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A\" y el Sindicato de Trabajadores de la Empresa VFI de Honduras S.A. (SITRAVFI) - 2014","HND VFI de Honduras S.A. - 2014","Honduras - HND VFI de Honduras S.A. - 2014","HND VFI de Honduras S.A. - 2014 - Industria manufacturera",{"name":39,"data":40},"Primer Contrato Colectivo VFI-SITRAVFI- 2014.docxCC.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>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 \"VFI DE HONDURAS S. A \" Y EL SINDICATO DE TRABAJADORES DE LA EMPRESA\nVFI DE HONDURAS S.A.(SITRAVFI)\u003C\u002Fh1>\n\n\u003Cp>“VFI DE HONDURAS S. A.”, sociedad legalmente constituida, representada\nen este acto por los señores SILVIA YESENY SALAZAR, ROBERTO ANTONIO SANCHEZ,\nSERGIO FELIPE JONES, CLAUDIA PATRICIA LAGOS, EMILIA CLARISSA FERRERA, EDWARD\nANTONIO BARDALES, la que en lo sucesivo se denominará “LA EMPRESA”, por\nuna parte; y por la otra, el SINDICATO DE TRABAJADORES DE LA EMPRESA VFI DE\nHONDURAS S. A. (SITRAVFI), representado por su Comisión Negociadora integrada\npor los trabajadores CARLOS HUMBERTO RAMIREZ MASCAREÑO, DORIS RAQUEL PORTILLO\nORELLANA, LUIS ALONSO CHAVEZ MORAZAN, MARIA DEL CARMEN TREJO, GUILLERMO ENRIQUE\nORELLANA ORTEGA, JOHNNY ESTRADA FLORES, SUNAMITA BETANCOURT GODOY Y RAMON\nARTURO ROMERO, por la Comisión Negociadora del SINDICATO DE TRABAJADORES DE LA\nEMPRESA VFI DE HONDURAS, S. A. (SITRAVFI) que en lo sucesivo se denominará\n“EL SINDICATO” y la señora EVANGELINA ARGUETA CHINCHILLA y DANIEL DURON\npor la Central General de Trabajadores (CGT); ambos del domicilio de Choloma\nCortes, Honduras; quienes después de haber acreditado legalmente la\npersonalidad con que actúan y por el Ministerio de Trabajo la mediadora: Abog.\nBESSY ROCIO LARA, han convenido en celebrar el presente Contrato Colectivo de\ncondiciones de Trabajo, de conformidad con las siguientes estipulaciones:\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA# 1. RECONOCIMIENTO\u003C\u002Fh3>\n\n\u003Cp>La empresa VFI DE HONDURAS S.A. Reconoce y acepta la existencia del\nSINDICATO DE TRABAJADORES DE LA EMPRESA VFI DE HONDURAS “SITRAVFI”, Como el\nrepresentante de todos los trabajadores, en los reclamos laborales sean estos\nindividuales, colectivos o sindicales y demás derechos laborales de las y los\ntrabajadores, se exceptúan de esto las posiciones no mencionadas en la\nclausula # 2 del presente contrato colectivo de condiciones 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 VFI DE HONDURAS S.A.\u003C\u002Fp>\n\n\u003Cp>La empresa acuerda tratar con la Junta Directiva y\u002Fo la Central General de\ntrabajadores (CGT) a la cual el sindicato está afiliado todos los conflictos\nde carácter individual o colectivo que surjan de la aplicación del presente\ncontrato colectivo de condiciones de trabajo, reglamento interno de trabajo, el\ncódigo de trabajo y demás leyes laborales del país, sin perjuicio del\nderecho que tienen todos los trabajadores para gestionar directamente los\nproblemas que le afecten individualmente. La central General de Trabajadores\n(CGT) a la cual el sindicato está afiliado participara en discusiones y\nsoluciones de asuntos de trabajo al momento que el sindicato lo solicite.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\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, manejo de materiales, laboratorista\nde teñido, repartidores, personal de limpieza de prenda, auditores,\nmecánicos, operadores de montacargas, técnicos en mantenimiento, auxiliares\nde mantenimiento, carpintero, entrenadores que laboran en los centros de\ntrabajo en donde la empresa VFI DE HONDURAS S.A. opere, comprometiéndose ambas\npartes al fiel cumplimiento de lo pactado en el mismo. Es entendido que la\nempresa no desmejorara los beneficios y condiciones que ha venido otorgando a\ntodos sus trabajadores.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLÁUSULA # 3. CASOS NO PREVISTOS\u003C\u002Fh3>\n\n\u003Cp>En todo lo no previsto en el presente contrato colectivo de condiciones de\ntrabajo, se procederá de conformidad con lo dispuesto en el código de\ntrabajo, reglamento interno de trabajo, la equidad, la justicia, las buenas\ncostumbres, los buenos usos y el acuerdo de conciliación de fecha 14 de\nnoviembre del 2009 firmado en Washington D.C de los Estados Unidos, en los\naspectos que si competen a la empresa VFI DE HONDURAS S.A. incluyendo las\ndisposiciones 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 VFI HONDURAS S.A. y el Sindicato de Trabajadores de la Empresa\nVFI HONDURAS S.A.SITRAVFI, se reconocen mutuamente el derecho a la libre\nadministración, dirección y decisión plena de sus actividades, sin otras\nlimitaciones más que las que establecen las leyes del país, el código del\ntrabajo, reglamento interno de trabajo y este contrato colectivo.\u003C\u002Fp>\n\n\u003Cp>El Sindicato reconoce en sus responsabilidades como el representante\nexclusivo de los trabajadores de VFI HONDURAS S.A. (de los trabajadores\ncontenidos en la clausula #2 del presente contrato colectivo de condiciones de\ntrabajo.) para los propósitos de este contrato colectivo y asuntos laborales\nsean colectivos, individuales o sindicales, y reconoce que para proveer la\nmáximas oportunidades para buenas condiciones de trabajo, mejores salarios y\noportunidades de empleo, La Compañía debe ser capaz de operar eficientemente\ny 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>CLAUSULA N0 5. CANCELACION DE FALTAS\u003C\u002Fh3>\n\n\u003Cp>El buen comportamiento del trabajador durante once meses (11) meses\nconsecutivos, dará derecho a este a que se le cancelen o borren de sus\nexpedientes todas las faltas cometidas por él y que hayan sido motivo de\nsanciones disciplinarias, tales como amonestaciones o suspensiones de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>El sindicato a través de su representante por iniciativa propia o 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 de trabajo. De igual forma acuerda que al aplicar los procedimientos\ndisciplinarios establecidos en su reglamento interno de trabajo, código de\ntrabajo y el presente contrato colectivo de condiciones de trabajo, enviara las\nrespectivas copias al sindicato.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA# 6. NO REPRESALIAS POR RECLAMOS\u003C\u002Fh3>\n\n\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>\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 N0 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.\u003C\u002Fp>\n\n\u003Cp>Para el goce de este beneficio solo se podrá acceder durante los meses de\nfebrero 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>Es entendido que este beneficio será otorgado como de costumbre a los\nempleados que tengan más de un año de antigüedad y que hayan notificado con\n45 días de anticipación.\u003C\u002Fp>\n\n\u003Cp>Para los casos en que el empleado necesite renunciar debido a una emergencia\ndebidamente comprobada, la empresa tendrá un procedimiento creado con el\nsindicato para el goce de dicho beneficio.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA N0 9. PAGO DE AUXILIO DE CESANTIA\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>La Empresa pagara el auxilio de Cesantía cada año, en un solo pago, la\ncuarta semana de Enero.\u003C\u002Fp>\u003C\u002Fdiv>\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>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA N0 10. ALIMENTACIÓN\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>La Empresa respetara el beneficio que por costumbre ha venido otorgando en\nconcepto de alimentación, otorgando un subsidio diario en jornada normal y en\ntiempo extraordinario, el que a partir de la fecha será mejorado de la\nsiguiente manera:\u003C\u002Fp>\n\n\u003Cp>a) Subsidio de Lps.20.00 diarios (por día trabajado)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) El trabajador que no consuma el almuerzo podrá utilizar este subsidio en\nel transcurso del día consumiendo otros productos que la cafetería brinde,\npor un valor de lps. 20.00\u003C\u002Fp>\n\n\u003Cp>c) Este beneficio es personal, no transferible y para consumo en la semana\nen curso, uno por día.\u003C\u002Fp>\n\n\u003Cp>d) Se entiende que el plato básico que se consume actualmente en la\ncafetería tiene un costo de lps. 20.00 mismo que comprende una carne, dos\ncomplementos y tortillas. Quedando también entendido que en caso de variación\ndel precio lo que la empresa cubre será lps. 20.00 diarios\u003C\u002Fp>\n\n\u003Cp>e) Empresa y sindicato acuerdan crear una comisión bipartita a través del\ncomité de higiene y seguridad, para revisar y supervisar el cumplimiento del\nproveedor de cafetería a fin de garantizar el servicio adecuado en la\nmisma.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA N° 11. MATERIALES ESCOLARES, PRÁCTICAS PROFESIONALES Y\nBECAS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>Como un estímulo a la educación de los hijos e hijas de las y los\ntrabajadores, la Empresa donara anualmente un juego de materiales escolares por\nun monto de L. 150.00 (ciento cincuenta lempiras) para hijos de los\ntrabajadores en escuela primaria (de primero a sexto grado), este beneficio es\naplicable a uno de los padres en caso de que ambos laboren en la empresa. Para\ngozar de este beneficio de materiales escolares deberán mostrar a la Empresa,\npor medio del departamento de Recursos Humanos o cualquier departamento\nasignado por la Empresa, la carta de registro que el niño está matriculado en\nla escuela.\u003C\u002Fp>\n\n\u003Cp>Para el 2014 la empresa acuerda en entregar los bolsos y el fondo educativo\n30 días después de la firma del contrato colectivo de condiciones de\ntrabajo.\u003C\u002Fp>\n\n\u003Cp>En los próximos años la empresa acuerda dar la bolsa de útiles escolares\nen la cuarta semana de enero.\u003C\u002Fp>\n\n\u003Cp>La Empresa permitirá a 8 empleados que necesiten hacer su práctica\nprofesional de educación media o técnica en la planta, a quienes se les\npagará al salario al mínimo de acuerdo a su modalidad de pago.\u003C\u002Fp>\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>\u003C\u002Fp>\n\n\u003Cp>a) El fondo para la educación será administrado por el sindicato.\u003C\u002Fp>\n\n\u003Cp>b) Empresa y sindicato elaboraran un procedimiento para su\nimplementación.\u003C\u002Fp>\n\n\u003Cp>c) La empresa entregara el 100% del fondo de educación en el mes de enero\nde cada año al sindicato.\u003C\u002Fp>\n\n\u003Cp>d) El sindicato por su parte se compromete a entregar copia de la\ndocumentación completa de la implementación de las becas.\u003C\u002Fp>\n\n\u003Cp>e) Ambas partes acuerdan que la empresa podrá auditar la implementación de\neste beneficio, y hará las recomendaciones correspondientes para lo cual el\nsindicato se compromete a corregir en 60 días.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Treinta días después de la firma del contrato colectivo de condiciones de\ntrabajo se integrara una comisión Empresa y Sindicato, para elaborar un\nreglamento que servirá para el manejo y administración de este fondo. Esta\nmisma comisión se encargara de la selección del juego de materiales escolares\narriba indicado.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA N0 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, en los productos\nafectados:\u003C\u002Fp>\n\n\u003Cp>a) Trabajadores no sindicalizados en el producto afectado\u003C\u002Fp>\n\n\u003Cp>b) Trabajadores con menor antigüedad en el producto afectado.\u003C\u002Fp>\n\n\u003Cp>c) Trabajadores de mayor antigüedad en el producto afectado.\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 promedio a los\nmiembros de la junta directiva de SITRAVFI debidamente acreditados para que\npuedan desempeñar comisiones o actividades sindicales inherentes a su\norganización, siempre que el número de los directivos que se ausente no sea\ntal que perjudique el funcionamiento de la empresa. Los permisos por este\nconcepto no excederán 15 (quince) días por año por directivo, ni dos días\npor mes.\u003C\u002Fp>\n\n\u003Cp>El sindicato a iniciativa propia podrá solicitar una licencia sindical\ncuando así lo considere según lo estipula el código de trabajo.\u003C\u002Fp>\n\n\u003Cp>La empresa concederá 45 días anuales de permiso a la junta directiva del\nSITRAVFI con goce de salario promedio para capacitación y educación de los\ndirectivos sindicales, los cuales la junta directiva podrá asignar entre sus\ndirectivos según lo estime conveniente. Por su parte el sindicato se\ncompromete a entregar de manera anticipada la invitación de las instituciones\npatrocinadoras y de la Central General de Trabajadores (CGT) a cual el\nsindicato está afiliado. Cuando el sindicato así lo solicite para\ncomplementar una capacitación, podrá utilizar días de permisos sindicales\npara dicha capacitación según sea el caso.\u003C\u002Fp>\n\n\u003Cp>Por su parte el sindicato se compromete a acreditar la nomina de la junta\ndirectiva con tres días posteriores a su elección.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA N0 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 en\náreas visibles, los cuales serán utilizados por el Sindicato y servirán para\nmostrar anuncios, invitaciones y todo tipo de información educativa que el\nSindicato considere necesaria. Igualmente, cuando ocasionalmente se requiera el\nuso del sistema de parlantes, la empresa lo autorizara para realizar cualquier\ntipo de anuncios requeridos por SITRAVFI a sus afiliados. El sindicato\nentregara al departamento de Recursos Humanos una copia del texto que será\nleído por el sistema de parlantes o colocados en los tableros antes de hacer\nestos anuncios.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA N0 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 según la\nley.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>En los casos que amerite, la empresa concederá 2 semanas de permiso pre o\npost natal personal no pagadas 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 acondicionará un espacio con refrigeradora, para que las\ntrabajadoras en lactancia guarden higiénicamente la leche.\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>Treinta días después de la firma del presente contrato colectivo de\ncondiciones de trabajo y sin ningún costo para los trabajadores y los hijos de\nestos, la empresa hará los arreglos necesarios con una clínica médica local\npara brindar servicio médico básico para los hijos de los trabajadores entre\nlas edades de 12 a 17 años, proveyendo los siguientes servicios:\u003C\u002Fp>\n\n\u003Cp>•Atención medica de 7:00 am a 6:00 pm lunes a viernes( Después de las 6\np.m. solo se atenderá solo casos de emergencias)\u003C\u002Fp>\n\n\u003Cp>• Sábados de 7:00 am a 5:00 p.m (los sábados de 5 p.m en adelante y los\ndomingos solo se atenderán los casos que sean emergencias).\u003C\u002Fp>\n\n\u003Cp>•Medicamentos básicos de emergencia.\u003C\u002Fp>\n\n\u003Cp>•Suturas.\u003C\u002Fp>\n\n\u003Cp>•Nebulizaciones.\u003C\u002Fp>\n\n\u003Cp>•Dos consultas mensuales (una tercera por emergencia a criterio\nmédico)\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 (2) Ferias de la salud, para\nque los 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, hijos, conyugue, padres o\nabuelos de estos 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>\n\n\u003Cp>Así mismo tal y como ha sido la costumbre la empresa seguirá dándole a\ntodo trabajador (a) que así lo requiere el bono de Lps. 1,100.00 para compra\nde lentes previa orden del oftalmólogo del IHSS.\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 exámenes radiológicos (rayos X, resonancias,\nultrasonidos y tomografías) y\u002Fo el material quirúrgico siempre que esté\ndebidamente comprobado, la empresa acuerda ayudar a comprar materiales y a\ncubrir el costo de dichos exámenes.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA# 19. GASTOS FUNEBRES\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>En el caso de muerte de un pariente de un trabajador como ser hijos,\nconyugue, hermanos, padre, madre o abuelos, la Empresa donara L.4,500.00\n(cuatro mil quinientos lempiras exactos) para gastos fúnebres.\u003C\u002Fp>\n\n\u003Cp>Es entendido que la empresa anticipara la mitad de dicho monto en caso que\nel trabajador lo solicite por escrito, debiendo la empresa cancelar la\ndiferencia cuando el trabajador presente la documentación requerida (acta de\ndefunción) en el termino de 7 días.\u003C\u002Fp>\n\n\u003Cp>Este término de 7 días se extenderá si el empleado presenta documento que\ntiene el acta de defunción en trámite.\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 deberán estar terminado 30 días después de\nla firma del presente contrato colectivo.\u003C\u002Fp>\n\n\u003Cp>En caso de que este beneficio haya sido aplicado al trabajador por muerte de\nsus padres, los abuelos quedan fuera de tal aplicación. El trabajador debido a\nla distancia o localidad podrá solicitar un permiso personal adicional no\nremunerado.\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 N0 21. CELEBRACIONES DEL DIA DEL TRABAJADOR\u003C\u002Fh3>\n\n\u003Cp>Para celebrar el día del Trabajador, la compañía acuerda hacer un\nalmuerzo especial para todos sus empleados, y también proveerá 3 buses para\nafiliados del sindicato que asistan a la celebración de ese día, las rutas\nserán acordadas entre la empresa y el sindicato. Asimismo servicio de sonido\n(discomóvil) y donación de 900 camisetas. La directiva sindical proveerá el\ncolor y tallas de las camisetas con 45 días de anticipación. La empresa\nentregara las camisetas 15 días antes del primero de mayo (día del\ntrabajador).\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.\nAsí mismo el sindicato y el Corporativo de la Compañía Fruit of the\nloom-Honduras, podrán reunirse 3 veces al año, con el propósito evaluar las\nrelaciones laborales.\u003C\u002Fp>\n\n\u003Cp>Es entendido que las partes se harán llegar la agenda de los puntos a\ntratar por lo menos con dos días de anticipación. De todas las reuniones se\nlevantara las respectivas actas o memorias según sea el caso las que deberán\nser firmadas por ambas partes al final de la reunión. Queda entendido que la\nempresa colocara de forma inmediata el relevo que sustituirá a cada directivo\nal momento que este se levante de su área de trabajo.\u003C\u002Fp>\n\n\u003Cp>Así mismo y con el ánimo de viabilizar los diferentes problemas que a\ndiario se derivan del desarrollo del trabajo las partes se comprometen en\nreunirse con la Gerencia de Planta, Gerencia de Recursos Humanos, los miembros\nde la Junta Directiva Sindical debidamente acreditados una vez al mes, para\ndiscutir diferentes problemas derivados del trabajo diario. En esta misma\nreunión mensual, tanto el Sindicato como la Empresa, pueden tener al\nombudsperson y\u002Fo representantes de la CGT a la que está afiliado el sindicato,\nprevia notificación.\u003C\u002Fp>\n\n\u003Cp>En el caso que sea necesario algunos empleados pueden ser invitados a\nparticipar de acuerdo a la agenda de la reunión.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA# 23. ESCALAFON\u003C\u002Fh3>\n\n\u003Cp>Sesenta (60) días después de la firma del presente contrato colectivo de\ncondiciones de trabajo, empresa y sindicato se comprometen a integrar una\ncomisión bipartita, la cual tomando en consideración los mecanismos de\nascenso de personal ya existente en la empresa y con el fin de que cuando\nexista una vacante de cualquiera de las categorías de empleo contenida en el\námbito de aplicación del presente contrato colectivo, esta comisión se\nreunirá para apreciar las capacidades y eficiencia de los candidatos o\ncandidatas ya existentes en la planta y asegurar un proceso transparente y\nequitativo, de manera que una vez cumplido con lo anterior la empresa\nseleccione al trabajador que deba ascender a cubrir la vacante.\u003C\u002Fp>\n\n\u003Cp>Y en caso de tener igualdad de condiciones de capacidad y eficiencia se\ntomara la antigüedad que tenga el trabajador dentro de la empresa.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA N0 24. AYUDA PARA ENLACE MATRIMONIAL\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-childcare\">\u003Cp>La empresa donará al trabajador cuando esté contraiga matrimonio civil y\npor una sola vez, el permiso por (5) cinco días con goce de salario mínimo y\nle donara la cantidad de L. 600.00 (Seiscientos).\u003C\u002Fp>\n\n\u003Cp>El trabajador a fin de hacer uso de este beneficio, debe presentar la\ncertificación de matrimonio.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA # 25. MAQUINARIA, EQUIPO DE TRABAJO Y TIEMPO FUERA DE\nESTANDAR\u003C\u002Fh3>\n\n\u003Cp>La Empresa, en función de proteger la salud de sus trabajadores, proveerá\nsillas ergonómicas de buena calidad a los trabajadores que trabajan sentados,\ny alfombras ergonómicas para los trabajadores que laboren de pie.\u003C\u002Fp>\n\n\u003Cp>La Empresa proveerá equipo eficiente a fin de ser competitiva y permitir a\nlos empleados alcanzar altos niveles de eficiencia y calidad, para proveer un\nambiente laboral productivo dotara de maquinaria moderna a fin de maximizar la\nproductividad, calidad, y los ingresos de sus empleados.\u003C\u002Fp>\n\n\u003Cp>La empresa monitoreara y auditara el funcionamiento de la maquinaria y\nreparara o reemplazara dicha maquinaria al ser necesario de acuerdo con el\npresupuesto anual programado por la Compañía con el fin de mantener el mejor\nequipo disponible sujeto al retorno de inversión de la misma (criterio basado\nen disponibilidad de partes, elevado tiempo de maquina mala, consumo de\nrepuestos y el retorno de inversión). El comité de supervisión revisara la\ninformación.\u003C\u002Fp>\n\n\u003Cp>Es entendido que es responsabilidad del empleado cuidar su equipo y\nmantenerlo limpio en todo momento. Adicionalmente, la empresa proveerá todo el\nentrenamiento apropiado, y soporte técnico para los mecánicos. Es\nresponsabilidad de los mecánicos el seguir los procedimientos de\nmantenimientos preventivos y administrar el mantenimiento correctivo de los\nparos de maquina mala.\u003C\u002Fp>\n\n\u003Cp>La empresa continuara aplicando el procedimiento de maquina mala, tomando en\ncuenta el 100% del tiempo de maquina mala y será pagado al promedio de las dos\nsemanas anteriores del empleado. El tiempo de maquina mala en caso que proceda,\nempezara en el momento que el operario reporte la maquina mala al supervisor,\nencargado de línea o jefe inmediato. Así mismo respetara y pagara todos los\nparos de maquina por mejoras y ajustes técnicos que se le haga a la maquina,\nexceptuando los casos de ajustes por métodos de costura.\u003C\u002Fp>\n\n\u003Cp>La empresa acuerda que los bonos vinculados con la producción y la calidad\nno serán afectados 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 los días de las vacaciones en semana santa y en el mes de\ndiciembre de cada año.\u003C\u002Fp>\n\n\u003Cp>Los días de vacaciones se otorgarán en base al código de trabajo, art\n#346:\u003C\u002Fp>\n\n\u003Cp>a) Después de un año de servicio continuo, 10 días laborables.\u003C\u002Fp>\n\n\u003Cp>b) Después de dos años de servicio continuo, 12 días laborables.\u003C\u002Fp>\n\n\u003Cp>c) Después de tres años de servicio continuo, 15 días laborables.\u003C\u002Fp>\n\n\u003Cp>d) Después de cuatro años de servicio continuo, 20 días laborables.\u003C\u002Fp>\u003C\u002Fdiv>\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\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Es entendido que tal y como es la costumbre, si quedaran días pendientes de\npago y descanso, después de gozar el tiempo de descanso de vacaciones en\ndiciembre y los 3 días de semana santa, esos días serán gozados y pagados\ncuando el trabajador así lo solicite y de mutuo acuerdo con la empresa.\u003C\u002Fp>\n\n\u003Cp>Cualquier día adicional descansado (no como vacaciones) imputable al\npatrono será pagado al promedio de las últimas dos semanas y no serán\ndeducidos de los días de vacaciones del siguiente año.\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>Queda convenido que el tiempo de protección de salarios será de un rango\nde 4 a 17 semanas según el caso cuando él o la trabajadora tenga un cambio de\noperación, construcción, método o diferente tipo de tela, para obtener esta\nprotección él o la trabajadora deberá cumplir con la eficiencia requerida\npor la curva para la semana especifica. Sin embargo en los casos que amerita\nsegún el cambio la empresa podrá aplicar una curva de más semanas según sea\nel caso.\u003C\u002Fp>\n\n\u003Cp>30 días después de la firma del presente contrato colectivo la empresa le\nentregara al sindicato una copia del formato utilizado para determinar las\nsemanas de protección.\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 líneas y\u002Fo celdas, para poder proveer a\ncada trabajador la oportunidad de incrementar sus ingresos en una línea y\u002Fo\ncelda de producción de acuerdo a su eficiencia y capacidad.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA# 28. APOYO AL PLAN COOPERATIVO Y OFICINA SINDICAL\u003C\u002Fh3>\n\n\u003Cp>La Empresa proveerá a la Cooperativa de Trabajadores un espacio con\nmobiliario (un escritorio, un archivo, 3 sillas) y una computadora de\nescritorio, en la planta para ser utilizado durante las horas laborales. Esta\noficina también será utilizada por el sindicato, con el único propósito de\ndar asistencia a empleados de VFI de Honduras, el sindicato se compromete a\nmantener este espacio en buenas condiciones. En adición la Empresa donara por\núnica vez la cantidad de L. 80,000.00 (Ochenta mil lempiras) para cubrir\ngastos de inicio de operaciones del plan cooperativo COOSITRAVFI.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA N0 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 ahí\nen adelante cada semana, la cuota sindical ordinaria y extraordinaria según\nlos estatutos del sindicato a todos los trabajadores afiliados al SITRAVFI, de\nigual forma en aplicación al decreto 30 de fecha 15 de marzo de 1973,\ndeducirá la cuota sindical a todos los trabajadores beneficiarios de este\ncontrato colectivo. Los fondos retenidos por estos conceptos se trasladaran al\nsindicato a través de su tesorería la que emitirá el recibo correspondiente.\nEstos traslados de fondos los hará la empresa en el transcurso de la siguiente\nsemana de operadas las deducciones.\u003C\u002Fp>\n\n\u003Cp>Asimismo la empresa hará las deducciones correspondientes que el plan\ncooperativo del SITRAVFI acuerde con sus afiliados, entregando para tal efecto\nla 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>Efectivo al 1 de enero del 2014, la Empresa acuerda un incremento al salario\nmínimo del 8%. En lo que respecta a la parte fija y variable la compañía\nacuerda un incremento del 6% a lo largo de la curva de eficiencia, de acuerdo a\nla tabla de salarios por hora y por semana reflejando este incremento.\u003C\u002Fp>\n\n\u003Cp>Para el 2015 la empresa acuerda un incremento al salario mínimo de acuerdo\na lo decretado por el Gobierno. En lo que respecta a la parte fija y variable\nla compañía acuerda un incremento del 5% a lo largo de la curva de\neficiencia.\u003C\u002Fp>\n\n\u003Cp>Para el 2016 la empresa acuerda un incremento al salario mínimo de acuerdo\na lo decretado por el Gobierno. En lo que respecta a la parte fija y variable\nla compañía acuerda un incremento del 4% a lo largo de la curva de\neficiencia.\u003C\u002Fp>\n\n\u003Cp>Para el 2017 la empresa acuerda un incremento al salario mínimo de acuerdo\na lo decretado por el Gobierno. En lo que respecta a la parte fija y variable\nla compañía acuerda del primero de enero del 2017 al 13 de junio del 2017 un\nincremento del 1.25% a lo largo de la curva de eficiencia.\u003C\u002Fp>\n\n\u003Cp>Se adjunta tabla salarial.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. Trabajadores Indirectos Semanales.\u003C\u002Fp>\n\n\u003Cp>Para los empleados indirectos semanales de las posiciones de Aseadores,\nAyudantes de producción, Ayudantes de Bodega, Operarios de limpieza, ayudantes\nde mantenimiento, la empresa acuerda un incremento salarial efectivo el 1 de\nenero del 2014 del 6 %, a partir del 01 de enero 2015 del 5%, a partir del 1 de\nenero 2016 del 4% y el 1.25% del 1 de enero 2017 al 13 de junio 2017.\u003C\u002Fp>\n\n\u003Cp>Los aumentos decretados por el Gobierno para los años 2014, 2015, 2016 y\n2017 para los trabajadores indirectos semanales, si el salario mínimo de la\ncompañía fuese menor que el salario mínimo legal del Gobierno; La Empresa\nhará el ajuste a manera de que ningún empleado tenga ingreso menor que el\nsalario mínimo legal del Gobierno.\u003C\u002Fp>\n\n\u003Cp>Para los años 2014, 2015, 2016 y 2017(hasta el 13 de junio 2017) para las\ndemás posiciones de trabajadores indirectos semanales y quincenales la empresa\nacuerda un incremento de salario de acuerdo a su evaluación anual de\ndesempeño, utilizando una matriz salarial de un 5% como parte central de la\nmatriz salarial aprobada, con un mínimo del 3.5% y un máximo del 7.5% sobre\nsus salarios base.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLÁUSULA N0 31. HORARIO DE TRABAJO\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>La empresa continuara respetando el horario de trabajo siendo este:\u003C\u002Fp>\n\n\u003Cp>De lunes a Jueves 7:00 a.m. a 4:30 p.m.\u003C\u002Fp>\n\n\u003Cp>Viernes de7:00 a.m. a 3:30 p.m.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Así mismo respetara los recesos para tomar los alimentos que por costumbre\nha venido dando en cada área de trabajo.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA N0 32. TRANSPORTE GRATIS\u003C\u002Fh3>\n\n\u003Cp>La Empresa acuerda proveer servicio de transporte gratis para todos sus\ntrabajadores. Es entendido que la salida de los buses será conforme al horario\nde trabajo del día, Se entiende que el servicio de transporte estará\ndisponible si hay hora extra programada.\u003C\u002Fp>\n\n\u003Cp>30 días después de la firma del presente contrato colectivo de condiciones\nde trabajo, empresa y sindicato revisaran y establecerán las rutas\nrespectivas.\u003C\u002Fp>\n\n\u003Cp>Queda claro que el servicio de transporte es para uso exclusivo de las y los\nempleados de VFI DE HONDURAS S.A. de acuerdo a las rutas establecidas.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA N0 33. SEPTIMO DIA POR PRODUCCION\u003C\u002Fh3>\n\n\u003Cp>La empresa acuerda que continuara pagando el séptimo día en base a\nproducción tal y como ha sido la costumbre.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA N0 34. COMISION DE HIGIENE Y SEGURIDAD\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>La empresa VFI DE HONDURAS S.A. se compromete al cumplimiento del Reglamento\nde Higiene y Seguridad del Código del Trabajo vigente.\u003C\u002Fp>\n\n\u003Cp>La empresa, acepta que treinta (30) días después de la firma del presente\nContrato Colectivo de Condiciones de Trabajo, procederá a constituir la\nComisión de Higiene y Seguridad, la que deberá estar integrada por seis (6)\npersonas: tres (3) representantes de SITRAVFI y tres (3) representantes de la\nempresa.\u003C\u002Fp>\n\n\u003Cp>Esta comisión mixta, deberá sesionar por lo menos una vez al mes y deberá\ndejar una minuta de cada sesión, más un plan de acción correctivo por las\ndeficiencias que fueran detectadas.\u003C\u002Fp>\n\n\u003Cp>La comisión conjunta someterá a la gerencia de planta un reporte que\nproveerá las oportunidades una vez al mes.\u003C\u002Fp>\n\n\u003Cp>La Gerencia de Planta procederá a ejecutar esas oportunidades a fin de\nmantener un ambiente de trabajo seguro y competitivo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA# 35. BONO EDUCATIVO\u003C\u002Fh3>\n\n\u003Cp>La Empresa se compromete en pagar el bono educativo en la última semana de\nMarzo, a todo trabajador (a) que gane un promedio igual o menor a L. 12,000.00\npor mes, siempre y cuando tengan sus hijos e hijas en cualquiera de los ciclos\no niveles educativos de kínder, primaria o secundaria. Es entendido que los\ntrabajadores que reciban el pago de tal bono en Marzo quedan siempre sujetos,\nuna vez cumplida la primera prueba trimestral, a presentar las pruebas de\nregistro y asistencia de sus niños en el centro educativo y que si tal\ncomprobación no se diera la empresa deducirá al trabajador(a) los montos\nanticipados por dicho concepto.\u003C\u002Fp>\n\n\u003Cp>En el caso en que ambos padres de un mismo niño(a) trabajen para la empresa\nel bono se aplicara solo a uno de ellos.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA # 36. PROMOCION Y APOYO AL DEPORTE\u003C\u002Fh3>\n\n\u003Cp>La Empresa VFI de Honduras acuerda proveer anualmente dos uniformes de\nfutbol de buena calidad para los equipos de la planta de la siguiente manera:\nuno será para la selección de mujeres y el otro para la selección de\nhombres. La empresa y sindicato promoverán torneos deportivos. Es entendido\nque 45 días después de firmado el presente contrato colectivo de trabajo la\nempresa entregara los primeros dos uniformes y del 2014 en adelante en el\nprimer trimestre de cada año.\u003C\u002Fp>\n\n\u003Cp>Para la selección de colores y el control de uso de los uniformes se\nconstituirá una comisión empresa y sindicato la que elaboraran un reglamento\nde uso de tales uniformes\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSULA N0 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>\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\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA# 38. ALMUERZO Y CANASTA NAVIDEÑA\u003C\u002Fh3>\n\n\u003Cp>La empresa acuerda celebrar a sus trabajadores con un almuerzo especial en\nnavidad, asimismo proveerá una canasta básica de alimentos a todos sus\ntrabajadores, según el siguiente listado de productos:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>CANT\u003C\u002Ftd>\n      \u003Ctd>DESCRIPCION\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5 LBS\n\n        \u003Cp>5 LBS\u003C\u002Fp>\n\n        \u003Cp>5 LBS\u003C\u002Fp>\n\n        \u003Cp>5 LBS\u003C\u002Fp>\n\n        \u003Cp>5 LBS\u003C\u002Fp>\n\n        \u003Cp>2 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>2 LITROS\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>FRIJOLES\u003C\u002Fp>\n\n        \u003Cp>ACEITE\u003C\u002Fp>\n\n        \u003Cp>CAFÉ\u003C\u002Fp>\n\n        \u003Cp>CEREAL GRANDE\u003C\u002Fp>\n\n        \u003Cp>ESPAGUETI\u003C\u002Fp>\n\n        \u003Cp>PASTA DE TOMATE 200 GRMS\u003C\u002Fp>\n\n        \u003Cp>SALSA DE TOMATE\u003C\u002Fp>\n\n        \u003Cp>MAYONESA\u003C\u002Fp>\n\n        \u003Cp>PAQUETE DE PAPEL HIGIENICO\u003C\u002Fp>\n\n        \u003Cp>RISTRA DE ESPECIAS\u003C\u002Fp>\n\n        \u003Cp>CAJA DE CUBITOS\u003C\u002Fp>\n\n        \u003Cp>PAN MOLDE\u003C\u002Fp>\n\n        \u003Cp>JUGO\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>Una semana antes de la elección de los productos se les mostraran los\nproductos de la canasta a los miembros de la Junta Directiva Sindical.\u003C\u002Fp>\n\n\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\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA # 41. IMPRESIÓN DE FOLLETOS\u003C\u002Fh3>\n\n\u003Cp>La Empresa VFI HONDURAS S.A. 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\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA # 42. GABACHAS\u003C\u002Fh3>\n\n\u003Cp>La empresa acuerda en entregar una gabacha a cada empleado 45 días después\nde la firma del presente contrato colectivo de condiciones de trabajo y luego\nuna gabacha anualmente en el mes de enero de cada año. para el departamento de\nmecánica se suministraran 2 gabachas para el 2013 y luego una cada año como\nel resto de los demás trabajadores.\u003C\u002Fp>\n\n\u003Cp>Es entendido que para establecer la calidad de tela, se hará a través de\nuna comisión bipartita, 2 miembros de la empresa y 2 miembros de la Junta\nDirectiva de SITRAVFI.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA # 43. VIGENCIA DE CONTRATO COLECTIVO\u003C\u002Fh3>\n\n\u003Cp>El presente contrato colectivo de condiciones de trabajo tendrá una\nvigencia hasta el 13 de Junio de 2017.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En fe de lo cual, se suscribe la presente Acta, en cuatro ejemplares de un\nmismo texto, en la ciudad de San Pedro Sula, el día Trece de Junio de dos mil\nCatorce.\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>\u003C\u002Fp>\n\n\u003Cp>Silvia Yeseny Salazar ( Vocera Oficial) Sergio Felipe Jones\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Claudia Patricia Lagos Roberto Sanchez Medina\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Emilia Clarissa Ferrera Edward Antonio Bardales\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>Carlos Ramírez Mascareño (Vocero Oficial) Doris Raquel Portillo ( Vocero\nSuplente)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Luis Chávez Morazán Guillermo Enrique Orellana\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ramon Arturo Romero Sunamita Betancourt Godoy\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Johnny Estrada Flores María del Carmen Trejo\u003C\u002Fp>\n\n\u003Cp>\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 Chinchilla Daniel Durón\u003C\u002Fp>\n\n\u003Cp>Asesores de la Comisión Negociadora Sindical\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>POR EL MINISTERIO DE TRABAJO (MEDIADORA):\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ABOG. BESSY ROCIO LARA\u003C\u002Fp>\n\n\n\n            \n            \n            ",{"hourspday_select":42,"paidmaternityleaveduration":46,"dayspweek":50,"childcare":53,"STRUCINCR_trigger":57,"nursingmothers":61,"hourspday":65,"funeralpay":67,"MEALALL_trigger":71,"trainingfund":75,"discrimination":79,"mealvouchersamount":83,"holidaysdays":86,"healthcareaccess":90,"healthandsafetypolicy":94,"schedulesrestpw":98,"dayspweek_select":100,"SCHEDULE_trigger":102,"educationtuition":104,"healthcareaccessrelatives":108,"nursingfacilities":110,"bankholidays2":112,"contractseverancepay1":116,"hivpolicy":120,"trainingprogrammes":124,"paidmaternityleave":126,"contractseverancepay":128,"PAIDLEAV_trigger":131},{"bindId":43,"name":44,"text":45},"hourspday_select","La empresa continuara respetando el hora","La empresa continuara respetando el horario de trabajo siendo este:\n\nDe lunes a Jueves 7:00 a.m. a 4:30 p.m.\n\nViernes de7:00 a.m. a 3:30 p.m.\n\nAsí mismo respetara los recesos para tomar los alimentos que por costumbre\nha venido dando en cada área de trabajo.",{"bindId":47,"name":48,"text":49},"paidmaternityleaveduration","La Empresa acuerda continuar otorgando a","La Empresa acuerda continuar otorgando a todas las trabajadoras embarazadas\nla incapacidad por maternidad, seis semanas antes del parto, y seis semanas\ndespués del parto, conservando todo los derechos que le corresponden según la\nley.",{"bindId":51,"name":44,"text":52},"dayspweek","La empresa continuara respetando el horario de trabajo siendo este:\n\nDe lunes a Jueves 7:00 a.m. a 4:30 p.m.\n\nViernes de7:00 a.m. a 3:30 p.m.",{"bindId":54,"name":55,"text":56},"childcare","La empresa donará al trabajador cuando e","La empresa donará al trabajador cuando esté contraiga matrimonio civil y\npor una sola vez, el permiso por (5) cinco días con goce de salario mínimo y\nle donara la cantidad de L. 600.00 (Seiscientos).\n\nEl trabajador a fin de hacer uso de este beneficio, debe presentar la\ncertificación de matrimonio.",{"bindId":58,"name":59,"text":60},"STRUCINCR_trigger","1. Trabajadores Directos Efectivo al 1 d","1. Trabajadores Directos\n\nEfectivo al 1 de enero del 2014, la Empresa acuerda un incremento al salario\nmínimo del 8%. En lo que respecta a la parte fija y variable la compañía\nacuerda un incremento del 6% a lo largo de la curva de eficiencia, de acuerdo a\nla tabla de salarios por hora y por semana reflejando este incremento.\n\nPara el 2015 la empresa acuerda un incremento al salario mínimo de acuerdo\na lo decretado por el Gobierno. En lo que respecta a la parte fija y variable\nla compañía acuerda un incremento del 5% a lo largo de la curva de\neficiencia.\n\nPara el 2016 la empresa acuerda un incremento al salario mínimo de acuerdo\na lo decretado por el Gobierno. En lo que respecta a la parte fija y variable\nla compañía acuerda un incremento del 4% a lo largo de la curva de\neficiencia.\n\nPara el 2017 la empresa acuerda un incremento al salario mínimo de acuerdo\na lo decretado por el Gobierno. En lo que respecta a la parte fija y variable\nla compañía acuerda del primero de enero del 2017 al 13 de junio del 2017 un\nincremento del 1.25% a lo largo de la curva de eficiencia.\n\nSe adjunta tabla salarial.\n\n\n\n2. Trabajadores Indirectos Semanales.\n\nPara los empleados indirectos semanales de las posiciones de Aseadores,\nAyudantes de producción, Ayudantes de Bodega, Operarios de limpieza, ayudantes\nde mantenimiento, la empresa acuerda un incremento salarial efectivo el 1 de\nenero del 2014 del 6 %, a partir del 01 de enero 2015 del 5%, a partir del 1 de\nenero 2016 del 4% y el 1.25% del 1 de enero 2017 al 13 de junio 2017.\n\nLos aumentos decretados por el Gobierno para los años 2014, 2015, 2016 y\n2017 para los trabajadores indirectos semanales, si el salario mínimo de la\ncompañía fuese menor que el salario mínimo legal del Gobierno; La Empresa\nhará el ajuste a manera de que ningún empleado tenga ingreso menor que el\nsalario mínimo legal del Gobierno.\n\nPara los años 2014, 2015, 2016 y 2017(hasta el 13 de junio 2017) para las\ndemás posiciones de trabajadores indirectos semanales y quincenales la empresa\nacuerda un incremento de salario de acuerdo a su evaluación anual de\ndesempeño, utilizando una matriz salarial de un 5% como parte central de la\nmatriz salarial aprobada, con un mínimo del 3.5% y un máximo del 7.5% sobre\nsus salarios base.",{"bindId":62,"name":63,"text":64},"nursingmothers","La Empresa acondicionará un espacio con ","La Empresa acondicionará un espacio con refrigeradora, para que las\ntrabajadoras en lactancia guarden higiénicamente la leche.",{"bindId":66,"name":44,"text":45},"hourspday",{"bindId":68,"name":69,"text":70},"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, hermanos, padre, madre o abuelos, la Empresa donara L.4,500.00\n(cuatro mil quinientos lempiras exactos) para gastos fúnebres.\n\nEs entendido que la empresa anticipara la mitad de dicho monto en caso que\nel trabajador lo solicite por escrito, debiendo la empresa cancelar la\ndiferencia cuando el trabajador presente la documentación requerida (acta de\ndefunción) en el termino de 7 días.\n\nEste término de 7 días se extenderá si el empleado presenta documento que\ntiene el acta de defunción en trámite.\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 deberán estar terminado 30 días después de\nla firma del presente contrato colectivo.\n\nEn caso de que este beneficio haya sido aplicado al trabajador por muerte de\nsus padres, los abuelos quedan fuera de tal aplicación. El trabajador debido a\nla distancia o localidad podrá solicitar un permiso personal adicional no\nremunerado.",{"bindId":72,"name":73,"text":74},"MEALALL_trigger","La Empresa respetara el beneficio que po","La Empresa respetara el beneficio que por costumbre ha venido otorgando en\nconcepto de alimentación, otorgando un subsidio diario en jornada normal y en\ntiempo extraordinario, el que a partir de la fecha será mejorado de la\nsiguiente manera:\n\na) Subsidio de Lps.20.00 diarios (por día trabajado)\n\nb) El trabajador que no consuma el almuerzo podrá utilizar este subsidio en\nel transcurso del día consumiendo otros productos que la cafetería brinde,\npor un valor de lps. 20.00\n\nc) Este beneficio es personal, no transferible y para consumo en la semana\nen curso, uno por día.\n\nd) Se entiende que el plato básico que se consume actualmente en la\ncafetería tiene un costo de lps. 20.00 mismo que comprende una carne, dos\ncomplementos y tortillas. Quedando también entendido que en caso de variación\ndel precio lo que la empresa cubre será lps. 20.00 diarios\n\ne) Empresa y sindicato acuerdan crear una comisión bipartita a través del\ncomité de higiene y seguridad, para revisar y supervisar el cumplimiento del\nproveedor de cafetería a fin de garantizar el servicio adecuado en la\nmisma.",{"bindId":76,"name":77,"text":78},"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":80,"name":81,"text":82},"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.\n\nAsimismo 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.",{"bindId":84,"name":73,"text":85},"mealvouchersamount","La Empresa respetara el beneficio que por costumbre ha venido otorgando en\nconcepto de alimentación, otorgando un subsidio diario en jornada normal y en\ntiempo extraordinario, el que a partir de la fecha será mejorado de la\nsiguiente manera:\n\na) Subsidio de Lps.20.00 diarios (por día trabajado)",{"bindId":87,"name":88,"text":89},"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 los días de las vacaciones en semana santa y en el mes de\ndiciembre de cada año.\n\nLos días de vacaciones se otorgarán en base al código de trabajo, art\n#346:\n\na) Después de un año de servicio continuo, 10 días laborables.\n\nb) Después de dos años de servicio continuo, 12 días laborables.\n\nc) Después de tres años de servicio continuo, 15 días laborables.\n\nd) Después de cuatro años de servicio continuo, 20 días laborables.",{"bindId":91,"name":92,"text":93},"healthcareaccess","Treinta días después de la firma del pre","Treinta días después de la firma del presente contrato colectivo de\ncondiciones de trabajo y sin ningún costo para los trabajadores y los hijos de\nestos, la empresa hará los arreglos necesarios con una clínica médica local\npara brindar servicio médico básico para los hijos de los trabajadores entre\nlas edades de 12 a 17 años, proveyendo los siguientes servicios:\n\n•Atención medica de 7:00 am a 6:00 pm lunes a viernes( Después de las 6\np.m. solo se atenderá solo casos de emergencias)\n\n• Sábados de 7:00 am a 5:00 p.m (los sábados de 5 p.m en adelante y los\ndomingos solo se atenderán los casos que sean emergencias).\n\n•Medicamentos básicos de emergencia.\n\n•Suturas.\n\n•Nebulizaciones.\n\n•Dos consultas mensuales (una tercera por emergencia a criterio\nmédico)",{"bindId":95,"name":96,"text":97},"healthandsafetypolicy","La empresa VFI DE HONDURAS S.A. se compr","La empresa VFI DE HONDURAS S.A. se compromete al cumplimiento del Reglamento\nde Higiene y Seguridad del Código del Trabajo vigente.\n\nLa empresa, acepta que treinta (30) días después de la firma del presente\nContrato Colectivo de Condiciones de Trabajo, procederá a constituir la\nComisión de Higiene y Seguridad, la que deberá estar integrada por seis (6)\npersonas: tres (3) representantes de SITRAVFI y tres (3) representantes de la\nempresa.\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":44,"text":52},"schedulesrestpw",{"bindId":101,"name":44,"text":52},"dayspweek_select",{"bindId":103,"name":44,"text":52},"SCHEDULE_trigger",{"bindId":105,"name":106,"text":107},"educationtuition","Como un estímulo a la educación de los h","Como un estímulo a la educación de los hijos e hijas de las y los\ntrabajadores, la Empresa donara anualmente un juego de materiales escolares por\nun monto de L. 150.00 (ciento cincuenta lempiras) para hijos de los\ntrabajadores en escuela primaria (de primero a sexto grado), este beneficio es\naplicable a uno de los padres en caso de que ambos laboren en la empresa. Para\ngozar de este beneficio de materiales escolares deberán mostrar a la Empresa,\npor medio del departamento de Recursos Humanos o cualquier departamento\nasignado por la Empresa, la carta de registro que el niño está matriculado en\nla escuela.\n\nPara el 2014 la empresa acuerda en entregar los bolsos y el fondo educativo\n30 días después de la firma del contrato colectivo de condiciones de\ntrabajo.\n\nEn los próximos años la empresa acuerda dar la bolsa de útiles escolares\nen la cuarta semana de enero.\n\nLa Empresa permitirá a 8 empleados que necesiten hacer su práctica\nprofesional de educación media o técnica en la planta, a quienes se les\npagará al salario al mínimo de acuerdo a su modalidad de pago.\n\nLa 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.\n\n\n\na) El fondo para la educación será administrado por el sindicato.\n\nb) Empresa y sindicato elaboraran un procedimiento para su\nimplementación.\n\nc) La empresa entregara el 100% del fondo de educación en el mes de enero\nde cada año al sindicato.\n\nd) El sindicato por su parte se compromete a entregar copia de la\ndocumentación completa de la implementación de las becas.\n\ne) Ambas partes acuerdan que la empresa podrá auditar la implementación de\neste beneficio, y hará las recomendaciones correspondientes para lo cual el\nsindicato se compromete a corregir en 60 días.\n\n\n\nTreinta días después de la firma del contrato colectivo de condiciones de\ntrabajo se integrara una comisión Empresa y Sindicato, para elaborar un\nreglamento que servirá para el manejo y administración de este fondo. Esta\nmisma comisión se encargara de la selección del juego de materiales escolares\narriba indicado.",{"bindId":109,"name":92,"text":93},"healthcareaccessrelatives",{"bindId":111,"name":63,"text":64},"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\n\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},"contractseverancepay1","La Empresa pagara el auxilio de Cesantía","La Empresa pagara el auxilio de Cesantía cada año, en un solo pago, la\ncuarta semana de Enero.",{"bindId":121,"name":122,"text":123},"hivpolicy","La compañía acuerda celebrar cada año do","La compañía acuerda celebrar cada año dos (2) Ferias de la salud, para\nque los 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, hijos, conyugue, padres o\nabuelos de estos 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.\n\nAsí mismo tal y como ha sido la costumbre la empresa seguirá dándole a\ntodo trabajador (a) que así lo requiere el bono de Lps. 1,100.00 para compra\nde lentes previa orden del oftalmólogo del IHSS.",{"bindId":125,"name":77,"text":78},"trainingprogrammes",{"bindId":127,"name":48,"text":49},"paidmaternityleave",{"bindId":129,"name":118,"text":130},"contractseverancepay","La Empresa pagara el auxilio de Cesantía cada año, en un solo pago, la\ncuarta semana de Enero.\n\nLos 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.",{"bindId":132,"name":88,"text":89},"PAIDLEAV_trigger","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>HND VFI de Honduras S.A. - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2014-06-12\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Fecha de término: → 2017-06-13\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: → 2014-06-13\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                        VFI de Honduras S.A.\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Nombres de los sindicatos: → \n\n                \n                    \n                    \u003Cspan>\n                        SITRAVFI - Sindicato de Trabajadores de la Empresa VFI de Honduras S.A.\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 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