesorias por la\nelaboración y aplicación de dicho plan, en los términos que se fijen en el\nindicado acuerdo.\n\nLa elaboración e implantación de planes de igualdad será voluntaria para\nlas demás empresas, previa consulta a la representación legal de las personas\ntrabajadoras.\n\nCon esta finalidad, el presente Convenio recoge a continuación una guía de\nrecomendaciones en relación con los planes de igualdad y los diagnósticos de\nsituación que podrán seguir las empresas, cuya finalidad es facilitar a estas\núltimas la aplicación e implantación de la Ley Orgánica 3\u002F2007.\n\nArtículo 33.2. Concepto de los planes de igualdad.\n\nLos planes de igualdad de las empresas son un conjunto ordenando de medidas,\nadoptados después de realizar un diagnóstico de situación, tendentes a\nalcanzar en la empresa la igualdad de trato y oportunidades entre mujeres y\nhombres y eliminar la discriminación por razón de sexo. Los planes de\nigualdad fijarán los concretos objetivos de igualdad a alcanzar, las\nestrategias y prácticas a adoptar para su consecución, así como el\nestablecimiento de sistemas eficaces de seguimiento y evaluación de los\nobjetivos fijados.\n\nArtículo 33.3. Diagnóstico de situación.\n\nPreviamente a la fijación de los objetivos de igualdad que en su caso deban\nalcanzarse, se negociará un diagnóstico de situación en el seno de la\nComisión Negociadora del Plan de Igualdad siguiéndose el procedimiento\nestablecido en la legislación vigente en cada momento. La finalidad será\nobtener datos disgregados por sexos en relación con las condiciones de\ntrabajo, y con especial referencia a materias tales como el acceso al empleo,\nla formación, clasificación y promoción profesional, las condiciones\nretributivas y de ordenación de la jornada, de conciliación de la vida\nlaboral, familiar y personal, etc.\n\nTodo ello a efectos de constatar, si las hubiere, la existencia de\nsituaciones de desigualdad de trato u oportunidades entre hombres y mujeres\ncarentes de una justificación objetiva y razonable, o situaciones de\ndiscriminación por razón de sexo que supongan la necesidad de fijar dichos\nobjetivos.\n\nDe todo ello se levantará acta conjunta con la representación sindical.\n\nSin perjuicio del contenido mínimo establecido en la legislación vigente,\nEl diagnóstico de situación deberá proporcionar datos desagregados por sexos\nen relación, entre otras, con algunas de las siguientes cuestiones:\n\na)Distribución de la plantilla en relación con edades, antigüedad,\ndepartamento, nivel jerárquico, grupos profesionales y nivel de formación.\n\nb)Distribución de la plantilla en relación con tipos de contratos.\n\nc)Distribución de la plantilla en relación con grupos profesionales y\nsalarios.\n\nd)Distribución de la plantilla en relación con ordenación de la jornada,\nhoras anuales de trabajo, régimen de turnos y medidas de conciliación de la\nvida familiar y laboral.\n\ne)Distribución de la plantilla en relación con la representación\nsindical.\n\nf)Ingresos y ceses producidos en el último año especificando grupo\nprofesional, edad y tipo de contrato.\n\ng)Niveles de absentismo especificando causas y desglosando las\ncorrespondientes a permisos, incapacidades u otras.\n\nh)Excedencias último año y los motivos.\n\ni)Promociones último año especificando grupo profesional y puestos a los\nque se ha promocionado, así como promociones vinculadas a movilidad\ngeográfica.\n\nj)Horas de formación último año y tipo de acciones formativas. Igualmente\ndeberán diagnosticarse: Los criterios y canales de información y\u002Fo\ncomunicación utilizados en los procesos de selección, formación y\npromoción, los métodos utilizados para la descripción de perfiles\nprofesionales y puestos de trabajo, el lenguaje y contenido de las ofertas de\nempleo y de los formularios de solicitud para participar en procesos de\nselección, formación y promoción.\n\nArtículo 33.4. Objetivos de los planes de igualdad.\n\nUna vez realizado el diagnóstico de situación podrán establecerse los\nobjetivos concretos a alcanzar en base a los datos obtenidos y que podrán\nconsistir en el establecimiento de medidas de acción positiva en aquellas\ncuestiones en las que se haya constatado la existencia de situaciones de\ndesigualdad entre mujeres y hombres carentes de justificación objetiva, así\ncomo en el establecimiento de medidas generales para la aplicación efectiva\ndel principio de igualdad de trato y no discriminación.\n\nTales objetivos, que incluirán las estrategias y prácticas para su\nconsecución, irán destinados preferentemente a las áreas de acceso al\nempleo, formación, clasificación y promoción profesional, condiciones\nretributivas y de jornada, conciliación de la vida familiar, etc., y, entre\notros y sin perjuicio del contenido mínimo obligatorio establecido en la\nlegislación vigente, podrán consistir en:\n\na)Promover procesos de selección y promoción en igualdad que eviten la\nsegregación vertical y horizontal y la utilización del lenguaje sexista. Con\nello se pretenderá asegurar procedimientos de selección transparente para el\ningreso en la empresa mediante la redacción y difusión no discriminatoria de\nlas ofertas de empleo y el establecimiento de pruebas objetivas y adecuadas a\nlos requerimientos del puesto ofertado, relacionadas exclusivamente con la\nvaloración de aptitudes y capacidades individuales.\n\nb)Promover la inclusión de mujeres en puestos que impliquen mando y\u002Fo\nresponsabilidad.\n\nc)Establecer programas específicos para la selección\u002Fpromoción de mujeres\nen puestos en los que están subrepresentadas.\n\nd)Revisar la incidencia de las formas de contratación atípicas (contratos\na tiempo parcial y modalidades de contratación temporal) en el colectivo de\ntrabajadoras con relación al de personas trabajadoras y adoptar medidas\ncorrectoras en caso de mayor incidencia sobre estas de tales formas de\ncontratación.\n\ne)Garantizar el acceso en igualdad de hombres y mujeres a la formación de\nempresa tanto interna como externa, con el fin de garantizar la permanencia en\nel empleo de las mujeres, desarrollando su nivel formativo y su adaptabilidad a\nlos requisitos de la demanda de empleo.\n\nf)Información específica a las mujeres de los cursos de formación para\npuestos que tradicionalmente hayan estado ocupados por hombres.\n\ng)Realizar cursos específicos sobre igualdad de oportunidades. \n\nh)Revisar los complementos que componen el salario para verificar que no\nestén encerrando una discriminación sobre las trabajadoras.\n\ni)Promover procesos y establecer plazos para corregir las posibles\ndiferencias salariales existentes entre hombres y mujeres.\n\nj)Conseguir una mayor y mejor conciliación de la vida familiar y laboral de\nhombres y mujeres mediante campañas de sensibilización, difusión de los\npermisos y excedencias legales existentes, etc.\n\nk)Establecer medidas para detectar y corregir posibles riesgos para la salud\nde las trabajadoras, en especial de las mujeres embarazadas, así como acciones\ncontra los posibles casos de acoso moral, sexual y por razón de sexo, para lo\nque se consensuarán medidas preventivas, formativas de sensibilización,\ntutela, estableciendo protocolos para dicho fin.\n\nArtículo 33.5. Competencias de las empresas y los\nrepresentantes de las personas trabajadoras en la elaboración de los planes de\nigualdad y régimen transitorio.\n\nSerá competencia de la Comisión Negociadora del Plan de igualdad realizar\nel diagnóstico de situación. La documentación que se desprenda de dicho\ndiagnóstico será facilitada a efectos de informe a los representantes de las\npersonas trabajadoras.\n\nUna vez realizado el diagnóstico de situación, las empresas deberán\nnegociar con los representantes de las personas trabajadoras el correspondiente\nplan de igualdad sin que ello prejuzgue el resultado de la negociación ya que,\ntanto el contenido del plan como las medidas que en su caso deban adoptarse\ndependerán siempre del diagnóstico previo y de que hayan sido constatadas en\nla empresa situaciones de desigualdad de trato.\n\nEn el supuesto de que se produjeran discrepancias y revistieran naturaleza\nde conflicto de acuerdo con lo previsto en la ley, serán competentes los\nórganos de mediación y arbitraje de la Comisión mixta.\n\nUna vez implantado el plan de igualdad en la empresa se informará a los\nrepresentantes de las personas trabajadoras con carácter anual sobre su\nevolución, pudiendo estos últimos emitir informe sí así lo estiman\noportuno.\n\nLas empresas dispondrán de un plazo coincidente con la vigencia del\npresente convenio colectivo a efectos de aplicar lo dispuesto en los artículos\nanteriores respecto de los diagnósticos de situación y los planes de\nigualdad.\n\nLas Empresas afectadas por este Convenio tendrán la obligación de\nregistrar los planes de igualdad negociados.\n\nArtículo 34. Inviolabilidad de la persona trabajadora.\n\nLa persona trabajadora tendrá derecho a su intimidad y a la consideración\ndebida a su dignidad.\n\nSólo podrán realizarse registros sobre la persona, en sus taquillas y\nefectos particulares, cuando sean necesarios para la protección del patrimonio\nempresarial y del de las demás personas trabajadoras de la empresa dentro del\ncentro de trabajo y en horas de trabajo. En su realización se respetará al\nmáximo la dignidad e intimidad de la persona trabajadora y se contará con la\nasistencia de un representante legal de las personas trabajadoras o, en su\nausencia del centro de trabajo, de otra persona trabajadora de la empresa,\nsiempre que ello fuera posible.",{"bindId":162,"name":163,"text":164},"eqpay","Previamente a la fijación de los objetiv","Previamente a la fijación de los objetivos de igualdad que en su caso deban\nalcanzarse, se negociará un diagnóstico de situación en el seno de la\nComisión Negociadora del Plan de Igualdad siguiéndose el procedimiento\nestablecido en la legislación vigente en cada momento. La finalidad será\nobtener datos disgregados por sexos en relación con las condiciones de\ntrabajo, y con especial referencia a materias tales como el acceso al empleo,\nla formación, clasificación y promoción profesional, las condiciones\nretributivas y de ordenación de la jornada, de conciliación de la vida\nlaboral, familiar y personal, etc.",{"bindId":166,"name":163,"text":167},"gender","Previamente a la fijación de los objetivos de igualdad que en su caso deban\nalcanzarse, se negociará un diagnóstico de situación en el seno de la\nComisión Negociadora del Plan de Igualdad siguiéndose el procedimiento\nestablecido en la legislación vigente en cada momento. La finalidad será\nobtener datos disgregados por sexos en relación con las condiciones de\ntrabajo, y con especial referencia a materias tales como el acceso al empleo,\nla formación, clasificación y promoción profesional, las condiciones\nretributivas y de ordenación de la jornada, de conciliación de la vida\nlaboral, familiar y personal, etc.\n\nTodo ello a efectos de constatar, si las hubiere, la existencia de\nsituaciones de desigualdad de trato u oportunidades entre hombres y mujeres\ncarentes de una justificación objetiva y razonable, o situaciones de\ndiscriminación por razón de sexo que supongan la necesidad de fijar dichos\nobjetivos.",{"bindId":169,"name":170,"text":171},"discrimination","1.Para hacer efectivo el derecho a conci","1.Para hacer efectivo el derecho a conciliar la vida familiar y laboral las\nempresas podrán acordar con los representantes de las personas trabajadoras\nnormas de desarrollo respecto de la posibilidad individual contemplada en el\nartículo 34.8 del Estatuto de los Trabajadores de adaptación de la duración\ny distribución de la jornada de trabajo, ordenación del tiempo de trabajo y\nforma de prestación de servicios, incluida la prestación de servicios a\ndistancia.\n\n2.Estas normas deberán establecerse con criterios de razonabilidad en la\ncompatibilización de las necesidades de las personas trabajadoras y las\nnecesidades organizativas de la empresa. Para ello se podrán concretar las\nfranjas horarias en las que las personas trabajadoras deban coincidir en la\nprestación de servicios, que podrán variar según los departamentos o\nsecciones de aplicación. Así mismo se podrán establecer límites máximos al\nejercicio del derecho siempre que los mismos no supongan una vulneración de la\ngarantía de no discriminación, ni se impida la solicitud de las personas\ntrabajadoras una vez superados estos límites.",{"bindId":173,"name":163,"text":167},"eqpromotion",{"bindId":175,"name":163,"text":167},"eqtraining",{"bindId":177,"name":178,"text":179},"sexualhar","7.Las personas trabajadoras que tengan l","7.Las personas trabajadoras que tengan la consideración de víctimas de\nviolencia de género o de víctimas del terrorismo tendrán derecho, para hacer\nefectiva su protección o su derecho a la asistencia social integral, a la\nreducción de la jornada de trabajo con disminución proporcional del salario o\na la reordenación del tiempo de trabajo, a través de la adaptación del\nhorario, de la aplicación del horario flexible o de otras formas de\nordenación del tiempo de trabajo que se utilicen en la empresa. También\ntendrán derecho a realizar su trabajo total o parcialmente a distancia o a\ndejar de hacerlo si este fuera el sistema establecido, siempre en ambos casos\nque esta modalidad de prestación de servicios sea compatible con el puesto y\nfunciones desarrolladas por la persona.\n\nEstos derechos se podrán ejercitar en los términos que para estos\nsupuestos concretos se establezcan en los convenios colectivos o en los\nacuerdos entre la empresa y los representantes legales de las personas\ntrabajadoras, o conforme al acuerdo entre la empresa y las personas\ntrabajadoras afectadas. En su defecto, la concreción de estos derechos\ncorresponderá a estas, siendo de aplicación las reglas establecidas en el\napartado anterior, incluidas las relativas a la resolución de\ndiscrepancias.",{"bindId":181,"name":178,"text":179},"violence",{"bindId":183,"name":178,"text":179},"violenceleave",{"bindId":185,"name":186,"text":187},"WORKHOURS_trigger","CAPÍTULO IV Jornada, horario, horas extr","CAPÍTULO IV Jornada, horario, horas extraordinarias,\nvacaciones\n\nArtículo 24. Jornada laboral y horarios.",{"bindId":189,"name":190,"text":191},"hourspyear","La jornada laboral, para todas aquellas ","La jornada laboral, para todas aquellas personas trabajadoras afectadas por\nel presente Convenio, no podrá exceder de mil setecientas sesenta horas (1.760\nhoras) anuales en cómputo efectivo de trabajo, tanto para la jornada partida\ncomo para la continuada.",{"bindId":193,"name":194,"text":195},"MAXHOURS_trigger","Artículo 25. Horas extraordinarias. Para","Artículo 25. Horas extraordinarias.\n\nPara el pago de las horas extraordinarias se tendrá en cuenta lo dispuesto\nen la legislación vigente.\n\nLas empresas procurarán la eliminación de las horas extraordinarias\nconsideradas como habituales, adaptando para ello sus propias estructuras y\nsistemas de trabajo.\n\nEn aquellos casos en que dicha supresión sea dificultosa, se estará a lo\ndispuesto en el Estatuto de los Trabajadores en cuanto al número máximo de\nlas realizables, procurando la sustitución en aquellos supuestos en que sea\nposible, por los sistemas de contratación contemplados en el artículo 8.\n\nA los efectos previstos en las disposiciones legales vigentes y dada la\nnaturaleza específica de este sector, se consideran como horas extraordinarias\npara las empresas comprendidas en el ámbito de aplicación del presente\nConvenio, aquellas que sean originadas por ausencias imprevistas, manteniendo\nperíodos punta en la producción por situaciones de anormalidad sanitaria,\nvariaciones generalizadas del «stock» por causas no imputables a la propia\nempresa, y por cambios de turno o adaptación de sistemas de mecanización,\nasí como las realizadas para cubrir los períodos de guardia fuera de jornada\nnormal y servicio de guardias en días festivos.\n\nDe la cuantía y características de las horas extraordinarias, la\nDirección de la empresa dará cuenta a la Autoridad Laboral conjuntamente con\nlos Representantes de las Personas trabajadoras.\n\nLas empresas podrán acordar con las personas trabajadoras la compensación\nde las horas extraordinarias por tiempos equivalentes de descanso retribuidos o\nsu compensación económica.",{"bindId":197,"name":198,"text":199},"holidaysdays","Todas las personas trabajadoras comprend","Todas las personas trabajadoras comprendidas dentro del ámbito personal del\npresente Convenio tendrán cada año un período, no sustituible por\ncompensación económica, de vacaciones retribuidas de 22 días hábiles, como\nmínimo 30 días naturales, salvo condición más beneficiosa que ya se viniera\naplicando, o la parte proporcional que corresponda en el caso de no llevar\ntrabajando en la misma empresa el año necesario para el disfrute pleno de este\nderecho. Si la persona trabajadora disfruta de todas sus vacaciones anuales en\nlos meses enero, febrero, marzo, abril, noviembre y diciembre, tendrá derecho\na un día hábil adicional",{"bindId":201,"name":198,"text":199},"holidaysweeks",{"bindId":203,"name":204,"text":205},"SCHEDULE_trigger","Se entenderá por jornada partida aquella","Se entenderá por jornada partida aquella en que haya un descanso\nininterrumpido de una hora como mínimo.",{"bindId":207,"name":208,"text":209},"TRADEUNLEAV_trigger","funciones sindicales o de representación","funciones sindicales o de representación del personal en\nlos términos establecidos en el Estatuto de los Trabajadores.",{"bindId":211,"name":212,"text":213},"ADMINISTRATIVE_trigger","e)Por el tiempo indispensable, para el c","e)Por el tiempo indispensable, para el cumplimiento de un deber inexcusable\nde carácter público y personal. Cuando conste en una norma legal o\nconvencional un período determinado, se estará a lo que ésta disponga en\ncuanto a duración de la ausencia y a su compensación económica.",{"bindId":215,"name":216,"text":217},"FLEXWORK_trigger","Artículo 24.2. Trabajo a distancia y tel","Artículo 24.2. Trabajo a distancia y teletrabajo.\n\n1.En materia de trabajo a distancia y teletrabajo se estará a los dispuesto\nen la legislación vigente en cada momento, actualmente la Ley 10\u002F2021, de 9 de\njulio, de Trabajo a Distancia, así como a las especialidades contempladas en\nel presente artículo.\n\n2.De conformidad con lo dispuesto en la citada Ley, el trabajo a distancia\nserá voluntario para la persona trabajadora y para la empleadora y requerirá\nla firma del acuerdo individual de trabajo a distancia en los términos\nprevistos en el mismo. El acuerdo individual de trabajo a distancia deberá\nrespetar, en su caso, lo previsto en los Pactos de Aplicación a los que se\nrefiere el artículo 1 del presente Convenio Colectivo o en los acuerdos de\nempresa que puedan suscribirse sobre esta específica materia con los\nrepresentantes de las personas trabajadoras.\n\n3.Solo se considerará trabajo a distancia el realizado en el domicilio de\nla persona trabajadora o en el lugar elegido por ésta, durante toda su jornada\no parte de ella con carácter regular, quedando por tanto excluida de tal\nconsideración la prestación de servicios en lugares ubicados fuera de las\ndependencias de la empresa como consecuencia de la actividad realizada\n(actividades en instalaciones de clientes o proveedores, desplazamientos que\ntengan la consideración de jornada efectiva etc.).\n\n4.Para la modificación del lugar de trabajo inicialmente designado en el\nacuerdo individual de trabajo a distancia será necesario el acuerdo expreso de\nempresa y persona trabajadora.\n\n5.En cualquier momento el trabajo a distancia será reversible tanto para la\nempresa como para la persona trabajadora, debiendo mediar el preaviso previsto\nen cualquiera de los acuerdos individuales o colectivos citados en el apartado\n2 del presente artículo o, en su defecto, 30 días naturales.\n\nNo obstante, en los acuerdos colectivos que puedan suscribirse sobre esta\nmateria, se podrá contemplar la necesidad de mutuo acuerdo entre la persona\ntrabajadora y la empresa para la reversibilidad de esta situación. En ausencia\nde representantes de las personas trabajadoras no será exigible el acuerdo\ncolectivo previo para que persona trabajadora y empresa puedan acordar esta\ncuestión.\n\n6.En materia de dotación de medios, equipos, herramientas y compensación\neconómica, aspectos a los que se refieren, respectivamente, los artículos 11\ny 12 la Ley 10\u002F2021, de 9 de julio, de Trabajo a Distancia, las partes\nfirmantes del presente Convenio Colectivo consideran que, dada la\nheterogeneidad de actividades reguladas por el mismo, los espacios adecuados\npara su regulación son los acuerdos individuales o colectivos que puedan\nsuscribirse al respecto en el ámbito de las empresas.\n\nNo obstante, en relación con la compensación económica, se regulará en\nlos citados acuerdos la cantidad a abonar en concepto de «compensación\ntrabajo distancia».\n\nEsta cantidad tiene naturaleza extrasalarial y está referida a personas\ntrabajadoras a jornada completa y que desarrollen el 100 por 100 de su jornada\nde trabajo en régimen de trabajo a distancia, por lo que en situaciones de\ntrabajo a tiempo parcial y\u002Fo porcentajes inferiores de trabajo a distancia se\nabonará la cantidad proporcional que corresponda.\n\nSe entenderá que esta cantidad compensa a la persona trabajadora por todos\nlos conceptos vinculados al desarrollo de trabajo a distancia (suministros\nenergéticos, agua, conexiones a internet, utilización de espacios o\nmobiliario, etc.), y únicamente se\n\nabonará a las personas que presten servicios bajo esta modalidad con\ncarácter regular de conformidad con las definiciones legales vigentes en cada\nmomento.\n\nEn lo que se refiere a la dotación de medios, equipos y herramientas, ésta\ndeberá producirse en los términos que se desprenden de la legislación\nvigente y según lo dispuesto en los acuerdos individuales o colectivos a los\nque se ha hecho referencia anteriormente.\n\n7.Las personas trabajadoras a distancia tendrán los mismos derechos\ncolectivos que el resto de las personas trabajadoras de la empresa y estarán\nsometidos a las mismas condiciones de participación y elegibilidad en las\nelecciones para las instancias representativas de las personas trabajadoras o\nque prevean una representación de las personas trabajadoras.\n\nA estos efectos, salvo acuerdo expreso en contrario, dichas personas\ntrabajadoras deberán ser adscritas al centro de trabajo de la empresa más\ncercano a su domicilio en el que pudieran estar funcionalmente integrados a las\noficinas centrales de la empresa si ésta es la práctica existente.\n\n8.Las empresas informarán anualmente, a solicitud de los representantes de\nlas personas trabajadoras, de los puestos de trabajo susceptibles de realizarse\nbajo la modalidad de trabajo a distancia.\n\n9.Los criterios para la implantación del Teletrabajo deberán ceñirse a la\nNTP 412 del Instituto Nacional de Seguridad e Higiene en el Trabajo. Se\nadoptarán igualmente las especificaciones en materia de Salud Laboral dadas\npor la Directiva número 90\u002F270\u002FCEE y en el Real Decreto 488\u002F1997 en cuanto al\nmanejo de Pantallas de Visualización de Datos, o en su caso, por las normas\nque las reemplacen.\n\nArtículo 24.3. Derecho a la desconexión digital.\n\nEl actual desarrollo tecnológico viene permitiendo la comunicación entre\nla persona trabajadora y su entorno laboral a través de dispositivos digitales\ncon independencia del momento y lugar en el que se encuentre.\n\nEl marco descrito permite dotar a la relación laboral de mecanismos que\nimpactan positivamente en su desarrollo, si bien un uso abusivo de estos\nmecanismos puede conllevar la confusión entre tiempo de trabajo y tiempo de\ndescanso.\n\nPor ello, a fin de garantizar el respeto al tiempo de descanso, permisos y\nvacaciones, así como la intimidad familiar y personal de las personas\ntrabajadoras, estas tendrán derecho a la desconexión digital. El derecho a la\ndesconexión digital potenciará la conciliación de la actividad profesional y\nla vida personal sin perjuicio de las necesidades, naturaleza y objeto de la\nrelación laboral.\n\nCon el objetivo de garantizar el derecho a la desconexión digital las\nempresas elaborarán, previa audiencia a los representantes de las personas\ntrabajadoras, una política interna dirigida a la totalidad de sus plantillas\nque deberá:\n\n-Definir las modalidades de ejercicio del derecho a la desconexión\ndigital.\n\n-Definir las acciones de formación y sensibilización de las personas\ntrabajadoras sobre un uso razonable del uso de las herramientas tecnológicas\nque evite el riesgo de fatiga informática.\n\n-Contemplar las especificidades, en su caso, del derecho a la desconexión\ndigital respecto a los mandos, así como respecto ala las personas trabajadoras\nque prestan sus servicios a distancia u otros colectivos que así lo\nrequieran.\n\n-Respetar los sistemas de flexibilidad en materia de jornada y\ndisponibilidad existentes en la empresa, y las necesidades de comunicación que\nde los mismos se deriven.\n\n-Garantizar el respeto al cumplimiento de la normativa en materia de jornada\nlaboral y descansos.\n\n-Garantizar la realización de aquellas comunicaciones, de imposible\ndilación, entre empresa y persona trabajadora. \n\nEn todo caso, en la elaboración de la política de desconexión digital se\natenderá al tamaño y circunstancias empresariales, al objeto de que la misma\nresulte razonable y adecuada.",{"bindId":219,"name":220,"text":221},"remote_work_where","3.Solo se considerará trabajo a distanci","3.Solo se considerará trabajo a distancia el realizado en el domicilio de\nla persona trabajadora o en el lugar elegido por ésta, durante toda su jornada\no parte de ella con carácter regular, quedando por tanto excluida de tal\nconsideración la prestación de servicios en lugares ubicados fuera de las\ndependencias de la empresa como consecuencia de la actividad realizada\n(actividades en instalaciones de clientes o proveedores, desplazamientos que\ntengan la consideración de jornada efectiva etc.).",{"bindId":223,"name":220,"text":221},"remote_work_requirements_options",{"bindId":225,"name":226,"text":227},"expenses_remote","6.En materia de dotación de medios, equi","6.En materia de dotación de medios, equipos, herramientas y compensación\neconómica, aspectos a los que se refieren, respectivamente, los artículos 11\ny 12 la Ley 10\u002F2021, de 9 de julio, de Trabajo a Distancia, las partes\nfirmantes del presente Convenio Colectivo consideran que, dada la\nheterogeneidad de actividades reguladas por el mismo, los espacios adecuados\npara su regulación son los acuerdos individuales o colectivos que puedan\nsuscribirse al respecto en el ámbito de las empresas.",{"bindId":229,"name":230,"text":231},"WAGES_trigger","CAPÍTULO III Condiciones económicas Artí","CAPÍTULO III Condiciones económicas\n\nArtículo 12. Compensación.\n\nLas condiciones pactadas son compensables en su totalidad con las que\nanteriormente rigieran por mejora pactada o unilateralmente concedida por la\nempresa, mediante mejoras de sueldos o mediante conceptos equivalentes,\njurisprudencial, contencioso-administrativo, Convenio, pacto de cualquier\nclase, contrato individual, usos y costumbres locales, comarcales o regionales,\no por cualquier otra causa.\n\nArtículo 13. Absorción.\n\nHabida cuenta de la naturaleza del Convenio, las disposiciones legales\nfuturas que impliquen variación económica en todos o algunos de los conceptos\nretributivos, siempre que estén determinados dinerariamente, únicamente\ntendrán eficacia práctica si globalmente considerados superasen el nivel\ntotal del Convenio. \n\nArtículo 14. Garantías personales.\n\nSe respetarán las situaciones personales que, con carácter de cómputo\nanual, excedan del Convenio, manteniéndose estrictamente en calidad de\ngarantía ad personam, excepto en la cuantía o cuantías necesarias para\ncubrir la cifra estipulada en el SMG.\n\nArtículo 15. Tablas salariales.\n\nSalario total anual:\n\n1.° Incrementos por años:\n\nPara los años de vigencia de este convenio se establecen los siguientes\nincrementos generales:\n\nAño 2024: 3,4 %.\n\nAño 2025: 3,4 %.\n\nAño 2026: 3 %.\n\nLas Tablas Salariales de aplicación en cada año de vigencia de este\nconvenio, fijadas en salario total anual, serán las siguientes:\n\nA)Año 2024.\n\nSe establecen para el año 2024 los siguientes Salarios de cada Grupo:\n\nGrupo 0: 27.235,61 euros.\n\nGrupo I: 23.493,57 euros.\n\nGrupo II: 20.948,65 euros.\n\nGrupo III: 19.674,47 euros.\n\nGrupo IV: 18.876,36 euros.\n\nSalario Mínimo Garantizado: 19.646,41 euros.\n\nB)Año 2025.\n\nSe establecen para el año 2025 los siguientes Salarios de cada Grupo:\n\nGrupo 0: 28.161,62 euros.\n\nGrupo I: 24.292,35 euros.\n\nGrupo II: 21.660,90 euros.\n\nGrupo III: 20.343,40 euros.\n\nGrupo IV: 19.518,16 euros.\n\nSalario Mínimo Garantizado: 20.314,39 euros.\n\nC)Año 2026.\n\nSe establecen para el año 2026 los siguientes Salarios de cada Grupo:\n\nGrupo 0: 29.006,47 euros.\n\nGrupo I: 25.021,12 euros.\n\nGrupo II: 22.310,73 euros.\n\nGrupo III: 20.953,70 euros.\n\nGrupo IV: 20.103,70 euros.\n\nSalario Mínimo Garantizado: 20.923,82 euros.\n\nEl Salario Mínimo Garantizado se regirá por lo previsto en este\nartículo.\n\n2.° Salario Mínimo Garantizado.\n\nCon efectos desde el 1 de enero de 2011, se estableció un Salario Mínimo\nGarantizado de Sector por el Convenio de la Distribución Farmacéutica, en\ntérminos de\n\nretribución mínima por los conceptos fijos y periódicos (conforme a lo\nque más adelante se detalla) que retribuyan una jornada laboral ordinaria a\ntiempo completo; se excluye de este mínimo garantizado la retribución\nestablecida conforme a lo que rige para los contratos formativos, y aquellos\notros tipos de contrato que en el futuro pudieran establecerse por norma legal\no acuerdo interprofesional y que contemplen una posible retribución inferior a\nla que rija en los convenios de aplicación.\n\nEl Salario Mínimo Garantizado de Sector se incorpora a las Tablas\nSalariales como un apartado más de las mismas, y en el futuro le serán de\naplicación los incrementos que se pacten.\n\nAquellas personas trabajadoras a las que resulte de aplicación este Salario\nMínimo Garantizado de Sector, recibirán el importe que falte entre su\nretribución anual y la mínima garantizada en un concepto salarial\nespecífico, denominado «Complemento de Salario Mínimo Garantizado (CSMG)»,\nque recibirán en el mismo número de pagas en que cobren el Salario Base o\nSalario Convenio, y que se regirá por lo establecido en este artículo.\n\nEste CSMG se abonará a todos las personas trabajadoras cuya retribución\nfija anual por jornada ordinaria a tiempo completo no supere la suma del\nSalario Mínimo Garantizado. Dada la diversidad de situaciones vigentes en\nempresas y centros de trabajo que contienen mejoras salariales, y la necesidad\nde que el este CSMG se aplique sólo después de haber tenido en cuenta tales\nmejoras, se establecen los siguientes criterios para el cálculo de este nuevo\nComplemento.\n\nSe consideran mejoras que deben ser tenidas en cuenta para determinar si la\nretribución anual de la persona trabajadora alcanza o no el Salario Mínimo\nGarantizado de Sector:\n\nTodos los conceptos que retribuyan adicionalmente al Salario de Convenio una\njornada ordinaria, como salario por unidad de tiempo, medido en cómputo\nanual.\n\nTodos aquellos conceptos que bajo denominaciones aparente de variabilidad\ntengan establecido un importe fijo, cuya consecución no dependa de una mayor\ncantidad de tiempo, de calidad o de actividad. En los casos en los que haya\ncriterios de variabilidad, pero se garantice un mínimo de salario por este\nconcepto, tal cantidad mínima será tenida en cuenta para calcular la\nexistencia o no de CSMG. Para estos cálculos se tomará el valor anual de\nestos conceptos.\n\nTodos los conceptos que retribuyen la mera presencia del empleado\u002Fa en su\npuesto de trabajo, en su importe anual. Igualmente, todos los importes\nrecibidos por los empleados bajo conceptos de plus de transporte o\ndesplazamiento o similar denominación, que consista en un importe fijo que se\nperciba de forma independiente a la existencia de un desplazamiento real, o que\nse perciba alguno de los meses de manera independiente a la presencia real del\nempleado\u002Fa en su puesto de trabajo.\n\nTodas las mejoras de cálculo sobre las reglas de devengo de antigüedad que\nmejore en cómputo anual lo establecido en este Convenio.\n\nSe deja expresamente establecido que, aunque cualquiera de los conceptos\nanteriores estuviera establecido con el carácter de no compensable o no\nabsorbible, el CSMG no será de aplicación cuando el importe de esos conceptos\nsea superior a este, ya que el Salario Mínimo Garantizado se ha establecido\nprecisamente como una garantía de ingreso mínimo que ya tiene en cuenta la\nexistencia de tales retribuciones superiores al Salario de Convenio del Grupo\nIV en empresas del sector.\n\nLa Comisión Mixta del Convenio aprobará criterios más detallados y\nejemplificados de conceptos salariales habituales en las Empresas y su régimen\nde cómputo o no a los efectos previstos en este artículo.\n\nEn caso de desacuerdo en el seno de las empresas sobre los conceptos que\ndeban compensar el Salario Mínimo Garantizado, la Comisión Mixta de este\nConvenio actuará como órgano previo obligatorio de mediación; en caso de\nfallar la mediación la Comisión Mixta emitirá su dictamen sobre la\ncontroversia como intérprete de lo aquí acordado. En dicha mediación y\nposible interpretación se deberán aplicar los criterios indicados en este\nartículo. El plazo máximo de ambos procesos (mediación o interpretación)\nserá de 45 días desde que tenga entrada la solicitud de cualquiera de las\npartes con la explicación completa de los conceptos en discusión.\n\nPlus de Coordinación.\n\nEl personal designado por la empresa para tal fin integrado en el Grupo 4\nque coordine habitualmente y a lo largo de su jornada laboral, las funciones de\notras personas trabajadoras integradas en el mismo percibirán el 3 % del\nsalario base del grupo, devengándose por día efectivamente trabajado.\nEntendiéndose por coordinación, distribuir tareas a otras personas,\nconduciendo sus respectivas tareas para llevar a cabo una acción común.\n\nPlus de Nocturnidad.\n\nSalvo condiciones más beneficiosas, se establece una compensación del 15 %\nsobre el salario base, en concepto de nocturnidad para aquellas personas que\ntoda o parte de su jornada de trabajo esté comprendida entre las 22.00 horas y\nlas 06.00 horas. Este incremento se realizará por hora efectivamente trabajada\ndentro del horario mencionado.\n\nPara hallar el valor de la hora se dividirá el salario base anual de grupo,\nentre las horas de jornada anuales establecidas en el artículo 24 del Convenio\nColectivo vigente.\n\nPara aquellas empresas que tuvieran establecidas condiciones más\nbeneficiosas, se aplicarán éstas, no siendo ambas acumulables.\n\nArtículo 16. Pagas ordinarias y extraordinarias.\n\nLas anteriores retribuciones tienen el carácter de cantidades brutas, y en\ncómputo anual, incluyen expresamente las pagas extraordinarias de julio y\nNavidad, así como las de beneficios reguladas en la legislación aplicable,\nestando expresamente incluida dentro del cómputo señalado cualquier otra paga\nque por el concepto que fuese, tuvieran concedidas las empresas con\nanterioridad a la fecha de negociación del presente Convenio.\n\nLas retribuciones que se fijan en la tabla salarial se entenderán sobre\njornada completa, y entendido como la parte de la retribución fijada por\nunidad de tiempo, sin atender a las circunstancias determinantes de sus\ncomplementos, es decir, que la remuneración anual está en función de las\nhoras también anuales de trabajo que resultan de la aplicación del artículo\n25 del presente Convenio.\n\nEl Salario de cada Grupo está compuesto por la totalidad de los conceptos\nde cada empresa en actividad normal o habitual en trabajos no medidos. No se\nincluye en el Salario de Grupo los siguientes conceptos: antigüedad y\ncomplementos variables que dependan de cantidad y\u002Fo calidad del trabajo. En el\ncaso concreto y específico de aquellas personas trabajadoras a las que, como\nconsecuencia del cambio de categorías a grupos profesionales realizado en el\nConvenio Colectivo 2002-2004, se les estableció un complemento personal en el\nque se integró la diferencia positiva existente entre el salario que\nindividualmente venían percibiendo y el salario fijado con carácter general\nen las Tablas salariales para su nuevo grupo profesional de adscripción, para\neste supuesto concreto, dicho complemento personal no tendrá el carácter de\nabsorbible ni compensable y será revalorizable.\n\nA petición individual de la persona trabajadora y siempre que concurra\nacuerdo con la empresa, las pagas extraordinarias podrán prorratearse en las\n12 mensualidades ordinarias. Esta situación se podrá revertir a solicitud de\nla persona afectada con un preaviso de 2 meses. Esta forma de cobro se\nmantendrá como mínimo durante 3 años.\n\nArtículo 17. Revisión salarial.\n\nEn el mes de enero de 2027, se reunirán las partes al objeto de revisar los\nincrementos del Índice de Precios al consumo (IPC) del año 2026. Si el IPC\npublicado por el Instituto Nacional de Estadística (INE) para el año 2026\nsuperase el 3 %, se\n\nprocederá a incrementar las tablas por la diferencia, hasta un máximo del\n1 %. Esta revisión salarial tendrá efecto el 1 de enero de 2027.\n\nAdemás, sobre las tablas del año 2026 una vez revisadas, se aplicará,\ntambién con efecto 1 de enero de 2027, un incremento salarial adicional del\n1,2 %.\n\nArtículo 18. Cláusula aclaratoria.\n\nLas cantidades entregadas a cuenta del Convenio serán absorbibles y\ncompensables globalmente con el incremento acordado.\n\nLos atrasos devengados serán abonados de una sola vez y como máximo en el\núltimo día del mes siguiente al de la publicación en el BOE del convenio.\n\nArtículo 19. Aumentos por antigüedad.\n\nEl personal comprendido en el ámbito personal del presente Convenio\npercibirá aumentos periódicos por años de servicio, consistentes en el abono\nde cuatrienios en la cuantía del 5 por 100 del salario Convenio que figura en\nla Tabla Salarial correspondiente al grupo profesional en el que esté\nclasificado.\n\nEl cómputo de la antigüedad se regulará por las siguientes normas:\n\na)La fecha inicial para su determinación será la de ingreso en la\nempresa.\n\nb)Para el cómputo de antigüedad se tendrá en cuenta todo el tiempo\nservido en la misma empresa, considerándose como efectivamente trabajados\ntodos los meses y días en los que la persona trabajadora haya recibido un\nsalario o remuneración, computándose como tales las licencias con sueldo y\nsituaciones de incapacidad temporal, así como las de excedencias de carácter\nforzoso para prestación de servicio militar o nombramiento para cargo público\no sindical. No se estimará el tiempo de excedencia voluntaria.\n\nc)Se computará la antigüedad en razón de la totalidad de los años\nprestados dentro de la empresa, cualquiera que sea el grupo profesional en que\nse encontrase encuadrado.\n\nd)También se estimarán los servicios prestados en las empresas en período\nde prueba y en régimen eventual, cuando inmediatamente de finalizar dicho\ncarácter pase a ocupar plaza en la plantilla de la empresa.\n\ne)En todo caso, los que cambien de grupo percibirán sobre el salario base\nde aquel al que se incorporen, los cuatrienios que les correspondan desde su\ningreso en la empresa, computada la antigüedad en la forma de las normas\nanteriores, pero calculados en su totalidad sobre el nuevo salario Convenio.\n\nf)En el caso de que una persona trabajadora cese en la empresa por despido\nprocedente o por su voluntad sin solicitar excedencia voluntaria, si\nposteriormente reingresase en la empresa, el cómputo de antigüedad se\nefectuará a partir de este último ingreso, perdiendo todos sus derechos y\nantigüedad anteriormente adquiridos.\n\nArtículo 20. Permanencia.\n\nCon el fin de reconocer la antigüedad al servicio de una misma empresa, a\ntodas aquellas personas trabajadoras cuya permanencia en la empresa alcance los\nveinticinco años, percibirán un importe de 800 euros. De igual forma, quienes\nalcancen una permanencia de cuarenta y cinco años percibirán un importe de\n1.500 euros. Dichas cantidades se abonarán una sola vez.\n\nAquellas empresas que con anterioridad a la entrada en vigor de este\nConvenio hubieran abonado cantidades por estos o similares conceptos, quedarán\neximidas de su abono a aquellas personas trabajadoras que las hubieran\npercibido, cualquiera que fuese la cantidad abonada, debiendo hacerlo en las\ncondiciones establecidas en este artículo, a partir de la entrada en vigor del\npresente Convenio. ",{"bindId":233,"name":234,"text":235},"WAGES_determined","Las Tablas Salariales de aplicación en c","Las Tablas Salariales de aplicación en cada año de vigencia de este\nconvenio, fijadas en salario total anual, serán las siguientes:",{"bindId":237,"name":234,"text":235},"PAYSCALES_trigger",{"bindId":239,"name":240,"text":241},"PAYSCALES_table_selection_txt","C)Año 2026. Se establecen para el año 20","C)Año 2026.\n\nSe establecen para el año 2026 los siguientes Salarios de cada Grupo:\n\nGrupo 0: 29.006,47 euros.\n\nGrupo I: 25.021,12 euros.\n\nGrupo II: 22.310,73 euros.\n\nGrupo III: 20.953,70 euros.\n\nGrupo IV: 20.103,70 euros.",{"bindId":243,"name":244,"text":245},"STRUCINCR_trigger","1.° Incrementos por años: Para los años ","1.° Incrementos por años:\n\nPara los años de vigencia de este convenio se establecen los siguientes\nincrementos generales:\n\nAño 2024: 3,4 %.\n\nAño 2025: 3,4 %.\n\nAño 2026: 3 %.",{"bindId":247,"name":248,"text":249},"LOWWAGE_trigger","2.° Salario Mínimo Garantizado. Con efec","2.° Salario Mínimo Garantizado.\n\nCon efectos desde el 1 de enero de 2011, se estableció un Salario Mínimo\nGarantizado de Sector por el Convenio de la Distribución Farmacéutica, en\ntérminos de\n\nretribución mínima por los conceptos fijos y periódicos (conforme a lo\nque más adelante se detalla) que retribuyan una jornada laboral ordinaria a\ntiempo completo; se excluye de este mínimo garantizado la retribución\nestablecida conforme a lo que rige para los contratos formativos, y aquellos\notros tipos de contrato que en el futuro pudieran establecerse por norma legal\no acuerdo interprofesional y que contemplen una posible retribución inferior a\nla que rija en los convenios de aplicación.\n\nEl Salario Mínimo Garantizado de Sector se incorpora a las Tablas\nSalariales como un apartado más de las mismas, y en el futuro le serán de\naplicación los incrementos que se pacten.\n\nAquellas personas trabajadoras a las que resulte de aplicación este Salario\nMínimo Garantizado de Sector, recibirán el importe que falte entre su\nretribución anual y la mínima garantizada en un concepto salarial\nespecífico, denominado «Complemento de Salario Mínimo Garantizado (CSMG)»,\nque recibirán en el mismo número de pagas en que cobren el Salario Base o\nSalario Convenio, y que se regirá por lo establecido en este artículo.\n\nEste CSMG se abonará a todos las personas trabajadoras cuya retribución\nfija anual por jornada ordinaria a tiempo completo no supere la suma del\nSalario Mínimo Garantizado. Dada la diversidad de situaciones vigentes en\nempresas y centros de trabajo que contienen mejoras salariales, y la necesidad\nde que el este CSMG se aplique sólo después de haber tenido en cuenta tales\nmejoras, se establecen los siguientes criterios para el cálculo de este nuevo\nComplemento.\n\nSe consideran mejoras que deben ser tenidas en cuenta para determinar si la\nretribución anual de la persona trabajadora alcanza o no el Salario Mínimo\nGarantizado de Sector:\n\nTodos los conceptos que retribuyan adicionalmente al Salario de Convenio una\njornada ordinaria, como salario por unidad de tiempo, medido en cómputo\nanual.\n\nTodos aquellos conceptos que bajo denominaciones aparente de variabilidad\ntengan establecido un importe fijo, cuya consecución no dependa de una mayor\ncantidad de tiempo, de calidad o de actividad. En los casos en los que haya\ncriterios de variabilidad, pero se garantice un mínimo de salario por este\nconcepto, tal cantidad mínima será tenida en cuenta para calcular la\nexistencia o no de CSMG. Para estos cálculos se tomará el valor anual de\nestos conceptos.\n\nTodos los conceptos que retribuyen la mera presencia del empleado\u002Fa en su\npuesto de trabajo, en su importe anual. Igualmente, todos los importes\nrecibidos por los empleados bajo conceptos de plus de transporte o\ndesplazamiento o similar denominación, que consista en un importe fijo que se\nperciba de forma independiente a la existencia de un desplazamiento real, o que\nse perciba alguno de los meses de manera independiente a la presencia real del\nempleado\u002Fa en su puesto de trabajo.\n\nTodas las mejoras de cálculo sobre las reglas de devengo de antigüedad que\nmejore en cómputo anual lo establecido en este Convenio.\n\nSe deja expresamente establecido que, aunque cualquiera de los conceptos\nanteriores estuviera establecido con el carácter de no compensable o no\nabsorbible, el CSMG no será de aplicación cuando el importe de esos conceptos\nsea superior a este, ya que el Salario Mínimo Garantizado se ha establecido\nprecisamente como una garantía de ingreso mínimo que ya tiene en cuenta la\nexistencia de tales retribuciones superiores al Salario de Convenio del Grupo\nIV en empresas del sector.\n\nLa Comisión Mixta del Convenio aprobará criterios más detallados y\nejemplificados de conceptos salariales habituales en las Empresas y su régimen\nde cómputo o no a los efectos previstos en este artículo.\n\nEn caso de desacuerdo en el seno de las empresas sobre los conceptos que\ndeban compensar el Salario Mínimo Garantizado, la Comisión Mixta de este\nConvenio actuará como órgano previo obligatorio de mediación; en caso de\nfallar la mediación la Comisión Mixta emitirá su dictamen sobre la\ncontroversia como intérprete de lo aquí acordado. En dicha mediación y\nposible interpretación se deberán aplicar los criterios indicados en este\nartículo. El plazo máximo de ambos procesos (mediación o interpretación)\nserá de 45 días desde que tenga entrada la solicitud de cualquiera de las\npartes con la explicación completa de los conceptos en discusión.",{"bindId":251,"name":252,"text":253},"LOWWAGE_government","Con efectos desde el 1 de enero de 2011,","Con efectos desde el 1 de enero de 2011, se estableció un Salario Mínimo\nGarantizado de Sector por el Convenio de la Distribución Farmacéutica, en\ntérminos de\n\nretribución mínima por los conceptos fijos y periódicos (conforme a lo\nque más adelante se detalla) que retribuyan una jornada laboral ordinaria a\ntiempo completo; se excluye de este mínimo garantizado la retribución\nestablecida conforme a lo que rige para los contratos formativos, y aquellos\notros tipos de contrato que en el futuro pudieran establecerse por norma legal\no acuerdo interprofesional y que contemplen una posible retribución inferior a\nla que rija en los convenios de aplicación.",{"bindId":255,"name":256,"text":257},"lowwageamount","Salario Mínimo Garantizado: 20.923,82 eu","Salario Mínimo Garantizado: 20.923,82 euros.",{"bindId":259,"name":260,"text":261},"ONCERISE_trigger","Artículo 16. Pagas ordinarias y extraord","Artículo 16. Pagas ordinarias y extraordinarias.\n\nLas anteriores retribuciones tienen el carácter de cantidades brutas, y en\ncómputo anual, incluyen expresamente las pagas extraordinarias de julio y\nNavidad, así como las de beneficios reguladas en la legislación aplicable,\nestando expresamente incluida dentro del cómputo señalado cualquier otra paga\nque por el concepto que fuese, tuvieran concedidas las empresas con\nanterioridad a la fecha de negociación del presente Convenio.",{"bindId":263,"name":264,"text":265},"ONCERISE2_trigger","Las anteriores retribuciones tienen el c","Las anteriores retribuciones tienen el carácter de cantidades brutas, y en\ncómputo anual, incluyen expresamente las pagas extraordinarias de julio y\nNavidad, así como las de beneficios reguladas en la legislación aplicable,\nestando expresamente incluida dentro del cómputo señalado cualquier otra paga\nque por el concepto que fuese, tuvieran concedidas las empresas con\nanterioridad a la fecha de negociación del presente Convenio.",{"bindId":267,"name":268,"text":269},"NOCTPREM_trigger","Plus de Nocturnidad. Salvo condiciones m","Plus de Nocturnidad.\n\nSalvo condiciones más beneficiosas, se establece una compensación del 15 %\nsobre el salario base, en concepto de nocturnidad para aquellas personas que\ntoda o parte de su jornada de trabajo esté comprendida entre las 22.00 horas y\nlas 06.00 horas. Este incremento se realizará por hora efectivamente trabajada\ndentro del horario mencionado.\n\nPara hallar el valor de la hora se dividirá el salario base anual de grupo,\nentre las horas de jornada anuales establecidas en el artículo 24 del Convenio\nColectivo vigente.\n\nPara aquellas empresas que tuvieran establecidas condiciones más\nbeneficiosas, se aplicarán éstas, no siendo ambas acumulables.",{"bindId":271,"name":194,"text":272},"OVERTIME_trigger","Artículo 25. Horas extraordinarias.\n\nPara el pago de las horas extraordinarias se tendrá en cuenta lo dispuesto\nen la legislación vigente.\n\nLas empresas procurarán la eliminación de las horas extraordinarias\nconsideradas como habituales, adaptando para ello sus propias estructuras y\nsistemas de trabajo.\n\nEn aquellos casos en que dicha supresión sea dificultosa, se estará a lo\ndispuesto en el Estatuto de los Trabajadores en cuanto al número máximo de\nlas realizables, procurando la sustitución en aquellos supuestos en que sea\nposible, por los sistemas de contratación contemplados en el artículo 8.",{"bindId":274,"name":275,"text":276},"overtimeallowancetype_general","En aquellos casos en que dicha supresión","En aquellos casos en que dicha supresión sea dificultosa, se estará a lo\ndispuesto en el Estatuto de los Trabajadores en cuanto al número máximo de\nlas realizables, procurando la sustitución en aquellos supuestos en que sea\nposible, por los sistemas de contratación contemplados en el artículo 8.",{"bindId":278,"name":279,"text":280},"SUNDAY_trigger","A los efectos previstos en las disposici","A los efectos previstos en las disposiciones legales vigentes y dada la\nnaturaleza específica de este sector, se consideran como horas extraordinarias\npara las empresas comprendidas en el ámbito de aplicación del presente\nConvenio, aquellas que sean originadas por ausencias imprevistas, manteniendo\nperíodos punta en la producción por situaciones de anormalidad sanitaria,\nvariaciones generalizadas del «stock» por causas no imputables a la propia\nempresa, y por cambios de turno o adaptación de sistemas de mecanización,\nasí como las realizadas para cubrir los períodos de guardia fuera de jornada\nnormal y servicio de guardias en días festivos.",{"bindId":282,"name":283,"text":284},"SENIOR_trigger","Artículo 19. Aumentos por antigüedad. El","Artículo 19. Aumentos por antigüedad.\n\nEl personal comprendido en el ámbito personal del presente Convenio\npercibirá aumentos periódicos por años de servicio, consistentes en el abono\nde cuatrienios en la cuantía del 5 por 100 del salario Convenio que figura en\nla Tabla Salarial correspondiente al grupo profesional en el que esté\nclasificado.\n\nEl cómputo de la antigüedad se regulará por las siguientes normas:\n\na)La fecha inicial para su determinación será la de ingreso en la\nempresa.\n\nb)Para el cómputo de antigüedad se tendrá en cuenta todo el tiempo\nservido en la misma empresa, considerándose como efectivamente trabajados\ntodos los meses y días en los que la persona trabajadora haya recibido un\nsalario o remuneración, computándose como tales las licencias con sueldo y\nsituaciones de incapacidad temporal, así como las de excedencias de carácter\nforzoso para prestación de servicio militar o nombramiento para cargo público\no sindical. No se estimará el tiempo de excedencia voluntaria.\n\nc)Se computará la antigüedad en razón de la totalidad de los años\nprestados dentro de la empresa, cualquiera que sea el grupo profesional en que\nse encontrase encuadrado.\n\nd)También se estimarán los servicios prestados en las empresas en período\nde prueba y en régimen eventual, cuando inmediatamente de finalizar dicho\ncarácter pase a ocupar plaza en la plantilla de la empresa.\n\ne)En todo caso, los que cambien de grupo percibirán sobre el salario base\nde aquel al que se incorporen, los cuatrienios que les correspondan desde su\ningreso en la empresa, computada la antigüedad en la forma de las normas\nanteriores, pero calculados en su totalidad sobre el nuevo salario Convenio.\n\nf)En el caso de que una persona trabajadora cese en la empresa por despido\nprocedente o por su voluntad sin solicitar excedencia voluntaria, si\nposteriormente reingresase en la empresa, el cómputo de antigüedad se\nefectuará a partir de este último ingreso, perdiendo todos sus derechos y\nantigüedad anteriormente adquiridos.",{"bindId":286,"name":287,"text":288},"green_trigger","g)Normas mínimas en materia de medio amb","g)Normas mínimas en materia de medio ambiente y seguridad y salud en el\ntrabajo.",{"bindId":290,"name":291,"text":292},"newtech_trigger","Artículo 32. Tablón de anuncios y tablón","Artículo 32. Tablón de anuncios y tablón digital.\n\nEn los centros de trabajo de las empresas incluidas en este Convenio, se\ndispondrá de un tablón de anuncios para su utilización por los\nrepresentantes del personal con fines informativos propios de las personas\ntrabajadoras. Se situará fuera de la vista del público, en lugar visible.\n\nAdemás, en aquellas empresas que dispongan de intranet corporativa, se\nhabilitará un espacio para las publicaciones del comité de empresa o\ndelegados de personal (tablón digital). Las publicaciones en el tablón\nvirtual estarán amparadas en la misma medida que el tablón físico al derecho\na la libertad sindical en su vertiente del derecho a la información.","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>CONVENIO COLECTIVO ESTATAL PARA EL COMERCIO DE DISTRIBUIDORES DE ESPECIALIDADES Y PRODUCTOS FARMACÉUTICOS 2024-2026 - 2025\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2025-07-21\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">Fecha de término: → 2026-12-31\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: → 2025-07-21\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: → Comercio al por mayor\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-NACE2004\">\n Nombre de la industria: → Otro comercio al por mayor especializado  \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 \n\n \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n Nombres de las asociaciones: → \n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n Nombres de los sindicatos: → \n\n \n \n \u003Cspan>\n FSP - Federación de Servicios Públicos, FECOHT-CCOO - Federación de Industria, USO - Unión Sindical Obrera\n \u003C\u002Fspan>\n \n\n \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section social-security-pensions\">\n \u003Ch3 id=\"display-SOCSEC_trigger\">SEGURIDAD SOCIAL Y PENSIONES\u003C\u002Fh3>\n \u003Cdiv id=\"display-pensionfund\">El empleador contribuye al fondo de pensión del trabajador: → Not specified\u003C\u002Fdiv>\n \u003Cdiv id=\"display-disabilityfund\">El empleador contribuye al fondo para discapacidad del trabajador: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-unemploymentfund\">El empleador contribuye al fondo de desempleo del trabajador: → No\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \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 \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n Máximo de días por licencia de enfermedad: → 362 días\n \u003C\u002Fdiv>\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: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-protectiveclothing\">Vestuario protector facilitado → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-hivpolicy\">Chequeo médico regular o anual o visitas proporcionadas por el empleador → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-monitoring\">Seguimiento de los riesgos musculo-esqueléticos de las estaciones de trabajo, riego profesional y\u002Fo relación entre trebajo y salud → No clear provision, Insufficient data\u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpay\">Apoyo para funeral: → Sí\u003C\u002Fdiv>\n \n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section work-family-arrangements\">\n \u003Ch3 id=\"display-WORKFAM_trigger\">ACUERDOS SOBRE FAMILIA Y TRABAJO\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-paidmaternityleaveduration\">\n Licencia de maternidad pagada: → 16 semanas\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-jobsecuritymothers\">Estabilidad laboral tras la licencia de maternidad: → Sí\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 → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-alternatives\">Posibilidad de alternativas al trabajo peligroso o no saludable para las enbarazadas o trabajadoras en lactancia → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-timeoff\">Tiempo libre para exámenes médicos prenatales: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningnonstandard\">Prohibición de la detección del embarazo antes de la regularización de los trabajadores no estándar: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningpromotion\">Prohibición de la detección del embarazo antes de la promoción: → No\u003C\u002Fdiv> \n \u003Cdiv id=\"display-nursingmothers\">Facilidades para lactancia: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcareprovision\">Cuidados infantiles proporcionados por el empleador: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcaresubsidy\">Cuidados infantiles subsidiados por el empleador: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-educationtuition\">Subsidio para la educación de los hijos: → No\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-childcareleave\">\n Licencia pagada anual en caso de cuidado de parientes: → 5 días\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-paidpaternityleaveduration\">\n Licencia de paternidad pagada: → 16 días\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-deathrelativesleave\">\n Duración del permiso retibuido en caso de muerte de un pariente: → 3 días\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n \n \u003Cdiv class=\"section gender-equality-issues\">\n \u003Ch3 id=\"display-GENEQ_trigger\">TEMAS DE IGUALDAD DE GENERO\u003C\u002Fh3>\n \u003Cdiv id=\"display-eqpay\">Igual salario para igual valor: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-gender\">\n Referencia especial al género en la igualdad de pago: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-discrimination\">Cláusulas de discriminación en el trabajo: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-eqpromotion\">Igualdad de oportunidades para la promoción de las mujeres: → Sí\u003C\u002Fdiv> \n \u003Cdiv id=\"display-eqtraining\">Igualdad de oportunidades de formación y reciclaje para las mujeres: → 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: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-support_disabilities\">Apoyo a mujeres trabajadoras con discapacidades: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-equalitymonitoring\">Monitoreo de la igualdad de género → Sí\u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n \n\n \n \n\n \u003Cdiv class=\"section working-hours\">\n \u003Ch3 id=\"display-WORKHOURS_trigger\">HORAS DE TRABAJO, HORARIOS Y DIAS FESTIVOS\u003C\u002Fh3>\n\n \n\n \n\n \n\n \u003Cdiv id=\"display-hourspyear\">\n Horas de trabajo por año: → 1760.0\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-holidaysdays\">\n Licencia anual pagada: → 22.0 días\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysweeks\">\n Licencia anual pagada: → 3.0 semanas\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-schedulesrestpw\"> Periodos acordados de descansos semanales: → No\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-sundays_year\">\n Máximo número de domingos \u002F festivos que pueden trabajarse en un año: → \n \u003C\u002Fdiv>\n \n \n \n \u003Cdiv id=\"display-tradeunleavdays\">\n Permiso pagado para actividades sindicales: →  días\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-administrativedays\">\n Permiso pagado para aisitir a juicios o deberes administrativos: →  días\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-FLEXWORK_trigger\"> Disposiciones sobre horarios de trabajo flexible: → Sí\n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section wages\">\n \u003Ch3 id=\"display-WAGES_trigger\">SALARIOS\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-PAYSCALES_trigger\">\n Salarios determinados por medio de escalas de pago: → Yes, in more than one table\n \u003C\u002Fdiv>\n\n \n\n\n \n \u003Cdiv id=\"display-LOWWAGE_government\"> \n Disposición de que los salarios mínimos establecidos por el gobierno tienen que ser respetados: → No\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-lowwageperiod\">\n Salario más bajo acordado por → Years\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-lowwageamount\">\n Salario más bajo: → EUR 20923.82\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-COSTLIV_trigger\">Ajuste por aumento de costo de vida: → \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-STRUCINCR_trigger\">Incremento salarial:\u003C\u002Fh4>\n \u003Cdiv id=\"display-wageincreaseperc1\">\n Incremento salarial: → 3.0 %\n \u003C\u002Fdiv>\n \n \n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-ONCERISE_trigger\">Pago extra único:\u003C\u002Fh4>\n \n \n \u003Cdiv id=\"display-extrapayfirmperformance\">Pago extra único por desempeño de la compañía: → No\u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-NOCTPREM_trigger\">Prima por trabajo vespertino o nocturno:\u003C\u002Fh4>\n \u003Cdiv id=\"display-shiftallowanceperc1\">\n Prima por trabajo vespertino o nocturno: → 115 % de salario básico\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-shiftallowancetype1\">Prima por trabajo nocturno únicamente: → Sí\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n\n \u003Cdiv>\n \u003Ch4 id=\"display-OVERTIME_trigger\">Prima por tiempo extra:\u003C\u002Fh4>\n \n \n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv>\n \u003Ch4 id=\"display-SUNDAY_trigger\">Prima por trabajo en Domingo:\u003C\u002Fh4>\n \n \n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv>\n \u003Ch4 id=\"display-SENIOR_trigger\">Prima por antigüedad:\u003C\u002Fh4>\n\n \u003Cdiv 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