[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fconvenios-colectivos\u002Fcontrato-colectivo-de-condiciones-de-trabajo-celebrado-entre-la-empresa-mercantil-pinehurst-manufacturing-hnd-gmbh-y-el-sindicato-de-trabajadores-de-la-empresa-pinehurst-manufacturing-hnd-gmbh-sitrapinehurst-":3,"menu:\u002Fes-hn:":107,"sites:htmlblocks":276,"subsites":1475,"footer:root":5040,"cite-subsites":5138,"suggested:root":5615,"cite-footer:root":5619},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":21,"data":29,"children":87,"content_type_view":88,"extra_breadcrumbs":89,"body":91,"body_blocks":102,"related_pages":106},2592,"convenios-colectivos","Convenios Colectivos",null,"","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fconvenios-colectivos","collective_agreements.collectiveagreementoverview","es_HN","\u002Fcms\u002Fpages\u002F2592\u002Fedit\u002F",[14,17,20],{"title":15,"slug":16},"Honduras","es-hn",{"title":18,"slug":19},"Trabajo en Honduras","trabajo-en-honduras",{"title":6,"slug":5},{"title":6,"description":8,"image":22,"canonical":23,"robots":24,"og_type":25,"twitter_card":26,"locale":16,"created_at":27,"last_modified_at":28},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fconvenios-colectivos\u002F","index, follow","website","summary_large_image","2025-08-08T13:43:03.288000+02:00","2026-04-02T11:21:47.828153+02:00",{"cba":30,"clauses":41,"details":85,"translations":86},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"contrato-colectivo-de-condiciones-de-trabajo-celebrado-entre-la-empresa-mercantil-pinehurst-manufacturing-hnd-gmbh-y-el-sindicato-de-trabajadores-de-la-empresa-pinehurst-manufacturing-hnd-gmbh-sitrapinehurst-","20fc21a6-fedb-11e4-ab39-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fhonduras\u002Fcontrato-colectivo-de-condiciones-de-trabajo-celebrado-entre-la-empresa-mercantil-pinehurst-manufacturing-hnd-gmbh-y-el-sindicato-de-trabajadores-de-la-empresa-pinehurst-manufacturing-hnd-gmbh-sitrapinehurst-\u002Fcontrato-colectivo-de-condiciones-de-trabajo-celebrado-entre-la-empresa-mercantil-pinehurst-manufacturing-hnd-gmbh-y-el-sindicato-de-trabajadores-de-la-empresa-pinehurst-manufacturing-hnd-gmbh-sitrapinehurst-\u002F","Contrato Colectivo de Condiciones de Trabajo Celebrado entre la Empresa Mercantil \"PINEHURST Manufacturing (HND) GMBH y el Sindicato de Trabajadores de la Empresa Pinehurst Manufacturing (HND) GMBH (SITRAPINEHURST) - 2012","HND Pinehurst Manufacturing (HND) GMBH - 2012","Honduras - HND Pinehurst Manufacturing (HND) GMBH - 2012","HND Pinehurst Manufacturing (HND) GMBH - 2012 - Industria manufacturera",{"name":39,"data":40},"HONDURAS CBA Pinehurst POR ENVIAR.html","\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>New1\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 \"PINEHURST MANUFACTURING (HND) GMBH Y EL SINDICATO DE TRABAJADORES DE\nLA EMPRESA PINEHURST MANUFACTURING (HND) GMBH (SITRAPINEHURST)\u003C\u002Fh1>\n\n\u003Cp>PINEHURST MANUFACTURING (HND) GMBH, sociedad legalmente constituida,\nrepresentada en este acto por los señores JEFFERY BRISCHKE, GLADIS ZAVALA,\u003C\u002Fp>\n\n\u003Cp>EJANDRA FLORES Y LOURDES MEJIA HAWARD, la que en lo sucesivo se denominará\n“LA EMPRESA”, por una parte; y por la otra, EL SINDICATO DE RABAJADORES DE\nLA EMPRESA PINEHURST MANUFACTURING (HND) GMBH ITRAPINEHURST), representado por\nsu Comisión Negociadora integrada por las trabajadoras ILDA MELIDA RAMIREZ,\nBLANCA ESTELA HERNANDEZ, SAI DA MISAI REYES y las señoras EVANGELINA ARGUETA,\nEDIL VIRGINIA TURCIOS por la\u003C\u002Fp>\n\n\u003Cp>central General de Trabajadores (CGT), que en lo sucesivo se denominará\n“EL INDICATO”; LA Secretaría De Trabajo y Seguridad Social representada\npor BESSI OCIO LARA, WALESKA MARTINEZ, JORGE BOGRAN PERDOMO y SELVIN MARTINEZ,\ntodos del domicilio de San Pedro Sula, Cortés, con excepción de los dos\núltimos cuyo domicilio es la ciudad de Tegucigalpa,en tránsito por esta\nciudad;\u003C\u002Fp>\n\n\u003Cp>quienes después de haber acreditado legalmente la personalidad con que\nactúan, han convenido en celebrar el presente Contrato Colectivo de\nCondiciones de Trabajo, de conformidad con las siguientes estipulaciones:\u003C\u002Fp>\n\n\u003Cp>RECONOCIMIENTO DE LAS PARTES\u003C\u002Fp>\n\n\u003Ch2>CLÁUSULA NÚMERO UNO: \u003C\u002Fh2>\n\n\u003Cp>La empresa PINEHURST MANUFACTURING (HND) GMBH reconoce al sindicato de\nTrabajadores de la empresa Pinehurst Manufacturing (HND) GMBH (SITRAPINEHURST)\n, como el único y exclusivo representante legal de los trabajadores afiliados,\npara el estudio, mejoramiento, defensa de los intereses económicos, sociales y\nculturales, y se compromete a tratar con la Junta Directiva , 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 y demás leyes laborales del país. Lo anterior, sin perjuicio del\nderecho que tienen todos los trabajadores para gestionar directamente los\nproblemas que le afecten individualmente.\u003C\u002Fp>\n\n\u003Cp>En aplicación al artículo 545 del Código de Trabajo, la Junta Directiva\ndel Sindicato podrá ser asesorada por la federación o central a la cual este\nafiliado el sindicato cuando éste lo requiera.\u003C\u002Fp>\n\n\u003Cp>REGULACIONES DEL PRESENTE CONTRATO COLECTIVO\u003C\u002Fp>\n\n\u003Ch2>CLÁUSULA NÚMERO DOS: \u003C\u002Fh2>\n\n\u003Cp>El presente contrato colectivo de condiciones de trabajo rige y regula las\ncondiciones de trabajo de todos los trabajadores y trabajadoras de la empresa\nPINEHURST MANUFACTURING (HND) GMBH comprometiéndose ambas partes al fiel\ncumplimiento de lo pactado en el mismo.\u003C\u002Fp>\n\n\u003Cp>El presente Contrato Colectivo de Condiciones de Trabajo no será aplicable\nal siguiente personal de confianza: Gerente General, Gerentes de Áreas,\nIngenieros, Coordinadores de Producción y Coordinadores de Departamento, Jefes\nde Departamento, Supervisores, Administradores, Jefes de Personal y los\nasistentes de cualquiera de los anteriores; posiciones que por razón de su\ncargo en la empresa, representan al patrono en los puestos de dirección o de\nconfianza que pueden fácilmente ejercer una coacción indebida sobre sus\ncompañeros.\u003C\u002Fp>\n\n\u003Cp>Es entendido que la empresa se compromete a no desmejorar las categorías y\na respetar todos los beneficios y condiciones que por costumbre ésta ha venido\notorgando a todos sus trabajadores.\u003C\u002Fp>\n\n\u003Cp>CASOS NO PREVISTOS\u003C\u002Fp>\n\n\u003Ch2>CLÁUSULA NÚMERO TRES: \u003C\u002Fh2>\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 Trabajo\ny legislación constitucional y laboral vigente, incluyendo los convenios y la\nrecomendaciones internacionales suscritos por la República de Honduras con la\nOrganización Internacional del Trabajo (OIT), así como la equidad, la\njusticia, la costumbre y usos locales.\u003C\u002Fp>\n\n\u003Cp>LIBRE ADMINISTRACION\u003C\u002Fp>\n\n\u003Ch2>CLÁUSULA NÚMERO CUATRO: \u003C\u002Fh2>\n\n\u003Cp>La empresa PINEHURST MANUFACTURING (HND) GMBH y el SINDICATO DE TRABAJADORES\nDE LA EMPRESA PINEHURST | MANUFACTURING (HND) GMBH “SITRAPINEHURST”, se\nreconocen mutuamente el derecho a la libre administración, dirección y\ndecisión plena de sus actividades con las limitaciones que ya establecen las\nleyes del país, el Código de Trabajo, reglamento interno de trabajo y este\ncontrato colectivo de condiciones de trabajo.\u003C\u002Fp>\n\n\u003Cp>CANCELACION DE FALTAS\u003C\u002Fp>\n\n\u003Ch2>CLAÚSULA NÚMERO CINCO: \u003C\u002Fh2>\n\n\u003Cp>La empresa a través de sus representantes, previo a la aplicación de\nmedidas disciplinarias, dará cumplimiento ai artículo 92 numeral 9 del\nCódigo del Trabajo, de igual forma se compromete que al aplicar dichos\nprocedimientos disciplinarios establecidos en su reglamento interno de trabajo,\nCódigo de Trabajo, y el Presente Contrato Colectivo de Condiciones de Trabajo,\ndará el acceso al expediente del trabajador en cuestión, siempre y cuando\neste autorice mostrar dicho expediente, una vez solicitado por la Junta\nDirectiva del Sindicato. \u003C\u002Fp>\n\n\u003Cp>Asimismo, empresa y sindicato acuerdan que para la aplicación de medidas\ndisciplinarias, a partir de esta fecha, y en adelante, se tomaran en cuenta\ntodas aquellas faltas que se hayan cometido por los trabajadores (as), y que\nhayan sido ancionadas a partir del 1ero de Enero del presente año 2011.\u003C\u002Fp>\n\n\u003Cp>NO REPRESALIAS POR RECLAMOS\u003C\u002Fp>\n\n\u003Ch2>CLÁUSULA NÚMERO SEIS: \u003C\u002Fh2>\n\n\u003Cp>La empresa se compromete que en aplicación al Código de Trabajo y a los\nConvenios Internacionales de la OIT, no asumirá ninguna actitud\ndiscriminatoria, ni tomará ningún tipo de represalias contra ningún\ntrabajador por los reclamos que éstos formulen ya sea a través de la\norganización sindical o personalmente, ni por su afiliación o apoyo al\nsindicato.\u003C\u002Fp>\n\n\u003Cp>Queda entendido que el personal de Administración y Dirección de la\nempresa en todos sus niveles, la Junta Directiva del Sindicato y los\ntrabajadores en general, se guardarán mutuamente la debida consideración y\nrespeto, absteniéndose del maltrato de palabra, de obra y actos que pudieran\nafectar la dignidad de cualquiera de las partes, todo dentro del marco\nlegal.\u003C\u002Fp>\n\n\u003Cp>No constituye como actitud discriminatoria, la aplicación de medidas\ndisciplinar conforme a derecho.\u003C\u002Fp>\n\n\u003Cp>ALIMENTACIÓN\u003C\u002Fp>\n\n\u003Ch2>CLÁUSULA NÚMERO SIETE: \u003C\u002Fh2>\n\n\u003Cp>La empresa mantendrá los precios, calidad y cantidad que actualmente se\nmanejan en la cafetería ubicada dentro de la zona libre St. Andrews, cuyo\nvalor, dependiendo del tamaño del plato, es de Lps. 20.00 y Lps. 28.00 por el\ntérmino de vigencia del presente Contrato Colectivo de Condiciones de\nTrabajo.\u003C\u002Fp>\n\n\u003Cp>Asimismo, la empresa verificará que en todo momento el servicio de\nalimentación se Apreste en condiciones de higiene óptimas, verificando\nregularmente la aplicación estricta de las medidas de salubridad tanto del\nlugar donde se preparan y sirven los alimentos, así como de las personas que\nelaboran los mismos. La empresa llevará control de las sugerencias que sus\ntrabajadores le planteen a través del buzón de quejas correspondiente.\u003C\u002Fp>\n\n\u003Cp>La empresa como parte de su iniciativa pondrá a disposición de las y los\ntrabajadores, (2) microondas en el área de cafetería. Dichos microondas\nserán operados por el personal asignado por la empresa para controlar el uso\ncorrecto de los artefactos y su\u003C\u002Fp>\n\n\u003Cp>BOLSA ESCOLAR Y PERMISOS PARA PRÁCTICA \u003C\u002Fp>\n\n\u003Ch2>CLAUSULA NÚMERO OCHO: \u003C\u002Fh2>\n\n\u003Cp>La Empresa consciente de su responsabilidad social empresarial se compromete\na otorgar al inicio de cada año escolar únicamente a los empleados con hijos\nuna bolsa conteniendo útiles escolares con los siguientes elementos: 6\ncuadernos escolares, 1 borrador, 1 saca punta, 1 regla, 1 caja de colores,\u003C\u002Fp>\n\n\u003Cp>1lápiz grafito. Se entiende que es una bolsa por hijo y una vez cada año,\nsiempre y cuando se acredite que los niños se encuentren debidamente\nmatriculados y se presente una constancia en el Departamento de Recursos\nHumanos junto con la partida de nacimiento de cada menor que acredite el\nparentesco.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>Asimismo, la empresa concederá anualmente un permiso con goce de salario\nhasta por treinta (30) días a cinco (5) empleados para que puedan realizar su\npráctica profesional; para gozar de este beneficio, los aplicantes deberán\npresentar la carta de solicitud por parte de la Institución Estudiantil a la\ncual pertenecen con los datos que se utilizan generalmente para este tipo de\nprácticas y posteriormente la respectiva evaluación de la empresa o\ninstitución donde hayan realizado la misma.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>REAJUSTE DE PERSONAL\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA NÚMERO NUEVE. \u003C\u002Fh2>\n\n\u003Cp>En caso de que la empresa se vea en la necesidad hacer reajuste de personal\ny\u002Fo suspensión temporal de los contratos de trabajo sin goce de salario, la\nselección del personal se hará siguiendo los lineamientos del artículo\nliteral 19), seleccionando a los empleados de menor antigüedad y aquellos con\nmenores niveles de eficiencia, calidad, habilidad, disciplina y asistencia,\ntomándose ambos criterios en su conjunto.\u003C\u002Fp>\n\n\u003Cp>En condiciones iguales de resultados, se preferirá a tos trabajadores\nsindicalizados para que sigan trabajando.\u003C\u002Fp>\n\n\u003Cp>En el caso descrito en el párrafo anterior, una vez hecha la selección de\nlos trabajadores que se encuentren en igualdad de condiciones, se llamará a la\nJunta\u003C\u002Fp>\n\n\u003Cp>Directiva del Sindicato, para que manifieste que trabajador o trabajadores\ndesea que se queden.\u003C\u002Fp>\n\n\u003Cp>PERMISOS SINDICALES CON GOCE DE SALARIO\u003C\u002Fp>\n\n\u003Ch2>CLÁUSULA NÚMERO DIEZ. \u003C\u002Fh2>\n\n\u003Cp>La empresa concederá permisos sindicales con goce de salarios a los\nmiembros de la Junta Directiva del Sindicato debidamente acreditados para que\npuedan desempeñar comisiones o actividades sindicales inherentes a su 3\norganización; los permisos por este concepto no excederán de veinte (20)\ndías al año por cada directivo, el pago en relación a estos permisos se\nhará en base al salario promedio del módulo al cual pertenece el Directivo\nque goce de dicho permiso.- Por su parte, el sindicato se compromete a\nacreditar la nómina de la junta directiva con tres (3) días posteriores a la\nelección.\u003C\u002Fp>\n\n\u003Cp>Asimismo, se concederá permiso con goce de salario a las o los miembros de\nla junta directiva que sean designados por el sindicato para gozar de becas de\nestudios otorgados por las instituciones nacionales o internacionales, para\nasistir a cursos de capacitación sindical, cooperativistas, seminarios,\nconferencias y giras de estudios.- Los días utilizados para este fin no serán\ncontabilizados como permisos sindicales según lo acordado en el párrafo\nanterior y no excederán de diez días por directivo cada año.\u003C\u002Fp>\n\n\u003Cp>Queda convenido que los permisos sindicales relacionados a esta clausula no\nafectarán en ningún aspecto el cálculo del bono educativo, vacaciones,\ndécimo tercer mes, catorceavo mes, auxilio de cesantía, preaviso y otros\nbeneficios.\u003C\u002Fp>\n\n\u003Cp>El sindicato por su parte se compromete a presentar a la empresa la\ninvitación o convocatoria de las instituciones patrocinadoras de dichos\neventos junto con una nota de la central a la cual está afiliado el sindicato,\ncon por lo menos tres (3) días de anticipación.- En el caso de estos permisos\nno se excederá de dos miembros de la Junta Directiva al mismo tiempo.\u003C\u002Fp>\n\n\u003Cp>TABLERO SINDICAL Y USO DE PARLANTES\u003C\u002Fp>\n\n\u003Ch2>CLÁUSULA NÚMERO ONCE: \u003C\u002Fh2>\n\n\u003Cp>La empresa se compromete, treinta (30) días después e la suscripción del\npresente contrato colectivo de condiciones de trabajo, en colocar dos (2)\ntableros en áreas visibles para los trabajadores, los que serán de uso\nexclusivo del SITRAPINEHURST y servirán para colocar convocatorias, avisos y\ntoda información educativa que el sindicato considere necesaria; los avisos\ndeben ser respetuosos y de ninguna manera en perjuicio de la imagen de la\nempresa y del sindicato.\u003C\u002Fp>\n\n\u003Cp>La empresa facilitará su sistema de uso de parlantes para que a través de\nellos se transmitan avisos de suma importancia o de emergencia por parte del\nsindicato, siempre que no puedan ser notificados por la tabla de avisos o que\npor su urgencia requieran notificarse por los parlantes. Estos avisos deberán\nser autorizados por la Gerencia de Recursos Humanos, y serán comunicados\ndirectamente por el encargado de la recepción, quien es el que hace todos los\navisos dentro de la empresa a sus trabajadores. Los avisos no excederán de\nmás de dos minutos.\u003C\u002Fp>\n\n\u003Cp>INCAPACIDADES PRE Y POST NATAL\u003C\u002Fp>\n\n\u003Ch2>CLÁUSULA NÚMERO DOCE: \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cp>Toda trabajadora en estado de gravidez gozará de descanso forzoso\nretribuido durante las seis (6) semanas que preceden al parto y seis  29 de\nAgosto de 2012 Página 6\u003C\u002Fp>\n\n\u003Cp>(6) semanas después del mismo, retribuido conforme a la ley. Para aquellas\nempleadas que hayan dado a luz por cesárea, la empresa concederá con goce de.\nsalario, una (1) semana adicional en concepto de post natal.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>a trabajadora presentará sus documentos de incapacidad postnatal, debiendo\npresentar constancia extendida por la institución donde dio a luz que acredite\nsu cesárea.\u003C\u002Fp>\n\n\u003Cp>Cuando el parto sea prematuro no viable después del sexto mes de embarazo,\no el bebé falleciera a! momento de nacer, la trabajadora gozará de su post\nnatal y su respectivo pago como si hubiese sido un parto normal.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>La trabajadora gozará de diez (10) horas de lactancia adicionales\ndebidamente remuneradas, a las ya señaladas por la ley; es entendido que si el\nArticulo 140 del Código de Trabajo es modificado en cuanto a la cantidad de\nhoras de lactancia, aplicará lo que literalmente defina la ley en beneficio de\nlas trabajadoras.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>FERIA DE LA SALUD GRATUITA\u003C\u002Fp>\n\n\u003Ch2>CLÁUSULA NÚMERO TRECE: \u003C\u002Fh2>\n\n\u003Cp>La empresa con la ayuda del sindicato organizará dos ferias de la salud\nanuales, siempre y cuando las mismas se hagan por medio de los servicios que\nprovee el instituto Hondureño de Seguridad Social y otras instituciones de\nalud públicas y privadas. Dichas ferias se llevarán a cabo únicamente en\ndía sábado y a través de ellas se procurará ofrecer a las y los\ntrabajadores, evaluación médica general, odontológica, exámenes de vista,\noídos o de sangre. Se procurara que tas ferias de la salud se efectué en los\nmeses de Febrero y Agosto de cada año.\u003C\u002Fp>\n\n\u003Cp>En caso de que el IHSS y las otras instituciones de salud públicas o\nprivadas no participen en las ferias de salud y que el costo de la misma sea\ntotalmente absorbido por la empresa, esta se compromete a efectuar por su\ncuenta una feria de salud anual para que sus trabajadores sean evaluados.\nSiempre la misma se llevará a cabo en día sábado.\u003C\u002Fp>\n\n\u003Cp>INDEMNIZACIÓN POR CAUSA DE MUERTE\u003C\u002Fp>\n\n\u003Ch2>CLÁUSULA NÚMERO CATORCE: \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>La empresa se compromete a que en caso de que uno de sus trabajadores o\ntrabajadoras fallezca, se aplicarán los siguientes criterios:\u003C\u002Fp>\n\n\u003Cp>a) En caso de que la muerte sobrevenga por un accidente de trabajo o por\nriesgo debidamente registrados, es decir, la Empresa pagará el equivalente a\n650 días de salario.\u003C\u002Fp>\n\n\u003Cp>b) En caso de que la muerte sea natural o por enfermedad común, la empresa\npagará a los beneficiarios debidamente designados por él o la trabajadora,\nuna indemnización aplicando el siguiente criterio: 1) Sesenta mil Lempiras\n(Lps. 60,000.00) cuando haya tenido una antigüedad de hasta cuatro años\nconsecutivos de laborar para la empresa; 2) Setenta y cinco mil Lempiras (Lps.\n75,000.0) cuando el trabajador haya cumplido una antigüedad superior a cuatro\naños. Es entendido que la empresa pagará el cien por ciento (100%) de las\nprestaciones laborales a los beneficiarios debidamente registrados por el\ntrabajador o la trabajadora fallecidos; en el caso de que el monto de dichas\nprestaciones fueran inferiores o superiores a los criterios establecidos en\nesta cláusula, se aplicará la cantidad que más favorezca al beneficiario del\ntrabajador ola trabajadora. Un beneficio excluye al otro.\u003C\u002Fp>\n\n\u003Cp>Los trabajadores por su parte se comprometen a registrar o actualizar ante\nla empresa los nombres de sus beneficiarios.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>AYUDA EN CASO DE MUERTE DE PARIENTES\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA NÚMERO QUINCE: \u003C\u002Fh2>\n\n\u003Cp>En caso de muerte de dependientes del trabajador trabajadora clasificados\nasí: hijos, esposo o esposa, padre y madre o, en sustitución de os padres tos\nabuelos que el trabajador haya registrado, la empresa le donará la cantidad de\nun máximo de TRES MIL LEMPIRAS (Lps. 3,000.00); se entiende que; la abuela o\nel abuelo, sustituye el derecho que correspondería a la madre o padre\nrespectivamente; es decir se excluyen. La empresa concederá un día adicional\na los dos días señalados por la ley en el artículo 95 numeral 5) del Código\nde Trabajo es decir, concederá un permiso con goce de sueldo por tres (3)\ndías para que el trabajador o la y trabajadora puedan asistir a los servicios\nfunerarios y entierro de estos parientes.\u003C\u002Fp>\n\n\u003Cp>En caso de que la muerte ocurriera fuera de la localidad, el trabajador\ntendrá derecho a solicitar ante el Departamento dé Recursos Humanos, hasta\ndos (2) días de permiso sin goce de salario, con la obligación de acompañar\nel acta de defunción en un término de diez días, para justificar el\npermiso.\u003C\u002Fp>\n\n\u003Cp>CELEBRACION DIA DE LA MADRE Y DEL NIÑO\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA NUMERO DIECISEIS: \u003C\u002Fh2>\n\n\u003Cp>Tal y como se ha acostumbrado anualmente, la Empresa continuará festejando\na sus trabajadoras en su celebración del día de la madre; asimismo, la\nempresa festejará en el mes de septiembre de cada año a los hijos de las y\nlos trabajadores por la celebración del día del niño con diez (10) piñatas,\nse les dará además a las y los niños un convivio que incluya refrescos y\npastel. Este evento se efectuará en el día sábado inmediato anterior o\nposterior al 10 de Septiembre.\u003C\u002Fp>\n\n\u003Cp>COLABORACION PARA CELEBRACION DIA DEL TRABAJADOR \u003C\u002Fp>\n\n\u003Ch2>CLÁUSULA NÚMERO DIECISIETE: \u003C\u002Fh2>\n\n\u003Cp>La empresa en ocasión de celebrar el Primero de Mayo día del Trabajador\nconviene en aportar al sindicato anualmente la suma de veinte mil lempiras\n(Lps. 20,000.00), para la celebración del primero del Mayo, Día Internacional\ndel Trabajo.\u003C\u002Fp>\n\n\u003Cp>Esta cantidad será entregada mediante cheque contra recibo a nombre de la\norganización sindical por lo menos con quince (15) días de anticipación a la\nfecha respectiva.\u003C\u002Fp>\n\n\u003Cp>REUNIONES\u003C\u002Fp>\n\n\u003Ch2>CLÁUSULA NÚMERO DIECIOCHO.- \u003C\u002Fh2>\n\n\u003Cp>El Sindicato y la Empresa se comprometen en hacer su mejor esfuerzo por\nmantener la disciplina de todos los trabajadores en la planta, en un marco de\nrespeto y estricto apego a la ley y al reglamento interno de trabajo.\u003C\u002Fp>\n\n\u003Cp>presa y Sindicato acuerdan celebrar reuniones con la Gerencia General o un\nrepresentante de éste debidamente autorizado, una vez al mes, y dos veces al\nmes, con la- Gerencia de Recursos Humanos. Tales reuniones tienen como objeto\nel solucionar ios problemas que puedan surgir y requieran ser analizados con la\nempresa, por lo que ambas partes se comprometen, a presentar las agendas de los\npuntos a tratar con al menos una semana de anticipación. Las reuniones se\nllevarán a cabo preferiblemente en día jueves de 3:30 pm a 5:00 pm con la\nGerencia de Recursos Humanos.- Quedando en libertad las partes de reunirse\nfuera de ese marco cuando surja una emergencia. La reunión con la Gerencia\nGeneral o su representante, se hara con una agenda previa la cual debe ser\npresentada a su representante con anticipación. En caso de que no hubiese\nnecesidad de reunirse con la gerencia General en ese mes, la misma será\nsuspendida para el siguiente mes.\u003C\u002Fp>\n\n\u003Cp>En aplicación del artículo 545 del Código de Trabajo SITRAPINEHURST\ndeclara que podrá solicitar la asesoría de la Central General de Trabajadores\n(CGT) misma a la cual está afiliada el sindicato para la tramitación de los\nconflictos y esa Central podrá asumir su representación frente a las\nautoridades y frente a terceros, de tal forma que lo derechos y obligaciones\nque emanan del presente contrato colectivo de condiciones de trabajo sea\nrespetado por las partes, a efecto de darle pronta solución al problema y\nevitar confrontaciones innecesarias que puedan alterar la armonía entre el\nSindicato y la Empresa.\u003C\u002Fp>\n\n\u003Cp>Cuando se presenten actos de grave indisciplina o violaciones a los derechos\ny obligaciones de las y los trabajadores, éstos serán llamados en el proceso\nde investigación a la oficina de Recursos Humanos, previamente este\nDepartamento girará las notas de convocatoria respectivas, tanto ai trabajador\ncomo al sindicato para que éste esté presente acompañando a dicho trabajador\no trabajadora, a menos que el trabajador o trabajadora por no ser afiliado a la\norganización sindical, manifieste que no desea la presencia de un miembro de\nla Junta Directiva sino que prefiere a un compañero de trabajo como testigo.\nPara el procedimiento de investigación que requiera el levantamiento de un\nacta interna, antes de la aplicación de cualquier sanción, el sindicato hará\nuso de la prerrogativa establecida en el artículo 92 numeral 9 del Código de\nTrabajo.\u003C\u002Fp>\n\n\u003Cp>ESCALAFÓN\u003C\u002Fp>\n\n\u003Ch2>CLÁUSULA NÚMERO DIECINUEVE: \u003C\u002Fh2>\n\n\u003Cp>Ambas partes convienen en formar una comisión bipartita compuesta por\nrepresentantes del patrono y representantes de la Junta ctiva Sindical, dentro\nde los noventa (90) días siguientes a la suscripción del presente contrato\ncolectivo de condiciones de trabajo, para elaborar un escalafón que rija los\nascensos y demás cambios de funciones de los operarios de la planta, sin\nincluir los señalados en la cláusula Número Dos del presente contrato\ncolectivo de condiciones de trabajo; dichos movimientos se harán tomando en\ncuenta los perfiles que actualmente aplica la empresa para los ascensos y\npromociones y en estricta aplicación del artículo 95 numeral 22) del Código\nde Trabajo, tomando en cuenta fundamentalmente la capacidad y eficiencia del\ntrabajador (a), y en igualdad de condiciones su antigüedad dentro de la\nempresa.\u003C\u002Fp>\n\n\u003Cp>En el caso descrito en el párrafo anterior, una vez hecha la selección de\nlos trabajadores que se encuentren en igualdad de condiciones, la Junta\nDirectiva y ,la empresa que formen parte de la Comisión, elegirá a los\ntrabajadores que serán promovidos.\u003C\u002Fp>\n\n\u003Cp>Lo anterior, sin perjuicio de aquellos casos en que la empresa requiera\ncontratar personal nuevo que demande reunir ciertas aptitudes exigidas (nivel\neducativo, conocimientos técnicos especiales, etc.) para llenar una plaza\nvacante. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MAQUINARIA Y EQUIPO DE TRABAJO\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA NUMERO VEINTE: \u003C\u002Fh2>\n\n\u003Cp>La empresa en aplicación a los artículos 95 numeral 3, 391 del Código de\nTrabajo, y en función de proteger la salud de los trabajadores, se compromete\nen seguir manteniendo el equipo de trabajo requerido de buena calidad, él cual\nse repondrá tan pronto como dejen de ser eficientes.\u003C\u002Fp>\n\n\u003Cp>METAS DE PRODUCCION\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA NUMERO VEINTIUNO: \u003C\u002Fh2>\n\n\u003Cp>Cuando por razones técnicas o de manejo ocurran cambios de estilos y\nmétodos de trabajo distintos en cada operación, el Departamento de\nIngeniería o Producción explicará a los representantes del Sindicato y a los\noperarios que deben implementar el cambio en qué consiste el mismo; cuando\nfuere necesario, la empresa facilitará la inducción necesaria a los\ntrabajadores y trabajadoras de las líneas en la cual se aplicará el\ncambio.\u003C\u002Fp>\n\n\u003Cp>OFICINA SINDICAL\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA NUMERO VEINTIDOS: \u003C\u002Fh2>\n\n\u003Cp>La empresa facilitará al sindicato a más tardar 31 de Enero del 2012, el\nsiguiente mobiliario: un archivo, un escritorio, una silla secretarial, una\ncomputadora, y un oasis para que la Junta Directiva pueda utilizarlos en sus\nasuntos sindicales; asimismo, en virtud del problema actual de espacio que\nprevalece en el área de oficinas, acondicionará un espacio dentro de los\nprimeros (5) meses de la firma del presente contrato colectivo de condiciones\nde trabajo.\u003C\u002Fp>\n\n\u003Cp>os representantes sindicales firmarán un recibo del inventario de\nmobiliario que les será entregado por una sola vez, mismos que quedarán bajo\nsu total y absoluta responsabilidad para su mantenimiento y conservación.\u003C\u002Fp>\n\n\u003Cp>SALARIAL\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA NÚMERO VEINTITRES: \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>La empresa conviene en hacer un incremento anual de salario de cinco (5)\nLempiras diarios a todos sus trabajadores en todas sus\u003C\u002Fp>\n\n\u003Cp>categorías, se exceptúan aquellos mencionados en la Cláusula Número Dos\ndel presente Contrato Colectivo de Condiciones de Trabajo.\u003C\u002Fp>\n\n\u003Cp>Se entiende que este aumento se mantendrá arriba del salario mínimo\npactado por la comisión tripartita del salario mínimo integrada por gobierno,\nempresarios y trabajadores, suscrito en fecha 11 de Enero del año 2012 y\npublicado en el Diario oficial La Gaceta número 32,723 de fecha 17 de Enero\ndel 2012.\u003C\u002Fp>\n\n\u003Cp>Ambas partes acuerdan que el aumento salarial pactado de Cinco Lempiras\n(Lps. 5.00) diarios, se aplicará en forma retroactiva a partir del 01 de\nAgosto del año 2012.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Asimismo, como un estímulo a la calidad y eficiencia de sus trabajadores,\nla Empresa se compromete a pagar un bono de Costura por Producción y Calidad,\nde la forma siguiente: \u003C\u002Fp>\n\n\u003Cp>1) El trabajador recibirá el pago del Bono de cuatro (4) días en cualquier\ncombinación de eficiencia, siempre y cuando llegue al 360% dentro de los cinco\n(5) días de la Semana. Es entendido que si el trabajador alcanza una\neficiencia del 400% o más, el bono se pagará en base a (os cinco (5) días\nsegún el monto establecido en la tabla.\u003C\u002Fp>\n\n\u003Cp>simismo, se entiende que la meta será en base al número de operarios de\ncada línea dividido entre el tiempo standard, de acuerdo a los requerimientos\nde cada estilo; 2) Los parámetros de calidad serán los siguientes: a) Si la\ndefectiva del módulo está al 1.5% menos, el módulo ganará el 100% del Bono\n(60% producción y 40% calidad); b) Si la defectiva del módulo está entre\n1.51% hasta 2.5%, el Módulo ganará el 60% de! Bono ( aplica al pago\ncorrespondiente al porcentaje de calidad); c) Si la defectiva está arriba del\n2.51% el módulo no aplica para el pago del bono;\u003C\u002Fp>\n\n\u003Cp>3) Si hubiesen causas de fuerza mayor no imputables a la línea ni al\ntrabajador, el Departamento de Ingeniería hará tas protecciones\nnecesarias;\u003C\u002Fp>\n\n\u003Cp>4) El Sindicato se compromete a colaborar con la Empresa en concientizar a\naquellos empleados que constantemente se ausentan de su centro de trabajo, en\nvirtud de que esta una de las causas principales por la cual las líneas no\nalcanzan sus metas.\u003C\u002Fp>\n\n\u003Cp>El Bono de Costura se pagará de acuerdo a la siguiente tabla:\u003C\u002Fp>\n\n\u003Cp>BONO DE PRODUCCION CON CALIDAD COSTURA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>EFICIENCIA DE EQUIPOBONO........BONO con Defectiva\n1.00-1.5.....................Produccion(60%)\u003C\u002Fp>\n\n\u003Cp>80%............................................................275.88...........................................................165.528\u003C\u002Fp>\n\n\u003Cp>81%............................................................283.8..............................................................170.28\u003C\u002Fp>\n\n\u003Cp>82%.............................................................291.72...........................................................175.032\u003C\u002Fp>\n\n\u003Cp>83%..............................................................299.64..........................................................179.784\u003C\u002Fp>\n\n\u003Cp>84%.............................................................307.56............................................................184.536\u003C\u002Fp>\n\n\u003Cp>85%..............................................................315.48............................................................189.288\u003C\u002Fp>\n\n\u003Cp>86%...............................................................323.4................................................................194.04\u003C\u002Fp>\n\n\u003Cp>87%...............................................................331.32............................................................198.792\u003C\u002Fp>\n\n\u003Cp>88%................................................................339.24...........................................................203.544\u003C\u002Fp>\n\n\u003Cp>89%................................................................347.16..........................................................208.296\u003C\u002Fp>\n\n\u003Cp>90%................................................................355.08.........................................................213.048\u003C\u002Fp>\n\n\u003Cp>91%.................................................................363.............................................................217.8\u003C\u002Fp>\n\n\u003Cp>92%.................................................................370.92......................................................222.552\u003C\u002Fp>\n\n\u003Cp>93%.................................................................378.84........................................................227.304\u003C\u002Fp>\n\n\u003Cp>94%..................................................................386.76......................................................232.056\u003C\u002Fp>\n\n\u003Cp>95%....................................................................394.68....................................................236.808\u003C\u002Fp>\n\n\u003Cp>96%....................................................................402.6.......................................................241.56\u003C\u002Fp>\n\n\u003Cp>97%...................................................................410.52......................................................246.312\u003C\u002Fp>\n\n\u003Cp>98%....................................................................418.44.....................................................251.064\u003C\u002Fp>\n\n\u003Cp>99%...................................................................426.36.......................................................255.816\u003C\u002Fp>\n\n\u003Cp>100%.................................................................434.5..........................................................260.7\u003C\u002Fp>\n\n\u003Cp>101%...................................................................442.42.......................................................265.452\u003C\u002Fp>\n\n\u003Cp>102%...................................................................450.34......................................................270.204\u003C\u002Fp>\n\n\u003Cp>103%..................................................................458.26.......................................................274.956\u003C\u002Fp>\n\n\u003Cp>104%...................................................................466.18......................................................279.708\u003C\u002Fp>\n\n\u003Cp>105%..................................................................474.1..........................................................284.46\u003C\u002Fp>\n\n\u003Cp>106%..................................................................482.02........................................................289.212\u003C\u002Fp>\n\n\u003Cp>107%.................................................................489.94........................................................293.964\u003C\u002Fp>\n\n\u003Cp>108%....................................................................497.86.....................................................298.716\u003C\u002Fp>\n\n\u003Cp>109%..................................................................505.78.......................................................303.468\u003C\u002Fp>\n\n\u003Cp>110%..................................................................513.7..........................................................308.22\u003C\u002Fp>\n\n\u003Cp>111%....................................................................5216.........................................................2312.972\u003C\u002Fp>\n\n\u003Cp>112%..................................................................529.54.......................................................317.724\u003C\u002Fp>\n\n\u003Cp>113%..................................................................537.46........................................................322.476\u003C\u002Fp>\n\n\u003Cp>114%..................................................................545.38.......................................................327.228\u003C\u002Fp>\n\n\u003Cp>115%..................................................................553.3..........................................................331.98\u003C\u002Fp>\n\n\u003Cp>116%...................................................................561.22.......................................................336.732\u003C\u002Fp>\n\n\u003Cp>117%....................................................................569.14......................................................341.484\u003C\u002Fp>\n\n\u003Cp>118%....................................................................577.06.......................................................346.236\u003C\u002Fp>\n\n\u003Cp>119%....................................................................584.98.......................................................350.988\u003C\u002Fp>\n\n\u003Cp>120%....................................................................592.9...........................................................355.74\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TRANSPORTE\u003C\u002Fp>\n\n\u003Ch2>CLÁUSULA NÚMERO VEINTICUATRO:\u003C\u002Fh2>\n\n\u003Cp> La Empresa se compromete en poner a la orden y gratuitamente el servicio de\ntres (3) buses.\u003C\u002Fp>\n\n\u003Cp>Estos buses se facilitarán con el propósito de acercar en la medida de lo\nposible, del centro de trabajo a sus lugares de residencia a aquellos\ntrabajadores que viven fuera del casco urbano.\u003C\u002Fp>\n\n\u003Cp>El sindicato y la Empresa se comprometen en reunirse ocho (8) días después\nde la firma del presente contrato colectivo de condiciones de trabajo con el\nobjetivo de definir las respectivas rutas.\u003C\u002Fp>\n\n\u003Cp>En caso de que la empresa dejare de tener trabajadores que residan fuera del\ncasco urbano, los tres (3) buses se reasignarán a otras rutas que se\ndefinirán de común acuerdo con el sindicato.\u003C\u002Fp>\n\n\u003Cp>COMISION DE HIGIENE Y SEGURIDAD \u003C\u002Fp>\n\n\u003Ch2>CLAUSULA NUMERO VEINTICINCO; \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>La Empresa PINEHURST MANUFACTURING (HND) GMBH, se compromete a darle\ncumplimiento al Reglamento de Higiene y Seguridad, prescrito en el título V,\ncapítulo 1, y Articulo 397 del código del Trabajo Vigente.\u003C\u002Fp>\n\n\u003Cp>Este reglamento deberá ser observado estrictamente por Empresa y Sindicato.\nSin perjuicio de lo que disponga el Reglamento o Reglamentos que emita el poder\nEjecutivo, por medio de la Secretaria de Estado de los despachos de Trabajo y\nSeguridad Social, de conformidad con el Artículo 391 del Código de Trabajo\nque establece, además de las obligaciones que tiene todo patrono o Empresa de\nsuministrar acondicionar locales y equipo de trabajo, que garantice la\nseguridad y la salud de ios trabajadores, en lo referente a Higiene y\nSeguridad.\u003C\u002Fp>\n\n\u003Cp>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 SITRAPINEHURST y tres (3) representantes de\nla empresa. Esta comisión, deberá recibir del departamento de Higiene y\nSeguridad del ministerio de Trabajo, la debida capacitación para que al\ninterior de la planta se garanticen las medidas preventivas como ser disminuir\nlos niveles de ruido, tener un espacio debidamente ventilado para controlar el\nexceso de tamo producido por la tela y así lograr un medio ambiente laboral en\nóptimas condiciones.\u003C\u002Fp>\n\n\u003Cp>ta comisión mixta, deberá sesionar por lo menos una vez al mes y deberá\nde dejar una memoria de cada sesión, más un plan de acción correctivo por\nlas deficiencias que fueran detectadas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>FERIADOS\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA NUMERO VEINTISEIS: \u003C\u002Fh2>\n\n\u003Cp>La Empresa se compromete a pagar los siguientes días feriados o de fiesta\nnacional: 1o. De Enero, 14 de Abril, 1o de Mayo, 15 de Septiembre, 3, 12 y 21\nde Octubre y el 25 de Diciembre, aunque caigan en domingo; el Jueves Viernes y\nSábado de Semana Santa.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Si en virtud de convenio se trabajare durante ios días de descanso o los\ndías feriados o de fiesta nacional, se pagarán con el duplo del salario\ncorrespondiente a la jornada ordinaria en proporción al tiempo trabajado, sin\nperjuicios del derecho del trabajador a cualquier otro día de descanso en la\nsemana de conformidad a lo establecido por el artículo 338 del Código de\nTrabajo.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Asimismo, la Empresa y el sindicato acuerdan que cuando necesiten trasladar\nun feriado a otro día por interés de alguna de las partes, lo harán de\nmutuo consentimiento.\u003C\u002Fp>\n\n\u003Cp>CANASTAS NAVIDEÑAS\u003C\u002Fp>\n\n\u003Ch2>CLÁUSULA NÚMERO VEINTISIETE: \u003C\u002Fh2>\n\n\u003Cp>La empresa, como lo ha venido haciendo seguirá festejando a sus\ntrabajadores, y como retribución a su buena labor y absoluto apoyo, entregará\nuna canasta navideña, con los siguientes productos: frijoles, arroz, sal,\ncafé, azúcar, manteca, cereal, harina de trigo, cubitos Maggie, mayonesa,\nespagueti, mostaza, salsa de tomate, salsa negra, soda en polvo, papel\nhigiénico y fósforos, manteniendo la misma calidad que la entregada en\nDiciembre del 2011.\u003C\u002Fp>\n\n\u003Cp>La empresa comunicará por escrito a la Junta Directiva del Sindicato, la\nfecha en que hará entrega de las canastas a todos sus trabajadores y\ntrabajadoras.\u003C\u002Fp>\n\n\u003Cp>FUERO SINDICAL\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA NUMERO VEINTIOCHO: \u003C\u002Fh2>\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,\ndurante su permanencia como directivo sindical y hasta doce (12) meses después\nde cesar en sus funciones, no podrán ser despedidos de su trabajo, sin\ncomprobar previamente ante la autoridad competente que existe causa justa para\ndar por terminado el contrato de trabajo; el sindicato para efecto de este\nfuero se compromete a comunicar por escrito a la empresa todo cambio de la\njunta directiva a más tardar 2 días después de la fecha en que los cambios\nsucedan.\u003C\u002Fp>\n\n\u003Cp>ESTABILIDAD EN EL TRABAJO\u003C\u002Fp>\n\n\u003Ch2>CLÁUSULA NÚMERO VEINTINUEVE: \u003C\u002Fh2>\n\n\u003Cp>La Empresa, en aras de mantener la armonía y estabilidad con las y los\ntrabajadores, y en aplicación a un principio constitucional que garantiza la\nestabilidad de tos trabajadores en sus empleos, respetará sus puestos de\ntrabajo; si por causas de necesidad en su producción, la Empresa se viera\nobligada a trasladar a un trabajador o trabajadora de un puesto a otro, lo\nhará respetando su categoría y su salario; en el caso del bono de calidad y\neficiencia éste se protegerá con la cantidad que en ese momento se esté\npercibiendo por el término de un mes.\u003C\u002Fp>\n\n\u003Cp>IMPRESIÓN DE FOLLETOS\u003C\u002Fp>\n\n\u003Ch2>CLÁUSULA NÚMERO TREINTA: \u003C\u002Fh2>\n\n\u003Cp>La empresa se compromete en mandar a imprimir en folletos tamaño bolsillo,\nel presente contrato colectivo de condiciones de trabajo, incluyendo en el\nmismo el reglamento interno de trabajo de la empresa, debiendo entregar uno a\ncada trabajador y 50 folletos al sindicato dentro de los noventa (90)\ndías posteriores a la suscripción y registro legal del presente Contrato\nColectivo de Condiciones de Trabajo.\u003C\u002Fp>\n\n\u003Cp>GABACHAS\u003C\u002Fp>\n\n\u003Ch2>CLÁUSULA NÚMERO TREINTA Y UNO: \u003C\u002Fh2>\n\n\u003Cp>La empresa se compromete a otorgar de forma gratuita y anualmente a todos\nsus trabajadores y trabajadoras, una (1) gabacha de tela de buena calidad. Tal\ngabacha será entregada dentro de los noventa (90) días después de la firma\ndel presente contrato de condiciones de trabajo.\u003C\u002Fp>\n\n\u003Cp>El día que el empleado no pueda usar su gabacha, podrá acceder a la\nempresa con solo su carnet de identificación.\u003C\u002Fp>\n\n\u003Cp>És entendido que para establecer el color que usará cada departamento o\nárea dentro de la Empresa, se seguirán los lineamientos indicados por el\nprograma de cumplimientos de medidas de seguridad a implementarse entre las\nempresas que exportan a los Estados Unidos de América, también conocido como\n“CTPAT”, y para establecer la calidad de tela y estilo de la gabacha se\nnombrará una comisión integrada por la empresa y sindicato.\u003C\u002Fp>\n\n\u003Cp>DEDUCCIÓN CUOTA SINDICAL\u003C\u002Fp>\n\n\u003Ch2>CLÁUSULA NÚMERO TREINTA Y DOS: \u003C\u002Fh2>\n\n\u003Cp>La empresa se compromete en deducir semanalmente la cuota sindical ordinaria\ny\u002Fo extraordinaria que señalen los estatutos del sindicato previamente\nautorizados por la Secretaria de Trabajo. La deducción de las cuotas\nextraordinarias antes mencionadas, se aplicarán directamente a los\ntrabajadores afiliados al SITRAPINEHURST.\u003C\u002Fp>\n\n\u003Cp>De igual forma y en aplicación al Decreto Numero 30 de fecha 15 de Marzo de\n1973, la empresa también deducirá la cuota sindical ordinaria a todos\naquellos trabajadores NO afiliados que gocen de los beneficios del presente\nContrato Colectivo de Condiciones de Trabajo, según el monto que los estatutos\ndel sindicato establecen y que estén autorizados por la Secretaria de Trabajo\ny Seguridad Social a través del Departamento correspondiente, extremo que se\nacreditará mediante presentación del documento o Acta que lo autorice.\u003C\u002Fp>\n\n\u003Cp>En el caso de que un trabajador presente un reclamo por no querer aceptar la\ndeducción de la cuota sindical, éste será remitido a SITRAPINEHURST para que\nle brinden las explicaciones necesarias. Si persistiera en su reclamo, deberá\nsolicitarse la intervención de las autoridades de trabajo para aclarar tales\ndeducciones realizadas por concepto de cuota sindical. La empresa notificará\nmediante circular que se colocará en partes visibles y accesibles de la\nplanta, para que todos los empleados tengan conocimiento previo de que se le\nhará la deducción, con las explicaciones legales que el asunto amerite.\u003C\u002Fp>\n\n\u003Cp>Cuando el sindicato decida aumentar el valor de la cuota, éste remitirá a\nla empresa el punto de Acta de la Asamblea General en donde se tomó dicho\nAcuerdo, siempre y cuando tenga la respectiva autorización de la Secretaría\nde Trabajo y Seguridad social, a través del departamento correspondiente.\u003C\u002Fp>\n\n\u003Cp>EMPRESA adjuntará con el cheque que contenga el valor de las deducciones,\nun listado conteniendo el nombre de los trabajadores que han cotizado; el\ncheque se entregará a nombre de SITRAPINEHURST contra recibo a más tardar\ncinco (5) días hábiles después de hechas las deducciones.\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA NÚMERO TREINTA Y TRES: \u003C\u002Fh2>\n\n\u003Cp>El presente Contrato Colectivo de Condiciones de Trabajo tendrá una\nduración de veinticuatro meses, contados a partir del día miércoles\nveintinueve de Agosto del año dos mil doce.\u003C\u002Fp>\n\n\u003Cp>En fe de lo cual, se suscribe el presente documento, en cuatro ejemplares de\nun mismo texto, en la ciudad de San Pedro Sula, Cortés, e! día veintinueve de\nAgosto de dos mil doce.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>POR LA COMISIÓN NEGOCIADORA DE LA EMPRESA:\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>BLANCA ESTELA HERNANDEZ \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>\u003C\u002Fp>\n\n\n\n            \n            \n            ",{"paidmaternityleavepay":42,"paidmaternityleavepayperc":46,"healthandsafetypolicy":48,"paidmaternityleaveduration":52,"sundayallowanceperc1":54,"STRUCINCR_trigger":58,"breastfeeding_workingtime":62,"maternity_nursing_breaks_length":66,"maternity_nursing_breaks_duration":68,"trainingfund":70,"paidmaternityleave":74,"SUNDAY_trigger":77,"nursingmothers":79,"funeralpay":81},{"bindId":43,"name":44,"text":45},"paidmaternityleavepay","Toda trabajadora en estado de gravidez g","Toda trabajadora en estado de gravidez gozará de descanso forzoso\nretribuido durante las seis (6) semanas que preceden al parto y seis  29 de\nAgosto de 2012 Página 6\n\n(6) semanas después del mismo, retribuido conforme a la ley. Para aquellas\nempleadas que hayan dado a luz por cesárea, la empresa concederá con goce de.\nsalario, una (1) semana adicional en concepto de post natal.",{"bindId":47,"name":44,"text":45},"paidmaternityleavepayperc",{"bindId":49,"name":50,"text":51},"healthandsafetypolicy","La Empresa PINEHURST MANUFACTURING (HND)","La Empresa PINEHURST MANUFACTURING (HND) GMBH, se compromete a darle\ncumplimiento al Reglamento de Higiene y Seguridad, prescrito en el título V,\ncapítulo 1, y Articulo 397 del código del Trabajo Vigente.\n\nEste reglamento deberá ser observado estrictamente por Empresa y Sindicato.\nSin perjuicio de lo que disponga el Reglamento o Reglamentos que emita el poder\nEjecutivo, por medio de la Secretaria de Estado de los despachos de Trabajo y\nSeguridad Social, de conformidad con el Artículo 391 del Código de Trabajo\nque establece, además de las obligaciones que tiene todo patrono o Empresa de\nsuministrar acondicionar locales y equipo de trabajo, que garantice la\nseguridad y la salud de ios trabajadores, en lo referente a Higiene y\nSeguridad.\n\nempresa 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 SITRAPINEHURST y tres (3) representantes de\nla empresa. Esta comisión, deberá recibir del departamento de Higiene y\nSeguridad del ministerio de Trabajo, la debida capacitación para que al\ninterior de la planta se garanticen las medidas preventivas como ser disminuir\nlos niveles de ruido, tener un espacio debidamente ventilado para controlar el\nexceso de tamo producido por la tela y así lograr un medio ambiente laboral en\nóptimas condiciones.\n\nta comisión mixta, deberá sesionar por lo menos una vez al mes y deberá\nde dejar una memoria de cada sesión, más un plan de acción correctivo por\nlas deficiencias que fueran detectadas.",{"bindId":53,"name":44,"text":45},"paidmaternityleaveduration",{"bindId":55,"name":56,"text":57},"sundayallowanceperc1","Si en virtud de convenio se trabajare du","Si en virtud de convenio se trabajare durante ios días de descanso o los\ndías feriados o de fiesta nacional, se pagarán con el duplo del salario\ncorrespondiente a la jornada ordinaria en proporción al tiempo trabajado, sin\nperjuicios del derecho del trabajador a cualquier otro día de descanso en la\nsemana de conformidad a lo establecido por el artículo 338 del Código de\nTrabajo.",{"bindId":59,"name":60,"text":61},"STRUCINCR_trigger","La empresa conviene en hacer un incremen","La empresa conviene en hacer un incremento anual de salario de cinco (5)\nLempiras diarios a todos sus trabajadores en todas sus\n\ncategorías, se exceptúan aquellos mencionados en la Cláusula Número Dos\ndel presente Contrato Colectivo de Condiciones de Trabajo.\n\nSe entiende que este aumento se mantendrá arriba del salario mínimo\npactado por la comisión tripartita del salario mínimo integrada por gobierno,\nempresarios y trabajadores, suscrito en fecha 11 de Enero del año 2012 y\npublicado en el Diario oficial La Gaceta número 32,723 de fecha 17 de Enero\ndel 2012.\n\nAmbas partes acuerdan que el aumento salarial pactado de Cinco Lempiras\n(Lps. 5.00) diarios, se aplicará en forma retroactiva a partir del 01 de\nAgosto del año 2012.",{"bindId":63,"name":64,"text":65},"breastfeeding_workingtime","La trabajadora gozará de diez (10) horas","La trabajadora gozará de diez (10) horas de lactancia adicionales\ndebidamente remuneradas, a las ya señaladas por la ley; es entendido que si el\nArticulo 140 del Código de Trabajo es modificado en cuanto a la cantidad de\nhoras de lactancia, aplicará lo que literalmente defina la ley en beneficio de\nlas trabajadoras.",{"bindId":67,"name":64,"text":65},"maternity_nursing_breaks_length",{"bindId":69,"name":64,"text":65},"maternity_nursing_breaks_duration",{"bindId":71,"name":72,"text":73},"trainingfund","Asimismo, la empresa concederá anualment","Asimismo, la empresa concederá anualmente un permiso con goce de salario\nhasta por treinta (30) días a cinco (5) empleados para que puedan realizar su\npráctica profesional; para gozar de este beneficio, los aplicantes deberán\npresentar la carta de solicitud por parte de la Institución Estudiantil a la\ncual pertenecen con los datos que se utilizan generalmente para este tipo de\nprácticas y posteriormente la respectiva evaluación de la empresa o\ninstitución donde hayan realizado la misma.",{"bindId":75,"name":44,"text":76},"paidmaternityleave","Toda trabajadora en estado de gravidez gozará de descanso forzoso\nretribuido durante las seis (6) semanas que preceden al parto y seis  29 de\nAgosto de 2012 Página 6\n\n(6) semanas después del mismo, retribuido conforme a la ley. Para aquellas\nempleadas que hayan dado a luz por cesárea, la empresa concederá con goce de.\nsalario, una (1) semana adicional en concepto de post natal.\n\na trabajadora presentará sus documentos de incapacidad postnatal, debiendo\npresentar constancia extendida por la institución donde dio a luz que acredite\nsu cesárea.\n\nCuando el parto sea prematuro no viable después del sexto mes de embarazo,\no el bebé falleciera a! momento de nacer, la trabajadora gozará de su post\nnatal y su respectivo pago como si hubiese sido un parto normal.\n\nLa trabajadora gozará de diez (10) horas de lactancia adicionales\ndebidamente remuneradas, a las ya señaladas por la ley; es entendido que si el\nArticulo 140 del Código de Trabajo es modificado en cuanto a la cantidad de\nhoras de lactancia, aplicará lo que literalmente defina la ley en beneficio de\nlas trabajadoras.",{"bindId":78,"name":56,"text":57},"SUNDAY_trigger",{"bindId":80,"name":64,"text":65},"nursingmothers",{"bindId":82,"name":83,"text":84},"funeralpay","La empresa se compromete a que en caso d","La empresa se compromete a que en caso de que uno de sus trabajadores o\ntrabajadoras fallezca, se aplicarán los siguientes criterios:\n\na) En caso de que la muerte sobrevenga por un accidente de trabajo o por\nriesgo debidamente registrados, es decir, la Empresa pagará el equivalente a\n650 días de salario.\n\nb) En caso de que la muerte sea natural o por enfermedad común, la empresa\npagará a los beneficiarios debidamente designados por él o la trabajadora,\nuna indemnización aplicando el siguiente criterio: 1) Sesenta mil Lempiras\n(Lps. 60,000.00) cuando haya tenido una antigüedad de hasta cuatro años\nconsecutivos de laborar para la empresa; 2) Setenta y cinco mil Lempiras (Lps.\n75,000.0) cuando el trabajador haya cumplido una antigüedad superior a cuatro\naños. Es entendido que la empresa pagará el cien por ciento (100%) de las\nprestaciones laborales a los beneficiarios debidamente registrados por el\ntrabajador o la trabajadora fallecidos; en el caso de que el monto de dichas\nprestaciones fueran inferiores o superiores a los criterios establecidos en\nesta cláusula, se aplicará la cantidad que más favorezca al beneficiario del\ntrabajador ola trabajadora. Un beneficio excluye al otro.\n\nLos trabajadores por su parte se comprometen a registrar o actualizar ante\nla empresa los nombres de sus beneficiarios.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>HND Pinehurst Manufacturing (HND) GMBH - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2012-08-29\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Fecha de término: → 2014-08-28\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: → 2012-08-29\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  , Industria textil  \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                        Pinehurst Manufacturing (HND) GMBH\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                        SITRAPINEHURST - Sindicato de Trabajadores de la Empresa Pinehurst Manufacturing HND GMBH\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: → No\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            \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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibición de discriminación relacionada con la maternidad → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibición de obligar a las embarazadas o trabajadoras en lactancia materna para desarrollar trabajos peligrosos o poco saludables → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Evaluación de riesgos sobre salud y seguridad de las embarazdas o madres con lactancia → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Posibilidad de alternativas al trabajo peligroso o no saludable para las enbarazadas o trabajadoras en lactancia → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Tiempo libre para exámenes médicos prenatales: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibición de la detección del embarazo antes de la regularización de los trabajadores no estándar: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibición de la detección del embarazo antes de la promoción: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilidades para lactancia: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Cuidados infantiles proporcionados por el empleador: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Cuidados infantiles subsidiados por el empleador: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Subsidio para la educación de los hijos: → No\u003C\u002Fdiv>\n   \n            \n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \n        \n\n        \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 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