[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fconvenios-colectivos\u002Fcontrato-colectivo-de-condiciones-de-trabajo-celebrado-entre-el-banco-atl-ntida-s-a-y-el-sindicato-de-trabajadores-del-banco-atl-ntida-2015-2018":3,"menu:\u002Fes-hn:":191,"sites:htmlblocks":360,"subsites":1559,"cite-subsites":5124,"footer:root":5601,"suggested:root":5699,"cite-footer:root":5703},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":21,"data":29,"children":171,"content_type_view":172,"extra_breadcrumbs":173,"body":175,"body_blocks":186,"related_pages":190},2592,"convenios-colectivos","Convenios Colectivos",null,"","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fconvenios-colectivos","collective_agreements.collectiveagreementoverview","es_HN","\u002Fcms\u002Fpages\u002F2592\u002Fedit\u002F",[14,17,20],{"title":15,"slug":16},"Honduras","es-hn",{"title":18,"slug":19},"Trabajo en Honduras","trabajo-en-honduras",{"title":6,"slug":5},{"title":6,"description":8,"image":22,"canonical":23,"robots":24,"og_type":25,"twitter_card":26,"locale":16,"created_at":27,"last_modified_at":28},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fconvenios-colectivos\u002F","index, follow","website","summary_large_image","2025-08-08T13:43:03.288000+02:00","2026-04-02T11:21:47.828153+02:00",{"cba":30,"clauses":41,"details":169,"translations":170},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"contrato-colectivo-de-condiciones-de-trabajo-celebrado-entre-el-banco-atl-ntida-s-a-y-el-sindicato-de-trabajadores-del-banco-atl-ntida-2015-2018","85580826-d5c7-11e6-acb5-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fhonduras\u002Fcontrato-colectivo-de-condiciones-de-trabajo-celebrado-entre-el-banco-atl-ntida-s-a-y-el-sindicato-de-trabajadores-del-banco-atl-ntida-2015-2018\u002Fcontrato-colectivo-de-condiciones-de-trabajo-celebrado-entre-el-banco-atl-ntida-s-a-y-el-sindicato-de-trabajadores-del-banco-atl-ntida-2015-2018\u002F","Contrato Colectivo de Condiciones de Trabajo celebrado entre el Banco Atlántida, S.A. y el Sindicato de Trabajadores del Banco Atlántida, 2015-2017","HND Banco Atlántida S.A. - 2015","Honduras - HND Banco Atlántida S.A. - 2015","HND Banco Atlántida S.A. - 2015 - Servicios financieros, banca, seguros",{"name":39,"data":40},"Banco Atlantida.html","\n \n \n\n\n \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n \u003Ctitle>New2\u003C\u002Ftitle>\n \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>CONTRATO COLECTIVO DE CONDICIONES DE TRABAJO CELEBRADO ENTRE EL BANCO\nATLÁNTIDA, S.A. Y EL SINDICATO DE TRABAJADORES DEL BANCO ATLÁNTIDA,\n2015-2017\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>RECONOCIMIENTO DE LAS PARTES\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 1\u003C\u002Fh3>\n\n\u003Cp>El Banco reconoce al Sindicato su calidad de legítimo representante del\ninterés profesional y general de sus trabajadores afiliados, para el estudio,\nmejoramiento y defensa de sus intereses económicos y sociales y se obliga a\ntratar con los representantes del Sindicato, legalmente acreditados de\nconformidad con las estipulaciones de este Contrato, todos los conflictos y\ndificultades de carácter individual y colectivo que pudieran surgir con motivo\nde la aplicación de este Contrato Colectivo y de las leyes de trabajo de la\nRepública, sin perjuicio del derecho que tienen los trabajadores para\ngestionar sus problemas particulares, directa y personalmente ante los\nrepresentantes del Banco. El Sindicato podrá ser asistido o asesorado por\nrepresentantes de las organizaciones sindicales de nivel superior a las que\nestuviese afiliado. Por su parte, el Sindicato reconoce el derecho legítimo\ndel Banco al Ubre y pleno dominio, posesión, administración y dirección de\nsus bienes, operaciones e intereses y continuará ejerciendo todos los\nderechos, responsabilidades y funciones administrativas sin más limitaciones\nque las establecidas por la Ley y por el presente Contrato Colectivo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coveroccup3\">\u003Ch3>ÁMBITO DE APLICACIÓN DEL CONTRATO COLECTIVO\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 2\u003C\u002Fh3>\n\n\u003Cp>El ámbito de aplicación de este Contrato se extiende a todos los centros\ndonde el Banco realice operaciones de cualquier índole, independientemente de\nsu ubicación geográfica y comprende a todos los trabajadores del mismo.\u003C\u002Fp>\n\n\u003Cp>Se exceptúan:\u003C\u002Fp>\n\n\u003Cp>a) Los trabajadores accidentales y temporales, entendiéndose por tales\naquellos cuya actividad o clase de contrato no exceda de sesenta (60) días,\nquienes únicamente tendrán derecho a los primeros auxilios, al suministro de\nmedicamentos y tratamiento de urgencia en caso de accidente de trabajo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coveroccup4\">\u003Cp>b) Los trabajadores de confianza. Se entiende por trabajadores de confianza,\nlos que representan al Banco y tengan funciones de dirección o de confianza\npersonal, tales como: Gerentes, Subgerentes, Administradores, Jefes de\nPersonal, Jefes de Departamento, Jefes de Divisiones, Jefe de Auditores y la\nSecretaria Ejecutiva de cada uno de ellos, lo mismo que las secretarias que el\nBanco contrate o haya contratado exclusivamente para suplir las ausencias de\nlas anteriormente mencionadas; asimismo, se excluyen los encargados del manejo\nde planillas, el Jefe de Seguridad Interna y el Encargado de Procesamiento de\nPlanillas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Quedan a salvo los derechos y prestaciones que la Ley y su Contrato\nIndividual conceden a este tipo de empleados.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>EXÁMENES MÉDICOS DE INGRESO\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 3\u003C\u002Fh3>\n\n\u003Cp>Antes de ser admitido al servicio del Banco, todo aspirante a emplearse\ndeberá aprobar los exámenes físicos y clínicos que se estimen necesarios\npara determinar su correcto estado de salud.\u003C\u002Fp>\n\n\u003Cp>Tales exámenes serán practicados en los centros de salud que determine la\nInstitución, corriendo por cuenta de la misma los costos correspondientes. La\nrenovación de los exámenes será ordenada siempre que se presenten\ncircunstancias que lo ameriten.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>PERÍODO DE PRUEBA\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 4\u003C\u002Fh3>\n\n\u003Cp>Los trabajadores de nuevo ingreso se sujetarán a un periodo de prueba que\nno podrá exceder de sesenta (60) días, que será la etapa inicial del\nContrato de Trabajo, y tiene por objeto, por parte del Banco, apreciar las\naptitudes del trabajador, y por parte de éste, la conveniencia de las\ncondiciones de trabajo. El período de prueba será remunerado y si a su\ntérmino ninguna de las partes manifiesta su voluntad para dar por terminado el\ncontrato, continuará éste por tiempo indefinido, gozando de los beneficios de\nlos trabajadores permanentes. Durante el período de prueba cualquiera de las\npartes podrá ponerle término al contrato por su propia voluntad, con justa\ncausa o sin ella, sin incurrir en responsabilidad alguna. Los contratos\nrelativos a labores que por su naturaleza sean permanentes o continuos en el\nBanco, se considerarán como celebrados por tiempo indefinido aunque en ellos\nse exprese término de duración, si al vencimiento de dichos contratos\nsubsiste la causa que le dio origen a la materia del trabajo para la\nprestación de servicios o la ejecución de obras iguales o análogas. El\ntiempo de servicio se contará desde la fecha de la relación de trabajo,\naunque no coincida con la del otorgamiento del contrato por escrito. En\nconsecuencia, los contratos a plazo fijo o para obra determinada tienen\ncarácter de excepción y sólo pueden celebrarse en los casos en que así lo\nexija la naturaleza accidental o temporal del servicio que se va a prestar o de\nla obra que se va a ejecutar.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SELECCIÓN DE PERSONAL\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 5\u003C\u002Fh3>\n\n\u003Cp>La selección de personal del Banco se hará empleando un criterio racional\ntendente a detectar a los postulantes más calificados y considerando\nespecialmente la posibilidad de futuro desarrollo de los mismos.\u003C\u002Fp>\n\n\u003Ch3>PREFERENCIA PARA REINGRESO\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 6\u003C\u002Fh3>\n\n\u003Cp>Los trabajadores sindicalizados que habiendo trabajado por más de dos (2)\naños en el Banco hayan cesado por reajuste de personal, serán preferidos para\nregresar al Banco cuando existan puestos vacantes que no hayan sido cubiertos\npor el personal laborante en la Institución y cuando el Banco determine\nincremento de personal, siempre que esto ocurra dentro de los doce (12) meses\nsiguientes contados a partir de la fecha de su separación del cargo y\ncumpliendo los requisitos de ingreso establecidos en este Contrato, excepción\nhecha del examen de competencia.\u003C\u002Fp>\n\n\u003Ch3>PORCENTAJE DE TRABAJADORES HONDURENOS\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 7\u003C\u002Fh3>\n\n\u003Cp>El Banco se obliga a contratar para el desempeño de sus funciones\npermanentes no menos del noventa y cinco por ciento (95%) de trabajadores\nhondureños.\u003C\u002Fp>\n\n\u003Ch3>PRELACIÓN EN CASO DE REAJUSTE DE PERSONAL \u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 8\u003C\u002Fh3>\n\n\u003Cp>En caso de reajuste de personal por reducción de puestos, en cada\ncategoría y en cada centro de trabajo, previa revisión de las respectivas\nHojas de Servicio, se tomará en cuenta para que sigan laborando los\ntrabajadores de la mayor antigüedad y en igualdad de condiciones se preferirá\na los trabajadores sindicalizados. Respetando el factor antigüedad el reajuste\npodrá continuar conforme al orden siguiente:\u003C\u002Fp>\n\n\u003Cp>1.Trabajadores extranjeros\u003C\u002Fp>\n\n\u003Cp>2.Trabajadores no Sindicalizados\u003C\u002Fp>\n\n\u003Cp>3.Trabajadores Sindicalizados sin hijos\u003C\u002Fp>\n\n\u003Cp>4.Trabajadores Sindicalizados de menor antigüedad.\u003C\u002Fp>\n\n\u003Cp>Cuando un trabajador considere que ha sido reajustado en violación de la\nprelación aquí establecida, tendrá derecho a pedir revisión del expediente\nen que se haya basado la decisión, y si así lo deseare, a que lo asista un\nrepresentante sindical.\u003C\u002Fp>\n\n\u003Cp>En todo caso, cuando un reajuste afecte a un miembro de la Junta Directiva\nCentral del Sindicato, el Banco procederá a su reubicación con igualdad de\ncategoría y salario.\u003C\u002Fp>\n\n\u003Ch3>DEFENSA DE LOS TRABAJADORES\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 9\u003C\u002Fh3>\n\n\u003Cp>El Banco asumirá la defensa de sus trabajadores que sean procesados o\nencarcelados por actos en que hayan intervenido con motivo o a consecuencia del\ncumplimiento de sus labores, cuando tengan pleno conocimiento de los hechos, de\nlos que se desprenda la inocencia del trabajador.\u003C\u002Fp>\n\n\u003Ch3>DERECHO A OCUPAR PLAZAS POR ESCALAFÓN\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 10\u003C\u002Fh3>\n\n\u003Cp>El Banco ratifica su reconocimiento del derecho de sus trabajadores a ocupar\nplazas por escalafón de acuerdo a las disposiciones contenidas en el\nReglamento de Escalafón emitido con fecha primero de agosto de mil novecientos\nochenta y dos; al cual como un artículo más, se incorpora la clasificación\nde puestos. Si la comisión encargada de apreciar la capacidad y eficiencia de\nlos trabajadores no lograse acuerdo en un caso determinado, se acudirá a la\nintervención del Ministerio de Trabajo y Asistencia Social.\u003C\u002Fp>\n\n\u003Cp>El Sindicato podrá formular ante el Banco, durante la vigencia del presente\nContrato, observaciones sobre el contenido y aplicación del Reglamento de\nEscalafón.\u003C\u002Fp>\n\n\u003Ch3>PROMOCIONES, PERÍODO DE PRUEBA, EVALUACIONES Y REGULACIONES\nSALARIALES.\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 11\u003C\u002Fh3>\n\n\u003Cp>Todo trabajador que sea ascendido requerirá período de prueba de cuarenta\ny cinco (45) días, siempre y cuando el puesto esté en el mismo Departamento\nexcepto en los casos que éste requiera aspectos de carácter técnico, o tenga\nnivel de supervisión en cuyo caso será de sesenta (60) días. Al Finalizar el\nperíodo de prueba correspondiente y conforme a evaluación de desempeño se le\nconcederá un aumento del quince por ciento (15%) de su sueldo actual; o bien,\nse le pagará e sueldo mínimo del nuevo puesto, cualesquiera sea el más alto.\nEl trabajador tendra derecho a conocer la evaluación al terminar el período\nde prueba.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Ch3>JORNADAS DE TRABAJO\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 12\u003C\u002Fh3>\n\n\u003Cp>En materia de jornadas de trabajo el Banco y sus trabajadores seguirán\ncumpliendo las que actualmente están en vigencia y continuarán acatando\nademás las disposiciones que para las diferentes zonas del país emita el\nBanco Central de Honduras, por medio de su Directorio, en conformidad con la\nLey. Los horarios se establecerán conforme las necesidades del Banco y tomando\nen cuenta la conveniencia del servicio al público y la de sus trabajadores,\npero siempre dentro de los límites establecidos para las jornadas ordinarias\nde trabajo.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>TIEMPO EFECTIVO DE TRABAJO\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 13\u003C\u002Fh3>\n\n\u003Cp>Se considera tiempo efectivo de trabajo:\u003C\u002Fp>\n\n\u003Cp>a)El tiempo inactivo dentro de la jornada diaria por causas imputables al\nBanco.\u003C\u002Fp>\n\n\u003Cp>b)El tiempo requerido para la \u003Cmark data-markjs=\"true\" class=\"keyword highlight\">aliment\u003C\u002Fmark>ación del trabajador, cuando el\nhorario de trabajo sea mediante jornada única.\u003C\u002Fp>\n\n\u003Cp>c)El tiempo que el trabajador emplee para trasladarse del centro de trabajo\nen que reciba la disposición u orden de trabajo, al lugar en que deba\nefectuarse la misma y el tiempo que utilice en regresar a su centro de trabajo,\nsi fuera necesario, después de haber realizado su labor.\u003C\u002Fp>\n\n\u003Cp>d)El tiempo que los Directivos Sindicales o representantes del Sindicato\nempleen en comisiones o en reuniones de trabajo, relacionados con problemas\nsindicales, con funcionarios del Banco y el que utilicen en los organismos de\nla misma Institución donde el Sindicato tenga representación. Es entendido\nque no se causará derecho a pago de tiempo extraordinario por estas causas.\u003C\u002Fp>\n\n\u003Cp>e)Dentro de la jomada ordinaria de trabajo, el tiempo que el trabajador\nemplee para recurrir a los representantes del Sindicato en caso de conflicto;\nel tiempo que los Directivos Sindicales destinen para asesorar y representar a\nlos trabajadores, en ambos casos, previo permiso del jefe inmediato. El jefe\ninmediato otorgará el permiso siempre que no perjudique el normal\nfuncionamiento de su trabajo.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>RECARGO POR TRABAJO NOCTURNO\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 14\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceperc1\">\u003Cp>El trabajo nocturno por el sólo hecho de ser nocturno se remunerará con un\nrecargo del cuarenta por ciento (40%) del valor del trabajo diurno. Con el\nmismo recargo se pagará las horas trabajadas durante el periodo nocturno en\nlas jornadas mixtas.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>REMUNERACIÓN DE LA JORNADA EXTRAORDINARIA\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 15\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>El trabajo efectivo que se ejecute fuera de los límites de las jornadas\nordinarias que se determinan en las cláusulas anteriores constituye jornada\nextraordinaria y será remunerada así:\u003C\u002Fp>\n\n\u003Cp>a)Con un Cuarenta y cinco por ciento (45%) de recargo sobre el salario de la\njornada diurna cuando se efectúe en el período diurno.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)Con un sesenta y cinco por ciento (65%) de recargo sobre el salario de la\njornada diurna cuando se efectúe en el período nocturno; y,\u003C\u002Fp>\n\n\u003Cp>c)Con el ochenta y cinco por ciento (85%) de recargo sobre el salario de la\njornada nocturna cuando la jornada extraordinaria sea prolongación de\naquélla.\u003C\u002Fp>\n\n\u003Cp>El Banco no remunerará las horas extraordinarias trabajadas, cuando el\ntrabajador las ocupe en subsanar los errores imputables sólo a él, cometidos\ndurante la jornada ordinaria. Los trabajadores no ejecutarán trabajo\nextraordinario alguno si no es con autorización escrita extendida por el\nGerente de División o Sucursales.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>REPORTES PARA EL PAGO DE HORAS EXTRAORDINARIAS\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 16\u003C\u002Fh3>\n\n\u003Cp>El pago de las horas extraordinarias trabajadas lo deberá efectuar el Banco\njunto con el pago ordinario, siempre que el detalle de éstas se presente a la\noficina respectiva el dos (2) y diecisiete (17) de cada mes, para la\nelaboración de la planilla de salarios.\u003C\u002Fp>\n\n\u003Ch3>VIÁTICOS\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 17\u003C\u002Fh3>\n\n\u003Cp>El Banco continuará reconociendo viáticos a los trabajadores que viajan en\nmisión de la Institución, de acuerdo con el Reglamento aprobado por la\nPresidencia Ejecutiva, el cual será revisado anualmente, conviniendo en\nremitirle copias del mismo a la Junta Directiva del Sindicato, a más tardar\ncinco (5) días después de efectuada dicha revisión. El Sindicato podrá\nformular ante el Banco, durante la vigencia del presente Contrato,\nobservaciones sobre el contenido y aplicación del Reglamento de Viáticos.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Ch3>ÚTILES, INSTRUMENTOS DE TRABAJO, TRANSPORTE Y PAGO DE \u003Cmark data-markjs=\"true\" class=\"keyword highlight focus\">ALIMENT\u003C\u002Fmark>ACIÓN\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 18\u003C\u002Fh3>\n\n\u003Cp>El Banco se obliga a proporcionar los útiles e instrumentos de trabajo que\npor costumbre ha venido proporcionando para que los trabajadores puedan\ndesempeñar sus funciones con eficiencia y reponerlos inmediatamente que se\ndeterioren por su uso normal.\u003C\u002Fp>\n\n\u003Cp>A los trabajadores que a continuación se mencionan se les proporcionará,\nademás los siguientes enseres:\u003C\u002Fp>\n\n\u003Cp>1. Vigilantes\u003C\u002Fp>\n\n\u003Cp>En las Sucursales y Agencias que hubieren trabajadores desempeñando estas\nfunciones, tres uniformes completos, una linterna de mano debidamente equipada,\nun termo para los que laboran jornadas nocturnas; habrá un arma de fuego\ndebidamente equipada en las zonas de vigilancia.\u003C\u002Fp>\n\n\u003Cp>2.Motoristas\u003C\u002Fp>\n\n\u003Cp>Reembolso del costo de la renovación de la licencia, tres uniformes\ncompletos, un overol y un revólver cuando sea necesario, que devolverá al\ncumplir con su función, cada vehículo llevará herramientas mecánicas.\u003C\u002Fp>\n\n\u003Cp>3.Consejes Mensajeros\u003C\u002Fp>\n\n\u003Cp>Tres uniformes completos, motocicletas necesarias a criterio del Banco con\nsu respectivo casco protector. El Banco mantendrá suficientes capotes para su\nuso en horas laborables.\u003C\u002Fp>\n\n\u003Cp>El Banco adquirirá para uso de Conserjes y Mensajeros en aquellas ciudades\ndonde este vehículo sea funcional, bicicletas de buena calidad, obligándose\nlos empleados a brindar un debido cuido y manejo de este vehículo.\u003C\u002Fp>\n\n\u003Cp>Se reconocerá el reembolso del costo de renovación de la licencia a los\nConserjes y Mensajeros que manejen motocicletas propiedad del Banco.\u003C\u002Fp>\n\n\u003Cp>4.Cobradores\u003C\u002Fp>\n\n\u003Cp>Un capote y Carnet de Identificación. El Banco tendrá el número de\nmotocicletas y bicicletas que considere necesario para uso de cobradores.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Podrá haber acuerdo entre el Banco y el trabajador para el financiamiento\nde una motocicleta.\u003C\u002Fp>\n\n\u003Cp>El Banco pagará por el uso de las motocicletas que no sean de su propiedad\nuna renta de doscientos Lempiras (L200.00) mensuales, la cual será aumentada\nen proporción al aumento de precios de combustible cuando sea en exceso de un\nveinticinco por ciento (25%), si disminuye se pagaría los doscientos Lempiras\n(L200.00) establecidos.\u003C\u002Fp>\n\n\u003Cp>5.Electricistas\u003C\u002Fp>\n\n\u003Cp>Tres uniformes completos, dos overoles, zapatos y guantes de seguridad y las\nherramientas necesarias.\u003C\u002Fp>\n\n\u003Cp>6.Clasificadores de Monedas\u003C\u002Fp>\n\n\u003Cp>Mascarillas, delantales y desinfectantes.\u003C\u002Fp>\n\n\u003Cp>7.Operadores de Máquinas Copiadoras.\u003C\u002Fp>\n\n\u003Cp>Dos gabachas, los uniformes y ropas de trabajo serán confeccionados de\nacuerdo con las labores a ejecutarse y de la calidad que el Banco determine.\u003C\u002Fp>\n\n\u003Cp>Queda entendido que el aseo de las gabachas y overoles, correrán por cuenta\ndel Banco. Será obligación de los trabajadores nominados en esta Cláusula\nusar los uniformes y demás enseres que les haya suministrado el Banco en la\nforma apropiada.\u003C\u002Fp>\n\n\u003Cp>Los uniformes y demás enseres suministrados por el Banco serán\ncuidadosamente conservados por los usuarios y éstos no podrán utilizarse\nfuera de las horas de servicio. Además de lo anterior, se continuará\nproporcionando a todo el personal que lo necesite, para la mejor ejecución de\nsus labores lo siguiente:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>a)Transporte para los trabajadores que salen a trabajar fuera del Banco.\u003C\u002Fp>\n\n\u003Cp>b)Vigilante, el pago de transporte en que incurran por el retiro de llaves\ndesde la oficina principal hasta el lugar en que les asignen funciones siempre\ny cuando no exista transporte del Banco.\u003C\u002Fp>\n\n\u003Cp>c)El Banco pagará el costo de transporte de todos aquellos trabajadores que\nterminen o finalicen su labor conforme a la siguiente tarifa:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Horario:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>De 8:00 pm. a 9:00 pm.\u003C\u002Ftd>\n \u003Ctd>Despues de las 9:00 pm.\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Tegucigalpa y San Pedro Sula:\u003C\u002Ftd>\n \u003Ctd>L80.00\u003C\u002Ftd>\n \u003Ctd>L90.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>La Ceiba:\u003C\u002Ftd>\n \u003Ctd>L60.00\u003C\u002Ftd>\n \u003Ctd>L70.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Otras ciudades del país:\u003C\u002Ftd>\n \u003Ctd>L50.00\u003C\u002Ftd>\n \u003Ctd>\u003Cp>L60.00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En ninguno de los casos se reconocerá este pago cuando hubiera transporte\ndel Banco.\u003C\u002Fp>\n\n\u003Cp>d)\u003Cmark data-markjs=\"true\" class=\"keyword highlight\">Comida\u003C\u002Fmark> para los trabajadores que se queden prestando sus servicios fuera\nde la jornada ordinaria siempre que trabajen después de las 7:00 pm. cuyo\nvalor será de Ochenta y Cinco Lempiras (L85.00) para todos los trabajadores\ndel Banco. Igual pago se hará a los trabajadores que laboren en la jornada\nmixta y los trabajadores que laboran los días sábados cuando la prolongación\nde su jornada ordinaria se extienda por dos horas o más. Transcurrida la mitad\nde la vigencia del presente Contrato Colectivo, los valores correspondientes al\ncosto de transporte y \u003Cmark data-markjs=\"true\" class=\"keyword highlight\">aliment\u003C\u002Fmark>ación, serán objeto de revisión por las\npartes.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>El Banco se reserva el derecho de suministrar la \u003Cmark data-markjs=\"true\" class=\"keyword highlight\">comida\u003C\u002Fmark> cuando lo considere\nconveniente, adecuada al precio convenido.\u003C\u002Fp>\n\n\u003Cp>e)En relación a uniformes para el personal del Banco a nivel nacional, la\nVicepresidencia de Recursos Humanos reglamentará el uso de los mismos; y se\nasignará a los empleados sujetos al uso del uniforme un mínimo de tres\nuniformes por año, cuyo costo se cubrirá de la siguiente forma:\u003C\u002Fp>\n\n\u003Cp>Año 2009, el Banco pagará el 75% y el empleado el 25%; de 2010 en\nadelante, el Banco pagará el 80% y el empleado el 20%. El costo que le\ncorresponda pagar al empleado, le será deducido por planilla y lo deberá\namortizar en un periodo máximo de doce meses.\u003C\u002Fp>\n\n\u003Cp>f)Café o un refresco por las tardes.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>CALENDARIO DE VACACIONES\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 19\u003C\u002Fh3>\n\n\u003Cp>El Banco elaborará un calendario en el que se consignarán las fechas en\nque sus trabajadores gozarán de vacaciones durante el año inmediato siguiente\ny lo pondrá en conocimiento de los trabajadores y del Sindicato a más tardar\nel primero de diciembre. El calendario en referencia se elaborará atendiendo a\nlas necesidades del servicio y cuando así lo requieran las circunstancias,\npodrá modificarse tomando en cuenta siempre la conveniencia del Banco y los\nTrabajadores afectados, sin perjuicio de reconocer a éstos los derechos que la\nley les otorgue para el caso de interrupción de vacaciones. Una vez\nestablecido el calendario, éste será modificado solamente mediante acuerdo\ndel Banco con sus empleados.\u003C\u002Fp>\n\n\u003Cp>Si el trabajador no estuviere satisfecho podrá solicitar el cambio de la\nfecha señalada con intervención de un representante sindical si fuere\nafiliado.\u003C\u002Fp>\n\n\u003Ch3>VACACIONES Y FORMA DE PAGO\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 20\u003C\u002Fh3>\n\n\u003Cp>El Banco concederá vacaciones anuales remuneradas a todos sus trabajadores\nbajo las siguientes regulaciones:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>Trabajadores de un (1) año de servicio:\u003C\u002Fp>\n\n\u003Cp>Quince (15) días calendarios.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Después de dos (2) años de servicio:\u003C\u002Fp>\n\n\u003Cp>Doce (12) días laborables consecutivos\u003C\u002Fp>\n\n\u003Cp>Después de tres (3) años de servicio:\u003C\u002Fp>\n\n\u003Cp>Quince (15) días laborables consecutivos.\u003C\u002Fp>\n\n\u003Cp>Después de cuatro (4) años de servicio:\u003C\u002Fp>\n\n\u003Cp>Veinte (20) días laborables consecutivos.\u003C\u002Fp>\n\n\u003Cp>Después de cinco (5) años de servicio:\u003C\u002Fp>\n\n\u003Cp>Veintitrés (23) días laborables consecutivos.\u003C\u002Fp>\n\n\u003Cp>Después de diez (10) años de servicio:\u003C\u002Fp>\n\n\u003Cp>Veintiséis (26) días laborables consecutivos.\u003C\u002Fp>\n\n\u003Cp>El trabajador, además, tendrá derecho a un porcentaje de su salario\nordinario mensual, que se le entregará simultáneamente con el importe de\nvacaciones, de conformidad con la siguiente escala:\u003C\u002Fp>\n\n\u003Cp>Primer (1er.) Año de servicio continuo:\u003C\u002Fp>\n\n\u003Cp>Ochenta y tres por ciento (83%)\u003C\u002Fp>\n\n\u003Cp>Segundo (2do.) Año de servicio continuo:\u003C\u002Fp>\n\n\u003Cp>Ochenta y cuatro por ciento (84%).\u003C\u002Fp>\n\n\u003Cp>Tercer (3er.) Año de servicio continuo:\u003C\u002Fp>\n\n\u003Cp>Ochenta y nueve por ciento (89%).\u003C\u002Fp>\n\n\u003Cp>Cuarto (4to.) Año de servicio continuo:\u003C\u002Fp>\n\n\u003Cp>Noventa y uno por ciento (91 %).\u003C\u002Fp>\n\n\u003Cp>Después de cinco (5) años de servicios continuos:\u003C\u002Fp>\n\n\u003Cp>Noventa y seis por ciento (96%).\u003C\u002Fp>\n\n\u003Cp>Después de diez (10) años de servicios continuos:\u003C\u002Fp>\n\n\u003Cp>Ciento por ciento (100%).\u003C\u002Fp>\n\n\u003Cp>Se aplicará a todos los trabajadores del Banco la norma mediante la cual\npara el sólo efecto de computar el período de vacaciones el sábado no se\ntomará como día laborable.\u003C\u002Fp>\n\n\u003Ch3>INTERRUPCIÓN DE VACACIONES POR ENFERMEDAD\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 21\u003C\u002Fh3>\n\n\u003Cp>Ningún trabajador podrá ser obligado por el Banco a tomar sus vacaciones\nmientras se encuentre padeciendo de enfermedad debidamente comprobada por el\nmédico tratante, quien le extenderá la incapacidad correspondiente, a fin de\nque el\u003C\u002Fp>\n\n\u003Cp>empleado guarde reposo hasta que se restablezca completamente para\nautorizarle el goce de sus vacaciones. El empleado que no cumpla con lo\nestipulado por el médico, la incapacidad quedará sin efecto.\u003C\u002Fp>\n\n\u003Cp>En el caso que un trabajador que esté disfrutando de sus vacaciones se\nincapacite, sea por enfermedad comprobada por el médico del Banco, por\naccidente o por hospitalización, estas se suspenderán por el período\nincapacitado teniendo derecho el trabajador a reanudar sus vacaciones cuando\nhaya recuperado su salud. El empleado que no guarde reposo en el caso de\nenfermedad debidamente comprobada, la incapacidad quedará sin valor y\nefecto.\u003C\u002Fp>\n\n\u003Ch3>DERECHO ADQUIRIDO POR VACACIONES\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 22\u003C\u002Fh3>\n\n\u003Cp>El trabajador que hubiere adquirido derecho a vacaciones y que antes de\ndisfrutar de éstas cese en su trabajo por cualquier causa, recibirá el\nimporte correspondiente en dinero y además tendrá derecho al porcentaje de su\nsalario ordinario mensual que corresponda según la Cláusula 20 de este\nContrato. Cuando el Contrato de Trabajo termine antes del tiempo que da derecho\na vacaciones por causa imputable al Banco, el trabajador tendrá derecho a que\nse le pague la parte proporcional que debía habérsele pagado por vacaciones\nen relación al tiempo trabajado y además tendrá derecho a la parte\nproporcional del porcentaje de su salario ordinario mensual que corresponda, de\nacuerdo a la Cláusula 20 de este Contrato.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>PERMISOS Y LICENCIAS\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 23\u003C\u002Fh3>\n\n\u003Cp>El Banco concederá permiso a sus trabajadores de acuerdo a lo prescrito en\nel Código de Trabajo y conforme a las siguientes regulaciones:\u003C\u002Fp>\n\n\u003Cp>a)Los Gerentes de Sucursales o Divisiones estarán facultados para conceder\npermiso a sus trabajadores, con goce de salario, por causa justificada, hasta\npor tres (3) días en cada caso, pero los permisos concedidos durante el año\nno podrán en conjunto exceder de quince (15) días.\u003C\u002Fp>\n\n\u003Cp>b)Los trabajadores que hayan cumplido un (1) año de servicio continuo al\nBanco y que contraigan matrimonio civil por primera vez, disfrutarán de\npermiso por ocho (8) dias con derecho a remuneración, el que será efectivo\ninmediatamente después de celebrarse la boda civil y mediante la presentación\nde la constancia que acredite tal estado.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>c)Se concederá permiso hasta por cinco (5) días consecutivos en caso de\nmuerte del cónyuge, compañera o compañero de hogar, los padres o hijos del\ntrabajador y por dos (2) días cuando se trata de fallecimiento de los abuelos,\nnietos y hermanos.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Cuando la muerte del cónyuge, compañera o compañero de hogar, padres,\nhijos y hermanos del trabajador, ocurra fuera del lugar en que éste presta sus\nservicios, la licencia se podrá extender hasta por un máximo de siete (7)\ndías consecutivos.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En caso de muerte de los padres del cónyuge o compañero o compañera de\nhogar se concederá un día de permiso y si ocurre fuera del lugar donde el\ntrabajador presta sus servicios, el permiso será de dos días consecutivos.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">d)En los casos de licencia por maternidad, la licencia se ajustará a lo que\nestablece el Reglamento de Aplicación de la Ley del Seguro Social, vigente en\nsu Artículo No. 78. El período de lactancia tendrá una duración de seis (6)\nmeses y durante el mismo la trabajadora tendrá derecho a una licencia de una\nhora diaria, que podrá fraccionar en períodos de treinta minutos dentro de la\njornada, a conveniencia de la trabajadora.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e)Los trabajadores tendrán derecho, después de agotados los permisos a que\nse refiere el inciso c) de esta cláusula y en caso de comprobada necesidad, a\npermisos hasta por treinta (30) días, sin goce de salario.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>f)El Banco concederá permiso a dos (2) Directivos Sindicales, tres (3)\ndías con goce de salario en cada mes calendario para desempeñar comisiones\nsindicales inherentes a la organización, pero en ningún caso más de veinte\n(20) días en total en el mismo año.\u003C\u002Fp>\n\n\u003Cp>Para obtener este permiso, deberá notificarse con veinticuatro (24) horas\nde anticipación a la Vicepresidencia de Recursos Humanos o al Gerente de la\nSucursal, con el propósito de que se hagan los arreglos necesarios para no\nperjudicar el normal funcionamiento del Banco.\u003C\u002Fp>\n\n\u003Cp>g)El Banco concederá permiso remunerado hasta por tres (3) días\nlaborables, dependiendo de la ubicación geográfica, para los trabajadores que\nsean designados delegados a congresos ordinarios y extraordinarios del\nSindicato.\u003C\u002Fp>\n\n\u003Cp>Cuando el número de delegados procedentes de una misma sucursal sea tal que\npueda ocasionar problemas en la misma, se harán los arreglos necesarios para\nno perjudicar el normal funcionamiento del Banco.\u003C\u002Fp>\n\n\u003Cp>h)El Banco concederá permiso con goce de salario a los integrantes de\nComisiones Negociadoras del Contrato Colectivo, por el tiempo que duren las\nnegociaciones.\u003C\u002Fp>\n\n\u003Cp>i) El trabajador sindicalizado que fuese designado para representar al\nSindicato en congresos, seminarios o conferencias nacionales o internacionales\nrelacionadas con la actividad sindical, acreditados por los gobiernos y\norganismos nacionales o internacionales, tendrá derecho a seguir devengando su\nsalario durante el tiempo que requiera la representación correspondiente.\u003C\u002Fp>\n\n\u003Cp>El salario devengado de acuerdo a este inciso no podrá ser descontado de\nlas vacaciones a que tiene derecho el trabajador.\u003C\u002Fp>\n\n\u003Cp>En caso de representación en el interior del país, el período no pasará\nde quince (15) días y en el exterior de treinta (30) días.\u003C\u002Fp>\n\n\u003Cp>Sin perjuicio de lo anterior, el Banco concederá permisos sin remuneración\na los trabajadores en los casos siguientes:\u003C\u002Fp>\n\n\u003Cp>1.El Banco concederá licencia sin remuneración hasta por un año a los\ntrabajadores sindicalizados cuando sean designados por el Sindicato, por las\nfederaciones o confederaciones de trabajadores y\u002Fo por cualquier organismo\nnacional o internacional, para asistir a seminarios o cursos de formación\nsindical y cooperativismo. El Banco no estará obligado a conceder la referida\nlicencia a más de tres trabajadores a la vez ni más de seis dentro de un\nmismo año calendario.\u003C\u002Fp>\n\n\u003Cp>2.Cuando el Sindicato así lo solicite, el Banco concederá licencia sin\ngoce de salario a dos afiliados para el desempeño de comisiones de carácter\npermanente, concluida su comisión el trabajador podrá volver al puesto que\nocupaba, conservando todos los derechos derivados de su respectivo contrato,\nsiempre y cuando regrese a sus labores dentro del término de dos años. El\nsustituto tendrá carácter de interino.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>OTRAS CLASES DE UCENCIAS\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 24\u003C\u002Fh3>\n\n\u003Cp>En los casos de licencia sin goce de salario a que se refiere el numeral 2\nde la Cláusula No. 23 de este Contrato, los beneficiarios tendrán derecho a\nseguir cubiertos por el Plan Médico Hospitalario establecido en la Cláusula\nNo. 27 siempre y cuando continúen pagando al Banco la contribución que les\nhubiere correspondido, en las fechas y montos en que se les hubiere deducido,\ncomo en el caso de estar percibiendo salario.\u003C\u002Fp>\n\n\u003Cp>Los trabajadores que se refiere el párrafo anterior, tendrán igualmente\nderecho a continuar cubiertos por el seguro de vida colectivo a que se refiere\nen la Cláusula No. 35 de este Contrato por el periodo que prevea la póliza\nrespectiva. El Banco y el Sindicato solicitarán a la compañía aseguradora la\ncotización del costo adicional\u003C\u002Fp>\n\n\u003Cp>de extender los beneficios de la póliza por el tiempo adicional y en los\nlugares en que el beneficiario se encuentre con goce de licencia y, de\nconvenirlo así, contratarán el seguro adicional compartiendo por iguales\npartes el costo de la prima del seguro especial.\u003C\u002Fp>\n\n\u003Cp>Lo previsto en los párrafos precedentes no tendrá aplicación cuando el\ntrabajador beneficiario de la licencia se encuentre cubierto por otros planes o\nbeneficios similares a los que provee este Contrato.\u003C\u002Fp>\n\n\u003Cp>A los trabajadores a que se refiere esta Cláusula, el Banco les concederá\nlos aumentos pactados por contratación colectiva y costo de vida, los que se\naplicarán al momento de reintegrarse a sus puestos de trabajo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch3>AUXILIO DE CESANTÍA\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 25\u003C\u002Fh3>\n\n\u003Cp>Si el Contrato de Trabajo por tiempo indeterminado concluye por razón de\ndespido injustificado, por alguna de las causas previstas en el Artículo 114\ndel Código de Trabajo u otras causas ajenas a la voluntad del trabajador, el\nBanco pagará a éste un auxilio de cesantía de acuerdo con las siguientes\nregulaciones:\u003C\u002Fp>\n\n\u003Cp>a)Después de un trabajo continuo mayor de dos (2) meses pero menor de seis\n(6) con un importe igual a diez (10) días de salario.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_number_1_tenure\">\u003Cp>b)Después de un trabajo continuo mayor de seis (6) meses pero menor de un\n(1) año, con un importe igual a veinticinco (25) días de salario.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_number\">\u003Cp>c) Después de un trabajo continuo mayor de un (1) año, con un importe\nigual a un (1) mes de salario por cada año de trabajo sin que en ningún caso\nel auxilio de cesantía pueda exceder de veinticinco (25) meses de salario.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-SENIOR_trigger\">\u003Ch3>RENUNCIA VOLUNTARIA, GRATIFICACIÓN POR ANTIGÜEDAD \u003C\u002Fh3>\n\n\u003Ch3>Cláusula No. 26\u003C\u002Fh3>\n\n\u003Cp>A todo trabajador que le ponga término a su Contrato Individual de Trabajo\npor su propia voluntad se le otorgará una gratificación de acuerdo a las\nsiguientes regulaciones:\u003C\u002Fp>\n\n\u003Cp>a) Servicios continuos no menor de cinco (5) años, hasta diez (10) años,\ntrece (13) días de sueldo por cada año de trabajo.\u003C\u002Fp>\n\n\u003Cp>b)Por cada año de servicio en exceso de diez (10) años, dieciséis días\nde sueldo, sin que la prestación pueda exceder de ocho (8) meses de sueldo en\ntotal.\u003C\u002Fp>\n\n\u003Cp>c)Si un trabajador tiene veinte (20) años o más, la gratificación no\nexcederá de nueve (9) meses de su sueldo en total.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Ch3>SERVICIOS MEDICO-HOSPITALARIOS\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 27\u003C\u002Fh3>\n\n\u003Cp>El Banco concederá a sus trabajadores sindicalizados en todo el país, al\nigual que a sus dependientes debidamente registrados, los servicios\nmédico-hospitalarios, atención médica quirúrgica especial, servicios\nmédicos por maternidad y pago de medicinas, conforme a lo siguiente:\u003C\u002Fp>\n\n\u003Cp>1. Servicios Médico-Hospitalarios a los Empleados:\u003C\u002Fp>\n\n\u003Cp>a.Hospitalización:\u003C\u002Fp>\n\n\u003Cp>El Banco asumirá en un 100% el pago de las cuentas por hospitalización de\nsus empleados, así como el pago de las medicinas y los honorarios de los\nmédicos y cirujanos relacionados con el tratamiento correspondiente.\u003C\u002Fp>\n\n\u003Cp>b.Maternidad:\u003C\u002Fp>\n\n\u003Cp>Los servicios relacionados con asistencia prenatal, natal y postnatal, la\nhospitalización, servicios médicos quirúrgicos en su caso, medicinas y\nexámenes requeridos, serán asumidos por el Banco en un 100%\u003C\u002Fp>\n\n\u003Cp>c.Tratamientos no hospitalizables y consultas externas:\u003C\u002Fp>\n\n\u003Cp>El importe de los honorarios que se causen por consulta con médicos\nexternos por tratamientos no hospitalizables, el costo de los medicamentos\nrecetados y servicios de laboratorio, serán pagados por el empleado de acuerdo\nal procedimiento siguiente: El Banco negociará y mantendrá contratos con\nmédicos externos, farmacias y laboratorios, para que le brinden al empleado\nestos servicios, el que tendrá dos opciones:\u003C\u002Fp>\n\n\u003Cp>i. Recibir el servicio sin efectuar desembolso alguno, en cuyo caso el Banco\ncancelará las facturas y recibos y le deducirá al trabajador de su sueldo,\nsobre el valor de aquéllos el 20%.\u003C\u002Fp>\n\n\u003Cp>ii. En caso que el trabajador pague directamente por estos servicios, el\nBanco, con aprobación de su Médico General, le reembolsará contra\npresentación de los comprobantes el valor correspondiente.\u003C\u002Fp>\n\n\u003Cp>Cuando el empleado por casos debidamente calificados requiera\nfinanciamiento, el Banco podrá otorgarlo de acuerdo a lo establecido en un\nreglamento especial.\u003C\u002Fp>\n\n\u003Cp>Previa calificación del Médico General del Banco, quedarán excluidos\naquellos exámenes que conduzcan a hospitalización, cuyo costo será asumido\npor el Banco.\u003C\u002Fp>\n\n\u003Cp>d. Servicios de Oftalmología y Odontología\u003C\u002Fp>\n\n\u003Cp>El Banco pagará el 100% de los honorarios que se causen por consultas con\noftalmólogos al igual que el costo de los lentes, debiendo asumir el empleado\nel costo de los aros.- En el caso de servicios odontológicos, el Banco pagará\nel 100% de los honorarios que se causen, exceptuando los trabajos de prótesis\npor los cuales se reconocerá sólo el 50% conforme lo indicado en el\nReglamento respectivo.\u003C\u002Fp>\n\n\u003Cp>2.Servicios Médico-Hospitalarios a los Dependientes:\u003C\u002Fp>\n\n\u003Cp>a. El costo de los servicios de maternidad será asumido en el 100% por el\nBanco y cubrirá a las esposas o compañeras de hogar de los trabajadores que\nestén debidamente registradas. La asistencia médico-hospitalaria para los\nhijos de los trabajadores hasta la edad de seis (6) años, será asumida por el\nBanco en un 100%.- A los hijos de los trabajadores comprendidos entre los seis\n(6) y siete (7) años de edad, se les reconocerá el 25% de los gastos\ncorrespondientes.\u003C\u002Fp>\n\n\u003Cp>b. Después de la muerte del trabajador, sus hijos hasta la edad de seis\naños tendrán derecho a los beneficios a que se refiere el numeral 1 de esta\ncláusula y sus hijos comprendidos entre la edad de seis años un día hasta\nsiete años, tendrán derecho a un reembolso del veinticinco (25%) del costo de\ndichos beneficios durante veintiséis (26) semanas contadas a partir del\nfallecimiento de aquél.\u003C\u002Fp>\n\n\u003Cp>c. Los hijos de los trabajadores que estén recibiendo asistencia médica a\nla fecha de cumplimiento de la edad de los seis (6) años, tendrán derecho a\nseguir recibiéndola por la enfermedad que estaba bajo tratamiento en esa fecha\no sus complicaciones hasta su recuperación, por un plazo máximo de treinta\ndías contados a partir del día en que cumpla los seis (6) años de edad.\u003C\u002Fp>\n\n\u003Cp>Si la enfermedad origina hospitalización y el beneficiario está\nhospitalizado al término del plazo señalado anteriormente, continuará siendo\natendido hasta que el médico autorizado por el Banco ordene su egreso, sin\nque, en ningún caso, la hospitalización pueda prolongarse por más de noventa\n(90) dias de la fecha en que cumpla seis (6) años de edad.\u003C\u002Fp>\n\n\u003Cp>d. En los casos de hospitalización de hijos se utilizará el cuarto de\npediatría. Si la enfermedad tanto del empleado o dependiente a criterio del\nmédico, fuese contagiosa, éstos pueden ser hospitalizados en un cuarto\ndeterminado. El Banco pagará el precio del mismo.\u003C\u002Fp>\n\n\u003Cp>Se establece un límite de L200,000.00 anuales para los dependientes de los\ntrabajadores en todos los gastos relacionados con los servicios de asistencia\nmédica y hospitalización.\u003C\u002Fp>\n\n\u003Cp>3. CONDICIONES GENERALES\u003C\u002Fp>\n\n\u003Cp>Los servicios médico-hospitalarios detallados en los numerales 1)\nanteriores, se sujetarán a las condiciones generales siguientes:\u003C\u002Fp>\n\n\u003Cp>a. En Tegucigalpa y San Pedro Sula, los empleados serán atendidos por el\nMédico General del Banco, para consultas, prescripción de medicamentos y\nexámenes de laboratorio. Asimismo, dicho médico autorizará las incapacidades\ne indicará cuando los empleados ameriten hospitalización o ser atendidos por\nespecialistas. En el resto del país, los empleados serán atendidos por los\nfacultativos de la respectiva localidad autorizados por el Médico General del\nBanco.\u003C\u002Fp>\n\n\u003Cp>b. En casos de emergencia, el empleado y sus dependientes podrán tener\nservicios de hospitalización, debiendo oportunamente informar de ello al\nMédico General del Banco, Jefe inmediato o a la Vicepresidencia de Recursos\nHumanos, para que a través de aquélla o del funcionario competente se tomen\nlas medidas correspondientes según lo establecido en el Reglamento.- El Banco\ncomunicará a los hospitales de la localidad para que brinden la atención\nnecesaria relacionada con la emergencia.\u003C\u002Fp>\n\n\u003Cp>c. En todos los casos que requieran hospitalización, el Banco pagará el\nprecio mínimo por habitación en los hospitales nacionales, con los que el\nBanco tenga contrato de servicios.\u003C\u002Fp>\n\n\u003Cp>En caso que al momento de ingreso al hospital, éste no tuviese disponible\nun cuarto del precio mínimo, el trabajador o dependiente será internado en\nuna habitación del precio inmediato superior y al quedar disponible la\nhabitación del precio mínimo será trasladado a ésta.\u003C\u002Fp>\n\n\u003Cp>Si el beneficiario no quisiere reubicarse en uno de los cuartos de menor\nprecio, asumirá por su cuenta el exceso de precio del cuarto sobre el mínimo\nestablecido, debiendo en tal caso pagar directamente al hospital la diferencia\nde precio.\u003C\u002Fp>\n\n\u003Cp>En el caso que el trabajador o dependiente desde el inicio de su\nhospitalización, por su propia iniciativa y comodidad solicitare un cuarto de\nmayor precio al del mínimo establecido, se responsabilizará a pagar\ndirectamente al hospital la diferencia del precio, excepto cuando ello se deba\na prescripción médica.\u003C\u002Fp>\n\n\u003Cp>d. En todos los casos de suspensión de trabajo por enfermedad comprobada\npor el Médico General del Banco que al mismo tiempo originan la concesión de\nlos beneficios descritos en el numeral 1) anterior, el trabajador recibirá un\nsubsidio de conformidad con la siguiente escala:\u003C\u002Fp>\n\n\u003Cp>i.Después de un trabajo continuo no menor de tres (3) meses, un (1) mes de\nsalario.\u003C\u002Fp>\n\n\u003Cp>ii.Después de un trabajo continuo mayor de seis (6) meses, pero no mayor de\nun (1) año, dos meses de salario.\u003C\u002Fp>\n\n\u003Cp>i.e. Después de un trabajo continuo mayor de un (1) ano pero no mayor de\ntres (3) años, tres meses de salario; de tres (3) a cuatro (4) años de\ntrabajo continuo, cuatro (4) meses de salario de cuatro (4) a cinco (5) años\nde trabajo continuo, cinco (5) meses de salario.\u003C\u002Fp>\n\n\u003Cp>i.e. Después de un trabajo continuo de cinco (5) años, salario entero\ndurante seis (6) meses.\u003C\u002Fp>\n\n\u003Cp>Si al término de estos distintos plazos persiste la enfermedad, previo\ndictamen del Médico General del Banco, la Presidencia Ejecutiva podrá\nprorrogar el subsidio hasta por el doble de cada categoría.\u003C\u002Fp>\n\n\u003Cp>Para los efectos de lo dispuesto anteriormente, se entenderá como un mismo\ncaso de subsidio la incapacidad interrumpida para el trabajo desde el día que\norigine la incapacidad hasta el día en que se recupere la capacidad de\ntrabajo. Si sobreviniera una nueva incapacidad dentro de treinta y cinco (35)\ndías siguientes a la fecha en que se hubiera declarado la recuperación de la\ncapacidad de trabajo, esta nueva incapacidad se considera que forma parte del\nmismo caso de subsidio.\u003C\u002Fp>\n\n\u003Cp>Toda incapacidad que se presente con posterioridad a los treinta y cinco\n(35) días señalados se considera como un nuevo caso.\u003C\u002Fp>\n\n\u003Cp>e.Las compañeras de hogar de los trabajadores gozarán de los mismos\nbeneficios que se concedan a las esposas, siempre que hayan sido inscritas por\nlo menos diez (10) meses antes de la prestación del servicio y dependan\neconómicamente del trabajador y que éste y su compañera sean solteros.\u003C\u002Fp>\n\n\u003Cp>En caso de cesantía del trabajador, la esposa o compañera de hogar\nrecibirá la atención siempre que a la fecha que se produzca se encuentre\nembarazada.\u003C\u002Fp>\n\n\u003Cp>El mismo derecho tendrá la esposa o compañera de hogar del trabajador que\na la fecha de la muerte de éste se encuentre embarazada. Los abortos y sus\nconsecuencias patológicas serán atendidos como casos de maternidad en los\ncentros hospitalarios autorizados por el Banco.\u003C\u002Fp>\n\n\u003Cp>Los beneficios aquí establecidos no se concederán a las esposas o\ncompañeras de hogar de los trabajadores cuando estén cubiertas en su trabajo\npor un sistema similar o estén afiliadas al Seguro Social.\u003C\u002Fp>\n\n\u003Cp>f.Para tener derecho a reembolso de cualquier índole, relacionado con la\nasistencia médica se requiere en todo caso:\u003C\u002Fp>\n\n\u003Cp>i)Que en la receta que se extienda se consigne el nombre del paciente,\nescrito por el médico tratante y la firma de éste; y\u003C\u002Fp>\n\n\u003Cp>ii)Que en el recibo correspondiente que será firmado por el médico\ntratante, figure el nombre del trabajador a quien se le extienda y el nombre\ndel paciente.\u003C\u002Fp>\n\n\u003Cp>g. En las referencias a especialistas, se seguirá el siguiente\nprocedimiento:\u003C\u002Fp>\n\n\u003Cp>i. El empleado solicitará al médico del Banco la orden correspondiente\npara consulta con el médico especialista.\u003C\u002Fp>\n\n\u003Cp>ii. Si el Médico General del Banco hace remisión al especialista, deberá\nArmar y llenar la hoja “Referencia al Especialista” por cada consulta que\nel empleado o sus dependientes requieran, la cual será refrendada por la\nVicepresidencia de Recursos Humanos y\u002Fo Gerentes de Sucursales, en su caso.\u003C\u002Fp>\n\n\u003Cp>i.e. Si el especialista recomienda hospitalización u operación, deberá\nllenar la parte correspondiente de la hoja “Referencia al Especialista” y\nenviarla al Médico General del Banco para que éste conozca el diagnóstico,\ntratamiento a seguir y los honorarios respectivos.\u003C\u002Fp>\n\n\u003Cp>iv.Una vez que el Médico General del Banco conozca de las recomendaciones\ndel especialista, tomará la decisión correspondiente y remitirá de nuevo al\ninteresado a la Vicepresidencia de Recursos Humanos, quien autorizará el\npago.\u003C\u002Fp>\n\n\u003Cp>v.Queda entendido que el trabajador o dependiente que no cumpla con estas\ndisposiciones no se le reconocerán los gastos en que incurra.\u003C\u002Fp>\n\n\u003Cp>vi.En las sucursales donde no hayan médicos especialistas, los trabajadores\ny sus hijos registrados y cubiertos podrán ser atendidos en las poblaciones\nmás cercanas según su posición geográfica.\u003C\u002Fp>\n\n\u003Cp>h.Para los efectos de esta Cláusula, se entiende por “Dependiente\ndebidamente registrado”, la esposa o compañera de hogar del trabajador y sus\nhijos hasta la edad de seis años o hasta siete en lo que le corresponda.\u003C\u002Fp>\n\n\u003Cp>i.Las partes han acordado que el Banco se reserva el derecho de escoger los\nmedios que estime conveniente, para cumplir en mejor forma los propósitos y\nobjetivos que se establecen en la presente cláusula.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3>GASTOS DE FUNERAL\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 28\u003C\u002Fh3>\n\n\u003Cp>El Banco reconocerá a sus trabajadores un subsidio de Quince mil Lempiras\n(L15,000.00) para que cubran los gastos de funeral de su cónyuge, compañera\n(o) de hogar o de sus hijos menores de 18 años que vivan y que dependan\neconómicamente de él.\u003C\u002Fp>\n\n\u003Cp>Un subsidio de Siete Mil Lempiras (L7,000.00) recibirán los trabajadores\npara los gastos de funeral de sus padres que dependan económicamente de\nellos.\u003C\u002Fp>\n\n\u003Cp>Este subsidio se otorgará de inmediato en efectivo o por crédito a su\ncuenta y el empleado se compromete a presentar el Certificado de Defunción\ndentro de los\u003C\u002Fp>\n\n\u003Cp>treinta (30) días siguientes, en caso de que no lo hiciere tendrá que\nreembolsar dicho valor, cargándosele a su cuenta.\u003C\u002Fp>\n\n\u003Cp>Los dependientes a que se refieren los dos primeros párrafos, deberán\nestar debidamente registrados en la Vicepresidencia de Recursos Humanos,\nmediante la presentación de la partida de nacimiento.\u003C\u002Fp>\n\n\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpayamount\">En caso de que el fallecido fuera un trabajador del Banco, éste entregará\na quien sufrague los gastos funerales la suma de Veinte Mil Lempiras\n(L20.000.00).\u003C\u002Fdiv>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>PLAN DE FINANCIAMIENTO DE VIVIENDAS\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 29\u003C\u002Fh3>\n\n\u003Cp>El financiamiento de viviendas seguirá siendo atendido para las personas\nque prestan sus servicios en Banco Atlántida, S.A., solamente por el Régimen\nEspecial de Aportaciones Privadas (REAP), a cuyo efecto las partes continuarán\nefectuando las aportaciones correspondientes. En caso que durante la vigencia\nde este Contrato se emitieren reformas en la legislación que pudieren afectar\nel funcionamiento del REAP, las partes acuerdan revisar esta Cláusula para\nadecuarla a la nueva normativa.\u003C\u002Fp>\n\n\u003Cp>En caso de liquidez del REAP, el Fondo de Retiro Bancatlán suplirá los\nrecursos a una tasa de interés del ocho (8%) anual, pagadero en los plazos y\ncondiciones que convengan las partes, para que puedan atender las solicitudes\nde los miembros hasta montos de L350,000.00.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-unemploymentfund\">\u003Ch3>FONDO DE RETIRO BANCATLÁN\u003C\u002Fh3>\n\n\u003Ch3>Cláusula No. 30\u003C\u002Fh3>\n\n\u003Cp>Con el objeto de mantener el Fondo de Retiro para los empleados del Banco,\nambas partes seguirán contribuyendo conforme lo establece el Reglamento del\nFondo de Retiro Bancatlán.\u003C\u002Fp>\n\n\u003Cp>Asimismo, la administración del Fondo seguirá bajo la responsabilidad de\nuna Junta Administradora integrada conforme el apartado 1 de la Sección 6 del\nReglamento del Fondo de Retiro de fecha febrero de 1980; es decir, cinco\npersonas que serán nombradas durante el mes de febrero de cada año en la\nsiguiente forma: dos serán escogidas en voto secreto por los empleados y las\notras tres serán nombradas por la Junta Directiva del Banco.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>BECAS\u003C\u002Fh3>\n\n\u003Ch3>Cláusula No. 31\u003C\u002Fh3>\n\n\u003Cp>El Banco se compromete a conceder dos (2) becas anuales para que dos (2) de\nsus trabajadores realicen estudios en materia bancaria en centros nacionales o\nextranjeros o estudios técnicos en las principales actividades afines al\nBanco.\u003C\u002Fp>\n\n\u003Cp>La selección se hará mediante acuerdo entre el Banco y el Sindicato tal\ncomo lo establece el Reglamento de Becas aprobado por las partes el 27 de abril\nde 1980.\u003C\u002Fp>\n\n\u003Cp>Los trabajadores becados tendrán derecho al ciento por ciento (100%) de sus\nsalarios.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Ch3>DONACIÓN AL SINDICATO PARA BECAS A HIJOS DE TRABAJADORES\nSINDICALIZADOS\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 32\u003C\u002Fh3>\n\n\u003Cp>El Banco donará al Sindicato la cantidad de Doscientos Mil Lempiras\n(L200,000.00) anuales, para el otorgamiento de becas de estudio para los hijos\nde los trabajadores sindicalizados a fin de que estudien en los Institutos de\nsecundaria e institutos técnicos en las diferentes ciudades donde opera el\nBanco.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>DONACIÓN PRIMERO DE MAYO\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 33\u003C\u002Fh3>\n\n\u003Cp>El Banco donará al Sindicato anualmente la suma de Ciento Setenta y Cinco\nMil Lempiras (L175,OOO.OO) para la celebración del “Día Internacional del\nTrabajador\" (lo. de mayo), esta donación se hará efectiva al Sindicato con\nquince (15) días de antelación.\u003C\u002Fp>\n\n\u003Ch3>RECONOCIMIENTO DE GASTOS DE ESTUDIO\u003C\u002Fh3>\n\n\u003Ch3>Cláusula No. 34\u003C\u002Fh3>\n\n\u003Cp>El Banco continuará reconociendo a sus trabajadores los gastos que\nprovengan de sus estudios, en materias que sirvan para el desarrollo de sus\nactividades, conforme el Reglamento de Estudios aprobado por la Junta Directiva\nde la Institución. Para los trabajadores que estén cursando estudios\nuniversitarios, el reembolso se hará semestralmente mediante la presentación\ndel certificado que indique haber aprobado como mínimo dos materias por\nsemestre.\u003C\u002Fp>\n\n\u003Cp>El derecho a este reconocimiento caducará para el primer semestre en el mes\nde julio y para el segundo semestre en el mes de enero. El Sindicato podrá\npresentar al Banco las observaciones que creyere convenientes al Reglamento de\nEstudio.\u003C\u002Fp>\n\n\u003Ch3>SEGURO DE VIDA COLECTIVO\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 35\u003C\u002Fh3>\n\n\u003Cp>El Banco mantendrá la contratación de un seguro de vida colectivo que\ncubrirá a todos los trabajadores el cual se regirá por la póliza emitida por\nla compañía aseguradora; las primas del seguro de vida colectivo serán\npagadas en dos terceras (2\u002F3) partes por el Banco y una tercera (1\u002F3) parte de\nlos trabajadores.\u003C\u002Fp>\n\n\u003Cp>El seguro de vida colectivo cubrirá riesgos por lo menos el equivalente a\nveinticuatro (24) veces el salario básico ordinario nominal mensual del\ntrabajador redondeándola al mil más alto, pero en ningún caso será menor de\nSesenta Mil Lempiras (L60,000.00).\u003C\u002Fp>\n\n\u003Cp>Lo anterior es sin perjuicio del derecho que asiste a los trabajadores para\ncontratar un seguro de vida en exceso de la cobertura pactada corriendo el\ncosto de la prima por el exceso por cuenta del trabajador que decida tomarlo,\nateniéndose a lo que la compañía aseguradora resuelva al respecto.\u003C\u002Fp>\n\n\u003Cp>El Banco procurará mantener el régimen actual del seguro en lo que se\nrefiere a la actual cobertura del riesgo por accidente, que implica triple\nindemnización por muerte accidental\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Ch3>SALARIO MÍNIMO\u003C\u002Fh3>\n\n\u003Ch3>Cláusula No. 36\u003C\u002Fh3>\n\n\u003Cp>Se fija el salario mínimo en Ocho Mil Ochocientos Ochenta y Tres Lempiras\n(L8,883.00) para todos los trabajadores del Banco, efectivo a partir del\nprimero de enero de dos mil quince.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3>AUMENTO DE SALARIO POR CONTRATACIÓN COLECTIVA \u003C\u002Fh3>\n\n\u003Ch3>Cláusula No. 37\u003C\u002Fh3>\n\n\u003Cp>Las partes convienen que el Banco incrementará por una sola vez el salario\nmensual de los trabajadores durante la vigencia del Contrato Colectivo, con\nbase en la antigüedad de años completos en el servicio, en la siguiente\nforma:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype2\">\u003Cp>Primer Año:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>Antigüedad\u003C\u002Ftd>\n \u003Ctd>Aumento\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>0-5 Años\u003C\u002Ftd>\n \u003Ctd>L800.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>5 en adelante\u003C\u002Ftd>\n \u003Ctd>L1,000.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Asimismo, en el mes de enero del segundo año de vigencia, se otorgará una\nbonificación con base en la antigüedad de años completos de servicio,\nasí:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>Antigüedad\u003C\u002Ftd>\n \u003Ctd>Bonificación\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>0-5 Años:\u003C\u002Ftd>\n \u003Ctd>L4,000.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>5 en Adelante:\u003C\u002Ftd>\n \u003Ctd>L6,000.00\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>EVALUACIONES ANUALES ESCALAFONARIAS\u003C\u002Fh3>\n\n\u003Ch3>Cláusula No. 38\u003C\u002Fh3>\n\n\u003Cp>El Banco seguirá realizando evaluaciones anuales escalafonarias que\ndeterminarán la cuantía de los aumentos meritorios.\u003C\u002Fp>\n\n\u003Cp>La evaluación de méritos por capacidad y eficiencia se hará para los\ntrabajadores cada doce (12) meses después de su última evaluación.\u003C\u002Fp>\n\n\u003Cp>Sin embargo, si el trabajador hubiese recibido una promoción durante el\nperíodo, la evaluación se hará doce (12) meses después de haberse hecha\nefectiva la promoción.\u003C\u002Fp>\n\n\u003Cp>Cuando por cualquier motivo no se practicare la evaluación en la fecha en\nque se tiene derecho a la misma, el Banco podrá llevarla a cabo con un retraso\nhasta de dos (2) meses, sin perjuicio de reconocer el aumento salarial, si\nfuere el caso, en forma retroactiva desde la fecha en que originalmente debió\nhacerse la evaluación.\u003C\u002Fp>\n\n\u003Cp>Los porcentajes de los aumentos por mérito serán los siguientes:\u003C\u002Fp>\n\n\u003Cp>Para calificación de Bueno: Ocho por ciento (8%)\u003C\u002Fp>\n\n\u003Cp>Para calificación de Muy Bueno: Diez por ciento (10%)\u003C\u002Fp>\n\n\u003Cp>Para calificación de Excelente: Doce por ciento (12%)\u003C\u002Fp>\n\n\u003Cp>El trabajador tendrá derecho a conocer la evaluación practicada.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>BONIFICACIÓN Y AGUINALDO\u003C\u002Fh3>\n\n\u003Ch3>Cláusula No. 39\u003C\u002Fh3>\n\n\u003Cp>El Banco seguirá pagando durante el mes de junio de cada año, una\nbonificación equivalente a un mes de sueldo, al trabajador que haya trabajado\ndurante los seis meses inmediatos anteriores. Además, continuará pagando el\ndecimotercer mes en concepto de aguinaldo, en el mes de diciembre de cada año,\nal trabajador que haya trabajado durante los seis (6) meses inmediato\nanteriores. Los trabajadores que no hayan trabajado los seis (6) meses\ncompletos, recibirán una cantidad proporcional al tiempo trabajado, o sea un\nsexto (1\u002F6) del sueldo mensual por cada mes laborado, para los empleados de\nreciente ingreso se considerará como mes completo cuando haya comenzado a\ntrabajar en la primera quincena del mes. La bonificación pactada se pagará el\nquince (15) de junio y decimotercer mes se pagará dentro de la primera\nquincena del mes de diciembre de cada año. Es entendido que el decimotercer\nmes integra el concepto de salario para todos los efectos legales.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>BONIFICACIÓN POR MATRIMONIO\u003C\u002Fh3>\n\n\u003Ch3>Cláusula No. 40\u003C\u002Fh3>\n\n\u003Cp>Los trabajadores con seis meses o más de antigüedad, tendrán derecho a\nuna bonificación equivalente a un mes de salario cuando contraiga matrimonio\npor primera vez estando al servicio del Banco.\u003C\u002Fp>\n\n\u003Cp>El trabajador para gozar de este beneficio, deberá acreditar\nfehacientemente su nuevo estado civil.\u003C\u002Fp>\n\n\u003Ch3>INCENTIVOS POR AÑOS DE SERVICIO\u003C\u002Fh3>\n\n\u003Ch3>Cláusula No. 41\u003C\u002Fh3>\n\n\u003Cp>El Banco mantendrá en vigencia el Plan de Incentivos por años de servicio,\nlos cuales serán otorgados a partir del quinto (5o) año de servicio y en\nintervalos de igual número de años sucesivamente.\u003C\u002Fp>\n\n\u003Cp>Dichos Incentivos deben guardar una relación meritoria en reconocimiento a\nla antigüedad laboral.\u003C\u002Fp>\n\n\u003Cp>Un representante del Sindicato en cada sede será invitado para que asista a\nlos actos de entrega de los incentivos otorgados dentro del Plan.\u003C\u002Fp>\n\n\u003Ch3>PRESTACIONES PREFERENTES\u003C\u002Fh3>\n\n\u003Ch3>Cláusula No. 42\u003C\u002Fh3>\n\n\u003Cp>Las prestaciones existentes o que puedan existir en virtud de Ley,\nReglamento de Trabajo o Contratos Individuales de Trabajo, que favorezca más\nal trabajador que lo que éste contrato estipula, se otorgarán preferentemente\na las aquí convenidas.\u003C\u002Fp>\n\n\u003Ch3>PROGRAMA DE INCENTIVOS PARA CAJEROS\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 43\u003C\u002Fh3>\n\n\u003Cp>El Banco se compromete a mantener vigente el programa de Incentivos para\nCajeros con el objeto de estimular la eficiencia en el manejo de los valores\nque se le encomienden.\u003C\u002Fp>\n\n\u003Cp>El programa se basa en registrar diariamente el efectivo recibido y pagado,\nlos faltantes mayores de cinco Lempiras (L5.00) y menores de cien Lempiras\n(L100.00) y el número de errores de cada cajero.\u003C\u002Fp>\n\n\u003Cp>Dependiendo de estos factores el cajero llega a obtener un premio máximo\nhasta de Doscientos Veinticinco Lempiras (L225.00) mensuales, con los que se\nestablece una reserva que sirve para lo siguiente:\u003C\u002Fp>\n\n\u003Cp>a) Si la reserva acumulada por el cajero en los seis (6) meses es mayor a\nlos faltantes habidos en el mismo período, la diferencia se le acreditará al\ncajero.\u003C\u002Fp>\n\n\u003Cp>b) Si la reserva acumulada es menor que los faltantes que el cajero ha\ntenido en el semestre, el cajero tendrá que pagar la diferencia.\u003C\u002Fp>\n\n\u003Cp>El período para el cálculo del incentivo del primer semestre será del 11\nde diciembre al 10 de junio y para el segundo semestre del 11 de junio al 10 de\ndiciembre.\u003C\u002Fp>\n\n\u003Cp>Es entendido, que todos los faltantes de caja serán registrados en la\ntarjeta de control respectiva para su liquidación al final del semestre. Es\nentendido, que Ningún cajero firmará pagaré sin antes haber constatado la\nexistencia del faltante.\u003C\u002Fp>\n\n\u003Cp>En aquellos casos en que el cajero establezca claramente el origen del\nfaltante el Banco le brindará el apoyo necesario en las gestiones pertinentes\na fin de recuperar el valor del faltante.\u003C\u002Fp>\n\n\u003Cp>La entrega del incentivo de primero y segundo semestre se hará a más\ntardar el 20 de junio y 20 de diciembre respectivamente.\u003C\u002Fp>\n\n\u003Cp>Como un estímulo adicional queda establecido un primero, segundo y tercer\npremio a los mejores cajeros de las Regiones: Centro Sur, Noroccidental y\nAtlántico, y de las sucursales de Tegucigalpa, San Pedro Sula y La Ceiba, el\nque se determinará en base al incentivo máximo logrado por los cajeros en el\nsemestre. Estos premios consistirán en el equivalente en efectivo, así:\u003C\u002Fp>\n\n\u003Cp>1.El ciento por ciento (100%) en efectivo para el primer lugar.\u003C\u002Fp>\n\n\u003Cp>2.El setenta y cinco por ciento (75%) en efectivo para el segundo lugar;\ny,\u003C\u002Fp>\n\n\u003Cp>3.El cincuenta por ciento (50%) en efectivo para el tercer lugar.\u003C\u002Fp>\n\n\u003Cp>Cuando existiese más de un cajero que obtuviese un mismo premio, éste se\notorgará al que menos errores tuviese en el semestre; si el empate persiste en\ntodos los factores se le pagará el cien por ciento (100%) del premio a ambos;\nen caso contrario al que tenga más errores se le otorgará el premio que\nsiga.\u003C\u002Fp>\n\n\u003Cp>Cuando el cajero salga de vacaciones, se le reconocerá el cálculo del\nIncentivo la parte proporcional trabajada en ese mes.\u003C\u002Fp>\n\n\u003Ch3>AJUSTE DE SUELDO POR COSTO DE VIDA \u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 44\u003C\u002Fh3>\n\n\u003Cp>En enero de 2016 y enero de 2017, el Banco aumentará los sueldos en forma\nautomática aplicando el procedimiento pactado entre el Banco y el Sindicato en\nlas Actas suscritas por ambas partes con fecha 15 de junio de 1981,19 de julio\nde 1988, 25 de mayo de 1990, 7 de diciembre del 2001 y 16 de octubre de 2008,\nprocedimiento\u003C\u002Fp>\n\n\u003Cp>que incluye la definición de inflación y su cálculo, asi como su\naplicación progresiva según el nivel de salarios.\u003C\u002Fp>\n\n\u003Cp>Los aumentos de salarios generales que el Gobierno decrete, se considerarán\nincluidos en el costo de vida que estamos pactando.\u003C\u002Fp>\n\n\u003Ch3>PROCEDIMIENTO DE QUEJAS Y RECLAMOS CONFLICTOS INDIVIDUALES\u003C\u002Fh3>\n\n\u003Ch3>Cláusula No. 45\u003C\u002Fh3>\n\n\u003Cp>El Banco y el Sindicato, documentarán estudiarán y procurarán resolver\ntodos los problemas y conflictos individuales de trabajo que puedan dar lugar a\nla aplicación de sanciones o al despido de trabajadores y las peticiones,\nquejas y reclamos que éstos presenten, antes de acudir a las autoridades\ncompetentes.\u003C\u002Fp>\n\n\u003Cp>El trabajador afectado deberá presentar por escrito su queja o reclamo\nacompañando las pruebas que lo fundamenten.\u003C\u002Fp>\n\n\u003Cp>Para este efecto la Junta Directiva Central, las Juntas Directivas\nSeccionales y los Representantes Sindicales por una parte, celebrarán\npláticas directas con los Representantes del Banco. La Parte que solicite la\nreunión presentará a la otra la agenda de los puntos a tratar por lo menos\ncon tres días de anticipación, salvo los casos de urgencia que ameriten\ndiscusión inmediata. De las reuniones se levantará acta por duplicado la cual\nserá firmada por ambas partes, destinándose una copia para el Sindicato y una\ncopia para el Banco. En dichas reuniones las partes quedan facultadas para\npresentar las pruebas que estimen convenientes, o acordar la realización de\ninvestigaciones para la comprobación de hechos. El procedimiento aquí\nestablecido se regirá en el siguiente orden jerárquico:\u003C\u002Fp>\n\n\u003Cp>1.En las sucursales de Tegucigalpa, San Pedro Sula, La Ceiba, Choluteca y\nSanta Rosa de Copan:\u003C\u002Fp>\n\n\u003Cp>a)Trabajador afectado con Jefe inmediato.\u003C\u002Fp>\n\n\u003Cp>b)Trabajador afectado y Representante Sindical con el Gerente de la\nDivisión respectiva y el Gerente Regional de Recursos Humanos.\u003C\u002Fp>\n\n\u003Cp>2.En las demás Sucursales:\u003C\u002Fp>\n\n\u003Cp>a)Trabajador afectado con su jefe inmediato.\u003C\u002Fp>\n\n\u003Cp>b)Un Delegado Sindical Seccional con el Gerente de la Sucursal.\u003C\u002Fp>\n\n\u003Cp>c)Representante de la Directiva Seccional con el Gerente Regional de\nRecursos Humanos. El tratamiento de las quejas y reclamos con la Gerencia será\npor escrito.\u003C\u002Fp>\n\n\u003Cp>3.Si en los casos 1 y 2 que preceden no se resuelve un punto determinado, el\nproblema será trasladado a las autoridades centrales del Banco y del\nSindicato. Igual procedimiento se observará a petición del sindicato, cuando\nlas resoluciones adoptadas sean contrarias a sus peticiones.\u003C\u002Fp>\n\n\u003Cp>4.En los casos a que se refiere el numeral 3) que antecede y cuando los\nproblemas no hayan sido resueltos en la instancia prevista en el literal b) del\nnumeral 1, se pasará a los niveles superiores en el siguiente orden.\u003C\u002Fp>\n\n\u003Cp>a)Junta Directiva Central del Sindicato con Gerencia de Recursos Humanos.\u003C\u002Fp>\n\n\u003Cp>b)Junta Directiva Central del Sindicato con Gerencia General o su\nrepresentante.\u003C\u002Fp>\n\n\u003Cp>En ambos casos el tratamiento de quejas y reclamos será por escrito.\u003C\u002Fp>\n\n\u003Cp>5.No se podrá acudir a ninguna de las etapas superiores del procedimiento\naquí convenido sin antes de haber agotado la inmediata inferior.\u003C\u002Fp>\n\n\u003Ch3>NOTIFICACIÓN A LOS TRABAJADORES DE SU NIVEL ESCALAFONARIO\u003C\u002Fh3>\n\n\u003Ch3>Cláusula No. 46\u003C\u002Fh3>\n\n\u003Cp>El Banco, por medio de sus Jefes de División o Gerentes de Sucursales,\nhará del conocimiento del trabajador el escalafón correspondiente y los\ncambios en cuanto a su categoría y salario.\u003C\u002Fp>\n\n\u003Ch3>TRASLADOS PERMANENTES\u003C\u002Fh3>\n\n\u003Ch3>Cláusula No. 47\u003C\u002Fh3>\n\n\u003Cp>Cuando un trabajador sea trasladado permanentemente de una base a otra, a\njuicio del Banco, por cualquier causa, gozará de los siguientes beneficios:\u003C\u002Fp>\n\n\u003Cp>a) Percibirá el salario que se convenga entre el Banco y el trabajador.\u003C\u002Fp>\n\n\u003Cp>b)Se proporcionarán los gastos de traslado del trabajador, de su familia y\nde sus enseres personales. El trabajador presentará al Banco, dos cotizaciones\nde gastos de transporte.\u003C\u002Fp>\n\n\u003Cp>c)Los gastos de regreso al lugar de origen del trabajador, su familia, y sus\nenseres personales; cuando el contrato de trabajo concluya por culpa del\ntrabajador o por su propia voluntad cesa la obligación del Banco.\u003C\u002Fp>\n\n\u003Cp>d)El trabajador que va a ser trasladado tendrá derecho a visitar la\nlocalidad por cuenta del Banco para determinar su aceptación sin perjuicio de\nla obligación contractual de servicio donde el Banco lo requiere.\u003C\u002Fp>\n\n\u003Ch3>REVISIÓN DEL REGLAMENTO INTERNO DE TRABAJO\u003C\u002Fh3>\n\n\u003Ch3>Cláusula No. 48\u003C\u002Fh3>\n\n\u003Cp>Una comisión integrada por representantes del Sindicato y del Banco\nefectuará una revisión completa del Reglamento Interno de Trabajo para\nsujetarlo al contenido de este Contrato y del Código de Trabajo.\u003C\u002Fp>\n\n\u003Cp>El proyecto revisado en la forma prescrita, será sometido al conocimiento y\naprobación del Ministerio de Trabajo y Previsión Social, en un plazo no mayor\nde sesenta (60) días a partir de la firma de este Contrato.\u003C\u002Fp>\n\n\u003Cp>Las modificaciones o reformas se tramitarán de acuerdo con lo prescrito en\nel Código del Trabajo.\u003C\u002Fp>\n\n\u003Ch3>FUERO SINDICAL\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 49\u003C\u002Fh3>\n\n\u003Cp>Los trabajadores miembros de la Junta Directiva Central desde su elección\nhasta seis (6) meses después de cesar en sus cargos, no podrán ser despedidos\nde su trabajo, sino en la forma establecida en el Artículo 516 del Código de\nTrabajo.\u003C\u002Fp>\n\n\u003Ch3>EXPEDIENTE DEL TRABAJADOR ANOTACIONES\u003C\u002Fh3>\n\n\u003Ch3>Cláusula No. 50\u003C\u002Fh3>\n\n\u003Cp>En el expediente de cada trabajador se anotarán sus actuaciones meritorias,\npuntualidad, cooperación, eficiencia y en general su buen comportamiento y de\nla misma manera se anotarán sus inasistencias sin causas justificadas,\u003C\u002Fp>\n\n\u003Cp>impuntualidad, indisciplina, infidencias y cualquier otra falta que cometa\nen el desempeño de sus responsabilidades. No se harán anotaciones malas a los\ntrabajadores sin la previa comprobación de las faltas cometidas debiendo\nintervenir el respectivo trabajador y un representante del Sindicato.\u003C\u002Fp>\n\n\u003Cp>Es entendido que las faltas no podrán ser sancionadas después de\ntranscurrir treinta (30) días calendario contados a partir de la fecha en que\nse cometió la misma, o en su caso, desde que fueron conocidos los hechos que\ndieron lugar a la sanción. El transcurso de un (1) año sin que el trabajador\nincurra en faltas le dará derecho a que se le cancelen de su expediente las\nmalas anotaciones y observaciones en su contra que en el mismo pudieren\naparecer.\u003C\u002Fp>\n\n\u003Ch3>USO DE LOS MEDIOS DE COMUNICACIÓN POR DIRECTIVOS SINDICALES \u003C\u002Fh3>\n\n\u003Ch3>Cláusula No. 51\u003C\u002Fh3>\n\n\u003Cp>El Banco permitirá el uso de sus medios de comunicación disponibles para\ncomunicarse entre Sucursales a los Directivos Sindicales, previo permiso del\nJefe correspondiente en la forma y el tiempo tales que no perjudiquen las\ncomunicaciones normales del Banco.\u003C\u002Fp>\n\n\u003Cp>Ofrecerá también la facilidad del uso de las bolsas para enviar\ncorrespondencia a cualquier Sucursal del Banco donde el Sindicato tenga\nafiliados.\u003C\u002Fp>\n\n\u003Ch3>USO DE LOCALES PARA OFICINAS DEL SINDICATO\u003C\u002Fh3>\n\n\u003Ch3>Cláusula No. 52\u003C\u002Fh3>\n\n\u003Cp>El Banco continuará proporcionando a título gratuito un local en\nTegucigalpa y otro en San Pedro Sula para que el Sindicato mantenga instaladas\nsus oficinas.\u003C\u002Fp>\n\n\u003Cp>También le proporcionará el uso del salón principal del Deportivo\nBancatlán para la instalación de los Congresos.\u003C\u002Fp>\n\n\u003Cp>El Sindicato hará las correspondientes solicitudes por escrito con la\nsuficiente anticipación a la fecha en que hará uso del local.\u003C\u002Fp>\n\n\u003Ch3>DIVULGACIONES SINDICALES\u003C\u002Fh3>\n\n\u003Ch3>Cláusula No. 53\u003C\u002Fh3>\n\n\u003Cp>El Banco y el Sindicato acordarán los sitios visibles en los distintos\ncentros de trabajo donde el Sindicato podrá colocar pizarras y\u002Fo tableros\ndestinados para divulgar boletines, circulares y convocatorias del Sindicato y\nla Cooperativa.\u003C\u002Fp>\n\n\u003Ch3>OBSERVACIONES A REGLAMENTOS\u003C\u002Fh3>\n\n\u003Ch3>Cláusula No. 54\u003C\u002Fh3>\n\n\u003Cp>Dentro de la vigencia del presente Contrato Colectivo, el Sindicato podrá\npresentar ante el Banco las observaciones que estime convenientes, en relación\ncon el contenido y aplicación de los Reglamentos de Estudios, Becas, y Plan de\nVivienda actualmente en vigencia.\u003C\u002Fp>\n\n\u003Ch3>DEDUCCIONES A TRABAJADORES POR NEGOCIACIÓN COLECTIVA\u003C\u002Fh3>\n\n\u003Ch3>Cláusula No. 55\u003C\u002Fh3>\n\n\u003Cp>Conforme el Articulo 24 de los Estatutos del Sindicato, cuando como\nresultado de una negociación colectiva se produzcan aumentos de salario todos\nlos trabajadores beneficiados tienen la obligación de cotizar al Sindicato por\nuna sola vez, el equivalente a ciento por ciento (100%) del aumento recibido en\nel primer mes. En tal caso, el Banco, conforme al Artículo 60-A del Código de\nTrabajo, numeral 12 reformado del articulo 95 del mismo código, ambos\ncontenidos en el Decreto Ley número 30 del 15 de marzo de 1973, hará las\ncorrespondientes deducciones por planilla y las pondrá a la orden de la\nTesorería del Sindicato.\u003C\u002Fp>\n\n\u003Ch3>REVISIÓN E IMPRESIÓN DEL CONTRATO COLECTIVO.\u003C\u002Fh3>\n\n\u003Ch3>Cláusula No. 56\u003C\u002Fh3>\n\n\u003Cp>Previa la impresión, ambas partes harán una revisión conjunta de la\nresolución del Ministerio de Trabajo y Previsión Social que autorice el\nRegistro de este Contrato. Asimismo, la corrección de pruebas de imprenta\nserá realizada conjuntamente.\u003C\u002Fp>\n\n\u003Cp>Revisada por ambas partes la resolución emitida por el Ministerio de\nTrabajo y Asistencia Social; el Banco hará imprimir el presente Contrato\nColectivo, en ejemplares tamaño bolsillo y entregarle un ejemplar a cada\ntrabajador y ciento cincuenta (150) ejemplares al Sindicato. \u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch3>VIGENCIA DEL CONTRATO COLECTIVO \u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No. 57\u003C\u002Fh3>\n\n\u003Cp>El presente Contrato tendrá una duración de Tres (3) años a partir del\nprimero de enero del año dos mil quince.\u003C\u002Fp>\n\n\u003Cp>Las partes podrán denunciar el Contrato con ciento cincuenta (150) días de\nanticipación al vencimiento del mismo. Las Pláticas Directas se iniciarán\ndentro de los treinta (30) días calendarios siguientes:\u003C\u002Fp>\n\n\u003Cp>Si al treinta (30) de noviembre no se hubiese convenido la totalidad del\nContrato, las pláticas directas se suspenderán para reiniciarlas en fecha que\nacuerden las partes.\u003C\u002Fp>\n\n\u003Cp>Tegucigalpa, M.D.C., 30 de noviembre de 2014\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>POR EL BANCO:\u003C\u002Fp>\n\n\u003Cp>Guillermo Bueso\u003C\u002Fp>\n\n\u003Cp>Gustavo Oviedo Tovar\u003C\u002Fp>\n\n\u003Cp>Gabriel E. Delgado\u003C\u002Fp>\n\n\u003Cp>Mario Andino Avendano\u003C\u002Fp>\n\n\u003Cp>Ramiro A. Ramirez A\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>POR EL SINDICATO:\u003C\u002Fp>\n\n\u003Cp>Felipe Ramirez Suazo\u003C\u002Fp>\n\n\u003Cp>Dimas Chavez Garcia\u003C\u002Fp>\n\n\u003Cp>Dennis Orlando García R.\u003C\u002Fp>\n\n\u003Cp>Jorge Antonio Montes G.\u003C\u002Fp>\n\n\u003Cp>Regina Raquel Gamez F.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n \n ",{"hourspday_select":42,"severance_number_1_tenure":46,"severance_number":50,"maternity_nursing_breaks_length":54,"overtimeallowanceperc1_general":58,"ONCERISE_trigger":62,"deathrelativesleave":66,"wageincreasetype2":70,"pregnancy":74,"shiftallowanceperc1":76,"STRUCINCR_trigger":80,"nursingmothers":84,"funeralpay":86,"LOWWAGE_provision":90,"cbadate_start":94,"OVERTIME_trigger":98,"holidaysdays":102,"unemploymentfund":106,"healthcareaccess":110,"COMMUTE_trigger":114,"contracttrial":118,"TRADEUNLEAV_trigger":122,"educationtuition":126,"NOCTPREM_trigger":130,"coveroccup4":134,"funeralpayamount":138,"coveroccup3":142,"LOWWAGE_trigger":146,"SENIOR_trigger":148,"mealvouchers":152,"paidmaternityleave":156,"contractseverancepay":158,"PAIDLEAV_trigger":162,"deathrelatives":166},{"bindId":43,"name":44,"text":45},"hourspday_select","JORNADAS DE TRABAJO CLÁUSULA No. 12 En m","JORNADAS DE TRABAJO\n\nCLÁUSULA No. 12\n\nEn materia de jornadas de trabajo el Banco y sus trabajadores seguirán\ncumpliendo las que actualmente están en vigencia y continuarán acatando\nademás las disposiciones que para las diferentes zonas del país emita el\nBanco Central de Honduras, por medio de su Directorio, en conformidad con la\nLey. Los horarios se establecerán conforme las necesidades del Banco y tomando\nen cuenta la conveniencia del servicio al público y la de sus trabajadores,\npero siempre dentro de los límites establecidos para las jornadas ordinarias\nde trabajo.",{"bindId":47,"name":48,"text":49},"severance_number_1_tenure","b)Después de un trabajo continuo mayor d","b)Después de un trabajo continuo mayor de seis (6) meses pero menor de un\n(1) año, con un importe igual a veinticinco (25) días de salario.",{"bindId":51,"name":52,"text":53},"severance_number","c) Después de un trabajo continuo mayor ","c) Después de un trabajo continuo mayor de un (1) año, con un importe\nigual a un (1) mes de salario por cada año de trabajo sin que en ningún caso\nel auxilio de cesantía pueda exceder de veinticinco (25) meses de salario.",{"bindId":55,"name":56,"text":57},"maternity_nursing_breaks_length","d)En los casos de licencia por maternida","d)En los casos de licencia por maternidad, la licencia se ajustará a lo que\nestablece el Reglamento de Aplicación de la Ley del Seguro Social, vigente en\nsu Artículo No. 78. El período de lactancia tendrá una duración de seis (6)\nmeses y durante el mismo la trabajadora tendrá derecho a una licencia de una\nhora diaria, que podrá fraccionar en períodos de treinta minutos dentro de la\njornada, a conveniencia de la trabajadora.",{"bindId":59,"name":60,"text":61},"overtimeallowanceperc1_general","El trabajo efectivo que se ejecute fuera","El trabajo efectivo que se ejecute fuera de los límites de las jornadas\nordinarias que se determinan en las cláusulas anteriores constituye jornada\nextraordinaria y será remunerada así:\n\na)Con un Cuarenta y cinco por ciento (45%) de recargo sobre el salario de la\njornada diurna cuando se efectúe en el período diurno.",{"bindId":63,"name":64,"text":65},"ONCERISE_trigger","BONIFICACIÓN Y AGUINALDO Cláusula No. 39","BONIFICACIÓN Y AGUINALDO\n\nCláusula No. 39\n\nEl Banco seguirá pagando durante el mes de junio de cada año, una\nbonificación equivalente a un mes de sueldo, al trabajador que haya trabajado\ndurante los seis meses inmediatos anteriores. Además, continuará pagando el\ndecimotercer mes en concepto de aguinaldo, en el mes de diciembre de cada año,\nal trabajador que haya trabajado durante los seis (6) meses inmediato\nanteriores. Los trabajadores que no hayan trabajado los seis (6) meses\ncompletos, recibirán una cantidad proporcional al tiempo trabajado, o sea un\nsexto (1\u002F6) del sueldo mensual por cada mes laborado, para los empleados de\nreciente ingreso se considerará como mes completo cuando haya comenzado a\ntrabajar en la primera quincena del mes. La bonificación pactada se pagará el\nquince (15) de junio y decimotercer mes se pagará dentro de la primera\nquincena del mes de diciembre de cada año. Es entendido que el decimotercer\nmes integra el concepto de salario para todos los efectos legales.",{"bindId":67,"name":68,"text":69},"deathrelativesleave","c)Se concederá permiso hasta por cinco (","c)Se concederá permiso hasta por cinco (5) días consecutivos en caso de\nmuerte del cónyuge, compañera o compañero de hogar, los padres o hijos del\ntrabajador y por dos (2) días cuando se trata de fallecimiento de los abuelos,\nnietos y hermanos.",{"bindId":71,"name":72,"text":73},"wageincreasetype2","Primer Año: Antigüedad Aumento 0-5 Años ","Primer Año:\n\n\n \n \n \n \n \n Antigüedad\n Aumento\n \n \n 0-5 Años\n L800.00\n \n \n 5 en adelante\n L1,000.00\n \n \n\n\n\n\nAsimismo, en el mes de enero del segundo año de vigencia, se otorgará una\nbonificación con base en la antigüedad de años completos de servicio,\nasí:\n\n\n\n\n \n \n \n \n \n Antigüedad\n Bonificación\n \n \n 0-5 Años:\n L4,000.00\n \n \n 5 en Adelante:\n L6,000.00",{"bindId":75,"name":56,"text":57},"pregnancy",{"bindId":77,"name":78,"text":79},"shiftallowanceperc1","El trabajo nocturno por el sólo hecho de","El trabajo nocturno por el sólo hecho de ser nocturno se remunerará con un\nrecargo del cuarenta por ciento (40%) del valor del trabajo diurno. Con el\nmismo recargo se pagará las horas trabajadas durante el periodo nocturno en\nlas jornadas mixtas.",{"bindId":81,"name":82,"text":83},"STRUCINCR_trigger","AUMENTO DE SALARIO POR CONTRATACIÓN COLE","AUMENTO DE SALARIO POR CONTRATACIÓN COLECTIVA \n\nCláusula No. 37\n\nLas partes convienen que el Banco incrementará por una sola vez el salario\nmensual de los trabajadores durante la vigencia del Contrato Colectivo, con\nbase en la antigüedad de años completos en el servicio, en la siguiente\nforma:\n\n\n\nPrimer Año:\n\n\n \n \n \n \n \n Antigüedad\n Aumento\n \n \n 0-5 Años\n L800.00\n \n \n 5 en adelante\n L1,000.00\n \n \n\n\n\n\nAsimismo, en el mes de enero del segundo año de vigencia, se otorgará una\nbonificación con base en la antigüedad de años completos de servicio,\nasí:\n\n\n\n\n \n \n \n \n \n Antigüedad\n Bonificación\n \n \n 0-5 Años:\n L4,000.00\n \n \n 5 en Adelante:\n L6,000.00",{"bindId":85,"name":56,"text":57},"nursingmothers",{"bindId":87,"name":88,"text":89},"funeralpay","GASTOS DE FUNERAL CLÁUSULA No. 28 El Ban","GASTOS DE FUNERAL\n\nCLÁUSULA No. 28\n\nEl Banco reconocerá a sus trabajadores un subsidio de Quince mil Lempiras\n(L15,000.00) para que cubran los gastos de funeral de su cónyuge, compañera\n(o) de hogar o de sus hijos menores de 18 años que vivan y que dependan\neconómicamente de él.\n\nUn subsidio de Siete Mil Lempiras (L7,000.00) recibirán los trabajadores\npara los gastos de funeral de sus padres que dependan económicamente de\nellos.\n\nEste subsidio se otorgará de inmediato en efectivo o por crédito a su\ncuenta y el empleado se compromete a presentar el Certificado de Defunción\ndentro de los\n\ntreinta (30) días siguientes, en caso de que no lo hiciere tendrá que\nreembolsar dicho valor, cargándosele a su cuenta.\n\nLos dependientes a que se refieren los dos primeros párrafos, deberán\nestar debidamente registrados en la Vicepresidencia de Recursos Humanos,\nmediante la presentación de la partida de nacimiento.\n\nEn caso de que el fallecido fuera un trabajador del Banco, éste entregará\na quien sufrague los gastos funerales la suma de Veinte Mil Lempiras\n(L20.000.00).",{"bindId":91,"name":92,"text":93},"LOWWAGE_provision","SALARIO MÍNIMO Cláusula No. 36 Se fija e","SALARIO MÍNIMO\n\nCláusula No. 36\n\nSe fija el salario mínimo en Ocho Mil Ochocientos Ochenta y Tres Lempiras\n(L8,883.00) para todos los trabajadores del Banco, efectivo a partir del\nprimero de enero de dos mil quince.",{"bindId":95,"name":96,"text":97},"cbadate_start","VIGENCIA DEL CONTRATO COLECTIVO CLÁUSULA","VIGENCIA DEL CONTRATO COLECTIVO \n\nCLÁUSULA No. 57\n\nEl presente Contrato tendrá una duración de Tres (3) años a partir del\nprimero de enero del año dos mil quince.\n\nLas partes podrán denunciar el Contrato con ciento cincuenta (150) días de\nanticipación al vencimiento del mismo. Las Pláticas Directas se iniciarán\ndentro de los treinta (30) días calendarios siguientes:\n\nSi al treinta (30) de noviembre no se hubiese convenido la totalidad del\nContrato, las pláticas directas se suspenderán para reiniciarlas en fecha que\nacuerden las partes.\n\nTegucigalpa, M.D.C., 30 de noviembre de 2014",{"bindId":99,"name":100,"text":101},"OVERTIME_trigger","REMUNERACIÓN DE LA JORNADA EXTRAORDINARI","REMUNERACIÓN DE LA JORNADA EXTRAORDINARIA\n\nCLÁUSULA No. 15\n\nEl trabajo efectivo que se ejecute fuera de los límites de las jornadas\nordinarias que se determinan en las cláusulas anteriores constituye jornada\nextraordinaria y será remunerada así:\n\na)Con un Cuarenta y cinco por ciento (45%) de recargo sobre el salario de la\njornada diurna cuando se efectúe en el período diurno.\n\nb)Con un sesenta y cinco por ciento (65%) de recargo sobre el salario de la\njornada diurna cuando se efectúe en el período nocturno; y,\n\nc)Con el ochenta y cinco por ciento (85%) de recargo sobre el salario de la\njornada nocturna cuando la jornada extraordinaria sea prolongación de\naquélla.\n\nEl Banco no remunerará las horas extraordinarias trabajadas, cuando el\ntrabajador las ocupe en subsanar los errores imputables sólo a él, cometidos\ndurante la jornada ordinaria. Los trabajadores no ejecutarán trabajo\nextraordinario alguno si no es con autorización escrita extendida por el\nGerente de División o Sucursales.",{"bindId":103,"name":104,"text":105},"holidaysdays","Trabajadores de un (1) año de servicio: ","Trabajadores de un (1) año de servicio:\n\nQuince (15) días calendarios.",{"bindId":107,"name":108,"text":109},"unemploymentfund","FONDO DE RETIRO BANCATLÁN Cláusula No. 3","FONDO DE RETIRO BANCATLÁN\n\nCláusula No. 30\n\nCon el objeto de mantener el Fondo de Retiro para los empleados del Banco,\nambas partes seguirán contribuyendo conforme lo establece el Reglamento del\nFondo de Retiro Bancatlán.\n\nAsimismo, la administración del Fondo seguirá bajo la responsabilidad de\nuna Junta Administradora integrada conforme el apartado 1 de la Sección 6 del\nReglamento del Fondo de Retiro de fecha febrero de 1980; es decir, cinco\npersonas que serán nombradas durante el mes de febrero de cada año en la\nsiguiente forma: dos serán escogidas en voto secreto por los empleados y las\notras tres serán nombradas por la Junta Directiva del Banco.",{"bindId":111,"name":112,"text":113},"healthcareaccess","SERVICIOS MEDICO-HOSPITALARIOS CLÁUSULA ","SERVICIOS MEDICO-HOSPITALARIOS\n\nCLÁUSULA No. 27\n\nEl Banco concederá a sus trabajadores sindicalizados en todo el país, al\nigual que a sus dependientes debidamente registrados, los servicios\nmédico-hospitalarios, atención médica quirúrgica especial, servicios\nmédicos por maternidad y pago de medicinas, conforme a lo siguiente:\n\n1. Servicios Médico-Hospitalarios a los Empleados:\n\na.Hospitalización:\n\nEl Banco asumirá en un 100% el pago de las cuentas por hospitalización de\nsus empleados, así como el pago de las medicinas y los honorarios de los\nmédicos y cirujanos relacionados con el tratamiento correspondiente.\n\nb.Maternidad:\n\nLos servicios relacionados con asistencia prenatal, natal y postnatal, la\nhospitalización, servicios médicos quirúrgicos en su caso, medicinas y\nexámenes requeridos, serán asumidos por el Banco en un 100%\n\nc.Tratamientos no hospitalizables y consultas externas:\n\nEl importe de los honorarios que se causen por consulta con médicos\nexternos por tratamientos no hospitalizables, el costo de los medicamentos\nrecetados y servicios de laboratorio, serán pagados por el empleado de acuerdo\nal procedimiento siguiente: El Banco negociará y mantendrá contratos con\nmédicos externos, farmacias y laboratorios, para que le brinden al empleado\nestos servicios, el que tendrá dos opciones:\n\ni. Recibir el servicio sin efectuar desembolso alguno, en cuyo caso el Banco\ncancelará las facturas y recibos y le deducirá al trabajador de su sueldo,\nsobre el valor de aquéllos el 20%.\n\nii. En caso que el trabajador pague directamente por estos servicios, el\nBanco, con aprobación de su Médico General, le reembolsará contra\npresentación de los comprobantes el valor correspondiente.\n\nCuando el empleado por casos debidamente calificados requiera\nfinanciamiento, el Banco podrá otorgarlo de acuerdo a lo establecido en un\nreglamento especial.\n\nPrevia calificación del Médico General del Banco, quedarán excluidos\naquellos exámenes que conduzcan a hospitalización, cuyo costo será asumido\npor el Banco.\n\nd. Servicios de Oftalmología y Odontología\n\nEl Banco pagará el 100% de los honorarios que se causen por consultas con\noftalmólogos al igual que el costo de los lentes, debiendo asumir el empleado\nel costo de los aros.- En el caso de servicios odontológicos, el Banco pagará\nel 100% de los honorarios que se causen, exceptuando los trabajos de prótesis\npor los cuales se reconocerá sólo el 50% conforme lo indicado en el\nReglamento respectivo.\n\n2.Servicios Médico-Hospitalarios a los Dependientes:\n\na. El costo de los servicios de maternidad será asumido en el 100% por el\nBanco y cubrirá a las esposas o compañeras de hogar de los trabajadores que\nestén debidamente registradas. La asistencia médico-hospitalaria para los\nhijos de los trabajadores hasta la edad de seis (6) años, será asumida por el\nBanco en un 100%.- A los hijos de los trabajadores comprendidos entre los seis\n(6) y siete (7) años de edad, se les reconocerá el 25% de los gastos\ncorrespondientes.\n\nb. Después de la muerte del trabajador, sus hijos hasta la edad de seis\naños tendrán derecho a los beneficios a que se refiere el numeral 1 de esta\ncláusula y sus hijos comprendidos entre la edad de seis años un día hasta\nsiete años, tendrán derecho a un reembolso del veinticinco (25%) del costo de\ndichos beneficios durante veintiséis (26) semanas contadas a partir del\nfallecimiento de aquél.\n\nc. Los hijos de los trabajadores que estén recibiendo asistencia médica a\nla fecha de cumplimiento de la edad de los seis (6) años, tendrán derecho a\nseguir recibiéndola por la enfermedad que estaba bajo tratamiento en esa fecha\no sus complicaciones hasta su recuperación, por un plazo máximo de treinta\ndías contados a partir del día en que cumpla los seis (6) años de edad.\n\nSi la enfermedad origina hospitalización y el beneficiario está\nhospitalizado al término del plazo señalado anteriormente, continuará siendo\natendido hasta que el médico autorizado por el Banco ordene su egreso, sin\nque, en ningún caso, la hospitalización pueda prolongarse por más de noventa\n(90) dias de la fecha en que cumpla seis (6) años de edad.\n\nd. En los casos de hospitalización de hijos se utilizará el cuarto de\npediatría. Si la enfermedad tanto del empleado o dependiente a criterio del\nmédico, fuese contagiosa, éstos pueden ser hospitalizados en un cuarto\ndeterminado. El Banco pagará el precio del mismo.\n\nSe establece un límite de L200,000.00 anuales para los dependientes de los\ntrabajadores en todos los gastos relacionados con los servicios de asistencia\nmédica y hospitalización.\n\n3. CONDICIONES GENERALES\n\nLos servicios médico-hospitalarios detallados en los numerales 1)\nanteriores, se sujetarán a las condiciones generales siguientes:\n\na. En Tegucigalpa y San Pedro Sula, los empleados serán atendidos por el\nMédico General del Banco, para consultas, prescripción de medicamentos y\nexámenes de laboratorio. Asimismo, dicho médico autorizará las incapacidades\ne indicará cuando los empleados ameriten hospitalización o ser atendidos por\nespecialistas. En el resto del país, los empleados serán atendidos por los\nfacultativos de la respectiva localidad autorizados por el Médico General del\nBanco.\n\nb. En casos de emergencia, el empleado y sus dependientes podrán tener\nservicios de hospitalización, debiendo oportunamente informar de ello al\nMédico General del Banco, Jefe inmediato o a la Vicepresidencia de Recursos\nHumanos, para que a través de aquélla o del funcionario competente se tomen\nlas medidas correspondientes según lo establecido en el Reglamento.- El Banco\ncomunicará a los hospitales de la localidad para que brinden la atención\nnecesaria relacionada con la emergencia.\n\nc. En todos los casos que requieran hospitalización, el Banco pagará el\nprecio mínimo por habitación en los hospitales nacionales, con los que el\nBanco tenga contrato de servicios.\n\nEn caso que al momento de ingreso al hospital, éste no tuviese disponible\nun cuarto del precio mínimo, el trabajador o dependiente será internado en\nuna habitación del precio inmediato superior y al quedar disponible la\nhabitación del precio mínimo será trasladado a ésta.\n\nSi el beneficiario no quisiere reubicarse en uno de los cuartos de menor\nprecio, asumirá por su cuenta el exceso de precio del cuarto sobre el mínimo\nestablecido, debiendo en tal caso pagar directamente al hospital la diferencia\nde precio.\n\nEn el caso que el trabajador o dependiente desde el inicio de su\nhospitalización, por su propia iniciativa y comodidad solicitare un cuarto de\nmayor precio al del mínimo establecido, se responsabilizará a pagar\ndirectamente al hospital la diferencia del precio, excepto cuando ello se deba\na prescripción médica.\n\nd. En todos los casos de suspensión de trabajo por enfermedad comprobada\npor el Médico General del Banco que al mismo tiempo originan la concesión de\nlos beneficios descritos en el numeral 1) anterior, el trabajador recibirá un\nsubsidio de conformidad con la siguiente escala:\n\ni.Después de un trabajo continuo no menor de tres (3) meses, un (1) mes de\nsalario.\n\nii.Después de un trabajo continuo mayor de seis (6) meses, pero no mayor de\nun (1) año, dos meses de salario.\n\ni.e. Después de un trabajo continuo mayor de un (1) ano pero no mayor de\ntres (3) años, tres meses de salario; de tres (3) a cuatro (4) años de\ntrabajo continuo, cuatro (4) meses de salario de cuatro (4) a cinco (5) años\nde trabajo continuo, cinco (5) meses de salario.\n\ni.e. Después de un trabajo continuo de cinco (5) años, salario entero\ndurante seis (6) meses.\n\nSi al término de estos distintos plazos persiste la enfermedad, previo\ndictamen del Médico General del Banco, la Presidencia Ejecutiva podrá\nprorrogar el subsidio hasta por el doble de cada categoría.\n\nPara los efectos de lo dispuesto anteriormente, se entenderá como un mismo\ncaso de subsidio la incapacidad interrumpida para el trabajo desde el día que\norigine la incapacidad hasta el día en que se recupere la capacidad de\ntrabajo. Si sobreviniera una nueva incapacidad dentro de treinta y cinco (35)\ndías siguientes a la fecha en que se hubiera declarado la recuperación de la\ncapacidad de trabajo, esta nueva incapacidad se considera que forma parte del\nmismo caso de subsidio.\n\nToda incapacidad que se presente con posterioridad a los treinta y cinco\n(35) días señalados se considera como un nuevo caso.\n\ne.Las compañeras de hogar de los trabajadores gozarán de los mismos\nbeneficios que se concedan a las esposas, siempre que hayan sido inscritas por\nlo menos diez (10) meses antes de la prestación del servicio y dependan\neconómicamente del trabajador y que éste y su compañera sean solteros.\n\nEn caso de cesantía del trabajador, la esposa o compañera de hogar\nrecibirá la atención siempre que a la fecha que se produzca se encuentre\nembarazada.\n\nEl mismo derecho tendrá la esposa o compañera de hogar del trabajador que\na la fecha de la muerte de éste se encuentre embarazada. Los abortos y sus\nconsecuencias patológicas serán atendidos como casos de maternidad en los\ncentros hospitalarios autorizados por el Banco.\n\nLos beneficios aquí establecidos no se concederán a las esposas o\ncompañeras de hogar de los trabajadores cuando estén cubiertas en su trabajo\npor un sistema similar o estén afiliadas al Seguro Social.\n\nf.Para tener derecho a reembolso de cualquier índole, relacionado con la\nasistencia médica se requiere en todo caso:\n\ni)Que en la receta que se extienda se consigne el nombre del paciente,\nescrito por el médico tratante y la firma de éste; y\n\nii)Que en el recibo correspondiente que será firmado por el médico\ntratante, figure el nombre del trabajador a quien se le extienda y el nombre\ndel paciente.\n\ng. En las referencias a especialistas, se seguirá el siguiente\nprocedimiento:\n\ni. El empleado solicitará al médico del Banco la orden correspondiente\npara consulta con el médico especialista.\n\nii. Si el Médico General del Banco hace remisión al especialista, deberá\nArmar y llenar la hoja “Referencia al Especialista” por cada consulta que\nel empleado o sus dependientes requieran, la cual será refrendada por la\nVicepresidencia de Recursos Humanos y\u002Fo Gerentes de Sucursales, en su caso.\n\ni.e. Si el especialista recomienda hospitalización u operación, deberá\nllenar la parte correspondiente de la hoja “Referencia al Especialista” y\nenviarla al Médico General del Banco para que éste conozca el diagnóstico,\ntratamiento a seguir y los honorarios respectivos.\n\niv.Una vez que el Médico General del Banco conozca de las recomendaciones\ndel especialista, tomará la decisión correspondiente y remitirá de nuevo al\ninteresado a la Vicepresidencia de Recursos Humanos, quien autorizará el\npago.\n\nv.Queda entendido que el trabajador o dependiente que no cumpla con estas\ndisposiciones no se le reconocerán los gastos en que incurra.\n\nvi.En las sucursales donde no hayan médicos especialistas, los trabajadores\ny sus hijos registrados y cubiertos podrán ser atendidos en las poblaciones\nmás cercanas según su posición geográfica.\n\nh.Para los efectos de esta Cláusula, se entiende por “Dependiente\ndebidamente registrado”, la esposa o compañera de hogar del trabajador y sus\nhijos hasta la edad de seis años o hasta siete en lo que le corresponda.\n\ni.Las partes han acordado que el Banco se reserva el derecho de escoger los\nmedios que estime conveniente, para cumplir en mejor forma los propósitos y\nobjetivos que se establecen en la presente cláusula.",{"bindId":115,"name":116,"text":117},"COMMUTE_trigger","a)Transporte para los trabajadores que s","a)Transporte para los trabajadores que salen a trabajar fuera del Banco.\n\nb)Vigilante, el pago de transporte en que incurran por el retiro de llaves\ndesde la oficina principal hasta el lugar en que les asignen funciones siempre\ny cuando no exista transporte del Banco.\n\nc)El Banco pagará el costo de transporte de todos aquellos trabajadores que\nterminen o finalicen su labor conforme a la siguiente tarifa:\n\n\n\nHorario:\n\n\n \n \n \n \n \n \n \n De 8:00 pm. a 9:00 pm.\n Despues de las 9:00 pm.\n \n \n Tegucigalpa y San Pedro Sula:\n L80.00\n L90.00\n \n \n La Ceiba:\n L60.00\n L70.00\n \n \n Otras ciudades del país:\n L50.00\n L60.00\n \n \n \n\n\n\n\nEn ninguno de los casos se reconocerá este pago cuando hubiera transporte\ndel Banco.\n\nd)Comida para los trabajadores que se queden prestando sus servicios fuera\nde la jornada ordinaria siempre que trabajen después de las 7:00 pm. cuyo\nvalor será de Ochenta y Cinco Lempiras (L85.00) para todos los trabajadores\ndel Banco. Igual pago se hará a los trabajadores que laboren en la jornada\nmixta y los trabajadores que laboran los días sábados cuando la prolongación\nde su jornada ordinaria se extienda por dos horas o más. Transcurrida la mitad\nde la vigencia del presente Contrato Colectivo, los valores correspondientes al\ncosto de transporte y alimentación, serán objeto de revisión por las\npartes.",{"bindId":119,"name":120,"text":121},"contracttrial","PERÍODO DE PRUEBA CLÁUSULA No. 4 Los tra","PERÍODO DE PRUEBA\n\nCLÁUSULA No. 4\n\nLos trabajadores de nuevo ingreso se sujetarán a un periodo de prueba que\nno podrá exceder de sesenta (60) días, que será la etapa inicial del\nContrato de Trabajo, y tiene por objeto, por parte del Banco, apreciar las\naptitudes del trabajador, y por parte de éste, la conveniencia de las\ncondiciones de trabajo. El período de prueba será remunerado y si a su\ntérmino ninguna de las partes manifiesta su voluntad para dar por terminado el\ncontrato, continuará éste por tiempo indefinido, gozando de los beneficios de\nlos trabajadores permanentes. Durante el período de prueba cualquiera de las\npartes podrá ponerle término al contrato por su propia voluntad, con justa\ncausa o sin ella, sin incurrir en responsabilidad alguna. Los contratos\nrelativos a labores que por su naturaleza sean permanentes o continuos en el\nBanco, se considerarán como celebrados por tiempo indefinido aunque en ellos\nse exprese término de duración, si al vencimiento de dichos contratos\nsubsiste la causa que le dio origen a la materia del trabajo para la\nprestación de servicios o la ejecución de obras iguales o análogas. El\ntiempo de servicio se contará desde la fecha de la relación de trabajo,\naunque no coincida con la del otorgamiento del contrato por escrito. En\nconsecuencia, los contratos a plazo fijo o para obra determinada tienen\ncarácter de excepción y sólo pueden celebrarse en los casos en que así lo\nexija la naturaleza accidental o temporal del servicio que se va a prestar o de\nla obra que se va a ejecutar.",{"bindId":123,"name":124,"text":125},"TRADEUNLEAV_trigger","f)El Banco concederá permiso a dos (2) D","f)El Banco concederá permiso a dos (2) Directivos Sindicales, tres (3)\ndías con goce de salario en cada mes calendario para desempeñar comisiones\nsindicales inherentes a la organización, pero en ningún caso más de veinte\n(20) días en total en el mismo año.\n\nPara obtener este permiso, deberá notificarse con veinticuatro (24) horas\nde anticipación a la Vicepresidencia de Recursos Humanos o al Gerente de la\nSucursal, con el propósito de que se hagan los arreglos necesarios para no\nperjudicar el normal funcionamiento del Banco.\n\ng)El Banco concederá permiso remunerado hasta por tres (3) días\nlaborables, dependiendo de la ubicación geográfica, para los trabajadores que\nsean designados delegados a congresos ordinarios y extraordinarios del\nSindicato.\n\nCuando el número de delegados procedentes de una misma sucursal sea tal que\npueda ocasionar problemas en la misma, se harán los arreglos necesarios para\nno perjudicar el normal funcionamiento del Banco.\n\nh)El Banco concederá permiso con goce de salario a los integrantes de\nComisiones Negociadoras del Contrato Colectivo, por el tiempo que duren las\nnegociaciones.\n\ni) El trabajador sindicalizado que fuese designado para representar al\nSindicato en congresos, seminarios o conferencias nacionales o internacionales\nrelacionadas con la actividad sindical, acreditados por los gobiernos y\norganismos nacionales o internacionales, tendrá derecho a seguir devengando su\nsalario durante el tiempo que requiera la representación correspondiente.\n\nEl salario devengado de acuerdo a este inciso no podrá ser descontado de\nlas vacaciones a que tiene derecho el trabajador.\n\nEn caso de representación en el interior del país, el período no pasará\nde quince (15) días y en el exterior de treinta (30) días.\n\nSin perjuicio de lo anterior, el Banco concederá permisos sin remuneración\na los trabajadores en los casos siguientes:\n\n1.El Banco concederá licencia sin remuneración hasta por un año a los\ntrabajadores sindicalizados cuando sean designados por el Sindicato, por las\nfederaciones o confederaciones de trabajadores y\u002Fo por cualquier organismo\nnacional o internacional, para asistir a seminarios o cursos de formación\nsindical y cooperativismo. El Banco no estará obligado a conceder la referida\nlicencia a más de tres trabajadores a la vez ni más de seis dentro de un\nmismo año calendario.\n\n2.Cuando el Sindicato así lo solicite, el Banco concederá licencia sin\ngoce de salario a dos afiliados para el desempeño de comisiones de carácter\npermanente, concluida su comisión el trabajador podrá volver al puesto que\nocupaba, conservando todos los derechos derivados de su respectivo contrato,\nsiempre y cuando regrese a sus labores dentro del término de dos años. El\nsustituto tendrá carácter de interino.",{"bindId":127,"name":128,"text":129},"educationtuition","DONACIÓN AL SINDICATO PARA BECAS A HIJOS","DONACIÓN AL SINDICATO PARA BECAS A HIJOS DE TRABAJADORES\nSINDICALIZADOS\n\nCLÁUSULA No. 32\n\nEl Banco donará al Sindicato la cantidad de Doscientos Mil Lempiras\n(L200,000.00) anuales, para el otorgamiento de becas de estudio para los hijos\nde los trabajadores sindicalizados a fin de que estudien en los Institutos de\nsecundaria e institutos técnicos en las diferentes ciudades donde opera el\nBanco.",{"bindId":131,"name":132,"text":133},"NOCTPREM_trigger","RECARGO POR TRABAJO NOCTURNO CLÁUSULA No","RECARGO POR TRABAJO NOCTURNO\n\nCLÁUSULA No. 14\n\nEl trabajo nocturno por el sólo hecho de ser nocturno se remunerará con un\nrecargo del cuarenta por ciento (40%) del valor del trabajo diurno. Con el\nmismo recargo se pagará las horas trabajadas durante el periodo nocturno en\nlas jornadas mixtas.",{"bindId":135,"name":136,"text":137},"coveroccup4","b) Los trabajadores de confianza. Se ent","b) Los trabajadores de confianza. Se entiende por trabajadores de confianza,\nlos que representan al Banco y tengan funciones de dirección o de confianza\npersonal, tales como: Gerentes, Subgerentes, Administradores, Jefes de\nPersonal, Jefes de Departamento, Jefes de Divisiones, Jefe de Auditores y la\nSecretaria Ejecutiva de cada uno de ellos, lo mismo que las secretarias que el\nBanco contrate o haya contratado exclusivamente para suplir las ausencias de\nlas anteriormente mencionadas; asimismo, se excluyen los encargados del manejo\nde planillas, el Jefe de Seguridad Interna y el Encargado de Procesamiento de\nPlanillas.",{"bindId":139,"name":140,"text":141},"funeralpayamount","En caso de que el fallecido fuera un tra","En caso de que el fallecido fuera un trabajador del Banco, éste entregará\na quien sufrague los gastos funerales la suma de Veinte Mil Lempiras\n(L20.000.00).",{"bindId":143,"name":144,"text":145},"coveroccup3","ÁMBITO DE APLICACIÓN DEL CONTRATO COLECT","ÁMBITO DE APLICACIÓN DEL CONTRATO COLECTIVO\n\nCLÁUSULA No. 2\n\nEl ámbito de aplicación de este Contrato se extiende a todos los centros\ndonde el Banco realice operaciones de cualquier índole, independientemente de\nsu ubicación geográfica y comprende a todos los trabajadores del mismo.\n\nSe exceptúan:\n\na) Los trabajadores accidentales y temporales, entendiéndose por tales\naquellos cuya actividad o clase de contrato no exceda de sesenta (60) días,\nquienes únicamente tendrán derecho a los primeros auxilios, al suministro de\nmedicamentos y tratamiento de urgencia en caso de accidente de trabajo.\n\nb) Los trabajadores de confianza. Se entiende por trabajadores de confianza,\nlos que representan al Banco y tengan funciones de dirección o de confianza\npersonal, tales como: Gerentes, Subgerentes, Administradores, Jefes de\nPersonal, Jefes de Departamento, Jefes de Divisiones, Jefe de Auditores y la\nSecretaria Ejecutiva de cada uno de ellos, lo mismo que las secretarias que el\nBanco contrate o haya contratado exclusivamente para suplir las ausencias de\nlas anteriormente mencionadas; asimismo, se excluyen los encargados del manejo\nde planillas, el Jefe de Seguridad Interna y el Encargado de Procesamiento de\nPlanillas.\n\nQuedan a salvo los derechos y prestaciones que la Ley y su Contrato\nIndividual conceden a este tipo de empleados.",{"bindId":147,"name":92,"text":93},"LOWWAGE_trigger",{"bindId":149,"name":150,"text":151},"SENIOR_trigger","RENUNCIA VOLUNTARIA, GRATIFICACIÓN POR A","RENUNCIA VOLUNTARIA, GRATIFICACIÓN POR ANTIGÜEDAD \n\nCláusula No. 26\n\nA todo trabajador que le ponga término a su Contrato Individual de Trabajo\npor su propia voluntad se le otorgará una gratificación de acuerdo a las\nsiguientes regulaciones:\n\na) Servicios continuos no menor de cinco (5) años, hasta diez (10) años,\ntrece (13) días de sueldo por cada año de trabajo.\n\nb)Por cada año de servicio en exceso de diez (10) años, dieciséis días\nde sueldo, sin que la prestación pueda exceder de ocho (8) meses de sueldo en\ntotal.\n\nc)Si un trabajador tiene veinte (20) años o más, la gratificación no\nexcederá de nueve (9) meses de su sueldo en total.",{"bindId":153,"name":154,"text":155},"mealvouchers","ÚTILES, INSTRUMENTOS DE TRABAJO, TRANSPO","ÚTILES, INSTRUMENTOS DE TRABAJO, TRANSPORTE Y PAGO DE ALIMENTACIÓN\n\nCLÁUSULA No. 18\n\nEl Banco se obliga a proporcionar los útiles e instrumentos de trabajo que\npor costumbre ha venido proporcionando para que los trabajadores puedan\ndesempeñar sus funciones con eficiencia y reponerlos inmediatamente que se\ndeterioren por su uso normal.\n\nA los trabajadores que a continuación se mencionan se les proporcionará,\nademás los siguientes enseres:\n\n1. Vigilantes\n\nEn las Sucursales y Agencias que hubieren trabajadores desempeñando estas\nfunciones, tres uniformes completos, una linterna de mano debidamente equipada,\nun termo para los que laboran jornadas nocturnas; habrá un arma de fuego\ndebidamente equipada en las zonas de vigilancia.\n\n2.Motoristas\n\nReembolso del costo de la renovación de la licencia, tres uniformes\ncompletos, un overol y un revólver cuando sea necesario, que devolverá al\ncumplir con su función, cada vehículo llevará herramientas mecánicas.\n\n3.Consejes Mensajeros\n\nTres uniformes completos, motocicletas necesarias a criterio del Banco con\nsu respectivo casco protector. El Banco mantendrá suficientes capotes para su\nuso en horas laborables.\n\nEl Banco adquirirá para uso de Conserjes y Mensajeros en aquellas ciudades\ndonde este vehículo sea funcional, bicicletas de buena calidad, obligándose\nlos empleados a brindar un debido cuido y manejo de este vehículo.\n\nSe reconocerá el reembolso del costo de renovación de la licencia a los\nConserjes y Mensajeros que manejen motocicletas propiedad del Banco.\n\n4.Cobradores\n\nUn capote y Carnet de Identificación. El Banco tendrá el número de\nmotocicletas y bicicletas que considere necesario para uso de cobradores.\n\n\n\nPodrá haber acuerdo entre el Banco y el trabajador para el financiamiento\nde una motocicleta.\n\nEl Banco pagará por el uso de las motocicletas que no sean de su propiedad\nuna renta de doscientos Lempiras (L200.00) mensuales, la cual será aumentada\nen proporción al aumento de precios de combustible cuando sea en exceso de un\nveinticinco por ciento (25%), si disminuye se pagaría los doscientos Lempiras\n(L200.00) establecidos.\n\n5.Electricistas\n\nTres uniformes completos, dos overoles, zapatos y guantes de seguridad y las\nherramientas necesarias.\n\n6.Clasificadores de Monedas\n\nMascarillas, delantales y desinfectantes.\n\n7.Operadores de Máquinas Copiadoras.\n\nDos gabachas, los uniformes y ropas de trabajo serán confeccionados de\nacuerdo con las labores a ejecutarse y de la calidad que el Banco determine.\n\nQueda entendido que el aseo de las gabachas y overoles, correrán por cuenta\ndel Banco. Será obligación de los trabajadores nominados en esta Cláusula\nusar los uniformes y demás enseres que les haya suministrado el Banco en la\nforma apropiada.\n\nLos uniformes y demás enseres suministrados por el Banco serán\ncuidadosamente conservados por los usuarios y éstos no podrán utilizarse\nfuera de las horas de servicio. Además de lo anterior, se continuará\nproporcionando a todo el personal que lo necesite, para la mejor ejecución de\nsus labores lo siguiente:\n\na)Transporte para los trabajadores que salen a trabajar fuera del Banco.\n\nb)Vigilante, el pago de transporte en que incurran por el retiro de llaves\ndesde la oficina principal hasta el lugar en que les asignen funciones siempre\ny cuando no exista transporte del Banco.\n\nc)El Banco pagará el costo de transporte de todos aquellos trabajadores que\nterminen o finalicen su labor conforme a la siguiente tarifa:\n\n\n\nHorario:\n\n\n \n \n \n \n \n \n \n De 8:00 pm. a 9:00 pm.\n Despues de las 9:00 pm.\n \n \n Tegucigalpa y San Pedro Sula:\n L80.00\n L90.00\n \n \n La Ceiba:\n L60.00\n L70.00\n \n \n Otras ciudades del país:\n L50.00\n L60.00\n \n \n \n\n\n\n\nEn ninguno de los casos se reconocerá este pago cuando hubiera transporte\ndel Banco.\n\nd)Comida para los trabajadores que se queden prestando sus servicios fuera\nde la jornada ordinaria siempre que trabajen después de las 7:00 pm. cuyo\nvalor será de Ochenta y Cinco Lempiras (L85.00) para todos los trabajadores\ndel Banco. Igual pago se hará a los trabajadores que laboren en la jornada\nmixta y los trabajadores que laboran los días sábados cuando la prolongación\nde su jornada ordinaria se extienda por dos horas o más. Transcurrida la mitad\nde la vigencia del presente Contrato Colectivo, los valores correspondientes al\ncosto de transporte y alimentación, serán objeto de revisión por las\npartes.\n\nEl Banco se reserva el derecho de suministrar la comida cuando lo considere\nconveniente, adecuada al precio convenido.\n\ne)En relación a uniformes para el personal del Banco a nivel nacional, la\nVicepresidencia de Recursos Humanos reglamentará el uso de los mismos; y se\nasignará a los empleados sujetos al uso del uniforme un mínimo de tres\nuniformes por año, cuyo costo se cubrirá de la siguiente forma:\n\nAño 2009, el Banco pagará el 75% y el empleado el 25%; de 2010 en\nadelante, el Banco pagará el 80% y el empleado el 20%. El costo que le\ncorresponda pagar al empleado, le será deducido por planilla y lo deberá\namortizar en un periodo máximo de doce meses.\n\nf)Café o un refresco por las tardes.",{"bindId":157,"name":56,"text":57},"paidmaternityleave",{"bindId":159,"name":160,"text":161},"contractseverancepay","AUXILIO DE CESANTÍA CLÁUSULA No. 25 Si e","AUXILIO DE CESANTÍA\n\nCLÁUSULA No. 25\n\nSi el Contrato de Trabajo por tiempo indeterminado concluye por razón de\ndespido injustificado, por alguna de las causas previstas en el Artículo 114\ndel Código de Trabajo u otras causas ajenas a la voluntad del trabajador, el\nBanco pagará a éste un auxilio de cesantía de acuerdo con las siguientes\nregulaciones:\n\na)Después de un trabajo continuo mayor de dos (2) meses pero menor de seis\n(6) con un importe igual a diez (10) días de salario.\n\nb)Después de un trabajo continuo mayor de seis (6) meses pero menor de un\n(1) año, con un importe igual a veinticinco (25) días de salario.\n\nc) Después de un trabajo continuo mayor de un (1) año, con un importe\nigual a un (1) mes de salario por cada año de trabajo sin que en ningún caso\nel auxilio de cesantía pueda exceder de veinticinco (25) meses de salario.",{"bindId":163,"name":164,"text":165},"PAIDLEAV_trigger","CALENDARIO DE VACACIONES CLÁUSULA No. 19","CALENDARIO DE VACACIONES\n\nCLÁUSULA No. 19\n\nEl Banco elaborará un calendario en el que se consignarán las fechas en\nque sus trabajadores gozarán de vacaciones durante el año inmediato siguiente\ny lo pondrá en conocimiento de los trabajadores y del Sindicato a más tardar\nel primero de diciembre. El calendario en referencia se elaborará atendiendo a\nlas necesidades del servicio y cuando así lo requieran las circunstancias,\npodrá modificarse tomando en cuenta siempre la conveniencia del Banco y los\nTrabajadores afectados, sin perjuicio de reconocer a éstos los derechos que la\nley les otorgue para el caso de interrupción de vacaciones. Una vez\nestablecido el calendario, éste será modificado solamente mediante acuerdo\ndel Banco con sus empleados.\n\nSi el trabajador no estuviere satisfecho podrá solicitar el cambio de la\nfecha señalada con intervención de un representante sindical si fuere\nafiliado.\n\nVACACIONES Y FORMA DE PAGO\n\nCLÁUSULA No. 20\n\nEl Banco concederá vacaciones anuales remuneradas a todos sus trabajadores\nbajo las siguientes regulaciones:\n\nTrabajadores de un (1) año de servicio:\n\nQuince (15) días calendarios.\n\nDespués de dos (2) años de servicio:\n\nDoce (12) días laborables consecutivos\n\nDespués de tres (3) años de servicio:\n\nQuince (15) días laborables consecutivos.\n\nDespués de cuatro (4) años de servicio:\n\nVeinte (20) días laborables consecutivos.\n\nDespués de cinco (5) años de servicio:\n\nVeintitrés (23) días laborables consecutivos.\n\nDespués de diez (10) años de servicio:\n\nVeintiséis (26) días laborables consecutivos.\n\nEl trabajador, además, tendrá derecho a un porcentaje de su salario\nordinario mensual, que se le entregará simultáneamente con el importe de\nvacaciones, de conformidad con la siguiente escala:\n\nPrimer (1er.) Año de servicio continuo:\n\nOchenta y tres por ciento (83%)\n\nSegundo (2do.) Año de servicio continuo:\n\nOchenta y cuatro por ciento (84%).\n\nTercer (3er.) Año de servicio continuo:\n\nOchenta y nueve por ciento (89%).\n\nCuarto (4to.) Año de servicio continuo:\n\nNoventa y uno por ciento (91 %).\n\nDespués de cinco (5) años de servicios continuos:\n\nNoventa y seis por ciento (96%).\n\nDespués de diez (10) años de servicios continuos:\n\nCiento por ciento (100%).\n\nSe aplicará a todos los trabajadores del Banco la norma mediante la cual\npara el sólo efecto de computar el período de vacaciones el sábado no se\ntomará como día laborable.\n\nINTERRUPCIÓN DE VACACIONES POR ENFERMEDAD\n\nCLÁUSULA No. 21\n\nNingún trabajador podrá ser obligado por el Banco a tomar sus vacaciones\nmientras se encuentre padeciendo de enfermedad debidamente comprobada por el\nmédico tratante, quien le extenderá la incapacidad correspondiente, a fin de\nque el\n\nempleado guarde reposo hasta que se restablezca completamente para\nautorizarle el goce de sus vacaciones. El empleado que no cumpla con lo\nestipulado por el médico, la incapacidad quedará sin efecto.\n\nEn el caso que un trabajador que esté disfrutando de sus vacaciones se\nincapacite, sea por enfermedad comprobada por el médico del Banco, por\naccidente o por hospitalización, estas se suspenderán por el período\nincapacitado teniendo derecho el trabajador a reanudar sus vacaciones cuando\nhaya recuperado su salud. El empleado que no guarde reposo en el caso de\nenfermedad debidamente comprobada, la incapacidad quedará sin valor y\nefecto.\n\nDERECHO ADQUIRIDO POR VACACIONES\n\nCLÁUSULA No. 22\n\nEl trabajador que hubiere adquirido derecho a vacaciones y que antes de\ndisfrutar de éstas cese en su trabajo por cualquier causa, recibirá el\nimporte correspondiente en dinero y además tendrá derecho al porcentaje de su\nsalario ordinario mensual que corresponda según la Cláusula 20 de este\nContrato. Cuando el Contrato de Trabajo termine antes del tiempo que da derecho\na vacaciones por causa imputable al Banco, el trabajador tendrá derecho a que\nse le pague la parte proporcional que debía habérsele pagado por vacaciones\nen relación al tiempo trabajado y además tendrá derecho a la parte\nproporcional del porcentaje de su salario ordinario mensual que corresponda, de\nacuerdo a la Cláusula 20 de este Contrato.",{"bindId":167,"name":68,"text":168},"deathrelatives","c)Se concederá permiso hasta por cinco (5) días consecutivos en caso de\nmuerte del cónyuge, compañera o compañero de hogar, los padres o hijos del\ntrabajador y por dos (2) días cuando se trata de fallecimiento de los abuelos,\nnietos y hermanos.\n\nCuando la muerte del cónyuge, compañera o compañero de hogar, padres,\nhijos y hermanos del trabajador, ocurra fuera del lugar en que éste presta sus\nservicios, la licencia se podrá extender hasta por un máximo de siete (7)\ndías consecutivos.","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>HND Banco Atlántida S.A. - 2015\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2015-01-01\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">Fecha de término: → 2017-12-31\u003C\u002Fdiv>\n \n \n\n \u003C!-- TODO: previous CBA logic -->\n \u003C!-- TODO: status logic -->\n\n \n\n \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n \u003Cdiv id=\"display-SECTOR1\">\n Nombre de la industria: → Servicios financieros, banca, seguros\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-NACE2004\">\n Nombre de la industria: → Banca\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 Banco Atlántida S.A.\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 Sindicato de Trabajadores de Banco Atlántida\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: → Sí\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv class=\"section sickness-disability\">\n \u003Ch3 id=\"display-SICDIS_trigger\">ENFERMEDAD E INCAPACIDAD\u003C\u002Fh3>\n\n \n\n \n\n \n\n \n \n \u003Cdiv id=\"display-longtermillness\">Disposiciones relativas a volver al trabajo después de larga enfermedad, por ejemplo, tratamiento para el cáncer → No\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-menstruationleave\">Licencia pagada por menstruación → No\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-disabilitypay\">Indemnización en caso de incapacidad por accidente de trabajo: → 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: → Sí\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: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetytraining\">Capacitación en salud y seguridad acordada: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-protectiveclothing\">Vestuario protector facilitado → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-hivpolicy\">Chequeo médico regular o anual o visitas proporcionadas por el empleador → \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 → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpay\">Apoyo para funeral: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpayamount\">\n Contribució mínima de la empresa para los gastos de funeral\u002Fenterramiento → HNL 20000.0\n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section work-family-arrangements\">\n \u003Ch3 id=\"display-WORKFAM_trigger\">ACUERDOS SOBRE FAMILIA Y TRABAJO\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-paidmaternityleaveduration\">\n Licencia de maternidad pagada: → -9 semanas\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-jobsecuritymothers\">Estabilidad laboral tras la licencia de maternidad: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-maternitydiscrimination\">Prohibición de discriminación relacionada con la maternidad → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibición de obligar a las embarazadas o trabajadoras en lactancia materna para desarrollar trabajos peligrosos o poco saludables → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-riskassessment\">Evaluación de riesgos sobre salud y seguridad de las embarazdas o madres con lactancia → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-alternatives\">Posibilidad de alternativas al trabajo peligroso o no saludable para las enbarazadas o trabajadoras en lactancia → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-timeoff\">Tiempo libre para exámenes médicos prenatales: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningnonstandard\">Prohibición de la detección del embarazo antes de la regularización de los trabajadores no estándar: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningpromotion\">Prohibición de la detección del embarazo antes de la promoción: → No\u003C\u002Fdiv> \n \u003Cdiv id=\"display-nursingmothers\">Facilidades para lactancia: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcareprovision\">Cuidados infantiles proporcionados por el empleador: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcaresubsidy\">Cuidados infantiles subsidiados por el empleador: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-educationtuition\">Subsidio para la educación de los hijos: → Sí\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-deathrelativesleave\">\n Duración del permiso retibuido en caso de muerte de un pariente: → 5 días\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n \n \n \n\n \u003Cdiv class=\"section employment-contracts\">\n \u003Ch3 id=\"display-EMPCONTR_trigger\">CONTRATOS DE TRABAJO\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-contracttrialperiod\">\n Duración del período de prueba: → 60 días\n \u003C\u002Fdiv>\n \n \n\u003Cdiv id=\"display-severance_number\">\n Indemnización por despido después de 5 años de servicio (número de días de salario): → Insufficient data días\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-severance_number_1_tenure\">\n Indemnización por despido después de 1 año de servicio (número de días de salario): → 25 días\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-part_time_excluded\">Trabajadores a tiempo parcial excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-tempagency\">Disposiciones sobre trabajadores temporales: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-apprentices_excluded\">Aprendices excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Ftrabajos para estudiantes excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n \n\n \u003Cdiv class=\"section working-hours\">\n \u003Ch3 id=\"display-WORKHOURS_trigger\">HORAS DE TRABAJO, HORARIOS Y DIAS FESTIVOS\u003C\u002Fh3>\n\n \n\n \n\n \n\n \n\n \n\n \n\n \u003Cdiv id=\"display-holidaysdays\">\n Licencia anual pagada: → 15.0 días\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysweeks\">\n Licencia anual pagada: →  semanas\n \u003C\u002Fdiv>\n\n \n\n \n\n \n\n \n \n \n \n \u003Cdiv id=\"display-tradeunleavdays\">\n Permiso pagado para actividades sindicales: →  días\n \u003C\u002Fdiv>\n \n \n \n \u003Cdiv id=\"display-FLEXWORK_trigger\"> Disposiciones sobre horarios de trabajo flexible: → No\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: → No\n \u003C\u002Fdiv>\n\n \n\n\n \n \u003Cdiv id=\"display-LOWWAGE_government\"> \n Disposición de que los salarios mínimos establecidos por el gobierno tienen que ser respetados: → No\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-lowwageperiod\">\n Salario más bajo acordado por → Months\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-lowwageamount\">\n Salario más bajo: → HNL 8833.0\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-COSTLIV_trigger\">Ajuste por aumento de costo de vida: → \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-STRUCINCR_trigger\">Incremento salarial:\u003C\u002Fh4>\n \n \u003Cdiv id=\"display-wageincreaseamount1\">\n Incremento salarial: → HNL \n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-ONCERISE_trigger\">Pago extra único:\u003C\u002Fh4>\n \u003Cdiv id=\"display-incidentalbonusperc1\">\n Pago extra único: → 100 %\n \u003C\u002Fdiv>\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: → 140 % de salario básico\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-shiftallowancetype1\">Prima por trabajo nocturno únicamente: → Sí\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n\n \u003Cdiv>\n \u003Ch4 id=\"display-OVERTIME_trigger\">Prima por tiempo extra:\u003C\u002Fh4>\n \n \n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv>\n \u003Ch4 id=\"display-COMMUTE_trigger\">Prima por asistencia:\u003C\u002Fh4>\n \n \u003Cdiv id=\"display-commutingallowanceamount1\">\n Prima por asistencia: → HNL  por mes\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-SENIOR_trigger\">Prima por antigüedad:\u003C\u002Fh4>\n\n \n\n \n\n \n \u003C\u002Fdiv>\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",[174],{"title":35,"slug":31},[176],{"type":177,"data":178},"call_to_action_body_block",{"title":179,"description":180,"variant":181,"link":182},"Compare los convenios colectivos","Compare los artículos de los Convenios Colectivos de Honduras entre los diferentes sectores, temas y países.","dark",{"title":179,"url":183,"description":179,"rel":184,"type":185},"\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fconvenios-colectivos\u002Fcompare-los-convenios-colectivos","follow","internal",[187],{"type":177,"data":188},{"title":179,"description":180,"variant":181,"link":189},{"title":179,"url":183,"description":179,"rel":184,"type":185},[],{"title":15,"seo_title":192,"description":7,"path":193,"redirect_url":7,"locale":16,"children":194},"WageIndicator Honduras: salarios y derechos laborales","\u002Fes-hn",[195,280,309],{"title":18,"seo_title":196,"description":7,"path":197,"redirect_url":7,"locale":16,"children":198},"Trabajar en Honduras: salarios y condiciones laborales","\u002Fes-hn\u002Ftrabajo-en-honduras",[199,203,207,223,272,276],{"title":200,"seo_title":8,"description":7,"path":201,"redirect_url":7,"locale":16,"children":202},"Salario mínimo","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fsalario-minimo",[],{"title":204,"seo_title":8,"description":7,"path":205,"redirect_url":7,"locale":16,"children":206},"Salarios vitales","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fsalarios-vitales",[],{"title":208,"seo_title":8,"description":7,"path":209,"redirect_url":7,"locale":16,"children":210},"Salario","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fsalario",[211,215,219],{"title":212,"seo_title":8,"description":7,"path":213,"redirect_url":7,"locale":16,"children":214},"Compara tu salario","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fsalario\u002Fcompara",[],{"title":216,"seo_title":8,"description":7,"path":217,"redirect_url":7,"locale":16,"children":218},"Encuesta salarial","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fsalario\u002Fencuesta",[],{"title":220,"seo_title":8,"description":7,"path":221,"redirect_url":7,"locale":16,"children":222},"Salarios de famosos","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fsalario\u002Ffamosos",[],{"title":224,"seo_title":225,"description":7,"path":226,"redirect_url":7,"locale":16,"children":227},"Leyes laborales","Leyes laborales en Honduras: contratos, salarios","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales",[228,232,236,240,244,248,252,256,260,264,268],{"title":229,"seo_title":8,"description":7,"path":230,"redirect_url":7,"locale":16,"children":231},"Compensación y tiempo de trabajo","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Fcompensacion-y-tiempo-de-trabajo",[],{"title":233,"seo_title":8,"description":7,"path":234,"redirect_url":7,"locale":16,"children":235},"Licencia por enfermedad","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Flicencia-por-enfermedad",[],{"title":237,"seo_title":8,"description":7,"path":238,"redirect_url":7,"locale":16,"children":239},"Maternidad y trabajo","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Fmaternidad-y-trabajo",[],{"title":241,"seo_title":8,"description":7,"path":242,"redirect_url":7,"locale":16,"children":243},"Responsabilidades familiares","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Fresponsabilidades-familiares",[],{"title":245,"seo_title":8,"description":7,"path":246,"redirect_url":7,"locale":16,"children":247},"Salud y seguridad","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Fsalud-y-seguridad",[],{"title":249,"seo_title":8,"description":7,"path":250,"redirect_url":7,"locale":16,"children":251},"Contratos y despidos","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Fcontratos-y-despidos",[],{"title":253,"seo_title":8,"description":7,"path":254,"redirect_url":7,"locale":16,"children":255},"Seguridad social","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Fseguridad-social",[],{"title":257,"seo_title":8,"description":7,"path":258,"redirect_url":7,"locale":16,"children":259},"Sindicatos","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Fsindicatos",[],{"title":261,"seo_title":8,"description":7,"path":262,"redirect_url":7,"locale":16,"children":263},"Trabajo y salarios","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Ftrabajo-y-salarios",[],{"title":265,"seo_title":8,"description":7,"path":266,"redirect_url":7,"locale":16,"children":267},"Trato justo","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Ftrato-justo",[],{"title":269,"seo_title":8,"description":7,"path":270,"redirect_url":7,"locale":16,"children":271},"Vacaciones","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Fvacaciones",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":16,"children":273},[274],{"title":179,"seo_title":8,"description":7,"path":183,"redirect_url":7,"locale":16,"children":275},[],{"title":277,"seo_title":8,"description":7,"path":278,"redirect_url":7,"locale":16,"children":279},"Economía de plataforma","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Feconomia-de-plataforma",[],{"title":281,"seo_title":8,"description":7,"path":282,"redirect_url":7,"locale":16,"children":283},"Qué hacemos","\u002Fes-hn\u002Fque-hacemos",[284,288,294,299,304],{"title":285,"seo_title":8,"description":7,"path":286,"redirect_url":7,"locale":16,"children":287},"Datos y servicios","\u002Fes-hn\u002Fque-hacemos\u002Fdatos-y-servicios",[],{"title":289,"seo_title":8,"description":7,"path":290,"redirect_url":291,"locale":292,"children":293},"Proyectos","\u002Fes-hn\u002Fque-hacemos\u002Fproyectos","\u002Fwhat-we-do\u002Fprojects","en",[],{"title":295,"seo_title":8,"description":7,"path":296,"redirect_url":297,"locale":292,"children":298},"Eventos","\u002Fes-hn\u002Fque-hacemos\u002Feventos","\u002Fwhat-we-do\u002Fevents",[],{"title":300,"seo_title":8,"description":7,"path":301,"redirect_url":302,"locale":292,"children":303},"Publicaciones","\u002Fes-hn\u002Fque-hacemos\u002Fpublicacion","\u002Fwhat-we-do\u002Fpublications",[],{"title":305,"seo_title":8,"description":7,"path":306,"redirect_url":307,"locale":292,"children":308},"Noticias e historias","\u002Fes-hn\u002Fque-hacemos\u002Fnoticias-e-historias","\u002Fwhat-we-do\u002Fnews-stories",[],{"title":310,"seo_title":8,"description":7,"path":311,"redirect_url":7,"locale":16,"children":312},"Sobre 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