[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002Fi-convenio-colectivo-del-grupo-digi-2025-2029":3,"menu:\u002Fes-es:":247,"sites:htmlblocks":415,"subsites":1854,"cite-subsites":5469,"footer:root":5946,"cite-footer:root":6045,"suggested:root":6084},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":227,"content_type_view":228,"extra_breadcrumbs":229,"body":231,"body_blocks":242,"related_pages":246},2847,"convenios-colectivos","Convenios colectivos",null,"","\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos","collective_agreements.collectiveagreementoverview","es_ES","2025-08-08T17:47:04.385920+00:00","2026-04-02T11:07:14.053883+00:00","\u002Fcms\u002Fpages\u002F2847\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"España","es-es",{"title":20,"slug":21},"Trabajo en España","trabajo-en-espana",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002F","index, follow","website","summary_large_image","2025-08-08T19:47:04.385920+02:00","2026-04-02T13:07:14.207228+02:00",{"cba":32,"clauses":43,"details":225,"translations":226},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"i-convenio-colectivo-del-grupo-digi-2025-2029","e49226ee-416c-11f1-a9f1-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fspain\u002Fi-convenio-colectivo-del-grupo-digi-2025-2029\u002Fi-convenio-colectivo-del-grupo-digi-2025-2029\u002F","I Convenio colectivo del Grupo DIGI 2025_2029","I Convenio colectivo del Grupo DIGI 2025_2029 - 2025","Spain - I Convenio colectivo del Grupo DIGI 2025_2029 - 2025","I Convenio colectivo del Grupo DIGI 2025_2029 - 2025 - Transporte, logistica y comunicaciones",{"name":41,"data":42},"I CONVENIO COLECTIVO DE EMPRESAS DEL GRUPO DIGI EN ESPAÑA_2025.html","\n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n \u003Ctitle>New30\u003C\u002Ftitle>\n \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\n\u003Cdiv class=\"toc\">\n\u003Cul>\n \u003Cli>\u003Ca href=\"#L45\">CAPÍTULO I Conceptos generales\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L53\">Artículo 1. Partes signatarias.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L57\">Artículo 2. Naturaleza y eficacia.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L61\">Artículo 3. Ámbito funcional.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L67\">Artículo 4. Ámbito personal.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L77\">Artículo 5. Ámbito territorial.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L81\">Artículo 6. Ámbito temporal, vigencia y\n denuncia.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L95\">Artículo 7. Concurrencia.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L99\">Artículo 8. Vinculación a la totalidad.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L107\">Artículo 9. Comisión Paritaria de Interpretación y\n Vigilancia.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L151\">Artículo 10. Procedimiento de inaplicación y\u002Fo\n descuelgue del convenio.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L187\">CAPÍTULO II Contratación y Formación\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L189\">Artículo 11. Período de prueba.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L201\">Artículo 12. Contratación y datos de\n incorporación.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L207\">Artículo 13. Período de preaviso.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L225\">Artículo 15. Contrato para la sustitución de una\n persona trabajadora.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L233\">Artículo 16. Formación.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L245\">Artículo 17. Circulación intragrupo de personas\n trabajadoras.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L259\">CAPÍTULO III Tiempo y Organización del Trabajo\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L261\">Artículo 18. Facultad de organización y\n control.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L271\">Artículo 19. Jornada, calendario nacional y\n horario.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L321\">Artículo 20. Distribución irregular de la\n jornada.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L327\">Artículo 21. Vacaciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L345\">Artículo 22. Registro de jornada, asistencia y\n puntualidad.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L355\">Artículo 23. Comisión de servicios.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L367\">Artículo 24. Salidas al tajo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L395\">Artículo 25. Desconexión digital.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L419\">CAPÍTULO IV Grupos Profesionales y Posiciones\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L421\">Artículo 26. Grupos profesionales.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L535\">CAPÍTULO V Régimen Retributivo\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L537\">Artículo 27. Estructura salarial y pagas\n extraordinarias.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L549\">Artículo 28. Salario mínimo garantizado por grupo\n profesional.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L563\">Artículo 29. Revisión salarial.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L571\">Artículo 30. Compensación y absorción.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L577\">Artículo 31. Mejora voluntaria.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L585\">Artículo 32. Prestación de servicios en domingos y\n festivos.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L603\">Artículo 33. Plus de turnicidad.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L619\">Artículo 34. Trabajos programados.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L637\">Artículo 35. Plus de nocturnidad.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L645\">Artículo 36. Guardias de disponibilidad e\n intervenciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L671\">Artículo 37. Premio de permanencia.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L687\">Artículo 38. Horas extraordinarias.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L695\">Artículo 39. Gastos de kilometraje.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L701\">Artículo 40. Dietas.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L719\">Artículo 41. Retribución variable e\n incentivos.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L727\">CAPÍTULO VI Retribución Flexible y Beneficios\n Sociales\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L729\">Artículo 42. Ticket restaurante y sistema de\n retribución flexible.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L737\">Artículo 43. Seguro Médico.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L741\">Artículo 44. Fibra Digi.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L745\">Artículo 45. Seguro por incapacidad y\n muerte.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L749\">Artículo 46. Prestación complementaria en\n situaciones de incapacidad temporal.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L773\">CAPÍTULO VII Permisos y licencias\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L775\">Artículo 47. Licencias retribuidas.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L821\">Artículo 48. Excedencias.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L835\">Artículo 49. Reducción y adaptación de jornada por\n guarda legal.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L865\">CAPÍTULO VIII Régimen disciplinario\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L867\">Artículo 50. Régimen de las faltas.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L873\">Artículo 51. Graduación de las faltas.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1007\">Artículo 52. Sanciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1031\">Artículo 53. Prescripción.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1035\">Artículo 54. Aplicación de las sanciones.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1045\">Artículo 55. Procedimiento sancionador a los\n representantes de las personas trabajadoras.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1055\">CAPÍTULO IX Seguridad y Salud laboral\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L1057\">Artículo 56. Principios generales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1069\">Artículo 57. Servicios de prevención.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1073\">Artículo 58. Comité Intercentros de Seguridad y\n Salud.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1099\">Artículo 59. Formación en materia de Prevención\n de Riesgos Laborales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1107\">Artículo 60. Equipos de protección\n individual.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1117\">Artículo 61. Vigilancia de la salud.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1127\">Artículo 62. Recurso preventivo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1131\">Artículo 63. Adaptación de puesto de\n trabajo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1141\">Artículo 64. Procedimiento y directrices de\n actuación frente a catástrofes y otros fenómenos meteorológicos\n adversos.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1167\">CAPÍTULO X Medios de Trabajo\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L1169\">Artículo 65. Uso de herramientas y medios de la\n Empresa.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1177\">Artículo 66. Uso de dispositivos, medios y\n herramientas informáticas y digitales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1211\">Artículo 67. Uniformidad y ropa.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1221\">CAPÍTULO XI Igualdad y no Discriminación\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L1223\">Artículo 68. Declaración de principios en materia\n de igualdad, diversidad y no discriminación.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1235\">Artículo 69. Plan de Igualdad.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1243\">Artículo 70. Clasificación profesional e igualdad\n retributiva.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1247\">Artículo 71. Colectivo LGTBI.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1293\">Artículo 72. Prevención y actuación frente al\n acoso.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1341\">CAPÍTULO XII Derecho de Representación Colectiva y\n Sindical\u003C\u002Fa>\n \u003Cul>\n \u003Cli>\u003Ca href=\"#L1343\">Artículo 73. De los derechos sindicales y\n garantías del ejercicio de la función sindical.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1349\">Artículo 74. Secciones sindicales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1359\">Artículo 75. Derechos de información de los\n representantes de las personas trabajadoras.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1365\">Artículo 76. Crédito sindical.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1375\">Artículo 77. Liberados sindicales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1389\">Artículo 78. Comunicaciones sindicales.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1401\">Artículo 79. Deber de confidencialidad.\u003C\u002Fa>\u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1405\">Disposición adicional primera. Complemento condiciones\n de origen.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1419\">Disposición adicional segunda. Bolsa de horas.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1427\">Disposición adicional tercera. Cláusula de\n mantenimiento del volumen de empleo.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1457\">Disposición adicional cuarta. Comisión Paritaria de\n Negociación Permanente.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1477\">Disposición adicional quinta. Cláusula\n derogatoria.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1481\">Disposición transitoria primera. Aplicación\n transitoria de los convenios colectivos sectoriales de origen.\u003C\u002Fa>\u003C\u002Fli>\n \u003Cli>\u003Ca href=\"#L1491\">Disposición transitoria tercera. Consolidación de los\n domingos y festivos abonados.\u003C\u002Fa>\u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\n\u003Cp>III.OTRAS DISPOSICIONES\u003C\u002Fp>\n\n\u003Cp>MINISTERIO DE TRABAJO Y ECONOMÍA SOCIAL\u003C\u002Fp>\n\n\u003Cp>22223 Resolución de 21 de octubre de 2025, de la Dirección General de\nTrabajo, por la que se registra y publica el Convenio colectivo del Grupo DIGI\nen España.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MNCOMPA_1\">\u003Cp>Visto el texto del I Convenio colectivo del Grupo DIGI en España, integrado\npor las mercantiles Digi Spain Telecom, SLU, y Digi Spain Sales Force, SLU\n(código de convenio n.° 90104963012025), que fue suscrito con fecha 30 de\njulio de 2025, de una parte, por los designados por la Dirección de las\nempresas, en representación de las mismas, y de otra por la Federación\nEstatal de Servicios a la Ciudadanía de Comisiones Obreras (FSC-CC.OO.) y la\nFederación Estatal de Servicios, Movilidad y Consumo de la Unión General de\nTrabajadores (FeSMC-UGT), en representación de los trabajadores afectados, y\nha sido finalmente subsanado mediante actas de 26 de septiembre y 10 de octubre\nde 2025, y de conformidad con lo dispuesto en el artículo 90, apartado 2 y 3,\nde la Ley del Estatuto de los Trabajadores, texto refundido aprobado por el\nReal Decreto Legislativo 2\u002F2015, de 23 de octubre (BOE de 24 de octubre), y en\nel Real Decreto 713\u002F2010, de 28 de mayo, sobre registro y depósito de\nconvenios colectivos, acuerdos colectivos de trabajo y planes de igualdad,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Esta Dirección General de Trabajo resuelve:\u003C\u002Fp>\n\n\u003Cp>Primero.\u003C\u002Fp>\n\n\u003Cp>Ordenar la inscripción del citado convenio colectivo, en el correspondiente\nRegistro de convenios colectivos, acuerdos colectivos de trabajo y planes de\nigualdad con funcionamiento a través de medios electrónicos de este Centro\nDirectivo, con notificación a la Comisión Negociadora.\u003C\u002Fp>\n\n\u003Cp>Segundo.\u003C\u002Fp>\n\n\u003Cp>Disponer su publicación en el «Boletín Oficial del Estado».\u003C\u002Fp>\n\n\u003Cp>Madrid, 21 de octubre de 2025.-La Directora General de Trabajo, María\nNieves González García.\u003C\u002Fp>\n\n\u003Ch1>I CONVENIO COLECTIVO DE EMPRESAS DEL GRUPO DIGI EN ESPAÑA\u003C\u002Fh1>\n\n\u003Ch2 id=\"L45\">CAPÍTULO I Conceptos generales\u003C\u002Fh2>\n\n\u003Cp>Ambas partes han entablado y desarrollado la negociación de este convenio\ncolectivo con base y atención al principio de no discriminación a ninguna\npersona trabajadora por razones de edad, sexo, orientación e identidad sexual,\nideología, religión, raza o nacionalidad en ningún aspecto.\u003C\u002Fp>\n\n\u003Cp>En atención a lo anterior, se empleará con carácter global el término\n«personas trabajadoras» para hacer referencia a los trabajadores y\ntrabajadoras de las Empresas incluidas en su ámbito funcional.\u003C\u002Fp>\n\n\u003Cp>Asimismo, se empleará igual e indistintamente el término «Empresa» como\n«Grupo Digi en España» o «Empresas» para hacer referencia a Digi Spain\nTelecom, SLU y Digi Spain Sales Force, SLU. \u003C\u002Fp>\n\n\u003Ch3 id=\"L53\">Artículo 1. Partes signatarias.\u003C\u002Fh3>\n\n\u003Cp>Son signatarios del presente convenio, de una parte, los sindicatos CCOO y\nUGT en representación de las personas trabajadoras, que tienen acreditada la\nmayor representatividad en las dos (2) Empresas, con un porcentaje superior al\ndiez por ciento (10%) dentro del ámbito territorial y funcional del convenio\ny, de otra parte, Grupo Digi en España (compuesto por Digi Spain Telecom, SLU\ny Digi Spain Sales Force, SLU).\u003C\u002Fp>\n\n\u003Ch3 id=\"L57\">Artículo 2. Naturaleza y eficacia.\u003C\u002Fh3>\n\n\u003Cp>En razón de la legitimación en la negociación que ostentan las partes\nfirmantes, el presente convenio se suscribe al amparo de lo establecido en el\ntítulo III de la Ley del Estatuto de los Trabajadores y, por consiguiente,\nestá dotado de eficacia general, siendo de aplicación directa y preferente\ndesde la entrada en vigor, respecto de cualquier otro convenio colectivo,\nacuerdo o pacto en las Empresas incluidas en su ámbito de aplicación, así\ncomo en relación a cualquier política o práctica interna existente y\nrespecto de las materias aquí reguladas, a las que sustituirá en su\nintegridad.\u003C\u002Fp>\n\n\u003Ch3 id=\"L61\">Artículo 3. Ámbito funcional.\u003C\u002Fh3>\n\n\u003Cp>El ámbito funcional del presente convenio de Empresas de Grupo Digi en\nEspaña se extiende a Digi Spain Telecom, SLU y Digi Spain Sales Force, SLU.\u003C\u002Fp>\n\n\u003Cp>En consecuencia, resulta independiente de la configuración mercantil del\nGrupo Digi en España, y por tanto, no se incluye en su ámbito ninguna otra\nEmpresa perteneciente a dicho grupo mercantil, con independencia de que haya\nsido constituida con anterioridad o posterioridad a la suscripción del\npresente convenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L67\">Artículo 4. Ámbito personal.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio será de aplicación a todas las personas trabajadoras\ncon vinculación laboral que presten servicios en las Empresas incluidas en su\námbito funcional, sea cual fuere la modalidad contractual concertada, el grupo\nprofesional ostentado, así como la ocupación desempeñada.\u003C\u002Fp>\n\n\u003Cp>Se consideran expresamente excluidos de la aplicación del presente\nconvenio, además de las exclusiones previstas legalmente, los siguientes\nsupuestos:\u003C\u002Fp>\n\n\u003Cp>-Los comprendidos en el artículo 1.3. punto c) del Estatuto de los\nTrabajadores, referido a la actividad que se limite, pura y simplemente, al\nmero desempeño del cargo de consejero o miembro de los órganos de\nadministración, limitándose su actividad a la realización de cometidos\ninherentes a tal cargo.\u003C\u002Fp>\n\n\u003Cp>-Los comprendidos en el artículo 2.1. punto a) del Estatuto de los\nTrabajadores, referido al personal de alta dirección no incluido en el punto\nanterior.\u003C\u002Fp>\n\n\u003Ch3 id=\"L77\">Artículo 5. Ámbito territorial.\u003C\u002Fh3>\n\n\u003Cp>El ámbito de aplicación territorial del presente convenio se extiende a\ntodo el territorio nacional y a todos sus centros de trabajo, presentes y\nfuturos.\u003C\u002Fp>\n\n\u003Ch3 id=\"L81\">Artículo 6. Ámbito temporal, vigencia y denuncia.\u003C\u002Fh3>\n\n\u003Cp>El texto articulado del presente convenio tendrá una vigencia inicial y\nordinaria desde el día de su publicación en el Boletín Oficial\ncorrespondiente y hasta el 30 de junio de 2029, salvo que expresamente se\nindique otro plazo de vigencia en determinadas materias.\u003C\u002Fp>\n\n\u003Cp>Al término de la vigencia temporal expresa del presente convenio, en tanto\nno se sustituya por uno nuevo, quedará vigente el contenido del mismo.\u003C\u002Fp>\n\n\u003Cp>A los efectos previstos en el artículo 86 del Estatuto de los Trabajadores,\nel presente convenio se podrá denunciar por cualquiera de las partes de forma\nexpresa con un\u003C\u002Fp>\n\n\u003Cp>preaviso mínimo de dos (2) meses antes de que finalice la vigencia inicial\no de cualquiera de sus prórrogas, comprometiéndose ambas partes a iniciar la\nnegociación de un nuevo convenio en el plazo máximo de tres (3) meses desde\nla pérdida de vigencia inicial o de cualquiera de sus prórrogas.\u003C\u002Fp>\n\n\u003Cp>En caso de que no medie denuncia en el plazo estipulado en este artículo,\nel convenio se entenderá prorrogado de forma tácita por anualidades completas\ndesde la pérdida de vigencia inicial.\u003C\u002Fp>\n\n\u003Cp>Durante el período de vigencia inicial y ordinaria, así como durante sus\nprórrogas o ultraactividad, la presente unidad de negociación no podrá ser\ninvadida por una de ámbito superior.\u003C\u002Fp>\n\n\u003Ch3 id=\"L95\">Artículo 7. Concurrencia.\u003C\u002Fh3>\n\n\u003Cp>Ambas partes convienen que las condiciones de trabajo reguladas en el\npresente convenio resultan en su conjunto y cómputo o valoración global y de\nmanera colectiva como norma más favorable y beneficiosa para las personas\ntrabajadoras y, por ello, de aplicación íntegra y preferente a partir de su\nentrada en vigor frente a cualquier otra normativa convencional sectorial que\npudiera estar siendo o resultar de aplicación; sin perjuicio de lo dispuesto\nlegalmente y en la disposición transitoria primera del presente convenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L99\">Artículo 8. Vinculación a la totalidad.\u003C\u002Fh3>\n\n\u003Cp>Las condiciones y acuerdos contenidos en el presente convenio colectivo\nforman un todo orgánico, indivisible y no separable, y a los efectos de su\ninterpretación y aplicación práctica serán considerados de manera\nglobal.\u003C\u002Fp>\n\n\u003Cp>La nulidad de cualquiera de los artículos declarada por los tribunales no\nafectará al resto del contenido del convenio que mantendrán su plena\naplicación, sin perjuicio de la obligación de la Comisión Permanente de\nNegociación, a instancias de cualquiera de las partes, de iniciar un nuevo\nproceso negociador de buena fe y alcanzar un acuerdo sobre dicha materia y\naquellas otras que se vean afectadas y\u002Fo vinculadas; todo ello, con el objetivo\ncomún de restablecer el equilibrio de intereses de las partes dentro del\nconvenio.\u003C\u002Fp>\n\n\u003Cp>El acuerdo, que deberá alcanzarse en el plazo máximo de seis meses desde\nel comienzo del proceso negociador, se incorporará como parte del convenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L107\">Artículo 9. Comisión Paritaria de Interpretación y\nVigilancia.\u003C\u002Fh3>\n\n\u003Cp>Se acuerda constituir una Comisión Paritaria de Interpretación y\nVigilancia del Convenio. La Comisión Paritaria estará compuesta por dos (2)\nmiembros por cada uno de los sindicatos firmantes del presente convenio, esto\nes cuatro (4) miembros en total por la parte social y el mismo número en\nrepresentación de la parte empresarial, que serán designados en la forma que\ndecidan las respectivas organizaciones y con las funciones que más adelante se\nespecifican, pudiendo asistir un asesor a las reuniones por cada parte, con voz\npero sin voto.\u003C\u002Fp>\n\n\u003Cp>Los acuerdos de cada Comisión Paritaria requerirán, la mayoría de los\nvotos de cada una de las partes que serán computados de manera ponderada en\nfunción de la representación que ostente cada parte.\u003C\u002Fp>\n\n\u003Cp>La Comisión Paritaria tendrá las siguientes funciones, siendo los acuerdos\nque en ella se alcancen de carácter vinculante, debiéndose levantar actas de\nlos mismos a los efectos legalmente establecidos:\u003C\u002Fp>\n\n\u003Cp>1.Vigilancia y seguimiento del cumplimiento del convenio.\u003C\u002Fp>\n\n\u003Cp>2.Interpretación, aclaración, desarrollo y\u002Fo fijación de cuantos\ncriterios interpretativos pudieran ser pertinentes en relación con el\ncontenido del presente convenio. \u003C\u002Fp>\n\n\u003Cp>3.A instancia de alguna de las partes, mediar y\u002Fo intentar conciliar, en\ncuantas ocasiones y conflictos de ámbito colectivo puedan suscitarse en la\naplicación del convenio.\u003C\u002Fp>\n\n\u003Cp>4.Conocer, de forma previa y obligatoria a la vía administrativa y\njurisdiccional, cualquier tipo de conflicto colectivo que surja por la\naplicación e interpretación del convenio.\u003C\u002Fp>\n\n\u003Cp>5.La posibilidad de proponer a la Comisión Permanente de Negociación la\nnecesidad de volver a negociar cualquier cuestión enunciada en el convenio que\nse encuentre debidamente justificada.\u003C\u002Fp>\n\n\u003Cp>6.Las competencias atribuidas a la Comisión Paritaria sobre inaplicación\nde condiciones de trabajo, según el procedimiento tasado en este convenio para\ndicho escenario de descuelgue.\u003C\u002Fp>\n\n\u003Cp>7.Cuantas otras funciones que tiendan a la mayor eficacia práctica del\nconvenio, o se deriven de lo estipulado en su texto y anexos que formen parte\ndel mismo.\u003C\u002Fp>\n\n\u003Cp>Como trámite que será previo y preceptivo a toda actuación administrativa\no jurisdiccional que se promueva, será obligatorio someter a la Comisión\nParitaria cuantas dudas, discrepancias y conflictos colectivos pudieran\nplantearse en relación con la interpretación y aplicación del mismo, a fin\nde que mediante su intervención se resuelva el problema planteado o, si ello\nno fuera posible, se emita dictamen al respecto sobre la concreta discrepancia.\nDicho trámite previo se entenderá cumplido en el caso de que hubiera\ntranscurrido el plazo de diez (10) días hábiles sin que se hubiera emitido\nresolución o dictamen. Todo ello sin perjuicio de las normas sobre\nprescripción o caducidad que sean de aplicación al supuesto planteado ya que\neste trámite previo en ningún caso interrumpirá o suspenderá los plazos de\nprescripción o caducidad que correspondan.\u003C\u002Fp>\n\n\u003Cp>La Comisión Paritaria se reunirá, a petición de cualquiera de las partes,\ndebiéndose indicar el orden del día correspondiente y las materias a tratar,\ncuyo contenido deberá ser el suficiente para permitir examinar y analizar el\nproblema, teniendo como mínimo la siguiente información.\u003C\u002Fp>\n\n\u003Cp>a)Exposición sucinta y concreta de la materia y asunto a tratar.\u003C\u002Fp>\n\n\u003Cp>b)Razones y fundamentos que entienda le asisten al proponente.\u003C\u002Fp>\n\n\u003Cp>c)Propuesta o petición concreta que se formule a la Comisión Paritaria.\u003C\u002Fp>\n\n\u003Cp>La Comisión Paritaria podrá recabar y requerir, por vía de ampliación,\ncuanta información o documentación estime pertinente para una mejor o más\ncompleta comprensión del asunto, así como podrá recabar los informes o\nasesoramientos técnicos que considere puedan ayudar a la resolución de la\ncuestión controvertida.\u003C\u002Fp>\n\n\u003Cp>En caso de que no sea posible alcanzar un acuerdo o no se produzca la\nemisión de un dictamen respecto a la discrepancia en el plazo de diez (10)\ndías hábiles, se estará a lo dispuesto en el Acuerdo sobre la Solución\nAutónoma de Conflictos Laborales (Sistema Extrajudicial) que se encuentre\nvigente en cada momento, o acuerdo equivalente que lo sustituya, así como sus\nhomólogos autonómicos en caso que el conflicto afectase sólo a centros de\ntrabajo circunscritos en su ámbito, sometiéndose ambas partes a los\nprocedimientos de mediación previstos en el mismo, a los efectos de lo\nprevisto en el artículo 85.3.e) del Estatuto de los Trabajadores y con\ncarácter preceptivo previo a la vía judicial.\u003C\u002Fp>\n\n\u003Cp>Asimismo, las partes, de común acuerdo, podrán someter las discrepancias a\nun arbitraje vinculante, en cuyo caso el laudo arbitral tendrá la misma\neficacia que los acuerdos de dicha Comisión y que sólo será recurrible\nconforme al procedimiento y en base a los motivos establecidos en la normativa\nlaboral.\u003C\u002Fp>\n\n\u003Cp>Adicionalmente, se constituirán dos (2) Comisiones Paritarias de\ninterpretación y vigilancia específicas para cada una de las mercantiles\nsignatarias del convenio colectivo, esto es, una para Digi Spain Telecom SLU y\notra para Digi Spain Sales Force SLU, que sustituirá y asumirá las funciones\npropias de las recogidas en este\u003C\u002Fp>\n\n\u003Cp>artículo cuando la materia o controversia a tratar afecte en exclusiva a\nuna de las dos (2) empresas. El sistema de composición, procedimiento y\nfunciones será idéntico a lo estipulado en este artículo para la Comisión\nParitaria de interpretación y vigilancia global.\u003C\u002Fp>\n\n\u003Cp>Sin perjuicio de todo lo anterior, mediante acuerdo entre las partes\nsignatarias, podrán constituirse comisiones específicas para abordar\ntemáticas de especial incidencia en las relaciones laborales de las Empresas\n(por ejemplo, absentismo u otras), que tendrán igualmente una composición\nparitaria.\u003C\u002Fp>\n\n\u003Ch3 id=\"L151\">Artículo 10. Procedimiento de inaplicación y\u002Fo descuelgue del\nconvenio.\u003C\u002Fh3>\n\n\u003Cp>Cuando concurran causas económicas, técnicas, organizativas o de\nproducción, por acuerdo entre la Empresa y los representantes de las personas\ntrabajadoras legitimados para negociar un convenio colectivo conforme a lo\nprevisto en el artículo 87 del Estatuto de los Trabajadores, se podrá\nproceder, previo desarrollo de un período de consultas en los términos del\nartículo 41.4 del mismo texto legal, a inaplicar en la Empresa las condiciones\nde trabajo previstas en este convenio colectivo que afecten a las siguientes\nmaterias:\u003C\u002Fp>\n\n\u003Cp>a)Jornada de trabajo.\u003C\u002Fp>\n\n\u003Cp>b)Horario y la distribución del tiempo de trabajo.\u003C\u002Fp>\n\n\u003Cp>c)Régimen de trabajo a turnos.\u003C\u002Fp>\n\n\u003Cp>d)Sistema de remuneración y cuantía salarial.\u003C\u002Fp>\n\n\u003Cp>e)Sistema de trabajo y rendimiento.\u003C\u002Fp>\n\n\u003Cp>f)Funciones, cuando excedan de los límites que para la movilidad funcional\nprevé el artículo 39 del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>g)Mejoras voluntarias de la acción protectora de la Seguridad Social.\u003C\u002Fp>\n\n\u003Cp>h)Cualquier otra permitida por las disposiciones de aplicación.\u003C\u002Fp>\n\n\u003Cp>En los supuestos en que dicha inaplicación y\u002Fo descuelgue afecte a un\nnúmero limitado de centros de trabajo, se deberá atender a las reglas propias\ndel artículo 41 del Estatuto de los Trabajadores para la determinación de la\nrepresentación de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>Cuando el período de consultas finalice con acuerdo, se presumirá que\nconcurren las causas justificativas recogidas en este artículo, pudiendo\núnicamente ser impugnado ante la jurisdicción social por la existencia de\nfraude, dolo, coacción o abuso de derecho en su conclusión.\u003C\u002Fp>\n\n\u003Cp>En caso de desacuerdo durante el período de consultas, cualquiera de las\npartes negociadoras podrá someter la discrepancia a la Comisión Paritaria,\nque dispondrá de un plazo máximo de siete (7) días hábiles 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 o esta no\nhubiera alcanzado un acuerdo, las partes deberán recurrir a los procedimientos\nque se hayan establecido en los acuerdos interprofesionales de ámbito estatal\no autonómico, previstos en el artículo 83 del Estatuto de los Trabajadores,\npara solventar de manera efectiva las discrepancias surgidas en la negociación\nde los acuerdos a que se refiere este apartado, incluido el compromiso previo\nde someter las discrepancias a un arbitraje vinculante, en cuyo caso el laudo\narbitral tendrá la misma eficacia que los acuerdos en periodo de consultas y\nsolo será recurrible conforme al procedimiento y en base a los motivos\nestablecidos en el artículo 91.\u003C\u002Fp>\n\n\u003Cp>Cuando el periodo de consultas finalice sin acuerdo y no fueran aplicables\nlos procedimientos a los que se refiere el párrafo anterior o estos no\nhubieran solucionado la discrepancia, cualquiera de las partes podrá someter\nla solución de la misma a la Comisión Consultiva Nacional de Convenios\nColectivos cuando la inaplicación de las condiciones de trabajo afectase a\ncentros de trabajo de la Empresa situados en el territorio de más de una\ncomunidad autónoma, o a los órganos correspondientes de las comunidades\nautónomas en los demás casos. La decisión de estos órganos, que\npodrá \u003C\u002Fp>\n\n\u003Cp>ser adoptada en su propio seno o por un árbitro designado al efecto por\nellos mismos con las debidas garantías para asegurar su imparcialidad, habrá\nde dictarse en plazo no superior a veinticinco (25) días a contar desde la\nfecha del sometimiento del conflicto ante dichos órganos. Tal decisión\ntendrá la eficacia de los acuerdos alcanzados en periodo de consultas y solo\nserá recurrible conforme al procedimiento y en base a los motivos establecidos\nen el artículo 91 del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>El resultado de los procedimientos a que se refieren los párrafos\nanteriores que haya finalizado con la inaplicación de condiciones de trabajo\ndeberá ser comunicado a la autoridad laboral a los solos efectos de\ndepósito.\u003C\u002Fp>\n\n\u003Ch2 id=\"L187\">CAPÍTULO II Contratación y Formación\u003C\u002Fh2>\n\n\u003Ch3 id=\"L189\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3 id=\"L189\">Artículo 11. Período de prueba.\u003C\u002Fh3>\n\n\u003Cp>Los períodos de prueba para los contratos suscritos con las personas\ntrabajadoras bajo el ámbito de este convenio serán los siguientes:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>-Contratos indefinidos: seis (6) meses de periodo de prueba.\u003C\u002Fp>\n\n\u003Cp>-Contratos temporales: un (1) mes de periodo de prueba.\u003C\u002Fp>\n\n\u003Cp>-Contratos formativos para la obtención de la práctica profesional: un (1)\nmes de periodo de prueba.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Transcurrido el período de prueba sin que se haya producido el\ndesistimiento por ninguna de las partes, el contrato producirá plenos efectos,\nconsiderándose la fecha de inicio como la fecha de antigüedad a todos los\nefectos.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L201\">Artículo 12. Contratación y datos de incorporación.\u003C\u002Fh3>\n\n\u003Cp>En el proceso de incorporación con la Empresa, las personas trabajadoras\ndeberán facilitar sus datos de contacto (domicilio postal, teléfono móvil,\ncorreo electrónico u otros de naturaleza análoga) a los meros efectos de\nfacilitar una vía de contacto en aquellos casos de necesidad siempre que no\nsea posible hacerlo a través de los medios facilitados por la Empresa. La\nconservación y mantenimiento de estos datos se encuentran sometidos a lo\nestablecido en la Ley de Protección de Datos y demás normativa de\naplicación.\u003C\u002Fp>\n\n\u003Cp>Asimismo, las personas trabajadoras están obligadas a mantener actualizada\nla información, comunicando cualquier modificación a través de los medios\nestablecidos por la Empresa en el plazo de dos (2) días hábiles desde que se\nproduzca. El incumplimiento de tal obligación determinará que las\ncomunicaciones efectuadas por la Empresa se considerarán válidas.\u003C\u002Fp>\n\n\u003Ch3 id=\"L207\">Artículo 13. Período de preaviso.\u003C\u002Fh3>\n\n\u003Cp>Cuando el contrato de trabajo se extinga por medio de baja voluntaria o se\nproceda a la suspensión del mismo por voluntad de la persona trabajadora,\nésta deberá ponerlo en conocimiento de la Empresa, por escrito, con al menos\nquince (15) días naturales de antelación a la fecha de efectos.\u003C\u002Fp>\n\n\u003Cp>En caso de incumplimiento total o parcial del preaviso, la Empresa podrá\ndeducir los salarios relativos al período de preaviso omitido.\u003C\u002Fp>\n\n\u003Cp>La persona trabajadora, únicamente, podrá disfrutar del período de\nvacaciones pendientes durante el preaviso cuando medie mutuo acuerdo con la\nEmpresa.\u003C\u002Fp>\n\n\u003Cp>Artículo 14. Contrato formativo para la obtención de la práctica\nprofesional.\u003C\u002Fp>\n\n\u003Cp>La duración del contrato formativo para la obtención de la práctica\nprofesional adecuada al nivel de estudios regulado en el artículo 11.3 del\nEstatuto de los Trabajadores, no podrá ser inferior a seis (6) meses ni\nexceder de un (1) año.\u003C\u002Fp>\n\n\u003Cp>La retribución del personal contratado bajo la modalidad de contrato\nformativo para la obtención de la práctica profesional (artículo 11.3 del\nEstatuto de los Trabajadores) será de un setenta y cinco por ciento (75%)\nrespecto de la fijada en convenio para el puesto de trabajo equivalente a las\nfunciones desempeñadas, en proporción al tiempo de trabajo efectivo.\nAsimismo, contará con un período de prueba de un (1) mes.\u003C\u002Fp>\n\n\u003Cp>En ningún caso la retribución podrá ser inferior al salario mínimo\ninterprofesional en proporción al tiempo de trabajo efectivo.\u003C\u002Fp>\n\n\u003Cp>En todo lo no regulado en esta materia por el presente convenio se estará a\nlo que establezca la legislación vigente.\u003C\u002Fp>\n\n\u003Ch3 id=\"L225\">Artículo 15. Contrato para la sustitución de una persona\ntrabajadora.\u003C\u002Fh3>\n\n\u003Cp>Se realizará un contrato de duración determinada para la sustitución de\nuna persona trabajadora siempre que se especifique en el contrato el nombre de\nla persona sustituida, la causa de la sustitución y concurran las causas\nlegalmente previstas para esta tipología contractual.\u003C\u002Fp>\n\n\u003Cp>En tal supuesto, la prestación de servicios podrá iniciarse antes de que\nse produzca la ausencia de la persona sustituida, coincidiendo en el desarrollo\nde las funciones el tiempo imprescindible para garantizar el desempeño\nadecuado del puesto y, como máximo, durante quince (15) días hábiles.\u003C\u002Fp>\n\n\u003Cp>De igual forma, y bajo el mismo espíritu y objetivo de dar continuidad a\nlas funciones y el servicio, este contrato podrá prolongarse durante un\nperíodo máximo de quince (15) días hábiles desde la reincorporación de la\npersona sustituida, a fin de facilitar la transición en las tareas\nencomendadas.\u003C\u002Fp>\n\n\u003Ch3 id=\"L233\">Artículo 16. Formación.\u003C\u002Fh3>\n\n\u003Cp>Ambas partes consideran la formación como un elemento básico para el\ndesarrollo profesional y personal. A su vez, la formación es un valor\nestratégico que permite la adaptación de las Empresas y de las personas\ntrabajadoras a las nuevas tecnologías y a las necesidades del mercado y sector\nen el que se adscribe la Empresa.\u003C\u002Fp>\n\n\u003Cp>La formación permanente se constituye como un elemento de interés esencial\ny común para Empresa y personas trabajadoras, como un derecho e instrumento\nfundamental para la progresión económica, para la promoción y el desarrollo\npersonal, pero también en un instrumento estratégico para la productividad y\ncompetitividad de las Empresas.\u003C\u002Fp>\n\n\u003Cp>Con el objetivo de cumplir con dichos principios, la Empresa ofrecerá e\nimpartirá diferentes acciones formativas.\u003C\u002Fp>\n\n\u003Cp>Las Empresas priorizarán la impartición de las formaciones obligatorias\ndentro de la jornada de trabajo, teniendo la consideración de tiempo efectivo\nde trabajo. En caso de que no resultase posible debido a causas objetivas,\ndicho tiempo invertido en formación por las personas trabajadoras serán\ncompensados con descanso equivalente.\u003C\u002Fp>\n\n\u003Cp>Todas las personas trabajadoras tienen la obligación de asistir y\naprovechar todas las actividades formativas establecidas como obligatorias por\nparte de la Empresa, actuando en consonancia con las mismas, ateniéndose a los\nhorarios y períodos establecidos para su realización sin perjuicio de lo\nindicado en el párrafo anterior, manteniendo el máximo respeto hacia\ncualquier formador o miembro de la Empresa relacionado con dichas\nactividades. \u003C\u002Fp>\n\n\u003Ch3 id=\"L245\">Artículo 17. Circulación intragrupo de personas\ntrabajadoras.\u003C\u002Fh3>\n\n\u003Cp>Atendiendo a la heterogeneidad de funciones y tareas realizadas por las\npersonas trabajadoras de las Empresas sujetas al presente convenio, así como a\nla especificidad de los conocimientos técnicos de éstas y teniendo en\nconsideración la actividad propia del grupo empresarial, se permitirá la\ncirculación del personal laboral entre ambas Empresas atendiendo a criterios\norganizativos, funcionales y de necesidad empresarial, a efectos de poder\nadaptarse en cada momento a las exigencias del mercado que permita mantener los\nniveles de productividad y rentabilidad adecuados, garantizando la viabilidad\nde ambas y su empleabilidad, conservando no obstante cada una de ellas su\nautonomía jurídica e independencia empresarial.\u003C\u002Fp>\n\n\u003Cp>Esta circulación intragrupo se realizará respetando los derechos laborales\nindividuales de cada persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>Cuando por las citadas razones empresariales se requiera la circulación de\npersonas trabajadoras entre ambas Empresas, deberá ser comunicado al personal\nafectado con quince (15) días hábiles de antelación a la fecha en que se\nhaga efectiva.\u003C\u002Fp>\n\n\u003Cp>De igual modo, ello será notificado a la representación de las personas\ntrabajadoras.\u003C\u002Fp>\n\n\u003Cp>En caso de que algún miembro de la representación de las personas\ntrabajadoras tenga que ser objeto de esta circulación entre Empresas del\ngrupo, se le reconoce de manera expresa la garantía propia del artículo 68.c)\ndel Estatuto de los Trabajadores, hasta la celebración de nuevas elecciones en\nel centro de procedencia.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2 id=\"L259\">CAPÍTULO III Tiempo y Organización del Trabajo\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L261\">Artículo 18. Facultad de organización y control.\u003C\u002Fh3>\n\n\u003Cp>La organización y control del trabajo, así como la asignación de\nfunciones, es facultad exclusiva de la Empresa dentro de la potestad de\ndirección y control otorgada por la normativa laboral, pudiendo adoptar los\nsistemas y métodos que considere pertinentes, incluyéndose entre los mismos\naquellos tendentes a la racionalización de los medios, informatización,\nmejora en el control y organización de los recursos, modernización, así como\ncualesquiera otros métodos o procesos tendentes a la mejora y eficiencia\nproductiva, progreso técnico, económico y social de la Empresa, dentro de los\nlímites establecidos por la legislación vigente.\u003C\u002Fp>\n\n\u003Cp>En el marco de dicha facultad de organización, la Empresa podrá reasignar\nlos centros y lugares de trabajo a los que están adscritas las personas\ntrabajadoras, siempre dentro de los límites referidos a la movilidad\ngeográfica.\u003C\u002Fp>\n\n\u003Cp>Asimismo, la Empresa podrá adoptar las medidas que estime pertinentes y\nmás oportunas de vigilancia y control para verificar el cumplimiento por la\npersona trabajadora de sus obligaciones laborales, guardando en su adopción y\naplicación la consideración debida a los derechos de las personas\ntrabajadoras.\u003C\u002Fp>\n\n\u003Cp>En el ejercicio de sus funciones todas las personas trabajadoras deberán\ncumplir con cuantas normas complementarias se establezcan internamente, así\ncomo las políticas internas o cualesquiera otros reglamentos de trabajo,\nórdenes e instrucciones que puedan ser impartidas por la Empresa o por sus\nrepresentantes, dentro del ámbito de su competencia.\u003C\u002Fp>\n\n\u003Ch3 id=\"L271\">Artículo 19. Jornada, calendario nacional y horario.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspyear\">\u003Cp>a.A partir de la entrada en vigor del convenio, la jornada ordinaria máxima\nde trabajo efectivo en cómputo anual será la propia que se venía aplicando\nen cada centro de trabajo, con un máximo de mil setecientas cincuenta y seis\n(1.756) horas (jornada real una vez descontadas vacaciones, festivos y días\notorgados por la Empresa, en su caso) a desarrollar de lunes a domingo y con un\nmáximo de diez (10) horas diarias.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>A partir del 1 de enero de 2026, la jornada ordinaria máxima de trabajo\nefectivo en cómputo anual, (una vez descontadas las vacaciones, festivos,\ndías otorgados por la Empresa u otros) será de mil setecientas cincuenta y\ndos (1.752) horas efectivas; igualmente, a desarrollar de lunes a domingo y con\nun máximo de diez (10) horas diarias.\u003C\u002Fp>\n\n\u003Cp>b.La fijación del calendario laboral anual será facultad de la Empresa,\nque establecerá con anterioridad a la fecha del primero de enero de cada año\nprevia información y consulta con los representantes de las personas\ntrabajadoras.\u003C\u002Fp>\n\n\u003Cp>El calendario nacional será único para toda la Empresa, en el que\nconstarán tanto los días laborables como los festivos de carácter nacional,\nsin perjuicio, por tanto, de las particularidades locales y autonómicas al\nrespecto, que serán comunicadas en cada uno de los centros de trabajo una vez\npublicados éstos por las autoridades competentes.\u003C\u002Fp>\n\n\u003Cp>Tendrán la consideración de jornadas festivas exclusivamente los catorce\n(14) días establecidos oficialmente con carácter anual, ya sean de ámbito\nnacional, autonómico o local.\u003C\u002Fp>\n\n\u003Cp>Asimismo, los días 24 y 31 de diciembre tendrán la consideración de no\nlaborables, sin perjuicio de las intervenciones y trabajos de carácter urgente\nque pudiesen producirse en tales jornadas y que habrán de resultar igualmente\natendidos. Para el supuesto de que dichos días coincidan en domingo, la\nEmpresa, en caso de ser necesario por superarse la jornada máxima anual,\nprocederá a su reajuste preferentemente mediante el traslado de dichos día\u002Fs\nal primer día laborable inmediatamente anterior o posterior.\u003C\u002Fp>\n\n\u003Cp>En todo caso, el no disfrute de estos días por vacaciones, ausencia o\ncualquier otra circunstancia, no generará derecho a días adicionales.\u003C\u002Fp>\n\n\u003Cp>c.Horario general de oficina:\u003C\u002Fp>\n\n\u003Cp>El horario general para las personas trabajadoras a tiempo completo y con\njornada partida que presten servicios en oficina, sin perjuicio de otros\nposibles específicos por departamentos o áreas, será el siguiente:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">-Entrada flexible de lunes a jueves: de 08:00 a\n10:00 horas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">-Salida de lunes a jueves: a partir de las 17:00 y\nhasta las 19:00 horas, en función de la hora de entrada y una vez se haya\ncompletado la prestación de servicios de ocho (8) horas diarias.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">-El tiempo de descanso de la comida en jornada\npartida será de una (1) hora que no se considerará como tiempo de trabajo\nefectivo, debiéndose disfrutar entre las 13:00 y las 15:00 horas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">-Entrada y salida los viernes: la jornada será de\n08:00 a 15:00 horas, con quince (15) minutos de tiempo de descanso,\nconsiderados como trabajo efectivo.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras organizarán sus tiempos de descanso dentro de la\njornada, de modo que la actividad empresarial no sufra perjuicio alguno durante\nel disfrute del mismo.\u003C\u002Fp>\n\n\u003Cp>Por ello, sin perjuicio de la flexibilidad horaria aquí prevista, se\ngarantizará en todo momento la atención al servicio, debiéndose cubrir las\nnecesidades del negocio durante toda la apertura del horario de oficina,\npermaneciendo en el puesto de trabajo un número suficiente de personas en todo\nmomento atendiendo a la naturaleza del servicio a prestar, así como la\nnecesidad de respetar las convocatorias a reuniones o formaciones que se\npudiesen hacer, pudiendo por tanto verse limitada la flexibilidad en caso de\nnecesidad.\u003C\u002Fp>\n\n\u003Cp>Dicha flexibilidad horaria se verá igualmente limitada en aquellos casos en\nque la persona trabajadora tenga que ausentarse por cualquier motivo durante su\njornada laboral, viéndose reducida de manera proporcional y adaptándose el\nhorario a la entrada o a la salida. \u003C\u002Fp>\n\n\u003Cp>d.Otros horarios:\u003C\u002Fp>\n\n\u003Cp>Aquellas áreas o departamentos, con independencia que sean de oficina o no,\nque por necesidades propias del servicio o razones organizativas o de\nproducción precisen de un determinado horario de entrada y de salida, no\ncontarán con la flexibilidad horaria referida en el apartado precedente. Por\nello, la Empresa establecerá horarios fijos de entrada y de salida atendiendo\na las necesidades de la diferentes áreas o departamentos con la finalidad de\nmantener el normal desarrollo de la actividad, y especialmente, aquellas áreas\ncomerciales que deban cubrir el horario de apertura al público, áreas propias\nde despliegue, mantenimiento del servicio de red, control de las\ntelecomunicaciones y gestión de sistemas de información, soporte técnico, o\ncualesquiera otras áreas que por su naturaleza y\u002Fo servicios prestados así lo\nrequieran.\u003C\u002Fp>\n\n\u003Cp>En caso de variación de dichos horarios, deberá informarse con carácter\nprevio a la representación de las personas trabajadoras, debiéndose ajustar\nen todo caso a los límites establecidos en la normativa laboral.\u003C\u002Fp>\n\n\u003Cp>e.Otras particularidades en relación con la jornada:\u003C\u002Fp>\n\n\u003Cp>-Las personas trabajadoras dispondrán de diez (10) horas retribuidas de\nasuntos propios al año, cuya solicitud deberá llevarse a cabo mediante los\nprocedimientos y reglas previstos para las vacaciones, determinándose su\nderecho de uso mediante la aplicación del criterio de devengo. No obstante,\naquellas personas trabajadoras que cuenten como mínimo con un (1) año de\nantigüedad\u002Falta en la Empresa podrán disfrutar de un total de cinco (5) horas\nde asuntos propios no devengadas de manera anticipada en el año.\u003C\u002Fp>\n\n\u003Cp>En caso de que la persona trabajadora haya disfrutado de más horas de\nasuntos propios de aquellas generadas en el momento de la eventual liquidación\nen la Empresa por cualquier motivo, se deducirá el importe que corresponda en\nsu liquidación de haberes.\u003C\u002Fp>\n\n\u003Cp>-La Empresa y la representación de las personas trabajadoras podrán pactar\nexcepcionalmente la distribución irregular de la jornada por encima de los\nlímites establecidos en el convenio, con el fin de adecuar la jornada a las\nparticularidades horarias derivadas de las festividades locales de determinados\nterritorios y que afecten a la actividad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">-Las personas trabajadoras disfrutarán del descanso semanal, de conformidad\ncon lo establecido en el artículo 37.1 Estatuto de los Trabajadores y en el\nReal Decreto 1561\u002F1995, de 21 de septiembre, sobre jornadas especiales de\ntrabajo, que preferentemente se disfrutarán en (2) dos días naturales\nconsecutivos.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L321\">Artículo 20. Distribución irregular de la jornada.\u003C\u002Fh3>\n\n\u003Cp>A fin de adecuar la prestación de servicios de las personas trabajadoras a\nla demanda de trabajo existente en cada momento, la Empresa podrá distribuir\nde forma irregular hasta un quince por ciento (15 %) de la jornada anual de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>La persona trabajadora deberá conocer con un preaviso mínimo de cinco (5)\ndías naturales el día y la hora de la prestación de trabajo resultante de la\naplicación de la distribución irregular de la jornada. Dicha distribución\nirregular no implicará variación alguna en la forma de retribución\nordinaria.\u003C\u002Fp>\n\n\u003Ch3 id=\"L327\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Ch3 id=\"L327\">Artículo 21. Vacaciones.\u003C\u002Fh3>\n\n\u003Cp>Las personas trabajadoras tendrán derecho a veintitrés (23) días\nlaborables de vacaciones.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Las vacaciones deberán disfrutarse por acuerdo entre Empresa y persona\ntrabajadora preferentemente durante el año natural, y como máximo, hasta el\n31 de marzo del año siguiente. En caso de no disfrutarse en el período\nmáximo indicado, las mismas se entenderán caducadas, salvo supuestos de\nfuerza mayor.\u003C\u002Fp>\n\n\u003Cp>Para el derecho de disfrute de las vacaciones se aplicará el criterio de\ndevengo. Si bien, de manera excepcional, y aun cuando no se hayan generado, se\npodrá disfrutar de un total de cuatro (4) días de vacaciones no devengadas de\nmanera anticipada.\u003C\u002Fp>\n\n\u003Cp>Cuando el periodo de vacaciones fijado coincida en el tiempo con una\nincapacidad temporal derivada del embarazo, el parto o la lactancia natural o\ncon el periodo de suspensión del contrato de trabajo previsto en los apartados\n4, 5 y 7 del artículo 48 del Estatuto de los Trabajadores, se tendrá derecho\na disfrutar las vacaciones en fecha distinta al finalizar el periodo de\nsuspensión, aunque haya terminado el año al que correspondan.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de que el periodo 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 al que corresponden, podrá hacerlo una vez finalice su\nincapacidad y siempre que no hayan transcurrido más de dieciocho (18) meses a\npartir del final del año en que se hayan originado.\u003C\u002Fp>\n\n\u003Cp>Asimismo, el período de disfrute se fijará de común acuerdo entre la\nEmpresa y la persona trabajadora, con carácter prioritario y\u002Fo preferentemente\nrepartido entre los períodos de menor actividad en cada una de las áreas.\u003C\u002Fp>\n\n\u003Cp>En aquellas áreas en que sea necesario mantener un nivel de prestación de\nservicios determinado, pudiendo variar durante determinadas épocas del año,\ntales como el área comercial, mantenimiento del servicio de red, control de\nlas telecomunicaciones y gestión de sistemas de información, así como\nsoporte técnico a las áreas que se encuentren prestando servicios u otras de\nnaturaleza análoga, la Empresa podrá establecer procedimientos y reglas\nespecíficas a fin de asegurar una gestión efectiva e igualitaria de las\nvacaciones de todas las personas trabajadoras, y a su vez, el mantenimiento\nefectivo del servicio que debe garantizarse en todo momento.\u003C\u002Fp>\n\n\u003Cp>En relación con lo anterior, la Empresa se compromete a incluir en dichas\npolíticas previsiones en cuya virtud se garantice un reparto rotativo y\nequitativo entre las personas trabajadoras de las diferentes unidades, así\ncomo plazos razonables de solicitud de vacaciones y respuesta a la misma.\u003C\u002Fp>\n\n\u003Ch3 id=\"L345\">Artículo 22. Registro de jornada, asistencia y puntualidad.\u003C\u002Fh3>\n\n\u003Cp>Toda persona trabajadora tiene la obligación de completar el registro de\njornada diario tanto al inicio como a la salida del trabajo, incluyendo el\nregistro de las pausas que se realicen durante su jornada laboral conforme a la\nnormativa laboral existente en cada momento.\u003C\u002Fp>\n\n\u003Cp>En consecuencia, y de acuerdo con el poder de dirección y organización,\nlas personas trabajadoras se encontrarán sometidas a los sistemas de control\nde asistencia y puntualidad que la Empresa estime más convenientes,\nincluyéndose medidas para verificar su cumplimiento, tales como\nmonitorización de los sistemas y herramientas de la Empresa, geolocalización\no cualesquiera otros que se consideren pertinentes, guardando en su aplicación\nla consideración debida a la dignidad de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>En el marco de la obligación de cumplir con la jornada y asistencia puntual\nal trabajo, en los casos que una persona trabajadora no pueda cumplir con ello,\ndeberá comunicarlo a la Empresa con carácter inmediato desde el momento en\nque tenga conocimiento. En el caso de circunstancias sobrevenidas que no hayan\npodido ser comunicadas con antelación, dicha comunicación y justificación en\nsu caso, deberá hacerse dentro del día (1) hábil siguiente al hecho\ncausante, salvo que por razones justificadas no pueda cumplir con la misma, si\nbien deberá comunicarlo desde el momento en que sea posible.\u003C\u002Fp>\n\n\u003Cp>Dichas ausencias, totales o parciales, deberán dejarse igualmente\nreflejadas en el registro de jornada. \u003C\u002Fp>\n\n\u003Ch3 id=\"L355\">Artículo 23. Comisión de servicios.\u003C\u002Fh3>\n\n\u003Cp>Cuando concurran razones económicas, técnicas, organizativas o de\nproducción, o bien contrataciones referidas a la actividad empresarial, con el\nfin de atender las necesidades propias de la Empresa y de las diferentes\náreas, tales como despliegue de fibra, instalaciones, mantenimiento de red,\nacciones comerciales y otras anejas, la Empresa podrá establecer la\nrealización de comisiones de servicio que exijan que las personas trabajadoras\ndeban alojarse en población distinta a su domicilio habitual durante un tiempo\ndeterminado.\u003C\u002Fp>\n\n\u003Cp>Durante la comisión de servicios, la persona trabajadora tendrá derecho,\nademás de a los salarios, a los gastos de viaje, pernocta y las dietas que\ncorrespondan legalmente.\u003C\u002Fp>\n\n\u003Cp>Asimismo, con carácter adicional se establece una compensación específica\nde 50 euros brutos por semana completa en la que la persona trabajadora haya\ntrabajado en comisión de servicios como mínimo los cinco (5) días laborales\nde lunes a viernes, con independencia de que permanezca desplazada el fin de\nsemana o no.\u003C\u002Fp>\n\n\u003Cp>En caso de que la comisión de servicios no se desarrolle durante una semana\ncompleta de cinco (5) días laborables por orden de la Empresa, se compensará\nla misma de manera proporcional a razón de 10 euros brutos diarios.\u003C\u002Fp>\n\n\u003Cp>Para desarrollar trabajos en comisión de servicios, se priorizarán\nvoluntarios, eligiendo la Empresa entre los mismos, sin perjuicio de que en\ndefecto de aquellos la Empresa tendrá la potestad última para seleccionar las\npersonas trabajadoras que realizarán la comisión de servicios.\u003C\u002Fp>\n\n\u003Ch3 id=\"L367\">Artículo 24. Salidas al tajo.\u003C\u002Fh3>\n\n\u003Cp>El presente precepto aplica exclusivamente al personal de campo e\ninstalaciones contratado específicamente para la realización de trabajos de\ndespliegue de cableado de redes de telecomunicaciones, instalación, puesta en\nmarcha a clientes finales de los servicios y productos, mantenimiento de todos\nellos, u otros procesos similares necesarios para el desarrollo de la\nactividad, así como cualesquiera otras actividades y labores anejas,\nvinculadas, complementarias y\u002Fo de soporte a las anteriores en similares\ncondiciones; trabajos, todos ellos, cuya naturaleza requiere de salidas diarias\ny variables al tajo por el personal que los desarrolla. Concretamente, se hace\nreferencia a Celadores, Fusionadores, Instaladores, Replanteos y Agentes de\nPermisos.\u003C\u002Fp>\n\n\u003Cp>Conforme al artículo 34.5 del Estatuto de los Trabajadores, el tiempo de\ntrabajo debe computarse de modo que tanto al comienzo como al final de la\njornada diaria la persona trabajadora se encuentre en su puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>No obstante, conscientes las partes de la naturaleza y singularidad de los\ntrabajos a ejecutar por el personal referido, considerando tanto las\ncaracterísticas propias de los trabajos de despliegue de fibra en los\npróximos años y las eventuales particularidades del tiempo invertido en la\nefectiva incorporación al tajo -entendido éste como el lugar de trabajo\nasignado-, así como el tiempo medio que utiliza una persona trabajadora según\ndatos estadísticos para trasladarse desde su domicilio al centro de trabajo en\nrelación con la continua mejora de las infraestructuras y medios de\nlocomoción, convienen aplicar las siguientes reglas en relación al cómputo\nde la jornada:\u003C\u002Fp>\n\n\u003Cp>1.En aquellas salidas diarias al tajo durante los años 2025 y 2026, los\nprimeros 30 minutos por trayecto (ida o vuelta), se entenderá que la persona\ntrabajadora no está a disposición de la Empresa, y, por tanto, a partir del\nminuto 31, se considerará como tiempo de trabajo efectivo.\u003C\u002Fp>\n\n\u003Cp>En el año 2027, los primeros 25 minutos por trayecto (ida o vuelta), se\nentenderá que la persona trabajadora no está a disposición de la Empresa, y,\npor tanto, a partir del minuto 26, se considerará como tiempo de trabajo\nefectivo.\u003C\u002Fp>\n\n\u003Cp>En el año 2028 y siguientes, los primeros 20 minutos por trayecto (ida o\nvuelta), se entenderá que la persona trabajadora no está a disposición de la\nEmpresa, y, por tanto, a partir del minuto 21, se considerará como tiempo de\ntrabajo efectivo.\u003C\u002Fp>\n\n\u003Cp>2.En aquellas salidas diarias al tajo que impliquen más de sesenta (60)\nminutos por trayecto (ida o vuelta), con carácter adicional al punto 1, se\nofrecerá a la persona trabajadora la posibilidad de desarrollar jornada\nintensiva sin necesidad de realizar la comida en destino.\u003C\u002Fp>\n\n\u003Cp>3.En aquellas salidas diarias al tajo que impliquen más de ochenta (80)\nminutos por trayecto (ida o vuelta), con carácter adicional al punto 1, se\nofrecerá a la persona trabajadora alojamiento y pernocta en el lugar de\ndestino, junto con el cobro de la dieta correspondiente. En caso de\nrealización de trabajos colectivos, si la persona trabajadora opta por no\npernoctar, al día siguiente no le resultarán de aplicación las reglas\nanteriores.\u003C\u002Fp>\n\n\u003Cp>4.A efectos del cómputo del tiempo invertido en el trayecto, se entenderán\ncomo tiempos teóricos y de aplicación los comprendidos entre el punto de\npartida u origen y el de destino, teniendo en consideración el vehículo y las\nlimitaciones de la vía.\u003C\u002Fp>\n\n\u003Cp>En este sentido, se entenderá como punto de partida u origen la delegación\no centro de trabajo de cabecera al que se encuentre adscrito la persona\ntrabajadora o en el que venga realizando habitualmente la prestación de sus\nservicios, y como punto de destino, el PON (Passive Optical Network o Red\nÓptica Pasiva) o el lugar en el que se encuentre el tajo o se ejecuten los\ntrabajos.\u003C\u002Fp>\n\n\u003Cp>5.En dichas salidas al tajo, se reajustarán los objetivos de producción\nexigidos al tiempo de trabajo efectivo que la persona trabajadora se encuentre\nen la zona de trabajo, manteniéndose su equidad en las políticas de\nretribución variable.\u003C\u002Fp>\n\n\u003Cp>6.Dietas: se tendrá derecho a la media dieta recogida en este convenio\ncuando la salida al tajo por trayecto (ida o vuelta), implique un\ndesplazamiento de más de 40 km conforme a las reglas recogidas en este\nartículo y la persona trabajadora se vea obligada a realizar la comida en el\nlugar de destino.\u003C\u002Fp>\n\n\u003Cp>Estas reglas sólo serán de aplicación cuando el lugar de trabajo sea\nasignado de manera directa por la Empresa, excluyéndose aquellos otros casos\nen los que exista un acuerdo con la persona trabajadora que resulte más\nbeneficioso que la presente regla, tales como asignaciones por cercanía o\npreferencias personales.\u003C\u002Fp>\n\n\u003Ch3 id=\"L395\">Artículo 25. Desconexión digital.\u003C\u002Fh3>\n\n\u003Cp>Con el objetivo de establecer diferentes medidas dirigidas a garantizar el\nejercicio efectivo del derecho a la desconexión digital de las personas\ntrabajadoras, se regulan las siguientes disposiciones:\u003C\u002Fp>\n\n\u003Cp>1.Se reconoce, con carácter general, el derecho de las personas\ntrabajadoras a no atender dispositivos digitales particulares o puestos a\ndisposición por la Empresa para la prestación laboral, fuera de su jornada de\ntrabajo y\u002Fo durante el tiempo destinado a descansos, permisos, licencias,\nvacaciones, excedencias o reducciones de jornada.\u003C\u002Fp>\n\n\u003Cp>2.Asimismo, con el fin de fomentar la desconexión digital, se considerarán\nbuenas prácticas en relación con las personas trabajadoras las siguientes:\u003C\u002Fp>\n\n\u003Cp>-Programar respuestas automáticas durante los periodos de ausencia,\nindicando las fechas en las que no se estará disponible y designando el correo\no los datos de contacto de la persona o personas a quiénes se deba\ncontactar.\u003C\u002Fp>\n\n\u003Cp>-Evitar realizar las convocatorias de formación, reuniones,\nvideoconferencias, presentaciones, información, etc., fuera de la jornada de\ntrabajo de cada persona trabajadora, salvo por causas excepcionales o\ndebidamente justificadas.\u003C\u002Fp>\n\n\u003Cp>3.Corresponde a quienes tengan equipos a su cargo fomentar y educar mediante\nla práctica responsable de las tecnologías, con el propósito de dar\ncumplimiento al derecho a la desconexión digital, absteniéndose de requerir\nrespuestas en las comunicaciones enviadas a las personas trabajadoras fuera del\nhorario de trabajo. El ejercicio adecuado del derecho a desconexión digital en\nlos términos establecidos en este artículo no repercutirá negativamente en\nel desarrollo profesional de las personas \u003C\u002Fp>\n\n\u003Cp>trabajadoras ni podrá ser objeto de aplicación del régimen sancionador\ny\u002Fo merma salarial.\u003C\u002Fp>\n\n\u003Cp>4.Las personas trabajadoras afectadas por este convenio tienen la\nobligación de cumplir con todos sus cometidos laborales de acuerdo con lo\nprevisto en sus contratos de trabajo, en la normativa vigente de aplicación y\nen la buena fe contractual, sin que la invocación del ejercicio del derecho a\nla desconexión digital pueda constituirse como causa justificativa de\nincumplimiento de dicha obligación.\u003C\u002Fp>\n\n\u003Cp>5.No resultarán de aplicación las previsiones dispuestas en este artículo\nen aquellos supuestos en los que concurran causas excepcionales, situaciones de\nfuerza mayor o un posible perjuicio empresarial que precise de respuesta\ninmediata, entendiéndose dentro de éstas, aquellas situaciones sobrevenidas y\nno previsibles que afecten de manera directa a los servicios prestados por la\nEmpresa a sus clientes o terceros, incluyéndose igualmente bajo este supuesto\naquellos puestos de especial responsabilidad en la Empresa o posibles\nprevisiones legales futuras. Asimismo, tampoco serán de aplicación cuando la\npersona trabajadora se encuentre en situación de guardia, disponibilidad, o\nsupuestos similares, que se encuentren remunerados.\u003C\u002Fp>\n\n\u003Cp>6.Como complemento de estas medidas, en el ámbito de la Empresa se podrán\nestablecer protocolos de actuación que amplíen, desarrollen y mejoren lo\naquí estipulado, en cuyo caso serán debidamente informados a la\nrepresentación de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Ch2 id=\"L419\">\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">\u003Ch2 id=\"L419\">CAPÍTULO IV Grupos Profesionales y Posiciones\u003C\u002Fh2>\n\n\u003Ch3 id=\"L421\">Artículo 26. Grupos profesionales.\u003C\u002Fh3>\n\n\u003Cp>Las personas trabajadoras se clasifican en diferentes grupos profesionales\natendiendo a las funciones y principales características de los diferentes\npuestos de trabajo.\u003C\u002Fp>\n\n\u003Cp>Las partes acuerdan simplificar la actual heterogeneidad en la\nclasificación atendiendo a determinadas características y a factores de\nvaloración tales como responsabilidad, existencia de equipo a cargo, nivel de\nmando, carácter estratégico, conocimientos, formación y autonomía, entre\notros, así como atendiendo a la naturaleza de las tareas y funciones más\nrepresentativas, mayoritarias y habituales a desarrollar por cada puesto de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>Dichos factores deben ser observados en su conjunto, por lo que la\nexistencia o cumplimiento de alguna de las características propias de cada\ngrupo profesional, no determina el reconocimiento o exclusión del mismo.\u003C\u002Fp>\n\n\u003Cp>Dentro de los grupos profesionales se permite la movilidad funcional\nrespetándose los límites y reglas establecidas en el Estatuto de los\nTrabajadores.\u003C\u002Fp>\n\n\u003Cp>Cuando concurran razones técnicas u organizativas, las personas\ntrabajadoras podrán realizar puntualmente funciones correspondientes a puestos\nde grupos inferiores sobre los cuales cuenten con conocimientos necesarios, sin\nperjuicio que la retribución nunca podrá ser inferior.\u003C\u002Fp>\n\n\u003Cp>De igual forma, la ejecución puntual de trabajos correspondientes a grupos\nsuperiores, no implicará derecho a obtener mediante ascenso dicha categoría\nsuperior con carácter definitivo, sin perjuicio del derecho al cobro del\nsalario correspondiente a las funciones que realmente realice.\u003C\u002Fp>\n\n\u003Cp>No obstante, en el caso de encomienda de funciones superiores a las del\ngrupo profesional por un periodo superior a seis (6) meses durante un (1) año\nu ocho (8) meses durante dos (2) años, la persona trabajadora podrá reclamar\nel ascenso, o, en todo caso, la cobertura de la vacante correspondiente a las\nfunciones por él realizadas conforme a las reglas en materia de ascensos\naplicables en la Empresa.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Cp>\u003Cstrong>Grupo I. Dirección.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El personal perteneciente a este grupo dirige, planifica, organiza y\ncoordina las actividades propias del departamento correspondiente. Son el\nprincipal responsable de la gestión de un departamento o división corporativa\nrelevante.\u003C\u002Fp>\n\n\u003Cp>Tienen una función altamente estratégica con visión global, siendo el\nmáximo responsable de las políticas de la Empresa y de su ejecución, así\ncomo de la organización del departamento, asegurando la consecución de los\nobjetivos fijados por el órgano de administración.\u003C\u002Fp>\n\n\u003Cp>Adopta decisiones estratégicas en su departamento, o participa de manera\nactiva en las mismas, con una visión a medio y largo plazo. Tienen un amplio\nnivel de autonomía.\u003C\u002Fp>\n\n\u003Cp>Por regla general tienen equipo a su cargo, teniendo la responsabilidad de\nque el mismo implemente de manera eficaz las estrategias adoptadas por la\nEmpresa y en su departamento, así como se cumplan los objetivos establecidos\nmediante una distribución eficaz de los recursos humanos y materiales puestos\na su disposición.\u003C\u002Fp>\n\n\u003Cp>Formación: se requiere de una titulación de grado superior o experiencia\nprofesional equivalente y acreditada en su área de desarrollo.\u003C\u002Fp>\n\n\u003Cp>Puestos: dentro de este grupo se encuentran, entre otros y a título\nejemplificativo, Chief y Directores.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo II. Mando superior.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El personal perteneciente a este grupo es el encargado de implementar,\ndesarrollar y en último plano supervisar la ejecución de los planes de\nacción propios del área en el que desarrolla sus funciones de manera\ncoordinada con la persona de la que dependa jerárquicamente.\u003C\u002Fp>\n\n\u003Cp>Ejercen responsabilidades de mando superior con visión global y con\nperspectiva geográfica nacional, teniendo autonomía a la hora de adoptar\ndecisiones sobre la ejecución e implementación de los planes de acción y\nprocedimientos concretos, garantizando el cumplimento de las políticas y\norientados a la consecución de los objetivos definidos por la Empresa para su\námbito de actuación y responsabilidad.\u003C\u002Fp>\n\n\u003Cp>Contando con una visión estratégica, tienen asimismo un profundo dominio y\nconocimiento técnico sobre el área en la que desarrolla sus funciones, siendo\nhabitual que tenga equipos a su cargo, encontrándose entre sus tareas y\nresponsabilidades la coordinación, evaluación y supervisión de las personas\ntrabajadoras y de las actividades técnicas de mayor complejidad que\ndesarrollen éstas en sus áreas de actuación.\u003C\u002Fp>\n\n\u003Cp>Formación: se requiere de una titulación de grado superior o experiencia\nprofesional equivalente y acreditada en su área de desarrollo.\u003C\u002Fp>\n\n\u003Cp>Puestos: dentro de este grupo se encuentran, entre otros y a título\nejemplificativo, Head of, Manager, Responsables y\u002Fo Coordinadores\nnacionales.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo III. Mando intermedio.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El personal perteneciente a este grupo es el encargado de ejecutar y\nreportar los planes de acción propios, implementados y adoptados por el\npersonal jerárquico superior del que depende.\u003C\u002Fp>\n\n\u003Cp>Ejercen responsabilidades de mando intermedio, con responsabilidad regional\nlocalizada o sobre una parte del área en que desarrolla su actividad. Tienen\nasimismo cierta autonomía a la hora de adoptar decisiones en el trabajo diario\ny a corto plazo que vayan en línea con la estrategia y políticas\nimplementadas en la Empresa, así como de los planes de acción prefijados,\nteniendo como objetivo su consecución en base a su experiencia técnica y\nadaptándose a las circunstancias específicas en cada caso, siendo capaces de\nadoptar decisiones ante problemas de dificultad intermedia y siempre dentro de\nsu ámbito de actuación cuando las consecuencias de su adopción no exceda de\nla concreta tarea, debiendo escalar cualquier situación que exceda de\nestos.\u003C\u002Fp>\n\n\u003Cp>Con una evidente orientación operativa, se trata de profesionales con un\nfuerte componente técnico en sus áreas de desarrollo, pudiendo tener un\nequipo limitado de \u003C\u002Fp>\n\n\u003Cp>personas trabajadoras a su cargo, especializado en la materia en que se\ndesempeñan, encontrándose entre sus tareas y responsabilidades las de\ncoordinar, evaluar y supervisar el trabajo de éstas, estableciendo prioridades\nen las tareas a realizar.\u003C\u002Fp>\n\n\u003Cp>Formación: se requiere de una titulación de grado superior o experiencia\nprofesional equivalente y acreditada en su área de desarrollo.\u003C\u002Fp>\n\n\u003Cp>Puestos: dentro de este grupo se encuentran, entre otros y a título\nejemplificativo, Team Leads, Coordinadores regionales, de zona o áreas,\nSupervisores.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo IV. Personal base.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se entiende como personal base, aquellas posiciones que, atendiendo a su\nnaturaleza, carecen de responsabilidades de mando, sin perjuicio de las\ndificultades técnicas del mismo y la experiencia profesional necesaria.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Subgrupo IV.A. Personal técnico y de soporte.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El personal perteneciente a este grupo es el encargado de realizar tareas\ntécnicas que habitualmente sirven de soporte y son necesarias para el\ndesarrollo del negocio y de la actividad de la Empresa, realizándose de manera\nhabitual en oficina o centros de trabajo fijos, sin perjuicio que algunos\npuestos requieran de determinados trabajos fuera de ésta.\u003C\u002Fp>\n\n\u003Cp>Estos puestos de trabajo requieren de una específica especialización en la\nconcreta tarea a realizar, exigiéndose un nivel de conocimiento elevado y\nadecuado a las actividades propias a desarrollar. Se trata de personal\nespecialista con tareas ejecutivas.\u003C\u002Fp>\n\n\u003Cp>Dicho personal se encuentra bajo la supervisión y\u002Fo coordinación y\ndependencia de un tercero superior jerárquico, debiendo ejecutar su trabajo\nconforme a la estrategia y procedimientos que le sean comunicados y siempre en\nlínea con las políticas y objetivos de la Empresa. Sin perjuicio de lo\nanterior, atendiendo a su capacitación y especialización técnica, dentro del\námbito de los procedimientos y políticas de la Empresa, debe ser capaz de\nrealizar determinadas funciones de manera autónoma, siendo capaz de resolver\nproblemas medios y\u002Fo básicos que se le planteen en su ámbito de actuación a\ntravés del análisis técnico y entre un conjunto de alternativas, debiendo\nescalar cualquier situación que exceda de éstos.\u003C\u002Fp>\n\n\u003Cp>Formación: atendiendo al concreto puesto de trabajo se puede requerir\ntitulación de grado superior, titulación de formación profesional o\ninclusive, en determinados casos, únicamente educación secundaria obligatoria\ny\u002Fo conocimientos en el desarrollo de la profesión.\u003C\u002Fp>\n\n\u003Cp>Puestos: dentro de este grupo se incluyen puestos de trabajo de muy diversa\níndole, pudiendo ser diferentes las características específicas de cada uno\nde ellos, encontrándose entre otros y a título ejemplificativo, técnicos\nespecialistas, técnicos y personas trabajadoras pertenecientes a las áreas de\noperaciones y controles de red, técnicos de diseño, técnicos de proyectos y\ndespliegue, técnicos de IT, técnicos de nóminas, técnicos de logística,\nformadores, ingenieros, desarrolladores, contables, abogados, así como\ncualesquiera análogas o similares.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Subgrupo IV.B. Personal de despliegue de redes, mantenimiento e\ninstalaciones.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El personal perteneciente a este grupo es el encargado de realizar y\nejecutar tareas técnicas mediante el seguimiento y ejecución de instrucciones\nconcretas, a través un método de trabajo preciso, con elevado grado de\ndependencia, pudiendo requerir de esfuerzo físico y\u002Fo de atención\ncontinua.\u003C\u002Fp>\n\n\u003Cp>Dentro de este grupo se encuentran, entre otros, aquellos puestos de trabajo\norientados a la realización de despliegue de cableado de redes de\ntelecomunicaciones, instalación, puesta en marcha a clientes finales de los\nservicios y productos comercializados por la Empresa, mantenimiento de todos\nellos, u otros procesos similares necesarios para el desarrollo de la actividad\nde telecomunicaciones, así como cualesquiera otros trabajos y labores anejas y\nde soporte a las anteriores en similares condiciones.\u003C\u002Fp>\n\n\u003Cp>El personal incluido dentro de este grupo profesional no tiene\nresponsabilidad de mando ni equipo a su cargo, sin perjuicio que atendiendo a\nlas concretas labores a realizar pueda tener que ejecutar determinadas tareas\ntendentes a la organización y coordinación sobre otras personas trabajadoras\nde igual categoría, siempre bajo la supervisión e instrucciones de su\nresponsable jerárquico, con el objetivo de racionalizar y realizar de manera\neficaz los trabajos asignados en campo a un conjunto o grupo de personas\ntrabajadoras.\u003C\u002Fp>\n\n\u003Cp>Su autonomía queda limitada a la resolución de problemas básicos dentro\nde su ámbito de actuación y en el desarrollo de sus labores habituales,\npudiendo elegir entre diversas alternativas posibles siempre dentro de los\nprocedimientos establecidos, debiendo escalar cualquier situación que exceda\nde éstos.\u003C\u002Fp>\n\n\u003Cp>Formación: se requiere de una titulación de formación profesional o\neducación secundaria obligatoria y\u002Fo conocimientos en el desarrollo de la\nprofesión.\u003C\u002Fp>\n\n\u003Cp>Puestos: dentro de este grupo se encuentran, entre otros y a título\nejemplificativo, Celador, Fusionador, Técnico de Replanteos, Instalador.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Subgrupo IV.C. Personal comercial y de ventas.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El personal perteneciente a este grupo es el encargado de ejecutar el plan\ncomercial y de ventas, encontrándose aquellos puestos que realizan labores\ncomerciales directas, tareas de soporte y gestión comercial, o posiciones\nanejas con o sin necesidad de interlocución directa con el cliente o terceros,\ncon independencia del canal comercial en el que desarrollen sus servicios.\u003C\u002Fp>\n\n\u003Cp>El personal incluido dentro de este grupo profesional no tiene\nresponsabilidad de mando ni equipo a su cargo, sin perjuicio que atendiendo a\nlas concretas labores a realizar pueda tener que ejecutar determinadas tareas\ntendentes a la organización y coordinación sobre otras personas trabajadoras\nde igual categoría, siempre bajo la supervisión e instrucciones de su\nresponsable jerárquico, con el objetivo de racionalizar y realizar de manera\neficaz los trabajos asignados a un conjunto o grupo de personas\ntrabajadoras.\u003C\u002Fp>\n\n\u003Cp>Estos puestos de trabajo tienen un elevado grado de dependencia jerárquica,\ndebiéndose centrar en la ejecución de las tareas comerciales asignadas\nmediante el seguimiento de instrucciones básicas a través de un método de\ntrabajo detallado y preciso.\u003C\u002Fp>\n\n\u003Cp>Su autonomía queda limitada a la resolución de problemas básicos dentro\nde su ámbito de actuación y en el desarrollo de sus labores habituales,\npudiendo elegir entre diversas alternativas posibles siempre dentro de los\nprocedimientos establecidos e instrucciones dadas, debiendo escalar cualquier\nsituación que exceda de éstos.\u003C\u002Fp>\n\n\u003Cp>Profesión: se requiere de educación secundaria obligatoria y\u002Fo\nconocimientos en el desarrollo de la profesión.\u003C\u002Fp>\n\n\u003Cp>Puestos: dentro de este grupo se encuentran, entre otros y a título\nejemplificativo, Comerciales, Promotores door to door, Promotores de stand,\nDependientes y Responsables de tiendas, Técnicos de oficinas comercial, Agente\nde Permisos.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Subgrupo IV.D. Administración y gestión.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El personal perteneciente a este grupo es el encargado de realizar tareas\nadministrativas diversas y de gestión con independencia del área en el que se\nencuentren, así como la realización y ejecución de trabajos directamente\nvinculados con la administración general de la Empresa.\u003C\u002Fp>\n\n\u003Cp>Estos puestos de trabajo tienen un elevado grado de dependencia jerárquica\ny llevan a cabo sus funciones bajo la dirección y supervisión de algún mando\nde la Empresa. Su ámbito de autonomía queda limitado a la resolución de\nproblemas básicos dentro de su ámbito de actuación y en el desarrollo de sus\nlabores habituales, pudiendo elegir entre diversas alternativas posibles\nsiempre dentro de los procedimientos establecidos, debiendo escalar cualquier\nproblema que exceda de éstos. \u003C\u002Fp>\n\n\u003Cp>Formación: se requiere de una titulación de formación profesional o\neducación secundaria obligatoria y\u002Fo conocimientos en el desarrollo de la\nprofesión.\u003C\u002Fp>\n\n\u003Cp>Puestos: dentro de este grupo se encuentran, entre otros y a título\nejemplificativo, Administrativos\u002Fas y Gestores diversos, así como puestos con\nfunciones de control administrativo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L535\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">CAPÍTULO V Régimen Retributivo\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Ch3 id=\"L537\">Artículo 27. Estructura salarial y pagas extraordinarias.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>La retribución de las personas trabajadoras estará constituida por el\nsalario base y los complementos y\u002Fo pluses relacionados en el presente\nconvenio, buscando la homogeneidad y uniformidad en la estructura salarial.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Por tanto, cualquier concepto retributivo (salarial o extrasalarial) no\nprevisto en el presente convenio será excluido de la estructura salarial de\nlas personas trabajadoras, inclusive en caso de que figurasen en sus nóminas,\nsin perjuicio de las normas previstas en este texto a efectos de evitar\ncualquier potencial aminoración salarial.\u003C\u002Fp>\n\n\u003Cp>Por ello, se crea un complemento específico denominado «complemento\ncondiciones de origen», a efectos de evitar o generar perjuicio económico\nalguno, expresamente regulado en las Disposiciones Adicionales.\u003C\u002Fp>\n\n\u003Cp>Los importes anuales recogidos en las tablas salariales se distribuirán en\ndoce (12) mensualidades naturales que incluyen el salario base y las dos (2)\npagas extraordinarias correspondientes a los meses de junio y diciembre,\nprorrateadas mes a mes, en su nómina correspondiente.\u003C\u002Fp>\n\n\u003Cp>Se establece un nivel salarial mínimo fijo por cada grupo profesional, de\ntal modo que ninguna persona trabajadora podrá tener un salario bruto fijo\nanual inferior al previsto en el grupo profesional al que se encuentre\nadscrita.\u003C\u002Fp>\n\n\u003Ch3 id=\"L549\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch3 id=\"L549\">Artículo 28. Salario mínimo garantizado por grupo\nprofesional.\u003C\u002Fh3>\n\n\u003Cp>El salario mínimo garantizado bruto fijo anual a tiempo completo para todas\nlas personas trabajadoras afectadas por el presente convenio será el dispuesto\nen la siguiente tabla salarial:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n \u003Cthead>\n \u003Ctr style=\"height:37.9pt\">\n \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;padding: 0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">Grupo\n Profesional\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"212\" style=\"width:158.65pt;border:solid windowtext 1.0pt; border-left:none;padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">Nivel\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"185\" style=\"width:138.95pt;border:solid windowtext 1.0pt; border-left:none;padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt\">Salario Fijo Bruto Anual\n Mínimo — Euros\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Fthead>\n \u003Ctbody>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">I\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"212\" style=\"width:158.65pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Directores.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"185\" style=\"width:138.95pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">29.000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">II\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"212\" style=\"width:158.65pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Mando\n superior.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"185\" style=\"width:138.95pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">27.000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-top: none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">III\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"212\" style=\"width:158.65pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Mando\n intermedio.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"185\" style=\"width:138.95pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">20.000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.05pt\">\n \u003Ctd width=\"132\" rowspan=\"4\" style=\"width:99.35pt;border:solid windowtext 1.0pt; border-top:none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">IV\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"212\" style=\"width:158.65pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Personal técnico y de\n soporte.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"185\" style=\"width:138.95pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">18.500\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:27.85pt\">\n \u003Ctd width=\"212\" style=\"width:158.65pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:27.85pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:110%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;line-height:110%\">Personal\n de despliegue de redes, mantenimiento e instalaciones.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"185\" style=\"width:138.95pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:27.85pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">18.500\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:16.8pt\">\n \u003Ctd width=\"212\" style=\"width:158.65pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Personal comercial y de\n ventas.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"185\" style=\"width:138.95pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">17.000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr style=\"height:17.3pt\">\n \u003Ctd width=\"212\" style=\"width:158.65pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" style=\"text-indent:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Administración y\n Gestión.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"185\" style=\"width:138.95pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"text-align:center;text-indent:0cm; line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">17.000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\u003Ctbody>\u003Ctr style=\"height:17.3pt\">\u003Ctd width=\"185\" style=\"width:138.95pt;border-top:none;border-left:none; border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt; padding:0cm .5pt 0cm .5pt;height:17.3pt\">\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\">\u003C\u002Fspan>A partir de la entrada en vigor del\npresente convenio, ninguna persona trabajadora percibirá un salario bruto fijo\nanual inferior al del Grupo al que pertenezca.\u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>Este salario mínimo se distribuirá en un total de doce (12) mensualidades\nentre las que se encuentran incluidas las dos (2) pagas extraordinarias\nprorrateadas mensualmente, e integra cualesquiera conceptos retributivos de\ncarácter fijo que pudieran venir percibiendo las personas trabajadoras a la\nfecha de entrada en vigor del presente convenio o que en su caso pudieran\nreconocerse por normativa convencional, a excepción de las mejoras\nestablecidas por la Empresa.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Con carácter adicional al salario mínimo, las personas trabajadoras\ntendrán derecho a percibir los complementos que les correspondan de\nconformidad con lo reflejado en este convenio.\u003C\u002Fp>\n\n\u003Cp>El salario mínimo establecido se adaptará de manera automática al Salario\nMínimo Interprofesional vigente en cada momento en caso de que este lo\nsuperase.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3 id=\"L563\">Artículo 29. Revisión salarial.\u003C\u002Fh3>\n\n\u003Cp>En el año 2025, la revisión salarial aplicable será la correspondiente al\nconvenio Colectivo provincial y sectorial de origen que en cada caso\ncorresponda. A partir del año 2026, se establece una revisión salarial anual\ndel dos (2) % por cada año de vigencia del convenio.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasedate_date\">\u003Cp>Dicha revisión salarial tendrá efectos el 1 de julio de cada año. La\nprimera revisión salarial tendrá lugar el 1 de julio de 2026.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>La revisión prevista en el presente artículo no resultará de aplicación\nni al colectivo de «mandos» ni «directores», ni a aquella persona\ntrabajadora que haya tenido un incremento salarial superior al dos (2) %\ndurante los doce (12) meses anteriores a los efectos de la revisión (1 de\njulio de cada año) de manera voluntaria por la Empresa por razón de\ndesempeño o promoción.\u003C\u002Fp>\n\n\u003Ch3 id=\"L571\">Artículo 30. Compensación y absorción.\u003C\u002Fh3>\n\n\u003Cp>Las condiciones pactadas en el presente convenio compensan en su totalidad\nlas que hasta la entrada en vigor del mismo venía disfrutando cada persona\ntrabajadora en la Empresa en virtud de cualquier convenio o pacto de origen de\ncarácter colectivo, acuerdo individual, así como política o práctica\ninterna, salvo que expresamente se indique lo contrario.\u003C\u002Fp>\n\n\u003Cp>Las condiciones pactadas en este convenio son absorbibles y compensables en\nsu totalidad con las que anteriormente rigieran, por mejora pactada o\nunilateralmente concedida por la Empresa, imperativo legal, jurisprudencial,\npacto individual y\u002Fo colectivo o por cualquier causa admitida en derecho.\u003C\u002Fp>\n\n\u003Ch3 id=\"L577\">Artículo 31. Mejora voluntaria.\u003C\u002Fh3>\n\n\u003Cp>Se establece como mejora voluntaria -tradicionalmente conocido como «a\ncuenta convenio»-, la diferencia existente entre la retribución bruta\nadicional fija acordada con la persona trabajadora y el salario mínimo\ngarantizado, el complemento condiciones de origen y otros conceptos\nobligatorios que pudiese haber en su caso.\u003C\u002Fp>\n\n\u003Cp>La mejora voluntaria es compensable, absorbible y no revalorizable.\u003C\u002Fp>\n\n\u003Cp>Dentro de la mejora voluntaria se integrará el setenta y cinco (75) %\n(1.800 € brutos) de la monetización del ticket restaurante en los términos\nestablecidos en el presente convenio.\u003C\u002Fp>\n\n\u003Ch3 id=\"L585\">Artículo 32. Prestación de servicios en domingos y\nfestivos.\u003C\u002Fh3>\n\n\u003Cp>Cuando las personas trabajadoras deban prestar servicios en domingos y\u002Fo\nfestivos, serán retribuidos de la siguiente manera, salvo que expresamente\nhayan sido contratados para prestar sus servicios dichos días:\u003C\u002Fp>\n\n\u003Cp>-Domingos: con un incremento del cincuenta por ciento (50%) sobre el salario\nfijo bruto pactado.\u003C\u002Fp>\n\n\u003Cp>-Festivos ordinarios: con un incremento del setenta y cinco por ciento (75%)\nsobre el salario fijo bruto pactado. \u003C\u002Fp>\n\n\u003Cp>-Festivos especiales: con un incremento del cien por ciento (100%) sobre el\nsalario fijo bruto pactado.\u003C\u002Fp>\n\n\u003Cp>A estos efectos, se entenderán como festivos especiales, los días 24 y 31\nde diciembre en horario nocturno, el 25 de diciembre y 1 de enero durante toda\nla jornada laboral.\u003C\u002Fp>\n\n\u003Cp>La Empresa preavisará de la necesidad de prestar estos servicios en\ndomingos y\u002Fo festivos con la mayor anticipación posible, con la finalidad,\ntanto de priorizar la voluntariedad de las personas trabajadoras que realicen\nde manera habitual el trabajo requerido -pudiendo seleccionar la Empresa entre\nel resto, en defecto de aquellas-, como para que puedan dar cumplimiento\nefectivo a la orden empresarial, y respetando en todo caso los descansos entre\njornadas e intersemanales.\u003C\u002Fp>\n\n\u003Cp>En defecto de voluntarios suficientes y ante la necesidad de la Empresa de\nasignar dichos servicios entre las personas trabajadoras, se realizará una\nasignación equitativa, limitándose a un 50% de los domingos mensuales o\nfestivos anuales, salvo situaciones justificadas que impidan cumplir con dicha\nlimitación.\u003C\u002Fp>\n\n\u003Cp>La percepción del incremento previsto por prestar servicios en domingos y\u002Fo\nfestivos, será incompatible con cualquier concepto retributivo que remunere\nlos trabajos programados, guardias o intervenciones, en cuyo caso se percibirá\nel complemento correspondiente de estos últimos.\u003C\u002Fp>\n\n\u003Ch3 id=\"L603\">Artículo 33. Plus de turnicidad.\u003C\u002Fh3>\n\n\u003Cp>Las partes firmantes reconocen la importancia que la flexibilidad derivada\ndel trabajo a turnos tiene para la competitividad de las Empresas.\u003C\u002Fp>\n\n\u003Cp>Por ello, en determinadas áreas, atendiendo a la naturaleza de los\nservicios y actividades que realizan, la Empresa podrá establecer el sistema\nde trabajo a turnos que será de obligado cumplimiento para las personas\ntrabajadoras adscritas a las mismas, prestando servicios en diferentes horarios\nmediante turnos rotativos que pueden cubrir hasta las veinticuatro (24) horas\nen caso de necesidad del servicio, respetándose en todo momento los descansos\nestipulados legalmente.\u003C\u002Fp>\n\n\u003Cp>Se prevé con carácter expreso el sistema de trabajo a turnos en las áreas\ncomerciales que deban cubrir el horario de apertura al público, así como en\nlas áreas propias de mantenimiento del servicio de red, control de las\ntelecomunicaciones y gestión de sistemas de información, así como soporte\ntécnico a las áreas que se encuentren prestando servicios y otras que por su\nnaturaleza lo requieran.\u003C\u002Fp>\n\n\u003Cp>La prestación de servicios en el sistema de trabajo a turnos se retribuirá\nmientras se realicen los mismos, mediante un complemento de cien euros (100\n€) brutos mensuales, o la parte proporcional que en su caso corresponda si no\nse realizan turnos durante todo el mes. Este complemento no será de\naplicación para aquellas personas trabajadoras que hayan sido contratadas de\nmanera específica para prestar servicios mediante un régimen de trabajo a\nturnos.\u003C\u002Fp>\n\n\u003Cp>Las modificaciones en los turnos se comunicarán a la persona trabajadora\ncon carácter general con quince (15) días naturales de antelación, salvo en\naquellos casos en que por circunstancias excepcionales e imprevistas de las que\nno tuviese conocimiento previo la Empresa, no fuese posible cumplir con dicho\nplazo, lo que no impedirá la obligación de la persona trabajadora de prestar\nservicios en el turno asignado.\u003C\u002Fp>\n\n\u003Cp>Durante su turno, la persona trabajadora podrá ser requerida para la\nrealización de trabajos programados o urgentes, y\u002Fo en fines de semana o\nfestivos, que se entenderán incluidos dentro de su horario ordinario. Por\ntanto, los complementos o retribución específica y\u002Fo adicional prevista para\nlos mismos, no resultarán de aplicación cuando éstos se desarrollen dentro\ndel turno en el que le corresponda prestar servicios a la persona\ntrabajadora.\u003C\u002Fp>\n\n\u003Cp>El establecimiento del sistema a turnos en un área deberá ser previamente\ninformado a los representantes de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Ch3 id=\"L619\">Artículo 34. Trabajos programados.\u003C\u002Fh3>\n\n\u003Cp>Se consideran trabajos programados aquellos que, ya sea por su relevante\nafectación al servicio, por el cumplimiento de los compromisos técnicos,\ncomerciales y\u002Fo legales con los clientes, o por exigencias de terceros ajenos a\nla Empresa (tales como comunidades de vecinos, ayuntamientos, organismos\npúblicos u otros), puedan tener que realizarse fuera del horario habitual de\ntrabajo de manera coordinada entre todos los agentes implicados.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras que presten su actividad en áreas de la Empresa\nque así lo requieran por la naturaleza de sus servicios, podrán ser\nrequeridas para la realización de los trabajos programados de manera\nobligatoria, priorizando voluntarios que vengan realizando habitualmente estas\ntareas, con el respeto a los descansos establecidos en la normativa laboral.\u003C\u002Fp>\n\n\u003Cp>Los trabajos programados se comunicarán a la persona trabajadora con una\nantelación mínima de setenta y dos (72) horas naturales de antelación, salvo\nque los mismos coincidan con el turno previamente asignado o en el supuesto de\ncircunstancias excepcionales e imprevistas de las que no tuviese conocimiento\nprevio la Empresa, lo que no impedirá la obligación de la persona trabajadora\nde atender los mismos.\u003C\u002Fp>\n\n\u003Cp>Estos trabajos programados se compensarán o se retribuirán, a decisión de\nla Empresa, de conformidad con las siguientes reglas:\u003C\u002Fp>\n\n\u003Cp>-Trabajos programados de lunes a sábado: en los mismos términos que las\nhoras extraordinarias.\u003C\u002Fp>\n\n\u003Cp>-Trabajos programados en domingos y\u002Fo festivos: en los mismos términos que\nlos trabajos en domingos y\u002Fo festivos.\u003C\u002Fp>\n\n\u003Cp>Esta compensación es incompatible con la retribución específica o\ncomplementos previstos para los trabajos en domingos y\u002Fo festivos, horas\nextraordinarias, o régimen de turnos o guardias cuando se desarrollen dentro\nde los mismos.\u003C\u002Fp>\n\n\u003Cp>En los trabajos programados que se desarrollen, total o parcialmente, en\nhorario nocturno, y de conformidad con lo previsto en el artículo 22.2 del\nReal Decreto 1561\u002F1995, de 21 de septiembre, de jornadas especiales de trabajo,\nse respetará, en todo caso, un descanso de nueve (9) horas entre jornadas. En\nel supuesto de no poder alcanzar este descanso de nueve (9) horas entre\njornadas, la entrada se retrasará el tiempo suficiente para llevarlo a cabo.\nEn el resto de los casos, el descanso entre jornadas será de doce (12)\nhoras.\u003C\u002Fp>\n\n\u003Ch3 id=\"L637\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3 id=\"L637\">Artículo 35. Plus de nocturnidad.\u003C\u002Fh3>\n\n\u003Cp>Se considera trabajo nocturno el realizado entre las diez de la noche (22:00\nhoras) y las seis de la mañana (06:00 horas).\u003C\u002Fp>\n\n\u003Cp>Salvo que la persona trabajadora hubiera sido contratada específicamente\npara prestar servicios en horario nocturno, cada hora efectivamente trabajada\nen horario nocturno (de 22:00 horas a 06:00 horas), será retribuida mediante\nun complemento salarial denominado «plus nocturnidad» equivalente al setenta\ny cinco por ciento (75%) del salario fijo bruto hora pactado.\u003C\u002Fp>\n\n\u003Cp>En dichos casos en que el trabajo nocturno no resulte inherente al contrato\nde trabajo o a la propia naturaleza del trabajo o servicio prestado, la Empresa\ndeberá preavisar a la persona trabajadora al menos con setenta y dos (72)\nhoras naturales de antelación, salvo en el supuesto de circunstancias\nexcepcionales e imprevistas, lo que no impedirá la obligación de la persona\ntrabajadora de atender los mismos.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-CONSIGN_trigger\">\u003Ch3 id=\"L645\">Artículo 36. Guardias de disponibilidad e intervenciones.\u003C\u002Fh3>\n\n\u003Cp>Se considera guardia de disponibilidad, localizada o no, con posible\nintervención, aquella situación en la que ante cualquier tipo de averías,\npercances, incidencias u otras situaciones que atendiendo a su propia\nnaturaleza se hayan producido fuera de la \u003C\u002Fp>\n\n\u003Cp>jornada ordinaria de trabajo, precisen para su solución u atención de una\nurgente intervención por las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>Las guardias, con carácter general tendrán carácter rotativo y se\nestablecerán por semanas completas, salvo que el servicio requerido implique\ntiempos menores, en cuyo caso se estará a éstos. Se comunicarán a la persona\nafectada con al menos quince (15) días de antelación, a excepción de\naquellos supuestos en que por circunstancias extraordinarias no resultara\nposible.\u003C\u002Fp>\n\n\u003Cp>La Empresa podrá aplicar el sistema de guardias de manera obligatoria en\ntodas aquellas áreas y posiciones que atendiendo a su naturaleza estratégica\nlleven a cabo una actividad destinada a mantener en condiciones normales el\nfuncionamiento de la Empresa y, en última instancia, el servicio prestado a\nlos clientes finales, encontrándose entre otras adicionales que respondan a\ndicha finalidad y a título ejemplificativo: las destinadas al mantenimiento de\ninfraestructuras, mantenimiento de las operaciones de red, control de las\ntelecomunicaciones, gestión de sistemas de información o soporte integral a\nlas áreas que se encuentran prestando servicios.\u003C\u002Fp>\n\n\u003Cp>Las instrucciones sobre los tiempos de respuesta y\u002Fo intervención se\ndesarrollarán por cada una de las áreas atendiendo a las concretas\nnecesidades de cada una de ellas.\u003C\u002Fp>\n\n\u003Cp>Tanto las guardias, como los tiempos de intervención, serán retribuidos de\nla siguiente manera:\u003C\u002Fp>\n\n\u003Cp>-Guardia semanal: entendida como la disponibilidad de la persona trabajadora\nde lunes a domingo fuera de su horario ordinario, se retribuirá de la\nsiguiente manera:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceamount1\">-Para aquellas personas trabajadoras que ocupen puestos y\u002Fo desarrollen\ntareas o funciones de especial responsabilidad técnica, a razón de ciento\nsetenta y cinco euros (175 €) brutos por semana completa de guardia, o\nproporcional si es inferior, de conformidad con la siguiente distribución:\nsetenta y cinco euros (75 €) brutos por el bloque de lunes a viernes (5\ndías), y cien euros (100 €) brutos por fin de semana completo de guardia (2\ndías, sábado y \u003C\u002Fdiv>domingo).\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-Para el resto de las personas trabajadoras, a razón de ciento cincuenta\neuros (150 €) brutos por semana completa de guardia, o proporcional si es\ninferior, de conformidad con la siguiente distribución: setenta euros (70 €)\nbrutos por el bloque de lunes a viernes (5 días), y ochenta euros (80 €)\nbrutos por fin de semana completo de guardia (2 días, sábado y domingo).\u003C\u002Fp>\n\n\u003Cp>-Intervención: entendida como la situación en que estando de guardia la\npersona trabajadora, se requiere de su intervención y efectiva prestación de\nservicios, que podrá llevarse a cabo en remoto o presencialmente atendiendo a\nla naturaleza de la propia situación. En caso de requerir desplazamiento, se\nentenderá que la persona trabajadora está a disposición de la Empresa todo\nel tiempo invertido desde el comienzo del trayecto (ida o vuelta),\nconsiderándose como tiempo de trabajo efectivo.\u003C\u002Fp>\n\n\u003Cp>-El tiempo mínimo de intervención a computar será de una (1) hora, y se\nretribuirá o compensará conforme a lo recogido en el precepto de horas\nextraordinarias.\u003C\u002Fp>\n\n\u003Cp>Durante el tiempo en que la persona trabajadora se encuentre de guardia con\nposible intervención podrá ser requerida por la Empresa para la prestación\nde cualesquiera otros servicios, como por ejemplo, trabajos programados, en\ncuyo caso, dentro de la compensación por guardia se entenderá incluida\ncualquier otra establecida por dichos servicios, sin perjuicio de la\ncorrespondiente retribución o compensación como horas extraordinarias.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L671\">Artículo 37. Premio de permanencia.\u003C\u002Fh3>\n\n\u003Cp>Los complementos de antigüedad que en su caso vinieran percibiendo las\npersonas trabajadoras, ya sea por normativa convencional o concesión\nindividual, quedan suprimidos con efectos de la entrada en vigor del presente\nconvenio, integrándose el importe que viniesen cobrando dentro del\n«complemento de condiciones de origen».\u003C\u002Fp>\n\n\u003Cp>Asimismo, y como compensación sustitutiva a la regulación de los\ncomplementos de antigüedad que pudiesen estar previstos en los convenios\ncolectivos de origen, a partir de la entrada en vigor del presente convenio, se\nestablece un premio de permanencia para todas las personas trabajadoras bajo su\námbito, que se devengará de conformidad con lo siguiente:\u003C\u002Fp>\n\n\u003Cp>a.Cumplidos cinco (5) años completos de prestación de servicios, la\npersona trabajadora percibirá por una sola vez, una cantidad a tanto alzado de\n1.000 euros brutos.\u003C\u002Fp>\n\n\u003Cp>b.Cumplidos diez (10) años completos de prestación de servicios, la\npersona trabajadora percibirá por una sola vez una cantidad a tanto alzado de\n1.500 euros brutos.\u003C\u002Fp>\n\n\u003Cp>c.Cumplidos quince (15) o veinte (20) años completos de prestación de\nservicios, la persona trabajadora percibirá por una sola vez una cantidad a\ntanto alzado de 2.000 euros brutos.\u003C\u002Fp>\n\n\u003Cp>El premio de permanencia se abonará en la nómina en el momento del\ncumplimiento del período, teniendo únicamente derecho al devengo al momento\ndel cumplimiento de los cinco (5), diez (10), quince (15) o veinte (20) años\ncompletos de prestación de servicios.\u003C\u002Fp>\n\n\u003Cp>Para el devengo del premio de permanencia se considerarán o computarán los\naños completos de prestación de servicios teniendo en consideración la fecha\nde antigüedad de cada persona trabajadora. No obstante, el devengo y derecho a\npercepción de dicho premio no tendrá carácter retroactivo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L687\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3 id=\"L687\">Artículo 38. Horas extraordinarias.\u003C\u002Fh3>\n\n\u003Cp>La realización de horas extraordinarias debe estar previamente aprobada y\nautorizada por escrito por el superior jerárquico de la persona trabajadora\nbajo razones objetivas de necesidad, encontrándose prohibida la realización\nde las mismas de manera unilateral.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>Las horas extraordinarias se retribuirán a razón de una cuantía\nequivalente al veinticinco por ciento por ciento (25%) del valor del\nsalario\u002Fhora ordinario fijo bruto pactado o se compensarán con tiempos\nequivalentes de descanso retribuido.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>La Empresa indicará en cada momento el modo de compensación. En ausencia\nde comunicado o salvo acuerdo con la persona trabajadora para su retribución,\nse entenderá que las horas extraordinarias realizadas deberán ser compensadas\nmediante descanso dentro de los cuatro meses siguientes a su realización.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L695\">Artículo 39. Gastos de kilometraje.\u003C\u002Fh3>\n\n\u003Cp>Aquellas personas trabajadoras que, previa autorización por escrito de la\nEmpresa y por estricta razón de su actividad laboral, tengan que desplazarse\nutilizando su propio vehículo, percibirán como compensación la cantidad de\nveintiséis céntimos de euro (0,26 €) por kilómetro recorrido y justificado\ndebidamente de acuerdo con la política interna establecida por la Empresa y\nvigente en cada momento.\u003C\u002Fp>\n\n\u003Cp>Las cantidades que en su caso pudieran abonarse en concepto de gastos de\nkilometraje tendrán naturaleza extrasalarial a todos los efectos.\u003C\u002Fp>\n\n\u003Ch3 id=\"L701\">Artículo 40. Dietas.\u003C\u002Fh3>\n\n\u003Cp>La persona trabajadora que por necesidades y orden de la Empresa tenga que\nrealizar cualquier tipo de viaje, debiendo realizar en el municipio de destino\ndel viaje y por su propia cuenta alguna de las tres (3) comidas diarias,\npercibirá una dieta de acuerdo con las siguientes cuantías y criterios:\u003C\u002Fp>\n\n\u003Cp>1.Media dieta: quince euros (15 €), cuando con ocasión del viaje tenga\nque realizarse fuera la comida o la cena. \u003C\u002Fp>\n\n\u003Cp>Se considerará que se devenga el derecho a percibir la media dieta,\nexclusivamente cuando el desplazamiento implique al menos 40 kms por trayecto\ndesde el centro de trabajo de origen o lugar en el que habitualmente realiza su\ntrabajo y\u002Fo ha sido contratada, y tenga que realizar la comida en destino\ndebido a la realización de su jornada laboral.\u003C\u002Fp>\n\n\u003Cp>2.Dieta completa de comida y cena: cuarenta euros (40 €), cuando el viaje\nimplique pernocta fuera de su domicilio habitual y tengan que realizarse fuera\nambas dos (2) comidas.\u003C\u002Fp>\n\n\u003Cp>3.Dieta completa de comida, cena y desayuno: cincuenta y un euros con\nsesenta céntimos (51,60 €), cuando el viaje implique pernocta fuera de su\ndomicilio habitual y tengan que realizarse fuera las tres (3) comidas.\u003C\u002Fp>\n\n\u003Cp>No se tendrá derecho al devengo de dichas dietas en la parte que\ncorresponda en caso de que la Empresa haya contratado de manera directa\ncualquiera de las tres (3) comidas diarias.\u003C\u002Fp>\n\n\u003Cp>Estas dietas serán de aplicación para aquellos casos recogidos\nexpresamente en el presente convenio, tales como «salidas al tajo», así como\npara aquellos otros supuestos en que la persona trabajadora deba realizar\ncualquier tipo de viaje esporádico por orden de la Empresa a lugares distintos\nen los que habitualmente realiza su trabajo o para los que ha sido contratada,\ngenerando, por tanto, una alteración en su organización personal diaria.\u003C\u002Fp>\n\n\u003Cp>Cualquier otro desplazamiento o viaje como consecuencia de la relación\nlaboral y las funciones propias al puesto de trabajo que no cumpla con los\nsupuestos aquí recogidos y salvo que expresamente se indique lo contrario, no\ngenerará derecho alguno a la percepción de dieta o cualquier otro concepto\nsimilar.\u003C\u002Fp>\n\n\u003Ch3 id=\"L719\">Artículo 41. Retribución variable e incentivos.\u003C\u002Fh3>\n\n\u003Cp>Las Empresas notificarán a la representación de las personas trabajadoras\nla información relativa a los sistemas de retribución variable e incentivos\nque, en su caso, se vayan a implementar, así como sus posibles\nactualizaciones.\u003C\u002Fp>\n\n\u003Cp>La representación de las personas trabajadoras podrá emitir informe en el\nplazo de quince (15) días naturales.\u003C\u002Fp>\n\n\u003Ch2 id=\"L727\">CAPÍTULO VI Retribución Flexible y Beneficios Sociales\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Ch3 id=\"L729\">Artículo 42. Ticket restaurante y sistema de retribución\nflexible.\u003C\u002Fh3>\n\n\u003Cp>Con el objetivo de facilitar el acceso al ticket restaurante a todas las\npersonas trabajadoras recogidas en el ámbito personal del convenio, la Empresa\nofrecerá la posibilidad de concertarlo por medio de un sistema de retribución\nflexible, según los límites y requisitos legalmente previstos.\u003C\u002Fp>\n\n\u003Cp>Aquella persona trabajadora que a la fecha de entrada en vigor del convenio\nviniera disfrutando del ticket restaurante como beneficio social, lo verá\nsustituido en su nómina no más tarde del 1 de enero de 2026, mediante su\nmonetización en el importe de 1.800 euros brutos, y una compensación\nadicional en la cuantía de 600 euros brutos.\u003C\u002Fp>\n\n\u003Cp>De la cantidad bruta total de dos mil cuatrocientos euros (2.400 €), el\n75% (1.800 €) resultará compensable y absorbible mediante su integración en\nla mejora voluntaria, y el 25% (600 €) no será compensable ni absorbible y\nserá revalorizable, mediante su integración en el complemento condiciones de\norigen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L737\">Artículo 43. Seguro Médico.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>Las personas trabajadoras que tengan una antigüedad mínima de seis (6)\nmeses de prestación de servicios\u002Falta en la Empresa, dispondrán de un seguro\nmédico privado seleccionado por la Empresa e íntegramente subvencionado por\nla misma.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L741\">Artículo 44. Fibra Digi.\u003C\u002Fh3>\n\n\u003Cp>Las personas trabajadoras que tengan una antigüedad mínima de seis (6)\nmeses de prestación de servicios\u002Falta en la Empresa, podrán solicitar como\nbeneficio social el servicio de fibra Digi de acuerdo con los términos y\ncondiciones previstas en la política aplicable en cada momento.\u003C\u002Fp>\n\n\u003Ch3 id=\"L745\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch3 id=\"L745\">Artículo 45. Seguro por incapacidad y muerte.\u003C\u002Fh3>\n\n\u003Cp>La Empresa ofrece a todas las personas trabajadoras durante la vigencia del\nconvenio, una póliza de seguro de vida y accidentes que garantiza el pago de\nuna indemnización de diez mil euros (10.000 €) en el caso de fallecimiento o\nde incapacidad permanente absoluta por cualquier causa.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Ch3 id=\"L749\">Artículo 46. Prestación complementaria en situaciones de\nincapacidad temporal.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>En los supuestos de incapacidad temporal, cuando la persona trabajadora\ntenga derecho a la prestación económica de Seguridad Social, la Empresa\ncomplementará la misma hasta el cien por ciento (100%) de la base de\ncotización del mes anterior al inicio de la baja -salvo que en dicha\nmensualidad hubiese percibido alguna retribución variable de devengo superior\nal mes, en cuyo caso se prorrateará según corresponda-, exclusivamente\ndurante la vigencia de la relación laboral, y con arreglo a las siguientes\nreglas, límites y requisitos:\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>A. En los supuestos de incapacidad temporal derivada de accidente de trabajo\no enfermedad profesional, la Empresa complementará la prestación de la\npersona trabajadora desde el primer día de la baja y mientras dure la\nsituación.\u003C\u002Fp>\n\n\u003Cp>B. En los supuestos de incapacidad temporal derivada de accidente o\nenfermedad común, la Empresa complementará la prestación de la persona\ntrabajadora:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>B.1 Desde el primer día de la baja, con el límite de tres (3) procesos de\nincapacidad temporal anuales (computados desde el 1 de enero de cada año), y\nhasta un máximo de treinta (30) días naturales de duración acumulados.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B.2 Desde el primer día de la baja, exclusivamente para un (1) único\nproceso de incapacidad temporal en un periodo de dos (2) años naturales y\nhasta un máximo de cien (100) días naturales de duración, siempre que cumpla\ncon los siguientes requisitos:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">i. Que al inicio de la baja cuente con dos (2)\naños de antigüedad de prestación de servicios\u002Falta en la Empresa durante los\nejercicios 2025 y 2026, y tres (3) años a partir del 1 de enero de 2027.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">ii. Que en los doce (12) meses previos al inicio de\nla baja no haya tenido más de tres (3) procesos de incapacidad temporal y\u002Fo\ntreinta (30) días de baja acumulada.\u003C\u002Fp>\n\n\u003Cp>C. Casos especiales: En los supuestos de enfermedades oncológicas, bajas\nvinculadas a maternidades o enfermedades clasificadas como muy graves conforme\nse defina en la normativa interna o por acuerdo entre las partes, la Empresa\ncomplementará la prestación desde el primer día de la baja y mientras dure\nla situación.\u003C\u002Fp>\n\n\u003Cp>Lo dispuesto en este artículo, se entiende, sin perjuicio de que en otros\nsupuestos extraordinarios y\u002Fo excepcionales asimilables a los casos especiales\nreferidos en el apartado C) anterior, pueda estudiarse la posibilidad de\ncomplementar la prestación de Seguridad Social a la que tenga derecho la\npersona trabajadora. \u003C\u002Fp>\n\n\u003Cp>En ningún caso, y como consecuencia del complemento previsto en el presente\nartículo, la persona trabajadora percibirá una retribución superior a la que\nle correspondería en el caso de estar en activo\u002Falta.\u003C\u002Fp>\n\n\u003Ch2 id=\"L773\">CAPÍTULO VII Permisos y licencias\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Ch3 id=\"L775\">Artículo 47. Licencias retribuidas.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>1.A solicitud de la persona trabajadora, previo aviso y mediando la\ncorrespondiente justificación, se concederán las siguientes licencias\nretribuidas:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>1.1Matrimonio o pareja de hecho de la persona trabajadora. Quince (15) días\nnaturales ininterrumpidos.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>El presente permiso no se podrá disfrutar más de una vez por motivo de\nvínculo entre las mismas personas. En concreto, no se tendrá derecho a un\nnuevo permiso por matrimonio en caso de que el mismo se contraiga con la misma\npersona que originó el derecho al permiso por registro de pareja de hecho.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">1.2Cuidadores. Cinco (5) días en caso de accidente o enfermedad graves con\no sin hospitalización, hospitalización o intervención quirúrgica sin\nhospitalización que precise reposo domiciliario del cónyuge, pareja de hecho\no parientes hasta el segundo grado de consanguinidad o afinidad, incluido el\nfamiliar consanguíneo de la pareja de hecho, así como de cualquier otra\npersona distinta de las anteriores, que conviva con la persona trabajadora en\nel mismo domicilio y que requiera el cuidado efectivo de aquella.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>El disfrute de este permiso, podrá tener lugar mientras persista la causa\nmotivadora del mismo. En todo caso, dicho disfrute deberá producirse\npreferentemente de forma continuada, sin perjuicio de que en caso de necesidad\nse pueda disfrutar de manera interrumpida por días completos.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de alta hospitalaria, para la continuidad del disfrute del\npermiso ya iniciado, la persona trabajadora deberá acreditar la exigencia del\nreposo domiciliario.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>1.3Fallecimiento de familiares próximos. Cuatro (4) días en caso de\nfallecimiento de cónyuge, pareja de hecho, padre\u002Fmadre, hijos\u002Fhijas,\nhermano\u002Fhermano, todos ellos por consanguinidad o afinidad.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1.4Fallecimiento de otros familiares. Tres (3) días en caso de\nfallecimiento de parientes hasta el segundo grado de consanguinidad o afinidad\nno incluidas en los anteriores.\u003C\u002Fp>\n\n\u003Cp>1.5Traslado de domicilio. Dos (2) días naturales por traslado del domicilio\nhabitual a contar desde la fecha de firma del nuevo contrato de compra-venta o\nalquiler o, de no existir tales títulos previos, desde la fecha de\nempadronamiento, u otras situaciones debidamente acreditadas. Este permiso no\nserá acumulable a la licencia por matrimonio o registro de pareja de hecho y\nse iniciará a partir del primer día laborable para la persona trabajadora en\nque se produzca el hecho causante.\u003C\u002Fp>\n\n\u003Cp>1.6Matrimonio de familiares próximos. Un (1) día natural por matrimonio de\npadre o madre, hijo, hija, hermano o hermana de la persona trabajadora,\ncoincidente con la fecha de celebración de la ceremonia.\u003C\u002Fp>\n\n\u003Cp>1.7Deber inexcusable. Por el tiempo indispensable para el cumplimiento de un\ndeber inexcusable de carácter público y personal.\u003C\u002Fp>\n\n\u003Cp>1.8Asistencia médica. Por el tiempo indispensable para asistir a consultas\ny pruebas médicas de los facultativos de atención primaria o especializada,\npública o privada, tanto de la persona trabajadora como de los hijos e hijas\nmenores de edad, así como de personas declaradas administrativamente en\nsituación de gran dependencia y en régimen de convivencia acreditada con la\npersona trabajadora. La Empresa podrá limitar el mismo de manera individual en\ncaso de observar posibles circunstancias anómalas.\u003C\u002Fp>\n\n\u003Cp>1.9Preparación al parto, la adopción o el acogimiento. Por el tiempo\nindispensable para la realización durante la jornada de trabajo de exámenes\nprenatales y técnicas de preparación al parto y en los casos de adopción,\nguarda con fines de adopción o acogimiento, para la asistencia a las\npreceptivas sesiones de información y preparación y para la realización de\nlos preceptivos informes psicológicos y sociales previos a la declaración de\nidoneidad, siempre y en todos los casos que deban tener lugar dentro de la\njornada de trabajo. Este permiso se establece tanto para la madre gestante como\npara el otro progenitor o los progenitores adoptantes o acogedores.\u003C\u002Fp>\n\n\u003Cp>1.10Exámenes oficiales. Por el tiempo indispensable para la asistencia\ndurante la jornada de trabajo a exámenes oficiales cuando la persona\ntrabajadora curse con regularidad estudios oficiales para la obtención de un\ntítulo académico o profesional con reconocimiento oficial.\u003C\u002Fp>\n\n\u003Cp>1.11Fuerza mayor familiar. Por causas de fuerza mayor o urgencia familiar\ncomo consecuencia de motivos familiares urgentes e imprevisibles en caso de\nenfermedad o accidente relacionados con familiares o personas convivientes que\nhagan indispensable la presencia inmediata de la persona trabajadora durante su\njornada de trabajo. Las horas de ausencia por esta causa equivalentes a cuatro\n(4) días al año, serán retribuidas conforme al salario fijo bruto; a tal\nefecto, la persona trabajadora deberá acreditar el motivo de su ausencia.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">1.12Ampliación permiso de maternidad. La madre gestante podrá ampliar la\nausencia por maternidad hasta un total de seis (6) meses desde la fecha de\nparto, o dos (2) semanas de manera discontinua desde las dieciséis (16)\nsemanas, con el fin de facilitar la lactancia, cuyo permiso, en estos casos, se\nentenderá subsumido en la mejora aquí establecida. En caso de que el otro\nprogenitor trabaje en alguna de las Empresas regidas por el convenio, y opte\npor el disfrute del permiso de lactancia, la ampliación del permiso de\nmaternidad de la madre gestante, se ampliará únicamente hasta un máximo de\ncinco (5) meses y medio.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Para el disfrute de los permisos contemplados en el apartado anterior se\ntendrán en cuenta las siguientes cuestiones:\u003C\u002Fp>\n\n\u003Cp>2.1A los efectos oportunos, la existencia o constitución de pareja de hecho\ny\u002Fo matrimonio deberá encontrarse validado legalmente en España y se\nacreditará mediante certificación de la inscripción o análogos en alguno de\nlos registros específicos existentes en las Comunidades Autónomas o\nAyuntamientos del lugar de residencia de la persona trabajadora o mediante\ndocumento público en el que conste la efectiva constitución de dicha\npareja.\u003C\u002Fp>\n\n\u003Cp>2.2En los permisos contemplados en los números 2, 3 y 4 del apartado\nanterior, cuando con tal motivo la persona trabajadora necesite hacer un\ndesplazamiento al efecto de más de doscientos (200) kilómetros por cada uno\nde los viajes de ida y vuelta, el plazo se ampliará en un (1) día natural\nmás de lo señalado.\u003C\u002Fp>\n\n\u003Cp>2.3La fórmula de comunicación y justificación de la causa motivadora del\npermiso retribuido será establecida por la Empresa por medio de política\nelaborada al efecto.\u003C\u002Fp>\n\n\u003Cp>2.4Con carácter general, las ausencias y permisos retribuidos regulados en\neste artículo deberán ser disfrutados de manera continuada y se disfrutarán\na partir del primer día laborable del hecho causante, salvo que expresamente\nse indique lo contrario.\u003C\u002Fp>\n\n\u003Cp>2.5Los permisos recogidos en este artículo que forman parte de la normativa\nlegal aplicable vigente a la fecha de suscripción del presente convenio, son\npactados en el mismo a los exclusivos efectos de su publicidad para las\npersonas trabajadoras. En este sentido, su contenido, interpretación y alcance\nse encuentran supeditados a cualquier modificación o actualización normativa\nque pueda ser adoptada en el futuro, a excepción de las mejoras\nexistentes. \u003C\u002Fp>\n\n\u003Ch3 id=\"L821\">Artículo 48. Excedencias.\u003C\u002Fh3>\n\n\u003Cp>La persona trabajadora con al menos una antigüedad en la Empresa de un (1)\naño tiene derecho a que se le reconozca la posibilidad de situarse en\nexcedencia voluntaria por un plazo no menor a cuatro (4) meses y no mayor a\ncinco (5) años, sin posibilidad de prórrogas. Este derecho solo podrá ser\nejercitado otra vez por la misma persona trabajadora si han transcurrido cuatro\n(4) años desde el final de la anterior excedencia voluntaria.\u003C\u002Fp>\n\n\u003Cp>En cuanto a la excedencia forzosa, que dará derecho a la conservación del\npuesto y al cómputo de la antigüedad de su vigencia, se concederá por la\ndesignación o elección para un cargo público que imposibilite la asistencia\nal trabajo. El reingreso deberá ser solicitado dentro del mes siguiente al\ncese en el cargo público.\u003C\u002Fp>\n\n\u003Cp>Las personas trabajadoras tendrán derecho a un periodo de excedencia de\nduración no superior a tres (3) años para atender al cuidado de cada hijo,\ntanto cuando lo sea por naturaleza, como por adopción, o en los supuestos de\nguarda con fines de adopción o acogimiento permanente, a contar desde la fecha\nde nacimiento o, en su caso, de la resolución judicial o administrativa en los\ntérminos previstos legalmente. Durante el primer año, la persona trabajadora\ntendrá derecho a la reserva de su puesto de trabajo. Transcurrido dicho plazo,\nla reserva quedará referida a un puesto de trabajo del mismo grupo profesional\no categoría equivalente.\u003C\u002Fp>\n\n\u003Cp>También tendrán derecho a un periodo de excedencia de duración no\nsuperior a dos (2) años las personas trabajadoras para atender al cuidado del\ncónyuge o pareja de hecho, o de un familiar hasta el segundo grado de\nconsanguinidad y por afinidad, incluido el familiar consanguíneo de la pareja\nde hecho, que por razones de edad, accidente, enfermedad o discapacidad no\npueda valerse por sí mismo, y no desempeñe actividad retribuida en los\ntérminos previstos legalmente.\u003C\u002Fp>\n\n\u003Cp>Las excedencias se han de solicitar siempre por escrito a la Empresa, con\nquince (15) días naturales de antelación como mínimo, respecto a la fecha de\ninicio. En caso contrario podrá detraerse la parte proporcional a los días de\npreaviso incumplido.\u003C\u002Fp>\n\n\u003Cp>Los derechos recogidos en este artículo que forman parte de la normativa\nlegal aplicable vigente a la fecha de suscripción del presente convenio, son\npactados en el mismo a los exclusivos efectos de su publicidad para las\npersonas trabajadoras. En este sentido, su contenido, interpretación y alcance\nse encuentran supeditados a cualquier modificación o actualización normativa\nque pueda ser adoptada en el futuro, a excepción de las mejoras existentes.\u003C\u002Fp>\n\n\u003Ch3 id=\"L835\">Artículo 49. Reducción y adaptación de jornada por guarda\nlegal.\u003C\u002Fh3>\n\n\u003Cp>Quien por razones de guarda legal tenga a su cuidado directo algún menor de\ndoce (12) años o una persona con discapacidad que no desempeñe una actividad\nretribuida tendrá derecho a una reducción de la jornada de trabajo diaria,\ncon la disminución proporcional del salario entre al menos un octavo (1\u002F8) y\nun máximo de la mitad (1\u002F2) de la duración de aquella.\u003C\u002Fp>\n\n\u003Cp>Tendrá el mismo derecho quien precise encargarse del cuidado directo del\ncónyuge o pareja de hecho, o un familiar hasta el segundo grado de\nconsanguinidad y afinidad, incluido el familiar consanguíneo de la pareja de\nhecho, que por razones de edad, accidente o enfermedad no pueda valerse por sí\nmismo, y que no desempeñe actividad retribuida; todo ello, según lo previsto\nen el artículo 37.6 Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>La reducción de jornada contemplada en el presente apartado constituye un\nderecho individual de hombres o mujeres. No obstante, si dos (2) o más\npersonas trabajadoras de la misma Empresa generasen este derecho por el mismo\nsujeto causante, se podrá limitar su ejercicio simultáneo por razones\njustificadas de funcionamiento de la Empresa, debidamente motivadas por\nescrito, debiendo en tal caso ofrecerse un plan alternativo que asegure el\ndisfrute de ambas personas trabajadoras y que posibilite el ejercicio de los\nderechos de conciliación.\u003C\u002Fp>\n\n\u003Cp>Asimismo, las personas trabajadoras con hijos o hijas menores de doce (12)\naños, así como aquellas que tengan necesidades de cuidado respecto de los\nhijos e hijas mayores de doce (12) años, el cónyuge o pareja de hecho,\nfamiliares por consanguinidad hasta el segundo grado de la persona trabajadora,\nasí como de otras personas dependientes de la misma cuando, en este último\ncaso, convivan en el mismo domicilio, y que por razones de edad, accidente o\nenfermedad no puedan valerse por sí mismos, debiendo justificar las\ncircunstancias en las que fundamenta su petición, podrán solicitar la\nadaptación de la duración y distribución de la jornada para hacer efectivo\nel derecho a la conciliación de la vida familiar y laboral. Dichas\nadaptaciones deberán ser razonables y proporcionadas en relación con las\nnecesidades de la persona trabajadora y con las necesidades organizativas y\nproductivas de la Empresa.\u003C\u002Fp>\n\n\u003Cp>A fin de evitar futuras controversias se pactan una serie de criterios y\nmedidas para facilitar el ejercicio de los derechos de conciliación de la vida\npersonal, familiar y laboral de las personas trabajadoras y la cobertura de las\nnecesidades productivas y organizativas de las Empresas que son:\u003C\u002Fp>\n\n\u003Cp>1.° La persona trabajadora que comunique su intención de reducir su\njornada por guarda legal o la adaptación de la misma, deberá hacerlo por\nescrito con un mínimo de quince (15) días naturales de antelación a la fecha\nde inicio de la misma, con indicación precisa del horario en que se propone\nconcretar en su jornada ordinaria diaria y la fecha de finalización del\nperíodo de reducción o adaptación de jornada, no pudiendo ser inferior a\ntres (3) meses. Asimismo, una vez que solicite la reversión de su solicitud,\nprocediendo nuevamente a su jornada original, no podrá solicitar una nueva\nreducción hasta pasados como mínimos tres (3) meses, salvo que exista causa\njustificada que implique una adaptación de sus necesidades. La solicitud\ndeberá resolverse en un plazo máximo de quince (15) días por escrito.\u003C\u002Fp>\n\n\u003Cp>2.° La determinación de la concreción horaria corresponderá a la persona\ntrabajadora, siempre dentro de su jornada ordinaria diaria y régimen de\nprestación de servicios (presencial o turnos, trabajo a distancia, entre\notros), pudiendo la Empresa recabar la documentación y justificación que\nestime pertinentes para el estudio de las circunstancias conciliatorias\nexpuestas por la persona trabajadora, de manera proporcional y con respeto a su\ndignidad.\u003C\u002Fp>\n\n\u003Cp>En el caso de que la jornada ordinaria de la persona trabajadora se\nencuentre determinada dentro de un régimen de turnos, deberá solicitar la\nconcreción dentro de los citados turnos asignados previamente.\u003C\u002Fp>\n\n\u003Cp>Aquellas personas trabajadoras que soliciten una concreción horaria,\ndeberán igualmente respetar los horarios límites de entrada y salida en la\nEmpresa, así como los de apertura en el ámbito comercial.\u003C\u002Fp>\n\n\u003Cp>En el caso de que la persona trabajadora realice jornada partida y la\nsolicitud implique el mantenimiento de una jornada superior a seis (6) horas,\ndeberá respetarse el descanso para la comida, no pudiendo establecerse una\njornada intensiva, salvo acuerdo con la Empresa.\u003C\u002Fp>\n\n\u003Cp>3.° Se procederá, tras recibir la solicitud de reducción de jornada y\u002Fo\nconcreción horaria, a la resolución motivada de la Empresa sobre el horario\nsolicitado.\u003C\u002Fp>\n\n\u003Cp>4.° La persona trabajadora debe mantener actualizada a la Empresa en todo\nmomento sobre la situación que dio origen a la solicitud de reducción y\u002Fo\nconcreción de jornada, debiendo notificar el decaimiento\u002Fmodificación de la\ncausa de manera inmediata desde el momento en que tenga conocimiento, y\ndebiendo volver a su jornada y horario de origen, salvo pacto expreso en\ncontrario.\u003C\u002Fp>\n\n\u003Cp>Los derechos recogidos en este artículo que forman parte de la normativa\nlegal aplicable vigente a la fecha de suscripción del presente convenio, son\npactados en el mismo a los exclusivos efectos de su publicidad para las\npersonas trabajadoras. En este sentido, su contenido, interpretación y alcance\nse encuentran supeditados a cualquier modificación o actualización normativa\nque pueda ser adoptada en el futuro. \u003C\u002Fp>\n\n\u003Ch2 id=\"L865\">CAPÍTULO VIII Régimen disciplinario\u003C\u002Fh2>\n\n\u003Ch3 id=\"L867\">Artículo 50. Régimen de las faltas.\u003C\u002Fh3>\n\n\u003Cp>Las acciones u omisiones que supongan infracción de normas laborales\ncontenidas en disposiciones legales de carácter general o en el presente\nconvenio, se calificarán atendiendo a su gravedad como faltas leves, graves y\nmuy graves, según la naturaleza del deber incumplido y las circunstancias\nobjetivas y subjetivas concurrentes en cada caso.\u003C\u002Fp>\n\n\u003Cp>Para la aplicación del régimen disciplinario, se respetarán los\nprincipios de proporcionalidad, no discriminación y tipicidad.\u003C\u002Fp>\n\n\u003Ch3 id=\"L873\">Artículo 51. Graduación de las faltas.\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>A.Se consideran faltas leves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Dos (2) faltas injustificadas de puntualidad a la entrada al puesto de\ntrabajo en un período de referencia de treinta (30) días por un tiempo\nsuperior a cinco (5) minutos e inferior a treinta (30) minutos.\u003C\u002Fp>\n\n\u003Cp>2.El abandono injustificado del puesto de trabajo, sin previo aviso, si el\nmismo es superior a cinco (5) minutos e inferior a treinta (30) minutos. Al\nmargen de su duración, si como consecuencia del abandono se originase un\nperjuicio de consideración a la Empresa o fuera causa directa de accidente de\nlas personas trabajadoras, se podrá considerar como falta grave o muy\ngrave.\u003C\u002Fp>\n\n\u003Cp>3.La mera desobediencia a los superiores jerárquicos de quien dependa la\npersona trabajadora en cualquier materia que sea propia del servicio, así como\nincumplir prescripciones u órdenes de la Empresa en el ejercicio regular de\nsus funciones, siempre que no tenga incidencia alguna para la Empresa.\u003C\u002Fp>\n\n\u003Cp>4.El descuido imprudente reiterado en más de una (1) ocasión en la\nconservación del material y herramientas de trabajo, siempre que no provoque\nun daño grave a los mismos.\u003C\u002Fp>\n\n\u003Cp>5.No mantener actualizados en el portal del empleado los cambios de\nresidencia o domicilio, los propios de los datos de contacto, datos familiares\no personales, permiso de trabajo, así como cualquier otro dato o información\nnecesaria para el mantenimiento de la relación laboral, siempre que el mismo\nno haya generado un perjuicio grave a la Empresa, en cuyo caso podrá ser\nreportado como grave o muy grave.\u003C\u002Fp>\n\n\u003Cp>6.No atender al público y\u002Fo clientes con la corrección y diligencia\ndebida, contraviniendo los procedimientos y reglas establecidos en la Empresa,\nsiempre que no tenga repercusión alguna sobre las ventas o que no implique\nperdida del cliente o queja de éste, en cuyo caso se podrá reportar como\ngrave o muy grave.\u003C\u002Fp>\n\n\u003Cp>7.No cumplimentar los registros de jornada en tiempo y forma, así como no\nsupervisar el correcto cumplimiento de los mismos.\u003C\u002Fp>\n\n\u003Cp>8.Cualquier otro incumplimiento que suponga una infracción leve de los\ndeberes y obligaciones de la persona trabajadora, así como de los recogidos en\nel presente convenio.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B.Se consideran faltas graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.La inasistencia injustificada de un (1) día al trabajo.\u003C\u002Fp>\n\n\u003Cp>2.Tres (3) faltas injustificadas de puntualidad en la entrada al puesto de\ntrabajo, superiores a cinco (5) minutos e inferior a treinta (30) minutos en un\nperíodo de treinta (30) días o una (1) falta injustificada superior a treinta\n(30) minutos.\u003C\u002Fp>\n\n\u003Cp>3.El abandono injustificado del puesto de trabajo sin previo aviso o\nautorización de una duración superior a treinta (30) minutos e inferior a\ncuarenta y cinco (45) minutos. En caso de que como consecuencia de ello se\ncausara un perjuicio de consideración a la\u003C\u002Fp>\n\n\u003Cp>Empresa o fuera causa directa de accidente de las personas trabajadoras\npodrá considerarse como muy grave.\u003C\u002Fp>\n\n\u003Cp>4.La desobediencia a los superiores jerárquicos o de quién dependa la\npersona trabajadora en cualquier materia que sea propia del servicio en el\nejercicio regular de sus funciones, así como incumplir prescripciones u\nórdenes establecidas, siempre que tengan impacto en el servicio o la Empresa.\nSi la desobediencia fuese reiterada o implicase quebranto manifiesto de la\ndisciplina en el trabajo o de ella se derivase perjuicio para la Empresa o para\nlas personas podrá ser calificada como falta muy grave.\u003C\u002Fp>\n\n\u003Cp>5.Simular mediante cualquier forma la presencia de otra persona trabajadora\nen la Empresa a los efectos del cumplimiento de sus obligaciones laborales.\u003C\u002Fp>\n\n\u003Cp>6.La reiteración o reincidencia en la comisión de tres (3) faltas leves en\nun período de noventa (90) días, habiendo mediado sanción.\u003C\u002Fp>\n\n\u003Cp>7.La utilización de los medios informáticos, telemáticos o tecnológicos\npuestos a disposición por la Empresa de forma contraria a lo dispuesto en los\ncódigos y protocolos de uso de dichos medios, incluyendo la descarga de\naplicaciones no autorizadas. Cuando de ello se derive un perjuicio grave para\nla Empresa, podrá calificarse como muy grave.\u003C\u002Fp>\n\n\u003Cp>8.La negligencia, imprudencia o el descuido imprudente en la conservación\ndel material y herramientas de trabajo que provoque daño grave en los\nmismos.\u003C\u002Fp>\n\n\u003Cp>9.La ausencia de comunicación de la inasistencia al trabajo con carácter\nprevio en los términos previstos en este convenio o de su justificación\ndentro de las veinticuatro (24) horas siguientes, salvo que se pruebe la\nimposibilidad manifiesta de poder hacerlo, así como informar en tiempo y forma\nde las fechas de las bajas por enfermedad, partes de confirmación o alta.\u003C\u002Fp>\n\n\u003Cp>10.Los errores reiterados e inexcusables, así como la falta de atención y\ndiligencia debida en las tareas propias del puesto de trabajo, siempre que no\ncausen perjuicio a las personas trabajadoras, clientes\u002Fterceros, o a la\nEmpresa, en cuyo caso se reportará como muy grave.\u003C\u002Fp>\n\n\u003Cp>11.La inasistencia a los cursos de formación teórica o práctica, dentro\nde la jornada ordinaria de trabajo, sin la debida justificación.\u003C\u002Fp>\n\n\u003Cp>12.Acudir al puesto de trabajo bajo síntomas de embriaguez o bajo los\nefectos de las drogas, así como su consumo durante la jornada laboral, aun\nsiendo esporádico, siempre que no cause perjuicio alguno. En caso de que\nafecte a la prestación de servicios, seguridad o a la imagen de la Empresa, el\nmismo podrá ser reportado como muy grave.\u003C\u002Fp>\n\n\u003Cp>13.No cumplimentar con reiteración en más de una (1) ocasión los\nregistros de jornada en tiempo y forma, así como no supervisar el correcto\ncumplimiento de los mismos.\u003C\u002Fp>\n\n\u003Cp>14.No atender al público y\u002Fo clientes con la corrección y diligencia\ndebida, contraviniendo los procedimientos y reglas establecidos en la Empresa\nsiempre que cause perjuicio a ésta, incluyéndose la réplica descortés a los\nclientes o mala praxis. En caso de que el perjuicio sea relevante, implicando\nla pérdida del cliente o queja formal del mismo, se reportará como muy\ngrave.\u003C\u002Fp>\n\n\u003Cp>15.Incumplimiento de la política de seguridad y protección de datos\ndebidamente publicadas que no genere un perjuicio a la Empresa desde dicha\nperspectiva, en caso contrario se reportará como muy grave.\u003C\u002Fp>\n\n\u003Cp>16.Incumplimiento y falta de uso de las aplicaciones previstas para el\nreporte del trabajo puestas a disposición de la persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>17.La falta de aseo y limpieza personal que produzca quejas justificadas de\nlas personas trabajadoras, siempre que previamente hubiera mediado la oportuna\nadvertencia empresarial y no obedezca a razones médicas.\u003C\u002Fp>\n\n\u003Cp>18.El empleo para beneficio y uso propio de los útiles, herramientas y\nmaterial de la Empresa puestos a disposición, incluidos maquinarias y\nvehículos, fuera de la jornada de trabajo y sin que exista previa\nautorización expresa. En caso de reincidencia o que como consecuencia del\nmismo se produjese cualquier tipo de daño al material, se considerará como\nmuy grave.\u003C\u002Fp>\n\n\u003Cp>19.El incumplimiento o abandono de las normas y medidas establecidas por la\nnormativa de Prevención de Riesgos Laborales o las determinadas por la Empresa\nen esta materia debidamente publicadas, siempre que su incumplimiento o\ninobservancia no entrañe riesgo relevante.\u003C\u002Fp>\n\n\u003Cp>20.Interpretación y\u002Fo aplicación arbitraria de la normativa interna de la\nEmpresa por parte del personal con equipo a cargo, con la finalidad de generar\nun perjuicio a la persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>21.La realización de trabajos o gestiones particulares durante la jornada\nde trabajo sin previo consentimiento de la Empresa, revistiendo el carácter de\nmuy grave en caso de que causase algún perjuicio a la Empresa.\u003C\u002Fp>\n\n\u003Cp>22.Cualquier otro incumplimiento que suponga una infracción grave de los\ndeberes y obligaciones de la persona trabajadora, así como de los recogidos en\nel presente convenio.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>C.Se consideran faltas muy graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.La falta de asistencia al trabajo no justificada por dos (2) días o más\nen un período de treinta (30) días, o de más de cuatro (4) días en un\nperíodo de noventa (90) días.\u003C\u002Fp>\n\n\u003Cp>2.Más de cinco (5) faltas injustificadas de puntualidad en la entrada al\ntrabajo, superiores a cinco (5) minutos e inferior a treinta (30) minutos, o\ntres (3) faltas injustificadas de puntualidad de más de treinta (30) minutos\ncometidas en un período de noventa (90) días.\u003C\u002Fp>\n\n\u003Cp>3.El abandono injustificado del puesto de trabajo sin previo aviso o\nautorización, de una duración superior a cuarenta y cinco (45) minutos.\u003C\u002Fp>\n\n\u003Cp>4.La reiteración o reincidencia en la comisión de faltas graves en un\nperíodo de seis (6) meses, habiendo mediado sanción.\u003C\u002Fp>\n\n\u003Cp>5.El disfrute de vacaciones cuando el mismo sea iniciado por decisión\nunilateral de la persona trabajadora y sin la necesaria autorización.\u003C\u002Fp>\n\n\u003Cp>6.La actitud de desobediencia con negativa terminante o injustificada al\ncumplimiento de órdenes de un superior, de instrucciones o normas de trabajo,\nrelacionadas con el puesto de trabajo, o la inequívoca voluntad de\ndesacatarlas.\u003C\u002Fp>\n\n\u003Cp>7.La imprudencia o negligencia en el trabajo, incluyendo la conservación de\nherramientas y material de la Empresa, si como consecuencia de ella se\noriginase accidente, daño o avería grave o implicase riesgo de accidente o\npeligro grave para las personas trabajadoras, las instalaciones o las\npropiedades de la Empresa o terceras personas.\u003C\u002Fp>\n\n\u003Cp>8.Acciones u omisiones de cuyo resultado pueda derivar en situaciones de\nriesgo grave e inminente para la seguridad y salud de las personas trabajadoras\nde la Empresa, de empresas colaboradoras o de cualquier tercero.\u003C\u002Fp>\n\n\u003Cp>9.No respetar, conociendo las medidas o normas de seguridad debidamente\npublicadas, por negligencia, descuido o por voluntad propia, las medidas de\nprotección previstas o impuestas por la Empresa en evitación de los\nmismos.\u003C\u002Fp>\n\n\u003Cp>10.El incumplimiento o abandono de las normas y medidas establecidas por la\nnormativa de Prevención de Riesgos Laborales o las determinadas por la Empresa\nen esta materia, siempre que su inobservancia entrañe riesgo para la propia\npersona trabajadora, para el resto de personas trabajadoras o para terceros\najenos.\u003C\u002Fp>\n\n\u003Cp>11.Las ofensas verbales o violencia física o cualesquiera malos tratos de\npalabra u obra o faltas de respeto o consideración a las personas que trabajen\nen la Empresa, a los clientes o a personas ajenas a la misma con las que se\nhaya tenido contacto como consecuencia del trabajo, con independencia de su\nhabitualidad.\u003C\u002Fp>\n\n\u003Cp>12.Las riñas o discusiones graves durante el tiempo de trabajo con otras\npersonas trabajadoras y\u002Fo clientes, que repercutan gravemente en la imagen de\nla Empresa y en el normal desarrollo de la actividad laboral.\u003C\u002Fp>\n\n\u003Cp>13.El acoso sexual, por razón de sexo o moral.\u003C\u002Fp>\n\n\u003Cp>14.La embriaguez habitual o toxicomanía.\u003C\u002Fp>\n\n\u003Cp>15.Cualquier tipo de discriminación por razón de nacimiento, raza, sexo,\norientación sexual, religión, opinión o cualquiera otra condición o\ncircunstancia personal o social.\u003C\u002Fp>\n\n\u003Cp>16.El hurto o robo a la Empresa o a las personas trabajadoras, clientes o a\npersonas ajenas que concurran a los locales o instalaciones de la Empresa, así\ncomo la apropiación indebida de fondos de la Empresa.\u003C\u002Fp>\n\n\u003Cp>17.Deteriorar, maltratar, hacer desaparecer o inutilizar maliciosamente el\nmaterial y herramientas de la Empresa o sus instalaciones.\u003C\u002Fp>\n\n\u003Cp>18.El fraude, la deslealtad, transgresión de la buena fe contractual o el\nabuso de confianza en las gestiones encomendadas. Se incluyen entre estas\naquellas acciones tendentes a falsear o simular datos de cualquier índole,\nfalsear o simular consecución de objetivos tales como ventas o producción,\ncon el fin de obtener un beneficio propio o ajeno con independencia de su\nnaturaleza y cuantía, quebrantar del deber de confidencialidad, o violar\nsecretos o información que pueda tener en su poder atendiendo al puesto de\ntrabajo a desempeñar.\u003C\u002Fp>\n\n\u003Cp>19.Alteración y\u002Fo falseamiento de los importes correspondientes a los\ngastos que se ocasionen como consecuencia del desarrollo de la actividad\nlaboral (transporte, gasolina, dietas u otros).\u003C\u002Fp>\n\n\u003Cp>20.Prevalerse del puesto de trabajo para obtener beneficio propio.\u003C\u002Fp>\n\n\u003Cp>21.La disminución continuada y voluntaria en el rendimiento del trabajo\nnormal o pactado.\u003C\u002Fp>\n\n\u003Cp>22.Los errores reiterados e inexcusables, así como la falta de atención y\ndiligencia debida en las tareas relacionadas con el puesto de trabajo, que\ncausen perjuicio a las personas trabajadoras, clientes, o a la Empresa,\nhabiendo mediado previa advertencia por ésta.\u003C\u002Fp>\n\n\u003Cp>23.La realización de conductas que impliquen transgresión de la buena fe\ncontractual, incluyéndose todas aquellas actividades que impliquen competencia\ndesleal.\u003C\u002Fp>\n\n\u003Cp>24.La simulación de enfermedad o accidente, o disfrutar de un permiso\ncuando la causa de su solicitud es inexistente. Se entenderá que existe\ninfracción laboral cuando encontrándose de baja la persona trabajadora por\ncualquiera de las causas señaladas, realice trabajos de cualquier índole por\ncuenta propia o ajena, así como cualquier acción, omisión o manipulación\ncon el objetivo de prolongar la baja por accidente o enfermedad.\u003C\u002Fp>\n\n\u003Cp>25.Dirigirse y\u002Fo discutir de forma inapropiada o reñir con clientes o\nterceros en el desarrollo o desempeño del trabajo.\u003C\u002Fp>\n\n\u003Cp>26.Cualquier abuso de autoridad por parte de quienes desempeñen funciones\nde mando y\u002Fo tengan personas a su cargo, entendiéndose entre otros las\ninstrucciones contrarias o contraviniendo lo indicado en las políticas de\nEmpresa o en el propio convenio, y que impliquen un perjuicio a la persona\ntrabajadora.\u003C\u002Fp>\n\n\u003Cp>27.El comportamiento que atente contra la libertad sexual, la orientación e\nidentidad sexual y la expresión de género de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>28.Incumplimiento de los deberes de confidencialidad y sigilo, con especial\nmención a los que acontecen en el seno de una investigación por acoso de\ncualquier índole.\u003C\u002Fp>\n\n\u003Cp>29.La negativa o incomparecencia injustificada a someterse a reconocimientos\nmédicos de carácter obligatorio.\u003C\u002Fp>\n\n\u003Cp>30.Cualquier otro incumplimiento que suponga una infracción muy grave de\nlos deberes y obligaciones de la persona trabajadora, así como de los\nrecogidos en el presente convenio.\u003C\u002Fp>\n\n\u003Cp>En cualquier caso, de acuerdo con lo dispuesto en el Estatuto de los\nTrabajadores, corresponde a la Empresa la facultad de sancionar a las personas\ntrabajadoras en virtud de incumplimientos laborales. \u003C\u002Fp>\n\n\u003Ch3 id=\"L1007\">Artículo 52. Sanciones.\u003C\u002Fh3>\n\n\u003Cp>Las sanciones que podrán imponerse a las personas trabajadoras por la\ncomisión de las faltas mencionadas serán las siguientes a potestad de la\nEmpresa, tanto respecto a la tipología de la sanción como a los efectos de su\naplicación:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>a)Por faltas leves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Amonestación por escrito.\u003C\u002Fp>\n\n\u003Cp>-Suspensión de empleo y sueldo hasta un máximo de tres (3) días.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>b)Por faltas graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Amonestación por escrito.\u003C\u002Fp>\n\n\u003Cp>-Suspensión de empleo y sueldo hasta un máximo de quince (15) días.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>c)Por faltas muy graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Amonestación por escrito.\u003C\u002Fp>\n\n\u003Cp>-Suspensión de empleo y sueldo hasta un máximo de treinta (30) días.\u003C\u002Fp>\n\n\u003Cp>-Despido.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1031\">Artículo 53. Prescripción.\u003C\u002Fh3>\n\n\u003Cp>Las faltas leves prescribirán a los diez (10) días, las faltas graves a\nlos veinte (20) días y las muy graves a los sesenta (60) días a partir de la\nfecha en que la Empresa tuvo conocimiento de su comisión y, en todo caso, a\nlos seis (6) meses de haberse cometido. Cuando se abra cualquier tipo de\nproceso de investigación y\u002Fo trámite de audiencia para la averiguación de\nhechos que pudieran suponer la comisión de una infracción de carácter\nlaboral, la prescripción quedará interrumpida.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1035\">Artículo 54. Aplicación de las sanciones.\u003C\u002Fh3>\n\n\u003Cp>Para la aplicación y graduación de las sanciones, se tendrá en cuenta la\ntipificación de la falta y circunstancias objetivas concurrentes.\u003C\u002Fp>\n\n\u003Cp>En las faltas graves y muy graves la Empresa dará traslado a los\nrepresentantes de las personas trabajadoras y a los delegados sindicales LOLS\nde plenos derechos exclusivamente respecto a sus afiliados de una copia de la\ncarta de sanción entregada.\u003C\u002Fp>\n\n\u003Cp>En cualquier momento, bien por resultar necesario para el mejor conocimiento\nde los hechos, naturaleza o alcance de éstos, o bien para evitar eventuales\ndaños, se podrá aplicar cautelarmente la suspensión de empleo, que no de\nsueldo, de la persona trabajadora afectada, quedando a disposición de la\nEmpresa durante el tiempo de suspensión.\u003C\u002Fp>\n\n\u003Cp>La suspensión de empleo y sueldo en ningún caso afectará a los días de\ndescanso devengados con carácter previo al inicio efectivo de la sanción.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1045\">Artículo 55. Procedimiento sancionador a los representantes de\nlas personas trabajadoras.\u003C\u002Fh3>\n\n\u003Cp>En el caso de potenciales sanciones impuestas a los representantes de las\npersonas trabajadoras o a los delegados sindicales LOLS de plenos derechos,\nserá necesaria la previa entrega de pliego de cargos tanto a la propia persona\ntrabajadora interesada, como al Comité de Empresa o restantes Delegados de\nPersonal en caso de pertenecer a la representación unitaria, o el resto de\ndelegados sindicales en caso de existir los mismos, frente al que podrán\nformular aquellas alegaciones que estimasen oportunas en un plazo de tres (3)\ndías hábiles a contar desde el día de la notificación del referido pliego.\nUna vez recibidas las alegaciones, la Empresa tomará la decisión que\ncorrespondiere, emitiendo la sanción en su caso.\u003C\u002Fp>\n\n\u003Cp>Idéntico procedimiento regirá cuando la persona trabajadora estuviera\nafiliada a un sindicato en cuyo centro de trabajo tuviera delegados sindicales\nLOLS de plenos derechos de la correspondiente sección sindical y al empresario\nle constase dicha afiliación, siendo que en ese caso la audiencia previa\ncorresponderá a dichos delegados sindicales.\u003C\u002Fp>\n\n\u003Cp>En aquellos casos en que el representante de las personas trabajadoras\npudiese ser objeto de aplicación del régimen sancionador derivado de un\nprotocolo de acoso, todo ello con el fin de salvaguardar la confidencialidad\ndebida y la intimidad de dicha persona, se dará la opción a ésta de adoptar\nla decisión sobre la concreta comunicación a la representación de las\npersonas trabajadoras que corresponda, quedando recogida de manera expresa la\nrenuncia a este derecho.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1055\">\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2 id=\"L1055\">CAPÍTULO IX Seguridad y Salud laboral\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1057\">Artículo 56. Principios generales.\u003C\u002Fh3>\n\n\u003Cp>Tanto la Empresa como las personas trabajadoras vienen obligados a observar\ny cumplir las disposiciones contenidas en la normativa que sobre seguridad y\nsalud laboral se encuentren vigentes en cada momento.\u003C\u002Fp>\n\n\u003Cp>Durante la vigencia del presente convenio, las partes potenciarán una\nadecuada política de prevención atendiendo a la naturaleza de las actividades\ndesarrolladas.\u003C\u002Fp>\n\n\u003Cp>En cumplimiento del deber de protección, la Empresa deberá garantizar la\nseguridad y salud de las personas trabajadoras a su servicio en todos los\naspectos relacionados con el trabajo. Dicha obligación se materializará a\ntravés de la adopción de las medidas necesarias en materia de evaluación de\nriesgos, planificación de la actividad preventiva, información, consulta y\nparticipación, formación de las personas trabajadoras y vigilancia de la\nsalud.\u003C\u002Fp>\n\n\u003Cp>La seguridad y salud requieren la colaboración activa de todas las personas\ntrabajadoras de las Empresas, mediante el cumplimiento de las normas, tanto\ninternas, como las establecidas en la legislación vigente requeridas para\nrealizar las tareas.\u003C\u002Fp>\n\n\u003Cp>La Empresa podrá promover igualmente cuantas campañas y acciones considere\nnecesarias encaminadas a mejorar el estado de salud de las personas\ntrabajadoras, fomentando hábitos de vida saludables.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L1069\">Artículo 57. Servicios de prevención.\u003C\u002Fh3>\n\n\u003Cp>En aplicación de lo dispuesto en el Reglamento de los Servicios de\nPrevención, la organización de la Empresa podrá recurrir a un Servicio de\nPrevención propio, ajeno o mixto.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1073\">Artículo 58. Comité Intercentros de Seguridad y Salud.\u003C\u002Fh3>\n\n\u003Cp>Se acuerda la creación de un Comité Intercentros de Seguridad y Salud por\ncada una de las Empresas sujetas al presente convenio, que será el órgano\ncentralizado y de coordinación a efectos de prevención de riesgos laborales\npropio de los puestos de trabajo integrados en cada Empresa.\u003C\u002Fp>\n\n\u003Cp>El Comité Intercentros de Seguridad y Salud, creado de conformidad con lo\nprevisto en el apartado 3, párrafo segundo, del artículo 38 de la Ley\n31\u002F1995, de 8 de noviembre, de Prevención de Riesgos Laborales, asumirá las\ncompetencias y facultades correspondientes a los Delegados de Prevención y\nComités de Seguridad y Salud, cuando la materia o asuntos de que se trate sea\nde ámbito superior al de un (1) centro de trabajo, siendo sus acuerdos\nvinculantes para las partes que deberán ser plasmados por escrito. \u003C\u002Fp>\n\n\u003Cp>La Empresa ejercerá y dará por cumplida la obligación de consultar las\ndecisiones a las que se refiere el artículo 33 de la Ley 31\u002F1995 ante este\nComité Intercentros de Seguridad y Salud.\u003C\u002Fp>\n\n\u003Cp>Constituyen competencias y facultades del Comité Intercentros de Seguridad\ny Salud las siguientes:\u003C\u002Fp>\n\n\u003Cp>a.Entender sobre las materias de seguridad y salud y adopción de medidas\nque procedan cuando afecten a más de un (1) centro de trabajo.\u003C\u002Fp>\n\n\u003Cp>b.Coordinar la actuación en materia de Prevención de Riesgos Laborales,\ntratando aquellas cuestiones que afecten a toda la Empresa o a varios centros\nde trabajo y específicamente en todo lo referente al Plan de Prevención de\nRiesgos laborales.\u003C\u002Fp>\n\n\u003Cp>c.Integrar, dirigir y coordinar las actividades de los Comités de Seguridad\ny Salud y Delegados de Prevención de los centros de trabajo.\u003C\u002Fp>\n\n\u003Cp>d.Proponer todas aquellas actividades que contribuyan a la mejora de la\nPrevención de Riesgos Laborales.\u003C\u002Fp>\n\n\u003Cp>e.Cualesquiera otras materias encomendadas a los Comités de Seguridad y\nSalud y\u002Fo Delegados de Prevención que trasciendan del ámbito de un centro de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>En caso de conflicto sobre la competencia y facultad específica para\nentender de determinadas materias o asuntos entre Delegados de Prevención,\nComités de Seguridad y Salud y Comité Intercentros de Seguridad y Salud, la\ncompetencia para entender de dicha materia o asunto corresponderá a este\núltimo, dado el mayor ámbito funcional y competencial del mismo.\u003C\u002Fp>\n\n\u003Cp>El Comité Intercentros de Seguridad y Salud se reunirá de manera\ntrimestral a instancia de cualquiera de las partes que lo conforman, así como\ncuando se produzca alguna circunstancia vinculada con sus competencias que lo\nrequiera.\u003C\u002Fp>\n\n\u003Cp>El Comité estará conformado por cuatro (4) miembros por cada parte y\nrequerirá la mayoría absoluta para la adopción de acuerdos.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Ch3 id=\"L1099\">Artículo 59. Formación en materia de Prevención de Riesgos\nLaborales.\u003C\u002Fh3>\n\n\u003Cp>La Empresa promoverá la formación del personal en materia de Prevención\nde Riesgos Laborales, velando por una suficiente y adecuada formación de cada\npersona trabajadora, así como de los Delegados de Prevención.\u003C\u002Fp>\n\n\u003Cp>Ambas partes convienen que, atendiendo a la normativa propia en Prevención\nde Riesgos Laborales y a los principios generales que rigen la misma, cuyo\nobjetivo es velar por la seguridad de las personas trabajadoras de acuerdo a la\nnaturaleza de la concreta actividad que desarrolla cada una de ellas, la\nEmpresa debe promover la impartición de las acciones formativas necesarias,\nsuficientes y adecuadas.\u003C\u002Fp>\n\n\u003Cp>A la hora de diseñar e impartir dicha formación, debe tener en\nconsideración como referencia la propia del sector de las telecomunicaciones\nen aquellos puestos que por su naturaleza se considere conveniente, que deberá\nprevalecer sobre otras normativas convencionales que no se ajusten a la\nrealidad de la actividad productiva desempeñada por las Empresas sujetas al\npresente convenio.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3 id=\"L1107\">Artículo 60. Equipos de protección individual.\u003C\u002Fh3>\n\n\u003Cp>El Servicio de Prevención será el encargado de evaluar los riesgos de los\ndiferentes puestos de trabajo de la Empresa, y, en consecuencia, determinar los\nequipos de protección individual adecuados en cada uno de los casos.\u003C\u002Fp>\n\n\u003Cp>La representación de las personas trabajadoras podrá proponer mediante\ninforme fundamentado la sustitución de determinados equipos de protección\nindividual a través del foro del Comité Intercentros de Seguridad y Salud.\u003C\u002Fp>\n\n\u003Cp>Los diferentes equipos de protección individual deberán ser utilizados por\nlas personas trabajadoras conforme a las instrucciones y directrices indicadas\npor la Empresa y por los Servicios de Prevención.\u003C\u002Fp>\n\n\u003Cp>Si se comprobara que por abandono o mala fe sufrieran extravío, o un\ndeterioro evidente por un deliberado mal uso, cualquiera de los equipos de\nprotección individual proporcionados por la Empresa, la persona trabajadora\nquedará obligada a resarcir el perjuicio causado.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Ch3 id=\"L1117\">Artículo 61. Vigilancia de la salud.\u003C\u002Fh3>\n\n\u003Cp>De conformidad con el artículo 22 de la Ley de Prevención de Riesgos\nLaborales, la Empresa garantizará a todas las personas trabajadoras la\nvigilancia periódica de estado de salud en función de los riesgos inherentes\nal trabajo, que se concretará en los siguientes puntos:\u003C\u002Fp>\n\n\u003Cp>-Reconocimiento médico voluntario con periodicidad anual para todas las\npersonas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>-Reconocimiento médico obligatorio tras ausencia prolongada por motivos de\nsalud.\u003C\u002Fp>\n\n\u003Cp>-Reconocimiento médico periódico y obligatorio para evaluar los efectos de\nlas condiciones de trabajo sobre la salud de las personas trabajadoras o para\nverificar si el estado de salud puede constituir un peligro para el mismo o\npara terceros, entendiéndose incluidos en éstos aquellos que realicen\ntrabajos en altura, confinados, riesgos eléctricos o actividades de\nconducción, así como otros análogos, o cuando así esté establecido en una\ndisposición legal.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L1127\">Artículo 62. Recurso preventivo.\u003C\u002Fh3>\n\n\u003Cp>Desde el punto de vista preventivo, en aquellos casos en que se dé\ncualquiera de los supuestos establecidos en el actual artículo 32.bis de la\nLey de Prevención de Riesgos Laborales, la Empresa garantizará y designará a\nuna o varias personas que acompañen en la realización de determinados\ntrabajos, con formación y capacidad adecuada, a efectos de vigilar el\ncumplimiento de las actividades preventivas que así lo requieran.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1131\">Artículo 63. Adaptación de puesto de trabajo.\u003C\u002Fh3>\n\n\u003Cp>En el caso de que una persona trabajadora sea declarada por los facultativos\ndel Servicio de Vigilancia de la Salud como apta con limitaciones para el\ndesempeño de las tareas de su puesto de trabajo -entendiendo por tales\naquellas que afectan de manera directa a la capacidad para realizar las tareas\nesenciales de su función-, la Empresa, en virtud de lo establecido en el\nartículo 25 de la Ley de Prevención de Riesgos Laborales, adoptará las\nmedidas preventivas y de protección necesarias para adaptar el puesto de\ntrabajo a tales limitaciones, siempre que ello no desvirtúe la naturaleza del\nmismo o resulte posible por no suponer una carga excesiva para aquélla en los\ntérminos establecidos en la legislación laboral.\u003C\u002Fp>\n\n\u003Cp>Cuando por los referidos criterios tal adaptación no fuera factible, así\ncomo en los casos en los que por parte del citado Servicio se califique a la\npersona trabajadora como no apta y\u002Fo por la correspondiente Entidad Gestora se\nle reconozca una incapacidad permanente en sus grados de total y\u002Fo absoluta, la\nEmpresa, previa la expresa solicitud de aquélla, estudiará la posibilidad de\nreubicarle en otro puesto de trabajo distinto, atendiendo para ello a las\nvacantes existentes, a la formación y experiencia de la persona trabajadora de\nla que tenga conocimiento la Empresa, así como al alcance de sus limitaciones\nfuncionales. De poder optarse por un cambio de puesto de trabajo, las\ncondiciones laborales y retribución de la persona trabajadora pasarán a ser\nlas establecidas para su nuevo puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>En caso de que lo anterior no fuera posible, aquélla podrá proceder a la\nextinción del contrato de trabajo en los términos previstos legalmente.\u003C\u002Fp>\n\n\u003Cp>Las previsiones contenidas en el presente artículo deberán aplicarse e\ninterpretarse conforme a la normativa laboral vigente en cada momento,\ncomprometiéndose las partes a adaptar el mismo mediante negociación en caso\nde cambios relevantes. \u003C\u002Fp>\n\n\u003Ch3 id=\"L1141\">Artículo 64. Procedimiento y directrices de actuación frente a\ncatástrofes y otros fenómenos meteorológicos adversos.\u003C\u002Fh3>\n\n\u003Cp>El presente procedimiento y su contenido se activará en aquellos casos en\nlos que la jornada habitual de trabajo se vea afectada por fenómenos\nmeteorológicos adversos y de máxima gravedad que pongan en peligro la\nintegridad física de las personas trabajadoras, tales como DANAS, olas de\ncalor o de frío extremo, lluvias torrenciales, grandes nevadas, incendios u\notros de similares características.\u003C\u002Fp>\n\n\u003Cp>Cuando por parte de la Empresa se concluya que existe alguna situación de\nlas anteriormente descritas susceptible de activar el presente conjunto de\nmedidas, la forma estandarizada de actuación será la siguiente:\u003C\u002Fp>\n\n\u003Cp>Activación del procedimiento y pautas de actuación:\u003C\u002Fp>\n\n\u003Cp>El inicio de este protocolo vendrá determinado por la decisión de la\ndirección de la Empresa, bien por iniciativa propia, o a propuesta de\nvaloración de la representación de las personas trabajadoras tras la\npublicación de una alerta gubernamental especial.\u003C\u002Fp>\n\n\u003Cp>Ante la activación del presente procedimiento, se procederá a la\nevaluación de la situación, zona y colectivos afectados, y a la adopción de\nlas medidas más razonables en cada caso, entendiéndose éstas cómo\njustificadas, siendo entre otras las siguientes:\u003C\u002Fp>\n\n\u003Cp>1.Redistribución de la zona y\u002Fo tareas de trabajo: si es posible, se\nprocederá a reorganizar la planificación de los trabajos sin merma económica\npara la persona trabajadora, evitando las zonas afectadas mientras dure la\nalarma, incluyéndose para aquellos puestos en que sea posible la realización\nde teletrabajo.\u003C\u002Fp>\n\n\u003Cp>2.Adaptación de horario: siempre que la situación lo permita y resulte\nconveniente, se procederá a la adaptación del horario normal de la jornada de\ntrabajo con el objetivo de evitar el riesgo dentro de las posibilidades de\nconciliación familiar de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>3.Cualesquiera otras medidas que se pudieran presentar como idóneas en\natención a circunstancias y\u002Fo particularidades concurrentes, que serán\ninformadas en cada situación a la representación de las personas\ntrabajadoras.\u003C\u002Fp>\n\n\u003Cp>4.Cancelación de la jornada: cuando la situación sea incompatible con unas\nmínimas condiciones de seguridad en el trabajo y no sea posible la\nreasignación a otra zona de trabajo sin riesgo, la realización de teletrabajo\ny\u002Fo la adaptación del horario, se procederá a la cancelación de la jornada\nordinaria de trabajo.\u003C\u002Fp>\n\n\u003Cp>De acuerdo con el artículo 37.3.g) del Estatuto de los Trabajadores,\nactualmente la cancelación de jornada tendrá la consideración de ausencia\nretribuida no recuperable y podrá alargarse hasta cuatro (4) días en función\nde la evolución de la situación y condiciones que la causaron, ajustándose a\nlas condiciones previstas en dicho precepto, sin perjuicio de posibles cambios\nfuturos, debiéndose adaptar en su caso a la regulación existente en cada\nmomento.\u003C\u002Fp>\n\n\u003Cp>5.Como complemento de estas medidas, en el ámbito de la Empresa se podrán\nestablecer protocolos de actuación que amplíen o desarrollen lo aquí\nestipulado, en cuyo caso serán debidamente informados a la representación de\nlas personas trabajadoras.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1167\">CAPÍTULO X Medios de Trabajo\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1169\">Artículo 65. Uso de herramientas y medios de la Empresa.\u003C\u002Fh3>\n\n\u003Cp>Los medios y herramientas de trabajo y producción facilitados por la\nEmpresa para el desarrollo de las funciones propias de cada persona\ntrabajadora, incluidos los dispositivos tecnológicos e informáticos, deben\nser utilizados exclusivamente para fines profesionales y relacionados con el\ndesempeño de la actividad para la cual ha sido proporcionada, salvo las\nexcepciones que se prevean expresamente.\u003C\u002Fp>\n\n\u003Cp>Con carácter adicional, dichos medios y herramientas de trabajo deben\nusarse de manera correcta y adecuada, y las personas trabajadoras deben\ncuidarlas y mantenerlas con la diligencia debida, no ostentando derecho de\nretención alguno y debiendo devolverse en iguales condiciones -salvo el\ndesgaste derivado del uso normal-, al finalizar la relación laboral o a\npetición o requerimiento expreso por la Empresa en el mismo lugar en el que se\nle hizo entrega y sin dilación temporal alguna.\u003C\u002Fp>\n\n\u003Cp>La Empresa facilitará a las personas trabajadoras en todo momento las\nherramientas y medios necesarios mínimos para poder prestar sus servicios en\nlos términos que se les requieran.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1177\">Artículo 66. Uso de dispositivos, medios y herramientas\ninformáticas y digitales.\u003C\u002Fh3>\n\n\u003Cp>El objeto principal de este precepto es garantizar que las personas\ntrabajadoras hagan un uso adecuado, responsable y lícito de los dispositivos\ntecnológicos e informáticos puestos a su disposición para su uso\nprofesional, protegiendo la información de la Empresa, proveedores y clientes,\ncumpliendo la normativa en materia de seguridad y protección de datos\npersonales. El presente protocolo es de cumplimiento obligado para todas las\npersonas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>Se conoce como dispositivo informático cualquier herramienta electrónica\nque procese y\u002Fo almacene información y entre los dispositivos tecnológicos\nregidos por el presente Protocolo se incluyen, entre otros y sin ánimo\nlimitativo, los siguientes:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Equipos, servidores de aplicaciones, terminales de\nacceso remoto, ordenadores de mesa o portátiles, PDAs, y dispositivos\nsimilares o equivalentes.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Teléfonos fijos, terminales móviles, tabletas,\nGPS, etc.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Cualquier aplicación o programa de software,\nredes y sistemas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Servicios de Internet y correo electrónico.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Las cuentas que dan acceso al uso de hardware,\nsoftware y sistemas de información.\u003C\u002Fp>\n\n\u003Cp>Debe entenderse comprendido en lo anterior cualquier otro elemento o\ninnovación tecnológica que pueda facilitarse o que tengan acceso las personas\ntrabajadoras por razón de su trabajo.\u003C\u002Fp>\n\n\u003Cp>Las reglas de uso de los dispositivos tecnológicos e informáticos son las\nsiguientes:\u003C\u002Fp>\n\n\u003Cp>1.a Los dispositivos tecnológicos e informáticos son herramientas de\ntrabajo que deben ser utilizados únicamente para el desarrollo de sus\nactividades profesionales, encontrándose prohibido su uso particular.\u003C\u002Fp>\n\n\u003Cp>2.a El uso de los dispositivos tecnológicos e informáticos está sujeto a\nmedidas oportunas de vigilancia y de control y por ello no existen expectativas\nde intimidad, confidencialidad y secreto de las comunicaciones aun cuando se\nesté haciendo un uso ajeno al profesional, sin perjuicio de las garantías\nprevistas en la normativa de protección de datos.\u003C\u002Fp>\n\n\u003Cp>3.a Las personas trabajadoras son conocedoras de la posible existencia de\nmedidas y medios de control por la Empresa del uso de los dispositivos\ntecnológicos e informáticos para verificar el correcto cumplimiento de la\nprestación laboral y el uso que se les da a dichas herramientas; siempre, de\nconformidad con los principios de legitimidad, oportunidad, proporcionalidad y\ncon respeto a la dignidad de la persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>4.a Toda la información y\u002Fo documentos de trabajo que sean realizados en el\námbito de la Empresa deberán ser guardados en el servidor habilitado al\nefecto o a través del sistema que se fije en cada momento, debiéndose cumplir\ncon todos los procedimientos y políticas presentes y futuras que las áreas\nencargadas de la seguridad de la información publiquen.\u003C\u002Fp>\n\n\u003Cp>5.a Queda terminantemente prohibido el envío o reenvío de información y\u002Fo\ndocumentación vinculada con la actividad de la Empresa a cualquier correo\npersonal, ya \u003C\u002Fp>\n\n\u003Cp>sea del autor o de una tercera persona, así como de cualquier entidad ajena\na la Empresa, así como la extracción de dicha información a través de\ncualesquiera otros medios, sin perjuicio de la legitimidad que se ostente de\nconformidad con los derechos reconocidos constitucional y legalmente.\u003C\u002Fp>\n\n\u003Cp>6.a Cualesquiera otras tendentes a la legítima protección de los\ndispositivos tecnológicos e informáticos puestos a disposición por la\nEmpresa y la información y documentación propiedad de ésta.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1211\">Artículo 67. Uniformidad y ropa.\u003C\u002Fh3>\n\n\u003Cp>En el caso de aquellos puestos de trabajo que estén sometidos a\nuniformidad, así como en los que sea necesario el uso de determinadas prendas,\néstas serán proporcionadas por la Empresa, siendo obligación de las personas\ntrabajadoras usarlas conforme a las instrucciones dadas.\u003C\u002Fp>\n\n\u003Cp>El deterioro involuntario de cualquiera de dichas prendas, por causa del\npropio trabajo dará lugar a la sustitución de las mismas de manera gratuita\nprevia devolución de la prenda deteriorada.\u003C\u002Fp>\n\n\u003Cp>Los diferentes tipos de prendas o uniformes se repondrán de manera\nanual.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Ch2 id=\"L1221\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">CAPÍTULO XI Igualdad y no Discriminación\u003C\u002Fdiv>\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1223\">Artículo 68. Declaración de principios en materia de igualdad,\ndiversidad y no discriminación.\u003C\u002Fh3>\n\n\u003Cp>Entre los principios que deben regir la conducta y actuación de la Empresa\nse encuentra el respeto a las personas como condición indispensable para el\ndesarrollo individual y profesional, teniendo su reflejo más inmediato en el\nprincipio del respeto a los Derechos Humanos y Derechos Fundamentales, los\ncuales deben presidir la actividad de todas las personas trabajadoras en el\nejercicio de sus funciones.\u003C\u002Fp>\n\n\u003Cp>Dicho principio obliga a observar un trato adecuado, respetuoso y digno a\ntodas las personas que conforman la plantilla, garantizando la igualdad de\ntrato y oportunidades y la ausencia de toda discriminación en cualquiera de\nlas fases de la relación laboral, ya sea desde el proceso de selección hasta\nla extinción del contrato de trabajo.\u003C\u002Fp>\n\n\u003Cp>Nadie podrá ser discriminado por razón de nacimiento, origen racial o\nétnico, sexo, religión, convicción u opinión, edad, discapacidad,\norientación o identidad sexual, expresión de género, o cualquier otra\ncondición o circunstancia personal o social.\u003C\u002Fp>\n\n\u003Cp>En este sentido, las partes firmantes están interesadas en el desarrollo de\nmedidas para conseguir la igualdad de oportunidades en el trabajo, con la\nfinalidad de contribuir al pleno desarrollo de los derechos y capacidades de\nlas personas, así como la igualdad efectiva sin discriminaciones de ningún\ntipo.\u003C\u002Fp>\n\n\u003Cp>En consonancia con lo establecido en el apartado anterior, ambas partes\nacuerdan la aplicación a las Empresas de cualesquiera políticas que rijan en\nmateria de igualdad y diversidad en el Grupo Digi en España y que tengan por\nfinalidad promover la igualdad, diversidad y no discriminación y no\ncontradigan la normativa española.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1235\">Artículo 69. Plan de Igualdad.\u003C\u002Fh3>\n\n\u003Cp>Dentro de la declaración de principios en materia de igualdad, se hace un\nexpreso reconocimiento del derecho a la igualdad efectiva de mujeres y hombres\nen la Empresa, para lo que las partes signatarias se comprometen a desarrollar\ntodas las acciones tendentes al cumplimiento efectivo y la aplicación de la\nLey Orgánica 3\u002F2007, de 22 de marzo, el Real Decreto-ley 6\u002F2019, de 1 de\nmarzo, de medidas urgentes para garantizar la igualdad de trato y oportunidades\nentre mujeres y hombres en el empleo y la ocupación, así como el Real Decreto\n901\u002F2020 por el que se regulan los Planes de Igualdad y su registro, así como\ncualquier normativa que modifique, amplíe o desarrollado lo contenido en\nestás.\u003C\u002Fp>\n\n\u003Cp>Con carácter adicional y en aras de mantener el espíritu recogido en el\nconvenio, ambas partes se comprometen a que en el momento en que pierdan su\nvigencia los actuales Planes de Igualdad en cada una de las dos (2) Empresa\nsignatarias, se promueva la consecución de un Plan de Igualdad de Grupo Digi\nen España con el objetivo de promover la igualdad efectiva y real entre ambos\nsexos, eliminando y evitando cualquier aspecto que impida alcanzar la total\nequiparación de oportunidades de manera uniforme en todo el ámbito de\naplicación del presente convenio colectivo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Ch3 id=\"L1243\">Artículo 70. Clasificación profesional e igualdad\nretributiva.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-gender\">\u003Cp>La clasificación en grupos profesionales regulada en el presente convenio\nse ajusta a criterios y sistemas que garantizan la ausencia de discriminación\ndirecta e indirecta entre mujeres y hombres y la correcta aplicación del\nprincipio de igualdad de retribución por trabajos de igual valor, habiéndose\nasegurado sus partes firmantes que los factores y condiciones concurrentes en\ncada uno de los citados grupos respetan los criterios de adecuación, totalidad\ny objetividad, y el principio de igual retribución para puestos de igual\nvalor.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1247\">Artículo 71. Colectivo LGTBI.\u003C\u002Fh3>\n\n\u003Cp>De conformidad con lo previsto en la normativa legal de aplicación, las\npartes firmantes han acordado un conjunto planificado de medidas orientadas a\nlograr una real y efectiva inclusión de las personas LGTBI en la Empresa\norganizadas en siete (7) áreas de actuación diferenciadas, conforme exige lo\ndispuesto en el artículo 8.3 y el anexo I del RD 1026\u002F2024, de 8 de octubre,\npor el que se desarrolla el conjunto planificado de las medidas para la\nigualdad y no discriminación de las personas LGTBI en las Empresas, y que son\nlas que a continuación se indican.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>a.Cláusulas de igualdad y no discriminación del colectivo\nLGTBI.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La Empresa garantiza y promueve el derecho a la igualdad real y efectiva de\nlas personas LGTBI prohibiendo cualquier conducta o acto discriminatorio por\nrazón de orientación, identidad sexual, expresión de género y\u002Fo\ncaracterísticas sexuales.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>b.Acceso al empleo.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El proceso de selección se basa en criterios objetivos libres de\ndiscriminación, priorizando la formación e idoneidad de la persona candidata,\nindependientemente de su orientación e identidad sexual o su expresión de\ngénero.\u003C\u002Fp>\n\n\u003Cp>Sin perjuicio de ello, la Empresa contribuirá a erradicar estereotipos en\nel acceso al empleo de las personas LGTBI a través de la promoción de acción\nformativa adecuada de las personas que participan en los procesos de\nselección.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpromotion\">\u003Cp>\u003Cstrong>c.Clasificación y promoción profesional.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La clasificación profesional regulada en el presente convenio se ajusta a\ncriterios y sistemas que garantizan la ausencia de toda discriminación directa\no indirecta de las personas LGTBI, estando basada en elementos objetivos\ngarantizando el desarrollo de la carrera profesional del colectivo LGTBI en\nigualdad de condiciones.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqtraining\">\u003Cp>\u003Cstrong>d.Formación, sensibilización y lenguaje.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La Empresa fomentará el uso del lenguaje respetuoso con la diversidad e\nintegrará en sus planes de formación módulos específicos sobre los derechos\nde las personas LGTBI en el ámbito laboral, con especial incidencia en la\nigualdad de trato y oportunidades y en la no discriminación. La formación\nirá dirigida a toda la plantilla, \u003C\u002Fp>\n\n\u003Cp>incluyendo a los mandos intermedios, puestos directivos y personas\ntrabajadoras con responsabilidad en la dirección de personal y recursos\nhumanos. Los aspectos mínimos que deberán contener serán los siguientes:\u003C\u002Fp>\n\n\u003Cp>-Conocimiento general y difusión del conjunto de medidas planificadas LGTBI\nrecogidas en presente artículo.\u003C\u002Fp>\n\n\u003Cp>-Conocimiento de las definiciones y conceptos básicos sobre diversidad\nsexual, familiar y de género contenidas en la Ley 4\u002F2023, de 28 de febrero,\npara la igualdad real y efectiva de las personas trans y para la garantía de\nlos derechos de las personas LGTBI.\u003C\u002Fp>\n\n\u003Cp>-Conocimiento y difusión del protocolo para la prevención, detección y\nactuación frente al acoso discriminatorio o violencia por razón de\norientación e identidad sexual, expresión de género y características\nsexuales.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>e.Entorno laboral diverso, seguro e inclusivo. Protocolo para la\nprevención y actuación del acoso contra comportamientos\nLGTBIfóbicos.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>De conformidad con lo previsto en la Ley 4\u002F2023 y RD 1026\u002F2024, la Empresa\npromueve la heterogeneidad de las personas trabajadoras, con objeto de lograr y\ngarantizar un entorno laboral diverso, inclusivo y seguro.\u003C\u002Fp>\n\n\u003Cp>Con esta finalidad, ambas partes acuerdan la aplicación del protocolo de\nprevención y actuación contra el acoso laboral que rija en cada momento,\nadhiriéndose de mutuo acuerdo al mismo y dando cumplimiento con ello a lo\nprevisto en el artículo 15 de la Ley 4\u002F2023 y RD 1026\u002F2024.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>f.Permisos y beneficios sociales.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>La Empresa atenderá a la realidad de las familias diversas, cónyuges y\nparejas de hecho LGTBI garantizando su acceso a los permisos, beneficios\nsociales y derechos en los términos establecidos en la ley y la jurisprudencia\ny, por tanto, sin discriminación por razón de orientación e identidad sexual\ny expresión de género.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>g.Régimen disciplinario.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se considerará falta muy grave el comportamiento que atente contra la\nlibertad sexual, la orientación e identidad sexual y la expresión de género\nde las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>Con el objetivo de velar por el cumplimiento de lo establecido en el\npresente acuerdo, el seguimiento, evaluación y revisión del mismo se\nrealizará a través de la Comisión Paritaria de interpretación y seguimiento\ndel convenio. Así, las medidas planificadas acordadas deberán revisarse\nllegado el momento y, en todo caso, de conformidad con lo establecido en el\nartículo 9.2 del RD 1026\u002F2024 si se pusiera de manifiesto su falta de\nadecuación a los requisitos legales y reglamentarios o su insuficiencia.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Ch3 id=\"L1293\">Artículo 72. Prevención y actuación frente al acoso.\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>a.Objeto y principios rectores de actuación:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Como reflejo y muestra del compromiso de las Empresas de favorecer un\nentorno laboral libre de todo tipo de acoso y\u002Fo violencia, se define este\nProtocolo como un marco de protección integral ante posibles situaciones de\nesta naturaleza en el entorno de trabajo.\u003C\u002Fp>\n\n\u003Cp>La actuación de las Empresas en relación con las situaciones sobre la que\nversa este Protocolo se guiará por las premisas de la confidencialidad, la\nceleridad y la objetividad.\u003C\u002Fp>\n\n\u003Cp>De conformidad con lo anterior, el presente Protocolo establece los\nsiguientes principios rectores de actuación:\u003C\u002Fp>\n\n\u003Cp>-Las Empresas velarán por la consecución de un ambiente adecuado de\ntrabajo, rechazando cualquier tipo de situación de acoso y\u002Fo violencia en el\ntrabajo. En esta línea, las Empresas reafirman su compromiso explícito y\nfirme de no tolerar en el seno de la organización ningún tipo de conducta\nconsiderada como de violencia o acoso sexual, por razón de sexo o de\norientación sexual, identidad sexual, características sexuales o expresión\nde género, el acoso moral, el acoso discriminatorio o la violencia frente a\npersonas LGTBI, quedando prohibida expresamente cualquier conducta de esta\nnaturaleza.\u003C\u002Fp>\n\n\u003Cp>-Las Empresas advertirán a las personas intervinientes en las denuncias e\ninvestigaciones, de la obligación de guardar secreto sobre el contenido de\néstas y mantener la confidencialidad, aun cuando la investigación haya\nfinalizado, así como la estricta reserva de la identidad de las personas\ninvolucradas, en particular, de la persona informante.\u003C\u002Fp>\n\n\u003Cp>-Las Empresas actuarán con respeto y protección de la intimidad y dignidad\nde todas aquellas personas a quienes involucre el procedimiento de\ninvestigación.\u003C\u002Fp>\n\n\u003Cp>-Las Empresas respetarán la contradicción a fin de garantizar una\naudiencia imparcial y un trato justo para todas las personas afectadas,\nexceptuándose aquellos casos en los que se considere razonablemente que tal\naudiencia pudiera perjudicar a la persona informante, o a quien padece la\nconducta.\u003C\u002Fp>\n\n\u003Cp>Las acusaciones o denuncias falsas no serán toleradas, así como el uso\ninadecuado o instrumental del Sistema Interno de Información o las\ndisposiciones del presente Protocolo, pudiéndose adoptar, en tal caso, las\nmedidas sancionadoras o correctoras que procedan según el caso.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>b.Ámbito de aplicación:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>El Protocolo aplica en el ámbito objetivo a las conductas potencialmente\nconstitutivas de violencia o acoso sexual, por razón de sexo o de orientación\nsexual, identidad sexual, características sexuales o expresión de género, el\nacoso moral, el acoso discriminatorio o la violencia frente a personas LGTBI\ndirectamente vinculadas al desarrollo de la actividad empresarial de las\nEmpresas.\u003C\u002Fp>\n\n\u003Cp>A los efectos del presente Protocolo, se entenderá que existe vinculación\ncon la actividad laboral en la medida en que la conducta se produzca con\nocasión del trabajo o como resultado de éste, concretamente:\u003C\u002Fp>\n\n\u003Cp>-En el lugar o centro de trabajo, espacios públicos y\u002Fo privados, cuando\nsean lugar de trabajo.\u003C\u002Fp>\n\n\u003Cp>-En los lugares de descanso habilitados por la Empresa y durante el\ntranscurso de la jornada laboral.\u003C\u002Fp>\n\n\u003Cp>-En los desplazamientos, viajes, eventos o actividades sociales o de\nformación relacionadas con el trabajo.\u003C\u002Fp>\n\n\u003Cp>-En el marco de las comunicaciones relacionadas con el trabajo, incluidas\nlas realizadas por medio de las tecnologías de la información y la\ncomunicación -acoso virtual o ciberacoso-.\u003C\u002Fp>\n\n\u003Cp>Por lo que se refiere al ámbito subjetivo de aplicación, el presente\nProtocolo se aplicará en su integridad cuando la persona afectada y la persona\npresuntamente responsable de la conducta desarrollen su actividad profesional\nen cualquiera de las Empresas, y se encuentren ambas sometidas a\nresponsabilidad disciplinaria. En aquellos supuestos en los que la persona\nafectada no forme parte del personal de las Empresas, se adoptarán las medidas\npertinentes de forma coordinada con la empresa o la organización a la que\npertenezca. \u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>c.Procedimiento de actuación en casos de acoso:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Las Empresas cuentan con un Sistema Interno de Información que se integra\npor distintos canales de comunicación para trasladar a las Empresas las\nconductas constitutivas de acoso discriminatorio, acoso sexual y por razón de\nsexo, acoso LGTBIfóbico, acoso moral y\u002Fo violencia en el trabajo a las que se\nrefiere este Protocolo.\u003C\u002Fp>\n\n\u003Cp>En este sentido, ambas partes acuerdan la adhesión a la política y\nreglamento de canal de denuncias que en cada momento rija en las Empresas que\nen todo momento estará a disposición de la plantilla por los canales\nhabituales.\u003C\u002Fp>\n\n\u003Cp>Las Empresas se comprometen a impartir las acciones de formación y\nsensibilización necesarias para prevenir y actuar contra el acoso y violencia\nen el trabajo.\u003C\u002Fp>\n\n\u003Cp>Para aquellos casos en los que, paralelamente a la comunicación de los\nhechos o la investigación interna, se inicie un procedimiento judicial o\nsancionador administrativo por los mismos hechos, la Empresa podrá dejar el\nprocedimiento en suspenso para no interferir o perjudicar el procedimiento\njudicial o administrativo en curso o iniciado, sin perjuicio de adoptar las\nmedidas disciplinarias que en su caso procedan.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L1341\">CAPÍTULO XII Derecho de Representación Colectiva y\nSindical\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1343\">Artículo 73. De los derechos sindicales y garantías del\nejercicio de la función sindical.\u003C\u002Fh3>\n\n\u003Cp>El derecho de las personas trabajadoras a sindicarse libremente así como a\nejercer la actividad sindical, sin que puedan verse afectadas ni su empleo ni\nsus condiciones de trabajo por su afiliación o por el ejercicio de labores de\nrepresentación de la plantilla, está recogida y amparada tanto en la\nConstitución Española como en las normas laborales vigentes.\u003C\u002Fp>\n\n\u003Cp>Por parte de las Empresas se atenderá al principio de igualdad de\noportunidades, evitando cualquier tipo de discriminación a las personas\ntrabajadoras que desempeñen funciones de representación de las personas\ntrabajadoras.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1349\">Artículo 74. Secciones sindicales.\u003C\u002Fh3>\n\n\u003Cp>La Dirección de las Empresas del ámbito del convenio reconoce a las\nSecciones Sindicales de los sindicatos debidamente constituidos en las Empresas\ncomo sujetos especialmente privilegiados para el ejercicio de las funciones de\nparticipación y representación de los intereses de las personas trabajadoras,\nasí como la función de interlocución social.\u003C\u002Fp>\n\n\u003Cp>Conforme a lo anterior, la interlocución, negociación y representación en\nel ámbito global de las Empresas que integran el convenio y superior por ello\na los ámbitos de centro de trabajo, provinciales o de la representación\nunitaria, será ostentada por las Secciones Sindicales y\u002Fo sectores o los\nórganos, de ámbito estatal, creados a tal fin en los Estatutos de cada uno de\nlos sindicatos presentes en cada Empresa, y que cuenten con una representación\nigual o superior al 10% de la representación unitaria electa en el ámbito del\nconvenio.\u003C\u002Fp>\n\n\u003Cp>Dichas Secciones Sindicales y\u002Fo sectores, o los órganos creados a tal fin\nen los Estatutos de cada uno de los sindicatos estatales, tendrán la\nlegitimación prevista en el Estatuto de los Trabajadores y normativa\nconcordante para tratar y acordar, en su caso, en aquellas cuestiones de\ncarácter colectivo que el Estatuto de los Trabajadores atribuye a los\nrepresentantes de las personas trabajadoras. La representatividad de cada una\nde ellas vendrá ponderada por el número de Delegados de Personal y\u002Fo miembros\nde Comités de Empresa computados en el ámbito del convenio.\u003C\u002Fp>\n\n\u003Cp>Cualquier acuerdo o pacto firmado con las anteriores gozará de eficacia\ngeneral, siempre y cuando las mismas representen a la mayoría de los\nrepresentantes unitarios de las personas trabajadoras en el ámbito de\naplicación del acuerdo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1359\">Artículo 75. Derechos de información de los representantes de\nlas personas trabajadoras.\u003C\u002Fh3>\n\n\u003Cp>Al constituir la vía de interlocución preferente, las Secciones Sindicales\nde Empresa asumen las competencias de información y consulta que la\nlegislación vigente asigna a la representación unitaria (Comité de Empresa y\nDelegados de Personal), de forma tan amplia como legalmente sea posible dentro\nsu ámbito de representación, por lo que se considerarán cumplidas las\nobligaciones de la Empresa con la comunicación efectuada a la persona\nresponsable de cada una de las Secciones Sindicales Estatales, que se obligan a\ninformar a sus respectivos representantes en los Comités de Empresa y\u002Fo\nDelegados de Personal.\u003C\u002Fp>\n\n\u003Cp>La información que se proporcionará a dichas Secciones Sindicales, con\nindependencia del ámbito territorial con el que hayan sido constituidas por el\nsindicato correspondiente, quedará circunscrita al ámbito de su\nrepresentación, entendido como el de aquellos centros de trabajo en los que\ncuenten con representación unitaria.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1365\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3 id=\"L1365\">Artículo 76. Crédito sindical.\u003C\u002Fh3>\n\n\u003Cp>El ejercicio del derecho al crédito sindical de los representantes de las\npersonas trabajadoras se comunicará a la Empresa por medio de los\nprocedimientos establecidos al efecto, con una antelación suficiente respecto\na la fecha de disfrute y nunca en un plazo inferior a cuarenta y ocho (48)\nhoras, a fin de no entorpecer la organización del trabajo, debiendo notificar\nigualmente a sus superiores jerárquicos a efectos de la organización de los\nequipos. El disfrute del crédito sindical deberá realizarse por horas\ncompletas.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Las reglas aquí establecidas serán de aplicación salvo casos de\nextraordinaria y urgente necesidad debidamente acreditados.\u003C\u002Fp>\n\n\u003Cp>Se permite la cesión del crédito horario entre los representantes electos\nde una misma organización sindical dentro del mismo órgano de representación\n(Comité de Empresa y\u002Fo Delegados de Personal y Delegados LOLS de plenos\nderechos), sin que en ningún caso se pueda acumular sobre un mismo\nrepresentante un crédito horario que represente más del sesenta por ciento\n(60%) de su jornada ordinaria mensual. Dichas cesiones deberán ser notificadas\na la Empresa con una antelación de treinta (30) días naturales a su\neficacia.\u003C\u002Fp>\n\n\u003Cp>Las horas sindicales no podrán ser disfrutadas los lunes o viernes, ni\nprevios ni posteriores a días festivos, salvo autorización por escrito del\nsindicato al que pertenezcan.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1375\">Artículo 77. Liberados sindicales.\u003C\u002Fh3>\n\n\u003Cp>1.Los sindicatos que alcancen en el ámbito de aplicación del convenio un\nporcentaje de representatividad entre el quince por ciento (15%) y el\nveinticuatro con noventa y nueve por ciento (24,99%), podrán designar de entre\nlos representantes de las personas trabajadoras un (1) liberado sindical.\u003C\u002Fp>\n\n\u003Cp>2.Los sindicatos que alcancen en el ámbito de aplicación del convenio un\nporcentaje de representatividad entre el veinticinco por ciento (25%) y el\ntreinta y dos con noventa y nueve por ciento (32,99%), podrán designar de\nentre los representantes de las personas trabajadoras dos (2) liberados\nsindicales.\u003C\u002Fp>\n\n\u003Cp>3.Los sindicatos que alcancen en el ámbito de aplicación del convenio un\nporcentaje de representatividad a partir del treinta y tres por ciento (33%),\npodrán designar de entre los representantes de las personas trabajadoras\ncuatro (4) liberados sindicales.\u003C\u002Fp>\n\n\u003Cp>Las anteriores asignaciones de liberados según la representatividad de cada\nsindicato no serán acumulativos, por tanto, un sindicato únicamente podrá\ncontar como máximo con cuatro (4) liberados sindicales. \u003C\u002Fp>\n\n\u003Cp>La condición de liberado se ostentará por años completos, revisándose\nlos porcentajes de representatividad y sus consiguientes designaciones a 1 de\njulio de cada año durante la vigencia inicial del convenio.\u003C\u002Fp>\n\n\u003Cp>En ningún caso se prevé la posibilidad de que estas liberaciones sean\ntransformadas en bolsas de horas.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1389\">Artículo 78. Comunicaciones sindicales.\u003C\u002Fh3>\n\n\u003Cp>1.Las Empresas facilitarán a la representación de las personas\ntrabajadoras un espacio digital accesible a través de la intranet corporativa\no plataforma equivalente que tendrá la consideración de tablón de anuncios\nvirtual para la publicación de comunicaciones que periódicamente dirijan a su\nafiliación y plantilla en general, dentro de su ámbito de representación.\nDicho espacio se facilitará a las representaciones de las personas\ntrabajadoras que de acuerdo a la normativa laboral tengan derecho al mencionado\ntablón.\u003C\u002Fp>\n\n\u003Cp>2.El acceso a dicho espacio será exclusivo para las personas trabajadoras\nde la Empresa dentro del ámbito en que se encuentren representados, respetando\nen todo momento la normativa vigente en materia de protección de datos y\nconfidencialidad. El mantenimiento de las publicaciones será responsabilidad\nde los administradores que cada representación designe al efecto y de acceso\nrestringido a tal fin.\u003C\u002Fp>\n\n\u003Cp>3.Las comunicaciones deberán tener contenido estrictamente laboral y\nrelacionado directamente con el ejercicio de las funciones de representación\nde las personas trabajadoras, sin que pueda utilizarse a otros fines, y estará\nsujeto a los mismos controles técnicos y, en su caso, de salvaguardia legales\nfijados por la Ley de Protección de Datos Personales y Garantía de los\nDerechos Digitales, al igual que toda la información que se difunde a través\nde estos nuevos medios técnicos en las Empresas.\u003C\u002Fp>\n\n\u003Cp>4.El contenido de la información del tablón virtual de cada\nrepresentación de las personas trabajadoras, así como el de los correos\nelectrónicos corporativos, se atendrá a lo previsto en el artículo 4.2.e)\ndel Estatuto de los Trabajadores, tanto respecto a las personas como a las\ninstituciones.\u003C\u002Fp>\n\n\u003Cp>5.La representación de las personas trabajadoras informará a la Empresa,\ncon carácter previo a su emisión, cualquier tipo de comunicado que afecte de\nmanera colectiva en materia laboral a las personas trabajadoras o a un grupo\ndeterminado de las mismas.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1401\">Artículo 79. Deber de confidencialidad.\u003C\u002Fh3>\n\n\u003Cp>Los representantes de las personas trabajadoras y delegados de las Secciones\nSindicales se comprometen a guardar, en cada caso, la reserva y sigilo\nprofesional exigido por las leyes, respecto a la información y documentación\nque les sea facilitada por la Empresa según lo dispuesto en el artículo 65\ndel Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1405\">Disposición adicional primera. Complemento condiciones de\norigen.\u003C\u002Fh2>\n\n\u003Cp>Aquellas personas trabajadoras que como consecuencia de la aplicación de la\nestructura salarial del presente convenio pudiesen verse perjudicadas en su\nretribución fija bruta anual, mantendrán la diferencia económica existente\nactual a través de un «complemento condiciones de origen» revalorizable,\ncomo garantía ad personam.\u003C\u002Fp>\n\n\u003Cp>En esta garantía ad personam respecto a la retribución fija actualmente\npercibida no se entenderán incluidas las percepciones extrasalariales o\ncualquier tipo de percepción variable o vinculada a objetivos, así como\nmejoras voluntarias\u002Fa cuenta convenio u otras que no se encuentren reconocidas\nal momento de la firma del presente convenio.\u003C\u002Fp>\n\n\u003Cp>Dentro de este concepto y garantía ad personam se recogerán, por tanto,\naquellos complementos que la persona trabajadora pudiese venir percibiendo al\nmomento de entrada en vigor del presente convenio y que no se encuentren\nexpresamente previstos en el presente texto, todo ello con el objetivo evidente\nde evitar cualquier tipo de perjuicio económico a la misma, así como a su vez\npermitir una estructura salarial mucho más clara y sencilla que sea\nfácilmente entendible por cualquier persona trabajadora. Así pues, dentro de\neste complemento, se encontrarán incluidos conceptos tales como pluses de\nasistencia, carencia de incentivos, distancia, transporte u otros propios de\ncada convenio sectorial de origen.\u003C\u002Fp>\n\n\u003Cp>En consecuencia, dicho complemento deberá suponer como mínimo la\ndiferencia existente entre la aplicación de la estructura salarial en\nrelación a los conceptos fijos del presente convenio y la que pudiese\ncorresponder en relación con los conceptos de igual naturaleza de los\nconvenios sectoriales de origen, garantizando que la persona trabajadora\nperciba al menos la misma cuantía que viniese percibiendo de manera global por\nconceptos fijos.\u003C\u002Fp>\n\n\u003Cp>Con carácter adicional, se incluye dentro de este «complemento condiciones\nde origen», aquellas cuantías expresamente previstas a lo largo del presente\ntexto, entre las que se encuentra el 25% (600 €) de compensación adicional\npor la monetización del ticket restaurante prevista en el artículo 42 para\naquella persona trabajadora que a la fecha de entrada en vigor del convenio lo\nviniera disfrutando como beneficio social.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1419\">Disposición adicional segunda. Bolsa de horas.\u003C\u002Fh2>\n\n\u003Cp>Aquellas personas trabajadoras que a la fecha de entrada en vigor del\npresente convenio fuesen deudores o acreedores en cualesquiera bolsas de horas\ncreadas por las Empresas a lo largo del tiempo y que no hayan sido devengadas\nen los últimos cuatro (4) meses, deberán hacer uso de las mismas antes del 31\nde diciembre de 2025, cuyo período de disfrute deberá ser consensuado con la\nEmpresa.\u003C\u002Fp>\n\n\u003Cp>En caso de que llegada dicha fecha existiese algún exceso de horas en favor\nde la persona trabajadora, la misma será compensada económicamente a razón\nde hora ordinaria en el siguiente recibo de nómina.\u003C\u002Fp>\n\n\u003Cp>Aquellas nuevas horas que pudiesen devengarse desde la entrada en vigor de\neste convenio, deberán ser disfrutadas en el período de los cuatro (4) meses\nsiguientes.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1427\">Disposición adicional tercera. Cláusula de mantenimiento del\nvolumen de empleo.\u003C\u002Fh2>\n\n\u003Cp>Las Empresas se comprometen durante la vigencia inicial del presente\nconvenio (hasta el 30 de junio de 2029), a mantener el actual volumen de\nempleo, entendido como el número total de personas trabajadoras de alta en el\nmomento de la firma del convenio. No obstante, este compromiso no se verá\nincumplido en los siguientes supuestos:\u003C\u002Fp>\n\n\u003Cp>1.Suscripción de un acuerdo con los sindicatos firmantes del presente\nconvenio, o con aquellos que cuenten con legitimación para ello en dicho\nmomento.\u003C\u002Fp>\n\n\u003Cp>2.Modificación estructural de sociedades mercantiles (por ejemplo, fusión,\nadquisición, etc.) que afecte a alguna de las Empresas.\u003C\u002Fp>\n\n\u003Cp>3.Cambio regulatorio, normativo o de cualquier otra índole con especial\nincidencia en la estructura de costes de las Empresas, con especial mención al\nAcuerdo Marco de acceso a registros, conductos e infraestructuras de\nTelefónica.\u003C\u002Fp>\n\n\u003Cp>En relación al mantenimiento del volumen de empleo, no se tendrán en\nconsideración para su cómputo o cálculo las siguientes situaciones:\u003C\u002Fp>\n\n\u003Cp>a.Despidos disciplinarios declarados procedentes.\u003C\u002Fp>\n\n\u003Cp>b.Despidos disciplinarios no impugnados judicialmente.\u003C\u002Fp>\n\n\u003Cp>c.Finalización de contratos temporales ajustada a derecho.\u003C\u002Fp>\n\n\u003Cp>d.No superación de periodos de prueba ajustados a derecho.\u003C\u002Fp>\n\n\u003Cp>e.Acceso a la jubilación en cualesquiera de sus modalidades.\u003C\u002Fp>\n\n\u003Cp>f.Bajas voluntaria\u002Fdimisiones.\u003C\u002Fp>\n\n\u003Cp>g.Extinciones por declaración de incapacidad laboral.\u003C\u002Fp>\n\n\u003Cp>h.Fallecimientos.\u003C\u002Fp>\n\n\u003Cp>i.Suspensiones del contrato de trabajo. \u003C\u002Fp>\n\n\u003Ch2 id=\"L1457\">Disposición adicional cuarta. Comisión Paritaria de\nNegociación Permanente.\u003C\u002Fh2>\n\n\u003Cp>1.Se acuerda constituir una Comisión Paritaria de Negociación Permanente\nque estará compuesta por cuatro (4) miembros de cada uno de los sindicatos\nmás representativos firmantes del presente convenio y únicos legitimados para\nsu negociación, y el mismo número en representación de la parte\nempresarial.\u003C\u002Fp>\n\n\u003Cp>2.Los acuerdos alcanzados en el seno de la Comisión Paritaria de\nNegociación Permanente tendrán el mismo valor y pasarán a formar parte del\nvigente convenio, siguiendo los mismos requisitos de registro y publicación de\néste, cuando así lo acuerde, siendo de aplicación, en los supuestos de\nconcurrencia, lo preceptuado en los artículos 84 y concordantes del Estatuto\nde los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>Los acuerdos de esta Comisión Paritaria de Negociación Permanente\nrequerirán la mayoría de los votos de la parte social de manera ponderada en\nfunción de la representación que ostente.\u003C\u002Fp>\n\n\u003Cp>3.Las representaciones sindical y empresarial en esta Comisión podrán\nsustituir a sus respectivos miembros titulares por suplentes, en el momento que\nconsideren oportuno. Los Sindicatos con representación en la Comisión\ntendrán derecho a nombrar a un máximo de dos (2) asesores y a concurrir con\nlos mismos a las reuniones que se convoquen.\u003C\u002Fp>\n\n\u003Cp>4.En el seno de esta Comisión se abordarán todas aquellas cuestiones\ncontempladas en este convenio que requieran un desarrollo posterior así como\nel desarrollo en aquellas materias expresamente contempladas en el texto del\nconvenio.\u003C\u002Fp>\n\n\u003Cp>Adicionalmente esta Comisión tendrá atribuidas las siguientes\nfunciones:\u003C\u002Fp>\n\n\u003Cp>-La adaptación y en su caso modificación del presente texto de convenio\ndurante su vigencia para adecuarlo a la realidad social.\u003C\u002Fp>\n\n\u003Cp>-En general en esta Comisión se negociarán, y en su caso, se acordarán\ntodas aquellas cuestiones que pudieran surgir durante la vigencia del convenio\nque precisen la intervención de este foro de negociación.\u003C\u002Fp>\n\n\u003Cp>5.La Dirección de las Empresas trasladarán a esta Comisión con la debida\nantelación, cuantas iniciativas puedan suponer modificaciones laborales\ncolectivas para su negociación de buena fe con el objetivo de alcanzar\nacuerdos.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1477\">Disposición adicional quinta. Cláusula derogatoria.\u003C\u002Fh2>\n\n\u003Cp>Desde el momento de entrada en vigor del presente convenio quedan derogados\nexpresamente y sustituidos por lo previsto en el mismo cualesquiera políticas,\nnormas o procedimientos internos que regulasen las materias recogidas en el\npresente convenio en sentido diferente y\u002Fo resultasen contradictorios o\nincompatibles con su contenido, salvo aquellas que meramente lo desarrollen.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1481\">Disposición transitoria primera. Aplicación transitoria de los\nconvenios colectivos sectoriales de origen.\u003C\u002Fh2>\n\n\u003Cp>Con carácter subsidiario a lo previsto en el artículo 7 del presente\nconvenio, se establece que en la medida en la que los distintos convenios\ncolectivos sectoriales finalicen su vigencia inicialmente prevista, resultará\nde aplicación íntegra y preferente, por sustitución de su ámbito, el\npresente convenio.\u003C\u002Fp>\n\n\u003Cp>Disposición transitoria segunda. Jornada anual transitoria en atención al\nconvenio colectivo sectorial de origen.\u003C\u002Fp>\n\n\u003Cp>En aquellos centros de trabajo que en atención a lo establecido en los\nconvenios sectoriales de origen la jornada anual de trabajo efectivo viniese\nsiendo inferior a la establecida en el presente convenio, mantendrán aquella\nhasta la pérdida de vigencia de los mismos, en cuyo momento entrará en\nvigor con plenos efectos la jornada indicada el artículo 19 del presente\nconvenio.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1491\">Disposición transitoria tercera. Consolidación de los domingos\ny festivos abonados.\u003C\u002Fh2>\n\n\u003Cp>Al momento de entrada en vigor del presente convenio, la persona trabajadora\nque por convenio colectivo de origen haya trabajado algún domingo y\u002Fo festivo\nde manera voluntaria, habiendo cobrado un complemento por ello, consolidará en\nel «complemento de condiciones de origen» la cuantía que haya percibido por\ndicho concepto en los doce (12) meses anteriores.\u003C\u002Fp>\n\n\u003Cp>Por la Parte Empresarial: Alberto González Gómez, Virginia Guerrero, Iván\nMirkia García.-Por la Parte Social: John Radu Finca, Mario Rueda Martín, Juan\nP. Fornieles Cuadrado, Moisés González Santos, Aída Pulido Artes, Juan A.\nFernández Glez., Tomás Blesa Rico, Yelas Coego Hopman.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"CBA_MNCOMPA_1":44,"JOBTITLE_trigger":48,"JOBTYPE_descriptions":52,"contracttrial":56,"contracttrialperiod":60,"healthinsurance":64,"maxsicknesspay":68,"maxsicknesspayperc":72,"sicknessmaxdaysnr":76,"disabilitypay":80,"healthandsafetypolicy":84,"protectiveclothing":88,"healthandsafetytraining":92,"hivpolicy":96,"WORKFAM_trigger":100,"paidmaternityleave":104,"childcare":106,"childcareleave":110,"deathrelativesleave":112,"marriageleave":116,"nursingmothers":120,"breastfeeding_workingtime":122,"GENEQ_trigger":125,"eqpay":128,"gender":132,"discrimination":136,"eqpromotion":138,"eqtraining":142,"sexualhar":146,"violence":150,"WORKHOURS_trigger":152,"hourspyear":156,"holidaysdays":160,"holidaysweeks":164,"schedulesrestpw":166,"TRADEUNLEAV_trigger":170,"WAGES_trigger":174,"WAGES_determined":177,"PAYSCALES_trigger":181,"STRUCINCR_trigger":185,"wageincreasedate_date":189,"ONCERISE_trigger":193,"ONCERISE2_trigger":197,"NOCTPREM_trigger":199,"CONSIGN_trigger":203,"OVERTIME_trigger":207,"overtimeallowancetype_general":211,"overtimeallowanceperc1_general":215,"sundayallowanceamount1":217,"mealvouchers":221},{"bindId":45,"name":46,"text":47},"CBA_MNCOMPA_1","Visto el texto del I Convenio colectivo ","Visto el texto del I Convenio colectivo del Grupo DIGI en España, integrado\npor las mercantiles Digi Spain Telecom, SLU, y Digi Spain Sales Force, SLU\n(código de convenio n.° 90104963012025), que fue suscrito con fecha 30 de\njulio de 2025, de una parte, por los designados por la Dirección de las\nempresas, en representación de las mismas, y de otra por la Federación\nEstatal de Servicios a la Ciudadanía de Comisiones Obreras (FSC-CC.OO.) y la\nFederación Estatal de Servicios, Movilidad y Consumo de la Unión General de\nTrabajadores (FeSMC-UGT), en representación de los trabajadores afectados, y\nha sido finalmente subsanado mediante actas de 26 de septiembre y 10 de octubre\nde 2025, y de conformidad con lo dispuesto en el artículo 90, apartado 2 y 3,\nde la Ley del Estatuto de los Trabajadores, texto refundido aprobado por el\nReal Decreto Legislativo 2\u002F2015, de 23 de octubre (BOE de 24 de octubre), y en\nel Real Decreto 713\u002F2010, de 28 de mayo, sobre registro y depósito de\nconvenios colectivos, acuerdos colectivos de trabajo y planes de igualdad,",{"bindId":49,"name":50,"text":51},"JOBTITLE_trigger","CAPÍTULO IV Grupos Profesionales y Posic","CAPÍTULO IV Grupos Profesionales y Posiciones\n\nArtículo 26. Grupos profesionales.\n\nLas personas trabajadoras se clasifican en diferentes grupos profesionales\natendiendo a las funciones y principales características de los diferentes\npuestos de trabajo.\n\nLas partes acuerdan simplificar la actual heterogeneidad en la\nclasificación atendiendo a determinadas características y a factores de\nvaloración tales como responsabilidad, existencia de equipo a cargo, nivel de\nmando, carácter estratégico, conocimientos, formación y autonomía, entre\notros, así como atendiendo a la naturaleza de las tareas y funciones más\nrepresentativas, mayoritarias y habituales a desarrollar por cada puesto de\ntrabajo.\n\nDichos factores deben ser observados en su conjunto, por lo que la\nexistencia o cumplimiento de alguna de las características propias de cada\ngrupo profesional, no determina el reconocimiento o exclusión del mismo.\n\nDentro de los grupos profesionales se permite la movilidad funcional\nrespetándose los límites y reglas establecidas en el Estatuto de los\nTrabajadores.\n\nCuando concurran razones técnicas u organizativas, las personas\ntrabajadoras podrán realizar puntualmente funciones correspondientes a puestos\nde grupos inferiores sobre los cuales cuenten con conocimientos necesarios, sin\nperjuicio que la retribución nunca podrá ser inferior.\n\nDe igual forma, la ejecución puntual de trabajos correspondientes a grupos\nsuperiores, no implicará derecho a obtener mediante ascenso dicha categoría\nsuperior con carácter definitivo, sin perjuicio del derecho al cobro del\nsalario correspondiente a las funciones que realmente realice.\n\nNo obstante, en el caso de encomienda de funciones superiores a las del\ngrupo profesional por un periodo superior a seis (6) meses durante un (1) año\nu ocho (8) meses durante dos (2) años, la persona trabajadora podrá reclamar\nel ascenso, o, en todo caso, la cobertura de la vacante correspondiente a las\nfunciones por él realizadas conforme a las reglas en materia de ascensos\naplicables en la Empresa.",{"bindId":53,"name":54,"text":55},"JOBTYPE_descriptions","Grupo I. Dirección. El personal pertenec","Grupo I. Dirección.\n\nEl personal perteneciente a este grupo dirige, planifica, organiza y\ncoordina las actividades propias del departamento correspondiente. Son el\nprincipal responsable de la gestión de un departamento o división corporativa\nrelevante.\n\nTienen una función altamente estratégica con visión global, siendo el\nmáximo responsable de las políticas de la Empresa y de su ejecución, así\ncomo de la organización del departamento, asegurando la consecución de los\nobjetivos fijados por el órgano de administración.\n\nAdopta decisiones estratégicas en su departamento, o participa de manera\nactiva en las mismas, con una visión a medio y largo plazo. Tienen un amplio\nnivel de autonomía.\n\nPor regla general tienen equipo a su cargo, teniendo la responsabilidad de\nque el mismo implemente de manera eficaz las estrategias adoptadas por la\nEmpresa y en su departamento, así como se cumplan los objetivos establecidos\nmediante una distribución eficaz de los recursos humanos y materiales puestos\na su disposición.\n\nFormación: se requiere de una titulación de grado superior o experiencia\nprofesional equivalente y acreditada en su área de desarrollo.\n\nPuestos: dentro de este grupo se encuentran, entre otros y a título\nejemplificativo, Chief y Directores.\n\nGrupo II. Mando superior.\n\nEl personal perteneciente a este grupo es el encargado de implementar,\ndesarrollar y en último plano supervisar la ejecución de los planes de\nacción propios del área en el que desarrolla sus funciones de manera\ncoordinada con la persona de la que dependa jerárquicamente.\n\nEjercen responsabilidades de mando superior con visión global y con\nperspectiva geográfica nacional, teniendo autonomía a la hora de adoptar\ndecisiones sobre la ejecución e implementación de los planes de acción y\nprocedimientos concretos, garantizando el cumplimento de las políticas y\norientados a la consecución de los objetivos definidos por la Empresa para su\námbito de actuación y responsabilidad.\n\nContando con una visión estratégica, tienen asimismo un profundo dominio y\nconocimiento técnico sobre el área en la que desarrolla sus funciones, siendo\nhabitual que tenga equipos a su cargo, encontrándose entre sus tareas y\nresponsabilidades la coordinación, evaluación y supervisión de las personas\ntrabajadoras y de las actividades técnicas de mayor complejidad que\ndesarrollen éstas en sus áreas de actuación.\n\nFormación: se requiere de una titulación de grado superior o experiencia\nprofesional equivalente y acreditada en su área de desarrollo.\n\nPuestos: dentro de este grupo se encuentran, entre otros y a título\nejemplificativo, Head of, Manager, Responsables y\u002Fo Coordinadores\nnacionales.\n\nGrupo III. Mando intermedio.\n\nEl personal perteneciente a este grupo es el encargado de ejecutar y\nreportar los planes de acción propios, implementados y adoptados por el\npersonal jerárquico superior del que depende.\n\nEjercen responsabilidades de mando intermedio, con responsabilidad regional\nlocalizada o sobre una parte del área en que desarrolla su actividad. Tienen\nasimismo cierta autonomía a la hora de adoptar decisiones en el trabajo diario\ny a corto plazo que vayan en línea con la estrategia y políticas\nimplementadas en la Empresa, así como de los planes de acción prefijados,\nteniendo como objetivo su consecución en base a su experiencia técnica y\nadaptándose a las circunstancias específicas en cada caso, siendo capaces de\nadoptar decisiones ante problemas de dificultad intermedia y siempre dentro de\nsu ámbito de actuación cuando las consecuencias de su adopción no exceda de\nla concreta tarea, debiendo escalar cualquier situación que exceda de\nestos.\n\nCon una evidente orientación operativa, se trata de profesionales con un\nfuerte componente técnico en sus áreas de desarrollo, pudiendo tener un\nequipo limitado de \n\npersonas trabajadoras a su cargo, especializado en la materia en que se\ndesempeñan, encontrándose entre sus tareas y responsabilidades las de\ncoordinar, evaluar y supervisar el trabajo de éstas, estableciendo prioridades\nen las tareas a realizar.\n\nFormación: se requiere de una titulación de grado superior o experiencia\nprofesional equivalente y acreditada en su área de desarrollo.\n\nPuestos: dentro de este grupo se encuentran, entre otros y a título\nejemplificativo, Team Leads, Coordinadores regionales, de zona o áreas,\nSupervisores.\n\nGrupo IV. Personal base.\n\nSe entiende como personal base, aquellas posiciones que, atendiendo a su\nnaturaleza, carecen de responsabilidades de mando, sin perjuicio de las\ndificultades técnicas del mismo y la experiencia profesional necesaria.\n\nSubgrupo IV.A. Personal técnico y de soporte.\n\nEl personal perteneciente a este grupo es el encargado de realizar tareas\ntécnicas que habitualmente sirven de soporte y son necesarias para el\ndesarrollo del negocio y de la actividad de la Empresa, realizándose de manera\nhabitual en oficina o centros de trabajo fijos, sin perjuicio que algunos\npuestos requieran de determinados trabajos fuera de ésta.\n\nEstos puestos de trabajo requieren de una específica especialización en la\nconcreta tarea a realizar, exigiéndose un nivel de conocimiento elevado y\nadecuado a las actividades propias a desarrollar. Se trata de personal\nespecialista con tareas ejecutivas.\n\nDicho personal se encuentra bajo la supervisión y\u002Fo coordinación y\ndependencia de un tercero superior jerárquico, debiendo ejecutar su trabajo\nconforme a la estrategia y procedimientos que le sean comunicados y siempre en\nlínea con las políticas y objetivos de la Empresa. Sin perjuicio de lo\nanterior, atendiendo a su capacitación y especialización técnica, dentro del\námbito de los procedimientos y políticas de la Empresa, debe ser capaz de\nrealizar determinadas funciones de manera autónoma, siendo capaz de resolver\nproblemas medios y\u002Fo básicos que se le planteen en su ámbito de actuación a\ntravés del análisis técnico y entre un conjunto de alternativas, debiendo\nescalar cualquier situación que exceda de éstos.\n\nFormación: atendiendo al concreto puesto de trabajo se puede requerir\ntitulación de grado superior, titulación de formación profesional o\ninclusive, en determinados casos, únicamente educación secundaria obligatoria\ny\u002Fo conocimientos en el desarrollo de la profesión.\n\nPuestos: dentro de este grupo se incluyen puestos de trabajo de muy diversa\níndole, pudiendo ser diferentes las características específicas de cada uno\nde ellos, encontrándose entre otros y a título ejemplificativo, técnicos\nespecialistas, técnicos y personas trabajadoras pertenecientes a las áreas de\noperaciones y controles de red, técnicos de diseño, técnicos de proyectos y\ndespliegue, técnicos de IT, técnicos de nóminas, técnicos de logística,\nformadores, ingenieros, desarrolladores, contables, abogados, así como\ncualesquiera análogas o similares.\n\nSubgrupo IV.B. Personal de despliegue de redes, mantenimiento e\ninstalaciones.\n\nEl personal perteneciente a este grupo es el encargado de realizar y\nejecutar tareas técnicas mediante el seguimiento y ejecución de instrucciones\nconcretas, a través un método de trabajo preciso, con elevado grado de\ndependencia, pudiendo requerir de esfuerzo físico y\u002Fo de atención\ncontinua.\n\nDentro de este grupo se encuentran, entre otros, aquellos puestos de trabajo\norientados a la realización de despliegue de cableado de redes de\ntelecomunicaciones, instalación, puesta en marcha a clientes finales de los\nservicios y productos comercializados por la Empresa, mantenimiento de todos\nellos, u otros procesos similares necesarios para el desarrollo de la actividad\nde telecomunicaciones, así como cualesquiera otros trabajos y labores anejas y\nde soporte a las anteriores en similares condiciones.\n\nEl personal incluido dentro de este grupo profesional no tiene\nresponsabilidad de mando ni equipo a su cargo, sin perjuicio que atendiendo a\nlas concretas labores a realizar pueda tener que ejecutar determinadas tareas\ntendentes a la organización y coordinación sobre otras personas trabajadoras\nde igual categoría, siempre bajo la supervisión e instrucciones de su\nresponsable jerárquico, con el objetivo de racionalizar y realizar de manera\neficaz los trabajos asignados en campo a un conjunto o grupo de personas\ntrabajadoras.\n\nSu autonomía queda limitada a la resolución de problemas básicos dentro\nde su ámbito de actuación y en el desarrollo de sus labores habituales,\npudiendo elegir entre diversas alternativas posibles siempre dentro de los\nprocedimientos establecidos, debiendo escalar cualquier situación que exceda\nde éstos.\n\nFormación: se requiere de una titulación de formación profesional o\neducación secundaria obligatoria y\u002Fo conocimientos en el desarrollo de la\nprofesión.\n\nPuestos: dentro de este grupo se encuentran, entre otros y a título\nejemplificativo, Celador, Fusionador, Técnico de Replanteos, Instalador.\n\nSubgrupo IV.C. Personal comercial y de ventas.\n\nEl personal perteneciente a este grupo es el encargado de ejecutar el plan\ncomercial y de ventas, encontrándose aquellos puestos que realizan labores\ncomerciales directas, tareas de soporte y gestión comercial, o posiciones\nanejas con o sin necesidad de interlocución directa con el cliente o terceros,\ncon independencia del canal comercial en el que desarrollen sus servicios.\n\nEl personal incluido dentro de este grupo profesional no tiene\nresponsabilidad de mando ni equipo a su cargo, sin perjuicio que atendiendo a\nlas concretas labores a realizar pueda tener que ejecutar determinadas tareas\ntendentes a la organización y coordinación sobre otras personas trabajadoras\nde igual categoría, siempre bajo la supervisión e instrucciones de su\nresponsable jerárquico, con el objetivo de racionalizar y realizar de manera\neficaz los trabajos asignados a un conjunto o grupo de personas\ntrabajadoras.\n\nEstos puestos de trabajo tienen un elevado grado de dependencia jerárquica,\ndebiéndose centrar en la ejecución de las tareas comerciales asignadas\nmediante el seguimiento de instrucciones básicas a través de un método de\ntrabajo detallado y preciso.\n\nSu autonomía queda limitada a la resolución de problemas básicos dentro\nde su ámbito de actuación y en el desarrollo de sus labores habituales,\npudiendo elegir entre diversas alternativas posibles siempre dentro de los\nprocedimientos establecidos e instrucciones dadas, debiendo escalar cualquier\nsituación que exceda de éstos.\n\nProfesión: se requiere de educación secundaria obligatoria y\u002Fo\nconocimientos en el desarrollo de la profesión.\n\nPuestos: dentro de este grupo se encuentran, entre otros y a título\nejemplificativo, Comerciales, Promotores door to door, Promotores de stand,\nDependientes y Responsables de tiendas, Técnicos de oficinas comercial, Agente\nde Permisos.\n\nSubgrupo IV.D. Administración y gestión.\n\nEl personal perteneciente a este grupo es el encargado de realizar tareas\nadministrativas diversas y de gestión con independencia del área en el que se\nencuentren, así como la realización y ejecución de trabajos directamente\nvinculados con la administración general de la Empresa.\n\nEstos puestos de trabajo tienen un elevado grado de dependencia jerárquica\ny llevan a cabo sus funciones bajo la dirección y supervisión de algún mando\nde la Empresa. Su ámbito de autonomía queda limitado a la resolución de\nproblemas básicos dentro de su ámbito de actuación y en el desarrollo de sus\nlabores habituales, pudiendo elegir entre diversas alternativas posibles\nsiempre dentro de los procedimientos establecidos, debiendo escalar cualquier\nproblema que exceda de éstos. \n\nFormación: se requiere de una titulación de formación profesional o\neducación secundaria obligatoria y\u002Fo conocimientos en el desarrollo de la\nprofesión.\n\nPuestos: dentro de este grupo se encuentran, entre otros y a título\nejemplificativo, Administrativos\u002Fas y Gestores diversos, así como puestos con\nfunciones de control administrativo.",{"bindId":57,"name":58,"text":59},"contracttrial","Artículo 11. Período de prueba. Los perí","Artículo 11. Período de prueba.\n\nLos períodos de prueba para los contratos suscritos con las personas\ntrabajadoras bajo el ámbito de este convenio serán los siguientes:\n\n-Contratos indefinidos: seis (6) meses de periodo de prueba.\n\n-Contratos temporales: un (1) mes de periodo de prueba.\n\n-Contratos formativos para la obtención de la práctica profesional: un (1)\nmes de periodo de prueba.\n\nTranscurrido el período de prueba sin que se haya producido el\ndesistimiento por ninguna de las partes, el contrato producirá plenos efectos,\nconsiderándose la fecha de inicio como la fecha de antigüedad a todos los\nefectos.",{"bindId":61,"name":62,"text":63},"contracttrialperiod","-Contratos indefinidos: seis (6) meses d","-Contratos indefinidos: seis (6) meses de periodo de prueba.\n\n-Contratos temporales: un (1) mes de periodo de prueba.\n\n-Contratos formativos para la obtención de la práctica profesional: un (1)\nmes de periodo de prueba.",{"bindId":65,"name":66,"text":67},"healthinsurance","Las personas trabajadoras que tengan una","Las personas trabajadoras que tengan una antigüedad mínima de seis (6)\nmeses de prestación de servicios\u002Falta en la Empresa, dispondrán de un seguro\nmédico privado seleccionado por la Empresa e íntegramente subvencionado por\nla misma.",{"bindId":69,"name":70,"text":71},"maxsicknesspay","Artículo 46. Prestación complementaria e","Artículo 46. Prestación complementaria en situaciones de\nincapacidad temporal.\n\nEn los supuestos de incapacidad temporal, cuando la persona trabajadora\ntenga derecho a la prestación económica de Seguridad Social, la Empresa\ncomplementará la misma hasta el cien por ciento (100%) de la base de\ncotización del mes anterior al inicio de la baja -salvo que en dicha\nmensualidad hubiese percibido alguna retribución variable de devengo superior\nal mes, en cuyo caso se prorrateará según corresponda-, exclusivamente\ndurante la vigencia de la relación laboral, y con arreglo a las siguientes\nreglas, límites y requisitos:",{"bindId":73,"name":74,"text":75},"maxsicknesspayperc","En los supuestos de incapacidad temporal","En los supuestos de incapacidad temporal, cuando la persona trabajadora\ntenga derecho a la prestación económica de Seguridad Social, la Empresa\ncomplementará la misma hasta el cien por ciento (100%) de la base de\ncotización del mes anterior al inicio de la baja -salvo que en dicha\nmensualidad hubiese percibido alguna retribución variable de devengo superior\nal mes, en cuyo caso se prorrateará según corresponda-, exclusivamente\ndurante la vigencia de la relación laboral, y con arreglo a las siguientes\nreglas, límites y requisitos:",{"bindId":77,"name":78,"text":79},"sicknessmaxdaysnr","B.1 Desde el primer día de la baja, con ","B.1 Desde el primer día de la baja, con el límite de tres (3) procesos de\nincapacidad temporal anuales (computados desde el 1 de enero de cada año), y\nhasta un máximo de treinta (30) días naturales de duración acumulados.",{"bindId":81,"name":82,"text":83},"disabilitypay","Artículo 45. Seguro por incapacidad y mu","Artículo 45. Seguro por incapacidad y muerte.\n\nLa Empresa ofrece a todas las personas trabajadoras durante la vigencia del\nconvenio, una póliza de seguro de vida y accidentes que garantiza el pago de\nuna indemnización de diez mil euros (10.000 €) en el caso de fallecimiento o\nde incapacidad permanente absoluta por cualquier causa.",{"bindId":85,"name":86,"text":87},"healthandsafetypolicy","CAPÍTULO IX Seguridad y Salud laboral Ar","CAPÍTULO IX Seguridad y Salud laboral\n\nArtículo 56. Principios generales.\n\nTanto la Empresa como las personas trabajadoras vienen obligados a observar\ny cumplir las disposiciones contenidas en la normativa que sobre seguridad y\nsalud laboral se encuentren vigentes en cada momento.\n\nDurante la vigencia del presente convenio, las partes potenciarán una\nadecuada política de prevención atendiendo a la naturaleza de las actividades\ndesarrolladas.\n\nEn cumplimiento del deber de protección, la Empresa deberá garantizar la\nseguridad y salud de las personas trabajadoras a su servicio en todos los\naspectos relacionados con el trabajo. Dicha obligación se materializará a\ntravés de la adopción de las medidas necesarias en materia de evaluación de\nriesgos, planificación de la actividad preventiva, información, consulta y\nparticipación, formación de las personas trabajadoras y vigilancia de la\nsalud.\n\nLa seguridad y salud requieren la colaboración activa de todas las personas\ntrabajadoras de las Empresas, mediante el cumplimiento de las normas, tanto\ninternas, como las establecidas en la legislación vigente requeridas para\nrealizar las tareas.\n\nLa Empresa podrá promover igualmente cuantas campañas y acciones considere\nnecesarias encaminadas a mejorar el estado de salud de las personas\ntrabajadoras, fomentando hábitos de vida saludables.",{"bindId":89,"name":90,"text":91},"protectiveclothing","Artículo 60. Equipos de protección indiv","Artículo 60. Equipos de protección individual.\n\nEl Servicio de Prevención será el encargado de evaluar los riesgos de los\ndiferentes puestos de trabajo de la Empresa, y, en consecuencia, determinar los\nequipos de protección individual adecuados en cada uno de los casos.\n\nLa representación de las personas trabajadoras podrá proponer mediante\ninforme fundamentado la sustitución de determinados equipos de protección\nindividual a través del foro del Comité Intercentros de Seguridad y Salud.\n\nLos diferentes equipos de protección individual deberán ser utilizados por\nlas personas trabajadoras conforme a las instrucciones y directrices indicadas\npor la Empresa y por los Servicios de Prevención.\n\nSi se comprobara que por abandono o mala fe sufrieran extravío, o un\ndeterioro evidente por un deliberado mal uso, cualquiera de los equipos de\nprotección individual proporcionados por la Empresa, la persona trabajadora\nquedará obligada a resarcir el perjuicio causado.",{"bindId":93,"name":94,"text":95},"healthandsafetytraining","Artículo 59. Formación en materia de Pre","Artículo 59. Formación en materia de Prevención de Riesgos\nLaborales.\n\nLa Empresa promoverá la formación del personal en materia de Prevención\nde Riesgos Laborales, velando por una suficiente y adecuada formación de cada\npersona trabajadora, así como de los Delegados de Prevención.\n\nAmbas partes convienen que, atendiendo a la normativa propia en Prevención\nde Riesgos Laborales y a los principios generales que rigen la misma, cuyo\nobjetivo es velar por la seguridad de las personas trabajadoras de acuerdo a la\nnaturaleza de la concreta actividad que desarrolla cada una de ellas, la\nEmpresa debe promover la impartición de las acciones formativas necesarias,\nsuficientes y adecuadas.\n\nA la hora de diseñar e impartir dicha formación, debe tener en\nconsideración como referencia la propia del sector de las telecomunicaciones\nen aquellos puestos que por su naturaleza se considere conveniente, que deberá\nprevalecer sobre otras normativas convencionales que no se ajusten a la\nrealidad de la actividad productiva desempeñada por las Empresas sujetas al\npresente convenio.",{"bindId":97,"name":98,"text":99},"hivpolicy","Artículo 61. Vigilancia de la salud. De ","Artículo 61. Vigilancia de la salud.\n\nDe conformidad con el artículo 22 de la Ley de Prevención de Riesgos\nLaborales, la Empresa garantizará a todas las personas trabajadoras la\nvigilancia periódica de estado de salud en función de los riesgos inherentes\nal trabajo, que se concretará en los siguientes puntos:\n\n-Reconocimiento médico voluntario con periodicidad anual para todas las\npersonas trabajadoras.\n\n-Reconocimiento médico obligatorio tras ausencia prolongada por motivos de\nsalud.\n\n-Reconocimiento médico periódico y obligatorio para evaluar los efectos de\nlas condiciones de trabajo sobre la salud de las personas trabajadoras o para\nverificar si el estado de salud puede constituir un peligro para el mismo o\npara terceros, entendiéndose incluidos en éstos aquellos que realicen\ntrabajos en altura, confinados, riesgos eléctricos o actividades de\nconducción, así como otros análogos, o cuando así esté establecido en una\ndisposición legal.",{"bindId":101,"name":102,"text":103},"WORKFAM_trigger","1.12Ampliación permiso de maternidad. La","1.12Ampliación permiso de maternidad. La madre gestante podrá ampliar la\nausencia por maternidad hasta un total de seis (6) meses desde la fecha de\nparto, o dos (2) semanas de manera discontinua desde las dieciséis (16)\nsemanas, con el fin de facilitar la lactancia, cuyo permiso, en estos casos, se\nentenderá subsumido en la mejora aquí establecida. En caso de que el otro\nprogenitor trabaje en alguna de las Empresas regidas por el convenio, y opte\npor el disfrute del permiso de lactancia, la ampliación del permiso de\nmaternidad de la madre gestante, se ampliará únicamente hasta un máximo de\ncinco (5) meses y medio.",{"bindId":105,"name":102,"text":103},"paidmaternityleave",{"bindId":107,"name":108,"text":109},"childcare","1.2Cuidadores. Cinco (5) días en caso de","1.2Cuidadores. Cinco (5) días en caso de accidente o enfermedad graves con\no sin hospitalización, hospitalización o intervención quirúrgica sin\nhospitalización que precise reposo domiciliario del cónyuge, pareja de hecho\no parientes hasta el segundo grado de consanguinidad o afinidad, incluido el\nfamiliar consanguíneo de la pareja de hecho, así como de cualquier otra\npersona distinta de las anteriores, que conviva con la persona trabajadora en\nel mismo domicilio y que requiera el cuidado efectivo de aquella.",{"bindId":111,"name":108,"text":109},"childcareleave",{"bindId":113,"name":114,"text":115},"deathrelativesleave","1.3Fallecimiento de familiares próximos.","1.3Fallecimiento de familiares próximos. Cuatro (4) días en caso de\nfallecimiento de cónyuge, pareja de hecho, padre\u002Fmadre, hijos\u002Fhijas,\nhermano\u002Fhermano, todos ellos por consanguinidad o afinidad.",{"bindId":117,"name":118,"text":119},"marriageleave","1.1Matrimonio o pareja de hecho de la pe","1.1Matrimonio o pareja de hecho de la persona trabajadora. Quince (15) días\nnaturales ininterrumpidos.",{"bindId":121,"name":102,"text":103},"nursingmothers",{"bindId":123,"name":124,"text":124},"breastfeeding_workingtime","Artículo 47. Licencias retribuidas.",{"bindId":126,"name":127,"text":127},"GENEQ_trigger","CAPÍTULO XI Igualdad y no Discriminación",{"bindId":129,"name":130,"text":131},"eqpay","Artículo 70. Clasificación profesional e","Artículo 70. Clasificación profesional e igualdad\nretributiva.\n\nLa clasificación en grupos profesionales regulada en el presente convenio\nse ajusta a criterios y sistemas que garantizan la ausencia de discriminación\ndirecta e indirecta entre mujeres y hombres y la correcta aplicación del\nprincipio de igualdad de retribución por trabajos de igual valor, habiéndose\nasegurado sus partes firmantes que los factores y condiciones concurrentes en\ncada uno de los citados grupos respetan los criterios de adecuación, totalidad\ny objetividad, y el principio de igual retribución para puestos de igual\nvalor.",{"bindId":133,"name":134,"text":135},"gender","La clasificación en grupos profesionales","La clasificación en grupos profesionales regulada en el presente convenio\nse ajusta a criterios y sistemas que garantizan la ausencia de discriminación\ndirecta e indirecta entre mujeres y hombres y la correcta aplicación del\nprincipio de igualdad de retribución por trabajos de igual valor, habiéndose\nasegurado sus partes firmantes que los factores y condiciones concurrentes en\ncada uno de los citados grupos respetan los criterios de adecuación, totalidad\ny objetividad, y el principio de igual retribución para puestos de igual\nvalor.",{"bindId":137,"name":127,"text":127},"discrimination",{"bindId":139,"name":140,"text":141},"eqpromotion","c.Clasificación y promoción profesional.","c.Clasificación y promoción profesional.\n\nLa clasificación profesional regulada en el presente convenio se ajusta a\ncriterios y sistemas que garantizan la ausencia de toda discriminación directa\no indirecta de las personas LGTBI, estando basada en elementos objetivos\ngarantizando el desarrollo de la carrera profesional del colectivo LGTBI en\nigualdad de condiciones.",{"bindId":143,"name":144,"text":145},"eqtraining","d.Formación, sensibilización y lenguaje.","d.Formación, sensibilización y lenguaje.\n\nLa Empresa fomentará el uso del lenguaje respetuoso con la diversidad e\nintegrará en sus planes de formación módulos específicos sobre los derechos\nde las personas LGTBI en el ámbito laboral, con especial incidencia en la\nigualdad de trato y oportunidades y en la no discriminación. La formación\nirá dirigida a toda la plantilla, \n\nincluyendo a los mandos intermedios, puestos directivos y personas\ntrabajadoras con responsabilidad en la dirección de personal y recursos\nhumanos. Los aspectos mínimos que deberán contener serán los siguientes:\n\n-Conocimiento general y difusión del conjunto de medidas planificadas LGTBI\nrecogidas en presente artículo.\n\n-Conocimiento de las definiciones y conceptos básicos sobre diversidad\nsexual, familiar y de género contenidas en la Ley 4\u002F2023, de 28 de febrero,\npara la igualdad real y efectiva de las personas trans y para la garantía de\nlos derechos de las personas LGTBI.\n\n-Conocimiento y difusión del protocolo para la prevención, detección y\nactuación frente al acoso discriminatorio o violencia por razón de\norientación e identidad sexual, expresión de género y características\nsexuales.",{"bindId":147,"name":148,"text":149},"sexualhar","Artículo 72. Prevención y actuación fren","Artículo 72. Prevención y actuación frente al acoso.\n\na.Objeto y principios rectores de actuación:\n\nComo reflejo y muestra del compromiso de las Empresas de favorecer un\nentorno laboral libre de todo tipo de acoso y\u002Fo violencia, se define este\nProtocolo como un marco de protección integral ante posibles situaciones de\nesta naturaleza en el entorno de trabajo.\n\nLa actuación de las Empresas en relación con las situaciones sobre la que\nversa este Protocolo se guiará por las premisas de la confidencialidad, la\nceleridad y la objetividad.\n\nDe conformidad con lo anterior, el presente Protocolo establece los\nsiguientes principios rectores de actuación:\n\n-Las Empresas velarán por la consecución de un ambiente adecuado de\ntrabajo, rechazando cualquier tipo de situación de acoso y\u002Fo violencia en el\ntrabajo. En esta línea, las Empresas reafirman su compromiso explícito y\nfirme de no tolerar en el seno de la organización ningún tipo de conducta\nconsiderada como de violencia o acoso sexual, por razón de sexo o de\norientación sexual, identidad sexual, características sexuales o expresión\nde género, el acoso moral, el acoso discriminatorio o la violencia frente a\npersonas LGTBI, quedando prohibida expresamente cualquier conducta de esta\nnaturaleza.\n\n-Las Empresas advertirán a las personas intervinientes en las denuncias e\ninvestigaciones, de la obligación de guardar secreto sobre el contenido de\néstas y mantener la confidencialidad, aun cuando la investigación haya\nfinalizado, así como la estricta reserva de la identidad de las personas\ninvolucradas, en particular, de la persona informante.\n\n-Las Empresas actuarán con respeto y protección de la intimidad y dignidad\nde todas aquellas personas a quienes involucre el procedimiento de\ninvestigación.\n\n-Las Empresas respetarán la contradicción a fin de garantizar una\naudiencia imparcial y un trato justo para todas las personas afectadas,\nexceptuándose aquellos casos en los que se considere razonablemente que tal\naudiencia pudiera perjudicar a la persona informante, o a quien padece la\nconducta.\n\nLas acusaciones o denuncias falsas no serán toleradas, así como el uso\ninadecuado o instrumental del Sistema Interno de Información o las\ndisposiciones del presente Protocolo, pudiéndose adoptar, en tal caso, las\nmedidas sancionadoras o correctoras que procedan según el caso.\n\nb.Ámbito de aplicación:\n\nEl Protocolo aplica en el ámbito objetivo a las conductas potencialmente\nconstitutivas de violencia o acoso sexual, por razón de sexo o de orientación\nsexual, identidad sexual, características sexuales o expresión de género, el\nacoso moral, el acoso discriminatorio o la violencia frente a personas LGTBI\ndirectamente vinculadas al desarrollo de la actividad empresarial de las\nEmpresas.\n\nA los efectos del presente Protocolo, se entenderá que existe vinculación\ncon la actividad laboral en la medida en que la conducta se produzca con\nocasión del trabajo o como resultado de éste, concretamente:\n\n-En el lugar o centro de trabajo, espacios públicos y\u002Fo privados, cuando\nsean lugar de trabajo.\n\n-En los lugares de descanso habilitados por la Empresa y durante el\ntranscurso de la jornada laboral.\n\n-En los desplazamientos, viajes, eventos o actividades sociales o de\nformación relacionadas con el trabajo.\n\n-En el marco de las comunicaciones relacionadas con el trabajo, incluidas\nlas realizadas por medio de las tecnologías de la información y la\ncomunicación -acoso virtual o ciberacoso-.\n\nPor lo que se refiere al ámbito subjetivo de aplicación, el presente\nProtocolo se aplicará en su integridad cuando la persona afectada y la persona\npresuntamente responsable de la conducta desarrollen su actividad profesional\nen cualquiera de las Empresas, y se encuentren ambas sometidas a\nresponsabilidad disciplinaria. En aquellos supuestos en los que la persona\nafectada no forme parte del personal de las Empresas, se adoptarán las medidas\npertinentes de forma coordinada con la empresa o la organización a la que\npertenezca. \n\nc.Procedimiento de actuación en casos de acoso:\n\nLas Empresas cuentan con un Sistema Interno de Información que se integra\npor distintos canales de comunicación para trasladar a las Empresas las\nconductas constitutivas de acoso discriminatorio, acoso sexual y por razón de\nsexo, acoso LGTBIfóbico, acoso moral y\u002Fo violencia en el trabajo a las que se\nrefiere este Protocolo.\n\nEn este sentido, ambas partes acuerdan la adhesión a la política y\nreglamento de canal de denuncias que en cada momento rija en las Empresas que\nen todo momento estará a disposición de la plantilla por los canales\nhabituales.\n\nLas Empresas se comprometen a impartir las acciones de formación y\nsensibilización necesarias para prevenir y actuar contra el acoso y violencia\nen el trabajo.\n\nPara aquellos casos en los que, paralelamente a la comunicación de los\nhechos o la investigación interna, se inicie un procedimiento judicial o\nsancionador administrativo por los mismos hechos, la Empresa podrá dejar el\nprocedimiento en suspenso para no interferir o perjudicar el procedimiento\njudicial o administrativo en curso o iniciado, sin perjuicio de adoptar las\nmedidas disciplinarias que en su caso procedan.",{"bindId":151,"name":148,"text":149},"violence",{"bindId":153,"name":154,"text":155},"WORKHOURS_trigger","CAPÍTULO III Tiempo y Organización del T","CAPÍTULO III Tiempo y Organización del Trabajo",{"bindId":157,"name":158,"text":159},"hourspyear","a.A partir de la entrada en vigor del co","a.A partir de la entrada en vigor del convenio, la jornada ordinaria máxima\nde trabajo efectivo en cómputo anual será la propia que se venía aplicando\nen cada centro de trabajo, con un máximo de mil setecientas cincuenta y seis\n(1.756) horas (jornada real una vez descontadas vacaciones, festivos y días\notorgados por la Empresa, en su caso) a desarrollar de lunes a domingo y con un\nmáximo de diez (10) horas diarias.",{"bindId":161,"name":162,"text":163},"holidaysdays","Artículo 21. Vacaciones. Las personas tr","Artículo 21. Vacaciones.\n\nLas personas trabajadoras tendrán derecho a veintitrés (23) días\nlaborables de vacaciones.",{"bindId":165,"name":162,"text":163},"holidaysweeks",{"bindId":167,"name":168,"text":169},"schedulesrestpw","-Las personas trabajadoras disfrutarán d","-Las personas trabajadoras disfrutarán del descanso semanal, de conformidad\ncon lo establecido en el artículo 37.1 Estatuto de los Trabajadores y en el\nReal Decreto 1561\u002F1995, de 21 de septiembre, sobre jornadas especiales de\ntrabajo, que preferentemente se disfrutarán en (2) dos días naturales\nconsecutivos.",{"bindId":171,"name":172,"text":173},"TRADEUNLEAV_trigger","Artículo 76. Crédito sindical. El ejerci","Artículo 76. Crédito sindical.\n\nEl ejercicio del derecho al crédito sindical de los representantes de las\npersonas trabajadoras se comunicará a la Empresa por medio de los\nprocedimientos establecidos al efecto, con una antelación suficiente respecto\na la fecha de disfrute y nunca en un plazo inferior a cuarenta y ocho (48)\nhoras, a fin de no entorpecer la organización del trabajo, debiendo notificar\nigualmente a sus superiores jerárquicos a efectos de la organización de los\nequipos. El disfrute del crédito sindical deberá realizarse por horas\ncompletas.",{"bindId":175,"name":176,"text":176},"WAGES_trigger","CAPÍTULO V Régimen Retributivo",{"bindId":178,"name":179,"text":180},"WAGES_determined","La retribución de las personas trabajado","La retribución de las personas trabajadoras estará constituida por el\nsalario base y los complementos y\u002Fo pluses relacionados en el presente\nconvenio, buscando la homogeneidad y uniformidad en la estructura salarial.",{"bindId":182,"name":183,"text":184},"PAYSCALES_trigger","Artículo 28. Salario mínimo garantizado ","Artículo 28. Salario mínimo garantizado por grupo\nprofesional.\n\nEl salario mínimo garantizado bruto fijo anual a tiempo completo para todas\nlas personas trabajadoras afectadas por el presente convenio será el dispuesto\nen la siguiente tabla salarial:\n\n\n\n\n \n \n Grupo\n Profesional\n \n Nivel\n \n Salario Fijo Bruto Anual\n Mínimo — Euros\n \n \n \n \n \n I\n \n Directores.\n \n 29.000\n \n \n \n II\n \n Mando\n superior.\n \n 27.000\n \n \n \n III\n \n Mando\n intermedio.\n \n 20.000\n \n \n \n IV\n \n Personal técnico y de\n soporte.\n \n 18.500\n \n \n \n Personal\n de despliegue de redes, mantenimiento e instalaciones.\n \n 18.500\n \n \n \n Personal comercial y de\n ventas.\n \n 17.000\n \n \n \n Administración y\n Gestión.\n \n 17.000",{"bindId":186,"name":187,"text":188},"STRUCINCR_trigger","Artículo 29. Revisión salarial. En el añ","Artículo 29. Revisión salarial.\n\nEn el año 2025, la revisión salarial aplicable será la correspondiente al\nconvenio Colectivo provincial y sectorial de origen que en cada caso\ncorresponda. A partir del año 2026, se establece una revisión salarial anual\ndel dos (2) % por cada año de vigencia del convenio.",{"bindId":190,"name":191,"text":192},"wageincreasedate_date","Dicha revisión salarial tendrá efectos e","Dicha revisión salarial tendrá efectos el 1 de julio de cada año. La\nprimera revisión salarial tendrá lugar el 1 de julio de 2026.",{"bindId":194,"name":195,"text":196},"ONCERISE_trigger","Este salario mínimo se distribuirá en un","Este salario mínimo se distribuirá en un total de doce (12) mensualidades\nentre las que se encuentran incluidas las dos (2) pagas extraordinarias\nprorrateadas mensualmente, e integra cualesquiera conceptos retributivos de\ncarácter fijo que pudieran venir percibiendo las personas trabajadoras a la\nfecha de entrada en vigor del presente convenio o que en su caso pudieran\nreconocerse por normativa convencional, a excepción de las mejoras\nestablecidas por la Empresa.",{"bindId":198,"name":195,"text":196},"ONCERISE2_trigger",{"bindId":200,"name":201,"text":202},"NOCTPREM_trigger","Artículo 35. Plus de nocturnidad. Se con","Artículo 35. Plus de nocturnidad.\n\nSe considera trabajo nocturno el realizado entre las diez de la noche (22:00\nhoras) y las seis de la mañana (06:00 horas).\n\nSalvo que la persona trabajadora hubiera sido contratada específicamente\npara prestar servicios en horario nocturno, cada hora efectivamente trabajada\nen horario nocturno (de 22:00 horas a 06:00 horas), será retribuida mediante\nun complemento salarial denominado «plus nocturnidad» equivalente al setenta\ny cinco por ciento (75%) del salario fijo bruto hora pactado.\n\nEn dichos casos en que el trabajo nocturno no resulte inherente al contrato\nde trabajo o a la propia naturaleza del trabajo o servicio prestado, la Empresa\ndeberá preavisar a la persona trabajadora al menos con setenta y dos (72)\nhoras naturales de antelación, salvo en el supuesto de circunstancias\nexcepcionales e imprevistas, lo que no impedirá la obligación de la persona\ntrabajadora de atender los mismos.",{"bindId":204,"name":205,"text":206},"CONSIGN_trigger","Artículo 36. Guardias de disponibilidad ","Artículo 36. Guardias de disponibilidad e intervenciones.\n\nSe considera guardia de disponibilidad, localizada o no, con posible\nintervención, aquella situación en la que ante cualquier tipo de averías,\npercances, incidencias u otras situaciones que atendiendo a su propia\nnaturaleza se hayan producido fuera de la \n\njornada ordinaria de trabajo, precisen para su solución u atención de una\nurgente intervención por las personas trabajadoras.\n\nLas guardias, con carácter general tendrán carácter rotativo y se\nestablecerán por semanas completas, salvo que el servicio requerido implique\ntiempos menores, en cuyo caso se estará a éstos. Se comunicarán a la persona\nafectada con al menos quince (15) días de antelación, a excepción de\naquellos supuestos en que por circunstancias extraordinarias no resultara\nposible.\n\nLa Empresa podrá aplicar el sistema de guardias de manera obligatoria en\ntodas aquellas áreas y posiciones que atendiendo a su naturaleza estratégica\nlleven a cabo una actividad destinada a mantener en condiciones normales el\nfuncionamiento de la Empresa y, en última instancia, el servicio prestado a\nlos clientes finales, encontrándose entre otras adicionales que respondan a\ndicha finalidad y a título ejemplificativo: las destinadas al mantenimiento de\ninfraestructuras, mantenimiento de las operaciones de red, control de las\ntelecomunicaciones, gestión de sistemas de información o soporte integral a\nlas áreas que se encuentran prestando servicios.\n\nLas instrucciones sobre los tiempos de respuesta y\u002Fo intervención se\ndesarrollarán por cada una de las áreas atendiendo a las concretas\nnecesidades de cada una de ellas.\n\nTanto las guardias, como los tiempos de intervención, serán retribuidos de\nla siguiente manera:\n\n-Guardia semanal: entendida como la disponibilidad de la persona trabajadora\nde lunes a domingo fuera de su horario ordinario, se retribuirá de la\nsiguiente manera:\n\n-Para aquellas personas trabajadoras que ocupen puestos y\u002Fo desarrollen\ntareas o funciones de especial responsabilidad técnica, a razón de ciento\nsetenta y cinco euros (175 €) brutos por semana completa de guardia, o\nproporcional si es inferior, de conformidad con la siguiente distribución:\nsetenta y cinco euros (75 €) brutos por el bloque de lunes a viernes (5\ndías), y cien euros (100 €) brutos por fin de semana completo de guardia (2\ndías, sábado y domingo).\n\n-Para el resto de las personas trabajadoras, a razón de ciento cincuenta\neuros (150 €) brutos por semana completa de guardia, o proporcional si es\ninferior, de conformidad con la siguiente distribución: setenta euros (70 €)\nbrutos por el bloque de lunes a viernes (5 días), y ochenta euros (80 €)\nbrutos por fin de semana completo de guardia (2 días, sábado y domingo).\n\n-Intervención: entendida como la situación en que estando de guardia la\npersona trabajadora, se requiere de su intervención y efectiva prestación de\nservicios, que podrá llevarse a cabo en remoto o presencialmente atendiendo a\nla naturaleza de la propia situación. En caso de requerir desplazamiento, se\nentenderá que la persona trabajadora está a disposición de la Empresa todo\nel tiempo invertido desde el comienzo del trayecto (ida o vuelta),\nconsiderándose como tiempo de trabajo efectivo.\n\n-El tiempo mínimo de intervención a computar será de una (1) hora, y se\nretribuirá o compensará conforme a lo recogido en el precepto de horas\nextraordinarias.\n\nDurante el tiempo en que la persona trabajadora se encuentre de guardia con\nposible intervención podrá ser requerida por la Empresa para la prestación\nde cualesquiera otros servicios, como por ejemplo, trabajos programados, en\ncuyo caso, dentro de la compensación por guardia se entenderá incluida\ncualquier otra establecida por dichos servicios, sin perjuicio de la\ncorrespondiente retribución o compensación como horas extraordinarias.",{"bindId":208,"name":209,"text":210},"OVERTIME_trigger","Artículo 38. Horas extraordinarias. La r","Artículo 38. Horas extraordinarias.\n\nLa realización de horas extraordinarias debe estar previamente aprobada y\nautorizada por escrito por el superior jerárquico de la persona trabajadora\nbajo razones objetivas de necesidad, encontrándose prohibida la realización\nde las mismas de manera unilateral.\n\nLas horas extraordinarias se retribuirán a razón de una cuantía\nequivalente al veinticinco por ciento por ciento (25%) del valor del\nsalario\u002Fhora ordinario fijo bruto pactado o se compensarán con tiempos\nequivalentes de descanso retribuido.\n\nLa Empresa indicará en cada momento el modo de compensación. En ausencia\nde comunicado o salvo acuerdo con la persona trabajadora para su retribución,\nse entenderá que las horas extraordinarias realizadas deberán ser compensadas\nmediante descanso dentro de los cuatro meses siguientes a su realización.",{"bindId":212,"name":213,"text":214},"overtimeallowancetype_general","Las horas extraordinarias se retribuirán","Las horas extraordinarias se retribuirán a razón de una cuantía\nequivalente al veinticinco por ciento por ciento (25%) del valor del\nsalario\u002Fhora ordinario fijo bruto pactado o se compensarán con tiempos\nequivalentes de descanso retribuido.",{"bindId":216,"name":213,"text":214},"overtimeallowanceperc1_general",{"bindId":218,"name":219,"text":220},"sundayallowanceamount1","-Para aquellas personas trabajadoras que","-Para aquellas personas trabajadoras que ocupen puestos y\u002Fo desarrollen\ntareas o funciones de especial responsabilidad técnica, a razón de ciento\nsetenta y cinco euros (175 €) brutos por semana completa de guardia, o\nproporcional si es inferior, de conformidad con la siguiente distribución:\nsetenta y cinco euros (75 €) brutos por el bloque de lunes a viernes (5\ndías), y cien euros (100 €) brutos por fin de semana completo de guardia (2\ndías, sábado y ",{"bindId":222,"name":223,"text":224},"mealvouchers","Artículo 42. Ticket restaurante y sistem","Artículo 42. Ticket restaurante y sistema de retribución\nflexible.\n\nCon el objetivo de facilitar el acceso al ticket restaurante a todas las\npersonas trabajadoras recogidas en el ámbito personal del convenio, la Empresa\nofrecerá la posibilidad de concertarlo por medio de un sistema de retribución\nflexible, según los límites y requisitos legalmente previstos.\n\nAquella persona trabajadora que a la fecha de entrada en vigor del convenio\nviniera disfrutando del ticket restaurante como beneficio social, lo verá\nsustituido en su nómina no más tarde del 1 de enero de 2026, mediante su\nmonetización en el importe de 1.800 euros brutos, y una compensación\nadicional en la cuantía de 600 euros brutos.\n\nDe la cantidad bruta total de dos mil cuatrocientos euros (2.400 €), el\n75% (1.800 €) resultará compensable y absorbible mediante su integración en\nla mejora voluntaria, y el 25% (600 €) no será compensable ni absorbible y\nserá revalorizable, mediante su integración en el complemento condiciones de\norigen.","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>I Convenio colectivo del Grupo DIGI 2025_2029 - 2025\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2025-10-21\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">Fecha de término: → 2029-06-30\u003C\u002Fdiv>\n \n \n\n \u003C!-- TODO: previous CBA logic -->\n \u003C!-- TODO: status logic -->\n\n \n \u003Cdiv id=\"display-cbaratified\">Ratificado por: → Ministry\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-cbaactorratified\">\n Ratificado en: → 2025-10-21\n \u003C\u002Fdiv>\n \n\n \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n \u003Cdiv id=\"display-SECTOR1\">\n Nombre de la industria: → Transporte, logistica y comunicaciones\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-NACE2004\">\n Nombre de la industria: → Telecomunicaciones por cable  \n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-FIRMPRI\">\n Sector público o privado: → En el sector privado\n \u003C\u002Fdiv>\n \n \u003Cdiv>Concluido por:\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n \n \n \u003Cdiv>\n Nombre de la compañía: → \n \n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n Nombres de los sindicatos: → \n\n \n \n \u003Cspan>\n FSC - Federación de Servicios a la Ciudadanía, FeSMC-UGT Federation of Services, Mobility and Consumption of the General Union of Workers of Spain\n \u003C\u002Fspan>\n \n\n \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003C\u002Fdiv>\n\n \n\n \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: → 30 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: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurancerelatives\">Contribución acordada para seguro médico de familiares: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetypolicy\">Política de salud y seguridad acordada: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetytraining\">Capacitación en salud y seguridad acordada: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-protectiveclothing\">Vestuario protector facilitado → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-hivpolicy\">Chequeo médico regular o anual o visitas proporcionadas por el empleador → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-monitoring\">Seguimiento de los riesgos musculo-esqueléticos de las estaciones de trabajo, riego profesional y\u002Fo relación entre trebajo y salud → Employee involvement in the monitoring, The relationship between work and health\u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpay\">Apoyo para funeral: → No\u003C\u002Fdiv>\n \n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section work-family-arrangements\">\n \u003Ch3 id=\"display-WORKFAM_trigger\">ACUERDOS SOBRE FAMILIA Y TRABAJO\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-paidmaternityleaveduration\">\n Licencia de maternidad pagada: → -9 semanas\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-jobsecuritymothers\">Estabilidad laboral tras la licencia de maternidad: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-maternitydiscrimination\">Prohibición de discriminación relacionada con la maternidad → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibición de obligar a las embarazadas o trabajadoras en lactancia materna para desarrollar trabajos peligrosos o poco saludables → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-riskassessment\">Evaluación de riesgos sobre salud y seguridad de las embarazdas o madres con lactancia → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-alternatives\">Posibilidad de alternativas al trabajo peligroso o no saludable para las enbarazadas o trabajadoras en lactancia → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-timeoff\">Tiempo libre para exámenes médicos prenatales: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningnonstandard\">Prohibición de la detección del embarazo antes de la regularización de los trabajadores no estándar: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningpromotion\">Prohibición de la detección del embarazo antes de la promoción: → \u003C\u002Fdiv> \n \u003Cdiv id=\"display-nursingmothers\">Facilidades para lactancia: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcareprovision\">Cuidados infantiles proporcionados por el empleador: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcaresubsidy\">Cuidados infantiles subsidiados por el empleador: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-educationtuition\">Subsidio para la educación de los hijos: → No\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-childcareleave\">\n Licencia pagada anual en caso de cuidado de parientes: → 5 días\n \u003C\u002Fdiv>\n\n \n \u003Cdiv id=\"display-deathrelativesleave\">\n Duración del permiso retibuido en caso de muerte de un pariente: → 4 días\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n \n \u003Cdiv class=\"section gender-equality-issues\">\n \u003Ch3 id=\"display-GENEQ_trigger\">TEMAS DE IGUALDAD DE GENERO\u003C\u002Fh3>\n \u003Cdiv id=\"display-eqpay\">Igual salario para igual valor: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-gender\">\n Referencia especial al género en la igualdad de pago: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-discrimination\">Cláusulas de discriminación en el trabajo: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-eqpromotion\">Igualdad de oportunidades para la promoción de las mujeres: → Sí\u003C\u002Fdiv> \n \u003Cdiv id=\"display-eqtraining\">Igualdad de oportunidades de formación y reciclaje para las mujeres: → Sí\u003C\u002Fdiv> \n \u003Cdiv id=\"display-eqofficer\">Dirigente sindical de igualdad de género en el lugar de trabajo? → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-sexualhar\">Cláusulas sobre acoso sexual en el trabajo: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-violence\">Cláusulas sobre violencia en el trabajo: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-violenceleave\">Permiso especial para trabajadoras\u002Fes sujetas o violencia doméstica o de la pareja: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-support_disabilities\">Apoyo a mujeres trabajadoras con discapacidades: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-equalitymonitoring\">Monitoreo de la igualdad de género → Sí\u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n \n\n \u003Cdiv class=\"section employment-contracts\">\n \u003Ch3 id=\"display-EMPCONTR_trigger\">CONTRATOS DE TRABAJO\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-contracttrialperiod\">\n Duración del período de prueba: → 180 días\n \u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-part_time_excluded\">Trabajadores a tiempo parcial excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-tempagency\">Disposiciones sobre trabajadores temporales: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-apprentices_excluded\">Aprendices excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Ftrabajos para estudiantes excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n \n\n \u003Cdiv class=\"section working-hours\">\n \u003Ch3 id=\"display-WORKHOURS_trigger\">HORAS DE TRABAJO, HORARIOS Y DIAS FESTIVOS\u003C\u002Fh3>\n\n \n\n \n\n \n\n \u003Cdiv id=\"display-hourspyear\">\n Horas de trabajo por año: → 1755.0\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-holidaysdays\">\n Licencia anual pagada: → 23.0 días\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysweeks\">\n Licencia anual pagada: → 4.5 semanas\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-schedulesrestpw\"> Periodos acordados de descansos semanales: → Sí\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-sundays_year\">\n Máximo número de domingos \u002F festivos que pueden trabajarse en un año: → \n \u003C\u002Fdiv>\n \n \n \n \u003Cdiv id=\"display-tradeunleavdays\">\n Permiso pagado para actividades sindicales: →  días\n \u003C\u002Fdiv>\n \n \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 \u003Cdiv id=\"display-wageincreasedate_date\">\n Incremento salarial inicia: → 2026-06\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-ONCERISE_trigger\">Pago extra único:\u003C\u002Fh4>\n \n \n \u003Cdiv id=\"display-extrapayfirmperformance\">Pago extra único por desempeño de la compañía: → No\u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-NOCTPREM_trigger\">Prima por trabajo vespertino o nocturno:\u003C\u002Fh4>\n \u003Cdiv id=\"display-shiftallowanceperc1\">\n Prima por trabajo vespertino o nocturno: → 174 % de salario básico\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-shiftallowancetype1\">Prima por trabajo nocturno únicamente: → Sí\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-CONSIGN_trigger\">Pago por trabajo en espera:\u003C\u002Fh4>\n \n \u003Cdiv id=\"display-standbyallowanceamount1\">\n Pago por trabajo en espera: → EUR 15.0\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-standbyallowancetype1\">Pago por trabajo en espera sólo Domingos: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-standbyallowancetype2\">Pago por trabajo en espera todos los días de la semana: → Sí\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n\n \u003Cdiv>\n \u003Ch4 id=\"display-OVERTIME_trigger\">Prima por tiempo extra:\u003C\u002Fh4>\n \n \n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv>\n \u003Ch4 id=\"display-SUNDAY_trigger\">Prima por trabajo en Domingo:\u003C\u002Fh4>\n \n \u003Cdiv id=\"display-sundayallowanceamount1\">\n Prima por trabajo en Domingo: → EUR 50.0 por domingo\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Ch4>Vales de alimenos:\u003C\u002Fh4>\n\n \u003Cdiv id=\"display-mealvouchers\">\n Vales de alimentos proporcionados: → Sí\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-MEALALL_trigger\">Prestaciones alimentarias proporcionadas: → No\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-legalassistance_trigger\">\n Asistencia legal gratuita: → No\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[230],{"title":37,"slug":33},[232],{"type":233,"data":234},"call_to_action_body_block",{"title":235,"description":236,"variant":237,"link":238},"Compare los convenios colectivos","Compara los artículos de los Convenios Colectivos de España entre los diferentes sectores, temas y países.","dark",{"title":235,"url":239,"description":235,"rel":240,"type":241},"\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002Fcompare-los-convenios-colectivos","follow","internal",[243],{"type":233,"data":244},{"title":235,"description":236,"variant":237,"link":245},{"title":235,"url":239,"description":235,"rel":240,"type":241},[],{"title":17,"seo_title":248,"description":7,"path":249,"redirect_url":7,"locale":18,"children":250},"WageIndicator España: salarios y derechos laborales","\u002Fes-es",[251,336,364],{"title":20,"seo_title":252,"description":7,"path":253,"redirect_url":7,"locale":18,"children":254},"Trabajar en España: salarios y condiciones laborales","\u002Fes-es\u002Ftrabajo-en-espana",[255,259,263,279,328,332],{"title":256,"seo_title":8,"description":7,"path":257,"redirect_url":7,"locale":18,"children":258},"Salario mínimo","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario-minimo",[],{"title":260,"seo_title":8,"description":7,"path":261,"redirect_url":7,"locale":18,"children":262},"Salarios vitales","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalarios-vitales",[],{"title":264,"seo_title":8,"description":7,"path":265,"redirect_url":7,"locale":18,"children":266},"Salario","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario",[267,271,275],{"title":268,"seo_title":8,"description":7,"path":269,"redirect_url":7,"locale":18,"children":270},"Compara tu salario","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario\u002Fcompara-tu-salario",[],{"title":272,"seo_title":8,"description":7,"path":273,"redirect_url":7,"locale":18,"children":274},"Encuesta salarial","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario\u002Fencuesta-salarial",[],{"title":276,"seo_title":8,"description":7,"path":277,"redirect_url":7,"locale":18,"children":278},"Salario de famosos","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario\u002Ffamosos",[],{"title":280,"seo_title":281,"description":7,"path":282,"redirect_url":7,"locale":18,"children":283},"Leyes laborales","Leyes laborales en España: contratos, salarios","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales",[284,288,292,296,300,304,308,312,316,320,324],{"title":285,"seo_title":8,"description":7,"path":286,"redirect_url":7,"locale":18,"children":287},"Compensación y tiempo de trabajo","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Fcompensacion-y-tiempo-de-trabajo",[],{"title":289,"seo_title":8,"description":7,"path":290,"redirect_url":7,"locale":18,"children":291},"Licencia por enfermedad","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Flicencia-por-enfermedad",[],{"title":293,"seo_title":8,"description":7,"path":294,"redirect_url":7,"locale":18,"children":295},"Maternidad y trabajo","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Fmaternidad-y-trabajo",[],{"title":297,"seo_title":8,"description":7,"path":298,"redirect_url":7,"locale":18,"children":299},"Responsabilidades familiares","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Fresponsabilidades-familiares",[],{"title":301,"seo_title":8,"description":7,"path":302,"redirect_url":7,"locale":18,"children":303},"Salud y 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