[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002Fi-convenio-colectivo-de-azul-handling-spain-limited-sucursal-en-espana-2025":3,"menu:\u002Fes-es:":283,"sites:htmlblocks":455,"subsites":1924,"cite-subsites":5591,"footer:root":6078,"suggested:root":6177,"cite-footer:root":6181},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":263,"content_type_view":264,"extra_breadcrumbs":265,"body":267,"body_blocks":278,"related_pages":282},2847,"convenios-colectivos","Convenios colectivos",null,"","\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos","collective_agreements.collectiveagreementoverview","es_ES","2025-08-08T17:47:04.385920+00:00","2026-04-02T11:07:14.053883+00:00","\u002Fcms\u002Fpages\u002F2847\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"España","es-es",{"title":20,"slug":21},"Trabajo en España","trabajo-en-espana",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002F","index, follow","website","summary_large_image","2025-08-08T19:47:04.385920+02:00","2026-04-02T13:07:14.207228+02:00",{"cba":32,"clauses":43,"details":261,"translations":262},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"i-convenio-colectivo-de-azul-handling-spain-limited-sucursal-en-espana-2025","f9b11a02-4f73-11f1-aefc-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fspain\u002Fi-convenio-colectivo-de-azul-handling-spain-limited-sucursal-en-espana-2025\u002Fi-convenio-colectivo-de-azul-handling-spain-limited-sucursal-en-espana-2025\u002F","I CONVENIO COLECTIVO DE AZUL HANDLING SPAIN LIMITED, SUCURSAL EN ESPAÑA 2025","I CONVENIO COLECTIVO DE AZUL HANDLING SPAIN LIMITED, SUCURSAL EN ESPAÑA 2025 - 2025","Spain - I CONVENIO COLECTIVO DE AZUL HANDLING SPAIN LIMITED, SUCURSAL EN ESPAÑA 2025 - 2025","I CONVENIO COLECTIVO DE AZUL HANDLING SPAIN LIMITED, SUCURSAL EN ESPAÑA 2025 - 2025 - Transporte, logistica y comunicaciones",{"name":41,"data":42},"I CONVENIO COLECTIVO DE AZUL HANDLING SPAIN LIMITED, SUCURSAL EN ESPAÑA_2025.html","\n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n \u003Ctitle>New29\u003C\u002Ftitle>\n \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\n\u003Cdiv class=\"toc\">\n\u003Cul>\n \u003Cli>\u003Ca href=\"#L47\">CAPÍTULO I Disposiciones generales\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L49\">Artículo 1. Partes signatarias.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L55\">Artículo 2. Naturaleza normativa y eficacia\n general.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L59\">Artículo 3. Ámbito funcional.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L67\">Artículo 4. Ámbito personal.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L71\">Artículo 5. Ámbito territorial.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L75\">Artículo 6. Ámbito temporal y denuncia.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L87\">Artículo 7. Aplicación de las mejores\n condiciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L95\">Artículo 8. Vinculación a la totalidad.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L101\">Artículo 9. Comisión Mixta Paritaria.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L109\">Artículo 10. Funciones y funcionamiento de la\n Comisión Mixta Paritaria.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L133\">CAPÍTULO II Clasificación profesional\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L135\">Artículo 11. Criterios generales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L145\">Artículo 12. Clasificación profesional.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L149\">Artículo 13. Grupos profesionales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L161\">Artículo 14. Definición de Grupo\n Profesional.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L231\">Artículo 15. Progresión y promoción.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L267\">Artículo 16. Evaluación de Desempeño.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L341\">CAPÍTULO III Contratación\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L343\">Artículo 17. Contratación.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L351\">Artículo 18. Modalidades de Contratación.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L473\">Artículo 19. Horas complementarias especiales de\n aceptación voluntaria.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L503\">Artículo 20. Bolsa de empleo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L531\">Artículo 21. Fomento de la contratación\n indefinida.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L541\">CAPÍTULO IV Salarios\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L543\">Artículo 22. Sistema salarial.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L579\">Artículo 23. Estructura de las percepciones\n económicas.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L591\">Artículo 24. Percepción mínima fija bruta\n anual.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L601\">Artículo 25. Complementos salariales de vencimiento\n periódico superior al mes.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L611\">Artículo 26. Otros conceptos retributivos.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L719\">Artículo 27. Anticipos.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L729\">Artículo 28. Pago del salario.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L737\">Artículo 29. Percepciones económicas de las\n personas trabajadoras a tiempo parcial.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L743\">CAPÍTULO V Jornada\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L745\">Artículo 30. Tiempo de trabajo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L749\">Artículo 31. Jornada.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L765\">Artículo 32. Refrigerio.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L775\">Artículo 33. Trabajo a turnos.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L789\">Artículo 34. Jornada irregular.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L797\">Artículo 35. Jornada fraccionada.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L805\">Artículo 36. Horas extraordinarias y\n perentorias.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L821\">CAPÍTULO VI Vacaciones, permisos y licencias\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L823\">Artículo 37. Vacaciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L853\">Artículo 38. Procedimiento para la solicitud y el\n disfrute de las vacaciones anuales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L931\">Artículo 39. Permisos y licencias.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1037\">Artículo 40. Nacimiento y cuidado del\n menor.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1041\">Artículo 41. Excedencia por cuidado de hijos y\n familiares dependientes.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1061\">Artículo 42. Excedencia especial.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1065\">Artículo 43. Excedencia voluntaria.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1077\">CAPÍTULO VII Prevención de riesgos laborales y salud\n laboral\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L1079\">Artículo 44. Principios y aspectos\n generales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1101\">Artículo 45. Normativa.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1111\">Artículo 46. Planes de Prevención.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1125\">Artículo 47. Delegados de prevención.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1131\">Artículo 48. Planes de Prevención.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1145\">Artículo 49. Servicios de Prevención.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1191\">Artículo 50. Evaluación de Riesgos.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1197\">Artículo 51. Comités de Seguridad y Salud.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1219\">Artículo 52. Información, consulta y\n participación.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1227\">Artículo 53. Formación.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1249\">Artículo 54. Procedimientos de investigación de\n accidentes de trabajo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1255\">Artículo 55. Protección de la maternidad.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1261\">CAPÍTULO VIII Formación\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L1263\">Artículo 56. Formación en la empresa.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1271\">Artículo 57. Formación académica y profesional\n regladas.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1303\">Artículo 58. Formación continua.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1313\">CAPÍTULO IX Acción social\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L1315\">Artículo 59. Seguro Colectivo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1323\">Artículo 60. Complemento por Incapacidad\n temporal.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1331\">Artículo 61. Préstamos.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1361\">CAPÍTULO X Participación sindical\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L1363\">Artículo 62. Secciones sindicales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1367\">Artículo 63. Garantías de los miembros de los\n comités de empresa o delegados de personal de los centros de\n trabajo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1379\">Artículo 64. Sigilo profesional.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1387\">CAPÍTULO XI Régimen disciplinario\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L1389\">Artículo 65. Potestad disciplinaria.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1393\">Artículo 66. Procedimiento sancionador.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1399\">Artículo 67. Antecedentes.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1409\">Artículo 68. Faltas leves.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1429\">Artículo 69. Faltas graves.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1471\">Artículo 70. Faltas muy graves.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1517\">Artículo 71. Sanciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1543\">Artículo 72. Otras jurisdicciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1547\">Artículo 73. Suspensión Cautelar.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1551\">Artículo 74. Suspensión tarjeta de acceso a las\n instalaciones aeroportuarias.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1561\">CAPÍTULO XII Otras disposiciones\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L1563\">Artículo 75. Jubilación parcial.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1569\">Artículo 76. Jubilación forzosa.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1573\">Artículo 77. Citas médicas con\n especialistas.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1579\">Artículo 78. Igualdad.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1613\">Disposición adicional.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1617\">Disposición transitoria. Simplificación y Unificación\n de la Estructura Salarial.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1631\">ANEXO I\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L1633\">Tablas salariales 2025\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\n\u003Cp>III.OTRAS DISPOSICIONES\u003C\u002Fp>\n\n\u003Cp>MINISTERIO DE TRABAJO Y ECONOMÍA SOCIAL\u003C\u002Fp>\n\n\u003Cp>16042 Resolución de 10 de julio de 2025, de la Dirección General de\nTrabajo, por la que se registra y publica el Convenio colectivo de Azul\nHandling Spain Limited, sucursal en España.\u003C\u002Fp>\n\n\u003Cp>Visto el texto del I Convenio colectivo de la empresa Azul Handling Spain\nLimited, sucursal en España (código de convenio n.° 90104892012025), que fue\nsuscrito con fechas 9 y 11 de abril de 2025, de una parte, por los designados\npor la Dirección de la empresa, en representación de la misma, y de otra por\nla organización sindical CCOO, en representación del colectivo laboral\nafectado, que ha sido finalmente subsanado mediante Acta de 23 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>\n\n\u003Cp>Esta Dirección General de Trabajo resuelve:\u003C\u002Fp>\n\n\u003Cp>Primero.\u003C\u002Fp>\n\n\u003Cp>Ordenar la inscripción del citado convenio colectivo en el correspondiente\nRegistro de convenios colectivos, acuerdos colectivos de trabajo y planes de\nigualdad con funcionamiento a través de medios electrónicos de este Centro\nDirectivo, con notificación a la Comisión Negociadora.\u003C\u002Fp>\n\n\u003Cp>Segundo.\u003C\u002Fp>\n\n\u003Cp>Disponer su publicación en el «Boletín Oficial del Estado».\u003C\u002Fp>\n\n\u003Cp>Madrid, 10 de julio de 2025.-La Directora General de Trabajo, María Nieves\nGonzález García.\u003C\u002Fp>\n\n\u003Ch1>I CONVENIO COLECTIVO DE AZUL HANDLING SPAIN LIMITED, SUCURSAL EN\nESPAÑA\u003C\u002Fh1>\n\n\u003Ch2 id=\"L47\">CAPÍTULO I Disposiciones generales\u003C\u002Fh2>\n\n\u003Ch3 id=\"L49\">Artículo 1. Partes signatarias.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MNCOMPA_1\">\u003Cp>Las partes firmantes del presente convenio colectivo son, de un lado, la\nentidad de Azul Handling Spain Limited, sucursal en España (en adelante\n«Azul»), y de la otra, la representación legal de las personas trabajadoras\ncon presencia en todos los centros de trabajo con los que cuenta. Los\nsindicatos con representatividad en la comisión negociadora han sido\nComisiones Obreras (CCOO), Unión General de Personas trabajadoras (UGT),\nUnión Sindical Obrera (USO) y Confederación General de Trabajo (CGT).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ambas partes se reconocen recíprocamente la legitimación para negociar el\npresente convenio de empresa a tenor de lo establecido en el artículo 87.1 del\nEstatuto de los Trabajadores («ET»), al ostentar los sindicatos la\nrepresentación de la mayoría del personal en los distintos órganos de\nrepresentación existentes en Azul. \u003C\u002Fp>\n\n\u003Ch3 id=\"L55\">Artículo 2. Naturaleza normativa y eficacia general.\u003C\u002Fh3>\n\n\u003Cp>Dada la legitimidad y representatividad de las organizaciones firmantes, el\npresente convenio tiene naturaleza normativa y eficacia general, según lo\ndispuesto en el título III del Estatuto de los Trabajadores, y se aplica a\ntodas las personas trabajadoras, presentes y futuras, comprendidas dentro de\nsus ámbitos funcional, personal y territorial.\u003C\u002Fp>\n\n\u003Ch3 id=\"L59\">Artículo 3. Ámbito funcional.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio se circunscribe a la actividad que Azul desarrolla en\nlos centros de trabajo referidos en el ámbito territorial y será de\naplicación y de obligado cumplimiento para la misma y para todas las personas\ntrabajadoras presentes y futuras, cuya actividad consista en la prestación de\nservicios de handling, entendiendo como tal los servicios de asistencia en\ntierra en los aeropuertos a aeronaves, pasajeros, mercancías y correo así\ncomo la manipulación de pasarelas.\u003C\u002Fp>\n\n\u003Cp>Son actividades de handling y, por tanto, sometidas a la regulación de este\nconvenio colectivo las actividades relacionadas en el anexo 1 del Real Decreto\n1161\u002F1999.\u003C\u002Fp>\n\n\u003Cp>No se considerarán incluidas en el ámbito de aplicación del presente\nconvenio, aquellas empresas, uniones temporales de empresas o agrupaciones de\ninterés económico, en las que Azul, participe, o pueda participar, sin\nostentar la mayoría de las aportaciones, participaciones o capital social.\u003C\u002Fp>\n\n\u003Ch3 id=\"L67\">Artículo 4. Ámbito personal.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio será de aplicación a todas las personas trabajadoras\nde Azul incluidas en el ámbito funcional.\u003C\u002Fp>\n\n\u003Ch3 id=\"L71\">Artículo 5. Ámbito territorial.\u003C\u002Fh3>\n\n\u003Cp>Este convenio se aplicará en todos los centros de trabajo recogidos en el\námbito funcional que Azul Handling, tiene establecidos, o establezca en el\nfuturo, en todo el territorio del Estado Español, sin perjuicio de lo\ndispuesto en el artículo 1.4 del ET.\u003C\u002Fp>\n\n\u003Ch3 id=\"L75\">Artículo 6. Ámbito temporal y denuncia.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio colectivo entrará en vigor el día siguiente de la\npublicación en el «Boletín Oficial del Estado», a excepción de lo\ndispuesto en el artículo 19 y en el artículo 26.14 y 26.15, y permanecerá\nvigente hasta el 31 de diciembre de 2025.\u003C\u002Fp>\n\n\u003Cp>El convenio se entenderá prorrogado si no media denuncia, que podrá\nrealizar cualquiera de las partes que lo han concertado con antelación al 1 de\noctubre de 2025.\u003C\u002Fp>\n\n\u003Cp>Si cualquiera de las partes es emplazada a negociar el nuevo convenio\ncolectivo antes de dicha fecha, estas se comprometen a hacerlo dentro de los\nplazos previstos en la legislación a fin de alcanzar un nuevo convenio\ncolectivo.\u003C\u002Fp>\n\n\u003Cp>Transcurrido un año desde la denuncia del convenio colectivo sin que se\nhaya acordado uno nuevo las partes deberán someterse a los procedimientos de\nmediación a que se refiere el artículo 86.4 del Estatuto de los Trabajadores,\npara solventar de manera efectiva las discrepancias existentes, sin perjuicio\ndel mantenimiento de la vigencia del convenio conforme a lo establecido en el\npárrafo anterior.\u003C\u002Fp>\n\n\u003Cp>A fin de evitar vacío normativo, denunciado el convenio, el contenido del\npresente convenio permanecerá en vigor en todos sus artículos hasta que sea\nsustituido por otro convenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L87\">Artículo 7. Aplicación de las mejores condiciones.\u003C\u002Fh3>\n\n\u003Cp>Las condiciones laborales estipuladas en el presente convenio no resultarán\nde aplicación para aquellas personas incluidas en su ámbito que, colectiva\no\u003C\u002Fp>\n\n\u003Cp>individualmente, tengan condiciones más favorables que las aquí previstas\nen términos homogéneos y en cómputo anual.\u003C\u002Fp>\n\n\u003Cp>Se reconoce el derecho de las personas trabajadoras a mantener las\ngarantías personales «ad personam» que pudieran tener reconocidas con\nanterioridad a la entrada en vigor del presente convenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L95\">Artículo 8. Vinculación a la totalidad.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio colectivo constituye un todo orgánico y las partes\nquedan mutuamente vinculadas al cumplimiento de su totalidad.\u003C\u002Fp>\n\n\u003Cp>Si la jurisdicción competente modificase algunas de las cláusulas del\npresente convenio, la Comisión Negociadora deberá reunirse a considerar si\ncabe modificación, manteniendo la vigencia del resto del articulado del\nconvenio colectivo o si, por el contrario, la modificación de tal o tales\ncláusulas obliga a revisar las concesiones recíprocas que las partes se\nhubieran hecho.\u003C\u002Fp>\n\n\u003Ch3 id=\"L101\">Artículo 9. Comisión Mixta Paritaria.\u003C\u002Fh3>\n\n\u003Cp>Se crea una Comisión Mixta Paritaria compuesta de diez (10) miembros de los\ncuales cinco (5) serán designados por la parte empresarial y cinco (5) serán\ndesignados por la parte sindical, que quedará conformada únicamente con\npersonas que pertenezcan a Sindicatos firmantes del presente convenio\ncolectivo, en proporción a su representación en la empresa.\u003C\u002Fp>\n\n\u003Cp>Las resoluciones de la Comisión Mixta Paritaria requerirán, en cualquier\ncaso, el voto favorable de la mayoría de cada una de las dos partes, de\nacuerdo con sus propias normas. Las resoluciones que interpreten este convenio\ntendrán la misma eficacia que la norma que haya sido interpretada.\u003C\u002Fp>\n\n\u003Cp>Asimismo, las partes podrán asistir acompañadas de los asesores que en\ncada caso se determine que serán designados, en igual número, por cada una de\nlas representaciones, sindical y empresarial con un máximo de un asesor por\ncada Sindicato.\u003C\u002Fp>\n\n\u003Ch3 id=\"L109\">Artículo 10. Funciones y funcionamiento de la Comisión Mixta\nParitaria.\u003C\u002Fh3>\n\n\u003Cp>1.La Comisión Mixta Paritaria a que se refiere este artículo, tendrá las\nsiguientes funciones:\u003C\u002Fp>\n\n\u003Cp>a)Vigilancia, control y seguimiento del cumplimiento de este convenio.\u003C\u002Fp>\n\n\u003Cp>b)Interpretación de la totalidad de los preceptos del presente convenio.\u003C\u002Fp>\n\n\u003Cp>c)Entender, con un (1) mes de antelación y de forma previa y obligatoria a\nla vía administrativa, inspectora y jurisdiccional, sobre el planteamiento de\ndudas, discrepancias o conflictos colectivos de carácter estatal que surjan\npor la aplicación e interpretación del presente convenio, siempre que sean de\nsu competencia conforme a lo establecido en este artículo, a fin de que,\nmediante su intervención, se resuelva el problema planteado.\u003C\u002Fp>\n\n\u003Cp>d)Conocer de forma previa y obligatoria a la comunicación a la empresa y a\nla autoridad laboral, de las convocatorias de huelga que se planteen por\naplicación e interpretación del convenio.\u003C\u002Fp>\n\n\u003Cp>A instancia de alguna de las partes, intentar conciliar, en su caso, y\nprevio acuerdo de éstas a solicitud de las mismas, arbitrar en cuantas\nocasiones y conflictos, todos ellos de carácter colectivo de carácter\nestatal, que puedan suscitarse en la aplicación del presente convenio.\u003C\u002Fp>\n\n\u003Cp>e)Seguimiento del cumplimiento de los planes y acuerdos en materia de\nigualdad, en el caso de que en el seno de la comisión de igualdad surjan\ndiscrepancias.\u003C\u002Fp>\n\n\u003Cp>f)Cuantas otras funciones se le atribuyan en el presente convenio. \u003C\u002Fp>\n\n\u003Cp>2.A efectos de lo previsto en el artículo 85.3 del ET, las partes firmantes\ndel presente convenio acuerdan la posibilidad de someter las discrepancias\nexistentes a los sistemas no judiciales de solución de conflictos previstos en\nel VI Acuerdo sobre Solución Autónoma de Conflictos Laborales («ASAC») y en\nsu reglamento de desarrollo.\u003C\u002Fp>\n\n\u003Cp>Asimismo, en caso de que en alguna de las materias competencia de la\nComisión Mixta Paritaria y sometida a consideración de la misma no fuera\nposible alcanzar un acuerdo, podrá acordarse su sometimiento a arbitraje.\u003C\u002Fp>\n\n\u003Ch2 id=\"L133\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">CAPÍTULO II Clasificación profesional\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Ch3 id=\"L135\">Artículo 11. Criterios generales.\u003C\u002Fh3>\n\n\u003Cp>1.La clasificación profesional en Azul se ha establecido fundamentalmente\natendiendo a los criterios que el artículo 22 del ET fija para la existencia\ndel grupo profesional, es decir, aptitudes profesionales, titulaciones y\ncontenido general de la prestación estableciéndose como criterio general la\npolivalencia funcional entre grupos profesionales siempre y cuando la persona\ntrabajadora en cuestión cumpla con las aptitudes y titulaciones requeridas.\u003C\u002Fp>\n\n\u003Cp>2.Las partes acuerdan que, de acuerdo con los propios sistemas de\norganización existentes en Azul, podrán existir otros grupos profesionales,\náreas funcionales y niveles que se estimen convenientes o necesarios,\ndependiendo de las necesidades organizativas y el volumen de actividad\nexistente en cada uno de los aeropuertos en los que Azul opera.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1_txt\">\u003Cp>Todo el personal será adscrito a un grupo profesional y, en su caso, a una\ndeterminada área funcional y nivel. Estas circunstancias definirán su\nposición en el esquema organizativo y retributivo de Azul.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>En el caso de que se crearan nuevos grupos profesionales en la empresa, se\ndará traslado a la comisión mixta paritaria, quien en su seno y una vez\nconozca el alcance, funciones y desarrollo en la empresa, hará las\nvaloraciones oportunas.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ch3 id=\"L145\">Artículo 12. Clasificación profesional.\u003C\u002Fh3>\n\n\u003Cp>La clasificación profesional que se indica a continuación es meramente\nenunciativa y no presupone la obligación de tener provistos todos los grupos\nprofesionales, si las necesidades organizativas y el volumen de la actividad de\nAzul no lo requieren.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Ch3 id=\"L149\">Artículo 13. Grupos profesionales.\u003C\u002Fh3>\n\n\u003Cp>Entre otros grupos profesionales, Azul contará con los siguientes Grupos\nProfesionales básicos en los que se ubicará todo su personal:\u003C\u002Fp>\n\n\u003Cp>-Grupo de Personal Técnico Gestor.\u003C\u002Fp>\n\n\u003Cp>-Grupo de Personal Administrativo.\u003C\u002Fp>\n\n\u003Cp>-Grupo de Personal de Servicios Auxiliares.\u003C\u002Fp>\n\n\u003Cp>Estas divisiones orgánicas se equipararán a la definición de grupos\nprofesionales, a los efectos del convenio colectivo General del Sector de\nServicios de Asistencia en Tierra en Aeropuertos.\u003C\u002Fp>\n\n\u003Ch3 id=\"L161\">Artículo 14. Definición de Grupo Profesional.\u003C\u002Fh3>\n\n\u003Cp>Las funciones que, para cada grupo profesional, se describen a\ncontinuación, tienen carácter meramente enunciativo y, en todo caso, se\nestará a las establecidas o las que se establezcan por parte la Dirección de\nAzul en cada momento.\u003C\u002Fp>\n\n\u003Cp>1.Grupo de Personal Técnico Gestor. Es aquel personal que, estando en\nposesión de un título de grado superior o medio o por sus conocimientos,\nexperiencia profesional y aptitudes equivalentes a las que se pueden adquirir\ncon titulaciones superiores y medias tiene atribuidas funciones de gestión, de\napoderamiento o de elevada cualificación, complejidad, coordinadora o asesora,\ncon autonomía, capacidad de supervisión y responsabilidad acordes a las\nfunciones asignadas.\u003C\u002Fp>\n\n\u003Cp>2.Grupo de Personal Administrativo. Es el personal que lleva a cabo tareas\nde atención al cliente, de oficina, administrativas, contables, comerciales,\naeroportuarias, coordinación, facturación, embarque, programación técnica y\nauxiliar de vuelo, ventas de pasaje, venta de billetes, equipaje, carga y\ncorreo, reservas, despachos y documentos aduaneros, manejo del material\nnecesario para el desarrollo de sus actividades, transcripción y grabación de\nencuestas a los pasajeros y otras análogas.\u003C\u002Fp>\n\n\u003Cp>Asimismo, realizará cualquier actividad conexa simultánea, antecedente o\nconsecuente con las propias de su grupo y, en general, todas aquellas funciones\nrelacionadas con la salida del avión, así como la utilización de manera\nautónoma de vehículos no tripulados para realizar dichas funciones.\u003C\u002Fp>\n\n\u003Cp>Todas estas tareas están asimismo detalladas en los Terms Of Reference de\nAzul que toda persona trabajadora deberá siempre respetar y que podrán ser\nadaptados en cada momento en función de las necesidades operativas, no\npudiéndose entender como una lista exhaustiva.\u003C\u002Fp>\n\n\u003Cp>Área.\u003C\u002Fp>\n\n\u003Cp>La variedad de las actividades encomendadas a este colectivo aconseja que\nsin perjuicio de que exista un conjunto de ellas comunes a todo él, se puedan\ndefinir parcelas de actividad tales como:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)Atención al pasaje, despacho de aviones, carga y\ncorreo, pasajeros con movilidad reducida y servicio de pasarelas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)Administración general.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c)Subgrupos.\u003C\u002Fp>\n\n\u003Cp>Se definen dos subgrupos profesionales:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Subgrupo de Ejecución\u002FSupervisión-Agente\nAdministrativo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Subgrupo de Mando-Jefatura Administrativa.\u003C\u002Fp>\n\n\u003Cp>а)Agente Administrativo. Realizará los trabajos de ejecución inherentes a\nsu Grupo y por motivos de organización del trabajo, la Dirección designará\nentre el personal administrativo, aquellos que adicionalmente realizarán\ntareas de supervisión. Dicha supervisión comprende la distribución,\ncoordinación y control de los trabajos del grupo o equipo de las personas que\nse les asignen.\u003C\u002Fp>\n\n\u003Cp>б)Jefatura Administrativa. El personal administrativo del subgrupo de\nmando, además de realizar los trabajos de ejecución\u002Fsupervisión, y a las\nórdenes de la superioridad jerárquica correspondiente y\u002Fo en aplicación de\nlas directrices recibidas, dirigirán los trabajos asignados o realizados en el\námbito de su competencia y\u002Fo estudiando, coordinando o controlando trabajos\ntécnicos administrativos.\u003C\u002Fp>\n\n\u003Cp>El puesto de jefatura administrativa es un puesto de confianza por lo que\ntanto su designación como su eventual remoción serán decididos libremente\npor parte de la Empresa, mediante publicación y comunicación como vacante\nlibre.\u003C\u002Fp>\n\n\u003Cp>En consecuencia, los complementos salariales que se perciban por parte de\neste colectivo serán percibidos en tanto en que se desempeñen dichas\nfunciones, con las condiciones que se consideran inherentes a dichos puestos,\ntanto funcionales como rotaciones inherentes a cada uno de los puestos,\nnecesarias para cubrir las necesidades organizativas de la empresa en cada\ncentro de trabajo y no tendrán, en consecuencia, el carácter de\nconsolidables. \u003C\u002Fp>\n\n\u003Cp>з)Grupo de Servicios Auxiliares. Se integra en este colectivo, el personal\nencargado de realizar tareas, actividades, funciones y\u002Fo de asumir\nresponsabilidades relacionadas con la asistencia a determinadas operaciones\nauxiliares, manipulación de equipajes, mercancías, correo, conducción de\nvehículos, push-back. Puntear, registrar, mercancías, correo, manifiestos de\ncarga, etc. suministrar fluidos al avión, a los vehículos y equipos tierra,\nentretenimiento de la unidad o unidades con las que opere, así como su\nconservación y mantenimiento. Eliminar hielo, nieve, aceites o cualesquiera\notros residuos en las zonas internas y externas, tanto de aviones como de\nvehículos y equipos, y otras análogas; Atención y traslado de pasajeros con\nmovilidad reducida en cualquiera de sus necesidades, ayuda a los PMRs con\nmenores y manejo en tierra de todos los equipos de movilidad asociados al\nservicio (vehículos, sillas, monolitos...); tareas, actividades y funciones\nrelacionadas el manejo y conducción de pasarelas de embarque, guías de\natraque y suministro de 400 Hz y aire acondicionado. Asimismo, siempre y cuando\ntengan la cualificación y formación adecuada, todas aquellas funciones\nrelacionadas con la salida del avión, así como la utilización de manera\nautónoma de vehículos no tripulados para realizar dichas funciones.\u003C\u002Fp>\n\n\u003Cp>Asimismo, realizará cualquier actividad conexa simultánea, antecedente o\nconsecuente con las propias de su grupo y, en general, todas aquellas funciones\nrelacionadas con la salida del avión, así como la utilización de manera\nautónoma de vehículos no tripulados para realizar dichas funciones.\u003C\u002Fp>\n\n\u003Cp>Todas estas tareas están asimismo detalladas en los Terms Of Reference de\nla compañía que toda persona trabajadora deberá siempre respetar y que\npodrán ser adaptados en cada momento en función de las necesidades\noperativas, no pudiéndose entender como una lista exhaustiva.\u003C\u002Fp>\n\n\u003Cp>Área.\u003C\u002Fp>\n\n\u003Cp>La variedad de las actividades encomendadas a este colectivo aconseja que\nsin perjuicio de que exista un conjunto de ellas comunes a todo él, se podrán\ndefinir parcelas de actividad tales como:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)Servicios Aeroportuarios.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)Servicios Generales.\u003C\u002Fp>\n\n\u003Cp>Subgrupos.\u003C\u002Fp>\n\n\u003Cp>Se definen dos subgrupos profesionales:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Subgrupo de Ejecución\u002Fsupervisión-Agente de\nServicios Auxiliares.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Subgrupo de Mando-Agente Jefe de Servicios\nAuxiliares («Jefe de Rampa o Supervisor»).\u003C\u002Fp>\n\n\u003Cp>a)Agente de Servicios Auxiliares, que realizará los trabajos de ejecución\ninherentes a su Grupo y por motivos de organización del trabajo, la Dirección\ndesignará entre el personal del grupo de Agentes de Servicios Auxiliares,\naquellos que adicionalmente realizarán tareas de supervisión. Dicha\nsupervisión comprende la distribución, coordinación y control de los\ntrabajos del grupo o equipo de las personas que se les asignen.\u003C\u002Fp>\n\n\u003Cp>b)Agente Jefe\u002Fa de Servicios Auxiliares es quien además de realizar los\ntrabajos de ejecución\u002Fsupervisión, dirige los trabajos asignados en el\námbito de su competencia y\u002Fo colaborará en el marco de sus conocimientos\nprofesionales al desarrollo de las actividades, coordinando, controlando y, en\ngeneral en funciones de servicios auxiliares acorde con los objetivos de la\nunidad a la que pertenece.\u003C\u002Fp>\n\n\u003Cp>El puesto de Agente\u002FJefe de Servicios Auxiliares es un puesto de confianza\npor lo que, tanto su designación como su eventual remoción serán decididos\nlibremente por parte de la Empresa, mediante publicación y comunicación como\nvacante libre. En consecuencia, los complementos salariales que se perciban por\nparte de este colectivo serán percibidos en tanto en que se desempeñen dichas\nfunciones con las condiciones que se consideran inherentes a dichos puestos,\ntanto funcionales como rotaciones inherentes a cada uno de los puestos,\nnecesarias para cubrir las necesidades organizativas de la empresa en cada\ncentro de trabajo y no tendrán, en consecuencia, el carácter de\nconsolidables.\u003C\u002Fp>\n\n\u003Cp>Sin perjuicio de las descripciones funcionales contenidas en el presente\nartículo, todo el personal realizará cualquier otra actividad análoga,\nentendiendo como tal aquella que resulte adecuada a las aptitudes profesionales\nrequeridas o las que sean precisas para la realización de las tareas o\nprestaciones principales de conformidad con los principios de polivalencia\nfuncional.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L231\">Artículo 15. Progresión y promoción.\u003C\u002Fh3>\n\n\u003Cp>1.Se entiende por progresión la mejora económica dentro de la misma\ncategoría. Los tramos de progresión y tiempo de permanencia, así como los\ncriterios para la progresión son los que se describen en la presente\ncláusula.\u003C\u002Fp>\n\n\u003Cp>2.Para cada uno de los subgrupos profesionales, se establecen los siguientes\nniveles de progresión:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">-Nivel 1 o de entrada, que será el aplicable a todo\nel personal de nuevo ingreso.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">-Nivel 2. Se adquirirá de manera automática al\ncumplirse un año de permanencia en la empresa y nivel anterior.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">-Nivel 3. Requerirá un tiempo mínimo de\npermanencia de tres años en el nivel precedente.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">-Nivel 4. Requerirá un tiempo mínimo de\npermanencia de dos años en el nivel precedente.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">-Nivel 5. Requerirá un tiempo mínimo de\npermanencia de dos años en el nivel precedente.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">-Nivel 6. Requerirá un tiempo mínimo de\npermanencia de dos años en el nivel precedente.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">-Nivel 7. Requerirá un tiempo mínimo de\npermanencia de dos años en el nivel precedente.\u003C\u002Fp>\n\n\u003Cp>Además del tiempo mínimo de permanencia requerida en el nivel precedente,\nindicados con anterioridad, para la progresión al nivel 3 y en adelante se\ndeberá cumplir con los siguientes requisitos:\u003C\u002Fp>\n\n\u003Cp>A.Evaluación de desempeño («ED») positiva en el momento en que\ncorresponda el cambio de nivel, de conformidad con lo dispuesto en el siguiente\nartículo.\u003C\u002Fp>\n\n\u003Cp>B.Haber superado todos los cursos, pruebas y acciones formativas a las que\nhubiera sido convocado durante su permanencia en el nivel precedente.\u003C\u002Fp>\n\n\u003Cp>C.Ausencia de antecedentes disciplinarios firmes por falta muy grave durante\nel tiempo de permanencia en el nivel precedente.\u003C\u002Fp>\n\n\u003Cp>D.Haber estado en situación de prestación activa y efectiva del tiempo de\ntrabajo de al menos un noventa y seis por ciento (96 %) del período («tiempo\nmínimo de permanencia» señalado con anterioridad). A estos efectos, los\npermisos retribuidos y las ausencias por accidente de trabajo o enfermedad\nprofesional, la excedencia forzosa, y por nacimiento y cuidado del menor\ncomputarán como tiempo de servicio activo.\u003C\u002Fp>\n\n\u003Cp>La persona trabajadora que, una vez transcurrido el tiempo mínimo de\npermanencia en los distintos niveles, no cumpla con todas y cada una de las\ncondiciones de devengo establecidas en el presente artículo para pasar al\nsiguiente nivel, iniciará un nuevo periodo de permanencia reducido de doce\n(12) meses. El último día de este nuevo plazo deberá cumplir con todas y\ncada una de las condiciones de devengo establecidas en el presente convenio\ncolectivo para su progresión. En caso de no progresar se aplicará de nuevo lo\nacordado anteriormente. \u003C\u002Fp>\n\n\u003Cp>La cuantía de la percepción fija mínima bruta anual para cada uno de los\nniveles será la que se refleja en las tablas salariales anexas.\u003C\u002Fp>\n\n\u003Cp>E.Se entiende por promoción el acceso al subgrupo de Mando desde el de\nEjecución\u002FSupervisión por libre designación de la Empresa a través de las\npruebas o requisitos que se establezcan al efecto.\u003C\u002Fp>\n\n\u003Ch3 id=\"L267\">Artículo 16. Evaluación de Desempeño.\u003C\u002Fh3>\n\n\u003Cp>La Evaluación de Desempeño (ED) está diseñada para garantizar una justa\nevaluación del desempeño de las personas trabajadoras en Azul.\u003C\u002Fp>\n\n\u003Cp>1.La evaluación de desempeño regulada en el presente artículo tiene los\nsiguientes objetivos:\u003C\u002Fp>\n\n\u003Cp>-Determinar si una persona trabajadora ha superado el período de prueba.\u003C\u002Fp>\n\n\u003Cp>-Determinar si una persona trabajadora es «apta» para ser incluida en la\nbolsa de empleo regulada en el artículo 20 del presente convenio y\u002Fo para\ndeterminar si es «apta» para la renovación del contrato de duración\ndeterminada.\u003C\u002Fp>\n\n\u003Cp>-Determinar si una persona trabajadora puede acceder al siguiente nivel de\nprogresión, siempre y cuando cumpla con el resto de los requisitos\nestablecidos en el artículo 15 del presente convenio.\u003C\u002Fp>\n\n\u003Cp>-Determinar si el contrato de una persona trabajadora es susceptible de\nsufrir una transformación o mejora en el seno de la comisión de seguimiento\nde empleo.\u003C\u002Fp>\n\n\u003Cp>-Determinar si el contrato de duración determinada de una persona\ntrabajadora podría ser transformado a indefinido, en caso de que existan\nvacantes, siendo necesario además que se cumplan con el resto de los\nrequisitos regulados en el seno de la comisión de empleo.\u003C\u002Fp>\n\n\u003Cp>-Determinar si el contrato indefinido fijo discontinuo de una persona\ntrabajadora podría ser transformado a fijo tiempo parcial o tiempo completo,\nen caso de que existan vacantes, siendo necesario además que se cumplan con el\nresto de los requisitos regulados en el seno de la comisión de empleo.\u003C\u002Fp>\n\n\u003Cp>-Determinar si el contrato indefinido con jornada parcial de una persona\ntrabajadora podría ser transformado a fijo tiempo completo, en caso de que\nexistan vacantes, siendo necesario además que se cumplan con el resto de los\nrequisitos regulados en el seno de la comisión de empleo.\u003C\u002Fp>\n\n\u003Cp>-Evaluar la actuación profesional en sus puestos de trabajo de todas las\npersonas trabajadoras pertenecientes a Azul.\u003C\u002Fp>\n\n\u003Cp>2.Las partes acuerdan que la evaluación de desempeño se efectuará, entre\notros, en los siguientes casos:\u003C\u002Fp>\n\n\u003Cp>-A la finalización del periodo de prueba.\u003C\u002Fp>\n\n\u003Cp>-A la finalización del contrato de duración determinada.\u003C\u002Fp>\n\n\u003Cp>-A la finalización del periodo de permanencia requerido en el nivel 2 o\nsuperior, salvo si la persona trabajadora ya se encuentra en el nivel\nmáximo.\u003C\u002Fp>\n\n\u003Cp>La Evaluación de desempeño se completará entre 15 y 30 días antes del\nfin del período a evaluar, dando traslado de su resultado a la representación\nlegal de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>En el caso de producirse nuevas incidencias dentro de un periodo ya\nevaluado, se deberá realizar una nueva Evaluación de Desempeño. La persona\ntrabajadora dispondrá de hasta cinco días laborables después del fin del\nperiodo evaluado para reclamar cualquier discrepancia.\u003C\u002Fp>\n\n\u003Cp>3.La Evaluación de desempeño se deberá efectuar por dos personas\npertenecientes a la estructura de Azul (en adelante «las personas\nevaluadoras»). En aquellos aeropuertos donde no exista suficiente estructura\nse realizará por la Jefatura\u003C\u002Fp>\n\n\u003Cp>local (i.e. Jefe de Escala). De dicha asignación, así como de eventuales\ncambios en los designados, se informará a la RLT.\u003C\u002Fp>\n\n\u003Cp>4.Los criterios objeto de la Evaluación de desempeño serán las\nsiguientes:\u003C\u002Fp>\n\n\u003Cp>a)Revisión del expediente disciplinario de la persona trabajadora. En tal\nsentido se revisará que la persona trabajadora no ha cometido una falta muy\ngrave en el período de prescripción marcado legalmente, anteriores a la\nevaluación de desempeño. En este supuesto se consideraría automáticamente\nNo Apto sin tener que evaluar los siguientes criterios. Asimismo, se tendrán\nen consideración las faltas graves y\u002Fo leves en vigor y no prescritas en el\nmomento de finalizar el periodo a evaluar. Sólo se tendrán en cuenta aquellos\nque se hayan originado en el periodo que se esté evaluando.\u003C\u002Fp>\n\n\u003Cp>b)Las impuntualidades injustificadas. Sólo se contabilizarán aquellas que\nse hayan originado en el periodo que se esté evaluando.\u003C\u002Fp>\n\n\u003Cp>c)No haber tenido un nivel de absentismo individualmente considerado,\nsuperior al 4 %, por causa de licencias no retribuidas, faltas no justificadas,\na excepción de los supuestos de accidente de trabajo o enfermedad profesional,\nla excedencia forzosa, y por nacimiento y cuidado del menor, que computarán\ncomo tiempo de servicio activo. El procedimiento a seguir, el sistema de\npuntuación, así como los modelos y\u002Fo formularios que deban emplearse, serán\nactualizados y revisados entre las partes firmantes del presente convenio con\nuna periodicidad anual. Las partes, a tal efecto, se reunirán en el plazo de\nun mes desde la entrada en vigor del presente convenio.\u003C\u002Fp>\n\n\u003Cp>5.Cada persona trabajadora cuenta con 10 puntos al inicio del periodo a\nevaluar. A continuación, se detalla el número de puntos a descontar por cada\ncriterio evaluado:\u003C\u002Fp>\n\n\u003Cp>a)Se restará un punto por cada impuntualidad no justificada en el último\nsemestre del periodo a evaluar.\u003C\u002Fp>\n\n\u003Cp>b)Se restará un punto por cada falta leve en vigor dentro del periodo a\nevaluar.\u003C\u002Fp>\n\n\u003Cp>c)Se restarán dos puntos por cada falta grave en vigor dentro del periodo a\nevaluar.\u003C\u002Fp>\n\n\u003Cp>Toda la información ha de haber sido registrada en el sistema de\nplanificación horaria y\u002Fo entregados a la persona trabajadora y, por lo tanto,\nsu existencia es objetivamente demostrable.\u003C\u002Fp>\n\n\u003Cp>Por otro lado, cualquier persona trabajadora que haya realizado una acción\nque represente algunos de los cinco pilares de Azul, y haya sido reconocido\noficialmente mediante el programa de reconocimientos «Blue Stars!», se le\nsumará un punto en la ED por cada acción reconocida. También se le sumará\nmedio punto en caso de no disponer de impuntualidades y\u002Fo absentismos en el\núltimo semestre del periodo a evaluar.\u003C\u002Fp>\n\n\u003Cp>A continuación, se indican unos ejemplos explicando las operaciones\nmatemáticas:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)1 falta leve en vigor en el momento de realizar\nla ED, se restará 1 punto de la ED.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)2 impuntualidades injustificadas, se restarán 2\npuntos de la ED.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c)1 falta grave en vigor en el momento de realizar\nla ED y no disponer de impuntualidades y\u002Fo absentismos, se restarán 1,5 puntos\nde la ED.\u003C\u002Fp>\n\n\u003Cp>En el formulario, el resultado final ha de coincidir para cada Evaluador\u002Fa,\nya que se usan datos objetivos y operaciones matemáticas y por lo tanto no\ndebe dar lugar a diferencias entre ambos evaluadores. El objetivo de mantener\ndos Evaluadores\u002Fas (cuando sea posible) es un modo de asegurarse que ambos\nEvaluadores\u002Fas han recopilado el número de incidencias correctamente y han\nprocedido a los cálculos matemáticos de forma correcta.\u003C\u002Fp>\n\n\u003Cp>En ningún caso podrá utilizarse la Evaluación de Desempeño como\nherramienta de discriminación indirecta, garantizando su aplicación de manera\nequitativa y proporcional.\u003C\u002Fp>\n\n\u003Cp>Una puntuación inferior a 8 supondrá la calificación de «no apto» en la\nevaluación de desempeño. \u003C\u002Fp>\n\n\u003Ch2 id=\"L341\">CAPÍTULO III Contratación\u003C\u002Fh2>\n\n\u003Ch3 id=\"L343\">Artículo 17. Contratación.\u003C\u002Fh3>\n\n\u003Cp>De acuerdo con las características del servicio prestado en la Empresa, el\ncontrato de trabajo podrá concertarse por tiempo indefinido tanto para jornada\na tiempo parcial como en régimen de fijos discontinuos, así como a tiempo\ncompleto.\u003C\u002Fp>\n\n\u003Cp>Asimismo, se podrán suscribir contratos de duración determinada en\ncualquiera de las modalidades recogidas en la legislación laboral vigente en\ncada momento de acuerdo con los requisitos exigidos en los supuestos legalmente\nestablecidos.\u003C\u002Fp>\n\n\u003Cp>Las partes firmantes del presente convenio entienden la necesidad de seguir\nprofundizando en la regulación de la contratación, adecuando la misma a la\nrealidad de la actividad, y pretendiendo con ello, contribuir a la\ncompetitividad de la Empresa y a la mejora del empleo mediante la reducción de\nla temporalidad.\u003C\u002Fp>\n\n\u003Ch3 id=\"L351\">Artículo 18. Modalidades de Contratación.\u003C\u002Fh3>\n\n\u003Cp>Podrán celebrarse, entre otras, las siguientes modalidades\ncontractuales:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">1.Contratos para la formación en alternancia. Esta modalidad de contrato se\nregirá por lo dispuesto en el artículo 11.2 y 4 del Estatuto de los\nTrabajadores.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>2.El contrato formativo para la obtención de la práctica profesional\nadecuada al nivel de estudios, que se regirá por lo dispuesto en el artículo\n11.3 y 4 del Estatuto de los Trabajadores, siendo su duración máxima de un\naño.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>Asimismo, en estos casos, las empresas que contraten personal en prácticas\npodrán establecer un periodo de prueba de hasta un mes. Si al término del\ncontrato la persona continuase en la empresa, no podrá concertarse un nuevo\nperiodo de prueba, computándose la duración del contrato formativo a efectos\nde antigüedad.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.Contrato por circunstancias de la producción.\u003C\u002Fp>\n\n\u003Cp>3.1Este contrato podrá concertarse para atender el incremento ocasional e\nimprevisible de la actividad y las oscilaciones que, aun tratándose de la\nactividad normal de la empresa, generan un desajuste temporal entre el empleo\nestable disponible y el que se requiere en la empresa. Entre las oscilaciones a\nque se refiere el párrafo anterior se entenderán incluidas aquellas que\nderivan de las vacaciones anuales.\u003C\u002Fp>\n\n\u003Cp>Asimismo, y sin perjuicio de la necesaria temporalidad de la causa, a\ntítulo de ejemplo, con carácter enunciativo y no limitativo, pueden\nconsiderarse dentro de la definición los cambios sobrevenidos en la\nprogramación de vuelos, las oscilaciones producidas entre el volumen de\nvuelos, distinguiendo entre temporada de verano y temporada de invierno, del\naño anterior con respecto al volumen de vuelos al momento de la contratación\ntemporal, el inicio de operaciones para una nueva compañía aérea, el\nincremento significativo de los vuelos a atender sobre la programación\ncomunicada o previsible, incrementos ocasionados por eventos extraordinarios,\ny, en general, cualquier circunstancia que determine oscilaciones coyunturales\nen la actividad aeroportuaria. Debido a las especiales circunstancias del\nsector del handling.\u003C\u002Fp>\n\n\u003Cp>3.2El contrato deberá, en todo caso, especificar las causas concretas que\nhabilitan a la empresa para la celebración de este tipo de contrato.\u003C\u002Fp>\n\n\u003Cp>3.3La duración máxima de este tipo de contratos será de 12 meses. Cuando\nel contrato se hubiera concertado por una duración inicial inferior, podrá\nprorrogarse de mutuo acuerdo por una sola vez, y siempre que se mantengan las\ncausas habilitantes de la contratación, hasta su duración máxima.\u003C\u002Fp>\n\n\u003Cp>3.4Igualmente, Azul podrá formalizar contratos por circunstancias de la\nproducción para atender situaciones ocasionales, previsibles y que tengan una\nduración reducida y delimitada, durante un máximo de noventa días en el año\nnatural, independientemente de las personas trabajadoras que sean necesarias\npara atender en cada uno de dichos\u003C\u002Fp>\n\n\u003Cp>días las concretas situaciones, que deberán estar debidamente\nidentificadas en el contrato. Estos noventa días no podrán ser utilizados de\nmanera continuada. En el último trimestre de cada año, deberán trasladar a\nla Representación legal de las personas trabajadoras, una previsión anual de\nuso de estos contratos, que podrá realizarse, en función de la actividad, por\nbases o aeropuertos, cuando existan causas inherentes a la actividad que así\nlo justifiquen.\u003C\u002Fp>\n\n\u003Cp>3.5El contrato por circunstancias de la producción podrá ser concertado\ntanto a tiempo completo como a tiempo parcial.\u003C\u002Fp>\n\n\u003Cp>4.Contrato de sustitución. Esta modalidad podrá celebrarse para la\nsustitución de una persona trabajadora con derecho a reserva de puesto de\ntrabajo, siempre que se especifique en el contrato el nombre de la persona\nsustituida y la causa de la sustitución. La prestación de servicios podrá\niniciarse antes de que se produzca la ausencia de la persona sustituida,\ncoincidiendo en el desarrollo de los servicios, durante un periodo máximo de\nquince días.\u003C\u002Fp>\n\n\u003Cp>Asimismo, este contrato podrá concertarse para completar la jornada\nreducida por otra persona trabajadora, cuando dicha reducción se ampare en\ncausas legalmente establecidas o reguladas en el convenio colectivo y se\nespecifique en el contrato el nombre de la persona sustituida y la causa de la\nsustitución.\u003C\u002Fp>\n\n\u003Cp>5.Contrato fijo a tiempo parcial.\u003C\u002Fp>\n\n\u003Cp>Cuando la Empresa necesite contratar personal con carácter indefinido para\nprestar servicios dentro del volumen normal de la actividad de la empresa,\ndurante un número de horas al día, a la semana, al mes o al año, inferior a\nla jornada a tiempo completo establecida en convenio colectivo, podrá acudir a\nla modalidad de contratación indefinida a tiempo parcial, que se regirá en\ntodo momento por lo que disponga el artículo 12 de Estatuto de los\nTrabajadores y demás normas que resulten de aplicación, con las\nespecialidades que a continuación se especifican:\u003C\u002Fp>\n\n\u003Cp>5.1La jornada y demás condiciones de trabajo vendrán determinadas en\nfunción de las necesidades a cubrir. La jornada ordinaria de trabajo efectivo\nse fija entre el 50 % y el 90 % de promedio, en cómputo anual, de la jornada\nefectiva de aplicación, establecida para una persona trabajadora a tiempo\ncompleto. En todo caso, la jornada vendrá referida a las contrataciones\niniciales indefinidas y no será de aplicación a los contratos fijos\ndiscontinuos, que son objeto de regulación legal y convencional\nespecífica.\u003C\u002Fp>\n\n\u003Cp>5.2Excepcionalmente cuando en el ámbito de la empresa o centro de trabajo\ndeterminado se acredite objetivamente la concurrencia de causas que impiden\ncoyunturalmente respetar el límite de jornada mínima establecida para las\npersonas trabajadoras fijas a tiempo parcial se informará en el seno de la\ncomisión de empleo que no rija temporalmente el límite establecido en el\napartado anterior.\u003C\u002Fp>\n\n\u003Cp>5.3La jornada diaria se podrá realizar en uno o dos períodos horarios. En\nconsecuencia, se podrá implantar, con carácter obligatorio a aquellas\npersonas trabajadoras cuya jornada diaria tenga una duración igual o superior\na 5 horas, su realización en dos períodos horarios, con una duración mínima\nde 2 horas por periodo y una interrupción que no podrá ser inferior a 1 hora,\nni superior a 5. Si existieran interrupciones de jornada superiores a 5 horas,\nlos trabajadores se adscribirán de manera voluntaria a las mismas y se\nabonarán en función de lo indicado en el anexo I.\u003C\u002Fp>\n\n\u003Cp>La distribución de los períodos horarios estará en función de las\nnecesidades del servicio. No obstante, cuando en el ámbito de un centro de\ntrabajo determinado se acredite objetivamente la concurrencia de causas que\nhagan necesario modificar los criterios de jornada fraccionada establecidos en\neste párrafo, la empresa se reunirá con la representación legal de los\ntrabajadores local para el estudio de dicha situación.\u003C\u002Fp>\n\n\u003Cp>Salvo casos excepcionales de necesidad debidamente acreditada ante la\nRepresentación legal de las personas trabajadoras, no se podrá contratar\npersonal por circunstancias de la producción para cubrir la interrupción\nentre dichos periodos. A tal efecto, sí podrá contratarse a personal con\ncontrato de duración determinada que cubra una mayor jornada que la derivada\nde esta interrupción. \u003C\u002Fp>\n\n\u003Cp>En este sentido, las jornadas fraccionadas no podrán ser interrumpidas por\nel inicio o finalización de jornadas de las personas trabajadoras que entren o\nsalgan de turno, más allá del 30 % del total de las jornadas del mes en\ncurso.\u003C\u002Fp>\n\n\u003Cp>5.4Asimismo, no podrán celebrarse, salvo pacto en contrario, contratos por\ncircunstancias de la producción o fijos discontinuos, para la prestación de\nservicios en un área o unidad determinada, cuando en la misma haya en el\nmomento de la contratación personas trabajadoras fijos a tiempo parcial del\nmismo grupo profesional, cuadrante y colectivo por debajo del límite máximo\nde horas pactado, considerado este límite en cómputo anual.\u003C\u002Fp>\n\n\u003Cp>No obstante lo anterior, esta limitación no será de aplicación para\nrealizar llamamientos a las personas trabajadoras que tuvieran contrato fijo\ndiscontinuo en vigor a 30 de marzo de 2022 (dado que este personal se rige por\nla regulación que le fuera de aplicación en la empresa con anterioridad a\ndicha fecha). Asimismo, podrán realizarse contrataciones cuando lo sean para\ncubrir períodos horarios que, por razón del aumento de las cargas de trabajo,\nrequieran un número concreto de personas trabajadoras para cubrir dichas\ncargas, es decir, en aquellos casos donde no se precisa un número mayor de\nhoras, sino un mayor número de personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>También podrán celebrarse contrataciones por circunstancias de la\nproducción o de Fijos discontinuos, cuando lo sean para cubrir periodos\nhorarios que no puedan ser realizados por los Fijos a Tiempo Parcial en base a\nlos límites establecidos en el convenio colectivo.\u003C\u002Fp>\n\n\u003Cp>5.5De producirse cambios en la programación de vuelos o incremento o\nreducción de los mismos, y\u002Fo en función de las cargas de trabajo, la empresa\npodrá variar la jornada y el horario establecido haciendo uso del pacto de\nhoras complementarias suscrito por la persona trabajadora, con un preaviso de\ntres días, adaptándolo a las necesidades del servicio a cubrir.\u003C\u002Fp>\n\n\u003Cp>Además de las horas realizadas en concepto de jornada ordinaria, se acuerda\nla posibilidad de realización de horas complementarias por parte del colectivo\nde contratos a tiempo parcial, cuando se hubiese pactado expresamente, pacto\nque podrá formalizarse tanto al momento de celebrar el contrato como con\nposterioridad al mismo, siempre que la jornada ordinaria no sea inferior a diez\nhoras semanales de promedio en cómputo anual. El pacto de horas\ncomplementarias recogerá el número de horas cuya realización podrá ser\nrequerida por el empresario, sin que dicho número pueda exceder del 60 % de\nlas horas ordinarias contratadas.\u003C\u002Fp>\n\n\u003Cp>Si se dieran necesidades imprevistas en las programaciones de vuelos que\nimpidieran cumplir el plazo de tres días arriba citado, la empresa podrá\nigualmente variar la jornada y\u002Fo el horario, preavisando a la persona afectada\ne informando previamente de tales necesidades a la representación social,\nsiempre y cuando fuese posible, y en caso contrario, con un máximo de 24 horas\ndesde su realización. Esta información podrá llevarse a cabo por cualquiera\nde los medios de comunicación que se vengan utilizando en la Empresa. A este\nrespecto se aplicará el acuerdo de Horas complementarias especiales vigente en\nla Compañía.\u003C\u002Fp>\n\n\u003Cp>Asimismo, la Empresa, podrá variar la jornada y el horario establecido en\nel contrato de trabajo de mutuo acuerdo con la persona trabajadora,\nadaptándolo a las necesidades del servicio a cubrir. En caso de no aceptación\nvoluntaria, la empresa podrá variar la jornada y el horario establecido en su\ncontrato de trabajo conforme se establece en la normativa vigente.\u003C\u002Fp>\n\n\u003Cp>5.6Dada la naturaleza de las horas complementarias y la dificultad de\ndeterminar a priori su ejecución, éstas se realizarán en función de las\nnecesidades de las empresas de acuerdo con la carga de trabajo.\u003C\u002Fp>\n\n\u003Cp>5.7La jornada y las horas que se amplíen sobre la misma no estarán sujetas\na los procedimientos de programación de turnos de las personas trabajadoras a\ntiempo completo.\u003C\u002Fp>\n\n\u003Cp>6.Contrato fijo discontinuo.\u003C\u002Fp>\n\n\u003Cp>6.1El contrato fijo-discontinuo se concertará para la realización de\ntrabajos de naturaleza estacional o vinculados a actividades productivas de\ntemporada, o para el desarrollo de aquellos que no tengan dicha naturaleza pero\nque, siendo de prestación intermitente, tengan periodos de ejecución ciertos,\ndeterminados o indeterminados.\u003C\u002Fp>\n\n\u003Cp>En todo caso, la jornada de trabajo efectiva de una persona trabajadora con\ncontrato Fijo discontinuo contratada a partir del 31 de marzo de 2022 no podrá\nser inferior al 33 % de promedio en cómputo anual en proporción a sus\nperiodos de llamamiento, con respecto a la jornada establecida para una persona\ntrabajadora con contrato fijo a tiempo completo, referida a esos mismos\nperiodos. Para calcular el mínimo de horas a trabajar se deberá aplicar el 33\n% sobre las 1.712 horas anuales de una persona trabajadora fija a tiempo\ncompleto, y posteriormente establecer la proporción en función de los\nperiodos efectivamente trabajados durante el año de la persona trabajadora\nfija discontinua.\u003C\u002Fp>\n\n\u003Cp>A título de ejemplo, y para mayor claridad, a 31 de diciembre de cada año,\nuna persona fija discontinua que hubiera tenido en total tres meses de\ncontratación a lo largo del año, deberá haber realizado en el cómputo\nglobal de los tres meses un mínimo de 141,24 horas de jornada efectiva,\nrepartidas en dichos periodos según las necesidades productivas. Si hubiera\ntenido cuatro meses, deberá haber realizado en el global 188,32 horas de\njornada efectiva. Y así sucesivamente en función del tiempo total en que haya\nestado contratada cada año.\u003C\u002Fp>\n\n\u003Cp>6.2El contrato de trabajo fijo-discontinuo se deberá formalizar\nnecesariamente por escrito y deberá reflejar los elementos esenciales de la\nactividad laboral, entre otros, la duración del periodo de actividad, máximo\n10 meses, la jornada y la estimación de distribución horaria, que deberá ser\nen todo caso concretada en el momento del llamamiento.\u003C\u002Fp>\n\n\u003Cp>En cualquier caso, se priorizará agotar el periodo máximo de actividad de\nlos FD’s siempre que la actividad lo permita, prorrogando dicha actividad en\neste colectivo si fuese necesario durante la temporada baja hasta la duración\nmáxima establecida en sus contratos.\u003C\u002Fp>\n\n\u003Cp>A partir de la entrada en vigor del convenio, el personal fijo discontinuo\nque sea llamado para prestar servicios tendrá una garantía de prestación\nmínima de tres meses consecutivos, en un periodo de referencia de doce meses,\nsi bien esta garantía no tendrá necesariamente que ser cumplida en el primer\nperiodo de trabajo del año, siempre que se lleve a cabo en cualquiera de los\nsucesivos.\u003C\u002Fp>\n\n\u003Cp>Excepcionalmente, cuando en el ámbito de un centro de trabajo determinado\nse acredite objetivamente la concurrencia de causas que impidan coyunturalmente\nrespetar el límite de jornada mínima y\u002Fo el periodo de llamamiento mínimo\nestablecido en cada caso para el personal fijo discontinuo, se podrá acordar\ncon la representación legal de los trabajadores de cada centro de trabajo, en\nel seno de la misma, y con posterior revisión de la Comisión Mixta Paritaria\nque no rija temporalmente el límite establecido en la regulación convencional\naplicable en dicha empresa.\u003C\u002Fp>\n\n\u003Cp>6.3El llamamiento se realizará conforme a los siguientes criterios:\u003C\u002Fp>\n\n\u003Cp>Los llamamientos serán realizados anualmente, por necesidades operativas de\nAzul y aeropuerto atendiendo a la diferente estacionalidad y temporalidad de la\nactividad productiva, pudiéndose prorrogar el llamamiento originario cuando,\nsin interrupción, la carga de trabajo permanezca y continúe en las mismas\ncondiciones.\u003C\u002Fp>\n\n\u003Cp>El llamamiento para reanudar la actividad deberá hacerse con respeto al\nescalafón local, por grupo profesional, requisitos operativos que puedan ser\ndefinidos en el ámbito de cada centro de trabajo y antigüedad.\u003C\u002Fp>\n\n\u003Cp>En los casos en que la actividad no se reanude en el periodo correspondiente\no se suspenda durante el mismo, se estará a lo dispuesto en la legislación\nvigente. No obstante, las personas trabajadoras Fijos Discontinuos que no sean\nllamados mantendrán su posición de prioridad en el escalafón a efectos de\nincorporación en posteriores temporadas. \u003C\u002Fp>\n\n\u003Cp>La renuncia del trabajador a este llamamiento se entenderá como baja\nvoluntaria, quedando extinguido su contrato de trabajo y consecuente relación\nlaboral con la empresa, salvo cuando obedezca a alguna de las siguientes causas\ndebidamente justificadas:\u003C\u002Fp>\n\n\u003Cp>Gestación.\u003C\u002Fp>\n\n\u003Cp>-Permiso por nacimiento y cuidado del menor.\u003C\u002Fp>\n\n\u003Cp>-Cuidado de familiar hasta segundo grado y\u002Fo conviviente, aportando la\njustificación necesaria que acredite la situación de dicho familiar, así\ncomo la necesidad de su cuidado exclusivamente por parte de la persona\ntrabajadora para una correcta evaluación por parte de la Empresa.\u003C\u002Fp>\n\n\u003Cp>-Lactancia natural.\u003C\u002Fp>\n\n\u003Cp>-Incapacidad temporal.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras con contrato fijo discontinuo podrán ser llamadas\ntambién con «carácter adicional». El llamamiento deberá hacerse teniendo\nen cuenta las exigencias del puesto de trabajo y por orden de antigüedad,\ndentro de cada grupo laboral y en base al escalafón local y la aceptación por\nparte de las personas trabajadoras con contrato fijo discontinuo será de\ncarácter voluntario.\u003C\u002Fp>\n\n\u003Cp>Los llamamientos adicionales deberán ser comunicados con una antelación\nmínima de dos meses, excepto causas debidamente justificadas y acreditadas que\nse comunicarán a la representación legal de las personas trabajadoras. El\ntiempo mínimo de actividad de este llamamiento adicional será de un mes.\u003C\u002Fp>\n\n\u003Cp>Cuando las necesidades de la Empresa no fueran debidamente cubiertas con\npersonas trabajadoras voluntarias, se procederá al llamamiento con carácter\nobligatorio por orden inverso de escalafón hasta cubrir las necesidades del\nservicio.\u003C\u002Fp>\n\n\u003Cp>Sin perjuicio de lo anterior, Azul podrá realizar llamamientos adicionales,\nsiguiendo el orden establecido en los párrafos anteriores, sin sujetarse a los\nrequisitos de preaviso y duración mínimas, aunque en este caso la atención a\ndicho llamamiento será siempre voluntaria sin condicionante alguno. De este\nllamamiento se informará a la representación legal de las personas\ntrabajadoras. La duración máxima de este periodo de actividad será de un\nmes.\u003C\u002Fp>\n\n\u003Cp>6.4En todo lo no contemplado en este artículo, las partes se remiten a lo\ndispuesto con carácter general en el Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>6.5No podrán celebrarse, salvo pacto en contrario, contratos por\ncircunstancias de la producción para la prestación de servicios en un área o\nunidad determinada, cuando en la misma haya en el momento de la contratación\npersonas trabajadoras fijas discontinuas del mismo grupo profesional,\ncuadrante, aeropuerto y colectivo disponibles para llamamiento o por debajo del\nlímite máximo de horas.\u003C\u002Fp>\n\n\u003Cp>No obstante lo anterior, dichas contrataciones podrán celebrarse cuando lo\nsean para cubrir períodos horarios que, por razón del aumento de las cargas\nde trabajo, requieran un número concreto de personas trabajadoras para cubrir\ndichas cargas, es decir, en aquellos casos donde no se precisa un número mayor\nde horas, sino un mayor número de personas trabajadoras, y ya estuvieran\ncontratados todas las personas trabajadoras fijas discontinuas que fuera\nposible, aun cuando éstas no hubieran alcanzado el límite máximo de horas\nrealizables, o cuando se trate de cubrir periodos horarios que no puedan ser\nrealizados por las personas trabajadoras fijas discontinuas en base a los\nlímites establecidos en el convenio colectivo.\u003C\u002Fp>\n\n\u003Cp>6.6Salvo en lo recogido en el apartado 6.3, que será de aplicación a todo\nel personal con contrato fijo discontinuo, el personal con contrato fijo\ndiscontinuo en vigor a 30 de marzo de 2022 seguirá rigiéndose por la\nregulación que le fuera de aplicación con anterioridad a dicha fecha.\u003C\u002Fp>\n\n\u003Cp>7.Contrato de relevo.\u003C\u002Fp>\n\n\u003Cp>Para que el personal pueda acceder a la jubilación parcial, en los\ntérminos establecidos en el texto refundido de la Ley General de la Seguridad\nSocial y demás disposiciones concordantes, deberá acordar con la empresa una\nreducción de jornada y de salario en los términos y con los límites mínimo\ny máximo que la ley establezca en cada momento, y la empresa deberá concertar\nsimultáneamente un contrato de relevo de acuerdo con lo establecido en el\nartículo 12, apartado 6 y 7 del Real Decreto Legislativo 2\u002F2015 de 23 de\noctubre, por el que se aprueba el texto refundido de la Ley del Estatuto de los\nTrabajadores, con objeto de sustituir la jornada de trabajo dejada vacante por\nel trabajador que se jubila parcialmente.\u003C\u002Fp>\n\n\u003Cp>También se podrá concertar el contrato de relevo para sustituir al\npersonal que se jubile parcialmente después de haber cumplido la edad de\njubilación ordinaria que corresponda conforme a lo establecido en el texto\nrefundido de la Ley de la Seguridad Social.\u003C\u002Fp>\n\n\u003Ch3 id=\"L473\">Artículo 19. Horas complementarias especiales de aceptación\nvoluntaria.\u003C\u002Fh3>\n\n\u003Cp>Como consecuencia de la actividad de los aeropuertos donde se dan\nnecesidades imprevistas, como cambios en las programaciones de vuelos,\nretrasos, IT imprevistas o cualquier otra circunstancia que se produce con un\nperiodo escaso de preaviso, se establece la posibilidad de variar la jornada\ndel trabajador tiempo parcial para ajustarla a la necesidad operativa. Esta\nvariación de jornada se llevará a cabo a través de horas complementarias\nespeciales. La Empresa deberá avisar al trabajador con un tiempo superior a\nuna hora, siempre y cuando no existan situaciones extraordinarias por las que\nno se pudiera respetar este tiempo.\u003C\u002Fp>\n\n\u003Cp>Para poder hacer frente a lo recogido en el párrafo anterior, la Empresa\npodrá disponer de una bolsa de horas complementarias especiales, de un volumen\nmáximo del 15 % de la jornada ordinaria anual, y todo ello, respetando los\nlímites máximos de jornada anual (90 % de la jornada máxima para un\ntrabajador a tiempo completo) que para el colectivo de tiempos parciales se\nrecoge en el presente convenio. No obstante, su uso vendrá limitado de forma\nmensual, a fin de evitar posibles perjuicios en la programación de la jornada\nextraordinaria que por contrato o garantía de subrogación se tenga pactado o\nfirmado. La Empresa dispondrá de un máximo de 20 horas mensuales, sobre la\njornada ya programada, hasta alcanzar el máximo de 15 % sobre la jornada\nordinaria anual. Sin perjuicio de lo anterior, se respetarán los descansos\nentre jornada.\u003C\u002Fp>\n\n\u003Cp>Para perfeccionar el acuerdo, será necesario el ofrecimiento de la Empresa\ny la adscripción voluntaria del trabajador. La Empresa, coincidiendo con el\ninicio de cada temporada (temporada alta y temporada baja), ofrecerá la\nposibilidad a todas las personas trabajadoras pertenecientes al colectivo de\ncontratos a tiempo parcial de adscribirse de manera voluntaria a la\nrealización de las horas complementarias especiales descritas en el presente\nartículo. Para ello, las personas trabajadoras se adscribirán por escrito a\ntravés del uso del modelo que la Empresa dispondrá para tal fin. La vigencia\nde la adscripción será durante toda la temporada, prorrogándose tácitamente\npara la siguiente temporada con quince días de antelación antes del\ncumplimiento del periodo establecido.\u003C\u002Fp>\n\n\u003Cp>Una vez adherido, el trabajador no podrá negarse a modificar su jornada por\nlas causas previstas indicadas y por lo tanto realizar el trabajo\nencomendado.\u003C\u002Fp>\n\n\u003Cp>Las horas que se realicen y modifiquen de acuerdo con estas horas\ncomplementarias especiales, se comunicarán a la persona trabajadora por\nescrito o de forma verbal en última instancia y sólo cuando sea necesario. En\ncaso de comunicación verbal, posteriormente la persona trabajadora recogerá\nel correspondiente formulario en la oficina de su superior.\u003C\u002Fp>\n\n\u003Cp>La Empresa preavisará a la representación legal de los trabajadores del\naeropuerto sobre la necesidad de realización de estas horas complementarias\nespeciales en el mismo día en que sea necesario realizarlo o en el momento en\nel que se notifica al \u003C\u002Fp>\n\n\u003Cp>trabajador\u002Fa con la justificación y\u002Fo motivación correspondiente por\nenvío de correo electrónico a la dirección proporcionada por cada\nrepresentación legal de los trabajadores del centro de trabajo.\u003C\u002Fp>\n\n\u003Cp>Cuando no sea posible realizar el preaviso en estos términos, el preaviso\npodrá ser verbal y, en todo caso, se notificará a la representación legal de\nlos trabajadores lo antes posible a través de correo electrónico.\u003C\u002Fp>\n\n\u003Cp>El precio de la hora complementaria especial será recogido en las tablas\nsalariales que le correspondería por nivel y grupo profesional, abonándose a\nmes vencido y se reflejará en la nómina como «HC Especial».\u003C\u002Fp>\n\n\u003Cp>Las horas complementarias especiales serán de aceptación voluntaria cuando\nse notifiquen para ser realizadas en los días de descanso de la plantilla.\u003C\u002Fp>\n\n\u003Cp>Así mismo, serán de realización obligatoria, siempre y cuando la persona\ntrabajadora se haya adherido en función de lo indicado con anterioridad, las\nhoras complementarias especiales que se notifiquen por la Empresa durante el\nturno de trabajo a la persona trabajadora que se encuentre en el aeropuerto\nprestando servicios y, debido a la realización de dichas horas, su turno se\nprolongue más allá de las 24:00 horas, aunque el día siguiente sea un día\nde descanso.\u003C\u002Fp>\n\n\u003Cp>Para realizar un control del uso de esta bolsa de horas, se constituirá una\ncomisión de seguimiento, en la que se analizarán los preavisos recibidos,\nasí como aquellas otras cuestiones que ambas partes requieran clarificar\nacerca del uso de la citada bolsa de horas.\u003C\u002Fp>\n\n\u003Cp>Las variables generadas durante la realización de dichas horas\ncomplementarias especiales serán devengadas del mismo modo que si se tratara\nde una jornada ordinaria de trabajo.\u003C\u002Fp>\n\n\u003Cp>Este artículo tendrá vigencia a partir del día siguiente a la firma del\npresente convenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L503\">Artículo 20. Bolsa de empleo.\u003C\u002Fh3>\n\n\u003Cp>Existirá una bolsa de empleo en la que será incluido aquel personal que\nhaya prestado sus servicios en virtud de contrato o contratos de duración\ndeterminada por un periodo mínimo de seis meses. Los criterios por los que se\nregirá la bolsa serán los siguientes:\u003C\u002Fp>\n\n\u003Cp>a)Cuando las necesidades del servicio así lo requieran, y concurran las\ncausas y requisitos legalmente establecidos, la empresa llamará a prestar\nservicios al personal que cumpla los requerimientos precisos para el desempeño\ndel puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>El personal de la bolsa se ordenará de acuerdo, en primer lugar, a su\ncategoría y\u002Fo grupo profesional, en segundo lugar, según la fecha de su\nprimera contratación en la empresa y en caso de igualdad, se atenderá\nadicionalmente al tiempo de prestación de servicios en la empresa.\u003C\u002Fp>\n\n\u003Cp>Deberá cumplirse en todo caso con la legislación vigente en cada momento\nen materia de contratos de duración determinada, con el fin de evitar la\nconcatenación de los mismos, que deriven en la adquisición por parte de las\npersonas trabajadoras de un contrato indefinido, incluso aunque ello hiciese\nnecesario acudir a la contratación de personas trabajadoras no incluidos en la\nbolsa.\u003C\u002Fp>\n\n\u003Cp>b)La Empresa convocará al interesado, a través de los canales habituales\nestablecidos en cada centro de trabajo, para presentarse en la fecha y hora\ndeterminada para la formalización del correspondiente contrato, con al menos\ncuarenta y ocho horas de antelación, y se informará claramente de las\nconsecuencias que tiene la renuncia a este llamamiento.\u003C\u002Fp>\n\n\u003Cp>c)La renuncia o falta de atención al llamamiento (siempre que, en este\núltimo caso conste de forma fehaciente y constatable la realización de dicho\nllamamiento) determinará la baja definitiva en la bolsa de empleo. También\nserá excluido de la bolsa el trabajador o trabajadora que reciba una\nevaluación negativa de desempeño o no reúna\u003C\u002Fp>\n\n\u003Cp>la aptitud para el trabajo, salvo cuando esta circunstancia concurra de\nmanera temporal en el afectado por alguna de las siguientes causas debidamente\njustificadas:\u003C\u002Fp>\n\n\u003Cp>-Gestación.\u003C\u002Fp>\n\n\u003Cp>-Permiso por nacimiento y cuidado del menor.\u003C\u002Fp>\n\n\u003Cp>-Lactancia natural.\u003C\u002Fp>\n\n\u003Cp>-Enfermedad.\u003C\u002Fp>\n\n\u003Cp>-Accidente de trabajo.\u003C\u002Fp>\n\n\u003Cp>d)La empresa informará a los representantes legales de las personas\ntrabajadoras, así como en su caso a los delegados sindicales, de las personas\ntrabajadoras que integran la bolsa, facilitando antes del 1 de marzo a tal\nefecto una relación completa del personal incluido en la misma.\u003C\u002Fp>\n\n\u003Ch3 id=\"L531\">Artículo 21. Fomento de la contratación indefinida.\u003C\u002Fh3>\n\n\u003Cp>La empresa deberá dotar de la mayor estabilidad y calidad al empleo de las\npersonas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>Con ese fin, Azul constituirá una Comisión de Seguimiento de Empleo\nEstatal formada por los sindicatos y\u002Fo representantes de las personas\ntrabajadoras firmantes del presente convenio, que deberá crearse en los tres\nprimeros meses a la entrada en vigor del presente convenio. Esta comisión se\ndeberá reunir con una periodicidad semestral, antes del comienzo de cada\ntemporada, para analizar los contadores de la jornada efectivamente realizada\npor su personal comparándolos con los del año anterior, de manera que, si el\nvolumen sostenido de la actividad lo justifica, se pueda acordar, entre otras\nmedidas, nuevas contrataciones, mejoras de contrato para el personal FTP, la\nconversión de contratos de duración determinada en fijos discontinuos, de\nfijos discontinuos en fijos a tiempo parcial, y de estos en fijos tiempo\ncompleto, en el número y con arreglo a los criterios y procedimientos\nestablecidos por la Compañía en el seno de la Comisión.\u003C\u002Fp>\n\n\u003Cp>Sin perjuicio de lo contenido en el párrafo primero del presente artículo,\nuna vez indicadas en el seno de la Comisión el número y modalidad de\nnovaciones, transformaciones o mejoras contractuales que correspondan a cada\ncentro de trabajo, se celebrarán reuniones entre la RLT y los responsables de\nla empresa de cada aeropuerto, en el plazo máximo de una semana desde la\ncelebración de la reunión de la comisión de empleo, para informar de los\nlistados de las personas trabajadoras afectadas por el acuerdo en virtud de los\ncriterios establecidos por la Compañía.\u003C\u002Fp>\n\n\u003Ch2 id=\"L541\">\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2 id=\"L541\">CAPÍTULO IV Salarios\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Ch3 id=\"L543\">Artículo 22. Sistema salarial.\u003C\u002Fh3>\n\n\u003Cp>Se considerará salario la totalidad de las percepciones económicas de las\npersonas trabajadoras, en dinero o en especie, por la prestación profesional\nde los servicios laborales por cuenta ajena, ya retribuyan el trabajo efectivo,\ncualquiera que sea la forma de remuneración, o los períodos de descanso\ncomputables como de trabajo.\u003C\u002Fp>\n\n\u003Cp>No tendrán la consideración de salarios las cantidades percibidas en\nconcepto de indemnizaciones o suplidos por los gastos realizados como\nconsecuencia de la actividad laboral, las prestaciones e indemnizaciones de la\nSeguridad Social y las indemnizaciones correspondientes a traslados,\nsuspensiones o despidos. \u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A)Percepciones salariales: Tendrán la condición de salario las siguientes\npercepciones económicas:\u003C\u002Fp>\n\n\u003Cp>1.Salario base: Es aquella parte de la retribución que se fija atendiendo\nexclusivamente a la unidad de tiempo.\u003C\u002Fp>\n\n\u003Cp>2.Complementos salariales: Son las cantidades que, en su caso, deban\nadicionarse al salario base, atendiendo a circunstancias distintas de la unidad\nde tiempo y pueden ser:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Personales.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-De puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-De cantidad o calidad de trabajo (pluses de\nactividad o asistencia y las horas extraordinarias).\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Las cantidades que las empresas abonen libre y\nvoluntariamente a sus personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>3.De vencimiento superior al mes: Las pagas extraordinarias.\u003C\u002Fp>\n\n\u003Cp>B)Percepciones no salariales:\u003C\u002Fp>\n\n\u003Cp>1.Las prestaciones e indemnizaciones de la Seguridad Social.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">2.Las indemnizaciones o suplidos por gastos que hubieran de ser realizados\npor el trabajador o la trabajadora como consecuencia de su actividad laboral,\ntales como el desplazamiento y transporte, y las ayudas y complementos de\nmanutención o comida.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>3.Las indemnizaciones por ceses, desplazamientos, suspensiones o\ndespidos.\u003C\u002Fp>\n\n\u003Cp>Los importes correspondientes especificados en las Tablas Salariales anexas\nal presente convenio se reflejarán como cantidades brutas, sujetas a las\nretenciones determinadas por la regulación legal o reglamentaria oficial\nvigente en el momento de su devengo.\u003C\u002Fp>\n\n\u003Cp>Todas las percepciones, excepto las de vencimiento superior al mes, se\nabonarán mensualmente, por periodos vencidos.\u003C\u002Fp>\n\n\u003Cp>Las cantidades fijas se devengarán en el mes correspondiente y serán\nabonadas en la nómina de dicho mes. Las retribuciones variables se devengarán\nen el mes correspondiente y serán abonadas en la nómina del mes siguiente.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L579\">Artículo 23. Estructura de las percepciones económicas.\u003C\u002Fh3>\n\n\u003Cp>La estructura de las percepciones económicas se basa en los conceptos\nsiguientes:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Salario base.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Gratificaciones extraordinarias.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Pluses salariales, donde se incluyen todos los\ncomplementos que se pacten en cada convenio y que constituyan contraprestación\ndirecta del trabajo y no compensación de gastos originados por asistir a\nrealizar el trabajo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Pluses extrasalariales, donde se consideran\nincluidos cuantos conceptos se pacten de carácter indemnizatorio de gastos\noriginados al trabajador o la trabajadora por la prestación de su trabajo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L591\">Artículo 24. Percepción mínima fija bruta anual.\u003C\u002Fh3>\n\n\u003Cp>1.La percepción fija mínima bruta anual para cada uno de los Grupos\nLaborales que se definen en el capítulo II del presente convenio, es la que\nfigura en las Tablas salariales que se incluye como anexo I.\u003C\u002Fp>\n\n\u003Cp>2.Esta percepción es la correspondiente a una persona empleada a tiempo\ncompleto que realice de manera efectiva la totalidad de su jornada ordinaria de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>A los efectos previstos en este artículo, para alcanzar la remuneración\nfija mínima establecida en dicho artículo, no podrán incluirse otros\nconceptos retributivos diferentes\u003C\u002Fp>\n\n\u003Cp>de los que se regulan en el artículo 22.A), excluyendo los conceptos\nretributivos de naturaleza variable.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3 id=\"L601\">Artículo 25. Complementos salariales de vencimiento periódico\nsuperior al mes.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>Con carácter general, se establecen dos gratificaciones extraordinarias,\nque serán abonadas en los meses de julio y diciembre. El devengo de estas\npagas será semestral; de enero a junio y de julio a diciembre,\nrespectivamente, del mismo año del abono.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>El personal ingresado en el transcurso del año o que cesara durante el\nmismo, percibirá el importe correspondiente a este concepto prorrateando el\ntiempo efectivamente trabajado durante el año.\u003C\u002Fp>\n\n\u003Cp>La Empresa garantizará las gratificaciones extraordinarias adicionales que\npuedan disfrutar determinados trabajadores subrogados, como derechos\nadquiridos.\u003C\u002Fp>\n\n\u003Cp>El abono de estas gratificaciones se realizará en 12 pagas, salvo que el\ntrabajador expresamente y a través de los procedimientos internos establecidos\npor la Empresa solicite el abono en 14 pagas\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>.\u003C\u002Fp>\n\n\u003Ch3 id=\"L611\">Artículo 26. Otros conceptos retributivos.\u003C\u002Fh3>\n\n\u003Cp>Con efectos desde la publicación del presente convenio colectivo (salvo\ncuando la regulación disponga otra cosa) habrán de abonarse, como mínimo,\nlos conceptos retributivos que a continuación se regulan, salvo para aquellas\npersonas trabajadoras que tengan su propia estructura retributiva, que será de\naplicación preferente, hasta el límite de conceptos garantizados que trajera\nconsolidados, de conformidad con lo establecido en el artículo 23 del presente\nconvenio colectivo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">1.Plus de nocturnidad. Se establece este plus por cada hora efectiva de\ntrabajo entre las 22:00 horas y las 06:00 horas. El importe se recoge en las\ntablas salariales establecidas en el anexo I del presente convenio.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>2.Hora extraordinaria. Cada hora realizada por encima de la jornada\nordinaria de trabajo, de acuerdo con lo establecido en el artículo 36 del\npresente convenio, dará lugar a una retribución mínima equivalente al valor\nhora ordinaria del nivel correspondiente del presente convenio, incrementada en\nun 50 %, salvo que se compense con descanso en los términos que igualmente\nseñala el artículo 36 del presente convenio. El precio de la hora ordinaria\nse determinará aplicando la siguiente fórmula: Percepción mínima fija bruta\nanual\u002F1712.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.Hora perentoria. En la definición de horas perentorias se estará a la\nregulación del artículo 36 del presente convenio, y, salvo su compensación\ncon descanso en los términos que en el mismo se regula, se abonará como\nmínimo la cantidad equivalente al valor de la hora ordinaria del nivel\ncorrespondiente del presente convenio incrementada en un 75 %. El precio de la\nhora ordinaria se determinará aplicando la siguiente fórmula: Percepción\nmínima fija bruta anual\u002F1712.\u003C\u002Fp>\n\n\u003Cp>4.Complemento por festivo. Las personas trabajadoras que presten servicios\nen día festivo (excepto domingos) percibirán una cuantía adicional al precio\nde la hora ordinaria de las tablas salariales establecidas en el anexo I del\npresente convenio.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">5.Complemento de Domingo. Las personas trabajadoras que presten servicios en\ndomingo percibirán la cuantía adicional al precio de la hora ordinaria de\ntrabajo efectivo en domingo, establecida en las tablas salariales en el anexo I\ndel presente convenio. El percibo de este complemento no será en ningún caso\nacumulable con el complemento de festivo.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.Plus de jornada fraccionada. Las personas trabajadoras que presten sus\nservicios en régimen de jornada fraccionada percibirán, por cada día de\ntrabajo efectivo en dicho régimen, la cantidad que se establece en las tablas\nsalariales en el anexo I del presente convenio.\u003C\u002Fp>\n\n\u003Cp>7.Plus de madrugue. El personal afectado devengará, en concepto de plus de\nmadrugue, la cantidad que se establece en las tablas salariales en el anexo I\ndel \u003C\u002Fp>\n\n\u003Cp>presente convenio, siempre que su jornada laboral tenga su comienzo entre\nlas 2 y las 6,55 horas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">8.Plus de transporte. El personal percibirá la cantidad establecida en las\ntablas salariales en el anexo I del presente convenio por cada día de\nasistencia al trabajo.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.Ayuda de manutención. El personal percibirá por cada día de asistencia\nal trabajo la cantidad establecida en las tablas salariales en el anexo I del\npresente convenio, siempre que su turno\u002Fhorario incluyese en su totalidad las\n14 y las 16 horas, o las 21 y las 23 horas y la duración de la jornada diaria\ncontinuada, sea igual o superior de seis horas.\u003C\u002Fp>\n\n\u003Cp>10.Plus de jornada irregular. El personal fijo a tiempo completo que realice\nsu prestación en régimen de jornada irregular a que se refiere el artículo\n33 del presente convenio percibirá mensualmente, como concepto fijo, la\ncantidad establecida en las tablas salariales en el anexo I del presente\nconvenio. El percibo de este complemento no será en ningún caso acumulable\ncon el complemento de festivo.\u003C\u002Fp>\n\n\u003Cp>Dado que los horarios que realizan las personas trabajadoras sujetos a\njornada irregular no tienen la consideración de turno, este plus es\nincompatible con el Plus de Turnicidad\u002FDisponibilidad\u002FFlexibilidad y con el\nPlus FTP, regulados en este mismo artículo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cp>11.Plus de turnicidad\u002Fflexibilidad\u002Fdisponibilidad. El personal fijo a tiempo\ncompleto que realice su prestación en régimen de turnos programados por la\nempresa, de acuerdo con lo establecido en el artículo 34 del presente\nconvenio, percibirá por este concepto, como concepto fijo, las cantidades\nestablecidas a continuación:\u003C\u002Fp>\n\n\u003Cp>Por dos turnos distintos programados y efectivamente realizados en el mes:\ncantidad establecida en las tablas salariales en el anexo I del presente\nconvenio.\u003C\u002Fp>\n\n\u003Cp>Por tres turnos distintos programados y efectivamente realizados en el mes:\ncantidad establecida en las tablas salariales en el anexo I del presente\nconvenio.\u003C\u002Fp>\n\n\u003Cp>Por cuatro turnos distintos programados y efectivamente realizados en el\nmes: cantidad establecida en las tablas salariales en el anexo I del presente\nconvenio.\u003C\u002Fp>\n\n\u003Cp>Por cinco o más turnos distintos programados y efectivamente realizados en\nel mes: cantidad establecida en las tablas salariales en el anexo I del\npresente convenio.\u003C\u002Fp>\n\n\u003Cp>No procederá el abono de este complemento en los casos en que no se\nrealicen turnos de manera efectiva por cualquier causa (limitación de turno\nfijo, reducción de jornada con concreción horaria que excluya la turnicidad,\nsolicitud del trabajador, etc...).\u003C\u002Fp>\n\n\u003Cp>Este plus es incompatible con el Plus de jornada irregular y con el Plus\nFTP, regulados en este mismo artículo.\u003C\u002Fp>\n\n\u003Cp>12.Plus de actividad o de área. Se retribuye por este concepto a las\npersonas trabajadoras que realicen cualquiera de las funciones complementarias\no de especial contenido, todas ellas, vinculadas a su grupo o subgrupo\nprofesional. Por su naturaleza funcional, estos pluses se devengarán\núnicamente por el desempeño o realización de la actividad que da lugar a su\nabono, no teniendo carácter consolidable. Dichas funciones complementarias son\nlas siguientes:\u003C\u002Fp>\n\n\u003Cp>Supervisión, por motivos de organización del trabajo la dirección podrá\ndesignar entre los agentes administrativos o de servicios auxiliares para\nrealizar tareas de supervisión. Se abonará por este concepto, la cantidad\nestablecida en las tablas salariales del presente convenio. El personal a\ntiempo parcial que realice funciones de supervisión percibirá el complemento\nen proporción a su jornada.\u003C\u002Fp>\n\n\u003Cp>Jefatura de servicio\u002FAgente jefe. Por motivos de organización del trabajo,\nla dirección, podrá designar agentes administrativos o de servicios\nauxiliares, para realizar tareas de jefatura, según las estructuras de las\nempresas. Se abonará por este concepto, la cantidad establecida en las tablas\nsalariales del presente convenio. El personal a tiempo parcial que realice\nfunciones de jefatura percibirá el complemento en proporción a su jornada.\u003C\u002Fp>\n\n\u003Cp>13.Plus FTP. El plus FTP compensa como concepto fijo la realización, por\nparte del personal fijo a tiempo parcial, de su jornada en las condiciones y\ncon las peculiaridades que se regulan en el artículo 18.5 del presente\nconvenio.\u003C\u002Fp>\n\n\u003Cp>La cuantía de este complemento se establece en una cantidad fija, pagadera\nen doce mensualidades, cuya cuantía irá en proporción al porcentaje de\njornada realizado, según las tablas salariales anexas del presente\nconvenio.\u003C\u002Fp>\n\n\u003Cp>Este plus es incompatible con el plus de jornada irregular y\u002Fo plus de\nvariación de turnos\u002Fflexibilidad\u002Fdisponibilidad.\u003C\u002Fp>\n\n\u003Cp>14.Plus de Productividad. La Empresa abonará un Plus de Productividad\nequivalente a 90 euros brutos que se abonarán trimestralmente, con un máximo\nanual de 360 euros, a aquellas personas trabajadoras que presten servicios en\nlos aeropuertos y que cumplan todos y cada uno de los siguientes indicadores de\nproductividad, durante el correspondiente trimestre. Este plus estará dividido\nen dos partes: un 70 % asociado al cumplimiento de objetivos personales y un 30\n%, ligado al rendimiento global del aeropuerto correspondiente. Cada porcentaje\nse abonará en función del cumplimiento de objetivos que a continuación se\nexpone, siendo el abono de cada parte independiente entre sí:\u003C\u002Fp>\n\n\u003Cp>El abono de este plus se realizará, para cada una de las partes, siempre y\ncuando se cumplan todos y cada uno de los siguientes indicadores especificados\na continuación:\u003C\u002Fp>\n\n\u003Cp>1.Objetivos personales (se abonará el 70 % del plus):\u003C\u002Fp>\n\n\u003Cp>a)Cero ausencias injustificadas.\u003C\u002Fp>\n\n\u003Cp>b)Cero llegadas tardías o salidas anticipadas, salvo supuestos y causas en\nque la empresa considere que han sido debidamente justificadas y acreditadas\n(ej. justificantes médicos).\u003C\u002Fp>\n\n\u003Cp>c)Ejecución de funciones sin errores, incluidos.\u003C\u002Fp>\n\n\u003Cp>d)Errores handling (Error de embarque, pasajero embarcado a otro destino,\nmaleta perdida, tarifas no cobradas correctamente, así como todas aquellas\nincidencias y errores que la Empresa pudiera definir debido a su actividad y de\nlos que dará traslado a través de un listado actualizable con dichos ejemplos\na la comisión mixta del presente convenio).\u003C\u002Fp>\n\n\u003Cp>e)Daños a equipos o aviones no reportados.\u003C\u002Fp>\n\n\u003Cp>2.KPIs del aeropuerto (se abonará el 30 % del plus):\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Puntualidad en cierre de puertas de embarque en el\nhorario establecido por la compañía, en las salidas del primer turno (First\nwave): > 95.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Cierre de puertas de embarque en el horario\nestablecido por la compañía, durante el resto del día: > 85.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Cierre de mostradores de facturación en horario\nestablecido por la compañía > 90.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Embarque de la totalidad de pasajeros que tengan\nuna priorización de embarque > 85 %.\u003C\u002Fp>\n\n\u003Cp>El personal subrogado percibirá también este plus en los términos\ndescritos, siempre y cuando la persona trabajadora no esté percibiendo un\ncomplemento de productividad similar en la empresa anterior.\u003C\u002Fp>\n\n\u003Cp>La evaluación de este plus se realizará trimestralmente, previa\nverificación del cumplimiento de los indicadores mencionados, siendo su abono\nen el mes siguiente al vencimiento del trimestre.\u003C\u002Fp>\n\n\u003Cp>Concretamente, con respecto a los KPIs de los aeropuertos (30 % del valor\ntotal del plus), la Empresa se reserva el derecho a la revisión y\nmodificación de los mismos con carácter anual durante el mes de diciembre y\nposterior comunicación en la comisión mixta paritaria.\u003C\u002Fp>\n\n\u003Cp>Este plus tendrá vigencia a partir del día siguiente a la firma del\npresente convenio. \u003C\u002Fp>\n\n\u003Cp>15. Plus Multi-tasking. La empresa abonará un plus mensual multi-tasking a\nlas personas trabajadoras indicadas en el presente artículo que acrediten su\npolivalencia efectiva en la compañía en el mes que corresponda, esto es, que\ndesempeñen las funciones propias a su grupo profesional y así mismo para una\nmayor eficiencia y flexibilidad en el servicio prestado por la Compañía,\nefectúen tareas específicas que requieran formación y cualificación\nadicional a la básica para el puesto de agente de rampa.\u003C\u002Fp>\n\n\u003Cp>Este plus también se aplicará al personal subrogado, siempre y cuando no\nesté percibiendo un complemento variable y equivalente por funciones de\nmulti-tasking, conductor y\u002Fo tareas específicas.\u003C\u002Fp>\n\n\u003Cp>Este plus será percibido únicamente por el personal que cumpla con todos y\ncada uno de los siguientes requisitos:\u003C\u002Fp>\n\n\u003Cp>a)Agentes de Rampa: plus multi-tasking de 30 euros (correspondiente como\nmáximo en el caso de que cada mes se haya devengado, a 360 € anuales).\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Ostentar la formación y cualificación necesarias\npara la conducción de cualquiera de los siguientes vehículos: jardineras,\npush back o vehículos de de-icing. El máximo a cobrar el mes en cuestión es\nde 30 euros, no siendo acumulable el haber realizado la conducción de\ndiferentes vehículos.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Haber desempeñado durante el mes en cuestión\nfunciones propias de un GHA (Ground Handling Agent), tales como la carga de\nequipajes, junto con las funciones de conducción previamente señaladas, y que\nno se haya ausentado de su puesto de trabajo de forma injustificada.\u003C\u002Fp>\n\n\u003Cp>b)Agentes Oficina Operaciones: plus multitasking de 30 euros\n(correspondiente como máximo en el caso de que cada mes se haya devengado, a\n360 euros anuales).\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Ostentar la formación y cualificación necesarias\npara el desempeño de funciones en la oficina Operaciones.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Haber desempeñado durante el mes en cuestión\nfunciones propias de un CSA (como check-in y\u002Fo boarding), junto con las\nfunciones de operador de OPS, y no se haya ausentado de su puesto de trabajo de\nforma injustificada.\u003C\u002Fp>\n\n\u003Cp>El abono de este plus estará condicionado al efectivo cumplimiento de las\ntareas descritas durante el mes correspondiente y del resto de requisitos, que\nserán verificados por parte de la Empresa mensualmente. Asimismo, el abono se\nefectuará al mes siguiente de su devengo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L719\">Artículo 27. Anticipos.\u003C\u002Fh3>\n\n\u003Cp>Se podrán solicitar anticipos mensuales sobre el salario devengado,\nsiguiendo el calendario de nómina.\u003C\u002Fp>\n\n\u003Cp>La cantidad solicitada como anticipo será como máximo la que se haya\ngenerado en el momento del mes de su solicitud.\u003C\u002Fp>\n\n\u003Cp>Todos los anticipos de salario se deducirán por completo de la siguiente\nnómina.\u003C\u002Fp>\n\n\u003Cp>Se limita la solicitud de dichos anticipos a un máximo de 4 anticipos por\naño natural.\u003C\u002Fp>\n\n\u003Ch3 id=\"L729\">Artículo 28. Pago del salario.\u003C\u002Fh3>\n\n\u003Cp>Todas las percepciones, excepto las de vencimiento periódico superior al\nmes, se abonarán mensualmente, por períodos vencidos y en el mes siguiente al\nde su devengo los conceptos variables.\u003C\u002Fp>\n\n\u003Cp>La Empresa pagará las retribuciones mediante transferencia bancaria.\u003C\u002Fp>\n\n\u003Cp>La documentación de pago del salario consistirá en un recibo de salarios\nque contenga las diferentes percepciones de la persona trabajadora, así como\nlas deducciones que legal o convencionalmente que procedan.\u003C\u002Fp>\n\n\u003Ch3 id=\"L737\">Artículo 29. Percepciones económicas de las personas\ntrabajadoras a tiempo parcial.\u003C\u002Fh3>\n\n\u003Cp>Las percepciones económicas fijas brutas mínimas año para las personas\ntrabajadoras a tiempo parcial serán las establecidas en los artículos\ncorrespondientes de manera proporcional, en función del tiempo trabajado.\u003C\u002Fp>\n\n\u003Ch2 id=\"L743\">\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2 id=\"L743\">CAPÍTULO V Jornada\u003C\u002Fh2>\n\n\u003Ch3 id=\"L745\">Artículo 30. Tiempo de trabajo.\u003C\u002Fh3>\n\n\u003Cp>Dada la peculiaridad de las funciones de las Empresas a las que afecta este\nconvenio, que exige una permanente actividad para el servicio que prestan las\nCompañías Aéreas, las Empresas tendrán plena facultad para establecer\njornadas, turnos y horarios del personal, siempre respetando las disposiciones\nlegales y convencionales de aplicación.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L749\">Artículo 31. Jornada.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspyear\">\u003Cp>La jornada ordinaria de trabajo efectivo tendrá una duración máxima anual\nde 1712 horas para un trabajador indefinido a tiempo completo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>En ningún caso la jornada anual ordinaria podrá ser superior a la indicada\nen el párrafo anterior.\u003C\u002Fp>\n\n\u003Cp>La organización diaria y semanal, así como la programación de jornadas,\nturnos y horarios de trabajo se establecerá de acuerdo con las necesidades\noperativas.\u003C\u002Fp>\n\n\u003Cp>En caso de necesidades operativas, se podrán realizar jornadas de 10 horas\npor los trabajadores fijos a tiempo completo en función de las necesidades\noperativas en aquellos aeropuertos y en aquellos departamentos en los que se\nvenían realizando por acuerdos locales o personales con los trabajadores y,\nsiempre, condicionadas a la previa notificación y aceptación voluntaria por\nparte del trabajador o trabajadora afectado\u002Fa. En el caso de necesitar abordar\ncualquier cuestión al respecto, se convocará una reunión con la\nrepresentación legal de los trabajadores de cada uno de los aeropuertos. En\ntodo caso, estas jornadas solo serán aplicables a aquellas personas\ntrabajadoras que lo acepten voluntariamente. En el supuesto caso de que la\npersona trabajadora que haya expresado su voluntad de realizar estas jornadas\nquisiera retractarse, podrá hacerlo siempre y cuando lo efectúe con un\npreaviso mínimo de 10 días hábiles antes de la publicación de turnos del\nmes siguiente.\u003C\u002Fp>\n\n\u003Cp>Con el fin de no trastocar la planificación y proyección de jornadas, así\ncomo la correcta cobertura de las necesidades operativas las solicitudes de\ncambio de turno durante el mes en curso están limitadas a realizarse entre\npersonas trabajadoras capacitadas y aptas para realizar las mismas funciones y\nambos turnos deberán ser de la misma duración, o con una diferencia máxima\nde dos horas. Además de lo anterior, los cambios en horario que conllevaría\nel cambio de turno deberán cumplir con los requisitos establecidos por la\nCompañía para la confección de los horarios.\u003C\u002Fp>\n\n\u003Cp>Todo lo anterior, y con el mismo fin de no trastocar la planificación y\nproyección de jornadas, será de aplicación teniendo en cuenta que los\ncambios de turno se solicitarán entre personas trabajadoras con contratos a\ntiempo completo o bien, entre personas trabajadoras con contratos a tiempo\nparcial.\u003C\u002Fp>\n\n\u003Cp>El tiempo de trabajo se computará de modo que tanto al comienzo como al\nfinal de la jornada diaria la persona trabajadora se encuentre en su puesto de\ntrabajo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L765\">Artículo 32. Refrigerio.\u003C\u002Fh3>\n\n\u003Cp>En todas las jornadas continuadas, siempre que su duración sea superior a 6\nhoras de manera continuada, las personas trabajadoras dispondrán de un tiempo\nde 15 minutos de refrigerio que serán computados dentro de la jornada laboral,\ny como tiempo \u003C\u002Fp>\n\n\u003Cp>efectivo de trabajo. La duración de este tiempo de refrigerio será de 25\nminutos para las personas trabajadoras que realicen una jornada diaria que\ncomprenda íntegramente las siguientes franjas: entre las 13:00 y las 15:00\nhoras y entre las 21 y las 23 horas, así como para las personas trabajadoras\nque realicen al menos cinco horas de su jornada diaria entre las 23 horas y las\n6 horas del día siguiente.\u003C\u002Fp>\n\n\u003Cp>El disfrute del tiempo de refrigerio se realizará de acuerdo con las\ndirectrices de la empresa, con la finalidad de no perturbar la actividad\nproductiva.\u003C\u002Fp>\n\n\u003Cp>No será aplicable este descanso por refrigerio a la jornada fraccionada, ni\ncuando en un día se realicen 2 períodos horarios (salvo que uno de los\nperiodos exceda de 6 horas, en cuyo caso será de aplicación en dicho\nperiodo).\u003C\u002Fp>\n\n\u003Ch3 id=\"L775\">Artículo 33. Trabajo a turnos.\u003C\u002Fh3>\n\n\u003Cp>Se considera trabajo a turnos toda forma de organización del trabajo en\nequipo según la cual las personas trabajadoras ocupan sucesivamente los mismos\npuestos de trabajo, según un cierto ritmo, continuo o discontinuo, implicando\nla necesidad de prestar sus servicios en horas diferentes en un período\ndeterminado de días o de semanas.\u003C\u002Fp>\n\n\u003Cp>La regulación recogida en el presente convenio colectivo en materia de\nturnos de trabajo, viene referida exclusivamente a las personas trabajadoras de\nactividad continuada a tiempo completo con contrato indefinido, pues las\npersonas trabajadoras fijos a tiempo parcial, los fijos discontinuos y los\ncontratados por circunstancias de la producción no se encuentran sometidos a\neste régimen de turnos, sino que realizan jornadas y horarios de acuerdo con\nlas disposiciones específicas de este convenio y la regulación definida en\nlas disposiciones legales de aplicación.\u003C\u002Fp>\n\n\u003Cp>En la organización del trabajo de los turnos se tendrá en cuenta la\nrotación de los mismos y que ninguna persona trabajadora estará en el turno\nde noche más de dos semanas consecutivas, salvo adscripción voluntaria.\u003C\u002Fp>\n\n\u003Cp>La empresa que organice el trabajo según un cierto ritmo deberá tener en\ncuenta el principio general de adaptación del trabajo a la persona,\nespecialmente de cara a atenuar el trabajo monótono y repetitivo en función\ndel tipo de actividad y de las exigencias en materia de seguridad y salud de\nlas personas trabajadoras y trabajadoras. Dichas exigencias deberán ser\ntenidas particularmente en cuenta a la hora de determinar los períodos de\ndescanso durante la jornada de trabajo.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras y trabajadoras nocturnos\u002Fas y quienes trabajen a\nturnos deberán gozar en todo momento de un nivel de protección en materia de\nsalud y seguridad adaptado a la naturaleza de su trabajo, dando cumplimiento a\nlo preceptuado en el Estatuto de las personas trabajadoras, la Ley de\nPrevención de Riesgos Laborales y el resto del Ordenamiento Jurídico.\u003C\u002Fp>\n\n\u003Cp>En el seno de cada centro de trabajo se definirán y fijarán los turnos a\nrealizar, en función de sus necesidades organizativas, así como el sistema de\nrotación y, en su caso, ampliación o variación. Los turnos en la Empresa se\nfijan atendiendo a la programación de vuelos existente y dependen de diversos\nfactores, no siendo unitarios para cada aeropuerto, tomándose distintos\nfactores en consideración, por ejemplo el tamaño del aeropuerto en cuestión,\nStaffing Levels, la temporada (alta o baja), el número de vuelos atendidos, el\npersonal disponible y las puntas operativas, entre otros.\u003C\u002Fp>\n\n\u003Ch3 id=\"L789\">Artículo 34. Jornada irregular.\u003C\u002Fh3>\n\n\u003Cp>Se considera jornada irregular aquella en la que el trabajador fijo a tiempo\ncompleto realiza su prestación en forma no regular, con respeto en todo caso\ndel límite máximo de la jornada establecida en cómputo anual en el artículo\n31 del presente convenio. La prestación de trabajo bajo la modalidad de turnos\nrotatorios no tiene la consideración de jornada irregular.\u003C\u002Fp>\n\n\u003Cp>El personal afecto a esta modalidad de distribución de jornada percibirá\nel Plus de Jornada Irregular regulado en el artículo 25.11. Dado que los\nhorarios que realiza el personal afecto a esta modalidad de distribución de\njornada no tienen consideración de turno, este plus es incompatible con el\nplus de turnicidad\u002Fflexibilidad\u002Fdisponibilidad. También será incompatible, a\nsu vez, con el Plus FTP.\u003C\u002Fp>\n\n\u003Ch3 id=\"L797\">Artículo 35. Jornada fraccionada.\u003C\u002Fh3>\n\n\u003Cp>En Azul podrá establecerse la distribución horaria en régimen de Jornada\nFraccionada de acuerdo con las necesidades del servicio, sin que pueda exceder\ndel 50 % en cómputo anual, referido al personal fijo a tiempo completo en cada\naeropuerto, salvo adscripción voluntaria por parte de las personas\ntrabajadoras y previa información a la representación legal de las personas\ntrabajadoras.\u003C\u002Fp>\n\n\u003Cp>Asimismo, en aquellos aeropuertos donde hasta el momento se han venido\nrealizando jornadas fraccionadas por parte de las personas trabajadoras con\ncontrato fijo a tiempo completo, y si fuera necesario por necesidades\noperativas, se podrán seguir efectuando como hasta el momento lo venían\nhaciendo.\u003C\u002Fp>\n\n\u003Cp>En aquellos aeropuertos en que sea necesario implantar la jornada\nfraccionada en los contratos fijos a tiempo completo, la empresa se reunirá\ncon la representación legal de los trabajadores local para el estudio de dicha\nsituación en las jornadas fraccionadas con una interrupción superior a 5\nhoras, siempre con la adscripción voluntaria por parte de la persona\ntrabajadora.\u003C\u002Fp>\n\n\u003Ch3 id=\"L805\">Artículo 36. Horas extraordinarias y perentorias.\u003C\u002Fh3>\n\n\u003Cp>Tendrán la consideración de horas extraordinarias aquellas horas que se\nrealicen sobre la duración de la jornada ordinaria de trabajo. Las horas\nextraordinarias deberán ser compensadas mediante abono o descanso.\u003C\u002Fp>\n\n\u003Cp>Dada la naturaleza de la actividad de las empresas de handling, y\nentendiendo que las horas extraordinarias son de aceptación voluntaria por\nparte del personal, la Empresa podrá solicitar la realización de tales horas\nextraordinarias cuando excepcionalmente se prevea que, por alguna causa, pueda\nquedar desatendido cualquier servicio. Las horas extraordinarias de fuerza\nmayor (que son las realizadas para prevenir o reparar siniestros y otros daños\nextraordinarios y urgentes, y ajenos a la actividad productiva de la empresa)\nserán de realización obligatoria.\u003C\u002Fp>\n\n\u003Cp>Asimismo, serán de obligada realización las horas perentorias,\nconsiderándose como tales, las que se originen por impuntualidad de aeronaves,\nen el relevo de turnos, ausencias imprevistas, servicios o reparaciones\nurgentes u otras circunstancias, siempre excepcionales y de obligada atención\nque no puedan ser suplidas con otro personal.\u003C\u002Fp>\n\n\u003Cp>Las horas extraordinarias y las perentorias realizadas serán retribuidas\ncon la cantidad indicada en el artículo 28 del presente convenio, salvo que la\npersona afectada opte expresamente por su compensación con descanso, el cual\nse producirá dentro de los tres meses siguientes a su realización, previo\nacuerdo con la empresa para la determinación de la fecha de disfrute.\u003C\u002Fp>\n\n\u003Cp>La compensación por tiempo de descanso será de una hora por cada hora\nextraordinaria realizada. Tratándose de horas perentorias, la compensación\nserá de 1,75 horas (1 hora y 45 minutos de descanso) por cada hora\ntrabajada.\u003C\u002Fp>\n\n\u003Cp>A efectos de su cómputo para el límite máximo legal, no se tendrán en\ncuenta las horas extraordinarias ni las perentorias que hayan sido compensadas\nmediante descanso dentro de los cuatro meses siguientes a su realización.\u003C\u002Fp>\n\n\u003Ch2 id=\"L821\">CAPÍTULO VI Vacaciones, permisos y licencias\u003C\u002Fh2>\n\n\u003Ch3 id=\"L823\">Artículo 37. Vacaciones.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">El período de vacaciones anuales retribuidas tendrá una duración de\ntreinta días naturales, para todos los tipos de contrato, excepto para\naquellas personas trabajadoras \u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>que por subrogación o acuerdo con la empresa dispongan de un mayor número\nde días de vacaciones. En los casos en que la prestación de servicios sea de\nduración inferior a un año, las vacaciones se devengarán en proporción al\ntiempo trabajado.\u003C\u002Fp>\n\n\u003Cp>En Azul se han fijado los criterios para el disfrute de vacaciones en virtud\nde la política de vacaciones vigente en la misma que se señalará en el\nsiguiente artículo.\u003C\u002Fp>\n\n\u003Cp>Para el establecimiento del periodo vacacional se tendrán en cuenta los\nperiodos de mayor actividad.\u003C\u002Fp>\n\n\u003Cp>Del total de días de vacaciones el trabajador o trabajadora podrá\nreservarse hasta tres días para atender necesidades derivadas o previstas en\nla ley de conciliación de la vida familiar. El trabajador o trabajadora que\ncese en el transcurso del año tendrá derecho a percibir la parte proporcional\nde vacaciones que no haya disfrutado. Caso de haber disfrutado más tiempo del\nque le corresponda, deberá resarcir a la empresa del exceso, pudiendo ésta\npracticar el correspondiente descuento en la liquidación.\u003C\u002Fp>\n\n\u003Cp>Cuando el período de vacaciones fijado en el calendario de vacaciones de\nAzul 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 los\napartados 4, 5 y 7 del artículo 48 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 de\ndicho precepto le correspondiera, al finalizar el período de suspensión,\naunque 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 al trabajador disfrutarlas, total o parcialmente, durante el\naño natural a que corresponden, el trabajador podrá hacerlo una vez finalice\nsu incapacidad y siempre que no hayan transcurrido más de dieciocho meses a\npartir del final del año en que se hayan originado.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras percibirán un complemento que compensa el salario\nde los conceptos variables devengados y no percibidos en los días en que se\ndisfrutan las vacaciones del mismo modo que se estaba percibiendo hasta el\nmomento. El pago del referido complemento «variable en vacaciones» se hará\nanualmente, con la nómina de marzo, conforme al procedimiento actual y con los\nmismos criterios y conceptos usados hasta la actualidad.\u003C\u002Fp>\n\n\u003Cp>El cálculo se realizará del siguiente modo, siendo el mismo que se ha\nutilizado hasta la actualidad:\u003C\u002Fp>\n\n\u003Cp>1.Suma de los importes de las variables correspondientes a las variables\ndevengadas de enero a diciembre, pagadas en las nóminas de febrero a enero,\npues se pagan a mes vencido.\u003C\u002Fp>\n\n\u003Cp>2.El importe resultante del cálculo anterior se divide entre once meses y\nese resultado se divide entre 30, siendo éste el valor del día de salario\nvariable en vacaciones. Si la persona trabajadora en el periodo en cuestión se\nencuentra en situación de IT la división se realizará entre los meses\nproporcionales en los que no ha estado de baja médica.\u003C\u002Fp>\n\n\u003Cp>Si el concepto en cuestión ya se abona durante el período vacacional, no\nvolverá a incluirse en el complemento variables en vacaciones, para evitar de\neste modo la duplicidad en su abono. Igualmente, si el abono durante el\nperíodo vacacional ha sido superior al obtenido mediante el cálculo anterior,\nse procederá al descuento según corresponda.\u003C\u002Fp>\n\n\u003Cp>Adicionalmente, y con carácter anual, se procederá a regularizar el\nporcentaje de jornada de las vacaciones del año anterior en la nómina de\nmarzo a todo el personal con contrato fijo a tiempo parcial. A tal efecto, se\ncalculará la media de la jornada realizada por la persona trabajadora con\ncontrato fijo a tiempo parcial en el año anterior y se comparará con la\njornada abonada durante los días de vacaciones disfrutados, siendo que se\nprocederá al abono o al descuento del resultado indicado de la diferencia\nsegún corresponda.\u003C\u002Fp>\n\n\u003Ch3 id=\"L853\">Artículo 38. Procedimiento para la solicitud y el disfrute de\nlas vacaciones anuales.\u003C\u002Fh3>\n\n\u003Cp>El presente procedimiento será de aplicación a todas las personas\ntrabajadoras de la Compañía Azul Handling, dedicado a la actividad de\nasistencia en tierra en aeropuertos, con independencia del tipo de contrato.\u003C\u002Fp>\n\n\u003Cp>Para la solicitud y el disfrute de las vacaciones anuales, se regirá por\nlas siguientes disposiciones:\u003C\u002Fp>\n\n\u003Cp>a)El número de días de vacaciones laborables para las personas\ntrabajadoras, serán los siguientes, según la rotación en la que se\nencuentren y en base a 30 días naturales por año:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Rotación 5x2: 22 días laborables.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Rotación 6x3 o 4x2: 21 días laborables.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Rotación 4x4: 15 días laborables. Para poder\ncumplir con la jornada anual, se asignarán entre 2 y 5 turnos adicionales\n(5x3) a lo largo del año. Estos turnos se programarán como máximo una vez al\nmes.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Sin rotación: 30 días naturales.\u003C\u002Fp>\n\n\u003Cp>b)Las solicitudes deben hacerse por rotaciones completas de trabajo, es\ndecir, se han de solicitar los días laborables comprendidos entre periodos de\ndescanso. Por ejemplo, en una rotación 6x3, se han de solicitar como mínimo 6\ndías de vacaciones, siendo el primer día de trabajo de ese ciclo el primer\ndía de las vacaciones solicitadas, y el último día de trabajo de ese ciclo,\nel último día de vacaciones solicitadas.\u003C\u002Fp>\n\n\u003Cp>c)Únicamente el personal con tres o más bloques de 6 días laborables de\nvacaciones podrá dividir estos bloques, es decir, el tercer, el cuarto y el\nquinto bloque, en caso de existir, en dos bloques de tres días laborables cada\nuno. En el caso de dividir el tercer, cuarto o quinto bloque, la solicitud de\nesos tres días laborables de vacaciones se realizará siempre en días\nconsecutivos, inmediatamente antes o después de una libranza.\u003C\u002Fp>\n\n\u003Cp>d)Para las personas trabajadoras con hasta 24 días laborables de\nvacaciones, la solicitud de se hará en dos rondas, una primera ronda de dos\nrotaciones completas de trabajo (por ejemplo, dos bloques de 6 días laborables\nen el caso de la rotación 6x3), cuyo plazo de solicitud será del 1 al 15 de\noctubre del año en curso. Una vez asignados estos, y la plantilla sea\nconocedora de su adjudicación, habrá una segunda ronda, cuyo plazo de\nsolicitud se establece entre el 25 de octubre y el 10 de noviembre del año en\ncurso, donde se solicitará el resto de los días de vacaciones, pudiendo dejar\nhasta tres días para atender necesidades de conciliación familiar. Para las\npersonas trabajadoras con más de 24 días laborables de vacaciones, se\nprocederá con una tercera ronda de solicitud de vacaciones para elegir el\nresto de los días, cuyo plazo de solicitud se establece entre el 20 de\nnoviembre y el 1 de diciembre del año en curso.\u003C\u002Fp>\n\n\u003Cp>- Para el cálculo de los cupos de persona\u002Fdía que puedan disfrutar de\nvacaciones simultáneamente se empleará la siguiente fórmula:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Cupo diario = N.° días laborables de vacaciones *\nn.° empleados \u002F 365\u003C\u002Fp>\n\n\u003Cp>Esta fórmula se aplicará en función del tipo de contrato,\nproporcionalidad en función del periodo de actividad, departamento, puesto de\ntrabajo y funciones.\u003C\u002Fp>\n\n\u003Cp>Los cupos no variarán, siempre y cuando exista el mismo número de personas\ntrabajadoras por tipo de contrato, departamento, puesto de trabajo y funciones\nen relación al mismo periodo del año natural anterior.\u003C\u002Fp>\n\n\u003Cp>Para el personal que tenga contrato o actividad de una duración inferior a\n12 meses, le corresponderá la parte proporcional según los meses\nefectivamente trabajados. \u003C\u002Fp>\n\n\u003Cp>Asimismo, el trabajador que cese en el transcurso del año tendrá derecho a\npercibir la parte proporcional de vacaciones que no haya disfrutado.\u003C\u002Fp>\n\n\u003Cp>e)Sistema de puntos:\u003C\u002Fp>\n\n\u003Cp>Para mantener un sistema equitativo e imparcial para el orden en la\nelección de los días de vacaciones, es necesario establecer un sistema de\npuntos para el personal FTC, FTP y FD, de tal forma que la persona trabajadora\nque más puntos genere un año, al año siguiente será el último en elegir\nvacaciones. Por el contrario, la persona trabajadora que menos puntos genera en\nel año sería la primera en elegir vacaciones al año siguiente.\u003C\u002Fp>\n\n\u003Cp>El total de puntos obtenidos se dividirá entre el número de días\nlaborables de vacaciones que tenga cada trabajador (por ejemplo, en la\nrotación 6x3, un empleado con 42 puntos y con 21 días laborables de\nvacaciones tendría un resultado 2 puntos por día de vacaciones. En el caso\nrotación 4x4, un empleado con 42 puntos y con 15 días de vacaciones tendría\nun resultado de 2,8 puntos por día de vacaciones).\u003C\u002Fp>\n\n\u003Cp>Para las personas trabajadoras FD, se hará una media ponderada de los\npuntos obtenidos en relación con los meses efectivamente trabajados.\u003C\u002Fp>\n\n\u003Cp>Para las nuevas incorporaciones a la plantilla fija, y que, por lo tanto, no\ntienen histórico de puntos, se establecerá el orden por sorteo entre todas\naquellas personas trabajadoras que hayan sido transformadas en el mismo año.\nEse año serán los últimos en elegir, ya que no han generado puntos el año\nanterior.\u003C\u002Fp>\n\n\u003Cp>El reparto de puntos de aplicación será lo indicado en cada centro de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>f)Días de vacaciones para atender necesidades derivadas o previstas en la\nley de conciliación de la vida familiar.\u003C\u002Fp>\n\n\u003Cp>Todas las personas trabajadoras dentro de su período vacacional, tendrán\nderecho a 3 días para atender necesidades derivadas o previstas en la ley de\nconciliación de la vida familiar.\u003C\u002Fp>\n\n\u003Cp>El personal procurará solicitarlos con la mayor antelación posible,\nestableciéndose como fecha límite para su solicitud el 15 de octubre, y\nreservándose la empresa el derecho de denegar dicha solicitud en el caso de\nser solicitado con menos de cinco días hábiles de antelación, sin contar\nsábados, domingos y festivos. La contestación al trabajador o trabajadora de\ndicha solicitud será en los siguientes 3 días.\u003C\u002Fp>\n\n\u003Cp>El disfrute de estos días debe ser siempre acordado entre empresa y persona\ntrabajadora, y la asignación de dichos días se hará por orden de entrega de\nla solicitud, exceptuando los días 24, 25, 26 y 31 de diciembre del año en\ncurso: deberán solicitarse hasta el 15 de octubre del año en curso y se\nsorteará a que trabajador se le concede dicho día.\u003C\u002Fp>\n\n\u003Cp>En cualquier caso, estos días de vacaciones se regirán por las\nlimitaciones de cupo calculados.\u003C\u002Fp>\n\n\u003Cp>Las vacaciones serán solicitadas para su disfrute dentro del año natural,\nes decir del 1 de enero al 31 de diciembre.\u003C\u002Fp>\n\n\u003Cp>g)Procedimiento de cambio de vacaciones:\u003C\u002Fp>\n\n\u003Cp>Una vez publicadas las vacaciones se podrán hacer los siguientes\ncambios:\u003C\u002Fp>\n\n\u003Cp>1.Entre compañeros: siempre y cuando ambas personas trabajadoras realicen\nlas mismas funciones, y bajo solicitud por escrito con la firma de ambos a la\nempresa. Para que se haga efectivo el cambio tiene que haber aceptación\nexpresa por parte de Azul.\u003C\u002Fp>\n\n\u003Cp>2.Cambiar las vacaciones aceptadas por otras fechas: la persona trabajadora\nque solicite cambiar las vacaciones aceptadas por otras fechas y la empresa lo\nacepte, debe saber que se tendrán en cuenta a la hora de valoración del\nsistema de puntos de aplicación, las fechas que tengan una puntuación más\nalta.\u003C\u002Fp>\n\n\u003Cp>A título de ejemplo: si una persona trabajadora tenía aceptado febrero con\n0 puntos y lo cambia por julio, le contabilizarán 9 puntos cada día, si por\nel contrario tenía aceptado\u003C\u002Fp>\n\n\u003Cp>julio y lo cambia a febrero también le contabilizarán los días de febrero\na razón de 9 puntos por día.\u003C\u002Fp>\n\n\u003Cp>No se podrán cambiar las vacaciones una vez haya sido publicado el horario\nmensual.\u003C\u002Fp>\n\n\u003Cp>h)Supuestos de incapacidad temporal:\u003C\u002Fp>\n\n\u003Cp>Cuando una persona trabajadora se incorpora después de una incapacidad\ntemporal, si ha dejado de disfrutar vacaciones que tenía aceptadas, deberá\nsolicitarlas de nuevo por escrito indicando nuevas fechas y teniendo en cuenta\nlos cupos establecidos. A efectos del sistema de puntos, le contabilizarán los\npuntos de las nuevas fechas solicitadas. Si la baja no le permite a una persona\ntrabajadora disfrutar de todas las vacaciones en un año en concreto, estas\nvacaciones le serán asignadas de mutuo acuerdo entre empresa y trabajador lo\nantes posible en el año siguiente. En el caso de que su alta se produzca antes\nde finalizar el año, si la operativa lo permite, se disfrutaran en el año en\ncurso.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de que el período de vacaciones coincida con una incapacidad\ntemporal por contingencias distintas a las señaladas en el párrafo anterior\nque imposibilite al trabajador disfrutarlas, total o parcialmente, durante el\naño natural a que corresponden, el trabajador podrá hacerlo una vez finalice\nsu incapacidad y siempre que no hayan transcurrido más de dieciocho meses a\npartir del final del año en que se hayan originado.\u003C\u002Fp>\n\n\u003Ch3 id=\"L931\">Artículo 39. Permisos y licencias.\u003C\u002Fh3>\n\n\u003Cp>1.Las personas trabajadoras, previo aviso y justificación, podrá\nausentarse del trabajo, con derecho a remuneración, por alguno de los motivos\ny por 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-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>b)Cinco días por accidente o enfermedad graves, hospitalización o\nintervención quirúrgica sin hospitalización que precise reposo domiciliario\ndel cónyuge, pareja de hecho o parientes hasta el segundo grado por\nconsanguineidad o afinidad, incluido el familiar consanguíneo de la pareja de\nhecho, así como de cualquier otra persona distinta de las anteriores, que\nconviva con la persona trabajadora en el mismo domicilio y que requiera el\ncuidado efectivo de aquella.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>c)Dos días por el fallecimiento del cónyuge, pareja de hecho o parientes\nhasta el segundo grado de consanguinidad o afinidad. Cuando con tal motivo la\npersona trabajadora necesite hacer un desplazamiento al efecto a distinto lugar\ndel de residencia habitual, el plazo se ampliará en dos días.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d)Un día por traslado del domicilio habitual.\u003C\u002Fp>\n\n\u003Cp>e)Un día por razón de matrimonio de padre o madre, hijos o hijas y\nhermanos o hermanas, ampliable a dos si fuera en distinto lugar del de\nresidencia habitual del trabajador o trabajadora, en función de la distancia\nal lugar.\u003C\u002Fp>\n\n\u003Cp>f)Hasta tres días como máximo al año para la realización de exámenes o\npruebas definitivas de aptitud para aquellos supuestos en que se trate de\nestudios de Bachillerato o Formación Profesional, y en el caso de estudios\nmedios o superiores en Facultades o Escuelas Especiales o Profesionales, así\ncomo de Centros que emitan certificaciones oficiales, siempre, en este último\nsupuesto, que los estudios de que se trate tengan relación o aplicación en la\nEmpresa. (Acta 2\u002F2015 Paritaria).\u003C\u002Fp>\n\n\u003Cp>Disfrutado el día o días libres, el trabajador o trabajadora deberá\njustificar la realización del examen.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-administrativedays\">\u003Cp>g)Por el tiempo indispensable, para el cumplimiento de un deber inexcusable\nde carácter público y personal, comprendido el ejercicio del sufragio activo,\nsin perjuicio de lo determinado legalmente para estos supuestos. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">h)Para realizar funciones sindicales o de representación del personal en\nlos términos establecidos legal o convencionalmente.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">i)Por el tiempo indispensable para la realización de exámenes prenatales y\ntécnicas de preparación al parto y, en los casos de adopción, guarda con\nfines de adopción o acogimiento, para la asistencia a las preceptivas sesiones\nde información y preparación y para la realización de los preceptivos\ninformes psicológicos y sociales previos a la declaración de idoneidad,\nsiempre, en todos los casos, que deban tener lugar dentro de la jornada de\ntrabajo.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>j)Hasta cuatro días por imposibilidad de acceder al centro de trabajo o\ntransitar por las vías de circulación necesarias para acudir al mismo, como\nconsecuencia de las recomendaciones, limitaciones o prohibiciones al\ndesplazamiento establecidas por las autoridades competentes, así como cuando\nconcurra una situación de riesgo grave e inminente, incluidas las derivadas de\nuna catástrofe o fenómeno meteorológico adverso. Transcurridos los cuatro\ndías, el permiso se prolongará hasta que desaparezcan las circunstancias que\nlo justificaron, sin perjuicio de la posibilidad de la empresa de aplicar una\nsuspensión del contrato de trabajo o una reducción de jornada derivada de\nfuerza mayor en los términos previstos en el artículo 47.6.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-remote_work_same_txt\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-remote_work_options\">Cuando la naturaleza de la prestación laboral sea compatible con el trabajo\na distancia y el estado de las redes de comunicación permita su desarrollo, la\nempresa podrá establecerlo, observando el resto de las obligaciones formales y\nmateriales recogidas en la Ley 10\u002F2021, de 9 de julio, de trabajo a distancia,\ny, en particular, el suministro de medios, equipos y herramientas adecuados.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.El ejercicio al derecho del permiso retribuido a que se refieren los\npuntos anteriores comenzará de modo inmediato al hecho causante, excepto en\nlos casos de enfermedad grave u hospitalización. En estos dos casos se podrá\niniciar el permiso siempre dentro del período en que persista la enfermedad\ngrave u hospitalización del correspondiente familiar y, desde luego, por una\nsola vez dentro de cada período en que se produzca tal hecho.\u003C\u002Fp>\n\n\u003Cp>Todos estos permisos empezarán a computar a partir del día siguiente\nlaborable tras el hecho causante.\u003C\u002Fp>\n\n\u003Cp>El permiso por matrimonio o registro de pareja de hecho se empezará a\ncomputar a partir del día siguiente natural al hecho causante.\u003C\u002Fp>\n\n\u003Cp>3.Todos los permisos retribuidos deben ser adecuadamente justificados y\nsalvo imposibilidad manifiesta, preavisados al superior jerárquico. El tiempo\nmáximo para la justificación será de 5 días laborables. Si no se acredita\nen el indicado lapso temporal, se entenderá como ausencia no justificada.\u003C\u002Fp>\n\n\u003Cp>4.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 incrementará proporcionalmente en los casos de\nnacimiento, adopción, guarda con fines de adopción o acogimiento\nmúltiples.\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.\u003C\u002Fp>\n\n\u003Cp>La reducción de jornada contemplada en este apartado constituye un derecho\nindividual de las personas trabajadoras sin que pueda transferirse su ejercicio\na la otra persona progenitora, adoptante, guardadora o acogedora. No obstante,\nsi dos personas trabajadoras de la misma empresa ejercen este derecho por el\nmismo sujeto causante, la dirección empresarial podrá limitar su ejercicio\nsimultáneo por razones justificadas de funcionamiento de la empresa, que\ndeberá comunicar por escrito, debiendo en tal caso la empresa ofrecer un plan\nalternativo que asegure el disfrute de ambas personas trabajadoras y que\nposibilite el ejercicio de los derechos de conciliación.\u003C\u002Fp>\n\n\u003Cp>Cuando ambas personas progenitoras, adoptantes, guardadoras o acogedoras\nejerzan este derecho con la misma duración y régimen, el periodo de disfrute\npodrá extenderse hasta que el lactante cumpla doce meses, con reducción\nproporcional del salario a partir del cumplimiento de los nueve meses.\u003C\u002Fp>\n\n\u003Cp>5.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 Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>6.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 o concreción de la jornada de\ntrabajo diaria, con la disminución proporcional del salario entre, al menos,\nun octavo y un máximo de la mitad de la duración de aquélla.\u003C\u002Fp>\n\n\u003Cp>7.Tendrá el mismo derecho quien precise encargarse del cuidado directo del\ncónyuge o pareja de hecho, o un familiar hasta el segundo grado de\nconsanguinidad y afinidad, incluido el familiar consanguíneo de la pareja de\nhecho, que por razones de edad, accidente o enfermedad no pueda valerse por sí\nmismo, y que no desempeñe actividad retribuida.\u003C\u002Fp>\n\n\u003Cp>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.\u003C\u002Fp>\n\n\u003Cp>En consecuencia, el mero cumplimiento de los dieciocho años de edad por el\nhijo 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.\u003C\u002Fp>\n\n\u003Cp>No obstante, cumplidos los 18 años, se podrá reconocer el derecho a la\nreducción de jornada hasta que el causante cumpla 23 años en los supuestos en\nque el padecimiento de cáncer o enfermedad grave haya sido diagnosticado antes\nde alcanzar la mayoría de edad, siempre que en el momento de la solicitud se\nacrediten los requisitos establecidos en los párrafos anteriores, salvo la\nedad.\u003C\u002Fp>\n\n\u003Cp>Asimismo, se mantendrá el derecho a esta reducción hasta que la persona\ncumpla 26 años si antes de alcanzar 23 años acreditara, además, un grado de\ndiscapacidad igual o superior al 65 por ciento.\u003C\u002Fp>\n\n\u003Cp>Por convenio colectivo, se podrán establecer las condiciones y supuestos en\nlos que esta reducción 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 los supuestos previstos en los\npárrafos tercero y cuarto de este apartado contraiga matrimonio o constituya\nuna pareja de hecho, tendrá derecho a la reducción de jornada quien sea su\ncónyuge o pareja de hecho, siempre que acredite las condiciones para acceder\nal derecho a la misma.\u003C\u002Fp>\n\n\u003Cp>Las reducciones de jornada contempladas en este apartado constituyen un\nderecho individual de las personas trabajadoras, hombres o mujeres. No\nobstante, si dos o más personas trabajadoras de la misma empresa generasen\neste derecho por el mismo sujeto causante, el empresario podrá limitar su\nejercicio simultáneo por razones fundadas y objetivas de funcionamiento de la\nempresa, debidamente motivadas por \u003C\u002Fp>\n\n\u003Cp>escrito, debiendo en tal caso la empresa ofrecer un plan alternativo que\nasegure el disfrute de ambas personas trabajadoras y que posibilite el\nejercicio de los derechos de conciliación. En el ejercicio de este derecho se\ntendrá en cuenta el fomento de la corresponsabilidad entre mujeres y hombres\ny, asimismo, evitar la perpetuación de roles y estereotipos de género.\u003C\u002Fp>\n\n\u003Cp>8.La concreción horaria y la determinación del período de disfrute de los\npermisos y de la reducción de jornada, previstos en los apartados 2, 3 y 4 de\neste artículo, corresponderá a la persona trabajadora, dentro de su jornada\nordinaria. La persona trabajadora, salvo fuerza mayor, deberá preavisar al\nempresario con una antelación de quince días.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violenceleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">9.Con la finalidad de hacer efectivo su derecho a la protección y la\nasistencia social integral, las personas trabajadoras que tengan la\nconsideración de víctimas de violencia de género, de violencia sexual o de\nvíctima del terrorismo tendrán derecho a la reducción de la jornada de\ntrabajo con disminución proporcional del salario o a la reordenación de su\ntiempo de trabajo, a través del establecimiento de horario flexible u otras\nmedidas análogas, siempre en los términos y condiciones legalmente\nestablecidos.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.El derecho de reducción de jornada del progenitor, adoptante, guardador\ncon fines de adopción o acogedor permanente para el cuidado, durante la\nhospitalización y tratamiento continuado, del menor a su cargo afectado por\ncáncer (tumores malignos, melanomas y carcinomas), o por cualquier otra\nenfermedad grave, vendrá definió por los supuestos, límites y condiciones\nprevistos en el apartado 6 del artículo 37 del Estatuto de las personas\ntrabajadoras y su normativa de desarrollo, o aquellas otras disposiciones que\nlos sustituyan.\u003C\u002Fp>\n\n\u003Cp>11.La persona trabajadora tendrá derecho a ausentarse del trabajo por causa\nde 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.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras tendrán derecho a que sean retribuidas las horas\nde ausencia por las causas previstas en el presente apartado equivalentes a\ncuatro días al año, conforme a lo establecido en el presente convenio\naportando las personas trabajadoras, en su caso, acreditación del motivo de\nausencia.\u003C\u002Fp>\n\n\u003Cp>12.El derecho a voto puede ser ejercitado por quien, conforme a la normativa\nelectoral tenga reconocido tal derecho.\u003C\u002Fp>\n\n\u003Cp>a)A tal efecto, en el caso de que haya personas trabajadoras con turno de\ntrabajo coincidente con el horario de apertura de los colegios electorales,\ntendrán derecho a un permiso retribuido en función de la normativa\nvigente.\u003C\u002Fp>\n\n\u003Cp>Corresponde a la empresa la distribución de la organización del trabajo y\npor tal motivo es necesario que la persona trabajadora que quiera ejercer este\nderecho, ausentándose de su centro de trabajo, avise como mínimo a la empresa\ncon diez días de antelación a la fecha de las elecciones, por escrito y a\ntravés de los medios facilitados por la compañía, y así poder distribuir\nlos turnos y cubrir las necesidades operativas de manera adecuada.\u003C\u002Fp>\n\n\u003Cp>Es necesario que, una vez disfrutado el permiso, la persona trabajadora en\nel plazo máximo de diez días acredite a la empresa el ejercicio de su derecho\na voto.\u003C\u002Fp>\n\n\u003Cp>En caso de acuerdo entre las partes, será posible la compensación con\ndescanso de las horas correspondientes por ley en virtud de tal permiso, para\nsu disfrute a lo largo de los tres meses siguientes.\u003C\u002Fp>\n\n\u003Cp>Aquellas personas trabajadoras que soliciten este derecho en un plazo\ninferior al indicado en el presente artículo, debido a las necesidades\noperativas, el permiso retribuido se disfrutará con compensación de descanso\nen los tres meses siguientes.\u003C\u002Fp>\n\n\u003Cp>b)Las personas trabajadoras que sean nombradas Presidente\u002Fa o Vocales\ntitulares de la Mesa Electoral, tendrán derecho a un permiso retribuido de la\njornada completa durante el día de la votación, siempre y cuando para esa\npersona sea un día en que presta trabajo efectivo). Asimismo, estas personas\ntienen derecho a una reducción de su\u003C\u002Fp>\n\n\u003Cp>jornada de trabajo de cinco horas el día inmediatamente posterior a la\nfecha de las elecciones.\u003C\u002Fp>\n\n\u003Cp>Cuando se trate de suplentes de cualquier cargo en la Mesa Electoral,\nostentarán permiso retribuido únicamente durante el tiempo que deban\nausentarse para corroborar si es necesaria o no su presencia en el proceso\nelectoral. Si finalmente, no deben ejercer ningún cargo, deberán\nreincorporarse inmediatamente a su puesto de trabajo. Si deben ejercer el cargo\nen la Mesa Electoral por ausencia de las personas titulares, tendrán los\nderechos que corresponda según su cargo como miembro de la mesa.\u003C\u002Fp>\n\n\u003Cp>Será necesario que todas estas personas indicadas en el presente apartado,\nen el momento en que tengan conocimiento del nombramiento de su cargo como\ntitular o suplente, lo comuniquen oportunamente a la compañía y siempre como\nmínimo con cinco días de antelación a las elecciones. Asimismo, será\nnecesario que acrediten oportunamente en un plazo de cinco días con\nposterioridad a la fecha de las elecciones de la situación que ha dado derecho\nal permiso retribuido.\u003C\u002Fp>\n\n\u003Cp>c)Cuando se trate de personas apoderadas\u002Finterventoras el permiso sólo\ncorresponderá a la jornada correspondiente al día de la votación.\u003C\u002Fp>\n\n\u003Cp>Será necesario que estas personas indicadas en el presente apartado, en el\nmomento en que tengan conocimiento de esta situación, lo comuniquen\noportunamente a la compañía y siempre con un mínimo de cinco días de\nantelación a las elecciones. Asimismo, será necesario que acrediten\noportunamente en un plazo de cinco días con posterioridad a la fecha de las\nelecciones de la situación que ha dado derecho al permiso retribuido.\u003C\u002Fp>\n\n\u003Cp>d)Todo lo indicado en el presente artículo estará sujeto a lo dispuesto\npor la normativa vigente.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Ch3 id=\"L1037\">Artículo 40. Nacimiento y cuidado del menor.\u003C\u002Fh3>\n\n\u003Cp>En esta materia se estará a lo que dispone con carácter general el\nartículo 48.4 del Estatuto de los Personas Trabajadores, y demás normativa de\ngeneral aplicación.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1041\">Artículo 41. Excedencia por cuidado de hijos y familiares\ndependientes.\u003C\u002Fh3>\n\n\u003Cp>Las personas trabajadoras tendrán derecho a un período de excedencia de\nduración no superior a tres años para atender al cuidado de cada hijo, tanto\ncuando lo sea por naturaleza, como por adopción, o en los supuestos de guarda\ncon fines de adopción o acogimiento permanente, a contar desde la fecha de\nnacimiento o, en su caso, de la resolución judicial o administrativa.\u003C\u002Fp>\n\n\u003Cp>También tendrán derecho a un período 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 y por afinidad, incluido el familiar consanguíneo de la pareja\nde hecho, que por razones de edad, accidente, enfermedad o discapacidad no\npueda valerse por sí mismo, y no desempeñe actividad retribuida.\u003C\u002Fp>\n\n\u003Cp>La excedencia contemplada en el presente apartado, cuyo periodo de duración\npodrá disfrutarse de forma fraccionada, constituye un derecho individual de\nlas personas trabajadoras y trabajadoras No obstante, si dos o más personas\ntrabajadoras de la misma empresa generasen este derecho por el mismo sujeto\ncausante, Azul podrá limitar su ejercicio simultáneo por razones fundadas y\nobjetivas de funcionamiento debidamente motivadas por escrito, debiendo en tal\ncaso Azul ofrecer un plan alternativo que asegure el disfrute de ambas personas\ntrabajadoras y que posibilite el ejercicio de los derechos de conciliación.\u003C\u002Fp>\n\n\u003Cp>Cuando un nuevo sujeto causante diera derecho a un nuevo período de\nexcedencia, el inicio de la misma dará fin al que, en su caso, se viniera\ndisfrutando.\u003C\u002Fp>\n\n\u003Cp>El período en que la persona trabajadora permanezca en situación de\nexcedencia conforme a lo establecido en este artículo será computable a\nefectos de antigüedad y la persona trabajadora tendrá derecho a la asistencia\na cursos de formación profesional, a \u003C\u002Fp>\n\n\u003Cp>cuya participación deberá ser convocado por Azul, especialmente con\nocasión de su reincorporación. Durante el primer año tendrá derecho a la\nreserva de su puesto de trabajo. Transcurrido dicho plazo, la reserva quedará\nreferida a un puesto de trabajo del mismo grupo profesional o categoría\nequivalente.\u003C\u002Fp>\n\n\u003Cp>No obstante, cuando la persona trabajadora forme parte de una familia que\ntenga reconocida oficialmente la condición de familia numerosa, la reserva de\nsu puesto de trabajo se extenderá hasta un máximo de quince meses cuando se\ntrate de una familia numerosa de categoría general, y hasta un máximo de\ndieciocho meses si se trata de categoría especial. Cuando la persona ejerza\neste derecho con la misma duración y régimen que el otro progenitor, la\nreserva de puesto de trabajo se extenderá hasta un máximo de dieciocho\nmeses.\u003C\u002Fp>\n\n\u003Cp>En el ejercicio de este derecho se tendrá en cuenta el fomento de la\ncorresponsabilidad entre mujeres y hombres y, asimismo, evitar la perpetuación\nde roles y estereotipos de género.\u003C\u002Fp>\n\n\u003Cp>La solicitud de esta excedencia deberá realizarse con un preaviso de 15\ndías naturales a la fecha de aplicación.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1061\">Artículo 42. Excedencia especial.\u003C\u002Fh3>\n\n\u003Cp>Las personas trabajadoras podrán solicitar excedencia especial de un\nmínimo de quince días y un máximo de tres meses y veintinueve días siempre\nque medien causas justificadas a juicio de la Dirección de Azul, estando\nsujeta a las necesidades del servicio y a la finalización del disfrute previo\nde las vacaciones que correspondan al trabajador o trabajadora hasta ese\nmomento. Asimismo, esta excedencia especial, se solicitará con un preaviso de\ndiez días respecto de la fecha de inicio de la misma y se garantizará la\nreserva de su puesto de trabajo siendo, en este caso, necesario preavisar su\nreincorporación, con al menos diez días antes de la finalización de la\nexcedencia especial, siendo su reincorporación, inmediata a su puesto de\ntrabajo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1065\">Artículo 43. Excedencia voluntaria.\u003C\u002Fh3>\n\n\u003Cp>La persona trabajadora, con al menos un año de antigüedad en la empresa,\ntiene derecho a que se le reconozca la posibilidad de situarse en excedencia\nvoluntaria por un plazo no inferior a cuatro meses ni superior a cinco años.\nEste derecho solo podrá ser ejercitado de nuevo por el mismo trabajador, si\nhubieran transcurrido dos años desde el final de la anterior excedencia. Todas\nlas solicitudes deberán ser formuladas por escrito con treinta días de\nantelación.\u003C\u002Fp>\n\n\u003Cp>No se computará el tiempo de duración de la excedencia voluntaria a\nningún efecto laboral.\u003C\u002Fp>\n\n\u003Cp>El trabajador deberá solicitar el reingreso, un mes antes de la\nterminación del plazo de excedencia, teniendo derecho a ocupar la primera\nvacante que se produzca dentro de su grupo laboral en los términos\nestablecidos.\u003C\u002Fp>\n\n\u003Cp>Si el trabajador no solicitara el reingreso dentro del plazo señalado, se\nentiende que ha desistido voluntariamente de la relación laboral.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1077\">\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2 id=\"L1077\">CAPÍTULO VII Prevención de riesgos laborales y salud\nlaboral\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1079\">Artículo 44. Principios y aspectos generales.\u003C\u002Fh3>\n\n\u003Cp>Azul Handling, tiene como objetivo una política preventiva donde la\nSeguridad y las Personas, son lo primero para la organización. Teniendo en\ncuenta su objetivo, el alcance de la política preventiva es para todas las\npersonas trabajadoras, contratistas y visitantes de las instalaciones.\u003C\u002Fp>\n\n\u003Cp>Se asume la cultura preventiva por todos los mandos jerárquicos de la\nempresa y en todos los centros de trabajo.\u003C\u002Fp>\n\n\u003Cp>El objetivo principal de Azul es proteger al personal de los riesgos para la\nsalud y la seguridad que puedan surgir en las actividades profesionales que\ndesempeña la Empresa, así como fomentar una cultura preventiva de salud y\nseguridad en la que todos acepten una responsabilidad adecuada respecto a cada\nuno y respecto a los demás. Asimismo también es objetivo de Azul garantizar\nuna buena gestión de la salud, la seguridad y el bienestar en el trabajo.\u003C\u002Fp>\n\n\u003Cp>Azul se compromete a proporcionar un entorno de trabajo seguro y saludable,\ncumpliendo con la Ley de Prevención de Riesgos Laborares y normativas y\u002Fo\ninstrucciones anexas a dicha ley. La Empresa asignará los recursos necesarios\npara mantener el alcance de la seguridad y fomentará la mejora continua de las\ncondiciones de trabajo a través de la evaluación y actualización\nperiódica.\u003C\u002Fp>\n\n\u003Cp>Azul respetará los cauces de participación establecidos por la ley, en un\nambiente profesional y positivo, tanto por los Representantes de las personas\ntrabajadoras como por los distintos niveles de Mandos, que deberán, unos y\notros, contribuir a la búsqueda de soluciones apropiadas para los problemas\nque puedan plantearse.\u003C\u002Fp>\n\n\u003Cp>La Seguridad y Salud está integrada por tanto en todos los procesos de\ngestión de Azul Handling; es una práctica intrínseca a todas las actividades\nque se realizan en la empresa, independientemente del puesto de trabajo que se\nocupe dentro de la misma. A través de estos compromisos, la Dirección de Azul\nquieren manifestar su gran interés y preocupación por la máxima reducción\nde la accidentalidad y enfermedad profesional, en el convencimiento de que los\nriesgos son evitables mediante la aplicación de la política preventiva\ndefinida. La Representación de los Trabajadores y Trabajadoras impulsará\nentre sus representados una actitud positiva en el cumplimiento de las\nobligaciones que emanan de la Ley de Prevención de Riesgos Laborales.\u003C\u002Fp>\n\n\u003Cp>Azul se compromete a integrar la Prevención de Riesgos Laborales en el\nconjunto de sus actividades y disposiciones, tanto de los procesos técnicos,\nde organización del trabajo y de condiciones de trabajo, como en la línea\njerárquica de las mencionadas Empresas, asumiendo la política preventiva en\ntodos los niveles de las mismas, dotando a los trabajadores y trabajadoras de\nlas necesarias medidas preventivas, adoptando medidas de protección colectiva\ne individual, ordenando su uso correcto y vigilando el cumplimiento correcto de\nlas medidas de prevención.\u003C\u002Fp>\n\n\u003Cp>Las responsabilidades por las condiciones de salud y seguridad en el trabajo\ncorresponderán a los jefes\u002Fas respectivos\u002Fas, de acuerdo y en los términos\nque establece la legislación vigente y normas internas; haciéndose extensivo\neste principio a las personas pertenecientes a las Empresas por ellas\ncontratadas en los términos que establece el artículo 24 de la Ley de\nPrevención de Riesgos Laborales (LPRL), o normas cuya promulgación\nsustituyese a ésta.\u003C\u002Fp>\n\n\u003Cp>El ámbito de aplicación será para todos los trabajadores y trabajadoras\nde las Empresas afectadas por este convenio, sea cual sea su modalidad de\ncontrato y dentro del territorio nacional.\u003C\u002Fp>\n\n\u003Cp>Los principios y aspectos generales señalados deberán tener fiel reflejo\nen la dotación de los recursos que permitan la materialización de los\nmismos.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1101\">Artículo 45. Normativa.\u003C\u002Fh3>\n\n\u003Cp>En cuantas materias afecten a la seguridad y salud de las personas\ntrabajadoras, se estará sujeto a los preceptos establecidos por la Ley 31\u002F1995\nde PRL, de 8 de noviembre, y por cuantas disposiciones complementen y\ndesarrollen la misma o aquellas cuya promulgación sustituyese a éstas.\u003C\u002Fp>\n\n\u003Cp>En tanto en cuanto el Estado Español transponga las diferentes Directivas\nComunitarias y, teniendo en cuenta su transposición obligatoria, aquellas que\nhayan sido traspuestas al ordenamiento jurídico español, serán tenidas en\ncuenta en el Procedimiento de Evaluación de Riesgos. \u003C\u002Fp>\n\n\u003Cp>En las evaluaciones de riesgos y estudios que se realicen, se estará a lo\nindicado en el artículo 5 del Reglamento de los Servicios de Prevención o\nnormas cuya promulgación sustituyese a ésta.\u003C\u002Fp>\n\n\u003Cp>Se procurará comparar entre varios criterios, aplicando siempre el más\nfavorable desde el punto de vista de la prevención de riesgos laborales.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1111\">Artículo 46. Planes de Prevención.\u003C\u002Fh3>\n\n\u003Cp>Los Planes de Prevención se basarán en los siguientes objetivos:\u003C\u002Fp>\n\n\u003Cp>Establecimiento de una política preventiva eficaz e integrada en todas las\nacciones que se desarrollen en las empresas.\u003C\u002Fp>\n\n\u003Cp>Fomentar e impulsar el interés por la prevención de riesgos laborales a\ntravés de planes formativos en todos los niveles de las empresas, tanto mandos\ncomo trabajadores y trabajadoras.\u003C\u002Fp>\n\n\u003Cp>Evitar los riesgos, minimizar y proceder a la evaluación de los que aún\npersistan.\u003C\u002Fp>\n\n\u003Cp>La participación de los representantes de los trabajadores se llevará a\nefecto en la forma y términos señalados en la LPRL o normas cuya\npromulgación sustituyese ésta.\u003C\u002Fp>\n\n\u003Cp>Los Planes de Prevención se llevará a efectos según lo estipulado en el\nartículo 9 del Reglamento de los Servicios de Prevención o norma cuya\npromulgación sustituyese a ésta.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1125\">Artículo 47. Delegados de prevención.\u003C\u002Fh3>\n\n\u003Cp>Los delegados de prevención son los representantes de las personas\ntrabajadoras con funciones específicas en materia de prevención de riesgos en\nel trabajo. Serán designados por y entre los representantes de la\nrepresentación legal de los trabajadores y trabajadoras en la Empresa según\nla escala establecida en el artículo 35 de la LPRL, y gozarán de las\ngarantías establecidas en el artículo 37 de la misma ley, en los términos\nprevistos en dicha norma.\u003C\u002Fp>\n\n\u003Cp>Los delegados de prevención deberán de apostar por uno de los compromisos\nexpuestos por la alta dirección de la empresa: «Respetar los cauces de\nparticipación establecidos por la ley, en un ambiente profesional y positivo,\ntanto por los Representantes de los Trabajadores y Trabajadoras como por los\ndistintos niveles de Mandos, que deberán, unos y otros, contribuir a la\nbúsqueda de soluciones apropiadas para los problemas que puedan\nplantearse».\u003C\u002Fp>\n\n\u003Ch3 id=\"L1131\">Artículo 48. Planes de Prevención.\u003C\u002Fh3>\n\n\u003Cp>Los Planes de Prevención se basarán en los siguientes objetivos:\u003C\u002Fp>\n\n\u003Cp>Establecimiento de una política preventiva eficaz e integrada en todas las\nacciones que se desarrollen en las empresas.\u003C\u002Fp>\n\n\u003Cp>Fomentar e impulsar el interés por la prevención de riesgos laborales a\ntravés de planes formativos en todos los niveles de las empresas, tanto mandos\ncomo trabajadores y trabajadoras.\u003C\u002Fp>\n\n\u003Cp>Evitar los riesgos, minimizar y proceder a la evaluación de los que aún\npersistan.\u003C\u002Fp>\n\n\u003Cp>La participación de los representantes de los trabajadores se llevará a\nefecto en la forma y términos señalados en la LPRL o normas cuya\npromulgación sustituyese ésta.\u003C\u002Fp>\n\n\u003Cp>Los Planes de Prevención se llevarán a efectos según lo estipulado en el\nartículo 9 del Reglamento de los Servicios de Prevención o norma cuya\npromulgación sustituyese a ésta.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1145\">Artículo 49. Servicios de Prevención.\u003C\u002Fh3>\n\n\u003Cp>Los Servicios de Prevención, propios o los que contrate la Empresa, se\nregirán por lo establecido al efecto por la legislación vigente, y contarán\ncon los medios y recursos adecuados a las características de las respectivas\nempresas.\u003C\u002Fp>\n\n\u003Cp>Los Servicios de Prevención deberán estar en condiciones de proporcionar a\nla Empresa el asesoramiento y apoyo que precisen en función de los tipos de\nriesgo en ellas existentes y en lo referente a:\u003C\u002Fp>\n\n\u003Cp>a)El diseño, aplicación y coordinación de los planes y programas de\nactuación preventiva.\u003C\u002Fp>\n\n\u003Cp>b)La evaluación de los factores de riesgo que puedan afectar a la seguridad\ny la salud del personal en los términos previstos en el artículo 16 de la\nley.\u003C\u002Fp>\n\n\u003Cp>c)La determinación de las prioridades en la adopción de las medidas\npreventivas adecuadas y la vigilancia de su eficacia.\u003C\u002Fp>\n\n\u003Cp>d)La información y formación del personal.\u003C\u002Fp>\n\n\u003Cp>e)La prestación de los primeros auxilios y planes de emergencia.\u003C\u002Fp>\n\n\u003Cp>f)La vigilancia de la salud de las personas trabajadoras en relación con\nlos riesgos derivados del trabajo.\u003C\u002Fp>\n\n\u003Cp>Las funciones de vigilancia y control de la salud de las personas\ntrabajadoras serán desempeñadas por personal sanitario con competencia\ntécnica, formación y capacidad acreditada con arreglo a la normativa\nvigente.\u003C\u002Fp>\n\n\u003Cp>En materia de vigilancia de la salud, la actividad sanitaria deberá\nabarcar, en las condiciones fijadas por el artículo 22 de la Ley 31\u002F1995, de\nPrevención de Riesgos Laborales:\u003C\u002Fp>\n\n\u003Cp>1)Una evaluación de la salud inicial después de la incorporación al\ntrabajo o después de la asignación de tareas específicas con nuevos riesgos\npara la salud.\u003C\u002Fp>\n\n\u003Cp>2)Una evaluación de la salud de las personas trabajadoras que reanuden el\ntrabajo tras una ausencia prolongada por motivos de salud, con la finalidad de\ndescubrir sus eventuales orígenes profesionales y recomendar una acción\napropiada para proteger a las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>3)Una vigilancia de la salud a intervalos periódicos según determinen los\nprotocolos que sean de aplicación.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Todo ello con independencia de los reconocimientos médicos que sea\nnecesario realizar antes de la incorporación al puesto de trabajo, para\ngarantizar que las condiciones psico-físicas de la persona aspirante son\ncompatibles con las características del puesto.\u003C\u002Fp>\n\n\u003Cp>La vigilancia de la salud estará sometida a protocolos específicos u otros\nmedios existentes con respecto a los factores de riesgo a los que esté\nexpuesto el trabajador o trabajadora.\u003C\u002Fp>\n\n\u003Cp>El Ministerio de Sanidad y Consumo y las Comunidades Autónomas, oídas las\nsociedades científicas competentes, y de acuerdo con lo establecido en la Ley\nGeneral de Sanidad en materia de participación de los agentes sociales,\nestablecerán la periodicidad y contenidos específicos de cada caso.\u003C\u002Fp>\n\n\u003Cp>En los supuestos en que la naturaleza de los riesgos inherentes al trabajo\nlo haga necesario, el derecho de las personas trabajadoras a la vigilancia\nperiódica de su estado de salud deberá ser prolongado más allá de la\nfinalización de la relación laboral a través del Sistema Nacional de\nSalud.\u003C\u002Fp>\n\n\u003Cp>El personal sanitario del servicio de prevención que, en su caso, exista en\nel centro de trabajo deberá proporcionar los primeros auxilios y la atención\nde urgencia a al personal víctima de accidentes o alteraciones en el lugar de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>El personal sanitario del servicio de prevención deberá analizar los\nresultados de la vigilancia de la salud de los trabajadores y trabajadoras y de\nla evaluación de los riesgos, con criterios epidemiológicos y colaborará con\nel resto de los componentes del servicio, \u003C\u002Fp>\n\n\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-green_trigger\">a fin de investigar y analizar las posibles relaciones entre la exposición\na los riesgos profesionales y los perjuicios para la salud y proponer medidas\nencaminadas a mejorar las condiciones y medio ambiente de trabajo.\u003C\u002Fdiv>\u003C\u002Fp>\n\n\u003Cp>Evacuación a centros médicos exteriores en caso de necesidad.\u003C\u002Fp>\n\n\u003Cp>Las Empresas o Servicios con los que se contrate establecerán los medios\npropios, ajenos o mancomunados que garanticen el cumplimiento de las funciones\nanteriores.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1191\">Artículo 50. Evaluación de Riesgos.\u003C\u002Fh3>\n\n\u003Cp>La evaluación de riesgos la llevará a cabo el Servicio de Prevención, de\nacuerdo con unos procedimientos que hayan sido previamente consultados con la\nrepresentación de los trabajadores.\u003C\u002Fp>\n\n\u003Cp>La Empresa llevará a cabo una revisión de la evaluación de riesgos\nrealizada inicialmente, siempre que se den las circunstancias señaladas en el\nartículo 6 del Reglamento de los Servicios de Prevención o norma cuya\npromulgación sustituyese a ésta.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1197\">Artículo 51. Comités de Seguridad y Salud.\u003C\u002Fh3>\n\n\u003Cp>1.Se constituirá el Comité de Seguridad y Salud, en aquellos centros de\ntrabajo que cuenten con cincuenta o más personas trabajadoras, y en aquellos\ncentros de trabajo que no alcancen esta cifra las competencias atribuidas a\naquél serán ejercidas por los delegados de prevención.\u003C\u002Fp>\n\n\u003Cp>2.Los Comités de Seguridad y Salud estarán compuestos paritariamente, de\nuna parte, por delegados de prevención, y de otra, por el Empresario o sus\nrepresentantes.\u003C\u002Fp>\n\n\u003Cp>Los presidentes y los secretarios de los Comités de Seguridad y Salud\ndeberán ser personas con una cualificación suficiente y adecuada, y con una\nespecial sensibilidad en materia de prevención.\u003C\u002Fp>\n\n\u003Cp>El Comité de Seguridad y Salud se reunirá trimestralmente y siempre que lo\nsolicite por mayoría alguna de las representaciones en el mismo. El Comité\nadoptará sus propias normas de funcionamiento.\u003C\u002Fp>\n\n\u003Cp>Las competencias de los Comités de Seguridad y Salud serán las que les\nconfiere la ley y las siguientes:\u003C\u002Fp>\n\n\u003Cp>a)Participar en la elaboración, puesta en práctica y evaluación de los\nplanes y programas de prevención de riesgos que tengan o puedan tener\ncarácter general en el ámbito de la empresa.\u003C\u002Fp>\n\n\u003Cp>b)Promover iniciativas sobre métodos y procedimientos de tipo general para\nla efectiva prevención de riesgos, proponiendo la mejora de las condiciones o\nla corrección de las deficiencias existentes.\u003C\u002Fp>\n\n\u003Cp>c)Analizar, en su caso, la información y\u002Fo propuestas a requerimiento de\nlos Comités de Empresa.\u003C\u002Fp>\n\n\u003Cp>d)Revisar que el vestuario cumpla las exigencias de seguridad e higiene\nnecesarias bajo la óptica de la prevención de riesgos laborales.\u003C\u002Fp>\n\n\u003Cp>e)Analizar las especiales circunstancias de los trabajadores con capacidad\nlimitada para el ejercicio de su actividad laboral.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1219\">Artículo 52. Información, consulta y participación.\u003C\u002Fh3>\n\n\u003Cp>La Empresa informará por escrito a través de los representantes de los\ntrabajadores sobre los riesgos específicos que afecten a los puestos de\ntrabajo, y de las medidas de protección y prevención aplicables a dichos\nriesgos y, en general, se estará a lo dispuesto en el capítulo V de la LPRL o\nnormas cuya promulgación sustituyese a ésta.\u003C\u002Fp>\n\n\u003Cp>Los delegados de personal y\u002Fo miembros del comité de empresa que no\npertenezcan al comité de seguridad y salud laboral que soliciten acudir\nvoluntariamente a las reuniones de dicho comité, ya sea de manera presencial o\ntelemática, podrán hacerlo en calidad de oyente con voz, pero sin voto,\nsiempre y cuando así lo soliciten con un\u003C\u002Fp>\n\n\u003Cp>preaviso mínimo de 5 días hábiles. Al tratarse de una presencia con\ncarácter voluntario, el cargo del crédito horario por dicha asistencia\nrecaerá siempre dentro del crédito sindical que ostente dicho delegado o\nmiembro del comité de empresa.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1227\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Ch3 id=\"L1227\">Artículo 53. Formación.\u003C\u002Fh3>\n\n\u003Cp>La empresa se compromete a dar formación en materia preventiva a todo su\npersonal, determinada como resultado de la evaluación de riesgos.\u003C\u002Fp>\n\n\u003Cp>Por ello la formación en esta materia estará centrada en el puesto de\ntrabajo y versará sobre:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Riesgos potenciales.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Productos que se utilizan.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Procedimientos de prevención.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Protecciones mecánicas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">-Equipos de protección individual (EPI,s). Su\ncorrecta elección, uso, funcionamiento y mantenimiento.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Manipulación de cargas, equipos de trabajo y\npantallas de visualización.\u003C\u002Fp>\n\n\u003Cp>Existen dos tipos de necesidades formativas en materia de prevención de\nriesgos: la formación teórica y práctica suficiente y adecuada exigida por\nla LPRL, con carácter general a toda la plantilla y la formación para\npersonas concretas (Delegados y delegadas de prevención, mandos..) y, por\ntanto, el diseño de los cursos de formación irá dirigida y será adecuada a\nlos riesgos existentes en el puesto de trabajo y función, en unos casos, y en\notros tendrá contenidos normativos y técnicas de prevención.\u003C\u002Fp>\n\n\u003Cp>La formación deberá impartirse, siempre que sea posible, dentro de la\njornada de trabajo o, en su defecto, en otras horas pero con el descuento en\naquélla del tiempo invertido en la misma. La formación se podrá impartir por\nla Empresa mediante medios propios o concertándola con servicios ajenos, y su\ncoste no recaerá en ningún caso sobre los trabajadores y trabajadoras.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L1249\">Artículo 54. Procedimientos de investigación de accidentes de\ntrabajo.\u003C\u002Fh3>\n\n\u003Cp>Se acordará entre la Representación de los Trabajadores y Trabajadoras y\nde la Empresa un documento sobre el procedimiento de investigación de\naccidentes graves de trabajo.\u003C\u002Fp>\n\n\u003Cp>La Representación legal de los Trabajadores y Trabajadoras, sobre la base\nde dicho documento, recibirá información trimestral sobre los accidentes que\nse produzcan para poder efectuar un mejor control y seguimiento de los\nmismos.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1255\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-riskassessment\">\u003Ch3 id=\"L1255\">Artículo 55. Protección de la maternidad.\u003C\u002Fh3>\n\n\u003Cp>La empresa adoptará las medidas necesarias para promover la mejora de la\nseguridad y de la salud en el trabajo de las trabajadoras embarazadas, que\nhayan dado a luz o en período de lactancia de acuerdo con las previsiones del\nartículo 26 de la Ley 31\u002F1995 de 8 de noviembre de Prevención de Riesgos\nLaborales.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2 id=\"L1261\">CAPÍTULO VIII Formación\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3 id=\"L1263\">Artículo 56. Formación en la empresa.\u003C\u002Fh3>\n\n\u003Cp>La persona trabajadora estará obligada a asistir a aquellas acciones\nformativas promovidas o impartidas por la empresa dentro de la jornada a fin de\nobtener una determinada especialización o una más amplia formación\nprofesional. Las realizadas fuera de la jornada laboral no tendrán carácter\nobligatorio y en todo caso, de mutuo \u003C\u002Fp>\n\n\u003Cp>acuerdo, la empresa podrá ofrecer la compensación de esas horas por\nretribución o por descanso.\u003C\u002Fp>\n\n\u003Cp>Los términos concretos de su realización se acordarán a través de la\nnegociación colectiva de ámbito inferior.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1271\">Artículo 57. Formación académica y profesional regladas.\u003C\u002Fh3>\n\n\u003Cp>La persona trabajadora tendrá derecho:\u003C\u002Fp>\n\n\u003Cp>a)Al disfrute de los permisos necesarios para concurrir a exámenes, así\ncomo a una preferencia a elegir turno de trabajo, si tal es el régimen\ninstaurado en la empresa, cuando curse con regularidad estudios para la\nobtención de un título académico o profesional.\u003C\u002Fp>\n\n\u003Cp>A los efectos de acreditar adecuadamente la solicitud de estos permisos,\nserá necesario aportar la siguiente documentación:\u003C\u002Fp>\n\n\u003Cp>1.Datos de la matrícula del curso.\u003C\u002Fp>\n\n\u003Cp>2.Fecha reglada con la convocatoria del examen para el que solicita el\npermiso.\u003C\u002Fp>\n\n\u003Cp>3.Documento firmado por el centro educativo certificando la asistencia a la\nprueba o examen.\u003C\u002Fp>\n\n\u003Cp>b)A la adaptación de la jornada ordinaria de trabajo para la asistencia a\ncursos de formación profesional o universitarios, o a la concesión del\npermiso oportuno de formación o perfeccionamiento profesional con reserva del\npuesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>A los efectos de acreditar adecuadamente la asistencia a estos cursos para\nla adaptación de jornada o la concesión del permiso oportuno, será necesario\nque la persona trabajadora, aporte la siguiente documentación:\u003C\u002Fp>\n\n\u003Cp>1.Datos de la matrícula del curso.\u003C\u002Fp>\n\n\u003Cp>2.Fecha reglada con la convocatoria del examen en cuestión para el que se\nsolicita el permiso.\u003C\u002Fp>\n\n\u003Cp>3.Documento firmado por el centro educativo certificando la asistencia a la\nprueba o examen.\u003C\u002Fp>\n\n\u003Cp>4.Calendario académico del centro de estudios y curso matriculado.\u003C\u002Fp>\n\n\u003Cp>5.Relación asignaturas matriculadas. 6.-Horarios del curso.\u003C\u002Fp>\n\n\u003Cp>En definitiva, será necesario aportar toda aquella documentación necesaria\npara que la persona trabajadora pueda acreditar que la adaptación es necesaria\npara la efectiva realización de la formación académica y profesional\nregladas y las adaptaciones deben ser razonables y proporcionadas en relación\ncon las necesidades de la persona trabajadora y con las necesidades\norganizativas o productivas de la Empresa.\u003C\u002Fp>\n\n\u003Cp>Para el supuesto de que al centro de trabajo, tras el estudio de la\nsolicitud y de ofrecer medidas alternativas, le fuera imposible conceder la\nadaptación de la jornada, la denegación deberá comunicarse a la persona\ntrabajadora fundamentando las razones por las cuales no se puede conceder la\nadaptación, reservándose el trabajador o trabajadora, en el caso de no estar\nconforme de la decisión empresarial, acudir a los organismos laborales\ncompetentes para su solución ante un tercero.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1303\">Artículo 58. Formación continua.\u003C\u002Fh3>\n\n\u003Cp>La formación que imparta Azul Handling, bien directamente o bien a través\nde otras organizaciones públicas o privadas, se articulará a través de dos\nmodalidades de cursos: de promoción y de adaptación profesionales.\u003C\u002Fp>\n\n\u003Cp>1.Son cursos de promoción profesional aquellos cuya finalidad básica es el\ndesarrollo profesional del personal adscrito a Azul. Tendrán carácter\nvoluntario y habrán de ser superados para poder ser ponderados a efectos de\npromoción profesional y provisión de puestos.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes_newtech\">\u003Cp>2.Son cursos de adaptación profesional aquellos cuya necesidad está\noriginada por innovaciones tecnológicas, modificaciones de procesos, normas o\nprocedimientos, alteración del contenido de los puestos de trabajo u otras\ncircunstancias que exijan reciclaje o adaptación a los puestos de trabajo. Se\npodrán tener en cuenta a efectos de provisión de puestos de las mismas\ncaracterísticas. La asistencia a los cursos de adaptación profesional tendrá\ncarácter obligatorio.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L1313\">CAPÍTULO IX Acción social\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1315\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Ch3 id=\"L1315\">Artículo 59. Seguro Colectivo.\u003C\u002Fh3>\n\n\u003Cp>Azul Handling tendrá concertada una póliza de seguro de accidentes que\ncubra las contingencias de muerte, incapacidad permanente absoluta o gran\ninvalidez, derivadas de accidente de trabajo o enfermedad profesional, por la\ncantidad que el Convenio del Sector de Handling, vigente en cada momento,\ngarantice a las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>En los supuestos de muerte, las indemnizaciones se abonarán a quien o\nquienes la persona trabajadora fallecida hubiese declarado beneficiario, y, en\nsu defecto a los herederos legales.\u003C\u002Fp>\n\n\u003Cp>En cuanto a la fecha de fijación de efectos del hecho causante se estará,\nen todo caso, a la fecha en que se hubiera producido el accidente en caso de\nmuerte o la declaración de invalidez por el organismo correspondiente de la\nSeguridad Social.\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Ch3 id=\"L1323\">Artículo 60. Complemento por Incapacidad temporal.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>En caso de accidente de trabajo o enfermedad profesional se complementará\nhasta el 100 % del salario fijo desde el primer día de baja. A efectos de\ndeterminar el complemento no se considerará el plus de transporte ni ningún\notro concepto de carácter extrasalarial.\u003C\u002Fp>\n\n\u003Cp>En caso de enfermedad común, se abonará el 85% del salario fijo a partir\ndel 40.° día de baja, y el 100% a partir del 75.°, calculando el complemento\ncon los mismos criterios que en el apartado anterior.\u003C\u002Fp>\n\n\u003Cp>Para determinar la cuantía del complemento a pagar deberá tenerse en\ncuenta todos los conceptos retributivos fijos de naturaleza salarial.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1331\">Artículo 61. Préstamos.\u003C\u002Fh3>\n\n\u003Cp>Con la finalidad de ayudar a resolver necesidades económicas\nextraordinarias, todas las empresas del sector establecerán un sistema de\nPréstamos para todo el personal de la Empresa, con, al menos, un año de\nantigüedad.\u003C\u002Fp>\n\n\u003Cp>Azul Handling informará a la representación legal de las personas\ntrabajadoras y a las personas trabajadoras, a través de los cauces habituales,\nde las cantidades máximas a conceder, motivo de la concesión, interés, plazo\nde amortización y procedimientos de solicitud.\u003C\u002Fp>\n\n\u003Cp>Si la solicitud de préstamo cumple con todos los requisitos obligatorios,\nla Empresa contestará por escrito indicando el interés que será de\naplicación, el plazo de amortización y las cuotas a descontar.\u003C\u002Fp>\n\n\u003Cp>Estos préstamos se darán con la finalidad de ayudar a resolver necesidades\neconómicas extraordinarias de aquellas personas trabajadoras que cumplan los\nsiguientes requisitos:\u003C\u002Fp>\n\n\u003Cp>Tener al menos un año de antigüedad en la Empresa. Tener contrato fijo.\u003C\u002Fp>\n\n\u003Cp>La cantidad máxima a solicitar no podrá exceder nunca de un 20 % de los\ningresos anuales del trabajador\u002Fa. \u003C\u002Fp>\n\n\u003Cp>El plazo de amortización no podrá superar nunca los 36 meses. Una misma\npersona trabajadora no podrá tener más de un préstamo al mismo tiempo.\u003C\u002Fp>\n\n\u003Cp>Al importe solicitado se le aplicará un recargo por interés legal del\nporcentaje establecido y publicado en los Presupuestos Generales del Estado\nvigentes en el momento de la solicitud.\u003C\u002Fp>\n\n\u003Cp>Aspectos a tener en cuenta:\u003C\u002Fp>\n\n\u003Cp>El ingreso del préstamo se hará mediante transferencia bancaria al final\ndel mes siguiente a la aprobación de la solicitud.\u003C\u002Fp>\n\n\u003Cp>Las amortizaciones se efectuarán mensualmente mediante deducciones en la\nnómina mensual.\u003C\u002Fp>\n\n\u003Cp>En caso de extinción por cualquier causa del contrato de trabajo, producida\ncon anterioridad a la amortización total del préstamo concedido, el mismo se\ndeclarará íntegramente vencido con obligación del prestatario a la\ndevolución del capital pendiente y en su caso intereses.\u003C\u002Fp>\n\n\u003Cp>A tal efecto, la Empresa efectuará liquidación del préstamo que\npresentará al trabajador junto al documento de finiquito. El trabajador podrá\noptar, de cara al pago del capital e intereses en su caso pendientes, por la\ncompensación con el finiquito o por el pago directo a la Empresa. En caso de\nno resultar posible la íntegra compensación del préstamo con el finiquito,\nse producirá pago directo por parte del trabajador por el restante a la\nEmpresa. Si el trabajador no efectuara la devolución íntegra de la\nliquidación del préstamo en el plazo de veinte días naturales desde la\ncomunicación de la citada liquidación por la Empresa, ésta podrá reclamar\njudicialmente dicho importe además de intereses de demora.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1361\">CAPÍTULO X Participación sindical\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1363\">Artículo 62. Secciones sindicales.\u003C\u002Fh3>\n\n\u003Cp>Las secciones sindicales comunicarán a la Empresa su constitución y, en su\ncaso, remitirán el acta de elección de los responsables de las Secciones\nSindicales.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1367\">Artículo 63. Garantías de los miembros de los comités de\nempresa o delegados de personal de los centros de trabajo.\u003C\u002Fh3>\n\n\u003Cp>En los supuestos de sanciones por faltas graves o muy graves y en los\nsupuestos de despidos, se abrirá un expediente contradictorio, en el que será\noído el interesado y el comité de empresa del centro de trabajo.\u003C\u002Fp>\n\n\u003Cp>Prioridad de permanencia en la Empresa o centro de trabajo respecto de las\ndemás personas trabajadoras, en los supuestos de subrogación y en caso de\nsuspensión o extinción por causas económicas, técnicas, organizativos o de\nproducción previstas en el Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>No ser despedido ni sancionado durante el ejercicio de sus funciones ni\ndentro del año siguiente a la expiración de su mandato, salvo en el caso en\nque esta se produzca por revocación o dimisión, siempre que el despido o\nsanción se base en la acción del trabajador en el ejercicio legal de su\nrepresentación.\u003C\u002Fp>\n\n\u003Cp>No podrá ser discriminado en su retribución económica o promoción\nprofesional, en razón precisamente del desempeño de su representación.\u003C\u002Fp>\n\n\u003Cp>La Empresa facilitará a la Representación Legal de las personas\ntrabajadoras de cada centro de trabajo, los medios adecuados conforme a la\nlegislación vigente.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1379\">Artículo 64. Sigilo profesional.\u003C\u002Fh3>\n\n\u003Cp>Los representantes de las personas trabajadoras y delegados\u002Fas de las\nsecciones sindicales se comprometen a guardar, en cada caso, la reserva y\nsigilo profesional\u003C\u002Fp>\n\n\u003Cp>exigido por las leyes, y concretamente por el artículo 65.2 del Estatuto de\nlos Trabajadores, respecto a la información y documentación que les sea\nfacilitada por la Empresa y que, en cada caso, así se justificará por ésta.\nSu incumplimiento podrá conllevar las acciones disciplinarias oportunas.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1387\">CAPÍTULO XI Régimen disciplinario\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1389\">Artículo 65. Potestad disciplinaria.\u003C\u002Fh3>\n\n\u003Cp>La facultad disciplinaria se ejercerá en la forma que establecen las\npresentes Normas. El ejercicio de esta facultad comprende el conocimiento y, en\nsu caso, sanción del incumplimiento laboral y contractual, de acuerdo con la\nvaloración de las faltas y sanciones previstas en las mismas.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1393\">Artículo 66. Procedimiento sancionador.\u003C\u002Fh3>\n\n\u003Cp>De toda sanción, salvo la amonestación verbal, se dará traslado por\nescrito a la persona afectada, que deberá acusar recibo o firmar el recibí de\nla comunicación, sin que ello suponga conformidad con los hechos.\u003C\u002Fp>\n\n\u003Cp>Los representantes legales de las personas trabajadoras serán informados de\ntoda sanción impuesta por falta grave y muy grave.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1399\">Artículo 67. Antecedentes.\u003C\u002Fh3>\n\n\u003Cp>Las empresas, a efectos de la reincidencia, llevarán un registro de\nantecedentes disciplinarios, que quedarán cancelados por el mero transcurso\ndel tiempo sin nueva sanción, según la siguiente escala:\u003C\u002Fp>\n\n\u003Cp>a)Faltas leves seis meses.\u003C\u002Fp>\n\n\u003Cp>b)Faltas graves un año.\u003C\u002Fp>\n\n\u003Cp>c)Faltas muy graves dos años.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1409\">Artículo 68. Faltas leves.\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Son faltas leves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Tres faltas de puntualidad en la asistencia al trabajo en el plazo de un\nmes. Se entenderá por «plazo de un mes» 30 días naturales a contar desde la\nprimera falta de puntualidad.\u003C\u002Fp>\n\n\u003Cp>2.No comunicar con la antelación debida la falta al trabajo por motivos\njustificados, salvo imposibilidad de efectuarlo.\u003C\u002Fp>\n\n\u003Cp>3.Abandono del puesto de trabajo sin causa justificada, cuando no perjudique\nel proceso productivo.\u003C\u002Fp>\n\n\u003Cp>4.Descuidos en la conservación de las herramientas y materiales.\u003C\u002Fp>\n\n\u003Cp>5.Falta de aseo y limpieza en la persona o en el uniforme y la falta de uso\ndel mismo durante el trabajo sin causa que lo justifique, o su uso indebido.\u003C\u002Fp>\n\n\u003Cp>6.No comunicar a la Empresa con la debida diligencia los cambios de\ndomicilio, así como las variaciones en la situación familiar que puedan tener\nincidencia en la Seguridad Social y\u002Fo Hacienda Pública.\u003C\u002Fp>\n\n\u003Cp>7.En caso de enfermedad, la omisión de la persona trabajadora de hacer\nllegar aviso a la Empresa el día de su primera falta al trabajo por cualquier\nprocedimiento, salvo imposibilidad de efectuarla por sí, o a través de otra\npersona.\u003C\u002Fp>\n\n\u003Cp>8.En general, todos los actos leves de ligereza, descuido, imprudencia o\nindisciplina. \u003C\u002Fp>\n\n\u003Ch3 id=\"L1429\">Artículo 69. Faltas graves.\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Son faltas graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Las cometidas contra la disciplina en el trabajo o contra el respeto\ndebido a sus superiores, compañeros y subordinados.\u003C\u002Fp>\n\n\u003Cp>2.La falta de aseo que produzca quejas justificadas de los compañeros de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>3.Más de tres faltas de puntualidad en la asistencia al servicio o puesto\nde trabajo en el plazo de un mes.\u003C\u002Fp>\n\n\u003Cp>4.La primera falta de puntualidad cuando se deriven perjuicios graves para\nla Compañía, salvo que se demuestre que es debido a causa no imputable a la\npersona trabajadora.\u003C\u002Fp>\n\n\u003Cp>5.La falta de hasta dos días al trabajo en un mes, sin causa que lo\njustifique.\u003C\u002Fp>\n\n\u003Cp>7.La simulación de enfermedades o accidentes.\u003C\u002Fp>\n\n\u003Cp>8.El quebranto o violación de secretos o reserva obligada sin que se\nproduzca grave perjuicio a la Empresa.\u003C\u002Fp>\n\n\u003Cp>9.El realizar durante la jornada trabajos particulares.\u003C\u002Fp>\n\n\u003Cp>10.Emplear para uso propio herramientas y equipos de la Empresa, aún fuera\nde la jornada de trabajo, sin autorización.\u003C\u002Fp>\n\n\u003Cp>11.Abandono del trabajo sin causa justificada, cuando perjudique al proceso\nproductivo.\u003C\u002Fp>\n\n\u003Cp>12.La imprudencia en actos de servicio que impliquen riesgo de accidente,\npara sí o sus compañeros.\u003C\u002Fp>\n\n\u003Cp>13.La inobservancia de las medidas de seguridad e higiene, cuando no se\nderiven de ellas daños graves para las personas o bienes de la Empresa.\u003C\u002Fp>\n\n\u003Cp>14.Las de negligencia o descuido inexcusables en el servicio.\u003C\u002Fp>\n\n\u003Cp>15.La divulgación a personas ajenas a la Empresa de la marcha interior de\nla misma, proporcionando datos por razón del puesto que desempeña, cuando la\ndifusión de esta información pueda causar daño o perjuicio a la Empresa.\u003C\u002Fp>\n\n\u003Cp>16.La falta de atención y cortesía con el público no reiterada.\u003C\u002Fp>\n\n\u003Cp>17.No hacer llegar a la Empresa los partes de baja y alta por enfermedad,\naccidente y maternidad dentro del plazo de cinco días, así como los partes de\nconfirmación de las situaciones anteriores dentro del plazo semanal.\u003C\u002Fp>\n\n\u003Cp>18.Las riñas, alborotos o discusiones graves y notorias en acto de\nservicio.\u003C\u002Fp>\n\n\u003Cp>19.Simular la presencia de otro trabajador o trabajadora cambiando el turno\nu horario de trabajo sin autorización expresa de la Empresa.\u003C\u002Fp>\n\n\u003Cp>20.La reincidencia en faltas leves, aunque sean de distinta naturaleza.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1471\">Artículo 70. Faltas muy graves.\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Son faltas muy graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.La falta de tres días o más al trabajo en un mes, sin causa que lo\njustifique.\u003C\u002Fp>\n\n\u003Cp>2.Estar bajo los efectos del alcohol, drogas, o sustancias psicoactivas no\nlegales, y el consumo de dichas sustancias durante el tiempo de trabajo.\u003C\u002Fp>\n\n\u003Cp>3.Simular la presencia de un compañero al fichar o firmar la asistencia al\ntrabajo. Esta sanción será extensiva al suplantado o suplantada, salvo que\néste o ésta pruebe su no participación en el hecho.\u003C\u002Fp>\n\n\u003Cp>4.Realizar trabajos, sin autorización de la Empresa, para otra Empresa cuya\nactividad es similar o realiza una actividad que entra en competencia con la\nEmpresa.\u003C\u002Fp>\n\n\u003Cp>5.Los malos tratos de palabra y obra o la falta grave de respeto y\nconsideración a los superiores, a los compañeros y subordinados y\u002Fo a sus\nfamiliares.\u003C\u002Fp>\n\n\u003Cp>6.Violar secretos de la Empresa cuando de ello se deriven perjuicios para la\nmisma.\u003C\u002Fp>\n\n\u003Cp>7.Realizar trabajos de cualquier clase por cuenta propia o ajena, estando el\ntrabajador o trabajadora en baja por enfermedad, accidente o nacimiento y\ncuidado del\u003C\u002Fp>\n\n\u003Cp>menor. También se incluirá dentro de este apartado toda manipulación\nhecha para prolongar la baja.\u003C\u002Fp>\n\n\u003Cp>8.Originar riñas y pendencias con sus compañeros de trabajo, cuando de\nello se deriven perjuicios para la Empresa.\u003C\u002Fp>\n\n\u003Cp>9.La deslealtad, el fraude o abuso de confianza.\u003C\u002Fp>\n\n\u003Cp>10.La inobservancia de las medidas de seguridad e higiene cuando se deriven\ndaños graves para las personas o bienes de la Empresa.\u003C\u002Fp>\n\n\u003Cp>11.La indisciplina, desobediencia o incumplimiento inexcusable de órdenes\nrecibidas de los o las superiores.\u003C\u002Fp>\n\n\u003Cp>12.La falta de atención o cortesía con el público, reiterada e\ninexcusable.\u003C\u002Fp>\n\n\u003Cp>13.La aceptación de gratificaciones de cualquier tipo o forma en los\nasuntos relacionados con su empleo en la Empresa.\u003C\u002Fp>\n\n\u003Cp>14.La trasgresión de la buena fe contractual así como el abuso de\nconfianza.\u003C\u002Fp>\n\n\u003Cp>15.El acoso o agresiones sexuales, verbales o físicas, dirigidas contra la\ndignidad o intimidad de las personas. El acoso por razón de sexo.\u003C\u002Fp>\n\n\u003Cp>16.El acoso psicológico o moral.\u003C\u002Fp>\n\n\u003Cp>17.Divulgación de algún dato interno de la Compañía relacionado con\naviones, combustible, nombre y número de pasajeros, fecha de vuelo de los\nmismos o cualquier otro asunto relacionado con la explotación, si de los\nhechos resultaran daños o perjuicios para la Empresa o pasajeros o\npasajeras.\u003C\u002Fp>\n\n\u003Cp>18.Abuso de autoridad por parte de los superiores.\u003C\u002Fp>\n\n\u003Cp>19.La reincidencia en las faltas graves, aunque sean de distinta\nnaturaleza.\u003C\u002Fp>\n\n\u003Cp>20.Mantener conductas de discriminación, acoso, vejación o menosprecio\nhacia otras personas trabajadoras o terceros vinculados a la empresa, basados\nen motivos de género, orientación sexual, identidad o expresión de género,\nestado civil, o cualquier otra circunstancia personal protegida por la\nlegislación en materia de igualdad y no discriminación.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1517\">Artículo 71. Sanciones.\u003C\u002Fh3>\n\n\u003Cp>Las sanciones que podrán imponerse serán las siguientes:\u003C\u002Fp>\n\n\u003Cp>A)Para las faltas leves:\u003C\u002Fp>\n\n\u003Cp>1.Amonestación verbal.\u003C\u002Fp>\n\n\u003Cp>2.Amonestación por escrito.\u003C\u002Fp>\n\n\u003Cp>3.Suspensión de empleo y sueldo hasta dos días.\u003C\u002Fp>\n\n\u003Cp>B)Para las faltas graves:\u003C\u002Fp>\n\n\u003Cp>1.Suspensión de empleo y sueldo de tres a quince días.\u003C\u002Fp>\n\n\u003Cp>2.Inhabilitación temporal por plazo no superior a dos años para pasar a\ncategoría superior o progresión a niveles superiores.\u003C\u002Fp>\n\n\u003Cp>C)Para las faltas muy graves:\u003C\u002Fp>\n\n\u003Cp>1.Suspensión de empleo y sueldo de dieciséis a sesenta días.\u003C\u002Fp>\n\n\u003Cp>2.Inhabilitación de hasta seis años para pasar a categoría superior o\nprogresión a niveles superiores.\u003C\u002Fp>\n\n\u003Cp>3.Despido.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1543\">Artículo 72. Otras jurisdicciones.\u003C\u002Fh3>\n\n\u003Cp>Las sanciones que en el orden laboral pueden imponerse se entienden sin\nperjuicio de pasar el tanto de culpa a los otros órdenes de la jurisdicción\nsi la falta cometida pudiera ser punible administrativa, civil o\npenalmente. \u003C\u002Fp>\n\n\u003Ch3 id=\"L1547\">Artículo 73. Suspensión Cautelar.\u003C\u002Fh3>\n\n\u003Cp>Azul Handling, cuando sea necesario para un mejor conocimiento del verdadero\nalcance y naturaleza de los hechos, podrá decretar cautelarmente la\nsuspensión de empleo de la persona trabajadora afectada por un plazo máximo\nde dos meses, estando este a disposición de la Empresa durante el tiempo de\nsuspensión.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1551\">Artículo 74. Suspensión tarjeta de acceso a las instalaciones\naeroportuarias.\u003C\u002Fh3>\n\n\u003Cp>El personal que resulte sancionado por las autoridades competentes con la\nprivación de la tarjeta de acceso a las instalaciones aeroportuarias podrá\nver suspendido su contrato de trabajo por el tiempo de duración de la\nprivación de la referida tarjeta (incluso si se adopta como medida cautelar).\nEn el caso de que la medida revistiera carácter definitivo, se considerará\nque esta circunstancia constituye una justa causa de extinción por ineptitud\nsobrevenida.\u003C\u002Fp>\n\n\u003Cp>Todo ello sin perjuicio de que los hechos que den lugar a la suspensión o\nextinción de la tarjeta de acceso a las instalaciones aeroportuarias sean\ncausa de sanción disciplinaria.\u003C\u002Fp>\n\n\u003Cp>Las empresas podrán aplicar la suspensión del contrato prevista en este\nartículo o decidir la imposición de la sanción disciplinaria que corresponda\nde manera alternativa.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1561\">CAPÍTULO XII Otras disposiciones\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1563\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch3 id=\"L1563\">Artículo 75. Jubilación parcial.\u003C\u002Fh3>\n\n\u003Cp>El trabajador, para acceder a la jubilación parcial, en los términos\nlegalmente establecidos en cada caso, deberá presentar solicitud al efecto,\nacreditando que cumple con los requisitos exigidos, tanto en lo relativo a su\nedad como al período de cotización en su caso.\u003C\u002Fp>\n\n\u003Cp>Si existe acuerdo entre el trabajador y Azul, la persona trabajadora podrá\njubilarse parcialmente, dando la empresa a tal efecto cumplimiento a\ncualesquiera obligaciones que pueda tener legalmente al respecto.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1569\">Artículo 76. Jubilación forzosa.\u003C\u002Fh3>\n\n\u003Cp>Se establece la extinción del contrato de trabajo por el cumplimiento por\nde una edad igual o superior a sesenta y ocho años, siempre que la persona\ntrabajadora afectada cumpla los requisitos para tener derecho al cien por\nciento de la pensión ordinaria de jubilación en su modalidad contributiva, y\nla media se vincule al relevo generacional a través de la contratación\nindefinida y a tiempo completo de, al menos, un nuevo trabajador o\ntrabajadora.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L1573\">Artículo 77. Citas médicas con especialistas.\u003C\u002Fh3>\n\n\u003Cp>Se facilitarán por parte de la Compañía los cambios de turno necesarios\npara poder asistir a las citas médicas con especialistas debidamente\npreavisadas con un mínimo de 15 días de antelación y justificadas en el\nmismo momento de su solicitud. En caso de no ser posible el preaviso de 15\ndías, se notificará a la empresa en el mismo día del otorgamiento de la cita\nmédica.\u003C\u002Fp>\n\n\u003Cp>En el caso de no ser posible la reprogramación con el cambio de turno de\notra persona trabajadora, la Compañía facilitará la asistencia a dicha cita\nmédica indicada, reprogramando únicamente las horas necesarias para su\natención en el día requerido, dentro de los tres siguientes meses a la\nmisma.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Ch3 id=\"L1579\">Artículo 78. Igualdad.\u003C\u002Fh3>\n\n\u003Cp>Todas las condiciones que se pactan en este convenio en cualquier materia\nafectarán por igual a ambos géneros.\u003C\u002Fp>\n\n\u003Cp>De acuerdo con lo establecido en legislación vigente para la igualdad\nefectiva de mujeres y hombres, Azul está obligada a respetar la igualdad de\ntrato y de oportunidades en el ámbito laboral y, con esta finalidad, adoptará\nmedidas dirigidas a evitar cualquier tipo de discriminación laboral entre\nmujeres y hombres, medidas que negociarán y, en su caso, acordarán, con la\nrepresentación legal de las personas trabajadoras, en la forma que se\ndetermine en el plan de igualdad de la Empresa y en la legislación laboral\nvigente.\u003C\u002Fp>\n\n\u003Cp>Azul deberá negociar un plan de igualdad, con el alcance y contenido\nestablecidos en este capítulo, entendido como un conjunto ordenado de medidas\nadoptadas después de realizar un diagnóstico de situación, tendentes a\nalcanzar en la empresa la igualdad de trato y de oportunidades entre mujeres y\nhombres y a eliminar la discriminación por razón de sexo. Los planes de\nigualdad fijaran los concretos objetivos a alcanzar, las estrategias y\nprácticas a adoptar para su consecución, así como el establecimiento de\nsistemas eficaces de seguimiento y evaluación de los objetivos fijados.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqtraining\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpromotion\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-gender\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>Para la consecución de los objetivos fijados, los planes de igualdad\ncontemplarán, entre otras, las materias de acceso al empleo, clasificación\nprofesional, promoción y formación, retribuciones, ordenación del tiempo de\ntrabajo para favorecer, en términos de igualdad entre mujeres y hombres, la\nconciliación laboral, personal y familiar y prevención del acoso sexual y del\nacoso por razón de sexo.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Las organizaciones firmantes de este convenio, entienden que es necesario\nestablecer un marco normativo general de intervención para garantizar que el\nderecho fundamental a la igualdad de trato y oportunidades en Azul sea real y\nefectiva. Por ello, y teniendo presente el papel de Azul como una empresa\ncomprometida con el desarrollo de políticas de igualdad, acuerdan los\nsiguientes objetivos generales:\u003C\u002Fp>\n\n\u003Cp>-Seguir promoviendo la Igualdad de trato entre mujeres y hombres,\ngarantizando las mismas oportunidades profesionales en el área de acceso al\nempleo\u002Fpromoción profesional.\u003C\u002Fp>\n\n\u003Cp>-Difundir una cultura empresarial comprometida con la igualdad, que implique\na toda la plantilla.\u003C\u002Fp>\n\n\u003Cp>-Fomentar\u002Fmejorar la presencia del sexo menos representado en aquellas\náreas del colectivo de tierra en las que haya menos representación.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>-Prevenir el acoso sexual y el acoso por razón de sexo, y dar una respuesta\nrápida a las denuncias mediante la aplicación garantista, confidencial y\neficaz del protocolo de acoso sexual y por razón de sexo.\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Seguir respaldando y fomentando políticas cuyo objetivo sea evitar la\ndiscriminación por razón de sexo en materia de selección, contratación,\npromoción y retribución salarial e integrar la perspectiva de género\nreforzando su compromiso con la igualdad para mejorar la calidad de vida de las\npersonas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>Una vez realizado el diagnóstico de situación, Azul negociará con los\nrepresentantes de las personas trabajadoras el correspondiente plan de igualdad\nen los términos y plazos establecidos en el mismo sin que ello prejuzgue el\nresultado de la negociación ya que, tanto el contenido del plan como las\nmedidas que en su caso deban adoptarse dependerán siempre del diagnóstico\nprevio y de que hayan sido constatadas en la empresa situaciones de desigualdad\nde trato.\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.\u003C\u002Fp>\n\n\u003Cp>Se creará una Comisión Interna de seguimiento por la igualdad de\noportunidades, que estará formada por los mismos miembros que la Comisión del\nPlan de Igualdad y firmantes del presente convenio.\u003C\u002Fp>\n\n\u003Cp>Se acuerda constituir una Comisión Interna de Seguimiento por la Igualdad\nde Oportunidades entre los firmantes del presente convenio colectivo compuesta\npor un miembro de cada Sindicato firmante y el mismo número de miembros por\nparte de Azul.\u003C\u002Fp>\n\n\u003Cp>El Colectivo LGTBI ostenta en Azul un protocolo específico. El objetivo del\npresente protocolo es dar cumplimiento a la Ley 4\u002F2023 de 28 de febrero,\nestableciendo un conjunto de medidas para alcanzar la igualdad real y efectiva\ny garantizar los derechos de las personas lesbianas, gais, transexuales,\nbisexuales, e intersexuales en la empresa. Por ello, se establece un\nprocedimiento por el que dar cauce a las denuncias que puedan formularse por\nacoso por razón de la orientación sexual, identidad sexual o expresión de\ngénero.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">Desde Azul se pretende con este acuerdo alcanzado con la representación\nlegal de las personas trabajadoras, mostrar el profundo rechazo a cualquier\nforma de discriminación. En el ámbito de este acuerdo, bajo el principio de\nla prevención y actuación, se desarrollan un conjunto de medidas planificadas\ny medidas de actuación, sin perjuicio de las adaptaciones que sean necesarias\nacometer.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L1613\">Disposición adicional.\u003C\u002Fh2>\n\n\u003Cp>Cualquier cambio en el convenio colectivo general del sector de servicios de\nasistencia en tierra en aeropuertos que afecte a una disposición del presente\nconvenio colectivo aplicará automáticamente a la Empresa, siempre respetando\nlas reglas legales de prioridad aplicativa. Una vez publicado el cambio en\nrelación con el tiempo efectivo de trabajo, que afecta a los artículos 15.d y\n16.4.c del presente convenio, el mismo será de aplicación automática.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1617\">Disposición transitoria. Simplificación y Unificación de la\nEstructura Salarial.\u003C\u002Fh2>\n\n\u003Cp>Las partes firmantes del presente convenio colectivo acuerdan la creación\nde una comisión de trabajo, dentro del mes siguiente a la publicación del\nmismo, con el objetivo de simplificar y unificar la actual estructura salarial\nde todas las personas trabajadoras de la empresa, para todos los colectivos a\nlos que se aplica el convenio por su ámbito personal.\u003C\u002Fp>\n\n\u003Cp>Dicha simplificación y unificación deberá ajustarse, en la medida de lo\nposible y atendiendo a las circunstancias particulares de cada una de las\npersonas trabajadoras, a la estructura salarial del V convenio sectorial de\nreferencia, a lo dispuesto en cuanto a la no compensación y absorción\nrecogido desde el V convenio colectivo de Handling, a las actas de\ninterpretación elaboradas por la comisión mixta paritaria del convenio\nsectorial en todos sus posibles ámbitos de aplicación dentro de la presente\ncomisión de trabajo, y a las sentencias emitidas al efecto.\u003C\u002Fp>\n\n\u003Cp>En concreto, y entre otros, en el seno de la comisión de trabajo se\nanalizarán todos los artículos y sus efectos que hagan referencia al sistema\nsalarial del capítulo IV del presente convenio.\u003C\u002Fp>\n\n\u003Cp>La comisión de trabajo, compuesta por la parte social y la parte\nempresarial, presentará una propuesta a la comisión negociadora del presente\nconvenio de la nueva estructura salarial que sea clara y acorde con los\nprincipios establecidos en el presente convenio, en un plazo máximo de 4 meses\na partir de la creación de la comisión de trabajo. Cualquier acuerdo\nalcanzado en el seno de la comisión negociadora tendrá efectos a partir del\ndía siguiente a la fecha de la firma del mismo.\u003C\u002Fp>\n\n\u003Cp>En caso de que no se alcance un acuerdo dentro de dicho plazo, las partes\npodrán recurrir a los mecanismos de mediación o arbitraje previstos en el\npresente convenio o en la legislación laboral vigente. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch2 id=\"L1631\">ANEXO I\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1633\">Tablas salariales 2025\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n \u003Ctbody>\n \u003Ctr style=\"height:38.15pt\">\n \u003Ctd width=\"157\" style=\"width:117.6pt;border:solid windowtext 1.0pt;padding: 0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Grupo\n laboral\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Nivel\n entrada — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Nivel\n 2 — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:55.9pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Nivel\n 3 — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Nivel\n 4 — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Nivel\n 5 — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Nivel\n 6 — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.4pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Nivel\n 7 — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"157\" style=\"width:117.6pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">Técnicos\n gestores.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">28.460,70\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">28.516,35\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">29.367,68\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">29.955,04\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">30.542,39\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">31.764,09\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">33.034,65\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"157\" style=\"width:117.6pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">Administrativos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">18.632,39\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">22.065,51\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">22.728,97\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">23.183,55\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">23.638,13\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">24.583,65\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">25.567,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.3pt\">\n \u003Ctd width=\"157\" style=\"width:117.6pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">Serv.\n Auxiliares.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">18.450,87\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">21.850,75\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">22.507,75\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">22.957,90\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">23.408,06\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">24.344,38\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">25.318,15\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\" style=\"margin-bottom:17.95pt;line-height:.05pt\">\u003Cspan lang=\"ES\"> \u003C\u002Fspan>\u003Cspan class=\"Szvegtrzs\">\u003Cb>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:17.95pt;line-height:.05pt\">\u003Cspan class=\"Szvegtrzs\">\u003Cb>Tabla horas\nextraordinarias\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n \u003Ctbody>\n \u003Ctr style=\"height:38.15pt\">\n \u003Ctd width=\"157\" style=\"width:117.6pt;border:solid windowtext 1.0pt;padding: 0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Grupo\n laboral\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Nivel\n entrada — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Nivel\n 2 — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:55.9pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Nivel\n 3 — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Nivel\n 4 — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Nivel\n 5 — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Nivel\n 6 — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.4pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Nivel\n 7 — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"157\" style=\"width:117.6pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">Técnicos\n gestores.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">24,94\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">24,99\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">25,73\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">26,25\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">26,76\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">27,83\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">28,94\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"157\" style=\"width:117.6pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">Administrativos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">16,33\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">19,33\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">19,91\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">20,31\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">20,71\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">21,54\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">22,40\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.3pt\">\n \u003Ctd width=\"157\" style=\"width:117.6pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">Serv.\n Auxiliares.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">16,17\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">19,14\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">19,72\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">20,11\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">20,51\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">21,33\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">22,18\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\u003Ctbody>\u003Ctr style=\"height:17.3pt\">\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\u003Ctbody>\u003Ctr style=\"height:17.3pt\">\u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.3pt\">\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\" style=\"margin-bottom:17.95pt;line-height:.05pt\">\u003Cspan lang=\"ES\"> \u003C\u002Fspan>\u003Cspan class=\"Szvegtrzs\">\u003Cb>Tabla horas\nperentorias\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n \u003Ctbody>\n \u003Ctr style=\"height:38.15pt\">\n \u003Ctd width=\"157\" style=\"width:117.6pt;border:solid windowtext 1.0pt;padding: 0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Grupo\n laboral\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Nivel\n entrada — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Nivel\n 2 — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:55.9pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Nivel\n 3 — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Nivel\n 4 — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Nivel\n 5 — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Nivel\n 6 — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.4pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:38.15pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Nivel\n 7 — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"157\" style=\"width:117.6pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">Técnicos\n gestores.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">29,09\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">29,15\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">30,02\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">30,62\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">31,22\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">32,47\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:1.2pt;text-indent:-1.2pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">33,77\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"157\" style=\"width:117.6pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">Administrativos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">19,05\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">22,56\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">23,23\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">23,70\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">24,16\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">25,13\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:1.2pt;text-indent:-1.2pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">26,13\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.3pt\">\n \u003Ctd width=\"157\" style=\"width:117.6pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">Serv.\n Auxiliares.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">18,86\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">22,34\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">23,01\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">23,47\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">23,93\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">24,88\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"margin-left:1.2pt;text-indent:-1.2pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">25,88\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\" style=\"margin-bottom:17.95pt;line-height:.05pt\">\u003Cspan lang=\"ES\"> \u003C\u002Fspan>\u003Cspan class=\"Szvegtrzs\">\u003Cb>Tabla horas complementarias\nespeciales\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n \u003Ctbody>\n \u003Ctr style=\"height:37.9pt\">\n \u003Ctd width=\"157\" style=\"width:117.6pt;border:solid windowtext 1.0pt;padding: 0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Grupo\n laboral\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Nivel\n entrada — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Nivel\n 2 — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:55.9pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Nivel\n 3 — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Nivel\n 4 — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Nivel\n 5 — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Nivel\n 6 — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.4pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt;font-family:"Arial Narrow",sans-serif\">Nivel\n 7 — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"157\" style=\"width:117.6pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">Técnicos\n gestores.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">28,23\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">28,28\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">29,13\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">29,71\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">30,29\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">31,50\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">32,76\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"157\" style=\"width:117.6pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">Administrativos.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">18,48\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">21,89\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">22,54\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">22,99\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">23,44\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">24,38\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">25,36\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"157\" style=\"width:117.6pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">Serv.\n Auxiliares.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">18,30\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">21,67\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:55.9pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">22,32\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">22,77\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">23,22\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.15pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">24,15\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"75\" style=\"width:56.4pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:7.5pt\">25,11\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\" style=\"margin-bottom:17.95pt;line-height:.05pt\">\u003Cspan lang=\"ES\"> \u003C\u002Fspan>\u003Cspan class=\"Szvegtrzs\">\u003Cb>Tabla conceptos artículo\n26\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceamount2\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowancetype\">\u003C\u002Fdiv>\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n \u003Ctbody>\n \u003Ctr style=\"height:37.9pt\">\n \u003Ctd width=\"81\" style=\"width:60.5pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:37.9pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\" style=\"width:34.1pt;border:solid windowtext 1.0pt;border-left: none;padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:9.6pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:8.0pt\">2025 —\n Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"81\" style=\"width:60.5pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003C\u002Ftd>\u003Ctd width=\"81\" style=\"width:60.5pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Nocturnidad.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\" style=\"width:34.1pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">1,61\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003Ctd width=\"45\" style=\"width:34.1pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"81\" style=\"width:60.5pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Festivo.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\" style=\"width:34.1pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">2,85\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"81\" style=\"width:60.5pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003C\u002Ftd>\u003Ctd width=\"81\" style=\"width:60.5pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Domingo.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\" style=\"width:34.1pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">2,80\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003Ctd width=\"45\" style=\"width:34.1pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:16.8pt\">\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.3pt\">\n \u003Ctd width=\"81\" style=\"width:60.5pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">Fraccionada.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"45\" style=\"width:34.1pt;border-top:none;border-left:none;border-bottom: solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt; height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:8.5pt\">11,34\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\" style=\"line-height:.05pt\">\u003Cspan lang=\"ES\"> \u003C\u002Fspan>\u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"CBA_MNCOMPA_1":44,"JOBTITLE_trigger":48,"JOBTYPE_descriptions":51,"jobclassifaction1":55,"jobclassifaction1_txt":59,"TRAINING_trigger":63,"trainingprogrammes":66,"trainingprogrammes_newtech":70,"apprenticeships":74,"SOCSEC_trigger":78,"disabilityfund":82,"contracttrial":86,"contracttrialperiod":90,"contractseverancepay":94,"disabilitypay":98,"healthandsafetypolicy":102,"protectiveclothing":106,"healthandsafetytraining":110,"hivpolicy":114,"WORKFAM_trigger":118,"paidmaternityleave":122,"paidmaternityleaveduration":126,"paidmaternityleaveall":128,"pregnancy":130,"riskassessment":132,"timeoff":134,"childcare":138,"childcareleave":142,"deathrelativesleave":144,"marriageleave":148,"GENEQ_trigger":152,"eqpay":156,"gender":160,"discrimination":162,"eqpromotion":166,"eqtraining":168,"violenceleave":170,"sexualhar":174,"violence":176,"WORKHOURS_trigger":178,"hourspyear":182,"holidaysdays":186,"holidaysweeks":190,"TRADEUNLEAV_trigger":192,"administrativedays":196,"remote_work_options":200,"remote_work_same_txt":204,"WAGES_determined":206,"WAGES_trigger":210,"PAYSCALES_trigger":213,"ONCERISE_trigger":217,"ONCERISE2_trigger":221,"NOCTPREM_trigger":225,"shiftallowanceamount2":229,"overtimeallowancetype_general":233,"SUNDAY_trigger":237,"OVERTIME_trigger":241,"sundayallowancetype":245,"COMMUTE_trigger":249,"mealvouchers":253,"green_trigger":257},{"bindId":45,"name":46,"text":47},"CBA_MNCOMPA_1","Las partes firmantes del presente conven","Las partes firmantes del presente convenio colectivo son, de un lado, la\nentidad de Azul Handling Spain Limited, sucursal en España (en adelante\n«Azul»), y de la otra, la representación legal de las personas trabajadoras\ncon presencia en todos los centros de trabajo con los que cuenta. Los\nsindicatos con representatividad en la comisión negociadora han sido\nComisiones Obreras (CCOO), Unión General de Personas trabajadoras (UGT),\nUnión Sindical Obrera (USO) y Confederación General de Trabajo (CGT).",{"bindId":49,"name":50,"text":50},"JOBTITLE_trigger","CAPÍTULO II Clasificación profesional",{"bindId":52,"name":53,"text":54},"JOBTYPE_descriptions","Artículo 13. Grupos profesionales. Entre","Artículo 13. Grupos profesionales.\n\nEntre otros grupos profesionales, Azul contará con los siguientes Grupos\nProfesionales básicos en los que se ubicará todo su personal:\n\n-Grupo de Personal Técnico Gestor.\n\n-Grupo de Personal Administrativo.\n\n-Grupo de Personal de Servicios Auxiliares.\n\nEstas divisiones orgánicas se equipararán a la definición de grupos\nprofesionales, a los efectos del convenio colectivo General del Sector de\nServicios de Asistencia en Tierra en Aeropuertos.\n\nArtículo 14. Definición de Grupo Profesional.\n\nLas funciones que, para cada grupo profesional, se describen a\ncontinuación, tienen carácter meramente enunciativo y, en todo caso, se\nestará a las establecidas o las que se establezcan por parte la Dirección de\nAzul en cada momento.\n\n1.Grupo de Personal Técnico Gestor. Es aquel personal que, estando en\nposesión de un título de grado superior o medio o por sus conocimientos,\nexperiencia profesional y aptitudes equivalentes a las que se pueden adquirir\ncon titulaciones superiores y medias tiene atribuidas funciones de gestión, de\napoderamiento o de elevada cualificación, complejidad, coordinadora o asesora,\ncon autonomía, capacidad de supervisión y responsabilidad acordes a las\nfunciones asignadas.\n\n2.Grupo de Personal Administrativo. Es el personal que lleva a cabo tareas\nde atención al cliente, de oficina, administrativas, contables, comerciales,\naeroportuarias, coordinación, facturación, embarque, programación técnica y\nauxiliar de vuelo, ventas de pasaje, venta de billetes, equipaje, carga y\ncorreo, reservas, despachos y documentos aduaneros, manejo del material\nnecesario para el desarrollo de sus actividades, transcripción y grabación de\nencuestas a los pasajeros y otras análogas.\n\nAsimismo, realizará cualquier actividad conexa simultánea, antecedente o\nconsecuente con las propias de su grupo y, en general, todas aquellas funciones\nrelacionadas con la salida del avión, así como la utilización de manera\nautónoma de vehículos no tripulados para realizar dichas funciones.\n\nTodas estas tareas están asimismo detalladas en los Terms Of Reference de\nAzul que toda persona trabajadora deberá siempre respetar y que podrán ser\nadaptados en cada momento en función de las necesidades operativas, no\npudiéndose entender como una lista exhaustiva.\n\nÁrea.\n\nLa variedad de las actividades encomendadas a este colectivo aconseja que\nsin perjuicio de que exista un conjunto de ellas comunes a todo él, se puedan\ndefinir parcelas de actividad tales como:\n\na)Atención al pasaje, despacho de aviones, carga y\ncorreo, pasajeros con movilidad reducida y servicio de pasarelas.\n\nb)Administración general.\n\nc)Subgrupos.\n\nSe definen dos subgrupos profesionales:\n\n-Subgrupo de Ejecución\u002FSupervisión-Agente\nAdministrativo.\n\n-Subgrupo de Mando-Jefatura Administrativa.\n\nа)Agente Administrativo. Realizará los trabajos de ejecución inherentes a\nsu Grupo y por motivos de organización del trabajo, la Dirección designará\nentre el personal administrativo, aquellos que adicionalmente realizarán\ntareas de supervisión. Dicha supervisión comprende la distribución,\ncoordinación y control de los trabajos del grupo o equipo de las personas que\nse les asignen.\n\nб)Jefatura Administrativa. El personal administrativo del subgrupo de\nmando, además de realizar los trabajos de ejecución\u002Fsupervisión, y a las\nórdenes de la superioridad jerárquica correspondiente y\u002Fo en aplicación de\nlas directrices recibidas, dirigirán los trabajos asignados o realizados en el\námbito de su competencia y\u002Fo estudiando, coordinando o controlando trabajos\ntécnicos administrativos.\n\nEl puesto de jefatura administrativa es un puesto de confianza por lo que\ntanto su designación como su eventual remoción serán decididos libremente\npor parte de la Empresa, mediante publicación y comunicación como vacante\nlibre.\n\nEn consecuencia, los complementos salariales que se perciban por parte de\neste colectivo serán percibidos en tanto en que se desempeñen dichas\nfunciones, con las condiciones que se consideran inherentes a dichos puestos,\ntanto funcionales como rotaciones inherentes a cada uno de los puestos,\nnecesarias para cubrir las necesidades organizativas de la empresa en cada\ncentro de trabajo y no tendrán, en consecuencia, el carácter de\nconsolidables. \n\nз)Grupo de Servicios Auxiliares. Se integra en este colectivo, el personal\nencargado de realizar tareas, actividades, funciones y\u002Fo de asumir\nresponsabilidades relacionadas con la asistencia a determinadas operaciones\nauxiliares, manipulación de equipajes, mercancías, correo, conducción de\nvehículos, push-back. Puntear, registrar, mercancías, correo, manifiestos de\ncarga, etc. suministrar fluidos al avión, a los vehículos y equipos tierra,\nentretenimiento de la unidad o unidades con las que opere, así como su\nconservación y mantenimiento. Eliminar hielo, nieve, aceites o cualesquiera\notros residuos en las zonas internas y externas, tanto de aviones como de\nvehículos y equipos, y otras análogas; Atención y traslado de pasajeros con\nmovilidad reducida en cualquiera de sus necesidades, ayuda a los PMRs con\nmenores y manejo en tierra de todos los equipos de movilidad asociados al\nservicio (vehículos, sillas, monolitos...); tareas, actividades y funciones\nrelacionadas el manejo y conducción de pasarelas de embarque, guías de\natraque y suministro de 400 Hz y aire acondicionado. Asimismo, siempre y cuando\ntengan la cualificación y formación adecuada, todas aquellas funciones\nrelacionadas con la salida del avión, así como la utilización de manera\nautónoma de vehículos no tripulados para realizar dichas funciones.\n\nAsimismo, realizará cualquier actividad conexa simultánea, antecedente o\nconsecuente con las propias de su grupo y, en general, todas aquellas funciones\nrelacionadas con la salida del avión, así como la utilización de manera\nautónoma de vehículos no tripulados para realizar dichas funciones.\n\nTodas estas tareas están asimismo detalladas en los Terms Of Reference de\nla compañía que toda persona trabajadora deberá siempre respetar y que\npodrán ser adaptados en cada momento en función de las necesidades\noperativas, no pudiéndose entender como una lista exhaustiva.\n\nÁrea.\n\nLa variedad de las actividades encomendadas a este colectivo aconseja que\nsin perjuicio de que exista un conjunto de ellas comunes a todo él, se podrán\ndefinir parcelas de actividad tales como:\n\na)Servicios Aeroportuarios.\n\nb)Servicios Generales.\n\nSubgrupos.\n\nSe definen dos subgrupos profesionales:\n\n-Subgrupo de Ejecución\u002Fsupervisión-Agente de\nServicios Auxiliares.\n\n-Subgrupo de Mando-Agente Jefe de Servicios\nAuxiliares («Jefe de Rampa o Supervisor»).\n\na)Agente de Servicios Auxiliares, que realizará los trabajos de ejecución\ninherentes a su Grupo y por motivos de organización del trabajo, la Dirección\ndesignará entre el personal del grupo de Agentes de Servicios Auxiliares,\naquellos que adicionalmente realizarán tareas de supervisión. Dicha\nsupervisión comprende la distribución, coordinación y control de los\ntrabajos del grupo o equipo de las personas que se les asignen.\n\nb)Agente Jefe\u002Fa de Servicios Auxiliares es quien además de realizar los\ntrabajos de ejecución\u002Fsupervisión, dirige los trabajos asignados en el\námbito de su competencia y\u002Fo colaborará en el marco de sus conocimientos\nprofesionales al desarrollo de las actividades, coordinando, controlando y, en\ngeneral en funciones de servicios auxiliares acorde con los objetivos de la\nunidad a la que pertenece.\n\nEl puesto de Agente\u002FJefe de Servicios Auxiliares es un puesto de confianza\npor lo que, tanto su designación como su eventual remoción serán decididos\nlibremente por parte de la Empresa, mediante publicación y comunicación como\nvacante libre. En consecuencia, los complementos salariales que se perciban por\nparte de este colectivo serán percibidos en tanto en que se desempeñen dichas\nfunciones con las condiciones que se consideran inherentes a dichos puestos,\ntanto funcionales como rotaciones inherentes a cada uno de los puestos,\nnecesarias para cubrir las necesidades organizativas de la empresa en cada\ncentro de trabajo y no tendrán, en consecuencia, el carácter de\nconsolidables.\n\nSin perjuicio de las descripciones funcionales contenidas en el presente\nartículo, todo el personal realizará cualquier otra actividad análoga,\nentendiendo como tal aquella que resulte adecuada a las aptitudes profesionales\nrequeridas o las que sean precisas para la realización de las tareas o\nprestaciones principales de conformidad con los principios de polivalencia\nfuncional.",{"bindId":56,"name":57,"text":58},"jobclassifaction1","Artículo 12. Clasificación profesional. ","Artículo 12. Clasificación profesional.\n\nLa clasificación profesional que se indica a continuación es meramente\nenunciativa y no presupone la obligación de tener provistos todos los grupos\nprofesionales, si las necesidades organizativas y el volumen de la actividad de\nAzul no lo requieren.",{"bindId":60,"name":61,"text":62},"jobclassifaction1_txt","Todo el personal será adscrito a un grup","Todo el personal será adscrito a un grupo profesional y, en su caso, a una\ndeterminada área funcional y nivel. Estas circunstancias definirán su\nposición en el esquema organizativo y retributivo de Azul.",{"bindId":64,"name":65,"text":65},"TRAINING_trigger","CAPÍTULO VIII Formación",{"bindId":67,"name":68,"text":69},"trainingprogrammes","Artículo 56. Formación en la empresa. La","Artículo 56. Formación en la empresa.\n\nLa persona trabajadora estará obligada a asistir a aquellas acciones\nformativas promovidas o impartidas por la empresa dentro de la jornada a fin de\nobtener una determinada especialización o una más amplia formación\nprofesional. Las realizadas fuera de la jornada laboral no tendrán carácter\nobligatorio y en todo caso, de mutuo \n\nacuerdo, la empresa podrá ofrecer la compensación de esas horas por\nretribución o por descanso.\n\nLos términos concretos de su realización se acordarán a través de la\nnegociación colectiva de ámbito inferior.",{"bindId":71,"name":72,"text":73},"trainingprogrammes_newtech","2.Son cursos de adaptación profesional a","2.Son cursos de adaptación profesional aquellos cuya necesidad está\noriginada por innovaciones tecnológicas, modificaciones de procesos, normas o\nprocedimientos, alteración del contenido de los puestos de trabajo u otras\ncircunstancias que exijan reciclaje o adaptación a los puestos de trabajo. Se\npodrán tener en cuenta a efectos de provisión de puestos de las mismas\ncaracterísticas. La asistencia a los cursos de adaptación profesional tendrá\ncarácter obligatorio.",{"bindId":75,"name":76,"text":77},"apprenticeships","1.Contratos para la formación en alterna","1.Contratos para la formación en alternancia. Esta modalidad de contrato se\nregirá por lo dispuesto en el artículo 11.2 y 4 del Estatuto de los\nTrabajadores.",{"bindId":79,"name":80,"text":81},"SOCSEC_trigger","Artículo 75. Jubilación parcial. El trab","Artículo 75. Jubilación parcial.\n\nEl trabajador, para acceder a la jubilación parcial, en los términos\nlegalmente establecidos en cada caso, deberá presentar solicitud al efecto,\nacreditando que cumple con los requisitos exigidos, tanto en lo relativo a su\nedad como al período de cotización en su caso.\n\nSi existe acuerdo entre el trabajador y Azul, la persona trabajadora podrá\njubilarse parcialmente, dando la empresa a tal efecto cumplimiento a\ncualesquiera obligaciones que pueda tener legalmente al respecto.\n\nArtículo 76. Jubilación forzosa.\n\nSe establece la extinción del contrato de trabajo por el cumplimiento por\nde una edad igual o superior a sesenta y ocho años, siempre que la persona\ntrabajadora afectada cumpla los requisitos para tener derecho al cien por\nciento de la pensión ordinaria de jubilación en su modalidad contributiva, y\nla media se vincule al relevo generacional a través de la contratación\nindefinida y a tiempo completo de, al menos, un nuevo trabajador o\ntrabajadora.",{"bindId":83,"name":84,"text":85},"disabilityfund","Artículo 59. Seguro Colectivo. Azul Hand","Artículo 59. Seguro Colectivo.\n\nAzul Handling tendrá concertada una póliza de seguro de accidentes que\ncubra las contingencias de muerte, incapacidad permanente absoluta o gran\ninvalidez, derivadas de accidente de trabajo o enfermedad profesional, por la\ncantidad que el Convenio del Sector de Handling, vigente en cada momento,\ngarantice a las personas trabajadoras.\n\nEn los supuestos de muerte, las indemnizaciones se abonarán a quien o\nquienes la persona trabajadora fallecida hubiese declarado beneficiario, y, en\nsu defecto a los herederos legales.\n\nEn cuanto a la fecha de fijación de efectos del hecho causante se estará,\nen todo caso, a la fecha en que se hubiera producido el accidente en caso de\nmuerte o la declaración de invalidez por el organismo correspondiente de la\nSeguridad Social.\n\nArtículo 60. Complemento por Incapacidad temporal.",{"bindId":87,"name":88,"text":89},"contracttrial","2.El contrato formativo para la obtenció","2.El contrato formativo para la obtención de la práctica profesional\nadecuada al nivel de estudios, que se regirá por lo dispuesto en el artículo\n11.3 y 4 del Estatuto de los Trabajadores, siendo su duración máxima de un\naño.\n\nAsimismo, en estos casos, las empresas que contraten personal en prácticas\npodrán establecer un periodo de prueba de hasta un mes. Si al término del\ncontrato la persona continuase en la empresa, no podrá concertarse un nuevo\nperiodo de prueba, computándose la duración del contrato formativo a efectos\nde antigüedad.",{"bindId":91,"name":92,"text":93},"contracttrialperiod","Asimismo, en estos casos, las empresas q","Asimismo, en estos casos, las empresas que contraten personal en prácticas\npodrán establecer un periodo de prueba de hasta un mes. Si al término del\ncontrato la persona continuase en la empresa, no podrá concertarse un nuevo\nperiodo de prueba, computándose la duración del contrato formativo a efectos\nde antigüedad.",{"bindId":95,"name":96,"text":97},"contractseverancepay","3.Las indemnizaciones por ceses, desplaz","3.Las indemnizaciones por ceses, desplazamientos, suspensiones o\ndespidos.\n\nLos importes correspondientes especificados en las Tablas Salariales anexas\nal presente convenio se reflejarán como cantidades brutas, sujetas a las\nretenciones determinadas por la regulación legal o reglamentaria oficial\nvigente en el momento de su devengo.\n\nTodas las percepciones, excepto las de vencimiento superior al mes, se\nabonarán mensualmente, por periodos vencidos.\n\nLas cantidades fijas se devengarán en el mes correspondiente y serán\nabonadas en la nómina de dicho mes. Las retribuciones variables se devengarán\nen el mes correspondiente y serán abonadas en la nómina del mes siguiente.",{"bindId":99,"name":100,"text":101},"disabilitypay","Artículo 60. Complemento por Incapacidad","Artículo 60. Complemento por Incapacidad temporal.\n\nEn caso de accidente de trabajo o enfermedad profesional se complementará\nhasta el 100 % del salario fijo desde el primer día de baja. A efectos de\ndeterminar el complemento no se considerará el plus de transporte ni ningún\notro concepto de carácter extrasalarial.\n\nEn caso de enfermedad común, se abonará el 85% del salario fijo a partir\ndel 40.° día de baja, y el 100% a partir del 75.°, calculando el complemento\ncon los mismos criterios que en el apartado anterior.\n\nPara determinar la cuantía del complemento a pagar deberá tenerse en\ncuenta todos los conceptos retributivos fijos de naturaleza salarial.",{"bindId":103,"name":104,"text":105},"healthandsafetypolicy","CAPÍTULO VII Prevención de riesgos labor","CAPÍTULO VII Prevención de riesgos laborales y salud\nlaboral\n\nArtículo 44. Principios y aspectos generales.\n\nAzul Handling, tiene como objetivo una política preventiva donde la\nSeguridad y las Personas, son lo primero para la organización. Teniendo en\ncuenta su objetivo, el alcance de la política preventiva es para todas las\npersonas trabajadoras, contratistas y visitantes de las instalaciones.\n\nSe asume la cultura preventiva por todos los mandos jerárquicos de la\nempresa y en todos los centros de trabajo.\n\nEl objetivo principal de Azul es proteger al personal de los riesgos para la\nsalud y la seguridad que puedan surgir en las actividades profesionales que\ndesempeña la Empresa, así como fomentar una cultura preventiva de salud y\nseguridad en la que todos acepten una responsabilidad adecuada respecto a cada\nuno y respecto a los demás. Asimismo también es objetivo de Azul garantizar\nuna buena gestión de la salud, la seguridad y el bienestar en el trabajo.\n\nAzul se compromete a proporcionar un entorno de trabajo seguro y saludable,\ncumpliendo con la Ley de Prevención de Riesgos Laborares y normativas y\u002Fo\ninstrucciones anexas a dicha ley. La Empresa asignará los recursos necesarios\npara mantener el alcance de la seguridad y fomentará la mejora continua de las\ncondiciones de trabajo a través de la evaluación y actualización\nperiódica.\n\nAzul respetará los cauces de participación establecidos por la ley, en un\nambiente profesional y positivo, tanto por los Representantes de las personas\ntrabajadoras como por los distintos niveles de Mandos, que deberán, unos y\notros, contribuir a la búsqueda de soluciones apropiadas para los problemas\nque puedan plantearse.\n\nLa Seguridad y Salud está integrada por tanto en todos los procesos de\ngestión de Azul Handling; es una práctica intrínseca a todas las actividades\nque se realizan en la empresa, independientemente del puesto de trabajo que se\nocupe dentro de la misma. A través de estos compromisos, la Dirección de Azul\nquieren manifestar su gran interés y preocupación por la máxima reducción\nde la accidentalidad y enfermedad profesional, en el convencimiento de que los\nriesgos son evitables mediante la aplicación de la política preventiva\ndefinida. La Representación de los Trabajadores y Trabajadoras impulsará\nentre sus representados una actitud positiva en el cumplimiento de las\nobligaciones que emanan de la Ley de Prevención de Riesgos Laborales.\n\nAzul se compromete a integrar la Prevención de Riesgos Laborales en el\nconjunto de sus actividades y disposiciones, tanto de los procesos técnicos,\nde organización del trabajo y de condiciones de trabajo, como en la línea\njerárquica de las mencionadas Empresas, asumiendo la política preventiva en\ntodos los niveles de las mismas, dotando a los trabajadores y trabajadoras de\nlas necesarias medidas preventivas, adoptando medidas de protección colectiva\ne individual, ordenando su uso correcto y vigilando el cumplimiento correcto de\nlas medidas de prevención.\n\nLas responsabilidades por las condiciones de salud y seguridad en el trabajo\ncorresponderán a los jefes\u002Fas respectivos\u002Fas, de acuerdo y en los términos\nque establece la legislación vigente y normas internas; haciéndose extensivo\neste principio a las personas pertenecientes a las Empresas por ellas\ncontratadas en los términos que establece el artículo 24 de la Ley de\nPrevención de Riesgos Laborales (LPRL), o normas cuya promulgación\nsustituyese a ésta.\n\nEl ámbito de aplicación será para todos los trabajadores y trabajadoras\nde las Empresas afectadas por este convenio, sea cual sea su modalidad de\ncontrato y dentro del territorio nacional.\n\nLos principios y aspectos generales señalados deberán tener fiel reflejo\nen la dotación de los recursos que permitan la materialización de los\nmismos.\n\nArtículo 45. Normativa.\n\nEn cuantas materias afecten a la seguridad y salud de las personas\ntrabajadoras, se estará sujeto a los preceptos establecidos por la Ley 31\u002F1995\nde PRL, de 8 de noviembre, y por cuantas disposiciones complementen y\ndesarrollen la misma o aquellas cuya promulgación sustituyese a éstas.\n\nEn tanto en cuanto el Estado Español transponga las diferentes Directivas\nComunitarias y, teniendo en cuenta su transposición obligatoria, aquellas que\nhayan sido traspuestas al ordenamiento jurídico español, serán tenidas en\ncuenta en el Procedimiento de Evaluación de Riesgos. \n\nEn las evaluaciones de riesgos y estudios que se realicen, se estará a lo\nindicado en el artículo 5 del Reglamento de los Servicios de Prevención o\nnormas cuya promulgación sustituyese a ésta.\n\nSe procurará comparar entre varios criterios, aplicando siempre el más\nfavorable desde el punto de vista de la prevención de riesgos laborales.\n\nArtículo 46. Planes de Prevención.\n\nLos Planes de Prevención se basarán en los siguientes objetivos:\n\nEstablecimiento de una política preventiva eficaz e integrada en todas las\nacciones que se desarrollen en las empresas.\n\nFomentar e impulsar el interés por la prevención de riesgos laborales a\ntravés de planes formativos en todos los niveles de las empresas, tanto mandos\ncomo trabajadores y trabajadoras.\n\nEvitar los riesgos, minimizar y proceder a la evaluación de los que aún\npersistan.\n\nLa participación de los representantes de los trabajadores se llevará a\nefecto en la forma y términos señalados en la LPRL o normas cuya\npromulgación sustituyese ésta.\n\nLos Planes de Prevención se llevará a efectos según lo estipulado en el\nartículo 9 del Reglamento de los Servicios de Prevención o norma cuya\npromulgación sustituyese a ésta.\n\nArtículo 47. Delegados de prevención.\n\nLos delegados de prevención son los representantes de las personas\ntrabajadoras con funciones específicas en materia de prevención de riesgos en\nel trabajo. Serán designados por y entre los representantes de la\nrepresentación legal de los trabajadores y trabajadoras en la Empresa según\nla escala establecida en el artículo 35 de la LPRL, y gozarán de las\ngarantías establecidas en el artículo 37 de la misma ley, en los términos\nprevistos en dicha norma.\n\nLos delegados de prevención deberán de apostar por uno de los compromisos\nexpuestos por la alta dirección de la empresa: «Respetar los cauces de\nparticipación establecidos por la ley, en un ambiente profesional y positivo,\ntanto por los Representantes de los Trabajadores y Trabajadoras como por los\ndistintos niveles de Mandos, que deberán, unos y otros, contribuir a la\nbúsqueda de soluciones apropiadas para los problemas que puedan\nplantearse».\n\nArtículo 48. Planes de Prevención.\n\nLos Planes de Prevención se basarán en los siguientes objetivos:\n\nEstablecimiento de una política preventiva eficaz e integrada en todas las\nacciones que se desarrollen en las empresas.\n\nFomentar e impulsar el interés por la prevención de riesgos laborales a\ntravés de planes formativos en todos los niveles de las empresas, tanto mandos\ncomo trabajadores y trabajadoras.\n\nEvitar los riesgos, minimizar y proceder a la evaluación de los que aún\npersistan.\n\nLa participación de los representantes de los trabajadores se llevará a\nefecto en la forma y términos señalados en la LPRL o normas cuya\npromulgación sustituyese ésta.\n\nLos Planes de Prevención se llevarán a efectos según lo estipulado en el\nartículo 9 del Reglamento de los Servicios de Prevención o norma cuya\npromulgación sustituyese a ésta.\n\nArtículo 49. Servicios de Prevención.\n\nLos Servicios de Prevención, propios o los que contrate la Empresa, se\nregirán por lo establecido al efecto por la legislación vigente, y contarán\ncon los medios y recursos adecuados a las características de las respectivas\nempresas.\n\nLos Servicios de Prevención deberán estar en condiciones de proporcionar a\nla Empresa el asesoramiento y apoyo que precisen en función de los tipos de\nriesgo en ellas existentes y en lo referente a:\n\na)El diseño, aplicación y coordinación de los planes y programas de\nactuación preventiva.\n\nb)La evaluación de los factores de riesgo que puedan afectar a la seguridad\ny la salud del personal en los términos previstos en el artículo 16 de la\nley.\n\nc)La determinación de las prioridades en la adopción de las medidas\npreventivas adecuadas y la vigilancia de su eficacia.\n\nd)La información y formación del personal.\n\ne)La prestación de los primeros auxilios y planes de emergencia.\n\nf)La vigilancia de la salud de las personas trabajadoras en relación con\nlos riesgos derivados del trabajo.\n\nLas funciones de vigilancia y control de la salud de las personas\ntrabajadoras serán desempeñadas por personal sanitario con competencia\ntécnica, formación y capacidad acreditada con arreglo a la normativa\nvigente.\n\nEn materia de vigilancia de la salud, la actividad sanitaria deberá\nabarcar, en las condiciones fijadas por el artículo 22 de la Ley 31\u002F1995, de\nPrevención de Riesgos Laborales:\n\n1)Una evaluación de la salud inicial después de la incorporación al\ntrabajo o después de la asignación de tareas específicas con nuevos riesgos\npara la salud.\n\n2)Una evaluación de la salud de las personas trabajadoras que reanuden el\ntrabajo tras una ausencia prolongada por motivos de salud, con la finalidad de\ndescubrir sus eventuales orígenes profesionales y recomendar una acción\napropiada para proteger a las personas trabajadoras.\n\n3)Una vigilancia de la salud a intervalos periódicos según determinen los\nprotocolos que sean de aplicación.\n\nTodo ello con independencia de los reconocimientos médicos que sea\nnecesario realizar antes de la incorporación al puesto de trabajo, para\ngarantizar que las condiciones psico-físicas de la persona aspirante son\ncompatibles con las características del puesto.\n\nLa vigilancia de la salud estará sometida a protocolos específicos u otros\nmedios existentes con respecto a los factores de riesgo a los que esté\nexpuesto el trabajador o trabajadora.\n\nEl Ministerio de Sanidad y Consumo y las Comunidades Autónomas, oídas las\nsociedades científicas competentes, y de acuerdo con lo establecido en la Ley\nGeneral de Sanidad en materia de participación de los agentes sociales,\nestablecerán la periodicidad y contenidos específicos de cada caso.\n\nEn los supuestos en que la naturaleza de los riesgos inherentes al trabajo\nlo haga necesario, el derecho de las personas trabajadoras a la vigilancia\nperiódica de su estado de salud deberá ser prolongado más allá de la\nfinalización de la relación laboral a través del Sistema Nacional de\nSalud.\n\nEl personal sanitario del servicio de prevención que, en su caso, exista en\nel centro de trabajo deberá proporcionar los primeros auxilios y la atención\nde urgencia a al personal víctima de accidentes o alteraciones en el lugar de\ntrabajo.\n\nEl personal sanitario del servicio de prevención deberá analizar los\nresultados de la vigilancia de la salud de los trabajadores y trabajadoras y de\nla evaluación de los riesgos, con criterios epidemiológicos y colaborará con\nel resto de los componentes del servicio, \n\na fin de investigar y analizar las posibles relaciones entre la exposición\na los riesgos profesionales y los perjuicios para la salud y proponer medidas\nencaminadas a mejorar las condiciones y medio ambiente de trabajo.\n\nEvacuación a centros médicos exteriores en caso de necesidad.\n\nLas Empresas o Servicios con los que se contrate establecerán los medios\npropios, ajenos o mancomunados que garanticen el cumplimiento de las funciones\nanteriores.\n\nArtículo 50. Evaluación de Riesgos.\n\nLa evaluación de riesgos la llevará a cabo el Servicio de Prevención, de\nacuerdo con unos procedimientos que hayan sido previamente consultados con la\nrepresentación de los trabajadores.\n\nLa Empresa llevará a cabo una revisión de la evaluación de riesgos\nrealizada inicialmente, siempre que se den las circunstancias señaladas en el\nartículo 6 del Reglamento de los Servicios de Prevención o norma cuya\npromulgación sustituyese a ésta.\n\nArtículo 51. Comités de Seguridad y Salud.\n\n1.Se constituirá el Comité de Seguridad y Salud, en aquellos centros de\ntrabajo que cuenten con cincuenta o más personas trabajadoras, y en aquellos\ncentros de trabajo que no alcancen esta cifra las competencias atribuidas a\naquél serán ejercidas por los delegados de prevención.\n\n2.Los Comités de Seguridad y Salud estarán compuestos paritariamente, de\nuna parte, por delegados de prevención, y de otra, por el Empresario o sus\nrepresentantes.\n\nLos presidentes y los secretarios de los Comités de Seguridad y Salud\ndeberán ser personas con una cualificación suficiente y adecuada, y con una\nespecial sensibilidad en materia de prevención.\n\nEl Comité de Seguridad y Salud se reunirá trimestralmente y siempre que lo\nsolicite por mayoría alguna de las representaciones en el mismo. El Comité\nadoptará sus propias normas de funcionamiento.\n\nLas competencias de los Comités de Seguridad y Salud serán las que les\nconfiere la ley y las siguientes:\n\na)Participar en la elaboración, puesta en práctica y evaluación de los\nplanes y programas de prevención de riesgos que tengan o puedan tener\ncarácter general en el ámbito de la empresa.\n\nb)Promover iniciativas sobre métodos y procedimientos de tipo general para\nla efectiva prevención de riesgos, proponiendo la mejora de las condiciones o\nla corrección de las deficiencias existentes.\n\nc)Analizar, en su caso, la información y\u002Fo propuestas a requerimiento de\nlos Comités de Empresa.\n\nd)Revisar que el vestuario cumpla las exigencias de seguridad e higiene\nnecesarias bajo la óptica de la prevención de riesgos laborales.\n\ne)Analizar las especiales circunstancias de los trabajadores con capacidad\nlimitada para el ejercicio de su actividad laboral.\n\nArtículo 52. Información, consulta y participación.\n\nLa Empresa informará por escrito a través de los representantes de los\ntrabajadores sobre los riesgos específicos que afecten a los puestos de\ntrabajo, y de las medidas de protección y prevención aplicables a dichos\nriesgos y, en general, se estará a lo dispuesto en el capítulo V de la LPRL o\nnormas cuya promulgación sustituyese a ésta.\n\nLos delegados de personal y\u002Fo miembros del comité de empresa que no\npertenezcan al comité de seguridad y salud laboral que soliciten acudir\nvoluntariamente a las reuniones de dicho comité, ya sea de manera presencial o\ntelemática, podrán hacerlo en calidad de oyente con voz, pero sin voto,\nsiempre y cuando así lo soliciten con un\n\npreaviso mínimo de 5 días hábiles. Al tratarse de una presencia con\ncarácter voluntario, el cargo del crédito horario por dicha asistencia\nrecaerá siempre dentro del crédito sindical que ostente dicho delegado o\nmiembro del comité de empresa.\n\nArtículo 53. Formación.\n\nLa empresa se compromete a dar formación en materia preventiva a todo su\npersonal, determinada como resultado de la evaluación de riesgos.\n\nPor ello la formación en esta materia estará centrada en el puesto de\ntrabajo y versará sobre:\n\n-Riesgos potenciales.\n\n-Productos que se utilizan.\n\n-Procedimientos de prevención.\n\n-Protecciones mecánicas.\n\n-Equipos de protección individual (EPI,s). Su\ncorrecta elección, uso, funcionamiento y mantenimiento.\n\n-Manipulación de cargas, equipos de trabajo y\npantallas de visualización.\n\nExisten dos tipos de necesidades formativas en materia de prevención de\nriesgos: la formación teórica y práctica suficiente y adecuada exigida por\nla LPRL, con carácter general a toda la plantilla y la formación para\npersonas concretas (Delegados y delegadas de prevención, mandos..) y, por\ntanto, el diseño de los cursos de formación irá dirigida y será adecuada a\nlos riesgos existentes en el puesto de trabajo y función, en unos casos, y en\notros tendrá contenidos normativos y técnicas de prevención.\n\nLa formación deberá impartirse, siempre que sea posible, dentro de la\njornada de trabajo o, en su defecto, en otras horas pero con el descuento en\naquélla del tiempo invertido en la misma. La formación se podrá impartir por\nla Empresa mediante medios propios o concertándola con servicios ajenos, y su\ncoste no recaerá en ningún caso sobre los trabajadores y trabajadoras.\n\nArtículo 54. Procedimientos de investigación de accidentes de\ntrabajo.\n\nSe acordará entre la Representación de los Trabajadores y Trabajadoras y\nde la Empresa un documento sobre el procedimiento de investigación de\naccidentes graves de trabajo.\n\nLa Representación legal de los Trabajadores y Trabajadoras, sobre la base\nde dicho documento, recibirá información trimestral sobre los accidentes que\nse produzcan para poder efectuar un mejor control y seguimiento de los\nmismos.\n\nArtículo 55. Protección de la maternidad.\n\nLa empresa adoptará las medidas necesarias para promover la mejora de la\nseguridad y de la salud en el trabajo de las trabajadoras embarazadas, que\nhayan dado a luz o en período de lactancia de acuerdo con las previsiones del\nartículo 26 de la Ley 31\u002F1995 de 8 de noviembre de Prevención de Riesgos\nLaborales.",{"bindId":107,"name":108,"text":109},"protectiveclothing","-Equipos de protección individual (EPI,s","-Equipos de protección individual (EPI,s). Su\ncorrecta elección, uso, funcionamiento y mantenimiento.",{"bindId":111,"name":112,"text":113},"healthandsafetytraining","Artículo 53. Formación. La empresa se co","Artículo 53. Formación.\n\nLa empresa se compromete a dar formación en materia preventiva a todo su\npersonal, determinada como resultado de la evaluación de riesgos.\n\nPor ello la formación en esta materia estará centrada en el puesto de\ntrabajo y versará sobre:\n\n-Riesgos potenciales.\n\n-Productos que se utilizan.\n\n-Procedimientos de prevención.\n\n-Protecciones mecánicas.\n\n-Equipos de protección individual (EPI,s). Su\ncorrecta elección, uso, funcionamiento y mantenimiento.\n\n-Manipulación de cargas, equipos de trabajo y\npantallas de visualización.\n\nExisten dos tipos de necesidades formativas en materia de prevención de\nriesgos: la formación teórica y práctica suficiente y adecuada exigida por\nla LPRL, con carácter general a toda la plantilla y la formación para\npersonas concretas (Delegados y delegadas de prevención, mandos..) y, por\ntanto, el diseño de los cursos de formación irá dirigida y será adecuada a\nlos riesgos existentes en el puesto de trabajo y función, en unos casos, y en\notros tendrá contenidos normativos y técnicas de prevención.\n\nLa formación deberá impartirse, siempre que sea posible, dentro de la\njornada de trabajo o, en su defecto, en otras horas pero con el descuento en\naquélla del tiempo invertido en la misma. La formación se podrá impartir por\nla Empresa mediante medios propios o concertándola con servicios ajenos, y su\ncoste no recaerá en ningún caso sobre los trabajadores y trabajadoras.",{"bindId":115,"name":116,"text":117},"hivpolicy","3)Una vigilancia de la salud a intervalo","3)Una vigilancia de la salud a intervalos periódicos según determinen los\nprotocolos que sean de aplicación.",{"bindId":119,"name":120,"text":121},"WORKFAM_trigger","Artículo 55. Protección de la maternidad","Artículo 55. Protección de la maternidad.\n\nLa empresa adoptará las medidas necesarias para promover la mejora de la\nseguridad y de la salud en el trabajo de las trabajadoras embarazadas, que\nhayan dado a luz o en período de lactancia de acuerdo con las previsiones del\nartículo 26 de la Ley 31\u002F1995 de 8 de noviembre de Prevención de Riesgos\nLaborales.",{"bindId":123,"name":124,"text":125},"paidmaternityleave","Artículo 40. Nacimiento y cuidado del me","Artículo 40. Nacimiento y cuidado del menor.\n\nEn esta materia se estará a lo que dispone con carácter general el\nartículo 48.4 del Estatuto de los Personas Trabajadores, y demás normativa de\ngeneral aplicación.",{"bindId":127,"name":124,"text":125},"paidmaternityleaveduration",{"bindId":129,"name":124,"text":125},"paidmaternityleaveall",{"bindId":131,"name":120,"text":121},"pregnancy",{"bindId":133,"name":120,"text":121},"riskassessment",{"bindId":135,"name":136,"text":137},"timeoff","i)Por el tiempo indispensable para la re","i)Por el tiempo indispensable para la realización de exámenes prenatales y\ntécnicas de preparación al parto y, en los casos de adopción, guarda con\nfines de adopción o acogimiento, para la asistencia a las preceptivas sesiones\nde información y preparación y para la realización de los preceptivos\ninformes psicológicos y sociales previos a la declaración de idoneidad,\nsiempre, en todos los casos, que deban tener lugar dentro de la jornada de\ntrabajo.",{"bindId":139,"name":140,"text":141},"childcare","b)Cinco días por accidente o enfermedad ","b)Cinco días por accidente o enfermedad graves, hospitalización o\nintervención quirúrgica sin hospitalización que precise reposo domiciliario\ndel cónyuge, pareja de hecho o parientes hasta el segundo grado por\nconsanguineidad o afinidad, incluido el familiar consanguíneo de la pareja de\nhecho, así como de cualquier otra persona distinta de las anteriores, que\nconviva con la persona trabajadora en el mismo domicilio y que requiera el\ncuidado efectivo de aquella.",{"bindId":143,"name":140,"text":141},"childcareleave",{"bindId":145,"name":146,"text":147},"deathrelativesleave","c)Dos días por el fallecimiento del cóny","c)Dos días por el fallecimiento del cónyuge, pareja de hecho o parientes\nhasta el segundo grado de consanguinidad o afinidad. Cuando con tal motivo la\npersona trabajadora necesite hacer un desplazamiento al efecto a distinto lugar\ndel de residencia habitual, el plazo se ampliará en dos días.",{"bindId":149,"name":150,"text":151},"marriageleave","a)Quince días naturales en caso de matri","a)Quince días naturales en caso de matrimonio o registro de pareja de\nhecho.",{"bindId":153,"name":154,"text":155},"GENEQ_trigger","Artículo 78. Igualdad. Todas las condici","Artículo 78. Igualdad.\n\nTodas las condiciones que se pactan en este convenio en cualquier materia\nafectarán por igual a ambos géneros.\n\nDe acuerdo con lo establecido en legislación vigente para la igualdad\nefectiva de mujeres y hombres, Azul está obligada a respetar la igualdad de\ntrato y de oportunidades en el ámbito laboral y, con esta finalidad, adoptará\nmedidas dirigidas a evitar cualquier tipo de discriminación laboral entre\nmujeres y hombres, medidas que negociarán y, en su caso, acordarán, con la\nrepresentación legal de las personas trabajadoras, en la forma que se\ndetermine en el plan de igualdad de la Empresa y en la legislación laboral\nvigente.\n\nAzul deberá negociar un plan de igualdad, con el alcance y contenido\nestablecidos en este capítulo, entendido como un conjunto ordenado de medidas\nadoptadas después de realizar un diagnóstico de situación, tendentes a\nalcanzar en la empresa la igualdad de trato y de oportunidades entre mujeres y\nhombres y a eliminar la discriminación por razón de sexo. Los planes de\nigualdad fijaran los concretos objetivos a alcanzar, las estrategias y\nprácticas a adoptar para su consecución, así como el establecimiento de\nsistemas eficaces de seguimiento y evaluación de los objetivos fijados.\n\nPara la consecución de los objetivos fijados, los planes de igualdad\ncontemplarán, entre otras, las materias de acceso al empleo, clasificación\nprofesional, promoción y formación, retribuciones, ordenación del tiempo de\ntrabajo para favorecer, en términos de igualdad entre mujeres y hombres, la\nconciliación laboral, personal y familiar y prevención del acoso sexual y del\nacoso por razón de sexo.\n\nLas organizaciones firmantes de este convenio, entienden que es necesario\nestablecer un marco normativo general de intervención para garantizar que el\nderecho fundamental a la igualdad de trato y oportunidades en Azul sea real y\nefectiva. Por ello, y teniendo presente el papel de Azul como una empresa\ncomprometida con el desarrollo de políticas de igualdad, acuerdan los\nsiguientes objetivos generales:\n\n-Seguir promoviendo la Igualdad de trato entre mujeres y hombres,\ngarantizando las mismas oportunidades profesionales en el área de acceso al\nempleo\u002Fpromoción profesional.\n\n-Difundir una cultura empresarial comprometida con la igualdad, que implique\na toda la plantilla.\n\n-Fomentar\u002Fmejorar la presencia del sexo menos representado en aquellas\náreas del colectivo de tierra en las que haya menos representación.\n\n-Prevenir el acoso sexual y el acoso por razón de sexo, y dar una respuesta\nrápida a las denuncias mediante la aplicación garantista, confidencial y\neficaz del protocolo de acoso sexual y por razón de sexo.\n\nSeguir respaldando y fomentando políticas cuyo objetivo sea evitar la\ndiscriminación por razón de sexo en materia de selección, contratación,\npromoción y retribución salarial e integrar la perspectiva de género\nreforzando su compromiso con la igualdad para mejorar la calidad de vida de las\npersonas trabajadoras.\n\nUna vez realizado el diagnóstico de situación, Azul negociará con los\nrepresentantes de las personas trabajadoras el correspondiente plan de igualdad\nen los términos y plazos establecidos en el mismo sin que ello prejuzgue el\nresultado de la negociación ya que, tanto el contenido del plan como las\nmedidas que en su caso deban adoptarse dependerán siempre del diagnóstico\nprevio y de que hayan sido constatadas en la empresa situaciones de desigualdad\nde trato.\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.\n\nSe creará una Comisión Interna de seguimiento por la igualdad de\noportunidades, que estará formada por los mismos miembros que la Comisión del\nPlan de Igualdad y firmantes del presente convenio.\n\nSe acuerda constituir una Comisión Interna de Seguimiento por la Igualdad\nde Oportunidades entre los firmantes del presente convenio colectivo compuesta\npor un miembro de cada Sindicato firmante y el mismo número de miembros por\nparte de Azul.\n\nEl Colectivo LGTBI ostenta en Azul un protocolo específico. El objetivo del\npresente protocolo es dar cumplimiento a la Ley 4\u002F2023 de 28 de febrero,\nestableciendo un conjunto de medidas para alcanzar la igualdad real y efectiva\ny garantizar los derechos de las personas lesbianas, gais, transexuales,\nbisexuales, e intersexuales en la empresa. Por ello, se establece un\nprocedimiento por el que dar cauce a las denuncias que puedan formularse por\nacoso por razón de la orientación sexual, identidad sexual o expresión de\ngénero.\n\nDesde Azul se pretende con este acuerdo alcanzado con la representación\nlegal de las personas trabajadoras, mostrar el profundo rechazo a cualquier\nforma de discriminación. En el ámbito de este acuerdo, bajo el principio de\nla prevención y actuación, se desarrollan un conjunto de medidas planificadas\ny medidas de actuación, sin perjuicio de las adaptaciones que sean necesarias\nacometer.",{"bindId":157,"name":158,"text":159},"eqpay","Para la consecución de los objetivos fij","Para la consecución de los objetivos fijados, los planes de igualdad\ncontemplarán, entre otras, las materias de acceso al empleo, clasificación\nprofesional, promoción y formación, retribuciones, ordenación del tiempo de\ntrabajo para favorecer, en términos de igualdad entre mujeres y hombres, la\nconciliación laboral, personal y familiar y prevención del acoso sexual y del\nacoso por razón de sexo.",{"bindId":161,"name":158,"text":159},"gender",{"bindId":163,"name":164,"text":165},"discrimination","Desde Azul se pretende con este acuerdo ","Desde Azul se pretende con este acuerdo alcanzado con la representación\nlegal de las personas trabajadoras, mostrar el profundo rechazo a cualquier\nforma de discriminación. En el ámbito de este acuerdo, bajo el principio de\nla prevención y actuación, se desarrollan un conjunto de medidas planificadas\ny medidas de actuación, sin perjuicio de las adaptaciones que sean necesarias\nacometer.",{"bindId":167,"name":158,"text":159},"eqpromotion",{"bindId":169,"name":158,"text":159},"eqtraining",{"bindId":171,"name":172,"text":173},"violenceleave","9.Con la finalidad de hacer efectivo su ","9.Con la finalidad de hacer efectivo su derecho a la protección y la\nasistencia social integral, las personas trabajadoras que tengan la\nconsideración de víctimas de violencia de género, de violencia sexual o de\nvíctima del terrorismo tendrán derecho a la reducción de la jornada de\ntrabajo con disminución proporcional del salario o a la reordenación de su\ntiempo de trabajo, a través del establecimiento de horario flexible u otras\nmedidas análogas, siempre en los términos y condiciones legalmente\nestablecidos.",{"bindId":175,"name":172,"text":173},"sexualhar",{"bindId":177,"name":172,"text":173},"violence",{"bindId":179,"name":180,"text":181},"WORKHOURS_trigger","CAPÍTULO V Jornada Artículo 30. Tiempo d","CAPÍTULO V Jornada\n\nArtículo 30. Tiempo de trabajo.\n\nDada la peculiaridad de las funciones de las Empresas a las que afecta este\nconvenio, que exige una permanente actividad para el servicio que prestan las\nCompañías Aéreas, las Empresas tendrán plena facultad para establecer\njornadas, turnos y horarios del personal, siempre respetando las disposiciones\nlegales y convencionales de aplicación.",{"bindId":183,"name":184,"text":185},"hourspyear","La jornada ordinaria de trabajo efectivo","La jornada ordinaria de trabajo efectivo tendrá una duración máxima anual\nde 1712 horas para un trabajador indefinido a tiempo completo.",{"bindId":187,"name":188,"text":189},"holidaysdays","El período de vacaciones anuales retribu","El período de vacaciones anuales retribuidas tendrá una duración de\ntreinta días naturales, para todos los tipos de contrato, excepto para\naquellas personas trabajadoras ",{"bindId":191,"name":188,"text":189},"holidaysweeks",{"bindId":193,"name":194,"text":195},"TRADEUNLEAV_trigger","h)Para realizar funciones sindicales o d","h)Para realizar funciones sindicales o de representación del personal en\nlos términos establecidos legal o convencionalmente.",{"bindId":197,"name":198,"text":199},"administrativedays","g)Por el tiempo indispensable, para el c","g)Por el tiempo indispensable, para el cumplimiento de un deber inexcusable\nde carácter público y personal, comprendido el ejercicio del sufragio activo,\nsin perjuicio de lo determinado legalmente para estos supuestos. ",{"bindId":201,"name":202,"text":203},"remote_work_options","Cuando la naturaleza de la prestación la","Cuando la naturaleza de la prestación laboral sea compatible con el trabajo\na distancia y el estado de las redes de comunicación permita su desarrollo, la\nempresa podrá establecerlo, observando el resto de las obligaciones formales y\nmateriales recogidas en la Ley 10\u002F2021, de 9 de julio, de trabajo a distancia,\ny, en particular, el suministro de medios, equipos y herramientas adecuados.",{"bindId":205,"name":202,"text":203},"remote_work_same_txt",{"bindId":207,"name":208,"text":209},"WAGES_determined","Artículo 22. Sistema salarial. Se consid","Artículo 22. Sistema salarial.\n\nSe considerará salario la totalidad de las percepciones económicas de las\npersonas trabajadoras, en dinero o en especie, por la prestación profesional\nde los servicios laborales por cuenta ajena, ya retribuyan el trabajo efectivo,\ncualquiera que sea la forma de remuneración, o los períodos de descanso\ncomputables como de trabajo.\n\nNo tendrán la consideración de salarios las cantidades percibidas en\nconcepto de indemnizaciones o suplidos por los gastos realizados como\nconsecuencia de la actividad laboral, las prestaciones e indemnizaciones de la\nSeguridad Social y las indemnizaciones correspondientes a traslados,\nsuspensiones o despidos. ",{"bindId":211,"name":212,"text":212},"WAGES_trigger","CAPÍTULO IV Salarios",{"bindId":214,"name":215,"text":216},"PAYSCALES_trigger","ANEXO I Tablas salariales 2025","ANEXO I\n\nTablas salariales 2025",{"bindId":218,"name":219,"text":220},"ONCERISE_trigger","Artículo 25. Complementos salariales de ","Artículo 25. Complementos salariales de vencimiento periódico\nsuperior al mes.\n\nCon carácter general, se establecen dos gratificaciones extraordinarias,\nque serán abonadas en los meses de julio y diciembre. El devengo de estas\npagas será semestral; de enero a junio y de julio a diciembre,\nrespectivamente, del mismo año del abono.\n\nEl personal ingresado en el transcurso del año o que cesara durante el\nmismo, percibirá el importe correspondiente a este concepto prorrateando el\ntiempo efectivamente trabajado durante el año.\n\nLa Empresa garantizará las gratificaciones extraordinarias adicionales que\npuedan disfrutar determinados trabajadores subrogados, como derechos\nadquiridos.\n\nEl abono de estas gratificaciones se realizará en 12 pagas, salvo que el\ntrabajador expresamente y a través de los procedimientos internos establecidos\npor la Empresa solicite el abono en 14 pagas",{"bindId":222,"name":223,"text":224},"ONCERISE2_trigger","Con carácter general, se establecen dos ","Con carácter general, se establecen dos gratificaciones extraordinarias,\nque serán abonadas en los meses de julio y diciembre. El devengo de estas\npagas será semestral; de enero a junio y de julio a diciembre,\nrespectivamente, del mismo año del abono.",{"bindId":226,"name":227,"text":228},"NOCTPREM_trigger","1.Plus de nocturnidad. Se establece este","1.Plus de nocturnidad. Se establece este plus por cada hora efectiva de\ntrabajo entre las 22:00 horas y las 06:00 horas. El importe se recoge en las\ntablas salariales establecidas en el anexo I del presente convenio.",{"bindId":230,"name":231,"text":232},"shiftallowanceamount2","Nocturnidad. 1,61","Nocturnidad.\n \n 1,61",{"bindId":234,"name":235,"text":236},"overtimeallowancetype_general","Tabla horas extraordinarias Grupo labora","Tabla horas\nextraordinarias\n\n\n \n \n Grupo\n laboral\n \n Nivel\n entrada — Euros\n \n Nivel\n 2 — Euros\n \n Nivel\n 3 — Euros\n \n Nivel\n 4 — Euros\n \n Nivel\n 5 — Euros\n \n Nivel\n 6 — Euros\n \n Nivel\n 7 — Euros\n \n \n \n Técnicos\n gestores.\n \n 24,94\n \n 24,99\n \n 25,73\n \n 26,25\n \n 26,76\n \n 27,83\n \n 28,94\n \n \n \n Administrativos.\n \n 16,33\n \n 19,33\n \n 19,91\n \n 20,31\n \n 20,71\n \n 21,54\n \n 22,40\n \n \n \n Serv.\n Auxiliares.\n \n 16,17\n \n 19,14\n \n 19,72\n \n 20,11\n \n 20,51\n \n 21,33\n \n 22,18",{"bindId":238,"name":239,"text":240},"SUNDAY_trigger","5.Complemento de Domingo. Las personas t","5.Complemento de Domingo. Las personas trabajadoras que presten servicios en\ndomingo percibirán la cuantía adicional al precio de la hora ordinaria de\ntrabajo efectivo en domingo, establecida en las tablas salariales en el anexo I\ndel presente convenio. El percibo de este complemento no será en ningún caso\nacumulable con el complemento de festivo.",{"bindId":242,"name":243,"text":244},"OVERTIME_trigger","2.Hora extraordinaria. Cada hora realiza","2.Hora extraordinaria. Cada hora realizada por encima de la jornada\nordinaria de trabajo, de acuerdo con lo establecido en el artículo 36 del\npresente convenio, dará lugar a una retribución mínima equivalente al valor\nhora ordinaria del nivel correspondiente del presente convenio, incrementada en\nun 50 %, salvo que se compense con descanso en los términos que igualmente\nseñala el artículo 36 del presente convenio. El precio de la hora ordinaria\nse determinará aplicando la siguiente fórmula: Percepción mínima fija bruta\nanual\u002F1712.",{"bindId":246,"name":247,"text":248},"sundayallowancetype","Domingo. 2,80","Domingo.\n \n 2,80",{"bindId":250,"name":251,"text":252},"COMMUTE_trigger","8.Plus de transporte. El personal percib","8.Plus de transporte. El personal percibirá la cantidad establecida en las\ntablas salariales en el anexo I del presente convenio por cada día de\nasistencia al trabajo.",{"bindId":254,"name":255,"text":256},"mealvouchers","2.Las indemnizaciones o suplidos por gas","2.Las indemnizaciones o suplidos por gastos que hubieran de ser realizados\npor el trabajador o la trabajadora como consecuencia de su actividad laboral,\ntales como el desplazamiento y transporte, y las ayudas y complementos de\nmanutención o comida.",{"bindId":258,"name":259,"text":260},"green_trigger","a fin de investigar y analizar las posib","a fin de investigar y analizar las posibles relaciones entre la exposición\na los riesgos profesionales y los perjuicios para la salud y proponer medidas\nencaminadas a mejorar las condiciones y medio ambiente de trabajo.","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>I CONVENIO COLECTIVO DE AZUL HANDLING SPAIN LIMITED, SUCURSAL EN ESPAÑA 2025 - 2025\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2025-07-10\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">Fecha de término: → 2025-12-31\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: → 2025-07-10\n \u003C\u002Fdiv>\n \n\n \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n \u003Cdiv id=\"display-SECTOR1\">\n Nombre de la industria: → Transporte, logistica y comunicaciones\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-NACE2004\">\n Nombre de la industria: → Actividades anexas al transporte aéreo  \n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-FIRMPRI\">\n Sector público o privado: → En el sector privado\n \u003C\u002Fdiv>\n \n \u003Cdiv>Concluido por:\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n \n \n \u003Cdiv>\n Nombre de la compañía: → \n \n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n Nombres de los sindicatos: → \n\n \n \n \u003Cspan>\n CCOO - Confederación Sindical de Comisiones Obreras, UGT - Unión General de Trabajadores, USO - Unión Sindical Obrera, CGT - Confederación General del Trabajo\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: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-unemploymentfund\">El empleador contribuye al fondo de desempleo del trabajador: → No\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section training\">\n \u003Ch3 id=\"display-TRAINING_trigger\">CAPACITACIÓN\u003C\u002Fh3>\n \u003Cdiv id=\"display-trainingprogrammes\">Programas de capacitación: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-apprenticeships\">Aprendizajes: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-trainingfund\">El empleador contribuye al fondo para capacitación del trabajador: → No\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section sickness-disability\">\n \u003Ch3 id=\"display-SICDIS_trigger\">ENFERMEDAD E INCAPACIDAD\u003C\u002Fh3>\n\n \n\n \n\n \n\n \n \n \u003Cdiv id=\"display-longtermillness\">Disposiciones relativas a volver al trabajo después de larga enfermedad, por ejemplo, tratamiento para el cáncer → No\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-menstruationleave\">Licencia pagada por menstruación → No\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-disabilitypay\">Indemnización en caso de incapacidad por accidente de trabajo: → Sí\u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n\n\n \u003Cdiv class=\"section health-medical-assistence\">\n \u003Ch3 id=\"display-SICDIS_trigger\">SALUD Y SEGURIDAD Y ASISTENCIA MÉDICA\u003C\u002Fh3>\n \u003Cdiv id=\"display-healthcareaccess\">Asistencia médica acordada: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthcareaccessrelatives\">Asistencia médica para familiares acordada: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurance\">Contribución acordada para seguro médico: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurancerelatives\">Contribución acordada para seguro médico de familiares: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetypolicy\">Política de salud y seguridad acordada: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetytraining\">Capacitación en salud y seguridad acordada: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-protectiveclothing\">Vestuario protector facilitado → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-hivpolicy\">Chequeo médico regular o anual o visitas proporcionadas por el empleador → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-monitoring\">Seguimiento de los riesgos musculo-esqueléticos de las estaciones de trabajo, riego profesional y\u002Fo relación entre trebajo y salud → Employee involvement in the monitoring, Professional risks, The relationship between work and health\u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpay\">Apoyo para funeral: → No\u003C\u002Fdiv>\n \n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section work-family-arrangements\">\n \u003Ch3 id=\"display-WORKFAM_trigger\">ACUERDOS SOBRE FAMILIA Y TRABAJO\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-paidmaternityleaveduration\">\n Licencia de maternidad pagada: → -10 semanas\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-jobsecuritymothers\">Estabilidad laboral tras la licencia de maternidad: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-maternitydiscrimination\">Prohibición de discriminación relacionada con la maternidad → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibición de obligar a las embarazadas o trabajadoras en lactancia materna para desarrollar trabajos peligrosos o poco saludables → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-riskassessment\">Evaluación de riesgos sobre salud y seguridad de las embarazdas o madres con lactancia → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-alternatives\">Posibilidad de alternativas al trabajo peligroso o no saludable para las enbarazadas o trabajadoras en lactancia → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-timeoff\">Tiempo libre para exámenes médicos prenatales: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningnonstandard\">Prohibición de la detección del embarazo antes de la regularización de los trabajadores no estándar: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningpromotion\">Prohibición de la detección del embarazo antes de la promoción: → No\u003C\u002Fdiv> \n \u003Cdiv id=\"display-nursingmothers\">Facilidades para lactancia: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcareprovision\">Cuidados infantiles proporcionados por el empleador: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcaresubsidy\">Cuidados infantiles subsidiados por el empleador: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-educationtuition\">Subsidio para la educación de los hijos: → No\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-childcareleave\">\n Licencia pagada anual en caso de cuidado de parientes: → 5 días\n \u003C\u002Fdiv>\n\n \n \u003Cdiv id=\"display-deathrelativesleave\">\n Duración del permiso retibuido en caso de muerte de un pariente: → 2 días\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n \n \u003Cdiv class=\"section gender-equality-issues\">\n \u003Ch3 id=\"display-GENEQ_trigger\">TEMAS DE IGUALDAD DE GENERO\u003C\u002Fh3>\n \u003Cdiv id=\"display-eqpay\">Igual salario para igual valor: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-gender\">\n Referencia especial al género en la igualdad de pago: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-discrimination\">Cláusulas de discriminación en el trabajo: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-eqpromotion\">Igualdad de oportunidades para la promoción de las mujeres: → 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 \u003Cdiv class=\"section employment-contracts\">\n \u003Ch3 id=\"display-EMPCONTR_trigger\">CONTRATOS DE TRABAJO\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-contracttrialperiod\">\n Duración del período de prueba: → 30 días\n \u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-part_time_excluded\">Trabajadores a tiempo parcial excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-tempagency\">Disposiciones sobre trabajadores temporales: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-apprentices_excluded\">Aprendices excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Ftrabajos para estudiantes excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n \n\n \u003Cdiv class=\"section working-hours\">\n \u003Ch3 id=\"display-WORKHOURS_trigger\">HORAS DE TRABAJO, HORARIOS Y DIAS FESTIVOS\u003C\u002Fh3>\n\n \n\n \n\n \n\n \u003Cdiv id=\"display-hourspyear\">\n Horas de trabajo por año: → 1712.0\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-holidaysdays\">\n Licencia anual pagada: → 22.0 días\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysweeks\">\n Licencia anual pagada: → 4.0 semanas\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-schedulesrestpw\"> Periodos acordados de descansos semanales: → No\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-sundays_year\">\n Máximo número de domingos \u002F festivos que pueden trabajarse en un año: → \n \u003C\u002Fdiv>\n \n \n \n \u003Cdiv id=\"display-tradeunleavdays\">\n Permiso pagado para actividades sindicales: → -10.0 días\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-administrativedays\">\n Permiso pagado para aisitir a juicios o deberes administrativos: → -10.0 días\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-FLEXWORK_trigger\"> Disposiciones sobre horarios de trabajo flexible: → Sí\n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section wages\">\n \u003Ch3 id=\"display-WAGES_trigger\">SALARIOS\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-PAYSCALES_trigger\">\n Salarios determinados por medio de escalas de pago: → Yes, in one table\n \u003C\u002Fdiv>\n\n \n\n\n \n \n\n \n\n \n\n \u003Cdiv id=\"display-COSTLIV_trigger\">Ajuste por aumento de costo de vida: → \u003C\u002Fdiv>\n\n \n\n \u003Cdiv>\n \u003Ch4 id=\"display-ONCERISE_trigger\">Pago extra único:\u003C\u002Fh4>\n \n \n \u003Cdiv id=\"display-extrapayfirmperformance\">Pago extra único por desempeño de la compañía: → No\u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-NOCTPREM_trigger\">Prima por trabajo vespertino o nocturno:\u003C\u002Fh4>\n \n \u003Cdiv id=\"display-shiftallowanceamount1\">\n Prima por trabajo vespertino o nocturno: → EUR  por mes\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-shiftallowancetype1\">Prima por trabajo nocturno únicamente: → Sí\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n\n \u003Cdiv>\n \u003Ch4 id=\"display-OVERTIME_trigger\">Prima por tiempo extra:\u003C\u002Fh4>\n \n \n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv>\n \u003Ch4 id=\"display-SUNDAY_trigger\">Prima por trabajo en Domingo:\u003C\u002Fh4>\n \n \u003Cdiv id=\"display-sundayallowanceamount1\">\n Prima por trabajo en Domingo: → EUR 2.8 por domingo\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-COMMUTE_trigger\">Prima por asistencia:\u003C\u002Fh4>\n \n \n \u003C\u002Fdiv>\n\n \n\n \u003Ch4>Vales de alimenos:\u003C\u002Fh4>\n\n \u003Cdiv id=\"display-mealvouchers\">\n Vales de alimentos proporcionados: → Sí\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-MEALALL_trigger\">Prestaciones alimentarias proporcionadas: → No\u003C\u002Fdiv>\n \n \u003Cdiv 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