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De R.L.\" y el Sindicato de Trabajadores de la Empresa Jerzees Buena Vista, S. de R.L. (SITRAJERZEESBV) - 2013","HND Jerzees Buena Vista, S. de R.L. - 2013","Honduras - HND Jerzees Buena Vista, S. de R.L. - 2013","HND Jerzees Buena Vista, S. de R.L. - 2013 - Industria manufacturera",{"name":39,"data":40},"Honduras CBA Private Sector Jerzees Buena Vista.html","\n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>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 LA EMPRESA\nMERCANTIL \"JERZEES BUENA VISTA, S. DE R.L.\" Y EL SINDICATO DE TRABAJADORES DE\nLA EMPRESA JERZEES BUENA VISTA, S. DE R.L.(SITRAJERZEESBV)\u003C\u002Fh1>\n\n\u003Cp>“JERZEES BUENA VISTA, S. DE R.L.”, sociedad legalmente constituida,\nrepresentada en este acto por los señoresELISA PADILLA, ANA PATRICIA\nHERNANDEZ, FELIPE JONES, CLAUDIA ROMERO, CARLOS MUÑOZ Y EDWARD BARDALES, la\nque en lo sucesivo se denominará “LA EMPRESA”, por una parte; y por la\notra, el SINDICATO DE TRABAJADORES DE LA EMPRESA JERZEES BUENA VISTA, S. DE\nR.L. (SITRAJERZEESBV), representado por su Comisión Negociadora integrada por\nlos trabajadores VILMA GOMEZ, MARCO TULIO MANCIA, JUAN CARLOS TOBAR, DORA\nFATIMA CORTES Y REYNA ISABEL MIRANDA, por la Comisión Negociadora del\nSINDICATO DE TRABAJADORES DE LA EMPRESA JERZEES BUENA VISTA, S. DE R.L.\n(SITRAJERZEESBV)que en lo sucesivo se denominará “EL SINDICATO”y la\nseñoraEVANGELINA ARGUETA por la Central General de Trabajadores (CGT); ambos\ndeldomicilio de Villanueva, Honduras; quienes después de haber acreditado\nlegalmente la personalidad con que actúan y por el Ministerio de Trabajo las\nmediadoras: Abog. DUNIA ARACELY HERRERA y la Abog. CLAUDIA VANESSA LOPEZ, han\nconvenido en celebrar el presente Contrato Colectivo de Condiciones de Trabajo,\nde conformidad con las siguientes estipulaciones:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLÁUSULA# 1. RECONOCIMIENTO\u003C\u002Fh3>\n\n\u003Cp>La empresa JERZEES BUENA VISTA S. DE R. L. Reconoce y acepta la existencia\ndel SINDICATO DE TRABAJADORES DE LA EMPRESA JERZEES BUENA VISTA S DE R. L.\n“SITRAJERZEESBV”, Como el representante de todos los trabajadores, en los\nreclamos laborales sean estos individuales, colectivos o sindicales y demás\nderechos laborales de las y los trabajadores, se exceptúan de esto las\nposiciones no mencionadas en la clausula # 2 del presente contrato colectivo de\ncondiciones de trabajo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Así mismo la empresa contribuirá a la paz social, a través de la justicia\nsocial, permitiendo el fomento y extensión de la organización sindical,\nteniendo para ello al sindicato como el único y exclusivo representante legal,\npara la defensa de los intereses generales y comunes de las y los trabajadores\nen Jerzees Buena Vista S. de R. L.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>La empresa acuerda tratar con la Junta Directiva y\u002Fo la Central de General\nde trabajadores (CGT) a la cual el sindicato está afiliado, todos los\nconflictos de carácter individual o colectivo que surjan de la aplicación del\npresente contrato colectivo de condiciones de trabajo, reglamento interno de\ntrabajo, el código de trabajo y demás leyes laborales del país, sin\nperjuicio del derecho que tienen todos los trabajadores para gestionar\ndirectamente los problemas que le afecten individualmente. La central General\nde Trabajadores (CGT) a la cual el sindicato está afiliado podrá participar\nen discusiones y soluciones de asuntos laborales cuando el sindicato lo\nsolicite.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLÁUSULA# 2. REGULACIONES DEL PRESENTE CONTRATO COLECTIVO DE CONDICIONES\nDE TRABAJO\u003C\u002Fh3>\n\n\u003Cp>El presente contrato colectivo de condiciones de trabajo rige y regula las\ncondiciones de trabajo de todos los trabajadores directos.\u003C\u002Fp>\n\n\u003Cp>Asimismo se incluye al personal de aseo, manejos de materiales, ayudantes de\nproducción, personal de limpieza de prenda, auditores, mecánicos, operadores\nde montacargas, técnicos de mantenimiento, auxiliares de mantenimiento y\nentrenadores que laboran en los centros de trabajo en donde la empresa JERZEES\nBUENA VISTA S. DE R. L. opere, comprometiéndose ambas partes al fiel\ncumplimiento de lo pactado en el mismo. Es entendido que la empresa no\ndesmejorara los beneficios y condiciones que ha venido otorgando a todos sus\ntrabajadores.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLÁUSULA# 3. CASOS NO PREVISTOS\u003C\u002Fh3>\n\n\u003Cp>En todo lo no previsto en el presente contrato colectivo de condiciones de\ntrabajo, se procederá de conformidad con lo dispuesto en el código de\ntrabajo, reglamento interno de trabajo, la equidad, la justicia, las buenas\ncostumbres, los buenos usos, y el acuerdo de conciliación de fecha 14 de\nnoviembre del 2009 firmado en Washington D.C de los Estados Unidos en los\naspectos que si competen a la empresa JERZEES BUENA VISTA S. DE R.L.,\nincluyendo las disposiciones del código de conducta de la compañía.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLÁUSULA# 4. LIBRE ADMINISTRACIÓN\u003C\u002Fh3>\n\n\u003Cp>La empresa JERZEES BUENA VISTA S DE R. L. y el Sindicato de Trabajadores de\nla Empresa JERZEES BUENA VISTA S DE R. L. SITRAJERZEESBV, se reconocen\nmutuamente el derecho a la libre administración, dirección y decisión plena\nde sus actividades, sin otras limitaciones más que las que establecen las\nleyes del país, el código del trabajo, reglamento interno de trabajo y este\ncontrato colectivo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>El Sindicato reconoce en sus responsabilidades como el representante\nexclusivo de los trabajadores de JERZEES BUENA VISTA S. de R.L. (de los\ntrabajadores contenidos en la clausula #2 del presente contrato colectivo de\ncondiciones de trabajo) para los propósitos de este contrato colectivo y\nasuntos laborales sean colectivos, individuales o sindicales, y reconoce que\npara proveer la máximas oportunidades para buenas condiciones de trabajo,\nmejores salarios y oportunidades de empleo, La Compañía debe ser capaz de\noperar eficientemente y competitivamente.\u003C\u002Fp>\n\n\u003Cp>El Sindicato, de buena fe, asume la responsabilidad para cooperar en lograr\nestas metas y acuerda que cooperara con la Compañía y apoyara sus esfuerzos\npara garantizar un día completo de trabajo de parte de los trabajadores; que\ntrabajara activamente para reducir el ausentismo, llegadas tardes, y algunas\notras prácticas que restrinjan una operación eficiente de la planta; que\nbuscara honestamente de mejorar y fortalecer la buena voluntad entre la\nCompañía, sus trabajadores y el Sindicato.\u003C\u002Fp>\n\n\u003Cp>La Compañía reconoce su responsabilidad para proveer un productivo y\npositivo ambiente laboral que maximice las oportunidades para sus trabajadores\nen el contexto de mantener las operaciones competitivas. Para lograr estas\nmetas, sujeto a los términos de este Acuerdo y la aplicación de las leyes de\nHonduras, el gerenciamiento del negocio y la dirección del personal,\nincluyendo el derecho a contratar, despedir y disciplinar, reducción de mano\nde obra, asignación y promoción, esta investida exclusivamente en la\nCompañía; y la Compañía será la única en decidir en todos estos asuntos\npertinentes a los productos que serán manufacturados, los métodos, procesos,\nequipo y materiales a ser usados, calendarios de producción, contratos y\nsubcontratos de trabajo, la continuidad o no de sus operaciones de negocio\n(temporal o permanentemente), la selección, contratación, entrenamiento y\ncolocación de su fuerza laboral al hacer y reforzar los reglamentos de trabajo\npreviamente acordados por una comisión bipartita con respecto a la conducta\nlaboral y la protección de la propiedad y asegurar ordenadamente y\neficientemente las operaciones de la planta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLÁUSULA# 5. CANCELACIÓN DE FALTAS\u003C\u002Fh3>\n\n\u003Cp>El buen comportamiento del trabajador durante once (11) meses consecutivos,\ndará derecho a este a que se le cancelen o borren de su expediente todas las\nfaltas cometidas por él y que hayan sido motivo de sanciones disciplinarias,\ntales como amonestaciones o suspensiones de trabajo.\u003C\u002Fp>\n\n\u003Cp>El Sindicato a través de su representante por iniciativa propia ó a\npetición del trabajador, solicitara la revisión del expediente del o de los\ntrabajadores afectados, con el único propósito de comprobar que han sido\nretirados del mismo los folios contentivos de tales sanciones. Asimismo la\nempresa a través de sus representantes previo a la aplicación de cualquier\nmedida disciplinaria dará estricto cumplimiento al artículo 92 numeral 9 del\ncódigo del trabajo. De igual forma acuerda que al aplicar los procedimientos\ndisciplinarios establecidos en su reglamento interno de trabajo, código del\ntrabajo, y el Presente Contrato Colectivo de Condiciones de Trabajo, enviara\nlas respectivas copias al sindicato.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA# 6. NO REPRESALIAS POR RECLAMOS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>La empresa acuerda que en aplicación al Código del Trabajo y a su Código\nde Conducta, no asumirá ninguna actitud discriminatoria, ni tomara ningún\ntipo de represalias contra ningún trabajador (a) por los reclamos que estos\nformulen ya sea a través de la organización sindical o personalmente, ni por\nafiliación o apoyo al sindicato. Queda entendido que no se consideraran como\nrepresalias las medidas disciplinarias aplicadas conforme a derecho y conforme\na este contrato colectivo de condiciones de trabajo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Asimismo queda entendido que el personal de Administración y Dirección de\nla empresa en todos sus niveles, y los trabajadores en general se guardaran\nmutuamente la debida consideración y respeto, absteniéndose de mal trato de\npalabra, de obra y de actos que puedan afectar la dignidad de cualquiera de las\npartes.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA# 7. CARNET DE IDENTIFICACIÓN\u003C\u002Fh3>\n\n\u003Cp>La empresa acuerda en proporcionar gratuitamente a todos sus trabajadores un\ncarnet de identificación, aceptando reemplazarlo debido al uso o desgaste del\nmismo de manera gratuita. Si este carnet es dañado, extraviado o robado, el\ntrabajador deberá pagar la suma de Lps 25.00 por cada reposición.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA# 8. PAGO DE PRESTACIONES SOCIALES\u003C\u002Fh3>\n\n\u003Cp>La empresa acuerda en seguir manteniendo el beneficio que por costumbre ha\nvenido dando en conceder las prestaciones sociales correspondientes en un cien\npor ciento (100%) cuando las y los trabajadores así lo soliciten.Para que el\ntrabajador pueda gozar de este beneficio se deberán de cumplir los siguientes\nrequisitos:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A. El trabajador deberá de tener al menos 1 año de antigüedad en la\nempresa.\u003C\u002Fp>\n\n\u003Cp>B. Deberá de colocar su renuncia con un preaviso de 45 días.\u003C\u002Fp>\n\n\u003Cp>A este beneficio solo se podrá acceder durante los meses de febrero a\nnoviembre de cada año.\u003C\u002Fp>\n\n\u003Cp>En caso de duda del trabajador (a) respecto a la cantidad que le corresponde\npor prestaciones sociales queda en libertad de acudir a la autoridad competente\npara verificar la veracidad de los mismos, debiendo en estos casos y siempre la\nempresa proporcionar a las y los trabajadores el ingreso de los últimos 6\nmeses de salario con sus respectivos promedios.\u003C\u002Fp>\n\n\u003Cp>Para los casos en los que el empleado necesita renunciar debido a una\nemergencia debidamente comprobada, la empresa tendrá un procedimiento creado\ncon el sindicato para el goce de dicho beneficio.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLÁUSULA# 9. PAGO DE AUXILIO DE CESANTIA ANUAL Y DEDUCCION DE LA MISMA AL\nFINALIZAR CONTRATO INDIVIDUAL DE TRABAJO\u003C\u002Fh3>\n\n\u003Cp>La Empresa acuerda pagar el auxilio de Cesantia cada año, en un solo pago,\nla cuarta semana del mes de Enero.\u003C\u002Fp>\n\n\u003Cp>Los pagos de auxilio cesantía que hayan sido pagados por adelantado a los\ntrabajadores serán deducidos del pago total de prestaciones al momento de\nterminación de la relación laboral.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA# 10. ALIMENTACION\u003C\u002Fh3>\n\n\u003Cp>La Empresa proveerá el plato de comida básico de la semana que se consuma\nen la cafetería de la planta, basado en la asistencia perfecta de la semana\ninmediata anterior. Este beneficio es personal, no transferible y para consumo\nde la semana en curso, uno por día. Como parte de asistencia perfecta este\nbeneficio no será afectado por permisos pagados y\u002Fo citas personales al Seguro\nSocial. Entiéndase como plato básico una carne, dos complementos y tortillas;\ndichos complementos pueden ser adquiridos en base a la preferencia del empleado\nacorde a la variedad y el menú del día.\u003C\u002Fp>\n\n\u003Cp>Empresa y sindicato acuerdan crear una comisión bipartita a través del\ncomité de Higiene y seguridad, para revisar y supervisar el cumplimiento del\nproveedor de cafetería a fin de garantizar el servicio adecuado en la\nmisma.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA# 11. MATERIALES ESCOLARES, PRÁCTICAS PROFESIONALES Y BECAS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>Como un estimulo a la educación de los hijos e hijas de los trabajadores,\nla Empresa donara anualmente un juego de materiales escolares por un monto de\nL. 150.00 (ciento cincuenta lempiras) para hijos de los trabajadores en escuela\nprimaria, este beneficio es aplicable a uno de los padres en caso de que ambos\nlaboren en la empresa. Para gozar de este beneficio de materiales escolares\ndeberán mostrar a la Empresa, por medio del departamento de Recursos Humanos o\ncualquier departamento asignado por la Empresa, la carta de registro que el\nniño está matriculado en la escuela.\u003C\u002Fp>\n\n\u003Cp>Para el 2014 y los próximos años la empresa acuerda dar la bolsa de\nútiles escolares la cuarta semana de Enero.\u003C\u002Fp>\n\n\u003Cp>La Empresa permitirá a 6 empleados que necesiten hacer su práctica\nprofesional de educación media o técnica en la planta, a quienes se les\npagara al salario al mínimo de acuerdo a su modalidad de pago.\u003C\u002Fp>\n\n\u003Cp>La Empresa acuerda establecer anualmente un fondo de L. 113,000.00 (Ciento\ntrece mil Lempiras) para el fortalecimiento de la educación de los\ntrabajadores y\u002Fo sus hijos.\u003C\u002Fp>\n\n\u003Cp>a) El fondo para la educación será administrado por el sindicato.\u003C\u002Fp>\n\n\u003Cp>b) Empresa y sindicato elaboraran un procedimiento para su\nimplementación.\u003C\u002Fp>\n\n\u003Cp>c) La empresa entregara el 100% del fondo de educación en el mes de enero\nde cada año al sindicato.\u003C\u002Fp>\n\n\u003Cp>d) El sindicato por su parte se compromete a entregar copia de la\ndocumentación completa de la implementación de las becas.\u003C\u002Fp>\n\n\u003Cp>e) Ambas partes acuerdan que la empresa podrá auditar la implementación de\neste beneficio, y hará las recomendaciones correspondientes para lo cual el\nsindicato se compromete a corregir en 60 días.\u003C\u002Fp>\n\n\u003Cp>Treinta días después de la firma del contrato colectivo de condiciones de\ntrabajo se integrara una comisión Empresa y Sindicato, para elaborar un\nreglamento que servirá para el manejo y administración de este fondo. Esta\nmisma comisión se encargara de la selección del juego materiales escolares\narriba indicado.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLÁUSULA# 12. REAJUSTE DE PERSONAL\u003C\u002Fh3>\n\n\u003Cp>La Empresa y el sindicato acuerdan en seguir los siguientes criterios antes\nde proceder con la reducción de fuerza laboral en la planta:\u003C\u002Fp>\n\n\u003Cp>a) Trabajadores no sindicalizados.\u003C\u002Fp>\n\n\u003Cp>b) Trabajadores sindicalizados con menor antigüedad en el producto\nafectado.\u003C\u002Fp>\n\n\u003Cp>c) Trabajadores sindicalizados de mayor antigüedad en el producto\nafectado.\u003C\u002Fp>\n\n\u003Cp>Ante igualdad de condiciones se tomara la eficiencia y capacidad para\ncontinuar trabajando en la Empresa.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA# 13. PERMISOS SINDICALES CON GOCE DE SALARIO\u003C\u002Fh3>\n\n\u003Cp>La Empresa concederá permiso sindical con goce de salario a promedio a los\nmiembros de la junta directiva de SITRAJERZEESBV debidamente acreditados para\nque puedan desempeñar comisiones o actividades sindicales inherentes a su\norganización, siempre que el número de los directivos que se ausente no sea\ntal que perjudique el funcionamiento de la empresa. Los permisos por este\nconcepto no excederán 15 (quince) días por año por directivo, ni dos días\npor mes.\u003C\u002Fp>\n\n\u003Cp>La empresa acuerda conceder cinco días anuales de permisocon goce de\nsalario promedio,para capacitación y educación de cada miembro de la Junta\ndirectiva,por su parte el sindicato se compromete a entregar de manera\nanticipada la invitación de las instituciones patrocinadoras y junto con una\ncarta de aprobación de la Central de General de trabajadores (CGT) a la cual\nel sindicato está afiliado. Cuando el sindicato así lo solicite para\ncomplementar una capacitación, podrá utilizar días de permisos sindicales\npara dicha capacitación según sea el caso.\u003C\u002Fp>\n\n\u003Cp>Por su parte el sindicato se compromete a acreditar la nomina de la junta\ndirectiva con tres días posteriores a su elección.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA# 14. TABLERO SINDICAL Y USO DE PARLANTES\u003C\u002Fh3>\n\n\u003Cp>La empresa acuerda que treinta (30) días después de la firma del presente\ncontrato colectivo de condiciones de trabajo, colocar dos (2) tableros en\náreas visibles para los trabajadores,los cuales serán utilizados por el\nSindicato y servirá para mostrar anuncios, invitaciones y todo tipo de\ninformación educativa que el Sindicato considere necesaria. Igualmente, cuando\nocasionalmente se requiera el uso del sistema de parlantes, la empresa lo\nautorizara para realizar cualquier tipo de anuncios requeridos por\nSITRAJERZEESBV a sus afiliados. El sindicato entregara al departamento de\nRecursos Humanos una copia del texto que será leído por el sistema de\nparlantes o colocados en los tableros antes de hacer estos anuncios.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLÁUSULA# 15. INCAPACIDADES PRE Y POST NATAL\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>La Empresa acuerda continuar otorgando a todas las trabajadoras embarazadas\nla incapacidad por maternidad, seis semanas antes del parto, y seis semanas\ndespués del parto, conservando todo los derechos que le corresponden según la\nley.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>En los casos que amerite, la empresa concederá 2 semanas de permiso\npersonal no pagado a la trabajadora que así lo solicitara.\u003C\u002Fp>\n\n\u003Cp>Asimismo queda entendido que después de las 28 semanas de embarazo, si el\nparto no es viable o el bebe falleciera al momento de nacer, la empresa le\nreconocerá a la empleada la incapacidad post-natal.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingfacilities\">\u003Cp>La empresa acondicionara un espacio con refrigeradora, para las trabajadoras\nen lactancia.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA# 16. ASISTENCIA MÉDICA PARA LOS HIJOS DE LOS TRABAJADRES DE 12 A\n17 AÑOS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>Sin ningún costo para los trabajadores y los hijos de estos, la empresa\nhará los arreglos necesarios con una clínica médica local para brindar\nservicio médico básicopara los hijos de los trabajadores entre las edades de\n12 a 17 años, proveyendo los siguientes servicios:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>•Atención medica de 7:00 am a 6:00 pm lunes a viernes( Durante la noche\nse atenderá solo casos de emergencias)\u003C\u002Fp>\n\n\u003Cp>• Sábados de 7:00 am a 5:00 pm (Durante la noche se atenderá solo casos\nde emergencias)\u003C\u002Fp>\n\n\u003Cp>•Los domingos solo se atenderán los casos que sean emergencias\u003C\u002Fp>\n\n\u003Cp>•Medicamentos básicos de emergencia.\u003C\u002Fp>\n\n\u003Cp>•Suturas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>•Nebulizaciones.\u003C\u002Fp>\n\n\u003Cp>•Dos consultas mensuales (una tercera consulta por emergencia a criterio\nmedico)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSULA# 17. FERIAS DE LA SALUD GRATUITA\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>La compañía acuerda celebrar cada año dos (2) ferias de la salud, para\nque los trabajadores de JERZEES BUENA VISTA sean examinados de los pulmones,\noídos, ojos.\u003C\u002Fp>\n\n\u003Cp>La empresa gestionara ante las instituciones respectivas la dotación de\nsillas de ruedas, en forma gratuita para empleados, los padres o abuelos de\nestos quienes por alguna razón no puedan caminar.\u003C\u002Fp>\n\n\u003Cp>La empresa hará las gestiones necesarias ante el IHSS en función de\nfacilitarles a las trabajadoras los exámenes de citologías y mamografías.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA# 18. SEGURO DE VIDA\u003C\u002Fh3>\n\n\u003Cp>La compañía acuerda proveer y poner a disposición de sus trabajadores la\ncobertura de un seguro de vida por la suma de Lps. 100,000.00 en caso de muerte\nnatural y el doble de cobertura si fuere por muerte accidental.\u003C\u002Fp>\n\n\u003Cp>Si la muerte accidental sucediera como consecuencia de un accidente de\ntrabajo, la Compañía acuerda proveer el beneficio del seguro de vida y en\nadición cumplirá la obligación del artículo # 420 del Código de\nTrabajo.\u003C\u002Fp>\n\n\u003Cp>En caso de muerte del trabajador por cualquier causa, se dará un auxilio\nfúnebre equivalente al 50% de un mes de salario promedio, que se entregará al\nbeneficiario declarado en el expediente.\u003C\u002Fp>\n\n\u003Cp>En caso de muerte del trabajador por cualquier causa, la empresa pagara lo\nque le corresponde en concepto de prestaciones sociales de acuerdo a su salario\npromedio, entendiéndose que la empresa deducirá el adelanto de auxilio de\ncesantía recibida.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>La compañía entregará un certificado individual de seguro de vida a cada\nempleado. Para tal efecto, los empleados contenidos en este programa de seguro\nse comprometen a registrar y actualizar a la aseguradora los nombres de su o\nsus beneficiarios.\u003C\u002Fp>\n\n\u003Cp>En los casos de accidente de trabajo o enfermedad profesional que el Seguro\nSocial no pueda cubrirlos exámenes radiológicos (rayos x, resonancias,\nultrasonidos y tomografías) y\u002Fo el material quirúrgico, siempre que esté\ndebidamente comprobado, la empresa acuerda ayudar a comprar materiales y a\ncubrir el costo de dichos exámenes.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA# 19. GASTOS FUNEBRES\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>En el caso de muerte de un pariente de un trabajador como ser hijos,\nconyugue, padre y madre o abuelos, la Empresa donara Lps. 4,500.00 (cuatro mil\nquinientos lempiras exactos) para gastos fúnebres.\u003C\u002Fp>\n\n\u003Cp>La Empresa acuerda en dar al trabajador (3) tres días de permiso con goce\nde salario al mínimo para atender al funeral de su pariente directo indicado\nanteriormente.\u003C\u002Fp>\n\n\u003Cp>Es entendido que este beneficio se aplica a las abuelas y los abuelos de los\ntrabajadores siempre y cuando el trabajador lo haya declarado beneficiario\ndirecto en vez de su padre o madre en el expediente; este trámite de\nactualización de beneficiarios deberá estar terminado 30 días después de la\nfirma del presente contrato colectivo. En caso de que este beneficio haya sido\naplicado al trabajador por muerte de sus padres, los abuelos quedan fuera de\ntal aplicación. El trabajador debido a la distancia o localidad podrá\nsolicitar un permiso personal adicional no remunerado.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA# 20. CELEBRACIONES DEL DIA DEL NIÑO, PADRE Y MADRE\u003C\u002Fh3>\n\n\u003Cp>La Empresa acuerda dar un almuerzo especial y refresco en celebración del\ndía del padre y de la madre a los trabajadores que corresponda, con su\nrespectivo obsequio a un costo de Doscientos Lempiras (Lps. 200.00)\u003C\u002Fp>\n\n\u003Cp>Asimismo la Empresa en el mes de septiembre dará un juguete de buena\ncalidad para conmemorar el día del niño para los hijos e hijas en edades de\nhasta los doce años, de todos los trabajadores.\u003C\u002Fp>\n\n\u003Cp>La Empresa hará una celebración con pastel y refresco para los\ncumpleañeros del mes en grupo, con su respectivo detalle u obsequio.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSULA# 21. CELEBRACIONES DEL DIA DEL TRABAJADOR\u003C\u002Fh3>\n\n\u003Cp>Para celebrar el Día del Trabajador la compañía acuerda hacer un almuerzo\nespecial para todos sus empleados, y también proveerá 2 buses para afiliados\ndel sindicato que asistan a la marcha, las rutas serán acordadas entre la\nEmpresa y el Sindicato. Asimismo servicio de sonido (discomóvil) y donación\nde 600 camisetas. La directiva sindical proveerá el color y tallas de las\ncamisetas necesarias con 45 días de anticipación. La empresa entregara las\ncamisetas 15 dias antes del primero de mayo (día del trabajador).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSULA# 22. REUNIONES MENSUALES\u003C\u002Fh3>\n\n\u003Cp>Empresa y sindicato se comprometen a reunirse una vez al mes con la Gerencia\nde Planta, y cada dos semanas con la Gerencia de Recursos Humanos, para tratar\nasuntos derivados de la relación obrero patronal. Quedando las partes en\nlibertad de reunirse cuando estos así lo soliciten en casos de emergencia.\u003C\u002Fp>\n\n\u003Cp>Es entendido que las partes se harán llegar la agenda de los puntos a\ntratar por lo menos con dos días de anticipación. De todas las reuniones se\nlevantara las respectivas actas o memorias según sea el caso las que deberán\nser firmadas por ambas partes al final de la reunión. Queda entendido que la\nempresa colocara de forma inmediata el relevo que sustituirá a cada directivo\nal momento que este se levante de su área de trabajo.\u003C\u002Fp>\n\n\u003Cp>Así mismo y con el ánimo de viabilizar los diferentes problemas que a\ndiario se derivan del desarrollo del trabajo las partes se comprometen en\nreunirse con la Gerencia de Planta, Gerencia de Recursos Humanos, los miembros\nde la Junta Directiva Sindical debidamente acreditados una vez al mes, para\ndiscutir diferentes problemas derivados del trabajo diario. En esta misma\nreunión mensual, tanto el Sindicato como la Empresa, pueden tener al\nmediador(ombudsperson)y\u002Fo representantes de la CGT o la federación sindical a\nla que este afiliado el sindicato previa notificación.\u003C\u002Fp>\n\n\u003Cp>En el caso que sea necesario algunos empleados pueden ser invitados a\nparticipar de acuerdo a la agenda de la reunión.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA# 23. ESCALAFON\u003C\u002Fh3>\n\n\u003Cp>Sesenta (60) días después de la firma del presente contrato colectivo de\ncondiciones de trabajo, empresa y sindicato se comprometen a integrar una\ncomisión bipartita, la cual tomando en consideración los mecanismos de\nascenso de personal ya existente en la empresa y con el fin de que cuando\nexista una vacante de cualquiera de las categorías de empleo contenida en el\námbito de aplicación del presente contrato colectivo, esta comisión se\nreunirá para apreciar las capacidades y eficiencia de los candidatos o\ncandidatas ya existentes en la planta y asegurar un proceso transparente y\nequitativo, de manera que una vez cumplido con lo anterior la empresa\nseleccione al trabajador que deba ascender a cubrir la vacante.\u003C\u002Fp>\n\n\u003Cp>Y en caso de tener igualdad de condiciones de capacidad y eficiencia se\ntomara la antigüedad que tenga el trabajador dentro de la empresa.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA# 24. AYUDA PARA ENLACE MATRIMONIAL\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>La empresa donará al trabajador cuando este contraiga matrimonio civil, una\nsola vez, el permiso por (3) tres días con goce de salario mínimo y le donara\nla cantidad de Lps 1,500(un mil quinientos lempiras).\u003C\u002Fp>\n\n\u003Cp>El trabajador a fin de hacer uso de este beneficio, debe presentar la\ncertificación de matrimonio.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA # 25. MAQUINARIA, EQUIPO DE TRABAJO Y TIEMPO FUERA DE\nESTANDAR\u003C\u002Fh3>\n\n\u003Cp>La Empresa, en función de proteger la salud de sus trabajadores, proveerá\nsillas ergonómicas de buena calidad a los trabajadores que trabajan sentados,\ny alfombras ergonómicas para los trabajadores que laboren de pie.\u003C\u002Fp>\n\n\u003Cp>La Empresa proveerá equipo eficiente a fin de ser competitiva y permitir a\nlos empleados alcanzar altos niveles de eficiencia y calidad, para proveer un\nambiente laboral productivo dotara de maquinaria moderna a fin de maximizar la\nproductividad, calidad, y los ingresos de sus empleados.\u003C\u002Fp>\n\n\u003Cp>La empresa monitoreara y auditara el funcionamiento de la maquinaria y\nreparara o reemplazara dicha maquinaria al ser necesario de acuerdo con el\npresupuesto anual programado por la Compañía con el fin de mantener el mejor\nequipo disponible sujeto al retorno de inversión de la misma (criterio basado\nen disponibilidad de partes, elevado tiempo de maquina mala, consumo de\nrepuestos y el retorno de inversión. El comité de supervisión revisara la\ninformación.\u003C\u002Fp>\n\n\u003Cp>Es entendido que es responsabilidad del empleado cuidar su equipo y\nmantenerlo limpio en todo momento. Adicionalmente, la empresa proveerá todo el\nentrenamiento apropiado, y soporte técnico para los mecánicos. Es\nresponsabilidad de los mecánicos el seguir los procedimientos de\nmantenimientos preventivos y administrar el mantenimiento correctivo de los\nparos de maquina mala.\u003C\u002Fp>\n\n\u003Cp>La empresa continuara aplicando el procedimiento de maquina mala, tomando en\ncuenta el 100% del tiempo de maquina mala y será pagado al promedio de las dos\nsemanas anteriores del empleado. El tiempo de maquina mala en caso que proceda,\nempezara en el momento que el operario reporte la maquina mala al\nsupervisor.\u003C\u002Fp>\n\n\u003Cp>La empresa acuerda que los bonos vinculados con la producción no serán\nafectados por el tiempo de maquina mala.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA# 26. VACACIONES\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>La compañía otorgará vacaciones anualmente a sus empleados de acuerdo a\nla progresión de días por año, estipulados en el código de Trabajo. La\nempresa programaralos días de vacaciones en semana santa y en los meses de\nagosto y diciembre de cada año.\u003C\u002Fp>\n\n\u003Cp>Los días de vacaciones se otorgarán en base al código de trabajo, art\n#346:\u003C\u002Fp>\n\n\u003Cp>a) Después de un año de servicio continuo, 10 días laborables.\u003C\u002Fp>\n\n\u003Cp>b) Después de dos años de servicio continuo, 12 días laborables.\u003C\u002Fp>\n\n\u003Cp>c) Después de tres años de servicio continuo, 15 días laborables.\u003C\u002Fp>\n\n\u003Cp>d) Después de cuatro años de servicio continuo, 20 días laborables.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Adicional a los días de vacaciones que otorga el código de trabajo, la\nEmpresa otorgara días adicionales de vacaciones pagadas de la siguiente\nmanera:\u003C\u002Fp>\n\n\u003Cp>a) 2 días adicionales de vacaciones pagados para empleados con 3 años de\nantigüedad.\u003C\u002Fp>\n\n\u003Cp>b) 3 días adicionales de vacaciones pagados para empleados de 4 años en\nadelante de antigüedad.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Cualquier día adicional descansado imputable al patrono será pagadocon él\npromedio de las últimas dos semanas, y no serán deducidos de los días de\nvacaciones del siguiente año.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLÁUSULA# 27.METAS DE PRODUCCION Y ESTABILIDAD EN EL AREA DE TRABAJO\u003C\u002Fh3>\n\n\u003Cp>Basado en el principio de libre administración, la empresa determinara los\nestilos a ser procesados en la planta de acuerdo a sus programas de ventas. En\ncasos en que surja un cambio de estilo o construcción, la empresa actuara en\nforma transparente y lo comunicara al sindicato cuando ocurran dichos cambios;\ne informara sobre las metas en docenas, la protección de salarios y la\nduración de la curva de reentrenamiento.\u003C\u002Fp>\n\n\u003Cp>La empresa, a fin de mantener la armonía y estabilidad del trabajador,\nrespetara la estabilidad en el área de trabajo, si un trabajador necesita\nmoverse de área por una razón justificada, La Empresa será transparente en\nel proceso cuando se hagan balanceo de celdas, para poder proveer a cada\ntrabajador la oportunidad de incrementar sus ingresos en una celda de\nproducción de acuerdo a su eficiencia y capacidad.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA# 28. APOYO AL PLAN COOPERATIVO Y OFICINA SINDICAL\u003C\u002Fh3>\n\n\u003Cp>La Empresa proveerá a la Cooperativa de Trabajadores un espacio con\nmobiliario (un escritorio, un archivo, 3 sillas) y una computadora de\nescritorio, en la planta para ser utilizado durante las horas laborales. Esta\noficina también será utilizada por el sindicato, con el único propósito de\ndar asistencia a empleados de Jerzees Buena Vista, el sindicato se compromete a\nmantener este espacio en buenas condiciones. En adición la Empresa donara por\núnica vez la cantidad de Lps 115,000.00 (Ciento quince mil lempiras) para\ncubrir gastos de inicio de operaciones de la COSITRAJERZEESBV.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLÁUSULA # 29. DEDUCCIÓN CUOTA SINDICAL Y COOPERATIVA\u003C\u002Fh3>\n\n\u003Cp>La empresa acuerda, previo la notificación oficial de parte del sindicato\nen cuanto a monto y fecha de efectividad, en deducir inmediatamente y de allí\nen adelante cada semana, la cuota sindical ordinaria y extraordinaria según\nlos estatutos del sindicato a todos los trabajadores afiliados al\nSITRAJERZEESBV, de igual forma en aplicación al decreto 30 de fecha 15 de\nmarzo de 1973, deducirá la cuota sindical a todos los trabajadores\nbeneficiarios de este contrato colectivo. Los fondos retenidos por estos\nconceptos se trasladaran al sindicato a través de su tesorería la que\nemitirá el recibo correspondiente. Estos traslados de fondos los hará la\nempresa en el transcurso de la siguiente semana de operadas las deducciones.\u003C\u002Fp>\n\n\u003Cp>Asimismo la empresa hará las deducciones correspondientes que el plan\ncooperativo del SITRAJERZEESBV acuerde con sus afiliados, entregando para tal\nefecto la correspondiente nota de autorización debidamente firmada por el\ntrabajador.\u003C\u002Fp>\n\n\u003Cp>El programa de planilla de la cooperativa sindical será sincronizado con el\nprograma de planilla de la compañía para realizar las deducciones de forma\nautomática y la cooperativa sindical presentara los documentos\ncorrespondientes para proceder. El pago de las deducciones de la cooperativa y\nla cuota sindical se realizaran según procedimiento de mutuo acuerdo entre las\npartes involucradas.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA #30. SALARIAL\u003C\u002Fh3>\n\n\u003Cp>1. Trabajadores Directos\u003C\u002Fp>\n\n\u003Cp>Efectivo al primero de abril de 2013, la Empresa acuerda un incremento total\nde salario de 10.61% en la parte fija y variable a lo largo de la curva de\neficiencia, incluyendo el bono de excelencia para empleados directos, de\nacuerdo a la tabla de salarios por hora, que se adjunta y forma parte del\ncontrato colectivo de condiciones de trabajo.\u003C\u002Fp>\n\n\u003Cp>El decreto del gobierno de salario mínimo se considera incorporado en los\nporcentajes y cantidades de los empleados directos especificados en esta\nclausula. Cualquier aumento de salario que ya se ha aplicado desde 01 de Enero\nde 2013 a la fecha se considera incorporado en este porcentaje de aumento.\u003C\u002Fp>\n\n\u003Cp>La empresa considerando la importancia de los incentivos de producción,\nestablecerá el bono de excelencia de la siguiente manera:\u003C\u002Fp>\n\n\u003Cp>a. Basado en alcanzar la eficiencia operador\u003C\u002Fp>\n\n\u003Cp>b. El bono de excelencia será remunerado en una base diaria de acuerdo a la\nsiguiente tabla:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>100% -104.9% L.180.00 por eficiencia por semana\u003C\u002Fp>\n\n\u003Cp>105%-109.9% L.260.00 por eficiencia por semana\u003C\u002Fp>\n\n\u003Cp>110%-114.9% L320.00 por eficiencia por semana\u003C\u002Fp>\n\n\u003Cp>115%-119.9% L.390.00 por eficiencia por semana\u003C\u002Fp>\n\n\u003Cp>120%-124.9% L.440.00 por eficiencia por semana\u003C\u002Fp>\n\n\u003Cp>125%-129.9% L.520.00 por eficiencia por semana\u003C\u002Fp>\n\n\u003Cp>130% y mas L.570.00 por eficiencia por semana\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En el caso de que la empresa tenga que trabajar los días sábados como\ntiempo extraordinario, ese día será pagado con el bono de excelencia.\u003C\u002Fp>\n\n\u003Cp>El incremento en la parte fija y variable a través de la curva incluyendo\nel bono de excelencia es un promedio de 10.61% del 100 % de eficiencia al 130%\nde eficiencia.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>Efectivo a partir del 01 de enero 2014 la empresa acuerda dar un incremento\nal salario mínimo del 8.0%. La empresa acuerda un incremento total de salario\nde 4.0% en la parte fija y variable a lo largo de la curva de eficiencia para\nempleados directos, de acuerdo a la tabla de salarios por hora, que se adjunta\ny forma parte del contrato colectivo de condiciones de trabajo.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>El bono de excelencia del 01 de Enero de 2014 al 31 de Diciembre de 2014\nserá remunerado en una base diaria de acuerdo a la siguiente tabla:\u003C\u002Fp>\n\n\u003Cp>100% -104.9% L.180.00 por eficiencia por semana\u003C\u002Fp>\n\n\u003Cp>105%-109.9% L.260.00 por eficiencia por semana\u003C\u002Fp>\n\n\u003Cp>110%-114.9% L320.00 por eficiencia por semana\u003C\u002Fp>\n\n\u003Cp>115%-119.9% L.390.00 por eficiencia por semana\u003C\u002Fp>\n\n\u003Cp>120%-124.9% L.440.00 por eficiencia por semana\u003C\u002Fp>\n\n\u003Cp>125%-129.9% L.520.00 por eficiencia por semana\u003C\u002Fp>\n\n\u003Cp>130% y mas L.570.00 por eficiencia por semana\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Efectivo a partir del 01 de enero 2015, la empresa acuerda un incremento\ntotal de salario de 3.75% en la parte fija y variable a lo largo de la curva de\neficiencia para empleados directos, efectivo al primero de enero del 2015 al 31\nde diciembre del 2015; de acuerdo a la tabla de salarios por hora, que se\nadjunta y forma parte del contrato colectivo de condiciones de trabajo.\u003C\u002Fp>\n\n\u003Cp>El bono de excelencia del 01 de Enero de 2015 al 31 de Diciembre de 2015\nserá:\u003C\u002Fp>\n\n\u003Cp>100% -104.9% L.180.00 por eficiencia por semana\u003C\u002Fp>\n\n\u003Cp>105%-109.9% L.260.00 por eficiencia por semana\u003C\u002Fp>\n\n\u003Cp>110%-114.9% L320.00 por eficiencia por semana\u003C\u002Fp>\n\n\u003Cp>115%-119.9% L.390.00 por eficiencia por semana\u003C\u002Fp>\n\n\u003Cp>120%-124.9% L.440.00 por eficiencia por semana\u003C\u002Fp>\n\n\u003Cp>125%-129.9% L.520.00 por eficiencia por semana\u003C\u002Fp>\n\n\u003Cp>130% y mas L.570.00 por eficiencia por semana\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Efectivo a partir del 01 de enero 2016,la empresa acuerda un incremento\ntotal de salario de 3.5% en la parte fija y variable a lo largo de la curva de\neficiencia para empleados directos, efectivo al primero de enero del 2016 al 31\nde diciembre del 2016; de acuerdo a la tabla de salarios por hora, que se\nadjunta y forma parte del contrato colectivo de condiciones de trabajo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>El bono de excelencia del 01 de Enero de 2016 al 31 de Diciembre de 2016\nserá:\u003C\u002Fp>\n\n\u003Cp>100% -104.9% L.180.00 por eficiencia por semana\u003C\u002Fp>\n\n\u003Cp>105%-109.9% L.260.00 por eficiencia por semana\u003C\u002Fp>\n\n\u003Cp>110%-114.9% L320.00 por eficiencia por semana\u003C\u002Fp>\n\n\u003Cp>115%-119.9% L.390.00 por eficiencia por semana\u003C\u002Fp>\n\n\u003Cp>120%-124.9% L.440.00 por eficiencia por semana\u003C\u002Fp>\n\n\u003Cp>125%-129.9% L.520.00 por eficiencia por semana\u003C\u002Fp>\n\n\u003Cp>130% y mas L.570.00 por eficiencia por semana\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Los aumentos al salario mínimo de los trabajadores directos para los años\n2015 y 2016 serán los decretados por el Gobierno.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. Trabajadores Indirectos Semanales\u003C\u002Fp>\n\n\u003Cp>Efectivola firma del contrato colectivo, acuerda unincremento a salarial de\nl4%,en adición de susalarioactual delos trabajadoresindirectos semanales.\u003C\u002Fp>\n\n\u003Cp>La compañía se compromete a mantener el salario mínimo de la planta en un\n2% sobre el salario mínimo legal decretado por el gobierno de Honduras para\nnuestra industria.\u003C\u002Fp>\n\n\u003Cp>Para el 2014, 2015,2016 el incremento salarial para los empleados indirectos\nsemanales al salario actual será el porcentaje de decretado por el\ngobierno.\u003C\u002Fp>\n\n\u003Cp>La empresa acuerda seguir pagando el bono de producción por eficiencia\ntotal de la unidad para los ayudantes de producción.Para los manejos de\nmateriales operarios de limpieza un bono de producción basado en la eficiencia\ntotal de la planta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. Trabajadores Indirectos Quincenales\u003C\u002Fp>\n\n\u003Cp>En el 2013, la Compañía acuerda un aumento del 6.5% al salario actual de\nlos trabajadores indirectos quincenal (contenidos en la cláusula nº 2 del\nvigente contrato de negociación colectiva). El 6.5% será la parte central de\nla matriz salarial aprobada, con un rango mínimo del 4% y un máximo del 9%,\ncon efecto de acuerdo con la evaluación anual de desempeño. Cualquier aumento\ndesalario queya se ha aplicadodel 1 de enerode 2013 ala fechase\nconsideraincorporado eneste porcentaje de aumento.\u003C\u002Fp>\n\n\u003Cp>Para el 2014, 2015 y 2016, la empresa acuerda continuar utilizando la misma\nmatriz de salarios y proveer la oportunidad de aumento a los trabajadores\nquincenales (contenidos en la clausula #2) según su desempeño con una matriz\nsalarial con un 5.0% como parte central, un rango mínimo del 3.5% y un máximo\ndel 7.5%\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA# 31. HORARIO DE TRABAJO\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>En vista de que la jornada de trabajo de la empresa no es continua, los\ntrabajadores gozaran de una hora de receso durante la misma que por\nconveniencia de los trabajadores se repartirá en dos tramos así: 15 minutos\ncomo un receso a primera hora en la mañana como ha sido costumbre y 45 minutos\na la hora del almuerzo, según los turnos de servicios arreglados con la\ncafetería. Asimismo se compromete en seguir respetando el horario de entrada y\nsalida, siendo este:\u003C\u002Fp>\n\n\u003Cp>Por la mañana el ingreso a las 7:00 am y la salida a las 4:30 pm de lunes a\njueves y el viernes la entrada es a las 7:00 am y la salida a las 3:30 pm\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA# 32. TRANSPORTE GRATIS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>La Empresa acuerda proveer servicio de transporte gratis en 6 rutas\nacordadas.\u003C\u002Fp>\n\n\u003Cp>La Empresa y el Sindicato acordaran, si es necesaria una ruta o bus\nadicional.\u003C\u002Fp>\n\n\u003Cp>La Empresa acuerda que la salida de los buses será de conforme al horario\nde trabajo del día incluyendo si hay hora extra programada.\u003C\u002Fp>\n\n\u003Cp>Queda claro que el servicio de transporte es para el uso exclusivo de los\nempleados de Jerzees Buena Vista S de RL.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA# 33. PAGO DE SEPTIMO DIA\u003C\u002Fh3>\n\n\u003Cp>Según el Acuerdo de Washington, la Empresa continuara pagando el séptimo\ndía de acuerdo a las leyes laborales de Honduras.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA# 34. COMISION DE HIGIENE Y SEGURIDAD\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>La empresa JERZEES BUENA VISTA se compromete al cumplimiento del Reglamento\nde Higiene y Seguridad del Código del Trabajo vigente.\u003C\u002Fp>\n\n\u003Cp>La empresa, acepta que treinta (30) días después de la firma del presente\nContrato Colectivo de Condiciones de Trabajo, procederá a constituir la\nComisión de Higiene y Seguridad, la que deberá estar integrada por seis (6)\npersonas: tres (3) representantes de SITRAJERZEESBV y tres (3) representantes\nde la empresa.\u003C\u002Fp>\n\n\u003Cp>Esta comisión mixta, deberá sesionar por lo menos una vez al mes y deberá\ndejar una minuta de cada sesión, más un plan de acción correctivo por las\ndeficiencias que fueran detectadas.\u003C\u002Fp>\n\n\u003Cp>La comisión conjunta someterá a la gerencia de planta un reporte que\nproveerá las oportunidades una vez al mes.\u003C\u002Fp>\n\n\u003Cp>La Gerencia de Planta procederá a ejecutar esas oportunidades a fin de\nmantener un ambiente de trabajo seguro y competitivo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA# 35. BONO EDUCATIVO\u003C\u002Fh3>\n\n\u003Cp>La Empresa se compromete en pagar el bono educativo en la última semana de\nMarzo, a todo trabajador (a) que gane un promedio igual o menor a L. 11,000.00\npor mes, siempre y cuando tengan sus hijos e hijas en cualquiera de los ciclos\no niveles educativos de kínder, primaria o secundaria. Es entendido que los\ntrabajadores que reciban el pago de tal bono en Marzo quedan siempre sujetos,\nuna vez cumplida la primera prueba trimestral, a presentar las pruebas de\nregistro y asistencia de sus niños en el centro educativo y que si tal\ncomprobación no se diera la empresa deducirá al trabajador (a) los montos\nanticipados por dicho concepto.\u003C\u002Fp>\n\n\u003Cp>En el caso en que ambos padres de un mismo niño(a) trabajen para la empresa\nel bono se aplicara solo a uno de ellos.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA# 36. PROMOCION Y APOYO AL DEPORTE\u003C\u002Fh3>\n\n\u003Cp>La Empresa Jerzees Buena Vista acuerda proveer anualmente un uniforme de\nfutbol de buena calidad para los equipos de la planta de la siguiente manera:\nen el año 2013 será para la selección de mujeres, en el año 2014 para la\nselección de hombres, y así sucesivamente en los siguientes años (1 año\nhombres, 1 año mujeres). La empresa y sindicato promoverán torneos\ndeportivos.\u003C\u002Fp>\n\n\u003Cp>Para la selección de colores y el control de uso de los uniformes se\nconstituirá una comisión empresa y sindicato la que elaboraran un reglamento\nde uso de tales uniformes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSULA# 37. FERIADOS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-bankholidays2\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>La empresa se compromete a pagar los siguientes días feriados o de fiesta\nnacional, Primero de Enero, 14 de abril, primero de mayo, 15 de Septiembre, 3,\n12, y 21 de Octubre, y 25 de diciembre aunque caigan en domingo, el Jueves,\nViernes y Sábado de la Semana Santa. En el caso de los empleados remunerados\nsemanalmente, si el feriado cayere en domingo, el pago de ese feriado se\nreflejará en forma separada como un día adicional de salario.\u003C\u002Fp>\n\n\u003Cp>La empresa y el sindicato acuerdan que cuando los feriados correspondientes\na 14 de abril, 3, 12 y 21 de octubre caigan entre martes y viernes de una misma\nsemana el disfrute del mismo se trasladará al lunes inmediato posterior.\u003C\u002Fp>\n\n\u003Cp>Asimismo la empresa y el sindicato acuerdan que cuando necesiten trasladar\nun feriado en otro día por interés de alguna de las partes lo harán de mutuo\nconsentimiento.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA# 38. ALMUERZO Y CANASTA NAVIDEÑA\u003C\u002Fh3>\n\n\u003Cp>La empresa acuerda celebrar a sus trabajadores con un almuerzo especial en\nnavidad, asimismo proveerá una canasta básica de alimentos a todos sus\ntrabajadores, según el siguiente listado de productos:\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>CANT\u003C\u002Ftd>\n      \u003Ctd>DESCRIPCION\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1\n\n        \u003Cp>2\u003C\u002Fp>\n\n        \u003Cp>3\u003C\u002Fp>\n\n        \u003Cp>4\u003C\u002Fp>\n\n        \u003Cp>5\u003C\u002Fp>\n\n        \u003Cp>6\u003C\u002Fp>\n\n        \u003Cp>7\u003C\u002Fp>\n\n        \u003Cp>8\u003C\u002Fp>\n\n        \u003Cp>9\u003C\u002Fp>\n\n        \u003Cp>10\u003C\u002Fp>\n\n        \u003Cp>11\u003C\u002Fp>\n\n        \u003Cp>12\u003C\u002Fp>\n\n        \u003Cp>13\u003C\u002Fp>\n\n        \u003Cp>14\u003C\u002Fp>\n\n        \u003Cp>15\u003C\u002Fp>\n\n        \u003Cp>16\u003C\u002Fp>\n\n        \u003Cp>17\u003C\u002Fp>\n\n        \u003Cp>18\u003C\u002Fp>\n\n        \u003Cp>19\u003C\u002Fp>\n\n        \u003Cp>20\u003C\u002Fp>\n\n        \u003Cp>21\u003C\u002Fp>\n\n        \u003Cp>22\u003C\u002Fp>\n\n        \u003Cp>23\u003C\u002Fp>\n\n        \u003Cp>24\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4 LBS\n\n        \u003Cp>4 LBS\u003C\u002Fp>\n\n        \u003Cp>4 LBS\u003C\u002Fp>\n\n        \u003Cp>4 LBS\u003C\u002Fp>\n\n        \u003Cp>4 LBS\u003C\u002Fp>\n\n        \u003Cp>1 KG\u003C\u002Fp>\n\n        \u003Cp>1 LB\u003C\u002Fp>\n\n        \u003Cp>1 CAJA\u003C\u002Fp>\n\n        \u003Cp>2 LBS\u003C\u002Fp>\n\n        \u003Cp>1 LB\u003C\u002Fp>\n\n        \u003Cp>1 Paquete\u003C\u002Fp>\n\n        \u003Cp>1\u003C\u002Fp>\n\n        \u003Cp>1\u003C\u002Fp>\n\n        \u003Cp>1\u003C\u002Fp>\n\n        \u003Cp>1\u003C\u002Fp>\n\n        \u003Cp>1\u003C\u002Fp>\n\n        \u003Cp>1\u003C\u002Fp>\n\n        \u003Cp>1\u003C\u002Fp>\n\n        \u003Cp>1\u003C\u002Fp>\n\n        \u003Cp>4\u003C\u002Fp>\n\n        \u003Cp>1\u003C\u002Fp>\n\n        \u003Cp>1 Ristra\u003C\u002Fp>\n\n        \u003Cp>1\u003C\u002Fp>\n\n        \u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>HARINA\n\n        \u003Cp>MASECA\u003C\u002Fp>\n\n        \u003Cp>AZUCAR\u003C\u002Fp>\n\n        \u003Cp>ARROZ\u003C\u002Fp>\n\n        \u003Cp>FRIJOLES\u003C\u002Fp>\n\n        \u003Cp>MANTECA\u003C\u002Fp>\n\n        \u003Cp>CAFÉ\u003C\u002Fp>\n\n        \u003Cp>CORN FLAKES\u003C\u002Fp>\n\n        \u003Cp>ESPAGUETI\u003C\u002Fp>\n\n        \u003Cp>SAL\u003C\u002Fp>\n\n        \u003Cp>FOSFOROS\u003C\u002Fp>\n\n        \u003Cp>MAYONESA\u003C\u002Fp>\n\n        \u003Cp>PAPEL HIGIENICO\u003C\u002Fp>\n\n        \u003Cp>RISTRAS DE ESPECIAS\u003C\u002Fp>\n\n        \u003Cp>CAJA DE CUBITOS\u003C\u002Fp>\n\n        \u003Cp>PAN MOLDE\u003C\u002Fp>\n\n        \u003Cp>PEPSI 2 LITROS\u003C\u002Fp>\n\n        \u003Cp>AVENA\u003C\u002Fp>\n\n        \u003Cp>PAQUETE DE GALLETAS\u003C\u002Fp>\n\n        \u003Cp>MANZANAS(NORMAL)\u003C\u002Fp>\n\n        \u003Cp>PALANGANA\u003C\u002Fp>\n\n        \u003Cp>CONSOME\u003C\u002Fp>\n\n        \u003Cp>SALSA DE TOMATE\u003C\u002Fp>\n\n        \u003Cp>SALSINA\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Una semana antes de la elección de los productos se les mostraran los\nproductos de la canasta a los miembros de la Junta Directiva Sindical.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLÁUSULA# 39. FUERO SINDICAL\u003C\u002Fh3>\n\n\u003Cp>La empresa reconoce el principio de libre asociación y de libertad sindical\nde sus trabajadores. Los miembros de la junta directiva desde su elección y\nhasta ocho (8) meses después de cesar en sus funciones, no podrán ser\ndespedidos de su trabajo sin comprobar previamente ante la autoridad competente\nque existe causa justa para dar por terminado el contrato de trabajo; el\nsindicato para efecto de este fuero se compromete a comunicar por escrito a la\nempresa todo cambio de junta directiva a mas tardar 2 días después de la\nfecha en que los cambios sucedan.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA#40. RESPONSABILIDADES DEL COMITÉ DE SUPERVISION\u003C\u002Fh3>\n\n\u003Cp>Ambas partes reconocen la autoridad del Comité de Supervisión según lo\nestipulado en el acuerdo de Washington y se regirán por las decisiones tomadas\npor dicho comité.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA # 41. IMPRESIÓN DE FOLLETOS\u003C\u002Fh3>\n\n\u003Cp>La Empresa Jerzees Buena Vista acuerda imprimir en folletos tamaño\nbolsillo, el presente contrato colectivo de condiciones de trabajo incluyendo\nen el mismo el reglamento interno de trabajo dando una copia a cada empleado y\n50 copias al sindicato.\u003C\u002Fp>\n\n\u003Cp>Es entendido que la impresión de estos folletos se hará 30 días después\ndel registro ante el ministerio de trabajo del presente contrato colectivo de\ncondiciones de trabajo y el reglamento interno de trabajo de la empresa.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA# 42. GABACHAS\u003C\u002Fh3>\n\n\u003Cp>La empresa acuerda en entregar una gabacha a cada empleado 45 días después\nde la firma del presente contrato colectivo de condiciones de trabajo y luego\nuna gabacha anualmenteen el mes de febrero de cada año.\u003C\u002Fp>\n\n\u003Cp>Es entendido que para establecer la calidad de la tela, se hará a través\nde una comisión bipartita, 2 miembros de la empresa y 2 miembros de la junta\ndirectiva de SitrajerzeesBV\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA # 43. VIGENCIA DE CONTRATO COLECTIVO\u003C\u002Fh3>\n\n\u003Cp>El presente contrato colectivo de condiciones de trabajo tendrá una\nvigencia hasta el 28 de Octubre de 2016.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En fe de lo cual, se suscribe la presente Acta, en cuatro ejemplares de un\nmismo texto, enla ciudad de San Pedro Sula, el día Veinticinco de Octubre de\ndos mil trece.\u003C\u002Fp>\n\n\u003Cp>POR LA COMISIÓN NEGOCIADORA DE LA EMPRESA:\u003C\u002Fp>\n\n\u003Cp>_______________________________ ______________________________\u003C\u002Fp>\n\n\u003Cp>ELISA PADILLA ANA PATRICIA HERNANDEZ\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>_______________________________ ______________________________\u003C\u002Fp>\n\n\u003Cp>FELIPE JONESCLAUDIA ROMERO\u003C\u002Fp>\n\n\u003Cp>_____________________________ _____________________________\u003C\u002Fp>\n\n\u003Cp>CARLOS MUÑOZWERNER OBERHOLZER\u003C\u002Fp>\n\n\u003Cp>_____________________________ _____________________________\u003C\u002Fp>\n\n\u003Cp>EDWARD BARDALESGRACIELA DUBON\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>POR LA COMISIÓN NEGOCIADORA SINDICAL:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>_________________________________ _______________________________\u003C\u002Fp>\n\n\u003Cp>VILMA GOMEZ SOSAMARCO TULIO MANCIA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>__________________________________________________________________\u003C\u002Fp>\n\n\u003Cp>REYNA MIRANDAJUAN CARLOS TOBAR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>________________________________\u003C\u002Fp>\n\n\u003Cp>DORA CORTES\u003C\u002Fp>\n\n\u003Cp>POR LA CENTRAL GENERAL DE TRABAJADORES (CGT):\u003C\u002Fp>\n\n\u003Cp>________________________________\u003C\u002Fp>\n\n\u003Cp>EVANGELINA ARGUETA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>POR EL MINISTERIO DE TRABAJO (MEDIADORAS):\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>________________________________ ________________________________\u003C\u002Fp>\n\n\u003Cp>ABOG. DUNIA ARACELY HERRERAABOG. CLAUDIA VANESSA LOPEZ\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            ",{"hourspday_select":42,"paidmaternityleaveduration":46,"ONCERISE_trigger":50,"wageincreaseperc1":54,"dayspweek":58,"hourspweek_select":60,"childcare":62,"STRUCINCR_trigger":66,"hourspday":68,"funeralpay":70,"discrimination":74,"paidmaternityleavepayperc":78,"holidaysdays":80,"healthcareaccess":84,"COMMUTE_trigger":88,"healthandsafetypolicy":92,"hourspweek":96,"schedulesrestpw":98,"dayspweek_select":100,"SCHEDULE_trigger":102,"educationtuition":104,"healthcareaccessrelatives":108,"nursingfacilities":111,"bankholidays2":115,"bankholidays1":119,"hivpolicy":121,"paidmaternityleavepay":125,"paidmaternityleave":127,"PAIDLEAV_trigger":129},{"bindId":43,"name":44,"text":45},"hourspday_select","En vista de que la jornada de trabajo de","En vista de que la jornada de trabajo de la empresa no es continua, los\ntrabajadores gozaran de una hora de receso durante la misma que por\nconveniencia de los trabajadores se repartirá en dos tramos así: 15 minutos\ncomo un receso a primera hora en la mañana como ha sido costumbre y 45 minutos\na la hora del almuerzo, según los turnos de servicios arreglados con la\ncafetería. Asimismo se compromete en seguir respetando el horario de entrada y\nsalida, siendo este:\n\nPor la mañana el ingreso a las 7:00 am y la salida a las 4:30 pm de lunes a\njueves y el viernes la entrada es a las 7:00 am y la salida a las 3:30 pm",{"bindId":47,"name":48,"text":49},"paidmaternityleaveduration","La Empresa acuerda continuar otorgando a","La Empresa acuerda continuar otorgando a todas las trabajadoras embarazadas\nla incapacidad por maternidad, seis semanas antes del parto, y seis semanas\ndespués del parto, conservando todo los derechos que le corresponden según la\nley.",{"bindId":51,"name":52,"text":53},"ONCERISE_trigger","El bono de excelencia del 01 de Enero de","El bono de excelencia del 01 de Enero de 2016 al 31 de Diciembre de 2016\nserá:\n\n100% -104.9% L.180.00 por eficiencia por semana\n\n105%-109.9% L.260.00 por eficiencia por semana\n\n110%-114.9% L320.00 por eficiencia por semana\n\n115%-119.9% L.390.00 por eficiencia por semana\n\n120%-124.9% L.440.00 por eficiencia por semana\n\n125%-129.9% L.520.00 por eficiencia por semana\n\n130% y mas L.570.00 por eficiencia por semana",{"bindId":55,"name":56,"text":57},"wageincreaseperc1","Efectivo a partir del 01 de enero 2014 l","Efectivo a partir del 01 de enero 2014 la empresa acuerda dar un incremento\nal salario mínimo del 8.0%. La empresa acuerda un incremento total de salario\nde 4.0% en la parte fija y variable a lo largo de la curva de eficiencia para\nempleados directos, de acuerdo a la tabla de salarios por hora, que se adjunta\ny forma parte del contrato colectivo de condiciones de trabajo.",{"bindId":59,"name":44,"text":45},"dayspweek",{"bindId":61,"name":44,"text":45},"hourspweek_select",{"bindId":63,"name":64,"text":65},"childcare","La empresa donará al trabajador cuando e","La empresa donará al trabajador cuando este contraiga matrimonio civil, una\nsola vez, el permiso por (3) tres días con goce de salario mínimo y le donara\nla cantidad de Lps 1,500(un mil quinientos lempiras).\n\nEl trabajador a fin de hacer uso de este beneficio, debe presentar la\ncertificación de matrimonio.",{"bindId":67,"name":56,"text":57},"STRUCINCR_trigger",{"bindId":69,"name":44,"text":45},"hourspday",{"bindId":71,"name":72,"text":73},"funeralpay","En el caso de muerte de un pariente de u","En el caso de muerte de un pariente de un trabajador como ser hijos,\nconyugue, padre y madre o abuelos, la Empresa donara Lps. 4,500.00 (cuatro mil\nquinientos lempiras exactos) para gastos fúnebres.\n\nLa Empresa acuerda en dar al trabajador (3) tres días de permiso con goce\nde salario al mínimo para atender al funeral de su pariente directo indicado\nanteriormente.\n\nEs entendido que este beneficio se aplica a las abuelas y los abuelos de los\ntrabajadores siempre y cuando el trabajador lo haya declarado beneficiario\ndirecto en vez de su padre o madre en el expediente; este trámite de\nactualización de beneficiarios deberá estar terminado 30 días después de la\nfirma del presente contrato colectivo. En caso de que este beneficio haya sido\naplicado al trabajador por muerte de sus padres, los abuelos quedan fuera de\ntal aplicación. El trabajador debido a la distancia o localidad podrá\nsolicitar un permiso personal adicional no remunerado.",{"bindId":75,"name":76,"text":77},"discrimination","La empresa acuerda que en aplicación al ","La empresa acuerda que en aplicación al Código del Trabajo y a su Código\nde Conducta, no asumirá ninguna actitud discriminatoria, ni tomara ningún\ntipo de represalias contra ningún trabajador (a) por los reclamos que estos\nformulen ya sea a través de la organización sindical o personalmente, ni por\nafiliación o apoyo al sindicato. Queda entendido que no se consideraran como\nrepresalias las medidas disciplinarias aplicadas conforme a derecho y conforme\na este contrato colectivo de condiciones de trabajo.",{"bindId":79,"name":48,"text":49},"paidmaternityleavepayperc",{"bindId":81,"name":82,"text":83},"holidaysdays","La compañía otorgará vacaciones anualmen","La compañía otorgará vacaciones anualmente a sus empleados de acuerdo a\nla progresión de días por año, estipulados en el código de Trabajo. La\nempresa programaralos días de vacaciones en semana santa y en los meses de\nagosto y diciembre de cada año.\n\nLos días de vacaciones se otorgarán en base al código de trabajo, art\n#346:\n\na) Después de un año de servicio continuo, 10 días laborables.\n\nb) Después de dos años de servicio continuo, 12 días laborables.\n\nc) Después de tres años de servicio continuo, 15 días laborables.\n\nd) Después de cuatro años de servicio continuo, 20 días laborables.",{"bindId":85,"name":86,"text":87},"healthcareaccess","Sin ningún costo para los trabajadores y","Sin ningún costo para los trabajadores y los hijos de estos, la empresa\nhará los arreglos necesarios con una clínica médica local para brindar\nservicio médico básicopara los hijos de los trabajadores entre las edades de\n12 a 17 años, proveyendo los siguientes servicios:\n\n•Atención medica de 7:00 am a 6:00 pm lunes a viernes( Durante la noche\nse atenderá solo casos de emergencias)\n\n• Sábados de 7:00 am a 5:00 pm (Durante la noche se atenderá solo casos\nde emergencias)\n\n•Los domingos solo se atenderán los casos que sean emergencias\n\n•Medicamentos básicos de emergencia.\n\n•Suturas.",{"bindId":89,"name":90,"text":91},"COMMUTE_trigger","La Empresa acuerda proveer servicio de t","La Empresa acuerda proveer servicio de transporte gratis en 6 rutas\nacordadas.\n\nLa Empresa y el Sindicato acordaran, si es necesaria una ruta o bus\nadicional.\n\nLa Empresa acuerda que la salida de los buses será de conforme al horario\nde trabajo del día incluyendo si hay hora extra programada.\n\nQueda claro que el servicio de transporte es para el uso exclusivo de los\nempleados de Jerzees Buena Vista S de RL.",{"bindId":93,"name":94,"text":95},"healthandsafetypolicy","La empresa JERZEES BUENA VISTA se compro","La empresa JERZEES BUENA VISTA se compromete al cumplimiento del Reglamento\nde Higiene y Seguridad del Código del Trabajo vigente.\n\nLa empresa, acepta que treinta (30) días después de la firma del presente\nContrato Colectivo de Condiciones de Trabajo, procederá a constituir la\nComisión de Higiene y Seguridad, la que deberá estar integrada por seis (6)\npersonas: tres (3) representantes de SITRAJERZEESBV y tres (3) representantes\nde la empresa.\n\nEsta comisión mixta, deberá sesionar por lo menos una vez al mes y deberá\ndejar una minuta de cada sesión, más un plan de acción correctivo por las\ndeficiencias que fueran detectadas.\n\nLa comisión conjunta someterá a la gerencia de planta un reporte que\nproveerá las oportunidades una vez al mes.\n\nLa Gerencia de Planta procederá a ejecutar esas oportunidades a fin de\nmantener un ambiente de trabajo seguro y competitivo.",{"bindId":97,"name":44,"text":45},"hourspweek",{"bindId":99,"name":44,"text":45},"schedulesrestpw",{"bindId":101,"name":44,"text":45},"dayspweek_select",{"bindId":103,"name":44,"text":45},"SCHEDULE_trigger",{"bindId":105,"name":106,"text":107},"educationtuition","Como un estimulo a la educación de los h","Como un estimulo a la educación de los hijos e hijas de los trabajadores,\nla Empresa donara anualmente un juego de materiales escolares por un monto de\nL. 150.00 (ciento cincuenta lempiras) para hijos de los trabajadores en escuela\nprimaria, este beneficio es aplicable a uno de los padres en caso de que ambos\nlaboren en la empresa. Para gozar de este beneficio de materiales escolares\ndeberán mostrar a la Empresa, por medio del departamento de Recursos Humanos o\ncualquier departamento asignado por la Empresa, la carta de registro que el\nniño está matriculado en la escuela.\n\nPara el 2014 y los próximos años la empresa acuerda dar la bolsa de\nútiles escolares la cuarta semana de Enero.\n\nLa Empresa permitirá a 6 empleados que necesiten hacer su práctica\nprofesional de educación media o técnica en la planta, a quienes se les\npagara al salario al mínimo de acuerdo a su modalidad de pago.\n\nLa Empresa acuerda establecer anualmente un fondo de L. 113,000.00 (Ciento\ntrece mil Lempiras) para el fortalecimiento de la educación de los\ntrabajadores y\u002Fo sus hijos.\n\na) El fondo para la educación será administrado por el sindicato.\n\nb) Empresa y sindicato elaboraran un procedimiento para su\nimplementación.\n\nc) La empresa entregara el 100% del fondo de educación en el mes de enero\nde cada año al sindicato.\n\nd) El sindicato por su parte se compromete a entregar copia de la\ndocumentación completa de la implementación de las becas.\n\ne) Ambas partes acuerdan que la empresa podrá auditar la implementación de\neste beneficio, y hará las recomendaciones correspondientes para lo cual el\nsindicato se compromete a corregir en 60 días.\n\nTreinta días después de la firma del contrato colectivo de condiciones de\ntrabajo se integrara una comisión Empresa y Sindicato, para elaborar un\nreglamento que servirá para el manejo y administración de este fondo. Esta\nmisma comisión se encargara de la selección del juego materiales escolares\narriba indicado.",{"bindId":109,"name":86,"text":110},"healthcareaccessrelatives","Sin ningún costo para los trabajadores y los hijos de estos, la empresa\nhará los arreglos necesarios con una clínica médica local para brindar\nservicio médico básicopara los hijos de los trabajadores entre las edades de\n12 a 17 años, proveyendo los siguientes servicios:",{"bindId":112,"name":113,"text":114},"nursingfacilities","La empresa acondicionara un espacio con ","La empresa acondicionara un espacio con refrigeradora, para las trabajadoras\nen lactancia.",{"bindId":116,"name":117,"text":118},"bankholidays2","La empresa se compromete a pagar los sig","La empresa se compromete a pagar los siguientes días feriados o de fiesta\nnacional, Primero de Enero, 14 de abril, primero de mayo, 15 de Septiembre, 3,\n12, y 21 de Octubre, y 25 de diciembre aunque caigan en domingo, el Jueves,\nViernes y Sábado de la Semana Santa. En el caso de los empleados remunerados\nsemanalmente, si el feriado cayere en domingo, el pago de ese feriado se\nreflejará en forma separada como un día adicional de salario.\n\nLa empresa y el sindicato acuerdan que cuando los feriados correspondientes\na 14 de abril, 3, 12 y 21 de octubre caigan entre martes y viernes de una misma\nsemana el disfrute del mismo se trasladará al lunes inmediato posterior.\n\nAsimismo la empresa y el sindicato acuerdan que cuando necesiten trasladar\nun feriado en otro día por interés de alguna de las partes lo harán de mutuo\nconsentimiento.",{"bindId":120,"name":117,"text":118},"bankholidays1",{"bindId":122,"name":123,"text":124},"hivpolicy","La compañía acuerda celebrar cada año do","La compañía acuerda celebrar cada año dos (2) ferias de la salud, para\nque los trabajadores de JERZEES BUENA VISTA sean examinados de los pulmones,\noídos, ojos.\n\nLa empresa gestionara ante las instituciones respectivas la dotación de\nsillas de ruedas, en forma gratuita para empleados, los padres o abuelos de\nestos quienes por alguna razón no puedan caminar.\n\nLa empresa hará las gestiones necesarias ante el IHSS en función de\nfacilitarles a las trabajadoras los exámenes de citologías y mamografías.",{"bindId":126,"name":48,"text":49},"paidmaternityleavepay",{"bindId":128,"name":48,"text":49},"paidmaternityleave",{"bindId":130,"name":82,"text":131},"PAIDLEAV_trigger","La compañía otorgará vacaciones anualmente a sus empleados de acuerdo a\nla progresión de días por año, estipulados en el código de Trabajo. La\nempresa programaralos días de vacaciones en semana santa y en los meses de\nagosto y diciembre de cada año.\n\nLos días de vacaciones se otorgarán en base al código de trabajo, art\n#346:\n\na) Después de un año de servicio continuo, 10 días laborables.\n\nb) Después de dos años de servicio continuo, 12 días laborables.\n\nc) Después de tres años de servicio continuo, 15 días laborables.\n\nd) Después de cuatro años de servicio continuo, 20 días laborables.\n\n\n\nAdicional a los días de vacaciones que otorga el código de trabajo, la\nEmpresa otorgara días adicionales de vacaciones pagadas de la siguiente\nmanera:\n\na) 2 días adicionales de vacaciones pagados para empleados con 3 años de\nantigüedad.\n\nb) 3 días adicionales de vacaciones pagados para empleados de 4 años en\nadelante de antigüedad.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>HND Jerzees Buena Vista, S. de R.L. - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2013-10-29\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Fecha de término: → 2016-10-28\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratificado por: → Ministry\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratificado en: → 2013-10-25\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Nombre de la industria: → Industria manufacturera\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Nombre de la industria: → Confección de prendas de vestir  \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                        Jerzees Buena Vista, S. de R.L.\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                        SITRAJERZEESBV - Sindicato de Trabajadores de la Empresa Jerzees Buena Vista S. de R.L.\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n        \n\n\n        \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: → 12 semanas\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Licencia de maternidad pagada restringida a 100 % de salario básico\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Estabilidad laboral tras la licencia de maternidad: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibición de discriminación relacionada con la maternidad → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibición de obligar a las embarazadas o trabajadoras en lactancia materna para desarrollar trabajos peligrosos o poco saludables → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Evaluación de riesgos sobre salud y seguridad de las embarazdas o madres con lactancia → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Posibilidad de alternativas al trabajo peligroso o no saludable para las enbarazadas o trabajadoras en lactancia → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Tiempo libre para exámenes médicos prenatales: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibición de la detección del embarazo antes de la regularización de los trabajadores no estándar: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibición de la detección del embarazo antes de la promoción: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilidades para lactancia: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Cuidados infantiles proporcionados por el empleador: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Cuidados infantiles subsidiados por el empleador: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Subsidio para la educación de los hijos: → Sí\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Licencia pagada anual en caso de cuidado de parientes: → 3 días\n            \u003C\u002Fdiv>\n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">TEMAS DE IGUALDAD DE GENERO\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Igual salario para igual valor: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Cláusulas de discriminación en el trabajo: → Sí\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Igualdad de oportunidades para la promoción de las mujeres: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Igualdad de oportunidades de formación y reciclaje para las mujeres: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Dirigente sindical de igualdad de género en el lugar de trabajo? → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Cláusulas sobre acoso sexual en el trabajo: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Cláusulas sobre violencia en el trabajo: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Permiso especial para trabajadoras\u002Fes sujetas o violencia doméstica o de la pareja: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Apoyo a mujeres trabajadoras con discapacidades: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Monitoreo de la igualdad de género → \u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \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            \u003Cdiv id=\"display-hourspday\">\n                Horas de trabajo por día: → 8.5\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Horas de trabajo por semana: → 46.5\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Días de treabajo por semana: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Licencia anual pagada: → 20.0 días\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Licencia anual pagada: → 4.0 semanas\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Días festivos pagados: → el Día de Navidad, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), John Chilembwe Day (15th January)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Periodos acordados de descansos semanales: → Sí\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Disposiciones sobre horarios de trabajo flexible: → \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            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Ajuste por aumento de costo de vida: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Incremento salarial:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Incremento salarial: → 8.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Incremento salarial inicia: → 2014-01\n                \u003C\u002Fdiv>\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: → Sí\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-incidentalbonusdate_date\">\n                    Pago extra único tiene lugar: → 2016-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Prima por asistencia:\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Vales de alimenos:\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Prestaciones alimentarias proporcionadas: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Asistencia legal gratuita: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[137],{"title":35,"slug":31},[139],{"type":140,"data":141},"call_to_action_body_block",{"title":142,"description":143,"variant":144,"link":145},"Compare los convenios colectivos","Compare los artículos de los Convenios Colectivos de Honduras entre los diferentes sectores, temas y países.","dark",{"title":142,"url":146,"description":142,"rel":147,"type":148},"\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fconvenios-colectivos\u002Fcompare-los-convenios-colectivos","follow","internal",[150],{"type":140,"data":151},{"title":142,"description":143,"variant":144,"link":152},{"title":142,"url":146,"description":142,"rel":147,"type":148},[],{"title":15,"seo_title":155,"description":7,"path":156,"redirect_url":7,"locale":16,"children":157},"WageIndicator Honduras: salarios y derechos laborales","\u002Fes-hn",[158,243,272],{"title":18,"seo_title":159,"description":7,"path":160,"redirect_url":7,"locale":16,"children":161},"Trabajar en Honduras: salarios y condiciones laborales","\u002Fes-hn\u002Ftrabajo-en-honduras",[162,166,170,186,235,239],{"title":163,"seo_title":8,"description":7,"path":164,"redirect_url":7,"locale":16,"children":165},"Salario mínimo","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fsalario-minimo",[],{"title":167,"seo_title":8,"description":7,"path":168,"redirect_url":7,"locale":16,"children":169},"Salarios vitales","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fsalarios-vitales",[],{"title":171,"seo_title":8,"description":7,"path":172,"redirect_url":7,"locale":16,"children":173},"Salario","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fsalario",[174,178,182],{"title":175,"seo_title":8,"description":7,"path":176,"redirect_url":7,"locale":16,"children":177},"Compara tu salario","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fsalario\u002Fcompara",[],{"title":179,"seo_title":8,"description":7,"path":180,"redirect_url":7,"locale":16,"children":181},"Encuesta salarial","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fsalario\u002Fencuesta",[],{"title":183,"seo_title":8,"description":7,"path":184,"redirect_url":7,"locale":16,"children":185},"Salarios de famosos","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fsalario\u002Ffamosos",[],{"title":187,"seo_title":188,"description":7,"path":189,"redirect_url":7,"locale":16,"children":190},"Leyes laborales","Leyes laborales en Honduras: contratos, salarios","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales",[191,195,199,203,207,211,215,219,223,227,231],{"title":192,"seo_title":8,"description":7,"path":193,"redirect_url":7,"locale":16,"children":194},"Compensación y tiempo de trabajo","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Fcompensacion-y-tiempo-de-trabajo",[],{"title":196,"seo_title":8,"description":7,"path":197,"redirect_url":7,"locale":16,"children":198},"Licencia por enfermedad","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Flicencia-por-enfermedad",[],{"title":200,"seo_title":8,"description":7,"path":201,"redirect_url":7,"locale":16,"children":202},"Maternidad y trabajo","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Fmaternidad-y-trabajo",[],{"title":204,"seo_title":8,"description":7,"path":205,"redirect_url":7,"locale":16,"children":206},"Responsabilidades familiares","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Fresponsabilidades-familiares",[],{"title":208,"seo_title":8,"description":7,"path":209,"redirect_url":7,"locale":16,"children":210},"Salud y seguridad","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Fsalud-y-seguridad",[],{"title":212,"seo_title":8,"description":7,"path":213,"redirect_url":7,"locale":16,"children":214},"Contratos y despidos","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Fcontratos-y-despidos",[],{"title":216,"seo_title":8,"description":7,"path":217,"redirect_url":7,"locale":16,"children":218},"Seguridad social","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Fseguridad-social",[],{"title":220,"seo_title":8,"description":7,"path":221,"redirect_url":7,"locale":16,"children":222},"Sindicatos","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Fsindicatos",[],{"title":224,"seo_title":8,"description":7,"path":225,"redirect_url":7,"locale":16,"children":226},"Trabajo y salarios","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Ftrabajo-y-salarios",[],{"title":228,"seo_title":8,"description":7,"path":229,"redirect_url":7,"locale":16,"children":230},"Trato justo","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Ftrato-justo",[],{"title":232,"seo_title":8,"description":7,"path":233,"redirect_url":7,"locale":16,"children":234},"Vacaciones","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Fvacaciones",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":16,"children":236},[237],{"title":142,"seo_title":8,"description":7,"path":146,"redirect_url":7,"locale":16,"children":238},[],{"title":240,"seo_title":8,"description":7,"path":241,"redirect_url":7,"locale":16,"children":242},"Economía de plataforma","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Feconomia-de-plataforma",[],{"title":244,"seo_title":8,"description":7,"path":245,"redirect_url":7,"locale":16,"children":246},"Qué hacemos","\u002Fes-hn\u002Fque-hacemos",[247,251,257,262,267],{"title":248,"seo_title":8,"description":7,"path":249,"redirect_url":7,"locale":16,"children":250},"Datos y 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