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(SITRAJERZEESND) - 2011","HND Jerzees Nuevo Día, S. de R.L. - 2011","Honduras - HND Jerzees Nuevo Día, S. de R.L. - 2011","HND Jerzees Nuevo Día, S. de R.L. - 2011 - Industria manufacturera",{"name":39,"data":40},"Honduras CBA Private Sector Jerzees Nuevo Dia.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 NUEVO DÍA, S. DE R.L.\" Y EL SINDICATO DE TRABAJADORES DE LA\nEMPRESA JERZEES NUEVO DÍA, S. DE R.L. (SITRAJERZEESND)\u003C\u002Fh1>\n\n\u003Cp>“JERZEES NUEVO DÍA, S. DE R.L.”, sociedad legalmente constituida,\nrepresentada en este acto por los señores FELIPE JONES, RAÚL GAMERO, EDWARD\nBARDALES y CHRISTIAN GUEVARA, la que en lo sucesivo se denominará “LA\nEMPRESA”, por una parte; y por la otra, el SINDICATO DE TRABAJADORES DE LA\nEMPRESA JERZEES NUEVO DÍA, S. DE R.L. (SITRAJERZEESND), representado por su\nComisión Negociadora integrada por los trabajadores MOISÉS ELÍAS MONTOYA\nALVARADO, NORMA ESTELA MEJÍA CASTELLANOS, GERMAN DAVID LÓPEZ, REYNA ELIZABETH\nDOMÍNGUEZ MARTÍNEZ y CÁNDIDA VASQUEZ, por la Comisión Negociadora del\nSINDICATO DE TRABAJADORES DE LA EMPRESA JERZEES NUEVO DÍA, S. DE R.L.\n(SITRAJERZEESND), y los señores EVANGELINA ARGUETA y ALBERTO TAIBO por la\nCentral General de Trabajadores (CGT), que en lo sucesivo se denominará “EL\nSINDICATO”; ambos del domicilio de Choloma, Honduras; quienes después de\nhaber acreditado legalmente la personalidad con que actúan, han convenido en\ncelebrar el presente Contrato Colectivo de Condiciones de Trabajo, de\nconformidad con las siguientes estipulaciones:\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA# 1. RECONOCIMIENTO\u003C\u002Fh3>\n\n\u003Cp>La empresa JERZEES NUEVO DIA S DE R. L. Reconoce y acepta la existencia del\nSINDICATO DE TRABAJADORES DE LA EMPRESA JERZEES NUEVO DIA S DE R. L.\n“SITRAJERZEESND”, 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>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 Nuevo Día.\u003C\u002Fp>\n\n\u003Cp>La empresa acuerda tratar con la Junta Directiva y\u002Fo la Central de\ntrabajadores (CGT) o confederación a la cual el sindicato este afiliado todos\nlos conflictos de carácter individual o colectivo que surjan de la aplicación\ndel presente contrato colectivo de condiciones de trabajo, reglamento interno\nde trabajo, 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) o Confederación a la cual el sindicato este afiliado\nparticipara en discusiones y soluciones de asuntos de trabajo al momento que el\nsindicato lo solicite.\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\nNUEVO DIA 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\u003Ch3>\u003C\u002Fh3>\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 los 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, incluyendo\nlas disposiciones del código de conducta de la compañía.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA# 4. LIBRE ADMINISTRACIÓN\u003C\u002Fh3>\n\n\u003Cp>La empresa JERZEES NUEVO DIA S DE R. L. y el Sindicato de Trabajadores de la\nEmpresa JERZEES NUEVO DIA S DE R. L. SITRAJERZEESND, se reconocen mutuamente el\nderecho a la libre administración, dirección y decisión plena de sus\nactividades, sin otras limitaciones más que las que establecen las leyes del\npaís, el código del trabajo, reglamento interno de trabajo y este contrato\ncolectivo.\u003C\u002Fp>\n\n\u003Cp>El Sindicato reconoce en sus responsabilidades como el representante\nexclusivo de los trabajadores de Jerzees Nuevo Día 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\u003Ch3>\u003C\u002Fh3>\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>\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 L. 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 se compromete en seguir manteniendo el beneficio que por\ncostumbre ha venido dando en conceder las prestaciones sociales\ncorrespondientes en un cien por ciento (100%) cuando las y los trabajadores\nasí lo soliciten.- Es entendido que los trabajadores deberán de colocar su\npreaviso respectivo según la tabla establecida en el artículo 116 del Código\ndel Trabajo, siendo esta:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A. De 24 horas, cuando el trabajador ha servido a un mismo patrono de modo\ncontinuo menos de 3 meses\u003C\u002Fp>\n\n\u003Cp>B. De 1 semana, cuando le ha servido de 3 meses a 6 meses\u003C\u002Fp>\n\n\u003Cp>C. De 2 semanas, cuando le ha servido de 6 meses a 1 año\u003C\u002Fp>\n\n\u003Cp>D. De 1 mes, cuando le ha servido de 1 a 2 años\u003C\u002Fp>\n\n\u003Cp>E. De 2 meses cuando le ha servido por más de 2 años\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Para que la o el candidato goce del beneficio de esta cláusula, necesita\ntener un mínimo de antigüedad de un (1) año. A este beneficio solo se podrá\nacceder durante los meses de febrero a noviembre 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. DEDUCCION DEL AUXILIO DE CESANTIA AL FINALIZAR CONTRATO\nINDIVIDUAL DE TRABAJO\u003C\u002Fh3>\n\n\u003Cp>La Empresa pagara el auxilio de Cesantía cada año, en un solo pago la\ncuarta semana 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. ALIMENTACIÓN\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\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.\u003C\u002Fp>\u003C\u002Fdiv>\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 se compromete en donar anualmente un juego de materiales escolares\npor un monto de L. 150.00 (ciento cincuenta lempiras) para hijos de los\ntrabajadores en escuela primaria. Los que reciban estos materiales escolares\nmostraran 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>La Empresa permitirá a 8 empleados que necesiten hacer su práctica\nprofesional en la planta, a quienes se les pagara su salario al mínimo durante\nel periodo de dicha práctica.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>La Empresa acuerda establecer anualmente un fondo de L. 130,000.00 (Ciento\ntreinta mil Lempiras) para el fortalecimiento de la educación de los\ntrabajadores y\u002Fo sus hijos.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Cuarenta y cinco días después de la firma del contrato colectivo de\ncondiciones de trabajo se integrara una comisión Empresa y Sindicato, para\nelaborar un reglamento que servirá para el manejo y administración de este\nfondo. Esta misma comisión se encargara de la selección del juego materiales\nescolares arriba indicado.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\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>\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 los miembros de\nla junta directiva de SITRAJERZEESND debidamente acreditados para que puedan\ndesempeñar comisiones o actividades sindicales inherentes a su organización,\nen caso de grave calamidad domestica debidamente comprobada, o asistir al\nentierro de sus compañeros siempre que informe previamente a la empresa. En\nlos últimos dos casos el numero de los directivos que se ausenten no sea tal\nque perjudique el funcionamiento de la empresa. Los permisos por este concepto\nno excederán 15 (quince) días por año por directivo, ni dos días por\nmes.\u003C\u002Fp>\n\n\u003Cp>La empresa se compromete en otorgar una licencia sindical a tiempo completo,\ndebidamente remunerada, al Presidente de la Directiva del Sindicato, o al\nmiembro de la directiva que el designe, para proveer la atención para\nadministrar las provisiones de este contrato colectivo y asegurando una\nrelación cooperativa entre el Sindicato y la Empresa. La remuneración de esta\nposición será de L.. 1.750.00 (mil setecientos cincuenta) por semana, y el\nComité de Supervisión reembolsara el salario de esta posición a la Empresa.\nAl entrar en vigencia este contrato colectivo, la Empresa y el Sindicato se\nreunirán para elaborar una descripción detallada de funciones y desempeño de\nesta posición. Queda entendido, que esta persona gozara de todos los\nbeneficios y condiciones de trabajo que Jerzees Nuevo Día ofrece a cada uno de\nsus trabajadores.\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, colocara dos (2) tableros (uno\npor edificio) en áreas visibles para los trabajadores, el cual será utilizado\npor el Sindicato 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\nSITRAJERZEESND 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\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA# 15. INCAPACIDADES PRE Y POST NATAL\u003C\u002Fh3>\n\n\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.\u003C\u002Fp>\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\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>La empresa acondicionara un espacio con refrigeradora, para las trabajadoras\nen lactancia.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA# 16. ASISTENCIA MÉDICA PARA HIJOS DE LOS TRABAJADORES DE 12 A 17\nAÑOS\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 básico para los hijos de los trabajadores entre las edades de\n12 a 17 años, proveyendo los siguientes servicios:\u003C\u002Fp>\n\n\u003Cp>•Atención medica de 2:00 pm a 8:00 pm lunes a viernes (después de las 8\npm solo se atenderán los casos que sean emergencias).\u003C\u002Fp>\n\n\u003Cp>•Sábados de 8:00 am a 12:00 m (los sábados de las 12:00 m en adelante y\ndomingos solo se atenderán los caso que sean emergencias).\u003C\u002Fp>\n\n\u003Cp>•Medicamentos básicos de emergencia.\u003C\u002Fp>\n\n\u003Cp>•Suturas.\u003C\u002Fp>\n\n\u003Cp>•Nebulizaciones.\u003C\u002Fp>\n\n\u003Cp>•Dos consultas mensuales (una tercera consulta por emergencia a criterio\nmedico)\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\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 ferias de la salud, para que\nlos trabajadores sean examinados de los pulmones, oídos, 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 L.. 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>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 cubrir el material quirúrgico y esté debidamente comprobado,\nla empresa acuerda ayudar a comprar materiales.\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 L.. 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 (L.. 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\u003Ch3>\u003C\u002Fh3>\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 4 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 900 camisetas. La directiva sindical proveerá el color y tallas de las\ncamisetas necesarias con 45 días de anticipación. La empresa entregara las\ncamisetas 15 días antes del primero de mayo (día del trabajador).\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\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.\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 reunión\nmensual, tanto el Sindicato como la Empresa, pueden tener al ombudsperson y\u002Fo\nrepresentantes de la CGT o la federación sindical a la que este afiliado el\nsindicato 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 empres seleccione\nal 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 L. 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>El procedimiento actual del tiempo de maquina mala será eliminado. La\nempresa a partir de la firma del presente contrato colectivo de condiciones de\ntrabajo implementara un nuevo procedimiento de maquina mala, este sistema\ntomara en cuenta el 100% del tiempo de maquina mala y será pagado al promedio\nde las dos semanas anteriores del empleado.\u003C\u002Fp>\n\n\u003Cp>Es entendido que todo el tiempo que el empleado este en la maquina Pit, ese\ntiempo será tomado como maquina mala.\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 programara días las vacaciones en los meses de agosto y diciembre de\ncada 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>\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>\n\n\u003Ch3>\u003C\u002Fh3>\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\u003Cp>\u003C\u002Fp>\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 Nuevo Día, el sindicato se compromete a\nmantener este espacio en buenas condiciones. En adición la Empresa donara por\núnica vez la cantidad de L. 100,000.00 (Cien mil lempiras) para cubrir gastos\nde inicio de operaciones de la COSITRAJERZEESND.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\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\nSITRAJERZEESND, 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 SITRAJERZEESND 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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>1. Trabajadores Directos\u003C\u002Fp>\n\n\u003Cp>Para el 2011, la Empresa acuerda un incremento total de salario de 19.5% en\nla parte fija y variable a través de la curva para los trabajadores directos,\nretroactivo al 2 de Mayo del 2011. La tabla de salarios por hora y por semana\nreflejando este aumento esta anexa y forma parte del contrato colectivo de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>Los incrementos de salario que ya han sido aplicados en el 2010\u002F2011 se\nconsideran ya incorporados en el porcentaje de incremento.\u003C\u002Fp>\n\n\u003Cp>Para el 2012, la Empresa garantiza un incremento anual del 7% en la parte\nfija y variable a través de la curva para los trabajadores directos, efectivo\nel 1ero de Enero del 2012.\u003C\u002Fp>\n\n\u003Cp>2. Trabajadores Indirectos Semanales\u003C\u002Fp>\n\n\u003Cp>Para el 2011, la Empresa acuerda un aumento de salario semanal de L. 150.00\n(Ciento cincuenta Lempiras) adicional a su salario actual para los trabajadores\nindirectos semanales, efectivo a la firma del presente contrato colectivo.\u003C\u002Fp>\n\n\u003Cp>Para el 2012, la Empresa acuerda un aumento de salario semanal de 9%\nadicional a su salario actual para los trabajadores indirectos semanales,\nefectivo el 1ero de Enero del 2012.\u003C\u002Fp>\n\n\u003Cp>3. Trabajadores Indirectos Quincenales\u003C\u002Fp>\n\n\u003Cp>Para el 2011, la Empresa acuerda un aumento de al menos 6% al salario actual\npara los trabajadores indirectos quincenales, basado en su evaluación de\ndesempeño, efectivo a la firma del presente contrato colectivo. Los\nincrementos de salario ya aplicados en el 2011 se consideran incorporados en el\nporcentaje de incremento.\u003C\u002Fp>\n\n\u003Cp>Para el 2012, la Empresa acuerda un aumento de al menos 6% al salario actual\npara los trabajadores indirectos quincenales, basado en su evaluación de\ndesempeño.\u003C\u002Fp>\n\n\u003Cp>4. Año 2013\u003C\u002Fp>\n\n\u003Cp>La Empresa y el Sindicato, en buena fe, negociaran el incremento de salario\npara el 2013. Dichas negociaciones empezaran en Octubre de 2012.\u003C\u002Fp>\n\n\u003Cp>En caso que el gobierno decrete un incremento al salario mínimo, ese\nporcentaje decretado se incrementara automáticamente en la parte fija y\nvariable a través de la curva para los trabajadores directos, y al salario de\nlos trabajadores indirectos semanales (no incluye a los trabajadores\nquincenales).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Los aumentos al salario mínimo decretados por el gobierno se los consideran\ncomo incorporados en los porcentajes y montos especificados en esta clausula,\nsalvo que el aumento decretado excede los porcentajes y monto especificados, en\ncuyo caso el aumento decretado por el gobierno será efectivo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\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>1) Basado en alcanzar la eficiencia operador,\u003C\u002Fp>\n\n\u003Cp>2) Nivel de calidad 98% o mayor,\u003C\u002Fp>\n\n\u003Cp>3) El bono de calidad y eficiencia son independientes el uno del otro\u003C\u002Fp>\n\n\u003Cp>4) 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.75.00 por eficiencia por semana ; L.75.00 por Calidad, por\nsemana\u003C\u002Fp>\n\n\u003Cp>105%-109.9% L.100.00 por eficiencia por semana; L.100.00 por Calidad, por\nsemana\u003C\u002Fp>\n\n\u003Cp>110%-114.9% L.125.00 por eficiencia por semana ; L.125.00 por Calidad, por\nsemana\u003C\u002Fp>\n\n\u003Cp>115%-119.9% L.150.00 por eficiencia por semana ; L.150.00 por Calidad, por\nsemana\u003C\u002Fp>\n\n\u003Cp>120%-124.9% L.175.00 por eficiencia por semana; L.175.00 por Calidad, por\nsemana\u003C\u002Fp>\n\n\u003Cp>125%-129.9% L.200.00 por eficiencia por semana ; L.200.00 por Calidad, por\nsemana\u003C\u002Fp>\n\n\u003Cp>130% y mas L.225.00 por eficiencia por semana ; L.225.00 por Calidad, por\nsemana\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA# 31. HORARIO DE TRABAJO\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\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: 20 minutos a\nprimera hora en la mañana como ha sido costumbre y 40 minutos a la hora del\nalmuerzo, según los turnos de servicios arreglados con la cafetería. Asimismo\nse compromete en seguir respetando el horario de entrada y salida, siendo\neste:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\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>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA# 32. TRANSPORTE GRATIS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-COMMUTE_trigger\">\u003Cp>La Empresa acuerda proveer servicio de transporte gratis en 6 rutas\nacordadas. 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 para los\nempleados de Jerzees Nuevo Dia 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 NUEVO DIA S. de R. L. se compromete al cumplimiento del\nReglamento de Higiene y Seguridad del Código del Trabajo vigente.\u003C\u002Fp>\n\n\u003Cp>\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 SITRAJERZEESND 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\u003Cp>\u003C\u002Fp>\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.. 8,500.00\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLÁUSULA# 36. GENERACION DE EMPLEO\u003C\u002Fh3>\n\n\u003Cp>La Empresa abrirá una expansión de la planta Jerzees Nuevo Dia en el mismo\nparque de Zip Choloma y contratara hasta 246 trabajadores adicionales en esta\nnueva planta. Los ex trabajadores de Jerzees de Honduras tendrán la prioridad\nde contratación en esta expansión de la planta basados en el listado que se\nentrego a la empresa de parte del Sindicato el 17 de Mayo del 2011, y ambas\npartes trabajaran en conjunto en el proceso de contratación lo mas pronto\nposible.\u003C\u002Fp>\n\n\u003Cp>Ambas partes acuerdan que una vez finalizado el proceso de contratación de\nla expansión de Jerzees Nuevo Dia, el compromiso de contratación de la\nempresa relacionado a los ex trabajadores de Jerzees de Honduras (Acuerdo de\nWashington) se dará por cumplido.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSULA# 37. FERIADOS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays2\">\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>\n\n\u003Cp>\u003C\u002Fp>\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  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>CANT\u003C\u002Ftd>\n      \u003Ctd>DESCRIPCION\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\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 LB\u003C\u002Fp>\n\n        \u003Cp>1 1\u002F2 LB\u003C\u002Fp>\n\n        \u003Cp>1 CAJA\u003C\u002Fp>\n\n        \u003Cp>2 LBS\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>1\u003C\u002Fp>\n\n        \u003Cp>1\u003C\u002Fp>\n\n        \u003Cp>4\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>FRJIOLES\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>SALSINA 200 GRMS\u003C\u002Fp>\n\n        \u003Cp>KETCHUP\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      \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 le mostraran los\nproductos de la canasta a los miembros de la Junta Directiva Sindical.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLÁUSULA # 41. IMPRESIÓN DE FOLLETOS\u003C\u002Fh3>\n\n\u003Cp>La Empresa Jerzees Nuevo Día acuerda imprimir en folletos tamaño bolsillo,\nel presente contrato colectivo de condiciones de trabajo incluyendo en el mismo\nel reglamento interno de trabajo dando una copia a cada empleado y 50 copias al\nsindicato.\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLÁUSULA# 42. VIGENCIA DE CONTRATO COLECTIVO\u003C\u002Fh3>\n\n\u003Cp>El presente contrato colectivo de condiciones de trabajo tendrá una\nvigencia hasta el 31 de Diciembre del 2013. Para los incrementos salariales del\n2013, la Empresa y el sindicato comenzaran dichas negociaciones en Octubre del\n2012.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA # 43. 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 anualmente.\u003C\u002Fp>\n\n\u003Cp>Es entendido que para establecer el tipo de tela, se hará a través de una\ncomisión bipartita Empresa-sindicato de 2 miembros de la empresa y 2 miembros\nde la Junta Directiva de SitrajerzeesND.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA # 44. PROMOCION Y APOYO AL DEPORTE\u003C\u002Fh3>\n\n\u003Cp>La Empresa Jerzees Nuevo Día acuerda proveer anualmente un uniforme de\nfutbol para el equipo de la planta. La empresa y sindicato promoverán torneos\ndeportivos. Para el control de uso de los uniformes se constituirá una\ncomisión empresa y sindicato la que elaboraran un reglamento de uso de tales\nuniformes.\u003C\u002Fp>\n\n\u003Cp>En fe de lo cual, se suscribe el presente documento, en cuatro ejemplares de\nun mismo texto, en ciudad de Los Ángeles, California, Estados Unidos de\nAmérica, el día diecinueve de mayo de dos mil once.\u003C\u002Fp>\n\n\u003Cp>POR LA COMISIÓN NEGOCIADORA DE LA EMPRESA:\u003C\u002Fp>\n\n\u003Cp>_____________________________________________________________\u003C\u002Fp>\n\n\u003Cp>RAÚL GAMERO EDWARD BARDALES\u003C\u002Fp>\n\n\u003Cp>_____________________________________________________________\u003C\u002Fp>\n\n\u003Cp>FELIPE JONES CHRISTIAN GUEVARA\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>MOISÉS ELÍAS MONTOYA NORMA ESTELA MEJÍA\u003C\u002Fp>\n\n\u003Cp>__________________________________________________________________\u003C\u002Fp>\n\n\u003Cp>GERMAN DAVID LÓPEZ REYNA ELIZABETH DOMÍNGUEZ\u003C\u002Fp>\n\n\u003Cp>__________________________________\u003C\u002Fp>\n\n\u003Cp>CÁNDIDA VASQUEZ\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>POR LA EMPRESA:\u003C\u002Fp>\n\n\u003Cp>_________________________________ _______________________________\u003C\u002Fp>\n\n\u003Cp>RICK MEDLIN JEFF THURMAN\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>__________________________________________________________________\u003C\u002Fp>\n\n\u003Cp>TONY PELASKI WERNER OBERHOLZER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>__________________________________ __________________________________\u003C\u002Fp>\n\n\u003Cp>CHRIS CHAMPION BILL TUCKER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>POR LA CENTRAL GENERAL DE TRABAJADORES (CGT):\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>________________________________ ________________________________\u003C\u002Fp>\n\n\u003Cp>EVANGELINA ARGUETA ALBERTO TAIBO\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>POR EL COMITÉ DE SUPERVISION:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>_________________________________ _______________________________\u003C\u002Fp>\n\n\u003Cp>CLAUDE FONTHEIM JEFF HERMANSON\u003C\u002Fp>\n\n\u003Cp>________________________________________________________________\u003C\u002Fp>\n\n\u003Cp>SHENAHZ RANGWALAYADIRA MINERO\u003C\u002Fp>\n\n\n\n            \n            \n            \n            ",{"paidmaternityleaveduration":42,"ONCERISE_trigger":46,"dayspweek":50,"childcare":54,"STRUCINCR_trigger":58,"nursingmothers":62,"hourspday":66,"funeralpay":70,"trainingfund":74,"discrimination":78,"holidaysdays":82,"healthcareaccess":86,"COMMUTE_trigger":90,"healthandsafetypolicy":94,"schedulesrestpw":98,"dayspweek_select":100,"SCHEDULE_trigger":102,"educationtuition":104,"healthcareaccessrelatives":108,"nursingfacilities":110,"bankholidays2":112,"hivpolicy":116,"mealvouchers":120,"trainingprogrammes":124,"paidmaternityleave":126,"PAIDLEAV_trigger":128},{"bindId":43,"name":44,"text":45},"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.",{"bindId":47,"name":48,"text":49},"ONCERISE_trigger","La empresa considerando la importancia d","La empresa considerando la importancia de los incentivos de producción,\nestablecerá el bono de excelencia de la siguiente manera:\n\n1) Basado en alcanzar la eficiencia operador,\n\n2) Nivel de calidad 98% o mayor,\n\n3) El bono de calidad y eficiencia son independientes el uno del otro\n\n4) El bono de excelencia será remunerado en una base diaria de acuerdo a la\nsiguiente tabla:\n\n\n\n100% - 104.9% L.75.00 por eficiencia por semana ; L.75.00 por Calidad, por\nsemana\n\n105%-109.9% L.100.00 por eficiencia por semana; L.100.00 por Calidad, por\nsemana\n\n110%-114.9% L.125.00 por eficiencia por semana ; L.125.00 por Calidad, por\nsemana\n\n115%-119.9% L.150.00 por eficiencia por semana ; L.150.00 por Calidad, por\nsemana\n\n120%-124.9% L.175.00 por eficiencia por semana; L.175.00 por Calidad, por\nsemana\n\n125%-129.9% L.200.00 por eficiencia por semana ; L.200.00 por Calidad, por\nsemana\n\n130% y mas L.225.00 por eficiencia por semana ; L.225.00 por Calidad, por\nsemana",{"bindId":51,"name":52,"text":53},"dayspweek","Por la mañana el ingreso a las 7:00 am y","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.",{"bindId":55,"name":56,"text":57},"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 L. 1,500(un mil quinientos lempiras).\n\nEl trabajador a fin de hacer uso de este beneficio, debe presentar la\ncertificación de matrimonio.",{"bindId":59,"name":60,"text":61},"STRUCINCR_trigger","1. Trabajadores Directos Para el 2011, l","1. Trabajadores Directos\n\nPara el 2011, la Empresa acuerda un incremento total de salario de 19.5% en\nla parte fija y variable a través de la curva para los trabajadores directos,\nretroactivo al 2 de Mayo del 2011. La tabla de salarios por hora y por semana\nreflejando este aumento esta anexa y forma parte del contrato colectivo de\ntrabajo.\n\nLos incrementos de salario que ya han sido aplicados en el 2010\u002F2011 se\nconsideran ya incorporados en el porcentaje de incremento.\n\nPara el 2012, la Empresa garantiza un incremento anual del 7% en la parte\nfija y variable a través de la curva para los trabajadores directos, efectivo\nel 1ero de Enero del 2012.\n\n2. Trabajadores Indirectos Semanales\n\nPara el 2011, la Empresa acuerda un aumento de salario semanal de L. 150.00\n(Ciento cincuenta Lempiras) adicional a su salario actual para los trabajadores\nindirectos semanales, efectivo a la firma del presente contrato colectivo.\n\nPara el 2012, la Empresa acuerda un aumento de salario semanal de 9%\nadicional a su salario actual para los trabajadores indirectos semanales,\nefectivo el 1ero de Enero del 2012.\n\n3. Trabajadores Indirectos Quincenales\n\nPara el 2011, la Empresa acuerda un aumento de al menos 6% al salario actual\npara los trabajadores indirectos quincenales, basado en su evaluación de\ndesempeño, efectivo a la firma del presente contrato colectivo. Los\nincrementos de salario ya aplicados en el 2011 se consideran incorporados en el\nporcentaje de incremento.\n\nPara el 2012, la Empresa acuerda un aumento de al menos 6% al salario actual\npara los trabajadores indirectos quincenales, basado en su evaluación de\ndesempeño.\n\n4. Año 2013\n\nLa Empresa y el Sindicato, en buena fe, negociaran el incremento de salario\npara el 2013. Dichas negociaciones empezaran en Octubre de 2012.\n\nEn caso que el gobierno decrete un incremento al salario mínimo, ese\nporcentaje decretado se incrementara automáticamente en la parte fija y\nvariable a través de la curva para los trabajadores directos, y al salario de\nlos trabajadores indirectos semanales (no incluye a los trabajadores\nquincenales).",{"bindId":63,"name":64,"text":65},"nursingmothers","La empresa acondicionara un espacio con ","La empresa acondicionara un espacio con refrigeradora, para las trabajadoras\nen lactancia.",{"bindId":67,"name":68,"text":69},"hourspday","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: 20 minutos a\nprimera hora en la mañana como ha sido costumbre y 40 minutos a la hora del\nalmuerzo, según los turnos de servicios arreglados con la cafetería. Asimismo\nse compromete en seguir respetando el horario de entrada y salida, siendo\neste:\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":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 L.. 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},"trainingfund","La Empresa acuerda establecer anualmente","La Empresa acuerda establecer anualmente un fondo de L. 130,000.00 (Ciento\ntreinta mil Lempiras) para el fortalecimiento de la educación de los\ntrabajadores y\u002Fo sus hijos.",{"bindId":79,"name":80,"text":81},"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":83,"name":84,"text":85},"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 programara días las vacaciones en los meses de agosto y diciembre de\ncada 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":87,"name":88,"text":89},"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 básico para los hijos de los trabajadores entre las edades de\n12 a 17 años, proveyendo los siguientes servicios:\n\n•Atención medica de 2:00 pm a 8:00 pm lunes a viernes (después de las 8\npm solo se atenderán los casos que sean emergencias).\n\n•Sábados de 8:00 am a 12:00 m (los sábados de las 12:00 m en adelante y\ndomingos solo se atenderán los caso que sean emergencias).\n\n•Medicamentos básicos de emergencia.\n\n•Suturas.\n\n•Nebulizaciones.\n\n•Dos consultas mensuales (una tercera consulta por emergencia a criterio\nmedico)",{"bindId":91,"name":92,"text":93},"COMMUTE_trigger","La Empresa acuerda proveer servicio de t","La Empresa acuerda proveer servicio de transporte gratis en 6 rutas\nacordadas. La 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 para los\nempleados de Jerzees Nuevo Dia S de RL.",{"bindId":95,"name":96,"text":97},"healthandsafetypolicy","La empresa JERZEES NUEVO DIA S. de R. L.","La empresa JERZEES NUEVO DIA S. de R. L. se compromete al cumplimiento del\nReglamento de Higiene y Seguridad del Código del Trabajo vigente.\n\n\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 SITRAJERZEESND 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":99,"name":52,"text":53},"schedulesrestpw",{"bindId":101,"name":52,"text":53},"dayspweek_select",{"bindId":103,"name":52,"text":53},"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 se compromete en donar anualmente un juego de materiales escolares\npor un monto de L. 150.00 (ciento cincuenta lempiras) para hijos de los\ntrabajadores en escuela primaria. Los que reciban estos materiales escolares\nmostraran 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\nLa Empresa permitirá a 8 empleados que necesiten hacer su práctica\nprofesional en la planta, a quienes se les pagara su salario al mínimo durante\nel periodo de dicha práctica.",{"bindId":109,"name":88,"text":89},"healthcareaccessrelatives",{"bindId":111,"name":64,"text":65},"nursingfacilities",{"bindId":113,"name":114,"text":115},"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":117,"name":118,"text":119},"hivpolicy","La compañía acuerda celebrar cada año do","La compañía acuerda celebrar cada año dos ferias de la salud, para que\nlos trabajadores sean examinados de los pulmones, oídos, 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":121,"name":122,"text":123},"mealvouchers","La Empresa proveerá el plato de comida b","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.",{"bindId":125,"name":76,"text":77},"trainingprogrammes",{"bindId":127,"name":44,"text":45},"paidmaternityleave",{"bindId":129,"name":84,"text":85},"PAIDLEAV_trigger","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>HND Jerzees Nuevo Día, S. de R.L. - 2011\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2011-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Fecha de término: → 2013-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratificado por: → Ministry\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratificado en: → 2011-05-19\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 Nuevo Día, 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                        SITRAJERZEESND - Sindicato de Trabajadores de la Empresa Jerzees Nuevo Día 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        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">CAPACITACIÓN\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Programas de capacitación: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Aprendizajes: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">El empleador contribuye al fondo para capacitación del trabajador: → Sí\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\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            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Estabilidad laboral tras la licencia de maternidad: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibición de discriminación relacionada con la maternidad → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibición de obligar a las embarazadas o trabajadoras en lactancia materna para desarrollar trabajos peligrosos o poco saludables → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Evaluación de riesgos sobre salud y seguridad de las embarazdas o madres con lactancia → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Posibilidad de alternativas al trabajo peligroso o no saludable para las enbarazadas o trabajadoras en lactancia → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Tiempo libre para exámenes médicos prenatales: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibición de la detección del embarazo antes de la regularización de los trabajadores no estándar: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibición de la detección del embarazo antes de la promoción: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilidades para lactancia: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Cuidados infantiles proporcionados por el empleador: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Cuidados infantiles subsidiados por el empleador: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Subsidio para la educación de los hijos: → 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 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