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COOP. V. 2026_2029","VII CONVENIO COLECTIVO DE CONSUM, S. COOP. V. 2026_2029 - 2026","Spain - VII CONVENIO COLECTIVO DE CONSUM, S. COOP. V. 2026_2029 - 2026","VII CONVENIO COLECTIVO DE CONSUM, S. COOP. V. 2026_2029 - 2026 - Comercio al por menor",{"name":41,"data":42},"Convenio Carnica.html","\n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New29\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\n\u003Cdiv class=\"toc\">\n\u003Cul>\n  \u003Cli>\u003Ca href=\"#L43\">TÍTULO I\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L47\">CAPÍTULO I Disposiciones generales\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L49\">Artículo 1. Partes que lo conciertan.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L53\">Artículo 2. Ámbito funcional y personal.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L59\">Artículo 3. Ámbito territorial y temporal.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L65\">Artículo 4. Denuncia, vigencia y prórroga.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L71\">Artículo 5. Vinculación a la totalidad.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L75\">Artículo 6. Normas subsidiarias.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L79\">Artículo 7. Igualdad y diversidad en el\n      trabajo.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L85\">Artículo 8. Solución extrajudicial de conflictos\n        colectivos.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L91\">Artículo 9. Comisión paritaria.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L109\">Artículo 10. Compensación y absorción.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L115\">CAPÍTULO II Estructura profesional\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L117\">Artículo 11. Organización del trabajo.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L121\">Artículo 12. Clasificación personal.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L141\">Artículo 13. Funciones.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L183\">Artículo 14. Movilidad funcional.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L191\">CAPÍTULO III Ingreso, promoción y normativa sobre\n    empleo\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L193\">Artículo 15. Principios reguladores de la\n        contratación y promoción profesional.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L211\">Artículo 16. Periodo de prueba.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1150\">Artículo 17. Modalidades de contratación.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L273\">Artículo 18. Trabajo a tiempo parcial.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L287\">Artículo 19. Trabajos de colectivos con necesidades\n        especiales.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L295\">TÍTULO II Condiciones de trabajo\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L299\">CAPÍTULO I Traslados y ceses\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L301\">Artículo 20. Traslados y desplazamientos.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L315\">CAPÍTULO II Jornada\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L317\">Artículo 21. Duración de la jornada.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L325\">Artículo 22. Cómputo, distribución y\n      registro.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L347\">Artículo 23. Calendario laboral.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L359\">Artículo 24. Modificación de horarios y\n      jornada.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L363\">Artículo 25. Inventarios.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L371\">Artículo 26. Trabajo nocturno.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L377\">Artículo 27. Trabajo en domingos y festivos de\n        apertura comercial.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L393\">Artículo 28. Vacaciones.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L413\">CAPÍTULO III Licencias, excedencias y suspensiones\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L415\">Artículo 29. Licencias retribuidas.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L461\">Artículo 30. Permisos no retribuidos.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L481\">Artículo 31. Excedencias.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L511\">Artículo 32. Suspensión de la relación\n      laboral.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L581\">CAPÍTULO IV Régimen retributivo\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L583\">Artículo 33. Estructura salarial.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L587\">Artículo 34. Salario base de nivel\n      organizativo.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L603\">Artículo 35. Salario base personal.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L609\">Artículo 36. Complementos salariales.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L623\">Artículo 37. Pagas extraordinarias.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L627\">Artículo 38. Liquidación y pago. Recibo de\n        salarios.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L633\">Artículo 39. Incremento salarial.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L639\">Artículo 40. Dietas y gastos de viaje.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L665\">Artículo 42. Prendas de trabajo.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L679\">CAPÍTULO V Régimen disciplinario\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L681\">Artículo 43. Facultad disciplinaria.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L685\">Artículo 44. Graduación de las faltas.\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L689\">Artículo 45. Faltas leves.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L709\">Artículo 46. Faltas graves.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L729\">Artículo 47. Faltas muy graves.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L773\">Artículo 48. Régimen de sanciones y\n        prescripción.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L799\">CAPÍTULO VI Derechos sindicales\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L801\">Artículo 49. Horas sindicales, uso y\n        racionalización.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L807\">Artículo 50. Comité intercentros.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L819\">CAPÍTULO VII Salud laboral y prevención de riesgos\n    laborales\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L821\">Artículo 51. Seguridad y salud laboral.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L825\">Artículo 52. Comité de seguridad y salud\n        intercentros.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L835\">CAPÍTULO VIII Otros derechos sociales\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L837\">Artículo 53. Protección a la maternidad.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L849\">Artículo 54. Formación en el trabajo.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L853\">Artículo 55. Protocolo de actuación en supuestos de\n        acoso sexual, laboral o por razón de sexo.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L869\">Artículo 56. Protección especial a las trabajadoras\n        víctimas de la violencia de género.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L885\">Artículo 57. Ayuda económica a las trabajadoras\n        víctimas de la violencia de género.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L893\">Artículo 58. Política medioambiental y reducción\n        de la huella de carbono.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L915\">Artículo 59. Política de no\n      discriminación.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L921\">Artículo 60. Plan de igualdad de oportunidades y no\n        discriminación.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L925\">Artículo 61. Derecho a la adaptación de la jornada\n        laboral por causa de conciliación de vida familiar y laboral.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L943\">Artículo 62. Conjunto planificado de medidas y\n        recursos para alcanzar la igualdad real y efectiva de las personas\n        LGTBI.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L981\">Artículo 63. Protocolo de actuación frente a\n        catástrofes y otros fenómenos meteorológicos adversos.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1043\">Disposición adicional primera.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1047\">Disposición adicional segunda.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1051\">Disposición adicional tercera.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1055\">Disposición adicional cuarta.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1061\">Disposición adicional quinta.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1065\">Disposición final primera.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1069\">Disposición final segunda.\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>2123 Resolución de 20 de enero de 2026, de la Dirección General de\nTrabajo, por la que se registra y publica el Convenio colectivo de Consum,\nSociedad Cooperativa Valenciana.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MNCOMPA_1\">\u003Cp>Visto el texto del convenio colectivo de la empresa Consum, Sociedad\nCooperativa Valenciana (código de convenio número 90012062012002), que fue\nsuscrito con fecha 16 de diciembre de 2025, de una parte por las personas\ndesignadas por la Dirección de la empresa, en representación de la misma, y\nde otra por las secciones sindicales de CC.OO-Servicios y FeSMC-UGT, en\nrepresentación de los trabajadores afectados, y que ha sido subsanado mediante\nacta de fecha 9 de enero de 2026, y de conformidad con lo dispuesto en el\nartículo 90, apartados 2 y 3, de la Ley del Estatuto de los Trabajadores,\ntexto refundido aprobado por el Real Decreto Legislativo 2\u002F2015, de 23 de\noctubre (BOE de 24 de octubre), y en el Real Decreto 713\u002F2010, de 28 de mayo,\nsobre registro y depósito de convenios colectivos, acuerdos colectivos de\ntrabajo y planes de igualdad,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Esta Dirección General de Trabajo resuelve:\u003C\u002Fp>\n\n\u003Cp>Primero.\u003C\u002Fp>\n\n\u003Cp>Ordenar la inscripción del 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, 20 de enero de 2026.-La Directora General de Trabajo, María Nieves\nGonzález García.\u003C\u002Fp>\n\n\u003Ch1>VII CONVENIO COLECTIVO DE CONSUM, S. COOP. V.\u003C\u002Fh1>\n\n\u003Ch2 id=\"L43\">TÍTULO I\u003C\u002Fh2>\n\n\u003Ch2 id=\"L47\">CAPÍTULO I Disposiciones generales\u003C\u002Fh2>\n\n\u003Ch3 id=\"L49\">Artículo 1. Partes que lo conciertan.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio colectivo se concierta entre la dirección de la\nempresa Consum, Sociedad Cooperativa Valenciana, por una parte, y las Secciones\nSindicales de FeSMC- UGT y de Servicios-CCOO, por otra.\u003C\u002Fp>\n\n\u003Ch3 id=\"L53\">Artículo 2. Ámbito funcional y personal.\u003C\u002Fh3>\n\n\u003Cp>El convenio colectivo establece las normas básicas que regulan las\ncondiciones de trabajo de la empresa Consum, Sociedad Cooperativa Valenciana,\nen consecuencia, quedan incluida su plantilla por cuenta ajena con las\ncaracterísticas y matizaciones aquí expuestas. \u003C\u002Fp>\n\n\u003Cp>Respecto al resto de relaciones, quedan excluidas del ámbito personal, las\npersonas que se encuadren en los supuestos regulados en el artículo 1.3 y 2\ndel ET, así como socios trabajadores de la cooperativa.\u003C\u002Fp>\n\n\u003Ch3 id=\"L59\">Artículo 3. Ámbito territorial y temporal.\u003C\u002Fh3>\n\n\u003Cp>1.El presente convenio será de aplicación en todos los centros de trabajo\nde la cooperativa en España.\u003C\u002Fp>\n\n\u003Cp>2.La vigencia del presente convenio a todos los efectos se fija desde el 1\nde febrero de 2026 y finalizará el 31 de enero de 2029.\u003C\u002Fp>\n\n\u003Ch3 id=\"L65\">Artículo 4. Denuncia, vigencia y prórroga.\u003C\u002Fh3>\n\n\u003Cp>1.El convenio podrá ser denunciado por cualquiera de los legitimados para\nello, mediante comunicación por escrito dentro de los tres meses anteriores a\nla fecha de su vencimiento. Denunciado el convenio se estará para\nconstitución de la comisión negociadora y plazos de negociación a lo\nprevisto en el artículo 89.2 ET. En caso de no mediar denuncia se entenderá\ntácita y automáticamente prorrogado por períodos anuales.\u003C\u002Fp>\n\n\u003Cp>2.Durante la negociación para su renovación, las condiciones pactadas en\nel presente convenio colectivo subsistirán en todo caso, hasta la firma de un\nnuevo convenio, incluso si ésta se demorase más allá de un año.\u003C\u002Fp>\n\n\u003Ch3 id=\"L71\">Artículo 5. Vinculación a la totalidad.\u003C\u002Fh3>\n\n\u003Cp>Las condiciones pactadas en el presente convenio forman un todo orgánico e\nindivisible, y a efectos de su aplicación práctica serán consideradas global\ny conjuntamente. Si por resolución judicial parte o la totalidad, fuera\ndeclarado inaplicable, dejará de regir el resto del convenio, volviéndose\ninaplicable, salvo acuerdo expreso mayoritario de la comisión paritaria, por\nentender que la modificación, que acaso se pudiera producir, no tenía\nsustancialidad como para dejar sin efecto el mismo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L75\">Artículo 6. Normas subsidiarias.\u003C\u002Fh3>\n\n\u003Cp>El presente convenio está llamado a regular las condiciones laborales del\npersonal no socio de Consum, Sociedad Cooperativa Valenciana, con carácter\nprevalente sobre cualquier otra norma, salvo que la misma tenga un carácter\nimperativo absoluto. De igual forma el convenio se completa y se debe de\nintegrar con las normas de actuación interna puestas de manifiesto en los\nmanuales de procedimiento y en las concretas instrucciones que en ellos se\nincluyen, con especial mención de las relativas a la seguridad y salud\nlaboral.\u003C\u002Fp>\n\n\u003Ch3 id=\"L79\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">Artículo 7. Igualdad y diversidad en el trabajo.\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-gender\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>Las partes firmantes declaran su voluntad de respetar el principio de\nigualdad de trato en el trabajo a todos los efectos, no admitiéndose\ndiscriminaciones por razón de sexo, estado civil, edad, origen étnico o\nracial, religión, convicciones, discapacidad, condición de salud,\norientación sexual, identidad y expresión de género, características\nsexuales, ideas políticas, afiliación o no a un sindicato, u otra condición\no circunstancia personal o social. Se pondrá especial atención en cuanto al\ncumplimiento de igualdad de oportunidades entre hombres y mujeres en el acceso\nal empleo, promoción profesional, la formación, la estabilidad en el empleo,\ny la igualdad salarial en trabajos de igual valor. La dignidad de la persona,\nlos derechos inviolables que les son inherentes, el libre desarrollo de la\npersonalidad, la integridad física y moral, son derechos fundamentales de la\npersona contemplados en la Constitución Española, además de los derechos\ncontenidos en el Estatuto de los Trabajadores de respeto a la intimidad y a la\nconsideración debida a su dignidad, comprendida la protección frente a las\nofensas verbales o físicas de naturaleza sexual. Las organizaciones\nfirmantes del presente convenio se comprometen a trabajar en la implantación\nde políticas y valores, con distribución de normas y valores claros en todos\nlos niveles de la organización, que garanticen y mantengan entornos laborales\nlibres de acoso donde se respete la dignidad y se facilite el desarrollo de las\npersonas. Por ello manifiestan su compromiso por mantener entornos laborales\npositivos, prevenir comportamientos de acoso y perseguir y solucionar aquellos\ncasos que se produzcan.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L85\">Artículo 8. Solución extrajudicial de conflictos colectivos.\u003C\u002Fh3>\n\n\u003Cp>1.Las partes signatarias del convenio estiman necesario establecer\nprocedimientos voluntarios de solución de los conflictos de carácter\ncolectivo en relación con la aplicación e interpretación de lo pactado y su\nadecuación a las circunstancias en las que se presta y realiza el trabajo.\u003C\u002Fp>\n\n\u003Cp>2.A tal efecto asumen los contenidos del VI Acuerdo sobre Solución\nAutónoma de Conflictos Laborales (Sistema Extrajudicial) ASAC. Y se someten\nexpresamente a esta vía para la solución extrajudicial de los conflictos\nprevistos en el articulado del citado ASAC.\u003C\u002Fp>\n\n\u003Ch3 id=\"L91\">Artículo 9. Comisión paritaria.\u003C\u002Fh3>\n\n\u003Cp>1.Se acuerda la constitución de una comisión paritaria que entenderá de\ntodas las cuestiones relacionadas con la aplicación e interpretación de las\nnormas contenidas en el convenio con sede establecida en la avenida Alginet, 1,\nde Silla (Valencia).\u003C\u002Fp>\n\n\u003Cp>2.La comisión paritaria estará formada por ocho miembros, cuatro por la\nparte social, de los que cada sección sindical firmante contará con dos\nintegrantes, y cuatro en representación de la cooperativa. De las reuniones\ncelebradas por la comisión se levantará acta en la que figurarán las\ndecisiones tomadas, debiendo ser firmadas las mismas por la totalidad de las\npersonas asistentes a ellas. La comisión se constituirá formalmente a la\nfirma del convenio dotándose de un reglamento de funcionamiento. Para que\nexista acuerdo se requerirá el voto favorable de la mayoría de cada una de\nlas representaciones.\u003C\u002Fp>\n\n\u003Cp>3.Son funciones específicas de la comisión paritaria entre otras las\nsiguientes:\u003C\u002Fp>\n\n\u003Cp>a)A requerimiento de las partes, deberá mediar o arbitrar en el tratamiento\ny solución de cuestiones y conflictos de carácter colectivo, con\nindependencia de su ámbito territorial, que puedan suscitarse en el ámbito de\naplicación del convenio.\u003C\u002Fp>\n\n\u003Cp>b)Igualmente entenderá de forma previa y obligatoria a las vías\nadministrativa y jurisdiccional, de aquellos conflictos colectivos que puedan\nser interpuestos por las personas legitimadas para ello.\u003C\u002Fp>\n\n\u003Cp>c)Aplicación de lo pactado y vigilancia de su cumplimiento, así como el\nseguimiento de aquellos acuerdos cuyo desarrollo debe producirse en el tiempo y\ndurante la totalidad de su vigencia.\u003C\u002Fp>\n\n\u003Cp>d)Conocerá de las cuestiones relativas a la inaplicación de condiciones de\ntrabajo cuando tras el período de consultas desarrollado conforme al artículo\n41.4 del Estatuto de los Trabajadores haya finalizado sin acuerdo, debiendo\nemitir su opinión en el plazo de siete días desde que tuviera entrada en la\ncomisión.\u003C\u002Fp>\n\n\u003Cp>e)Los acuerdos de la comisión paritaria en interpretación o aplicación\ndel convenio tendrán el mismo valor que el texto de éste de acuerdo con lo\ndispuesto en el artículo 91 apartado 4 del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Ch3 id=\"L109\">Artículo 10. Compensación y absorción.\u003C\u002Fh3>\n\n\u003Cp>Podrá operar el instituto de la absorción y compensación de los salarios\nen los estrictos términos fijados en el artículo 26.5 del Estatuto de los\nTrabajadores. \u003C\u002Fp>\n\n\u003Ch2 id=\"L115\">CAPÍTULO II Estructura profesional\u003C\u002Fh2>\n\n\u003Ch3 id=\"L117\">Artículo 11. Organización del trabajo.\u003C\u002Fh3>\n\n\u003Cp>La organización del trabajo, su programación, clasificación,\ndistribución entre las áreas de la empresa y las condiciones generales de\nprestación del trabajo, son facultades de la dirección de la empresa. Estas\nfacultades, que se entienden sin perjuicio de los derechos de la\nrepresentación de la plantilla y las secciones sindicales tendrán, en su\ncaso, las limitaciones impuestas por las normas legales de obligada obediencia\ny por el respeto debido a la dignidad personal de las personas trabajadoras y a\nsu formación profesional.\u003C\u002Fp>\n\n\u003Ch3 id=\"L121\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ch3 id=\"L121\">Artículo 12. Clasificación personal.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Las personas trabajadoras se clasificarán, en función de las exigencias\nprofesionales, formación y contenido general de la prestación definida por\nlas funciones que ocupen predominantemente, en alguno de los siguientes grupos\nprofesionales y en atención a los contenidos específicos que los definen.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Cp>\u003Cstrong>Grupo 1. Personal Operativo.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Personas trabajadoras de apoyo necesario para la ejecución de las tareas y\nactividades propias de cada ámbito de actuación.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo 2. Gestores\u002Fas Operativos\u002Fas.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Personal operativo del máximo nivel de desarrollo en una sección. Es el\nresponsable de coordinar el equipo operativo de la sección en la ejecución de\nlas actividades de esta, en base a criterios y políticas de actuación\ndefinidos por la cooperativa.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo 3. Personal Técnico.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Personal cualificado y especializado en la ejecución de tareas propias de\nun área, varias áreas o divisiones. En este nivel, el personal técnico asume\nla función de coordinación técnica. Éste se responsabiliza de la ejecución\nde tareas de mayor complejidad y puede coordinar a un equipo formado por\npersonal técnico de menor grado.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo 4. Jefes\u002Fas de unidad.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ejercen la máxima responsabilidad de una unidad de gestión o de una\ntienda, con responsabilidad sobre equipos de trabajo operativos y, en su caso,\nel personal subcontratado externo que trabajan en la misma. Gestiona los\nrecursos económicos, materiales y humanos de los que dispone para la\nconsecución de los objetivos definidos en su unidad.\u003C\u002Fp>\n\n\u003Ch3 id=\"L141\">Artículo 13. Funciones.\u003C\u002Fh3>\n\n\u003Cp>1.Las partes han asegurado y garantizado que los factores y condiciones\nconcurrentes en cada uno de los grupos y niveles profesionales respetan los\ncriterios de adecuación, totalidad y objetividad, y el principio de igual\nretribución para puestos de igual valor en los términos establecidos en el\nartículo 4 del Real Decreto 902\u002F2020 y se garantiza la ausencia de\ndiscriminación, tanto directa como indirecta, entre mujeres y hombres en los\ntérminos previstos en el artículo 22.3 del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>2.La definición de las funciones enumeradas a continuación queda recogida\nen el manual de puestos de trabajo de la cooperativa. Se actualizarán\nañadiendo o eliminando puestos, según las características más próximas a\nlos grupos profesionales, siendo en \u003C\u002Fp>\n\n\u003Cp>caso de duda la comisión paritaria quien determinará la correcta\nadscripción y, en su caso, modificación.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo 1. Personal Operativo.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Vendedor\u002Fa. Recepcionista.\u003C\u002Fp>\n\n\u003Cp>-Personal Operativo Departamentos.\u003C\u002Fp>\n\n\u003Cp>-Personal Operativo Plataformas. Chófer.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo 2. Gestores\u002Fas operativos\u002Fas.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Gestor\u002Fa operativo\u002Fa en Tienda.\u003C\u002Fp>\n\n\u003Cp>-Gestor\u002Fa operativo\u002Fa en Plataformas.\u003C\u002Fp>\n\n\u003Cp>-Gestor\u002Fa operativo\u002Fa en Departamentos.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo 3. Personal Técnico.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Técnico\u002Fa de departamento.\u003C\u002Fp>\n\n\u003Cp>-Técnico\u002Fa de plataforma.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grupo 4. Jefes\u002Fas de Unidad.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Director\u002Fa de tienda.\u003C\u002Fp>\n\n\u003Cp>-Jefe\u002Fa de tienda.\u003C\u002Fp>\n\n\u003Cp>-Jefe\u002Fa de unidad de departamentos.\u003C\u002Fp>\n\n\u003Cp>-Jefe\u002Fa de unidad de plataformas.\u003C\u002Fp>\n\n\u003Cp>-Jefe\u002Fa de área.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L183\">Artículo 14. Movilidad funcional.\u003C\u002Fh3>\n\n\u003Cp>1.La movilidad funcional en el seno de la empresa no tendrá otras\nlimitaciones que las exigidas por las titulaciones académicas o profesionales\nprecisas para ejercer la prestación laboral y por la pertenencia al grupo\nprofesional correspondiente. La movilidad funcional se efectuará sin menoscabo\nde la dignidad de la persona trabajadora y sin perjuicio de su formación y\npromoción profesionales, teniendo derecho a la retribución correspondiente a\nlas funciones que efectivamente realice durante el tiempo de adscripción a las\nmismas si éstas fueran de nivel superior.\u003C\u002Fp>\n\n\u003Cp>2.Si como consecuencia de la movilidad funcional se realizasen funciones\nsuperiores a las del grupo profesional por un periodo superior a seis meses\ndurante un año o a ocho durante dos años, y su realización no hubiera\nobedecido a suplencias o coberturas de reorganización interna por causa de\nexcedencias por guarda legal o cuidado de familiares, descanso por nacimiento o\npermiso de lactancia, la persona trabajadora ocupará la cobertura definitiva\nde la plaza. Para los trabajos de distinto grupo profesional se estará a lo\nprevisto en el Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Ch2 id=\"L191\">CAPÍTULO III Ingreso, promoción y normativa sobre empleo\u003C\u002Fh2>\n\n\u003Ch3 id=\"L193\">Artículo 15. Principios reguladores de la contratación y\npromoción profesional.\u003C\u002Fh3>\n\n\u003Cp>1.La empresa se encargará de garantizar que los procesos de selección de\npersonal, tanto para nuevas incorporaciones como para promociones o cambios de\npuesto internos, sean transparentes. A tal efecto, ofrecerá toda la\ninformación disponible sobre el puesto de trabajo a cubrir durante la\nduración del proceso de selección, así como información general de la\ncooperativa.\u003C\u002Fp>\n\n\u003Cp>2.Cuando se proceda a la apertura de un nuevo centro de trabajo, se\nintentará seleccionar a personal de la misma población o de las más\npróximas. Si posteriormente \u003C\u002Fp>\n\n\u003Cp>variasen las circunstancias personales de las personas trabajadoras, podrá\nsolicitarse un traslado de centro. El Departamento de Personas y Bienestar,\nincluirá la solicitud en la base de datos de Selección y se le dará\npreferencia cuando se produzca alguna vacante o se abra un nuevo centro de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>3.La dirección de la cooperativa fomentará la elevación de nivel\nprofesional de su plantilla en consonancia con las propias aptitudes,\nevaluación en su puesto anterior, y evolución profesional dentro de la\norganización.\u003C\u002Fp>\n\n\u003Cp>4.El personal podrá promocionar, cuando se cree un nuevo puesto o exista\nvacante en uno preexistente, por cualquiera de los sistemas o vías que se\nestablezcan a tal efecto.\u003C\u002Fp>\n\n\u003Cp>5.En el caso de que vaya a crearse un nuevo puesto de trabajo o se produzca\nuna vacante en uno preexistente, antes de anunciarse públicamente la oferta de\ntrabajo al exterior de la cooperativa, deberá efectuarse un proceso interno de\nselección, no vinculante para la persona responsable.\u003C\u002Fp>\n\n\u003Cp>6.El personal tendrá derecho a concurrir al proceso de selección interna\nque, en su caso, haya sido convocado, siempre que reúnan los requisitos\nexigidos en la convocatoria.\u003C\u002Fp>\n\n\u003Cp>7.Todo proceso de promoción que se lleve a cabo en la cooperativa estará\nregido e informado por el principio de igualdad de oportunidades para mujeres y\nhombres.\u003C\u002Fp>\n\n\u003Ch3 id=\"L211\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3 id=\"L211\">Artículo 16. Periodo de prueba.\u003C\u002Fh3>\n\n\u003Cp>1.El ingreso al trabajo se ajustará a las normas generales sobre\ncolocación, vigentes en cada momento, sin perjuicio de las especificaciones\nque, en esta materia, puedan determinarse en el convenio. Se establecen los\nsiguientes períodos de prueba:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp style=\"margin-left:2em;\">-Contrato indefinido: seis meses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp style=\"margin-left:2em;\">-Contrato de duración determinada: dos meses para\nel personal de los grupos profesionales III y IV, y quince días para el\npersonal contratado para los grupos profesionales I y II, con el límite del 50\n% de la duración del contrato temporal.\u003C\u002Fp>\n\n\u003Cp>2.Para estimular la contratación de personas que temporalmente hubiesen\nestado vinculadas con la empresa se acuerda que, si en el momento de contratar\na una persona hubiese estado con anterioridad vinculada con la cooperativa por\nun contrato de naturaleza temporal para el mismo grupo profesional, se le\npodrá incluir en el contrato indefinido un periodo de prueba por el tiempo que\nle reste hasta cumplir el periodo seis meses. Por el contrario, si aun estando\nvinculada con la empresa, se le contratara con carácter de indefinido para un\ngrupo profesional distinto, entonces se le podrá incluir un nuevo periodo de\nprueba de seis meses de duración.\u003C\u002Fp>\n\n\u003Cp>3.En los contratos temporales para el mismo grupo profesional solo se podrá\nincluir periodo de prueba en la primera contratación, salvo que hubiese\ntranscurrido más de un año entre las contrataciones anteriores, en cuyo caso\nse aplicará el régimen ordinario del periodo de prueba. En sucesivos\ncontratos temporales en distinto grupo profesional solo se podrá incluir un\nperiodo de prueba del 50 % del régimen ordinario general.\u003C\u002Fp>\n\n\u003Cp>4.La duración del período de prueba pactado, si así se acuerda entre las\npartes en el contrato de trabajo, quedará interrumpida por las situaciones de\nincapacidad temporal, nacimiento, adopción, guarda con fines de adopción,\nacogimiento, riesgo durante el embarazo, riesgo durante la lactancia y\nviolencia de género. El cómputo de dicho período se reanudará una vez\nhubieren finalizado aquéllas, sin perjuicio de poder ejercitar ese derecho\nambas partes durante la situación de suspensión aludida, siempre y cuando no\nsea la causa de suspensión el motivo de no superación del periodo de\nprueba.\u003C\u002Fp>\n\n\u003Cp>5.La persona trabajadora que no supere el periodo de prueba en el supuesto\nde contratación indefinida previsto en el punto 1 del presente artículo,\ntendrá derecho a reclamar una indemnización de cuantía equivalente a la\nparte proporcional de la cantidad que resultaría de abonar un día de salario\npor mes trabajado. \u003C\u002Fp>\n\n\u003Cp>6.La persona trabajadora que dimita de su contrato y por ende cause baja\nvoluntaria, deberá preavisar a la cooperativa con, al menos, quince días de\nantelación. La falta de preaviso, total o parcial dará lugar al descuento\nsalarial legalmente permitido.\u003C\u002Fp>\n\n\u003Cp>7.Si el contrato de trabajo es de duración determinada superior al año, la\nempresa estará obligada a notificar a la persona trabajadora la finalización\nde éste con una antelación mínima de quince días. La falta de preaviso,\ntotal o parcial dará lugar a una indemnización equivalente a los días\nomitidos.\u003C\u002Fp>\n\n\u003Cp>8.La cooperativa deberá entregar información trimestral específica a la\nrepresentación legal de la plantilla y a las secciones sindicales sobre los\nporcentajes de contratación temporal, niveles de empleo y porcentaje de\nindefinidos.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1150\">Artículo 17. Modalidades de contratación.\u003C\u002Fh3>\n\n\u003Cp>1.La contratación de personal se ajustará a las normas legales generales\nsobre colocación vigentes en cada momento y a las específicas que figuran en\nel presente convenio colectivo, comprometiéndose a la utilización de los\ndistintos modos de contratación previstos en la ley, de acuerdo con la\nfinalidad de cada uno de los contratos.\u003C\u002Fp>\n\n\u003Cp>Serán de aplicación a las diferentes modalidades de contratación los\nsiguientes apartados:\u003C\u002Fp>\n\n\u003Cp>a)Las condiciones pactadas en el convenio colectivo se refieren a la\nrealización de la jornada máxima ordinaria pactada por lo que se aplicarán\nproporcionalmente en función de la jornada efectiva que se realice.\u003C\u002Fp>\n\n\u003Cp>b)Toda la plantilla disfrutará de las mismas licencias o permisos,\nvacaciones retribuidas, regímenes de descanso semanal, pagas extraordinarias,\nopción a cursos de formación, etc., siempre que sean compatibles con la\nnaturaleza de su contrato en proporción al tiempo efectivamente trabajado y\ndel carácter divisible o indivisible de las prestaciones que pudieran\ncorresponderles.\u003C\u002Fp>\n\n\u003Cp>c)El personal con contrato a tiempo completo que desee novar su contrato de\ntrabajo transformándolo con dedicación parcial, podrá hacerlo por acuerdo\ncon la dirección de la cooperativa, en el que se establecerán las nuevas\ncondiciones de trabajo. De igual forma cuando exista oportunidad y conveniencia\nmutua, podrán novar el contrato de aquellas personas trabajadoras que, estando\ncontratadas a tiempo parcial, quieran aumentar su dedicación pactada, en más\nhoras o porcentaje, hasta poder pactar el tiempo completo. La novación a más\njornada puede ser por tiempo indefinido, o por tiempo cierto; en este caso\ndeberá constar el pacto por escrito, donde figurará la causa de la\ntemporalidad, que deberá de ajustarse a las causas generales de la\ncontratación por tiempo determinado. No se considerará novación de contrato\nde trabajo la reducción de jornada por razón de guarda legal, en los\ntérminos previstos en el artículo 37.6 del Estatuto de los Trabajadores o el\npresente convenio.\u003C\u002Fp>\n\n\u003Cp>d)Las personas trabajadoras que en un periodo de veinticuatro meses hubieran\nestado contratadas durante un plazo superior a dieciocho meses adquirirán la\ncondición de personal fijo en las condiciones fijadas en el artículo 15.5 del\nEstatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>e)En lo no dispuesto sobre modalidades de contratación en el presente\nartículo, se estará a la regulación contenida en el Estatuto de los\nTrabajadores y legislación concordante.\u003C\u002Fp>\n\n\u003Cp>f)Las situaciones de incapacidad temporal, nacimiento, adopción, guarda con\nfines de adopción, acogimiento, riesgo durante el embarazo, riesgo durante la\nlactancia, violencia de género, interrumpirán el cómputo de la duración del\ncontrato regulado en el apartado 4 de este artículo.\u003C\u002Fp>\n\n\u003Cp>g)Si al término de unos de los contratos regulados en los apartados 2,3 y 4\nde este artículo, la persona continuase en la empresa, no podrá concertarse\nun nuevo periodo de prueba, computándose la duración del contrato formativo a\nefectos de antigüedad en la empresa. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency\">\u003Cp>2.Contrato por circunstancias de la producción.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Se estará a lo dispuesto para su duración a lo prevenido en el artículo\n15.2) del Estatuto de los Trabajadores, incluida la posible ampliación del\nplazo a través de convenio colectivo sectorial. Los contratos por esta\nmodalidad no podrán suponer un volumen superior al 10% de la plantilla total\nde la empresa y se podrán realizar en función del incremento ocasional e\nimprevisible de la actividad y las oscilaciones, que, aun tratándose de la\nactividad normal de la empresa, generan un desajuste temporal entre el empleo\nestable disponible y el que se requiere, incluyéndose aquellas que derivan de\nlas vacaciones anuales. No obstante, se podrán formalizar contratos por\ncircunstancias de la producción para atender situaciones ocasionales,\nprevisibles y que tengan una duración reducida y delimitada en los términos\nprevistos en este párrafo. La empresa solo podrá utilizar este contrato un\nmáximo de noventa días en el año natural pero no de manera continuada.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>3.Contrato de duración determinada para la sustitución de una persona\ntrabajadora.\u003C\u002Fp>\n\n\u003Cp>Para sustituir a las personas trabajadoras con derecho a reserva de puesto,\nse podrán celebrar contratos de interinidad al amparo del artículo 15.3) del\nEstatuto de los Trabajadores. Así, a título enunciativo y no limitativo, se\nconviene la posibilidad de su celebración para suplir las ausencias derivadas\nde: Incapacidad Temporal, Nacimiento, Excedencias, permisos retribuidos,\nsuspensiones de empleo y sueldo, sustituciones por formación, y otros permisos\nanálogos debiendo de constar en estos casos en el contrato, el nombre o\nnombres y periodos de las personas trabajadoras objeto de la sustitución, y la\ncausa o causas del mismo, pudiendo acumularse sucesivamente varias de ellas en\nun solo contrato. En este caso la prestación de servicios podrá iniciarse\nantes de que se produzca la ausencia de la persona sustituida, coincidiendo en\nel desarrollo de las funciones el tiempo imprescindible para garantizar el\ndesempeño adecuado del puesto y, como máximo, durante quince días. Asimismo,\nel contrato de sustitución podrá concertarse para completar la jornada\nreducida por otra persona trabajadora, cuando dicha reducción se ampare en\ncausas legalmente establecidas o reguladas en el presente convenio. El contrato\nde sustitución podrá ser también celebrado para la cobertura temporal de un\npuesto de trabajo durante el proceso de selección o promoción para su\ncobertura definitiva mediante contrato fijo, sin que su duración pueda ser en\neste caso superior a tres meses, ni pueda celebrarse un nuevo contrato con el\nmismo objeto una vez superada dicha duración máxima.\u003C\u002Fp>\n\n\u003Cp>Especialmente se reconoce la contratación para sustitución de vacaciones\npara un colectivo determinable, es decir, bien para suplir la totalidad de las\nvacaciones de un centro, bien de una determinada sección dentro de un centro o\nunidad productiva. En este caso, se hará mencionar con claridad el centro, la\nsección o el grupo de personas que están relacionadas con la sustitución de\nvacaciones, de forma que quede suficientemente acreditada la secuencia o cadena\nde personas que entre ellas están llamadas a sustituirse recíprocamente, en\nfunción de sus posibilidades, sin que ello suponga que el nuevo contrato deba\npertenecer al grupo de cada una de las personas trabajadoras, sino que estará\nencuadrado en el que realmente esté desempeñando sus funciones. Se podrá\ncomenzar el contrato hasta quince días naturales antes de que la primera\npersona trabajadora comience sus vacaciones, para adquirir la formación\nprecisa para el desempeño del puesto; finalizar unos días después, para toma\ny deje de servicio o trabajos; y también podrá existir días intermedios sin\nninguna persona de vacaciones, fruto del concreto calendario que se trate,\nevitando suspensiones contractuales. En estos casos ninguno de los periodos\npodrá exceder de quince días naturales cada uno.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.Contrato de formación en alternancia.\u003C\u002Fp>\n\n\u003Cp>Se estará a lo dispuesto en la normativa vigente. Se podrá celebrar con\npersonas trabajadoras mayores, que carezcan de la cualificación profesional\nreconocida por las \u003C\u002Fp>\n\n\u003Cp>titulaciones o certificados requeridos para concertar un contrato formativo\npara la obtención de práctica profesional. La duración de este contrato no\npodrá ser inferior a tres meses ni superior a dos años. En caso de que el\ncontrato se hubiera concertado por una duración inferior a la máxima legal\nestablecida y no se hubiera obtenido el título, certificado, acreditación o\ndiploma asociado al contrato formativo, podrá prorrogarse mediante acuerdo de\nlas partes, hasta la obtención de dicho título, certificado, acreditación o\ndiploma sin superar nunca la duración máxima de dos años computándose los\naños de formación para la antigüedad en la empresa. El tiempo de trabajo\nefectivo, que habrá de ser compatible con el tiempo dedicado a las actividades\nformativas, no podrá ser superior al 65 por ciento, durante el primer año, o\nal 85 por ciento, durante el segundo, de la jornada máxima prevista en el\nconvenio colectivo. La retribución del personal contratado para la formación\nen alternancia se fijará en proporción al tiempo de trabajo efectivo, de\nacuerdo con lo establecido en convenio En el primer año de contrato el 90% del\nsalario correspondiente al nivel I. En el segundo año de contrato, el 100% del\nsalario correspondiente al nivel I.\u003C\u002Fp>\n\n\u003Cp>5.Contrato de relevo.\u003C\u002Fp>\n\n\u003Cp>La empresa deberá facilitar la jubilación parcial de las personas\ntrabajadoras que lo soliciten. Cuando una persona trabajadora acceda a la\njubilación parcial prevista en el artículo 12 del Estatuto de los\nTrabajadores, simultáneamente con el correspondiente contrato a tiempo\nparcial, la empresa concertará con una persona desempleada, o que tuviese\nconcertado con la empresa un contrato de duración determinada, un contrato de\nrelevo, en los términos que establece el artículo 12.7 del Estatuto de los\nTrabajadores. La duración del contrato será indefinida o igual a la del\ntiempo que falta a la persona trabajadora sustituida hasta alcanzar la edad\nmínima de acceso a la jubilación, y en todo caso mínimo de un año.\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L273\">Artículo 18. Trabajo a tiempo parcial.\u003C\u002Fh3>\n\n\u003Cp>1.Se entenderá celebrado el contrato a tiempo parcial, cuando se acuerde la\nprestación de servicios durante un número de horas al día, a la semana, al\nmes o al año, inferior a la jornada de trabajo de una persona trabajadora a\ntiempo completo comparable. Se estará para su regulación a lo dispuesto en el\nartículo 12 del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>2.El personal contratado bajo esta modalidad lo será a jornada continua y\ntendrá los mismos derechos que el personal a tiempo completo de manera\nproporcional en función del tiempo trabajado, con especial consideración e\nincidencia en la formación profesional. En caso de aumento de plantilla, o\nvacante a cubrir, en idéntica o similar función, y a igualdad de condiciones,\nel personal contratado con dedicación parcial tendrá preferencia sobre nuevas\ncontrataciones a tiempo completo.\u003C\u002Fp>\n\n\u003Cp>3.Entre el personal a tiempo parcial en el referido supuesto, y en igualdad\nde condiciones, la cooperativa tendrá en consideración prevalente a aquellas\npersonas trabajadoras que hubiesen reducido su jornada de manera definitiva,\npor motivos familiares (guarda legal, cuidado de mayores o personas con\ndiscapacidad) sin amparo de la previsión recogida en el 37.5 del Estatuto de\nlos Trabajadores o por mantenimiento de las mismas transcurrido el plazo\nmáximo establecido.\u003C\u002Fp>\n\n\u003Cp>4.La distribución de las horas ordinarias de trabajo a lo largo del año se\nrealizará conforme a lo previsto en el presente convenio, en el bien entendido\nque no se permitirán desarrollos de trabajo diario inferiores a cuatro horas.\nPodrá acordarse, para contrataciones con una jornada de trabajo no inferior a\ndiez horas semanales en cómputo anual, un pacto de horas complementarias, cuyo\nnúmero no podrá ser inferior al 30 por 100 ni exceder del 50 por 100 de las\nhoras ordinarias contratadas. La persona trabajadora deberá conocer el día y\nla hora de realización de las horas complementarias pactadas con un preaviso\nmínimo de setenta y dos horas, salvo que por circunstancias urgentes\nderivadas de imprevistos en el centro de trabajo el plazo deba reducirse a\nveinticuatro horas.\u003C\u002Fp>\n\n\u003Cp>5.Solo en el supuesto de contrataciones de duración indefinida con jornada\nno inferior a diez horas semanales en cómputo anual, se acuerda que el\nofrecimiento a la persona trabajadora de realización de horas complementarias\nde aceptación voluntaria, cuyo número no podrá superar al 25 por 100 de las\nhoras ordinarias objeto del contrato, en el bien entendido que la negativa de\nla persona a la realización de estas horas no constituirá en ningún caso\nmotivo de conducta laboral sancionable. El número y retribución de las horas\ncomplementarias realizadas se recogerán en los documentos de cotización a la\nSeguridad Social y se acompañarán junto con el recibo de salario.\u003C\u002Fp>\n\n\u003Ch3 id=\"L287\">Artículo 19. Trabajos de colectivos con necesidades\nespeciales.\u003C\u002Fh3>\n\n\u003Cp>1.Cuando la adaptación de las condiciones o del tiempo de trabajo no\nresultase posible o, a pesar de tal adaptación, las condiciones de un puesto\nde trabajo pudieran influir negativamente en la salud de la trabajadora\nembarazada o del feto, y así lo certifiquen los servicios médicos del\nInstituto Nacional de la Seguridad Social o de las mutuas, en función de la\nentidad con la que la cooperativa tenga concertada la cobertura de los riesgos\nprofesionales, con el informe del médico del servicio nacional de salud que\nasista facultativamente a la trabajadora, ésta deberá desempeñar un puesto\nde trabajo o función diferente y compatible con su estado, siempre que la\ntrabajadora esté cualificada para tal desempeño. El Servicio de Prevención\ndeberá determinar, la relación de los puestos de trabajo exentos de riesgos a\nestos efectos. Lo dispuesto anteriormente será también de aplicación durante\nel período de lactancia natural, si las condiciones de trabajo pudieran\ninfluir negativamente en la salud de la mujer o del bebé y así lo certifiquen\nlos servicios médicos del Instituto Nacional de la Seguridad Social o de las\nMutuas, en función de la entidad con la que la empresa tenga concertada la\ncobertura de los riesgos profesionales, con el informe del médico del servicio\nnacional de salud que asista facultativamente a la trabajadora o a su bebé.\nPodrá, asimismo, declararse el pase de la trabajadora afectada a la situación\nde suspensión del contrato por riesgo durante la lactancia natural de bebés\nmenores de nueve meses, si se dan las circunstancias previstas en el artículo\n26.3 de la Ley de Prevención de Riesgos Laborales.\u003C\u002Fp>\n\n\u003Cp>2.La cooperativa declara su firme propósito del cumplimiento in natura de\nla obligación de reserva del 2% a favor del personal con discapacidad. Las\npartes firmantes reconocen, la doble dificultad de su cumplimiento tanto por\ncuestiones de organización productiva, como por la progresiva incorporación\nde personal trabajador a personal socio de trabajo de la cooperativa. En virtud\nde lo previsto en el artículo 1 del Real Decreto 364\u002F2005, de 8 abril, deberá\ndar cumplimiento alternativo en la medida en que no alcance la contratación\ndirecta de personal a la reserva del 2% en la empresa.\u003C\u002Fp>\n\n\u003Ch2 id=\"L295\">TÍTULO II Condiciones de trabajo\u003C\u002Fh2>\n\n\u003Ch2 id=\"L299\">CAPÍTULO I Traslados y ceses\u003C\u002Fh2>\n\n\u003Ch3 id=\"L301\">Artículo 20. Traslados y desplazamientos.\u003C\u002Fh3>\n\n\u003Cp>1.Con carácter general se entiende que el personal debe prestar sus\nservicios en cualquiera de los centros de la empresa. No obstante, es\nconveniente distinguir supuestos que tienen un régimen distinto:\nDesplazamiento es el cambio de centro de trabajo a otro que diste más de 20\nkilómetros, y que no conlleva cambio de residencia, pudiendo ser el cambio\ntemporal o definitivo. El traslado necesariamente conlleva cambio de domicilio,\nsiempre que sea el mismo definitivo. \u003C\u002Fp>\n\n\u003Cp>El personal podrá ser trasladado de su centro de trabajo en las siguientes\ncircunstancias:\u003C\u002Fp>\n\n\u003Cp>a)Cuando produciéndose una vacante en otro centro se reunieran las\ncondiciones exigidas para el nuevo puesto, previa petición de la persona\ninteresada a Departamento de Personas y Bienestar.\u003C\u002Fp>\n\n\u003Cp>b)Por razones productivas, organizativas o coyunturales, el Jefe\u002Fa de\nPersonal correspondiente, podrá trasladar a una persona de su centro de\ntrabajo a otro diferente, de forma temporal o definitiva.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">2.En el desplazamiento, solamente se abonarán gastos cuando suponga un\nquebranto efectivo para la persona trabajadora. Además, deberán abonarse los\ngastos que sean menores entre los que realmente justifique la persona como\nrealizados o el importe del transporte público que debiera utilizar si este\nfuera más económico. Cuando el tiempo de desplazamiento en transporte\npúblico suponga el 20% de la jornada ordinaria comparada a tiempo completo, se\nadoptará el más favorable para la persona trabajadora. Si son varias personas\nlas que simultáneamente se trasladen y estas optaren por ir en un solo\nvehículo, entonces se abonará a la que realmente soporte el coste.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2 id=\"L315\">CAPÍTULO II Jornada\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L317\">Artículo 21. Duración de la jornada.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspyear\">\u003Cp>1.La jornada máxima anual de trabajo efectivo queda establecida en mil\nsetecientas setenta horas (1.770). No obstante, si el Consejo Rector acordara\nuna jornada inferior para el personal socio de trabajo de la cooperativa, esta\nserá de aplicación inmediata para el mismo periodo para el personal\ntrabajador.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.Si se trabajasen horas realizadas fuera de la planificación anual, se\ncompensarán a la par con tiempo libre antes de la finalización del mes\nsiguiente a su realización, salvo que la persona trabajadora prefiera alguna\nfecha diferente para el disfrute de la compensación y así lo acuerde con su\nresponsable. Este tipo de horas fuera de jornada serán compensadas en días\ncompletos y en su defecto en el mayor número de horas agrupadas posibles,\nsalvo que la persona esté interesada en la no agrupación de la\ncompensación.\u003C\u002Fp>\n\n\u003Cp>3.El exceso de horas realizadas fuera de la planificación en cómputo\nanual, y que no hayan sido compensadas en descanso, se abonarán con un\nincremento del 75 % del precio de hora ordinaria, en el siguiente recibo de\nsalarios.\u003C\u002Fp>\n\n\u003Ch3 id=\"L325\">Artículo 22. Cómputo, distribución y registro.\u003C\u002Fh3>\n\n\u003Cp>1.El cómputo de jornada se realizará de conformidad con lo dispuesto en el\nartículo 34.5 del Estatuto de los Trabajadores. En consecuencia, se iniciará\nen el momento en que la persona se encuentre en su puesto de trabajo y en total\ndisposición de prestar sus servicios.\u003C\u002Fp>\n\n\u003Cp>2.En aquellas secciones donde resulta preciso realizar tareas\nimprescindibles cuando la tienda cierra al público, tales como recogida y\ncierre, los tiempos precisos deben estar incluidos como jornada ordinaria de la\npersona trabajadora y no como una incidencia a compensar. En este caso se\nencuentran, fundamentalmente las secciones de caja y frescos.\u003C\u002Fp>\n\n\u003Cp>3.Los tiempos que en principio se destinan a tal fin, y siempre en función\nde la sección y de la tarea, serán incluidos dentro del horario personal de\nla persona trabajadora y se considerarán jornada ordinaria.\u003C\u002Fp>\n\n\u003Cp>4.Siempre que la duración de la jornada diaria continuada exceda de seis\nhoras, deberá establecerse un período de descanso mínimo de quince minutos,\nque no se \u003C\u002Fp>\n\n\u003Cp>considerará tiempo de trabajo efectivo. A los efectos de determinar el\nmomento del descanso se tendrá en cuenta la afluencia de público y la carga\nde trabajo. Para mejor orden, en cada unidad productiva se establecerá un\nsistema por la persona responsable de la misma.\u003C\u002Fp>\n\n\u003Cp>5.Los centros de trabajo de los que depende el aprovisionamiento y gestión\ncomercial de los puntos de venta (plataformas de mercancías, almacenes en\nmercados, oficinas y sede social, etc.), no cesarán su actividad durante las\nfiestas locales fijadas por los Ayuntamientos de los municipios donde radiquen.\nEn consecuencia, el personal que preste servicios en los expresados centros de\ntrabajo, y con un criterio global compensarán esos festivos bien durante el\naño bien añadiéndolos a su periodo vacacional.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>6.La jornada ordinaria se desarrollará en los centros de trabajo de lunes a\nsábados. No obstante, en los centros en los que actualmente existe actividad\nlos domingos, y en aquellos otros que, en el futuro, por razones de demanda\ncomercial o por motivos de competencia, lo aconsejen, la distribución de la\njornada se realizará a lo largo de toda la semana, respetando siempre la\njornada máxima anual establecida en este convenio colectivo. La distribución\ny ejecución de la jornada anual, salvo pacto en contrario, tendrá lugar entre\nel 1 de febrero y el último día de enero del año posterior.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>7.Sistema para el registro diario de la jornada. Se mantiene el sistema\nacordado y puesto en marcha en 2019, que permite verificar y acreditar el\nnúmero de horas diario que cada persona trabajadora realiza en la empresa,\nasí como los tiempos que se dedican a cada tarea. La información contenida en\nel sistema estará a disposición de cada persona trabajadora. En concreto se\nrecoge, registra y cuantifica lo siguiente: planificación de tareas\n(calendario anual y planificación semanal), saldo de horas, horarios, registro\nde actividades personales, tiempo de trabajo efectivo y registro de jornada\ndiario. Los elementos físicos de registro de jornada diaria son: el ordenador\nde oficina, la terminal de la persona responsable (ET1), las terminales\noperativas de trabajo (MC67), balanzas PC, y las TPV de las líneas de caja. En\nlas Plataformas de mercancías y sede social por su especialidad, se utilizará\nun «software» distinto al de las tiendas. Se tiene en cuenta las distancias\nentre la entrada al centro, el acceso al registro y el puesto de trabajo, las\nreuniones en el «punto de gestión», y el resto de las especialidades\nprácticas de cada centro.\u003C\u002Fp>\n\n\u003Cp>8.El descanso semanal se regulará conforme a lo establecido en el artículo\n37.1 del Estatuto de los Trabajadores y el Real Decreto 1561\u002F95, sobre jornadas\nespeciales de trabajo. La acumulación del medio día del descanso semanal\nprevisto en el citado artículo, podrá realizarse por periodos de hasta cuatro\nsemanas, o su separación respecto del correspondiente al día completo para su\ndisfrute en otro día de la semana.\u003C\u002Fp>\n\n\u003Cp>9.La cooperativa mantendrá el fomento de la transformación a jornadas de\nhorario continuo como medio de fomento de la conciliación de la vida laboral y\npersonal.\u003C\u002Fp>\n\n\u003Ch3 id=\"L347\">Artículo 23. Calendario laboral.\u003C\u002Fh3>\n\n\u003Cp>1.Durante el primer trimestre del año económico de la cooperativa (1\nfebrero a 30 de abril), la empresa confeccionará y dará a conocer a la\nrepresentación legal de las personas trabajadoras y a las secciones\nsindicales, el calendario laboral, la distribución de las vacaciones y el\nhorario modelo de referencia.\u003C\u002Fp>\n\n\u003Cp>2.Las modificaciones en el calendario anual podrán producirse solo si se\ndan las siguientes circunstancias:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)La determinación final de días de apertura\ncomercial que la comunidad autónoma permita definitivamente, y proceda a\npublicarlo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)La definitiva aplicación o transposición que de\nla Ley de Liberalización del comercio minorista efectúe la comunidad\nautónoma, en cuanto a horarios comerciales y días de apertura.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c)Fuerza mayor. \u003C\u002Fp>\n\n\u003Ch3 id=\"L359\">Artículo 24. Modificación de horarios y jornada.\u003C\u002Fh3>\n\n\u003Cp>Para la modificación de los horarios fijados conforme estipulan los\nartículos 21 y 22, será necesario que, además de concurrir circunstancias\nobjetivas de organización y producción que así lo justifiquen, que las\nmismas se produzcan y comuniquen a la persona trabajadora con treinta días de\nantelación como mínimo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L363\">Artículo 25. Inventarios.\u003C\u002Fh3>\n\n\u003Cp>1.Los inventarios serán de realización obligatoria y se efectuarán y\nplanificarán dentro de la jornada ordinaria. La jornada de trabajo durante el\ndía de realización de los mismos, no podrá exceder de 9 horas.\u003C\u002Fp>\n\n\u003Cp>2.Con carácter general se compensarán las horas con tiempo libre antes del\núltimo día del mes natural siguiente a la realización del inventario. Las\nhoras realizadas durante la jornada de inventario serán compensadas en días\ncompletos y en su defecto en el mayor número de horas agrupadas posibles,\nsalvo que la persona trabajadora esté interesada en la no agrupación de la\ncompensación. Los criterios de compensación son los siguientes, a saber:\nhoras realizadas antes de las 22.00 horas, se compensarán a la par, y las\nhoras realizadas desde las 22.00 horas en adelante se compensarán a la par con\nincremento del 25 % por nocturnidad.\u003C\u002Fp>\n\n\u003Cp>3.Caso de no ser compensado en el plazo estipulado se abonarán con un\nincremento del 75 % del precio de hora ordinaria, de la manera que se estipula\nen el artículo 21.3 Si se solapasen las condiciones definidas en el punto\nanterior, se abonarán todos los porcentajes correspondientes a las mismas.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3 id=\"L371\">Artículo 26. Trabajo nocturno.\u003C\u002Fh3>\n\n\u003Cp>1.El trabajo realizado entre las diez de la noche y las seis de la mañana,\nverá incrementado su retribución del valor de la hora ordinaria en un 25%.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.El incremento descrito en el apartado anterior no resultará de\naplicación si el desempeño habitual, la descripción del puesto de trabajo, o\nla propia contratación sea nocturna por su propia naturaleza o se haya\nacordado la compensación de ese horario por descansos.\u003C\u002Fp>\n\n\u003Ch3 id=\"L377\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3 id=\"L377\">Artículo 27. Trabajo en domingos y festivos de apertura\ncomercial.\u003C\u002Fh3>\n\n\u003Cp>1.El trabajo en domingo o festivo de apertura comercial autorizada se\ncompensará con un incremento del 100 por 100 sobre la hora ordinaria. La\ncompensación incrementada podrá realizarse mediante descanso, retribución\neconómica o un sistema mixto entre ambos.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.La compensación estipulada en el apartado anterior no será de\naplicación para aquellos puestos de trabajo en que la condición de\nprestación de servicios en domingo o festivo forme parte de la valoración\nestructural de la tarea o que, por su especificidad del puesto, estuviera\nconsiderada en el momento de la contratación.\u003C\u002Fp>\n\n\u003Cp>3.Caso de coexistir las condiciones definidas en este artículo y las del\n26, se abonarán todos los porcentajes correspondientes a las mismas.\u003C\u002Fp>\n\n\u003Cp>4.Con el objetivo de favorecer la conciliación laboral y personal de las\npersonas trabajadoras de la cooperativa, se establece un adelanto de la\nfinalización de la jornada en los días 24 y 31 de diciembre (Nochebuena y\nNochevieja), con el siguiente alcance:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Los supermercados finalizarán su horario de\ncomercial a las 19.00 horas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Las plataformas logísticas finalizarán su\nactividad productiva a las 19.00 horas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-El personal de oficinas acabará su jornada 2\nhoras antes de su horario habitual, no pudiendo en ningún caso la\nfinalización posterior a las 19.00 horas. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3 id=\"L393\">Artículo 28. Vacaciones.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>1.Toda la plantilla disfrutará de un periodo de vacaciones anuales\nretribuido de 5 semanas completas. No se considerará a estos efectos como\nvacaciones los festivos incluidos en el calendario laboral y nunca serán\ninferiores a treinta días laborables computados de lunes a sábado y todo ello\ncon independencia de la jornada realizada por cada persona trabajadora.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>2.La generación del disfrute de vacaciones se contabilizará entre el 1 de\nagosto y el 31 de julio del año posterior, siendo el periodo de disfrute el\ncomprendido entre uno 1 de febrero y el 31 de enero del año posterior.\u003C\u002Fp>\n\n\u003Cp>3.En razón a que la actividad empresarial debe mantenerse\nininterrumpidamente durante todo el año, y debido a las diferentes\nparticularidades que rodean a cada centro o departamento, la Dirección de los\nmismos, teniendo en cuenta todos los criterios operativos y de funcionalidad, y\natendiendo en la medida de lo posible los deseos del personal, fijará\nanualmente dentro del calendario laboral, los períodos de disfrute de las\nvacaciones, que podrán ser fraccionados, aunque en este caso la persona\ntrabajadora tendrá derecho a disfrutar un mínimo de quince días naturales\nconsecutivas entre el 1 de junio y el 30 de septiembre. Este mínimo podrá\nalcanzar los días si el centro de trabajo en cuestión no tiene sus ventas\nclaramente incrementadas en periodo estival.\u003C\u002Fp>\n\n\u003Cp>4.En caso de que la persona trabajadora no pudiera disfrutar, por razones\nexclusivamente organizativas de, como mínimo, dos semanas de vacaciones en\nperiodo estival tendrá derecho a recibir una compensación económica de 150\neuros por semana siendo el máximo para compensar de dos semanas. Esta medida\nno se tendrá en cuenta para el personal contratado exclusivamente para\ndesarrollar su trabajo en la campaña de verano.\u003C\u002Fp>\n\n\u003Cp>5.La cooperativa, tomará en consideración la posibilidad de que el\npersonal inmigrante que viaje a su país de origen, o personal que se encuentre\nen situaciones excepcionales, disfrute las vacaciones de manera continuada, no\nfraccionada y fuera del periodo ordinario.\u003C\u002Fp>\n\n\u003Cp>6.Se podrán acumular las vacaciones a continuación de las suspensiones del\ncontrato por maternidad y paternidad. La solicitud de dicha acumulación\ndeberá realizarse a través de la persona responsable del centro.\u003C\u002Fp>\n\n\u003Cp>7.Cuando el período de vacaciones fijado en el calendario coincida en el\ntiempo con una incapacidad temporal derivada del embarazo, el parto o la\nlactancia natural o con el periodo de suspensión del contrato de trabajo\nprevisto en los apartados 4, 5 y 7 del artículo 48 del Estatuto de los\nTrabajadores, se tendrá derecho a disfrutar de las vacaciones en fecha\ndistinta a la de la incapacidad temporal o a la del disfrute del permiso que\npor aplicación de dicho precepto le correspondiera, al finalizar el periodo de\nsuspensión, aunque haya terminado el año natural a que correspondan.\u003C\u002Fp>\n\n\u003Cp>8.En el supuesto de que el periodo de vacaciones coincida con una\nincapacidad temporal por contingencias distintas a las señaladas en el\npárrafo anterior que imposibilite a la persona trabajadora disfrutarlas, total\no parcialmente, durante el año natural a que corresponden, esta persona podrá\nhacerlo una vez finalice su incapacidad y siempre que no hayan transcurrido\nmás de dieciocho meses a partir del final del año en que se hayan\noriginado.\u003C\u002Fp>\n\n\u003Ch2 id=\"L413\">CAPÍTULO III Licencias, excedencias y suspensiones\u003C\u002Fh2>\n\n\u003Ch3 id=\"L415\">Artículo 29. Licencias retribuidas.\u003C\u002Fh3>\n\n\u003Cp>1.La persona trabajadora, previo aviso y justificación, podrá ausentarse\ndel trabajo, con derecho a remuneración, por los motivos y por el tiempo\nsiguiente:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>a)Quince días naturales consecutivos en caso de matrimonio, contados a\npartir de su celebración. Será de aplicación este mismo permiso a los casos\nde uniones de hecho, \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>siempre que se acredite el cumplimiento de los requisitos establecidos en\nlas respectivas legislaciones autonómicas reguladoras de este tipo de uniones,\nque resulten de aplicación a la persona afectada. Cuando se haya utilizado\neste permiso en caso de unión de hecho, no podrá disfrutarse de nuevo en el\nsupuesto de contraer posterior matrimonio con la misma persona. Igualmente,\ncuando se haya disfrutado del permiso por matrimonio, no podrá disfrutarse de\nnuevo el mismo permiso si se vuelve a contraer nuevo matrimonio con la misma\npersona, previo divorcio o nulidad, o cuando, aun no contrayendo nuevo\nmatrimonio, se proceda a formalizar unión de hecho, también con la misma\npersona.\u003C\u002Fp>\n\n\u003Cp>b)Un día o dos medias jornadas, por traslado de domicilio.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-administrativedays\">c)Por el tiempo indispensable para el cumplimiento de un deber inexcusable\nde carácter público y personal, así como para asistir a consultas médicas\nque se engloben dentro de los servicios asistenciales de la Seguridad\nSocial.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>d)Cinco días o diez medias jornadas consecutivas en caso de accidente,\nenfermedad grave, hospitalización, intervención quirúrgica sin\nhospitalización que precise reposo domiciliario del cónyuge, pareja de hecho\no parientes consanguíneos o afines hasta el segundo grado, 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, pertenezca a su unidad familiar y que requiera el cuidado\nefectivo de aquella. Cuando haya dos o más personas trabajadoras de la\ncooperativa que sean familiares entre sí y que puedan hacer uso de este\npermiso, y siempre de acuerdo con su responsable, cada una de ellas podrá\ndisfrutar del permiso de forma alterna.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>e)Dos días, o cuatro medias jornadas, por el fallecimiento del cónyuge,\npareja de hecho o parientes hasta el segundo grado de consanguinidad o\nafinidad. Cuando con tal motivo la persona trabajadora necesite hacer un\ndesplazamiento, el permiso se ampliará a cuatro días consecutivos.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>f)Un día en caso de matrimonio de parientes de hasta segundo grado de\nconsanguinidad o afinidad. En caso de que por tal motivo la persona trabajadora\ndeba hacer un desplazamiento de más de 300 Km, el permiso se alargará a dos\ndías naturales.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cp>g)En los supuestos de nacimiento de hijo, adopción, guarda con fines de\nadopción o acogimiento, de acuerdo con el artículo 45.1.d. ET, para la\nlactancia del bebé hasta que este cumpla doce meses, se tendrá derecho a una\nhora de ausencia del trabajo, que podrán dividir en dos fracciones. La\nduración del permiso se incrementará proporcionalmente en los casos de\nnacimiento, adopción, guardia con fines de adopción o acogimiento múltiples.\nSe podrá sustituir este derecho por una reducción de la jornada normal en\nmedia hora con la misma finalidad.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cp>Quien ejerza este derecho podrá acumular el permiso de lactancia retribuido\nen veintitrés días naturales, a disfrutar de forma ininterrumpida después de\nla finalización del permiso por nacimiento de hijo, ya sea éste disfrutado de\nmanera ininterrumpida o fraccionada. En el caso de que se fraccionen, el\npermiso de lactancia acumulada siempre tendrá lugar después de la última\nfracción y antes de que el bebé cumpla doce meses. Este permiso constituye un\nderecho individual de la persona trabajadora, y pueden disfrutarlo ambos\nprogenitores de manera simultánea o sucesiva. No obstante, si dos o más\npersonas trabajadoras de la cooperativa generasen este derecho por el mismo\nsujeto causante, se podrá limitar su ejercicio simultáneo por razones\nfundadas y objetivas de funcionamiento debidamente motivadas por escrito,\ndebiendo en tal caso la cooperativa ofrecer un plan alternativo que asegure el\ndisfrute de ambas personas trabajadoras y que posibilite el ejercicio de los\nderechos de conciliación.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">h)Las trabajadoras embarazadas tendrán derecho a ausentarse del trabajo,\ncon derecho a remuneración, para la realización de exámenes prenatales y\ntécnicas de preparación al parto, previo aviso y justificación de la\nnecesidad de su realización dentro de la jornada de trabajo. \u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i)En los casos de nacimientos de bebés prematuros o que, por cualquier\ncausa, deban permanecer hospitalizados a continuación del parto, la madre o el\npadre tendrán derecho a ausentarse del trabajo durante una hora. Asimismo,\ntendrán derecho a reducir su jornada de trabajo hasta un máximo de dos horas,\ncon la disminución proporcional del salario en ambos casos se disfrutará del\npermiso hasta el alta hospitalaria del bebé.\u003C\u002Fp>\n\n\u003Cp>j)Las personas trabajadoras que tengan la consideración de víctimas de\nviolencia de género, de violencia sexual o de víctimas del terrorismo\ntendrán derecho para hacer efectiva su protección o su derecho a la\nasistencia social integral, a la reducción de la jornada de trabajo con\ndisminución proporcional del salario o a la reordenación del tiempo de\ntrabajo, a través de la adaptación del horario, de la aplicación del horario\nflexible o de otras formas de ordenación del tiempo de trabajo que se utilicen\nen la empresa.\u003C\u002Fp>\n\n\u003Cp>k)Las personas trabajadoras que por razones de guarda legal tengan a su\ncuidado directo algún menor de doce años o una persona con discapacidad que\nno desempeñe una actividad retribuida, tendrán derecho a una reducción de la\njornada de trabajo diaria, con la disminución proporcional del salario entre,\nal menos, un octavo y un máximo de la mitad de la duración de aquélla.\nTendrá el mismo derecho quien precise encargarse del cuidado directo de\nfamiliar, hasta el segundo grado de consanguinidad o afinidad, que por razones\nde edad, accidente o enfermedad no pueda valerse por sí mismo, y que no\ndesempeñe actividad retribuida. La persona progenitora, adoptante o acogedora\nde carácter preadoptivo o permanente, tendrá derecho a una reducción de la\njornada de trabajo, con la disminución proporcional del salario de, al menos,\nla mitad de la duración de aquélla, para el cuidado, durante la\nhospitalización y tratamiento continuado, de la persona menor a su cargo\nafectada por cáncer (tumores malignos, melanomas y carcinomas), o por\ncualquier otra enfermedad grave, que implique un ingreso hospitalario de larga\nduración y requiera la necesidad de su cuidado directo, continuo y permanente,\nacreditado por el informe del Servicio Público de Salud u órgano\nadministrativo sanitario de la comunidad autónoma correspondiente y, como\nmáximo, hasta que el menor cumpla los veintitrés años.\u003C\u002Fp>\n\n\u003Cp>No obstante, cumplidos los dieciocho años, se podrá reconocer el derecho a\nla reducción de jornada hasta que el causante cumpla veintitrés años en los\nsupuestos en que el padecimiento de cáncer o enfermedad grave haya sido\ndiagnosticado antes de alcanzar la mayoría de edad, siempre que en el momento\nde la solicitud se acrediten los requisitos establecidos en los párrafos\nanteriores, salvo la edad.\u003C\u002Fp>\n\n\u003Cp>Asimismo, se mantendrá el derecho a esta reducción hasta que la persona\ncumpla veintiséis años si antes de alcanzar veintitrés años acreditara,\nademás, un grado de discapacidad igual o superior al 65 por ciento.\u003C\u002Fp>\n\n\u003Cp>Las reducciones de jornada contempladas en el presente apartado constituyen\nun derecho individual de los trabajadores, hombres o mujeres. No obstante, si\ndos o más personas trabajadoras generasen este derecho por el mismo sujeto\ncausante, la empresa podrá limitar su ejercicio simultáneo por razones\nfundadas y objetivas de funcionamiento debidamente motivadas por escrito,\ndebiendo en tal caso la cooperativa ofrecer 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>l)Hasta cuatro días por imposibilidad de acceder al centro de trabajo o\ntransitar por las vías de circulación necesarias para acudir al mismo, como\nconsecuencia de las recomendaciones, limitaciones o prohibiciones al\ndesplazamiento establecidas por las autoridades competentes, así como cuando\nconcurra una situación de riesgo grave e inminente, incluidas las derivadas de\nuna catástrofe o fenómeno meteorológico adverso. Transcurridos los cuatro\ndías, el permiso se prolongará hasta que desaparezcan las circunstancias que\nlo justificaron, sin perjuicio de la posibilidad de la empresa de aplicar una\nsuspensión del contrato de trabajo o una reducción de jornada derivada de\nfuerza mayor en los términos previstos en el artículo 47.6 del Estatuto de\nlos Trabajadores. \u003C\u002Fp>\n\n\u003Cp>m)Las personas trans que inicien un proceso de transición, podrán acceder\na permisos médicos específicos, incluido tratamientos, intervenciones u otros\nprocedimientos vinculados al proceso de transición. Este permiso será de\naplicación a partir del 1 de febrero de 2027.\u003C\u002Fp>\n\n\u003Cp>2.La concreción horaria y la determinación del período de disfrute del\npermiso de lactancia y de la reducción de jornada, corresponderá a la persona\ntrabajadora dentro de su jornada ordinaria. La persona trabajadora salvo,\nfuerza mayor, deberá preavisar a su responsable con una antelación de quince\ndías, precisando la fecha en que iniciará y finalizará el permiso de\nlactancia o la reducción de jornada. Si en la misma tienda hubiese más de un\n25% de la plantilla afectada por el presente convenio que ejerzan el derecho a\nla reducción de jornada regulada en el apartado «k» anterior, será\nnecesario articular medidas que permitan compaginar el mismo, con las\nnecesidades mínimas de la tienda en cuanto a apertura y turnos de trabajo.\u003C\u002Fp>\n\n\u003Cp>3.A los efectos del disfrute de cualesquiera de los permisos, retribuidos o\nno, de los que expresamente se contemple en este convenio, y en la legislación\nvigente, para las uniones de hecho, será requisito indispensable y necesario\nla acreditación de la existencia de dicha unión afectiva mediante el\ncorrespondiente certificado del Registro Público que sea competente al efecto.\nEsta acreditación deberá efectuarse siempre con carácter previo, a\nexcepción del supuesto contemplado en la letra «a» del apartado anterior, en\ncuyo caso deberá realizarse en el plazo máximo de quince días desde la\nfinalización del permiso. El incumplimiento de este requisito dará lugar a la\ndenegación del permiso, y en el supuesto de haberse disfrutado sin acreditarlo\nposteriormente, a la incoación del correspondiente expediente sancionador.\u003C\u002Fp>\n\n\u003Cp>4.En los casos de uniones de hecho, no resultará de aplicación el régimen\nde permisos por relación de afinidad. Consecuentemente, no se tendrá derecho\na disfrutar del permiso en los supuestos relacionados en los puntos anteriores\nrespecto de familiares de la respectiva pareja en la unión de hecho. Asimismo,\nse estará a lo previsto en el Código Civil en cuestiones relacionadas con la\nsucesión y la herencia.\u003C\u002Fp>\n\n\u003Ch3 id=\"L461\">Artículo 30. Permisos no retribuidos.\u003C\u002Fh3>\n\n\u003Cp>La persona trabajadora, previo aviso y justificación, podrá ausentarse del\ntrabajo, sin derecho a remuneración, pero recuperable si así se acuerda entre\nla persona y la empresa, por los motivos y duración siguientes:\u003C\u002Fp>\n\n\u003Cp>1.Por enfermedad muy grave o fallecimiento de cónyuge, pareja de hecho o\nparientes de hasta segundo grado de consanguinidad o afinidad, hasta dos días\nmás de los señalados en las letras d) y e) del apartado 1 del artículo\nanterior.\u003C\u002Fp>\n\n\u003Cp>2.Por enfermedad de cónyuge, pareja de hecho o parientes de primer grado de\nconsanguinidad o afinidad, hasta cinco días naturales.\u003C\u002Fp>\n\n\u003Cp>3.Para atender situaciones de carácter familiar o privado que no puedan\nencuadrarse en otro tipo de permisos o licencias, dos días. En el caso de que\ntuviese que desplazarse por este motivo fuera de su provincia de residencia,\ndispondría de cuatro días naturales consecutivos, sin que esta clase de\npermisos pueda exceder de siete días naturales en el año y no podrán\ncoincidir en los momentos de mayor carga de trabajo, como vísperas de festivo\no fines de semana.\u003C\u002Fp>\n\n\u003Cp>4.Para acompañar a la hija o la nuera, durante el mismo día del parto o el\ninmediatamente posterior, en función de la jornada laboral. Se deberá\nsolicitar y aportar el correspondiente justificante. En caso de que el padre y\nla madre sean trabajadores, ambos tendrán derecho a disfrutar del permiso de\nforma simultánea.\u003C\u002Fp>\n\n\u003Cp>5.El tiempo indispensable para acompañar a consulta médica a familiares\nhasta el segundo grado de consanguinidad o afinidad, cuando por edad,\naccidente, enfermedad o discapacidad, no puedan valerse por sí mismos.\u003C\u002Fp>\n\n\u003Cp>6.El tiempo indispensable para asistir a actos relacionados con la\neducación de los hijos\u002Fas. A título meramente enunciativo, reuniones del\ncentro escolar, entrevistas con el tutor\u002Fa, asistencia a festivales de fin de\ncurso, fiestas de graduación y entrega de notas. \u003C\u002Fp>\n\n\u003Cp>7.Durante el tiempo estrictamente necesario para atender emergencias de\ncarácter personal o familiar, previo aviso a su responsable. Posteriormente,\nse requerirá la debida justificación de la ausencia.\u003C\u002Fp>\n\n\u003Cp>8.Adicionalmente al permiso retribuido regulado en la letra i) del apartado\n1 del artículo 29, y en los mismos supuestos, el personal tendrá derecho a la\nreducción de su jornada laboral hasta dos horas, con disminución proporcional\ndel salario. Este permiso no retribuido podrá durar hasta que se produzca el\nalta hospitalaria del bebé. En el caso de que el padre y la madre sean\ntrabajadores de la cooperativa, ambos tendrán derecho a disfrutar del permiso\nde forma simultánea.\u003C\u002Fp>\n\n\u003Ch3 id=\"L481\">Artículo 31. Excedencias.\u003C\u002Fh3>\n\n\u003Cp>1.Las personas trabajadoras tendrán derecho a un período de excedencia, no\nsuperior a tres años, para atender al cuidado de un hijo\u002Fa, tanto cuando lo\nsea por naturaleza, como por adopción, o en los supuestos de guarda con fines\nde adopción o acogimiento permanente, a contar desde la fecha de nacimiento o\nen su caso de la resolución judicial o administrativa. Los sucesivos hijos\u002Fas\ndarán derecho a un nuevo período de excedencia que, en su caso, pondrá fin\nal que se viniera disfrutando. Si dos o más personas trabajadoras de la\ncooperativa, generasen este derecho por el mismo sujeto causante, la\ncooperativa podrá limitar su ejercicio simultáneo por razones fundadas y\nobjetivas de funcionamiento debidamente motivadas por escrito debiendo en tal\ncaso la empresa ofrecer un plan alternativo que asegure el disfrute de ambas\npersonas trabajadoras y que posibilite el ejercicio de los derechos de\nconciliación.\u003C\u002Fp>\n\n\u003Cp>2.Igualmente, las personas trabajadoras tendrán derecho a un período de\nexcedencia no superior a dos años, para atender a familiares hasta el segundo\ngrado de consanguinidad o afinidad, cuando por edad, accidente, enfermedad o\ndiscapacidad, no puedan valerse por sí mismos y no desempeñen actividades\nretribuidas. También disfrutarán de este derecho 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. La excedencia contemplada en el presente apartado, cuyo periodo de\nduración podrá disfrutarse de forma fraccionada, constituye un derecho\nindividual de los trabajadores, hombres o mujeres. Si dos o más personas\ntrabajadoras de la cooperativa, generasen este derecho por el mismo sujeto\ncausante, la cooperativa podrá limitar su ejercicio simultáneo por razones\nfundadas y objetivas de funcionamiento debidamente motivadas por escrito\ndebiendo en tal caso la empresa ofrecer un plan alternativo que asegure el\ndisfrute de ambas personas trabajadoras y que posibilite el ejercicio de los\nderechos de ambas personas trabajadoras.\u003C\u002Fp>\n\n\u003Cp>3.Las personas trabajadoras tendrán derecho a la reserva de su puesto de\ntrabajo en los dos casos siguientes:\u003C\u002Fp>\n\n\u003Cp>a)En el supuesto definido en el apartado 1 y 2 anteriores, durante el primer\naño tendrán derecho a la reserva de su puesto de trabajo. Transcurrido dicho\nplazo, la reserva quedará referida a un puesto de trabajo del mismo grupo\nprofesional o categoría equivalente. No obstante, cuando la persona\ntrabajadora forme parte de una familia que tenga reconocida oficialmente la\ncondición de familia numerosa, la reserva de su puesto de trabajo se\nextenderá hasta un máximo de quince meses cuando se trate de una familia\nnumerosa de categoría general, y hasta un máximo de dieciocho meses si se\ntrata de categoría especial.\u003C\u002Fp>\n\n\u003Cp>b)Si la solicitud, aun para un período de tres años, se realiza para\natender al cuidado de un hijo\u002Fa con discapacidad psíquica o física.\u003C\u002Fp>\n\n\u003Cp>4.En cualquier caso, será necesario que la persona excedente solicite su\nreingreso, mediante escrito con al menos treinta días de antelación al\nvencimiento del plazo de la excedencia.\u003C\u002Fp>\n\n\u003Cp>5.La excedencia forzosa, que dará derecho a la reincorporación automática\nal puesto de trabajo, se concederá a las personas trabajadoras, por la\ndesignación o \u003C\u002Fp>\n\n\u003Cp>elección para un cargo público. El reingreso deberá ser solicitado dentro\ndel mes siguiente al cese en el cargo público.\u003C\u002Fp>\n\n\u003Cp>6.La excedencia voluntaria no podrá ejercerse para realizar actividades\nlaborales, profesionales o empresariales que entren en competencia con la\nactividad de la cooperativa, so pena de perder el derecho al reingreso.\u003C\u002Fp>\n\n\u003Cp>7.La persona trabajadora perderá su derecho al reingreso en la cooperativa\nen los supuestos siguientes:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)Por renuncia expresa.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)No solicitar formalmente el reingreso, al menos\nun mes antes de la finalización del período de excedencia.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c)Rehusar el ofrecimiento de la cooperativa de una\nvacante que se produzca en un puesto igual o similar al que hubiese ocupado\nanteriormente, cuando la excedencia no conlleve la reincorporación automática\na su anterior puesto.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">d)Utilizar la excedencia para causa distinta de la\nsolicitada, sin perjuicio de la facultad disciplinaria recogida en el artículo\n47.2.\u003C\u002Fp>\n\n\u003Ch3 id=\"L511\">Artículo 32. Suspensión de la relación laboral.\u003C\u002Fh3>\n\n\u003Cp>1.Se suspenderá temporalmente la obligación y el derecho de la persona a\nprestar su trabajo, con pérdida de los derechos y obligaciones económicas de\ndicha prestación, por las causas reguladas en el Estatuto de los Trabajadores\ny en especial, las siguientes:\u003C\u002Fp>\n\n\u003Cp>a)Maternidad o paternidad de la persona trabajadora, riesgo durante el\nembarazo, riesgo durante la lactancia natural de un bebé menor de nueve meses\ny adopción, guarda con fines de adopción o acogimiento de conformidad con el\nCódigo Civil o las leyes civiles de las comunidades autónomas que lo regulen,\nde menores de seis años o de menores de edad que sean mayores de seis años\ncuando se trate de menores con discapacidad o que por sus circunstancias y\nexperiencias personales o por provenir del extranjero, tengan especiales\ndificultades de inserción social y familiar debidamente acreditadas por los\nservicios sociales competentes.\u003C\u002Fp>\n\n\u003Cp>b)Por razones disciplinarias.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">2.El nacimiento, que comprende el parto y el cuidado de menor de doce meses,\nsuspenderá el contrato de trabajo de la madre biológica y el del progenitor\ndistinto de la madre biológica durante 19 semanas. En los casos de parto\nprematuro y en aquellos en que, por cualquier otra causa, el neonato deba\npermanecer hospitalizado a continuación del parto, el periodo de suspensión\npodrá computarse, a instancia de la madre biológica o del otro progenitor, a\npartir de la fecha del alta hospitalaria. Se excluyen de dicho cómputo las\nseis semanas posteriores al parto, de suspensión obligatoria del contrato de\nla madre biológica.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En los casos de parto prematuro con falta de peso y en aquellos otros en que\nel neonato precise, por alguna condición clínica, hospitalización a\ncontinuación del parto, por un periodo superior a siete días, el periodo de\nsuspensión se ampliará en tantos días como el bebé se encuentre\nhospitalizado, con un máximo de trece semanas adicionales, y en los términos\nen que legal y reglamentariamente se desarrollen. En el supuesto de\nfallecimiento del hijo o hija, el periodo de suspensión no se verá reducido,\nsalvo que, una vez finalizadas las seis semanas de descanso obligatorio, se\nsolicite la reincorporación al puesto de trabajo. En caso de fallecimiento de\nuno de los progenitores, el otro progenitor podrá hacer uso de la totalidad o,\nen su caso, de la parte que reste de permiso.\u003C\u002Fp>\n\n\u003Cp>La suspensión del contrato de cada uno de los progenitores por el cuidado\nde menor se distribuye de la siguiente manera:\u003C\u002Fp>\n\n\u003Cp>a)Seis semanas ininterrumpidas inmediatamente posteriores al parto serán\nobligatorias y habrán de disfrutarse a jornada completa.\u003C\u002Fp>\n\n\u003Cp>b)Once semanas, veintidós en el caso de monoparentalidad, que podrán\ndistribuirse a voluntad de la persona trabajadora, en períodos semanales a\ndisfrutar de \u003C\u002Fp>\n\n\u003Cp>forma acumulada o interrumpida y ejercitarse desde la finalización de la\nsuspensión obligatoria posterior al parto hasta que el hijo o la hija cumpla\ndoce meses. No obstante, la madre biológica podrá anticipar su ejercicio\nhasta cuatro semanas antes de la fecha previsible del parto.\u003C\u002Fp>\n\n\u003Cp>c)Dos semanas, cuatro en el caso de monoparentalidad, para el cuidado del\nmenor que podrán distribuirse a voluntad de la persona trabajadora, en\nperíodos semanales de forma acumulada o interrumpida hasta que el hijo o la\nhija cumpla los ocho años.\u003C\u002Fp>\n\n\u003Cp>Este derecho es individual de la persona trabajadora sin que pueda\ntransferirse su ejercicio al otro progenitor. Las suspensiones previstas en las\nletras b) y c) podrán disfrutarse en régimen de jornada completa o de jornada\nparcial, previo acuerdo entre la cooperativa y la persona trabajadora. La\npersona trabajadora deberá comunicar a la empresa, con una antelación mínima\nde quince días, el ejercicio de este derecho en los términos establecidos, en\nsu caso, en los convenios colectivos. Cuando los dos progenitores que ejerzan\neste derecho presten servicios en la cooperativa, la dirección podrá limitar\nsu ejercicio simultáneo por razones fundadas y objetivas, debidamente\nmotivadas por escrito.\u003C\u002Fp>\n\n\u003Cp>Durante el tiempo de suspensión, la cooperativa completará y abonará a la\npersona trabajadora un complemento económico hasta alcanzar el 100% de su\nsalario. Dicho complemento no tendrá efectos proporcionales para ninguna\npercepción de carácter periódico que descontar los tiempos de suspensión\ncontractual como no trabajados a los efectos del cómputo, por lo que el tiempo\nde suspensión no computará como prestación efectivamente prestada.\u003C\u002Fp>\n\n\u003Cp>3.En los supuestos de adopción, de guarda con fines de adopción y de\nacogimiento, de acuerdo con el artículo 45.1.d) del Estatuto de los\nTrabajadores la suspensión tendrá una duración de diecinueve semanas para\ncada persona adoptante, guardadora o acogedora.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de monoparentalidad, por existir una única persona\nadoptante, guardadora con fines de adopción o acogedora, el periodo de\nsuspensión será de treinta y dos semanas. En el supuesto de fallecimiento del\nmenor, el periodo de suspensión no se verá reducido, salvo que, una vez\nfinalizadas las seis semanas de descanso obligatorio, se solicite la\nreincorporación al puesto de trabajo.\u003C\u002Fp>\n\n\u003Cp>En caso de fallecimiento de una de las personas adoptantes, guardadoras con\nfines de adopción o acogedoras, la otra persona podrá hacer uso de la\ntotalidad o, en su caso, de la parte que reste de permiso.\u003C\u002Fp>\n\n\u003Cp>La suspensión del contrato de cada persona adoptante, guardador o acogedora\npor el cuidado de menor se distribuye de la siguiente manera:\u003C\u002Fp>\n\n\u003Cp>a)Seis semanas deberán disfrutarse a jornada completa de forma obligatoria\ne ininterrumpida, inmediatamente después de la resolución judicial por la que\nse constituye la adopción o bien de la decisión administrativa de guarda con\nfines de adopción o de acogimiento.\u003C\u002Fp>\n\n\u003Cp>b)Once semanas, veintidós en el caso de monoparentalidad, que podrán\ndistribuirse, a voluntad de la persona trabajadora, en períodos semanales a\ndisfrutar de forma acumulada o interrumpida y ejercitarse dentro de los doce\nmeses siguientes a la resolución judicial por la que se constituya la\nadopción o bien a la decisión administrativa de guarda con fines de adopción\no de acogimiento.\u003C\u002Fp>\n\n\u003Cp>c)Dos semanas, cuatro en el caso de monoparentalidad, para el cuidado del\nmenor que podrán distribuirse, a voluntad de la persona trabajadora, en\nperíodos semanales de forma acumulada o interrumpida hasta que el menor cumpla\nlos ocho años.\u003C\u002Fp>\n\n\u003Cp>En ningún caso un mismo menor dará derecho a varios periodos de\nsuspensión en la misma persona trabajadora. En los supuestos de adopción\ninternacional, cuando sea necesario el desplazamiento previo de los\nprogenitores al país de origen del menor adoptado, el periodo de suspensión\nprevisto para cada caso en este apartado podrá \u003C\u002Fp>\n\n\u003Cp>iniciarse hasta cuatro semanas antes de la resolución por la que se\nconstituye la adopción.\u003C\u002Fp>\n\n\u003Cp>Este derecho es individual de la persona trabajadora sin que pueda\ntransferirse su ejercicio a la otra persona adoptante, guardadora con fines de\nadopción o acogedora.\u003C\u002Fp>\n\n\u003Cp>La persona trabajadora deberá comunicar a la cooperativa, con una\nantelación mínima de quince días, el ejercicio de este derecho en los\ntérminos establecidos, en su caso, en los convenios colectivos. Cuando las dos\npersonas adoptantes, guardadoras o acogedoras que ejerzan este derecho trabajen\npara la cooperativa, ésta podrá limitar el disfrute simultáneo por razones\nfundadas y objetivas, debidamente motivadas por escrito.\u003C\u002Fp>\n\n\u003Cp>4.En el supuesto de discapacidad del hijo o hija en el nacimiento,\nadopción, en situación de guarda con fines de adopción o de acogimiento, la\nsuspensión del contrato a que se refieren los apartados 2 y 3, tendrá una\nduración adicional de dos semanas, una para cada uno de los progenitores.\nIgual ampliación procederá en el supuesto de nacimiento, adopción, guarda\ncon fines de adopción o acogimiento múltiple por cada hijo o hija distinta\ndel primero.\u003C\u002Fp>\n\n\u003Cp>Los períodos a los que se refiere el presente apartado podrán disfrutarse\nen régimen de jornada completa o a tiempo parcial, previo acuerdo de las\npersonas trabajadoras con la cooperativa.\u003C\u002Fp>\n\n\u003Cp>5.En el supuesto de riesgo durante el embarazo o de riesgo durante la\nlactancia natural, en los términos previstos en el artículo 26 de la Ley\n31\u002F1995, de 8 de noviembre, de Prevención de Riesgos Laborales, la suspensión\ndel contrato finalizará el día en que se inicie la suspensión del contrato\npor parto o el bebé cumpla nueve meses, respectivamente, o, en ambos casos,\ncuando desaparezca la imposibilidad de la trabajadora de reincorporarse a su\npuesto anterior o a otro compatible con su estado.\u003C\u002Fp>\n\n\u003Cp>6.En el supuesto de suspensión decidida por la trabajadora, obligada al\nabandono de su puesto por ser víctima de violencia de género o de violencia\nsexual, el periodo de suspensión tendrá una duración inicial que no podrá\nexceder de seis meses, salvo que de las actuaciones de tutela judicial\nresultase que la efectividad del derecho de protección de la víctima\nrequiriese la continuidad de la suspensión. En este caso, el juez o jueza\npodrá prorrogar la suspensión por periodos de tres meses, con un máximo de\ndieciocho meses.\u003C\u002Fp>\n\n\u003Cp>7.El personal se beneficiará de cualquier mejora en las condiciones de\ntrabajo a la que hubiera podido tener derecho durante la suspensión del\ncontrato en los supuestos a que se refiere este apartado.\u003C\u002Fp>\n\n\u003Cp>8.Al cesar las causas legales de suspensión, la persona trabajadora\nrecobrará la plenitud de sus derechos y obligaciones y tendrá derecho a la\nreincorporación al puesto de trabajo reservado.\u003C\u002Fp>\n\n\u003Cp>9.En el supuesto de incapacidad temporal, producida la extinción de esta\nsituación con declaración de incapacidad permanente en los grados de\nincapacidad permanente total para la profesión habitual, absoluta para todo\ntrabajo o gran incapacidad, cuando, a juicio del órgano de calificación, la\nsituación de incapacidad de la persona trabajadora vaya a ser previsiblemente\nobjeto de revisión por mejoría que permita su reincorporación al puesto de\ntrabajo, subsistirá la suspensión de la relación laboral, con reserva del\npuesto de trabajo, durante un periodo de dos años a contar desde la fecha de\nla resolución por la que se declare la incapacidad permanente. También se\nconsiderará que subsiste la suspensión de la relación laboral, con reserva\ndel puesto de trabajo, durante el tiempo en que se resuelven los ajustes\nrazonables o el cambio a un puesto vacante y disponible.\u003C\u002Fp>\n\n\u003Cp>10.En los supuestos de suspensión por ejercicio de cargo público o de\nrepresentación cooperativa, la persona trabajadora deberá reincorporarse en\nel plazo máximo de un mes a partir del cese en el servicio, cargo o\nfunción.\u003C\u002Fp>\n\n\u003Cp>11.Para la suspensión por causas económicas, técnicas, organizativas, de\nproducción o derivadas de fuerza mayor, la cooperativa deberá declarar la\nnecesidad de que, por alguna de las mencionadas causas, pase a la situación de\nsuspensión, la \u003C\u002Fp>\n\n\u003Cp>totalidad o parte del personal que integra la cooperativa, así como el\ntiempo que ha de durar la suspensión, y designar el personal concreto que ha\nde quedar en situación de suspensión.\u003C\u002Fp>\n\n\u003Ch2 id=\"L581\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">CAPÍTULO IV Régimen retributivo\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-WAGES_determined\">\u003Ch3 id=\"L583\">Artículo 33. Estructura salarial.\u003C\u002Fh3>\n\n\u003Cp>Las retribuciones del personal incluido en el ámbito de aplicación del\npresente convenio estarán distribuidas, en su caso, entre el salario base de\nnivel organizativo, salario base personal y, en su caso, complementos. Todos\nlos conceptos retributivos se entienden brutos, calculados en cómputo anual e\ninclusión de pagas extraordinarias y vacaciones.\u003C\u002Fp>\n\n\u003Ch3 id=\"L587\">Artículo 34. Salario base de nivel organizativo.\u003C\u002Fh3>\n\n\u003Cp>1.Se entiende por salario base de nivel, el salario mínimo establecido en\ncada nivel organizativo y que debe alcanzar la persona trabajadora en función\nde su pertenencia a uno de ellos. Es el salario mínimo de contratación y\nremunera la jornada anual de trabajo a tiempo completo e incluye tres pagas\nextraordinarias.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.El salario base de nivel mínimo a jornada completa en el ejercicio 2026\n(febrero 2026-enero 2027), y para de cada uno de los grupos profesionales se\nfija como sigue el salario bruto anual expresado en euros:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Grupo 1\u003C\u002Ftd>\n      \u003Ctd>17.249,42\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grupo 2\u003C\u002Ftd>\n      \u003Ctd>18.543,10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grupo 3\u003C\u002Ftd>\n      \u003Ctd>20.124,27\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grupo 4\u003C\u002Ftd>\n      \u003Ctd>23.286,61\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L603\">Artículo 35. Salario base personal.\u003C\u002Fh3>\n\n\u003Cp>1.Se entiende por salario base personal el correspondiente a cada persona en\nfunción de sus condiciones personales. El salario base personal engloba al\nsalario base de nivel, y por tanto, incluye las pagas extraordinarias, es\nsalario garantizado a todos los efectos y tendrá los mismos incrementos y\nrevisiones salariales que lo establecido para el salario base de nivel.\u003C\u002Fp>\n\n\u003Cp>2.En el recibo de salarios estarán especificados y separados los conceptos\nde salario base de nivel, salario base personal y, en su caso, complementos.\u003C\u002Fp>\n\n\u003Ch3 id=\"L609\">Artículo 36. Complementos salariales.\u003C\u002Fh3>\n\n\u003Cp>1.Son complementos salariales las cantidades que, en su caso, deban\nadicionarse al salario base por cualquier concepto distinto al de la jornada\nanual de la persona trabajadora y su adscripción a un nivel organizativo.\u003C\u002Fp>\n\n\u003Cp>2.Los complementos salariales se ajustarán, principalmente, a alguna de las\nsiguientes modalidades:\u003C\u002Fp>\n\n\u003Cp>a)Complemento personal: en la medida que deriven de las condiciones\npersonales de la persona trabajadora y que proviene de la reestructuración\nsalarial de personal incorporado por subrogación y que como característica\nbásica se predica que no resulta susceptible de incremento anual. \u003C\u002Fp>\n\n\u003Cp>b)De puesto de trabajo: integrados por las cantidades que deba percibir la\npersona trabajadora por razón de las características del puesto de trabajo o\nde la forma de realizar su actividad.\u003C\u002Fp>\n\n\u003Cp>c)Por calidad o cantidad de trabajo: consistente en las cantidades que\npercibe la persona trabajadora por razón de una mejor calidad o mayor cantidad\nde trabajo, o bien en función a la situación y resultados de la empresa o un\nárea de la misma.\u003C\u002Fp>\n\n\u003Cp>3.Las personas trabajadoras podrán acceder a la percepción de los\nincentivos por producción, actividad, venta o cliente, en las mismas\ncondiciones y régimen de aplicación que fije en cada ejercicio el Consejo\nRector de la cooperativa para los socios trabajadores en la Normativa Laboral y\nen el modelo retributivo de la Normativa de Valoración.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3 id=\"L623\">Artículo 37. Pagas extraordinarias.\u003C\u002Fh3>\n\n\u003Cp>La retribución establecida en el presente convenio como salario base de\nnivel, se entienden distribuidas con carácter general en quince pagas. Las\ntres pagas extraordinarias se abonarán prorrateadas en doce mensualidades.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L627\">Artículo 38. Liquidación y pago. Recibo de salarios.\u003C\u002Fh3>\n\n\u003Cp>1.El pago de los salarios se efectuará el último día del mes natural,\nsalvo causas de fuerza mayor. Cuando la persona trabajadora cause baja en la\nempresa el abono del finiquito podrá realizarse también el último día del\nmes natural con independencia del día de efectos de la baja.\u003C\u002Fp>\n\n\u003Cp>2.Los recibos de salarios se ajustarán a la legalidad vigente. Las partes\nacuerdan la implantación del uso de medios telemáticos o digitales para la\ngestión documental y de documentación entre la persona trabajadora y la\nempresa, incluido los recibos de salario y finiquito.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3 id=\"L633\">Artículo 39. Incremento salarial.\u003C\u002Fh3>\n\n\u003Cp>1.Los incrementos salariales para el ejercicio 2027 y resto de los años de\nvigencia del convenio serán pactados por la comisión negociadora que se\nconstituirá para tal fin durante el mes de enero de cada uno de los años\nnaturales, y posteriormente se registrarán y publicarán las tablas en el\n«Boletín Oficial del Estado».\u003C\u002Fp>\n\n\u003Cp>2.Si el Consejo Rector de la cooperativa, decidiese para el personal socio\nde trabajo una subida salarial anual superior a la establecida por la comisión\nnegociadora, será de automática aplicación para el personal trabajador por\ncuenta ajena.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L639\">Artículo 40. Dietas y gastos de viaje.\u003C\u002Fh3>\n\n\u003Cp>1.Se sustituye el sistema de dietas por el de gastos a justificar.\u003C\u002Fp>\n\n\u003Cp>2.Se exceptúa del apartado anterior las situaciones en las que, por motivos\ndel servicio, y dentro de su jornada y horario de trabajo, la persona\ntrabajadora tenga que realizar viajes o desplazamientos a poblaciones distintas\nde aquellas en que radique su centro de trabajo, y se opte por otro sistema en\ncuyo caso tendrá derecho a percibir por kilometraje 0,298 euros por\nkilómetro.\u003C\u002Fp>\n\n\u003Cp>3.Lo dispuesto en el presente artículo no será de aplicación a aquellas\npersonas que tengan establecidos otros sistemas distintos de dietas o gastos,\nexcluyéndose asimismo los conceptos asimilables a los complementos por\ntransporte.\u003C\u002Fp>\n\n\u003Cp>Artículo 41. Complemento durante la incapacidad temporal por enfermedad\ncomún y accidente de trabajo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cp>1.Durante la situación de baja derivada de enfermedad común o accidente,\nsiempre que la relación laboral esté vigente y subsista la obligación\nempresarial de \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>cotizar, la empresa completará hasta el 100 % del salario a que tuviese\nderecho la persona trabajadora durante un máximo de doce meses. Para el caso\nde IT derivada de enfermedad común será necesario para que se genere el abono\ndel complemento, que la persona trabajadora tenga derecho al pago delegado\nsegún los requisitos establecidos en el Real Decreto-ley 11\u002F2013.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>2.No obstante la persona trabajadora perderá ese derecho y no se le\ncomplementará cantidad alguna a las prestaciones legales en caso de concurrir\nalguna de las siguientes circunstancias:\u003C\u002Fp>\n\n\u003Cp>a)Se negase a someterse a revisión médica que se considere oportuna por\nlos servicios médicos de la empresa o de la entidad que la empresa designe.\nEste derecho de vigilancia y control de la actividad laboral recogido en el\nartículo 20 ET, se ejercerá previo requerimiento a la persona en situación\nde baja para que se presente ante los servicios médicos que se le indiquen; y\nsi no compareciere sin alegar justa causa, perderá el derecho durante todo el\nresto del proceso de baja que le quedase desde que no compareció hasta el\nalta. Los gastos de desplazamientos ocasionados por tal causa correrán a cargo\nde la cooperativa.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)El proceso de incapacidad temporal supere el tiempo estándar de duración\nestablecido por el INSS para cada patología de acuerdo con las tablas de\ntiempos óptimos de incapacidad temporal.\u003C\u002Fp>\n\n\u003Cp>c)Que exista reiteración en procesos de incapacidad temporal y\u002Fo recaídas\nde la persona trabajadora en el último año.\u003C\u002Fp>\n\n\u003Cp>Todo lo regulado en este artículo se entiende sin perjuicio del poder\ndisciplinario de la empresa para el caso de que alguna conducta fuera, además,\nsusceptible de tal facultad. De igual forma, lo regulado no contraviene, sino\nmás bien completa o armoniza, con las posibles decisiones que otros organismos\no mutuas, pudieran tomar en ejecución de sus propias decisiones que ejercitan\na través de sus propios instrumentos, en los mismos procesos de baja.\u003C\u002Fp>\n\n\u003Cp>3.La persona trabajadora deberá comunicar a la empresa que se encuentra en\nsituación de incapacidad temporal y la correspondiente alta médica a la mayor\nbrevedad posible desde que concurran ambas circunstancias, salvo que resulte\nimposible por causas justificadas. Todo ello, con independencia de que la\ntramitación de la baja, confirmación o alta de la situación de incapacidad\ntemporal se lleve a cabo según lo dispuesto en el Real decreto 1060\u002F2022, de\n27 de marzo, por el que se modifica el Real decreto 625\u002F2014, de 18 de julio,\npor el que se regulan determinados aspectos de la gestión y control de los\nprocesos de incapacidad temporal en los primeros trescientos sesenta y cinco\ndías de su duración. La comunicación se realizará, preferentemente, a\ntravés la aplicación interna «Gente Consum» u otras que garanticen que\ngarantiza la confidencialidad de la información.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3 id=\"L665\">Artículo 42. Prendas de trabajo.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>1.Al personal que se le exija llevar un uniforme determinado, se le\nproveerá obligatoriamente de éste por parte de la empresa en concepto de\nútiles de trabajo.\u003C\u002Fp>\n\n\u003Cp>2.La provisión de estas prendas se realizará al comienzo de la relación\nlaboral, o en el momento de exigencia por parte de la empresa del uso del\nuniforme o prenda de trabajo. La reposición anual se realizará en número y\nforma que se garantice la disponibilidad de dos uniformes por persona de manera\npermanente durante el año. El uniforme forma parte de la imagen de la empresa,\ncon las lógicas consecuencias que ello conlleva incluso fuera del centro y\nhoras de trabajo, donde debe hacerse un uso apropiado del mismo.\u003C\u002Fp>\n\n\u003Cp>3.El personal vendrá obligado a llevar puestas las prendas que le\nentreguen, así como cualquier otro signo de identificación que se establezca,\ndebiendo conservar la uniformidad en buenas condiciones y a devolverlas al\nfinalizar la relación laboral. Caso \u003C\u002Fp>\n\n\u003Cp>de no proceder a su devolución se le descontará su valor proporcional del\nrecibo de finiquito.\u003C\u002Fp>\n\n\u003Cp>4.No se podrán incorporar al vestuario prendas que no formen parte del\nmismo. La empresa establecerá las medidas concretas de imagen y uniformidad en\nel centro de trabajo.\u003C\u002Fp>\n\n\u003Ch2 id=\"L679\">CAPÍTULO V Régimen disciplinario\u003C\u002Fh2>\n\n\u003Ch3 id=\"L681\">Artículo 43. Facultad disciplinaria.\u003C\u002Fh3>\n\n\u003Cp>El personal podrá ser sancionado por la dirección de la cooperativa de\nacuerdo con la graduación de las faltas y sanciones que se establecen en los\nartículos siguientes.\u003C\u002Fp>\n\n\u003Ch2 id=\"L685\">Artículo 44. Graduación de las faltas.\u003C\u002Fh2>\n\n\u003Cp>Toda falta cometida por una persona trabajadora se clasificará atendiendo a\nsu trascendencia, gravedad e intencionalidad en leve, grave y muy grave.\u003C\u002Fp>\n\n\u003Ch3 id=\"L689\">Artículo 45. Faltas leves.\u003C\u002Fh3>\n\n\u003Cp>1.De una a tres faltas de puntualidad injustificadas en un mes que no\nsuperen los treinta minutos y siempre que de estos retrasos no se deriven por\nla función especial del trabajo graves perjuicios para el trabajo que la\nempresa le tenga encomendado, en cuyo caso se calificará como grave.\u003C\u002Fp>\n\n\u003Cp>2.Las de descuido, error o demora inexplicable en la ejecución de cualquier\ntrabajo, así como los pequeños descuidos en la conservación del material y\nde la uniformidad.\u003C\u002Fp>\n\n\u003Cp>3.La falta de aseo y de higiene personal que afecte negativamente al proceso\nproductivo y a la imagen de la cooperativa, así como la convivencia con el\nresto de los compañeros y compañeras.\u003C\u002Fp>\n\n\u003Cp>4.No atender al público con la corrección y diligencia debidas.\u003C\u002Fp>\n\n\u003Cp>5.El incumplimiento de los procedimientos y normas recogidas en el manual de\ncentro siempre que por su trascendencia y gravedad no puedan considerarse como\ngraves o muy graves.\u003C\u002Fp>\n\n\u003Cp>6.El abandono del puesto de trabajo sin causa justificada aun cuando sea por\nbreve tiempo.\u003C\u002Fp>\n\n\u003Cp>7.El uso de los teléfonos móviles particulares en el lugar de trabajo.\u003C\u002Fp>\n\n\u003Cp>8.No cursar en tiempo oportuno la justificación exigible cuando se falte al\ntrabajo por motivo justificado a no ser que se pruebe la imposibilidad de\nhaberlo efectuado.\u003C\u002Fp>\n\n\u003Cp>9.El uso en dependencias internas de la cooperativa de bolsas u objetos con\nsímbolos o logotipos identificables con empresas de nuestra competencia.\u003C\u002Fp>\n\n\u003Ch3 id=\"L709\">Artículo 46. Faltas graves.\u003C\u002Fh3>\n\n\u003Cp>1.Faltar un día al trabajo durante el período de un mes sin causa\njustificada o la debida autorización.\u003C\u002Fp>\n\n\u003Cp>2.Más de tres faltas de puntualidad en un mes sin que exista causa\njustificada o bien, el exceso en sesenta minutos de dicha impuntualidad en su\nconjunto en cualquier caso y en el mismo período de tiempo.\u003C\u002Fp>\n\n\u003Cp>3.Descuido o negligencia en la conservación de los géneros, materiales,\nmercancías en instalaciones de la cooperativa, así como el descuido o\nnegligencia que generen accidentes de trabajo o pongan en riesgo la seguridad y\nsalud en el trabajo propia o de los compañeros y compañeras.\u003C\u002Fp>\n\n\u003Cp>4.Falta notoria del respeto y consideración debida al público o\ncompañeros y compañeras de trabajo. \u003C\u002Fp>\n\n\u003Cp>5.La desobediencia a las órdenes de las personas responsables en cualquier\nmateria de trabajo; si la misma implicase quebranto manifiesto de la disciplina\no de ella se derivase perjuicio grave para la cooperativa se considerará falta\nmuy grave.\u003C\u002Fp>\n\n\u003Cp>6.Entregarse a juegos o distracciones, cualesquiera que sean, durante el\ntiempo de trabajo.\u003C\u002Fp>\n\n\u003Cp>7.La reincidencia en falta leve, aunque sea de distinta naturaleza dentro de\nun trimestre y habiendo mediado comunicación escrita.\u003C\u002Fp>\n\n\u003Cp>8.La prestación del trabajo bajo los efectos del alcohol, estupefacientes o\nsustancias psicotrópicas, manifestados en el lugar del trabajo.\u003C\u002Fp>\n\n\u003Cp>9.No respetar por negligencia, descuido o voluntad propia, las medidas de\nprotección y de prevención derivadas de la Planificación de la Actividad\nPreventiva y muy especialmente la negativa al uso correcto de los Equipos de\nProtección Individual (EPI) y el consumo de alcohol y drogas en aquellos\npuestos en los que la evaluación de riesgos lo prohíba expresamente, siempre\nque no se haya producido un resultado lesivo para la seguridad o salud de las\npersonas trabajadoras.\u003C\u002Fp>\n\n\u003Ch3 id=\"L729\">Artículo 47. Faltas muy graves.\u003C\u002Fh3>\n\n\u003Cp>1.Faltar más de un día al trabajo durante el período de un mes sin causa\njustificada o la debida autorización, así como la acumulación de más de\ncinco faltas repetidas e injustificadas de puntualidad o retrasos, cuando en un\nmes equivalgan a media jornada laboral.\u003C\u002Fp>\n\n\u003Cp>2.La simulación de enfermedad o accidente, así como la falsedad en la\ncausa motivadoras de los permisos, retribuidos o no retribuidos, suspensiones\ndel contrato o excedencias.\u003C\u002Fp>\n\n\u003Cp>3.La trasgresión de la buena fe contractual, así como la deslealtad o el\nabuso de confianza en el desempeño del trabajo.\u003C\u002Fp>\n\n\u003Cp>4.La aceptación de favores o recompensas de cualquier índole en perjuicio\nde los intereses de la cooperativa.\u003C\u002Fp>\n\n\u003Cp>5.El robo, hurto o malversación cometidos tanto a la cooperativa como a los\ncompañeros y compañeras de trabajo o a cualquier persona dentro de las\ndependencias de la empresa o, durante el tiempo de trabajo, en cualquier otro\nlugar.\u003C\u002Fp>\n\n\u003Cp>6.El consumo de productos propiedad de la cooperativa que no hayan sido\npreviamente abonados, así como venderse o cobrarse a sí mismo\u002Fa.\u003C\u002Fp>\n\n\u003Cp>7.Uso fraudulento de las tarjetas, cupones, vales o de cualquier promoción\ncomercial o descuento, en beneficio propio o de terceras personas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">8.Los malos tratos de palabra u obra a los compañeros y compañeras, abuso\nde autoridad, falta de respeto o consideración a las personas responsables o\nfamiliares, así como a los compañeros y compañeras de trabajo y al público\nen general.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.La disminución continuada y voluntaria en el rendimiento normal en el\ntrabajo siempre que no esté motivada por derecho alguno reconocido por las\nleyes.\u003C\u002Fp>\n\n\u003Cp>10.La embriaguez habitual o toxicomanía si repercuten negativamente en el\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>11.Realizar negociaciones de comercio o industria por cuenta propia o de\notra persona sin expresa autorización de la empresa.\u003C\u002Fp>\n\n\u003Cp>12.Hacer desaparecer, inutilizar o causar desperfectos en materiales,\nútiles, herramientas, maquinaria, aparatos, instalaciones, edificios, enseres\ny documentos de la cooperativa, así como emplearlos para uso propio o sacarlos\nde las dependencias de la empresa sin la debida autorización.\u003C\u002Fp>\n\n\u003Cp>13.El comportamiento que suponga un trato discriminación muy grave hacia\ncompañeros o compañeras, personas responsables o familiares y al público en\ngeneral por motivos de orientación sexual, identidad y expresión de género,\ncaracterísticas sexuales, origen étnico o racial, edad, discapacidad u otras\ncondiciones personales o sociales.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cp>14.El acoso sexual, entendido como tal cualquier comportamiento, verbal o\nfísico, de naturaleza sexual que tenga el propósito o produzca el efecto de\natentar contra la \u003C\u002Fp>\n\n\u003Cp>dignidad de una persona, en particular cuando se crea un entorno\nintimidatorio, degradante u ofensivo.\u003C\u002Fp>\n\n\u003Cp>15.El acoso por razón de sexo, que supone cualquier comportamiento\nrealizado en función del sexo de una persona, con el propósito o el efecto de\natentar contra su dignidad y de crear un entorno intimidatorio, degradante u\nofensivo.\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>16.El acoso laboral, definido como todo comportamiento atentatorio a la\ndignidad de la persona, ejercido de forma reiterada, potencialmente lesivo y no\ndeseado, dirigido contra una o más personas trabajadoras, en el lugar de\ntrabajo o por consecuencia del mismo.\u003C\u002Fp>\n\n\u003Cp>17.La utilización para uso propio y particular de los medios materiales y\nelementos de comunicación de la cooperativa (en especial el teléfono,\ninternet y correo electrónico); quedando facultada la empresa para acceder a\nlas comunicaciones con el objeto de verificar el fraude cuando existan indicios\nrazonables de uso indebido de los mismos.\u003C\u002Fp>\n\n\u003Cp>18.No respetar por negligencia, descuido o voluntad propia, las medidas de\nprotección y de prevención derivadas de la Planificación de la Actividad\nPreventiva y muy especialmente la negativa al uso correcto de los Equipos de\nProtección Individual (EPI) y el consumo de alcohol y drogas en aquellos\npuestos en los que la evaluación de riesgos lo prohíban expresamente, y se\nhaya producido un resultado lesivo para la seguridad y salud de las personas\ntrabajadoras.\u003C\u002Fp>\n\n\u003Cp>19.El consumo, aunque ocasional, durante la jornada laboral y en las\ndependencias de la cooperativa, de estupefacientes, sustancias psicotrópicas\ny, en general, de productos cuyo comercio sea ilegal.\u003C\u002Fp>\n\n\u003Cp>20.La reincidencia en falta grave, aunque sea de distinta naturaleza,\nsiempre que se cometa dentro de un período de seis meses desde la primera.\u003C\u002Fp>\n\n\u003Ch3 id=\"L773\">Artículo 48. Régimen de sanciones y prescripción.\u003C\u002Fh3>\n\n\u003Cp>Para la imposición de las sanciones se seguirán los trámites previstos en\nla legislación general. Las sanciones máximas que podrán imponerse en cada\ncaso atendiendo a la gravedad de las faltas cometidas serán las siguientes:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1.Por faltas leves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a)Amonestación verbal.\u003C\u002Fp>\n\n\u003Cp>b)Amonestación por escrito.\u003C\u002Fp>\n\n\u003Cp>c)Suspensión de empleo y sueldo de hasta tres días.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Por faltas graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a) Suspensión de empleo y sueldo de cuatro a quince días.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.Por faltas muy graves:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a)Suspensión de empleo y sueldo de dieciséis a sesenta días.\u003C\u002Fp>\n\n\u003Cp>b)Rescisión del contrato por despido disciplinario.\u003C\u002Fp>\n\n\u003Cp>4.Las faltas prescribirán a los diez días las leves, a los veinte días\nlas graves y a los sesenta días las muy graves y en todo caso, a los seis\nmeses de haberse cometido. El plazo comenzará a contar a partir de la fecha en\nque la cooperativa tuvo conocimiento de la comisión de la falta. \u003C\u002Fp>\n\n\u003Ch2 id=\"L799\">CAPÍTULO VI Derechos sindicales\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3 id=\"L801\">Artículo 49. Horas sindicales, uso y racionalización.\u003C\u002Fh3>\n\n\u003Cp>1.Las personas integrantes de los Comités de Empresa y los Delegados\nSindicales, disfrutarán de los derechos y garantías reconocidos legalmente.\nComo quiera que existe diversidad de centros donde el número de personas por\nsecciones es pequeño, en el uso de las horas sindicales se procurará el\nmáximo plazo de preaviso a la empresa al objeto de poder planificar la\nausencia de la persona trabajadora.\u003C\u002Fp>\n\n\u003Cp>2.Los Sindicatos podrán utilizar el sistema de acumulación de horas a\nnivel de empresa, a cuyo efecto las personas Delegadas de Personal, integrantes\nde los Comités de Empresa y Delegados Sindicales podrán renunciar a todo o a\nparte del crédito de horas que la legislación les reconozca en cada momento a\nfavor de otra persona representante siempre que se corresponda con el mismo\nsindicato.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L807\">Artículo 50. Comité intercentros.\u003C\u002Fh3>\n\n\u003Cp>1.Al amparo de lo establecido en el artículo 63.3 del Estatuto de los\nTrabajadores, se podrá constituir, un comité intercentros, como órgano de\nrepresentación colegiado, para servir de resolución de todas aquellas\nmaterias que, excediendo de las competencias propias de los comités de centro\no personas delegadas de personal, por ser cuestiones que afectan a varios\ncentros de una misma empresa, especialmente la negociación colectiva, y que\ndeban ser tratados con carácter general.\u003C\u002Fp>\n\n\u003Cp>2.El número máximo de integrantes del comité será de trece. La\ndesignación de integrante del comité intercentros se realizará por las\nsecciones sindicales mediante comunicación dirigida a la dirección de la\ncooperativa. El comité elegido deberá necesariamente guardar la\nproporcionalidad de los sindicatos según los resultados electorales obtenidos\nglobalmente al nivel de empresa.\u003C\u002Fp>\n\n\u003Cp>3.El comité intercentros se regirá en su funcionamiento por las normas\nestablecidas en el Estatuto de los Trabajadores para los comités de empresa, y\nsus decisiones en las materias de su competencia serán vinculantes para la\ntotalidad de las personas trabajadoras. Todos los gastos derivados de la\ncelebración de las reuniones del comité intercentros correrán a cargo de la\nempresa, previa autorización y justificación.\u003C\u002Fp>\n\n\u003Cp>4.Específicamente asumirá la información y seguimiento de los compromisos\nsociales previstos en el presente convenio y específicamente la capacidad de\nacordar lo previsto en el artículo 44.4 del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2 id=\"L819\">CAPÍTULO VII Salud laboral y prevención de riesgos\nlaborales\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L821\">Artículo 51. Seguridad y salud laboral.\u003C\u002Fh3>\n\n\u003Cp>La protección de la salud de las personas trabajadoras constituye un\nobjetivo básico y prioritario de las partes firmantes y consideran que para\nalcanzarlo se requiere el establecimiento y planificación de una acción\npreventiva en los centros de trabajo que tenga por fin la eliminación o\nreducción de los riesgos en su origen, a partir de su evaluación, adoptando\nlas medidas necesarias, tanto en la corrección de la situación existente como\nen la evolución técnica y organizativa de la cooperativa, para adaptar el\ntrabajo a la persona y proteger su salud. En cuantas materias afecten a la\nprevención de la salud y la seguridad de las personas trabajadoras, serán de\naplicación las disposiciones contenidas en la Ley 31\u002F1995, de 8 de noviembre,\nde Prevención de Riesgos Laborales, y normativa concordante. \u003C\u002Fp>\n\n\u003Ch3 id=\"L825\">Artículo 52. Comité de seguridad y salud intercentros.\u003C\u002Fh3>\n\n\u003Cp>1.Dada la dispersión geográfica de los centros de trabajo de la\ncooperativa, se acuerda la constitución de un comité de seguridad y salud\nintercentros, que estará formado, tal y como se prevé en el artículo 38 de\nla Ley 31\u002F1995, de una parte por los personas delegadas de prevención y\nrepresentantes del personal socio de trabajo en proporción a su número en la\nempresa, y por las personas representantes de la dirección de la cooperativa\npor la otra.\u003C\u002Fp>\n\n\u003Cp>2.Podrán participar con voz pero sin voto en las reuniones del comité de\nseguridad y salud las personas responsables técnicas del Servicio de\nPrevención de la cooperativa (no incluidos en la composición del comité de\nseguridad y salud), personal con especial cualificación o información\nrespecto de concretas cuestiones que se debatan y personal técnico de\nprevención ajeno a la empresa, siempre que así lo solicite una de las\nrepresentaciones en el comité. La reunión será trimestral, y siempre que lo\nsolicite alguna de las representaciones en el mismo. El comité adoptará sus\npropias normas de funcionamiento.\u003C\u002Fp>\n\n\u003Cp>3.El comité de seguridad y salud deberá ser informado de todas aquellas\ndecisiones relativas a la tecnología y organización del trabajo que tengan\nrepercusión sobre la salud física y mental de las personas trabajadoras.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch2 id=\"L835\">CAPÍTULO VIII Otros derechos sociales\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L837\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Ch3 id=\"L837\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">Artículo 53. Protección a la maternidad\u003C\u002Fdiv>\u003C\u002Fdiv>.\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-riskassessment\">\u003Cp>1.La evaluación de los riesgos prevenidos en el artículo 16 de la Ley\n31\u002F95, deberá comprender la determinación de la naturaleza, el grado y la\nduración de la exposición de las trabajadoras en situación de embarazo o\nparto reciente a agentes, procedimientos o condiciones de trabajo que puedan\ninfluir negativamente en la salud de las trabajadoras o del feto, en cualquier\nactividad susceptible de presentar un riesgo específico, con especial mención\nen el caso de las trabajadoras que prestan servicios en los puntos de venta del\nmanejo de cargas. Si los resultados de la evaluación revelasen un riesgo para\nla seguridad y la salud o una posible repercusión sobre el embarazo o la\nlactancia de las citadas trabajadoras, la empresa adoptará las medidas\nnecesarias para evitar la exposición a dicho riesgo, a través de una\nadaptación de las condiciones o del tiempo de trabajo de la trabajadora\nafectada. Dichas medidas incluirán, cuando resulte necesario, la no\nrealización de trabajo nocturno o de trabajo a turnos.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>2.Cuando la adaptación de las condiciones o del tiempo de trabajo no\nresultase posible o, a pesar de tal adaptación, las condiciones de un puesto\nde trabajo pudieran influir negativamente en la salud de la trabajadora\nembarazada o del feto, y así lo certifiquen los servicios médicos del\nInstituto Nacional de la Seguridad Social o de la mutua de accidentes de\ntrabajo, con el informe del médico del servicio nacional de la salud que\nasista facultativamente a la trabajadora, ésta deberá desempeñar un puesto\nde trabajo o función diferente y compatible con su estado. La empresa deberá\ndeterminar, previa consulta con la representación de los trabajadores, la\nrelación de los puestos de trabajo exentos de riesgos a estos efectos. El\ncambio de puesto o función se llevará a cabo de conformidad con las reglas y\ncriterios que se apliquen en los supuestos de movilidad funcional y tendrá\nefectos hasta el momento en que el estado de salud de la trabajadora permita su\nreincorporación al anterior puesto. En el supuesto de que, aun aplicando las\nreglas señaladas en el párrafo anterior, no existiese puesto de trabajo o\nfunción compatible, la trabajadora podrá ser destinada a un puesto no\ncorrespondiente a su grupo o categoría equivalente, si bien conservará el\nderecho al conjunto de retribuciones de su puesto de origen.\u003C\u002Fp>\n\n\u003Cp>3.Si dicho cambio de puesto no resultara técnica u objetivamente posible, o\nno pueda razonablemente exigirse por motivos justificados, podrá declararse el\npaso de la \u003C\u002Fp>\n\n\u003Cp>trabajadora afectada a la situación de suspensión del contrato por riesgo\ndurante el embarazo, contemplada en el artículo 45.1.e) del Estatuto de los\nTrabajadores, durante el período necesario para la protección de su seguridad\no de su salud y mientras persista la imposibilidad de reincorporarse a su\npuesto anterior o a otro puesto compatible con su estado.\u003C\u002Fp>\n\n\u003Cp>4.Lo dispuesto anteriormente será también de aplicación durante el\nperíodo de lactancia, si las condiciones de trabajo pudieran influir\nnegativamente en la salud de la mujer o del bebé y así lo certificase el\nmédico o médica que, en el régimen de Seguridad Social aplicable, asista\nfacultativamente a la trabajadora.\u003C\u002Fp>\n\n\u003Ch3 id=\"L849\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch3 id=\"L849\">Artículo 54. Formación en el trabajo.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>Las partes se comprometen a mantener el fomento y promoción del desarrollo\nprofesional y personal de las personas trabajadoras, contribuyendo con ello a\nla eficacia económica, competitividad y, en definitiva, a la prosperidad de la\nempresa. A tal fin, y entre otras medidas, pactarán la aplicación del acuerdo\nnacional de formación continua.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Ch3 id=\"L853\">Artículo 55. Protocolo de actuación en supuestos de acoso\nsexual, laboral o por razón de sexo.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>1.Constituye acoso sexual cualquier comportamiento, verbal o físico, de\nnaturaleza sexual que tenga el propósito o produzca el efecto de atentar\ncontra la dignidad de una persona, en particular cuando se crea un entorno\nintimidatorio, degradante u ofensivo. El acoso por razón de sexo supone\ncualquier comportamiento realizado en función del sexo de una persona, con el\npropósito o el efecto de atentar contra su dignidad y de crear un entorno\nintimidatorio, degradante u ofensivo. El acoso laboral se define como todo\ncomportamiento atentatorio a la dignidad de la persona, ejercido de forma\nreiterada, potencialmente lesivo y no deseado, dirigido contra una o más\npersonas trabajadoras, en el lugar de trabajo o por consecuencia del mismo.\u003C\u002Fp>\n\n\u003Cp>2.La cooperativa velará por la consecución de un ambiente adecuado en el\ntrabajo, libre de comportamientos indeseados de carácter o connotación sexual\no de cualquier otro tipo, y adoptará las medidas oportunas al efecto cuando\ntenga o pueda tener conocimiento de estas, incluidas aquéllas de carácter\nsancionador. Es voluntad de la empresa establecer las siguientes normas de\ncomportamiento para prevenir situaciones que favorezcan la aparición de casos\nde acoso en el trabajo:\u003C\u002Fp>\n\n\u003Cp>No se actuará de forma individual ni colectiva contra la reputación o la\ndignidad personal de ninguna persona trabajadora. No se actuará de forma\nindividual ni colectiva contra el ejercicio del trabajo de ninguna persona\ntrabajadora, ya sea encomendando un trabajo excesivo o injustificadamente\nescaso, innecesario, para el que no esté cualificada, etc. No se manipulará\nde forma individual ni colectiva la información o comunicación que deba\nrecibir cualquier persona trabajadora para la realización de su trabajo; no\nmanteniéndole en situación de ambigüedad de rol, no informándole sobre\naspectos de sus funciones, responsabilidades, métodos de trabajo, haciendo uso\nhostil de la comunicación tanto explícitamente (amenazándole, criticándole\nacerca de temas tanto laborales como de su vida privada) como implícitamente\n(no dirigiéndole la palabra, no haciendo caso de sus opiniones, ignorando su\npresencia). No se permitirán situaciones de iniquidad mediante el\nestablecimiento de diferencias de trato o mediante la distribución no\nequitativa del trabajo. Cualquiera de las conductas descritas anteriormente,\nserán perseguidas y sancionadas en función de su gravedad.\u003C\u002Fp>\n\n\u003Cp>3.Con independencia de las acciones que puedan interponerse al respecto ante\ncualesquier instancia administrativa o judicial, el procedimiento interno se\niniciara con la denuncia presentada a través de los canales establecido para\nlos casos de acoso y discriminación, ante el Grupo de Análisis, por parte de\nla persona que se entienda afectada por una situación de acoso, a través del\nprocedimiento y la forma que se indica en el apartado siguiente. \u003C\u002Fp>\n\n\u003Cp>4.El Grupo de Análisis es el órgano encargado de gestionar las denuncias,\ny de elevar, al Comité para la prevención del acoso y la discriminación,\nórgano encargado tanto de la investigación de acuerdo con el procedimiento\nprevisto reglamentariamente, como de resolver y comunicar la resolución a la\npersona denunciante. El objetivo específico del Comité para la prevención\ndel acoso y la discriminación es garantizar, a todos los niveles de la\norganización, que se mantienen las medidas de prevención, detección y\nactuación más adecuadas frente a cualquier tipo de acoso, vigilando los\nderechos de los trabajadores y trabajadoras. Cualquier persona trabajadora que\nsufra o detecte un caso de acoso, puede ponerse en contacto con el Grupo de\nanálisis, a través del correo electrónico prevenciondelacoso@consum.es, o a\ntravés del canal de denuncias implantado en la cooperativa\n(www.consum.es\u002Fcodigo-etico-canal-denuncias) rellenando el modelo de denuncia\nque se le proporcionará debiendo aportar toda la información necesaria\nreferente al conflicto. El acceso a la información corresponde exclusivamente\na las personas que componen el Grupo de Análisis, garantizándose en todo\nmomento la confidencialidad y el anonimato, así como las previsiones legales\nen materia de protección de datos de carácter personal.\u003C\u002Fp>\n\n\u003Cp>5.Presentada la denuncia, el Grupo de Análisis, si así se estima, elevará\nla misma, al Comité para la prevención del acoso y la discriminación,\nórgano que se encargará de la investigación a través del grupo de\ninvestigación constituido al efecto, de acuerdo con el procedimiento previsto\nreglamentariamente, así como de resolver y comunicar la resolución a la\npersona denunciante, en los plazos previstos. Durante el proceso de\ninvestigación se recabará la información necesaria y suficiente para\ndeterminar si existe o no cualquier situación de acoso o discriminación,\ngarantizándose en todo momento en derecho y protección a las personas, la\nconfidencialidad y el derecho a información, proporcionando un trato justo,\ntramitando el proceso con la debida diligencia y celeridad.\u003C\u002Fp>\n\n\u003Cp>6.La constatación de la existencia de cualquier tipo de acoso en el caso\ndenunciado dará lugar, entre otras medidas, a la imposición de una sanción\nde índole disciplinaria. A estos efectos cualquier tipo de acoso, ya sea de\ncarácter sexual, laboral o por razón de sexo, en cualquiera de sus\nvertientes, será considerado siempre como falta muy grave.\u003C\u002Fp>\n\n\u003Ch3 id=\"L869\">Artículo 56. Protección especial a las trabajadoras víctimas\nde la violencia de género.\u003C\u002Fh3>\n\n\u003Cp>1.Se entiende por «violencia de género», a los efectos previstos en este\nconvenio, la expresamente declarada como tal por la aplicación de la Ley\nOrgánica 1\u002F2004, según definición de su artículo primero, entendiendo por\ntal la violencia que, como manifestación de la discriminación, la situación\nde desigualdad y las relaciones de poder de los hombres sobre las mujeres, se\nejerce sobre éstas por parte de quienes sean o hayan sido sus cónyuges o de\nquienes estén o hayan estado ligados a ellas por relaciones similares de\nafectividad, aun sin convivencia.\u003C\u002Fp>\n\n\u003Cp>2.Aquellas trabajadoras pertenecientes a la plantilla de la empresa y que\nsean declaradas oficialmente como víctimas de la denominada violencia de\ngénero, les serán de aplicación todos los beneficios al efecto previsto en\nla Ley Orgánica 1\u002F2004, de 28 de diciembre, de medidas de protección integral\ncontra la violencia de género. Entre las mismas cabe destacar las\nsiguientes:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Derecho preferente para ocupar puestos de trabajo\nde igual nivel organizativo si necesitan cambiar las víctimas de\nresidencia.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Permisos de trabajo retribuido a fin de que puedan\nrealizarse las gestiones (cambio de residencia, asistencia a juicios, acudir a\ntratamiento psicológico, etc.).\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Suspensión de la relación laboral con reserva\ndel puesto de trabajo y jornadas flexibles durante el periodo de tiempo\nsuficiente para que la víctima normalice su situación.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Anticipación del periodo vacacional. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violenceleave\">3.Las ausencias o faltas de puntualidad al trabajo motivadas por la\nsituación física o psicológica derivada de la violencia de género se\nconsiderarán justificadas, cuando así lo determinen los servicios sociales de\natención o servicios de salud, según proceda, sin perjuicio de que dichas\nausencias sean comunicadas por la trabajadora a la empresa a la mayor brevedad.\nLas situaciones de violencia que dan lugar al reconocimiento de los derechos\nregulados en este convenio se acreditarán con la orden de protección a favor\nde la víctima. Excepcionalmente, será título de acreditación de esta\nsituación, el informe del Ministerio Fiscal que indique la existencia de\nindicios de que la demandante es víctima de violencia de género hasta tanto\nse dicte la orden de protección.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L885\">Artículo 57. Ayuda económica a las trabajadoras víctimas de la\nviolencia de género.\u003C\u002Fh3>\n\n\u003Cp>1.Todas aquellas trabajadoras que tengan la consideración de víctimas de\nviolencia de género tendrán derecho a cobrar, por una sola vez, una\nasignación de setenta y cinco o ciento cincuenta euros al mes, en función de\nla gravedad de los hechos y durante un período de doce meses, a contar desde\nel primer día del mes natural siguiente al momento en que se acredite la\nsituación. El percibo de la ayuda tendrá una duración de un año, con\nindependencia de la duración de la situación que justifica la misma, por lo\nque el importe máximo a percibir serán mil ochocientos euros, siempre y\ncuando la trabajadora lo siga siendo y esté en activo en la cooperativa\ndurante los doce meses en que se percibe la paga. Esta paga se abonará de una\nsola vez y por el período indicado, por lo que, aun cuando posteriormente se\nproduzcan nuevas situaciones de violencia de género, no se tendrá derecho a\npercibir de nuevo la misma.\u003C\u002Fp>\n\n\u003Cp>2.Para poder disfrutar de ese beneficio, y conforme lo que se dispone en el\nartículo 23 de la Ley Orgánica 1\u002F2004, de 28 de diciembre, de Medidas de\nProtección Integral contra la Violencia de Género, la trabajadora solicitante\ndeberá acreditar debidamente la circunstancia que da derecho a su cobro, es\ndecir, la situación de ser víctima de violencia de género. Podrá acreditar\ndicha circunstancia mediante certificación de los servicios sociales de la\nadministración competentes o del centro de acogida, por resolución judicial,\norden de protección o informe del ministerio fiscal. La cantidad indicada\npodrá ser actualizada anualmente por el consejo rector. La cuantía regulada\nen este artículo se percibirá por la beneficiaria de esta en su integridad,\ncon independencia de su dedicación laboral (total o parcial) y de su tiempo en\nactivo en la cooperativa.\u003C\u002Fp>\n\n\u003Cp>3.Aun cuando no les resulte de aplicación a los hombres la Ley Orgánica\n1\u002F2004, lo dispuesto en el presente artículo será de aplicación también a\naquellos trabajadores que sufran violencia por parte de sus parejas en\nsupuestos análogos a los de violencia de género. En tal caso, para acreditar\nesta situación deberá aportarse sentencia firme o resolución judicial\ncautelar de medida de alejamiento o protección.\u003C\u002Fp>\n\n\u003Ch3 id=\"L893\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-green_trigger\">Artículo 58. Política medioambiental y reducción de la huella\nde carbono.\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>1.La protección del medio ambiente es un principio básico de gestión en\nConsum, S. Coop. V., es por ello por lo que las partes firmantes se comprometen\na aplicar una política de protección del medio ambiente, que debe tender a\nsuperar las exigencias legales. Como fundamento del sistema de gestión\nmedioambiental se establecen en el presente artículo los siguientes conceptos\ny objetivos:\u003C\u002Fp>\n\n\u003Cp>a)Reducción del consumo energético.\u003C\u002Fp>\n\n\u003Cp>b)Reducción del consumo de agua.\u003C\u002Fp>\n\n\u003Cp>c)Reducción del consumo de plástico, papel y otros bienes consumibles.\u003C\u002Fp>\n\n\u003Cp>d)Recogida selectiva y fomento del reciclaje de los residuos generados.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-newtech_trigger\">\u003Cp>e)Introducción de medidas económicas y tecnológicamente viables que\ncomporten un mayor respeto hacia el entorno, estableciendo planes para la\nprevención y reducción de todos los tipos de contaminación y los impactos\nmedioambientales de los distintos procesos de negocio, presentes o en\ndesarrollo (en condiciones normales o en caso de incidentes) dentro de un\nsistema de mejora continua. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>f)Sustitución de aquellos materiales y productos que en su producción y\nutilización provocan un deterioro medioambiental.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes_green\">\u003Cp>g)Fomentar la responsabilidad a todos los niveles de la organización\nrespecto a temas ambientales a través de programas de formación e\ninformación para el personal, colaboradores (clientela, empresas proveedoras y\nsubcontratistas) y organismos.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>h)Mejorar el comportamiento ambiental de las instalaciones y actividades de\nla compañía.\u003C\u002Fp>\n\n\u003Cp>2.En especial, la cooperativa, con el objetivo de compatibilizar la\nreducción de la huella de carbono y la mejora de la conciliación de las\ncondiciones laborales fomentará el acercamiento del lugar de trabajo al\ndomicilio de la persona trabajadora, tanto aprovechando la presencia de centros\nde trabajo en la población de residencia como en la adecuación del puesto de\ntrabajo.\u003C\u002Fp>\n\n\u003Ch3 id=\"L915\">Artículo 59. Política de no discriminación.\u003C\u002Fh3>\n\n\u003Cp>1.Consum, S. Coop. V., declara inaceptables los actos y comportamientos de\ndiscriminación racista, xenófoba, por razón de identidad y expresión de\ngénero, orientación sexual, características sexuales, origen étnico o\nracial, discapacidad u otras condiciones personales o sociales, así como\nformas conexas de intolerancia en general, y específicamente contra el\npersonal inmigrante o minorías étnicas que formen parte de esta\norganización, para lo cual manifiesta su compromiso con la promoción del\nrespeto por la diversidad y la interacción multicultural, garantizando la\naplicación a estos colectivos de igualdad de condiciones laborales, derechos y\nlibertades que para el resto del personal en todas aquellas materias que\nafecten a su relación laboral, especialmente en las referidas a formas y tipos\nde contratación, retribuciones, prevención y seguridad, clasificación y\npromoción, formación, y derecho a prestaciones sociales.\u003C\u002Fp>\n\n\u003Cp>2.Del mismo modo, y en la medida de sus posibilidades, la gestión de la\ndiversidad será parte integrante de la política de gestión de los recursos\nhumanos de la empresa con el objetivo de crear una cultura empresarial en la\ncual cada persona trabajadora, sin distinción alguna, pueda desarrollar\nplenamente sus capacidades y cualidades. Por ello, en consideración con las\nnecesidades socioculturales y familiares específicas de estos grupos, y en\naras de posibilitar su plena integración laboral y su adaptación al entorno\nsocial, desde la organización de la empresa se asumirá el papel de integrador\nsocial y mediador intercultural tratando de ayudar a estas personas para\nconcluir con éxito su adaptación a la dinámica de la empresa y la\nsociedad.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpromotion\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqtraining\">\u003Ch3 id=\"L921\">Artículo 60. Plan de igualdad de oportunidades y no\ndiscriminación.\u003C\u002Fh3>\n\n\u003Cp>Las partes firmantes se comprometen a cumplir y aplicar el Plan de Igualdad\nde oportunidades y no discriminación de la cooperativa, que recoge los\nprincipios generales de respeto, no discriminación e igualdad de trato y de\noportunidades en el ámbito laboral. La finalidad última de la aplicación del\nPlan es la de adoptar medidas dirigidas a evitar cualquier tipo de\ndiscriminación velando, entre otras cuestiones, para que tanto las mujeres\ncomo los hombres gocen de igualdad de oportunidades en cuanto a empleo,\nformación, salario, promoción y el desarrollo de su trabajo.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L925\">Artículo 61. Derecho a la adaptación de la jornada laboral por\ncausa de conciliación de vida familiar y laboral.\u003C\u002Fh3>\n\n\u003Cp>1.Las personas trabajadoras tendrán derecho a solicitar las adaptaciones de\nla duración y distribución de la jornada de trabajo, en la ordenación del\ntiempo de trabajo y en la forma de prestación, incluida la prestación de su\ntrabajo a distancia, para hacer efectivo su derecho a la conciliación de la\nvida familiar y laboral. En el caso de que tengan hijos, tendrán derecho a\nefectuar dicha solicitud hasta que los hijos cumplan doce años. En cualquier\ncaso, se exigirá un preaviso mínimo de quince días naturales antes de\niniciarse los efectos de dicha adaptación. \u003C\u002Fp>\n\n\u003Cp>2.Procedimiento para solicitar y conceder las adaptaciones. La persona\ntrabajadora deberá someter la cuestión por escrito al responsable de la\nunidad productiva correspondiente, con quien podrá alcanzar un acuerdo sobre\nel disfrute y alcance de este derecho. En caso de falta de acuerdo, se\nsometerá la cuestión al Departamento de Personal, en el plazo máximo de una\nsemana, debiendo justificar y acreditar la situación que presenta. El Director\nde Personal, oídas ambas partes, dirimirá la cuestión, y resolverá,\nprocurando buscar alternativas que permitan hacer efectivo este derecho. Se\ndeberá velar por el cumplimiento de todas y cada una de las previsiones y\nrecomendaciones del Plan de Igualdad de la cooperativa, así como de las\nmedidas para conciliar en vigor. En la tramitación de este procedimiento,\ntanto en la solicitud como en la respuesta de la cooperativa, se deberá tener\nen cuenta que las adaptaciones deberán ser razonables y proporcionadas, en\nrelación con las necesidades de la persona y las necesidades organizativas o\nproductivas de la empresa. A tal efecto, serán criterios rectores y\ndeterminantes a la hora de analizar la solicitud los siguientes:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Concurrencia de situaciones similares en el mismo\ncentro de trabajo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Afectación en la organización de la plantilla\ndel centro.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Estudio y análisis de los rangos horarios de\nmayor actividad en el centro de trabajo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Imposibilidad de realización de las tareas\nelementales del socio dentro de la propuesta de adaptación realizada por el\nmismo.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Concurrencia de circunstancias especiales en su\nnúcleo familiar: familias monoparentales, familias numerosas, familiares con\ngrado de dependencia reconocida o discapacidad, etc.\u003C\u002Fp>\n\n\u003Cp>Será necesario que tanto la cooperativa como la persona trabajadora\nargumenten y acrediten razonadamente cada una de las conclusiones alcanzadas.\nLa persona trabajadora tendrá derecho a solicitar el regreso a su jornada o\nmodalidad contractual anterior, una vez concluido el periodo acordado o cuando\nel cambio de las circunstancias así lo justifique, aun cuando no hubiese\ntranscurrido el período previsto.\u003C\u002Fp>\n\n\u003Ch3 id=\"L943\">Artículo 62. Conjunto planificado de medidas y recursos para\nalcanzar la igualdad real y efectiva de las personas LGTBI.\u003C\u002Fh3>\n\n\u003Cp>Las partes suscriben y se adhieren expresamente al contenido del I Plan de\nDiversidad de la cooperativa Consum y sus medidas y recursos para la igualdad\nefectiva de las personas LGTBI, y que se mueven en 7 ejes de actuación:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Eje 1. Cláusulas de igualdad de trato.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Cumplir con el RD 1026\u002F2024 mediante la incorporación explícita de\ncláusulas de no discriminación por orientación sexual, identidad y\nexpresión de género, y características sexuales.\u003C\u002Fp>\n\n\u003Cp>-Mejorar el seguimiento y evaluación de la incorporación de la diversidad\nen la cooperativa.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Eje 2. Acceso al empleo.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Asegurar la inserción laboral de colectivos vulnerables.\u003C\u002Fp>\n\n\u003Cp>-Asegurar que el acceso al empleo no tiene barreras por motivos de\ndiversidad.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Eje 3. Clasificación y promoción profesional.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Mejorar la transparencia y comprensión de los procesos de promoción\ninterna.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Eje 4. Formación, sensibilización y lenguaje.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Iniciar un plan de formación progresivo, práctico y accesible sobre\ndiversidad, derechos LGTBI+ e igualdad de trato para toda la plantilla. \u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Eje 5. Entornos laborales diversos, seguros e\ninclusivos.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Asegurar los derechos y el bienestar de las personas diversas en la\ncooperativa.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Eje 6. Permisos y beneficios sociales.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Garantizar que todas las medidas de conciliación y permisos se formulen\ndesde un enfoque inclusivo, diverso y actualizado.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Eje 7. Régimen disciplinario.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Difundir el protocolo de prevención del acoso.\u003C\u002Fp>\n\n\u003Cp>-Inclusión de forma expresa como falta disciplinaria las conductas\ndiscriminatorias contra la diversidad.\u003C\u002Fp>\n\n\u003Ch3 id=\"L981\">Artículo 63. Protocolo de actuación frente a catástrofes y\notros fenómenos meteorológicos adversos.\u003C\u002Fh3>\n\n\u003Cp>1.El artículo 85.1 del Real Decreto Legislativo 2\u002F2015, de 23 de octubre,\npor el que se aprueba el texto refundido de la Ley del Estatuto de los\nTrabajadores establece la obligación de negociar protocolos de actuación que\nrecojan medidas de prevención de riesgos específicamente referidas a la\nactuación frente a catástrofes y otros fenómenos meteorológicos adversos.\nLa Agencia Estatal de Meteorología, en el Plan Nacional de Predicción y\nVigilancia de Fenómenos Meteorológicos Adversos, establece tres niveles de\naviso, a partir de criterios acordados a nivel europeo, con el siguiente\nsignificado:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Nivel amarillo: No existe riesgo meteorológico\npara la población en general. El peligro es bajo, pero los bienes y la\npoblación vulnerables o en zonas expuestas al FMA podrían sufrir algunos\nimpactos.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Nivel naranja: Existe un riesgo meteorológico\nimportante (fenómenos meteorológicos no habituales y con cierto grado de\npeligro para las actividades usuales) Los bienes y la población vulnerables o\nen zonas expuestas podrían sufrir impactos graves.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Nivel rojo: El riesgo meteorológico es extremo\n(fenómenos meteorológicos no habituales, de intensidad excepcional y con un\nnivel de riesgo para la población muy alto). Los bienes y la población\nvulnerables o en zonas expuestas podrían sufrir impactos muy graves o\ncatastróficos.\u003C\u002Fp>\n\n\u003Cp>En este sentido, las partes acuerdan el siguiente conjunto de medidas\nmínimas de prevención de riesgos específicamente referidas a la actuación\nfrente a catástrofes y otros fenómenos meteorológicos adversos.\u003C\u002Fp>\n\n\u003Cp>2.Ámbito de aplicación. El protocolo se aplica a todo el personal de la\ncooperativa para su activación en los siguientes supuestos:\u003C\u002Fp>\n\n\u003Cp>a)Como consecuencia de las recomendaciones, limitaciones o prohibiciones a\ndesplazamiento establecidas por las autoridades competentes.\u003C\u002Fp>\n\n\u003Cp>b)Así como cuando concurra una situación de riesgo grave e inminente,\nincluidas las derivadas de una catástrofe o fenómeno meteorológico\nadverso.\u003C\u002Fp>\n\n\u003Cp>Su efectividad se extenderá tanto al personal cuyo centro de trabajo o su\ndomicilio radique en una zona afectada directamente como al personal que no se\nencuentre en dichos supuestos, pero deba atravesar una zona afectada para\ndesplazarse desde su domicilio a su centro de trabajo, o viceversa, o deba\nrealizar algún desplazamiento por razón de trabajo.\u003C\u002Fp>\n\n\u003Cp>3.Actuaciones preventivas. En cumplimiento de las obligaciones previstas en\nel artículo 20 de la Ley 31\u002F1995, de 8 de noviembre, de Prevención de Riesgos\nLaborales, la cooperativa deberá designar al personal encargado de poner en\npráctica las medidas de prevención de riesgos específicamente referidas a la\nactuación frente a catástrofes y \u003C\u002Fp>\n\n\u003Cp>otros fenómenos meteorológicos adversos, así como comprobar\nperiódicamente, en su caso, su adecuación conforme a la normativa específica\nde aplicación.\u003C\u002Fp>\n\n\u003Cp>4.Actuaciones en caso de riesgo grave e inminente.\u003C\u002Fp>\n\n\u003Cp>La cooperativa, con la participación de las personas designadas adoptará,\natendiendo a las circunstancias existentes en cada caso, y de acuerdo con las\ninstrucciones dictadas por las autoridades competentes, las siguientes\nmedidas:\u003C\u002Fp>\n\n\u003Cp>a)Informar lo antes posible a todas las personas trabajadoras afectadas\nacerca de la existencia de riesgo grave e inminente derivado de una catástrofe\no fenómeno meteorológico adverso y de las medidas adoptadas o que, en su\ncaso, deban adoptarse de conformidad con lo previsto en los planes de\nautoprotección, emergencia y evacuación.\u003C\u002Fp>\n\n\u003Cp>b)Adoptar las medidas y dar las instrucciones necesarias para que las\npersonas trabajadoras puedan interrumpir su actividad y, si fuera necesario,\nabandonar de inmediato el lugar de trabajo.\u003C\u002Fp>\n\n\u003Cp>c)Garantizar del derecho de las personas trabajadoras a una protección\neficaz en materia de seguridad y salud en el trabajo, para lo cual se reconoce\nel derecho a interrumpir la actividad y abandonar el lugar de trabajo, en caso\nnecesario, cuando dicha actividad entrañe un riesgo grave e inminente para la\nvida o la salud de la persona trabajadora afectada por una catástrofe o\nfenómeno meteorológico adverso.\u003C\u002Fp>\n\n\u003Cp>Todas las personas trabajadoras y sus representantes aplicarán lo\nestablecido en el presente artículo con arreglo a los principios de la acción\npreventiva establecidos en el artículo 15.1 de la Ley 31\u002F1995, de 8 de\nnoviembre, de Prevención de Riesgos Laborales y cumplirán con las\nobligaciones establecidas de conformidad con las reglas de la buena fe y\ndiligencia.\u003C\u002Fp>\n\n\u003Cp>En este sentido, la dirección de la cooperativa podrá adoptar el siguiente\nconjunto de medidas para los supuestos de catástrofes y otros fenómenos\nmeteorológicos adversos:\u003C\u002Fp>\n\n\u003Cp>Nivel amarillo: Se debe acudir o permanecer en el centro de trabajo de la\nforma habitual. El personal deberá mantenerse atento a la información que\nemitan los órganos competentes.\u003C\u002Fp>\n\n\u003Cp>Nivel naranja: Se debe acudir o permanecer en el centro de trabajo de la\nforma habitual. El personal deberá mantenerse atento y preparado a la\ninformación que emitan los órganos competentes.\u003C\u002Fp>\n\n\u003Cp>El personal deberá extremar la precaución al circular con vehículos y\nadoptar, entre otras, las siguientes medidas de prevención de riesgos:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Antes de partir, informarse del estado de las\ncarreteras que deben ser transitadas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Circular con las luces encendidas y a velocidad\nreducida.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Circular preferentemente por carreteras\nprincipales y autopistas.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-No cruzar con el vehículo tramos de carretera si\nestán inundados.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Mantenerse atento a las indicaciones del personal\nresponsable superior.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Si la emisión de la alerta se conoce antes de la\nfinalización de la jornada de trabajo, el personal, si dispone de él, deberá\nllevarse obligatoriamente a su domicilio su ordenador portátil o el medio\ntecnológico que corresponda, con la finalidad de poder trabajar a distancia en\nfunción de la evolución de la alerta.\u003C\u002Fp>\n\n\u003Cp>Nivel rojo: Además de las medidas de prevención de riesgos indicadas en el\npunto anterior, la dirección de la empresa analizará la situación de forma\nindividualizada y, en su caso, adoptará las medidas de actuación adicionales\nque considere de entre las relacionadas a continuación: trabajo a distancia,\npermanencia de las personas trabajadoras en el centro de trabajo o en el\ndomicilio o cualquier otra medida que se estime adecuada en atención a la\ngravedad de la situación. En este nivel, se mantendrá a los empleados\ninformados sobre la alerta y medidas a seguir. La comunicación se realizará\nverbalmente, a través de correo electrónico, llamada telefónica o\naplicaciones de mensajería instantánea. \u003C\u002Fp>\n\n\u003Cp>La cooperativa informará a la representación de las personas trabajadoras\ny a las secciones sindicales de las medidas de actuación que se adopten.\u003C\u002Fp>\n\n\u003Cp>En el supuesto de restricciones, limitaciones o prohibiciones al\ndesplazamiento o acceso al centro de trabajo, así como situaciones de riesgo\ngrave e inminente establecidas oficialmente por una autoridad gubernativa, las\npersonas trabajadoras podrán acogerse al permiso retribuido de hasta cuatro\ndías, con posibilidad de ser ampliado atendiendo a las circunstancias\nconcurrentes en cada caso, de conformidad con los establecido en el artículo\n37.3.g) del Real Decreto Legislativo 2\u002F2015 de 23 de octubre, por el que se\napruebe el texto refundido de la Ley del Estatuto de los Trabajadores.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1043\">Disposición adicional primera.\u003C\u002Fh2>\n\n\u003Cp>La cooperativa tiene instaladas cámaras de vídeo vigilancia en las\nplataformas de mercancías y puntos de venta para la protección del patrimonio\nde la empresa, la seguridad de las personas y para el ejercicio de las\nfunciones de control recogidas en el artículo 20.3 del Estatuto de los\nTrabajadores. Además del público conocimiento derivado de los dispositivos\ninformativos previstos en el artículo 22.4 de la Ley Orgánica 3\u002F2018, de 5 de\ndiciembre, de Protección de Datos Personales y garantía de los derechos\ndigitales, y de la información global, se informará de forma expresa, clara y\nconcisa a las personas trabajadoras y a sus representantes sobre el particular\npor la posibilidad de que las grabaciones puedan utilizarse en caso de\ncomisión de ilícitos laborales en el bien entendido del necesario respeto y\nsalvaguarda del derecho a la intimidad de la persona trabajadora y a la\nprotección de sus datos personales, tal y como previene el artículo 89 de la\ncitada Ley.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1047\">Disposición adicional segunda.\u003C\u002Fh2>\n\n\u003Cp>La cooperativa promoverá la utilización de medios telemáticos, digitales,\nde correspondencia electrónica y redes sociales corporativas, para la\ncomunicación e información entre las personas trabajadoras y la cooperativa,\ny en especial los contratos, prórrogas, recibos de salarios, y en general\ncuanta comunicación jurídico laboral se desarrolle entre la cooperativa y las\npersonas trabajadoras, comunicación de la situación de IT y correspondiente\nalta, así como entrega de copias básicas de los contratos. Esta sistemática\nde comunicación e información se ajustará a la citada Ley Orgánica 3\u002F2018,\nde 5 de diciembre, de Protección de Datos Personales y garantía de los\nderechos digitales.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1051\">Disposición adicional tercera.\u003C\u002Fh2>\n\n\u003Cp>La cooperativa establecerá acuerdos con empresas, para que las personas\ntrabajadoras puedan beneficiarse de condiciones ventajosas de contratación de\nproductos o servicios. Una vez negociadas las condiciones y descuentos, será\nla persona trabajadora quien deberá contratar el servicio o producto con la\nempresa que ofrezca el descuento.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1055\">Disposición adicional cuarta.\u003C\u002Fh2>\n\n\u003Cp>Las partes acuerdan negociar y estipular en atención a la especificidad de\nla cooperativa, la identificación de los puestos de trabajo y funciones\nsusceptibles de ser realizadas a través del trabajo a distancia, las\ncondiciones de acceso y desarrollo de la actividad laboral mediante esta\nmodalidad, la duración máxima del trabajo a distancia, así como contenidos\nadicionales en el acuerdo de trabajo a distancia y cuantas otras cuestiones se\nconsideren necesario regular, en concreto la jornada mínima presencial en el\ntrabajo a distancia, el ejercicio de la reversibilidad al trabajo en los\nlocales de la empresa, un porcentaje o periodo de referencia inferiores a los\nfijados en la Ley 10\u002F2021 de trabajo a distancia, así como las posibles\ncircunstancias extraordinarias de modulación del derecho a la desconexión\ndigital.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1061\">Disposición adicional quinta.\u003C\u002Fh2>\n\n\u003Cp>Desconexión digital. La cooperativa asegurará el derecho a la desconexión\ndigital a fin de garantizar a las personas trabajadoras, fuera del tiempo de\ntrabajo establecido, el respeto de su tiempo de descanso, permisos y\nvacaciones, así como de su intimidad personal y familiar.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1065\">Disposición final primera.\u003C\u002Fh2>\n\n\u003Cp>El convenio colectivo se ha negociado conforme a las reglas de vigencia\nreguladas en los artículos 84.2 y 86.1 del Estatuto de los Trabajadores y\nsucede al anterior convenio al que deroga en su integridad conforme previene el\ncitado artículo 86 en su apartado 4. Las partes signatarias del presente\nconvenio colectivo han agotado en su contexto, la respectiva capacidad de\nnegociación en el tratamiento de las distintas materias que han sido objeto\ndel convenio, por lo que se comprometen a no promover niveles inferiores de\nnegociación que pudieran suponer revisiones de lo pactado.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1069\">Disposición final segunda.\u003C\u002Fh2>\n\n\u003Cp>Las condiciones pactadas en el presente convenio constituyen un todo que no\npodrá ser modificado por disposiciones posteriores, salvo que en cómputo\nglobal y atendiendo a todas y cada una de las condiciones por este convenio\nimplantadas, aquéllas resultarán más beneficiosas, en cuyo caso, se\naplicarán con exclusión absoluta de todos y cada uno de los conceptos\npactados en el presente convenio.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"CBA_MNCOMPA_1":44,"JOBTITLE_trigger":48,"JOBTYPE_descriptions":52,"jobclassifaction1":56,"TRAINING_trigger":59,"trainingprogrammes":62,"trainingprogrammes_green":66,"SOCSEC_trigger":70,"contracttrial":73,"contracttrialperiod":77,"tempagency":80,"sicknesspay":84,"maxsicknesspay":88,"maxsicknesspayperc":90,"sicknessmaxdaysnr":94,"healthcareaccess":96,"healthandsafetypolicy":100,"healthandsafetytraining":104,"protectiveclothing":106,"WORKFAM_trigger":109,"paidmaternityleave":112,"paidmaternityleaveduration":116,"jobsecuritymothers":118,"maternityotherclause":122,"pregnancy":126,"breastfeeding_dangerouswork":128,"riskassessment":130,"alternatives":134,"timeoff":136,"childcare":140,"childcareleave":144,"deathrelatives":146,"deathrelativesleave":150,"marriageleave":152,"nursingmothers":156,"maternity_nursing_breaks_duration":160,"maternity_nursing_breaks_length":163,"breastfeeding_workingtime":167,"GENEQ_trigger":169,"eqpay":173,"gender":177,"discrimination":179,"eqpromotion":183,"eqtraining":185,"sexualhar":187,"violence":191,"violenceleave":195,"WORKHOURS_trigger":199,"hourspyear":202,"PAIDLEAV_trigger":206,"holidaysdays":209,"holidaysweeks":213,"schedulesrestpw":215,"TRADEUNLEAV_trigger":219,"administrativedays":223,"WAGES_trigger":227,"WAGES_determined":230,"PAYSCALES_trigger":234,"STRUCINCR_trigger":238,"ONCERISE_trigger":242,"NOCTPREM_trigger":246,"SUNDAY_trigger":250,"COMMUTE_trigger":254,"green_trigger":258,"newtech_trigger":262},{"bindId":45,"name":46,"text":47},"CBA_MNCOMPA_1","Visto el texto del convenio colectivo de","Visto el texto del convenio colectivo de la empresa Consum, Sociedad\nCooperativa Valenciana (código de convenio número 90012062012002), que fue\nsuscrito con fecha 16 de diciembre de 2025, de una parte por las personas\ndesignadas por la Dirección de la empresa, en representación de la misma, y\nde otra por las secciones sindicales de CC.OO-Servicios y FeSMC-UGT, en\nrepresentación de los trabajadores afectados, y que ha sido subsanado mediante\nacta de fecha 9 de enero de 2026, y de conformidad con lo dispuesto en el\nartículo 90, apartados 2 y 3, de la Ley del Estatuto de los Trabajadores,\ntexto refundido aprobado por el Real Decreto Legislativo 2\u002F2015, de 23 de\noctubre (BOE de 24 de octubre), y en el Real Decreto 713\u002F2010, de 28 de mayo,\nsobre registro y depósito de convenios colectivos, acuerdos colectivos de\ntrabajo y planes de igualdad,",{"bindId":49,"name":50,"text":51},"JOBTITLE_trigger","Artículo 12. Clasificación personal. Las","Artículo 12. Clasificación personal.\n\nLas personas trabajadoras se clasificarán, en función de las exigencias\nprofesionales, formación y contenido general de la prestación definida por\nlas funciones que ocupen predominantemente, en alguno de los siguientes grupos\nprofesionales y en atención a los contenidos específicos que los definen.",{"bindId":53,"name":54,"text":55},"JOBTYPE_descriptions","Grupo 1. Personal Operativo. Personas tr","Grupo 1. Personal Operativo.\n\nPersonas trabajadoras de apoyo necesario para la ejecución de las tareas y\nactividades propias de cada ámbito de actuación.\n\nGrupo 2. Gestores\u002Fas Operativos\u002Fas.\n\nPersonal operativo del máximo nivel de desarrollo en una sección. Es el\nresponsable de coordinar el equipo operativo de la sección en la ejecución de\nlas actividades de esta, en base a criterios y políticas de actuación\ndefinidos por la cooperativa.\n\nGrupo 3. Personal Técnico.\n\nPersonal cualificado y especializado en la ejecución de tareas propias de\nun área, varias áreas o divisiones. En este nivel, el personal técnico asume\nla función de coordinación técnica. Éste se responsabiliza de la ejecución\nde tareas de mayor complejidad y puede coordinar a un equipo formado por\npersonal técnico de menor grado.\n\nGrupo 4. Jefes\u002Fas de unidad.\n\nEjercen la máxima responsabilidad de una unidad de gestión o de una\ntienda, con responsabilidad sobre equipos de trabajo operativos y, en su caso,\nel personal subcontratado externo que trabajan en la misma. Gestiona los\nrecursos económicos, materiales y humanos de los que dispone para la\nconsecución de los objetivos definidos en su unidad.\n\nArtículo 13. Funciones.\n\n1.Las partes han asegurado y garantizado que los factores y condiciones\nconcurrentes en cada uno de los grupos y niveles profesionales respetan los\ncriterios de adecuación, totalidad y objetividad, y el principio de igual\nretribución para puestos de igual valor en los términos establecidos en el\nartículo 4 del Real Decreto 902\u002F2020 y se garantiza la ausencia de\ndiscriminación, tanto directa como indirecta, entre mujeres y hombres en los\ntérminos previstos en el artículo 22.3 del Estatuto de los Trabajadores.\n\n2.La definición de las funciones enumeradas a continuación queda recogida\nen el manual de puestos de trabajo de la cooperativa. Se actualizarán\nañadiendo o eliminando puestos, según las características más próximas a\nlos grupos profesionales, siendo en \n\ncaso de duda la comisión paritaria quien determinará la correcta\nadscripción y, en su caso, modificación.\n\nGrupo 1. Personal Operativo.\n\n-Vendedor\u002Fa. Recepcionista.\n\n-Personal Operativo Departamentos.\n\n-Personal Operativo Plataformas. Chófer.\n\nGrupo 2. Gestores\u002Fas operativos\u002Fas.\n\n-Gestor\u002Fa operativo\u002Fa en Tienda.\n\n-Gestor\u002Fa operativo\u002Fa en Plataformas.\n\n-Gestor\u002Fa operativo\u002Fa en Departamentos.\n\nGrupo 3. Personal Técnico.\n\n-Técnico\u002Fa de departamento.\n\n-Técnico\u002Fa de plataforma.\n\nGrupo 4. Jefes\u002Fas de Unidad.\n\n-Director\u002Fa de tienda.\n\n-Jefe\u002Fa de tienda.\n\n-Jefe\u002Fa de unidad de departamentos.\n\n-Jefe\u002Fa de unidad de plataformas.\n\n-Jefe\u002Fa de área.",{"bindId":57,"name":58,"text":58},"jobclassifaction1","Artículo 12. Clasificación personal.",{"bindId":60,"name":61,"text":61},"TRAINING_trigger","Artículo 54. Formación en el trabajo.",{"bindId":63,"name":64,"text":65},"trainingprogrammes","Las partes se comprometen a mantener el ","Las partes se comprometen a mantener el fomento y promoción del desarrollo\nprofesional y personal de las personas trabajadoras, contribuyendo con ello a\nla eficacia económica, competitividad y, en definitiva, a la prosperidad de la\nempresa. A tal fin, y entre otras medidas, pactarán la aplicación del acuerdo\nnacional de formación continua.",{"bindId":67,"name":68,"text":69},"trainingprogrammes_green","g)Fomentar la responsabilidad a todos lo","g)Fomentar la responsabilidad a todos los niveles de la organización\nrespecto a temas ambientales a través de programas de formación e\ninformación para el personal, colaboradores (clientela, empresas proveedoras y\nsubcontratistas) y organismos.",{"bindId":71,"name":72,"text":72},"SOCSEC_trigger","CAPÍTULO VIII Otros derechos sociales",{"bindId":74,"name":75,"text":76},"contracttrial","Artículo 16. Periodo de prueba. 1.El ing","Artículo 16. Periodo de prueba.\n\n1.El ingreso al trabajo se ajustará a las normas generales sobre\ncolocación, vigentes en cada momento, sin perjuicio de las especificaciones\nque, en esta materia, puedan determinarse en el convenio. Se establecen los\nsiguientes períodos de prueba:\n\n-Contrato indefinido: seis meses.\n\n-Contrato de duración determinada: dos meses para\nel personal de los grupos profesionales III y IV, y quince días para el\npersonal contratado para los grupos profesionales I y II, con el límite del 50\n% de la duración del contrato temporal.\n\n2.Para estimular la contratación de personas que temporalmente hubiesen\nestado vinculadas con la empresa se acuerda que, si en el momento de contratar\na una persona hubiese estado con anterioridad vinculada con la cooperativa por\nun contrato de naturaleza temporal para el mismo grupo profesional, se le\npodrá incluir en el contrato indefinido un periodo de prueba por el tiempo que\nle reste hasta cumplir el periodo seis meses. Por el contrario, si aun estando\nvinculada con la empresa, se le contratara con carácter de indefinido para un\ngrupo profesional distinto, entonces se le podrá incluir un nuevo periodo de\nprueba de seis meses de duración.\n\n3.En los contratos temporales para el mismo grupo profesional solo se podrá\nincluir periodo de prueba en la primera contratación, salvo que hubiese\ntranscurrido más de un año entre las contrataciones anteriores, en cuyo caso\nse aplicará el régimen ordinario del periodo de prueba. En sucesivos\ncontratos temporales en distinto grupo profesional solo se podrá incluir un\nperiodo de prueba del 50 % del régimen ordinario general.\n\n4.La duración del período de prueba pactado, si así se acuerda entre las\npartes en el contrato de trabajo, quedará interrumpida por las situaciones de\nincapacidad temporal, nacimiento, adopción, guarda con fines de adopción,\nacogimiento, riesgo durante el embarazo, riesgo durante la lactancia y\nviolencia de género. El cómputo de dicho período se reanudará una vez\nhubieren finalizado aquéllas, sin perjuicio de poder ejercitar ese derecho\nambas partes durante la situación de suspensión aludida, siempre y cuando no\nsea la causa de suspensión el motivo de no superación del periodo de\nprueba.\n\n5.La persona trabajadora que no supere el periodo de prueba en el supuesto\nde contratación indefinida previsto en el punto 1 del presente artículo,\ntendrá derecho a reclamar una indemnización de cuantía equivalente a la\nparte proporcional de la cantidad que resultaría de abonar un día de salario\npor mes trabajado. \n\n6.La persona trabajadora que dimita de su contrato y por ende cause baja\nvoluntaria, deberá preavisar a la cooperativa con, al menos, quince días de\nantelación. La falta de preaviso, total o parcial dará lugar al descuento\nsalarial legalmente permitido.\n\n7.Si el contrato de trabajo es de duración determinada superior al año, la\nempresa estará obligada a notificar a la persona trabajadora la finalización\nde éste con una antelación mínima de quince días. La falta de preaviso,\ntotal o parcial dará lugar a una indemnización equivalente a los días\nomitidos.\n\n8.La cooperativa deberá entregar información trimestral específica a la\nrepresentación legal de la plantilla y a las secciones sindicales sobre los\nporcentajes de contratación temporal, niveles de empleo y porcentaje de\nindefinidos.",{"bindId":78,"name":79,"text":79},"contracttrialperiod","-Contrato indefinido: seis meses.",{"bindId":81,"name":82,"text":83},"tempagency","2.Contrato por circunstancias de la prod","2.Contrato por circunstancias de la producción.",{"bindId":85,"name":86,"text":87},"sicknesspay","1.Durante la situación de baja derivada ","1.Durante la situación de baja derivada de enfermedad común o accidente,\nsiempre que la relación laboral esté vigente y subsista la obligación\nempresarial de \n\ncotizar, la empresa completará hasta el 100 % del salario a que tuviese\nderecho la persona trabajadora durante un máximo de doce meses. Para el caso\nde IT derivada de enfermedad común será necesario para que se genere el abono\ndel complemento, que la persona trabajadora tenga derecho al pago delegado\nsegún los requisitos establecidos en el Real Decreto-ley 11\u002F2013.",{"bindId":89,"name":86,"text":87},"maxsicknesspay",{"bindId":91,"name":92,"text":93},"maxsicknesspayperc","cotizar, la empresa completará hasta el ","cotizar, la empresa completará hasta el 100 % del salario a que tuviese\nderecho la persona trabajadora durante un máximo de doce meses. Para el caso\nde IT derivada de enfermedad común será necesario para que se genere el abono\ndel complemento, que la persona trabajadora tenga derecho al pago delegado\nsegún los requisitos establecidos en el Real Decreto-ley 11\u002F2013.",{"bindId":95,"name":92,"text":93},"sicknessmaxdaysnr",{"bindId":97,"name":98,"text":99},"healthcareaccess","2.No obstante la persona trabajadora per","2.No obstante la persona trabajadora perderá ese derecho y no se le\ncomplementará cantidad alguna a las prestaciones legales en caso de concurrir\nalguna de las siguientes circunstancias:\n\na)Se negase a someterse a revisión médica que se considere oportuna por\nlos servicios médicos de la empresa o de la entidad que la empresa designe.\nEste derecho de vigilancia y control de la actividad laboral recogido en el\nartículo 20 ET, se ejercerá previo requerimiento a la persona en situación\nde baja para que se presente ante los servicios médicos que se le indiquen; y\nsi no compareciere sin alegar justa causa, perderá el derecho durante todo el\nresto del proceso de baja que le quedase desde que no compareció hasta el\nalta. Los gastos de desplazamientos ocasionados por tal causa correrán a cargo\nde la cooperativa.",{"bindId":101,"name":102,"text":103},"healthandsafetypolicy","CAPÍTULO VII Salud laboral y prevención ","CAPÍTULO VII Salud laboral y prevención de riesgos\nlaborales",{"bindId":105,"name":68,"text":69},"healthandsafetytraining",{"bindId":107,"name":108,"text":108},"protectiveclothing","Artículo 42. Prendas de trabajo.",{"bindId":110,"name":111,"text":111},"WORKFAM_trigger","Artículo 53. Protección a la maternidad",{"bindId":113,"name":114,"text":115},"paidmaternityleave","2.El nacimiento, que comprende el parto ","2.El nacimiento, que comprende el parto y el cuidado de menor de doce meses,\nsuspenderá el contrato de trabajo de la madre biológica y el del progenitor\ndistinto de la madre biológica durante 19 semanas. En los casos de parto\nprematuro y en aquellos en que, por cualquier otra causa, el neonato deba\npermanecer hospitalizado a continuación del parto, el periodo de suspensión\npodrá computarse, a instancia de la madre biológica o del otro progenitor, a\npartir de la fecha del alta hospitalaria. Se excluyen de dicho cómputo las\nseis semanas posteriores al parto, de suspensión obligatoria del contrato de\nla madre biológica.",{"bindId":117,"name":114,"text":115},"paidmaternityleaveduration",{"bindId":119,"name":120,"text":121},"jobsecuritymothers","3.Contrato de duración determinada para ","3.Contrato de duración determinada para la sustitución de una persona\ntrabajadora.\n\nPara sustituir a las personas trabajadoras con derecho a reserva de puesto,\nse podrán celebrar contratos de interinidad al amparo del artículo 15.3) del\nEstatuto de los Trabajadores. Así, a título enunciativo y no limitativo, se\nconviene la posibilidad de su celebración para suplir las ausencias derivadas\nde: Incapacidad Temporal, Nacimiento, Excedencias, permisos retribuidos,\nsuspensiones de empleo y sueldo, sustituciones por formación, y otros permisos\nanálogos debiendo de constar en estos casos en el contrato, el nombre o\nnombres y periodos de las personas trabajadoras objeto de la sustitución, y la\ncausa o causas del mismo, pudiendo acumularse sucesivamente varias de ellas en\nun solo contrato. En este caso la prestación de servicios podrá iniciarse\nantes de que se produzca la ausencia de la persona sustituida, coincidiendo en\nel desarrollo de las funciones el tiempo imprescindible para garantizar el\ndesempeño adecuado del puesto y, como máximo, durante quince días. Asimismo,\nel contrato de sustitución podrá concertarse para completar la jornada\nreducida por otra persona trabajadora, cuando dicha reducción se ampare en\ncausas legalmente establecidas o reguladas en el presente convenio. El contrato\nde sustitución podrá ser también celebrado para la cobertura temporal de un\npuesto de trabajo durante el proceso de selección o promoción para su\ncobertura definitiva mediante contrato fijo, sin que su duración pueda ser en\neste caso superior a tres meses, ni pueda celebrarse un nuevo contrato con el\nmismo objeto una vez superada dicha duración máxima.\n\nEspecialmente se reconoce la contratación para sustitución de vacaciones\npara un colectivo determinable, es decir, bien para suplir la totalidad de las\nvacaciones de un centro, bien de una determinada sección dentro de un centro o\nunidad productiva. En este caso, se hará mencionar con claridad el centro, la\nsección o el grupo de personas que están relacionadas con la sustitución de\nvacaciones, de forma que quede suficientemente acreditada la secuencia o cadena\nde personas que entre ellas están llamadas a sustituirse recíprocamente, en\nfunción de sus posibilidades, sin que ello suponga que el nuevo contrato deba\npertenecer al grupo de cada una de las personas trabajadoras, sino que estará\nencuadrado en el que realmente esté desempeñando sus funciones. Se podrá\ncomenzar el contrato hasta quince días naturales antes de que la primera\npersona trabajadora comience sus vacaciones, para adquirir la formación\nprecisa para el desempeño del puesto; finalizar unos días después, para toma\ny deje de servicio o trabajos; y también podrá existir días intermedios sin\nninguna persona de vacaciones, fruto del concreto calendario que se trate,\nevitando suspensiones contractuales. En estos casos ninguno de los periodos\npodrá exceder de quince días naturales cada uno.",{"bindId":123,"name":124,"text":125},"maternityotherclause","Artículo 53. Protección a la maternidad.","Artículo 53. Protección a la maternidad.\n\n1.La evaluación de los riesgos prevenidos en el artículo 16 de la Ley\n31\u002F95, deberá comprender la determinación de la naturaleza, el grado y la\nduración de la exposición de las trabajadoras en situación de embarazo o\nparto reciente a agentes, procedimientos o condiciones de trabajo que puedan\ninfluir negativamente en la salud de las trabajadoras o del feto, en cualquier\nactividad susceptible de presentar un riesgo específico, con especial mención\nen el caso de las trabajadoras que prestan servicios en los puntos de venta del\nmanejo de cargas. Si los resultados de la evaluación revelasen un riesgo para\nla seguridad y la salud o una posible repercusión sobre el embarazo o la\nlactancia de las citadas trabajadoras, la empresa adoptará las medidas\nnecesarias para evitar la exposición a dicho riesgo, a través de una\nadaptación de las condiciones o del tiempo de trabajo de la trabajadora\nafectada. Dichas medidas incluirán, cuando resulte necesario, la no\nrealización de trabajo nocturno o de trabajo a turnos.",{"bindId":127,"name":111,"text":111},"pregnancy",{"bindId":129,"name":124,"text":124},"breastfeeding_dangerouswork",{"bindId":131,"name":132,"text":133},"riskassessment","1.La evaluación de los riesgos prevenido","1.La evaluación de los riesgos prevenidos en el artículo 16 de la Ley\n31\u002F95, deberá comprender la determinación de la naturaleza, el grado y la\nduración de la exposición de las trabajadoras en situación de embarazo o\nparto reciente a agentes, procedimientos o condiciones de trabajo que puedan\ninfluir negativamente en la salud de las trabajadoras o del feto, en cualquier\nactividad susceptible de presentar un riesgo específico, con especial mención\nen el caso de las trabajadoras que prestan servicios en los puntos de venta del\nmanejo de cargas. Si los resultados de la evaluación revelasen un riesgo para\nla seguridad y la salud o una posible repercusión sobre el embarazo o la\nlactancia de las citadas trabajadoras, la empresa adoptará las medidas\nnecesarias para evitar la exposición a dicho riesgo, a través de una\nadaptación de las condiciones o del tiempo de trabajo de la trabajadora\nafectada. Dichas medidas incluirán, cuando resulte necesario, la no\nrealización de trabajo nocturno o de trabajo a turnos.",{"bindId":135,"name":132,"text":133},"alternatives",{"bindId":137,"name":138,"text":139},"timeoff","h)Las trabajadoras embarazadas tendrán d","h)Las trabajadoras embarazadas tendrán derecho a ausentarse del trabajo,\ncon derecho a remuneración, para la realización de exámenes prenatales y\ntécnicas de preparación al parto, previo aviso y justificación de la\nnecesidad de su realización dentro de la jornada de trabajo. ",{"bindId":141,"name":142,"text":143},"childcare","d)Cinco días o diez medias jornadas cons","d)Cinco días o diez medias jornadas consecutivas en caso de accidente,\nenfermedad grave, hospitalización, intervención quirúrgica sin\nhospitalización que precise reposo domiciliario del cónyuge, pareja de hecho\no parientes consanguíneos o afines hasta el segundo grado, 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, pertenezca a su unidad familiar y que requiera el cuidado\nefectivo de aquella. Cuando haya dos o más personas trabajadoras de la\ncooperativa que sean familiares entre sí y que puedan hacer uso de este\npermiso, y siempre de acuerdo con su responsable, cada una de ellas podrá\ndisfrutar del permiso de forma alterna.",{"bindId":145,"name":142,"text":143},"childcareleave",{"bindId":147,"name":148,"text":149},"deathrelatives","e)Dos días, o cuatro medias jornadas, po","e)Dos días, o cuatro medias jornadas, por el fallecimiento del cónyuge,\npareja de hecho o parientes hasta el segundo grado de consanguinidad o\nafinidad. Cuando con tal motivo la persona trabajadora necesite hacer un\ndesplazamiento, el permiso se ampliará a cuatro días consecutivos.",{"bindId":151,"name":148,"text":149},"deathrelativesleave",{"bindId":153,"name":154,"text":155},"marriageleave","a)Quince días naturales consecutivos en ","a)Quince días naturales consecutivos en caso de matrimonio, contados a\npartir de su celebración. Será de aplicación este mismo permiso a los casos\nde uniones de hecho, ",{"bindId":157,"name":158,"text":159},"nursingmothers","g)En los supuestos de nacimiento de hijo","g)En los supuestos de nacimiento de hijo, adopción, guarda con fines de\nadopción o acogimiento, de acuerdo con el artículo 45.1.d. ET, para la\nlactancia del bebé hasta que este cumpla doce meses, se tendrá derecho a una\nhora de ausencia del trabajo, que podrán dividir en dos fracciones. La\nduración del permiso se incrementará proporcionalmente en los casos de\nnacimiento, adopción, guardia con fines de adopción o acogimiento múltiples.\nSe podrá sustituir este derecho por una reducción de la jornada normal en\nmedia hora con la misma finalidad.\n\nQuien ejerza este derecho podrá acumular el permiso de lactancia retribuido\nen veintitrés días naturales, a disfrutar de forma ininterrumpida después de\nla finalización del permiso por nacimiento de hijo, ya sea éste disfrutado de\nmanera ininterrumpida o fraccionada. En el caso de que se fraccionen, el\npermiso de lactancia acumulada siempre tendrá lugar después de la última\nfracción y antes de que el bebé cumpla doce meses. Este permiso constituye un\nderecho individual de la persona trabajadora, y pueden disfrutarlo ambos\nprogenitores de manera simultánea o sucesiva. No obstante, si dos o más\npersonas trabajadoras de la cooperativa generasen este derecho por el mismo\nsujeto causante, se podrá limitar su ejercicio simultáneo por razones\nfundadas y objetivas de funcionamiento debidamente motivadas por escrito,\ndebiendo en tal caso la cooperativa ofrecer un plan alternativo que asegure el\ndisfrute de ambas personas trabajadoras y que posibilite el ejercicio de los\nderechos de conciliación.",{"bindId":161,"name":158,"text":162},"maternity_nursing_breaks_duration","g)En los supuestos de nacimiento de hijo, adopción, guarda con fines de\nadopción o acogimiento, de acuerdo con el artículo 45.1.d. ET, para la\nlactancia del bebé hasta que este cumpla doce meses, se tendrá derecho a una\nhora de ausencia del trabajo, que podrán dividir en dos fracciones. La\nduración del permiso se incrementará proporcionalmente en los casos de\nnacimiento, adopción, guardia con fines de adopción o acogimiento múltiples.\nSe podrá sustituir este derecho por una reducción de la jornada normal en\nmedia hora con la misma finalidad.",{"bindId":164,"name":165,"text":166},"maternity_nursing_breaks_length","Quien ejerza este derecho podrá acumular","Quien ejerza este derecho podrá acumular el permiso de lactancia retribuido\nen veintitrés días naturales, a disfrutar de forma ininterrumpida después de\nla finalización del permiso por nacimiento de hijo, ya sea éste disfrutado de\nmanera ininterrumpida o fraccionada. En el caso de que se fraccionen, el\npermiso de lactancia acumulada siempre tendrá lugar después de la última\nfracción y antes de que el bebé cumpla doce meses. Este permiso constituye un\nderecho individual de la persona trabajadora, y pueden disfrutarlo ambos\nprogenitores de manera simultánea o sucesiva. No obstante, si dos o más\npersonas trabajadoras de la cooperativa generasen este derecho por el mismo\nsujeto causante, se podrá limitar su ejercicio simultáneo por razones\nfundadas y objetivas de funcionamiento debidamente motivadas por escrito,\ndebiendo en tal caso la cooperativa ofrecer un plan alternativo que asegure el\ndisfrute de ambas personas trabajadoras y que posibilite el ejercicio de los\nderechos de conciliación.",{"bindId":168,"name":165,"text":166},"breastfeeding_workingtime",{"bindId":170,"name":171,"text":172},"GENEQ_trigger","Artículo 7. Igualdad y diversidad en el ","Artículo 7. Igualdad y diversidad en el trabajo.",{"bindId":174,"name":175,"text":176},"eqpay","Las partes firmantes declaran su volunta","Las partes firmantes declaran su voluntad de respetar el principio de\nigualdad de trato en el trabajo a todos los efectos, no admitiéndose\ndiscriminaciones por razón de sexo, estado civil, edad, origen étnico o\nracial, religión, convicciones, discapacidad, condición de salud,\norientación sexual, identidad y expresión de género, características\nsexuales, ideas políticas, afiliación o no a un sindicato, u otra condición\no circunstancia personal o social. Se pondrá especial atención en cuanto al\ncumplimiento de igualdad de oportunidades entre hombres y mujeres en el acceso\nal empleo, promoción profesional, la formación, la estabilidad en el empleo,\ny la igualdad salarial en trabajos de igual valor. La dignidad de la persona,\nlos derechos inviolables que les son inherentes, el libre desarrollo de la\npersonalidad, la integridad física y moral, son derechos fundamentales de la\npersona contemplados en la Constitución Española, además de los derechos\ncontenidos en el Estatuto de los Trabajadores de respeto a la intimidad y a la\nconsideración debida a su dignidad, comprendida la protección frente a las\nofensas verbales o físicas de naturaleza sexual. Las organizaciones\nfirmantes del presente convenio se comprometen a trabajar en la implantación\nde políticas y valores, con distribución de normas y valores claros en todos\nlos niveles de la organización, que garanticen y mantengan entornos laborales\nlibres de acoso donde se respete la dignidad y se facilite el desarrollo de las\npersonas. Por ello manifiestan su compromiso por mantener entornos laborales\npositivos, prevenir comportamientos de acoso y perseguir y solucionar aquellos\ncasos que se produzcan.",{"bindId":178,"name":175,"text":176},"gender",{"bindId":180,"name":181,"text":182},"discrimination","Artículo 60. Plan de igualdad de oportun","Artículo 60. Plan de igualdad de oportunidades y no\ndiscriminación.\n\nLas partes firmantes se comprometen a cumplir y aplicar el Plan de Igualdad\nde oportunidades y no discriminación de la cooperativa, que recoge los\nprincipios generales de respeto, no discriminación e igualdad de trato y de\noportunidades en el ámbito laboral. La finalidad última de la aplicación del\nPlan es la de adoptar medidas dirigidas a evitar cualquier tipo de\ndiscriminación velando, entre otras cuestiones, para que tanto las mujeres\ncomo los hombres gocen de igualdad de oportunidades en cuanto a empleo,\nformación, salario, promoción y el desarrollo de su trabajo.",{"bindId":184,"name":181,"text":182},"eqpromotion",{"bindId":186,"name":181,"text":182},"eqtraining",{"bindId":188,"name":189,"text":190},"sexualhar","Artículo 55. Protocolo de actuación en s","Artículo 55. Protocolo de actuación en supuestos de acoso\nsexual, laboral o por razón de sexo.",{"bindId":192,"name":193,"text":194},"violence","8.Los malos tratos de palabra u obra a l","8.Los malos tratos de palabra u obra a los compañeros y compañeras, abuso\nde autoridad, falta de respeto o consideración a las personas responsables o\nfamiliares, así como a los compañeros y compañeras de trabajo y al público\nen general.",{"bindId":196,"name":197,"text":198},"violenceleave","3.Las ausencias o faltas de puntualidad ","3.Las ausencias o faltas de puntualidad al trabajo motivadas por la\nsituación física o psicológica derivada de la violencia de género se\nconsiderarán justificadas, cuando así lo determinen los servicios sociales de\natención o servicios de salud, según proceda, sin perjuicio de que dichas\nausencias sean comunicadas por la trabajadora a la empresa a la mayor brevedad.\nLas situaciones de violencia que dan lugar al reconocimiento de los derechos\nregulados en este convenio se acreditarán con la orden de protección a favor\nde la víctima. Excepcionalmente, será título de acreditación de esta\nsituación, el informe del Ministerio Fiscal que indique la existencia de\nindicios de que la demandante es víctima de violencia de género hasta tanto\nse dicte la orden de protección.",{"bindId":200,"name":201,"text":201},"WORKHOURS_trigger","CAPÍTULO II Jornada",{"bindId":203,"name":204,"text":205},"hourspyear","1.La jornada máxima anual de trabajo efe","1.La jornada máxima anual de trabajo efectivo queda establecida en mil\nsetecientas setenta horas (1.770). No obstante, si el Consejo Rector acordara\nuna jornada inferior para el personal socio de trabajo de la cooperativa, esta\nserá de aplicación inmediata para el mismo periodo para el personal\ntrabajador.",{"bindId":207,"name":208,"text":208},"PAIDLEAV_trigger","Artículo 28. Vacaciones.",{"bindId":210,"name":211,"text":212},"holidaysdays","1.Toda la plantilla disfrutará de un per","1.Toda la plantilla disfrutará de un periodo de vacaciones anuales\nretribuido de 5 semanas completas. No se considerará a estos efectos como\nvacaciones los festivos incluidos en el calendario laboral y nunca serán\ninferiores a treinta días laborables computados de lunes a sábado y todo ello\ncon independencia de la jornada realizada por cada persona trabajadora.",{"bindId":214,"name":211,"text":212},"holidaysweeks",{"bindId":216,"name":217,"text":218},"schedulesrestpw","6.La jornada ordinaria se desarrollará e","6.La jornada ordinaria se desarrollará en los centros de trabajo de lunes a\nsábados. No obstante, en los centros en los que actualmente existe actividad\nlos domingos, y en aquellos otros que, en el futuro, por razones de demanda\ncomercial o por motivos de competencia, lo aconsejen, la distribución de la\njornada se realizará a lo largo de toda la semana, respetando siempre la\njornada máxima anual establecida en este convenio colectivo. La distribución\ny ejecución de la jornada anual, salvo pacto en contrario, tendrá lugar entre\nel 1 de febrero y el último día de enero del año posterior.",{"bindId":220,"name":221,"text":222},"TRADEUNLEAV_trigger","Artículo 49. Horas sindicales, uso y rac","Artículo 49. Horas sindicales, uso y racionalización.\n\n1.Las personas integrantes de los Comités de Empresa y los Delegados\nSindicales, disfrutarán de los derechos y garantías reconocidos legalmente.\nComo quiera que existe diversidad de centros donde el número de personas por\nsecciones es pequeño, en el uso de las horas sindicales se procurará el\nmáximo plazo de preaviso a la empresa al objeto de poder planificar la\nausencia de la persona trabajadora.\n\n2.Los Sindicatos podrán utilizar el sistema de acumulación de horas a\nnivel de empresa, a cuyo efecto las personas Delegadas de Personal, integrantes\nde los Comités de Empresa y Delegados Sindicales podrán renunciar a todo o a\nparte del crédito de horas que la legislación les reconozca en cada momento a\nfavor de otra persona representante siempre que se corresponda con el mismo\nsindicato.",{"bindId":224,"name":225,"text":226},"administrativedays","c)Por el tiempo indispensable para el cu","c)Por el tiempo indispensable para el cumplimiento de un deber inexcusable\nde carácter público y personal, así como para asistir a consultas médicas\nque se engloben dentro de los servicios asistenciales de la Seguridad\nSocial.",{"bindId":228,"name":229,"text":229},"WAGES_trigger","CAPÍTULO IV Régimen retributivo",{"bindId":231,"name":232,"text":233},"WAGES_determined","Artículo 33. Estructura salarial. Las re","Artículo 33. Estructura salarial.\n\nLas retribuciones del personal incluido en el ámbito de aplicación del\npresente convenio estarán distribuidas, en su caso, entre el salario base de\nnivel organizativo, salario base personal y, en su caso, complementos. Todos\nlos conceptos retributivos se entienden brutos, calculados en cómputo anual e\ninclusión de pagas extraordinarias y vacaciones.\n\nArtículo 34. Salario base de nivel organizativo.\n\n1.Se entiende por salario base de nivel, el salario mínimo establecido en\ncada nivel organizativo y que debe alcanzar la persona trabajadora en función\nde su pertenencia a uno de ellos. Es el salario mínimo de contratación y\nremunera la jornada anual de trabajo a tiempo completo e incluye tres pagas\nextraordinarias.",{"bindId":235,"name":236,"text":237},"PAYSCALES_trigger"," Grupo 1 17.249,42 Grupo 2 18.543,10 Gru","\n  \n  \n  \n  \n    \n      Grupo 1\n      17.249,42\n    \n    \n      Grupo 2\n      18.543,10\n    \n    \n      Grupo 3\n      20.124,27\n    \n    \n      Grupo 4\n      23.286,61\n    \n  \n",{"bindId":239,"name":240,"text":241},"STRUCINCR_trigger","Artículo 39. Incremento salarial. 1.Los ","Artículo 39. Incremento salarial.\n\n1.Los incrementos salariales para el ejercicio 2027 y resto de los años de\nvigencia del convenio serán pactados por la comisión negociadora que se\nconstituirá para tal fin durante el mes de enero de cada uno de los años\nnaturales, y posteriormente se registrarán y publicarán las tablas en el\n«Boletín Oficial del Estado».\n\n2.Si el Consejo Rector de la cooperativa, decidiese para el personal socio\nde trabajo una subida salarial anual superior a la establecida por la comisión\nnegociadora, será de automática aplicación para el personal trabajador por\ncuenta ajena.",{"bindId":243,"name":244,"text":245},"ONCERISE_trigger","Artículo 37. Pagas extraordinarias. La r","Artículo 37. Pagas extraordinarias.\n\nLa retribución establecida en el presente convenio como salario base de\nnivel, se entienden distribuidas con carácter general en quince pagas. Las\ntres pagas extraordinarias se abonarán prorrateadas en doce mensualidades.",{"bindId":247,"name":248,"text":249},"NOCTPREM_trigger","Artículo 26. Trabajo nocturno. 1.El trab","Artículo 26. Trabajo nocturno.\n\n1.El trabajo realizado entre las diez de la noche y las seis de la mañana,\nverá incrementado su retribución del valor de la hora ordinaria en un 25%.",{"bindId":251,"name":252,"text":253},"SUNDAY_trigger","Artículo 27. Trabajo en domingos y festi","Artículo 27. Trabajo en domingos y festivos de apertura\ncomercial.\n\n1.El trabajo en domingo o festivo de apertura comercial autorizada se\ncompensará con un incremento del 100 por 100 sobre la hora ordinaria. La\ncompensación incrementada podrá realizarse mediante descanso, retribución\neconómica o un sistema mixto entre ambos.",{"bindId":255,"name":256,"text":257},"COMMUTE_trigger","2.En el desplazamiento, solamente se abo","2.En el desplazamiento, solamente se abonarán gastos cuando suponga un\nquebranto efectivo para la persona trabajadora. Además, deberán abonarse los\ngastos que sean menores entre los que realmente justifique la persona como\nrealizados o el importe del transporte público que debiera utilizar si este\nfuera más económico. Cuando el tiempo de desplazamiento en transporte\npúblico suponga el 20% de la jornada ordinaria comparada a tiempo completo, se\nadoptará el más favorable para la persona trabajadora. Si son varias personas\nlas que simultáneamente se trasladen y estas optaren por ir en un solo\nvehículo, entonces se abonará a la que realmente soporte el coste.",{"bindId":259,"name":260,"text":261},"green_trigger","Artículo 58. Política medioambiental y r","Artículo 58. Política medioambiental y reducción de la huella\nde carbono.",{"bindId":263,"name":264,"text":265},"newtech_trigger","e)Introducción de medidas económicas y t","e)Introducción de medidas económicas y tecnológicamente viables que\ncomporten un mayor respeto hacia el entorno, estableciendo planes para la\nprevención y reducción de todos los tipos de contaminación y los impactos\nmedioambientales de los distintos procesos de negocio, presentes o en\ndesarrollo (en condiciones normales o en caso de incidentes) dentro de un\nsistema de mejora continua. ","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>VII CONVENIO COLECTIVO DE CONSUM, S. COOP. V. 2026_2029 - 2026\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2026-02-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Fecha de término: → 2029-01-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratificado por: → Ministry\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratificado en: → 2026-01-20\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Nombre de la industria: → Comercio al por menor\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Nombre de la industria: → Comercio al por menor de productos alimenticios, bebidas y tabaco en establecimientos especializados  , Comercio al por menor de productos cosméticos e higiénicos en establecimientos especializados  \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                        FeSMC-UGT Federation of Services, Mobility and Consumption of the General Union of Workers of Spain, CCOO Servicios - CCOO Federacion Servicios\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SEGURIDAD SOCIAL Y PENSIONES\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">El empleador contribuye al fondo de pensión del trabajador: → Not specified\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">El empleador contribuye al fondo para discapacidad del trabajador: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">El empleador contribuye al fondo de desempleo del trabajador: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">CAPACITACIÓN\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Programas de capacitación: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Aprendizajes: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">El empleador contribuye al fondo para capacitación del trabajador: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">ENFERMEDAD E INCAPACIDAD\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Máximo para las indemnizaciones por enfermedad: → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Máximo de días por licencia de enfermedad: → 362 días\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Disposiciones relativas a volver al trabajo después de larga enfermedad, por ejemplo, tratamiento para el cáncer → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Licencia pagada por menstruación → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Indemnización en caso de incapacidad por accidente de trabajo: → No\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: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Asistencia médica para familiares acordada: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribución acordada para seguro médico: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Contribución acordada para seguro médico de familiares: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Política de salud y seguridad acordada: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Capacitación en salud y seguridad acordada: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Vestuario protector facilitado → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Chequeo médico regular o anual o visitas proporcionadas por el empleador → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Seguimiento de los riesgos musculo-esqueléticos de las estaciones de trabajo, riego profesional y\u002Fo relación entre trebajo y salud → Employee involvement in the monitoring, Professional risks, The relationship between work and health\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Apoyo para funeral: → No\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ACUERDOS SOBRE FAMILIA Y TRABAJO\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Licencia de maternidad pagada: → 19 semanas\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Licencia de maternidad pagada restringida a The CBA explicitly refers to the law % de salario básico\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Estabilidad laboral tras la licencia de maternidad: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibición de discriminación relacionada con la maternidad → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibición de obligar a las embarazadas o trabajadoras en lactancia materna para desarrollar trabajos peligrosos o poco saludables → Sí\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Evaluación de riesgos sobre salud y seguridad de las embarazdas o madres con lactancia → Sí\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Posibilidad de alternativas al trabajo peligroso o no saludable para las enbarazadas o trabajadoras en lactancia → Sí\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Tiempo libre para exámenes médicos prenatales: → Sí\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibición de la detección del embarazo antes de la regularización de los trabajadores no estándar: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibición de la detección del embarazo antes de la promoción: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilidades para lactancia: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Cuidados infantiles proporcionados por el empleador: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Cuidados infantiles subsidiados por el empleador: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Subsidio para la educación de los hijos: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Licencia pagada anual en caso de cuidado de parientes: → 5 días\n            \u003C\u002Fdiv>\n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Duración del permiso retibuido en caso de muerte de un pariente: → 2 días\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">TEMAS DE IGUALDAD DE GENERO\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Igual salario para igual valor: → Sí\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Referencia especial al género en la igualdad de pago: → Sí\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Cláusulas de discriminación en el trabajo: → Sí\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Igualdad de oportunidades para la promoción de las mujeres: → Sí\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Igualdad de oportunidades de formación y reciclaje para las mujeres: → Sí\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Dirigente sindical de igualdad de género en el lugar de trabajo? → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Cláusulas sobre acoso sexual en el trabajo: → Sí\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Cláusulas sobre violencia en el trabajo: → Sí\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Permiso especial para trabajadoras\u002Fes sujetas o violencia doméstica o de la pareja: → Sí\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Apoyo a mujeres trabajadoras con discapacidades: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Monitoreo de la igualdad de género → Sí\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">CONTRATOS DE TRABAJO\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Duración del período de prueba: → 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: → Sí\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: → 1770.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Licencia anual pagada: → 25.0 días\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Licencia anual pagada: → 5.0 semanas\n            \u003C\u002Fdiv>\n\n            \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            \u003Cdiv id=\"display-administrativedays\">\n                Permiso pagado para aisitir a juicios o deberes administrativos: →  días\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Disposiciones sobre horarios de trabajo flexible: → Sí\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">SALARIOS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Salarios determinados por medio de escalas de pago: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Ajuste por aumento de costo de vida: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Incremento salarial:\u003C\u002Fh4>\n                \n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Pago extra único:\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Pago extra único por desempeño de la compañía: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Prima por trabajo vespertino o nocturno:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Prima por trabajo vespertino o nocturno: → 125 % de salario básico\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Prima por trabajo nocturno únicamente: → Sí\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Prima por trabajo en Domingo:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Prima por trabajo en Domingo: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Prima por asistencia:\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Vales de alimenos:\u003C\u002Fh4>\n\n            \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",[271],{"title":37,"slug":33},[273],{"type":274,"data":275},"call_to_action_body_block",{"title":276,"description":277,"variant":278,"link":279},"Compare los convenios colectivos","Compara los artículos de los Convenios Colectivos de España entre los diferentes sectores, temas y países.","dark",{"title":276,"url":280,"description":276,"rel":281,"type":282},"\u002Fes-es\u002Ftrabajo-en-espana\u002Fconvenios-colectivos\u002Fcompare-los-convenios-colectivos","follow","internal",[284],{"type":274,"data":285},{"title":276,"description":277,"variant":278,"link":286},{"title":276,"url":280,"description":276,"rel":281,"type":282},[],{"title":17,"seo_title":289,"description":7,"path":290,"redirect_url":7,"locale":18,"children":291},"WageIndicator España: salarios y derechos laborales","\u002Fes-es",[292,377,406],{"title":20,"seo_title":293,"description":7,"path":294,"redirect_url":7,"locale":18,"children":295},"Trabajar en España: salarios y condiciones laborales","\u002Fes-es\u002Ftrabajo-en-espana",[296,300,304,320,369,373],{"title":297,"seo_title":8,"description":7,"path":298,"redirect_url":7,"locale":18,"children":299},"Salario 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famosos","\u002Fes-es\u002Ftrabajo-en-espana\u002Fsalario\u002Ffamosos",[],{"title":321,"seo_title":322,"description":7,"path":323,"redirect_url":7,"locale":18,"children":324},"Leyes laborales","Leyes laborales en España: contratos, salarios","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales",[325,329,333,337,341,345,349,353,357,361,365],{"title":326,"seo_title":8,"description":7,"path":327,"redirect_url":7,"locale":18,"children":328},"Compensación y tiempo de trabajo","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Fcompensacion-y-tiempo-de-trabajo",[],{"title":330,"seo_title":8,"description":7,"path":331,"redirect_url":7,"locale":18,"children":332},"Licencia por enfermedad","\u002Fes-es\u002Ftrabajo-en-espana\u002Fleyes-laborales\u002Flicencia-por-enfermedad",[],{"title":334,"seo_title":8,"description":7,"path":335,"redirect_url":7,"locale":18,"children":336},"Maternidad y 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servicios","\u002Fes-es\u002Fque-hacemos\u002Fdatos-y-servicios",[],{"title":386,"seo_title":8,"description":7,"path":387,"redirect_url":388,"locale":389,"children":390},"Proyectos","\u002Fes-es\u002Fque-hacemos\u002Fproyectos","\u002Fwhat-we-do\u002Fprojects","en",[],{"title":392,"seo_title":8,"description":7,"path":393,"redirect_url":394,"locale":389,"children":395},"Eventos","\u002Fes-es\u002Fque-hacemos\u002Feventos","\u002Fwhat-we-do\u002Fevents",[],{"title":397,"seo_title":8,"description":7,"path":398,"redirect_url":399,"locale":389,"children":400},"Publicaciones","\u002Fes-es\u002Fque-hacemos\u002Fpublicacion","\u002Fwhat-we-do\u002Fpublications",[],{"title":402,"seo_title":8,"description":7,"path":403,"redirect_url":404,"locale":389,"children":405},"Noticias e historias","\u002Fes-es\u002Fque-hacemos\u002Fnoticias-e-historias","\u002Fwhat-we-do\u002Fnews-stories",[],{"title":407,"seo_title":8,"description":7,"path":408,"redirect_url":7,"locale":18,"children":409},"Sobre 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