[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002Fi-convenio-colectivo-de-la-empresa-ilunion-accesibilidad-sociedad-anonima-unipersonal-2023-2025":3,"menu:\u002Fes-es:":292,"sites:htmlblocks":461,"footer:root":1829,"cite-subsites":1927,"subsites":5490,"cite-footer:root":5967,"suggested:root":6006},{"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,"edit_url":12,"breadcrumbs":13,"seo":21,"data":29,"children":272,"content_type_view":273,"extra_breadcrumbs":274,"body":276,"body_blocks":287,"related_pages":291},2847,"convenios-colectivos","Convenios colectivos",null,"","\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos","collective_agreements.collectiveagreementoverview","es_ES","\u002Fcms\u002Fpages\u002F2847\u002Fedit\u002F",[14,17,20],{"title":15,"slug":16},"España","es-es",{"title":18,"slug":19},"Trabajo en España","trabajo-en-espana",{"title":6,"slug":5},{"title":6,"description":8,"image":22,"canonical":23,"robots":24,"og_type":25,"twitter_card":26,"locale":16,"created_at":27,"last_modified_at":28},"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":30,"clauses":41,"details":270,"translations":271},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"i-convenio-colectivo-de-la-empresa-ilunion-accesibilidad-sociedad-anonima-unipersonal-2023-2025","f4288ff4-1b96-11f1-abf8-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fspain\u002Fi-convenio-colectivo-de-la-empresa-ilunion-accesibilidad-sociedad-anonima-unipersonal-2023-2025\u002Fi-convenio-colectivo-de-la-empresa-ilunion-accesibilidad-sociedad-anonima-unipersonal-2023-2025\u002F","I CONVENIO COLECTIVO DE LA EMPRESA ILUNION ACCESIBILIDAD, SOCIEDAD ANÓNIMA UNIPERSONAL 2023-2025","I CONVENIO COLECTIVO DE LA EMPRESA ILUNION ACCESIBILIDAD, SOCIEDAD ANÓNIMA UNIPERSONAL 2023-2025 - 2023","Spain - I CONVENIO COLECTIVO DE LA EMPRESA ILUNION ACCESIBILIDAD, SOCIEDAD ANÓNIMA UNIPERSONAL 2023-2025 - 2023","I CONVENIO COLECTIVO DE LA EMPRESA ILUNION ACCESIBILIDAD, SOCIEDAD ANÓNIMA UNIPERSONAL 2023-2025 - 2023 - Comercio al por mayor",{"name":39,"data":40},"Convenio colectivo de la empresa Ilunion Accesibilidad, SAU, 2023 - 2025.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>III. OTRAS DISPOSICIONES\u003C\u002Fh1>\n\n\u003Ch1>MINISTERIO DE TRABAJO Y ECONOMÍA SOCIAL\u003C\u002Fh1>\n\n\u003Ch1>I CONVENIO COLECTIVO DE LA EMPRESA ILUNION ACCESIBILIDAD, SOCIEDAD ANÓNIMA\nUNIPERSONAL\u003C\u002Fh1>\n\n\u003Ch1>26 de diciembre de 2023\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>887\u003C\u002Fstrong> Resolución de 26 de diciembre de 2023, de la\nDirección General de Trabajo, por la que se registra y publica el Convenio\ncolectivo de Ilunion Accesibilidad, SAU.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-casignemployees\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MNCOMPA_1\">\u003Cp>Visto el texto del Convenio colectivo de la empresa Ilunion Accesibilidad,\nSAU, (Código de convenio: 90104492012023), que fue suscrito con fecha 6 de\njulio de 2023, y finalmente subsanado mediante acta de fecha 23 de noviembre de\n2023, de una parte, por los designados por la Dirección de la empresa en\nrepresentación de la misma, y de otra, por el Comité de empresa y el Delegado\nde personal de los centros de trabajo de Madrid y Barcelona, respectivamente,\nen representación de los trabajadores afectados, y de conformidad con lo\ndispuesto en el artículo 90, apartados 2 y 3, de la Ley del Estatuto de los\nTrabajadores, Texto Refundido aprobado por Real Decreto Legislativo 2\u002F2015, de\n23 de octubre (BOE del 24), y en el Real Decreto 713\u002F2010, de 28 de mayo, sobre\nregistro y depósito de convenios colectivos, acuerdos colectivos de trabajo y\nplanes de igualdad,\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Esta Dirección General de Trabajo resuelve:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Primero.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ordenar la inscripción del 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>\u003Cstrong>Segundo.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Disponer su publicación en el «Boletín Oficial del Estado».\u003C\u002Fp>\n\n\u003Cp>Madrid, 26 de diciembre de 2023.-La Directora General de Trabajo, María\nNieves González García.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CAPÍTULO I\u003C\u002Fh2>\n\n\u003Ch2>Ámbito personal, funcional, territorial y temporal\u003C\u002Fh2>\n\n\u003Ch3>Artículo 1. Ámbito territorial.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio colectivo será de aplicación a todos los centros de\ntrabajo de la empresa que en la actualidad tiene Ilunion Accesibilidad, SAU.\u003C\u002Fp>\n\n\u003Cp>El presente convenio colectivo establece las bases para las relaciones\nlaborales entre la empresa Ilunion Accesibilidad, SAU, y sus personas\ntrabajadoras, siendo de aplicación en todos sus centros y lugares de trabajo\nrepartidos por todo el territorio nacional.\u003C\u002Fp>\n\n\u003Ch3>Artículo 2. Funcional y personal.\u003C\u002Fh3>\n\n\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-newtech_trigger\">El presente convenio colectivo obliga a todo el personal que trabaja en las\nactividades a las que se dedica la empresa, consistentes en la prestación de\nservicios de consultoría y desarrollo en tecnologías de la información,\nrealización de actividades de obtención, distribución, comercialización,\nimportación y exportación de productos de apoyo y otros destinados a la\nrehabilitación de personas con discapacidad y la tercera edad; la fabricación\ny comercialización de mobiliario y elementos para el equipamiento integral de\nedificaciones; servicios sociales o sociosanitarios como en centros propios o\nde terceros mediante personal cualificado orientados a la inserción de la\nautonomía de las personas en función de sus necesidades sociales; la\nproducción y comercialización o alquiler de vehículos adaptados para su uso\npor personas con discapacidad; la fabricación de productos y prestación de\nservicios que permitan o mejoren la accesibilidad a la información y a la\ncomunicación en todos sus ámbitos; la prestación de servicios de asistencia\ny ayuda en tierra a pasajeros con discapacidad o movilidad reducida en\ninstalaciones aeroportuarias, portuarias y ferroviarias así como cualquier\notro medio de transporte colectivo; formación de personas que intervengan en\nlos procesos y actividades anteriormente señaladas; investigación, desarrollo\ne innovación en el área tecnológica, gestión de infraestructuras\ntecnológicas y seguridad informática, así como la elaboración de estudios\nsociológicos y creación de contenidos digitales y diseño gráfico,\nevaluación de tecnologías accesibles y consultoría en accesibilidad del\nentorno, productos y servicios.\u003C\u002Fdiv>\u003C\u002Fp>\n\n\u003Cp>El presente convenio colectivo es de aplicación a todas las personas\ntrabajadoras, que presten sus servicios por cuenta ajena en cualquier centro de\ntrabajo de la empresa.\u003C\u002Fp>\n\n\u003Cp>En la redacción del texto se ha pretendido el uso de un lenguaje no sexista\ne inclusivo, con el fin de lograr una comunicación efectiva, ni\ndiscriminatoria ni excluyente.\u003C\u002Fp>\n\n\u003Ch3>Artículo 3. Ámbito temporal.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio colectivo se pacta por tres años de duración,\nextendiéndose su vigencia desde el 1 de enero de 2023 hasta el 31 de diciembre\nde 2025.\u003C\u002Fp>\n\n\u003Ch2>CAPÍTULO II\u003C\u002Fh2>\n\n\u003Ch2>Forma y condiciones de denuncia del convenio\u003C\u002Fh2>\n\n\u003Ch3>Artículo 4. Denuncia y prórroga.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio quedará automáticamente prorrogado por anualidades de\nno mediar denuncia expresa y por escrito del mismo. La denuncia del presente\nconvenio colectivo deberá realizarse por cualquiera de las partes con\nlegitimación para negociar el convenio, conforme a lo previsto en el artículo\n87 del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>Dicha denuncia deberá producirse con una antelación mínima de dos meses a\nla fecha de finalización del mismo y deberá realizarse por escrito dirigido a\nla representación que lo suscriben, con las demás formalidades previstas en\nel artículo 89 del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>La negociación deberá iniciarse antes de que transcurra un mes desde que\nfuera denunciado el presente convenio.\u003C\u002Fp>\n\n\u003Cp>En todo caso, el presente convenio continuará en vigor hasta su\nsustitución por el nuevo convenio.\u003C\u002Fp>\n\n\u003Ch2>CAPITULO III\u003C\u002Fh2>\n\n\u003Ch2>Cláusula de globalidad y garantía personal\u003C\u002Fh2>\n\n\u003Ch3>Artículo 5. Globalidad.\u003C\u002Fh3>\n\n\u003Cp>Las condiciones pactadas en este convenio forman un todo orgánico e\nindivisible, y, a efectos de su interpretación y aplicación práctica serán\nconsideradas globalmente.\u003C\u002Fp>\n\n\u003Cp>La nulidad de alguno de los artículos declarada por la jurisdicción\nlaboral no afectará al resto del contenido del convenio colectivo, pero\niniciará un nuevo proceso negociador en el que las partes se comprometen a\nnegociar de buena fe con vistas a la consecución de un acuerdo sobre dicha\nmateria. El acuerdo que se obtuviera se incorporará al convenio colectivo.\u003C\u002Fp>\n\n\u003Ch3>Artículo 6. Garantía personal.\u003C\u002Fh3>\n\n\u003Cp>Se respetarán las situaciones salariales personales que, con carácter\nglobal, excedan del presente convenio, manteniéndose estrictamente «ad\npersonam» las que vengan siendo aplicadas, cuando examinadas en su conjunto\nresulten más beneficiosas para las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>Esas diferencias tendrán el carácter de no absorbible, ni compensable, no\nobstante, todos aquellos conceptos que viniera aplicando la empresa como una\nmejora, voluntaria y unilateralmente otorgada por la empresa sí observarán el\ncarácter de absorbible y\u002Fo compensable, como lo son por ejemplo conceptos\nsalariales denominados «complemento compensable y absorbible» o «a cuenta\nconvenio».\u003C\u002Fp>\n\n\u003Ch2>CAPÍTULO IV\u003C\u002Fh2>\n\n\u003Ch2>Comisión Mixta Paritaria\u003C\u002Fh2>\n\n\u003Ch3>Artículo 7. Comisión Mixta Paritaria.\u003C\u002Fh3>\n\n\u003Cp>Se constituye, a todos los efectos legales previstos en el artículo 85.3.e)\ndel Estatuto de los Trabajadores, una Comisión Mixta Paritaria integrada por\ncinco miembros por la parte social repartidos entre los sindicatos en función\nde la representación obtenida en los centros de trabajo de la empresa, e igual\nnúmero de miembros o votos por la parte empresarial.\u003C\u002Fp>\n\n\u003Cp>Las funciones de la Comisión Mixta Paritaria serán las siguientes:\u003C\u002Fp>\n\n\u003Cp>a)Interpretación del convenio.\u003C\u002Fp>\n\n\u003Cp>b)Vigilancia del cumplimiento o aplicación del convenio.\u003C\u002Fp>\n\n\u003Cp>c)Mediación o arbitraje en los conflictos que puedan originarse en la\naplicación del convenio, previa petición expresa de las partes en\nconflicto.\u003C\u002Fp>\n\n\u003Cp>d)Confección anual de las tablas salariales y demás complementos\neconómicos regulados en el presente convenio, en aplicación de los criterios\nestablecidos en el artículo 21.\u003C\u002Fp>\n\n\u003Cp>e)Cuantas otras funciones le estén atribuidas por ley o por el presente\nconvenio, u otras sometidas por las partes de mutuo acuerdo.\u003C\u002Fp>\n\n\u003Cp>La Comisión Mixta Paritaria se reunirá cuando lo solicite una de las\npartes, la parte social o la parte empresarial, que componen la comisión. Las\nconvocatorias se realizarán por escrito y con una antelación mínima de siete\ndías hábiles, donde constará el lugar, fecha y hora de la reunión, así\ncomo el orden del día.\u003C\u002Fp>\n\n\u003Cp>Los acuerdos se tomarán por mayoría de ambas partes y para su plena\neficacia se deberán reflejar en acta. Las resoluciones de la comisión serán,\npor tanto, vinculantes, debiéndose levantar acta de las reuniones y mantener\nun archivo de los asuntos tratados. Los miembros de la Comisión Mixta\nParitaria dispondrán de las horas necesarias y retribuidas para asistencia a\nlas reuniones que se celebren de la comisión. La empresa deberá poner los\nmedios oportunos en cada momento para hacer efectivas las reuniones de la\nComisión Mixta Paritaria.\u003C\u002Fp>\n\n\u003Cp>En caso de no alcanzar un acuerdo, y sí así lo convinieran las partes\nconjuntamente, los desacuerdos podrán someterse a arbitraje, conciliación o\nmediación recurriendo a los procedimientos establecidos en el Acuerdo sobre\nSolución Autónoma de Conflictos (ASAC) que resulte de aplicación en el\nmomento y en el ámbito geográfico que corresponda, a cuyo fin le serán\nremitidos al organismo correspondiente los informes que las partes consideren\noportunos, junto con el acta de la reunión. La decisión de los citados\norganismos tendrá el carácter de vinculante. \u003C\u002Fp>\n\n\u003Ch2>CAPITULO V\u003C\u002Fh2>\n\n\u003Ch2>Régimen de trabajo\u003C\u002Fh2>\n\n\u003Ch3>Artículo 8. Organización del trabajo.\u003C\u002Fh3>\n\n\u003Cp>La organización del trabajo, conforme a la legislación vigente, es\nfacultad y responsabilidad de la dirección de la empresa, subordinada siempre\nal cumplimiento de las disposiciones legales vigentes y tiene por objeto,\nalcanzar en los centros de trabajo el adecuado nivel de productividad, mediante\nla utilización óptima de los recursos humanos y materiales.\u003C\u002Fp>\n\n\u003Cp>La organización de trabajos y actividades pretende avanzar en la\nimplantación de criterios de calidad y buena práctica, rigurosos en el\nfuncionamiento, ordenación y actuación de los centros de trabajo de la\nempresa incluidos en este convenio.\u003C\u002Fp>\n\n\u003Cp>El teletrabajo es una modalidad de trabajo en la compañía, sujeta a la\nfacultad de dirección y organización de la empresa, y que actualmente se rige\npor los protocolos internos adoptados por la empresa.\u003C\u002Fp>\n\n\u003Ch3>Artículo 9. Trabajo a distancia.\u003C\u002Fh3>\n\n\u003Cp>Se reconoce el trabajo a distancia como una forma de organización de la\nprestación laboral, que permite la realización de la actividad laboral fuera\nde las instalaciones de la empresa, siendo de aplicación en esta materia lo\ndispuesto en el artículo 13 del Estatuto de los Trabajadores, en Ley 10\u002F2021,\nde 9 de julio, de trabajo a distancia, y en el presente artículo.\u003C\u002Fp>\n\n\u003Cp>El teletrabajo es voluntario tanto para la persona trabajadora como para la\nempresa. El teletrabajo debe documentarse por escrito mediante un «acuerdo\nindividual de trabajo a distancia», que recoja los aspectos estipulados en la\nley y en el presente artículo.\u003C\u002Fp>\n\n\u003Cp>La decisión de trabajar a distancia será reversible para la empresa y la\npersona trabajadora. El ejercicio de esta reversibilidad podrá producirse a\ninstancia de la empresa o de la persona trabajadora, comunicándose por escrito\ncon una antelación mínima de treinta días naturales, salvo causa grave\nsobrevenida o de fuerza mayor, que implique una vuelta al trabajo\npresencial.\u003C\u002Fp>\n\n\u003Cp>La empresa compensará los gastos derivados del desarrollo del trabajo a\ndistancia, de acuerdo con el artículo 12 del Ley 10\u002F2021, de 9 de julio, de\ntrabajo a distancia, con un importe de 1,5 euros por día en trabajo a\ndistancia a jornada completa.\u003C\u002Fp>\n\n\u003Ch2>CAPÍTULO VI\u003C\u002Fh2>\n\n\u003Ch2>Modalidades de contratación\u003C\u002Fh2>\n\n\u003Ch3>Artículo 10. Régimen jurídico de contratación.\u003C\u002Fh3>\n\n\u003Cp>1.El ingreso al trabajo podrá realizarse de conformidad con cualquiera de\nlas modalidades de contratación reguladas en la Ley del Estatuto de los\nTrabajadores, disposiciones complementarias y en el presente convenio.\u003C\u002Fp>\n\n\u003Cp>El contrato deberá formalizarse por escrito y triplicado, quedándose un\nejemplar cada una de las partes y la tercera copia para el organismo\ncompetente. Se facilitará una copia básica a la representación legal de las\npersonas trabajadoras: el representante sindical, comité de empresa o\nresponsable de la sección sindical si legalmente estuviese constituida.\u003C\u002Fp>\n\n\u003Cp>2.El marco normativo de referencia para las condiciones de trabajo de las\npersonas con discapacidad en los centros especiales de empleo, estará\nconstituido no sólo por el Real Decreto 1368\u002F1985, de 17 de julio que regula\nla relación laboral de carácter especial de las personas con discapacidad en\nlos centros especiales de empleo, sino también por el Real Decreto Legislativo\n1\u002F2013, de 29 de noviembre, por el que se aprueba el Texto Refundido de la Ley\nGeneral de derechos de las personas con discapacidad y de su inclusión social\no norma que lo sustituya y cualesquiera otras disposiciones normativas.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>Artículo 11. Período de prueba.\u003C\u002Fh3>\n\n\u003Cp>1.Se establecen los siguientes períodos de prueba que podrán pactarse, en\nsu caso, por escrito en el contrato entre empresa y la persona trabajadora:\u003C\u002Fp>\n\n\u003Cp>A)Personal con relación laboral especial de personas trabajadoras con\ndiscapacidad en Centro Especial de Empleo, conforme al RD 1368\u002F1985:\u003C\u002Fp>\n\n\u003Cp>a)Grupo profesional personal directivo: Tres meses.\u003C\u002Fp>\n\n\u003Cp>b)Grupos profesionales de personal mando intermedio, personal titulado: Dos\nmeses.\u003C\u002Fp>\n\n\u003Cp>c)Grupos profesionales del personal de soporte a la actividad profesional,\npersonal de producción, administración y servicios generales: Un mes.\u003C\u002Fp>\n\n\u003Cp>B)Personal con relación laboral ordinaria, que se rige por el Estatuto de\nlos Trabajadores:\u003C\u002Fp>\n\n\u003Cp>a)Personal titulado: Seis meses.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>b)Restante personal, excepto el no cualificado: Dos meses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)Personal no cualificado: Un mes.\u003C\u002Fp>\n\n\u003Cp>2.Las situaciones de incapacidad temporal, nacimiento, adopción, guarda con\nfines de adopción, acogimiento, riesgo durante el embarazo, riesgo durante la\nlactancia, violencia de género no serán computables en el período de\nprueba.\u003C\u002Fp>\n\n\u003Cp>3.Durante el período de prueba, tanto la empresa como la persona\ntrabajadora podrán desistir del contrato, sin ninguna necesidad de preaviso y\nsin que ninguna de las partes tenga derecho a indemnización. La resolución a\ninstancia empresarial será nula en el caso de las trabajadoras por razón de\nembarazo, desde la fecha de inicio del embarazo hasta el comienzo del período\nde suspensión a que se refiere el artículo 48.4 del ET, o maternidad, salvo\nque concurran motivos no relacionados con el embarazo o maternidad.\u003C\u002Fp>\n\n\u003Cp>4.En todo caso, la persona trabajadora percibirá durante el período de\nprueba la remuneración correspondiente a la labor realizada.\u003C\u002Fp>\n\n\u003Cp>5.Transcurrido el período de prueba sin desistimiento, quedará formalizada\nla admisión con arreglo a la naturaleza de la contratación, siéndole contado\na la persona trabajadora el tiempo invertido en el período de prueba a todos\nlos efectos.\u003C\u002Fp>\n\n\u003Cp>6.Es potestativo para la empresa el renunciar al período de prueba, así\ncomo también reducir su duración.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CAPITULO VII\u003C\u002Fh2>\n\n\u003Ch2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">Clasificación del personal\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Ch3>Artículo 12. Ordenación funcional.\u003C\u002Fh3>\n\n\u003Cp>Se entiende por ordenación funcional la estructuración de la totalidad de\nlas actividades de la empresa por puestos de trabajo de características\nsimilares, organizados según criterios objetivos de eficacia, mando y\ncalidad.\u003C\u002Fp>\n\n\u003Cp>De conformidad con este principio de ordenación el conjunto de puestos de\ntrabajo de la empresa, podrán ser distribuidos por la compañía en alguno de\nlos grupos siguientes:\u003C\u002Fp>\n\n\u003Cp>Puestos de actividad normal: Son los puestos relacionados con los cometidos\ny funciones habituales que por su propia naturaleza identifican la actividad de\nla empresa.\u003C\u002Fp>\n\n\u003Cp>Puestos de dirección y de mando intermedio: Son aquellos cuyo desempeño\nsupone, además del adecuado nivel de aptitud profesional, una relación de\nconfianza con la empresa para las personas que los desempeñan. Supone el\nejercicio habitual y normal de una función de mando y especial responsabilidad\njerárquica sobre la actuación de otros puestos de trabajo, debiendo realizar\nlos trabajos que de ellos dependen cuando las necesidades del servicio así lo\nrequieran. La creación, configuración, designación y cese de estos puestos\nes facultad exclusiva de la dirección de la empresa.\u003C\u002Fp>\n\n\u003Cp>Las cantidades que en concepto de complemento de puestos de mando y especial\nresponsabilidad pueda percibir quien sea designado para ello por la dirección\nde la empresa, dejarán de percibirse cuando el interesado cese en el\ndesempeño del citado puesto; consecuentemente el mencionado complemento no\nserá consolidable. Al cesar en el puesto, el interesado\u002Fa, en su caso, podrá\nincorporarse al puesto de actividad normal que venía desempeñando\nanteriormente, siéndole de aplicación las condiciones de trabajo reguladas en\nel presente convenio para este puesto de actividad normal.\u003C\u002Fp>\n\n\u003Ch3>Artículo 13. Puestos de actividad normal.\u003C\u002Fh3>\n\n\u003Cp>Será facultad de la dirección de la empresa determinar los puestos que\nintegren funcionalmente cada centro de trabajo o unidad productiva y el\ndesignar a las personas que deban ocuparlos, según las normas de este\nconvenio, de acuerdo con sus aptitudes, grupo profesional, cualificación de\nreferencia, competencias profesionales y con las tareas asignadas al puesto.\u003C\u002Fp>\n\n\u003Ch3>Artículo 14. Objetivos del sistema de clasificación profesional.\u003C\u002Fh3>\n\n\u003Cp>El sistema de clasificación profesional pretende una mayor flexibilidad\norganizativa, posibilitando recomponer los procesos de trabajo y redistribuir\nlas actividades según las necesidades cambiantes de la actividad; disponer de\nprofesionales con conocimientos, cualidades y aptitudes que les permitan\ndesempeñar su trabajo con igual resultado en distintas situaciones; una mayor\nmotivación, suscitando una continua capacidad para incrementar el interés y\nel compromiso de las personas trabajadoras con su cometido profesional.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Ch3>Artículo 15. Grupos profesionales y puestos de trabajo.\u003C\u002Fh3>\n\n\u003Cp>Los firmantes establecen en el presente convenio una clasificación\nprofesional que adapta al ámbito de la empresa del sistema de clasificación\nprofesional de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>Estos grupos profesionales y puestos son los siguientes:\u003C\u002Fp>\n\n\u003Cp>-Grupo I. Personal de dirección:\u003C\u002Fp>\n\n\u003Cp>Gestiona procesos consistentes en organizar, dirigir y controlar las\nactividades y acciones propias del funcionamiento empresarial.\u003C\u002Fp>\n\n\u003Cp>Se le exige evidenciar un alto nivel de competencias en materia de\nliderazgo, desarrollo de otras personas, toma de decisiones, comprensión de la\norganización, e integración y globalidad, además de en las competencias\ntransversales comunes al sector.\u003C\u002Fp>\n\n\u003Cp>Se incluirán dentro de este grupo los puestos de trabajo del máximo nivel\nde gestión estratégica que conformen el equipo director dentro de cada\nempresa.\u003C\u002Fp>\n\n\u003Cp>-Grupo II. Personal mando intermedio:\u003C\u002Fp>\n\n\u003Cp>Integra, coordina, dirige y ordena el trabajo de un grupo de colaboradores o\nde una unidad determinada.\u003C\u002Fp>\n\n\u003Cp>Se le exige evidenciar un alto nivel de competencias en materia de\nliderazgo, desarrollo de otras personas y toma de decisiones, además de en las\ncompetencias transversales comunes al sector. \u003C\u002Fp>\n\n\u003Cp>Se incluirán dentro de este grupo los siguientes puestos de trabajo:\u003C\u002Fp>\n\n\u003Cp>1.Jefe\u002Fa de administración.\u003C\u002Fp>\n\n\u003Cp>Competencia general: Es el profesional, provisto o no de poderes y bajo la\ndependencia directa de la dirección general, que tiene a su cargo la\ndirección administrativa del centro. Cuenta con una preparación completa en\nlos distintos trabajos que una administración supone, está al tanto de la\nlegislación y disposiciones oficiales que se dicten en relación con el\nservicio que tiene encomendado y es el máximo responsable de la ejecución de\ncuantas instrucciones reciba de la empresa para la buena marcha administrativa\ny la ordenación de los servicios.\u003C\u002Fp>\n\n\u003Cp>Referencia CNCP: Familia profesional. Administración y gestión. Nivel\n3.\u003C\u002Fp>\n\n\u003Cp>2.Jefe\u002Fa de producción\u002FJefe de área.\u003C\u002Fp>\n\n\u003Cp>Competencia general: Personal Técnico que con mando directo sobre el\nadjunto de producción y tiene la responsabilidad del trabajo, la disciplina y\nseguridad del personal. Tiene a su cargo la clasificación y distribución de\ntrabajos y personal a su cargo, estudios de producción y rendimiento, debiendo\nparticipar en la producción, cuando se produzca.\u003C\u002Fp>\n\n\u003Cp>Referencia CNCP: Nivel 3.\u003C\u002Fp>\n\n\u003Cp>3.Adjunto\u002Fa de producción\u002FJefe\u002Fa de equipo.\u003C\u002Fp>\n\n\u003Cp>Competencia general: A las órdenes del Jefe\u002Fa de producción, si lo\nhubiere, dirige el personal a su cargo con responsabilidad sobre la forma de\nordenarlos. Le corresponde la dirección del personal a sus órdenes, la\nactualización profesional o instrucción de las personas trabajadoras\nparticipando directamente en las actividades de producción cuando existan.\u003C\u002Fp>\n\n\u003Cp>Referencia CNCP: Nivel 3.\u003C\u002Fp>\n\n\u003Cp>-Grupo III. Personal titulado:\u003C\u002Fp>\n\n\u003Cp>Realiza tareas complejas y de impacto, desarrolla programas y aplicaciones\ntécnicas de producción, servicios o administración que exijan titulación\nespecífica de grado, de acuerdo con lo especificado en las normas\nadministrativas que las regulan.\u003C\u002Fp>\n\n\u003Cp>Se le exige evidenciar un alto nivel de competencias en materia de\nplanificación y programación, desarrollo de otras personas y toma de\ndecisiones, además de en las competencias transversales comunes al sector.\u003C\u002Fp>\n\n\u003Cp>Se incluirán dentro de este grupo los siguientes puestos de trabajo:\u003C\u002Fp>\n\n\u003Cp>1.Personal titulado de grado superior o postgrado: puesto cuyas tareas\nexigen titulación específica de grado superior o postgrado, de acuerdo con lo\nespecificado en las normas administrativas que las regulan, como por ejemplo\narquitecto, ingeniero superior o abogado.\u003C\u002Fp>\n\n\u003Cp>2.Personal titulado de grado medio o grado: puesto cuyas tareas exigen\ntitulación específica de grado superior o postgrado, de acuerdo con lo\nespecificado en las normas administrativas que las regulan, como, por ejemplo:\narquitecto\u002Fa técnico\u002Fa, ingeniero\u002Fa técnico\u002Fa.\u003C\u002Fp>\n\n\u003Cp>3.Técnico\u002Fa unidad de apoyo.\u003C\u002Fp>\n\n\u003Cp>-Grupo IV. Personal de producción, administración y servicios.\u003C\u002Fp>\n\n\u003Cp>Desarrolla su actividad profesional en el área correspondiente optimizando\nlos recursos humanos y materiales de los que dispongan con el objetivo de\nconseguir ofrecer la mejor calidad del servicio. Según el subgrupo en que se\nencuadre, realiza las funciones propias de los oficios clásicos en los\námbitos de producción propios de la empresa, a partir de la suficiente\ncorrección o eficiencia, con un grado de autonomía y responsabilidad adecuado\nal puesto, implica ser responsable de procesos pero sin personas a su cargo, o\ncon un número muy reducido, ejecuta tareas según instrucciones precisas y\nconcretas, claramente establecidas, con un alto grado de dependencia que\nrequieren preferentemente esfuerzo o atención, con posible utilización de\nelementos técnicos, o precisa de apoyos para realizar sus cometidos.\u003C\u002Fp>\n\n\u003Cp>Se le exige evidenciar un adecuado nivel de competencias en materia de\nflexibilidad, integración en la organización, orientación al servicio y al\ncliente, trabajo en equipo, y comunicación.\u003C\u002Fp>\n\n\u003Cp>Se incluirán dentro de este grupo los siguientes puestos de trabajo,\nordenados previamente, para mejor identificación, en subgrupos:\u003C\u002Fp>\n\n\u003Cp>Subgrupo IV.1 Personal de producción:\u003C\u002Fp>\n\n\u003Cp>Nuevas tecnologías:\u003C\u002Fp>\n\n\u003Cp>Técnico\u002Fa especialista en nuevas tecnologías: tiene funciones como\nadministrador de base de datos, técnico de Data Mining, gestor de contenidos,\ngestor de portales web, administrador de sistemas de contenidos, integrador de\nsistemas de información, programador web, programador Multimedia, programador\nde aplicaciones de gestión, analista-programador, administrador de servicios\nde internet, administrador de entornos web (web master), administrador de\nservicios de mensajería electrónica (postmaster), técnico de sistemas de\ninternet y administrador de sistemas de planificación de recursos\nempresariales y de gestión de relaciones con clientes, desarrollador de\ncomponentes software en sistemas de planificación de recursos empresariales y\nde gestión de relaciones con clientes. Así como, planificar, definir\nestrategias y mejoras en semáforos acústicos para personas con\ndiscapacidad.\u003C\u002Fp>\n\n\u003Cp>Referencia CNCP: Nivel 3.\u003C\u002Fp>\n\n\u003Cp>Oficial\u002Fa especialista en nuevas tecnologías: tiene funciones como\ndesarrollador de páginas web, editor de páginas web, programadores de página\nweb cliente, operador de redes locales, técnico en operaciones de redes\ntelemáticas, operador de teleasistencia informática y personal de soporte\ntécnico de semáforos acústicos para personas con discapacidad., bajo\nsupervisión directa.\u003C\u002Fp>\n\n\u003Cp>Referencia CNCP: Nivel 2.\u003C\u002Fp>\n\n\u003Cp>Auxiliar especialista en nuevas tecnologías: tiene funciones como operario\nen mantenimiento de sistemas microinformáticos y semáforos acústicos para\npersonas con discapacidad.\u003C\u002Fp>\n\n\u003Cp>Referencia CNCP: Nivel 1.\u003C\u002Fp>\n\n\u003Cp>Medio físico\u002Fentorno:\u003C\u002Fp>\n\n\u003Cp>Técnico\u002Fa especialista en medio físico\u002Fentorno: tiene funciones como\ndelineante proyectista de edificación, delineante de edificación, ayudante de\nplanificación, técnico de control documental y ayudante de jefe de oficina\ntécnica, así como planificación de proyectos de productos de apoyo para\npersonas con discapacidad, bajo alto dominio y comprensión de los fundamentos\ntécnicos para cumplir la normativa en materia de accesibilidad.\u003C\u002Fp>\n\n\u003Cp>Referencia CNCP: Nivel 3.\u003C\u002Fp>\n\n\u003Cp>Oficial\u002Fa especialista en medio físico\u002Fentorno: tiene funciones como\ndelineante proyectista de edificación, delineante de edificación, ayudante de\nplanificación, técnico de control documental y ayudante de jefe de oficina\ntécnica, así como ayudante de la planificación de proyectos y realización\nde operaciones comerciales de productos de apoyo para personas con\ndiscapacidad, con dominio y comprensión de la normativa en materia\naccesibilidad, pero realizando todas estas funciones con supervisión\ndirecta.\u003C\u002Fp>\n\n\u003Cp>Referencia CNCP: Nivel 2. \u003C\u002Fp>\n\n\u003Cp>Auxiliar especialista en medio físico\u002Fentorno: desarrolla funciones poco\ncomplejas, dentro de sus competencias, con un alto grado de dependencia.\u003C\u002Fp>\n\n\u003Cp>Referencia CNCP: Nivel 1.\u003C\u002Fp>\n\n\u003Cp>Consultoría social:\u003C\u002Fp>\n\n\u003Cp>Técnico\u002Fa especialista en consultoría social: tiene funciones como\ninvestigador\u002Fa social, estudios de mercado, y análisis estadísticos.\u003C\u002Fp>\n\n\u003Cp>Referencia CNCP: Nivel 3.\u003C\u002Fp>\n\n\u003Cp>Oficial\u002Fa especialista en consultoría social: tiene funciones como\ninvestigador\u002Fa social, estudios de mercado, consultor\u002Fa social y análisis\nestadísticos, pero realizando todas estas funciones con supervisión\ndirecta.\u003C\u002Fp>\n\n\u003Cp>Referencia CNCP: Nivel 2.\u003C\u002Fp>\n\n\u003Cp>Auxiliar especialista en consultoría social: desarrolla funciones poco\ncomplejas, dentro de sus competencias, con un alto grado de dependencia.\u003C\u002Fp>\n\n\u003Cp>Referencia CNCP: Nivel 1.\u003C\u002Fp>\n\n\u003Cp>Accesibilidad a la información y a la comunicación:\u003C\u002Fp>\n\n\u003Cp>Técnico\u002Fa especialista en accesibilidad a la información y a la\ncomunicación: tiene funciones como: determinar proyectos de braille,\naudiolibros, subtitulación o audio descripción de obras audiovisuales,\neventos y espectáculos (grabados o emitidos en vivo), bajo alto dominio y\ncomprensión de los fundamentos técnicos para cumplir la normativa en materia\nde discapacidad, comunicación y accesibilidad.\u003C\u002Fp>\n\n\u003Cp>Referencia CNCP: Nivel 3.\u003C\u002Fp>\n\n\u003Cp>Oficial\u002Fa especialista en accesibilidad a la información y a la\ncomunicación: tiene funciones como: determinar proyectos de braille,\naudiolibros, subtitulación o audiodescripción de obras audiovisuales, eventos\ny espectáculos (grabados o emitidos en vivo), con dominio y comprensión de la\nnormativa en materia de discapacidad, comunicación y accesibilidad, pero\nrealizando todas estas funciones con supervisión directa.\u003C\u002Fp>\n\n\u003Cp>Referencia CNCP: Nivel 2.\u003C\u002Fp>\n\n\u003Cp>Auxiliar especialista en accesibilidad a la información y a la\ncomunicación: desarrolla funciones de transcribir a braille determinadas\nmaterias, locución, catalogación, corrección de audiolibros, subtitulación\no audiodescripción con corrección y supervisión para el cumplimiento de la\nnormativa en materia de accesibilidad, dentro de sus competencias con un alto\ngrado de dependencia.\u003C\u002Fp>\n\n\u003Cp>Referencia CNCP: Nivel 1.\u003C\u002Fp>\n\n\u003Cp>Subgrupo IV.2 Personal de administración o soporte:\u003C\u002Fp>\n\n\u003Cp>1.Técnico\u002Fa de gestión administrativa o soporte.\u003C\u002Fp>\n\n\u003Cp>Competencia general: Realiza las operaciones técnicas de gestión\nadministrativa contable-fiscal, de recursos humanos de la empresa, definición\ne implementación de estándares de procesos relacionados con la gestión de\nproyectos tareas técnicas de gestión comercial con autonomía, de acuerdo con\nlos objetivos marcados, las normas internas establecidas, la legislación\nvigente y las disposiciones oficiales.\u003C\u002Fp>\n\n\u003Cp>Referencia CNCP: Familia Profesional: Administración y gestión. Nivel\n3.\u003C\u002Fp>\n\n\u003Cp>2.Oficial\u002Fa de 1.a de administración o soporte.\u003C\u002Fp>\n\n\u003Cp>Competencia general: Actúa, con iniciativa y responsabilidad, a las\nórdenes de un jefe o técnico y realiza trabajos que requieren cálculos,\nestudio, preparación y condiciones adecuadas, tales como cálculos de\nestadística, tareas técnicas de gestión comercial, ejecución y seguimiento\nde los estándares de procesos relacionados con la gestión de proyectos,\nredacción de correspondencia con iniciativa propia, liquidaciones y cálculo\nde nóminas de salarios, sueldos u operaciones análogas.\u003C\u002Fp>\n\n\u003Cp>Referencia CNCP: Familia Profesional: Administración y gestión. Nivel\n2.\u003C\u002Fp>\n\n\u003Cp>3.Auxiliar de gestión administrativa o soporte.\u003C\u002Fp>\n\n\u003Cp>Competencia general: Realiza las operaciones de la gestión administrativa\nde compraventa de productos y servicios, tesorería y personal, mantenimiento\nde los estándares de procesos relacionados con la gestión de proyectos, así\ncomo la introducción de registros contables predefinidos, previa obtención y\nprocesamiento y archivo de la información necesaria mediante los soportes\nconvencionales o informáticos adecuados, siguiendo instrucciones definidas, en\ncondiciones de seguridad, respeto a la normativa vigente, y atendiendo a\ncriterios de calidad definidos por la organización.\u003C\u002Fp>\n\n\u003Cp>Referencia CNCP: Familia Profesional: Administración y gestión. Nivel\n1.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>CAPÍTULO VIII\u003C\u002Fh2>\n\n\u003Ch2>Movilidad funcional\u003C\u002Fh2>\n\n\u003Ch3>Artículo 16. Movilidad funcional dentro del grupo profesional.\u003C\u002Fh3>\n\n\u003Cp>El nuevo sistema de clasificación en grupos profesionales pretende\nfacilitar la movilidad de puesto de trabajo de las personas trabajadoras en la\norganización para dar respuesta ágil a las necesidades cambiantes de la\nactividad.\u003C\u002Fp>\n\n\u003Cp>La movilidad funcional tendrá las siguientes limitaciones:\u003C\u002Fp>\n\n\u003Cp>-La pertenencia al grupo profesional.\u003C\u002Fp>\n\n\u003Cp>-La posesión de las titulaciones académicas o profesionales que sean\nrequeridas, en su caso, para ejercer la prestación laboral.\u003C\u002Fp>\n\n\u003Cp>-El respeto a la retribución del puesto de origen, que supondrá un mínimo\na salvaguardar.\u003C\u002Fp>\n\n\u003Cp>En todo caso, la movilidad funcional se realizará sin menoscabo de la\ndignidad de la persona trabajadora y sin perjuicio de su formación y\npromoción profesional, teniendo derecho a la retribución correspondiente a\nlas funciones que efectivamente realice, salvo en los casos de encomienda de\nfunciones inferiores, en los que mantendrá la retribución de origen.\u003C\u002Fp>\n\n\u003Ch3>Artículo 17. Promoción profesional y movilidad funcional.\u003C\u002Fh3>\n\n\u003Cp>La movilidad funcional para la realización de funciones, tanto superiores\ncomo inferiores, no correspondientes al grupo profesional solo será posible si\nexisten, además, razones técnicas u organizativas que la justifiquen y por el\ntiempo imprescindible para su atención. La empresa deberá comunicar su\ndecisión y las razones de ésta a la representación de las personas\ntrabajadoras. Dicha movilidad funcional podrá ser a trabajos de superior o\ninferior puesto:\u003C\u002Fp>\n\n\u003Cp>a)Cuando desempeñen trabajos de puesto superior, la persona trabajadora\ntendrá derecho a la diferencia retributiva entre el puesto asignado y la\nfunción que efectivamente realice. Se establece un tiempo límite de seis\nmeses consecutivos u ocho meses alternos en dos años, superando estas\nlimitaciones la persona trabajadora consolidará el puesto profesional\nsuperior. El tiempo servido en superior puesto será computado como antigüedad\nen el mismo, cuando el empleado ascienda a ella.\u003C\u002Fp>\n\n\u003Cp>b)Si por necesidades perentorias o imprevisibles de la actividad productiva,\nademás, de razones técnicas u organizativas, la empresa precisara destinar a\nuna persona trabajadora a tareas correspondientes a un puesto inferior al que\nostenta, solo podrá hacerlo por tiempo limitado e imprescindible para su\natención, manteniéndole la retribución y demás derechos de su puesto\nprofesional inicialmente asignado, y comunicándolo previamente a la\nrepresentación de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2>CAPITULO IX\u003C\u002Fh2>\n\n\u003Ch2>Retribuciones\u003C\u002Fh2>\n\n\u003Ch3>Artículo 18. Salario base.\u003C\u002Fh3>\n\n\u003Cp>1.El salario base retribuye el trabajo de los respectivos puestos de\ntrabajo, realizado por la jornada ordinaria de trabajo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>2.Los salarios base de los distintos puestos de trabajo son los que se\nrecogen en la tabla económica anexa a este convenio, salvo que por la empresa\ny la persona trabajadora se hubiese pactado otro superior.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Ch3>Artículo 19. Antiguos complementos de antigüedad y de desarrollo\nprofesional (CDP).\u003C\u002Fh3>\n\n\u003Cp>1.Quedan suprimidos los complementos salariales de antigüedad y de\ndesarrollo profesional derivados de normas colectivas o pactos anteriores a la\nfecha de firma del presente convenio, de modo que a partir de dicho momento ya\nno se devengarán nuevos períodos, sean bienios, trienios, cuatrienios, o\ncualquier otro, que dieran derecho a nuevas cantidades por estos conceptos.\u003C\u002Fp>\n\n\u003Cp>2.A partir de la firma del presente convenio, las cantidades percibidas\nhasta el momento por los períodos de antigüedad o de desarrollo profesional\nalcanzados que daban derecho a dichos complementos, derivados de la aplicación\nde anteriores normas colectivas, se integrarán en la nómina de las personas\ntrabajadoras como un complemento salarial denominado «Antigüedad o CDP\nconsolidado». Dichas cantidades que integrarán este complemento quedarán\ncongeladas, siendo este último un complemento personal de carácter no\ncompensable, ni absorbible, ni revisable.\u003C\u002Fp>\n\n\u003Cp>3.Asimismo, también integrará este complemento salarial denominado\n«Antigüedad o CDP consolidado», la parte proporcional del complemento de\nantigüedad o de desarrollo profesional que no llegó a generarse por no\nhaberse alcanzado el lapso de tiempo necesario para constituir un nuevo bienio,\ntrienio, cuatrienio o el período de tiempo que previera la norma colectiva\naplicable anterior, por el tiempo transcurrido hasta fecha de firma del\npresente convenio.\u003C\u002Fp>\n\n\u003Ch3>Artículo 20. Nuevo «Complemento de desarrollo profesional».\u003C\u002Fh3>\n\n\u003Cp>1.Ambas partes firmantes del presente convenio, parte social y empresarial,\nestán de acuerdo en que no se lleve a cabo la evaluación de competencias de\nlas personas trabajadoras cuya relación laboral se halla regulada en el RD\n1368\u002F1985, por lo que la empresa deberá cumplir lo previsto en los apartados\nsiguientes del presente artículo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>2.Todas las personas trabajadoras, tengan o no relación laboral especial\ndel RD 1368\u002F1985, percibirán un complemento de desarrollo profesional por cada\ndos años de servicio, desde la fecha de firma del presente convenio colectivo,\ncuya cuantía se calcula aplicando el porcentaje del 2 por 100 del sueldo base\npor bienio. A estos efectos, se considerará sueldo base, aquel que tenga la\npersona trabajadora en el mes del cumplimiento del bienio.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.Los bienios se computarán en razón del tiempo servido en la empresa,\ndesde la fecha de firma del presente convenio colectivo, comenzándose a\ndevengar en el mes del cumplimiento del bienio.\u003C\u002Fp>\n\n\u003Cp>4.Dicho complemento por sí mismo, o sumado con el complemento denominado\n«Antigüedad o CDP consolidado», en ningún caso podrá ser superior al 16%\ndel salario base. \u003C\u002Fp>\n\n\u003Cp>5.Como excepción a lo previsto en el artículo 6 del presente convenio, el\ncomplemento de desarrollo profesional no podrá ser compensado y\u002Fo absorbido en\nningún caso, ni en base a ningún concepto salarial.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3>Artículo 21. Revisión salarial.\u003C\u002Fh3>\n\n\u003Cp>Los salarios base de los distintos puestos de trabajo son los que se recogen\nen la tabla económica anexa a este convenio, salvo que por la empresa y la\npersona trabajadora se hubiese pactado otro superior.\u003C\u002Fp>\n\n\u003Cp>Año 2023: El salario base vigente a partir del 1 de enero de 2023 es el\nrecogido en las tablas salariales.\u003C\u002Fp>\n\n\u003Cp>Año 2024:\u003C\u002Fp>\n\n\u003Cp>El salario base vigente a partir del 1 de enero de 2024 es el resultante de\nincrementar un 2% el salario base vigente durante el ejercicio 2023, siempre\nque el IPC español del 2023 sea inferior o igual al 2 %.\u003C\u002Fp>\n\n\u003Cp>En el caso en que el IPC español del 2023 se sitúe entre el 2 % y el 2,5\n%, el salario base vigente a partir del 1 de enero de 2024 es el resultante de\nincrementar el salario base vigente durante el ejercicio 2023 en el porcentaje\nde IPC señalado anteriormente.\u003C\u002Fp>\n\n\u003Cp>En el caso en que el IPC español del 2023 se sitúe por encima del 2,5%, el\nsalario base vigente a partir del 1 de enero de 2024 es el resultante de\nincrementar el salario base vigente durante el ejercicio 2023 en un 2,5 %.\u003C\u002Fp>\n\n\u003Cp>Año 2025:\u003C\u002Fp>\n\n\u003Cp>El salario base vigente a partir del 1 de enero de 2025 es el resultante de\nincrementar un 2% el salario base vigente durante el ejercicio 2024, siempre\nque el IPC español durante el 2024 sea inferior o igual al 2 %.\u003C\u002Fp>\n\n\u003Cp>En el caso en que el IPC español del 2024 se sitúe entre el 2 % y el 2,5\n%, el salario base vigente a partir del 1 de enero de 2025 es el resultante de\nincrementar el salario base vigente durante el ejercicio 2024 en el porcentaje\nde IPC señalado anteriormente.\u003C\u002Fp>\n\n\u003Cp>En el caso en que el IPC español del 2024 se sitúe por encima del 2,5%, el\nsalario base vigente a partir del 1 de enero de 2025 es el resultante de\nincrementar el salario base vigente durante el ejercicio 2024 en un 2,5 %.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>La revisión salarial prevista en párrafos anteriores no podrá ser\ncompensada y\u002Fo absorbida en ningún caso.\u003C\u002Fp>\n\n\u003Cp>Cuando sea publicado el IPC español, habido durante el año natural\nanterior, por el Instituto Nacional de Estadística (INE), a principios de 2024\ny de 2025, esto es, la variación de la tasa anual del IPC de diciembre de cada\naño, la Comisión Mixta Paritaria se reunirá a la mayor brevedad, para\nproceder a acordar las tablas salariales aplicables siguiendo los criterios\nindicados anteriormente.\u003C\u002Fp>\n\n\u003Ch3>Artículo 22. Complementos de vencimiento superior al mes.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">1.Las personas trabajadoras tendrán derecho a dos gratificaciones\nextraordinarias al año, que se pagarán en los meses de junio y diciembre. El\nimporte de cada una de ellas será de una mensualidad del salario base más los\ncomplementos salariales fijos y regulares mensuales de una nómina, y en todo\ncaso por los conceptos: «Antigüedad o CDP consolidado» en los términos\nprevistos en el artículo 19 y «Complemento de desarrollo profesional» tal y\ncomo lo establece el artículo 20.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Al personal que hubiere ingresado en el transcurso del año o cesara en el\nmismo, se le abonarán las gratificaciones extraordinarias, prorrateado su\nimporte en relación con el tiempo trabajado. \u003C\u002Fp>\n\n\u003Ch3>Artículo 23. Plus compensatorio por desplazamiento.\u003C\u002Fh3>\n\n\u003Cp>Las personas trabajadoras que tengan que desplazarse en comisión de\nservicios fuera de la provincia en donde radique su centro de trabajo,\npercibirán una compensación económica por cada día de desplazamiento cuyo\nimporte será de 35 euros, siempre que se reúnan acumuladamente las siguientes\ncondiciones:\u003C\u002Fp>\n\n\u003Cp>-Que su salario bruto anual no supere los 27.000 euros a jornada\ncompleta.\u003C\u002Fp>\n\n\u003Cp>-Que el destino al que se produzca el desplazamiento se encuentre a más de\n100 km de distancia del centro de trabajo donde se adscriba la persona\ntrabajadora, excepto en los casos de las personas teletrabajadoras que se\ntomará en cuenta la distancia desde su domicilio para todos los\ndesplazamientos, salvo para a aquellos que se realicen a los centros de trabajo\nde la compañía que no devengarán este plus compensatorio.\u003C\u002Fp>\n\n\u003Cp>Se exceptúa del devengo de este plus compensatorio al personal que realiza\nactividades comerciales o, en su caso, sean funciones inherentes al puesto.\u003C\u002Fp>\n\n\u003Ch3>Artículo 24. Alojamiento y manutención.\u003C\u002Fh3>\n\n\u003Cp>En el caso de que el desplazamiento haga necesario pernoctar fuera de la\nresidencia ordinaria de la persona trabajadora, la empresa correrá con los\ngastos de alojamiento en su totalidad.\u003C\u002Fp>\n\n\u003Cp>Cuando resulte necesario efectuar alguna comida durante el desplazamiento,\nel personal tendrá derecho al abono del coste incurrido por la misma de\nacuerdo con los siguientes límites (impuestos incluidos):\u003C\u002Fp>\n\n\u003Cp>-Comida principal en territorio nacional: hasta 20 euros.\u003C\u002Fp>\n\n\u003Cp>-Cena en territorio nacional: hasta 25 euros.\u003C\u002Fp>\n\n\u003Cp>-Desayuno en territorio nacional: 10 euros, siempre que no esté incluido en\nel alojamiento.\u003C\u002Fp>\n\n\u003Cp>-Comida y\u002Fo cena principal en territorio internacional: 40 euros.\u003C\u002Fp>\n\n\u003Cp>-Desayuno en territorio internacional: 12 euros, siempre que no esté\nincluido en el alojamiento.\u003C\u002Fp>\n\n\u003Cp>Estos límites serán considerados de manera individual por cada\ncomida\u002Fdesayuno, no siendo posible acumular los límites no agotados en unas\ncomidas para compensar excesos en otras.\u003C\u002Fp>\n\n\u003Cp>En los días de inicio o finalización del desplazamiento, se tendrá\nderecho a:\u003C\u002Fp>\n\n\u003Cp>-Desayuno: Si el desplazamiento comienza antes de las 7.00 horas o finaliza\ndespués de dicha hora.\u003C\u002Fp>\n\n\u003Cp>-Almuerzo: Si el desplazamiento comienza antes de las 14.00 horas o finaliza\ndespués de dicha hora.\u003C\u002Fp>\n\n\u003Cp>-Cena: Si el desplazamiento comienza antes de las 21.00 horas o finaliza\ndespués de dicha hora.\u003C\u002Fp>\n\n\u003Ch3>Artículo 25. Kilometraje.\u003C\u002Fh3>\n\n\u003Cp>Cuando por necesidades de la empresa, la persona trabajadora deba utilizar\nvehículo propio, percibirá, por kilómetro recorrido, la cantidad determinada\nsegún los criterios establecidos del Grupo Ilunion, es decir, tendrá derecho\na percibir importe de 0,33 euros el kilómetro.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>Artículo 26. Plus de nocturnidad.\u003C\u002Fh3>\n\n\u003Cp>Las horas trabajadas durante el período comprendido entre las veintidós\nhoras y las seis de la mañana tendrá una retribución específica de 10 euros\npor hora trabajada.\u003C\u002Fp>\n\n\u003Cp>Este plus no afectará al personal que hubiere sido contratado para un\nhorario nocturno fijo como guardas, vigilantes, serenos, porteros de noche,\netcétera y a aquellos que no les corresponda, con arreglo a lo señalado en el\nartículo 36 del Estatuto de los Trabajadores.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Artículo 27. Anticipos y préstamos.\u003C\u002Fh3>\n\n\u003Cp>Todo el personal de la empresa con un año al menos de antigüedad tendrá\nderecho a la concesión de un préstamo sin interés hasta el importe de cuatro\nmensualidades del salario real por las siguientes causas:\u003C\u002Fp>\n\n\u003Cp>a)Fallecimiento del cónyuge, hijos\u002Fas o padres.\u003C\u002Fp>\n\n\u003Cp>b)Asistencia médica e internamiento hospitalario de la persona trabajadora,\nde su cónyuge o de sus hijos\u002Fas.\u003C\u002Fp>\n\n\u003Cp>c)Obras en la vivienda primaria por siniestro o ruina inminente.\u003C\u002Fp>\n\n\u003Cp>d)Nacimiento de hijos\u002Fas, si se requiere internamiento hospitalario del\nhijo\u002Fa, de la madre o de ambos.\u003C\u002Fp>\n\n\u003Cp>e)Para aquellas obras en la vivienda de la persona trabajadora necesarias\npara su normal utilización.\u003C\u002Fp>\n\n\u003Cp>Dicho préstamo podrá aumentarse a cinco mensualidades. La amortización\ndel préstamo será mensual y no excederá en ningún caso del 10 por 100 del\nsalario real.\u003C\u002Fp>\n\n\u003Cp>Será requerida, como garantía de pago del préstamo, la formalización por\nparte de la persona trabajadora de un seguro de pago.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2>CAPITULO X\u003C\u002Fh2>\n\n\u003Ch2>Jornada laboral, horario, vacaciones y permisos\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>Artículo 28. Jornada laboral.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspyear\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>Las personas trabajadoras de la empresa tendrán una jornada laboral máxima\nanual de 1758 horas de tiempo de trabajo efectivo. La jornada de trabajo\nsemanal de carácter regular tendrá una duración máxima de 39 horas a la\nsemana de tiempo efectivo de trabajo.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>Artículo 29. Calendario laboral.\u003C\u002Fh3>\n\n\u003Cp>1.La empresa, de acuerdo con la representación de las personas\ntrabajadoras, establecerá el calendario anual en el mes de noviembre del\nejercicio anual anterior para el centro de trabajo, en el que se contemple al\nmenos:\u003C\u002Fp>\n\n\u003Cp>a)La distribución de la jornada de trabajo con los límites establecidos en\neste convenio colectivo.\u003C\u002Fp>\n\n\u003Cp>b)El calendario anual deberá observar los siguientes períodos de jornada\nintensiva: la semana laboral en la que se sitúan jueves y viernes santo\n(Semana Santa), del 1 de julio al 31 de agosto, y del 24 de diciembre al 6 de\nenero (Navidades). Adicionalmente, el calendario anual deberá observar cinco\ndías laborales adicionales en jornada intensiva, que deberán situarse en el\ncalendario, total o parcialmente seguidos del período del 1 de julio al 31 de\nagosto de cada año.\u003C\u002Fp>\n\n\u003Cp>c)El horario de trabajo establecido tendrá una flexibilidad de dos horas de\nmargen para la entrada y correlativamente en la salida, siempre que la apertura\ndel centro de trabajo lo permita.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">d)La distribución de los días laborables, festivos y descansos semanales o\nentre jornadas, y otros días inhábiles de la plantilla.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.En caso de que no se llegara a un acuerdo en la elaboración del\ncalendario laboral, será la empresa la que establecería el calendario\nsiguiendo criterios de organización del proceso productivo y respetando en\ntodo caso los derechos de las personas trabajadoras. En estos supuestos de\nfalta de acuerdo, cualquiera de las partes podrá solicitar la intervención de\nla comisión paritaria para mediar en la solución del acuerdo.\u003C\u002Fp>\n\n\u003Cp>3.El calendario laboral de cada centro de trabajo se difundirá asegurando\nsu conocimiento por parte del personal del centro de trabajo\ncorrespondiente.\u003C\u002Fp>\n\n\u003Cp>4.El calendario laboral se realizará de acuerdo con la regulación que\nanualmente efectúa el Ministerio de Trabajo de los días inhábiles a efectos\nlaborales, retribuidos y no recuperables y los establecidos por cada comunidad\nautónoma y ayuntamientos correspondientes en donde se sitúan los centros de\ntrabajo, siendo catorce días la totalidad de éstos.\u003C\u002Fp>\n\n\u003Cp>5.En la actividad de Accesibilidad a la Información y a la Comunicación,\nlos límites y condiciones establecidas en el presente artículo podrán ser\nmodificados por la empresa para adaptarse a las necesidades de la demanda.\u003C\u002Fp>\n\n\u003Ch3>Artículo 30. Jornada irregular.\u003C\u002Fh3>\n\n\u003Cp>1.La empresa podrá disponer, como bolsa de horas flexibles, de hasta un 8%\nde horas anuales a distribuir de forma irregular y que tendrán los efectos de\nhoras ordinarias de trabajo, excepto en el área de Accesibilidad a la\nInformación y a la Comunicación, en el que la empresa podrá disponer, como\nbolsa de horas flexibles, de hasta un 15% de horas anuales a distribuir de\nforma irregular.\u003C\u002Fp>\n\n\u003Cp>Con cargo a esta bolsa de horas, la empresa podrá alterar la distribución\nde la jornada prevista en el calendario incrementándolas hasta el límite\nestablecido en el apartado siguiente, previo aviso a la representación de las\npersonas trabajadoras afectados, con un mínimo de cinco días naturales de\nantelación indicando día y hora de inicio de la jornada irregular, en\nfunción de las circunstancias específicas de cada caso.\u003C\u002Fp>\n\n\u003Cp>La distribución irregular de la jornada deberá respetar, en todo caso, los\nperíodos mínimos de descanso diario y semanal previstos en el presente\nconvenio y en el Estatuto de los Trabajadores y en el Real Decreto\n1561\u002F1995.\u003C\u002Fp>\n\n\u003Cp>2.En los supuestos de distribución irregular la jornada semanal no podrá\nexceder de 45 horas.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Ch3>Artículo 31. Vacaciones. Período de disfrute de vacaciones.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cp>1.Todo el personal tendrá derecho a disfrutar de 22 días laborables y 3\ndías laborables adicionales de vacaciones anuales retribuidas, y deberán\ndisfrutarse dentro del año natural, y en todo caso, como fecha límite el 31\nde enero del año siguiente. Este límite no será de aplicación en los casos\nen que el período vacacional coincida en el tiempo con una incapacidad\ntemporal derivada del embarazo, el parto o la lactancia natural, y en los\nsupuestos de suspensión del contrato de trabajo previstos en los artículos\n48.4, 48.5 y 48.7 del Estatuto de los Trabajadores, por nacimiento de hijo\u002Fa,\nadopción, guarda con fines de adopción y por acogimiento, se tendrá derecho\na disfrutar las \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>vacaciones en fecha distinta a la de la incapacidad temporal o\na la del disfrute del permiso que por aplicación de dicho precepto le\ncorrespondiera, al finalizar el período de suspensión, aunque haya terminado\nel año natural a que correspondan, tal y como está previsto en el artículo\n38.3 del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de que el período de vacaciones coincida con una incapacidad\ntemporal por contingencias distintas a las señaladas en el párrafo anterior\nque imposibilite a la persona trabajadora disfrutarlas, total o parcialmente,\ndurante el año natural a que corresponden, la persona trabajadora podrá\nhacerlo una vez finalice su incapacidad y siempre que no hayan transcurrido\nmás de dieciocho meses a partir del final del año en que se hayan\noriginado.\u003C\u002Fp>\n\n\u003Cp>Los días 24 y 31 de diciembre de cada año serán considerados días no\nlaborables.\u003C\u002Fp>\n\n\u003Cp>Para el disfrute de las vacaciones, la persona trabajadora podrá hacerlo en\nuno o varios períodos. En el supuesto de que se optase por el fraccionamiento\nen varios períodos, uno de ellos deberá estar siempre comprendido entre el 1\nde julio y el 31 de agosto, por ser ésta la época del año en que las\nnecesidades del servicio se ven significativamente reducidas. El número\nmínimo de días de vacaciones a disfrutar en el período indicado será del\n60% del total de días devengados hasta la fecha 1 de julio de dicho año\n(quince días laborables en caso de haber devengado todos los días desde el 1\nde enero). Los días restantes se podrán disfrutar en cualquier otra época\ndel año, conjunta o fraccionadamente. Cada año, en el calendario anual, la\nempresa podrá ajustar el período vacacional de verano (de 1 de julio a 31 de\nagosto) a semanas completas.\u003C\u002Fp>\n\n\u003Cp>En ningún caso estas vacaciones podrán ser compensadas económicamente,\ncon excepción de los supuestos previstos en la legislación vigente.\u003C\u002Fp>\n\n\u003Cp>2.Las personas trabajadoras tienen de plazo hasta el 31 de marzo de cada\nejercicio en el que se va a disfrutar del período vacacional para comunicar\nsus preferencias sobre la totalidad de los períodos vacacionales. Dichas\npreferencias serán enviadas por la persona trabajadora en el modelo\nnormalizado indicado por la empresa, al personal designado por la compañía,\nfirmado por la persona trabajadora y su responsable directo.\u003C\u002Fp>\n\n\u003Ch3>Artículo 32. Permisos retribuidos.\u003C\u002Fh3>\n\n\u003Cp>A los efectos de los permisos retribuidos regulados en el presente\nartículo, toda referencia hecha al vínculo matrimonial se entenderá\nigualmente hecha a las personas trabajadoras que estén unidos por una\nrelación de afectividad análoga a la conyugal siempre que constituyan una\npareja de hecho debidamente inscrita en el registro competente que determine la\nlegislación aplicable al respecto.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cp>Con carácter general y para todas las personas trabajadoras reguladas por\neste convenio colectivo general, previo aviso y justificación, podrán\nausentarse del trabajo con derecho a remuneración, por alguno de los motivos y\npor el tiempo siguiente:\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>a)Quince días naturales continuados, en caso de matrimonio o unión de\nhecho acreditado mediante certificación del registro público competente.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">b)Tres días laborables en caso de nacimiento de hijo\u002Fa.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>c)Cinco días laborables en caso de accidente o enfermedad grave,\nhospitalización o intervención quirúrgica sin hospitalización que precise\nreposo domiciliario del cónyuge, pareja de hecho o parientes hasta segundo\ngrado por consanguinidad o afinidad, incluido el familiar consanguíneo de la\npareja de hecho, así como de cualquier otra persona distinta de las\nanteriores, que conviva con la persona trabajadora en el mismo domicilio y que\nrequiera el cuidado efectivo de aquella.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>d)Un día en caso de cirugía mayor ambulatoria de parientes de primer grado\nque convivan con la persona trabajadora. Se comprende en este supuesto todo\nprocedimiento quirúrgico con anestesia en el que, tras un período de tiempo,\nen el propio día de la intervención se regresa al domicilio sin necesidad de\ninternamiento.\u003C\u002Fp>\n\n\u003Cp>e)Un día laborable por traslado del domicilio habitual.\u003C\u002Fp>\n\n\u003Cp>f)Un día laborable por matrimonio de padre o madre, hijo\u002Fa, hermano\u002Fa o\nhermano\u002Fa político\u002Fa, en la celebración de la ceremonia.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>g)Siete días por fallecimiento de hijo\u002Fa o cónyuge; tres días por\nfallecimiento de padres o hermanos y dos días por fallecimiento de parientes\nhasta el segundo grado.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>h)Por el tiempo indispensable para el cumplimiento de un deber de carácter\npúblico y personal. Cuando conste en una norma legal o convencional un\nperíodo determinado, se estará a lo que esta disponga en cuanto a duración\nde la ausencia y a su compensación económica.\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)Respecto de los permisos y licencias a conceder a la representación de\nlas personas trabajadoras y de las secciones sindicales se estará a lo\nprevisto en la legislación vigente.\u003C\u002Fp>\n\n\u003Cp>k)La persona trabajadora con relación laboral de carácter especial\nregulada en el Real Decreto 1368\u002F1985, previo aviso y justificación, podrá\nausentarse del trabajo para asistir a tratamientos de rehabilitación\nmédico-funcionales y para participar en acciones de orientación, formación y\nreadaptación profesional, con derecho a remuneración hasta veinte días en un\naño por el tiempo necesario en cada uno de estos días. Cuando la persona\ntrabajadora tenga contrato temporal de duración inferior al año, el número\nmáximo de días en que puede hacer uso de este derecho se reducirá en la\nproporción correspondiente a dicha duración contractual.\u003C\u002Fp>\n\n\u003Cp>l)Las personas trabajadoras dispondrán de un máximo de diez horas anuales\nretribuidas para asistir a consultas médicas de atención primaria y\nespecialistas, cuando no dispongan de profesional sanitario fuera de su horario\nlaboral. Este permiso deberá ser preavisado y justificado a la empresa a fin\nde garantizar el correcto funcionamiento del centro y\u002Fo servicio. El tiempo que\nla persona trabajadora haya empleado en consultas médicas que exceda de las\ndiez horas indicadas anteriormente deberá, asimismo, ser preavisado y\njustificado, y deberá ser recuperado con posterioridad.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras con contrato a tiempo parcial, así como aquellos\ncon contrato de duración determinada disfrutarán de igual número de días de\nausencias justificadas, por las causas definidas en este artículo, que quienes\ntengan contrato indefinido y a tiempo completo, salvo en los casos que\nespecialmente se prevé su prorrateo a la vigencia del contrato.\u003C\u002Fp>\n\n\u003Cp>En todos los supuestos las ausencias se empezarán a computar el mismo día\ndel hecho causante o el día siguiente, si al momento del día en que tiene\nlugar el hecho causante se hubiese ya finalizado la jornada completa de\ntrabajo. El disfrute de los mismos podrá ser discontinuo hasta completar el\nnúmero máximo de días mientras persista el hecho causante.\u003C\u002Fp>\n\n\u003Ch3>Artículo 33. Permisos no retribuidos.\u003C\u002Fh3>\n\n\u003Cp>Todo el personal podrá solicitar un único permiso sin sueldo al año, sea\ncual sea su duración, y que como máximo será de noventa días, siempre que\nsea compatible con la organización del trabajo en los centros según lo\ndispuesto en el artículo 8 del presente convenio, supeditando su concesión a\nlas necesidades productivas de la empresa.\u003C\u002Fp>\n\n\u003Cp>Queda expresamente prohibida la prestación de servicios remunerados,\nsimilares o equivalentes a los desempeñados en la empresa, para otra empresa,\norganismo, entidad o administración. El incumplimiento de esta prohibición\ntendrá la consideración de falta muy grave a efectos disciplinarios.\u003C\u002Fp>\n\n\u003Cp>Con carácter excepcional, por motivos de conciliación de vida laboral y\nfamiliar, enfermedad o finalización de estudios oficiales, se podrá dividir\neste permiso y solicitar hasta dos más, siempre que no se exceda la duración\nmáxima de noventa días. Su concesión quedará supeditada en todo caso a la\ncompatibilidad con la organización y funcionamiento de la empresa, quien\npodrá denegarlo por razones organizativas y productivas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CAPITULO XI\u003C\u002Fh2>\n\n\u003Ch2>Excedencia voluntaria o forzosa\u003C\u002Fh2>\n\n\u003Ch3>Artículo 34. Excedencia forzosa.\u003C\u002Fh3>\n\n\u003Cp>1.La empresa concederá excedencia forzosa, con reserva del puesto de\ntrabajo y cómputo de antigüedad, cuando lo solicite la persona trabajadora\npor razones de ampliación de estudios relacionados con la actividad de la\nempresa, causa que deberá ser acreditada.\u003C\u002Fp>\n\n\u003Cp>2.Se concederá excedencia forzosa, además de en los casos previstos en el\nEstatuto de los Trabajadores, por el ejercicio de funciones sindicales de\námbito provincial o superior, siempre que la central sindical a la que\npertenece sea un sindicato que tenga la condición de más representativo, a\nnivel estatal o de comunidad autónoma, de conformidad con lo regulado en los\nartículos 6 y 7 de la Ley Orgánica 11\u002F1985, de 2 de agosto, de Libertad\nSindical.\u003C\u002Fp>\n\n\u003Cp>3.Las personas trabajadoras con relación laboral de carácter especial\nregulada por el Real Decreto 1368\u002F1985, así como las personas trabajadoras con\nhijos\u002Fas con discapacidad menores de ocho años, tendrán derecho, previa\nsolicitud, a disfrutar excedencia con reserva de puesto de trabajo y cómputo\nde antigüedad, hasta tres años para atender al cuidado de cada hijo\u002Fa menor\nde ocho años, tanto cuando lo sea por naturaleza como por adopción o en los\nsupuestos de acogimiento tanto permanente como preadoptivo a contar desde la\nfecha de nacimiento o, en su caso, de la resolución judicial o administrativa.\nNo obstante, si dos o más personas trabajadoras de la misma empresa generasen\neste derecho por el mismo sujeto causante, la empresa podrá limitar su\nejercicio simultáneo por razones fundadas y objetivas de funcionamiento\ndebidamente motivadas por escrito, debiendo en tal caso la empresa ofrecer un\nplan alternativo que asegure el disfrute de ambas personas trabajadoras y que\nposibilite el ejercicio de los derechos de conciliación.\u003C\u002Fp>\n\n\u003Cp>4.Durante las excedencias previstas en el presente artículo queda\nexpresamente prohibida la prestación de servicios remunerados, similares o\nequivalentes a los desempeñados en la empresa, para otra empresa, organismo,\nentidad o administración. A tal fin la persona trabajadora deberá, al momento\nde su reincorporación a su puesto de trabajo después de la excedencia,\nentregar un certificado de vida laboral. El incumplimiento de esta prohibición\ntendrá la consideración de falta muy grave a efectos disciplinarios.\u003C\u002Fp>\n\n\u003Cp>5.Todos los casos de excedencia forzosa tienen reserva de puesto y cómputo\nde antigüedad.\u003C\u002Fp>\n\n\u003Ch3>Artículo 35. Excedencia voluntaria.\u003C\u002Fh3>\n\n\u003Cp>1.La persona trabajadora, con, al menos, una antigüedad en la empresa de un\naño, tiene derecho a que se le reconozca la posibilidad de situarse en\nexcedencia voluntaria por un plazo no menor a cuatro meses y no mayor a cinco\naños.\u003C\u002Fp>\n\n\u003Cp>En el resto de las cuestiones relativas a la excedencia voluntaria se\nestará a lo previsto a las normas laborales aplicables.\u003C\u002Fp>\n\n\u003Cp>Este derecho solo podrá ser ejercitado otra vez por el mismo trabajador o\ntrabajadora si han transcurrido cuatro años desde el final de la anterior\nexcedencia. Para lo no dispuesto en este artículo, se estará a lo dispuesto\nen la legislación vigente.\u003C\u002Fp>\n\n\u003Cp>2.Todo trabajador o trabajadora con discapacidad procedente de un centro\nespecial de empleo que se incorpore al empleo ordinario en una tercera empresa\ntendrá derecho a un año de excedencia voluntaria en el centro especial de\nempleo con derecho a reincorporarse a este, si hubiera vacante en la categoría\nque ostentaba en la empresa cuando se resuelva la relación laboral con la\ntercera empresa ordinaria. \u003C\u002Fp>\n\n\u003Ch3>Artículo 36. Excedencia por cuidado de familiares.\u003C\u002Fh3>\n\n\u003Cp>1.La persona trabajadora tendrá derecho a que se le conceda la situación\nde excedencia para atender al cuidado del cónyuge o pareja de hecho, o de un\nfamiliar, dentro del segundo grado de consanguinidad o afinidad, que por\nrazones de edad, accidente, enfermedad o discapacidad no pueda valerse por sí\nmismo y no desempeñe actividad retribuida, previa acreditación médica de\nesta situación; la duración máxima por esta causa de excedencia será de dos\naños, sin que la persona trabajadora a la que se la conceda tenga derecho\ndurante la misma a percibir retribución alguna.\u003C\u002Fp>\n\n\u003Cp>2.En estos casos deberá solicitarse siempre por escrito con una antelación\nde al menos treinta días a la fecha de su inicio, a no ser por causas\ndemostrables, de urgente necesidad, debiendo recibir contestación escrita por\nparte del centro en el plazo de los cinco días siguientes.\u003C\u002Fp>\n\n\u003Cp>3.Durante la situación de excedencia, la vacante podrá ser cubierta por\notra persona trabajadora suplente y esta cesará en su cometido, dando por\nfinalizada su relación laboral en el momento de la incorporación del titular\ndel puesto.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>4.El período en que la persona trabajadora permanezca en situación de\nexcedencia será computable a efectos de antigüedad y la persona trabajadora\ntendrá derecho a la asistencia a cursos de formación profesional, a cuya\nparticipación deberá ser convocado por la empresa, especialmente con ocasión\nde su reincorporación.\u003C\u002Fp>\n\n\u003Cp>Durante el primer año tendrá derecho a la reserva de su puesto de trabajo.\nTranscurrido dicho plazo, la reserva quedará referida a un puesto de trabajo\ndel mismo grupo profesional y puesto de trabajo equivalente.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Artículo 37. Reducción de jornada por cuidado de menores o familiares que\nno pueden valerse por sí mismos.\u003C\u002Fh3>\n\n\u003Cp>1.De conformidad con lo previsto en el artículo 37.6 del ET, quien por\nrazones de guarda legal tenga a su cuidado directo algún menor de doce años o\nuna persona con discapacidad, que no desempeñe una actividad retribuida,\ntendrá derecho a una reducción de la jornada de trabajo, con la disminución\nproporcional del salario entre, al menos, un octavo y un máximo de la mitad de\nla duración de aquella. Tendrá el mismo derecho quien precise encargarse del\ncuidado directo del cónyuge o pareja de hecho, o un familiar, hasta el segundo\ngrado de consanguinidad o afinidad, que por razones de edad, accidente o\nenfermedad no pueda valerse por sí mismo, y que no desempeñe actividad\nretribuida.\u003C\u002Fp>\n\n\u003Cp>2.Si dos o más trabajadores o trabajadoras de la misma empresa generasen\neste derecho por el mismo sujeto causante, la empresa podrá limitar su\nejercicio simultáneo por razones fundadas y objetivas de funcionamiento\ndebidamente motivadas por escrito debiendo en tal caso la empresa ofrecer un\nplan alternativo que asegure el disfrute de ambas personas trabajadoras y que\nposibilite el ejercicio de los derechos de conciliación. La concreción\nhoraria y la determinación del período de disfrute del permiso corresponderá\na la persona trabajadora, dentro de su jornada ordinaria. La persona\ntrabajadora deberá preavisar a la empresa con quince días de antelación la\nfecha en que se reincorporará a su jornada ordinaria.\u003C\u002Fp>\n\n\u003Ch3>Artículo 38. Reducción de jornada por cuidado de menores afectados por\ncáncer u otra enfermedad grave.\u003C\u002Fh3>\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 dieciocho años, se podrá reconocer el derecho a\nla reducción de jornada hasta que el causante cumpla veintitrés años en los\nsupuestos en que el padecimiento de cáncer o enfermedad grave haya sido\ndiagnosticado antes de alcanzar la mayoría de edad, siempre que en el momento\nde la solicitud se acrediten los requisitos establecidos en los párrafos\nanteriores, salvo la edad.\u003C\u002Fp>\n\n\u003Cp>Asimismo, se mantendrá el derecho a esta reducción hasta que la persona\ncumpla veintiséis años si antes de alcanzar veintitrés años acreditara,\nademás, un grado de discapacidad igual o superior al 65 por ciento.\u003C\u002Fp>\n\n\u003Ch4>Artículo 38 bis. Permisos previstos en el Real Decreto Ley 5\u002F2023.\u003C\u002Fh4>\n\n\u003Cp>De acuerdo con el Real Decreto Ley 5\u002F2023, de 28 de junio de 2023, las\npersonas trabajadoras disfrutarán desde la fecha de efectividad de dicha norma\nde los permisos y demás condiciones que dicha norma ha introducido en nuestra\nlegislación social.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Ch3>Artículo 39. Nacimiento.\u003C\u002Fh3>\n\n\u003Cp>La empresa se atendrá a lo regulado de conformidad con lo dispuesto en el\nartículo 48.4 del Estatuto de los Trabajadores y según la legislación social\nvigente.\u003C\u002Fp>\n\n\u003Cp>1.La empresa se atendrá a lo regulado en la Ley 39\u002F1999 de conciliación de\nla vida familiar y laboral de las personas trabajadoras y en la Ley 3\u002F2007 para\nla igualdad efectiva entre mujeres y hombres.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>2.El nacimiento, que comprende el parto y el cuidado de menor de doce meses,\nsuspenderá el contrato de trabajo de la madre biológica durante dieciséis\nsemanas, de las cuales serán obligatorias las seis semanas ininterrumpidas\ninmediatamente posteriores al parto, que habrán de disfrutarse a jornada\ncompleta, para asegurar la protección de la salud de la madre.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>El nacimiento suspenderá el contrato de trabajo del progenitor distinto de\nla madre biológica durante dieciséis semanas, de las cuales serán\nobligatorias las seis semanas ininterrumpidas inmediatamente posteriores al\nparto, que habrán de disfrutarse a jornada completa, para el cumplimiento de\nlos deberes de cuidado previstos en el artículo 68 del Código Civil.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>La suspensión del contrato de cada uno de los progenitores por el cuidado\nde menor, una vez transcurridas las primeras seis semanas inmediatamente\nposteriores al parto, podrá distribuirse a voluntad de aquellos, en períodos\nsemanales a disfrutar de forma acumulada o interrumpida y ejercitarse desde la\nfinalización de la suspensión obligatoria posterior al parto hasta que el\nhijo o la hija cumpla doce meses. No obstante, la madre biológica podrá\nanticipar su ejercicio hasta cuatro semanas antes de la fecha previsible del\nparto.\u003C\u002Fp>\n\n\u003Cp>En los casos de parto prematuro y en aquéllos en que, por cualquier otra\ncausa, el neonato deba permanecer hospitalizado a continuación del parto, se\nestará a lo previsto en la legislación vigente.\u003C\u002Fp>\n\n\u003Cp>3.En caso de fallecimiento de la madre, con independencia de que ésta\nrealizara o no algún trabajo, el otro progenitor podrá hacer uso de la\ntotalidad o, en su caso, de la parte que reste del período de suspensión del\ncontrato de trabajo por maternidad, computado desde la fecha del parto, y sin\nque se descuente del mismo la parte que la madre hubiera podido disfrutar con\nanterioridad al parto. En el supuesto de fallecimiento del hijo\u002Fa, el período\nde suspensión no se verá reducido, salvo que, una vez finalizadas las seis\nsemanas de descanso obligatorio, la madre solicitará reincorporarse a su\npuesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>4.En el caso de que un progenitor no tuviese derecho a suspender su\nactividad profesional con derecho a prestaciones de acuerdo con las normas que\nregulen dicha actividad, el otro progenitor tendrá derecho a suspender su\ncontrato de trabajo por la totalidad de dieciséis semanas.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>5.Las trabajadoras en situación de licencia a causa de embarazo percibirán\nel 100% de su retribución en los términos que establezca la legislación\nvigente.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>6.Siempre que no se hubieran podido disfrutar con anterioridad a causa del\ndescanso maternal, podrán tomarse las vacaciones al finalizar el período de\nsuspensión, aunque haya terminado el año natural a que correspondan.\u003C\u002Fp>\n\n\u003Cp>7.La persona trabajadora deberá comunicar a la empresa, con una antelación\nmínima de quince días, el ejercicio de este derecho en los términos\nestablecidos, en su caso, en los convenios colectivos. Cuando los dos\nprogenitores que ejerzan este derecho trabajen para la misma empresa, la\ndirección empresarial podrá limitar su ejercicio simultáneo por razones\nfundadas y objetivas, debidamente motivadas por escrito.\u003C\u002Fp>\n\n\u003Ch3>Artículo 40. Adopción, guarda con fines de adopción y acogimiento.\u003C\u002Fh3>\n\n\u003Cp>1.La empresa se atendrá a lo regulado de conformidad con lo dispuesto en el\nartículo 48.5 del Estatuto de los Trabajadores y según la legislación social\nvigente, el código civil o las leyes civiles de las comunidades autónomas que\nlo regulen.\u003C\u002Fp>\n\n\u003Cp>2.En los supuestos de adopción, de guarda con fines de adopción y de\nacogimiento, la suspensión tendrá una duración de dieciséis semanas para\ncada adoptante, guardador o acogedor. Seis semanas deberán disfrutarse a\njornada completa de forma obligatoria e ininterrumpida inmediatamente después\nde la resolución judicial por la que se constituye la adopción o bien de la\ndecisión administrativa de guarda con fines de adopción o de acogimiento.\u003C\u002Fp>\n\n\u003Cp>Las diez semanas restantes se podrán disfrutar en períodos semanales, de\nforma acumulada o interrumpida, dentro de los doce meses siguientes a la\nresolución judicial por la que se constituya la adopción o bien a la\ndecisión administrativa de guarda con fines de adopción o de acogimiento. En\nningún caso un mismo menor dará derecho a varios períodos de suspensión en\nla misma persona trabajadora. El disfrute de cada período semanal o, en su\ncaso, de la acumulación de dichos períodos, deberá comunicarse a la empresa\ncon una antelación mínima de quince días. La suspensión de estas diez\nsemanas se podrá ejercitar en régimen de jornada completa o a tiempo parcial,\nprevio acuerdo entre la empresa y la persona trabajadora afectada, en los\ntérminos que reglamentariamente se determinen.\u003C\u002Fp>\n\n\u003Cp>En los supuestos de adopción internacional, cuando sea necesario el\ndesplazamiento previo de los progenitores al país de origen del adoptado, el\nperíodo de suspensión previsto para cada caso en este apartado, podrá\niniciarse hasta cuatro semanas antes de la resolución por la que se constituye\nla adopción.\u003C\u002Fp>\n\n\u003Cp>Este derecho es individual de la persona trabajadora sin que pueda\ntransferirse su ejercicio al otro adoptante, guardador con fines de adopción o\nacogedor.\u003C\u002Fp>\n\n\u003Cp>La persona trabajadora deberá comunicar a la empresa, con una antelación\nmínima de quince días, el ejercicio de este derecho en los términos\nestablecidos, en su caso, en los convenios colectivos. Cuando los dos\nadoptantes, guardadores o acogedores que ejerzan este derecho trabajen para la\nmisma empresa, ésta podrá limitar el disfrute simultáneo de las diez semanas\nvoluntarias por razones fundadas y objetivas, debidamente motivadas por\nescrito.\u003C\u002Fp>\n\n\u003Cp>3.En el supuesto de discapacidad del hijo o hija en el nacimiento,\nadopción, en situación de guarda con fines de adopción o de acogimiento, la\nsuspensión del contrato a que se refieren los apartados 4 y 5 tendrá una\nduración adicional de dos semanas, una para cada una de las personas\nprogenitoras. Igual ampliación procederá en el supuesto de nacimiento,\nadopción, guarda con fines de adopción o acogimiento múltiple por cada hijo\no hija distinta del primero. En caso de haber una única persona progenitora,\nesta podrá disfrutar de las ampliaciones completas previstas en este apartado\npara el caso de familias con dos personas progenitoras.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Artículo 41. Cuidado del lactante.\u003C\u002Fh3>\n\n\u003Cp>La empresa se atendrá a lo regulado según la legislación social\nvigente.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">1.En los supuestos de nacimiento, adopción, guarda con fines de adopción o\nacogimiento, de acuerdo con el artículo 45.1.d) del Estatuto de los\nTrabajadores, las personas trabajadoras tendrán derecho a una hora de ausencia\ndel trabajo, que podrán dividir en dos fracciones, para el cuidado del\nlactante hasta que este cumpla nueve meses. La duración del permiso se\nincrementará proporcionalmente en los casos de nacimiento, adopción, guarda\ncon fines de adopción o acogimiento múltiples.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.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 en los términos previstos en el acuerdo a que llegue con la\nempresa respetando, en su caso, lo establecido en aquella.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cp>3.La reducción de jornada contemplada en este artículo constituye un\nderecho individual de las personas trabajadoras sin que pueda transferirse a la\notra persona progenitora, adoptante, guardadora o acogedora. No obstante, si\ndos personas trabajadoras que trabajan en la misma empresa ejercen este derecho\npor el mismo sujeto causante, la dirección podrá limitar su ejercicio\nsimultáneo por razones justificadas de funcionamiento de la empresa,\ndebidamente motivadas por escrito, debiendo en tal caso la empresa ofrecer un\nplan alternativo que asegure el disfrute de ambas personas trabajadoras y que\nposibilite el ejercicio de los derechos de conciliación.\u003C\u002Fp>\n\n\u003Cp>4.Cuando ambas personas progenitoras, adoptantes, guardadoras o acogedoras\nejerzan este derecho con la misma duración y régimen, el período 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 apartado 7 del artículo 37 del\nET.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>CAPITULO XII\u003C\u002Fh2>\n\n\u003Ch2>Incapacidad temporal, responsabilidad civil y jubilación\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Ch3>Artículo 42. Incapacidad temporal.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>Todas las personas trabajadoras de la empresa que se encuentren en\nsituación de incapacidad temporal por enfermedad común y accidente no laboral\npercibirán un complemento a las prestaciones de la Seguridad Social\nequivalente a la cuantía económica que reste entre las prestaciones de la\nSeguridad Social y el 100% de su salario bruto mensual habitual compuesto por\nlos conceptos fijos regulares, siempre que se trate de la primera incapacidad\ntemporal del año natural y durante los 120 días iniciales de dicha\nincapacidad temporal.\u003C\u002Fp>\n\n\u003Cp>Asimismo, si dicho período de cuatro meses no se hubiera agotado en el\nprimer proceso de incapacidad temporal, la persona trabajadora podrá disfrutar\ndel complemento indicado en el párrafo anterior hasta un total de tres\nprocesos de incapacidad temporal adicionales al primero, siempre que el\ncómputo total de días sumados de dichos cuatro procesos de incapacidad\ntemporal no supere un total de 120 días en un año natural.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>En los casos de enfermedad profesional\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspaytype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\"> y accidente laboral todas las\npersonas trabajadoras de la empresa percibirán un complemento al subsidio de\nIT hasta el 100% de su salario bruto mensual habitual compuesto por los\nconceptos salariales fijos regulares mientras dure esta situación.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch3>Artículo 43. Póliza de responsabilidad civil.\u003C\u002Fh3>\n\n\u003Cp>1.La empresa deberá tener suscrita una póliza de responsabilidad civil con\nuna suma asegurada no inferior a 150.000 euros por siniestro que garantice la\nresponsabilidad civil por acciones u omisiones culposas o negligentes\nrealizadas por todo el personal afectado por este convenio, incluyéndose en la\nmisma la defensa jurídica correspondiente.\u003C\u002Fp>\n\n\u003Cp>2.La empresa, en un plazo no superior a tres meses, a partir de la\npublicación en el «Boletín Oficial del Estado» del convenio, suscribirá\ndicha póliza y notificará públicamente, en el mes de enero de cada año, a\nla representación de las personas trabajadoras la suscripción o renovación\nde la misma.\u003C\u002Fp>\n\n\u003Ch3>Artículo 44. Jubilación anticipada.\u003C\u002Fh3>\n\n\u003Cp>Las personas trabajadoras que se jubilen antes de la edad legal de\njubilación y tengan una antigüedad mínima en la empresa de seis años de\nservicios, percibirán la gratificación equivalente a cuatro mensualidades de\nsu retribución real.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>CAPÍTULO XIII Salud laboral\u003C\u002Fh2>\n\n\u003Ch3>Artículo 45. Seguridad y salud laboral.\u003C\u002Fh3>\n\n\u003Cp>La empresa y el personal de la misma, cumplirán las disposiciones sobre\nseguridad y salud laboral contenidas en la Ley 31\u002F1995, de 8 de noviembre, de\nPrevención de Riesgos Laborales y la normativa que la desarrolla. Para ello,\ndeberán nombrarse los delegados\u002Fas de prevención y los comités de seguridad\ny salud en los ámbitos en que la ley establece.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Ch3>Artículo 46. Cambio de puesto de trabajo para embarazadas.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-riskassessment\">\u003Cp>1.La evaluación de los riesgos a que se refiere el artículo 16 de la Ley\nde Prevención de Riesgos Laborales deberá comprender la determinación de la\nnaturaleza, el grado y la duración de la exposición de las trabajadoras en\nsituación de embarazo o parto reciente a agentes, procedimientos o condiciones\nde trabajo que puedan influir negativamente en la salud de las trabajadoras o\ndel feto, en cualquier actividad susceptible de presentar un riesgo\nespecífico.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\">\u003Cp>2.Si los resultados de la evaluación revelasen un riesgo para la seguridad\ny la salud o una posible repercusión sobre el embarazo o la lactancia de las\ncitadas trabajadoras, la empresa adoptará las medidas necesarias para evitar\nla exposición a dicho riesgo, a través de una adaptación de las condiciones\no del tiempo de trabajo de la persona trabajadora afectada. Dichas medidas\nincluirán, cuando resulte necesario, la no realización de trabajo nocturno o\nde trabajo a turnos.\u003C\u002Fp>\n\n\u003Cp>3.Cuando la adaptación de las condiciones o del tiempo de trabajo no\nresultase posible o, a pesar de tal adaptación, las condiciones de un puesto\nde trabajo pudieran influir negativamente en la salud de la persona trabajadora\nembarazada o del feto, y así lo certifiquen los servicios médicos del INSS o\nde la mutua, con el informe del médico del servicio nacional de la salud que\nasista facultativamente a la persona trabajadora, ésta deberá desempeñar un\npuesto de trabajo o función diferente y compatible con su estado. La empresa\ndeberá determinar, previa consulta con la representación de las personas\ntrabajadoras, la relación de los puestos de trabajo exentos de riesgos a estos\nefectos. \u003C\u002Fp>\n\n\u003Cp>4.En el supuesto de no ser posible el cambio de puesto de trabajo dentro del\nmismo grupo profesional, la empresa, asegurará los beneficios y derechos\neconómicos o de otro tipo inherentes a su puesto anterior y la incorporación\nal puesto de trabajo habitual cuando la persona trabajadora se reincorpore.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Artículo 47. Delegados\u002Fas de prevención.\u003C\u002Fh3>\n\n\u003Cp>1.Respecto a la designación, nombramiento, funciones y garantías de los\ndelegados\u002Fas de prevención, se estará a lo previsto en la legislación\nvigente.\u003C\u002Fp>\n\n\u003Cp>2.El crédito horario de los\u002Fas delegados\u002Fas de prevención será el que\ncorresponda como representación de las personas trabajadoras en esta materia\nespecífica, de conformidad con lo previsto en el artículo 68 del ET y,\nademás, el necesario para el desarrollo de los siguientes cometidos:\u003C\u002Fp>\n\n\u003Cp>a)El correspondiente a las reuniones del comité de seguridad y salud.\u003C\u002Fp>\n\n\u003Cp>b)El correspondiente a reuniones convocadas por la empresa en materia de\nprevención de riesgos.\u003C\u002Fp>\n\n\u003Cp>c)El destinado para acompañar al personal técnico en las evaluaciones de\ncarácter preventivo.\u003C\u002Fp>\n\n\u003Cp>d)El destinado para acompañar a la inspección de trabajo y seguridad\nsocial en las visitas al centro de trabajo.\u003C\u002Fp>\n\n\u003Cp>e)El derivado de la visita al centro de trabajo para conocer las\ncircunstancias que han dado lugar a un daño en la salud de las personas\ntrabajadoras.\u003C\u002Fp>\n\n\u003Cp>f)El destinado a su formación.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Ch3>Artículo 48. Formación en salud laboral.\u003C\u002Fh3>\n\n\u003Cp>Dentro de los planes formativos que las empresas, centros o entidades deben\nacometer anualmente, y de conformidad con el artículo 19 de la Ley de\nPrevención de Riesgos Laborales, se impartirá a cada una de las personas\ntrabajadoras una formación teórica y práctica suficiente y adecuada, que se\nimputarán con cargo a las treinta horas de formación establecidas en el\nartículo 54 del presente convenio. Esta formación, tal y como establece el\nartículo 19.2 de la Ley de Prevención de Riesgos Laborales, deberá\nimpartirse siempre que sea posible dentro de la jornada de trabajo, o en su\ndefecto, en otras horas, pero con el descuento en aquella del tiempo invertido\nen la misma.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CAPITULO XIV\u003C\u002Fh2>\n\n\u003Ch2>Derechos sindicales\u003C\u002Fh2>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>Artículo 49. Acumulación de horas sindicales.\u003C\u002Fh3>\n\n\u003Cp>Para facilitar la actividad sindical en la empresa, las centrales sindicales\ncon derecho a formar parte de la mesa negociadora del convenio podrán acumular\nlas horas de los distintos miembros de los comités de empresa y, en su caso,\nde los\u002Fas delegados\u002Fas de personal pertenecientes a sus organizaciones, en una\nbolsa de horas de cada sindicato, que podrán acumular en aquellos\u002Fas\ndelegados\u002Fas o miembros del comité de empresa que las centrales sindicales\ndesignen.\u003C\u002Fp>\n\n\u003Cp>Para hacer efectivo lo establecido en este artículo, los sindicatos\ncomunicarán a la empresa el deseo de acumular las horas de sus delegados y\ndelegadas.\u003C\u002Fp>\n\n\u003Cp>En dicha comunicación, se propondrá la persona o personas que podrán\nacumular dichas horas o parte de ellas, avisando con al menos dos meses de\nantelación de las posibles variaciones que hubiera en la asignación de dicha\nacumulación, para permitir una adecuada organización del trabajo.\u003C\u002Fp>\n\n\u003Cp>A las personas que acumulen horas, según lo dispuesto en el apartado\nanterior, por el presente convenio se les garantiza que, mientras desempeñen\ndicha acumulación, disfrutarán de todas las condiciones sociales y\neconómicas que, por su categoría laboral en la empresa, les correspondan y no\nsufrirán perjuicios en su remuneración.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Artículo 50. Secciones sindicales.\u003C\u002Fh3>\n\n\u003Cp>Las organizaciones sindicales podrán constituir secciones sindicales en el\námbito de la empresa. Las secciones sindicales tendrán derecho:\u003C\u002Fp>\n\n\u003Cp>a)A disponer de un tablón de anuncios en cada centro de trabajo, para\nfacilitar la información que pueda interesar a personas afiliadas y\ntrabajadoras.\u003C\u002Fp>\n\n\u003Cp>b)A la utilización temporal de una sala para reuniones previa solicitud a\nla dirección de la empresa y siempre que no entorpezca la actividad prevista\nde la compañía.\u003C\u002Fp>\n\n\u003Cp>Siempre que la empresa tenga menos de 250 personas trabajadoras, las\nsecciones sindicales constituidas podrán elegir delegados\u002Fas sindicales hasta\nun máximo de tres delegados por sección sindical de conformidad con la\nsiguiente escala: Hasta 100 personas trabajadoras un delegado\u002Fa sindical; de\n101 a 175 dos delegados\u002Fas; de 176 a 249 tres delegados\u002Fas sindicales. Estos\ndelegados\u002Fas sindicales tendrán los mismos derechos que los previstos para\ndelegados\u002Fas de empresas de 250 personas trabajadoras o más, excepto el\ndisfrute del crédito horario.\u003C\u002Fp>\n\n\u003Cp>El personal delegado sindical tendrán las mismas garantías legales y\nderechos que los establecidos para el personal miembro de comités de empresa;\nla misma información y documentación que la empresa ponga a disposición del\ncomité de empresa; podrá asistir a las reuniones de los comités y los\nórganos internos de la empresa en materia de seguridad e higiene; deben ser\noídos por la empresa previamente a la adopción de medidas de carácter\ncolectivo que afectan a las personas trabajadoras o a sus afiliados\u002Fas,\nespecialmente en los despidos y sanciones de estos últimos, en los períodos\nde consulta de los procedimientos sobre movilidad geográfica, modificación\nsustancial de condiciones de trabajo e inaplicación del régimen salarial;\nrecibir y distribuir información entre las personas trabajadoras; celebrar\nreuniones y asamblea previa comunicación a la empresa en los centros de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>Las secciones sindicales están legitimadas para negociar en los convenios\ncolectivos de empresa, siempre y cuando sumen la mayoría de los miembros de\ncomité de empresa o entre los\u002Fas delegados\u002Fas de personal.\u003C\u002Fp>\n\n\u003Ch2>CAPÍTULO XV\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2>Formación\u003C\u002Fh2>\n\n\u003Ch3>Artículo 51. Principios generales.\u003C\u002Fh3>\n\n\u003Cp>La empresa tiene la competencia de organizar, planificar y decidir la\nformación más adecuada y necesaria a cada puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras afectadas por el presente convenio, tendrán\nderecho a ver facilitada la realización de estudios para la obtención de\ntítulos académicos o profesionales reconocidos oficialmente, a la\nrealización de cursos de perfeccionamiento profesional organizados por la\npropia empresa u otros organismos, así como a recibir una oferta formativa,\nestructurada en módulos formativos, vinculada a la obtención de los\ncertificados de profesionalidad y al reconocimiento de competencias\nprofesionales en el marco del Sistema Nacional de Cualificaciones y Formación\nProfesional.\u003C\u002Fp>\n\n\u003Cp>La empresa y la representación de las personas trabajadoras reconocen como\nderecho derivado de la relación laboral, el de la formación y promoción en\nel trabajo, salvando en cualquier caso las necesidades de organización y buen\nfuncionamiento de la empresa.\u003C\u002Fp>\n\n\u003Cp>Un factor básico para incrementar la motivación y la integración de las\npersonas trabajadoras y crear un mecanismo eficaz e indispensable para\narticular la promoción es la formación. En consecuencia, la formación habrá\nde pasar a un primer plano en la preocupación de la empresa, por lo que ésta\nse compromete a vincular la formación a los distintos procesos de la carrera\nde las personas trabajadoras y a la promoción.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>La formación profesional en la empresa se orientará hacia los siguientes\nobjetivos:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes_newtech\">\u003Cp>a)Actualización y puesta al día de las competencias y los conocimientos\nprofesionales exigibles en el puesto de trabajo. Especialización en sus\ndiversos grados, en algún sector o materia del propio trabajo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Facilitar y promover la adquisición por las personas trabajadoras de\ntítulos académicos y profesionales, relacionados con el ámbito de actuación\ndel presente convenio, así como ampliación de los conocimientos de las\npersonas trabajadoras que les permitan prosperar y aspirar a promociones\nprofesionales y adquisición de los conocimientos de otros puestos de trabajo,\ntodo ello relacionado con el ámbito de actuación del presente convenio.\u003C\u002Fp>\n\n\u003Cp>c)Programar ofertas de acciones de formación profesional para el empleo\nreferido al catálogo nacional de cualificaciones, que permitan el\nreconocimiento de aprendizajes con la acreditación de la experiencia\nprofesional y la formación profesional del sistema educativo, vinculada con el\ndesarrollo del sistema nacional de cualificaciones.\u003C\u002Fp>\n\n\u003Cp>d)Conocer las condiciones laborales de su puesto de trabajo en evitación de\nriesgos laborales.\u003C\u002Fp>\n\n\u003Cp>e)Cualquier otro objetivo que beneficie profesionalmente tanto a la propia\npersona trabajadora como a la dinámica de la empresa.\u003C\u002Fp>\n\n\u003Cp>f)Adaptación al puesto de trabajo y a las modificaciones del mismo, en el\ncaso de personas trabajadoras con relación laboral de carácter especial\nregulada por el Real Decreto 1368\u002F1985.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Artículo 52. Desarrollo de la formación.\u003C\u002Fh3>\n\n\u003Cp>1.La formación se impartirá preferentemente durante el horario laboral.\nLas horas lectivas de cursos contemplados como obligatorios por parte de la\nempresa serán considerados como jornada efectiva independientemente del\nhorario de realización. En caso de ofertar la entidad cursos de asistencia\nvoluntaria por parte de la persona trabajadora, o siendo éste último quién\npropone la participación en alguna acción formativa, de mutuo acuerdo, las\npartes fijarán las condiciones de realización y, en su caso, la compensación\ncorrespondiente.\u003C\u002Fp>\n\n\u003Cp>2.Los certificados de asistencia y aprovechamiento, así como las\nvaloraciones y calificaciones obtenidas en dichos cursos, se harán constar en\nel expediente de las personas trabajadoras que asistan y se valorarán para su\npromoción profesional.\u003C\u002Fp>\n\n\u003Cp>3.Como criterio general para la asistencia a los cursos programados,\ntendrán prioridad las personas trabajadoras que hayan participado en menos\nacciones formativas y que estén desempeñando puestos de trabajo relacionados\ndirectamente con la materia objeto del curso o vayan a desarrollarlas en un\nfuturo próximo. También se dará prioridad a las personas trabajadoras menos\ncualificadas.\u003C\u002Fp>\n\n\u003Ch3>Artículo 53. Permisos para la formación.\u003C\u002Fh3>\n\n\u003Cp>1.Todas las personas trabajadoras afectadas por este convenio tendrán\nderecho a treinta horas anuales, que podrán ser acumulables en períodos de\nhasta cinco años, dentro de su jornada laboral para su formación en el propio\ncentro o a permisos para su formación externa en materias relacionadas con su\nactividad profesional; queda a criterio de la empresa la concesión de permisos\npara formación cuando lo solicite más de una persona trabajadora y coincidan\ntotal o parcialmente las fechas del curso que soliciten.\u003C\u002Fp>\n\n\u003Cp>Cuando la empresa realice cursos de perfeccionamiento y la persona\ntrabajadora participe en los mismos, los gastos de matrícula, desplazamientos\ny residencia serán por cuenta de aquella.\u003C\u002Fp>\n\n\u003Cp>2.Permisos individuales de formación (PIF). Las personas trabajadoras con\nrelación laboral de carácter especial regulada por el Real Decreto 1368\u002F1985,\npodrán solicitar permisos individuales de formación de acuerdo con lo\nprevisto en la legislación vigente en cada momento. Los permisos individuales\na la formación no serán remunerados. En la actualidad las normas de\nreferencia son el Real Decreto 694\u002F2017, de 3 de julio, la Orden TAS\u002F2307\u002F2007,\nde 27 de julio. Las acciones formativas, aprobadas por la Comisión Paritaria\nSectorial Estatal de formación del convenio colectivo general de centros y\nservicios de atención a personas con discapacidad, para las cuales pueden\nsolicitarse permisos individuales de formación deberán, de acuerdo con lo\nprevisto en la citada normativa cumplir con los siguientes puntos:\u003C\u002Fp>\n\n\u003Cp>a)No estar incluidas en las acciones financiadas en el catálogo general de\nacciones formativas de la empresa o agrupado.\u003C\u002Fp>\n\n\u003Cp>b)Estar dirigidas al desarrollo o adaptación de las cualidades\ntécnico-profesionales de la persona trabajadora y\u002Fo a su formación\npersonal.\u003C\u002Fp>\n\n\u003Cp>c)Estar reconocidas por una titulación oficial.\u003C\u002Fp>\n\n\u003Cp>d)Quedan excluidas del permiso de formación las acciones formativas que no\nse correspondan con la formación presencial. No obstante, se admitirá la\nparte presencial de las acciones formativas realizadas mediante la modalidad a\ndistancia.\u003C\u002Fp>\n\n\u003Cp>e)A la adaptación de la jornada ordinaria de trabajo para la asistencia a\ncursos de formación profesional o a la concesión del permiso individual de\nformación o perfeccionamiento profesional con reserva del puesto de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>La duración del permiso no sobrepasará las 200 horas al año.\u003C\u002Fp>\n\n\u003Cp>3.La persona trabajadora tendrá derecho a disponer del tiempo necesario\npara concurrir a las convocatorias oficiales de evaluación y acreditación de\nla experiencia laboral para la obtención del certificado de profesionalidad\ncorrespondiente. Este tiempo podrá ser computado dentro del tiempo dedicado a\nformación.\u003C\u002Fp>\n\n\u003Cp>4.También podrá disfrutar de permiso para concurrir a exámenes oficiales\npara la obtención de un título, no computando como jornada efectiva de\ntrabajo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>CAPITULO XVI\u003C\u002Fh2>\n\n\u003Ch2>Beneficios sociales\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Ch3>Artículo 54. Ayuda a guardería.\u003C\u002Fh3>\n\n\u003Cp>La empresa otorgará una ayuda económica para guardería por importe de\n54,85 euros al mes para aquellas personas trabajadoras que tengan hijos\u002Fas\nescolarizados\u002Fas con una edad inferior a los cuatro años. A tal fin, la\npersona trabajadora deberá presentar una solicitud en el modelo formalizado, y\njustificar el gasto con las correspondientes facturas del centro educativo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>El importe de dicha ayuda se concederá por cada hijo\u002Fa menor de cuatro\naños durante once meses al año, ya que el mes restante no se le concederá\ndicha ayuda porque coincidirá con el mes de vacaciones de la persona\ntrabajadora.\u003C\u002Fp>\n\n\u003Cp>Se tendrá derecho a la ayuda a guardería hasta el momento en que el hijo\u002Fa\ncumpla los cuatro años, independientemente del tipo del centro al que\nacuda.\u003C\u002Fp>\n\n\u003Cp>La ayuda para guardería está dirigida a todo el personal trabajador de la\ncompañía con hijos\u002Fas menores de cuatro años, excepto para los miembros del\nComité Directivo. En el caso que los dos progenitores del mismo hijo\u002Fa\ntrabajen en la empresa, o uno en la empresa y otro en cualesquiera de las\nempresas pertenecientes al Grupo Ilunion, solamente uno de ellos podrá\nsolicitar dicha ayuda por el mismo hijo\u002Fa.\u003C\u002Fp>\n\n\u003Ch3>Artículo 55. Ayuda a la maternidad\u002Fpaternidad en complemento de las pagas\nextra.\u003C\u002Fh3>\n\n\u003Cp>El personal trabajador que haya estado de baja por maternidad o paternidad,\nademás y complementariamente al percibo del subsidio que le abonará\ndirectamente el INSS, percibirán las pagas extras correspondientes íntegras,\nsin que éstas sufran descuento alguno por el período de baja\nmaternal\u002Fpaternal mencionado. \u003C\u002Fp>\n\n\u003Cp>Este complemento será abonado por la empresa desde el momento que la\npersona trabajadora acredite el nacimiento de su hijo\u002Fa.\u003C\u002Fp>\n\n\u003Cp>Artículo 56. Espacios habilitados para el descanso y manutención.\u003C\u002Fp>\n\n\u003Cp>La empresa dispondrá de espacios habilitados destinados al descanso y\ncomedor de sus trabajadores\u002Fas. Estos deben estar dotados de mesas, sillas,\nmicroondas, menaje y máquinas expendedoras.\u003C\u002Fp>\n\n\u003Ch2>CAPITULO XVII\u003C\u002Fh2>\n\n\u003Ch2>Faltas y sanciones\u003C\u002Fh2>\n\n\u003Ch3>Artículo 57. Faltas.\u003C\u002Fh3>\n\n\u003Cp>1.Faltas leves.\u003C\u002Fp>\n\n\u003Cp>Serán consideradas faltas leves las siguientes:\u003C\u002Fp>\n\n\u003Cp>a)El abandono del servicio sin causa justificada, aunque sea por breve\ntiempo, siempre que por los perjuicios que origine a la empresa, a las personas\ncon discapacidad o a los\u002Fas compañeros\u002Fas de trabajo no deba ser considerada\ngrave o muy grave.\u003C\u002Fp>\n\n\u003Cp>b)Negligencia en el cumplimiento de las normas e instrucciones recibidas.\u003C\u002Fp>\n\n\u003Cp>c)Tres faltas de puntualidad cometidas durante un período de treinta\ndías.\u003C\u002Fp>\n\n\u003Cp>d)No notificar en un plazo de veinticuatro horas siguientes a la ausencia,\nlos motivos que justificaron la falta al trabajo.\u003C\u002Fp>\n\n\u003Cp>2.Faltas graves.\u003C\u002Fp>\n\n\u003Cp>Serán faltas graves:\u003C\u002Fp>\n\n\u003Cp>a)La actuación con personas con discapacidad que implique falta de respeto\ny de consideración a la dignidad de cada una de ellas, siempre que no reúna\ncondiciones de gravedad que merezca su calificación como muy graves.\u003C\u002Fp>\n\n\u003Cp>b)Falta de atención debida al trabajo encomendado y la desobediencia a las\ninstrucciones de sus superiores en materia de servicio con perjuicio para la\nempresa o para las personas con discapacidad.\u003C\u002Fp>\n\n\u003Cp>c)Más de tres y menos de diez faltas de puntualidad cometidas durante un\nperíodo de treinta días.\u003C\u002Fp>\n\n\u003Cp>d)El incumplimiento de las medidas de seguridad y protección establecidas\npor la empresa; si este incumplimiento implicase riesgo de accidentes para sí\no para sus compañeros\u002Fas o personas atendidas en el centro o peligro de\naverías en las instalaciones, podrá ser considerada como falta muy grave.\u003C\u002Fp>\n\n\u003Cp>e)Faltar injustificadamente al trabajo más de un día en un período de\ntreinta días.\u003C\u002Fp>\n\n\u003Cp>f)Descuido importante en la conservación de material de la empresa.\u003C\u002Fp>\n\n\u003Cp>g)Simular la presencia de otra persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>h)Emplear para uso propio artículos o materiales de la empresa o realizar\nsin permiso de la empresa trabajos particulares durante la jornada.\u003C\u002Fp>\n\n\u003Cp>i)La reiteración o reincidencia en falta leve en el plazo de sesenta\ndías.\u003C\u002Fp>\n\n\u003Cp>3.Faltas muy graves.\u003C\u002Fp>\n\n\u003Cp>Serán faltas muy graves:\u003C\u002Fp>\n\n\u003Cp>a)La actuación con personas con discapacidad que implique falta de respeto\no de consideración a la dignidad de cada una de ellas.\u003C\u002Fp>\n\n\u003Cp>b)El abandono del trabajo o negligencia grave cuando cause graves perjuicios\na la empresa o pueda originarlos a las personas con discapacidad. \u003C\u002Fp>\n\n\u003Cp>c)Los malos tratamientos de palabra u obra a los superiores y\ncompañeros\u002Fa.\u003C\u002Fp>\n\n\u003Cp>d)El fraude, la deslealtad o abuso de confianza en las gestiones\nencomendadas, y el hurto, robo o complicidad, tanto en la empresa como a\nterceras personas, cometido dentro de las dependencias de la empresa o durante\nel servicio.\u003C\u002Fp>\n\n\u003Cp>e)El incumplimiento de las medidas de seguridad y protección establecidas\npor la empresa.\u003C\u002Fp>\n\n\u003Cp>f)El abuso de autoridad.\u003C\u002Fp>\n\n\u003Cp>g)La simulación de enfermedad o accidente.\u003C\u002Fp>\n\n\u003Cp>h)La falta injustificada al trabajo durante tres días en un período de un\nmes.\u003C\u002Fp>\n\n\u003Cp>i)Más de veinte faltas de puntualidad cometidas en un año.\u003C\u002Fp>\n\n\u003Cp>j)La reiteración o reincidencia en faltas graves cometidas durante un\ntrimestre.\u003C\u002Fp>\n\n\u003Cp>k)Violar el contenido de correspondencia o documentos reservados de la\nempresa personas ajenas a la organización.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">l)Mantener conducta en el ámbito laboral que atente gravemente al respeto a\nla intimidad y dignidad de la persona trabajadora, mediante la ofensa verbal o\nfísica, de carácter sexual, prevaliéndose de una posición jerárquica.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>m)Embriaguez habitual y drogodependencia manifestada en jornada laboral que\nperjudique gravemente la prestación del servicio.\u003C\u002Fp>\n\n\u003Cp>n)Disminución continuada y voluntaria del rendimiento de trabajo.\u003C\u002Fp>\n\n\u003Ch3>Artículo 58. Sanciones.\u003C\u002Fh3>\n\n\u003Cp>La empresa tiene facultad de imponer sanciones. Todas las sanciones deberán\ncomunicarse por escrito a la persona trabajadora, indicando los hechos, la\ngraduación de la misma y la sanción adoptada.\u003C\u002Fp>\n\n\u003Cp>Las faltas graves o muy graves deberán ser comunicadas para su conocimiento\na la representación legal de las personas trabajadoras si la hubiera.\u003C\u002Fp>\n\n\u003Cp>Las sanciones máximas que podrá imponer la empresa, según la gravedad y\ncircunstancias de las faltas, serán las siguientes:\u003C\u002Fp>\n\n\u003Cp>a)Faltas leves:\u003C\u002Fp>\n\n\u003Cp>-Amonestación verbal. Si fueran reiteradas, amonestación por escrito.\u003C\u002Fp>\n\n\u003Cp>b)Faltas graves:\u003C\u002Fp>\n\n\u003Cp>-Amonestación por escrito con conocimiento de los delegados de personal o\nComité de Empresa.\u003C\u002Fp>\n\n\u003Cp>-Suspensión de empleo y sueldo hasta quince días cuando exista\nreincidencia.\u003C\u002Fp>\n\n\u003Cp>c)Faltas muy graves:\u003C\u002Fp>\n\n\u003Cp>-Amonestación de despido.\u003C\u002Fp>\n\n\u003Cp>-Suspensión de empleo y sueldo hasta sesenta días. Despido.\u003C\u002Fp>\n\n\u003Ch3>Artículo 59. Prescripción.\u003C\u002Fh3>\n\n\u003Cp>Las infracciones cometidas por las personas trabajadoras prescribirán, en\ncaso de faltas leves, a los diez días, las graves a los quince días y las muy\ngraves a los cincuenta días, en todos los casos a partir de la fecha en que la\nempresa tuvo conocimiento de su comisión y, en cualquier caso, todas las\nfaltas prescribirán a los seis meses de haberse cometido.\u003C\u002Fp>\n\n\u003Ch2>CAPITULO XVIII\u003C\u002Fh2>\n\n\u003Ch2>Procedimientos para solventar de manera efectiva las discrepancias que\npuedan surgir para la no aplicación de las condiciones de trabajo a que se\nrefiere el artículo 82.3 del Estatuto de los Trabajadores\u003C\u002Fh2>\n\n\u003Ch3>Artículo 61. Solución de discrepancias en los procedimientos para la no\naplicación de las condiciones de trabajo previstas en el artículo 82.3 del\nEstatuto de los Trabajadores.\u003C\u002Fh3>\n\n\u003Cp>En caso de desacuerdo durante el período de consultas en el seno del\nprocedimiento que tiene por objeto inaplicar en la empresa las condiciones de\ntrabajo previstas en el convenio colectivo aplicable -procedimiento al que se\nrefiere el apartado 3 del artículo 82 del ET-, cualquiera de las partes podrá\nsometer la discrepancia a la Comisión Paritaria prevista en el artículo 7 de\neste convenio, comisión que dispondrá de un plazo máximo de siete días para\npronunciarse, a contar desde que la discrepancia le fuera planteada.\u003C\u002Fp>\n\n\u003Cp>Cuando no se hubiera solicitado la intervención de la Comisión Paritaria o\nésta no hubiera alcanzado un acuerdo, y hubiera finalizado el período de\nconsultas al que se refiere el párrafo anterior, las partes deberán recurrir\na los procedimientos que se hayan establecido en el VI Acuerdo sobre Solución\nAutónoma de Conflictos Laborales, para solventar de manera efectiva las\ndiscrepancias surgidas en la negociación de los acuerdos a que se refiere el\nartículo 82.3 ET, y en especial al compromiso de someter las discrepancias a\nun arbitraje vinculante, en cuyo caso el laudo arbitral tendrá la misma\neficacia que los acuerdos en período de consultas y sólo será recurrible\nconforme al procedimiento y en base a los motivos establecidos en el artículo\n91 ET.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Cp>Disposición adicional primera. Planes de igualdad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cp>De conformidad con lo establecido en el artículo 85.2 del Estatuto de los\nTrabajadores, las partes firmantes se obligan a negociar medidas dirigidas a\npromover la igualdad de trato y de oportunidades entre mujeres y hombres en el\námbito laboral, las cuales se reflejen en el contenido del presente convenio,\na través de la negociación de un Plan de Igualdad.\u003C\u002Fp>\n\n\u003Cp>A tal fin, las partes adquieren los siguientes compromisos que conformarán\ne incorporarán a sus líneas de actuación en el Plan de Igualdad:\u003C\u002Fp>\n\n\u003Cp>1.Promover el principio de igualdad y no discriminación y avanzar en la\nigualdad de trato y oportunidades entre y para las personas trabajadoras de la\nempresa y todo el entorno de Ilunion Accesibilidad.\u003C\u002Fp>\n\n\u003Cp>2.Continuar avanzando en la conciliación de la vida personal, familiar y\nlaboral, garantizando la igualdad de oportunidades en el desarrollo\nprofesional.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqtraining\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpromotion\">3.Profundizar en los procesos de selección, formación y promoción con el\nfin de analizar, y en su caso, resolver cualquier práctica contraria al\nprincipio de \u003C\u002Fdiv>\u003C\u002Fdiv>igualdad de oportunidades.\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-eqpay\">\u003Cp>4.Avanzar en la igualdad retributiva para el desempeño de trabajos de igual\nvalor.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5.Divulgar buenas prácticas en materia de igualdad de oportunidades a todo\nel entorno de Ilunion Accesibilidad.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Disposición adicional segunda. Adhesión al ASAC.\u003C\u002Fp>\n\n\u003Cp>Las partes firmantes del presente convenio pactan y acuerdan su adhesión al\nVl Acuerdo sobre Solución Autónoma de Conflictos Colectivos (ASAC) vigente,\npublicado en el BOE de 23 de diciembre de 2020, y a los que pudieran\nsustituirle durante la vigencia de este convenio, que surtirán plenos efectos\nen los ámbitos de obligar del presente convenio.\u003C\u002Fp>\n\n\u003Cp>Aquellos conflictos colectivos que tengan ámbito exclusivo de Comunidad\nAutónoma serán sometidos a las instituciones creadas al efecto en dicha\ncomunidad. \u003C\u002Fp>\n\n\u003Cp>Disposición adicional tercera. Ley de Familia.\u003C\u002Fp>\n\n\u003Cp>Los permisos, excedencias y cualquiera otra condición laboral prevista en\nel presente convenio colectivo no serán de aplicación, en cuanto la\nlegislación laboral imponga la aplicación de unos permisos, excedencias o\ncualquiera otra condición laboral más beneficiosa para las personas\ntrabajadoras.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch2>ANEXO I\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Grupo profesional\u003C\u002Ftd>\n      \u003Ctd>Puesto de trabajo\u003C\u002Ftd>\n      \u003Ctd>Reajuste posible\n\n        \u003Cp>–\u003C\u002Fp>\n\n        \u003Cp>euros\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"224\">\u003Cp>Personal de dirección.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>Personal de dirección.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>2.130,87\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"3\" width=\"224\">\u003Cp>Mandos intermedios.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>Jefe\u002Fa de administración.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>1.584,69\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"199\">\u003Cp>Jefe\u002Fa de producción\u002FJefe\u002Fa de área.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>2.080,87\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"199\">\u003Cp>Adjunto\u002Fa de producción\u002FJefe\u002Fa de equipo.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>1.980,87\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"3\" width=\"224\">\u003Cp>Personal titulado.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>Personal titulado de grado superior o postgrado.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>1.980,87\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"199\">\u003Cp>Personal titulado de grado medio o grado.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>1.469,86\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"199\">\u003Cp>Técnico\u002Fa Unidad de apoyo.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>1.469,86\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"4\" width=\"224\">\u003Cp>Personal de producción, administración y\n        servicios:\u003C\u002Fp>\n\n        \u003Cp>1. Personal de producción.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>Técnico\u002Fa especialista\u002FConsultor Senior.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>1.978,38\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"199\">\u003Cp>Oficial\u002Fa especialista\u002FConsultor.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>1.391,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"199\">\u003Cp>Auxiliar especialista\u002FConsultor Junior.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>1.296,46\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"199\">\u003Cp>Operario\u002Fa.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>1.080,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"3\" width=\"224\">\u003Cp>Personal de producción, administración y\n        servicios:\u003C\u002Fp>\n\n        \u003Cp>2. Personal de administración o soporte.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>Técnico\u002Fa de gestión administrativa o soporte.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>1.448,04\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"199\">\u003Cp>Oficial\u002Fa administración o soporte.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>1.296,46\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"199\">\u003Cp>Auxiliar de gestión administrativa o soporte.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>1.080,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"CBA_MNCOMPA_1":42,"casignemployees":46,"JOBTITLE_trigger":48,"JOBTYPE_descriptions":51,"TRAINING_trigger":55,"trainingprogrammes":59,"trainingprogrammes_newtech":63,"SOCSEC_trigger":67,"disabilityfund":71,"contracttrial":75,"contracttrialperiod":79,"maxsicknesspay":83,"maxsicknesspayperc":87,"maxsicknesspaytype":89,"sicknessmaxdaysnr":91,"disabilitypay":95,"healthandsafetypolicy":99,"healthandsafetytraining":103,"WORKFAM_trigger":107,"paidmaternityleave":111,"paidmaternityleaveduration":115,"paidmaternityleaveall":119,"paidmaternityleavepay":122,"paidmaternityleavepayperc":126,"jobsecuritymothers":128,"pregnancy":132,"breastfeeding_dangerouswork":136,"riskassessment":139,"alternatives":143,"timeoff":147,"paidpaternityleave":151,"paidpaternityleaveduration":155,"paidpaternityleavepay":157,"paidpaternityleavepayperc":161,"childcare":163,"childcareleave":167,"deathrelativesleave":169,"marriageleave":173,"nursingmothers":177,"maternity_nursing_breaks_duration":181,"maternity_nursing_breaks_length":183,"breastfeeding_workingtime":185,"educationtuition":189,"GENEQ_trigger":193,"eqpay":197,"eqpromotion":201,"eqtraining":205,"sexualhar":207,"WORKHOURS_trigger":211,"hourspweek":215,"hourspyear":219,"holidaysdays":221,"holidaysweeks":225,"SCHEDULE_trigger":229,"TRADEUNLEAV_trigger":233,"WAGES_trigger":237,"WAGES_determined":241,"PAYSCALES_trigger":245,"STRUCINCR_trigger":248,"ONCERISE_trigger":252,"ONCERISE2_trigger":256,"NOCTPREM_trigger":258,"SENIOR_trigger":262,"newtech_trigger":266},{"bindId":43,"name":44,"text":45},"CBA_MNCOMPA_1","Visto el texto del Convenio colectivo de","Visto el texto del Convenio colectivo de la empresa Ilunion Accesibilidad,\nSAU, (Código de convenio: 90104492012023), que fue suscrito con fecha 6 de\njulio de 2023, y finalmente subsanado mediante acta de fecha 23 de noviembre de\n2023, de una parte, por los designados por la Dirección de la empresa en\nrepresentación de la misma, y de otra, por el Comité de empresa y el Delegado\nde personal de los centros de trabajo de Madrid y Barcelona, respectivamente,\nen representación de los trabajadores afectados, y de conformidad con lo\ndispuesto en el artículo 90, apartados 2 y 3, de la Ley del Estatuto de los\nTrabajadores, Texto Refundido aprobado por Real Decreto Legislativo 2\u002F2015, de\n23 de octubre (BOE del 24), y en el Real Decreto 713\u002F2010, de 28 de mayo, sobre\nregistro y depósito de convenios colectivos, acuerdos colectivos de trabajo y\nplanes de igualdad,",{"bindId":47,"name":44,"text":45},"casignemployees",{"bindId":49,"name":50,"text":50},"JOBTITLE_trigger","Clasificación del personal",{"bindId":52,"name":53,"text":54},"JOBTYPE_descriptions","Artículo 15. Grupos profesionales y pues","Artículo 15. Grupos profesionales y puestos de trabajo.\n\nLos firmantes establecen en el presente convenio una clasificación\nprofesional que adapta al ámbito de la empresa del sistema de clasificación\nprofesional de las personas trabajadoras.\n\nEstos grupos profesionales y puestos son los siguientes:\n\n-Grupo I. Personal de dirección:\n\nGestiona procesos consistentes en organizar, dirigir y controlar las\nactividades y acciones propias del funcionamiento empresarial.\n\nSe le exige evidenciar un alto nivel de competencias en materia de\nliderazgo, desarrollo de otras personas, toma de decisiones, comprensión de la\norganización, e integración y globalidad, además de en las competencias\ntransversales comunes al sector.\n\nSe incluirán dentro de este grupo los puestos de trabajo del máximo nivel\nde gestión estratégica que conformen el equipo director dentro de cada\nempresa.\n\n-Grupo II. Personal mando intermedio:\n\nIntegra, coordina, dirige y ordena el trabajo de un grupo de colaboradores o\nde una unidad determinada.\n\nSe le exige evidenciar un alto nivel de competencias en materia de\nliderazgo, desarrollo de otras personas y toma de decisiones, además de en las\ncompetencias transversales comunes al sector. \n\nSe incluirán dentro de este grupo los siguientes puestos de trabajo:\n\n1.Jefe\u002Fa de administración.\n\nCompetencia general: Es el profesional, provisto o no de poderes y bajo la\ndependencia directa de la dirección general, que tiene a su cargo la\ndirección administrativa del centro. Cuenta con una preparación completa en\nlos distintos trabajos que una administración supone, está al tanto de la\nlegislación y disposiciones oficiales que se dicten en relación con el\nservicio que tiene encomendado y es el máximo responsable de la ejecución de\ncuantas instrucciones reciba de la empresa para la buena marcha administrativa\ny la ordenación de los servicios.\n\nReferencia CNCP: Familia profesional. Administración y gestión. Nivel\n3.\n\n2.Jefe\u002Fa de producción\u002FJefe de área.\n\nCompetencia general: Personal Técnico que con mando directo sobre el\nadjunto de producción y tiene la responsabilidad del trabajo, la disciplina y\nseguridad del personal. Tiene a su cargo la clasificación y distribución de\ntrabajos y personal a su cargo, estudios de producción y rendimiento, debiendo\nparticipar en la producción, cuando se produzca.\n\nReferencia CNCP: Nivel 3.\n\n3.Adjunto\u002Fa de producción\u002FJefe\u002Fa de equipo.\n\nCompetencia general: A las órdenes del Jefe\u002Fa de producción, si lo\nhubiere, dirige el personal a su cargo con responsabilidad sobre la forma de\nordenarlos. Le corresponde la dirección del personal a sus órdenes, la\nactualización profesional o instrucción de las personas trabajadoras\nparticipando directamente en las actividades de producción cuando existan.\n\nReferencia CNCP: Nivel 3.\n\n-Grupo III. Personal titulado:\n\nRealiza tareas complejas y de impacto, desarrolla programas y aplicaciones\ntécnicas de producción, servicios o administración que exijan titulación\nespecífica de grado, de acuerdo con lo especificado en las normas\nadministrativas que las regulan.\n\nSe le exige evidenciar un alto nivel de competencias en materia de\nplanificación y programación, desarrollo de otras personas y toma de\ndecisiones, además de en las competencias transversales comunes al sector.\n\nSe incluirán dentro de este grupo los siguientes puestos de trabajo:\n\n1.Personal titulado de grado superior o postgrado: puesto cuyas tareas\nexigen titulación específica de grado superior o postgrado, de acuerdo con lo\nespecificado en las normas administrativas que las regulan, como por ejemplo\narquitecto, ingeniero superior o abogado.\n\n2.Personal titulado de grado medio o grado: puesto cuyas tareas exigen\ntitulación específica de grado superior o postgrado, de acuerdo con lo\nespecificado en las normas administrativas que las regulan, como, por ejemplo:\narquitecto\u002Fa técnico\u002Fa, ingeniero\u002Fa técnico\u002Fa.\n\n3.Técnico\u002Fa unidad de apoyo.\n\n-Grupo IV. Personal de producción, administración y servicios.\n\nDesarrolla su actividad profesional en el área correspondiente optimizando\nlos recursos humanos y materiales de los que dispongan con el objetivo de\nconseguir ofrecer la mejor calidad del servicio. Según el subgrupo en que se\nencuadre, realiza las funciones propias de los oficios clásicos en los\námbitos de producción propios de la empresa, a partir de la suficiente\ncorrección o eficiencia, con un grado de autonomía y responsabilidad adecuado\nal puesto, implica ser responsable de procesos pero sin personas a su cargo, o\ncon un número muy reducido, ejecuta tareas según instrucciones precisas y\nconcretas, claramente establecidas, con un alto grado de dependencia que\nrequieren preferentemente esfuerzo o atención, con posible utilización de\nelementos técnicos, o precisa de apoyos para realizar sus cometidos.\n\nSe le exige evidenciar un adecuado nivel de competencias en materia de\nflexibilidad, integración en la organización, orientación al servicio y al\ncliente, trabajo en equipo, y comunicación.\n\nSe incluirán dentro de este grupo los siguientes puestos de trabajo,\nordenados previamente, para mejor identificación, en subgrupos:\n\nSubgrupo IV.1 Personal de producción:\n\nNuevas tecnologías:\n\nTécnico\u002Fa especialista en nuevas tecnologías: tiene funciones como\nadministrador de base de datos, técnico de Data Mining, gestor de contenidos,\ngestor de portales web, administrador de sistemas de contenidos, integrador de\nsistemas de información, programador web, programador Multimedia, programador\nde aplicaciones de gestión, analista-programador, administrador de servicios\nde internet, administrador de entornos web (web master), administrador de\nservicios de mensajería electrónica (postmaster), técnico de sistemas de\ninternet y administrador de sistemas de planificación de recursos\nempresariales y de gestión de relaciones con clientes, desarrollador de\ncomponentes software en sistemas de planificación de recursos empresariales y\nde gestión de relaciones con clientes. Así como, planificar, definir\nestrategias y mejoras en semáforos acústicos para personas con\ndiscapacidad.\n\nReferencia CNCP: Nivel 3.\n\nOficial\u002Fa especialista en nuevas tecnologías: tiene funciones como\ndesarrollador de páginas web, editor de páginas web, programadores de página\nweb cliente, operador de redes locales, técnico en operaciones de redes\ntelemáticas, operador de teleasistencia informática y personal de soporte\ntécnico de semáforos acústicos para personas con discapacidad., bajo\nsupervisión directa.\n\nReferencia CNCP: Nivel 2.\n\nAuxiliar especialista en nuevas tecnologías: tiene funciones como operario\nen mantenimiento de sistemas microinformáticos y semáforos acústicos para\npersonas con discapacidad.\n\nReferencia CNCP: Nivel 1.\n\nMedio físico\u002Fentorno:\n\nTécnico\u002Fa especialista en medio físico\u002Fentorno: tiene funciones como\ndelineante proyectista de edificación, delineante de edificación, ayudante de\nplanificación, técnico de control documental y ayudante de jefe de oficina\ntécnica, así como planificación de proyectos de productos de apoyo para\npersonas con discapacidad, bajo alto dominio y comprensión de los fundamentos\ntécnicos para cumplir la normativa en materia de accesibilidad.\n\nReferencia CNCP: Nivel 3.\n\nOficial\u002Fa especialista en medio físico\u002Fentorno: tiene funciones como\ndelineante proyectista de edificación, delineante de edificación, ayudante de\nplanificación, técnico de control documental y ayudante de jefe de oficina\ntécnica, así como ayudante de la planificación de proyectos y realización\nde operaciones comerciales de productos de apoyo para personas con\ndiscapacidad, con dominio y comprensión de la normativa en materia\naccesibilidad, pero realizando todas estas funciones con supervisión\ndirecta.\n\nReferencia CNCP: Nivel 2. \n\nAuxiliar especialista en medio físico\u002Fentorno: desarrolla funciones poco\ncomplejas, dentro de sus competencias, con un alto grado de dependencia.\n\nReferencia CNCP: Nivel 1.\n\nConsultoría social:\n\nTécnico\u002Fa especialista en consultoría social: tiene funciones como\ninvestigador\u002Fa social, estudios de mercado, y análisis estadísticos.\n\nReferencia CNCP: Nivel 3.\n\nOficial\u002Fa especialista en consultoría social: tiene funciones como\ninvestigador\u002Fa social, estudios de mercado, consultor\u002Fa social y análisis\nestadísticos, pero realizando todas estas funciones con supervisión\ndirecta.\n\nReferencia CNCP: Nivel 2.\n\nAuxiliar especialista en consultoría social: desarrolla funciones poco\ncomplejas, dentro de sus competencias, con un alto grado de dependencia.\n\nReferencia CNCP: Nivel 1.\n\nAccesibilidad a la información y a la comunicación:\n\nTécnico\u002Fa especialista en accesibilidad a la información y a la\ncomunicación: tiene funciones como: determinar proyectos de braille,\naudiolibros, subtitulación o audio descripción de obras audiovisuales,\neventos y espectáculos (grabados o emitidos en vivo), bajo alto dominio y\ncomprensión de los fundamentos técnicos para cumplir la normativa en materia\nde discapacidad, comunicación y accesibilidad.\n\nReferencia CNCP: Nivel 3.\n\nOficial\u002Fa especialista en accesibilidad a la información y a la\ncomunicación: tiene funciones como: determinar proyectos de braille,\naudiolibros, subtitulación o audiodescripción de obras audiovisuales, eventos\ny espectáculos (grabados o emitidos en vivo), con dominio y comprensión de la\nnormativa en materia de discapacidad, comunicación y accesibilidad, pero\nrealizando todas estas funciones con supervisión directa.\n\nReferencia CNCP: Nivel 2.\n\nAuxiliar especialista en accesibilidad a la información y a la\ncomunicación: desarrolla funciones de transcribir a braille determinadas\nmaterias, locución, catalogación, corrección de audiolibros, subtitulación\no audiodescripción con corrección y supervisión para el cumplimiento de la\nnormativa en materia de accesibilidad, dentro de sus competencias con un alto\ngrado de dependencia.\n\nReferencia CNCP: Nivel 1.\n\nSubgrupo IV.2 Personal de administración o soporte:\n\n1.Técnico\u002Fa de gestión administrativa o soporte.\n\nCompetencia general: Realiza las operaciones técnicas de gestión\nadministrativa contable-fiscal, de recursos humanos de la empresa, definición\ne implementación de estándares de procesos relacionados con la gestión de\nproyectos tareas técnicas de gestión comercial con autonomía, de acuerdo con\nlos objetivos marcados, las normas internas establecidas, la legislación\nvigente y las disposiciones oficiales.\n\nReferencia CNCP: Familia Profesional: Administración y gestión. Nivel\n3.\n\n2.Oficial\u002Fa de 1.a de administración o soporte.\n\nCompetencia general: Actúa, con iniciativa y responsabilidad, a las\nórdenes de un jefe o técnico y realiza trabajos que requieren cálculos,\nestudio, preparación y condiciones adecuadas, tales como cálculos de\nestadística, tareas técnicas de gestión comercial, ejecución y seguimiento\nde los estándares de procesos relacionados con la gestión de proyectos,\nredacción de correspondencia con iniciativa propia, liquidaciones y cálculo\nde nóminas de salarios, sueldos u operaciones análogas.\n\nReferencia CNCP: Familia Profesional: Administración y gestión. Nivel\n2.\n\n3.Auxiliar de gestión administrativa o soporte.\n\nCompetencia general: Realiza las operaciones de la gestión administrativa\nde compraventa de productos y servicios, tesorería y personal, mantenimiento\nde los estándares de procesos relacionados con la gestión de proyectos, así\ncomo la introducción de registros contables predefinidos, previa obtención y\nprocesamiento y archivo de la información necesaria mediante los soportes\nconvencionales o informáticos adecuados, siguiendo instrucciones definidas, en\ncondiciones de seguridad, respeto a la normativa vigente, y atendiendo a\ncriterios de calidad definidos por la organización.\n\nReferencia CNCP: Familia Profesional: Administración y gestión. Nivel\n1.",{"bindId":56,"name":57,"text":58},"TRAINING_trigger","Formación Artículo 51. Principios genera","Formación\n\nArtículo 51. Principios generales.\n\nLa empresa tiene la competencia de organizar, planificar y decidir la\nformación más adecuada y necesaria a cada puesto de trabajo.\n\nLas personas trabajadoras afectadas por el presente convenio, tendrán\nderecho a ver facilitada la realización de estudios para la obtención de\ntítulos académicos o profesionales reconocidos oficialmente, a la\nrealización de cursos de perfeccionamiento profesional organizados por la\npropia empresa u otros organismos, así como a recibir una oferta formativa,\nestructurada en módulos formativos, vinculada a la obtención de los\ncertificados de profesionalidad y al reconocimiento de competencias\nprofesionales en el marco del Sistema Nacional de Cualificaciones y Formación\nProfesional.\n\nLa empresa y la representación de las personas trabajadoras reconocen como\nderecho derivado de la relación laboral, el de la formación y promoción en\nel trabajo, salvando en cualquier caso las necesidades de organización y buen\nfuncionamiento de la empresa.\n\nUn factor básico para incrementar la motivación y la integración de las\npersonas trabajadoras y crear un mecanismo eficaz e indispensable para\narticular la promoción es la formación. En consecuencia, la formación habrá\nde pasar a un primer plano en la preocupación de la empresa, por lo que ésta\nse compromete a vincular la formación a los distintos procesos de la carrera\nde las personas trabajadoras y a la promoción.\n\nLa formación profesional en la empresa se orientará hacia los siguientes\nobjetivos:\n\na)Actualización y puesta al día de las competencias y los conocimientos\nprofesionales exigibles en el puesto de trabajo. Especialización en sus\ndiversos grados, en algún sector o materia del propio trabajo.\n\nb)Facilitar y promover la adquisición por las personas trabajadoras de\ntítulos académicos y profesionales, relacionados con el ámbito de actuación\ndel presente convenio, así como ampliación de los conocimientos de las\npersonas trabajadoras que les permitan prosperar y aspirar a promociones\nprofesionales y adquisición de los conocimientos de otros puestos de trabajo,\ntodo ello relacionado con el ámbito de actuación del presente convenio.\n\nc)Programar ofertas de acciones de formación profesional para el empleo\nreferido al catálogo nacional de cualificaciones, que permitan el\nreconocimiento de aprendizajes con la acreditación de la experiencia\nprofesional y la formación profesional del sistema educativo, vinculada con el\ndesarrollo del sistema nacional de cualificaciones.\n\nd)Conocer las condiciones laborales de su puesto de trabajo en evitación de\nriesgos laborales.\n\ne)Cualquier otro objetivo que beneficie profesionalmente tanto a la propia\npersona trabajadora como a la dinámica de la empresa.\n\nf)Adaptación al puesto de trabajo y a las modificaciones del mismo, en el\ncaso de personas trabajadoras con relación laboral de carácter especial\nregulada por el Real Decreto 1368\u002F1985.\n\nArtículo 52. Desarrollo de la formación.\n\n1.La formación se impartirá preferentemente durante el horario laboral.\nLas horas lectivas de cursos contemplados como obligatorios por parte de la\nempresa serán considerados como jornada efectiva independientemente del\nhorario de realización. En caso de ofertar la entidad cursos de asistencia\nvoluntaria por parte de la persona trabajadora, o siendo éste último quién\npropone la participación en alguna acción formativa, de mutuo acuerdo, las\npartes fijarán las condiciones de realización y, en su caso, la compensación\ncorrespondiente.\n\n2.Los certificados de asistencia y aprovechamiento, así como las\nvaloraciones y calificaciones obtenidas en dichos cursos, se harán constar en\nel expediente de las personas trabajadoras que asistan y se valorarán para su\npromoción profesional.\n\n3.Como criterio general para la asistencia a los cursos programados,\ntendrán prioridad las personas trabajadoras que hayan participado en menos\nacciones formativas y que estén desempeñando puestos de trabajo relacionados\ndirectamente con la materia objeto del curso o vayan a desarrollarlas en un\nfuturo próximo. También se dará prioridad a las personas trabajadoras menos\ncualificadas.\n\nArtículo 53. Permisos para la formación.\n\n1.Todas las personas trabajadoras afectadas por este convenio tendrán\nderecho a treinta horas anuales, que podrán ser acumulables en períodos de\nhasta cinco años, dentro de su jornada laboral para su formación en el propio\ncentro o a permisos para su formación externa en materias relacionadas con su\nactividad profesional; queda a criterio de la empresa la concesión de permisos\npara formación cuando lo solicite más de una persona trabajadora y coincidan\ntotal o parcialmente las fechas del curso que soliciten.\n\nCuando la empresa realice cursos de perfeccionamiento y la persona\ntrabajadora participe en los mismos, los gastos de matrícula, desplazamientos\ny residencia serán por cuenta de aquella.\n\n2.Permisos individuales de formación (PIF). Las personas trabajadoras con\nrelación laboral de carácter especial regulada por el Real Decreto 1368\u002F1985,\npodrán solicitar permisos individuales de formación de acuerdo con lo\nprevisto en la legislación vigente en cada momento. Los permisos individuales\na la formación no serán remunerados. En la actualidad las normas de\nreferencia son el Real Decreto 694\u002F2017, de 3 de julio, la Orden TAS\u002F2307\u002F2007,\nde 27 de julio. Las acciones formativas, aprobadas por la Comisión Paritaria\nSectorial Estatal de formación del convenio colectivo general de centros y\nservicios de atención a personas con discapacidad, para las cuales pueden\nsolicitarse permisos individuales de formación deberán, de acuerdo con lo\nprevisto en la citada normativa cumplir con los siguientes puntos:\n\na)No estar incluidas en las acciones financiadas en el catálogo general de\nacciones formativas de la empresa o agrupado.\n\nb)Estar dirigidas al desarrollo o adaptación de las cualidades\ntécnico-profesionales de la persona trabajadora y\u002Fo a su formación\npersonal.\n\nc)Estar reconocidas por una titulación oficial.\n\nd)Quedan excluidas del permiso de formación las acciones formativas que no\nse correspondan con la formación presencial. No obstante, se admitirá la\nparte presencial de las acciones formativas realizadas mediante la modalidad a\ndistancia.\n\ne)A la adaptación de la jornada ordinaria de trabajo para la asistencia a\ncursos de formación profesional o a la concesión del permiso individual de\nformación o perfeccionamiento profesional con reserva del puesto de\ntrabajo.\n\nLa duración del permiso no sobrepasará las 200 horas al año.\n\n3.La persona trabajadora tendrá derecho a disponer del tiempo necesario\npara concurrir a las convocatorias oficiales de evaluación y acreditación de\nla experiencia laboral para la obtención del certificado de profesionalidad\ncorrespondiente. Este tiempo podrá ser computado dentro del tiempo dedicado a\nformación.\n\n4.También podrá disfrutar de permiso para concurrir a exámenes oficiales\npara la obtención de un título, no computando como jornada efectiva de\ntrabajo.",{"bindId":60,"name":61,"text":62},"trainingprogrammes","La formación profesional en la empresa s","La formación profesional en la empresa se orientará hacia los siguientes\nobjetivos:\n\na)Actualización y puesta al día de las competencias y los conocimientos\nprofesionales exigibles en el puesto de trabajo. Especialización en sus\ndiversos grados, en algún sector o materia del propio trabajo.\n\nb)Facilitar y promover la adquisición por las personas trabajadoras de\ntítulos académicos y profesionales, relacionados con el ámbito de actuación\ndel presente convenio, así como ampliación de los conocimientos de las\npersonas trabajadoras que les permitan prosperar y aspirar a promociones\nprofesionales y adquisición de los conocimientos de otros puestos de trabajo,\ntodo ello relacionado con el ámbito de actuación del presente convenio.\n\nc)Programar ofertas de acciones de formación profesional para el empleo\nreferido al catálogo nacional de cualificaciones, que permitan el\nreconocimiento de aprendizajes con la acreditación de la experiencia\nprofesional y la formación profesional del sistema educativo, vinculada con el\ndesarrollo del sistema nacional de cualificaciones.\n\nd)Conocer las condiciones laborales de su puesto de trabajo en evitación de\nriesgos laborales.\n\ne)Cualquier otro objetivo que beneficie profesionalmente tanto a la propia\npersona trabajadora como a la dinámica de la empresa.\n\nf)Adaptación al puesto de trabajo y a las modificaciones del mismo, en el\ncaso de personas trabajadoras con relación laboral de carácter especial\nregulada por el Real Decreto 1368\u002F1985.",{"bindId":64,"name":65,"text":66},"trainingprogrammes_newtech","a)Actualización y puesta al día de las c","a)Actualización y puesta al día de las competencias y los conocimientos\nprofesionales exigibles en el puesto de trabajo. Especialización en sus\ndiversos grados, en algún sector o materia del propio trabajo.",{"bindId":68,"name":69,"text":70},"SOCSEC_trigger","Artículo 43. Póliza de responsabilidad c","Artículo 43. Póliza de responsabilidad civil.\n\n1.La empresa deberá tener suscrita una póliza de responsabilidad civil con\nuna suma asegurada no inferior a 150.000 euros por siniestro que garantice la\nresponsabilidad civil por acciones u omisiones culposas o negligentes\nrealizadas por todo el personal afectado por este convenio, incluyéndose en la\nmisma la defensa jurídica correspondiente.\n\n2.La empresa, en un plazo no superior a tres meses, a partir de la\npublicación en el «Boletín Oficial del Estado» del convenio, suscribirá\ndicha póliza y notificará públicamente, en el mes de enero de cada año, a\nla representación de las personas trabajadoras la suscripción o renovación\nde la misma.\n\nArtículo 44. Jubilación anticipada.\n\nLas personas trabajadoras que se jubilen antes de la edad legal de\njubilación y tengan una antigüedad mínima en la empresa de seis años de\nservicios, percibirán la gratificación equivalente a cuatro mensualidades de\nsu retribución real.",{"bindId":72,"name":73,"text":74},"disabilityfund","Artículo 42. Incapacidad temporal. Todas","Artículo 42. Incapacidad temporal.\n\nTodas las personas trabajadoras de la empresa que se encuentren en\nsituación de incapacidad temporal por enfermedad común y accidente no laboral\npercibirán un complemento a las prestaciones de la Seguridad Social\nequivalente a la cuantía económica que reste entre las prestaciones de la\nSeguridad Social y el 100% de su salario bruto mensual habitual compuesto por\nlos conceptos fijos regulares, siempre que se trate de la primera incapacidad\ntemporal del año natural y durante los 120 días iniciales de dicha\nincapacidad temporal.\n\nAsimismo, si dicho período de cuatro meses no se hubiera agotado en el\nprimer proceso de incapacidad temporal, la persona trabajadora podrá disfrutar\ndel complemento indicado en el párrafo anterior hasta un total de tres\nprocesos de incapacidad temporal adicionales al primero, siempre que el\ncómputo total de días sumados de dichos cuatro procesos de incapacidad\ntemporal no supere un total de 120 días en un año natural.\n\nEn los casos de enfermedad profesional y accidente laboral todas las\npersonas trabajadoras de la empresa percibirán un complemento al subsidio de\nIT hasta el 100% de su salario bruto mensual habitual compuesto por los\nconceptos salariales fijos regulares mientras dure esta situación.",{"bindId":76,"name":77,"text":78},"contracttrial","Artículo 11. Período de prueba. 1.Se est","Artículo 11. Período de prueba.\n\n1.Se establecen los siguientes períodos de prueba que podrán pactarse, en\nsu caso, por escrito en el contrato entre empresa y la persona trabajadora:\n\nA)Personal con relación laboral especial de personas trabajadoras con\ndiscapacidad en Centro Especial de Empleo, conforme al RD 1368\u002F1985:\n\na)Grupo profesional personal directivo: Tres meses.\n\nb)Grupos profesionales de personal mando intermedio, personal titulado: Dos\nmeses.\n\nc)Grupos profesionales del personal de soporte a la actividad profesional,\npersonal de producción, administración y servicios generales: Un mes.\n\nB)Personal con relación laboral ordinaria, que se rige por el Estatuto de\nlos Trabajadores:\n\na)Personal titulado: Seis meses.\n\nb)Restante personal, excepto el no cualificado: Dos meses.\n\nc)Personal no cualificado: Un mes.\n\n2.Las situaciones de incapacidad temporal, nacimiento, adopción, guarda con\nfines de adopción, acogimiento, riesgo durante el embarazo, riesgo durante la\nlactancia, violencia de género no serán computables en el período de\nprueba.\n\n3.Durante el período de prueba, tanto la empresa como la persona\ntrabajadora podrán desistir del contrato, sin ninguna necesidad de preaviso y\nsin que ninguna de las partes tenga derecho a indemnización. La resolución a\ninstancia empresarial será nula en el caso de las trabajadoras por razón de\nembarazo, desde la fecha de inicio del embarazo hasta el comienzo del período\nde suspensión a que se refiere el artículo 48.4 del ET, o maternidad, salvo\nque concurran motivos no relacionados con el embarazo o maternidad.\n\n4.En todo caso, la persona trabajadora percibirá durante el período de\nprueba la remuneración correspondiente a la labor realizada.\n\n5.Transcurrido el período de prueba sin desistimiento, quedará formalizada\nla admisión con arreglo a la naturaleza de la contratación, siéndole contado\na la persona trabajadora el tiempo invertido en el período de prueba a todos\nlos efectos.\n\n6.Es potestativo para la empresa el renunciar al período de prueba, así\ncomo también reducir su duración.",{"bindId":80,"name":81,"text":82},"contracttrialperiod","b)Restante personal, excepto el no cuali","b)Restante personal, excepto el no cualificado: Dos meses.",{"bindId":84,"name":85,"text":86},"maxsicknesspay"," y accidente laboral todas las personas "," y accidente laboral todas las\npersonas trabajadoras de la empresa percibirán un complemento al subsidio de\nIT hasta el 100% de su salario bruto mensual habitual compuesto por los\nconceptos salariales fijos regulares mientras dure esta situación.",{"bindId":88,"name":85,"text":86},"maxsicknesspayperc",{"bindId":90,"name":85,"text":86},"maxsicknesspaytype",{"bindId":92,"name":93,"text":94},"sicknessmaxdaysnr","Todas las personas trabajadoras de la em","Todas las personas trabajadoras de la empresa que se encuentren en\nsituación de incapacidad temporal por enfermedad común y accidente no laboral\npercibirán un complemento a las prestaciones de la Seguridad Social\nequivalente a la cuantía económica que reste entre las prestaciones de la\nSeguridad Social y el 100% de su salario bruto mensual habitual compuesto por\nlos conceptos fijos regulares, siempre que se trate de la primera incapacidad\ntemporal del año natural y durante los 120 días iniciales de dicha\nincapacidad temporal.\n\nAsimismo, si dicho período de cuatro meses no se hubiera agotado en el\nprimer proceso de incapacidad temporal, la persona trabajadora podrá disfrutar\ndel complemento indicado en el párrafo anterior hasta un total de tres\nprocesos de incapacidad temporal adicionales al primero, siempre que el\ncómputo total de días sumados de dichos cuatro procesos de incapacidad\ntemporal no supere un total de 120 días en un año natural.",{"bindId":96,"name":97,"text":98},"disabilitypay","En los casos de enfermedad profesional y","En los casos de enfermedad profesional y accidente laboral todas las\npersonas trabajadoras de la empresa percibirán un complemento al subsidio de\nIT hasta el 100% de su salario bruto mensual habitual compuesto por los\nconceptos salariales fijos regulares mientras dure esta situación.",{"bindId":100,"name":101,"text":102},"healthandsafetypolicy","CAPÍTULO XIII Salud laboral Artículo 45.","CAPÍTULO XIII Salud laboral\n\nArtículo 45. Seguridad y salud laboral.\n\nLa empresa y el personal de la misma, cumplirán las disposiciones sobre\nseguridad y salud laboral contenidas en la Ley 31\u002F1995, de 8 de noviembre, de\nPrevención de Riesgos Laborales y la normativa que la desarrolla. Para ello,\ndeberán nombrarse los delegados\u002Fas de prevención y los comités de seguridad\ny salud en los ámbitos en que la ley establece.\n\nArtículo 46. Cambio de puesto de trabajo para embarazadas.\n\n1.La evaluación de los riesgos a que se refiere el artículo 16 de la Ley\nde Prevención de Riesgos Laborales deberá comprender la determinación de la\nnaturaleza, el grado y la duración de la exposición de las trabajadoras en\nsituación de embarazo o parto reciente a agentes, procedimientos o condiciones\nde trabajo que puedan influir negativamente en la salud de las trabajadoras o\ndel feto, en cualquier actividad susceptible de presentar un riesgo\nespecífico.\n\n2.Si los resultados de la evaluación revelasen un riesgo para la seguridad\ny la salud o una posible repercusión sobre el embarazo o la lactancia de las\ncitadas trabajadoras, la empresa adoptará las medidas necesarias para evitar\nla exposición a dicho riesgo, a través de una adaptación de las condiciones\no del tiempo de trabajo de la persona trabajadora afectada. Dichas medidas\nincluirán, cuando resulte necesario, la no realización de trabajo nocturno o\nde trabajo a turnos.\n\n3.Cuando la adaptación de las condiciones o del tiempo de trabajo no\nresultase posible o, a pesar de tal adaptación, las condiciones de un puesto\nde trabajo pudieran influir negativamente en la salud de la persona trabajadora\nembarazada o del feto, y así lo certifiquen los servicios médicos del INSS o\nde la mutua, con el informe del médico del servicio nacional de la salud que\nasista facultativamente a la persona trabajadora, ésta deberá desempeñar un\npuesto de trabajo o función diferente y compatible con su estado. La empresa\ndeberá determinar, previa consulta con la representación de las personas\ntrabajadoras, la relación de los puestos de trabajo exentos de riesgos a estos\nefectos. \n\n4.En el supuesto de no ser posible el cambio de puesto de trabajo dentro del\nmismo grupo profesional, la empresa, asegurará los beneficios y derechos\neconómicos o de otro tipo inherentes a su puesto anterior y la incorporación\nal puesto de trabajo habitual cuando la persona trabajadora se reincorpore.",{"bindId":104,"name":105,"text":106},"healthandsafetytraining","Artículo 48. Formación en salud laboral.","Artículo 48. Formación en salud laboral.\n\nDentro de los planes formativos que las empresas, centros o entidades deben\nacometer anualmente, y de conformidad con el artículo 19 de la Ley de\nPrevención de Riesgos Laborales, se impartirá a cada una de las personas\ntrabajadoras una formación teórica y práctica suficiente y adecuada, que se\nimputarán con cargo a las treinta horas de formación establecidas en el\nartículo 54 del presente convenio. Esta formación, tal y como establece el\nartículo 19.2 de la Ley de Prevención de Riesgos Laborales, deberá\nimpartirse siempre que sea posible dentro de la jornada de trabajo, o en su\ndefecto, en otras horas, pero con el descuento en aquella del tiempo invertido\nen la misma.",{"bindId":108,"name":109,"text":110},"WORKFAM_trigger","Artículo 39. Nacimiento. La empresa se a","Artículo 39. Nacimiento.\n\nLa empresa se atendrá a lo regulado de conformidad con lo dispuesto en el\nartículo 48.4 del Estatuto de los Trabajadores y según la legislación social\nvigente.\n\n1.La empresa se atendrá a lo regulado en la Ley 39\u002F1999 de conciliación de\nla vida familiar y laboral de las personas trabajadoras y en la Ley 3\u002F2007 para\nla igualdad efectiva entre mujeres y hombres.\n\n2.El nacimiento, que comprende el parto y el cuidado de menor de doce meses,\nsuspenderá el contrato de trabajo de la madre biológica durante dieciséis\nsemanas, de las cuales serán obligatorias las seis semanas ininterrumpidas\ninmediatamente posteriores al parto, que habrán de disfrutarse a jornada\ncompleta, para asegurar la protección de la salud de la madre.\n\nEl nacimiento suspenderá el contrato de trabajo del progenitor distinto de\nla madre biológica durante dieciséis semanas, de las cuales serán\nobligatorias las seis semanas ininterrumpidas inmediatamente posteriores al\nparto, que habrán de disfrutarse a jornada completa, para el cumplimiento de\nlos deberes de cuidado previstos en el artículo 68 del Código Civil.\n\nLa suspensión del contrato de cada uno de los progenitores por el cuidado\nde menor, una vez transcurridas las primeras seis semanas inmediatamente\nposteriores al parto, podrá distribuirse a voluntad de aquellos, en períodos\nsemanales a disfrutar de forma acumulada o interrumpida y ejercitarse desde la\nfinalización de la suspensión obligatoria posterior al parto hasta que el\nhijo o la hija cumpla doce meses. No obstante, la madre biológica podrá\nanticipar su ejercicio hasta cuatro semanas antes de la fecha previsible del\nparto.\n\nEn los casos de parto prematuro y en aquéllos en que, por cualquier otra\ncausa, el neonato deba permanecer hospitalizado a continuación del parto, se\nestará a lo previsto en la legislación vigente.\n\n3.En caso de fallecimiento de la madre, con independencia de que ésta\nrealizara o no algún trabajo, el otro progenitor podrá hacer uso de la\ntotalidad o, en su caso, de la parte que reste del período de suspensión del\ncontrato de trabajo por maternidad, computado desde la fecha del parto, y sin\nque se descuente del mismo la parte que la madre hubiera podido disfrutar con\nanterioridad al parto. En el supuesto de fallecimiento del hijo\u002Fa, el período\nde suspensión no se verá reducido, salvo que, una vez finalizadas las seis\nsemanas de descanso obligatorio, la madre solicitará reincorporarse a su\npuesto de trabajo.\n\n4.En el caso de que un progenitor no tuviese derecho a suspender su\nactividad profesional con derecho a prestaciones de acuerdo con las normas que\nregulen dicha actividad, el otro progenitor tendrá derecho a suspender su\ncontrato de trabajo por la totalidad de dieciséis semanas.\n\n5.Las trabajadoras en situación de licencia a causa de embarazo percibirán\nel 100% de su retribución en los términos que establezca la legislación\nvigente.\n\n6.Siempre que no se hubieran podido disfrutar con anterioridad a causa del\ndescanso maternal, podrán tomarse las vacaciones al finalizar el período de\nsuspensión, aunque haya terminado el año natural a que correspondan.\n\n7.La persona trabajadora deberá comunicar a la empresa, con una antelación\nmínima de quince días, el ejercicio de este derecho en los términos\nestablecidos, en su caso, en los convenios colectivos. Cuando los dos\nprogenitores que ejerzan este derecho trabajen para la misma empresa, la\ndirección empresarial podrá limitar su ejercicio simultáneo por razones\nfundadas y objetivas, debidamente motivadas por escrito.\n\nArtículo 40. Adopción, guarda con fines de adopción y acogimiento.\n\n1.La empresa se atendrá a lo regulado de conformidad con lo dispuesto en el\nartículo 48.5 del Estatuto de los Trabajadores y según la legislación social\nvigente, el código civil o las leyes civiles de las comunidades autónomas que\nlo regulen.\n\n2.En los supuestos de adopción, de guarda con fines de adopción y de\nacogimiento, la suspensión tendrá una duración de dieciséis semanas para\ncada adoptante, guardador o acogedor. Seis semanas deberán disfrutarse a\njornada completa de forma obligatoria e ininterrumpida inmediatamente después\nde la resolución judicial por la que se constituye la adopción o bien de la\ndecisión administrativa de guarda con fines de adopción o de acogimiento.\n\nLas diez semanas restantes se podrán disfrutar en períodos semanales, de\nforma acumulada o interrumpida, dentro de los doce meses siguientes a la\nresolución judicial por la que se constituya la adopción o bien a la\ndecisión administrativa de guarda con fines de adopción o de acogimiento. En\nningún caso un mismo menor dará derecho a varios períodos de suspensión en\nla misma persona trabajadora. El disfrute de cada período semanal o, en su\ncaso, de la acumulación de dichos períodos, deberá comunicarse a la empresa\ncon una antelación mínima de quince días. La suspensión de estas diez\nsemanas se podrá ejercitar en régimen de jornada completa o a tiempo parcial,\nprevio acuerdo entre la empresa y la persona trabajadora afectada, en los\ntérminos que reglamentariamente se determinen.\n\nEn los supuestos de adopción internacional, cuando sea necesario el\ndesplazamiento previo de los progenitores al país de origen del adoptado, el\nperíodo de suspensión previsto para cada caso en este apartado, podrá\niniciarse hasta cuatro semanas antes de la resolución por la que se constituye\nla adopción.\n\nEste derecho es individual de la persona trabajadora sin que pueda\ntransferirse su ejercicio al otro adoptante, guardador con fines de adopción o\nacogedor.\n\nLa persona trabajadora deberá comunicar a la empresa, con una antelación\nmínima de quince días, el ejercicio de este derecho en los términos\nestablecidos, en su caso, en los convenios colectivos. Cuando los dos\nadoptantes, guardadores o acogedores que ejerzan este derecho trabajen para la\nmisma empresa, ésta podrá limitar el disfrute simultáneo de las diez semanas\nvoluntarias por razones fundadas y objetivas, debidamente motivadas por\nescrito.\n\n3.En el supuesto de discapacidad del hijo o hija en el nacimiento,\nadopción, en situación de guarda con fines de adopción o de acogimiento, la\nsuspensión del contrato a que se refieren los apartados 4 y 5 tendrá una\nduración adicional de dos semanas, una para cada una de las personas\nprogenitoras. Igual ampliación procederá en el supuesto de nacimiento,\nadopción, guarda con fines de adopción o acogimiento múltiple por cada hijo\no hija distinta del primero. En caso de haber una única persona progenitora,\nesta podrá disfrutar de las ampliaciones completas previstas en este apartado\npara el caso de familias con dos personas progenitoras.\n\n\n\nArtículo 41. Cuidado del lactante.\n\nLa empresa se atendrá a lo regulado según la legislación social\nvigente.\n\n1.En los supuestos de nacimiento, adopción, guarda con fines de adopción o\nacogimiento, de acuerdo con el artículo 45.1.d) del Estatuto de los\nTrabajadores, las personas trabajadoras tendrán derecho a una hora de ausencia\ndel trabajo, que podrán dividir en dos fracciones, para el cuidado del\nlactante hasta que este cumpla nueve meses. La duración del permiso se\nincrementará proporcionalmente en los casos de nacimiento, adopción, guarda\ncon fines de adopción o acogimiento múltiples.\n\n2.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 en los términos previstos en el acuerdo a que llegue con la\nempresa respetando, en su caso, lo establecido en aquella.\n\n3.La reducción de jornada contemplada en este artículo constituye un\nderecho individual de las personas trabajadoras sin que pueda transferirse a la\notra persona progenitora, adoptante, guardadora o acogedora. No obstante, si\ndos personas trabajadoras que trabajan en la misma empresa ejercen este derecho\npor el mismo sujeto causante, la dirección podrá limitar su ejercicio\nsimultáneo por razones justificadas de funcionamiento de la empresa,\ndebidamente motivadas por escrito, debiendo en tal caso la empresa ofrecer un\nplan alternativo que asegure el disfrute de ambas personas trabajadoras y que\nposibilite el ejercicio de los derechos de conciliación.\n\n4.Cuando ambas personas progenitoras, adoptantes, guardadoras o acogedoras\nejerzan este derecho con la misma duración y régimen, el período de disfrute\npodrá extenderse hasta que el lactante cumpla doce meses, con reducción\nproporcional del salario a partir del cumplimiento de los nueve meses.\n\n5.Las personas trabajadoras tendrán derecho a ausentarse del trabajo\ndurante una hora en el caso de nacimiento prematuro de hijo o hija, o que, por\ncualquier causa, deban permanecer hospitalizados a continuación del parto.\nAsimismo, tendrán derecho a reducir su jornada de trabajo hasta un máximo de\ndos horas, con la disminución proporcional del salario. Para el disfrute de\neste permiso se estará a lo previsto en el apartado 7 del artículo 37 del\nET.",{"bindId":112,"name":113,"text":114},"paidmaternityleave","2.El nacimiento, que comprende el parto ","2.El nacimiento, que comprende el parto y el cuidado de menor de doce meses,\nsuspenderá el contrato de trabajo de la madre biológica durante dieciséis\nsemanas, de las cuales serán obligatorias las seis semanas ininterrumpidas\ninmediatamente posteriores al parto, que habrán de disfrutarse a jornada\ncompleta, para asegurar la protección de la salud de la madre.",{"bindId":116,"name":117,"text":118},"paidmaternityleaveduration","El nacimiento suspenderá el contrato de ","El nacimiento suspenderá el contrato de trabajo del progenitor distinto de\nla madre biológica durante dieciséis semanas, de las cuales serán\nobligatorias las seis semanas ininterrumpidas inmediatamente posteriores al\nparto, que habrán de disfrutarse a jornada completa, para el cumplimiento de\nlos deberes de cuidado previstos en el artículo 68 del Código Civil.",{"bindId":120,"name":113,"text":121},"paidmaternityleaveall","2.El nacimiento, que comprende el parto y el cuidado de menor de doce meses,\nsuspenderá el contrato de trabajo de la madre biológica durante dieciséis\nsemanas, de las cuales serán obligatorias las seis semanas ininterrumpidas\ninmediatamente posteriores al parto, que habrán de disfrutarse a jornada\ncompleta, para asegurar la protección de la salud de la madre.\n\nEl nacimiento suspenderá el contrato de trabajo del progenitor distinto de\nla madre biológica durante dieciséis semanas, de las cuales serán\nobligatorias las seis semanas ininterrumpidas inmediatamente posteriores al\nparto, que habrán de disfrutarse a jornada completa, para el cumplimiento de\nlos deberes de cuidado previstos en el artículo 68 del Código Civil.",{"bindId":123,"name":124,"text":125},"paidmaternityleavepay","5.Las trabajadoras en situación de licen","5.Las trabajadoras en situación de licencia a causa de embarazo percibirán\nel 100% de su retribución en los términos que establezca la legislación\nvigente.",{"bindId":127,"name":124,"text":125},"paidmaternityleavepayperc",{"bindId":129,"name":130,"text":131},"jobsecuritymothers","4.El período en que la persona trabajado","4.El período en que la persona trabajadora permanezca en situación de\nexcedencia será computable a efectos de antigüedad y la persona trabajadora\ntendrá derecho a la asistencia a cursos de formación profesional, a cuya\nparticipación deberá ser convocado por la empresa, especialmente con ocasión\nde su reincorporación.\n\nDurante el primer año tendrá derecho a la reserva de su puesto de trabajo.\nTranscurrido dicho plazo, la reserva quedará referida a un puesto de trabajo\ndel mismo grupo profesional y puesto de trabajo equivalente.",{"bindId":133,"name":134,"text":135},"pregnancy","Artículo 46. Cambio de puesto de trabajo","Artículo 46. Cambio de puesto de trabajo para embarazadas.\n\n1.La evaluación de los riesgos a que se refiere el artículo 16 de la Ley\nde Prevención de Riesgos Laborales deberá comprender la determinación de la\nnaturaleza, el grado y la duración de la exposición de las trabajadoras en\nsituación de embarazo o parto reciente a agentes, procedimientos o condiciones\nde trabajo que puedan influir negativamente en la salud de las trabajadoras o\ndel feto, en cualquier actividad susceptible de presentar un riesgo\nespecífico.\n\n2.Si los resultados de la evaluación revelasen un riesgo para la seguridad\ny la salud o una posible repercusión sobre el embarazo o la lactancia de las\ncitadas trabajadoras, la empresa adoptará las medidas necesarias para evitar\nla exposición a dicho riesgo, a través de una adaptación de las condiciones\no del tiempo de trabajo de la persona trabajadora afectada. Dichas medidas\nincluirán, cuando resulte necesario, la no realización de trabajo nocturno o\nde trabajo a turnos.\n\n3.Cuando la adaptación de las condiciones o del tiempo de trabajo no\nresultase posible o, a pesar de tal adaptación, las condiciones de un puesto\nde trabajo pudieran influir negativamente en la salud de la persona trabajadora\nembarazada o del feto, y así lo certifiquen los servicios médicos del INSS o\nde la mutua, con el informe del médico del servicio nacional de la salud que\nasista facultativamente a la persona trabajadora, ésta deberá desempeñar un\npuesto de trabajo o función diferente y compatible con su estado. La empresa\ndeberá determinar, previa consulta con la representación de las personas\ntrabajadoras, la relación de los puestos de trabajo exentos de riesgos a estos\nefectos. \n\n4.En el supuesto de no ser posible el cambio de puesto de trabajo dentro del\nmismo grupo profesional, la empresa, asegurará los beneficios y derechos\neconómicos o de otro tipo inherentes a su puesto anterior y la incorporación\nal puesto de trabajo habitual cuando la persona trabajadora se reincorpore.",{"bindId":137,"name":134,"text":138},"breastfeeding_dangerouswork","Artículo 46. Cambio de puesto de trabajo para embarazadas.",{"bindId":140,"name":141,"text":142},"riskassessment","1.La evaluación de los riesgos a que se ","1.La evaluación de los riesgos a que se refiere el artículo 16 de la Ley\nde Prevención de Riesgos Laborales deberá comprender la determinación de la\nnaturaleza, el grado y la duración de la exposición de las trabajadoras en\nsituación de embarazo o parto reciente a agentes, procedimientos o condiciones\nde trabajo que puedan influir negativamente en la salud de las trabajadoras o\ndel feto, en cualquier actividad susceptible de presentar un riesgo\nespecífico.",{"bindId":144,"name":145,"text":146},"alternatives","2.Si los resultados de la evaluación rev","2.Si los resultados de la evaluación revelasen un riesgo para la seguridad\ny la salud o una posible repercusión sobre el embarazo o la lactancia de las\ncitadas trabajadoras, la empresa adoptará las medidas necesarias para evitar\nla exposición a dicho riesgo, a través de una adaptación de las condiciones\no del tiempo de trabajo de la persona trabajadora afectada. Dichas medidas\nincluirán, cuando resulte necesario, la no realización de trabajo nocturno o\nde trabajo a turnos.\n\n3.Cuando la adaptación de las condiciones o del tiempo de trabajo no\nresultase posible o, a pesar de tal adaptación, las condiciones de un puesto\nde trabajo pudieran influir negativamente en la salud de la persona trabajadora\nembarazada o del feto, y así lo certifiquen los servicios médicos del INSS o\nde la mutua, con el informe del médico del servicio nacional de la salud que\nasista facultativamente a la persona trabajadora, ésta deberá desempeñar un\npuesto de trabajo o función diferente y compatible con su estado. La empresa\ndeberá determinar, previa consulta con la representación de las personas\ntrabajadoras, la relación de los puestos de trabajo exentos de riesgos a estos\nefectos. \n\n4.En el supuesto de no ser posible el cambio de puesto de trabajo dentro del\nmismo grupo profesional, la empresa, asegurará los beneficios y derechos\neconómicos o de otro tipo inherentes a su puesto anterior y la incorporación\nal puesto de trabajo habitual cuando la persona trabajadora se reincorpore.",{"bindId":148,"name":149,"text":150},"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":152,"name":153,"text":154},"paidpaternityleave","b)Tres días laborables en caso de nacimi","b)Tres días laborables en caso de nacimiento de hijo\u002Fa.",{"bindId":156,"name":153,"text":154},"paidpaternityleaveduration",{"bindId":158,"name":159,"text":160},"paidpaternityleavepay","Con carácter general y para todas las pe","Con carácter general y para todas las personas trabajadoras reguladas por\neste convenio colectivo general, previo aviso y justificación, podrán\nausentarse del trabajo con derecho a remuneración, por alguno de los motivos y\npor el tiempo siguiente:",{"bindId":162,"name":159,"text":160},"paidpaternityleavepayperc",{"bindId":164,"name":165,"text":166},"childcare","c)Cinco días laborables en caso de accid","c)Cinco días laborables en caso de accidente o enfermedad grave,\nhospitalización o intervención quirúrgica sin hospitalización que precise\nreposo domiciliario del cónyuge, pareja de hecho o parientes hasta segundo\ngrado por consanguinidad o afinidad, incluido el familiar consanguíneo de la\npareja de hecho, así como de cualquier otra persona distinta de las\nanteriores, que conviva con la persona trabajadora en el mismo domicilio y que\nrequiera el cuidado efectivo de aquella.",{"bindId":168,"name":165,"text":166},"childcareleave",{"bindId":170,"name":171,"text":172},"deathrelativesleave","g)Siete días por fallecimiento de hijo\u002Fa","g)Siete días por fallecimiento de hijo\u002Fa o cónyuge; tres días por\nfallecimiento de padres o hermanos y dos días por fallecimiento de parientes\nhasta el segundo grado.",{"bindId":174,"name":175,"text":176},"marriageleave","a)Quince días naturales continuados, en ","a)Quince días naturales continuados, en caso de matrimonio o unión de\nhecho acreditado mediante certificación del registro público competente.",{"bindId":178,"name":179,"text":180},"nursingmothers","1.En los supuestos de nacimiento, adopci","1.En los supuestos de nacimiento, adopción, guarda con fines de adopción o\nacogimiento, de acuerdo con el artículo 45.1.d) del Estatuto de los\nTrabajadores, las personas trabajadoras tendrán derecho a una hora de ausencia\ndel trabajo, que podrán dividir en dos fracciones, para el cuidado del\nlactante hasta que este cumpla nueve meses. La duración del permiso se\nincrementará proporcionalmente en los casos de nacimiento, adopción, guarda\ncon fines de adopción o acogimiento múltiples.",{"bindId":182,"name":179,"text":180},"maternity_nursing_breaks_duration",{"bindId":184,"name":179,"text":180},"maternity_nursing_breaks_length",{"bindId":186,"name":187,"text":188},"breastfeeding_workingtime","3.La reducción de jornada contemplada en","3.La reducción de jornada contemplada en este artículo constituye un\nderecho individual de las personas trabajadoras sin que pueda transferirse a la\notra persona progenitora, adoptante, guardadora o acogedora. No obstante, si\ndos personas trabajadoras que trabajan en la misma empresa ejercen este derecho\npor el mismo sujeto causante, la dirección podrá limitar su ejercicio\nsimultáneo por razones justificadas de funcionamiento de la empresa,\ndebidamente motivadas por escrito, debiendo en tal caso la empresa ofrecer un\nplan alternativo que asegure el disfrute de ambas personas trabajadoras y que\nposibilite el ejercicio de los derechos de conciliación.\n\n4.Cuando ambas personas progenitoras, adoptantes, guardadoras o acogedoras\nejerzan este derecho con la misma duración y régimen, el período de disfrute\npodrá extenderse hasta que el lactante cumpla doce meses, con reducción\nproporcional del salario a partir del cumplimiento de los nueve meses.\n\n5.Las personas trabajadoras tendrán derecho a ausentarse del trabajo\ndurante una hora en el caso de nacimiento prematuro de hijo o hija, o que, por\ncualquier causa, deban permanecer hospitalizados a continuación del parto.\nAsimismo, tendrán derecho a reducir su jornada de trabajo hasta un máximo de\ndos horas, con la disminución proporcional del salario. Para el disfrute de\neste permiso se estará a lo previsto en el apartado 7 del artículo 37 del\nET.",{"bindId":190,"name":191,"text":192},"educationtuition","Artículo 54. Ayuda a guardería. La empre","Artículo 54. Ayuda a guardería.\n\nLa empresa otorgará una ayuda económica para guardería por importe de\n54,85 euros al mes para aquellas personas trabajadoras que tengan hijos\u002Fas\nescolarizados\u002Fas con una edad inferior a los cuatro años. A tal fin, la\npersona trabajadora deberá presentar una solicitud en el modelo formalizado, y\njustificar el gasto con las correspondientes facturas del centro educativo.",{"bindId":194,"name":195,"text":196},"GENEQ_trigger","Disposición adicional primera. Planes de","Disposición adicional primera. Planes de igualdad.\n\nDe conformidad con lo establecido en el artículo 85.2 del Estatuto de los\nTrabajadores, las partes firmantes se obligan a negociar medidas dirigidas a\npromover la igualdad de trato y de oportunidades entre mujeres y hombres en el\námbito laboral, las cuales se reflejen en el contenido del presente convenio,\na través de la negociación de un Plan de Igualdad.\n\nA tal fin, las partes adquieren los siguientes compromisos que conformarán\ne incorporarán a sus líneas de actuación en el Plan de Igualdad:\n\n1.Promover el principio de igualdad y no discriminación y avanzar en la\nigualdad de trato y oportunidades entre y para las personas trabajadoras de la\nempresa y todo el entorno de Ilunion Accesibilidad.\n\n2.Continuar avanzando en la conciliación de la vida personal, familiar y\nlaboral, garantizando la igualdad de oportunidades en el desarrollo\nprofesional.\n\n3.Profundizar en los procesos de selección, formación y promoción con el\nfin de analizar, y en su caso, resolver cualquier práctica contraria al\nprincipio de igualdad de oportunidades.\n\n4.Avanzar en la igualdad retributiva para el desempeño de trabajos de igual\nvalor.\n\n5.Divulgar buenas prácticas en materia de igualdad de oportunidades a todo\nel entorno de Ilunion Accesibilidad.",{"bindId":198,"name":199,"text":200},"eqpay","4.Avanzar en la igualdad retributiva par","4.Avanzar en la igualdad retributiva para el desempeño de trabajos de igual\nvalor.",{"bindId":202,"name":203,"text":204},"eqpromotion","3.Profundizar en los procesos de selecci","3.Profundizar en los procesos de selección, formación y promoción con el\nfin de analizar, y en su caso, resolver cualquier práctica contraria al\nprincipio de ",{"bindId":206,"name":203,"text":204},"eqtraining",{"bindId":208,"name":209,"text":210},"sexualhar","l)Mantener conducta en el ámbito laboral","l)Mantener conducta en el ámbito laboral que atente gravemente al respeto a\nla intimidad y dignidad de la persona trabajadora, mediante la ofensa verbal o\nfísica, de carácter sexual, prevaliéndose de una posición jerárquica.",{"bindId":212,"name":213,"text":214},"WORKHOURS_trigger","CAPITULO X Jornada laboral, horario, vac","CAPITULO X\n\nJornada laboral, horario, vacaciones y permisos",{"bindId":216,"name":217,"text":218},"hourspweek","Las personas trabajadoras de la empresa ","Las personas trabajadoras de la empresa tendrán una jornada laboral máxima\nanual de 1758 horas de tiempo de trabajo efectivo. La jornada de trabajo\nsemanal de carácter regular tendrá una duración máxima de 39 horas a la\nsemana de tiempo efectivo de trabajo.",{"bindId":220,"name":217,"text":218},"hourspyear",{"bindId":222,"name":223,"text":224},"holidaysdays","Artículo 31. Vacaciones. Período de disf","Artículo 31. Vacaciones. Período de disfrute de vacaciones.\n\n1.Todo el personal tendrá derecho a disfrutar de 22 días laborables y 3\ndías laborables adicionales de vacaciones anuales retribuidas, y deberán\ndisfrutarse dentro del año natural, y en todo caso, como fecha límite el 31\nde enero del año siguiente. Este límite no será de aplicación en los casos\nen que el período vacacional coincida en el tiempo con una incapacidad\ntemporal derivada del embarazo, el parto o la lactancia natural, y en los\nsupuestos de suspensión del contrato de trabajo previstos en los artículos\n48.4, 48.5 y 48.7 del Estatuto de los Trabajadores, por nacimiento de hijo\u002Fa,\nadopción, guarda con fines de adopción y por acogimiento, se tendrá derecho\na disfrutar las ",{"bindId":226,"name":227,"text":228},"holidaysweeks","1.Todo el personal tendrá derecho a disf","1.Todo el personal tendrá derecho a disfrutar de 22 días laborables y 3\ndías laborables adicionales de vacaciones anuales retribuidas, y deberán\ndisfrutarse dentro del año natural, y en todo caso, como fecha límite el 31\nde enero del año siguiente. Este límite no será de aplicación en los casos\nen que el período vacacional coincida en el tiempo con una incapacidad\ntemporal derivada del embarazo, el parto o la lactancia natural, y en los\nsupuestos de suspensión del contrato de trabajo previstos en los artículos\n48.4, 48.5 y 48.7 del Estatuto de los Trabajadores, por nacimiento de hijo\u002Fa,\nadopción, guarda con fines de adopción y por acogimiento, se tendrá derecho\na disfrutar las ",{"bindId":230,"name":231,"text":232},"SCHEDULE_trigger","d)La distribución de los días laborables","d)La distribución de los días laborables, festivos y descansos semanales o\nentre jornadas, y otros días inhábiles de la plantilla.",{"bindId":234,"name":235,"text":236},"TRADEUNLEAV_trigger","Artículo 49. Acumulación de horas sindic","Artículo 49. Acumulación de horas sindicales.\n\nPara facilitar la actividad sindical en la empresa, las centrales sindicales\ncon derecho a formar parte de la mesa negociadora del convenio podrán acumular\nlas horas de los distintos miembros de los comités de empresa y, en su caso,\nde los\u002Fas delegados\u002Fas de personal pertenecientes a sus organizaciones, en una\nbolsa de horas de cada sindicato, que podrán acumular en aquellos\u002Fas\ndelegados\u002Fas o miembros del comité de empresa que las centrales sindicales\ndesignen.\n\nPara hacer efectivo lo establecido en este artículo, los sindicatos\ncomunicarán a la empresa el deseo de acumular las horas de sus delegados y\ndelegadas.\n\nEn dicha comunicación, se propondrá la persona o personas que podrán\nacumular dichas horas o parte de ellas, avisando con al menos dos meses de\nantelación de las posibles variaciones que hubiera en la asignación de dicha\nacumulación, para permitir una adecuada organización del trabajo.\n\nA las personas que acumulen horas, según lo dispuesto en el apartado\nanterior, por el presente convenio se les garantiza que, mientras desempeñen\ndicha acumulación, disfrutarán de todas las condiciones sociales y\neconómicas que, por su categoría laboral en la empresa, les correspondan y no\nsufrirán perjuicios en su remuneración.",{"bindId":238,"name":239,"text":240},"WAGES_trigger","CAPITULO IX Retribuciones Artículo 18. S","CAPITULO IX\n\nRetribuciones\n\nArtículo 18. Salario base.\n\n1.El salario base retribuye el trabajo de los respectivos puestos de\ntrabajo, realizado por la jornada ordinaria de trabajo.\n\n2.Los salarios base de los distintos puestos de trabajo son los que se\nrecogen en la tabla económica anexa a este convenio, salvo que por la empresa\ny la persona trabajadora se hubiese pactado otro superior.",{"bindId":242,"name":243,"text":244},"WAGES_determined","2.Los salarios base de los distintos pue","2.Los salarios base de los distintos puestos de trabajo son los que se\nrecogen en la tabla económica anexa a este convenio, salvo que por la empresa\ny la persona trabajadora se hubiese pactado otro superior.",{"bindId":246,"name":247,"text":247},"PAYSCALES_trigger","ANEXO I",{"bindId":249,"name":250,"text":251},"STRUCINCR_trigger","Artículo 21. Revisión salarial. Los sala","Artículo 21. Revisión salarial.\n\nLos salarios base de los distintos puestos de trabajo son los que se recogen\nen la tabla económica anexa a este convenio, salvo que por la empresa y la\npersona trabajadora se hubiese pactado otro superior.\n\nAño 2023: El salario base vigente a partir del 1 de enero de 2023 es el\nrecogido en las tablas salariales.\n\nAño 2024:\n\nEl salario base vigente a partir del 1 de enero de 2024 es el resultante de\nincrementar un 2% el salario base vigente durante el ejercicio 2023, siempre\nque el IPC español del 2023 sea inferior o igual al 2 %.\n\nEn el caso en que el IPC español del 2023 se sitúe entre el 2 % y el 2,5\n%, el salario base vigente a partir del 1 de enero de 2024 es el resultante de\nincrementar el salario base vigente durante el ejercicio 2023 en el porcentaje\nde IPC señalado anteriormente.\n\nEn el caso en que el IPC español del 2023 se sitúe por encima del 2,5%, el\nsalario base vigente a partir del 1 de enero de 2024 es el resultante de\nincrementar el salario base vigente durante el ejercicio 2023 en un 2,5 %.\n\nAño 2025:\n\nEl salario base vigente a partir del 1 de enero de 2025 es el resultante de\nincrementar un 2% el salario base vigente durante el ejercicio 2024, siempre\nque el IPC español durante el 2024 sea inferior o igual al 2 %.\n\nEn el caso en que el IPC español del 2024 se sitúe entre el 2 % y el 2,5\n%, el salario base vigente a partir del 1 de enero de 2025 es el resultante de\nincrementar el salario base vigente durante el ejercicio 2024 en el porcentaje\nde IPC señalado anteriormente.\n\nEn el caso en que el IPC español del 2024 se sitúe por encima del 2,5%, el\nsalario base vigente a partir del 1 de enero de 2025 es el resultante de\nincrementar el salario base vigente durante el ejercicio 2024 en un 2,5 %.",{"bindId":253,"name":254,"text":255},"ONCERISE_trigger","1.Las personas trabajadoras tendrán dere","1.Las personas trabajadoras tendrán derecho a dos gratificaciones\nextraordinarias al año, que se pagarán en los meses de junio y diciembre. El\nimporte de cada una de ellas será de una mensualidad del salario base más los\ncomplementos salariales fijos y regulares mensuales de una nómina, y en todo\ncaso por los conceptos: «Antigüedad o CDP consolidado» en los términos\nprevistos en el artículo 19 y «Complemento de desarrollo profesional» tal y\ncomo lo establece el artículo 20.",{"bindId":257,"name":254,"text":255},"ONCERISE2_trigger",{"bindId":259,"name":260,"text":261},"NOCTPREM_trigger","Artículo 26. Plus de nocturnidad. Las ho","Artículo 26. Plus de nocturnidad.\n\nLas horas trabajadas durante el período comprendido entre las veintidós\nhoras y las seis de la mañana tendrá una retribución específica de 10 euros\npor hora trabajada.\n\nEste plus no afectará al personal que hubiere sido contratado para un\nhorario nocturno fijo como guardas, vigilantes, serenos, porteros de noche,\netcétera y a aquellos que no les corresponda, con arreglo a lo señalado en el\nartículo 36 del Estatuto de los Trabajadores.",{"bindId":263,"name":264,"text":265},"SENIOR_trigger","2.Todas las personas trabajadoras, tenga","2.Todas las personas trabajadoras, tengan o no relación laboral especial\ndel RD 1368\u002F1985, percibirán un complemento de desarrollo profesional por cada\ndos años de servicio, desde la fecha de firma del presente convenio colectivo,\ncuya cuantía se calcula aplicando el porcentaje del 2 por 100 del sueldo base\npor bienio. A estos efectos, se considerará sueldo base, aquel que tenga la\npersona trabajadora en el mes del cumplimiento del bienio.",{"bindId":267,"name":268,"text":269},"newtech_trigger","El presente convenio colectivo obliga a ","El presente convenio colectivo obliga a todo el personal que trabaja en las\nactividades a las que se dedica la empresa, consistentes en la prestación de\nservicios de consultoría y desarrollo en tecnologías de la información,\nrealización de actividades de obtención, distribución, comercialización,\nimportación y exportación de productos de apoyo y otros destinados a la\nrehabilitación de personas con discapacidad y la tercera edad; la fabricación\ny comercialización de mobiliario y elementos para el equipamiento integral de\nedificaciones; servicios sociales o sociosanitarios como en centros propios o\nde terceros mediante personal cualificado orientados a la inserción de la\nautonomía de las personas en función de sus necesidades sociales; la\nproducción y comercialización o alquiler de vehículos adaptados para su uso\npor personas con discapacidad; la fabricación de productos y prestación de\nservicios que permitan o mejoren la accesibilidad a la información y a la\ncomunicación en todos sus ámbitos; la prestación de servicios de asistencia\ny ayuda en tierra a pasajeros con discapacidad o movilidad reducida en\ninstalaciones aeroportuarias, portuarias y ferroviarias así como cualquier\notro medio de transporte colectivo; formación de personas que intervengan en\nlos procesos y actividades anteriormente señaladas; investigación, desarrollo\ne innovación en el área tecnológica, gestión de infraestructuras\ntecnológicas y seguridad informática, así como la elaboración de estudios\nsociológicos y creación de contenidos digitales y diseño gráfico,\nevaluación de tecnologías accesibles y consultoría en accesibilidad del\nentorno, productos y servicios.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>I CONVENIO COLECTIVO DE LA EMPRESA ILUNION ACCESIBILIDAD, SOCIEDAD ANÓNIMA UNIPERSONAL 2023-2025 - 2023\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2023-01-01\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: → 2023-12-26\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Nombre de la industria: → Comercio al por mayor\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Nombre de la industria: → Otro comercio al por mayor especializado  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Sector público o privado: → En una organización sin fines de lucro\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluido por:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Nombre de la compañía: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-casignemployees\">\n                Nombre otras firmas por lado de los trabajadores: → Works Council and delegates of staff\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SEGURIDAD SOCIAL Y PENSIONES\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">El empleador contribuye al fondo de pensión del trabajador: → 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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">El empleador contribuye al fondo para capacitación del trabajador: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">ENFERMEDAD E INCAPACIDAD\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Máximo para las indemnizaciones por enfermedad: → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Máximo de días por licencia de enfermedad: → 120 días\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Disposiciones relativas a volver al trabajo después de larga enfermedad, por ejemplo, tratamiento para el cáncer → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Licencia pagada por menstruación → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Indemnización en caso de incapacidad por accidente de trabajo: → Sí\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SALUD Y SEGURIDAD Y ASISTENCIA MÉDICA\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Asistencia médica acordada: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Asistencia médica para familiares acordada: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribución acordada para seguro médico: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Contribución acordada para seguro médico de familiares: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Política de salud y seguridad acordada: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Capacitación en salud y seguridad acordada: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Vestuario protector facilitado → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Chequeo médico regular o anual o visitas proporcionadas por el empleador → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Seguimiento de los riesgos musculo-esqueléticos de las estaciones de trabajo, riego profesional y\u002Fo relación entre trebajo y salud → Employee involvement in the monitoring\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: → 16 semanas\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Licencia de maternidad pagada restringida a 100 % de salario básico\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Estabilidad laboral tras la licencia de maternidad: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibición de discriminación relacionada con la maternidad → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibición de obligar a las embarazadas o trabajadoras en lactancia materna para desarrollar trabajos peligrosos o poco saludables → Sí\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Evaluación de riesgos sobre salud y seguridad de las embarazdas o madres con lactancia → Sí\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Posibilidad de alternativas al trabajo peligroso o no saludable para las enbarazadas o trabajadoras en lactancia → Sí\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Tiempo libre para exámenes médicos prenatales: → Sí\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibición de la detección del embarazo antes de la regularización de los trabajadores no estándar: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibición de la detección del embarazo antes de la promoción: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilidades para lactancia: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Cuidados infantiles proporcionados por el empleador: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Cuidados infantiles subsidiados por el empleador: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Subsidio para la educación de los hijos: → Sí\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Licencia pagada anual en caso de cuidado de parientes: → 5 días\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Licencia de paternidad pagada: → 3 días\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Duración del permiso retibuido en caso de muerte de un pariente: → 7 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: → No\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Cláusulas de discriminación en el trabajo: → No\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: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Permiso especial para trabajadoras\u002Fes sujetas o violencia doméstica o de la pareja: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Apoyo a mujeres trabajadoras con discapacidades: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Monitoreo de la igualdad de género → Sí\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">CONTRATOS DE TRABAJO\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Duración del período de prueba: → 60 días\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Trabajadores a tiempo parcial excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Disposiciones sobre trabajadores temporales: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Aprendices excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Ftrabajos para estudiantes excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">HORAS DE TRABAJO, HORARIOS Y DIAS FESTIVOS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Horas de trabajo por semana: → 39.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-hourspyear\">\n                Horas de trabajo por año: → 1758.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Licencia anual pagada: → 25.0 días\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Licencia anual pagada: → 5.0 semanas\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Días festivos pagados: → Christmas Eve (24th December), Nochevieja \u002F Víspera de Año Nuevo​ \u002F Fin de año (31 de diciembre)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Periodos acordados de descansos semanales: → No\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Permiso pagado para actividades sindicales: →  días\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Permiso pagado para aisitir a juicios o deberes administrativos: →  días\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Disposiciones sobre horarios de trabajo flexible: → Sí\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">SALARIOS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Salarios determinados por medio de escalas de pago: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Ajuste por aumento de costo de vida: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Incremento salarial:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Incremento salarial: → 2.0 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Pago extra único:\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Pago extra único por desempeño de la compañía: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Prima por trabajo vespertino o nocturno:\u003C\u002Fh4>\n                \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            \n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Prima por antigüedad:\u003C\u002Fh4>\n\n                \u003Cdiv id=\"display-longserviceallowanceperc1\">\n                    Prima por antigüedad: → 2.0 % de salario básico\n                \u003C\u002Fdiv>\n\n                \n\n      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